FEMALE CHAIRS (CONCLUDING PART)
the trust of the members to know you’ll stand up for them when it counts.
How has your perspective or leadership style evolved since stepping into this position?
I’m a PC, and my leadership style is still in its infancy, and I’ve only been in this role for less than two months. I’ve never held a formal rank, I suppose the closest I’ve come to leadership is teaching and managing probationers, which was my previous role. Becoming Chair has made me see myself as a conduit who listens to officers, carries their concerns forward, and advocates for them. Sometimes that means helping them find the best way through a problem, and other times it means asking senior leaders to clear the barriers for them or clearing those barriers myself. My style is still evolving, and I’m keen to learn from all my experiences, but at its heart it’s about making sure officers’ voices are heard and acted on.
What does it mean to you personally to be part of a record number of females leading Federation branches? I think it’s a reflection of where we are now. More females are stepping into leadership because policing is changing, and because people are starting to see leadership in different ways. It’s not just policing, this is happening in all sorts of fields. Females can bring different perspectives and experiences to the role, and that adds real value to how we support members. But the bigger point is that leadership is strongest when it reflects the mix of people it represents. I’m proud to be part of this moment, and I hope in time it feels completely normal to see both females and males leading alongside each other at every level.
Do you feel the increasing visibility of females in these roles is having a tangible effect on your colleagues, particularly female officers or reps? I can’t speak for everyone, but visibility matters to me. I didn’t always picture myself in this seat and seeing more females leading earlier might have nudged me sooner. Since becoming Chair, I’ve had a lot of females approach me about things like shift patterns, maternity leave, returning to work, childcare, caring responsibilities, and conduct or advocacy issues. Males can and do understand
40 | POLICE | OCTOBER | 2025
these things too, but sometimes sharing a gender just makes the first conversation feel a little easier. What I see at roadshows and drop-ins is that being present and approachable, no rank barrier, just a PC willing to listen, opens up conversations that wouldn’t happen over email. That
“Females can bring different
perspectives and experiences to the role, and that adds real value to how we support members.”
helps females, yes, but it also benefits everyone. A mix of perspectives makes the Federation feel more accessible and relevant to all members.
How can the Federation continue to encourage a wider range of voices in leadership without making representation feel tokenistic? For me, it comes down to trust and support. My colleagues really encouraged me, and that gave me the confidence to step up and grow into it. That’s not tokenistic, that’s belief in potential. If the Federation wants to see a wider range of voices in leadership, we need to carry that same approach forward. The Federation need to see people’s strengths, give them the encouragement
and space to step up, and back them with real support once they do. When people know they’re valued for what they bring, representation feels authentic, not forced.
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