We recently came across a post highlighting the achievements of women in leadership roles within the fire service. It prompted reflection on something we’ve observed both through data and in our feedback sessions with candidates.

Over the past year, many female firefighters have shared with us that they delayed applying for promotion until they felt completely ready. Not just capable, but fully confident they could already do the next role.

This inspired us to take a closer look at some early insights from our CPG assessment data. The findings were compelling.

What the data shows:

  • Women performed strongly overall, particularly in the role play component.
  • On average, female candidates scored 65.9 in role play, compared to 59.2 for male candidates.
  • Men scored slightly higher in case studies (61.1 vs. 59.8).
  • Overall, female candidates had a higher average score: 62.5 compared to 54.25.
  • Most female candidates were found in lower-level roles, while higher-level positions were still largely occupied by men.

In conversations, we hear a pattern: women often feel they need to be fully prepared before putting themselves forward. But what if this mindset delays valuable development opportunities?

There’s a clear difference between feeling ready and being ready. Psychological readiness refers to confidence and mindset, whereas actual readiness is based on skills and experience. This distinction matters because, broadly speaking, men are more likely to apply even if they feel uncertain, while women often wait until they feel fully confident, which can delay applications by a year or more.

Applying for promotion can be a learning experience. Even when candidates are not successful the first time, feedback offers insight that helps them improve and succeed next time.

That’s why we believe it’s important to:

  • Encourage early applications, even when candidates do not feel 100 percent ready

  • Support all candidates with meaningful, actionable feedback

  • Promote the idea of progression as a developmental process, not a final destination

At VCA, we use assessment data to highlight strengths, identify barriers, and support fair progression. These early insights help us design better support structures and encourage talented individuals to take the next step when they are ready, or even slightly before.