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.
EDITORS
Dorene F. Erhard, WIFLE doreneerhard07@comcast.net
Elizabeth M. Casey, WIFLE betsycasey53@aol.com
ONLINE
www.wifle.org www.wiflefoundation.org
Twitter.com/WIFLE
Facebook.com/wifleinc
CONTACT
wifle@comcast.net
301-805-2180
Layout and 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-204, Arlington, Virginia USA 22201.
Copyright © 2024 Women in Federal Law Enforcement, Inc. All rights reserved.
MESSAGE FROM the Leadership
Catrina M. Bonus President WIFLE Foundation, Inc.
Jessie L. Lane Vice President WIFLE Foundation, Inc.
Women in Federal Law Enforcement’s 2024Annual Leadership Training
If you attended WIFLE’s Annual Leadership Training at the Hilton Mark Center in Alexandria, Virginia, we are so thankful that you were among the more than 1,000 attendees who were able to join us on August 5 – 8, 2024. How can we effectively convey our sincere appreciation to our WIFLE’s Founders, Executive Board, Senior Advisors, volunteers, dedicated members, exceptional speakers, awardees, first-time and long -time attendees, and outstanding conference supporters?
Two words immediately come to mind. We are and will always be “eternally grateful.”
As we reflect on the magnitude of acknowledging our beginning as the Interagency Committee on Women in Federal Law Enforcement (ICWIFLE) in 1978 and the future establishment of Women in Federal Law Enforcement, Inc. (WIFLE) on June 28, 1999, please know that we could not have done this without you!
Our 2024 theme: “Looking Back…and Inspiring the Future,” served as a befitting tribute for WIFLE’s 25th Anniversary. Why? Because we will never forget the impact of WIFLE’s courageous founders who opened the doors of opportunity for women (sworn and non-sworn) to excel beyond their expectations.
Who are these transformational leaders, change agents, and trailblazers?
Judith Braunstein
Sheree Mixell
Monica Rocchio
Barbara Linney (WIFLE General Counsel)
Betty Griffin
Margaret Moore
Cheryl Tyler
Mary Frances Martin
Natalie Murphy
Carol Paterick
Our WIFLE Founders have clearly given us a roadmap for excellence. From our initial beginnings to present day, we are working diligently to implement their progressive goals and strategies.
In honor of their foundational excellence, we presented a 2024 training agenda that included several advocates for change. We welcomed some of the most impactful and engaging speakers at our opening ceremony: Deputy Attorney General of the United States Lisa Monaco, Deputy Secretary Kristie Canegallo, Department of Homeland Security, Assistant Security for State and Local Law Enforcement, Heather Fong, Director Christopher Wray, Federal Bureau of Investigation.
An additional highlight of WIFLE’s Opening Day included the “Honoring Our Trailblazers” Panel Discussion moderated by Former U.S. Secret Service Director Kimberly Cheatle which featured the first Federal female special agents (SA) in 1971-1972: SA Sue Ann Baker and SA Kathryn Clark Childers (Secret Service), SA Susan Malone (FBI), SA Jo Ann Kocher (ATF), and U.S. Postal Inspector Janene Gordon (U.S. Postal Inspection Service).
Here are some of the “in the moment” comments and feedback received from you our dedicated WIFLE members and attendees:
• “This was the best training I ever attended. It was a spectacular event, and everyone was so helpful.”
• “Our team was so impressed. We all fight to get to WIFLE every year. This year was just outstanding.”
• “I have just finished my 13th year of attending WIFLE – 13 in a row. I will be retiring in December and will miss the WIFLE conferences.”
• “This was my first time, and I was amazed to see so many women in law enforcement in one place. Great job!”
• “I liked meeting the first women in some of the agencies. What role models. All they ever wanted to do was the job, just like us now.”
Throughout the week of our Leadership Training, WIFLE hosted 67 workshops that highlighted the best facilitators, academicians, and skilled experts within the private sector and the field of federal law enforcement. Our attendees were able to fully engage, share valuable insights and best practices which will further enhance their professional development and impact their future career trajectory.
Of course, one of the most notable highlights of our Annual Leadership Training is the WIFLE’s Awards Luncheon. During this special celebration, a total of 28 awardees and eight scholarship winners were rightfully acknowledged for their significant achievements and extreme acts of bravery and courage. The WIFLE Executive Board would again like to congratulate all our WIFLE awardees, the nominating leaders, the proud family members, partners, friends, and colleagues.
In closing, we would like to send a special thanks to our WIFLE sponsors – listed below – for helping to make the 2024 WIFLE Leadership Training possible.
Thank you for your continued enthusiasm, input, and unwavering support of WIFLE. We certainly look forward to your participation at next year’s Annual Leadership Training on July 21 – 24, 2025, in Dallas, Texas.
Stay safe,
Catrina M. Bonus, President
Jessie L. Lane, Vice President WIFLE Foundation, Inc. WIFLE Foundation, Inc.
Thank you to our WIFLE sponsors for helping to make the 2024 WIFLE Leadership Training possible.
SEPTEMBER
QUARTERLY
Chair of the WIFLE Board of Directors, Margaret M. Moore, receiving the commemorative Flag from WIFLE Vice President, Jessie L. Lane.
In October 2023, Women in Federal Law Enforcement (WIFLE) created the WIFLE Engagement and Community Impact Program (WECI). WIFLE’s vision was to establish a direct connection between our organization, law enforcement professionals, young girls, and the communities we serve.
