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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)
Mentoring Women Officers
In a national survey representing 22 states, the Nebraska Association of Women Police identified the lack
of supportive women mentors as a relevant issue within many women officers’ agencies.1 Mentoring has
important benefits for the mentee. Those who have mentors often are more satisfied with their jobs, have
increased commitment to their organizations, and are more likely to receive promotions.2 These benefits
show the importance of having a mentor in retaining and promoting women officers.
Key takeaways
Mentors provide varied perspectives and insights that can change how mentees view their careers.
Women’s Police Associations play a major role in providing empowerment through mentorship
outside one’s agency.
Field training provides a natural opportunity for mentorship, but that mentorship is forced. There is a
need to disentangle field training from mentorship and provide mentors beyond field training officers.
There are differences between coaching and mentoring, and it is critical to know the differences to
be an effective coach or mentor.
Mentors
Deputy Chief Thomas described mentors as apples, there are many different types of nourishment that
you can get from an apple, and the same goes for mentors. Mentors provide varied perspectives that
allow the mentee to start looking at things in new ways. Both informal and formal mentors are essential
in this process. According to Deputy Chief Thomas, anyone, including those external to policing, can be a
mentor. She spoke about a mentor outside of policing that provided perspective on how other people see
things. Deputy Chief Thomas suggests having five people in your life that you would consider your “board
of directors”. When you are facing challenges, these are the people that you will go to. Your board of
directors includes the people you can turn to when you need constructive criticism and feedback.
Women’s police associations, mentors, and empowerment
IAWP Board Member Jackson discussed the role of Women Police Associations. During the session, she
suggested associations can help with the issue of women officers lacking supportive mentors. One
example of this was provided by the Saskatchewan Women in Policing (SWIP) video, where women spoke
passionately about the association providing mentorship to their members to empower and help with
promotion opportunities. Deputy Chief Thomas also discussed the benefits of finding informal mentors at
the National Organization Black Law Enforcement (NOBLE) conference. Associations often provide the
added benefit of facilitating relationships with mentors external to the mentee’s agency. External mentors
can allow the mentee a safe space to speak freely without fear of retaliation. It would be beneficial for
women officers who may be seeking mentorship to consider joining a women’s police association.
VIOLENCE INTERVENTION AND POLICING RESEARCH LAB
Learn more about our ongoing work at: VIPRLab.org
For additional information about this report, please contact Champ Champenstein at
nchamp3@unomaha.edu.
Disentangling field training and mentorship
During the breakout session on coaching and mentoring, the question was posed, how do we continue
mentorship beyond field training and disentangle field training from mentorship? Chief Clary said to be
intentional about keeping the two separate from one another. He reiterated this was important; during
field training, an officer needs to stay focused and instructed. Newer officers still need a safe place to
share their inner thoughts and fears without worrying about being demeaned. It is key that mentoring is
a sanctuary. Chief Clary believes that having both a field training officer and a mentor will help retain an
officer for longer by building those relationships and creating a stronger organization overall. That said,
good relationships built during field training may develop into mentorship relationships following the
conclusion of field training.
Coaching vs. mentorship
Officers often view coaching as a negative, but it provides development, improvement, and the tools to
move up in an agency. Although the two differ, coaching should be seen as a positive, with similar
advantages to mentoring. During a breakout session on Mentoring & Coaching, the differences between
the two were discussed. To begin, coaches are qualified and have received training. Mentors do not
require training but rather have lived experience in a specific field. Coaches have great questions for your
answers. Coaches ask questions to raise awareness, summarize, paraphrase, reflect, listen, and engage in
conversation. Coaching is 80% listening and 20% speaking. Coaching allows those being coached to have
more control and guidance over their conversations. Conversely, mentors have great answers to your
questions. Mentors speak more, giving their mentees advice, direction, actions, and guidance.
Participants cited
Ken Clary, Chief, Bellevue Police Department (NE, US)
Lisa Jackson, IAWP Board Member and Affiliate Liaison
Sherie Thomas, Deputy Chief, Omaha Police Department (NE, US)
References and resources
1. The Nebraska Association of Women Police. 2022 concerns of US women police - survey results. International
Association of Women Police (IAWP) Research Paper, Forthcoming.
2. Baranik, L., Roling, E. A., & Eby, L. T. (2010). Why Does Mentoring Work? The Role of Perceived Organizational
Support. Journal of Vocational Behavior.
