Diversity hiring goes beyond simply recruiting minority candidates but requires a competent approach that finds and develops competent and fit for the job candidates. Particularly in law enforcement, where there are immense pressures and simultaneous responsibilities, candidates must be vetted appropriately. At the same time, there is a need for a diverse police force that can represent the communities it serves. Prior to hiring candidates, they need to be attracted and recruited. One of the best means to attract diverse candidates is to present a ‘brand’ for the force that is diverse. That includes more minorities in women in promotional material, having more diversity among recruiters, and meaningfully, seeking to diversify leadership positions (Gibbs, 2018). If potential candidates see this representation and an environment that seeks to embrace diversity, they are likely to seek employment.
Furthermore, efforts should be made to reduce unconscious bias that is inevitably present in everyone. However, structures that promote impartiality can aim to reduce it. For example, the hiring process should be standardized, regardless of the candidate (with only difference potentially for indicators between men and women in some physical aspects). There should be implemented metrics and evaluation scales that determine the fit of the candidate for the police force (Gibbs, 2018). These best practices will influence policy by providing information on how to shape recruitment and hiring activities in a way that promotes diversity but retains impartiality and professionalism to ensure maximum competency in the process.
Interview Analysis
The interview was conducted with a police captain at my local precinct via Zoom. The officer indicated that the precinct did not have a specifically targeted policy for diverse hiring, but he emphasized that the leadership has greatly encouraged human resources to seek out greater diverse candidates from local communities that the precinct serves. There are several large communities of African Americans as well as communities with a large presence of diverse immigrants, including Muslims, the Indian subcontinent, and Hispanics. Therefore, the department seeks to find strong candidates that can represent these communities, but the official policy remains that of full impartiality and hiring based on qualifications and competencies.
The captain indicated that he believes diversity policies should not impact the impartial hiring process but suggested that such policies may be needed when it comes to the culture at the precinct and the training of officers. He mentioned that the high-profile cases of bad policing stem from individuals choosing to disregard biases and poor training. In these aspects, he says, a diversity policy should be implemented to ensure that the force remains vigilant and professional when working with minority communities. Going forward with my policy, I think the insights from the interview will likely shift my priority to focusing more significantly on training in the context of diversity while seeking to maintain a more impartial approach to recruitment.
Recruitment Plan
Recruitment Policy
The aim of recruitment is to find, hire, and develop in a fair and impartial manner, candidates that represent the diverse range of populations that the law enforcement precinct serves daily and who embody the values and principles important to modern police officers as servants of the law and the local communities.
Recruitment Strategies
Use of diverse representation in promotional material and recruitment staff.
- Shift departmental policies and culture to be inclusive and seek to embrace diversity both within and outside in local communities served through interaction and collaboration.
- Focusing on using appropriate, culturally appropriate, and inclusive communication that relays the importance of the law enforcement mission and values and the goals of community policing.
- Establishing a fair and impartial hiring process that does not discriminate and seeks to find competent candidates regardless of their personal background or characteristics (that do not directly impact their ability to serve).
- Establishing a diversity quota of a certain percentage of racial/ethnic minorities and women, but flexible, meaning that only candidates that fit all requirements should be hired, potentially underfilling these quotas. No candidate that does not meet the requirements should be hired solely based on race or gender.
Recruitment Activities
Recruitment activities in local communities and institutions (such as colleges and trade schools).
- Social media promotions and ease of applying online for further contact.
- Recruitment in locations with high diversity potential
- Advertising and brand image promotion demonstrate equality and community-focused policing of the local law enforcement.
Hiring Process
Two-person interview with HR and then an interview with the department leader where the candidate will be working.
- Physical and mental fitness test and evaluation.
- Undergoing full academy training prior to employment.
Academy Training
High-intensity training on cultural diversity and racial awareness
- Innovative methods of learning about diversity, including situational simulations and problem-based learning and finding solutions when dealing with a range of situations or populations within communities.
- Key skills such as communication, de-escalation, problem-solving, and socialization (Sloan & Paoline, 2021).
- Strategies of community policing and practical implementations (bringing recruits out to communities) to develop these connections and strengths from the early stages of service.
Conclusion
It is evident that diversity is key to a modern and functional police force. In order to achieve this, recruitment policies have to be developed that implement the latest diversity hiring practices and strategies. Law enforcement is unique in that it requires highly competent candidates, so while recruitment can consider diversity, the hiring comes down to the candidate demonstrating certain skills. However, there are also methods that diversity can be implemented both in training and in the culture and behaviors of police officers to generate a more inclusive environment.
References
Gibbs, J.C. (2018). Diversifying the police applicant pool: motivations of women and minority candidates seeking police employment.Criminal Justice Studies, 32(3), 207-221. Web.
Sloan, J. J., & Paoline, E. A. (2021). “They need more training!” A national level analysis of police academy basic training priorities.Police Quarterly, 24(4), 486-518. Web.