During our recent WIFLE training in August, we put a call out for those willing to bring backpacks and school supplies to donate to local schools. We were overwhelmed by the response, receiving over 80 backpacks filled with school supplies during our training event. In addition, WIFLE donated another 50 backpacks with school supplies, demonstrating the generosity of our community.
Today, WIFLE was honored to make two visits to give backpacks to the young children getting ready to start their new school year. One at a local school and another in partnership with the DC Metropolitan Police Department. Witnessing the joy on the children’s faces was truly heartwarming.
WIFLE extends a heartfelt thank you to our community supporters, law enforcement partners, our dedicated members, and training attendees. We are deeply grateful for your support and the difference you have made in the lives of these children. A special note of appreciation goes to Worldwide Assurance for Employees of Public Agencies (WAEPA) for their unwavering support of the WECI program. Your collective efforts make our mission possible.
RETIREMENT PLANNING ISSUES FOR WOMEN*
There are five retirement challenges that many women face when planning for their future. All federal employees need education, and most would benefit from some experienced assistance when planning for retirement. This is true at every stage of their careers, regardless of age or gender. Today I want to highlight some issues unique to federally employed women.
According to the Women’s Institute for a Secure Retirement, there are five retirement challenges that many women face when planning for their future. Here is a modified version of this list as it may impact you, as a woman employed in federal service:
1. Women live longer than men.
Longevity risk is real. Because women often live longer, this means if currently married, someday it may be “one of us” rather than “two of us.” This means one Social Security benefit stops, and the full pension benefit becomes a survivor annuity which is generally a little more than 50% pension benefit payable while the spouse was living. If single, the retirement savings will have to last longer due to the projected longer life expectancy.
Out of 408,033 survivors of deceased federal employees, there are 361,739 widows and only 27,410 widowers. The average monthly annuity payable to a widow in 2022 was $1,831/month with an average age of 81.4 years. The remaining survivors were former spouses, children and those survivors having an insurable interest in the retiree.
2. Women earn less than men during working years. The federal government is already a step ahead of the private sector when it comes to pay equity, according to the Federal News Network. The national gender pay gap is 16%, while the federal pay gap is 5.6%, according to 2022 workforce data. In other words, in the federal workforce, women make about 94 cents for every dollar men make. This is better than the national rate of 84 cents for every dollar men make, and it has significantly improved from the 24.5% pay gap in 1992.
According to 2023 OPM Data analyzed by the Partnership for Public Service, the overall federal workforce was 55% male and 45% female, compared to 53% male and 47% female in the U.S. labor force. In general, women are employed at lower grade levels, considerably
more than their male counterparts. Women made up most of the federal workforce in GS-3 to GS-9 positions. Notably, 73% of GS-6 employees are female. Men comprised much of the workforce above the GS-10 level, the SES, and positions not on the GS pay scale. Only 39% of SES positions are filled by women. As the grade level grew higher, the percentage of positions filled by women grew smaller.
3. Women receive significantly lower retirement benefits than men
Almost 72% of monthly annuity benefits in 2022 were under $4,000/month (CSRS and FERS combined). At least 55.5% of those were paid to men. However, of the .2% of monthly retirement benefits paid at over $7,000/month, 70.1% of those benefits were paid to men.
As women age, they become more vulnerable to poverty. The poverty rate for all women aged 65 and older is roughly 12% with a little more than 1 in 10 living in poverty. But for widowed women aged 65 and older, the poverty rate is much higher, with approximately 51% living on less than $22,000 a year.
5. Women are more likely to work part-time jobs.
As of January 2024, 89,960 federal employees work less than a full-time schedule (part-time, intermittent, and 193 employees in phased retirement).
In federal employment, working part-time obviously reduces the salary of an employee, but it also reduces retirement income, ability to contribute to the TSP, and earnings used to compute Social Security retirement. In addition, part-time federal employees pay more of the government share for their health insurance and earn less annual and sick leave each pay period.
According to the National Women’s Law Center:
• Nationwide, over 32.1 million people (about twice the population of New York) work parttime approximately 22% of workers.
• Nearly six in ten part-time workers (59.1%) are women. There were more than 1 million fewer women working part time in 2021 than in 2019, before the pandemic began.
• Women are about 1.6 times more likely to work part time than men: 27.9% of all working women work part time, compared to 17.2% of all working men.
*Reprinted with permission from govexec.com
END THE NIGHTMARE ON POLYGRAPH STREET FORALL, Part 2
By June Werdlow Rogers, PhD DEA Special Agent in Charge, Retired
Although Stacy had nothing to hide, she dreaded taking the polygraph exam. Her wanting to work for the federal law enforcement agency meant the test was a requirement. How to reduce the uncomfortableness of this “necessary evil?” Stacy did everything recommended to get through it. As the agency advised, she did not read anything about how to “beat” the test employing something they referred to as “countermeasures.” However, she did try to calm her nerves including practicing yoga and meditation the day before; attempting a good night’s sleep (but this proved useless as the nightmare about being lost and late produced so much fitfulness rest was elusive); and she opted for a cup of soothing tea instead of her normal high octane coffee before she headed off to the test. Driving there, she kept reassuring herself that she would feel good and proud of herself in just a couple of hours when the test was over. All that changed with just one question beforehand delivered in a sarcastic tone by the polygraph examiner, shattering an illusion that anything about the test was going to be okay….
