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HUMAN RELATIONS IN A DIVERSE SOCIETY
Unit 2
Unit #2
Seminar Discussion Board
Gender issues in policing assignments Written Project
Project Unit 2
Write a 2 -3 page paper. This means 2-3 FULL pages of written material (excluding cover page) that responds to the following:
According to the United States Census, the population in the United States is growing more and more diverse with each decade. While an increase in diversity adds a wonderful richness to society, it also adds challenges to serving the needs of the community effectively.
With the help of your text material, discuss three challenges that police officers may confront when working with diverse populations.
Propose solutions to these challenges. Address how pervasive the influence of culture, race, and
ethnicity is in the workplace.
Project continued
• (PLEASE NOTE: This essay may require outside research)
• The paper should contain a cover page, in text citations, a list of references in APA format.
• All internal citation of outside sources plus the listing of all references should also adhere to APA format.
• All text pages (at least 2-3 full pages) should be double-spaced and in 12-point font.
• You may consult the Kaplan Online Library, the Internet (creditable cites only- NO WIKIPEDIA REFERENCES), the textbook and other course material, and any other outside resources in supporting your task, using proper citations in APA style.
• If citations and references are not included points will be deducted.
Question
Why is it important for police departments to employ a diverse group of people within its ranks?
Diversity- A changing population
Law Enforcement must reflect the diversity of communities they serve
All individual groups bring a different perspective to police-community relations
Failure of law enforcement to recognize and adjust to community diversity can foster confusion and resentment among citizens and lead to the breakdown of trust between a law enforcement agency and its community
Law Enforcement Diversity:A Microcosm of Society
Law Enforcement Diversity:A Microcosm of Society
Ethnic and Racial Issues within the Workforce
Racism: (Heritage Dictionary) Discrimination or prejudice based on race.
Racism within law enforcement Wiley G. Overton first black policeman hired by
New York Police Department in 1891
Discrimination Statistics in 2008
Race discrimination: 33,937 charges; resolved 28,321; $79.3 million
Religion-based discrimination: 3,273 charges; resolved 2,727; $7.5 million
National origin–based discrimination: 9,396 charges; resolved 8,498; $25.4 million
Question
What do you feel was the best suggestion for defusing racially and culturally motivated conflicts in the workplace?
Defusing Racially and Culturally Rooted Conflicts
Admit that racism exists. US Army model
Command commitment Training of advisers Complaints and monitoring
Sondra Thiederman’s Conflict Resolution Guidelines
1. Give the opportunity to voice concerns without interruption.
2. Attempt to obtain agreement on the problem
3. Keep employees on the subject of the central issue.
4. Establish whether the issue is indeed rooted in cultural differences
5. Summarize the cultural differences.
Sondra Thiederman’s Conflict Resolution Guidelines
6. State the negative outcomes that will result if the situation is not resolved (be specific).
7. State the positive outcomes that will result if the situation is resolved (be specific).
8. Negotiate terms by allowing those involved to come up with the solutions.
9. Provide positive reinforcement as soon as the situation improves.
Question
QUESTION: Do you see value in assigning officers of the same ethnic or cultural makeup to neighborhoods that match their makeup? Are there negatives to this approach?
Assignment Based on Diversity
Often to a tough, high-crime area More often exposed to violence
Not all ethnically diverse officers have the skills, desire, or experiences for diverse neighborhoods
Not the best use of resources Certain officers have the internalized hatred
Unfair to officers and neighborhoods Many could be stuck in an area preventing
promotion Based on best fit for the neighborhood,
competence and capabilities
Women in Law Enforcement
1845 – NY hired first police “matron” 1922 – IACP supported the use of
policewomen 1964 – Passage of EEO Act applied to
state and local governments the provisions of Title VII of the Civil Rights Act of 1964
1985 -- First woman chief of police in a major city (Portland, Oregon)
1994 -- First African American woman chief of police in Atlanta
Question
What types of negative issues do women in law enforcement have to deal with?
