EDITORS
WOMEN IN FEDERALLAW ENFORCEMENT MISSION
Our mission is to promote gender equity through education, training, research, scholarships, awards, and networking opportunities in partnership with federal law enforcement agencies, WIFLE members and WIFLE sponsors.
VALUES
WIFLE values communication, collaboration and credibility as an effective leadership style while maintaining a commitment to high ethical standards.
GOALS
To assist federal agencies to recruit, retain, and train women in federal law enforcement.
To identify federal agency barriers to hiring, promoting, and retaining women in the law enforcement professions.
To monitor progress and recommend methods to hire, promote and retain women in federal law enforcement.
To enhance the image of women in federal law enforcement in the communities we serve.
To promote the value of communication, collaboration and credibility in leadership styles.
To research issues affecting women in federal law enforcement and establish and maintain an information-sharing network.
Dorene F. Erhard, WIFLE doreneerhard07@comcast.net
Elizabeth M. Casey, WIFLE betsycasey53@aol.com
WIFLE ONLINE
wifle.org wiflefoundation.org x.com/WIFLE Facebook.com/wifleinc youtube.com/@WIFLEWomen
WIFLE CONTACT
Catrina M. Bonus, President wifle@comcast.net 301-805-2180
LAYOUTAND DESIGN
Carol A. Paterick, WIFLE carolpaterick@gmail.com
ISSN 2835-3331
The WIFLE Newsletter is the official quarterly publication of Women in Federal Law Enforcement, Inc. and the WIFLE Foundation, Inc. It is distributed free of charge to WIFLE Members and supporters. Research institutes, learned societies and allied organizations may arrange to receive WIFLE-eNews by making a request to WIFLE.All correspondence should be addressed to WIFLE, 2200 Wilson Blvd., Suite 102-PMB-204Arlington, Virginia USA22201. The Quarterly Newsletter is available internationally through ISSN 2835-3331.
Copyright © 2025 Women in Federal Law Enforcement, Inc.All rights reserved.
MESSAGE FROM the LEADERSHIP
WOMEN’S HISTORY MONTH: AN OPTIMAL TIME TO REIMAGINE OUR ROLE IN LAW ENFORCEMENT
Catrina M. Bonus President
WIFLE Foundation,
Inc.
Jessie L. Lane Vice President
WIFLE Foundation,
Inc.
In today’s climate of DEI dismissals and authority being exerted over people of difference, we are compelled to share our truth about women in law enforcement.As we delve into the reality of inclusion or belongingness, there are unlimited occasions where our ideologies, opinions, and perspectives were neither encouraged -- or embraced. Nonetheless, and despite the long history of underrepresentation of women in law enforcement, our courageous trailblazers remain deeply committed to preserving the safety and sanctity of human dignity in our communities, within our society, and throughout the world.
Our current state of “reimagining the role of women in law enforcement” is not a new phenomenon for WIFLE. In fact, it was our initial call to action and remains the lifeblood of our existence. In 1978, by a memorandum of understanding between the Secretary of the Treasury and the United States Attorney General, the Interagency Committee on Women in Federal Law Enforcement (ICWIFLE) was created to address how to recruit more women to federal law enforcement.
We believed then – and still believe today – that women have changed the way policing is conducted by demonstrating their ability to de-escalate potentially violent situations, by working well with communities, and by providing better outcomes for crime victims especially in sexual assault cases. Over the past 25 years of our existence, WIFLE has fought to preserve a woman’s right to join the ranks of law enforcement. In fact, research conducted as far back as the early 1980's has shown that women are just as capable as their male counterparts in performing law enforcement duties and have even excelled in their chosen profession. This truly is evident each year during WIFLE’sAwards Ceremony where we celebrate the exceptional achievements of women in law enforcement from across the federal agencies.
At the state and local level, women comprise about 13% of sworn law enforcement officers and 3% of police leadership. Within the federal ranks, approximately 15% of law enforcement officers and 13% of supervisory law enforcement personnel were women in 2020.
During “this” Women’s History Month, join us in acknowledging and celebrating the monumental achievements of courageous women in law enforcement who have clearly persevered. These iconic trailblazers, who will remain our beacons of hope, have gracefully withstood the challenges of being the “first” Director orActing Director;Administrator;Assistant Director; Chief of Police; Deputy Chief; Sheriff; Chief Operating Officer; Chief Human Capital Officer – and other leadership titles commensurate with widespread organizational and departmental authority.
As we face the uncertainties of the future, WIFLE has chosen to regroup, reassess, and reimagine by further strengthening our partnerships with the 30x30 Initiative and other advocacy groups and longtime supporters. We are encouraged that through recent conversations with our constituency, we can still hear the “determination” and “never give up” resiliency in their voices. We, the leadership of WIFLE – including the members of our Executive Board want you to know that we are standing with you in solidarity. We have the utmost respect for each of you for remaining steadfast to the principles of duty, honor, integrity, and courage on behalf of our beloved country.
In closing, WIFLE will not waiver from our core mission of achieving gender equity. We solemnly pledge that we will continue to work diligently across the concentric circles of law enforcement because it affects our sisters who remain in this noble profession and whose lives are being impacted every day.
As always…stay strong, stay encouraged, and stay safe
STOPTRYING…
THE IMPORTANCE AND IMPACT OF POSITIVE SPEECH –PART 2
By: Dr. Mary Beth Janke Founder, The Protector Psychologist, Author, Speaker, Self-Esteem Mentor
Happy New Year! I know it’s already March but it’s a great time, as we start the second quarter of 2025, to reflect on our goals for the year. And, if we have been slacking a bit, haven’t even made goals yet, or just need a fresh start to the year, now’s the time.
I spent time over the holidays with family and friends and I am very happy to share that so many of them have included my positive speech tips as part of their New Year’s goals. I am confident that many of my WIFLE newsletter readers have eliminated “can’t” from their speech already and I am beyond proud of you for that. I am also thrilled that you are spreading the word and encouraging others to eliminate negative phrases and speech from their speech.
In this segment, Part 2 of my Positive Speech Campaign, I’m encouraging you to remove the word “try” from your lexicon. That is, I want you to stop saying, “I’ll try,” “I’m trying,” “he/she is trying,” etc. Why? Because “try” is self-denigrating, “I’ll try” destroys your credibility, and “I’m gonna try” simply gives you permission to fail.
When you say, “I’ll try,” you are not actually committing to anything. By using “try” to describe how or what you’re doing, you’re stating that you aren’t capable of doing what
it is you are trying to do – whatever that may be. Or, at the very least, you lack the necessary self-confidence to do it. Also, it’s not just damaging to you to say, “I’ll try,” it’s difficult to hear it. It sounds apprehensive, noncommittal, and weak. Also, please eliminate using the word “try” when speaking about others your child, your spouse, your friends, etc. Why? Because when you say someone else is “trying”, you are expressing that you have little confidence in that individual and their ability to accomplish whatever it is they are wanting to do.
