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Date: November 22, 2024 Fri
Time: 12:12 pm
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Results for diversity
9 results foundAuthor: Great Britain. HM Inspectorate of Probation Title: Core Case Inspections of Youth Offending Work: Aggregate Findings Across Four English Regions and Wales, Including Findings by Diversity Summary: This report provides aggregate findings across four English regions and Wales from HMI Probation’s Core Case Inspections (CCI) of key aspects of Youth Offending work by Youth Offending Teams, which are covering all 157 YOTs over a three year period from April 2009. The findings in this report cover the 79 YOT areas inspected so far. • Overall, these findings indicate that much sound work is being undertaken with young people who have offended, but that there is scope for further improvement, among other things in Public Protection work, in a number of YOTs. • On the main elements of work inspected in the CCI – Safeguarding and Public Protection: - the overall average percentage of Safeguarding work, that HMI Probation judged to have met a sufficiently high level of quality, was 67% - the overall average percentage of work to keep to a minimum each young person’s Risk of Harm to others, that HMI Probation judged to have met a sufficiently high level of quality, was 62% - the overall average percentage of work to make it less likely that the individual young person would reoffend, that HMI Probation judged to have met a sufficiently high level of quality, was 70% • In 88% of the cases the YOT worker actively motivated and supported the young person throughout the sentence. • In 73% of cases delivered interventions in the community were of good quality. In only 55% of all cases were they reviewed appropriately. • In 64% of cases where the young person did not comply with the supervision the authority took enforcement action sufficiently well. • When analysed by diversity characteristics, for the main elements of work overall, and for the majority of key specific aspects of work, there were no statistically significant differences. However, where there were differences, work was done sufficiently well: - with girls and young women somewhat more often than with boys and young men - on some aspects of work, including some on Risk of Harm, a little more often with white young people compared to black and minority ethnic (BME) young people - with individuals under 16 years of age somewhat more often than with the older age group - with individuals with no identified disability somewhat more often than those with an identified disability • Overall, there were no major differences in the quality of work between children and young people of different diversity characteristics, but the figures indicate that certain specific matters may require attention. Details: London: HM Inspectorate of Probation, 2011. 48p. Source: Internet Resource: accessed March 28, 2011 at: http://www.justice.gov.uk/inspectorates/hmi-probation/docs/CCI_aggregate_report_March_2011-rps.pdf Year: 2011 Country: United Kingdom URL: http://www.justice.gov.uk/inspectorates/hmi-probation/docs/CCI_aggregate_report_March_2011-rps.pdf Shelf Number: 121146 Keywords: DisabilityDiversityJuvenile Offenders (U.K.)Juvenile ProbationOffender SupervisionRecidivismRehabilitation |
Author: Great Britain. HM Inspectorate of Probation Title: Core Case Inspection of Youth Offending Work in England and Wales: Report on Youth Offending Work in Lewisham Summary: This Core Case Inspection of youth offending work in Lewisham took place as part of the Inspection of Youth Offending programme. We have examined a representative sample of youth offending cases from the area, and have judged how often the Public Protection and the Safeguarding aspects of the work were done to a sufficiently high level of quality. We judged that the Safeguarding aspects of the work were done well enough 75% of the time. With the Public Protection aspects, work to keep to a minimum each individual’s Risk of Harm to others was done well enough 68% of the time, and the work to make each individual less likely to reoffend was done well enough 80% of the time. A more detailed analysis of our findings is provided in the main body of this report, and summarised in a table in Appendix 1. These figures can be viewed in the context of our findings from Wales and the regions of England inspected so far. We also found against a difficult backdrop that included gang rivalry, drugs and knife crime, the staff in Lewisham worked constructively with children and young people. Improvements were needed, however, to improve the quality of work related to the Risk of Harm to others and to some aspects of how the vulnerability of those children and young people known to the service could be reduced. Overall, we consider this a creditable set of findings. Details: London: HM Inspectorate of Probation, 2012. 30p. Source: Internet Resource: Accessed December 20, 2012 at http://www.justice.gov.uk/downloads/publications/inspectorate-reports/hmiprobation/youth-inspection-reports/core-case/lewisham-cci-2012.pdf Year: 2012 Country: United Kingdom URL: http://www.justice.gov.uk/downloads/publications/inspectorate-reports/hmiprobation/youth-inspection-reports/core-case/lewisham-cci-2012.pdf Shelf Number: 127241 Keywords: DisabilityDiversityJuvenile Offenders (U.K.)Juvenile ProbationOffender SupervisionRecidivismRehabilitation |
