1. BCCO PCT #4 PowerPoint AND UNIT NINE Supervisors Leadership (24hrs) TCOLE Course # 3737

2. UNIT NINE 9.0 Civil Rights, Racial Sensitivity & Cultural Diversity

3. Learning Objectives Learning Objective 9.0 Learning Objective 9.0 : The participant will gain a working knowledge of Civil Rights, Racial Sensitivity, And Cultural Diversity Learning Objective 9.1 Learning Objective 9.1 : The participant will be able to describe the need for sensitivity to cultural diversity issues. Need for Diversity. Learning Objective 9.2 Learning Objective 9.2 : The participant will be able to discuss the requirements of Occupations Code 1701.352(b)(2)(A).

4. Learning Objective 9.3 Learning Objective 9.3 : The participant will be to discuss one’s own attitudes and values concerning cultural diversity. Learning Objective 9.4 Learning Objective 9.4 : The participant will be able to discuss strategies for addressing cultural insensitivity by individuals. Learning Objectives Continued

5. 9.1 Need for Cultural Diversity Sensitivity to Cultural Diversity Issues A. Describe the need for sensitivity cultural diversity issues. NeedDiversity A. Describe the need for sensitivity to cultural diversity issues. Need for Diversity.

6. B. Allpeace officers have the responsibility role models for their communities and their agency. B. All peace officers have the responsibility to be role models for their communities and their agency. 9.1 Need for Cultural Diversity Sensitivity to Cultural Diversity Issues – Cont’d

7. C. Supervisors have an even higher responsibility exemplary role model C. Supervisors have an even higher responsibility for providing leadership and setting an exemplary role model than individual officers. 9.1 Need for Cultural Diversity Sensitivity to Cultural Diversity Issues – Cont’d SUPERVISOR

8. D. specific legal consequences for agencies and supervisors for failure to understand and appreciate the need for the proper handling of diversity issues D..As discussed in Unit Six, there are specific legal consequences for agencies and supervisors for failure to understand and appreciate the need for the proper handling of diversity issues. 9.1 Need for Cultural Diversity Sensitivity to Cultural Diversity Issues – Cont’d

9. 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). A. 1701.352(b) provide each peace officer with a training program months A. 1701.352(b) The commission shall require a state, county, special district, or municipal agency that appoints or employs peace officers to provide each peace officer with a training program at least once every 48 months that is approved by the commission and consists of:

10. A. 1701.352(b) and consists of A. 1701.352(b) and consists of: 2 not more than 20 hours of education and training that contain curricula incorporating the learning objectives developed by the commission regarding: ( 2 ) not more than 20 hours of education and training that contain curricula incorporating the learning objectives developed by the commission regarding: 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). – Cont’d

11. A.21701.352(b) and consists of A. ( 2 ) 1701.352(b) and consists of: a.civil rights, racial sensitivity, and cultural diversity ( a. ) civil rights, racial sensitivity, and cultural diversity 9.2 Requirements of Texas Occupations Code 1701.352(b)(2)(A). – Cont’d

12. 9.3 Attitudes & Values concerning cultural diversity. A. Every individual is entitled to equal rights and dignities. They are entitled to them by virtue of being human and by the United States Constitution and Texas Constitution They are entitled to them by virtue of being human and by the United States Constitution and Texas Constitution.

13. B. The right to be free implies the right to be different B. The right to be free implies the right to be different. C. We should try to always understand people different from us C. We should try to always understand people different from us. 9.3 Attitudes & Values concerning cultural diversity – Cont’d

14. D. All people share certain common needs: 1. social 1. social needs 2. health 3. employment 9.3 Attitudes & Values concerning cultural diversity – Cont’d

15. D. All people share certain common needs: - Cont’d 4. shelter 5. food, 5. food, and 6. positive 6. positive self-image 9.3 Attitudes & Values concerning cultural diversity – Cont’d

16. E. E. Individuals should be evaluated on their merit. 1. Because it is easier 1. Because it is easier, 9.3 Attitudes & Values concerning cultural diversity – Cont’d

17. E. E. Individuals should be evaluated on their merit. 2. we tend to categorize people and make judgments about them rather than evaluate them on their individual character 2. we tend to categorize people and make judgments about them rather than evaluate them on their individual character. 9.3 Attitudes & Values concerning cultural diversity – Cont’d

18. E. E. Individuals should be evaluated on their merit. 3. stereotyping 3. This leads to stereotyping. 9.3 Attitudes & Values concerning cultural diversity – Cont’d

19. 9.4Strategies for addressing cultural insensitivity by individuals A. A.Consequences of insensitivity to the culture or ethnicity of : 1. a citizen 2. a female victim

20. A. A.Consequences of insensitivity to the culture or ethnicity of : 3. a juvenile 4. a peer 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

21. A. A.Consequences of insensitivity to the culture or ethnicity of : 6. a subordinate 7. a superior 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

22. A. A.Consequences of insensitivity to the culture or ethnicity of : 8. a city county council member, county commissioner, or State Senator 8. a city county council member, county commissioner, or State Senator. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

23. A. A.Consequences of insensitivity to the culture or ethnicity of : 9. What is the credibility incourt of a officer who has a history of cultural or ethnic 9. What is the credibility in court of a officer who has a history of cultural or ethnic bias ? bias ? 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

24. Leader Discussion O.J. Simpson trial where the previous behavior and words of one officer can and does have serious consequences for the case O.J. Simpson trial and where the previous behavior and words of one officer can and does have serious consequences for the case, the agency agency/department, community the community, and officer the officer.