All of this, my friends, is DISempowering, DISparaging, and DIScouraging. I aim to shift that mentality. You are better than that. You ARE capable, you ARE powerful, and so are the people in your life.
People who achieve don’t say, “I’ll try.” Nope. They do it. Nike didn’t choose “Just try it!” as their slogan, they chose, ‘Just do it!’ It exudes power, it expresses confidence, and it assumes achievement. Whenever you catch yourself saying, “I’ll try,” stop and decide what your real intention is. Then either commit one way or another: “I will” or “I won’t.” Be honest with yourself. When you commit to others, either say “no” or “I’ll do my best” and mean it.
So, eliminate “try” from your lexicon. Make up your mind to either do something, or not. Say, “I will” and commit. By doing so, you are declaring you are capable of doing the task that you have the self-confidence, the grit, and the determination to overcome any obstacle that might get in the way of you accomplishing it. That you are confident, capable, and powerful, and so are the people with whom you surround yourself. It’s as simple as that.
I have written out one short conversation example below. I want you to read this conversation out loud, just so you know what it sounds like to hear someone say, “I’m trying.” Then, in the second version, listen to how much better and how much more confident it sounds and feels to simply substitute “try” with a few, more powerful words.
Me: Hi, Christine, how goes it with your New Year’s goals?
Christine: Ugh. Ok, I guess. I’m trying to get to the gym more. (ick!)
Let’s try this again.
Me: Hi, Christine, how goes it with your New Year’s goals?
Christine: Pretty good, actually. Not perfect but I’m making it to the gym more often than before and sometimes I’m even enjoying it. Thanks for asking. (awesome!)
Is it just me or did you also hear a HUGE difference in those two statements?! I feel sad for Christine in the first conversation, and I LOVE Christine in the second one. What a difference in attitude, power, and positivity. It’s like comparing Eeyore from ‘Winnie the Pooh’ to Winnie the Pooh himself.
In sum, I’ll quote the wise and enlightened Yoda from Star Wars, in a scene in which he assures Luke he has the ability to use “The Force” to lift his X-wing fighter out of the swamp, with his mind. Luke is frustrated and half-heartedly says to Yoda, “Alright, I’ll give it a try.” Yoda quickly responded, “No! Try, not. Do. Or do not. There is no try.” And, guess what? With a shift in
mentality and commitment, Luke succeeds. So, friends and readers, STOP TRYING. Do. Or do not.
Brenda Dietzman Wayfinder Consulting, LLC
15021 SWThistle Rd | Rose Hill, KS 67133
APERSONALRESET
What does it mean for you to Live a Great Story?
Zest a word bursting with energy and meaning. When people think of my life, I want "zest" to be what they see. But a few years back, that wasn't the case. I was the undersheriff managing one of the 100 largest jails in the United States. I was swamped with staffing issues, low morale, and endless hours of work. During this time, I took a Character Strengths test by the VIAInstitute of Character https://www.viacharacter.org/. The results? Zest ranked 22 out of 24 strengths in my life. I was stunned and knew I had to make changes.
We all need to ask ourselves, "What does living a great story mean to me?"
In my journey to "Live a Great Story," I developed the LEAF concept, four essential questions to turn over a new LEAF (Learn/ Experience/Accomplish/Feel).
What do I want to Learn?
What do I want to Experience?
What do I want to Accomplish?
How do I want to Feel?
I would challenge you to think about this in your work and personal life. I think everyone who is reading this newsletter deserves to get the absolute most out of life they can. You are all helpers and have given so much to so
many both in your career and your private life as well.
Agreat place to start this journey of discovery is through journaling.Ask yourself those four questions and just start writing out the answers. Journaling helps you think deeply and visualize your desires for your career and life.
Learn: Reflect on what intrigued you as a child or what piques your interest now. Maybe it is learning to play the guitar, ballroom dancing, photography, or another language to make that epic trip to a far-off land even more amazing. What about at work? Is there a skill or a subject that you could become an expert in that would further your career and create job satisfaction.Ahot topic right now is artificial intelligence.AI is something that we are all going to have to learn and right now, even in its infancy, it can help make you more efficient and aid in so many tasks both at home and at work.
Experience: Have you seen the Northern Lights, a total eclipse, or experienced a new culture? Have you ever tasted a cloud (yes, they do have a taste), trained for a 10K, or volunteered? The possibilities are endless. Find inspiration in magazines, social media, or elsewhere. In your career, you could mentor someone, teach a class, or shadow a supervisor to understand their role better.
Accomplish: In your personal life, set goals like visiting all 50 states, donating blood regularly, or being a great friend or parent. Your accomplishments can also be the culmination of what you learned and
experienced, like taking a great photo of the Northern Lights. In your career, this can be a promotion or the completion of a special project.
Feel: Consider how you want to feel energized, upbeat, in awe, optimistic. You can create opportunities to experience these emotions. For instance, experiencing the total eclipse in 2024 left me awestruck!
To keep track of your journey, create a notebook and continuously add to it. Never discard any entries; they map out your life and help retain memories. Record the date you achieve goals and note who you were with and where you were. When you need a new challenge, revisit your notebook, select a new goal, and plan how to achieve it.
So often, we get stuck in a rut and do the same things day after day. Everything becomes a blur and the days all mesh together. Think about this – If you live to be
100 years old that equates to 5,200 weeks or 36,400 days or 873,600 hours. While that may seem like a long time, is it? Literally 100 years is not even 1 million hours. What did you learn, experience, accomplish or feel last week that you are going to remember?
Consider poet Mary Oliver's question, “Tell me, what is it you plan to do with your one wild and precious life?”
Dream big and dream hard you deserve it!
If you would enjoy a LEAF planning guide and inspirational posters, please reach out: info@brendadietzman.com
Ret. Col. Brenda Dietzman spent 28 years in law enforcement and corrections before retiring as the undersheriff in charge of jail operations in Wichita, Kansas. She is an IADLEST internationally certified trainer and presents on resilience, generations, recruiting & retention, and other leadership topics. For more information, visit https:// brendadietzman.com/.
CALL TO VIEW AND UPDATE YOUR WIFLE MEMBERSHIP RECORD
Your record may be outdated and may not reflect your current work, phone, or email address. WIFLE suggests you update your email address to make your personal email primary and your work secondary. Many agencies express security concerns about bulk messages from outside sources. Using your personal email address can relieve this concern. Log into your account at WIFLE.org, or request an update by emailing your new details to carolpaterick@gmail.com.