Let’s face it, launching a polygraph exam is not the type of situation that causes people to break out into a happy dance. Whenever there is a need for law enforcement to order a lie detector, it is not cause for celebration. Whether an allegation is specific to an individual or a group operation, there is usually controversy. The one ordering the polygraph is questioning the truthfulness of an informant, current employee or a prospective hire.
Consequently, anyone taking a polygraph exam would be hard pressed to see it as anything short of their integrity being questioned, or at the very least an accusation. Decidedly, polygraph operators are in the middle of accuser and accused.
So just what are the rules of administering polygraphs in a fair manner? The Code of Ethics for the International Society of Polygraph Examiners provides suggestions on ethical behavior. Germane to this discussion is the supposed rights of examinees to be treated “professionally, with respect and dignity;” permit an examinee to explain physiological reactions in most cases; and that the examiner can report information concerning appearance. While the code of ethics says that a candidate is not supposed to be asked biased-laden questions (i.e. regarding religion, politics, or race) in an examination, notably absent from the code of ethics are pre-interviewing questions like the type that upset Stacy. 1
Seemingly, the aforementioned standards are intended to project fairness and equality. However, much of it highlights the subjectivity to which a candidate faces during this screening process. Many candidates trying to get a job are likely intimidated and feel interrogated upon being questioned about “significant responses” suggestive of lying. False positives and false negatives have been found to occur in polygraph results. That’s why the findings of polygraph exams are not admissible in court – because they are not scientifically reliable!
So an instrument lacking scientific reliability in determining truthfulness is what many federal agencies have adopted for applicant screening - or is it? The exposure of one agency’s practices suggests confidence is only placed in results for some, but not all candidates. People in-the-know reported about polygraphs administered to special treatment candidates that supposedly lied or cheated on exams.
The whistleblowers alleged lying and cheating on exams were overlooked based on nepotism. 2 The ensuing Office of Inspector General recommendation for the agency to control contacts that would pressure or influence polygraph examinations is quite telling. 3 In other words, stop the nepotism. I agree. But rather than preventing the results of some polygraph exams from being used against a candidate, instead how about extending this benefit of the doubt to all applicants? If officials are unwilling to put the fate of their loved ones’ careers in the hands of polygraphs and examiners, should not all candidates benefit from this decision? As mentioned in Part 1(past marijuana use) of this trilogy, subjectivity rarely benefits underrepresented persons such as women in federal law enforcement. A polygraph or examiner should not have sole power to make or break a candidate’s chances for entering federal law enforcement. I say end the Nightmare on Polygraph Street for all federal law enforcement candidates.
(Be sure to check next quarter’s newsletter for Part 3 of this trilogy where subjective aspects of the academy experience will be examined).
1 Code of Ethics. (n.d.) International Society of Polygraph Examiners. https://www.isope.net/uploads/4/1/6/9/41699883/_codeofethics.pdf
2 DEA has regularly hired applicants it flagged as lying on their polygraphs. (2023, August 23). Government Executive.
https://www.govexec.com/oversight/2023/08/dea-has-regularly-hired-applicants-it-flagged-lyingtheir-polygraphs/389677/
3 DOJ OIG Releases Management Advisory Memorandum of Concerns Identified in the Drug Enforcement Administration’s Use of Polygraph Examinations in Pre-employment Vetting. (2023, August 23). U.S. Department of Justice. https://oig.justice.gov/news/doj-oig-releasesmanagement-advisory-memorandum-concerns-identified-drug-enforcement
INFLATION: WHAT IS IT & HOW CAN YOU PROTECTYOURSELFAGAINST IT
By Sandra Harman S. Harman & Associates, Inc.
First, inflation is when there is a gradual increase in the prices of goods and services over time. When inflation occurs, each dollar purchases fewer goods and services than it did. A second problem with inflation is that once prices have risen, they rarely return to their previous point. So even though inflation cools it merely means that prices won’t be increasing as rapidly.
Inflation is a part of any economy; ideally around 2% stimulates economic growth.
Inflation, when considering investments, is known as the invisible risk, because your principle does not decrease but your money’s purchasing power shrinks.
If your investments don’t outpace inflation, you lose buying power over time. This can result in missing your long-term financial goals, especially your retirement savings.
Inflation increases the cost of living because it impacts everything: rent or mortgages (interest rates increase) utilities, transportation cost, food, etc.; this results in less for discretionary investing. You need more money to purchase the same goods and services.
Inflation erodes retirement savings. As prices rise, retirees (routinely on fixed income) use more of their savings to cover normal living costs. This results in a depletion of retirement savings prematurely. Additionally, inflation affects debt burden, as prices rise faster than income credit is used. Further, inflation can make it difficult to repay debt.
How Can You Protect Yourself from Inflation?
First, diversify your investments, with a portfolio that includes stocks, real estate and commodities which historically have provided returns that outpace inflation. Invest in Treasury Inflation Protected (TIPS) bonds, they are specifically designed to protect against inflation. Include income producing investments to generate income such as dividend-paying stocks or rental properties.
Second, have a financial safety net to fall back on (i.e., an emergency fund) so that if something happens you can continue to cover your expenses without relying on credit cards.
Third, review your current spending and your budget. Remember that your cash flow is where the money has gone after the fact, budgeting is where the money should be spent.
RETIREMENT SURGE MAY LEAVEALREADY OVERWORKED CBPOFFICERS VULNERABLE
Retirement Rises
Currently, Customs and Border Protection (CBP) employs about 28,500 officers across 328 ports of entry across the U.S. and 15 preclearance ports outside the country. According to the National Treasury Employees Union (NTEU), this leaves CBP short 5,850 officers.
