Brooklyn Park Police Recruitment Study

Recently, it has been brought up that there is still institutional racism within the Police force, this, as well as many other reasons such as negative stereotyping, informal bias and assumptions from ethnic minority groups themselves are reasons why people from minority groups are less inclined to join. The Police have introduced a number of ways to try and create a more diverse workforce. Some of these methods include, improving the data collected on the age,

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).

Because of exceptional results akin to those of the Rialto study, Birmingham police Chief, A.C. Roper plans to equip every officer in Birmingham with a body camera. Since the behavior of the police are so much better, there will be more diversity within the police force. Therefore, the police force’s public image would alleviate, and more people would be willing to join the police force. Diversity will increase the placement of trust in the police force. Diversity will allow the agency to converse more effectively with minority communities. Diversity will allow the police to understand racial perspectives through communication with other police officers. People would believe that their interactions with the police are not based on racial

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.

In recent years, recruitment and retention of police officers has been a pain point for many departments across the nation. Odd and inflexible hours, uncompetitive pay, para-militaristic organizational structures, and a negative public perception have all worked to diminish the pool of applicants interested in careers in law enforcement. Add to the mix the sexist “brotherhood” police culture, emphasis on masculinity and aggression, and the nearly non-existent opportunities for advancement for women, and over half of the eligible workforce has been discouraged from even considering a career in law enforcement. In 2013, women comprised just over 57% of the labor force, but accounted for only 13% of sworn police officers (USDOL, 2013; Crooke, 2013). Not only are women sorely underrepresented in the field of law enforcement, but those who are employed experience discrimination at the hands of their supervisors and coworkers, and as a result, the attrition rate for women is often much higher than that of their male counterparts. Departments should pledge dedication to recruiting and retaining more female officers, as research indicates that not only do females perform just as well as males in patrol positions, but they also have a unique set of advantages to offer agencies when employed in law enforcement. In order to improve the recruitment and retention of females into policing roles, departments must determine the biggest deterrents for women who are considering the pursuit

Recently, there has been much in the media about clashes between African Americans and the police. Two such cases, being the shootings of Michael Brown and Laquan McDonald - both incidents resulting in public outrage. These cases result in questions about racial profiling by police. Through research, it is clear that African Americans are the target of racial bias by many police departments in the United States; in order to remedy this situation, law enforcement agencies need to (and are beginning to) undergo scrutiny on their interactions with the public and, additionally must receive training on diversity.

A perception that police target members of specific ethnic or racial groups creates a deep divide between the police and the communities we serve. But as an officer who has spent a lot of time patrolling the city's streets, I just don't think the perception is accurate (Dutta

CHICAGO- Since our social media has been shedding more and more light on police brutality, the kind people of the Windy City shared their feelings and experiences about their unkind law enforcement. Those feelings and experiences shared were negative, and expressed with fear and dissatisfaction. These same feelings that have persisted throughout the years and especially today. These Chicagoans also express their agreement with Chicago’s Mayor, Rahm Amanuel, and his idea of recruiting more minorities for law enforcement.

A police officer is a law enforcement official whose job is to protect and serve the people, not to abuse their power. Due to the fact that the U.S is consisted of many different races and ethnic groups, the ongoing conflict between police officers and citizens of color is at a constant rise. Although policies today no longer directly target those of colors, the policies applied by law enforcements in African-Americans communities are discriminating. Officers sometimes abuse the policies resulting in citizens viewing it as discrimination. By changing the way laws and regulations that unfairly impact Black and Brown communities can improve the justice system (Policy 5).Racial impact has changed the view of the government resulting in more inclusion of people of color in the system. Policies that are not racially excluding anyone of color should be used within police departments to evaluate the impact of different policing.

Diversity recruitment is vital to any organization, especially that of a law enforcement agency. Many police departments across Missouri are struggling to maintain a workforce that is equally as diverse at the community it serves. According to The Police Chief magazine, one of the most effective recruitment techniques to achieve a diverse police force is to generate a positive perception of police within the community. (Pearsall & Kohlhepp, 2016)

The article Attracting females and racial/ethnic minorities to law enforcement is about local law enforcement agencies and their efforts to engage women and ethnic/minorities into participating in law enforcement agencies applicant processes and also concerns the hiring patterns of law enforcement agencies and the abilities of these agencies to fill sworn positions with females and minority officers. The arrival of the 20th century brought with it a change in the policing environment from the spoils system of earlier days to a more inclusive environment for female and minority presence within officer ranks. Some of the problems that law enforcement agencies of the more recent times will have with attracting females and minorities into law enforcement agency careers comes from outside of the agencies, but the most important determining problems can come from within those agencies themselves such as fear of the race and gender discrimination from the likes of employers and co-workers that makes females and minorities reluctant to join law enforcement agencies. The more highly televised incidents of the police brutality such as the Rodney King beating, Abner Louima torturing, and other abuse of force incidents make it very important

Recruiting minorities in the police field can be very difficult for many different reasons. For the African-Americans minorities they already have problems, and that was being slaves. African-American's were not seen to be able to hold power and to give authority rule, but have it told to them. These men in the early 1940's could be police officers, but could not arrest whites and only worked in the black neighborhoods. They gave the men jobs, because of the 14th amendment but stripped them of all police powers, other than arresting their own kind.

In order to create more diversity on the force with the applicant pool, there are a few different approaches or techniques that I would follow through with. The first would be to bring officers of color and female officers to job fairs and recruitment events. With the view of most Police Officers being negative in today's world, I think that bringing diverse officers to these events shows that this job is one that is made available to all who strive for it. Regardless of skin color or gender. When students or young people have the opportunity to see that they can in fact relate to people working in this field and that they are welcome there, it creates bridges and opportunities to create a better world of policing. This also opens up the opportunity for students or people who are considering this line of work, the chance to ask important questions. They can ask the officer of color or

There is clearly a need to reduce violence in the minority communities; however, getting to the root cause of these crimes can be challenging. Having a department that is reflective of the community they serve is important, but not the panacea. The community policing philosophy that engages the broad spectrum of community provides the basic foundation for police-community engagement; however, for a diverse community such as Queens, law enforcement must break down the bulwark with tailored solutions. First, the community must be separated by cultures and languages. Second, each group must have an advisory board consist of community members and leaders. Finally, law enforcement must engage each of these communities with the same message and effort in their outreach attempts. This is referred to as individualization of community policing. By empowering each community to have an equal voice without being over shadow by larger, more vocal communities, NYPD will be able to identify the root cause of issues that has pervaded the

A survey of police officers in South West USA showed pattern of resistance to the employment of LGBT officers with 69% of their respondents reporting that these individuals do not belong in law enforcement and 85% asserting that gay men would not be able to perform their job as well as others (Mallory, Hasenbush, & Sears, 2015)”. Another reason most agency lack diversity is that the “recruitment efforts of police departments are often too broad and fail to