WIFLE MEMBERS – WHYYOU NEED PROFESSIONALLIABILITY INSURANCE
Every day, federal law enforcement officers choose to insure themselves against the risks of daily life. Each morning you leave your home, which you’ve protected with Homeowner’s or Renter’s insurance, and get in your car, which you have covered with Automobile Insurance. But, when you arrive at work, how are you shielding yourself from the vulnerabilities you face as a federal employee? FEDS Protection has the insurance solutions WIFLE members need. Make sure you are not leaving a valuable option on the table in 2025.
AFEDS Protection professional liability insurance (PLI) policy provides coverage for investigations, lawsuits, and claims related to acts, errors, or omissions made in the scope of your federal employment. PLI covers three areas of exposure: civil, administrative, and criminal. Coverage limits are separate and distinct from each other, and all are per incident limits.
Civil
FEDS offers $1,000,000, $2,000,000, or $3,000,000 (depending on your selected policy option) in coverage for civil lawsuits – such as constitutional torts and Bivens actions –related to actions taken in the scope of your federal employment. Your PLI policy covers
legal defense and indemnity for civil lawsuits filed against you for errors and omissions made while rendering your professional service.
You may be wondering – why is this coverage necessary if DOJ will represent me? The fact of the matter is that DOJ representation is not automatic or mandatory. DOJ can decline to represent you if is deemed not in the best interest of the United States.Additionally, even if DOJ does represent you, they can decline to indemnify.
FEDS Protection may assign coverage counsel prior to DOJ’s decision on representation. If DOJ represents you and declines to indemnify, your FEDS policy will pay out the damages you are responsible for up to your coverage limit.
Administrative
The FEDS PLI policy includes $200,000 in coverage for administrative actions taken against the insured member in relation to acts, errors, or omissions made in the scope of your federal employment. This includes, but is not limited to, EEO complaints, OIG investigations, OPR complaints, IAinvestigations, agency
disciplinary proceedings, and Congressional investigations. For covered administrative matters, FEDS will assign counsel to defend against the adverse action.
Criminal
For criminal investigations related to alleged acts, errors, or omissions made in the scope of your federal employment, FEDS PLI provides $100,000 in coverage for legal defense. FEDS will assign and pay for an attorney to represent you in a covered criminal investigation.
If you are the subject of a complaint, lawsuit, or investigation, it is crucial that you have knowledgeable and effective counsel representing your best interests. FEDS works with a panel of attorneys with decades of combined experience with federal employment matters.
Optional LEOSAEndorsement
Federal law enforcement officers are eligible to add the optional LEOSAendorsement to cover you for liability exposures while carrying off duty. If involved in an off-duty incident, your agency may find you acting outside of scope, outside of interest of the United States, or outside of agency LEOSA authority, leaving you to retain an attorney on your own. The FEDS LEOSAendorsement was carefully designed to protect federal law enforcement officers carrying off duty.
FEDS offers two coverage options that differ only in civil liability limits. Members have the option of $250,000 or $500,000 in civil liability coverage for bodily injury or property damage caused by a lawful act under LEOSA, or an act of self-defense, or the defense of a spouse or legal dependent. Both policies offer $50,000 for criminal defense
costs resulting from an alleged criminal action involving self-defense, or the defense of a spouse or legal dependent, as well at $25,000 for criminal defense against state charges of unlawful carriage of a firearm or federally legal ammunition when lawfully carrying under LEOSA.
Cost & Reimbursement
Annual premiums for FEDS Protection PLI start at $290. Additionally, federal law enforcement officers, supervisors, and managers are eligible for a reimbursement of up to 50% the cost of their PLI policy through their agency. WIFLE members can use the code WIFLE at checkout for a discount on your annual premium**.
Enroll Today
To learn more about how a FEDS PLI policy can protect you and your career, visit www.fedsprotection.com or call (866) 955-FEDS, M-F 8:30am-6pm to speak directly to a representative.
*This article is provided for informational purposes only and does not constitute legal advice.
**Payroll deduction orders are not eligible for discounts.
GOOD NEWS FOR CSRS RETIREES!
The Social Security law had two provisions that reduced earned Social Security benefits and, in many cases, eliminated Social Security spouse or survivor spouse benefits. The first provision is known as Windfall Elimination Provision (WEP) and applied to workers who had earned government pensions based on employment not covered by Social Security (i.e., Civil Service Retirement System). The WEP provision reduced earned Social Security benefits so that individuals who had been excluded from participating in Social Security through their federal employment would not receive the same benefits as long-time, low earners.
The second provision known as the Government Pension Offset (GPO) reduced the Social Security spousal or survivor spouse benefit by two/thirds of the monthly CSRS pension. In many cases this eliminated the Social Security spousal or survivor spouse benefit.
The Social Security FairnessAct repealed both the WEP and the GPO retroactively to December 2023. ThisAct was signed into law on January 5, 2025, becoming Public Law 118-273.
The Social SecurityAdministration is working on procedures to implement these changes. In the meantime, what should you do:
If you never applied for retirement, spouse's, or surviving spouse's benefits because of WEPor GPO:
You may need to file an application. The date of your application might affect when your benefits begin and your benefit amount. However, each case is different, and all other Social Security laws and policies, such as benefit reductions for claiming benefits before the full retirement age, the retirement earnings test, and others, still apply.
The most convenient way to apply for retirement or spouses' benefits is online at www.ssa.gov/apply. Please note that the online application continues to collect pension information until they are able to update it; however, they will not offset the benefit.
The survivor benefit application is not available online.
NEW! SAAwill take an application by telephone for people who did not previously apply for retirement benefits because of WEP or spouse's or surviving spouse's benefits because of GPO. If you meet these conditions, call 1-800-772-1213 Monday through Friday, from 9:00 a.m. to 6:00 p.m. ET. When the system asks, "How can I help you today?", say "FairnessAct." Then, you'll be asked a few questions.
Your answers will help them connect you to a WEP-GPO trained representative to take your claim.
If you are not sure whether you ever applied for retirement, spouse's or surviving spouse's benefits: You may need to file an application. The date of your application might affect when your benefits begin.
If you are entitled to retired or disabled workers' benefits, and your benefits are currently being reduced by WEP; OR if you are entitled to spouse's or surviving spouse's benefits, and your benefits are currently being reduced or eliminated by GPO
Consider reviewing the mailing address and/ or direct deposit information that SSAhas on file for you. This will allow SSAto adjust your benefits as quickly as possible. Generally, no other actions are needed at this time.
The easiest way for most beneficiaries to update their address or direct deposit information with SSA, if needed, is online with a personal my Social Security account. There is no need to call or visit SSA. Visit www.ssa.gov/myaccount to sign in or create an account.
FREE WORLD-CLASS EDUCATION
By Sandra Harmon, Harmon and Associates
For a free liberal arts education:
The first name in online course catalogs is Coursera, a juggernaut because of its pioneering of massive open online courses (MOOCs). Started in 2012, Coursera now
has over 28 million users and over 2,000 courses which can either be taken for free or for a small fee to earn an official certificate from leading institutions like Harvard and Stanford.
