30X30 Initiative

Written by Muhammad Kashif Aslam

According to the U.S. Bureau of Labor Statistics, the workforce participation rate for women in January 2024 was 57.4%, which is still below the pandemic levels. [1]This percentage seems promising but if we see this ratio in Law enforcement agency like Police then currently, women make up only 12% of sworn officers and 3% of police leadership in the U.S.[2]

This under-representation of women in policing is a deterrent to public safety. Research shows women officers use less unwarranted force; much less complaints and lawsuits are against them; are observed by communities as being more honest and compassionate; see better outcomes for crime victims, especially in sexual assault cases; and make fewer discretionary arrests.

Today, nearly half of U.S. workers are women. Their growth in employment is reshaping household earnings dynamics. For 16% of U.S. households, women are the primary or sole breadwinners, and in nearly one in three households (29%), both spouses earn the same amount of money.

Increasingly, women are opting out of work entirely by choice for many reasons, or they are opting out of traditional employment form the freedom of entrepreneurship.[3]

Part-time work and job sharing, plays a critical role in someone’s decision to work because many people need flexibility in their schedules. Policing tends to lack that flexibility, but programs like job sharing or part-time positions allow for alternative schedules. This issue is particularly prevalent for women who are parents. Whether the woman recently had a child or is raising older children, a flexible work schedule allows that mother to prioritize their family and maintain a healthy work-life balance. This option will ultimately help departments recruit and retain more female officers.

The 30×30 Initiative is a coalition of police leaders, researchers, and professional organizations who have joined together to advance the representation and experiences of women in policing agencies across the United States. [4]

The 30x30 Initiative's mission is to increase female representation in all ranks of U.S. Policing from the current 12% to a target of 30% by 2030. Over 300 agencies across the United States and Canada have signed onto the 30x30 Initiative.

The 30×30 Initiative is based on the importance of achieving at least 30% representation to empower a group to influence an organization’s culture. This 30% threshold is where change begins to happen. 30×30 is working with policing agencies to improve recruiting practices and establish community partnerships so that agencies become truly representative of the jurisdictions they serve. While 30×30 is focused on advancing women in policing, these principles are applicable to all demographic diversity, not just gender.

 Departments that sign onto the 30x30 Initiative agree to report their department's progress relative to female inclusion. This will guide 30x30 in identifying obstacles in recruitment and retention for female officers in the United States and worldwide. It is important to identify the state-level legislations that will sustain local departments and law enforcement organizations. In order to make progress nationally, it was imperative that starting point should be at the state level in all fifty U.S. states and territories. Certain states exemplify and truly embody the 30x30 initiative, which, in turn, will influence the country and law enforcement as a whole.

Recently a research has been conducted by American University students in order to see that which of the fifty states of USA, are most promising and enacting laws and legislations to support 30x30 initiative. So in order to fully assess state legislation and its impact on forwarding the 30x30 Initiative goal, each state and territory was assessed as its own case and was compared in eight different criteria. These criteria were chosen based on pre-existing literature and on some factors that were found vital to the mission's success. Overall, these criteria are crucial elements for enhancing female representation in policing. The eight criteria

1.    Departments Pledged to 30x30

 Total number of police departments that have pledged to the 30x30 Initiative in a state

2.    Part-Time and/or Job Sharing

Defined by active legislation that allows for part-time and job-sharing

Job-Sharing: is defined as a “staffing practice that involves two people working in the same position on a part-time or reduced-time schedule and sharing the responsibilities that a full-time employee would usually fulfill on their own.” [5]  Part-Time: “requires that employees work a shorter amount of time during a week than a full-time role.” [6]

3.    Pregnancy and/or Nursing

 Defined by employers providing minimum standard accommodations (i.e. breastfeeding at work, uniform modifications) to workers for known limitations related to pregnancy, childbirth, related medical conditions, maternity leave, and paternity leave

4.    Hiring and/or Promotional Assets

Defined by active legislation and independent initiatives that provide incentives (i.e. equal pay) and hiring transparency in the workforce, as well as promotional processes that allow females to move up the ranks and be successful in those positions.