Author: Turnbull, Sarah Louise Title: Reconfiguring Canadian Penality: Gender, Diversity, and Parole Summary: This research provides a local case study of responses to ‘gender’ and ‘diversity’ within Canada’s federal parole system. I examine the following questions: How are certain ‘differences’ and categories of offenders constituted as targets for ‘accommodation’ or as having ‘special needs’? How do penal institutions frame ‘culturally relevant’ or ‘gender responsive’ policy and, in doing so, use normative ideals and selective knowledge of gender, race, culture, ethnicity, and other social relations to constitute the identities of particular groups of offenders? I explore these questions by tracing the history of policy discussions about gender and facets of diversity within legislation and penal and parole policies and practices, as well as the current approaches to managing difference used by the National Parole Board (NPB). Specific focus is given to the organizational responses and approaches developed for Aboriginal, female, and ‘ethnocultural’ offenders. In this study, I show that the incorporation of diversity into the federal parole system works to address a variety of organizational objectives and interests, including fulfilling the legislative mandate to recognize and respond to diversity; appealing to human rights ideals and notions of fairness; managing reputational risk and conforming to managerial logics; instituting ‘effective’ correctional practice; and addressing issues of representation. At the same time, the recognition of gender and diversity produces new penal subjectivities, discourses, and sites upon which to govern. I argue that the accommodation of gender and diversity provides a narrative of conditional release and an institutional framework that positions the NPB as responsive to the diverse needs and/or experiences of non-white and non-male offenders. In the Canadian context, the penal system strives to deliver ‘fair’ punishment through the selective inclusion of difference, and without altering or reconsidering fundamental structures, practices, and power arrangements. Diversity and difference are instead added onto and/or incorporated into preexisting penal policy and logics, including risk management and managerialism. Details: Toronto: Centre of Criminology and Sociolegal Studies, University of Toronto, 2012. 304p. Source: Internet Resource: Dissertation: Accessed May 4, 2013 at: https://tspace.library.utoronto.ca/bitstream/1807/34950/1/Turnbull_Sarah_L_201211_PhD_thesis.pdf Year: 2012 Country: Canada URL: https://tspace.library.utoronto.ca/bitstream/1807/34950/1/Turnbull_Sarah_L_201211_PhD_thesis.pdf Shelf Number: 128660 Keywords: DiversityFederal Parole SystemGenderPunishment (Canada)Risk Assessment |
Author: New South Wales Police Force Title: NSW Police Force Priorities for Working in a Culturally, Linguistically and Religiously Diverse Society and Multicultural Policies and Services Forward Plan 2011-2014 Summary: This document follows NSW Police Priorities for Working in a Culturally, Linguistically and Religiously Diverse Society 2006-2009, which set a vision for delivering policing services in a multicultural community. This plan continues to inform future directions for an organisation that is at the forefront of the justice system and maintains its focus on enhancing the capacity, confidence and capabilities of the entire NSW Police Force to operate effectively in a diverse cultural, linguistic and religious environment. Understanding diversity in the Australian context must start with acknowledging the diversity and rich history of Aboriginal people as the original inhabitants and custodians of the land. Rich, diverse and long, Aboriginal cultures set the scene for any discussion of diversity and the benefits it offers. Many Aboriginal Australians, however, continue to suffer the effects of policies and practices that have impacted on their welfare, identity, culture and language over time. This ongoing struggle must be addressed in recognising the challenges that new Australians from diverse cultural and language backgrounds experience in contributing to society and giving expression to their cultural identities. Any effort on the part of government agencies to embrace cultural, linguistic and religious diversity must therefore also acknowledge the need for reconciliation and healing between Aboriginal and non-Aboriginal Australians as a starting point. In this spirit, the NSW Police Force Multicultural Policies and Services Program grounds its commitment to working with diverse cultural, religious and linguistic communities in its equal commitment to strengthening its relationship with Aboriginal communities. It is only through this that an authentic commitment to multiculturalism and culturally capable policing practice is possible. While the Multicultural Policies and Services Program celebrates cultural, linguistic and religious diversity, the NSW Police Force acknowledges that diversity and culturally capable policing draws on all aspects of everyday policing and the complex life events that affect individuals. This document is built on the premise that people and their diversity (in all of its dimensions including age, gender, culture, language, religion, sexuality, education, employment, ability, values, opinions and experiences) are the greatest asset available to any group, organisation or community. This includes the diversity amongst police officers themselves in terms of an individual’s background, role and opinion and life experience. Details: Sydney: NSW Police Force, 2011. 