By Sergeant Jennifer Pratt
For over two decades, I’ve served in law enforcement — a career that’s historically been a male-dominated field. The profession has evolved in extraordinary ways. A job once seen as primarily enforcing the law has transformed into a people-centered profession, requiring a blend of skills, perspectives and empathy to meet today’s complex challenges. As a female officer, I have experienced the barriers and breakthroughs of this transition. Today, as law enforcement confronts its future, agencies embrace differences, build trust and work together to create safer, more cohesive communities. Agencies recognize that true policing is built on connection, collaboration and inclusivity.
A new era of policing: The business of people
Modern policing is no longer just about responding to calls or enforcing laws — it’s about engaging with the people in the communities we serve. Officers are tasked with navigating mental health crises, de-escalating volatile situations and addressing systemic inequalities as part of their daily job. According to the President’s Task Force on 21st Century Policing (2015), effective law enforcement requires a paradigm shift prioritizing procedural justice, community engagement and social equity. [1] This work demands more than physical strength or authority — it requires empathy, emotional intelligence, cultural competency and strategic thinking. Success in this profession now hinges on our ability to build relationships and foster trust.
Successful policing is about understanding the needs of diverse communities and working alongside them as partners. This shift represents a profound change in how we view law enforcement — not just as a reactive force but as proactive leaders in community well-being.
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Strength in diversity
As policing evolves, so must those who wear the badge. Diverse perspectives and skills are essential to meeting the complexities of today’s challenges. Research highlights how female officers often excel in de-escalating conflict, demonstrating empathy and fostering community trust — qualities increasingly critical in modern policing. [2] Similarly, a 2022 study published in the “Journal of Criminal Justice” found that departments with higher gender diversity experienced fewer use-of-force complaints and improved public perception. [3]
For too long, women in law enforcement careers have faced pressures to adapt and become “more like men” to fit in and conform to traditional, male-defined norms. Yet, as Schuck discusses in “Diversity in Policing,” women bring unique skills — like multitasking, communication and emotional intelligence — that are integral to effective policing. [4] Real progress happens when we recognize and embrace the strengths women naturally bring to the table as they are — rather than trying to fit them into a mold and repeatedly being surprised when they don’t conform to preconceived standards. Recognizing these contributions not only benefits women but strengthens the profession.
Balancing equality and collaboration
It’s no secret that conversations about inclusion and equality have swung the pendulum in recent years. While necessary and overdue, this shift has, in some cases, led to men feeling vilified or pushed aside. It’s a delicate balance. As women, we’ve worked hard to prove we belong in the same spaces as our male colleagues. Yet if the pendulum swings too far, it risks alienating the very people we need as allies. To move forward, we must break down old barriers and redefine what it means to serve and protect today’s officers and future generations.
Conversations that build unity
The goal isn’t to replace men or diminish their contributions, but to create an environment where everyone — regardless of gender — feels valued and supported. For this to happen, it’s vital to foster conversations that acknowledge the discomfort some may feel and invite them into the solution. After all, the future of law enforcement depends on unity, not division.
If we want true inclusivity in policing, we must start with open, honest, empathetic conversations. These conversations include addressing the fears and concerns of our male colleagues while challenging them to imagine a future where their daughters, sisters or wives might pursue this career. What kind of culture would they want for the women they love? Research highlights that open and honest dialogues addressing concerns and biases foster trust and unity within departments. [5] Such conversations require vulnerability on both sides. Inclusivity thrives not through confrontation but through collaboration and shared purpose. [6] Bridging gaps begins with acknowledging shared goals and embracing the diversity that strengthens the profession. As women, these vulnerable conversations require us to recognize that our male colleagues are not our adversaries. They are partners in this mission, and their buy-in is crucial to creating a better environment for everyone.
👥 Roll-call scenario: The backup
A primary officer responds to a domestic call involving a non-English-speaking family. A newer female officer arrives as backup but is waved off with, “I’ve got this — no need to complicate things.” The backup officer is trained in trauma-informed interviewing and speaks the family's language. She’s unsure whether to intervene or defer.
Discussion questions:
• What’s the risk in ignoring the backup officer’s skill set?
