A National Report Card on Women In Fire Careers Marc Bendick, Jr. Bendick and Egan Economic Consultants Leanne Siri - Edw...
This Session Will Cover the “HOW” <ul><li>How many? </li></ul><ul><li>How kept out? How kept down? </li></ul><ul><li>...
<ul><li>Surveyed 675 men & women firefighters </li></ul><ul><li>Surveyed 114 departments </li></ul><ul><li>Interviewed 175...
Counting Women Firefighters Today <ul><li>11,000 women out of 350,000 – 3.7% </li></ul><ul><li>Still 0% in > 50% of depart...
17% is a Realistic Goal <ul><li>Women average 17% in 184 “demanding, dirty, dangerous” census occupations </li></ul><ul><l...
Women in Survey Reported <ul><li>Ill-fitting gear 80% </li></ul><ul><li>No discrimination complaint process 65% </li></ul>...
Women of Color – A Double Disadvantage <ul><li>1 in 5 women firefighters are WOC </li></ul><ul><li>Respondents of color r...
Recruitment <ul><li>Women are enthusiastic about the job </li></ul><ul><li>Invest in active recruitment </li></ul><ul><li>...
Physical Ability Tests <ul><li>In surveyed departments: </li></ul><ul><ul><ul><li>- 47% of women pass </li></ul></ul></ul...
Firehouse Living <ul><li>Need to adapt bunkrooms & bathrooms </li></ul><ul><li>Need zero tolerance for hostile pranks, ...
Assignments & Promotions <ul><li>Need equal access to on-the-job training and mentoring </li></ul><ul><li>Need equal acce...
Culture Underlies Specific Problems <ul><li>Uniform/equipment issues signal desire to exclude, conscious or unconscious <...
The Key Message of this Session <ul><li>Permanent improvement requires changing the culture (cause), not just specific ...
Five Elements of Culture Change <ul><li>Top leadership commitment </li></ul><ul><li>Monitoring and accountability for mana...
Turning Up the Heat in Your Department <ul><li>Expand allies/mentors/diversity champs </li></ul><ul><li>Institute “teach...
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National Report Card on Women in Firefighting

Published on: Mar 3, 2016
Published in: Education      Technology      Entertainment & Humor      
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Transcripts - National Report Card on Women in Firefighting

  • 1. A National Report Card on Women In Fire Careers Marc Bendick, Jr. Bendick and Egan Economic Consultants Leanne Siri - Edwards Leadership Management International
  • 2. This Session Will Cover the “HOW” <ul><li>How many? </li></ul><ul><li>How kept out? How kept down? </li></ul><ul><li>How change practices? </li></ul><ul><li>How change culture? </li></ul><ul><li>How about your department? </li></ul>
  • 3. <ul><li>Surveyed 675 men & women firefighters </li></ul><ul><li>Surveyed 114 departments </li></ul><ul><li>Interviewed 175 women firefighters </li></ul><ul><li>13 focus groups </li></ul><ul><li>Case studies in 5 departments </li></ul><ul><li>Read the full study at </li></ul><ul><li>www.i-women.org </li></ul>The Study Listened to Men & Women, Firefighters & Managers
  • 4. Counting Women Firefighters Today <ul><li>11,000 women out of 350,000 – 3.7% </li></ul><ul><li>Still 0% in > 50% of departments </li></ul><ul><li>90% of occupations have more women </li></ul><ul><li>First hired late 1980s, 14 years </li></ul><ul><li>after 1 st minority </li></ul><ul><li>< 200 (?) above “glass ceiling” </li></ul>
  • 5. 17% is a Realistic Goal <ul><li>Women average 17% in 184 “demanding, dirty, dangerous” census occupations </li></ul><ul><li>Women are 17% in several leading departments </li></ul><ul><li>17% would mean 40,000 more than today’s 11,000 </li></ul><ul><li>At present rate, will get to 17% in 72 years </li></ul>
