Women in Ontario Policing: Celebrating Progress, Confronting Barriers

A Look at Women in Ontario Policing in 2026

By Larissa Pereira and Emma Sweeney, OACP

October is Women’s History Month, an opportunity to recognize the women—both sworn and civilian—who have helped shape policing in Ontario and to celebrate those whose leadership, service and dedication continue to move the profession forward. But recognition alone is not enough. Despite decades of progress, misogyny, biases and workplace cultures that undermine women’s contributions continue to present barriers in policing.

Women have made significant contributions to policing across Ontario, serving in frontline, investigative, specialized, administrative, and leadership roles. Undoubtedly, their skills and perspectives have strengthened police organizations and the communities they serve. But while there is a lot to celebrate, we know that there is still much work to be done for women in policing to fully realize their potential in the profession.

Historically, women have faced significant challenges to entering and advancing within policing. A major shift came in 1974, when the first class of 15 female provincial constables graduated into the uniform ranks of the Ontario Provincial Police. By the end of that year, 39 women had been sworn in. Over time, traditional barriers and expectations began to change, opening the door to greater participation and advancement across the profession.

When the Canadian government began collecting data on female police personnel in 1986, women represented just four per cent of police officers. By 2023, women represented approximately 23 per cent of police officers in Ontario. While this is meaningful progress, women remain underrepresented, demonstrating the need for continued action to improve representation and remove barriers throughout the profession.

There have been important milestones in women’s advancement into executive leadership. In 1994, Lenna Bradburn became the first woman appointed Chief of Police in Canada, serving as Chief of the Guelph Police Service. In 1998, Gwen Boniface became the first woman to serve as Commissioner of the Ontario Provincial Police and later became the first woman to serve as President of the Canadian Association of Chiefs of Police. Chief Jennifer Evans of Peel Regional Police became the first woman to serve as President of the Ontario Association of Chiefs of Police in 2014, followed by Chief Kimberley Greenwood of Barrie Police Service in 2018 and Chief Antje McNeely in 2020.

Still, women remain underrepresented in senior leadership. Of more than 40 police services in Ontario, fewer than 10 women have held the position of Chief of Police.

However, increasing the representation of women in policing leadership is about far more than numbers. It is about building stronger police organizations, broadening perspectives by bringing female voices into decision-making and ensuring the profession continues to evolve to meet the needs of the communities it serves.

Representation also matters for the future of policing. Visible female leaders show young women and girls that policing offers a genuine path to leadership, helping challenge outdated perceptions and attract the next generation of talent. Creating inclusive workplaces where women can thrive, advance and build long-term careers is essential to both recruitment and retention.

The OACP remains committed to supporting the recruitment, development, and advancement of women in policing. Through leadership supporting the work of equity-seeking groups in our profession, development, professional development, mentorship, networking, and initiatives that support modern approaches to recruitment and promotion, the OACP works with police services and partners across Ontario to help create opportunities for women to succeed at every stage of their careers.

Organizations such as Ontario Women in Law Enforcement (OWLE) and Advancing WE in Policing (AWIP) have also played an important role in advancing this work. Through mentorship, professional development, leadership opportunities, awards, and advocacy, they have helped build stronger connections and opportunities for women across the profession.

This work is also being advanced through broader initiatives. In fall 2025, 30Forward launched nationally, calling on police leaders to make clear and measurable commitments to supporting women throughout their careers. Inspired by the 30x30 initiative in the United States, 30Forward focuses on a range of issues, including recruitment and retention, mentorship, and inclusive workplace culture. Many Ontario and Canadian police services have since joined the pledge, demonstrating a commitment to creating workplaces where women can thrive at every rank and in every role.

Police leaders have an important role to play in looking beyond numbers and asking what more can be done to create workplaces where everyone can contribute, lead and succeed. They must be willing to examine their own cultures, hold themselves accountable and ensure that commitments to equity are reflected in everyday decisions and behaviours. Women should not have to carry the burden of challenging the very barriers that impede their advancement.

Advancing women in policing is not the responsibility of women alone; it is a shared responsibility across the profession. Every member of the policing community, including those already in positions of influence, has a role to play in challenging outdated attitudes, supporting equitable access to mentorship and advancement, and building workplaces where talent can thrive.

By confronting the barriers that remain and creating meaningful opportunities for women to lead, police services can help ensure the next generation sees policing as a profession in which they, too, can belong, contribute and shape its future.

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