Wildland firefighters face increasing strain, often being overworked and underpaid despite the rising need for their services. To address this issue and create a more resilient and effective workforce, a new report from Stanford University suggests improving pathways for diverse applicants, strengthening commitments to health equity, and investing in workplace culture. As wildfires in California and the Western U.S. continue to grow in size and severity, the need for a more inclusive, diverse, and well-supported workforce is becoming increasingly crucial.
The report highlights the challenges specific to women, people of color, and other underrepresented groups in the wildland fire profession, which have been historically overlooked. A more diverse set of individuals is needed to address the wildfire crisis, but cultural, structural, and capacity-related barriers have hindered their entry and success in the field. In order to attract and retain a workforce capable of managing wildfires effectively, these barriers must be overcome through targeted efforts and investments.
Despite the growing recognition of the benefits of workforce diversity, the federal fire management workforce remains largely homogenous, with 84% identifying as male and 72% as white. Factors contributing to this lack of diversity include implicit bias, inequitable career advancement opportunities, and a workplace culture that has marginalized women and people of color historically. The report recommends outreach efforts, inclusive onboarding processes, and resources to support the families of firefighters as strategies to increase diversity and inclusivity in fire management.
Wildland firefighters face significant health challenges, both physical and mental, due to exposure to hazardous environments, long hours, and high levels of stress. Women and people of color may experience these health threats differently due to their specific needs or vulnerabilities. To improve health equity, the report suggests expanding insurance coverage for reproductive health services, including mental health services that are gender- and culture-responsive, and promoting a workplace culture that fosters inclusivity and support for all employees.
Key recommendations from the report include regular workplace culture assessments, mandatory training programs to address implicit bias, harassment, and discrimination, and efforts to create an inclusive environment where all employees feel valued and supported. By implementing these changes, lawmakers and fire management agencies can not only address barriers to recruitment and retention but also build a workforce that is equipped and supported to meet the challenges of managing wildfires in the future. The authors of the report emphasize the importance of these actions in creating a more diverse, resilient, and effective wildland fire workforce.
