community as a whole (p. 314). Numerous recruiting models have been developed for U.S. police agencies; however, one particular recruiting model that centers on minority recruitment is called the Police Recruitment and Placement-Community Collaboration Model (Tangel, 2015). The Police Recruitment and Placement-Community Collaboration Model were developed by the International Association of Chiefs of Police (IACP), and the Hartford, Connecticut, Police Department (HPD) and it is funded through the Department of Justice’s Office of Community Oriented Policing Services (Tangel, 2015). The primary focus of the model is to “Position police executives and their local governments to diversify their police agencies. The Model focuses on mobilizing
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Gaines and Kappeler (2014) states, “Institutional barriers refer to the formal and informal barriers police departments erect to dissuade minorities from seeking employment or continuing employment if they are hired” (p. 118). Examples of institutional barriers consist of but are not limited to the following: (1) complicated applications; (2) multiple stages in the selection process; (3) the department’s image regarding minorities; and (4) perceived and real negative attitudes on the part of officers toward minorities (Gaines & Kappeler, 2014, p. 118). The authors defined personal preferences as the “lack of interests that minorities have towards the law enforcement profession” (Gaines & Kappeler, 2014, p. 118). An example of personal preferences as defined by Gaines and Kappeler is the perspectives and attitudes of minorities towards law enforcement. Gaines and Kappeler (2014) revealed several reasons why minorities are not attracted to the law enforcement profession and they are as follows: (1) police work is not considered as a desirable vocation; (2) an antipolice attitude has created negativities which hindered the recruitment of minorities; (3) highly qualified minorities are frequently recruited for better paying and prestigious positions in government and private sectors; and (4) minorities are afraid they may be ostracized by their community if they become a police officer (p.
Gaines and Kappeler (2014) states, “Institutional barriers refer to the formal and informal barriers police departments erect to dissuade minorities from seeking employment or continuing employment if they are hired” (p. 118). Examples of institutional barriers consist of but are not limited to the following: (1) complicated applications; (2) multiple stages in the selection process; (3) the department’s image regarding minorities; and (4) perceived and real negative attitudes on the part of officers toward minorities (Gaines & Kappeler, 2014, p. 118). The authors defined personal preferences as the “lack of interests that minorities have towards the law enforcement profession” (Gaines & Kappeler, 2014, p. 118). An example of personal preferences as defined by Gaines and Kappeler is the perspectives and attitudes of minorities towards law enforcement. Gaines and Kappeler (2014) revealed several reasons why minorities are not attracted to the law enforcement profession and they are as follows: (1) police work is not considered as a desirable vocation; (2) an antipolice attitude has created negativities which hindered the recruitment of minorities; (3) highly qualified minorities are frequently recruited for better paying and prestigious positions in government and private sectors; and (4) minorities are afraid they may be ostracized by their community if they become a police officer (p.