Racial profiling defines a process by which law enforcement depends on generalization based on ethnic origin, nationality, descent, color, and race. It is determined through empirical evidence that validates a police officer involved in criminal activity. Racial profiling can be witnessed in decision making approaches among the police service even before they graduate, depending on how they handle people of color while carrying their activities. There are law enforcement agencies tasked with responsibilities to determine ethical issues; thus, they help determine which police officer is fit to graduate or not depending on how they handle racial tensions and profiling. Racial profiling may inform of particular police officers’ practices and attitudes that discriminate against law enforcement agencies’ policies or culture, thus causing a long-term effect on the affected individuals. Racial profiling and racial tensions violate principles of international rights. Therefore, law enforcement should be determined based on individual conduct while engaging with other people. The purpose of the research paper is to assist in determining police officers that are fit for graduation in the Law Enforcement Academy of a metropolitan police department.
Police officers fit and unfit for graduation
As a professional consultant, I would propose the academy to initiate some programs in vetting police officers fit to graduate based on racial profiling and tensions facets. Community involvement should be vital in the entire process. When police officers execute their duties, there might be complaints from the public on particular police officers who participate in promoting racial profiling and racial tensions. A committee should be formed to research police competence before graduation.
The academy should hold a meeting with the public, and the panel interview peoples who should be allowed to participate in police recruitment (Behnke, 2017). Since the police department has a disciplinary committee and records each particular student, it will do vetting of police officers to graduate depending on the provided information after verification of the data. I will request the Academy to incorporate volunteers from the community to form advisory committees involving local organizations and neighbourhood organizations to provide their views.
The students supposed to graduate will be divided into groups and given duties to execute in public to act as a monitoring tool for each individual. At the end of the program, the public should provide specific information for each police officer, depending on their contact mode. The program will be a supplementary training section to collect enough information for each police officer. The training should be conducted in the multi-ethnic community to affect the process (Behnke, 2017). At the end of the program, each police officer will be assigned a questionnaire from which public participation will be involved. The police officer will not be informed before the program to avoid biases and errors that may result in unauthentic data.
Feedback from the community on how police display their humanity when interacting with the community will provide supplementary information to assist in vetting competence police officers who are supposed to graduate. The human rights commission and office of human relations will be involved during the vetting process. They will be allowed to integrate with police officers during their public training program to assess the individual candidate on adherence to racial profiling policies (McDevitt, Ramirez, & Farrell, 2014). Depending on the way individual police officers’ conduct, the bureau’s plan will identify individuals capable of handling firearms, and those cannot.
The plan will help reduce disparate treatment among Latinos, African Americans, and Caucasians who are mostly subjected to racial profiling and tensions. The academy will partner with other agencies that reduce racial disparities during the vetting period to offer their assistance. Police officers have highly pioneered race profiling over the recent days. If they are properly vetted before their graduation, the metropolitan police department will produce police officers who do not tolerate racial profiling, thus transforming the entire police department.
Mentoring programs will be held before the interview session to create awareness of the discipline force on the significance of rebuking racial profiling in society. When officers are allowed to interact with the community, they will be able to reduce tensions, and the Bureau will operate well. Witness in the community voluntarily will be integrated to contribute to the police officers’ conduct in the streets.
Police officers who display effective law enforcement and do the right thing will be sampled from each sample size to form the first cohort of police officers for interviewing before graduation. Those eliminated in the first cohort will be allowed to undergo vigorous training on ethical issues and be barred from graduation until they fully comply with the set mode of contact (Egharevba, 2016). The advisory committee and the human rights commission will be allowed to provide their data to verify the graduates’ selected first cohort. Police officers who will be found to have violated key principles and rights under international human rights law will be exempted from the graduation list.
The committee on eliminating racial discrimination will be consulted during the community training to monitor each police officer. The process will be a dynamic multi-agency to ensure the dispatched cohort for graduation is competent enough to serve the public with due diligence. The committee’s general recommendation in the final verification of the police officers should conform to all facets of reducing racial profiling. Observations from all agencies involved in the process will be subjected to high scrutiny.
Police officers exempted from the graduation will be advised accordingly on improvement areas until they conform to the set standards. By so doing, the academy will produce police officers who will help in mitigating racial profiling and tensions in the community (Nations, 2019). Gradually, racial profiling will reduce and create cohesion between police officers and the community. Similarly, the human rights committee recommendation on adopting legislation in banning racial profiling should be well instituted. When making arrests, the police officers will be monitored closely to determine whether due diligence was followed when engaging in criminal activities.
In conclusion, police discretion should be closely monitored to determine whether police officers are unfit or fit for graduation. Police institutions, such as metropolitan police departments, will dispatch sound groups to help mitigate racial profiling and tensions. The process of vetting police officers for graduation should be a dynamic multi-agency to recommend the professionals who conform to international laws of human rights. Those who do not should be exempted from graduating.
Behnke, A. M. (2017). Racial Profiling: Everyday Inequality. Minneapolis: Twenty-First Century Books.
Egharevba, S. (2016). Police Brutality, Racial Profiling, and Discrimination in the Criminal Justice System. Pennsylvania: IGI Global. Retrieved from U.S. Department of Justice: https://www.ncjrs.gov/pdffiles1/bja/184768.pdf
McDevitt, J., Ramirez, D., & Farrell, A. (2014). A Resource Guide on Racial Profiling Data Collection Systems: Promising Practices and Lessons Learned. Scotts Valley: CreateSpace Independent Publishing Platform.
Nations, U. (2019). PREVENTING and Countering Racial Profiling of people of African Descent, Good Practices and Challenges . Retrieved from prevent racial profilng : un.org/sites/un2.un.org/files/preventracialprofiling-en.pdf