Problem-solving Technique
The first step is to build a police department that reflects Fictionland's diversity. This means that the recruitment and hiring practices that have hindered the employment of people of color should be eliminated. The city is also experiencing strained relationships between the community and the police department that have left communities of color skeptical and distrustful of the police (Miles-Johnson, 2019) . The Center for Justice and the police department should reach out to affected communities and build a mutual understanding that will help increase the possibility of constructive problem-solving.
Sources Contributing to the Problem
The lack of an effective racial profiling policy at the police bureau that explicitly states that racial profiling goes against the department's ethical principles and is unconstitutional. The fact that an individual lives in a particular place or drives a specific car does not contribute to reasonable suspicion.
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Internal Affairs (IA) has failed to implement procedures that eliminate the influence of improper bias in the police department. This has resulted in high tensions between communities of color and the bureau on the increase in racial profiling cases that are ignored by IA even when there is evidence of wrongdoing by the city's police officers (Miles-Johnson, 2019) .
Goals and Objectives
The first objective is for the bureau to collect, analyze, and share its data on racial profiling cases, traffic, and pedestrian stops with the community. This means that the bureau will work with the community to interpret the data and adapt its enforcement strategies in order to reduce racial disparities.
The second objective is for the police officers to undergo scenario-based training on racial profiling. Training will include professional interactions with the public, diversity, ethics, and biased policing and its effects (Miles-Johnson, 2019) . The training will also include examples of forbidden actions and how to conduct law enforcement initiatives in an unbiased manner.
Explanation of the Policy Adapted
The establishment of a racial profiling policy the department will include the procedures to eradicate improper bias during police arrests. Firstly, the policy will require police officers to explain the reason for conducting stops to pedestrians and motorists (Wheeler, 2019) . This will ensure that law enforcement officers can articulate a reasonable suspicion that helps legitimize the stop in the eyes of the motorist or pedestrian.
The racial profiling policy will require law enforcement officers to completely fill out forms on arrests, stops searches, and any use of force to ensure the reliable collection of data. For any stops conducted by the police, they will be required to articulate facts that support a probable cause or reasonable suspicion for the stop and prohibit the officers from using conclusionary or canned language (Wheeler, 2019) .
The bureau should be trained on concrete skills that will increase their effectiveness on the streets. Department will hire an institution to train law enforcement officers on issues of fairness and cultural competency. This will help accelerate Fictionland's learning by consulting with other institutions that have successfully and consciously worked to educate and dialogue with police officers on intercultural communication issues and institutional racism. Such an initiative will help the department gain insight into the community context in which they work to reinforce the expectation that the services rendered will be fair and respectful (Wheeler, 2019) .
Action Plan
The police department will facilitate the attendance by 30-50 of its supervisors, leaders, and command personnel to a biannual "Tools for Tolerance" training program conducted by the federal government. The "Tools for Tolerance" is a program that deals with issues of ethical and racial decision-making by law enforcement officers. Most of the training that police officers receive has been predominantly tactical, and yet most of their work involves interpersonal communication. Many of these officers do not receive the right training on issues of class, race, and politics that adversely impacts how they are perceived and their ability to conduct their responsibilities safely and respectively.
Tools for Process Evaluation
Fictionland police department will collaborate with the city's educational institutions, the Center for Justice, not-for-profit organizations, and community residents to map racial profiling instances and analyze police reports to determine the most prominent problems communities of color are experiencing (Legewie, 2016) . Fictionland police department will also conduct neighborhood meetings and encourage the community's participation to gather support and assistance with problem-solving initiatives. Thus, the process of evaluation employed by the department will be collaborative and participatory. (Legewie, 2016) The groups involved will work together to define goals and objectives and determine how these initiatives' success will be measured.
Tools for Outcome Evaluation
The department will establish performance metrics for its officers. This will offer complete visibility into the department's racial and ethnic interactions with communities of color in New Jersey and determine where they are at and what they need to do in order to succeed. During the recruitment process, human resources can look for officers who possess the skills for intercultural competence to meet the performance metrics of the department (Legewie, 2016) .
Conclusion
In recent years, communities of color have been racially profiled by police departments out of proportion to their numbers in the population. Fictionland police department has been treating people of color after they have been stopped. With this initiative, the department is committed to addressing racial profiling in its efforts to eliminate the adverse impacts of law enforcement on communities of color.
Measures for Evaluation
Fictionland police department will publicly make data available for outside analysis to ensure transparency and accountability (Legewie, 2016) . The institution will partner with external organizations to determine whether communities of color are subjected to stops, searches, arrests, and the use of force at disproportionate rates.
Fictionland police department will also periodically measure the knowledge of their officers of the communities that they serve (Legewie, 2016) . If the relationships established are not loaded with tension or strenuous, it will reduce stereotyping and cynicism on both sides, resulting in safer and mutually respectful interactions.
References
Legewie, J. (2016). Racial Profiling and Use of Force in Police Stops: How Local Events Trigger Periods of Increased Discrimination. American Journal of Sociology , 122 (2), 379-424. https://doi.org/10.1086/687518
Miles-Johnson, T. (2019). Policing Diverse People: How Occupational Attitudes and Background Characteristics Shape Police Recruits’ Perceptions. SAGE Open , 9 (3), 215824401986536. https://doi.org/10.1177/2158244019865362
Wheeler, A. (2019). Allocating Police Resources While Limiting Racial Inequality. Justice Quarterly , 37 (5), 842-868. https://doi.org/10.1080/07418825.2019.1630471
