Promotion

• Canadian Association of Fire Chiefs-Executive Chief Officer Aspire Program Canadian Association of Fire Chiefs

  This program helps to create a pathway for professionals and serves as a succession-planning tool for departments.
  

• Conflict in the Fire Service: Avoid or Address? FireRescue1, Robert Rielage (2018)

  This article speaks to how officer leadership courses should include sections on conflict management and resolution for when situations inevitably arise.

• Examination of the Promotional Process within the Fire Service Carr (2017)

  This paper asks if the current promotional means that fire departments use are effective. The recommendations include the creation of mandatory officer development and an increase in educational and training requirements.

• Gender Bias and its Impact on Women’s Advancement in the Fire Service Giard (2003)

  This research project identifies the barriers impeding women’s advancement in the fire service and makes recommendations that fire departments may employ to increase women’s presence as chief executive officers.
  

• How mentoring can foster officer development FireRescue1, Victoria Mikulan (2019)

  In this article, two officers offer their insights into the benefits of mentorship.

• How Reverse Mentoring Can Lead to More Equitable Workplaces Stanford Social Innovation Review, Sharlene Gandhi (2019)

  In this article the author discusses how we need to reimagine the traditional mentor and mentee relationship to shift power to younger and less experienced colleagues who possess unique insight into bias and racial dynamics.

• Improve Workplace Culture with a Strong Mentoring Program Forbes, Naz Beheshti (2019)

  This article discusses how mentoring programs can be a win for all. Focus is placed on how mentorship creates positive effects on diversity, types of mentoring programs, and keys to a successful mentoring program.
  

• Making Mentoring Work Catalyst (2010)

  This product is designed to help you think critically about your formal mentoring program. Catalyst provides data and information, assessment checklists for you to rate your efforts, and strategies to help you augment your efforts in the form of real-life Diversity & Inclusion (D&I) practices and concrete strategic tools and samples. These will help you best assess what steps and measures will be most useful for your organization.

• Many Faces, One Purpose: A Manager’s Handbook on Women in Firefighting FEMA (1999)

  This U.S.-based resource was developed to help the fire service leader manage the changing fire service workforce as it becomes progressively more inclusive of larger numbers of women in all ranks.
  

• Mentoring: A Formula for Success in the Fire Service California Firefighter Joint Apprenticeship Committee (2020)

  This link describes the benefits of mentoring programs and how to custom build a program for your department.

• Mentorship as a Tool for Growth, Inclusion, and Equity Idealist, Yejin Lee (2020)

  The author of this article examines how some models of mentorship can lead to inequitable practices. She describes how organizations can set up inclusive and equitable mentorship programs or practices that lead to growth.

• Real World Training and Consulting Newsletter Linda Willing (2020)

  This monthly newsletter links current events and issues to the daily challenges faced by fire and emergency services managers. Current topics in the areas of leadership development, workplace diversity, change management, and conflict resolution are discussed.

• Ted Talk: How to Design Gender Bias out of Your Workplace Sara Sanford (2018)

  This talk offers strategies to help companies go beyond good intentions, using a data-driven standard to actively counter unconscious bias and foster gender equity -- by changing how workplaces operate, not just how people think.

• Training, Promotions and Advancement Ontario Human Rights Commission (2008)

  This link describes why every employee should be treated equally for internal and external training opportunities in the organization and stresses all decisions made related to training opportunities should be made using a non-discriminatory process.