Identifying Barriers Of Diversity For Law Enforcement Agencies

1614 WordsNov 6, 20167 Pages
Henry Dimitroff November 3, 2016 Course Project – Introduction: In the article “Identifying Barriers to Diversity in Law Enforcement Agencies” by Carl F. Matthies, Kirsten M. Keller, and Nelson Lim the issue of diversity in the law enforcement workforce is brought to task. They show through the use of research that law enforcement agencies can do their jobs better if they resemble the population they are supposed to be protecting. Police community relations are negatively affected by the disparity of racial composition between agencies and communities combined with heavy-handed tactics. The intentions of this article is to offer a thorough analysis of a method intended to reduce this disparity. This method is known as “barrier analysis” which means it analysis issues or problems such as this (diversity in law enforcement) for specific obstacles. The intent is to use this knowledge to directly address these obstacles so as to increase diversity in the ranks of law enforcement. The article details what it calls “barriers” in the career lifecycle that result in the impediment of either hiring or the promotion of a diverse workforce. These barriers can occur at recruitment, hiring, and promotion stages in the career lifecycle. (Matthies 1) Recruitment barriers include the low numbers of diverse applicants due to the lack of outreach programs designed to bring awareness of the employment availability to minorities and women. Hiring barriers include failure to meet standards
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