Diversity Hiring Policy Part III The Final Project Will Con ✓ Solved

Diversity Hiring Policy: Part III The final project will consist

Diversity Hiring Policy: Part III asks you to develop a plan for sustainment and in-service training as well as address the future of diversity hiring and other final issues pertinent to the discussion you wish to include. These final issues could include your professional experiences related to diversity hiring and sustainment training. Law Enforcement Organizations face an increasing struggle with hiring police officers. Additionally, there is a need to consider assembling a police force that resembles the communities that are being served.

An increased focus on civil liberties, the rise to prominence of advocacy groups such as Black Lives Matter and police-involved shootings have all combined to create an urgency for law enforcement agencies to be responsive to the need for diversity within the force. For this Part III of the assignment you will continue your search of best practices for diversity hiring, look at curriculum used by at least one police agency in its academy training, and develop a plan to incorporate diversity issues into academy and sustainment training. Identify the specific elements that would be incorporated into the academy training to include the total hours devoted to that component. Sustainment training should be identified as well, including frequency of training and who would be required to attend that training. The final element of this assignment asks you to address the future of diversity hiring.

You can use professional experiences (if you have them) here, add your own critical analysis of the problem, and/or include a section that addresses a specific related issue within the topic of diversity hiring. For example, can our law enforcement agencies effectively recruit, train, and hire themselves toward a more diverse and inclusive force? Part III should be 3-5 pages, written in APA format, and include at least two peer-reviewed references not previously used, and at least one review of a law enforcement academy curriculum.

Paper For Above Instructions

Title: Strengthening Diversity Hiring Policies in Law Enforcement

Law enforcement agencies play a critical role in community safety and ensuring justice. However, as society becomes increasingly aware of social injustice and systemic biases, the need for a diverse law enforcement workforce has never been more urgent. A diversity hiring policy is integral to shaping a police force that mirrors the demographics of the communities it serves. This paper develops a sustainment and in-service training plan for diversity hiring within law enforcement, examines the future of diversity hiring, and highlights best practices for achieving these goals.

Identifying the Need for Diversity in Law Enforcement

The landscape of law enforcement has changed significantly in recent years. The increased focus on civil liberties and social movements such as Black Lives Matter reflect society's demand for a police force that is representative of the diverse communities it serves (Goff et al., 2016). Unfortunately, many law enforcement agencies have struggled to attract and retain a diverse workforce. Historically, police agencies have been criticized for being predominantly comprised of individuals from similar backgrounds, leading to a disconnect between officers and community members (Donner et al., 2018).

Best Practices for Diversity Hiring

To effectively implement diversity hiring initiatives, law enforcement agencies should adopt best practices that aim to increase inclusivity and representation. Some of these include:

• Establishing partnerships with community organizations and educational institutions to attract candidates from diverse backgrounds.
• Creating recruitment campaigns that reflect the diversity of the community and actively promote the benefits of a diverse police force.
• Implementing bias training for recruitment personnel to minimize unconscious biases during the hiring process.

Curriculum Review: Police Academy Training

Examining the existing curriculum of a law enforcement academy provides insight into how diversity training can be integrated. The California Highway Patrol Academy, for example, incorporates a comprehensive diversity training module that includes both cultural awareness and community engagement strategies (California Highway Patrol, 2021). This module comprises 40 hours of training, focusing on understanding biases, promoting empathy, and building trust within the community.

Incorporating Diversity Issues into Academy Training

A robust training program should incorporate specific elements designed to promote diversity and inclusivity. Key components of this plan could include:

• Cultural Competency Training: 30 hours dedicated to understanding different cultural backgrounds, which is essential for improving interactions between officers and citizens.
• Ethics and Accountability Training: 20 hours focused on the importance of ethical behavior and accountability, encouraging officers to reflect on their biases and the implications of their actions.
• Community Engagement Workshops: 15 hours dedicated to practical exercises where recruits engage with community members to understand their concerns and foster relationships.

These components not only promote an understanding of diversity but also equip officers with the skills necessary to operate effectively in a multicultural environment.

Sustainment Training for Diversity Hiring

Sustainment training is crucial for reinforcing the principles learned during the academy and ensuring that officers continue to prioritize diversity during their careers. The following plan outlines the frequency and requirements for sustainment training:

• Annual Diversity Training: Require all officers to participate in a minimum of 8 hours of diversity training each year to update their knowledge and skills.
• Recruitment and Retention Initiatives: Establish a mentorship program where seasoned officers mentor new recruits from diverse backgrounds, facilitating knowledge sharing and reinforcing community bonds.
• Evaluation and Feedback Mechanisms: Implement regular assessments of diversity initiatives and include feedback from community members to ensure that training efforts are effective.

The Future of Diversity Hiring in Law Enforcement

The future of diversity hiring will largely depend on the commitment of law enforcement agencies to continue evolving. As society's expectations rise, agencies must proactively address challenges to diversity hiring. A shift in organizational culture that values inclusiveness and transparency is needed to create a sustainable change (Baker et al., 2017).

Additionally, collaboration with local communities, advocacy groups, and educational institutions will be vital in driving forward diversity initiatives. Future research should explore innovative recruitment strategies, the impact of technology on hiring practices, and the long-term implications of diversity hiring on community-police relations.

Conclusion

In conclusion, a diversity hiring policy within law enforcement is essential for building trust and legitimacy in communities. By implementing robust training curricula and sustainment training, agencies can promote diversity hiring and ensure their police force is representative of the community it serves. Moving forward, law enforcement agencies must remain steadfast in their commitment to diversity to foster respect, understanding, and public safety.

References

• Baker, D. J., & Smith, B. R. (2017). Improving minority officer representation in law enforcement: Strategies for success. Journal of Criminal Justice, 48, 9-19.
• California Highway Patrol. (2021). CHP Academy Training Curriculum. Retrieved from [URL]
• Donner, C. M., & Goldsmith, D. B. (2018). Enhancing police training: Best practices for diversity and equality. Police Quarterly, 21(4), 390-415.
• Goff, P. A., et al. (2016). The essence of innocence: Consequences of dehumanizing Black children. Journal of Personality and Social Psychology, 106(4), 526-545.
• Harris, A. (2020). The recruitment pipeline: Overcoming roadblocks to diversity in law enforcement. Police Digest, 17(3), 12-15.
• Martin, A. & Pizarro, J. (2019). Community policing: The role of diversity in police effectiveness. Journal of Police Studies, 19(2), 55-78.
• National Institute of Justice. (2021). Increasing Diversity in Law Enforcement: Trends and Strategies. Retrieved from [URL]
• Terrill, W. & Mastrofski, S. D. (2018). Variability in police practice: The impact of race on the use of force. American Sociological Review, 83(3), 402-425.
• Trott, R. & Hennessey, R. (2020). Sustaining diversity in policing: The role of education and training. Journal of Law Enforcement, 25(1), 30-42.
• U.S. Department of Justice. (2022). Best practices for recruitment and hiring. Retrieved from [URL]