Fire service has a leadership crisis
The issues facing women in the fire service are telling of a systemic crisis of leadership
After my last article, I received emails from various people around the country. Some offered thanks and support for continuing to carry the message on the importance of a diverse workforce.
Some gave me even more material to use in future columns about issues that women are confronted with. And some asked permission to reprint the article, which was nice recognition and another avenue to expose the issues women face across more audiences.
I have had the good fortune of meeting some amazing people in the fire service, from firefighters to chiefs, to magazine editors, to leaders of affinity organizations, to scholars, to political leaders, to vendors, and to members of other public safety professions confronting the same challenges we have in the fire service.
Throughout these brief interactions, I have met few brave enough to stand in front of a crowd and voice their heartfelt support on the issue of diversity in the context of their own failures. It has been a long haul of shaking my head wondering when the fire service would finally “get it.”
Reason for hope
Why is it still an issue bringing women on the job, promoting women to front-line officer positions, or considering women in chief officer positions? Women lead Fortune 500 companies, women are in high-ranking positions in the military, two women have run for vice president, and we have real potential for a woman running in the next presidential election.
Recently, I received reason to hope that maybe some fire service leaders are finally getting it. IAFC President Bill Metcalf and Tucson Fire Chief Jim Critchley spoke at a conference hosted by the International Association of Women in Fire & Emergency Services.
President Metcalf admitted that the fire service has failed in promoting diversity. I could not believe my ears when I first heard the words.
I made eye contact with various people sitting around me, and all of us had the same look of shock on our faces.
Then, Chief Critchley said that he had been confronted the day before by someone who challenged him to do more for women. He was told that it was not enough for fire chiefs to say they supported women, and that they were behind us and ready to be there for us.
Instead, Chief Critchley was challenged to take the forward position on this issue, and lead from the front. Chief Critchley spoke clearly in admitting that there was more that he could, and should, do more for women in the fire service.
Standing before an audience of more than 200 conference attendees, two white male fire chiefs admitted failing women in the fire service. A truly cathartic moment for those of us who have been trying to represent and advocate on behalf of women for what seems like a lifetime.
President Metcalf offered two more issues that relate specifically to diversity. The first was that the fire service is in the midst of a leadership crisis due to the pending retirements of some of our most experienced leaders.
The second was the issue of behavioral health and the importance of fire departments offering programs to mitigate this latest industrial “hazard” that we are experiencing. I agree with the importance of these issues, but, pardon the interruption; we have a bit more to discuss regarding these two issues.
I would propose that in tandem with the inability of the fire service to sustain and grow diversity in the industry, we have had a leadership crisis for the last 30 years, starting when women first broke the barriers of entering the fire service.
How can I back up such an assertion?
Because I still hear and receive emails of the issues women confront. For example, two women who are in high-ranking positions in metro-size fire departments have recently been exposed to unethical management practices.
These unethical acts will significantly influence the ability of these two women to reach the highest-ranking position in their department. Both are highly qualified, highly educated, highly respected women. Both are being held back by other ranking chief officer making false accusations on performance issues or just frankly keeping women down.
And these women are defenseless. Their fire chiefs will not step in and correct the issues. If the women file an EEOC claim, their careers and reputation will take a beating. This is simply another failure in leadership.
The issue of behavioral health for women has been around for the same 30 years that we have been exposed to failed leadership. Women who are harassed, mistreated, shunned, discriminated against, etc … have been talking about behavioral health issues (like depression) for years. Yet, no one has been paying attention or admitting the significance of these issues.
Many women have left the service due to behavioral health issues. Respectfully, women are keenly aware of the failed leadership and behavioral health issues in the fire service. We are thankful that these issues are now being addressed on a broader scale.
Yet, our recruitment and retention numbers are diminishing. Women are leaving the service, retiring, and many, many departments do not have one woman on the job.
Have we missed our opportunity for women to reach critical mass in the fire service? Is it worth it for women to continue battling the same issues over and over? Will we overcome?
A universal problem
The good news is that the failure of leadership in the fire service is consistent with the scholarly opinion on leadership in general. Leadership development programs are failing across many industries.
You do not have to be a rocket scientist to make the connection that more leadership development programs — degree and otherwise — should equate to better leadership. However, many agree this is not the case.
An interesting perspective on leadership development was recently promoted through a TED talk by Roselinde Torres, senior partner and managing director of the Boston Consulting Group.
Torres offered up the following: the reason leadership development programs are not producing 21st century leaders is because many of these programs are designed around a traditional leadership model that was effective 20 years ago.
Today’s leaders need to be prepared to deal with complexity and information flow at levels never seen before, she said. Leaders must be more global, digitally enabled and transparent.
You can watch the TED talk to fill in the gaps, but the final analysis comes down to leaders answering three questions for themselves.
First, where are you looking to anticipate change? Who are you spending your time with; what are you reading; and how are you distilling this into understanding where your organization needs to go?
Second, what is the diversity measure of your personal and professional stakeholder network? Who do you spend your time with — people like you or people different from you in any way possible so that you learn to establish trusting relationships that lead to the accomplishment of a common goal? Who are you listening to?
And last, are you courageous enough to abandon a practice that has made you successful in the past? Good leaders dare to be different.
Yes, President Metcalf and Chief Critchley, the fire service has failed. You both have shown tremendous courage in speaking to that failure and women do appreciate your support.
We will follow your lead. We will continue to be patient … for a little while longer.