How Can Small Law Enforcement Agencies Achieve Ethnic and Gender Diversity Within Their Command Ranks by the Year 2006?

• NCJ Number: 170220
• Author(s): D Shiner
• Date Published: 1996
• Length: 24 pages
• Sponsoring Agency: California Cmssn on Peace Officer Standards and Training
• Sale Source: NCJRS Photocopy Services; POST Media Distribution Ctr
• Publication Type: Thesis/Dissertation
• Language: English
• Country: United States of America

Annotation

Municipal police hiring practices, political influences, community dynamics, and affirmative action were explored in this study of how small California law enforcement agencies can achieve ethnic and gender diversity by the year 2006.

Abstract

Interviews were conducted with experts and the literature was reviewed to examine diversity in the workplace and the need for ethnic and gender balance. Experts voiced concern over preferential hiring and promotional strategies. They also believed that individuals should be given equal opportunity in hiring and promotions but that employment and promotion based solely on gender or ethnicity should be avoided. An analysis of future trends and events revealed small police departments have fewer promotions, fewer promotion candidates, and greater challenges than large police departments when attempting to bring gender and ethnic diversity to their command structures. Data indicated a compelling need to ensure small police departments are staffed at all levels with personnel representative of the communities they serve and demonstrated the importance of planning for and dealing with the issue of work force diversity. 20 endnotes