The 30×30 Initiative is a program aimed at increasing the representation of women in law enforcement agencies to a minimum of 30% by the year 2030. It recognizes the underrepresentation of women in policing and seeks to address the gender imbalance within the profession. This session talks about how the initiative encourages participating agencies to commit to specific actions and strategies to recruit, retain, and promote women in law enforcement.
Leading the discussion and sharing their experience with the 30×30 Initiative are:
- Theresa Magyera, The Training and Recruiting Sergeant for the Madison (Wisconsin) Police Department
- Ken Clary, Sworn in as the Police Chief in Bellevue, Nebraska in 2020
- Maureen Q. McGough, Attorney and Senior policy advisor at the National Institute of Justice, and one of the co-founders of 30×30
Specifics of the webinar include:
- The struggles agencies are experiencing to fill vacancies in their recruitment efforts.
- What the 30×30 Initiative is, its goals, and what it isn’t about.
- The importance of the 30×30 Initiative in terms of addressing the significantly low and stagnant percentage of women working in law enforcement.
- The benefits of having women officers in law enforcement in terms of public safety outcomes, use of force, arrests rates, support for crime victims, conducting searches, and perceptions of trust, honesty, compassion and legitimacy.
- Factors that contribute to the underrepresentation of women in law enforcement as it relates to recruitment and hiring strategies and processes, the status quo, and the culture of the organization.
- How the 30×30 Initiative works, what it aims to address, and what it provides.
- A brief overview of the inception of the 30×30 Initiative as it was envisioned by Chief Ivonne Roman of the Newark Police Department, the stakeholders and partners involved, and its launch.
- Bellevue Police Department’s experience being the first site to sign on to the 30×30 Initiative.
- The predominantly male law enforcement agency it is and the effort it took to shift into a more inclusive 30×30-aligned agency.
- Statistics that the Bellevue leadership learned and understood to be able to effectively implement the 30×30 approach through mentoring programs and recruitment events.
- The steps Bellevue took as they implement the 30×30 framework.
- Women’s strengths and weaknesses during the recruitment assessments.
- Shifting the perspective from thinking that 30×30 espouses lowering standards and instead seeing it as a way to increase inclusiveness.
- Numbers that prove the progress Bellevue had where the agency is more representative of the communities they serve.
- The efforts Madison Police Department took as part of the 30×30 Initiative.
- Changing the recruitment strategy into one that shows women in key and leadership roles as a means to attract other women and demonstrate the support they’d be given within the agency.
- Accommodations provided by the agency to pregnant women or those who recently had a child in the form of paid leaves, lactation rooms, and flexible return-to-duty options.
- The importance of intentionality in implementing the 30×30 Initiative, how it will take some time to gain acceptance, and how it can create positive changes in terms of inclusivity for different demographics, not just solely women.
Questions from the webinar attendees are about:
- Tribal agencies participating in 30×30.
- Following up with the agencies who pledged to the 30×30 Initiative and whether they’re committing to its requirements.
- Whether the initiative extends to Canada.
- The options available for the flexible return to duty.
- Daycare centers as part of law enforcement agencies’ facilities.
- Funding and resources available to be able to sign up to the 30×30 Initiative.
- Whether the 30×30 Initiative can be adopted in probations and corrections.
- Hiring and promotional training resources aligned to the 30×30 Initiative.
- Challenges that Bellevue and Madison PD experienced when they employed the 30×30 Initiative and their advice to others looking at implementing it.
Resources and Handouts
- “Super well-rounded insight into the initiative with great anecdotal support. The presenters were clear and concise.” — Brittney
- “The practical applications of “intentionality” were discussed. Well done!!!” — Toye
- “Thank you for bringing the information to light!!!!” — Julia
- “How to echo why 30by30 is important to the department as a whole.” — Jeff
- “I love the idea of more women in LE and think training our staff in emotional intelligence will encourage that.” — John
- “Statistics on the effectiveness of representation in policing.” — Lea
- “I did not realize the level of excellence behind this initiative. Very impressive. Very exciting.” — Lucille
- “Looking at people in the fields of education, nursing, social work, mental health profession where females dominate as potential law enforcement recruits. While the 30 by 30 initiative focuses on hiring women to law enforcement this effort also opens the door to other minority groups.” — Peter
This webinar is part of the JCH Summer School Program. From June 1-August 31, 2023, attendees will receive a certificate of attendance via email about one hour after the conclusion of a webinar.
Want to join us for other Summer School webinars? Check out our Summer School Calendar and register today!
While gender equity in and of itself is important, advancing women in policing also shows promise for improving public safety outcomes and addressing some of policing’s persistent challenges.
More than 200 agencies–ranging in size from major metropolitan police departments to smaller, rural agencies–have taken the 30×30 Pledge, a series of low- and no-cost actions policing agencies can take to improve the representation and experiences of women in law enforcement. The activities help policing agencies assess the current state of a department with regard to gender equity, identify factors that may be driving any disparities, and develop and implement strategies and solutions to eliminate barriers. These actions address recruitment, assessment, hiring, retention, promotion, and agency culture. Learn more by visiting 30x30initiative.org.
Women in Federal Law Enforcement (WIFLE) is an organization of individuals working together to foster awareness of the value that women bring to law enforcement. WIFLE’s goals include recruitment, retention, and promotion of women in federal law enforcement occupations, and the continued development of an information sharing and support network. WIFLE promotes collaborative leadership styles and the development of programs and policies that balance community service with enforcement of the laws. WIFLE also serves as an information and resource network for women in federal law enforcement, domestically and internationally. WIFLE is a leader in diversity, equity and inclusion in the federal law enforcement profession, a cornerstone to effectively serving communities across the country.