Diversity in any industry carries much weight in shaping its performance and future. As an industry, law enforcement agencies, either local, state, or federal, have not been spared. Kutner (2016) explained that the level of diversity in American law enforcement was so high by 2013 and was evidenced by the 477,000 local police officers. They were either racial or ethnic minority groups. Moreover, Flavin (2018) argued that the first persons to perceive the significance of diverse appointment choices are law enforcement officers. Flavin further explains that in addition to cultural differences, the level of skills, perceptions, and intuitions of a police officer is essential in a successful execution of the law to solve crimes. As such, even though recruiting and promoting a diverse workforce may face some challenges, it is worthwhile to consider the immense collaborative advantages that come with its embracement.
Why recognizing and valuing diversity promotes trust and legitimacy for law enforcement agencies
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First, the process of getting the community’s trust is enhanced. Notably, police officers mostly appear in citizens’ lives upon the occurrence of crimes and in pursuit of investigations and, therefore, the success of their work merely depends on communal trust (Flavin 2018). Flavin further explained that citizens are more inclined to trust law enforcement officers who are more like them, or rather whom they share different aspects of life, such as similar family background, similar religion, same music genres, among others. As such, police agencies that have embraced higher levels of diversity are inclusive of personnel from different backgrounds and proficiencies and are more reflective of the community, are entitled to receive higher trust from the community.
Secondly, there tends to be a quicker process of interviewing and solving crimes. According to Flavin (2018), Police officers largely depend on cooperation from people they interview to give the correct information regarding a crime. Most importantly, law enforcement agents are tasked with fostering trust and encouraging cooperation from interviewees. Therefore, officers with diversified qualities, capabilities, and upbringings are, in most cases, the perfect choices to execute diversified planning and preparation of a faster process.
Additionally, the citizens change their perceptions towards police officers. For a long time, people have held varying opinions and perceptions regarding law enforcement officers, which are mostly undesirable. However, Flavin (2018) posits that embracing diversity in law enforcement agencies is essential in bringing forth a workforce with varied experiences, cultural backgrounds, hobbies, among others. Flavin further explains that the impression created by the diversified workforce increases their mutual ability to resolving problems.
Challenges to Recruiting and Retaining a Diverse Workforce
Fewer Applicants
Understaffing is an alarming challenge in law enforcement agencies as it has to exploit in the existing workforce. Wilson et al. (2010) posit that there has been a 36% decline in the number of applicant agencies, both manually and online, in the past five years. They further explained that agencies explained of special challenges they faced in recruiting ethnic minority applicants, bilingual and female applicants. As such, Wilson and colleagues explain the need to streamline the recruitment process by agencies making use of modern technology to supplement an efficient, fair, and thorough hiring process.
Attrition Instigated by Budged Crisis and Retirement
Just like any other agency, law enforcement agencies are equally faced with a myriad of challenges in recruiting and retaining a diversified workforce. Wilson et al. (2010) brought forth the fact that many officers are resigning from the policing profession to pursue other better-paying career opportunities away from law enforcement agencies. They equally posit that an even larger number of officers are eligible for retirement; for instance, they attribute that 15.5% of the policing workforce will become qualified for retirement in five years. To overcome this challenge, Wilson et al. propose that suitable planning and analysis in form surveys and interviews on officers can be a pivotal facet in helping agencies comprehend predictions for appealing and retaining officers.
Why increasing diversity is not a stand-alone solution to abuse and misuse of discretion and authority, and suggested solutions
Even though increasing diversity in law enforcement agencies is pivotal in solving issues of abuse and misuse of directions and authority, it needs other additional efforts and changes to combat incidences of abuse of discretion fully. According to Wexler (2019), policing agencies have, for the longest time, emphasized the significance of formal features of agencies at the expense of the informal. As such, the importance of supplementing elements of proper communication and governing system that are sensitive and beneficial to organizational cultures. Wexler further explains the need for incorporating leadership systems that are executed through set values and standards that apply to all. Training of existing new and existing police officers that offers emphasis to the law, discipline, and rules and procedure to be adhered to by all officers is also pivotal in aiding to combat the abuse of discretion. Besides, Wexler brings forth the importance of conducting regular audits to the lifestyles of police officers to combat the manifestation of corrupt exploitation, misconduct, and incompetence in police agencies.
The importance of disciplining and rewarding police officers is also essential in aiding diversity to eliminate abuse in the industry. Strict disciplinary measures should be undertaken upon officers who engage in unconstitutional behavior, while rewards should, such as promotion, be offered to officers who adhere to the law and code of conduct of officers to encourage other officers to follow suit.
Conclusion
Even though recruiting and promoting a diverse workforce may face some challenges, it is worthwhile to consider the immense collaborative advantages that come with its embracement. Diversity may aid the policing agencies in gaining the community’s trust, hastening the process of interviews to solve a crime, and in changing the general perspective on police officers. However, law enforcement agencies have been faced with challenges associated with preformed perceptions of police officers by the public, fewer applications, and attrition instigated by budget crisis and retirement. In order to supplement diversity, disciplinary and rewarding actions should be incorporated in police agencies to discourage poor conduct and encourage good behavior by officers.
References
Flavin, B. (2018) Police Officers Explain Why Diversity in Law Enforcement Matters . Retrieved from https://www.rasmussen.edu/degrees/justice-studies/blog/diversity-in-law-enforcement/
Kutner, M. (2016). The Future of Diversity and Police Legitimacy – Does diversity make a difference? Retrieved from https://cpoa.org/journal/the-future-of-diversity/
Wilson, J., Dalton, E., Scheer, C., & Grammich, C. (2010). Improving Police Recruitment and Retention. Santa Monica, CA: RAND Corporation. https://www.rand.org/pubs/research_briefs/RB9546.html
Wexler, C. (2019). The Workforce Crisis and What Police Agencies Are Doing About It. ISBN: 978-1-934485-53-8