5.    Recruitment and/or Retention

Defined by active legislation, organization initiatives, and departments curating programs tailored to inclusive hiring practices in law enforcement, as well as recruiting events. This, additionally, includes retention strategies that are closely linked with recruiting strategies

6.    Mentoring and/or Sponsoring Female Police Officers

 Defined by active legislation, organization initiatives, and departments providing police officers with opportunities and resources to create a comfortable environment where they could thrive vised training. Mentoring from inside and outside of the department and outreach services.

7.    Police Training

Defined training in local, regional, or state academies to be inclusive of all genders including field training, Diversity, Equity and Inclusion (DEI) training, and Implicit Bias training.

8.    Differences in Physical Requirements Based on Gender

Defined by having different physical requirements between males and females inclusive hiring practices in law enforcement, as well as recruiting events. This, additionally, includes retention strategies that are closely linked with recruiting strategies.

Based on these criteria, only 5 states were found to be the most promising to have legislation that aligns with the criteria outlined above. Plus, all five states have at least five departments that have already pledged to the Initiative. California, New York, Minnesota, Illinois, Massachusetts are the five states that have been identified as “Most Promising”. Then there are 23 states who are supporting this initiative with active programs, and local initiatives in three of the four most important criteria: “Part Time and Work Share,” “Pregnancy and Nursing,” “Hiring and Promotional Assets,” and “Recruitment and Retention.” Based on this assessment, these states are on their way to having legislation that will align with the 30x30 Initiative. They are an excellent place for the Initiative to put their resources towards further change. The states in this category are Alaska, Colorado, Connecticut, District of Columbia, Florida, Kentucky, Maryland, Michigan, Missouri, Nebraska, New Jersey, New Mexico, Ohio, North Carolina, Oklahoma, Oregon, Pennsylvania, Texas, Tennessee, Virginia, Washington, West Virginia, Wisconsin and Arizona.

The following 11 states have been identified as “Keep an Eye on the Future” because even though they may lack legislation and programs that align with all of the criteria, they can potentially be in the top category in the future. The need is to have particular legislation or program that can significantly impact the states with a hopeful attitude toward the mission but need support. Arkansas, Hawaii, Iowa, Indiana, Maine, Louisiana, Mississippi, Rhode Island, New Hampshire, Vermont, Utah are in this category.

The remaining 17 states and territories have little to no legislation that aligns with the 30x30 Initiative and need support to get on track. While these states are not currently the most suitable for 30x30 to work with, influence from other states and the 30x30 Initiative may prove very beneficial. These include Alabama, Georgia, Delaware, Idaho, Kansas, Montana, Nevada, North Dakota, South Dakota, South Carolina, Puerto Rico, U.S Virgin Islands, Wyoming and American Samoa.

In conclusion, it is crucial to commence with the top five states with full governmental support. If states undertake programs or initiatives to enhance women's enrollment, it is essential to establish a robust system for monitoring and evaluating the success of such endeavors. Numerous states offer pregnancy and nursing legislation. However, few states had retention policies in place. Finally, some state legislation that stood out include Alabama’s Law Enforcement Officer Recruitment and Selection Program, Ohio’s First Responder Recruitment, Retention, and Resilience Program, Minnesota’s Pregnancy Accommodation Statute, California Assembly Bill 2504, California’s Senate Bill 960, and Illinois’ House Bill 4103. This problem is same internationally and it is high time to look beyond the United States and looking at similar initiatives on the international level, and to see the success models in the countries that have created successful strategies to address the issue.

[1] https://fred.stlouisfed.org/series/LNS11300002

[2] https://30x30initiative.org/about-30x30/

[3] https://www.iwf.org/2024/03/04/10-facts-women-in-workforce-2024/#

[4] https://30x30initiative.org/about-30x30/

[5] Herrity, Jennifer, “Everything You Need to Know About a Job Sharing Opportunity,” Indeed, February 16, 2023, https://www.indeed.com/career-advice/finding-a-job/jobsharing

[6] Indeed Editorial Team, “Part-Time vs. Full-Time: Transitioning Between Them,” Indeed, July 22, 2022, https://www.indeed.com/career-advice/careerdevelopment/going-from-part-time-to-full-time-work