In the past, discriminatory practices interfered with recruiting and hiring diverse subjects to fill employment opportunities in America. Therefore, in 1964, legislation passed the Civil Rights Act to prohibit employers from discriminating based on race, color, sex, national origin or religion. Under the law enacted, it does not matter if the discrimination is intentional or unintentionally, and the burden of proof falls upon the defending agency to prove its hiring and recruiting practices are related to job performance. For example, the Baltimore police department excluded 95% female and 32% Hispanic men because of a 5’ 7” height restriction (Gaines & Kappeler). While the Civil Rights Act protects citizens against discrimination, minorities are still not adequately represented in law enforcement. Apparently, it is because of personal preference and institutional barriers. According to Gaines and Kappeler (2015), institutional barriers is formal or informal barriers put in place to discourage minorities from applying, and personal preference refers to law enforcement being an undesirable career due to negative attitudes reflecting back on the subject in the minority community. For example, according to Gaines and Kappeler (2015), women have very little representation in small towns. This is true, I live in a rural community and there are no women in the sheriff’s department. I think this can be contributed to the recruiting and selection process. First, the sheriff’s
The Police Service are trying to recruit more female officers as well as more people from minority groups with an aim to have a more diverse workforce who can relate more to the public.
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).
When it comes to court cases, every case that is heard in court is heard for one reason or another.
As if situations were not bad enough, most law enforcement agencies place additional pressures on female who want to become police officers. Some of the pressures are: physical criteria that are based on masculine ability (this practice has seen some small changes); Job Bias (e.g., facing extra challenges that male officers do not have to deal with); “learn "the tough way" not to take biased and off-color comments personally” (“Women in Law”, 2008, para. 8); do not allow male officers to make patronizing remarks and not reporting it for fear of retaliation from male counterparts. Recruiting & Retaining Women: A Self-Assessment Guide for Law Enforcement (n.d., p. 45) thinks that along with everything else recruiting women can be just as hard, because women tend to be very unwilling to apply for jobs as officers with
For many in the South during the 50’s and 60’s Americans equaled whites. Whites were the superior race and should be kept separate from those deemed inferior. This separation was perpetuated by the enforcement of Jim Crow Laws. The reactions to this segregation differed from race to race and from region to region.
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)
Diversity in our country has been the center of attention for much of America’s young life. Some Americans seem to value the virtue more than others; however, the issue is one that the founding fathers stated that would help our country prosper. The constitution values the issue of diversity so much so that it has centered several supreme court decisions around the issue. Today the Grutter versus Bollinger and Gratz verses Bollinger will be the issue in which we look to judge whether the issue is one of definiteness. Before we can judge one way or another, we must first discuss both cases and their rulings.
This could be obtained by creating sections of police websites that are specifically designed to give women information on what it's like to be a woman on the force. It could answer questions regarding tips that would be prominent in helping women successfully assimilate into the work place. It could answer questions regarding the application progress, tips for passing the physical agility test and other important topics that are relevant to the female experience. To market towards officers of color, I would strive to create recruiting videos and posters showing the community aspect of policing. This would show officers participating in community events, playing sports with children and problem solving within the community. As some officers of diverse backgrounds have reported, the opportunity to become an officer can be the ticket to getting them out of poverty. The community ties and benefits to a line of police work can be very attractive to them for these
Jim Crow was a series of laws and practices that segregated African Americans and privileged the White. This had increased White supremacy by separating Whites and African Americans with unfair/unequal treatment. This included African American's lifestyle,etiquette and social areas were made to separate Whites as much as possible from African Americans, thus granting Whites with more lavished lives than those of the African Americans
The Civil Rights act of 1964 along with Title VII gives employees the option to sue business owners based on color, race, sexual orientation, and religion. This act, rules on the fact, that individuals can take action if a discrimination or harassment issues happens at the employer’s workplace. It expands Civil Rights statues to provide more protection against people who are victimized due to discrimination. It sets the guidelines for job related issues due to disparate impact or treatment issues. However, this act does not assure that everyone who faces discrimination will be employed because frankly he is a minority. If it is felt that there is a possibility of
2. Affirmative action was intended to provide equal opportunities for members of minority groups and women in education and employment. I disagree with this because I feel as if the only reason affirmative action needed to be started was due to the way Whites treated people of color back in the day. Affirmative action does not force a company to hire someone who happens to be a minority if they don’t meet the job requirements. Affirmative action policies are policies an organization actively takes place in the intent to improve opportunities for historically excluded groups in American society. This action was brought to us in the 1960's Civil Rights Movement, a time where blacks or anyone of color were looked at as basically trash. The act
Obstacle which spawn from the beliefs that women are not capable of performing the job duties. Bias may be held by some employer which creates issues in the hiring, selecting, and recruiting of female candidates. In the past women were subjected to separate entrance requirements and lower pay. Females working in law enforcement were once given duties limited to positions such as juvenile delinquency, child abuse, domestic violence counseling, and custodial functions. Career advancement for women working in law enforcement is difficult to acquire compared to their male counterparts.
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
According to “Civil Rights Act of 1964", under Title 7, there is the nation’s prime civil rights legislation, which is Civil Right Act of 1964, and the act prohibits employers from any kinds of discrimination toward applicants on the basis of race, sex, religion, color, and national origin. The act basically protects all the citizens from workplace discrimination and prove that the citizens should have same equal rights regardless their race, sex, or religion. Especially, the act is important because it is a fundamental policy that keep citizens safe in 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