Indiana Daily Student

IUPD pledges to increase female officers to 30% by 2030.

<p>The IU Police Department crest is displayed on an IUPD motorcycle at the “Touch a Truck” event on July 2, 2018, in the Chick-fil-A parking lot on East Third Street. The IU Police Department signed a pledge to increase the number of female officers to 30% by 2030.</p>

The IU Police Department crest is displayed on an IUPD motorcycle at the “Touch a Truck” event on July 2, 2018, in the Chick-fil-A parking lot on East Third Street. The IU Police Department signed a pledge to increase the number of female officers to 30% by 2030.

The IU Police Department signed a pledge to increase the number of female officers to 30% by 2030, according to an IU Today article

The pledge is part of the 30x30 Initiative, which hopes to increase the number of female officers across the U.S. and Canada. The initiative cites research that shows female officers use less excessive force, make fewer discretionary arrests and help achieve better outcomes in sexual assault cases. 

In the U.S., female officers make up only 12% of officers and 3% of leadership, according to the initiative. Across all IUPD divisions, only 20% of officers are women. 

IUPD-Bloomington Chief Jill Lees is the co-chair of IUPD’s 30x30 implementation committee. She first heard about 30x30 through the National Association of Women Law Enforcement Executives. 

“I immediately wanted to see IUPD sign the pledge,” Lees said in the article. “Signing the pledge puts your feet to the fire. It’s not just lip service; you’re actually trying to work toward an important goal.”

Sergeant Hayley Ciosek is co-chair of IUPD’s implementation committee with Lees. The committee includes Major Heather Braun, Major Laury Flint, officer Aaliyah Porter and Tricia Edwards, director for dispatch communications and chief diversity officer.

The committee will begin by distributing an anonymous survey to all sworn female IUPD employees. By gathering data about current perceptions of the workplace environment, the committee will be able to shape plans for the next six months. Additionally, the committee will conduct listening sessions in August with female staff to further understand their perspectives.

Other plans include developing formal processes around recruiting, hiring and retaining women, affirming a zero-tolerance policy for discrimination, supporting pregnant and nursing mothers and ensuring equipment fits women and is easily available. 

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