The agency is anticipating a retirement surge among its employees, projecting a 400% increase in officer retirements in 2028, according to agency Commissioner Troy Miller. While about 500 CBP employees retire annually, 2,220 are expected to retire in 2028 when 20% of all CBP officers will stop accruing additional law enforcement retirement benefits because they were hired prior to CBP officers being granted law enforcement officer status.
Overworked Officers
CBP officers are already overworked from understaffing. Losing more officers will create worksites that are overwhelmed and prone to errors. NTEU warned that, without adequate hiring ahead of the retirement wave, CBP officers would be subject to excessive overtime. If CBP is unable to replace retiring officers, there may be a catastrophic breakdown in port operations.
Understaffing may lead to burnout, making CBP officers more vulnerable to mistakes and inefficiency. CBP officers are already highly scrutinized in their position, so any misstep will lead to calls for accountability that may lead to allegations and investigations, despite inadequate working conditions. Allegations and investigations can lead to suspensions, terminations, or even personal capacity lawsuits. If an allegation is made against you, it is a necessity, not luxury, to have knowledgeable and effective counsel advocating on your behalf.
FEDS PLI for Law Enforcement Officers
As the professional liability insurance (PLI) provider endorsed by the leading federal law enforcement employee associations, FEDS Protection offers federal employee PLI policies with $1 million, $2 million, or $3 million in civil liability protection for attorney’s fees and indemnity
costs in the event you are sued in your civil capacity. The FEDS policy also includes $200,000 of legal representation coverage per incident for administrative actions and $100,000 of coverage for criminal defense costs.
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 for a discount on your annual premium. 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.
FEDS Protection Exhibit Booth at WIFLE Leadership Training 2024. Staff was on hand to talk to federal employees onsite.
Tues, Sept 10, 3p ET: Buildinga Case for an In-house Therapist
Mental Health is a concern nationwide, and manyorganizations are responding bysupporting employees with additional resources. Mental health days, additional mental health visits through an EAP, contracts with local mental health professionals, and for some, an in-house therapist. In this webinar, Wendy Hummell will discuss the manyways to provide better access to culturallycompetent mental health services, the benefits and challenges of havinga therapist in-house, and how to address leadership to implement creative solutions.
Thurs, Sept 13, 3p ET: Jumpstart Your AIJourney: Basic AItools for PublicSafetyand Justice Professionals
Join us for an insightful webinar designed to introduce you to the world of AItools. In this session, you’ll discover how AIcan transform the way you handle repetitive tasks, making your work faster and more efficient. We’ll provide a comprehensive overview of how to discover and use simple AItools that can significantlyenhance productivityand streamline operations in your organization. Bythe end of this webinar, you’ll have a clear understanding of how AIcan be a powerful allyin your professional toolkit, helping you perform tasks more effectivelyand efficiently. Don’t miss this opportunity to stayahead of the curve and enhance your skillset with cutting-edge AItools.
Tues, Sept 17, 3p ET:Recruitingand MentoringGen Z: How to Help Future Criminal Justice Leaders Succeed Are you trying to attract Gen Zto careers in law enforcement and public safetybut don’t know howto reach them? Are you a criminal justiceinstructor, law enforcement trainer, or recruiter struggling to compete with inaccurate depictions of law enforcement roles?
Perhaps you supervise early career staff who are still developing the core skills and attitudes for success. After completingthis webinar, you will be able to explainthe wide varietyof positions available in law enforcement and public safety, debunk the common myths and stereotypes about law enforcement careers, and offer tips for serving with honor, integrity, and professionalism.
Thurs, Sept 26, 3p ET: What Law Enforcement and First Responders Need to Know about Epilepsy
Epilepsy, a complex neurological disorder that impacts millions of people worldwide, can present challenges for law enforcement officers and first responders. Recognizing and understanding Epilepsy, particularlyin high-stress situations that require quick decisions, can be difficult. Law enforcement and responders must have the knowledge, skills, and a solid understandingof this condition to ensure personal safety, well-being, and practical support for individuals with Epilepsy.
Join us on Sept 26 when Thometta Cozart and SunnySlaughter will share what you need to know about Epilepsy, addressing its potential causes, common symptoms, and appropriate emergencyresponses. We will also provide information on Epilepsyand Seizure certification forlaw enforcement professionals.
Mon, Sept 30:Criminal Thinking: An Overview to IdentifyingDrivers and Interventions
As research states, the population that does best in all treatment court types are the high-risk/high-need individuals. Standardized and validated risk assessments shouldbe used not onlyto determine eligibilitybut also to drive supervision and interventions specific to criminogenic needs or risk factors. Participants in ourtreatment courts mayhave the same or similar risk scores, but what drives the scores and corresponding criminogenic needs is very individualized. Addressing criminal thinkingis justas important as providing clinical treatment, such as substance use and mental health treatment, to reduce recidivism and achieve long-term change and success for our
participants. This webinarwill provide an overviewof the different criminal or antisocial thinking and attitudes and demonstrate a core correctional practice that will assist in identifying the specific drivers and possible interventions.
Tues, Oct 1, 1p ET: Learningto SayNo
Have you ever said “yes” to something and immediatelyregretted it? Whether it was volunteering to coach a Little League team, baking cookies for an event, or volunteering for yet another project at work, we have all done it and said “yes” even though we knew we didn’t have the time, energy, or passion for it.
