Diversity in Police Recruitment

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Diversityin Police Recruitment

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Diversityin Police Recruitment

Tobegin with, diversity is the state of having a variety of aparticular thing. In the report, different agencies are used in therecruitment of police officers in the country. The recruitmentpositions are advertised through various media and such ensuresneutrality as the information reaches different people across thenation. The report also suggests that in 2008, a significant numberof officers worked for agencies that focused on minorities and women(Reaves, 2012). From the evidence provided by the statistics in thereport, it is clear that the recruitment agencies considereddiversity in their recruitment processes.

Thereport shows that from the total number of officers employed throughagencies, 59% of the population consisted of minorities and 56%consisted of women as put by Reaves (2012). Such indicates that thereis a great effort to ensure that there is total representation in theenforcement agencies. Today, most organisations fight forrepresentation of women and minority groups in a different job.Statistics such as the ones given by the 2008 report indicates thesignificant steps taken by the security agencies, and such isencouraging. The report also expresses that four in five agencieswith a population of one hundred or more officers targeted women andminorities (Reaves, 2012). Such is impressive and suggests that greatsteps are being taken to ensure that there is diversity regardinggender and all those demographic groups that are considered as minor.

Thereis a continued effort in ensuring that there is diversity in the lawenforcement agencies. Such can be seen from the digits provided inthe report, which clearly indicates that different groups ofindividuals are represented across various departments in the policeagencies. The challenge of making sure that diversity is consideredin the employment of officers in the field of law enforcement isparticularly urgent (Gupta &amp Yang, 2016). In most communitiesacross the nation, officers are always considered as the public imageof the local government. Such therefore makes it necessary that thelaw enforcement agencies portray an image that reflects on thediversity of the various communities that they serve. The indicationof the report on this matter is, therefore, appealing consideringthat the agencies have put great effort in making sure that morewomen and minorities are included in the bodies that recruit a highnumber of officers. Also, the law enforcement bodies use differentmedia in advertising the available positions for recruitment (Reaves,2012). Such a move maximises the number of people being reached withthe information and therefore enhances diversity in the recruitmentprocess.

Toensure that diversity is enhanced in my local police department, therecruitment process should be thorough since this is a fundamentalstage that determines the type of individuals to be employed. One ofthe steps would be to offer some priorities to the minority groups toencourage them to apply for the available positions. The other thingwould be to ensure that the adverts can reach all people regardlessof their financial or social status by targeting the most accessiblemedia for the advertisement.

Toconclude, it is evident from the 2008 report that there is anincreased effort in making sure that there is diversity in the lawenforcement agencies, especially during their recruitment process.More efforts can, however, be put to increase the effectiveness ofthe processes since a lack of diversity in the law enforcementdepartments implicates some the nation’s most essentiallegislations and protections on civil rights as put by the U.S.Department of Justice Civil Rights Division and the U.S. EqualEmployment Opportunity Commission (2015).


Gupta,V., &amp Yang, J. (2016, October). Advancing Diversity in LawEnforcement. Retrieved March 22, 2017, fromhttps://www.eeoc.gov/eeoc/interagency/police-diversity-report.cfm

Reaves,B. (2012, October). Hiring and Retention of State and Local LawEnforcement Officers, 2008 – Statistical Tables. Retrieved March22, 2017, from https://www.bjs.gov/content/pub/pdf/hrslleo08st.pdf

U.S.Department of Justice Civil Rights Division, &amp U.S. EqualEmployment Opportunity Commission. (2015, January). Diversity in LawEnforcement: A Literature Review. Retrieved March 22, 2017, fromhttps://cops.usdoj.gov/pdf/taskforce/Diversity_in_Law_Enforcement_Literature_Review.pdf