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Running Head: POLICE RECRUITMENT CONFLICT RESOLUTION 1

POLICE RECRUITMENT CONFLICT RESOLUTION 8

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Police Recruitment Conflict Resolution

Abstract

The articles show the kind of intervention plan that the law enforcement agency can use to address and solve the conflict between the ethnic/racial minority group and the police officers during the recruitment process. The most standout intervention plan captured by almost all the scholarly articles used is minority representation in the police force by encouraging workforce diversity during the recruitment process. The articles have highlighted the benefits that will be there if there is diversity in the recruitment process. Accommodation is the conflict resolution technique used by the police officers to resolve the conflict that exists between them and the ethnic minority groups; the bible has also given us some of the ways which a person can deal and solve a conflict in case it arises, i.e., through conducting personal self-reflection on whether or not a specific party has not done any of those sins they are claiming about to another party.

Introduction

To solve the conflict between the community members of the minority groups and the law enforcement agency, an adequate intervention plan needs to be put in place to ensure that the conflict between those two groups is reduced. The minority groups usually are racially discriminated during the recruitment process of the police officers, and this normally anger the minority community member, since they typically feel left out of that process; and that they don't feel to be fully represented in the police departments which are available in the police force. This paper will analyze various intervention plans that can be used to resolve the existing conflict between minority groups and police officers. We will critically examine the most appropriate conflict resolution technique that can be used as an intervention plan to reduce the conflict between those two parties. We will also analyze the Biblical view perceptive on how such conflict can be resolved, using the Christian worldview mostly derived from the Holy Bible.

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Intervention Plan

According to Johnston (2011), this paper highlights the intervention plan which was used to extend the narrative of "the police family," which was part of the 2002 Police Reform Act; the police service introduced the Police Service Support Officers (PCSOs). The aim of PCSO was enhancing public reassurance through patrolling in a visibly uninformed manner; PCSO also made an effort to involve itself in the police recruitment process. Its aim is the recruitment process was to ensure that the police recruits were more diverse demographically to enhance the normal process of recruitment. The PCSO would make the police units have a diverse representation of the community members, which the police officers are policing. This effort was to diversify the recruitment process in the Metropolitan Police Service (MPS); hence the organization would represent more members of communities that it is policing. The PCSO had planned to reach the following target in the recruitment process, 25% were recruited from minority ethnic groups, and 29% were women recruits.

The diversity factor that the PCSO laid out was reached since it attracted the minority groups that had been initially underrepresented in the recruitment process and the MPS in general. This article was able to meet all the quantitative targets for the diversity plan initiated by the PCSO process of recruitment in the MPS; the qualitative factor of that recruitment process was also considered. This meant that the diversity factor was not supposed to be about the number of headcounts merely, but it should have also considered the changes in the organization due to incorporation of the minority group; while at the same time preservation of principles and core standards of MPS was still something that was valued.

Gibbs (2019), in this article the police agencies tried increasing their level of focus on applicant pool diversity when it came to recruitment, this was after the attention the media had given the various police killings of men of color who were found to be unarmed during their time of death. However, the policing leaders in the United States have displayed their challenges in diversifying the police force during recruitment; despite their efforts to do so and evidence, solutions have tried to be put in place to explore this challenge. This study aims to provide insight into why minority candidates and women apply for the police force and some factors that motivate them to do so. The minority and the women respondents were asked open-ended questions about some of the things that encourage them to apply to be a police officer during the recruitment process.

Some of the responses that were got from the study were; that the minority groups and women applied to be officers because they believed it was a way of making a difference in their community, it was their childhood dreams. It was an opportunity of helping other people. The least reasons for applying for a police force position were job security, benefits, and salary. This research implied that the police leaders were to the most appropriate motivations factor based on the respondents' response so that they would have more groups of individuals from the minority communities to apply for the positions in the police force to diversify the police department. The community members, especially those from minority groups, would not feel that they are not left out in the police force, hence reducing conflict between them.

An article written by Fan (2015) indicated that protest and death in areas where white-police officers predominantly patrol in, the majority group of the black communities had shown their concerns over unequal representation in the police force. As a result of this controversy, the police chiefs and mayors have responded by announcing their goal of hiring more officers from the minority groups in the cities found across the nation. Many researchers have asked whether police officers' diversification reduces the police encounter violent risk with the community members. This research tries to address that issue. It showed that police diversification was found to have an excellent basis for hypothesizing that it had benefits in preventing violent encounters between the minority community members and the police officers.

Nowacki et al., 2020, stated that the law enforcement agencies had found themselves in recent years to be involved in a legitimacy crisis. The police officers had found it very difficult to win the trust and support of the community members served. To improve their legitimacy level in the community, they were to strategize how to develop personnel rosters that would share the existing demographic characteristic with the service population jurisdiction. This study aimed to examine how police agencies' factors that included the workforce's diversity would help predict the success of subsequent hiring of non-whites police applicants. The study merged hiring and applicant data from the agencies reported to the Commission on Accreditation for Law Enforcement Agencies (CALEA) with the data from the Census of State and Local Law Enforcement Agencies. The finding from this research was that successful non-white applicant hiring was influenced by the workforce diversity that was existing and organizational complexity measures.