During this webinar, Brenda Dietzman will explore the reasons we say‘yes’ when we reallywant or need to say ‘no’. Then we’ll examinedifferent tips and tricks that will help all of us set the boundaries we need so we can say‘yes’ to more of the things that fulfill our purposeand goals in life.
Tues, Oct 8, 1p ET:Ask Me AnythingAbout Individuals with Autism Spectrum Disorder and the Criminal Justice System
Your Questions – Answered! After a brief introduction and overview of ASD and common issues related to the experiences of individualswith ASD inthe justice system, Dr. Wes Dotson will take questions from the audience. The emphasis will be on bothprovidingtips and ideas for those who encounter people on the spectrum in their work and also providinglinks to resources and additional information for participants.
Thurs,Oct 10, 1p ET:SpeakingUp! How to Find Your Voice When It’s Hard
Have you ever looked back on a situationwith the benefit of hindsight and thought, “Ishould have said this instead!” Ithink we’ve all practiced conversations in the shower onlyto lose our nerve when the time comes to stand up for ourselves. Speakingup is difficult for manyreasons. Sometimes it’s you, sometimes it’s theperson you’re talking to, and sometimes it’s the situation that you’re in. In this session, Sara Weston will explore why this type of communication is so intimidatingand strategies you can employthat will help you to speak up.
Thurs,Oct 24, 1p ET: Leadingin the Adaptive Space
In an era defined byrapid change and unpredictability, successful leadership demands a unique set of skills and strategies. The challenge is this: no two adaptive problems are the same. There are no evidence-based checklists nor one surefire method to address them. Instead, leaders are left with the critical task of diagnosing these challenges, untanglingthe technical components from the adaptive, and experimenting with solutions in artful ways. For manyleaders, this feels dauntingand risky.
Join Dr. AlexandraWalker for an engagingpresentation that explores the art ofleading in the adaptive space. Discover how you can untangle technical and adaptive problems within dynamic environments to drive innovation and create high-performingteams amidst uncertainty. Learn practical insights and real-world examples that will inspireand empower you to navigate the ever-evolvinglandscape of criminal justice with confidence and success. This presentation will use appreciative inquiryand an appreciative mindset to identify, challenge, and reimagine our most wicked and persistent challenges to uncover more creative ways to address underlying mindset issues that drive adaptive problems. This presentation is your roadmap to mastering the art of leading in the adaptive space.
Tues, Oct 29, 1p ET:The Bullet Proof Budget
The dreaded “B” word is enough to make most roll their eyes in exasperation. Manysaybudgets are “too restrictive,” or “don’t work” because they’re too hard to stickto. If you’ve ever felt this wayabout creating and stickingto a budget, you’ve probablybeen doing it wrong. In truth, a budget is simplya plan for HOW to spend/ save/invest your moneyand when we approach our moneywithout a plan, we are setting ourselves up for failure.
A budget should help guide you on purchasingdecisions and redirect your focus to the goals you have in place. Your budget will tell a story of what you’re doingright, and what you need to adjust movingforward. It is simply a tool for you to maximize each paycheck and find balance between your financial obligations, saving for your future, and having fun in the present. And we all know that first responders NEED to have fun with theirmoney.
Thurs,Oct 31, 1p ET:Mitigating
Errors in Investigations: Approaches to Safeguard and Ensure the Integrityof Your Case
We acknowledge the crucial role that investigations playin our criminal justicesystem. We understand that they immenselyimpact individuals, families, and communities. As professionals working within this complex landscape, we must safeguard and ensure our cases’ integrity.
In this webinar, SunnySlaughter will explore different approaches to mitigate investigation errors. We will also discuss the consequences of forced errors that can have lastingeffects on justice systems and those seekingjustice. This webinar is intended for professionals from various disciplines who are involved in investigating cases that intersect with the criminal justice system. Join Sunnyas we delve into strategies for avoiding missteps and upholding the integrityof our work, profession, and the rule of law.
Thurs, Nov14, 3p ET:
AchievingSuccess with Performance Improvement Leadership
Criminal justice organizations have manymetrics of success bywhich to measure their performance such as clearance rates, successful termination, recidivism rates, services provided, and clients served. While there has been a significant push for criminal justice agencies to become more evidence-based, data-driven, and focused on goal attainment and outcome performance, manyleaders struggle with guiding their organizations through these efforts.
Performance Improvement Leadership refers to the strategic efforts undertaken byleaders to enhance the overall performance and effectiveness of individuals, teams,and organizations. It involves the identification of areas for improvement, the establishment of clear performance expectations, and the implementation of targeted initiatives to drive positive change.
Join AshleyBauman, M.BA., M.S., B.C.C.as she guides us through the Performance Improvement model and discusses keysteps that criminal justice leaders can take to move their agencies to more successful outcomes. Participants will leave the webinar with three key action steps to begin the performance improvement process in their organizations.
Tues, Nov 19, 1p ET:Managing Your Inner Critic
Our inner critic is loud, demanding, ever-present, and sometimes even harsh and condescending. Think about it, if your best friend spoke to you the way your inner critic speaks to you, how long would that person be your best friend?
First, Brenda Dietzman will help you understand the inner critic, exploring its origin and its purpose. (Yes, it does have a purpose!) Then we will walk through steps that differentiate and define your inner critic and your more positive inner coach. Then we’ll give you positive, actionable tips to manage your inner critic and allow your inner coach to take a more active role in your life.
