It seems Jamaica’s first female motorcycle cop Mrs Ionie Ramsey Nelson never heard the axiom, “The journey of a thousand miles begins with a single step,” when she declared that there was nothing to celebrate after the Jamaica Constabulary Force (JCF) announced that it had reached a critical step in its ongoing transformation with the elimination of gender-specific references within its ranks.

The retired senior superintendent didn’t quite seem to understand that it’s foolhardy to believe that institutionalised patriarchy in organisations like the JCF, which is commemorating 75 years since women first donned its uniform, can be eliminated at the snap of a finger. Rather, when it comes to gender mainstreaming, starting small and taking gradual, consistent steps is more impactful.

Many like Mrs Ramsey Nelson fail to understand that when considering changes within institutionalised hierarchical systems that once marginalised women, significant shifts cannot happen overnight.

This was implicitly stated in the announcement from Police Commissioner Dr Kevin Blake, who said the directive resonates beyond administrative changes, and represents a shift in cultural dynamics — a poignant reminder of the enduring struggle for gender parity in law enforcement.

Jamaica is not alone in the conversation about patriarchy within traditional agencies like law enforcement. The discourse has gained significant traction all over the world.

As societies strive for greater equality and equity, they’re challenged by institutions like these that struggle to offload entrenched hierarchical structures that pose significant challenges to progress.

But while calls for change are loud and persistent, it is critical to recognise that the journey is a complex one.

Historically, structures like the JCF have been male-dominated institutions that marginalise women and uphold traditional power dynamics. There is no getting around these simple facts. These structures not only impede gender equality, but are also breeding grounds for discrimination with pay, time off, maternity leave, and stagnancy regarding promotions despite women being appropriately qualified.

Attempting to dismantle these deeply ingrained systems and power dynamics requires sustained effort, commitment, and time. And there will be pushback — from those resistant to policy reforms, to cultural shifts, to progress. But just as a thousand-mile journey cannot be completed in a single stride, societal changes of this magnitude cannot be achieved hastily.

Any attempt to rush the process risks overlooking underlying complexities, and may lead to ineffective or counterproductive outcomes. No one wants the announcement to fall flat — and without the proper ‘backative’ it will.

We think it’s essential to approach this change with the right lens to see the bigger picture, because so much more will need to change over time to even make this first announcement worthwhile — including promoting gender-balanced leadership, implementing transparent recruitment and promotion processes, equal pay for equal work, and fostering a culture of equality.

Dr Blake’s directive is indeed a significant stride in the transformational journey of the JCF, and the move should be applauded. Every step taken towards gender equality is a step towards a more inclusive society, and even small actions can lay the groundwork for larger reforms.

Progress is not linear, and though the journey to get there may be long, the destination is worth the effort.