The Pros And Cons Of The Police Department

P5 - Review the methods used by Public Services to ensure they have a diverse workforce

The objective of this thesis is to provide comprehensive information to all stakeholders who have an interest in enhancing minority recruitment and selection. The goal of this thesis is to address law enforcement professionals about the importance of diversifying police agencies; more importantly, is to address the underrepresentation of Asian-American police officers and the challenges of recruiting potential candidates from Asian communities. Through community policing, mediation, trust building, collaboration with stakeholders, and cultural diversity training, law enforcement agencies will achieve its recruiting and diversity goals. Targeting Asian cultural events, partnering up with higher learning institutions, and sending mass emails regarding job opportunities to criminal justice majors could produce students’ interests and desires to pursue a career in law enforcement (Castaneda & Ridgeway, 2010). Recruitment issues and needs will be examined; moreover, the importance of evaluating implemented strategies must be followed up in order to monitor community changes or problems that may arise (Tangel, 2015).

Diversity in law enforcement has grown to become a hot topic within the law enforcement community. The demographic of society has changed dramatically over the last 20 years and with that law enforcement has been changing, but have they been changing enough? Different law enforcement agencies have their own ways of implementing diversity in their practices and procedures, some of them are better than others, but with issues that happen today it is important that they do something.

A good way for our departments to change negative police perceptions and generate a positive perception is to ensure that all citizens hired, regardless of race, gender, age, sexual orientation, or ethnicity, are exceeding within their departments and receiving equal high-profile criminal cases and promotions. Essential operations of a successful police agency come from a diverse and competent work force.

The negative beliefs and poor attitudes of white male officers regarding the entrance of female and minority officers into the American police force were are examples of societal values of the larger community. This however is not an excuse for a lack of fairness and

As the newly appointed police chief it has come to my attention that our past hiring practices may not have been working, specifically in the realm of affirmative action. Our population consists of 51% female and 30% African American, and we WILL NOT refuse to hire anyone because of a person's race, color, religion, sex, or national origin. We will hire the right people to ensure the success of our department, and our hiring standards will remain the same but the process in which we hire will have some changes. We are not going to lower our standards just to make a quota. We are going to actively recruit and seek out the very best our community has to offer. One of my goals as your police chief is to ensure that the best of our community is serving and protecting all of us.

Throughout history there has been a cluster of tension and conflict between police and minority communities within the United States. The job of a police officer is to enforce the law and protect all citizens regardless of their race, gender, or sexual preferences; however, more and more police departments across the United States are being accused of targeting and harassing those who are different. State and local police departments have been left to their own devices on how to police minority communities and improve cultural differences among their officers by seeking out a reform recruitment and adjusting policies in hopes to attract a significant improvement of minority applicants, all while training other officers in understanding

Studies show that the police force generally has about thirty percent more white people serving than in the community that they serve, and the cities with a greater percent of African Americans, have a lower trust in the police overall. An example of racism in the police force is Florida’s “stop and frisk” policy that is largely aimed at black men. (Roleff 23)

The tension between law enforcement and minorities isn’t something new, however, in recent years the issue has taken center stage. As stated in the article effective policing relies on trust between the police and the community (pg. 116). According to this article, 70% percent of African Americans believed they were treated less fairly than their white counterparts (pg. 116). It is important to note that this program included inputs from both law enforcement and minorities. As a minority, and a potentially a future law enforcement officer it is refreshing to see both parties taken steps to mend the broken relationship. Though steps have been taken in law enforcement agency across the country, there is still much more to be

The U.S. Department of Justice, for instance, holds that “a diverse law enforcement agency can better develop relationships with the community it serves, promote trust in the fairness of law enforcement, and facilitate effective policing by encouraging citizen support and cooperation (Leitzel, J. 2001). Many Americans think it would be a good idea for the police departments to be a mixture of races so they would be similar to the city’s view.

The Necessity and Functional Value of Social Diversity in Law Enforcement: Women and African American as Officers Social diversity is indeed a necessary functional value in law enforcement especially gender and racial diversity. The importance of quality personnel 1. Gender Diversity and Recruitment

The disproportion between the police and the general population highlights a problem with the hiring techniques and practices of law enforcement agencies. Under the direction of President Barack Obama, the Department of Justice in 2016 issued a report outlining how police can modify their human resource management techniques to recruit and retain officers of diverse backgrounds. The report reviews several tactics by which police forces can try to diversify. The Department of Justice identifies progress made in recent years within certain agencies while also highlighting areas that may be attributing to the lack of diversity and workable solutions to these roadblocks. The areas focused on by the DOJ are within police departments process of recruitment and selection and how modifications may lead to more diversity and inclusion of what are currently underrepresented groups.

Three central areas (factors) are important determinants to this effort. Number one, candidates of color, and in particular blacks should be hired in an effort to address historic injustices and out of a desire to make the city more just and fair to all of its residents. Second, individuals of color (blacks) should be hired so that they can provide access and legitimacy with their own ethnic group. Lastly, black minorities should be hired in order to create diverse experience and problem solving skills which ultimately will improve the quality of work within the police department. The city is striving for these changes in an attempt to become more representative of the citizenry it

When it comes to policing and the hot spot techniques used by law enforcement usually focus on smaller areas usually in urban areas where crime is to be higher. Researchers have found that most urban police departments use computers to map crime verses manpower of actually police monitoring. Alone with some critics, I agree that this approach is unethical resulting in discriminatory practices with law enforcement which simply targets black communities (Rosenfeld, n.d.). But we have to look at a different side to the method; some feel that it is very effective in terms of making a community safer, and also creating better education and recreational services with the neighborhood,. Some researchers believe that the hot spot method is a good

Assuming that I have been appointed as chief of police at a police department that has operated in a very traditional fashion since its existence. The former chief of police, who had been there for a long time, operated in a very autocratic fashion. Officers have been joining the union at increasing numbers, their morale is very low, and they complain that they are never told what is going on or when a threat of conflict exists. In this case I would simply blend in as I go with the flow and; therefore, I would not make any change. And as for the end results it would come down to