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On this episode of the Policing Matters podcast, host Jim Dudley tackles one of the most painful — and often avoided — topics in law enforcement: the sexual harassment and discrimination women still face on the job. Drawing on a national Police1 survey of more than 500 female police officers, the conversation explores what the data shows about repeat offenders, fear of retaliation and the toll on trust, morale and public confidence when agencies fail to act.
To unpack the findings, Jim is joined by Professor Terry Dwyer — the attorney, former New York State Trooper and Police1 columnist who authored the survey and accompanying analysis. Dwyer brings decades of research on workforce behavior and accountability to help clarify what the numbers reveal about culture, leadership and reporting.
Later, Sheriff’s Detective Carryn Barker from San Mateo County, California, shares her own experience reporting harassment and sexual assault by a supervisor — a case that led to one of the largest known settlements of its kind in the state. She describes the support she received from colleagues, the gaps she encountered inside her agency, and the changes she believes can help law enforcement build workplaces grounded in respect, safety and accountability.
Read Terry Dwyer’s analysis of the Police1 survey here:
- Police1 survey reveals harassment and discrimination of female officers
- What female officers say about harassment and culture in policing
About our guests
Carryn Barker is a detective, former SWAT operator, Medal of Honor recipient and doctoral candidate who speaks on resilience, leadership and allyship. As a keynote speaker, she draws from her lived experiences and education to inspire and empower others — helping individuals, teams, and organizations push past barriers and build stronger, more supportive cultures. Her journey led to a landmark legal settlement, but more importantly, it highlighted the power of standing up and standing together. Today, she shares her story to help others navigate challenges, cultivate trust and lead with courage. Whether in the workplace, in leadership, or in life’s toughest moments, Carryn’s message is clear: resilience is built, allyship is action and change begins with the courage to speak up. Follow Carryn here https://www.carrynbarker.com and on Instagram: https://www.instagram.com/carrynbarker/
Terrence P. Dwyer retired from the New York State Police after a 22-year career as a Trooper and Investigator. He is a tenured professor of legal studies at Western Connecticut State University and an attorney consulting on law enforcement liability, disciplinary cases, critical incidents and employment matters. He is the author of “The Badge Between Us: Duty, Marriage, and Family,” Bloomsbury Publishing (2026) and “Homeland Security Law: Issues and Analysis,” Cognella Publishing (2024). Visit his website at https://terrencepdwyer.com.
About our sponsor
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Tune in to hear
- Why repeat harassment is so common — and why supervisors are involved far more often than people realize
- How fear of retaliation shapes every decision women make about reporting, even when colleagues step in to help
- What departments get wrong when complaints surface — and why “check-the-box” training isn’t protecting anyone
- How one detective’s case exposed gaps in reporting, investigations and leadership oversight inside her own agency
- What accountability and empathy look like in practice, and how they can actually shift culture rather than just policy
Key takeaways from this episode
Repeat and supervisor-driven misconduct: Harassment is often ongoing rather than isolated, and many incidents involve someone in a supervisory role, reinforcing the power imbalance female officers face.
Retaliation as the main barrier: Officers frequently intervene to protect colleagues but avoid filing reports because they expect backlash from the agency or individuals involved.
Leadership shapes culture: Weak leadership and inconsistent accountability create environments where poor reporting systems and ineffective training allow harassment to persist.
Significant financial and human costs: Beyond costly settlements, agencies lose experienced women and undermine morale when employees see misconduct ignored or mishandled.
Accountability paired with empathy: Clear reporting channels, fair investigations and visible consequences — combined with empathetic leadership and mentoring — are essential to making women feel safe and supported in the profession.
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