In October 2020, Firehouse and Endeavor Research invited women firefighters and officers to participate in our inaugural polling regarding these individuals’ experiences in the fire service. We reached out to Firehouse readers and women firefighters elsewhere. We appreciate the 1,676 women who invested the time to complete the survey and to help us to better grasp what they and others face. Career personnel made up 56 percent of respondents; combination paid/volunteer personnel represented about 19 percent; and volunteer personnel made up 19 percent. About 5 percent of respondents serve in another type of department.
Room for improvement
In preparation for the development of our survey, we spoke to 12 women firefighters, two of whom are chiefs. A few considered circumstances greatly in need of improvement. Most expressed appreciation for—although not satisfaction with—steady and slow improvement for women. Respondents seem to indicate a situation that certainly has its blemishes but not to such a degree that the composite picture is dismal.
For example, 72 percent of respondents believe that they have similar opportunities to promote as their men counterparts have, and 43 percent said they haven’t faced any barriers in their pursuit of promotion. That said, 41 percent did indicate that they face bias in their efforts for advancement.
Thirty-seven percent of respondents said their department either almost always responds to claims of harassment or could be a model for other departments. That doesn’t negate the importance of the fact that 22 percent of respondents said their department ignores such claims or only gives lip service to them.
Forty-five percent of survey-takers said their department conducted harassment training in the past year. Twenty-eight percent said such training occurred in the past 1–5 years. The portion of respondents that said their department hasn’t conducted harassment training was 10 percent. Furthermore, 9.5 percent of the respondents said harassment training was needed immediately in their department, 37 percent said training was important and 28 percent said it would be a good idea to have it. Only 7 percent said that their department doesn’t need it.
Further indicating an improving environment, 40 percent of respondents said their opinion is heeded in regard to suppression/operations. However, that’s less than the respondents who said their view is considered in regard to recruitment/retention (50 percent), EMS (50 percent) and administration (47 percent). Fewer women firefighters who took the survey said their opinion is heeded in regard to apparatus (29 percent) and logistics (27 percent).
Babies, bunks and gear
Of the respondents who gave birth while they were a member, 63 percent said their department didn’t have a written policy to address the pregnancy of a member. Of the responses to the question of what was included in a written policy, the largest response regarded light-duty roles (84 percent), which was followed by the ability to take unpaid leave under the Family and Medical Leave Act (68 percent). Recognition of the birth of a child as something other than injured while not on duty registered at 31 percent; designated private areas for breast-milk pumping/breastfeeding was 21 percent; and compensation after the birth of a child beyond typical paid time off was 14 percent.
Sixty-seven percent of respondents said their department doesn’t provide access to turnout gear that’s designed specifically for women, and 87 percent of those who took the survey never were recruited to wear turnout gear that was being researched for purchase.
Fifty-four precent of respondents said their station doesn’t have separate bunkrooms. More respondents (87 percent) said their station doesn’t have bunkrooms specifically for women. Sixty-six percent said their station has restrooms specifically for women. Fifty-two percent said their station has a shower specifically for women.