Wed, Jan 22,2025, 3p ET: Goal Setter, Goal Getter: A Comprehensive Guide to Crafting and Exceeding Your Personal and Professional Goals
This webinar is for the professional woman who is tired of starting over. Who knows she has a purpose and goals she wants to achieve but somehow life, work, and fear get in the way. Find the work/life harmonyyou are seeking in this webinar!
During this presentation, Qiana Newell will share best practices and actionable steps designed for professional women looking to push past their fears and see sustainable results at home and at work. These principles apply to career goals and those home/life personal goals that often compete for your full attention.
JCH ONLINETRAINING COURSES: Training onYour Schedule
BuildYour Skills with these Justice Clearinghouse Courses!WIFLE members receive a 10% discount on all course registrations (use promo codeWIFLE)
Building a Wellness Programfromthe Ground Up with Wendy Hummell
No matter if you are a dispatcher, law enforcement officer, victim advocate or in animal welfare, the criminal justice profession can take a toll on your overall wellness. From impacting the qualityof your sleep or eating habits, to how you interrelate with friends and family, to even how you handle money, overall wellness affects everypart of your life.
With ample evidence demonstrating the importance and organizational benefit for developing wellness programs, manycriminal justice leaders are realizing how wellness programs can be critical to supporting their teams’ diverse needs so theycan thrive in these challengingprofessions.
But often new wellness coordinators are given little guidance on how to develop wellness programming, what options are available, howto implement the services, and– most importantly–how to get employees engaged and using the services.
In this online course, national thought leader Wendy Hummell, a successful developer and leader of her own organizational wellness program as well as advisor to countless others, will walk you step-by-step through developing a wellness program. From building your business case, to choosing the services your employees need, to ongoing management, Wendycoaches you through the entire process to ensure you develop a wellness program that is build to grow and evolve with your organization’s changingneeds.
This Course also includes a 58-page workbook and Facebook group to help guide you through the steps to build your wellness program.
Understanding Autismfor Law Enforcement, First Responders and Other Criminal Justice Professionals with Dr. Wes Dotson
Whether you are an officer responding to an incident where a young man is“repeatedlypacing” on the sidewalk, a first responder in search of a missing girl who is autistic, or a victim advocate/social services professional who needs to provide support and assistance to a crime victim, chances are you will at some point encounter someone living on the autism spectrum.Autismis the most rapidly growingdisability, with up to 20% of individuals with Autismhaving interacted with law enforcement in the last year. People with autismalso report higher rates of bullying, child abuse, and victimization.
This course is designed to provide law enforcement officers and other justice professionals with detailed information about Autism Spectrum Disorder (ASD) and an understanding of how ASD manifests in individuals who are on the spectrum. In addition, participants will learn about and practice applying strategies to support and interact successfullywith people on the spectrum. Interactive case studies throughout the course allow participants to engage deeplywith course material and to practice utilizing course content to navigate complex scenarios and reflect on their own interactions.
The course contains three main parts. The first covers information about ASD, LEO, and Justice interactions with ASD, and what we know about the current state of best practices. The second moves from descriptions of
ASD symptoms to how those symptoms manifest in common interactions. Thesection also begins to describe and allow practice in positive, proactive strategies to address each of those characteristic behaviors. Finally, the third section of the coursewill involve a detailed review and reflection on multiple case studies based on real, complex scenarios encountered in the community.
Purposeful, Authentic Leadership with Brenda Dietzman
During this time of turbulence and change in our profession, more and more employees are being promoted to roles of leadership. But most of us– as manyas 59% of us – have never received manager specific training.
Great management and leadership is about more than policies, general orders and procedure manuals. Today’s employees and organizations need more-- perhaps more than what was ever expected of previous generations.
While salaryand benefits are always important, today’s employees need empathetic leaders who can understand the challenges and traumas theyface on the job. They want to feel empowered, challenged and fulfilled–and yet, 64% of our employees are disengaged. Theywant a connected relationship with their managers– people who are trustworthy, competent and can create healthy, thriving cultures.
Sounds like a lot? It can be– but with the right leadership development, entirely doable. Authentic leadership is brave-at times difficult, but always rewarding. It is a unique and caring person who makes the decision to continuouslydevelop their skills and bethe leader that is needed in today’s world.
In this course, you will find lessons that our instructor, Brenda Dietzman has learned throughout her career as well as the wisdom of so manyothers. The content and stories will help you develop the skills needed to lead in a more intentional and forward-thinkingway.
Whether you’re a first-time supervisor, a new project manager or a current leader who never received a lot of training or coaching on how to be a leader This course is for you.
Trauma in the Workplace: A Better Response with Katharine Manning
The waywe support our employees, co-workers, clients, and the communities we serve during times of trauma will have a long-lasting effect on their healingand our relationship withthem. Unfortunately, responding well during challenging times is not always easy. We don’t know what to sayand worrythat we’ll overstep boundaries. We rush through the interaction or avoid acknowledging the challenge altogether.
This training provides practical advice on how to support those in trauma and distress in the workplace while protecting yourself from compassion fatigue and not running afoul of legal obligations.
***Interested in seeing our whole schedule? Check out our master calendar: We are always adding webinars!
DEEPFAKES, DEEPTROUBLE: THE CRITICAL IMPACT OF GENERATIVE ARTIFICIAL INTELLIGENCE (AI) ON CHILD SEXUALABUSE MATERIAL
Megan Legg, SeniorAnalyst
Jonathan Jerez, Data Scientist
Thomas Reuters Special Services (TRSS)
Background on CSAM
Child sex abuse material (CSAM), commonly (and legally) known as “child pornography,” refers to any visual depiction of sexually explicit conduct involving a minor victim under the age of 18. However, “child pornography” insinuates the child has given consent, which is impossible. This material should be called what it is: evidence that a child has been a victim of sexual abuse.All should adopt the terms “child sex abuse material” or “CSAM,” and should cease using the term “child pornography.”
