Diversity Training for Law Enforcement

Paper Summary:

This paper discusses the importance of effective diversity training for law enforcement. It discusses the dysfunction within the human resource management (HRM) of the organization in question, relative to diversity. The paper then provides background information on what true diversity is in an organization and offers a concrete proposal for a diversity training program.

Table of Contents:
Overview
Diversity
Proposal
Diversity Program Outline
Objectives of the Program
The Case for Diversity - Improving an Organization's Bottom Line
Communication--How to Improve and Teach It
Stereotypes in the Workplace--Use of Us/Them Mentalities
Listening--How to Improve It
Body Language--Non-Verbal Communication
The Organizational Cultural Audit
Budget Proposal for Diversity Program
Rationale for ROI
Rationale for Personnel Expenses
Non-personnel Expenses Rationale

From the Paper:

"Diversity has been an important and highly sought after quality in organizations over the past twenty years. In some sense it has become the holy grail of organizational efficiency and awarded almost mythical status as a panacea for a lack of organizational vision and creativity. Diversity programs have been instituted in companies and organizations as diverse as Allstate is to Canon ("Diversity", 1998). Almost every organization, public or private, makes some attempt to address diversity its workforce. Diversity in the workforce is most often equated with racial and cultural dimensions and the development of these differences in an equitable and productive manner (Thomas & Ely, 2001). In all instances, diversity training and the development of diversity is meant to both improve the work environment as well as the underlying performance quotient of the organization."

Sample of Sources Used:

• Combs, G. M. (2002). Meeting the leadership challenge of a diverse and pluralistic workplace: Implications of self-efficacy for diversity training. Journal of Leadership Studies, 8(4), 1+.
• Comer, D. R., & Soliman, C. E. (1996). Organizational efforts to manage diversity: do they really work? Journal of Managerial Issues, 8(4), 470+.
• Diversity: Programs become valuable tools for increased profitability. (1998, July). Black Enterprise, 28, 120.
• Dobbs, M. F. (1996). Managing diversity: Lessons from the private sector. Public Personnel Management, 25(3), 351+.
• Dobbs, M. F. (1998). Managing diversity: The department of energy initiative. Public Personnel Management, 27(2), 161+.

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