Human Training Case Study

Jane has arrived for her assessment. Which paperwork will you complete with her and why? Based on her goals, which fitness tests will you perform? Will nutrition advice be included in your assessment process? Why or why not?

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).

Bent, J.R., (2011). The telltale sign of discrimination: probabilities, information asymmetries, and the systematic disparate treatment theory, University of Michigan Journal of Law Reform, 2011, Volume 44, Issue 4, p. 797

My reason for saying that is there is really no indication as to how qualified the applicant was for the actual job. A question that immediately came in to my mind was if the applicant was a good fit for the job? If she did not need the modifications in the office would she be hired? Were there more qualified applicants? I know this scenario was put in place to display and make us students analyze the Americans with Disabilities Act of 1990 but personally just because you have a disability does not mean you should be granted a job and vice versa. Honestly this is a very broad scenario that focuses on the handicap and not the actual talents of the person.

This case shows how men and women of all races can be affected by the two headed monster called affirmative action. Affirmative action was established so that members of society such women, minorities or those with handicaps would be guaranteed an honest opportunity to achieve goals, professions or pursue higher education without discrimination. However, when a person’s sex, nationality, social settings and race compete against one another even those the act is intended to protect become

One would think that in today’s day time that women should be treated the say way as her male counterpart when it comes to applying for a position as an officer or any other position within law enforcement organization, but they are not. Even though it has been over 100 years, women in the work place and equality can be a very long battle and can be depressing or degrading when a woman is doing the same job but is being paid and respected a lot less. Thereby, we will examine the hiring practices and their evolution over the last 100 years, and the issue of

An exemplar shift was made after Peggy McIntosh’s 1987 lecture, White Privilege: Unpacking the Invisible Knapsack, when many forms of public discrimination were deemed illegal (McIntosh, 1988). A broader psychological understanding of discrimination and privilege soon became the norm when explaining such things as the continued lag in performance metrics by numerous minority

She discusses several reasons as to why this type of law disproportionally affects African-American women. She claims that these laws were brought about as a direct response to the crack cocaine epidemic, which was predominantly associated with the African-American community. She also notes other reasons such as how because minority women tend to live in the lower economic class they depend on more government assistance which therefore makes their drug abuse much more noticeable than a white woman’s drug abuse (Roberts pgs386-388). This paper will have a similar objective as Dorothy E. Robert’s piece. It will look specifically at Tennessee’s newly passed Amendment One and its possible effects on minority women. To truly see the effects, individuals must first understand what the amendment says, why it was brought up to vote, and what the effects on minority women may be as an outcome of its passing. The point of this paper is not to determine whether or not this amendment should have passed, but rather decide if the race neutral wording of the law truly produces race neutral effects when it comes to the individuals it effects.

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

There are certain instances where individuals need to have certain characteristics in order to perform a job duty successfully. A great example of these qualifications would be a movie company looking for someone of a specific race to play a specific part in a movie. Some jobs also require a certain amount of stamina and physical strength, such as lifting heavy boxes all day. It would be silly for a company to hire a 65 year old frail person for this job since they obviously would not be able to complete their daily duties in a timely or efficient manner. “To protect an employer from liability for discrimination, BFOQs must be a matter of business necessity and not mere pretext” (Lily,

There has been many controversies and attention towards the recruiting and hiring crisis in American law enforcement. Among the various problems that law enforcement agencies in America face, however, do not solely pertain to issues such as budgeting or manpower; but rather, it is the problem of recruiting qualified Asian-American applicants (Gaines & Kappeler, 2014). Policing in the United States has changed since the early days of American law enforcement. Although there have been opportunities for Asian-Americans to pursue a career in law enforcement over the last forty years, an existence of discrimination in the workplace regarding allocation of assignments, promotions, and recruitment still occurs (Matthies et al., 2012). That being said, law enforcement agencies in the United States must be culturally and racially diverse, to reflect the population of Asian-Americans in which they promised to protect and serve. It is important to have more Asian-American officers on a police force to improve relationships between law enforcement and Asian-American residents (Alcindor & Penzenstandler, 2015). Having more Asian-American officers on the police force could also help with cultural differences when responding to a call for service involving Asian immigrants (United States Commission on Civil Rights, 2010). Asian-American officers can help solve crimes that might astound colleagues unfamiliar with various Asian dialects (Cao, 2011).

The case of Dothard v. Rawlinson presented two separate factors, the first was that of discrimination against gender based upon height and weight, the second was discrimination against women impartially (Cornell University Law School, n.d.). The court upheld that limiting hiring based on height and weight could not be a substantial judgment of strength. This ruling paved a new road for several individuals to enter into a career in law enforcement that had previously been restricted from doing so. The statistics presented in the Dothard v. Rawlinson case displayed that over 40% of females were automatically eliminated from the application pool due to the height and weight restrictions, consequently, less that 1% of male applicants were affected

When addressing legal issues of diversity in the modern day era, one main topic is brought to discussion, affirmative action. It was put into place by the federal government in the 1960’s and was initially developed to close the gap in relation to the privileged majority and the unprivileged minority in America (Aguirre Jr. & Martinez, 2003). While it has been controversial since its origin, it remains controversial as critics argue it tries to equalize the impact of so many

The Hispanic National Law Enforcement Association Inc. (HNLEA) serves by working closely with our youth and other community groups to develop strong support between our police officers and the community (Hispanic National Law Enforcement Association Inc., 2017). Another way to recruit in the Hispanic community is by hosting Open Houses/Job Fairs in minority neighborhoods. Also, adverting in minority-specific media outlets, utilizing religious and community groups, and employing the services of bilingual recruiters can help departments become more diverse (McNamara & Burns, 2009, p. 236). Offering incentives in pay if a recruit or officer speaks multiple languages or happens to be bilingual. Working with elementary schools to gain trust

In relation to the situation, the following data is also pertinent: “Employment discrimination is prohibited against "qualified individuals with disabilities." This includes applicants for employment and employees. An individual is considered to have a "disability" if he or she has a physical or mental impairment that substantially limits one or more major life activities, has a record of such an impairment, or is regarded as having such an impairment. Persons discriminated against because they have a known association or relationship with an individual with a disability also are protected.