community oriented-policing could be used as a medium to educate Asian communities about the importance of reporting criminal activities (Hess & Orthmann, 2012). Vishnuvajjala (2011) stated, “When immigrants no longer fear calling the police, they may be more willing to communicate with police about crimes to which they are witnesses” (p. 211). Good and healthy working relationships must consist of trust, mutual respect, mindfulness, diversity, and open communication. The following concepts of Community Oriented Policing, provides strategies that will build positive rapport with minority communities: (1) regular channels of communication between police agencies and minority communities; (2), police agencies must include community representatives,
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In order to successfully conduct recruiting promotions at Asian cultural events, religious and civic meetings; police departments must understand the Asian cultural heritage, emerging issues within the community, and demographics of the Asian population in that particular city or county. Wilson (2014) stated, “Concerns about recruiting minorities that dominated police recruitment discussions decades ago have now expanded to concerns that the profession is failing to market itself to a new generation of workers” (p. 79). Marketing a career in law enforcement in the Asian community will require recruiters to undo the negative perceptions and attitudes about the police. Negative perceptions about law enforcement will discourage Asian-Americans from entering the profession; furthermore, police departments must also realize they are competing against other local, state, and federal agencies that can offer higher pay incentives and …show more content…
Based on Figure 4.1 of the law enforcement recruiting survey, the highest percentage of police candidates stated they were motivated to become police officers through friends and family, who works or has worked in a police agency. To inspire and attract qualified Asian-American police candidates, police departments must sell themselves and acquire new competencies, relationship building, partnerships, and community interactions (Wilson, 2014). Research from the United States Department of Justice (2015), indicates that “Diversity can be a crucial element in establishing and expanding trust between law enforcement and the community. Workforce diversity may also have positive effects on law enforcement agencies; making them less insular and more receptive to change” (p. 2). Similarly, Matthies et al., (2012) noted that “diversity in law enforcement is a matter of both equal employment opportunity and public safety” (p. 12). Having a diversified police force will attract many candidates from various ethnic groups, and it will bring different talents and perspectives to the table. Tensions between minority communities and law enforcement agencies will be exacerbated if the racial makeup of the police force is obviously different from the rest of the community. Police departments who has a
In order to successfully conduct recruiting promotions at Asian cultural events, religious and civic meetings; police departments must understand the Asian cultural heritage, emerging issues within the community, and demographics of the Asian population in that particular city or county. Wilson (2014) stated, “Concerns about recruiting minorities that dominated police recruitment discussions decades ago have now expanded to concerns that the profession is failing to market itself to a new generation of workers” (p. 79). Marketing a career in law enforcement in the Asian community will require recruiters to undo the negative perceptions and attitudes about the police. Negative perceptions about law enforcement will discourage Asian-Americans from entering the profession; furthermore, police departments must also realize they are competing against other local, state, and federal agencies that can offer higher pay incentives and …show more content…
Based on Figure 4.1 of the law enforcement recruiting survey, the highest percentage of police candidates stated they were motivated to become police officers through friends and family, who works or has worked in a police agency. To inspire and attract qualified Asian-American police candidates, police departments must sell themselves and acquire new competencies, relationship building, partnerships, and community interactions (Wilson, 2014). Research from the United States Department of Justice (2015), indicates that “Diversity can be a crucial element in establishing and expanding trust between law enforcement and the community. Workforce diversity may also have positive effects on law enforcement agencies; making them less insular and more receptive to change” (p. 2). Similarly, Matthies et al., (2012) noted that “diversity in law enforcement is a matter of both equal employment opportunity and public safety” (p. 12). Having a diversified police force will attract many candidates from various ethnic groups, and it will bring different talents and perspectives to the table. Tensions between minority communities and law enforcement agencies will be exacerbated if the racial makeup of the police force is obviously different from the rest of the community. Police departments who has a