In recent years, the catalog has expanded far beyond traditional subjects like history and mathematics. “There’s been a lot of interest in courses that are more about personal and professional development you’ll see courses on how to learn, how to reason, how to find happiness and fulfillment, as well as courses that are more skills-oriented,” Coursera co-founder Daphne Koller told Quartz in 2016.
The platform’s most popular classes include: Machine Learning (Stanford University) Learning How to Learn (University of California-San Diego) Bitcoin and Cryptocurrency Technologies (Princeton University)
Financial Markets (Yale University)
Programming for Everybody (University of Michigan)
Seeing Through Photographs (The Museum of ModernArt)
Buddhism and Modern Psychology (Princeton University)
Introduction to Philosophy (University of Edinburgh)
There are several other MOOC providers, including Udacity and edX. Udacity tends to be a better resource for professionals looking to develop certain vocational skills, and edX created by MIT and Harvard is more of a zany academic platform with a special
focus on science, but both have large, comprehensive catalogs and easily searchable databases.
For specific professional skills, there’s also Alison, another online course provider, which works with big publishers like Google and Macmillan to provide training in areas like customer service, project management, and human resources.
If your aim is purely to soak in all the knowledge under the sun, you might also give KhanAcademy a try. The site is lauded for its streamlined, expert-driven content in the form of short YouTube videos that are quick to absorb and do not necessarily comprise an entire course.
And if you’re interested in learning from professors at a specific institution, run a search for whether the school has an open learning program. Harvard Extension’s Open Learning Initiative, Carnegie Mellon’s Open Learning Initiative, MIT OpenCourseWare, and Open Yale Courses are all examples and there are more coming out every year of elite universities publicizing their most popular classes. (Quartz has a list of some of the newest.)
For learning a new language:
Many smartphone users are already familiar with Duolingo, which has emerged in recent years as a major language-learning program, beating out the likes of Rosetta Stone and other established companies for sheer efficiency. And, of course, cheapness.
Duolingo, which has about 200 million registered users around the world, currently offers 68 different language courses across 23
languages, with 22 more courses in development. It operates a “freemium” model (think Spotify) which allows users to access the bulk of the app for free, and pay for certain additional features. Its genius lies primarily in its design, which has been praised as revolutionary and intuitive: Lessons integrate text translation, visuals, speaking, and sound into a comprehensive learning environment.
For the euphoria of fiction:
Reading, the most wonderful of leisurely pursuits, need not be costly at all. Start at Project Gutenberg, which offers over 56,000 free e-books. Open Library, a project of InternetArchive that is trying to catalog every book in existence, also offers plenty of free books.
Join your local public library or any public library that offers OverDrive, an app that lets users borrow from a comprehensive catalog of free ebooks and audiobooks. Libby is another app that offers the same functionality with a better interface.
Google Books has abandoned its once-lofty plans to digitize the world’s books, but it has a “free ebooks” feature you can toggle and is a useful site for academic texts or some more modern titles.
Quartz has a complete guide to finding specific titles online. (If you’re a book novice, unsure of where to start, you might also take a look at Quartz’s guide to enjoying classic literature.)
For the nitty-gritty of coding:
Coding is one of the best skills to learn online the work itself takes place entirely
on a computer but the quality of free teaching available ranges from expert-level to deeply flawed. Programmers tend to agree, though, that Codecademy, Free Code Camp, and HackerRank are all consistently well-designed and useful resources.
Codecademy gently coaches novice coders through the basics of HTML and CSS, and into JavaScript and more complicated languages; Free Code Camp does the same with an added emphasis on building real-world projects for nonprofits. HackerRank offers code “challenges” mini puzzles that are attention-engaging and educational without being explicitly instructive, providing a “learn by doing” approach that is ideal for people who prefer projects to lectures. If none of these three appeal, try this list of 49 vetted resources.
For a jumpstart on the hard-to-grasp:
Onerous is the idea of trying to learn more about the physical world without a good starting-off point. The following free resources, some of which live on a few of the open platforms mentioned above, offer a mix of interactive materials, quizzes, and videos, and are excellent inspiration for anyone interested in working in or simply learning about the sciences.
Greatest Unsolved Mysteries of the Universe (Australian National University)
Understanding Einstein: The Special Theory of Relativity(Stanford University)
Introduction toAstrophysics (École Polytechnique Fédérale de Lausanne)
Quantum Mechanics for Everyone (Georgetown University)
Math is Everywhere:Applications of Finite Math
BBC Learning: Science
MostAmbitious Science Projects (Highbrow)
Super-Earths and Life (Harvard University)
For a hefty dose of motivation:
TED Talks are hardly a secret resource; you can easily find talks from stars in every industry from technology to agriculture.Another source of inspiration is MasterClass, which is not free the current rate is $180/year but hosts a number of well-made videos led by celebrities. Judd Apatow can teach you comedy, Gordon Ramsay offers wisdom on cooking, and Diane von Furstenberg will share her tips for building a fashion brand.
With these kinds of classes, the delivery platform is not as important so much as the idea of being inspired continually, by idols, icons, experts, or anyone that you feel can lead you to where you want to go, so that you maintain your energy and stay enthusiastic about the world around you.
MasterClass CEO David Rogier says, “Schools teach you the underlying skills of what to learn, but now in the changing world it’s the default to change ourselves and continue to learn.” Thanks to the internet, that’s easier than ever.
From Starr Wright Webinar for WIFLE Members Only, February 4, 2025
Many federal employees do not realize the critical importance of “FEPLI,” which is Federal Employee Professional Liability Insurance. WIFLE Partner Starr Wright USAoffers WIFLE Members peace of mind and protection against multiple scenarios when a complaint, investigation, lawsuit, or legal issue arises.
Starr Wright USAhosted a WIFLE webinar to educate WIFLE members on FEPLI. Darrell Weber, President, Starr Wright USA, and attorney Christopher Landrigan, Managing Partner, Brownell Landrigan, PLLC, explained the purpose of FEPLI and likely reimbursement of the annual premium by your agency (check with your HR office for details). Led by Brownell Landrigan in Washington, DC, the network of attorneys specializes in federal employment issues. Receive expert counsel on matters such as:
. Civil lawsuits . EEO complaints . Retaliation claims . Federal investigations .Administrative/disciplinary actions
.Allegations of criminal misconduct . Security clearance challenges and . Employment practices
An allegation of misconduct or wrongdoing can easily ruin your life, career, and pocketbook. To file a claim, you must have an active policy before an incident occurs. Like health or auto insurance, FEPLI won’t cover a claim for a situation that started before you were covered. Of course, you never plan to get into a fender-bender or become ill. You also rarely expect to be in a scenario where your career is in jeopardy. Unfortunately, unexpected things happen.
