The diverse hiring process involves recruiting employees without prejudice based on their age, race, gender, religion, or other personal characteristics unrelated to their ability to perform job duties. Many researchers in the criminal justice system note the lack of gender diversity. Batton and Wright argue that a solid patriarchal system in law enforcement makes women much less likely to be hired (293). Women’s professional abilities are often based on gender, even though these two aspects have nothing in common but are only cultural and social prejudices.
In addition, researchers note the need to change the hiring process to provide more employment opportunities for women, as women often have communication, critical thinking, and problem-solving skills (Donohue 490; Yu 260). It will help improve the efficiency of law enforcement agencies due to the diversity of approaches to solving crimes. For example, Wiseman gives six recommendations that she believes will attract more diverse candidates to work in the criminal justice system (3). Among these recommendations are, for the most part, the expansion of strategies to attract more candidates and increase their interest in law enforcement recruiting.
However, the biggest problem with the gender diversity of the criminal justice system lies in the limited employment opportunities for female candidates (Yu 260). Therefore, specific changes need to be made to improve the hiring process for women. As possible solutions to the problem, Wiseman suggests making the learning process and work environment in law enforcement more female- and family-friendly, as well as “improve career paths for women” (9). Such strategies could increase the number of women working in the criminal justice system by attracting more female candidates and reducing gender bias among law enforcement officers.
Works Cited
Batton, Candice, and Emily M. Wright. “Patriarchy and the Structure of Employment in Criminal Justice: Differences in the Experiences of Men and Women Working in the Legal Profession, Corrections, and Law Enforcement.”Feminist Criminology, vol. 14, no. 3, 2019, pp. 287-306.
Donohue, Richard H. “Shades of Blue: A Review of the Hiring, Recruitment, and Selection of Female and Minority Police Officers.”The Social Science Journal, vol. 58, no. 4, 2021, pp. 484-498.
Wiseman, Jane. “Recruiting for Diversity in Law Enforcement: Selected Recent Research Insights.” 2021.
Yu, Helen H. “Gender and Public Agency Hiring: An Exploratory Analysis of Recruitment Practices in Federal Law Enforcement.”Public Personnel Management, vol. 47, no. 3, 2018, pp. 247-264.