With all these efforts engaged in increasing the quality of service of the police in treating cultural differences, there are still issues that manifest the bias of police towards law enforcement. The blacks are treated with less friendly approach, and are subjected to less care of the police force, making them have the psychology of being discriminated (Thiederman 29). The British- black community, in conflict with the police was involved in strikes opposing workplace racial discrimination (Webster 93).
Our police department which is staffed with mostly white Americans shows discrimination over the African-American community that it polices. This is one of the problems that we encounter, because not all the police officers are aware of the consequences of their discriminative behavior. With these, the community feels that the law enforcers do not understand and give importance to their culture. They are mistreated as they possess their racial make-up, with situations of mistreatment even they are themselves the victims of the crime.
Because of this, the community, especially the African-American and the Hispanics no longer trust the police force. Blank and Slipp (15) mentioned that the African-American community itself has a wide range of diversity, with social class, education and differences in birth place as some examples that diversify it. They so far compose 12. 1 percent of the American population with almost 30 million people in that range.
The blacks compose much of the middle class, and this growth is a relatively strange phenomenon. They also compose most of the workforce of the United States. Being blacks, they are discriminated through color, and these African-American workers say to themselves that they could never get away from the attribute that identifies them, which is color, and they feel like their being black is much stronger than them being humans as they are treated by the people around them.
A holistic approach is used up to no w in preparation for the police and police organizations to be more culturally competent undergoing the aforementioned diversity trainings (Kazarian, Crichlow & Bradford 233). The principles that govern these training programs are supportive policy, an all-level expertise in cultural backgrounds, on-the-job training facilities, mentoring of cross-cultural competence, and the anti-racism component (Kazarian, Crichlow & Bradford 234). More detailed components recommended in implementing diversity training plan are the following:
• Valuing diversity. The training should be able to make the employees learn of the value of diversity, its influences on culture, communication and behavior, develop a more inclusive work environment attitudes through giving them knowledge and skills, and learn to distinguish stereotypes and biases, with their impact to the workplace. • Diversity awareness module. This simply employs discussions regarding Diversity Strategic plans especially to the new employees, and what are expected of them as members of the police force.
• Managing Diversity. Managers become aware of the kind of commitment the police force, and their responsibilities to human rights legislation. This will keep a barrier-free, and inclusive workplace to accommodate the differences. • Bias-Aware Selection. The human resources personnel are trained to avoid biases in recruiting police with regards to their race and cultural difference because it might affect the screening procedure or the candidate selection process.
The training shall be a way to communicate to the personnel the effects of the biases to cross-cultural communications and diverse backgrounds. • Respect in workplace. In order to promote an environment of respect, the definition of harassment is properly delivered, with all the attitudes that may be directly related to harassment, with all its personal and organizational repercussions. This also educates the employees and managers about the inappropriate behavior in the workplace, with efforts in creating a respectful environment in a diverse workplace.
In 1997, the police department known as the Eugene Police Department developed a policing action plan called the CIP (Community Involved Policing). With this, the welfare of the community is truly the center of the goals of the policing philosophy. The police must be always there to attain close partnership in the community and true victim’s services, to avoid the thinking that there are biases in terms of racial differences (Palmiotto 274). The change in the systems of policing is never an easy task. A status quo is always the easiest to maintain and exercise.
In the case of the African-American community we are policing, since the community is not happy of the current policies and psychology of the police force, there should be an immediate change in the management and law enforcement. The abovementioned steps for diversity management are quite useful tools to instruct proper changes in the community-police relationships. There should always be a feeling of safety in the hearts of the people, regardless of the race they come from, especially in the case of the African-American community we are giving our services with.
The police force must always objectify in getting the trust of the people. How could that possibly happen if the police force itself is not capable of building rapport with the community it guards? And how could it be possible when the police themselves form their own barriers to the people they are trying to protect? Community policing is a much wider concept than crime prevention, wherein crime prevention is just within the boundaries of the policing concept.
Crime prevention is not to be considered just as a responsibility. It is an activity from time to time that must be kept in order to achieve an effective community policing, in connection to the agencies that must be working hand in hand with the law enforcement units, and with the public. There must always be collaboration with the protector and the protected, and again, good relationships between the two entities to render it effective (Brodgen, Ellison and Nijhar 42).
Here are other strategies to strengthen and to facilitate crime prevention and community policing: • Consultation through community forums. The interests of the groups being policed must always be a consideration for the enforcers to be able to know the necessary measures and the steps needed to be taken with respect to the sensitivity of the situation and the people themselves . • Encouraging the participation of the public. Again the effectiveness of policing strategies is dependent in the cooperation of the people involved.
Cooperation between or among the parties can be attained by establishing good relationship with the members of the community and the police, so that the necessary steps can be implemented with mo worries of inefficiency and ineffectiveness (Brodgen, Ellison and Nijhar, 42). Proper implementation of policing in the community needs dynamic and multi-faceted processes that are encouraged by accreditation. This process must have all the aspects of the community and the local government’s facet. Proper policing needs the contribution of the community where it is to be applied because their needs must be firstly taken into consideration.
The law enforcement must have dialogues from the community and obtain feedbacks so as to formulate the necessary plans of actions whenever there are improvements needed (Wrobleski and Hess 434).
Blank, Renee, and Sandra Slipp. Voices of Diversity: Real People Talk About Problems and Solutions in a Workplace Where Everyone Is Not Alike. 1994. June 30, 2008 <http://books. google. com/books? id=kzqGRxkm96IC>. Brogden, Michael, Graham Ellison, and Preeti Nijhar. Community Policing: National and International Models and Approaches. 2005. June 30, 2008 <http://books. google. com/books? id=X7UJf-JWLuMC>.