98p. Source: Internet Resource: Accessed April 1, 2015 at: http://www.police.nsw.gov.au/__data/assets/pdf_file/0004/73156/Internet_-_MPSP_Plan_2011-14.pdf Year: 2011 Country: Australia URL: http://www.police.nsw.gov.au/__data/assets/pdf_file/0004/73156/Internet_-_MPSP_Plan_2011-14.pdf Shelf Number: 135127 Keywords: AboriginalsCommunity PolicingDiversityMinority GroupsPolice LegitimacyPolice Recruitment and SelectionPolice-Community InteractionsPolice-Community Relations |
Author: Bies, Katherine J. Title: Diversity in Prosecutors' Offices: Views from the Front Line Summary: In July 2015, the Stanford Criminal Justice Center (SCJC) released a report detailing the racial and gender demographics of prosecutors' offices across California.1 That study was conducted in response to events that renewed longstanding concerns regarding the treatment of racial minorities in the criminal justice system. In particular, national protests followed failures to indict White police officers implicated in the deaths of two unarmed Black men, Michael Brown and Eric Garner, in Ferguson, Missouri, and Staten Island, New York. Since the release of the SCJC¡¦s first report, White officers implicated in the death of Tamir Rice, a Black 12-year-old, were also not indicted. The treatment of these officers by White prosecutors stands in stark contrast to the indictment of officers implicated in the death in Maryland of Freddie Gray, a 25- year-old Black man. The State¡¦s Attorney in Baltimore was a Black woman. Given the concern over the treatment of racial minorities in the criminal justice system, the lack of information on the demographics of prosecutors' offices seemed especially concerning. Prosecutors wield a substantial amount of influence. They determine who is charged, what they are charged with, what sentence is sought, and what concessions to offer in exchange for a guilty plea. In those cases that do not go to trial¡Xthe vast majority¡Xprosecutors exercise perhaps their greatest influence, often effectively determining the defendant¡¦s sentence. Further, prosecutors set broad policies, deciding the aggressiveness with which different laws will be enforced, and other law enforcement officials often follow their lead. The July 2015 study was the first to make publicly available demographic data regarding prosecutors¡¦ offices. We strongly encourage readers to refer to the July 2015 report in detail. Broadly speaking, we found that minorities, particularly Latinos, are underrepresented among California prosecutors. Whites comprise approximately 38 percent of the population in California but 70 percent of California prosecutors. Further, while 48 percent of prosecutors are women, only 41 percent of supervisors are female. However, the July 2015 study, as a quantitative analysis of prosecutors' offices at a particular time, has limitations. In particular, such a snapshot fails to indicate whether, in recent years, offices were becoming less or more diverse. Our earlier report also attempted to describe previous research, which highlighted the possible effects a lack of diversity may have on office performance and to specify some factors that contribute to this lack of diversity. However, our quantitative analysis does not fully illuminate the causes or effects of the lack of diversity. As a result, we sought to supplement our first report with a qualitative analysis. We interviewed prosecutors in an attempt to better understand the importance of diversity in the workplace, the evolution of the demographics of prosecutors' offices, the challenges prosecutors face in creating and maintaining a diverse workforce, and the most promising strategies in overcoming those challenges. To that end, we spoke with prosecutors in five California counties: Riverside, Santa Clara, San Diego, San Francisco, and San Joaquin. Here are the key findings from our interviews: „h Diversity is important. Respondents largely agreed that having a range of perspectives in an office encourages more equitable outcomes. They also stressed that a prosecutor's office should reflect the community because doing so creates an appearance of fairness, cultivates trust, and allows for more effective prosecution. „h Demographics are changing in offices. Many, although not all, respondents said that in recent years their offices had hired more attorneys of color and more frequently promoted both