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Deanna Shoss, Communications, 773.478.8417
The City of Chicago Office of Inspector General (OIG) has published an evaluation of the demographic outcomes of the City’s hiring and promotions for firefighting positions. The report provides transparency into the experience of applying for fire service positions with the Chicago Fire Department (CFD). The multiple entities involved in the hiring and promotion processes, the variations from one cycle to the next, and the length of the processes can create confusion and otherwise frustrate applicants.
This evaluation brings CFD, the Department of Human Resources (DHR), and the Office of Public Safety Administration into a shared understanding of the firefighter hiring and promotion processes, by tracing applicant experiences, demographics, and attrition across each phase. By assembling data that had previously been siloed, the report provides a comprehensive picture of demographic outcomes and highlights where key attrition points emerge. This report establishes a common foundation that City departments can use together as they assess the process and determine next steps.
OIG found that the diversity of the initial applicant pool for the City’s Firefighter/EMT entrance exams increased from 2006 to 2022. However, OIG found that while the applicant pool reflected the City’s racial and ethnic diversity, representation shifted as applicants moved through the hiring process. The City’s use of hiring preferences, which included being a Chicago Public School graduate or military veteran, among others, changed the makeup of who advanced. Exam performance was consistent across groups. The most significant demographic changes occurred during processing, where women and certain racial and ethnic groups were disqualified at higher rates as they moved through the onboarding process for officially entering the Fire Academy.
“Reflecting the City’s diversity in the hiring and promotions of firefighters and emergency medical technicians is an important goal.” said David Glockner, Inspector General for the City of Chicago. “Our work provides the data stakeholders need to understand how our current processes are working and where there are opportunities for improvement.”
OIG also found that, across all promotional ranks, over 95% of candidates are male, and promotional outcomes remain overwhelmingly white and male. Additionally, DHR has not examined the effect of the preferences on CFD’s ability to meet its stated goal that its demographics represent the demographics of Chicago. Supporting underrepresented applicants through processing would align with intentions expressed in CFD’s 2023 Racial Equity Action Plan.
Read the Report
Click here to read and download a PDF of the full report, published on September 9, 2026.
About the Office of Inspector General (OIG)
The mission of the independent and nonpartisan City of Chicago Office of Inspector General is to promote economy, effectiveness, efficiency, and integrity by identifying corruption, waste, and mismanagement in City government. OIG is a watchdog for the taxpayers of the City and has jurisdiction to conduct inquiries into most aspects of City government.
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