Year One Update
Following the end of our 1st year of participation in the initiative, we are pleased to share the progress we have made and the perceptions of women's experience working within the enforcement teams in the Community Standards and Neighbourhoods Branch.
- Recruitment efforts to improve access to positions in law enforcement has resulted in a 1% increase in female representation in the branch from September 2022-September 2023:
- Efforts have included targeted social media, career fairs, modifications to postings and updated interview guides
- The total number of applications received from women for enforcement positions has more than doubled from January 1-September 30, 2023 compared to the whole of 2022 (from 307 to 657)
Some findings from an optional survey of staff:
- For administrative and specialty work, women were more likely to be on these assignments when compared to men. Men were almost twice as likely to be assigned to patrol.
- Women have a range of years dedicated to enforcement, including outside the City of Edmonton, between 2-20 years each.
- Mentorship is undertaken in an informal capacity, instead of through formal programs. The City of Edmonton currently invests in an employee resource network (Women@theCity) and memberships for Alberta Women in Public Safety (AWIPS).
- Women are encouraged to seek promotion and take extra steps to increase their promotability including internal training, volunteering/community engagement opportunities and seeking multiple/diverse assignments for a broader range of relevant experience.
- Career aspirations start with leveraging the City’s enforcement roles to gain experience for future employment growth opportunities (that is, Edmonton Police Service, provincial/federal enforcement).
- Current career aspirations indicate that women are happy with the position they have now at the City and are interested in seeking leadership opportunities in the future.
