Multicultural Representation in Law Enforcement: Recruitment, Retention, and Promotion
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Transcript of Multicultural Representation in Law Enforcement: Recruitment, Retention, and Promotion
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074581
Multicultural Representation in Law Enforcement: Recruitment,
Retention, and Promotion
Chapter 3
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074582
Learning Objectives for Chapter 3
Recognize historical perspectives of women and minorities in law enforcement
Discuss the ongoing challenges of recruitment trends with respect to women and minorities in law enforcement agencies
Explain recruitment difficulties and strategies for recruitment success
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074583
Learning Objectives for Chapter 3
Describe the importance of retention and promotion of minorities and women in law enforcement careers
Identify promotional policies and practices in law enforcement agencies that would demonstrate the valuing of differences in our workplaces and communities
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074584
Expanded Responsibilities of Police
Population shifts in United States require police to interact with more different types of people
Post-September 11, 2001 requires local police to take on a greater homeland security mission
Education is important, but police officers must have problem-solving skills and accept racial and cultural diversity
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074585
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
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074586
Recruitment Crisis
Shortage of qualified applicants for police departments and a struggle for departments to maintain authorized strength
Budget crisis in law enforcement directs qualified applicants to the private sector
Millions of young people are arrested each year for crimes that disqualify them for police work
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074587
Mini-Case StudyOakland, California Police Department
What would you do?
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074588
Recruitment Difficulties
1. Senior management is not sending the “diversity message”
Lack demonstrated commitment Lack of value statement or policy
2. Informal networking channels are closed to outsiders
All-white, all-male network and activities Discomfort with activities such as recreational
gambling, fishing, sports, or roughhousing
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 074589
Recruitment Difficulties
3. In-house recruiters are looking in the wrong places to find diverse candidates
Need to use different methods Community networks and resources
4. Differences in life experience are not taken into account
Single person’s GPA Married (and with children) person’s GPA Single parent’s GPA Other factors
.
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745810
Recruitment Difficulties
5. Negative judgments are made based on personality or communication style differences
Accent and communication differences Assertiveness and other personality factors
6. The candidate is not introduced to people who are like him or her
Race, ethnicity, or gender groups in the organization
Mentor or support groups available
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745811
Recruitment Difficulties
7. Organizations are not able or willing to take the time to do a thorough search
Diverse candidates take longer – 4 to 6 weeks more on average
Commitment of resources and time by employer
8. Early identification is missing from the recruitment program
Internships, scholarships, and placements Police-affiliated programs (e.g., PAL)
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745812
Recruitment Strategies
1. Commitment
2. Planning Target colleges and universities Target military bases and reserve units Target churches, temples, mosques,
synagogues, and other places Target gymnasiums, fitness and martial
arts facilities, etc.
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745813
Recruitment Strategies (Continued)
3. Resources
a. Advantages in consolidating resources
1. Save money
2. Develop a larger pool of applicants
3. Compete with private industry
4. Save time it takes to process applicants
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745814
Recruitment Strategies (Continued)
4. Selection and training of recruitersa. Requirements should include:1. Commitment to the goal of
recruiting2. Belief in a philosophy
that values diversity3. Ability to work well in a community
policing environment
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745815
Recruitment Strategies (continued)
5. Belief in and ability to market a product: law enforcement as a career
6. Comfort with people of all backgrounds and ability to communicate this comfort
7. Ability to discuss the importance of entire community representation in police work and the advantages to the department without sounding patronizing
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745816
Recruitment Strategies (continued)
8. Recruiting incentivesa. Overtime or comp time credit
9. Community involvement
10. High school police academy
11. Adopt-a-cop program
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745817
Mini-Case Study:Richmond, California Police Department
What would you do?