26. B. Handling Problems 1. unprofessional comments jokes person’s cultural or ethnic background 1. What are the best ways to handle unprofessional comments and jokes concerning any person’s cultural or ethnic background? 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

27. B. Handling Problems 2.Communications triggerwords hot buttonsTrigger ignite a response in another person 2.Communications can involve trigger words which are sometimes called “ hot buttons ”. Trigger words ignite a response in another person 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

28. Leader Discussion counsel What are the most effective ways to counsel a subordinate concerning the inappropriate use of “trigger words” when referring to a person?

29. What are the most effective ways to respond to a peer concerning the inappropriate use of “trigger words” when referring to a person Leader Discussion

30. What are the most effective ways to respond to a superior concerning the inappropriate use of “trigger words” when referring to a person Leader Discussion

31. What are the most effective ways to respond to a citizen concerning the inappropriate use of “trigger words” when referring to a person? Leader Discussion

32. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 1. Ignoring 2. Condoning 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

33. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 3. Punishing 4. Expressing disapproval 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

34. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 5. Expressing anger and outrage 6. Physical violence 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

35. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 7. Arrest 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

36. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 8. Asking why the person feels that it is necessary to use such language ? 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

37. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 9. Discussion of consequences 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

38. B. Handling the problem (Continued) Options and consequences of each B. Handling the problem (Continued) Options and consequences of each : 10. Referring the situation to the person’s superior 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

39. C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through a. example, 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

40. C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through b. counseling, 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

41. C. Providing Leadership 1. Supervisors should attempt to raise the level of competence of their subordinates through c. training c. training. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

42. C. Providing Leadership 2. Since all officers are required to receive training dealing with Civil Rights, Racial Sensitivity, and Cultural Diversity, it is important that 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

43. C. Providing Leadership 2. Cont’d: the supervisor and the agency - organizational culture reinforce those training objectives 2. Cont’d: the supervisor and the agency - organizational culture reinforce those training objectives. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

44. C. Providing Leadership 3. The most successful peace officers are competent in understanding and communicating with persons of many cultures. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

45. C. Providing Leadership 4. Peace officers who are multi-cultural are the most effective. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

46. D. Characteristics of the Multi- Cultural Person 1. An appropriate sense of cultural pride. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

47. D. Characteristics of the Multi- Cultural Person 2. A tolerance and even a fascination for difference. 2. A tolerance and even a fascination for difference. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

48. D. Characteristics of the Multi- Cultural Person 3. A willingness to risk. 3. A willingness to risk. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

49. D. Characteristics of the Multi- Cultural Person 4. An interest in and a love of culture. 4. An interest in and a love of culture. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

50. D. Characteristics of the Multi- Cultural Person 5. An ability to allow for different opinions and points of view. 5. An ability to allow for different opinions and points of view. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

51. D. Characteristics of the Multi- Cultural Person 6. The freedom to question one’s own cultural assumptions and expectations. 6. The freedom to question one’s own cultural assumptions and expectations. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

52. D. Characteristics of the Multi- Cultural Person 7. An understanding of how other people are also often limited by their own cultural assumptions. 7. An understanding of how other people are also often limited by their own cultural assumptions. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

53. D. Characteristics of the Multi- Cultural Person 8. A search for higher levels of experience and truth which transcends culture and speaks to the community of people. 8. A search for higher levels of experience and truth which transcends culture and speaks to the community of people. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

54. D. Characteristics of the Multi- Cultural Person 9. Depth of vision --- the ability to see below the surface of experience. 9. Depth of vision --- the ability to see below the surface of experience. 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

55. negative Every person has had a negative experience with a person from another culture 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

56. how we use those memories The issue is how we use those memories. I use memories, but I do not allow memories to use me.” There is an old saying. “I use memories, but I do not allow memories to use me.” 9.4Strategies for addressing cultural insensitivity by individuals - Cont’d:

57. Additional Resource to you as a Leader For more information on this topic check the References section and TCOLE Course #3939 Cultural Diversity. It is “ YOUR ” Responsibility as a first- line Supervisor/Leader to ensure your subordinates received this training every 48-months (4-years)

58. Questions?

59. 59 DEFINE & PROCESS Process: EXPLAIN 9.1: Explain EXPLAIN 9.1: The need for sensitivity to cultural diversity issues by law enforcement officers- deputies. Explain the Need for Diversity.

60. 60 DEFINE & PROCESS Process: EXPLAIN 9.2: EXPLAIN 9.2: The requirements of the Texas Occupations Code 1701.352(b)(2)(A).

61. 61 DEFINE & PROCESS Process: EXPLAIN 9.3: EXPLAIN 9.3: Explain your own attitudes and values concerning cultural diversity.

62. 62 DEFINE & PROCESS Process: EXPLAIN 9.4:strategies EXPLAIN 9.4: Explain the strategies for addressing cultural insensitivity by individuals.

63. SOURCES All Course Sources and/or Resources are listed in your Participant Handout Bexar County Constable Office PCT#4 First-Line Supervisor LEADERSHIP TCOLE Course # 3737

64. “Knowledge is “POWER” Stay informed, stay SAFE, stay Vigilant & stay Alive”

65. TAKE A 10-MINUTE BREAK