Human Relations in a Diverse Society

HUMAN RELATIONS IN A DIVERSE SOCIETY

Unit 2

Unit #2

Seminar Discussion Board

Gender issues in policing assignments Written Project

Project Unit 2

Write a 2 -3 page paper. This means 2-3 FULL pages of written material (excluding cover page) that responds to the following:

According to the United States Census, the population in the United States is growing more and more diverse with each decade. While an increase in diversity adds a wonderful richness to society, it also adds challenges to serving the needs of the community effectively.

With the help of your text material, discuss three challenges that police officers may confront when working with diverse populations.

Propose solutions to these challenges. Address how pervasive the influence of culture, race, and

ethnicity is in the workplace.

Project continued

• (PLEASE NOTE: This essay may require outside research)

• The paper should contain a cover page, in text citations, a list of references in APA format.

• All internal citation of outside sources plus the listing of all references should also adhere to APA format.

• All text pages (at least 2-3 full pages) should be double-spaced and in 12-point font.

• You may consult the Kaplan Online Library, the Internet (creditable cites only- NO WIKIPEDIA REFERENCES), the textbook and other course material, and any other outside resources in supporting your task, using proper citations in APA style.

• If citations and references are not included points will be deducted.

Question

Why is it important for police departments to employ a diverse group of people within its ranks?

Diversity- A changing population

Law Enforcement must reflect the diversity of communities they serve

All individual groups bring a different perspective to police-community relations

Failure of law enforcement to recognize and adjust to community diversity can foster confusion and resentment among citizens and lead to the breakdown of trust between a law enforcement agency and its community

Law Enforcement Diversity:A Microcosm of Society

Law Enforcement Diversity:A Microcosm of Society

Ethnic and Racial Issues within the Workforce

Racism: (Heritage Dictionary) Discrimination or prejudice based on race.

Racism within law enforcement Wiley G. Overton first black policeman hired by

New York Police Department in 1891

Discrimination Statistics in 2008

Race discrimination: 33,937 charges; resolved 28,321; $79.3 million

Religion-based discrimination: 3,273 charges; resolved 2,727; $7.5 million

National origin–based discrimination: 9,396 charges; resolved 8,498; $25.4 million

Question

What do you feel was the best suggestion for defusing racially and culturally motivated conflicts in the workplace?

Defusing Racially and Culturally Rooted Conflicts

Admit that racism exists. US Army model

Command commitment Training of advisers Complaints and monitoring

Sondra Thiederman’s Conflict Resolution Guidelines

1. Give the opportunity to voice concerns without interruption.

2. Attempt to obtain agreement on the problem

3. Keep employees on the subject of the central issue.

4. Establish whether the issue is indeed rooted in cultural differences

5. Summarize the cultural differences.

Sondra Thiederman’s Conflict Resolution Guidelines

6. State the negative outcomes that will result if the situation is not resolved (be specific).

7. State the positive outcomes that will result if the situation is resolved (be specific).

8. Negotiate terms by allowing those involved to come up with the solutions.

9. Provide positive reinforcement as soon as the situation improves.

Question

QUESTION: Do you see value in assigning officers of the same ethnic or cultural makeup to neighborhoods that match their makeup? Are there negatives to this approach?

Assignment Based on Diversity

Often to a tough, high-crime area More often exposed to violence

Not all ethnically diverse officers have the skills, desire, or experiences for diverse neighborhoods

Not the best use of resources Certain officers have the internalized hatred

Unfair to officers and neighborhoods Many could be stuck in an area preventing

promotion Based on best fit for the neighborhood,

competence and capabilities

Women in Law Enforcement

1845 – NY hired first police “matron” 1922 – IACP supported the use of

policewomen 1964 – Passage of EEO Act applied to

state and local governments the provisions of Title VII of the Civil Rights Act of 1964

1985 -- First woman chief of police in a major city (Portland, Oregon)

1994 -- First African American woman chief of police in Atlanta

Question

What types of negative issues do women in law enforcement have to deal with?

