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Three Reasons for Diversifying Police Force
Recruiting minorities in gender, ethnicity, and race into the police force is one of the methods of improving community relations. Firstly, these different racial, ethnic, and gender groups treat criminal offenses distinctly and handle suspects in diverse ways. Secondly, Hispanics and Black police officers report lower arrests, stops, and fewer incidents of using force than white ones. Thirdly, female officers of all races have a lower number of stops, arrests, and force use rates than males of all races.
Police data analyzed based on race, gender, and ethnicity supports these three reasons. Although researchers feel that the outcomes of diversifying the police force are neither monolithic nor simple, they have reported lower stops, arrests, and less force use among female, Black, and Hispanic officers (Ba et al. 701). When compared to white officers, Hispanic officers reported 0.04 fewer cases of using force for every 100 shifts, 0.44 fewer arrests, and 2.84 fewer stops (Ba et al. 700). Diversity in the police force is likely to reduce incarceration rates and abusive policing, which is noted among the Black communities. Ba et al. established that Black officers had 32%, 29%, and 21% lower cases of using force, stops, and arrests than White ones countrywide (699). The trends for female officers also follow the same pattern, indicating that the approaches used in policing are different from those used by white male officers.
How to Increase Minorities Recruitment
Some practical approaches to recruiting minorities in an agency include using targeted messages to appeal to people of color and female candidates, making the entire process efficient, and supporting the recruits at every stage. Wiseman suggests a shorter process, simplified language, technology use, and constant communication with recruits (5). Since the application process is long and tedious, most applicants from minority groups may opt out prematurely. I would utilize strategies that communicate directly and clearly with minorities. Wiseman noted that most people of color have negative perceptions about the police force and are discouraged by family disapproval (7). Therefore, I would focus on the education of candidates and families, strengthening diversity at the agency, and offering mentorship to candidates throughout the process.
Educating minorities about the importance of law enforcement recruitment should begin while at school. However, as an agency, the most we could do is hold candidate preparation and awareness days where these groups are invited. The candidates will learn about the importance of being in enforcement and understand the application process. The primary change should begin by eradicating racism at the agency through diversity training of the staff. If minorities perceive fair treatment they will be more interested in joining the agency. Finally, mentorship to minorities who have joined the candidates group would offer them strong support to overcome family disapproval of their choice and ensure that they successfully complete the process.
Why Minorities are not in Law Enforcement
There are two main reasons why minorities are scarcely represented in enforcement: fear of racial discrimination at the job and family disapproval. Due to entrenched racism in law enforcement, officers of color have expressed concern about unfair treatment from their white colleagues (Wiseman 6). The same history has adversely influenced the views of parents about the police force. As a result, most minority families discourage their children from joining law enforcement agencies to protect them from racism. Therefore, the primary reason can be traced down to existing institutionalized racism in law enforcement.
Works Cited
Ba, Bocar A., et al. The Role of Officer Race and Gender in Police-Civilian Interactions in Chicago. Science, vol. 371, no. 6530, 2021, pp. 696-702.
Wiseman, Jane. Recruiting for Diversity in Law Enforcement: Selected Recent Research Insights. 2021. Web.
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