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745818
Selection Processes
1. Satisfaction level for employeesPositive and inclusive workplace cultureSurvey and culture assessments importantPolicies and procedures reviewed Supervisors’ commitment, support and
assistanceField training programs reviewed and
evaluatedRole models and mentors
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745819
Selection Processes
2. Applicant screeningBasic qualificationsIntelligence and problem-solving capacityPsychological fitness Current and past illegal drug useCharacter as revealed by records, background
checks, credit history, and polygraph examinationAptitude and ability to serve othersRacial, ethnic, gender, sexual orientation, and
cultural biases
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745820
Selection Processes
3. Officers who will carry out their duties with fairness, integrity, diligence and impartiality and who will respect the civil rights and dignity of the people they serve:
Standard psychometric testing Careful background investigations by staff Use of candidate’s own statements about racial issues Use of interviews with references about how the applicant
feels about and treat members of other racial, ethnic, gender, sexual-orientation groups
Use of current job analysis statement with applicant
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745821
Selection ProcessesApplicant Screening (continued)
Interview questions of references should include: How the applicant has interacted with other groups
What people of diverse groups say about the applicant
Whether the applicant has ever experienced conflict or tension with member of diverse groups or individuals and how he or she handled the experience
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745822
Applicant ScreeningHiring in the Spirit of Service
A cooperative agreement awarded to the Community Policing Consortium (CPC) and the U.S. Department of Justice Office of Community-Oriented Police Services (COPS)
Recruit applicants who are service-oriented (similar to the professions of teaching, nursing, and counseling) rather than those who tend to only be “crime fighters”
Five law enforcement agencies were selected to serve as demonstration sites for the study.
– Burlington, VT; Sacramento, CA; Detroit, MI; Hillsborough County, FL; and King County, WA
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745823
Examples of Successful Recruiting Programs
Agencies who have had success in recruiting female and minority applicants:
Portland, OR—In 2003, 16 percent women and 13 percent minority sworn officers
Madison, WI—In 2003, 30 percent women and 18 percent minority sworn officers
Pittsburgh, PA—In 2003, 25 percent women sworn officers Albuquerque, NM—In 2002, 33 percent of the academy
classes were women recruits Tucson, AZ—New Workplace for Women Project resulted in
29 percent women recruits and 47 percent minority recruits
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745824
Equal Employment Opportunities
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
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745825
Affirmative Action
Legally mandated programs whose aim is to increase the employment or educational opportunities of groups that have been disadvantaged in the past
Legal issues: California Proposition 209 University of Michigan Law School Admission
Policy in which race can be considered (U.S. Supreme Court Ruling)
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745826
Mini-Case StudyRecruiting Strategies
What would you do?
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745827
Retention and Promotion of a Diverse Workforce
Lack of promotions is a severe problem
Women face “glass ceiling”
IACP 1998 study shows that 60 percent of the women who leave law enforcement occupations do so between their second to fifth year on the job
Shift to community policing can help address trust issues
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745828
2004 Catalyst StudyReasons Why Senior-Level Women Leave Police Organizations
1. 42 percent citing increased compensation
2. 35 percent to accept opportunity to develop new skills or competencies
3. 33 percent to pursue greater advancement opportunities
Catalyst: http//www.catalyst.org
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745829
What is the “Glass Ceiling”?
An invisible and often perceived barrier
The perceived barrier prevents some ethnic or racial groups and women from becoming promoted or hired
QuestionDo you think the “glass ceiling” only affects women and minority officers in the police departments in your local community and state?
Source: Marilyn Loden
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745830
How to Go Through the Glass Ceiling?
Useful practices have included the following:1. Have objective and measurable standards
2. Have quantitative and qualitative standards
3. Have consistent performance standards
4. Hold the agency and senior managers accountable for their actions
Example provided from the Criminal Justice Curriculum used at Portland Community College by Aaron T. Olson
Multicultural Law Enforcement: Strategies for Peacekeeping in a Diverse Society, 4e
Shusta, Levine, Wong, Olson, Harris
© 2008 Pearson Education, Inc.
Upper Saddle River, NJ 0745831
Mini-Case StudySpecial Weapons and
Tactics Unit
What would you do?