attorneys of color and female prosecutors. Much of this change was attributed to the elected District Attorneys prioritizing diversity. Most respondents said that their office had already achieved some semblance of gender balance by the time they were hired. „h There are many challenges to achieving diversity. Respondents identified several challenges to increasing diversity in their offices, including: the lack of individuals of color graduating from law school, which necessarily limits the pool of candidates; the difficulty in competing with law firms for diverse candidates; and the negative perception of prosecutors among racial minority groups. „h But, solutions have been developed to achieve diverse workplaces. The most common solutions respondents shared include: (1) a conscious effort to recruit diverse candidates; (2) working to ensure that candidates meet women and attorneys of color during the recruiting and interview process; (3) community engagement as a method of combating the pipeline problem and the stigma associated with prosecutors in many communities of color; and (4) programs to actively retain current employees, such as job-sharing for prosecutors who prefer to work part-time. Details: Stanford, CA: Stanford Criminal Justice Center, Stanford Law School, 2016. 45p. Source: Internet Resource: Accessed April 14, 2016 at: http://rivcoda.org/opencms/resources/Brochures/Stanford_Law_School_Report_--_Diversity_in_Prosecutorsx_Offices.pdf Year: 2016 Country: United States URL: http://rivcoda.org/opencms/resources/Brochures/Stanford_Law_School_Report_--_Diversity_in_Prosecutorsx_Offices.pdf Shelf Number: 138678 Keywords: Discrimination Diversity Minority Groups Prosecution Prosecutorial Discretion Prosecutors Racial Disparities |
Author: Legewie, Joscha Title: Group Threat, Police Officer Diversity and the Deadly Use of Police Force Summary: Officer-involved killings and racial bias in policing are controversial political issues. Prior research indicates that (perceived) group threat measured in terms of population shares and race-specific crime rates are important explanations for variations in police killings across cities in the United States. We argue that a diverse police force that proportionally represents the population it serves mitigates group threat and thereby reduces the number of officer-involved killings. Count models support our argument. They show that officer involved killings of African Americans are higher in cities with factors commonly associated with group threat, including ethnic/racial polarization and black-on-white homicides. A diverse police force, however, reduces the influence of group threat lowering the number of officer-involved killings of African Americans. The findings represent one of the first analysis of a highly relevant contemporary issue based on a recent and high-quality dataset from 2013 to 2015. By highlighting the interaction between group treat and the proportional representation of minority groups in police departments, our research advances group conflict and threat theories with important theoretical and policy implications for law enforcement and representative bureaucracies more broadly Details: New York: Columbia University, Law School, 2016. 43p. Source: Internet Resource: Columbia Public Law Research Paper No. 14-512 : Accessed May 24, 2016 at: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2778692 Year: 2016 Country: United States URL: http://papers.ssrn.com/sol3/papers.cfm?abstract_id=2778692 Shelf Number: 139144 Keywords: Deadly Force DiversityOfficer-involved Killings Police Use of Force Race and Crime Racial Bias |
Author: Broderick, Elizabeth Title: Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police Summary: On 22 August 2016, AFP Commissioner Andrew Colvin released the report Cultural Change: Gender Diversity and Inclusion in the Australian Federal Police, following an independent review of the organisation by former Sex Discrimination Commissioner, Elizabeth Broderick. The report followed extensive consultation with more than 1,000 AFP members over the past six months. A number of key themes emerged during the review process: the importance of strong leadership to cultural reform; the differential impacts of AFP culture on men's and women's experiences; high rates of sexual harassment and bullying in the AFP; barriers to and opportunities for increased women's representation in the AFP workforce; and, the challenge of combining a police career with family. The review highlights strong and courageous leadership as an essential ingredient of cultural change. While many in the AFP described the organisation as a supportive and respectful workplace, the rates of sexual harassment and bullying reported in the survey were alarming. Overall, 29% of survey respondents reported being subjected to at least one work-related incident of sexual harassment in the last five years, with 64% of survey respondents reporting being subjected to workplace bullying over the same period. Details: Canberra: Elizabeth Broderick & Co.: Australian Federal Police, 2016. 104p. Source: Internet Resource: Accessed January 30, 2017 at: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Year: 2016 Country: Australia URL: https://www.afp.gov.au/sites/default/files/PDF/Reports/Broderick-Report-2016.pdf Shelf Number: 145540 Keywords: DiversityFemale Police OfficersLaw EnforcementPolicingWorkplace BullyingWorkplace Harassment |
