Key milestones for women in policing

Although representation continues to grow, with women now making up over a third (36.1%) of the police workforce in England and Wales, progress has been hard-won. This International Women’s Day, we recognise the barriers overcome, the contributions made, and the vital importance of continuing to champion inclusion across all areas of policing.

Explore some of the key milestones that have shaped the last 140 years of progress for women in policing.

Timeline: Women’s role in UK policing

1883 – The first women employed by the police were matrons. The Metropolitan Police recruited its first woman in 1883, increasing to 14 women by 1889. The role of a matron was to guard female convicts and women under police supervision.

1899 – At Kent Constabulary, the wives of the lock-up keepers were paid a shilling a day for their services. The cells were double locked, one key being held by the matron and the other by the lock-up keeper.

1914 – Margaret Damer Dawson and Nina Boyle founded the Women’s Police Volunteers. Dawson and Boyle gained the approval of the Commissioner of the Police of the Metropolis, Sir Edward Henry, for groups of trained volunteers to patrol the streets of London. As part of their roles, these women could offer advice to women with the support of the Metropolitan Police there to assist them if needed.

1915 – By April 1915, these female volunteers could also be found in Liverpool, Grantham, Sandgate, Hull, Brighton, Croydon, Romford, Plymouth and Richmond, alongside the original group in London. This group then became known as the Women’s Police Service.

A second group also formed during this time – the Voluntary Women Patrols. This group was organised by members of the National Union of Women Workers.

Working in Grantham, Lincolnshire, Edith Smith became the first woman in the UK to be given full power of arrest.

1916 – The Police Act of 1916 made it possible for women to be appointed as police constables.

1919 – Women were accepted into the Metropolitan Police officially.

1920 – The Women’s Police Service was renamed the Women’s Auxiliary Service. However, by the Second World War it had become obsolete, and the term “Women’s Auxiliary Service” became a catch-all term for all the wartime services of women.

1921 – There was just under 200 serving female police officers in the 1921 Census in the Metropolitan Police’s Women Patrol in London. The rest of the 1920s saw little further change or recruitment of female officers. However, more rules and guidelines were published to give them a clearer position.

1932 – Lilian Wyles was appointed as the first female Chief Inspector in the police force, having joined the Metropolitan Police in 1919.

1948 – Female officers were admitted to the Police Federation.

1970s – Until the 1970s, police forces segregated their female officers from the men, with separate ranks and duties. Society’s attitudes towards women in the 1970s crossed a “political and legal fault line”. The Equal Pay Act (1970) and Sex Discrimination Act (1975) were introduced. This meant women officers merged with men on all shifts and departments from 1973.

1995 – Working in the Lancashire Force, Pauline Clare was appointed the first female Chief Constable in the country.

2017 – Cressida Dick was appointed as the first female Commissioner of the Metropolitan Police.

Championing rights, justice and action in policing

Supporting the rights, safety and equality of all women and girls means creating a policing environment where every individual can access fair opportunities, progress without barriers, and feel represented by the services that protect them. Organisations such as the British Association for Women in Policing and grassroots groups like Women of Colour in Public Services (WoCiP) continue to play a vital role in advocating for inclusion and amplifying voices that have historically been underrepresented.

Driving meaningful change requires more than increasing numbers. It demands action. Police organisations must take a holistic approach to understanding the systemic and cultural factors that may discourage women from entering, progressing or remaining within the service. This includes examining workplace culture, ensuring equitable progression pathways, addressing experiences of bias or discrimination, and creating supportive environments for women from all backgrounds.

By committing to rights-based, justice-focused and actionable improvements, the policing sector can help build a future where all women and girls are empowered, protected and able to thrive, within policing and across the communities it serves.