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Date: April 30, 2024 Tue
Time: 3:38 am
Time: 3:38 am
Results for minorities in policing
5 results foundAuthor: Haddad, Abigail Title: Increasing Organizational Diversity in 21st-Century Policing: Lessons from the U.S. Military Summary: Both the military and police departments are concerned about recruiting and promoting a racially/ethnically diverse workforce. This paper discusses three broad lessons from the Military Leadership Diversity Commission (MLDC) that can be used to inform police department hiring and personnel management: qualified minority candidates are available, career paths impact diversity, and departments should leverage organizational commitment to diversity. Additionally, specific suggestions are given as to how law enforcement agencies can incorporate each of these lessons. Details: Santa Monica, CA: RAND, 2012. 9p. Source: Internet Resource: Issues in Policing, Occasional Paper: Accessed January 29, 2013 at: http://www.rand.org/content/dam/rand/pubs/occasional_papers/2012/RAND_OP385.pdf Year: 2012 Country: United States URL: http://www.rand.org/content/dam/rand/pubs/occasional_papers/2012/RAND_OP385.pdf Shelf Number: 127435 Keywords: Minorities in PolicingPolice Hiring PracticesPolice Recruitment and SelectionPolice-Community Relations |
Author: U.S. Department of Justice. Equal Employment Opportunity Commission Title: Advancing Diversity in Law Enforcement Summary: In December 2015, the Justice Department's Civil Rights Division and the Equal Employment Opportunity Commission (EEOC) launched a new research initiative, Advancing Diversity in Law Enforcement, to identify barriers that undermine diversity in law enforcement and highlight promising practices that help agencies better reflect the diversity of the communities they serve. The initiative has focused on barriers and promising practices across three key areas: recruitment, hiring, and retention. In so doing, this initiative has taken a broad look at various barriers to diversity, while also placing particular emphasis on practices that advance greater racial and gender diversity and foster the inclusion of the perspectives and experiences of persons from diverse backgrounds in the culture and leadership of law enforcement agencies. The Center for Policing Equity (CPE) spearheaded much of the initiative's outreach and engagement with law enforcement. This initiative was created to assist law enforcement agencies throughout the country as they strive to expand access to opportunities to serve in law enforcement and build workforces that better reflect the diversity of their communities. This effort is intended to especially aid those small and mid-size police departments that recognize the importance of diversity, but may lack the resources to fully explore solutions. The report, which builds on the recommendations of the President's Task Force on 21st Century Policing, highlights that while greater workforce diversity alone cannot ensure fair and effective policing, a significant - and growing - body of evidence suggests that diversity can make policing more effective, more safe and more just. The report identifies both barriers and promising practices that have been adopted and/or are underway in communities across the country to advance diversity in law enforcement. Details: Washington, DC: U.S. Department of Justice, 2016. 86p. Source: Internet Resource: Accessed October 8, 2016 at: https://www.justice.gov/crt/case-document/file/900761/download Year: 2016 Country: United States URL: https://www.justice.gov/crt/case-document/file/900761/download Shelf Number: 145079 Keywords: Equal Employment OpportunitiesMinorities in PolicingPolice Hiring PracticesPolice Recruitment and Practices |
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: Morrison, Kevin P. Title: Hiring for the 21st Century Law Enforcement Officer: Challenges, Opportunities, and Strategies for Success Summary: The American policing profession may be facing the most fundamental questioning of its legitimacy in decades. The very essence of policing is being debated in many cities, often because of controversial video recordings of police officers’ actions. Community trust has eroded, and the professionalism of the police is being questioned. At the same time, far too many officers are being killed in the line of duty, in many cases in cowardly ambush attacks. All of this has made community members and police officers concerned about their safety and has prompted leading police officials to go back to the beginning and take a fresh look at the police officers they are hiring. Do the officers represent the values of our communities? Do they share the philosophy of policing that we are developing for the 21st century? Do they have the skills and talents they will need to do the job we want them to do? Policing used to be a profession shared within families from generation to generation. We all know families that count many officers among their sons and brothers and uncles, and sometimes their daughters, sisters, and aunts as well. But, sadly, these days when PERF gathers a large group of seniorlevel police executives together for a meeting and I ask them, “How many of you would like to see your children become tomorrow ’s police officers?” very few, if any, raise their hands. The country is facing a looming crisis in the hiring of police officers. Agencies continue to rely on hiring standards that were created decades ago, for a different philosophy of policing and a different generation of police officer candidates—even while many cities are having trouble finding enough suitable candidates to keep up with retirements and fill vacant positions. Today’s young people considering a job in policing expect agencies to be quicker, more nimble and transparent in their hiring processes and decision making—and for many young people, especially in minority communities, policing is not seen as an appealing career choice in the current climate. However, there are signs of hope, innovation, and change. At the September 13, 2016, forum "Hiring for the 21stst Century Law Enforcement Officer," police agency leaders, labor representatives, professional association executives, academicians, civil service managers, and others directly involved in police hiring discussed the issues facing the profession and explored new ideas and approaches. Their experiences and insights, presented in this report, provide a valuable resource that should help agencies of all sizes better understand the common challenges they face. Details: Washington, DC: Office of Community Oriented Policing Services, 78p. Source: Internet Resource: Accessed February 7, 2017 at: https://ric-zai-inc.com/Publications/cops-w0831-pub.pdf Year: 2017 Country: United States URL: https://ric-zai-inc.com/Publications/cops-w0831-pub.pdf Shelf Number: 146020 Keywords: Equal Employment OpportunitiesMinorities in PolicingPolice AgenciesPolice Hiring 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 agencys 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 |