Author: Copple, James E. Title: Law Enforcement Recruitment in the 21st Century: Forum Proceedings Summary: The President's Task Force on 21st Century Policing identified recruitment, training, and retention as priorities for the future of law enforcement. Because of their importance to advancing community and police relations, the task force included them in the first pillar - Trust and Legitimacy - of their final report. And in a follow-up meeting with task force members, the President asked the COPS Office to continue to explore new hiring and policies and practices. In response, the COPS Office hosted the Law Enforcement Recruitment in the 21st Century forum with Strategic Applications International. This report covers the discussions of the forum's participants, drawn from law enforcement, civil rights, and other stakeholder groups. The forum's goals were to identify ways to improve recruitment programs, practices, and strategies with a special emphasis on diversity; to better understand how the image of law enforcement impacts recruiting efforts; and to provide action steps for developing and enhancing recruitment strategies. Details: Washington, DC: Office of Community Oriented Policing Services, 2017. 32p. Source: Internet Resource: Accessed February 7, 2017 at: https://ric-zai-inc.com/Publications/cops-w0830-pub.pdf Year: 2017 Country: United States URL: https://ric-zai-inc.com/Publications/cops-w0830-pub.pdf Shelf Number: 140837 Keywords: DiversityEqual Employment OpportunitiesMinorities in PolicingPolice AgenciesPolice Hiring PracticesPolice OfficersPolice Policies and PracticesPolice Recruitment and Selection |
Author: Alderden, Megan A. Title: The Diversification of Police Departments Summary: In the last few decades there has been a particular emphasis on diversifying the police workforce. Much of these efforts have resulted in a significant increase in proportion of police officers that are female or racial and ethnic minorities. In 1987, females accounted for almost 8 percent of police officers while racial and ethnic minorities accounted for nearly 15 percent of police officers. By 2003, these figures had increased to 11 percent and 24 percent, respectively. Large agencies in particular have been successful in recruiting both female and racial and ethnic minorities; police agencies that serve one million or more residents reported in 2003 that 17 percent of their workforce was female and almost 40 percent were racial or ethnic minorities (Hickman & Reaves, 2006). Although these data clearly indicate an increase in both female and racial and ethnic minority officers, little attention has been paid to understanding how diversification impacts the police agency workplace. The justification for increasing diversity in personnel has focused on both workplace performance as well as the workplace atmosphere. Higher levels of workplace performance and satisfaction within organizations arise when diversification is sought as a way to truly incorporate different employee viewpoints, experiences, and cultures. Using Ely and Thomas's (2001) theoretical constructs on diversification perspectives, we developed several survey questions to assess officer perceptions of their workplace. Ely and Thomas found that an agency’s diversification perspective - that is, why they sought to diversify their workforce - influenced workplace performance and satisfaction among employees. Specifically, the discrimination and fairness perspective, which entails agency administrators diversifying their workforce to make things equal and to make up for past discrimination, was associated with more negative workplace experiences and workgroup performance. The access and legitimacy perspective, which entails agencies diversifying as a way to enter new communities or to legitimize their work with the existing communities they serve, was associated with both negative and positive workplace experiences and performance. The integration and learning perspective, which involves agencies diversifying because administrators believe it is needed to change organizations and their external relationships, encourage agency innovation, and facilitate organizational learning, was associated with positive workplace performance and employee satisfaction. Details: Washington, DC: National Police Research Platform, National Institute of Justice, 2011. 8p. Source: Internet Resource: Accessed June 2, 2018 at: https://www.nationallawenforcementplatform.org/wp-content/uploads/2017/05/TheDiversificationofPoliceDepartmentsFINAL2.pdf Year: 2011 Country: United States URL: https://www.nationallawenforcementplatform.org/wp-content/uploads/2017/05/TheDiversificationofPoliceDepartmentsFINAL2.pdf Shelf Number: 150446 Keywords: DiversityMinorities in PolicingPolice Job SatisfactionPolice LegitimacyPolice PerformancePolice Recruitment Hiring |