• How can diversity in training or background improve this outcome?
• How should the backup officer respond without escalating tension?
• How does this impact trust with the family involved?
Takeaway: Diverse skill sets improve outcomes. Valuing each other’s strengths — regardless of rank, background or gender — leads to better service and safer communities.
Changing the culture: Inclusivity without blame
To truly transform the culture of policing and create lasting change, we must stop assigning blame and start building solutions for the future. Men and women bring complementary strengths to the table, and when we learn from each other, we elevate the profession as a whole. A culture of inclusivity values individual differences and learns from them.
Mentorship programs, implicit bias training and open forums for dialogue — where, regardless of gender, officers feel safe to express their concerns and ideas — are vital to creating an environment where all officers feel respected and empowered. [7] Progress does not mean erasing the past. Instead, it involves building on traditions while embracing change. Police organizations must balance honoring the history of policing with addressing its future needs. By fostering collaboration and growth, we can ensure modern policing reflects the communities it serves and supports a better future.
Moving forward together
The evolution of policing isn’t just a shift in tactics or priorities — it’s a transformation of purpose. It’s about recognizing that policing is, at its heart, about people. The future of law enforcement depends on breaking down barriers, fostering unity and embracing change. By doing so, we honor the past, meet the present and prepare for a stronger, more inclusive future where our differences as men and women are not in competition but instead work cohesively to produce a more effective and efficient way of policing.
The future of policing depends on our ability to work together, support one another and embrace change. Women must pave the way for those who come after us. As men, there’s an opportunity to lead with empathy and inclusion. Together, we can create a culture where diversity is accepted and celebrated.
Integrating diverse perspectives is not a luxury but a necessity for addressing contemporary challenges. [8] Law enforcement can thrive in an era of unprecedented change by investing in our people — officers and community members alike — and fostering a culture of inclusivity. Together, we can ensure that the profession reflects the resilience, compassion and belief in collaboration that defines its highest ideals. Policing is — and will always be — a people-centered profession. The badge represents a commitment to service, unity and trust. To uphold these values, we must embrace the complexities of modern policing and recognize that our greatest strength lies in our diversity.
📌 3 things leaders can do today
1. Audit your culture, not just your numbers
Don’t just track diversity in hiring — evaluate whether different voices are truly heard at every rank.
Action: Ask: “Is there anyone in this agency whose ideas get ignored or dismissed?” Use what you hear to spot blind spots.
2. Start the uncomfortable conversation
Inclusion won’t move forward without dialogue. Acknowledge the discomfort around DEI and invite male officers into the conversation.
Action: Ask your team: “What kind of policing culture would you want for your daughter or sister?”
3. Champion strengths, not conformity
Officers bring value through communication, empathy and awareness — not just tenure or physical presence.
Action: This week, recognize one underappreciated officer and publicly highlight their unique contribution.
References
- Office of Community Oriented Policing Services (2015). Final Report of the President’s Task Force on 21st Century Policing.
- Archbold C, Schulz D. (2012). Policing: A Journal of Policy and Practice.
- Lum C, Nagin DS. (2017). The ANNALS of the American Academy of Political and Social Science.
- Schuck AM. (2014). Diversity in Policing.
- Morin R, et al. (2022). Policing: An International Journal.
- Sklansky DA. (2007). Democracy and the Police.
- Cordner G. (2020). Police Administration (9th ed.).
- Schuck A, Rabe-Hemp C. (2017). Women Policing Across the Globe.
About the author
Jennifer Pratt is a sergeant with the Fountain Valley (California) Police Department, boasting a 20-year career with diverse roles including patrol, detective bureau, school resource officer and Crisis Negotiations Team Leader for SWAT. She supervises patrol teams, oversees administrative duties, and trains officers in use-of-force, de-escalation and crisis response. A POST Master Instructor, Jennifer has developed and taught specialized courses for law enforcement, including Crisis Negotiations, Critical Incident Aftermath Management and communication training. Jennifer holds a Master’s in Education Administration and Curriculum Development, an adult teaching credential, and works with POST and IADLEST to ensure compliance in law enforcement training nationwide.
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