#30×30: A Force for Progress in Law Enforcement
So many people ask me, “Why are you studying law enforcement?” that I want to address the issue. Women represent over 50% of the total population, but only 12% of law enforcement officers are female. Across federal law enforcement agencies in 2020, only 1% of officers identified as American Indian or Alaska Native. This highlights a significant disparity compared to the overall population. State and local law enforcement agencies don’t provide statistics on a national basis. Still, the Bureau of Justice Statistics 2018 report on tribal law enforcement found that about 5% of full-time sworn officers in tribally operated law enforcement agencies were American Indian or Alaska Native. These numbers suggest that there must be very few female Indigenous law enforcement officers.
The landscape of law enforcement is changing, and the 30×30 Initiative is a bold step toward a more inclusive and effective future. This ambitious goal aims to increase the representation of women in law enforcement agencies across the United States to 30% by 2030, a crucial shift that promises benefits for communities, officers themselves, and the profession as a whole.
Breaking Down the Barriers
Historically, law enforcement has been a male-dominated field. Stereotypes, implicit bias, and systemic barriers like a lack of flexible work arrangements have discouraged women from pursuing careers in policing. The 30×30 initiative tackles these challenges head-on, promoting a multi-pronged approach that addresses recruitment and retention.
Cultivating a Pipeline of Talent
Early outreach programs that engage girls and young women in law enforcement activities can ignite a passion for justice and community service. Mentorship programs pairing experienced female officers with aspiring recruits can offer invaluable guidance and support. Diversifying recruitment strategies to target historically underrepresented communities can broaden the talent pool and ensure a force that reflects the demographics it serves.
Building a Supportive Environment
Once on the job, women in law enforcement need workplaces that foster their success. Inclusive training programs that address implicit bias and promote respectful interactions between officers and the community are crucial. Policies that support work-life balance, like flexible schedules and parental leave, can help retain talented officers who might otherwise leave the force due to family commitments.
The Benefits of Change
The 30×30 initiative isn’t just about numbers; it’s about building a better police force for everyone. Studies have shown that female officers are more likely to engage in de-escalation tactics and prioritize community policing, improving relationships between police and the public. Their diverse perspectives and experiences can contribute to more effective problem-solving and decision-making within police departments.
A Ripple Effect
The impact of 30×30 extends beyond police departments. When young girls see women in positions of authority and leadership within law enforcement, it shatters stereotypes and inspires them to dream bigger. This increased representation can foster community trust and cooperation, leading to a safer and more just society for all.
Challenges and Opportunities
Achieving 30×30 will require commitment and collaboration. Addressing entrenched biases, overcoming institutional resistance, and ensuring adequate funding for initiatives are some challenges that must be tackled. However, the potential rewards—a more effective, inclusive, and trusted police force—are worth the effort.
The 30×30 initiative is a call to action for a more equitable future of law enforcement. By nurturing talent, fostering supportive environments, and recognizing the benefits of a diverse force, we can build a police department that genuinely reflects and serves the communities it protects. It’s a journey worth taking, one step at a time, until the scales tip and 30% becomes a reality, not a dream.
Rachel Peterman, JD, is a student at Leech Lake Tribal College.