Women Workplace Issues
Overcoming the attitudes of society
Overcoming the attitudes of their male co-workers and supervisors
Bias, discrimination, and harassment issues
Workplace Issues
Sexual Harassment
Hostile work environment
Quid pro quo sexual harassment
Gender harassment
Workplace Issues
Role Barriers
The Brotherhood
Double Standard
Differential Treatment
Career vs Family
Barriers to Women’s Advancement
Mentor and Support Programs
Provide information, advice, support, and encouragement
Leading, developing, and guiding by example Informal networks
Gays and Lesbians in Law Enforcement
Policy versus practice Public relations versus recruitment The controversy Differences in treatment of gay versus
lesbian officers
The Chief Executive
Demonstrate commitment Plan Manage organizational change Develop police-community
partnerships Provide new leadership models
Recruitment of a Diverse Workforce
President’s Crime Commission Report (1967)
Kerner Commission Report (1968) Warren Christopher Commission Report
(1992) on the Los Angeles Police Department, following the first Rodney King trial
Profile of Federal, Local, and County Personnel
U.S. Department of Justice collects information on law enforcement agencies
Progress has been made for women and minorities
The numbers still do not represent the demographics of our communities
Recruitment Crisis
Shortage of applicants for police departments
Applicant pool will be dominated by minorities and women
Applicant histories
Question
QUESTION: What are some methods that can be utilized to recruit more women and minorities into law enforcement?
Recruitment Strategies
Commitment Planning Resources Selection and Training of
Recruiters Recruiting Incentives Community Involvement High School Police Academy Adopt-a-Cop Program
Recruitment Difficulties
1. Senior Management and the “diversity message”
Commitment Policy
2. Informal networking channels closed to outsiders
All-white, all-male?3. In-house recruiters errors
Variety in message Community assistance
Recruitment Difficulties
4. Differences in life experience Education GPA: single, single with children,
married with children
5. Negative judgments based on personality or communication style differences
Accents, communication differences, assertiveness, other personality factors
6. Introductions to similar employees Race, ethnicity, or gender groups Mentor or support groups
.
Recruitment Difficulties
7. Thorough candidate search Diverse candidates – 4 to 6 weeks longer
on average
8. Early identification recruitment program
Internships, scholarships, and placements Police-affiliated programs (e.g., PAL)
Selection Processes
1. Maintain Satisfaction Level for Employees
Positive and Inclusive Workplace Culture
Survey and Culture Assessments Important
Policies and Procedures Reviewed Supervisors’ Commitment, Support
and AssistanceField Training Programs Reviewed and
EvaluatedRole Models and Mentors
Selection Processes
2. Fair and Relevant Applicant Screening Processes
Basic qualificationsIntelligence and problem-solving capacityPsychological fitness Current and past illegal drug useCharacter as revealed by records,
background checks, credit history, and polygraph examination
Aptitude and ability to serve othersRacial, ethnic, gender, sexual orientation,
and cultural biases
Question
Many have commented that discrimination in hiring still exists today. How do we go about correcting it?
Legal Issues and Affirmative Action
Title 7 of the Civil Rights Act of 1964 Prohibits employment discrimination on
the basis of race, color, religion, sex or national origin
1972 EEO Act passage now applies to state and local governments
Affirmative Action
Retention and Promotion of a Diverse Workforce
Lack of promotion
“Bullet-proof glass ceiling” An invisible and often perceived barrier Prevents some ethnic or racial groups
and women from being promoted
How to Go Through the Glass Ceiling
Useful practices have included the following:
1. Have objective and measurable standards2. Have quantitative and qualitative
standards3. Have consistent performance standards4. Hold the agency and senior
managers accountable fortheir actions
Unit #3
Read Chapter 5 in Multicultural Law Enforcement Law Enforcement Contact with Asian/Pacific
Americans Attend the weekly Seminar Respond to the Discussion Board
Why do you think that many Asian/Pacific Americans tend to resolve problems within their own communities? What can police officers and agencies do to reach this population more?
