Attracting females and racial/ethnic minorities to law enforcement
Using a national survey of law enforcement agencies, this study (1) measured agencies' ability to fill sworn positions, (2) identified the strategies used to attract and hire females and minorities, (3) measured agencies' success in filling sworn positions with females and minorities, and (4) measured through negative binomial regression the impact of agency strategies and agency/jurisdiction characteristics on levels of female and minority applications and hires. The results indicated great variation in agencies' ability to fill sworn positions and fill them with females and minorities and considerable variation in the extent to which mechanisms are used to attract females and minorities to policing. Just one in five agencies has adopted targeted recruitment strategies for women and minorities. Agency success in attracting the applications of and hiring females and minorities varies greatly. The multivariate analyses indicate that recruiting budget and targeting minorities and women do positively affect hiring.
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- J. E. Stiglitz, 1999. "Introduction," Economic Notes, Banca Monte dei Paschi di Siena SpA, vol. 28(3), pages 249-254, November.
- Kaminski, Robert J., 1993. "Police minority recruitment: Predicting who will say yes to an offer for a job as a cop," Journal of Criminal Justice, Elsevier, vol. 21(4), pages 395-409.
- Hochstedler, Ellen & Conley, John A., 1986. "Explaining underrepresentation of black officers in city police agencies," Journal of Criminal Justice, Elsevier, vol. 14(4), pages 319-328.
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