Diversity in the workplace takes many forms, and for the fire service, gender tends to be one of the most controversial. Today’s fire service leaders must not only accept the changing composition of firefighters, but also address the need for a shift in firehouse culture. The majority of women in the fire service are not looking for special treatment, what they are seeking are opportunities for growth.
My grandmother was born in the 1930’s and had a dream of being a firefighter. Her face would light up as she shared stories of the men in town hanging off the back of a racing apparatus. You can imagine my grandmother’s excitement when she learned that I, her granddaughter, would be the first person in our family to join the fire service. We have come a long way since my grandma’s years of youth, but not all leaders have learned how to take an integrative approach to the change.
Before discussing a culture that would make my grandmother proud, I would like to focus on the current progression. It is an honor to commend the leaders who have embraced diversity and opened the door for talented women like IAFC First Vice-President Rhoda Mae Kerr to emerge as decision-makers. I am also proud to say that after 73 years, discrimination was lifted, and grandma got her first set of turnout gear. She isn’t quite fighting fires, but Stark FDRU Chief Steve Clark and Assistant Chief Bill Toulson have provided grandma with the opportunity to live her dream by serving the community as a rehab specialist. She is their top responding volunteer and is proud to be a member of the greatest service in the country! That is progress my friends, and many of you are responsible for that.
As we know, the benchmarks of progress never stop rising. I encourage you to look at each of these strategies and be part of a progressive solution to prevent discrimination in the fire service.
Value the benefits diversity – Diversity among membership not only creates a team that mirrors the organization’s community, but for the volunteer fire service, it also opens the door to a world of new recruits. The fire service needs to look past gender stereotypes and acknowledge what each member can contribute to the workplace. A diverse team provides an opportunity for new outlooks, innovation and creativity.
Members are just that, members – Don’t get caught up on adapting your firehouse to the needs of a woman – a mother. Embrace the idea that members as a whole, both men and women, need to learn to balance the fire service with family life. It has been estimated that 75% of all firefighter marriages end in divorce1. Relationship issues lead to stress and stress can be harmful to personal health and job performance.
The American Heart Association indicates one habit for reducing harmful health effects, like cardiac arrest, is a “daily dose” of loved ones2. We owe it to our firefighters to create an environment that is supportive of both motherhood and fatherhood. Start new traditions for family inclusion. This can be as simple as a planned family dinner and game night at the station. These times of family togetherness can also be educational. Departments can offer seminars to spouses to cover topics such as firefighter cancer, PTSD and reputation management.
Bringing members and their families together also builds cohesion and reduces insecurities. Surprisingly enough, it isn’t just men resisting women as part of the industry. The insecurity among fire wives has created hostile environments for some female members. This has led to fire wives collectively discrediting women in the fire service. Online comments from wives have included derogatory labels and doubt of the female firefighter’s ability to perform on the job. Exposing spouses to fellow members of the opposite sex removes the anxiety of the unknown. It also provides an opportunity for fire wives to be reassured female firefighters are as highly trained as their partner.
Environment of the Firehouse – Leaders need to examine what kind of culture they allow in the firehouse. Does current leadership turn a blind eye to racial jokes or cat calling? Are there half-naked women plastered on station walls? Can my grandmother or your four-year-old daughter walk in your firehouse at any time and not see or hear anything offensive? Those are the questions you need to be asking.
We need to remember the firehouse is not ours – it belongs to the public. If you would not allow it to be said in a public library or elementary school, you should not be saying or posting it in the department. As leaders, it is important to demand respect for the firehouse by keeping internal mouths free of discriminating comments and the walls removed of propaganda.
Equal Empowerment – Members will develop a sense of ownership in an empowered organization. This ensures both egos and abilities are invested in organizational success. Regardless of gender, it is critical to identify potential talent and provide opportunities to accelerate growth.
Minimize obstacles to high performance through communication. Take the time to ask each member to identify the top barriers limiting their performance. Use the collected list of answers to develop new strategies for eliminating roadblocks to success.
Offer coaching and mentoring opportunities. Every firefighter in a position of leadership should be investing in the future of the fire service by passing on knowledge. It is also up to every emerging leader in the fire service to reach out to seasoned members and ASK to be part of their succession planning. Think beyond the walls of your fire department, nationally known fire service icons are looking for opportunities to share teachable moments with those willing to listen.
Vice President Joe Biden said, “I am confident that as long as there are dedicated people like him, the fire service will continue to serve us with the heroism, bravery and professionalism that we have all come to expect.”3 The man he was speaking of is my mentor, Mr. Steve Austin. He is a true believer in Billy Goldfeder’s belief of Pass it On. For those dedicated to servant leadership in the fire service, Steve has been willing to mentor. It has been such an honor to serve under such a great man and be empowered to carry his work forward. I challenge every officer to be a Steve, and every young person to find your own Steve to coach you to succeed.
References
- Association of Marriage and Family Ministries. (n.d.).Firefighters and marriage. Retrieved from http://www.fireproofmymarriage.com/firefighters.php
- American Heart Association. (2014, June 20). Fight stress with healthy habits. Retrieved from http://www.heart.org/HEARTORG/GettingHealthy/StressManagement/FightStressWithHealthyHabits/Fight-Stress-with-Healthy-Habits_UCM_307992_Article.jsp
- Sunlight Foundation. (1996, May 1). Steven P. Austin—1996 fire service person of the year. Retrieved from http://capitolwords.org/date/1996/05/01/S4566_steven-p-austin-1996-fire-service-person-of-the-ye/
CANDICE MCDONALD is a firefighter/EMS Officer with the Winona, OH, Fire Department and works for NASA in emergency management. She is the co-chair of the Cumberland Valley Volunteer Firemen's Association Reputation Management Committee, an active member of the ResponderSafety.com outreach team and the Fire Corps State Advocate for Ohio. She is currently pursuing a doctor of business administration with a specialty in homeland security and holds a master's degree in organizational leadership, a bachelor's in business administration, and associate's in health and human services. She is an instructor at Stark State College. Find out more at: www.CandiceMcDonald.com.
See Candice Live at Firehouse World: Candice McDonald will be presenting "Reputation Management in an Era of Citizen Journalism" during Firehouse World in San Diego, Jan. 25-29. Find out more at FirehouseWorld.com.