A study conducted by Shjarback et al. (2017) highlighted that minority representation increment in the law enforcement agency had for a long-time been viewed as a way in which the relationship between the police officers and the citizens would be improved. The Kerner Commission had endorsed the police department diversity recommendation, and also the most recent recommendation made on minority representation on the task force was the 21 Century Presidential Task Force. This paper aimed to use the framework of minority threat and representative bureaucracy to assess the kind of impact ethnic/racial composition of the municipalities and police department had on traffic stops disparities. The findings from this study were that departments with high levels of representatives were not associated with few levels of ethnic/racial stops disparities; instead, the composition of ethnic/racial municipalities was more predictive of traffic stops racial patterns.

Conflict Resolution

Accommodation is the criminal justice conflict resolution intervention plan used in this particular situation; this is because based on the research above, the law enforcement agency has accommodated the needs of the ethnic/racial minority groups by recruiting more of the members to the police force (Nguyen et al., 2019). The law enforcement agency has given the minority group what they want: to have an equal representation of their members being present in the police departments. That is why the concept of diversity, especially among the minority group, has been broadly highlighted in the above research journals; this is a good intervention plan since the law enforcement agency would like to improve their relationship with a minority group, and by giving in to what they want; will help to strengthen the relationship between those two groups.

The conflict that may arise due to unequal representation in the police workforce would be reduced through the accommodation strategy that has been used by the law enforcement agency during the recruitment process to resolve the conflict dynamics between those two existing groups. This conflict resolution technique is better than other methods because it allows someone to focus only on the essential issues while ignoring unimportant arguments. It also allows the situation to be solved simply while creating goodwill and bringing harmony between the two parties while providing sufficient time for finding a way in which a permanent solution can be identified.

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Christian Worldview

As viewed by Christians, conflict is seen as something that can make us doubt the goodness of God, as God can use the Christian perspective conflict to draw use close to Him, refine the characters we have. The Bible is said to have a lot of wisdom on how various conflicts can be handled; therefore, conflict resolution Biblical principles can be applied to any conflict (Bavinck, 2019). The concept of self-reflection can be used to resolve the conflict that exists between the law enforcement agency (their recruitment process) and the ethnic/racial minority groups. In the book of Romans 3:23, it says, "For all have sinned and fall short of the glory of God," and the book of Matthew 7:3-5 it says, "And why do you look at the speck in your brother's eye, but do not consider the plank in your own eye? Or how can you say to your brother, Let me remove the speck from your eye and look, a plank is in your eye? Hypocrite! First, remove the plank from your eye, and then you will see clearly to remove the speck from your brother's eye."

According to the two verses above, the concept of self-reflection can convince both parties to see if what they are doing is not worth judging before they can judge each other's faults and that no one is perfect in this world. The only way a person can live by God's teachings is by identifying his own mistakes and rectifying them before he identifies the mistakes of other people. So before the ethnic/racial minority groups judge the police officers' fault, they should first see if they are also not discriminating against any other group of people racial or ethnically when it comes to certain situations in the society. After they have done so, they can come and judge the bias being practiced by the police officers during recruitment.

The book of Matthew 18:15-17 says that “Moreover if your brother sins against you, goes and tells him his fault between you and him alone. If he hears you, you have gained your brother. But if he will not hear take with you one or two more, that by the mouth of two or three witnesses, every word may be established. And if he refuses to hear them, tell it to the church. But if he refuses even to hear the church, let him be to you like a heathen and a tax collector.” (Bible, 2018). This bible verse tries to tell us how a person can deal with a person who is sinning against you, and the bible has given us various alternatives on how we can resolve such kind of conflict. The ethnic/racial minority group should also take the same approach when dealing with their conflict with law enforcement agencies; instead of engaging in a conflict, they should identify groups such as civil rights movements or churches to address the issues they have against the police during the recruitment process.

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References

Bavinck, H. (2019). Christian Worldview. Crossway.

Bible, H. O. L. M. A. N. (2018). Holy Bible. Cambridge University Press.

Fan, M. D. (2015). Violence and police diversity: A call for research. BYU L. Rev., 875.

Gibbs, J. C. (2019). Diversifying the police applicant pool: Motivations of women and minority candidates seeking police employment. Criminal Justice Studies, 32(3), 207-221.

Johnston, L. (2011). Diversifying police recruitment? The deployment of police community support officers in London. The Howard Journal of Criminal Justice, 45(4), 388-402.

Nowacki, J., Schafer, J. A., & Hibdon, J. (2020). Workforce Diversity in Police Hiring: The Influence of Organizational Characteristics. Justice Evaluation Journal, 1-20.

Nguyen, T. N., Ricci, F., Delic, A., & Bridge, D. (2019). Conflict resolution in group decision making: insights from a simulation study. User Modeling and User-Adapted Interaction, 29(5), 895-941.

Shjarback, J., Decker, S., Rojek, J. J., & Brunson, R. K. (2017). Minority representation in policing and racial profiling. Policing: An International Journal of Police Strategies & Management.