  • 6. Women in Survey Reported <ul><li>Ill-fitting gear 80% </li></ul><ul><li>No discrimination complaint process 65% </li></ul><ul><li>Shunning/isolation 53% </li></ul><ul><li>Gender challenges to authority 50% </li></ul><ul><li>Problems with privacy 46% </li></ul><ul><li>Verbal harassment 43% </li></ul><ul><li>Gender barriers to advancement 37% </li></ul><ul><li>Training problems 34% </li></ul><ul><li>Unfairness in promotions 34% </li></ul><ul><li>Pornography 32% </li></ul><ul><li>Sexual advances 31% </li></ul>
  • 7. Women of Color – A Double Disadvantage <ul><li>1 in 5 women firefighters are WOC </li></ul><ul><li>Respondents of color report race problems parallel to gender problems. So do men. </li></ul><ul><li>WOC are 13% of expected, white women 26% </li></ul><ul><li>Similar rate of post-hiring problems reported by WOC and white women </li></ul><ul><li>WOCs feel isolated from both women and men of color </li></ul>
  • 8. Recruitment <ul><li>Women are enthusiastic about the job </li></ul><ul><li>Invest in active recruitment </li></ul><ul><li>Use same personal approach as for men </li></ul><ul><li>Use volunteer, cadet, seasonal programs </li></ul><ul><li>Recruit through: </li></ul><ul><ul><ul><li>- sports/fitness </li></ul></ul></ul><ul><ul><ul><li>- medical occupations </li></ul></ul></ul><ul><ul><ul><li>- campuses </li></ul></ul></ul><ul><li>Aspirations form by age 11 </li></ul>
  • 9. Physical Ability Tests <ul><li>In surveyed departments: </li></ul><ul><ul><ul><li>- 47% of women pass </li></ul></ul></ul><ul><ul><ul><li>- 84% of men pass </li></ul></ul></ul><ul><li>Training raises pass rates for both sexes & closes gender gap </li></ul><ul><li>Need “criterion-validated” tests – CPAT is not </li></ul><ul><li>Should test whole body, full ability </li></ul><ul><li>Equal testing conditions are key </li></ul>
  • 10. Firehouse Living <ul><li>Need to adapt bunkrooms & bathrooms </li></ul><ul><li>Need zero tolerance for hostile pranks, hazing, isolation, sexual activity, pornography, homophobic behavior </li></ul><ul><li>Need serious system for </li></ul><ul><li>complaints </li></ul><ul><li>Need to control retaliation </li></ul>
  • 11. Assignments & Promotions <ul><li>Need equal access to on-the-job training and mentoring </li></ul><ul><li>Need equal access to formal classes </li></ul><ul><li>Need to avoid “glass walls” assignments to non-fire duties </li></ul><ul><li>Transparency (open postings & explicit criteria) opens promotions to all out- groups, not just women </li></ul>
  • 12. Culture Underlies Specific Problems <ul><li>Uniform/equipment issues signal desire to exclude, conscious or unconscious </li></ul><ul><li>“ Women don’t have the right stuff” = protect my self image </li></ul><ul><li>“ Our job is defined by major structural fires” ignores 70% medical calls </li></ul><ul><li>“ Women means lowering quality” – but real issues are EEO & non-harassment </li></ul>
  • 13. The Key Message of this Session <ul><li>Permanent improvement requires changing the culture (cause), not just specific practices (symptoms) </li></ul><ul><li>Departments must first intend to include , instead of intend to exclude </li></ul>
  • 14. Five Elements of Culture Change <ul><li>Top leadership commitment </li></ul><ul><li>Monitoring and accountability for managers </li></ul><ul><li>Transparent, objective HR processes </li></ul><ul><li>Training to change individual behavior </li></ul><ul><li>Sustained effort: 3-5 years </li></ul>
  • 15. Turning Up the Heat in Your Department <ul><li>Expand allies/mentors/diversity champs </li></ul><ul><li>Institute “teachable moments” – “ouch” </li></ul><ul><li>Common cause with white males </li></ul><ul><ul><ul><li>- Pre-test training </li></ul></ul></ul><ul><ul><ul><li>- Anti-favoritism </li></ul></ul></ul><ul><li>Strengthening women-minority alliances </li></ul><ul><li>Mobilizing mass media/public opinion </li></ul><ul><li>Targeted and specific early age marketing and recruiting </li></ul>