FireRescue1 Staff
The 2024 What Firefighters Want survey posed the question, “What is the No. 1 thing your fire department could do to support your personal leadership goals?” While we covered the full set of responses here, we also wanted to know whether there were any striking differences between the responses between male and female firefighters.
Mirroring the national statistics, 5% of firefighters who completed the What Firefighters Want in 2024 survey were women. Fifty of the female respondents shared their feedback about how their fire department leadership can better support their personal leadership goals.
In addition to simple but powerful statements like, “Challenge me” and “Encourage me,” many quotes closely echo their male counterparts, with only a few highlighting gender-specific concerns. Overall, the themes highlight the importance of structured support, inclusivity and fairness in fostering leadership among female firefighters.
Here are the top themes, with representative quotes:
Access to training and professional development
It’s no surprise that the #1 request was simply access. Many departments do not offer mentorship or leadership training programs or initiatives, making firefighters solely responsible for their own leadership development. Responses from female firefighters specified the need for in-house training and paid leave for attending conferences or courses.
- “Provide in-house training for NFPA certification courses. Being in a rural area, most courses are hosted 5+ hours away, resulting in budget and time constraints.”
- “Allow for time off during the day to participate in classes and trainings – paid leave for attending classes and training.”
- “Provide more information on training opportunities so I don’t have to seek them on my own.”
Financial support
Not only do firefighters need access to opportunities, but they also want the financial support to make it feasible. Suggestions from female firefighters include providing childcare support, granting administrative leave, and offering flexible schedules for training and career advancement opportunities.
- “Pay for it up front and help with childcare.”
- “Increase salary and make career classes more available – or pay to send us to more classes.”
- “Grant administrative leave to attend class.”
- “Give EMS incentives for education and certifications like they do to FSR.”
- “Pay for continuing education.”
Mentorship and leadership development
Mentorship was highlighted as a key avenue for inspiring leadership and supporting career growth. Female firefighters shared their thoughts on the importance of such programs and guidance at all ranks.
- “Provide a consistent mentorship program at all levels and ranks.”
- “Those who have more experience stepping up and mentoring to help the younger and less experienced.”
- “Our department needs to educate members on the roles and responsibilities of all administrative and supportive roles so that we are all more aware of needed skills to move into those roles.”
Workplace inclusivity and voice
A recurring theme is the need for inclusive leadership that acknowledges and values contributions, particularly for women in male-dominated environments. Specific concerns include being left out of day-to-day operations and the importance of listening to all members.
- “I feel as the only female firefighter in rank at the moment is having my voice heard with the other guys.”
- “Be open to growth mindset and that a female may actually know what she is talking about.”
- “Acknowledge our efforts and contributions.”
- “Be more inclusive and transparent.”
Fairness and transparency
Several female firefighters called for transparency in leadership decisions, succession planning, and ensuring growth opportunities are available to everyone, not just select individuals. The idea of challenging biases, such as “good old boys” networks, was a notable concern.
- “Ensure everyone has growth opportunities, not just the good old boys.”
- “Actually invest in something called succession planning for everyone, not just the chosen few that are teacher’s pets.”
- “Ask for input from all members (surveys or similar) to get a sense of what we need and would like to see – identify problems and offer solutions.”
More insight
Some additional responses from female firefighters related to logistics/planning for training, succession planning, and the desire to emulate strong leaders:
- “Allow for appropriate planning and time before training opportunities are announced. We’re often given less than a week’s notice to sign up for a course that is only offered once every year or two.
- “Succession planning so I have an idea of where/if I fit in the future.”
- “Be better leaders themselves and inspire everyone at every rank to be good leaders.”
One respondent encouraged her fellow female firefighters to ensure they are taking the opportunities presented to them: “My department is always helping us achieve personal goals, should you have them. The issue is getting more people to want to learn more.”
