the local or community level. Community mediation will also provide the community an opportunity to see what the police are all about, and have less aggression towards the police during interactions (Dempsey & Frost, 2015). In order to encourage the recruitment of Asian-Americans to pursue careers in law enforcement, police departments are encouraged to work in partnership with Asian organizations such as the Asian Law Caucus, Asian Pacific Islander Legal Outreach, and the National Asian Peace Officers’ Association (Hicks, 2015). Community trust and police integrity correlate with one another (United States Department of Justice-Office of Community Oriented Policing Services, 2015). By establishing strategies that can foster healthy relationships
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Many Asian officers experience disparity and racial prejudice from their non-minority supervisors and colleagues (Bowling et al., 2010). Asian-American officers may not have equal opportunities to work in specialized division and promote to high command ranks as white officers. Studies from Bowling et al. (2010) revealed that it will take an Asian officer approximately “five month longer to promote to the rank of police sergeant as compared to white officers” (p. 17). Bowling et al. believed the reason for delays were due to selection biases. For this reason, veteran Asian-American officers “were sometimes unwilling to recommend the police occupation to potential recruits because of the difficulties they would face in the job” (Bowling et al., 2010, p. …show more content…
Shusta et al. (2011) developed eight strategic approaches that could potentially attract Asian-American candidates towards a career in law enforcement. All eight approaches must be met and they are as follows : (1) Commitment-Police departments must demonstrate a genuine commitment to recruit minorities in this competitive labor market; (2) Planning- A strategic marketing plan must be produced and include the action steps, objectives, goals, budget, accountability, demographic data, fast-tracking for qualified out of town applicants, and timetables; (3) Resources-Adequate resources such as money, personnel, and equipment must be readily available for recruitment purposes (e.g. law enforcement career fairs); (4) Selection and training of recruiters-Recruiters are thought of as the ambassadors for a police department; therefore, they must be carefully selected and trained in cultural diversity, communication, and possess the ability to discuss the importance of ethnic diversity
Many Asian officers experience disparity and racial prejudice from their non-minority supervisors and colleagues (Bowling et al., 2010). Asian-American officers may not have equal opportunities to work in specialized division and promote to high command ranks as white officers. Studies from Bowling et al. (2010) revealed that it will take an Asian officer approximately “five month longer to promote to the rank of police sergeant as compared to white officers” (p. 17). Bowling et al. believed the reason for delays were due to selection biases. For this reason, veteran Asian-American officers “were sometimes unwilling to recommend the police occupation to potential recruits because of the difficulties they would face in the job” (Bowling et al., 2010, p. …show more content…
Shusta et al. (2011) developed eight strategic approaches that could potentially attract Asian-American candidates towards a career in law enforcement. All eight approaches must be met and they are as follows : (1) Commitment-Police departments must demonstrate a genuine commitment to recruit minorities in this competitive labor market; (2) Planning- A strategic marketing plan must be produced and include the action steps, objectives, goals, budget, accountability, demographic data, fast-tracking for qualified out of town applicants, and timetables; (3) Resources-Adequate resources such as money, personnel, and equipment must be readily available for recruitment purposes (e.g. law enforcement career fairs); (4) Selection and training of recruiters-Recruiters are thought of as the ambassadors for a police department; therefore, they must be carefully selected and trained in cultural diversity, communication, and possess the ability to discuss the importance of ethnic diversity