Diversity Issues in Policing

DiversityIssues in Policing

DiversityIssues in Policing

Diversityissues affect the success of policing, and there are different waysto resolve these conflicts. Criminal justice systems need informationfrom the public they serve, but few departments have established alegitimate working relationship to support community participation.Similarly, policing is suffering from persistent ethnic disparityissues caused by biased hiring and promotion practices that disregardmarginalized communities. Furthermore, low standards of policing areaffecting the way officers carry out their decision-making process.The Civil Rights Act of 1964 prohibits employment discriminationbased on race, sex, religion, and nation of origin. Therefore, thepolice department must address the issue of ethnic and genderdisparity as well as deal with psychological factors that implicatetheir service. The essay describes three ethnic and gender issues inpolicing and provides a way to resolve them.

Lackof diversity is a major issue affecting policing with negativeimplications since the Civil Rights Act of 1964 prohibits employmentdiscrimination based on gender (Prenzler &amp Sinclair, 2013).Diversity matters in creating trust between police officers and thecommunity. Proper law enforcement engages the community that requiresboth male and female police officers to interact with the public. Theprimary barrier to achieving diversity in the police departments iscaused by the usage of gender-restrictive policies during therecruitment, hiring, and selection processes. Law enforcement unitscan attract and hire more females if they identify position that fitthe gender. Moreover, recruitment should target to increase thenumber of women annual by classifying barriers that affect them.Identifying diversity-related challenges through evaluation wouldreveal obstacles that limit staffing of female police officers.

Underrepresentationof the American ethnic diversity in the law enforcement agenciesundermines the legitimacy in policing communities. Experiences ofracial prejudice in the conscription, hiring, and selection processesremains the cause of the present ethnic disparities (Comeau,2011).Higher number white police officers that in the selection paneldetermine the persons recruited to the force. Racism support therecruitment of more white police officers to black or othermarginalized personnel. Adoption of the best practice policiesdemands that the policing management should reform the recruitment,selection, and promotion procedures to encourage enrollment of theminorities. The police should start collaboration programs thatengage communities through dialogue to increase their legitimacy.However, the agencies must realize a homogeneous ethnic compositionthrough the inclusion of the marginalized groups.as a way oflegitimizing the involvement process. In fact, marginalizedcommunities are cautious about the police recruitment process sincethey believe whites run the department. The law enforcement agenciesmust customize advertisements, track submissions, and recruitpersonnel based on the need to increase the numbers of the black,Hispanic, and other underrepresented ethnic communities (Comeau,2011).Similarly, proper allocation of resources to support inclusionprograms will reduce the ethnic disparity.

Thepolicing agencies suffer from low skills in handling cases because ofapplying traditional measures in the training and promotion programs.Consequently, police officers have low qualification to enforce lawand order effectively. The undermined quality of services affectscommunities and increases crime. The best solution to the problem oflow performance remains in the capacity of the policing agencies toidentify factors that are critical for establishing their efficiency.Improving basic training in collecting information, evaluating sourcereliability, and computer-aided analysis promises to improve policinganalytic outcomes (Law Enforcement Analytic Standards, 2012).Establishment of standards and integration of policies that enhanceaudit of policing activities will guarantee the elimination of lowstandards of services.

Inconclusion, the police department suffers from substandard quality ofservice, gender discrimination, and racial discrimination issues thatundermine their performance. The agencies must open up by increasingthe recruitment of men and women to address gender and ethnic issues.Moreover, hiring qualified people and proper analysis the trainingand promotion programs will eliminate the low quality of servicesrendered to communities. Communities are likely to accept thelegitimacy of an all inclusive police department that hires women andmen and applies modern analytics to enforce law.

References

Departmentof Justice. (2012). Enforcement Analytic Standards. InternationalAssociation of Law Enforcement Intelligence Analysts, Inc.

Comeau,M. J. (2011). Representationand Recruitment: A Three-Part Analysis of the Police Hiring ProcessWithin New York State. Rochester,New York: Rochester Institute of Technology.

Prenzler,T., &amp Sinclair, G. (2013). The status of women police officers:an international review. InternationalJournal of Law, Crime and Justice,41(2), 115–131.