Implicit bias operates outside of typical conscious awareness; however, it is universal, and contributes to prejudice and stereotyping. Law enforcement activity involving a high rate of police stops, arrest, and deaths of unarmed, underrepresented minority groups reveals a ubiquitous problem. An estimated 200,000 marginalized people experienced some form of threat or force during police encounters in 2008 (Eith & Durose, 2011, Table 18, p. 12). Prejudice, intolerance and bias reflective of law enforcement behaviour are contentious issues that have Americans choosing sides constructed on media opinion and divisiveness. The prevailing problem surrounding cognitive biases of how others are viewed reveal how individuals struggle with internal
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Upon researching Capitol Police Department, the local police department, there was no evidence of diversity, implicit bias or de-escalation exercises on their website. CPD is one of the law enforcement offices selected to participate in the Principled Policing Procedural Justice and Implicit Bias Training (PPPJIBT). The one day training focused on the concept of procedural justice to bolster trust between law enforcement and communities (PPPJIBT, 2016).
Additionally, the Los Angeles Police Department piloted a course in November of 2015 termed Police Science and Leadership I. The course included four hours dedicated to investigative skills, emotional intelligence, fair and impartial policing models, and leadership (Beck, 2016). Conversely, neither training models incorporate simulation or continues long-term approaches to the problem of implicit bias and de-escalation. Although the PPPJIBT (2016) report received positive feedback from general questions of participant’s knowledge before and after the training, how effective can a one day or four-hour classroom training be when officers are required to make split second decision during adverse situations? To the benefit of the police departments and state officials, in comparison to Baltimore, Chicago, Dallas, and New York, California is considered progressive in its efforts to mitigate …show more content…
Research showed education and job training offered additional rewards outside of monetary benefits such as job satisfaction, improved quality of life along with employment opportunities (Brewer, Hentschke, & Eide, 2010). The pilot program features key elements based in research of police implicit bias. The protocols listed describe three alternatives grounded on preferences of effectiveness, specific departments, training capability and cost. Operative analysis contributes to the usefulness of the recommended products or services (Levin, & McEwan, 2001). The first protocol is an in-depth, model utilizing a nonprofit company to instigate specialized training allowing law enforcement instructors certification to train at their own facility. The next suggested alternative is focused on internal curriculum and training, and the final protocol is computer based
Upon researching Capitol Police Department, the local police department, there was no evidence of diversity, implicit bias or de-escalation exercises on their website. CPD is one of the law enforcement offices selected to participate in the Principled Policing Procedural Justice and Implicit Bias Training (PPPJIBT). The one day training focused on the concept of procedural justice to bolster trust between law enforcement and communities (PPPJIBT, 2016).
Additionally, the Los Angeles Police Department piloted a course in November of 2015 termed Police Science and Leadership I. The course included four hours dedicated to investigative skills, emotional intelligence, fair and impartial policing models, and leadership (Beck, 2016). Conversely, neither training models incorporate simulation or continues long-term approaches to the problem of implicit bias and de-escalation. Although the PPPJIBT (2016) report received positive feedback from general questions of participant’s knowledge before and after the training, how effective can a one day or four-hour classroom training be when officers are required to make split second decision during adverse situations? To the benefit of the police departments and state officials, in comparison to Baltimore, Chicago, Dallas, and New York, California is considered progressive in its efforts to mitigate …show more content…
Research showed education and job training offered additional rewards outside of monetary benefits such as job satisfaction, improved quality of life along with employment opportunities (Brewer, Hentschke, & Eide, 2010). The pilot program features key elements based in research of police implicit bias. The protocols listed describe three alternatives grounded on preferences of effectiveness, specific departments, training capability and cost. Operative analysis contributes to the usefulness of the recommended products or services (Levin, & McEwan, 2001). The first protocol is an in-depth, model utilizing a nonprofit company to instigate specialized training allowing law enforcement instructors certification to train at their own facility. The next suggested alternative is focused on internal curriculum and training, and the final protocol is computer based