Human Relations in a Diverse Society Unit 2

What do you have to do in Unit 2? Read Chapter 2 and 3 in Multicultural Law Enforcement Attend the weekly Seminar Respond to the Discussion Board Complete and Submit the Unit 2 Project Visit Extra! Extra !

Understanding Diversity Within Law Enforcement Agencies Every day, officers are in contact with individuals from different genders, cultural backgrounds, socioeconomic classes, religions, sexual orientations, and physical and mental disabilities. How can law enforcement officials meet the challenges of policing multicultural communities if hidden biases and conflict regarding issues of diversity exist within their own agencies?

The U.S has never been a “melting pot,” and this applies to the law enforcement community, as well. Disrespect Tension Biases Racism Sexism; the sexual “double standard” Discrimination … are all evident in society and in law enforcement agencies

Law Enforcement Diversity Minority Representation, 2000 to 2003:  Among local police officers, minority representation increased from 22.6 percent to 23.6 percent  Among sheriff’s offices, 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 What do these statistics indicate?

Minority Female Representation in Law Enforcement (U.S Department of Justice, 2006)  African American females made up 2.7 percent of city police officers and 2.6 percent of sheriff’s deputies  Hispanic American females made up 1.3 percent of city police officers and 0.9 percent of sheriff’s deputies  Female 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 Why are female minorities so underrepresented in law enforcement?

Ethnic and Racial Issues Within the Workplace What is racism? The belief that a particular race is superior to others Discrimination or prejudice that is based upon race  Racism within law enforcement agencies has been documented for decades  Racism and racial tensions remains an element in law enforcement agencies. Why?  Because police are not immune to society’s social ills

Combating Ethnic and Racial Issues Within the Workplace each and every leveladmit that it exists The first step in addressing racism in law enforcement agencies is for personnel, on each and every level, to admit that it exists

Combating Ethnic and Racial Issues Within the Workplace Military approaches can be adapted to law enforcement agencies The basic framework for combating and defusing racism in the military:  Command commitment  Training of advisors  Complaints and monitoring Do you feel that the military approach is applicable to law enforcement? What else can law enforcement agencies do to reduce racial tensions?

Combating Ethnic and Racial Issues Within the Workplace Let’s take a look at nine tips to help organizational managers and leaders identify and resolve conflicts resulting from racial and cultural differences in the workplace: 1. Give each party the opportunity to voice his or her concerns without interruption 2. Attempt to obtain agreement on what the problem is by asking questions of each party to find out specifically what is upsetting each person 3. During this process, stay in control and keep employees on the subject of the central issue

Combating Ethnic and Racial Issues Within the Workplace 4. Establish whether the issue is indeed rooted in cultural differences by determining: a. If the parties are from different cultures or subcultures b. If the key issue represents an important value in each person’s culture c. How each person is expected to behave in his or her culture as it pertains to this issue d. If the issue is emotionally charged for one or both of the parties e. If similar conflicts arise repeatedly and in different contexts

Combating Ethnic and Racial Issues Within the Workplace 5. Summarize the cultural (racial, religious, or lifestyle) differences that you uncover 6. State the negative outcomes that will result if the situation is not resolved (be specific) 7. State the positive outcomes that will result if the situation is resolved (be specific) 8. Negotiate terms by allowing those involved to come up with the solutions 9. Provide positive reinforcement as soon as the situation improves

Assignments Based on Diversity? “Some people believe that an increase in Hispanic, African American, or Asian officers in a neighborhood of the same race or ethnicity would improve police-community relations” Shusta, et.al).  Should police officers of a particular race/ethnicity be assigned to communities that are characterized by a high percentage of people who occupy that same race/ethnicity?  Is this better for communities?  How might this impact police officers?

Factors that Impact Women in Law Enforcement Sexual Harassment:  Hostile environment  Quid pro quo sexual harassment  Gender harassment

Factors that Impact Women in Law Enforcement  Gender Discrimination  Role Barriers  The Brotherhood  Double Standard  Differential Treatment  Career Versus Family

Gays and Lesbians in Law Enforcement traditional male dominance  The traditional male dominance of the profession has made it difficult for male officers to accept that women or gay men can perform the same tasks that they do stereotypes fear  Biases exist due to stereotypes and fear  Like all other law enforcement agents, gay and lesbian officers want to accomplish their missions, work special assignments, and be promoted  Gay and lesbian officers are no different from other officers; they want to fight crime and support the disciplinary process

- I’ll see you next week!