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Diversity In Law Enforcement

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enforcement agencies are required to create policies and procedures that will facilitate the recruitment of prospective Asian-American police candidates. In addition, law enforcement strategic planning should also be implemented in the recruitment process because it will lay out goals, steps, and assesses clear concise objectives that connect with core values of each police agency. Law enforcement agencies are to follow concrete steps that could result in greater diversity among their personnel Scope of the Study The aim is to research academic information and statistics from peer-reviewed journals and published sources, regarding the recruitment of Asian-Americans towards a career in law enforcement. The focus of the thesis is primarily towards the Asian community, and various methods of trust building, communication, and positive perceptions will be examined to identify recruitment efforts to attract qualified Asian-Americans. …show more content…

Cultural diversity refers to concept whereby the history, beliefs, behaviors, language, traditions, and values of racial and/or ethnic groups are what make them distinct (Hanser & Gomila, 2015). Racial disparity- refers to a significant difference between the percentages of a racial group represented in the general population (Scaramella et al.,

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The purpose of the “Black or Blue: Racial Profiling and Representative Bureaucracy” article was to examine the relationship between the passive and active representation of the race in the police department, particularly in the policy area of racial profiling. The authors, Wilkins and Williams, analyzed 168,901 data collected from the vehicle stops recorded by the San Diego Police Department in the months of 2000 to measure the racial disparity among officer’s divisions. There were eight divisions: North, Northeast, East, Southeast, Central, West, South, and Mid-City. The question lies, does organizational socialization strip the racial identity of police officers, changing them from “black and blue” to simply “blue” and limiting their provision

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1.The theory/concept of intersectionality is a theory centered around oppression, domination and discrimination through various mediums from the social and cultural elements of society. The theory can be applied in many ways toward women as well as their involvement in the criminal justice system. Some forms of discrimination that is more prevalent in perceiving the individual is using a woman's status, race, sexual orientation, ability and age, however there can be more added to this list. The wiki article said “The theory proposes that we should think of each element or trait of a person as inextricably linked with all of the other elements in order to fully understand one's identity.”

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Recruitment and retaining young officers in law enforcement has become one of the most challenging internal issue within many police department throughout the United States. Majority of these law enforcement agencies will tell you that some of their biggest issues are recruiting and retaining sworn law enforcement officers. With that said, because of the current nature of policing in today’s society, recruiting younger law enforcement officers is more stressful and difficult than ever. In fact, majority of these law enforcement agencies are under sheer pressure because of the demands and expectations of the general public.

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However, in realization, there is no training program that can automatically change one’s attitudes and views, but the appropriate education and training, coupled with effective monitoring and enforcement strategies, can help encourage positive behavior from law enforcement officers, another problem is how minorities groups are discriminated- officers target minorities for traffic stops for an arrest of minorities, lack of understanding of diverse culture with the lack of established policies that support diverse policing and disrespect human rights (King, 2014) and diversity is critical to the recruiting mission, and an agency must be aggressive in their hiring practices, as every agency is looking to have a police force reflective of their respective communities. Have feelers out in the community and use community members on hiring interview boards. This increases buy-in and demonstrates an agency’s commitment to the community. Recruit and select officers who identify and bond with the agency culture (organizational fit), who are compatible with and capable of achieving organizational goals, and who understand community demographics. If officers bond with the agency and the community, they are more likely to be effective and maintain

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