As a top leader in one of Indiana’s largest police departments, IMPD Assistant Chief of Police Catherine Cummings (GradCert’13) knows her position comes with a lot of pressure. But the O’Neill alumna says that pressure extends well beyond her professional responsibilities.
“When you’re one of the first women to do something, you feel it’s very important that you are successful because that matters to the people who are coming behind you,” she says. “One of the reasons I take this job very seriously is so that other women will have a better and more professional road than I had.”
Cummings is only the second woman to serve as an assistant chief within the department. She worked her way up from a patrol officer through various positions but admits the climb wasn’t always easy. Especially as a woman in law enforcement.
“I’ve encountered more than one issue of misogyny,” she admits.
She thinks back to her time at the academy. She was excelling both physically and academically but says that wasn’t enough for some in her class.
“Even though I was outperforming them, I still had men in my class who had the audacity to tell me women didn’t belong in law enforcement,” she recalls. “For me, those wires didn’t connect.”
Their comments added fuel to her fire but also made it clear that she would face challenges her male counterparts wouldn’t—pressure to always be on point, to ensure her work was as flawless as possible, and to set herself apart.
In fact, that’s one of the reasons she earned her Graduate Certificate in Homeland Security and Emergency Management from O’Neill.
“As a woman wanting to move up in the department, I knew my resume needed to be better than other candidates’,” she says. “Before anyone saw my professional experience and abilities, I needed them to see that my baseline education was advanced.”
Cummings’ innate drive and additional education helped her rise through the ranks. But she recognizes not everyone has a personality like hers. That’s why she says it’s critical to openly acknowledge and address the additional pressure on women in law enforcement.
“I think it’s important for women to understand that you’re going to feel like there are more eyes on you in this profession—and, quite honestly, that’s because there are,” she says. “But let that empower and embolden you. Yes, some people may watch you because they hope you fail, but there are many others who want to see you succeed.”
That’s why Cummings is quick to point out that the issue isn’t about men versus women. It’s about making sure women know they’re capable, welcome, and very much wanted in law enforcement.
Since the late 1980s and early 1990s, women have made up 12% to 13% of law enforcement nationally. Cummings says that number hasn’t changed much in the past 40 years. Women still make up only about 12% of IMPD. What’s behind the disparity? Cummings points to expectations and exposure.
“When you’re a young woman or girl and you don’t see yourself represented in law enforcement positions, it becomes harder to see yourself working in those jobs in the future,” she explains.
She places that blame for that squarely at the feet of Hollywood and even law enforcement itself.
“When you think of police leadership, you think of men because that’s who you often see in TV shows, movies, and in press conferences,” she adds. “That’s a sign we haven’t pushed society enough to appreciate different styles of effective leadership.”
Cummings believes the problem is compounded by a misunderstanding of what law enforcement does.
“What do you see in our recruiting materials?” she asks. “It’s usually uniformed officers with weapons, running and jumping. But, most days, we’re not using that equipment. In fact, it’s a really bad day when we need it.”
The truth, she says, is that the majority of their work is centered on helping people solve everyday problems.
“We need officers who are comfortable listening and can be patient, compassionate, and empathetic because 9 times out of 10, you’re helping someone who is vulnerable and who may be scared, angry, or upset,” she explains.
While she is cautious about reinforcing gender stereotypes—for men and women alike—she says, oftentimes, women are more comfortable with the soft skills.
“I absolutely believe that is why women excel in this job,” she admits.
Even with that advantage, she knows some women may still be hesitant because of other parts of wearing a badge—things like interpreting laws, making arrests, or the physical demands required of officers.
“We have programs within our agency that will help you learn how to do all of that and can alleviate some of those concerns,” she says.
That isn’t the only way in which Cummings’ team is working to move the needle on gender disparities. IMPD is part of the 30×30 initiative—a national group of police leaders, researchers, and professional organizations working to increase female representation from 12% to 30% by 2030.
The department also hosts recruiting events specifically geared toward women. She says when they’re considering a law enforcement career but don’t have family members on the force, they often don’t have anywhere to go to get real answers about the job. These recruiting events, she says, allow women to meet IMPD representatives, ask their questions, and better understand the many careers available.
“We want women to draw upon their courage to pursue a career in law enforcement because they are uniquely situated and suited for this line of work,” she says. “I want women to know you are absolutely capable of doing this job. We want you and we need you in these positions.”
