Write a 2 -3 page paper. This means 2-3 FULL pages of written material (excluding cover page) that responds to the following: <> Define the pervasive influence of culture, race, and ethnicity in the workplace. According to the United States Census, the population in the United States is growing more and more diverse with each decade. While an increase in diversity adds a wonderful richness to society, it also adds challenges to serving the needs of the community effectively. With the help of your text material: discuss three (3) challenges that police officers may confront when working with diverse populations. Propose solutions to these challenges Address how pervasive the influence of culture, race, and ethnicity is in the workplace.

(PLEASE NOTE: This essay may require outside research) The paper should contain a cover page, in text citations, a list of references in APA format. All internal citation of outside sources plus the listing of all references should also adhere to APA format. All text pages (at least 2-3 full pages) should be double- spaced and in 12-point font. You may consult the Kaplan Online Library, the Internet (creditable cites only- NO WIKIPEDIA REFERENCES), the textbook and other course material, and any other outside resources in supporting your task, using proper citations in APA style. If citations and references are not included points will be deducted.

 Law Enforcement must reflect the diversity of communities they serve  All individual groups bring a different perspective to police-community relations  Failure of law enforcement to recognize and adjust to community diversity can foster confusion and resentment among citizens and lead to the breakdown of trust between a law enforcement agency and its community

 As microcosms of their communities, law enforcement agencies increasingly include among their personnel more women, members of ethnic and racial minorities, and gay males and lesbians Group Whites, non-Hispanic76%73%68% Women46%48%50% Hispanic 9%11%14% African American11%11%11% Asian American 4% 5% 6%

 Among local police officers, all minority representation increased from 22.6 percent to 23.6 percent  Among sheriff’s offices, all minority representation increased from 17.1 percent to 18.8 percent  Women city police officers and deputies increased from 10.6 percent to 11.3 percent

 African Americans made up 2.7 percent of city police officers and 2.6 percent of sheriff’s deputies  Hispanic Americans made up 1.3 percent of city police officers and 0.9 percent of sheriff’s deputies  Asian, Native Hawaiian, American Indian, and Alaska Natives made up 0.3 percent of city police officers and 0.2 percent of sheriff’s deputies

 Circle and count the number of initiatives that your police service has undertaken. See how you rate.  _____ 1. Are members of ethnic/cultural communities participating in your community and crime prevention  programs?  _____ 2. Do your programs provide for community input into the development and implementation of local  policing programs?  _____ 3. Does your organization have a race relations policy that is integrated into your overall mission?  _____ 4. Do your patrol officers use foot patrols in areas of high concentrations of ethnic minorities?  _____ 5. Do you use translators or interpreters from within your police department or from local immigrant  service agencies or ethnic community organizations in your contacts with linguistic minorities?  _____ 6. Are your ads and brochures multilingual, and do they depict a multicultural community?  _____ 7. Do you have a recruitment campaign that actively targets ethnic and visible minorities?  _____ 8. Have your hiring and promotional practices been evaluated to see if they recognize and value  knowledge and skills related to community policing, especially with ethnic/cultural communities?  _____ 9. Have your in-service training programs dealt with the issue of diversity?  _____ 10. Have your officers participated in multicultural or race relations training programs for trainers?  Scoring  0–3 Don’t panic. The fact that you did the checklist shows that you are interested. Start small, but start  today!  4–6 Good start. You are part of a community-based policing movement. You are beginning to tackle  some of the issues that face police services in a multicultural environment.  7–9 Well done. It is obvious that you understand and value the benefits of ethnoculturally sensitive and  community-based policing. You’re on the right track; keep up the good work!  10 Congratulations. Your challenge is to maintain the momentum and evaluate the effectiveness of  your initiatives.

 Racism: (2 definitions according to the Heritage Dictionary) › The belief that race accounts for differences in human character or ability and that a particular race is superior to others. › Discrimination or prejudice based on race. Racism within law enforcement has been documented for decades: Wiley G. Overton first black policeman hired by New York Police Department in 1891 New York is not alone, Racism can occur in police departments regardless of size or region.

 Be able to admit that within your own department that racism exists.  Try to combat racism by using the US Army model developed during the time of extreme racial tension in the 70’s. › Command commitment › Training of advisers › Complaints and monitoring

 Often to a tough, high-crime area › More often exposed to violence  Not all ethnically diverse officers have the skills, desire, or experiences for diverse neighborhoods › African American recruit wanted to work in the black areas of DC  Not the best use of resources › Certain officers have the internalized hatred › Many could be stuck in an area preventing promotion › Based on best fit for the neighborhood, competence and capabilities

 1845—NY hired first police “matron”  1922—IACP supported the use of policewomen  1972—Passage of EEO Act applied to state and local governments the provisions of Title VII of the Civil Rights Act of 1964

 Sexual Harassment › Hostile environment › Quid pro quo sexual harassment › Gender harassment

 Gender Discrimination  Role Barriers  The Brotherhood  Double Standard  Differential Treatment  Career vs Family

 Policy versus practice  Public relations versus recruitment  The controversy  Differences in treatment of gay versus lesbian officers

 Demonstrate commitment  Develop strategic, implementation, and transition management plans  Manage organizational change  Develop police-community partnerships  Provide new leadership models –Transform workplaces from the status quo to appropriate environments –Renew organizations and become role models by transmitting intellectual excitement and vision about their work –Help personnel to manage change by restructuring their mindset and values