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I worked so hard to get to where I am today, personally and professionally as most people might say they have in this world as well. Juggling a career and the personal responsibilities of being a wife, mother, daughter, and daughter-in-law can be challenging. This is possibly another fact that many people in our nation can relate to. Falling into the next category is where I would say might set me apart from most…my chosen profession. Holding the position of the first female Indian police Captain at the 8th busiest airport in the world is not an easy task but one that I cherish. I am proud to be a leader in the law enforcement community I serve. The profession itself has gone through struggles and challenges to evolve to where it is today but, in my opinion, it is still one of the most honorable professions that exist.
Issue
A core critical issue for the future of law enforcement is how female representation affects certain aspects of the workforce. In the United States, women have been disproportionately underrepresented in law enforcement for decades (Crowley, 2019). For example, data from the Bureau of Justice Statistics (BJS) indicates that the percentage of sworn female officers in local police departments in the country has not increased over the past 20 years; in fact, it has gone down from its peak. According to the BJS, in 2000, women accounted for about 13% of full-time sworn officers in local police departments. In 2021, women represented 13.1 percent of all sworn police officers in the United States (Korhonen, 2023). This percentage is slightly higher than the 12.7 percent of all police officers who were women in 2001, but lower than the all-time high of 14.3 percent in 1999 (Seklecki, 2007). In a hypothetical scenario where female representation in California law enforcement increases to equitable levels in the future, can we say with confidence that police agencies are prepared for this potential demographic shift and how it will influence the overall culture in these organizations?
What People Are Doing About It
Law enforcement leaders across the country are collaborating to raise the representation of women in policing, many through their pledge to the 30×30 Initiative for Women in Policing. 30×30 was founded by the National Association of Women Law Enforcement Executives (NAWLEE). The initiative officially launched in March of 2021 and according to Co-founder Maureen McGough, dozens of police departments signed up immediately (National Policing Institute, 2024). It aims to increase the representation of women in police recruit classes to 30% by 2030 while also fostering police policies and cultures that deliberately promote the success of qualified women officers throughout their careers (Schuck & Rabe-Hemp, 2024).
30×30 is built on decades of social science research that shows the unique benefits women officers bring to policing agencies. Research conducted in the United States and internationally has clearly documented that female officers are as competent as their male counterparts and even excel in certain areas of police performance, are less likely to use excessive force and are more likely to implement community-orientated policing (Lonsway, 2003). With initiatives like 30×30, we are already headed in a direction that will increase the presence of women in law enforcement and reshape the landscaping of policing. Despite the benefits of boosting the representation of women in policing, there remains a considerable amount of work yet to be done. The story of a current police executive illustrates that point.
Assistant Chief of Police Latasha Wells Amerson of the Los Angeles Airport Police Department believes equitable female representation in California police agencies will have profound implications for promotional opportunities and career advancement prospects. “As honorable as it is, I long for the day that we are no longer doing firsts”, she says. On December 16, 2019, Chief Wells Amerson was promoted to the rank of commander as the first female officer to obtain this newly implemented rank. Her journey to get to where she is today as the second in command in the department came with many challenges and obstacles that she had to endure but her focus has always been to foster a culture that promotes respect and productivity to help meet the department’s mission. Certainly, she is not alone in the challenges she faced becoming a police officer and rising through the ranks.
According to a study conducted by Wiseman (2021), many law enforcement agencies struggle to hire female officers. The study examined the sharp decline in interest for entering the field of law enforcement by both genders. The final report by Wiseman was created to assist agencies in hiring diverse workforces in ways that improve trust and confidence in the community. According to McDowell, “Policing experts indicate that verbal skills of women often have a calming effect that defuses potentially explosive situations. Such a measured style is especially effective in handling rape and domestic violence calls in which the victims are usually women” (McDowell 1992). It’s not just adding more women to an agency to grow the numbers, but to change the ways police agencies are staffed, managed and led.
The Impact of Increased Female Representation on Promotional Opportunities
Historically, women officers have faced barriers to advancement within law enforcement, including implicit biases, limited mentorship opportunities, and systemic gender discrimination. (Socia et al, 2021). When the number of women in leadership positions increases, there will be greater gender diversity within the upper ranks of police agencies, resulting in changes to policies and practices regarding their ascension into command and executive positions.
Los Angeles Airport Police Chief Cecil Rhambo notes that “As the number of women in law enforcement increases, you can expect to see more women in leadership positions. This is because women are often seen as being more collaborative, communicative, and relationship-oriented than men. These qualities are essential for effective leadership in law enforcement”. Chief Rhambo oversees a Police Department with over 870 employees. The Department not only has a female Assistant Chief but 2 female Captains and 2 female Lieutenants which makes up about 33% of his Command Staff team. The Los Angeles Airport Police is thriving with a much higher percent of their management and command staff being female, strong evidence that what works there can work everywhere.
Leaders in the largest sheriff’s department in the world echo Rhambo’s sentiments. Los Angeles County Sheriff Department (LASD) Undersheriff April Tardy said “I shared with my department that the need for women in law enforcement was not a fad, but a necessity. Obviously, mayors, city managers, and voters have gotten the memorandum! If you look across the nation, women in leadership roles in law enforcement has increased significantly, and it is no surprise” (Tardy).
After seeing the multiple ways in which women can contribute to the promotional opportunities within the police force, it is important to look at how female officers can be recruited to join the police force and that increased representation would affect police organizational culture.
The Impact of Increased Female Representation on Organizational Culture
Increased female representation may lead to more inclusive promotion processes prioritizing merit and qualifications over gender. As women officers ascend to leadership positions, they can serve as role models and mentors for aspiring female officers, providing support and guidance to navigate the complexities of a career in law enforcement. Moreover, diverse leadership teams are better equipped to address the diverse needs and concerns of officers within the organization, improving morale and job satisfaction.
