Ahead of Women in Fire’s International Conference in Texas this September, its President, Rachael Staebell, discusses leadership and inclusion in fire departments.
Firstly, please introduce yourself and your background.
My name is Rachael Staebell. I am a 20-year veteran of the American fire service as well as the current President of Women in Fire. Over my career with Colorado Springs Fire Department, I have held the position of firefighter, paramedic, and Lieutenant.
During my time with Women in Fire, I have held the title of Functional Trustee, Secretary Treasurer, Second Vice President, Vice President, and currently, President.
What is the background and history of Women in Fire?
We began over 50 years ago, not as a formal organisation, but as a large group of female firefighters who simply saw a need to connect, network, learn from each other and offer mentorship. Over the years, this became more formalised and the start of official conferences was born. Our name changed officially in 2017 to Women in Fire.
We are constantly working to improve the careers, health, wellness, and safety of female firefighters. Though some things have changed over the years, our mission has never waivered. We strive to ensure that every woman in the fire service can achieve any goal she sets out to accomplish.
What are some of the common challenges women firefighters experience and how do these differ to their male colleagues?
The challenge of pregnancy while on duty and/or breast feeding. Many departments still do not have a pregnancy policy, a station uniform option during pregnancy, or facilities or policies around breast feeding and return to work. In many places pregnancy is shoved under the umbrella of “illness/injury” and made to fit within these parameters. As we continue to evolve, we have pushed the needle on this issue and help change the thoughts and legalities around female firefighter pregnancy.
Another large challenge is in how our PPC, personal protective clothing, and our station uniforms are made, measured, and fit. Historically women were simply put into smaller male sized gear. This presents a huge problem for women’s movements, gear coverage, and burden of exertion. We are just now seeing scientific research addressing the needs of female firefighters and their gear. I am very proud of the work Women in Fire and our collaborators are doing not just on both these issues, but so many more.
How can we encourage more women to take up a career in firefighting?
There are two things that need to happen. As a minimum, women need to see themselves in these roles. Departments need to be purposeful about recruitment as well as highlighting women firefighters to the community. Departments must have adequate resources if they intend to have a diverse workforce. Policies, uniform availability, a respectful work environment, and a team atmosphere where every firefighter has the opportunity to succeed regardless of gender. Essentially, great leadership.
One of your focus areas is inclusion. How can fire departments support inclusivity, particularly with respect to female members of staff?
To me, this goes back to great leadership. If the leadership sets the tone of respect and value to all who are part of the department, the rest follows. By putting the mission of service to the community first, and service to your staff and firefighters a very close second, leaders can ensure they have a team around them that will be lockstep with them.
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