Discussion – Diverse Workplace

Discussion – Diverse Workplace

Diversity refers to “acknowledging, understanding, accepting, valuing, and celebrating differences among people” regardless of their “age, class, ethnicity, gender, physical and mental ability, race, sexual orientation, spiritual practice, and public assistance status” (Green et al., 2002). Workplace diversity has become important due to the increasing differences in society. With increasing globalization and the interaction of people from distinct cultures, backgrounds, and beliefs, the need to embrace a diversified workplace becomes inevitable. It is critical to have a police force that appreciates diversity to mirror the population it serves (Bing et al., 2017). Subsequently, several factors are associated with recruiting or developing a diverse law enforcement workforce.

First, organizational practices and policies are significant factors associated with developing workplace diversity by creating a demand for the minority population in the law enforcement workforce. Notably, policing emphasizes organizations’ commitment to equality and access for all individuals. Consequently, it creates a demand for women, for instance, in the police workforce (Schuck, 2014). In addition, recruiting females and other minority officers becomes a high priority because diversity is an indicator of positive organizational change.

Second, microeconomic aspects in a community affect diversity in the workforce. Law enforcement is a job in the public sector that operates under an incentives model whereby low salaries are compensated with benefits such as a good pension plan, liberal maternity leave policies, or low-cost health insurance. Consequently, these benefits encourage the minority population and women to get into the law enforcement workforce, thus promoting diversity.

Finally, a community’s social structure is essential in diversifying the workplace. Notably, societal bodies representing the community or special interest groups can pressure law enforcement agencies to diversify their workforce, creating a demand for the special interest groups. For instance, participating in the accreditation processes overseen by the Commission on Accreditation for Law Enforcement Agencies (CALEA) creates demand for female and minority officers. CALEA formed in 1979, aimed to improve the police force through a body of standards that these organizations could follow to measure their performance. If a department’s labor force does not reflect the diversity of the community it serves, it must develop equal opportunities and a sound recruitment system to receive accreditation by CALEA (Schuck, 2014).

ORDER A PLAGIARISM-FREE PAPER HERE

We’ll write everything from scratch

Discussion – Diverse Workplace

Examine the multiple factors associated with recruiting and developing a diverse law enforcement workforce.