Women Workplace Issues

Overcoming the attitudes of society

Overcoming the attitudes of their male co-workers and supervisors

Bias, discrimination, and harassment issues

Workplace Issues

Sexual Harassment

Hostile work environment

Quid pro quo sexual harassment

Gender harassment

Workplace Issues

Role Barriers

The Brotherhood

Double Standard

Differential Treatment

Career vs Family

Barriers to Women’s Advancement

Mentor and Support Programs

Provide information, advice, support, and encouragement

Leading, developing, and guiding by example Informal networks

Gays and Lesbians in Law Enforcement

Policy versus practice Public relations versus recruitment The controversy Differences in treatment of gay versus

lesbian officers

The Chief Executive

Demonstrate commitment Plan Manage organizational change Develop police-community

partnerships Provide new leadership models

Recruitment of a Diverse Workforce

President’s Crime Commission Report (1967)

Kerner Commission Report (1968) Warren Christopher Commission Report

(1992) on the Los Angeles Police Department, following the first Rodney King trial

Profile of Federal, Local, and County Personnel

U.S. Department of Justice collects information on law enforcement agencies

Progress has been made for women and minorities

The numbers still do not represent the demographics of our communities

Recruitment Crisis

Shortage of applicants for police departments

Applicant pool will be dominated by minorities and women

Applicant histories

Question

QUESTION: What are some methods that can be utilized to recruit more women and minorities into law enforcement?

Recruitment Strategies

Commitment Planning Resources Selection and Training of

Recruiters Recruiting Incentives Community Involvement High School Police Academy Adopt-a-Cop Program

Recruitment Difficulties

1. Senior Management and the “diversity message”

Commitment Policy

2. Informal networking channels closed to outsiders

All-white, all-male?3. In-house recruiters errors

Variety in message Community assistance

Recruitment Difficulties

4. Differences in life experience Education GPA: single, single with children,

married with children

5. Negative judgments based on personality or communication style differences

Accents, communication differences, assertiveness, other personality factors

6. Introductions to similar employees Race, ethnicity, or gender groups Mentor or support groups

.

Recruitment Difficulties

7. Thorough candidate search Diverse candidates – 4 to 6 weeks longer

on average

8. Early identification recruitment program

Internships, scholarships, and placements Police-affiliated programs (e.g., PAL)

Selection Processes

1. Maintain Satisfaction Level for Employees

Positive and Inclusive Workplace Culture

Survey and Culture Assessments Important

Policies and Procedures Reviewed Supervisors’ Commitment, Support

and AssistanceField Training Programs Reviewed and

EvaluatedRole Models and Mentors

Selection Processes

2. Fair and Relevant Applicant Screening Processes

Basic qualificationsIntelligence and problem-solving capacityPsychological fitness Current and past illegal drug useCharacter as revealed by records,

background checks, credit history, and polygraph examination

Aptitude and ability to serve othersRacial, ethnic, gender, sexual orientation,

and cultural biases

Question

Many have commented that discrimination in hiring still exists today. How do we go about correcting it?

Legal Issues and Affirmative Action

Title 7 of the Civil Rights Act of 1964 Prohibits employment discrimination on

the basis of race, color, religion, sex or national origin

1972 EEO Act passage now applies to state and local governments

Affirmative Action

Retention and Promotion of a Diverse Workforce

Lack of promotion

“Bullet-proof glass ceiling” An invisible and often perceived barrier Prevents some ethnic or racial groups

and women from being promoted

How to Go Through the Glass Ceiling

Useful practices have included the following:

1. Have objective and measurable standards2. Have quantitative and qualitative

standards3. Have consistent performance standards4. Hold the agency and senior

managers accountable fortheir actions

Unit #3

Read Chapter 5 in Multicultural Law Enforcement Law Enforcement Contact with Asian/Pacific

Americans Attend the weekly Seminar Respond to the Discussion Board

Why do you think that many Asian/Pacific Americans tend to resolve problems within their own communities? What can police officers and agencies do to reach this population more?

Questions?

wforbes@kaplan.edu ForbesTeaching on AIM Virtual Office