Some feds assume that FEPLI is not worth having– until they are facing down an allegation at work. The annual price of carrying coverage- and knowing you have that protection available - is low. The price of an unforeseen allegation against you can be high. Starr Wright FEPLI could help you even if you don’t have a claim. Most FEPLI policies include access to a legal counsel line for some set amount of time. You can use that resource to speak to a legal advisor when you have an issue that wouldn’t be covered by an insurance claim. Or, when you don’t have a claim yet - but you’re concerned it could happen. Starr Wright USAoffers the best option for this.All our FEPLI policies include 4 full hours of access to the Pre-Claim Counsel line. This hotline connects you with a legal expert dedicated to federal employment matters. Use this whenever and however you need during your active policy period.
WIFLE encourages you to be proactive and explore Starr Wright USA’s FEPLI program.
• Watch the Starr Wright USAVideo on FEPLI, https://www.youtube.com/watch?v=kEds2WAiZU&t=1s
• Visit the website wrightusa.com
• Call M-F: 8:00 am to 4:30 pm Eastern, 1-800-424-9801
• Email support@wrightusa.com
• Join online through the WIFLE Discount Link, https://secure.fepla.com/plans/WIFLE
AN UNEXPECTED DEPARTURE
If you hadn’t given much thought to retirement before receiving the Trump administration's "deferred resignation" email on Jan. 28, you may be in for a few surprises not all of them pleasant. If you are eligible for retirement, you may have questions about the retirement process as well as some of the details about your final months as a federal employee and your first months of retirement from your federal career. If you are not yet eligible for retirement, you may be worried about getting fired or be subject to a reduction in force causing you to be involuntarily separated. This year is like no other in the history of federal retirement under FERS and for that matter, under the older CSRS.
If you are retiring under the Voluntary Early Retirement Authority (VERA), you may be retiring as early as age 50 or in some cases earlier if you have completed 25 years of service. In this situation, you may find yourself with significantly less income than you brought home in your paycheck and
will be seeking employment in the private sector.
What if you are in a covered law enforcement position and have met the VERAage and service requirements to retire?
In these situations, you are generally eligible for law enforcement retirement rather than “regular” early retirement under VERAif you meet the law enforcement eligibility requirement of 20 years in a “covered” law enforcement office position. Under the rules for VERA, there are significant differences:
To qualify for the special retirement computation for a law enforcement retirement that uses the 1.7% multiplier instead of 1.0% for the first 20 years of service, you must be at least age 50 and have completed a minimum of 20 years in a “covered” 1811 position or retirement code “M” rather than “K” on block 30 of your SF 50 form.
If you are under age 50 and you have completed 25 years in a “covered” position, you would be eligible for the law enforcement computation of FERS.
Let’s say that you have 20 years of service and are age 52. If your service includes 4 years of military service plus 16 years of law enforcement service, you would be eligible for the VERA, but you would not meet the requirements for a law enforcement retirement. Here are some significant differences between retirement computed under the early retirement rules for VERAcompared to the special provisions of the law enforcement retirement under FERS:
If you retired under a VERA, your retirement would be computed as 20 years x 1.0% of your high-three instead of 20 x 1.7%; a difference of 14% of your high-three or with a $125,000 high-three average salary, this would be a difference of $17,500/year or $1,458/month loss of benefits.
Another difference is that under VERA, there is no COLAuntil you reach your FERS Minimum Retirement Age (MRA) while under the Law Enforcement provisions of FERS, you would begin receiving COLAs in the first year of retirement. In the above example, this would be a loss of around five years of COLA adjustments.
Finally, under FERS Law Enforcement, you would be entitled to the FERS Supplement with your first retirement check. Under the VERAretirement, the supplement is not payable until you reach your FERS MRA.
How would you know if your retirement will be computed under VERAor Law Enforcement retirement rules?
Your HR specialist will complete a form titled Certified Summary of Federal Service (SF 3107-1). This will indicate the type of retirement you are applying for: Voluntary Early Retirement Authority or Law Enforcement Provisions of FERS.
On your final SF-50, early retirement or law enforcement retirement is noted in the Remarks section of the form.
Form RI 20-124 is included with your retirement package sent to OPM that will certify your service in a law enforcement position. https:// www.opm.gov/forms/pdf_fill/ri20124.pdf
If you are currently eligible for law enforcement retirement with the required amount of “covered” service, you have a lot less to be stressing over! You can retire today if you want to “get out while the getting is good!”
What if you are not yet eligible for VERA or Law Enforcement retirement?
For example, what if you have 23 years of service, but are not 50 years old? Or, what
if you are 50 years old, but only have 15 years of service?
In this situation, if you leave (forced out or voluntarily resign), you have no immediate eligibility for a retirement benefit. If you have completed at least five years of creditable civilian federal service, you are eligible for a deferred retirement at age 62 or as early as your FERS MRAwith at least 10 years, but it may be reduced by five percent for every year under age 62 and it is computed at the one percent factor for all your service. There are two ways to avoid the reduction.
Law enforcement officers who separate from service subject to FERS for reasons other than misconduct with 20 years of service as a law enforcement officer, may receive a deferred annuity at the MRAwith no reduction for age.
Otherwise, if you leave with fewer than 20 years of service as a law enforcement officer, you may delay your application until age 62 (or 60, if you had 20 years of service when you left).
Under the rules for a deferred retirement, there is no FERS supplement, and you have only 18 months of temporary continuation of your health insurance where you would pay the employee plus the employer share of the premium PLUS a two percent admin fee. Forget about FEDVIP and FEGLI, they are gone. To learn more about your insurance benefits if you leave early, see my Retirement Planning column from
February 20th, on Govexec.com: https:// www.govexec.com/pay-benefits/2025/02/ what-happens-my-insurance-when-iretire/403144/?oref=ge-category-landerfeatured-river
If you are fired for cause or charges of misconduct or delinquency you may lose your entitlement to retire under the special provisions for law enforcement officers. To forfeit your retirement there would generally have to be a conviction of certain crimes, such as treason or espionage. For more information on these situations, see articles written by Chris Barfield, CPA: https://www.barfieldfinancial.com/newblog/what-if-im-forced-out-of-my-job. I recommend you speak to an employment attorney who works with other federal law enforcement officers.
