The figure above is a design of the conceptual framework regarding implicit biases of campus safety officers and local police toward underrepresented students. The model outlines the rationale of the knowledge, motivation and organizational gaps that play a role in the implicit bias of officers. Moreover, it considers the influences that impact the stakeholder goal to develop an encounter protocol plan to increase officer awareness of implicit biases and de-escalation proficiencies among officers and underrepresented minorities.
The Clark and Estes (2008) gap analysis detailed the importance of knowledge influences, the usefulness of functional procedures and significance of mindful reflection. For this purpose, the officer’s awareness of personal bias may effect interactions with unrepresented individuals. Clarity of individual bias better necessitates acceptance of an encounter protocol plan and the steps to increase favorable outcomes when engaged with underrepresented minorities. Therefore, metacognition is central to officer development and their gaps in knowledge of implicit bias. Their mindfulness of implicit bias allows for …show more content…
For individuals to connect to a goal, it requires adjustment of a current mindset to achieve a group purpose. In this scenario, an officers desire to increase personal awareness of biases is essential to decrease ineffective engagement. Pajares (2006), discussed the importance of ones confidence to accomplish the anticipated goal and if the objective supports the desired outcome. As such, implicit bias is an elusive cognitive process (Staats, & Patton, 2013) connected to a person’s emotions, interest, values, and tenacity among other things (Rueda, 2011). Therefore, the stakeholder’s motivation to improve self-awareness of intrinsic biases of underrepresented groups provides an opportunity to achieve the stakeholder
The Clark and Estes (2008) gap analysis detailed the importance of knowledge influences, the usefulness of functional procedures and significance of mindful reflection. For this purpose, the officer’s awareness of personal bias may effect interactions with unrepresented individuals. Clarity of individual bias better necessitates acceptance of an encounter protocol plan and the steps to increase favorable outcomes when engaged with underrepresented minorities. Therefore, metacognition is central to officer development and their gaps in knowledge of implicit bias. Their mindfulness of implicit bias allows for …show more content…
For individuals to connect to a goal, it requires adjustment of a current mindset to achieve a group purpose. In this scenario, an officers desire to increase personal awareness of biases is essential to decrease ineffective engagement. Pajares (2006), discussed the importance of ones confidence to accomplish the anticipated goal and if the objective supports the desired outcome. As such, implicit bias is an elusive cognitive process (Staats, & Patton, 2013) connected to a person’s emotions, interest, values, and tenacity among other things (Rueda, 2011). Therefore, the stakeholder’s motivation to improve self-awareness of intrinsic biases of underrepresented groups provides an opportunity to achieve the stakeholder