Literature Review : Cultural Diversity Awareness And Training For Law Enforcement

First, the police departments are required to have the same racial makeup as the neighborhoods they protect and participate in ?forward panic? training. Social normative behavior to suppress violent tendencies can lead to forward panic and integration of well-established racial communities would likely lead to increased ambiguity and thus violence. Therefore, officers will also be required to

First, there is lack of information and knowledge on the right police training philosophy, learning approach and training program objectives (CALEA, 2010). This lack of knowledge has immense negative effects on police training, especially because it affects not only senior commanders of police departments but also management, police trainers and other staffs. The other ingredient to police training that lacks is community understanding and support for police training programs (Mitrani, 2014). It is found out that the communities that are served by officers do little to support or appreciate post-academy training programs, which have numerous benefits to communities (CALEA, 2010). For instance, post-academy and field training for newly posted officers helps in the utilization of individual and department creativity, stakeholder collaboration, and effective problem-solving skills and techniques that would improve communal safety and

Immigrants to the United States of America carry along their cultural identities. In a state that there are several minority groups, it is typical for a clash of culture to occur (Dempsey, 2013). Law enforcement officers have to always look out for ways of handling the new cultures within their jurisdiction. There is no one size that fits all when it comes to policing and culture. For proper policing, law enforcement officers need to understand how to deal with persons from different cultural backgrounds (Maguire & Wells, 2009).

Law enforcement officers are a part of our communities to protect and serve us from danger and to apprehend criminals that disobey the law. It is their job to apprehend criminals and respond to calls from the people. Most enforcement officers have to stay in their designated areas, or jurisdiction, and respond to any calls or monitor the area. They are there to catch any

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).

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.

This paper provides an overview of the problems facing the police in their efforts to improve relations with minority communities in the United States, as well as a survey of previous research and existing literature on cultural diversity

Help shape and develop training programs to educate officers about racial profiling and interactions with the community

Although the questionnaire and interview processes are useful in gaining a better understanding of the cultural competence of law enforcement agencies, they are not helpful in improving the cultural competency of those agencies. This is where instituting mandatory cultural competency training comes into play. For example, the Equal Employment Opportunity Commission proposed steps and recommendations to increase cultural competency and one of those steps was to “develop and deploy effective EEO and diversity/inclusion training for different state and local law enforcement audiences, including department leadership, human resources, and hiring officials, union leadership, and individual officers.” (Yang, 2015). While this recommendation pertains to hiring practices, it would also be very beneficial for law enforcement agencies to have trainings. Cultural competency training is important and would greatly improve relations between law enforcement and the community.

To promote understanding of the Chinese & South East Asian cultures and values within the Police Service.

Student studying criminal justice and those employed in the field of criminal justice need to be aware of differences between those from different cultures. By studying multiculturalism one learns that different cultures can have values, beliefs, customs, and norms that are different from one’s own which leads to acceptance and understanding (McNamara & Burns, 2009). For those employed in the criminal justice field, with the changing face America, it is necessary to understand the background of others in order to do their job. Immigrant populations are part of every major city today and even most small towns have at least a small population of immigrants. Officers have to understand that their culture is different and that they have to

Police officers need better training in dealing with minority and learn how to communicate with them. Some efforts have been made by police officers to improve these situations with plans such as community policing. A question we can ask is how do we bring force the law enforcement and the minority communities to build a better relationship between the community and the police? For instance, Officer Tommy Norman, and officer for the North Little Rock Police Department have been doing community policing since he’s been an officer.

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

Multicultural understanding is critical, as currently members of racial and ethnic minorities account for more than one in three Americans, and projections indicate that members of minorities will constitute a majority of the nation’s population by 2050. One of the most significant problems facing the police during the past three decades has been the tension, and often upright hostility, between the police and minority group citizens. Over the last few decades, minority representation has increased significantly in U.S. police departments. However, African America, Hispanic American, and other minorities are still seriously underrepresented in U.S. police departments.

From several past experiences, it is clear that police had estranged relations with the minority communities. Therefore, this is the major reason behind attention on minority communities’ program. It is also true that policing is mostly required by minority communities owing to several reasons such as discrimination, poverty, and harassment by other communities. In essence, crimes always tend to occur in places and regions of these communities.