SHIELDS DOWN:ADDRESSING DOMESTIC VIOLENCE WITHIN LAW ENFORCEMENT –FEDERAL, STATE,AND LOCALAGENCIES
By Sunny Slaughter, Sunny Slaughter LLC
Domestic violence is a pervasive and complex issue that affects individuals across all walks of life, sparing no profession, including federal, state, and local law enforcement. The nature of their work, which often involves stress, long hours, and exposure to trauma, can sometimes exacerbate underlying issues, making law enforcement officers both vulnerable to experiencing and perpetrating abuse. However, when law enforcement professionals become involved in domestic violence cases, either as victims or perpetrators, the consequences go far beyond their personal lives. It can profoundly impact their colleagues, disrupt workplace dynamics, tarnish the reputation of their agencies, and erode the trust and confidence of the communities they are sworn to protect and serve. This intersection of personal actions and professional responsibilities makes addressing domestic violence within law enforcement particularly critical.
For decades, my work has been dedicated to tackling the issue of domestic violence across a variety of roles as a law enforcement instructor, policy and legislative writer, advocating for victims and survivors, and as someone who has worked directly with perpetrators to address the roots of abusive behavior. My journey has been both challenging and deeply rewarding, as I’ve had the opportunity to contribute to improving systems, supporting those impacted by violence, and helping shape strategies to
prevent further harm. Few challenges, however, are as complex and deeply troubling as addressing domestic violence within the ranks of law enforcement itself, where issues of power, accountability, and cultural norms often intersect in challenging ways.
Recently, my career has evolved beyond teaching in classrooms, which continues to be a passion of mine, to serving as a legal analyst in high-profile incidents, trials, and cases. In this capacity, I provide critical insights into domestic violence cases, including those that have tragically escalated into fatal outcomes some involving members of the law enforcement community themselves. This work has required me to navigate sensitive and often emotionally charged situations. Still, it has also reinforced my commitment to advocating systemic change, ensuring justice for victims, and working toward building a future where domestic violence is no longer tolerated or overlooked, regardless of who is involved.
The Prevalence of Domestic Violence in Law Enforcement
Studies and anecdotal evidence indicate that law enforcement families are not immune to domestic violence. Some reports suggest that domestic violence among law enforcement officers may be as prevalent, if not more so, than in the
general population. The nature of the profession itself often compounds this issue. Law enforcement demands traits like control, decisive action, and authority qualities critical on the job but that can, unfortunately, spill into personal relationships in harmful and abusive ways. The high-stress environment of the profession, coupled with exposure to trauma, can also contribute to aggression and emotional instability in personal lives if left unaddressed. Despite the severity of the issue, conversations and resources addressing domestic violence within law enforcement families remain limited.
Women in law enforcement face unique and multifaceted challenges when it comes to domestic violence. The fear of professional repercussions, such as losing their hardearned positions, respect among colleagues, or even credibility in the workplace, often prevents them from reporting abuse. The "blue wall of silence” an unwritten code discouraging officers from publicly exposing colleagues further complicates matters. In many cases, victims fear retaliation or ostracization, not just from their abusers but from their entire professional community. This culture of silence reinforces stigma, discouraging both victims and colleagues who are aware of abuse from speaking out or seeking help. The intersection of these professional and personal challenges creates significant barriers for victims, leaving many to suffer in silence without the support, resources, or justice they need.
Barriers toAddressing Domestic Violence in Law Enforcement
Addressing perpetrators within law enforcement adds another layer of complexity. Internal power dynamics, strict legal procedures, and bureaucratic processes often make swift action challenging. Robust union protections and institutional loyalty
can create significant obstacles to implementing disciplinary measures or conducting thorough investigations. These challenges can delay accountability, perpetuating a system where abuse can go unchecked, victims are left without the justice they deserve, and opportunities for systemic reform are missed, perpetuating cycles of abuse and impunity.
The Ripple Effect on Colleagues
When domestic violence involves law enforcement personnel, whether as victims or perpetrators, it inevitably affects the workplace. Colleagues may encounter ethical and emotional challenges, including questions about intervention, professional loyalty, and potential risks if they suspect abuse. These issues can strain team morale and create internal conflicts regarding appropriate actions. If the perpetrator is a fellow officer, trust within the team may deteriorate. Colleagues could experience vicarious trauma, struggling to reconcile the dual role of a coworker who serves as both a protector and an abuser. This tension can undermine team cohesion and contribute to a fragmented work environment.
The situation becomes particularly complex when the victim and the perpetrator are employed within the same department, as the close working environment often exacerbates tensions. In such cases, awareness of abuse among colleagues can create a charged atmosphere, leading to divisions within the team, with coworkers aligning themselves on opposing sides. These divisions can result in a breakdown of trust, reduced collaboration, and lower workplace morale. Furthermore, this dynamic can destabilize the department, making it difficult to maintain productivity and a positive work environment. In severe cases, escalated acts of violence can lead to
devastating consequences, including serious injuries or loss of life, leaving a profound and lasting impact on the entire organization.
Community Impact and the Agency's Reputation
Domestic violence within law enforcement can significantly damage an agency's integrity and the community's trust. When officers pledge to protect and serve, the public expects that commitment to extend into their personal lives. Cases of law enforcement officers perpetrating domestic violence erode public confidence, casting doubt on their ability to maintain justice and fairness.
Additionally, a perceived lack of accountability or inadequate handling of such incidents amplifies reputational damage and erodes trust among employees and stakeholders. When incidents are not addressed transparently or effectively, it sends a message that the organization prioritizes self-preservation over ethical responsibility. Without clear policies, consistent enforcement, and meaningful consequences, a culture of silence can thrive, allowing issues to fester unnoticed. This perpetuates the problem and reinforces
negative stereotypes of misconduct and unprofessionalism within the profession, making it even harder to rebuild trust and credibility over time.
Accountability andAction
For law enforcement leaders, addressing the sensitive and complex issue of domestic violence within their ranks is crucial to preserving the profession’s integrity and maintaining public trust. This responsibility extends to sworn officers and non-sworn professionals who play an integral role in law enforcement operations. Tackling this issue is more than safeguarding employees; it’s about protecting the credibility of their mission to serve and protect. Prioritizing the well-being of officers, staff, and their families is essential to ensuring their duties are carried out ethically, responsibly, and with unwavering integrity. By confronting these challenges directly, law enforcement agencies can reinforce their foundation and reaffirm their commitment to their workforce and communities.
For more information and discussion on this topic, join my September 30, 2025, webinar on the Justice Clearinghouse website in collaboration with the Women in Federal Law Enforcement.
The Olivia Pope of Crime & The Master Connector
Sunny Slaughter, often referred to as "The Olivia Pope of Crime" and "The Master Connector," is the Founder and CEO of Sunny Slaughter Consulting, LLC (SSC), a highly regarded consulting firm based in the Washington, D.C., metro area. With a global and nationwide presence, her firm specializes in creating innovative, tailored solutions for complex challenges and offers comprehensive professional services. SSC serves a diverse clientele, including government agencies, law enforcement, education, law and investment firms, non-profits, corporations, and healthcare.