Research suggests that women receive fewer complaints, draw their firearms less, and are less likely to use excessive force (National Center for Women in Policing 2024). According to Magny, women officers bring unique perspectives and skill sets to law enforcement, which can contribute to a more holistic approach to policing that prioritizes community engagement and collaboration (2022). If there is an increased female representation in the police force which is equitable to the male counterparts, there will be a resounding impact on organizational culture and effectiveness. One example of this would be to ensure police buildings are equipped with lactation offices for mothers to use. This would help the transitions that working women make as they return back to work from having a baby. Another impact of equitable numbers is the opportunity for both genders to work as a unit. For example, as it stands now there is a majority of men in most police departments and by changing this statistic it would essentially change the feeling of females always being outnumbered.
According to McDowell, in some ways, women are better police officers than men; being cool, calm, and communicative, they can help stop violence before it erupts (1992). The achievement of equitable female representation in California police agencies is likely to catalyze significant shifts in organizational culture. Historically male-dominated cultures within law enforcement have often prioritized traits associated with traditional masculinity, such as physical strength and assertiveness, while marginalizing characteristics typically associated with femininity, such as empathy and communication skills (Magny, 2022). However, as more women enter the ranks of law enforcement, there is a potential for a more inclusive and diverse organizational culture to emerge.
Increased female representation leads to a better work culture with a greater emphasis placed on interpersonal interactions, compassion, and de-escalation techniques within police agencies. This shift towards a more community-oriented and empathetic policing model has the potential to enhance trust and legitimacy within the communities served by California police agencies. Promoting a positive and inclusive workplace culture that values diversity and fosters respect and equality among all employees. This can involve implementing zero-tolerance policies for harassment and discrimination, providing diversity and sensitivity training, and creating opportunities for open dialogue and feedback.
Implementing flexible work policies that accommodate the unique needs and challenges faced by women officers, such as caregiving responsibilities or scheduling constraints. Since this would impact other employees as well who work the same units or shifts, Human Resources and Associations involvement would be compulsory for such an agreement to take place. Offering options such as part-time schedules, telecommuting, or job-sharing arrangements can help retain female officers and support their career progression. Additional advantages linked to gender diversity within law enforcement agencies encompass enhanced legitimacy (Socia et al., 2021), better experiences for female victims (Magny, 2022), refined recruitment tactics (Schuck & Rabe-Hemp, 2024), a focus on community-oriented policing strategies (Socia et al., 2021), and reduced occurrences of use of force and officer misconduct (Magny, 2022).
Recommendations for the Future
As the numbers of women in leadership positions grows, so should hiring initiatives that prioritize recruiting and hiring qualified women candidates which would be another change that would take place if there was equitable female representation. This would include women setting specific recruitment goals, offering incentives for female applicants, and implementing bias-free hiring practices (Socia et al, 2021). Developing mentorship and support programs for female officers to provide guidance, networking opportunities, and career development support would also be prevalent in the police force. Initiatives such as pairing new recruits with experienced female mentors would facilitate their integration into the department and support their long-term success.
In March 2024, the International Police Association and the Women’s Police Association of Montenegro hosted the Gender World Congress of Women Police Officers. This conference focused on the implementation of gender equality measures in police forces. Amongst their conclusions were that 1) by addressing stereotypes, promoting women’s participation in decision-making and implementing supportive policies, law enforcement agencies can create more inclusive and effective environments that better serve and reflect the communities they protect (Agovic 2024), 2) an increase in the number of females in the profession would lead to more conferences and seminars that allow women and men to not only network with each other but inspire and motivate each other, and that 3) training should be provided in areas such as leadership skills, decision-making, and conflict resolution to help equip women officers for leadership positions (Schuck & Rabe-Hemp, 2024).
Finally, with the push for more female representation in law enforcement, organizations should prepare for the cultural change that will occur. Leaders will have the challenge of ensuring their male employees are equipped to handle the culture change that will occur should female representation increase in the workplace by leading efforts to normalize the increasing presence of women as peers, and by creating a workplace that isn’t just woman-friendly but welcoming to all members of staff.
Conclusion
Achieving equitable female representation in California police agencies by 2030 has the potential to lead to a more inclusive and diverse law enforcement workforce that prioritizes community engagement, communication, and empathy. Moreover, it can create pathways for career advancement and leadership development for women officers, enhancing overall organizational effectiveness and community trust. While challenges remain as shown through the human capital theory, the prospect of achieving gender equity in law enforcement offers a promising vision for a more equitable and inclusive future.
Recognizing and valuing the contributions of women in law enforcement is a critical strategy for fostering safer and more equitable communities. Although merit-based promotions are what agencies should strive for, by promoting diversity and inclusivity agencies can develop a more efficient and responsive approach to their communities thereby enhancing trust and partnerships amongst the citizens they serve. Police agencies should continue to be proactive in their succession planning but also take a more in depth look into the promotional and cultural changes considering the demographic shift on our horizon.
Captain Belinda Joseph graduated from the Los Angeles Police Academy in 2008. She has been with the Los Angeles Airport Police for 16 years. She possesses a Bachelor’s Degree in Business Administration and Management and Operations Management and a Masters in Public Administration. Belinda has worked in a variety of assignments to include Patrol, Detectives, Internal Affairs, the Department’s Public information Officer and as an Executive Officer. She is currently the Captain assigned to the Patrol Services Section. She has completed the Executive Leader Institute at Drucker School of Management, Executive Development Course and is expected to attend the FBI National Academy next year. She is set to graduate from the POST Command College Class 72 in July 2024.
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