30x30 Initiative

Milestones and Momentum: The State of the 30x30 Initiative This week, we released Milestones and Momentum: The State of the 30x30 Initiative—a comprehensive report on our collective progress over the past four years. It highlights how far we’ve come, charts our path forward, and tackles common myths about advancing and supporting women in law enforcement. The key takeaways: -Expanded recruitment efforts -More accurate and objective hiring assessments -New mentorship and professional development programs -Growth in women-specific health initiatives -Better access to properly fitted protective gear, including ballistic vests designed for women -Stronger communities of practice -Improved support for pregnant officers, parents, and caregivers Most excitingly, agencies that have completed their two-year commitment have seen an average 28% increase in the representation of women in recruit classes. Your work is driving real, measurable change. It’s an honor to stand alongside you in this effort.

?History made at NJIT PD!? For the first time ever, every position within our department is staffed and led by an all-female team for a full 48-hour shift. This photo represents more than just a schedule—it’s a moment of progress, unity, and strength. Say what you will—we know there will always be critics—but the women in this picture are strong, fearless, empathetic, and powerful leaders for both our agency and the community we serve. To the women holding the line, making decisions, and leading with integrity: we see you, and we celebrate you. Pictured from left to right: Sgt. Edna Garcia (ret) Capt. Heather Glogolich PO Teirrah Pruitt PSO/Disp. Justine Soto PO Vanessa Diaz PO Katherin Merino PO Melanie Bautista PO Angela Miller Det. Valerie Blaskewicz Det. Sonia Bellamy #WomenInPolicing #Leadership #BreakingBarriers #NJITPD #RepresentationMatters #StrongWomenLead 30x30 Initiative Kevin Kesselman Andrew Christ, PE, NAC New Jersey Institute of Technology NJIT Police Department

Women make up a third of NOBLE Maryland’s membership, proving that leadership, dedication, and service know no gender. We’re proud to support and empower the women shaping the future of public safety! #WomensHistoryMonth #LeadWithNOBLEMD

The San Francisco Sheriff's Office was proud to host its 3rd Annual Women's Leadership Conference on March 19th. We look forward to March 2026! Until gender equity in law enforcement is attained, the 30x30 Initiative work continues. Many thanks to the presenters and panelists who made this symposium inspiring and motivational: Tiffany K. Martin, Jonni Redick, Ed.D., Ann Carrizales, Michael Carroll, Kevin Franklin, Paul Miyamoto, Eric Shafa, William Scott, Kelly Martinez, Shannan Moon, Ingrid Braun, Yesenia Sanchez, Tina Nieto, Rachelle Whiting, Stephanie Rennie. Special shout out to Peregrine and Andrew Riley for hosting our VIP Casino Night Reception. So much fun! Let's do it again next year! #womenvoicesmatter #allieswanted #femaleleadership #seeitbeit #representationmatters

Why aren’t more women promoted in policing? Research from Natalie Todak and Jessie Huff makes one thing clear: the police promotions process is not a level playing field—and women know it. Across studies analyzing the experiences of hundreds of women officers nationwide, the findings reveal deeply embedded structural and cultural barriers: ?? Promotions are often biased and subjective. - Women are judged on appearance; men on performance. - Boards reward traditionally masculine leadership traits and penalize women for being “too nice” or “too assertive.” - Cronyism and the “Good ol’ Boys Club” exclude women from the networks and prep men rely on to advance. ?? Work-life balance is a hidden hurdle. - Many women—especially mothers—don’t have the luxury of uninterrupted study time. - Promotion systems assume equal conditions but too often ignore the real disparities women face. ?? Even “objective” exams don’t erase inequity. - In their study on exam formats, Huff & Todak found that how agencies structure exams didn’t matter nearly as much as how they support their people. - Women were more likely to promote in agencies that offered mentorship, transparency, and clear pathways—not just written tests. ?? “I scored #1 and still heard I only got it because I’m a woman.” ?? “They said they already had enough women in leadership.” ?? “My male peers were groomed for promotion. I was on my own.” ?? The takeaway: This isn’t about ability. It’s about access and fairness. What can agencies do to fix this? ?? Eliminate subjectivity in decision-making ?? Diversify promotions panels ?? Offer on-duty study time ?? Ensure mentorship is available to all ?? Train evaluators on bias and leadership stereotypes ?? Examine the culture—not just the process Until the path to promotion is fair, the leadership gap will persist. National Association of Women Law Enforcement Executives, Women in Federal Law Enforcement (WIFLE)

?? In recognition of Women's History Month, we are continuing to spotlight the female officers of the Morrisville Police Department. ?? We asked K9 Officer Wyatt the question: What does being a woman in law enforcement mean to you? Her response was this: For me, being a woman in law enforcement is about breaking barriers, challenging stereotypes, and embracing both the challenges and rewards that come with a traditionally male-dominated field. It means showing strength, resilience, and the ability to contribute uniquely to the profession, whether through empathy, communication skills, or a different perspective on problem-solving. It also involves advocating for equality, supporting fellow women in the field, and pushing for broader representation and inclusivity within law enforcement. Ultimately, it’s about making a meaningful impact and showing that gender doesn’t define one’s ability to serve and protect.????

Thank you City of Tempe for having me as a panelist this morning at the Young Women’s Conference! It’s always an honor to represent my profession Tempe Police Department and remind young women of their limitless potential ????♀?

This Women’s History Month’s tribute to our 100th anniversary. Amira Saleh Eppolito https://lnkd.in/gYZUED2z

?? “Be strong. Promote early. But know the bar is different as a woman.” In a study by Kathleen Padilla, Jessie Huff, and Kellie Renfro, 154 current and former female officers from the Dallas Police Department shared honest, experience-based advice for women pursuing careers in law enforcement. ? Many said “Go for it!” — with strong encouragement to promote early and often, on your own terms. ?? Most said, “Do it—but be ready.” Career vs. family isn’t a hypothetical—it’s a real tension. You’ll need thick skin and a strong identity. Machismo culture is still present; women often work harder for recognition. ?? Some said, “Don’t do it.” — citing burnout, bias, and systemic challenges. Officers also shared tangible solutions for better recruitment and retention: - Lactation rooms & childcare support - Transparent promotions - Leadership development & mentorship This study is more than advice—it’s a call to action. National Association of Women Law Enforcement Executives, Women in Federal Law Enforcement (WIFLE)

?? ???????? ???? ?????? ?????? ???????????????? ! ?? IMPD is hosting a FREE workshop this Saturday for women interested in becoming IMPD officers! ?? Hear from female IMPD officers about their experiences ?? Learn about the hiring process and career opportunities ?? Participate in an optional mock fitness test with support from female officers ?? WHEN: Saturday, March 22, 2025 | 10 AM – Noon ?? WHERE: IMPD Training Academy | 901 N. Post Rd, Door 9 ?? ATTIRE: Workout casual (if participating in the fitness test) If you’re ready to explore a rewarding career, this event is for you!