Sunny Slaughter brings decades of personal experience and professional expertise. She has built an extraordinary career and personal brand that delves into the intricacies of crime, justice, and human behavior. Her work illuminates the stories behind the headlines, offering a deep, compelling perspective on the complexities of the human experience.
Sunny Slaughter is a trailblazer known for bridging divides, building strategic partnerships, leading complex conversations, and tackling tough societal challenges head-on. She has a lasting impact and established herself as a trusted, respected, and effective leader and authority in her field.
REGINALOMBARDO, WIFLE BOARD MEMBER
Chief Security Officer
Metropolitan Museum ofArt
U.S. Department of Justice Bureau ofAlcohol, Tobacco, Firearms and Explosives,Acting Director-Retired
THEART OF SECURITY: INSIGHTS FROM REGINALOMBARDO ON BUIDINGA SCALABLE, INTELLIGENCE-DRIVING SECURITY PROGRAM
In today's dynamic environment, security leaders face a complex and evolving threat landscape. From physical breaches to cyberattacks, the risks that organizations face are becoming more sophisticated and challenging to manage. To ensure the safety and security of employees, assets, and reputation, organizations must adopt a proactive, yet scalable approach to security.
This whitepaper dives into the security program developed by Regina Lombardo, an experienced Chief Security Officer (CSO), who has built a robust and scalable security program that leverages cutting-edge technology with a continuous and evolving application of best practices. By examining these security practices, security leaders can gain valuable insights into how to enhance their own programs.
Regina Lombardo: FromATF Director to CSO for High-Profile Events & Priceless Assets
Regina Lombardo has had an inspiring career that establishes her wealth of experience in the safety and security space. Before becoming a CSO, Lombardo served as the first female Director of the Bureau ofAlcohol, Tobacco, Firearms, and Explosives (ATF), where she spearheaded significant initiatives aimed at enhancing national security and public safety. With decades of federal law enforcement experience, Regina's leadership is characterized by her forward-thinking approach to security, combining traditional law enforcement practices with the latest technology. Regina also serves on the Board of Directors for WIFLE Foundation, Inc.
Today, the security challenges faced by Lombardo are significant. Her current role as CSO for The Metropolitan Museum ofArt (the Met), means she has to deal with hosting a large volume of visitors daily, with numbers fluctuating greatly and occasionally swelling to tens of thousands on peak days. In addition to managing large crowds, she also has to manage the protection of extremely high-value assets, while simultaneously ensuring the safety of staff and visitors.
The Met’s Security Department, with over 500 personnel, operates on a scale comparable to a midsize police department encompassing a range of specialized roles including intelligence analysts, operations specialists, investigators, and incident response teams. With dedicated managers overseeing various divisions, the department ensures the safety of millions of visitors, protects priceless artifacts, and coordinates security efforts with local law enforcement mirroring the structure and complexity of a municipal police force.
CSO Lombardo’sApproach to Managing Security
CSO Lombardo has implemented a security program that prioritizes a collaborative, datadriven approach. “Resource allocation should always be based on the data," she states. She emphasizes the importance of having a well-trained and efficient security team on the front lines, supported by a robust intelligence-gathering and analysis operation behind the scenes.
CSO Lombardo’s approach is built on two key pillars:
Front-line efficiency: Ensuring the security team can respond swiftly to real-time events and threats.
Back-house intelligence: Using data and technology to proactively prevent incidents before they occur.
These pillars form the backbone of the overall security strategy, and are the foundation upon which she manages such a high-stakes security program. To implement this strategy, CSO Lombardo focuses on building upon the foundation with three critical elements: people, processes, and technology. Each of these elements are carefully considered as part of a continuous process to ensure a holistic and constantly evolving approach to modernizing security operations.
1. BuildingASecurity Workforce
CSO Lombardo’s organization requires a large security team. She has taken time to restructure the team by prioritizing the right talent and fostering a collaborative environment. Her hiring strategy is centered around:
• Adiverse and skilled team: She selects individuals with a mix of law enforcement, military, and private security experience.
• Clear roles and responsibilities: CSO Lombardo rewrote and defined job roles to find people specialized in certain areas or incidents.
• Collaboration: Finding people skilled in communication is key within the security team and for work with external partners, such as local law enforcement and event coordinators.
Clear communication: Team members are trained to work seamlessly together, ensuring quick responses to any incidents.
Due to the nature of her organization, CSO Lombardo’s team has to frequently partner with local and federal law enforcement agencies, and multiple security teams for visiting highprofile individuals, making effective communication and collaboration absolutely crucial. CSO
Lombardo has enhanced team effectiveness by creating specialized roles that align with individual skills, such as appointing a Fire Safety Manager who draws on their prior Fire Department experience.
This restructuring has clarified responsibilities within her team and established clear points of contact for external partners. Even details like managing the security aspects of external vendors are addressed by dedicated team members, showcasing a proactive and comprehensive approach to the organization's unique security challenges.
2. Tech-Driven Safeguards
Once CSO Lombardo assembled the right team, she turned her attention to technology. Technology plays a critical role in security operations. Her organization leverages a diverse and innovative number of tools to enhance both front-line efficiency and back-house intelligence.
Incident reports, surveillance footage, and sensor data are recorded and analyzed to spot patterns and trends and to mitigate future risks on a day by day basis and during special events. Below-listed are just some of the various types of data inputs tracked:
• Security Breaches
• Asset Handling
• Flooding Incidents
• Water Leaks
• Fire Hazards
• Asset Damage
• Chemical Spills
• Visitor Falls
The organization also hosts a significant number of events 374 just last year and often after the facility closes for the public. Events include everything from dinners, cocktail parties and banquets, to more high-security events with VIPs. In addition to securing each event, they also track the costs that go into protecting it, such as when it is, who is attending, and the resources required to protect them.
CSO Lombardo and her team utilize a large network of cameras across the property they secure. They also incorporate a variety of other unique safety measures, as their organization has a unique goal to balance high-tech security with aesthetics and public perception.
CSO Lombardo ensures her team has access to a variety of technologies to collect, analyze and act upon various types of data, including Kaseware. Kaseware functions as a centralized system for tracking and managing security incidents. This helps to improve communication and collaboration among security team members and enables faster response times.
All of this data is then used to generate customized reports that help CSO Lombardo and her team identify patterns and trends to better allocate resources and improve security operations. By blending the right technology with operational needs, CSO Lombardo ensures a seamless, secure experience for all visitors without compromising her organization’s atmosphere.
3. Structured Security Protocols
To complement her people and program’s technological advancements, CSO Lombardo has established structured security protocols that ensure every aspect of operational tempo is meticulously managed. These processes are the framework for maintaining safety and accountability, while addressing both current challenges and emerging threats. These include:
• Incident tracking and reporting: Real-time data capture ensures that every event is documented for swift resolution and future analysis.
