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Between a lack of support to the difficulty of carving out a space for oneself in a male-dominated field, being a woman in policing comes with a plethora of challenges. However, research shows that women have numerous positive effects on police departments. Female officers rely less on the use of force, increase productivity in departments and help form better police-community relations. So why are there still so few women in policing in 2025? In part one of our blog, we explore the challenges that female police officers face and some of the initiatives that are being implemented to support them.  

Challenges Women in Policing Face

A Lack of Representation

One of the many obstacles women in policing must navigate is a lack of representation in the field. Currently, women make up less than 14% of sworn officers. Although these numbers are gradually growing, it sheds light on a constant issue that plagues women in the force—few opportunities for mentorship. Mentorship is a vital part of a police officer’s growth in a law enforcement agency. With fewer women in the field, it can make it difficult for female officers to learn from someone who understands the unique challenges they face.  

To learn more about this issue and others that female officers face, we spoke with Versaterm employees who have former careers in law enforcement. The women we interviewed have decades of collective expertise in the field and provided valuable insight into the challenges of being a woman in policing. 

Retired Assistant Chief Cathy Masters spent part of her career working in the Ajo, Arizona district where she was the only female deputy. It wasn’t until later in her career that Masters befriended a female sergeant, one who had an incredible impact on her career and how she presents herself as a role model now.  

“As soon as I learn something I try to give it back to someone else. Knowledge is to be shared,” Masters said. “When we bring on new women, I’m excited. I want to see the profession evolve around them and want to see their evolution throughout the profession.  

Retired Director Jennifer Schwartz boasts a 26-year-long career in policing and shared similar feelings about her role model. 

“My career with the Mesa Police Department became a transformative experience, shaped significantly by my mentor, Erika Wilson. She was more than a manager; she catalyzed my professional growth,” Schwartz said. “Erika taught me to be constantly aware, to look around corners and to approach every task with meticulous attention to detail.” 

Retaining seasoned female officers who can mentor new women on the force is key to the success of both officers and the department they work for. People are more adequately set up for success when they can learn from those who have navigated similar landscapes and have related experience to share. 

Officer Catherine LeBeau spoke about the day-to-day challenges and traumas that police officers face. Officers are often put in situations without fully knowing the risks that may be present. LeBeau detailed the difficulty of being an officer assigned to a case involving children, all while thinking of their own kids that are waiting for them back home. In addition to these daily difficulties that all police officers endure, female officers often go through these experiences without a network of women to fall back on. 

Lucie Tremblay is the retired deputy chief of Via Rail Canada and retired Senior Officer of the Canadian Armed Forces. She has over 35 years of experience in law enforcement, military and public safety operations and is an advocate for mental health awareness among first responders. “There were things I experienced differently than men did. I experienced being in rooms full of men as the only woman,” Tremblay said. “For many years, especially as a junior officer, being the only woman was intimidating. It was harder to feel heard or believe that I had an equal seat at the table.”  

Fortunately, some positive progress is being made and organizations with the goal of improving recruiting efforts for women in policing are beginning to gain traction. There are initiatives to not only increase representation of women in police departments but to provide support for them once they begin their career. 

Competition and the Difficulty of Rising Through the Ranks

The 14% of the police force that is made up by women shrinks even more when looking at high-ranking positions, with just 3% of executive-level law enforcement jobs being occupied by women. This is due in part to another obstacle women in policing face—competition for promotions.  

Masters spoke about the competitive nature that can exist between women within departments and the difficulty of navigating the “Good Ol’ Boys Club” process that used to be and can still be so prevalent in this male-dominant field.  

“I learned quickly and early on that there was a difference in being a woman in public safety and the way you navigate relationships,” Masters said. “Other people made me so acutely aware that I was a woman… Other people made it something I couldn’t ignore.” 

Research shows that women are disproportionately affected by familial obligations, receive less administrative support and are more often assigned to “female jobs” like community outreach or juvenile services. These are all factors that negatively affect a female officer’s likelihood of getting promoted. For the small number of women that do join the force, they often find themselves competing against each other and their male coworkers for promotions. Even if there are other women on your team, they are often viewed as competition rather than colleagues. 

“We can be people of integrity. That is the standard. Oftentimes we’re more qualified, waited longer, have more experience,” Masters said. “When a woman is in a position of leadership or power, she takes care of everyone around her.” 

Despite All Odds

Women in policing face additional roadblocks within their careers on top of the traumatic experiences all law enforcement members endure. A lack of representation in the field and poor support systems can make this complex job even more difficult. Regardless of these obstacles, research has shown that bringing women into police departments evokes positive change. In part two of our blog, we will discuss the benefits that women can bring to law enforcement and the steps agencies need to take to fully realize them. 

Versaterm is proud to be a Platinum Sponsor of the BCACP/CACP Women in Policing Conference. This event and other organizations such as the National Association Of Women Law Enforcement Executives (NAWLEE) exemplify the growing commitment to create a more inclusive, supportive and empowering environment for all women in law enforcement.