CSAM is a form of child abuse which re-victimizes the child long after the original abusive act. Child sexual abuse images and videos are often circulated and shared online repeatedly and CSAM of a single child victim can be circulated for years after the initial abuse occurs.
No child is immune from falling victim to child sexual abuse, particularly to someone they know and trust. In 93% of child sexual abuse cases the child will know the offender; in a third of cases the perpetrator will be a family member. Girls appear in the majority of CSAM cases, but on average boys depicted in CSAM are younger than girls and are more likely to be subjected to very explicit and egregious abuse.
Child sexual abuse material is a massive problem. In 2023, The National Center for Missing and Exploited Children (NCMEC) CyberTipline received more than 36 million reports of suspected child sexual exploitation from the public and Electronic Service Providers (ESPs). More than 35 million of those reports were from ESPs that reported instances of apparent CSAM. The majority of reports received were related to the circulation of CSAM, but other trends indicated by the data were the continued rise in reports of financial sextortion and the use of GenAI in child sexual exploitation.
To date, more than 1,500 ESPs are registered to make reports. However, in 2022, only 236 companies submitted to the CyberTipline. Over 90% of reports were made by only five ESPs: Facebook, Instagram, Google, WhatsApp, and Omegle.
Predators Use Gen AI to Produce CSAM
The use of GenAI to produce CSAM is a growing threat to children. GenAI models learn the patterns and structure of input data and then generate new data that has similar characteristics. Child predators have discovered insidious ways to use this technology. In many forums where predators communicate, there are now sections dedicated to the abuse ofAI.
In 2023, the National Center for Missing and Exploited Children received 4,700 CyberTipline reports identified as containing content solicited, created, or altered in some way by GenAI technology. These
reports contain a range of sexually exploitative content that reflects the types of harm actively being perpetrated with GenAI technology on children, including the following categories:
• Text to Chat: Entering text to get a chat model to pretend it is a child and engage in sexually explicit chat.
• Text to Text: Entering text to generate guides/tutorials/suggestions on how to groom, sexually abuse, torture, and kill children.
• Text to Image: Entering text prompts to generate CSAM imagery or to alter uploaded files to make them sexually explicit.
• Image to Image: Uploading known CSAM imagery and attempting to generate entirely new CSAM based on these known images.
• Image to Image: Uploading known CSAM and altering or adding new abusive elements (including bondage or other forms of abuse) to existing images.
• Image to Image: Uploading innocuous images of a child and generating sexually explicit or exploitative images of the child for personal gratification, sharing, or extortion (e.g., “nudity”/ “unclothe”/ “undress” apps).
Image generation models pose the biggest risk to the current infrastructure combatting the production and distribution of CSAM materials.AI-generated images portraying real people in fabricated scenarios, often referred to as “deepfakes,” can be created using open-source models like Stable Diffusion. How-to guides for generating CSAM are available to the public on the dark web. Child predators can legally download everything they need to generate these images, then can produce as many images as possible until they look exactly like they want. The most convincingAI-generated CSAM is visually indistinguishable from real CSAM, and text-to-image technology will only get better and pose more challenges for law enforcement agencies. Furthermore, there have been recent breakthroughs in text-to-video generation models, highlighted by OpenAI’s Sora model, which is expected to be released for public use in 2024.
AI tools can rapidly and easily create deepfakes by studying real photographs of abused children to generate new images showing those children in sexual positions. Deepfakes can also be generated by overlaying photographs of unsuspecting children on the internet with photographs of abused children to create new CSAM involving the previously unharmed children.
As the quality and reality ofAI-generated images improve, it is increasingly hard for humans to reliably differentiate between real andAI-generated images. In a study conducted by Nightingale and Farid, participants correctly identified whether a face wasAI-generated only 48% of the time
Combating AI-Generated CSAM
In September 2023, Attorney Generals from all fifty states sent a letter to Congress urging lawmakers to establish an expert commission to study how GenAI may be used to exploit children through the creation of CSAM. One main question that emerged is “If the images are fake, has any harm been done?” And the simple answer is yes. The availability of even unrealisticAI-generated CSAM will support the growth of the child exploitation market by normalizing child abuse and stoking the appetites of those who seek to sexualize children.As previously discussed,AI-generated images are created by models that are trained on actual CSAM and can even exploit images of children who were not previously abused.
Distinguishing whether a CSAM image isAI-generated is a hot topic for research space with many funded programs aimed to address this issue, including DARPA’s Semantic Forensics (SemaFor) program.
Unfortunately, it is not enough to flag if an image has generated components. It is critical to differentiate what aspects of an image were artificially generated. The following scenarios illustrate the difference in severity ofAI-generated images.
Scenario 1:A bad actor generates a completely artificial CSAM image.
Scenario 2:A bad actor generates an artificial CSAM image with the face and likeness of a real child.
Scenario 3:A bad actor generates an artificial background on an active abuse CSAM image. In scenarios two and three, there are real child victims in the generated CSAM images. Law enforcement must treat those victims with the same level of care and interest as victims of traditional CSAM. In scenario three, the bad actor could be trying to obfuscate real CSAM images as artificially generated to decrease the urgency of a law enforcement response or to reduce their legal consequences if they get caught.
