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This report is part of a series of Lessons Learned Briefs from the International Association of Women Police (IAWP) Gender
Responsive Policing Summit ‘Gender Diversity in US Policing – Progressing Words into Action’ (30 – 31 March 2023)
The Role of Men in Promoting Gender Diversity
One session was centered around the experiences of the UK Police Services with the HeForShe initiative,
emphasizing the contributions men can make. Moreover, men’s roles in fostering gender-responsive
policing surfaced in multiple sessions throughout the two-day Summit.
Key takeaways
Men account for most police leadership positions, so men are critical to gender-responsive reform.
Mentorship and sponsorship are essential to women navigating and progressing through the ranks.
Both men and women can serve in these roles.
Agencies have found success by identifying men with equality mindsets to serve as advocates, helping
educate others, and contributing to cultural change.
There are several ways to better integrate men into shifting the culture. Examples include utilizing
men as role models and educators, inviting men to women’s leadership conferences, including men
in affinity groups focused on gender issues, and providing workshops and resources on allyship.
Gender-responsive policies geared to improve women’s experiences (e.g., parental leave policies,
flexible scheduling) are also beneficial for men and can lead to better recruitment and retention of
women.
Men as leaders, mentors, and sponsors
President Friedl (IAWP) thanked male leaders for participating and encouraged them to “bring others
along.” Approximately 89% of front-line supervisors and 96% of Chiefs in local police agencies are men1.
Men (and women) leaders are positioned to create access and opportunity. Chief Schmaderer said he
came into his role with strong women deputy chiefs on his team and noticed a void when they left.
Recognizing that diversity leads to better outcomes, he said he routinely invites multiple perspectives for
big decisions. Chief Shoemaker stressed that leaders must find ways to make organizational change. When
progress is tied to a few individuals, essential efforts may be abandoned when leadership changes.
Several leaders highlighted the value of setting priorities to be filtered through others with equality
mindsets. Chief Clary spoke about prioritizing diversity and empowering carefully selected folks to
implement initiatives. In under two years, Bellevue PD saw record increases in applicants testing; a third
were women, and 40% were applicants of color. Foulkes and Guðjónsdóttir noted some of the best ideas
come from people on the ground. Hierarchy often prevents the information from flowing upwards;
flattening out the organization can lead to improved outcomes and information flow.
Finally, several women leaders spoke about the value of mentors in their journeys, many of whom were
men. Captain Petillo and ACC Harrison spoke of men who served as mentors and pushed them to progress
in their careers. Women role models and mentors are critical to the success of other women. Still, many
more men are in positions to mentor and sponsor women, making their participation essential.
VIOLENCE INTERVENTION AND POLICING RESEARCH LAB
Learn more about our ongoing work at: VIPRLab.org
For additional information about this report, please contact Samantha Clinkinbeard at
sclinkinbeard@unomaha.edu.
Empower and develop champions and allies
Speakers and participants voiced the need for, and the importance of, male champions and allies.
Sometimes it can be difficult for women to speak up, and even when they do, not everyone always want
to listen (e.g., dismissed as “me” problems). ACC Harrison called in favors to get men to show up and
participate. She highlighted how important it was for men to see other men showing up for the cause.
One male sergeant presented about the impact of his wife’s miscarriage at an event with several men in
attendance. For Harrison, it drove home the importance of allowing men to have a voice and be involved
in the solutions. Commissioner Guðjónsdóttir said she saw some positive movement after reassembling
her team to include men with an equality mindset. The Commissioner empowered two male officers to
lead mandatory workshops and other change efforts, leading to ‘cracks in the resistance’.
A few men shared that they lacked knowledge and had misperceptions about gender-related issues.
Speakers and participants emphasized the need to “invite men in” and to “bring everyone to the table.”
Several ways exist to help support, educate, and develop allies. One audience member shared that her
department started sending a few men to a women’s leadership conference each year. These men
returned as champions, helping enlist other men. Sessions and workshops on allyship should also be
included in mainstream policing conferences, educational offerings, and practitioner publications. Several
participants denoted a need to provide space for men in various gender-responsive affinity groups.
Existing initiatives (e.g., 30x30, HeForShe) can help provide resources and education.
Better education and policies are good for women and men
Although focusing on family-friendly and women’s health policies is a staple in proposals for gender-
responsive policing, they are not just “women’s issues”. Research indicates that masculinity requirements
can deter men. Many men, especially younger ones, prioritize family issues and flexibility when
considering careers.2 Presenters in the Equality, Diversity, and Inclusion workshop noted that the
demands on all police officers have grown in recent decades – men and women need mental health and
wellness support. Commissioner Guðjónsdóttir pointed out that men are not immune to health risks such
as injury, depression, and suicide. Presenters and audience members shared that conversations and
education about women’s health experiences (e.g., menopause, miscarriage) have positively impacted
officers who have spouses and co-workers who have undergone similar experiences.
Participants cited
Deborah Friedl, International Association of Women Police (IAWP); Doug Shoemaker, Chief, Denton Police
Department (TX, US) and 4th VP of IACP; Carl Foulkes, Retired Chief Constable, North Wales Police (UK); Ken Clary,
Chief, Bellevue Police Department (NE, US); Louise Harrison, Assistant Chief Constable (ACC), Civil Nuclear
Constabulary (UK); Robin Petillo, Captain, Los Angeles Police Department (CA, US); Sherie Thomas, Deputy Chief
(DC), Omaha Police Department (NE, US); Sigríður Björk Guðjónsdóttir, Commissioner, Icelandic National Police;
Todd Schmaderer, Chief, Omaha Police Department (NE, US)
References and resources
1. Goodison, S. E. (2022). Local Police Departments Personnel, 2020.
2. Clinkinbeard, S. S. & Rief, R.M. (2022). Police reform needs women: Gender equity as cultural change. In J. A. Schafer
& R. W. Myers (Eds.), Rethinking and reforming American policing: Leadership challenges and future opportunities.