• Proactive risk management: Continuous monitoring of security data helps anticipate risks before they escalate.And proactive risk management is required when it comes to logistics of transferring assets.
Chain of Custody for asset transportation: Every asset is carefully tracked, with its movement recorded on a chain of custody document, before, during, and after transport.
New threats are also constantly emerging that the organization has to monitor, understand, and adapt to, such as vandalism, disruptions, or actions that could damage assets. CSO Lombardo has implemented an incident-based command structure that allows security operations to be both reactive and proactive.
Over three years, CSO Lombardo has strategically planned, restructured, and integrated technology to elevate the security program. She remains dedicated to refining her strategies as new challenges arise, ensuring that security protocols remain ahead of emerging risks. This commitment underscores her focus on protecting the organization's invaluable assets and ensuring the safety of visitors and staff.
Lessons Learned and Future Growth
CSO Lombardo has overseen the implementation of significant enhancements to the security program for her organization. Her leadership has helped develop a more robust, scalable, and efficient security operation.
People and Processes
The security program is built on a strong foundation of people and processes. CSO Lombardo has focused on hiring the right talent for the right job and implementing clear processes to ensure that the security team is well-equipped to handle large crowds and complex security needs. Her hope is to create a clear succession plan which helps develop her team to reach their highest potential.
Systems and Technology
The organization is committed to using cutting-edge technology to support its security operations. While CSO Lombardo feels the people and processes are in a solid place, there’s constantly new and evolving threats that require new technologies. She works to constantly be at the forefront of that in exploring new solutions. This will become increasingly more important as her organization expands its footprint.
Artificial Intelligence
CSO Lombardo is exploring the use of artificial intelligence (AI) to improve security. AIpowered cameras can be trained to identify potential threats and ignore non-threatening activity. Kaseware also provides a variety ofAI-driven tools that help improve efficiencies of data and incident management.
Collaboration with Other Institutions
The security program CSO Lombardo has developed is considered a leader in the industry. Her and her team are collaborating with other institutions to share best practices and improve security standards across the sector.
As CSO Regina Lombardo plans the next phase of security strategy, her team relies on Kaseware to streamline operations and drive an intelligence-led approach. The Met hosts many high-profile events, including the world-famous Met Gala, relying on its professional security team to ensure a safe and successful experience. Their expertise in crowd management and protection helps maintain the events' exclusivity and prestige.
The Met leverages technology in every aspect of event planning, including AI for access control and breach detection, intelligence from social media platforms, and a weapons detection system for all guests. All this data is captured in Kaseware, the museum's case management system, which helps identify trends and patterns and serves as a central hub for all Met guidelines, policies, and procedures.
To learn more about Kaseware: https://www.kaseware.com/
June Werdlow Rogers, PhD, DEASAC, Retired
WHYWE CANNOT LET DEI (Diversity, Equity and Inclusion)
DIE (Destroyed, Ignored, Eliminated)!
I knew this day would come. I warned colleagues as we planned commemorations such as Black History or Women’s History month programs that at any time an official may arbitrarily ask “why are we even doing this?” Then halt all future events. I raised my concerns to highlight the urgency and seriousness of the work. People cannot know what they do not know, including that diversity is essential to a healthy workplace environment. So, I sought to motivate those arranging such special occasions to recognize the importance of raising awareness about the contributions that heritage, gender, and other cultural identities bring to federal law enforcement. Presentations that highlight the necessity of diversity were and are still needed.
It is true that I knew that a day would come where diversity, equality and inclusion (DEI) principles would be challenged, and possibly curtailed. What I did not know is that DEI would be vilified as well – that DEI would be put on death row to DIE (Destroyed, Ignored, and Eliminated). But how could I? How could anyone?
The idea that we should treat all people, regardless of their backgrounds or identities with equality and not exclude them is so basic as to defy any logic to the contrary. Of course, society at large and law enforcement
officials did not always embrace this ideology. Relics of oppression against women, Blacks, and openly gays and lesbians caused them to be largely shut out of working in policing until after the passage of the Civil RightsAct in 1964. Then, when they were admitted into the ranks, they faced such hostile workplaces that their numbers remained low.
Addressing this concern started with the law. Minorities sought relief through filings with the Equal Employment Opportunity Commission to be hired and promoted. Many agencies were compelled by courts to hire the underrepresented via affirmative action. Though distasteful, it “is what it is.” Thankfully, forward-thinking leaders emerged who wanted to do what is right, not because they were compelled to do so through the law but because they recognized it was good for federal law enforcement.
Among the visionaries seeking equality and inclusion for women in federal law enforcement were personnel officials. In 1978, the Office of Personnel Management established a task force to investigate the reasons behind the low representation of women in federal law enforcement. The task force’s findings suggested there was much to do, so the Departments of Justice and Treasury entered into a joint Memorandum
of Understanding that stood up the Interagency Committee on Women in Federal Law Enforcement (ICWIFLE). The ICWIFLE was charged with identifying ways to hire and retain women within the ranks of federal law enforcement. This forerunner committee and the resulting nonprofit organization known as WIFLE continues to do the necessary work of strengthening law enforcement through gender equality and inclusiveness.
Notwithstanding its mission, throughout my early association with ICWIFLE in the 1980s, I never heard or saw the phrase DEI. (Indeed this reference did not enter the American lexicon until circa 2000s – 2010s). However, the principle upon which the ICWIFLE was founded clearly is infused with diversity, equality and inclusion in federal law enforcement. The absence of a title for a concept does not mean the concept does not exist. Conversely, killing the concept can sway beliefs resulting in negative attitudes towards associated labels – a movement currently afoot concerning DEI.
It is essential to address issues such as identifying strategies for achieving promotion and understanding generational differences to improve federal law enforcement. (Each of these subjects were covered at the 2024 WIFLE training conference). Yet if the emerging trend
continues, people working in federal law enforcement may either be restricted from affiliation with organizations such as WIFLE, or ostracized for doing so.
I get it! People working within agencies face consequences that those outside of it do not. So what can you do?At this point, I suggest two actions. Please revisit articles I previously wrote in past newsletters particularly 5 Ways to survive a bad boss (June, 2017). Please also consider my cautionary note: if the mistreatment of certain federal employees is disregarded, there may be no one left to advocate for you when the oppressors shift their focus. (See The Real Oath Keepers to the U.S. Constitution are A-Loyal in the December, 2022 edition). Each of these articles discusses your allegiance to the nation. Secondly, let us at WIFLE do our jobs and “carry the water for you.” If you can think of something that needs to be said to ensure that DEI does not DIE, just reach out.
In conclusion, this has been one of the most distressing articles I have ever written. Government sanctioned and sponsored programming of DEI is either right or wrong. This review provides a definitive conclusion that DEI is justified on both legal and moral grounds. Recognize that you are valued and you have a right to be treated fairly. We are here for you.