Further research is needed to identify which parts of an image are real vs artificially generated. Facial recognition technology can be useful in detecting if an image contains the face of a real child. Investigators will also need to be able to confirm that the sexual exploitative portion of an image is real. Offenders may claim that the explicit portions of the CSAM images were artificially generated to avoid prosecution.
Another risk is that the volume of generative images could overwhelm current workflows for combating CSAM images.Adark web community could easily overwhelm the current global infrastructure by coordinating a CSAM generation and sharing attack. The Stable Diffusion XL Turbo model released on November 28th, 2023, can generate just under five 512x512 images a second. A community of just over a thousand individuals generating images for 10 hours could conceivably produce 3 million unique images. By comparison, NCMEC processed 18.8 million unique images in all of 2022.
Resources for Parents and Caregivers
Real online safety starts, and continues, by creating a safe environment to talk openly with your child about online exploitation and the risks around GenAI. Safe Settings features resources for parents and caregivers to navigate online safety risks for the children in their lives, as well as conversation starters, tailored for various topics, giving parents and caregivers questions to jumpstart talks. There is also advice on privacy settings, and how to recognize grooming behaviors and sextortion attempts. Safe Settings is here to help you answer the tough questions, have the tough conversations, and prepare your kid to make smart decisions when faced with tough situations.
Additional resources for parents and caregivers: https://report.cybertip.org/
https://takeitdown.ncmec.org/
https://www.missingkids.org/netsmartz/home
How TRSS Is Tackling AI-Generated CSAM
TRSS plays a pivotal role in advising our clients on the threats of GenAI and the available and emergent technologies to combat it. We are tackling this problem by building technologies to tackle the challenges of GenAI, understanding and mitigating threats within our own products, and evaluating partnerships with complimentary companies.
TRSS is developing technologies to combat the impact ofAI-generated CSAM. We are exploring building off open-sourceAI image detectors with custom methods based on domain knowledge. Identifying which specific parts of an image is artificially generated is an unsolved problem that is ripe for future research and development efforts. TRSS is exploring how to use large language models (LLMs) in the fight againstAI-generated CSAM. We are prioritizing security and data privacy in our solutions due to the sensitive nature of the data that will be ingested by the models.
TRSS is proactively identifying and mitigating risksAI-generated CSAM poses to current and future products. Certain products are at risk of seeing an onslaught ofAI-generated images and image laundering attempts. While we recognize completely solving the generative image issue is unrealistic, TRSS is developing technologies and features to minimize the impacts felt by our product’s end users.
TRSS is partnering with companies and non-profits developing innovative technologies to combatAI-generated CSAM. We recognize that it will take an ecosystem of private, government, and non-profit entities to build the full suite of tools needed to combat this critical issue. TRSS is leveraging our institutional knowledge to identify game changing innovations and partner with the organizations in a win-win environment.
Conclusion
Tackling the threat of GenAI technology will not be easy, but TRSS is in a unique and favorable position to continue working alongside our clients to combat the production and distribution of CSAM materials by actively staying up to speed on new innovations, technologies, and GenAI advancements. TRSS is currently positioned to leverage its law enforcement client relationships to assist in red-teaming models in a secure and safe environment conducive to stress testing in a manner mutually advantageous to TRSS and client. With GenAI technology there is no time to wait and see how this technology evolves, but TRSS is at the forefront ready to provide our data, technology, and people to solving one of our most critical missions to date.
https://www.missingkids.org/theissues/csam, Accessed November 22, 2023
https://www.missingkids.org/cybertiplinedata, Accessed November 22, 2023
https://safeatlast.co/blog/child-sexual-abuse-statistics/#gref, Accessed November 24, 2023
https://www.missingkids.org/theissues/csam#whoarethevictims, Accessed November 24, 2023
https://www.missingkids.org/content/dam/missingkids/pdfs/2023-reports-by-esp.pdf, Accessed May 9, 2024
Electronic service provider means any person or entity providing any electronic communication service including, cable television, satellite, Internet-based, telephone, wireless, data transmission or radio distribution network.
https://www.missingkids.org/gethelpnow/cybertipline/cybertiplinedata, Accessed May 9, 2024
https://www.missingkids.org/cybertiplinedata, Accessed November 22, 2023
https://en.wikipedia.org/wiki/Generative_artificial_intelligence, Accessed November 24, 2023
https://www.missingkids.org/content/dam/missingkids/pdfs/final-written-testimony-john-shehan-house-oversightsubcommittee-hearing.pdf
https://www.helpnetsecurity.com/2023/05/30/generative-ai-abuse/
https://www.iwf.org.uk/about-us/why-we-exist/our-research/how-ai-is-being-abused-to-create-child-sexual-abuseimagery/, Accessed December 13, 2023
https://arstechnica.com/information-technology/2023/09/ai-generated-child-sex-imagery-has-every-us-attorneygeneral-calling-for-action/, Accessed December 12, 2023
Nightingale & Farid. “AI-synthesized faces are indistinguishable from real faces and more trustworthy”.
https://arstechnica.com/information-technology/2023/09/ai-generated-child-sex-imagery-has-every-us-attorneygeneral-calling-for-action/, Accessed November 28, 2023
https://arstechnica.com/information-technology/2023/09/ai-generated-child-sex-imagery-has-every-us-attorneygeneral-calling-for-action/, Accessed November 28, 2023
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https://stability.ai/news/stability-ai-sdxl-turbo
https://www.missingkids.org/cybertiplinedata
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