Skip to main content

The Inclusive Police Organization and a Process for Change

  • 676 Accesses

Part of the Advanced Sciences and Technologies for Security Applications book series (ASTSA)

Abstract

This chapter begins with definitions for diversity and the concept of inclusion, followed by a discussion of the benefits of each. Attributes of an inclusive police organization, along with an organization development model that depicts the evolutionary process from exclusive club to inclusive organization, are also discussed. This chapter concludes with the introduction of a process for facilitating change.

Keywords

  • Police Service
  • Police Organization
  • Inclusion Process
  • Justice Climate
  • Minority Group Member

These keywords were added by machine and not by the authors. This process is experimental and the keywords may be updated as the learning algorithm improves.

This is a preview of subscription content, access via your institution.

Buying options

Chapter
USD   29.95
Price excludes VAT (USA)
  • DOI: 10.1007/978-3-319-53309-4_6
  • Chapter length: 18 pages
  • Instant PDF download
  • Readable on all devices
  • Own it forever
  • Exclusive offer for individuals only
  • Tax calculation will be finalised during checkout
eBook
USD   84.99
Price excludes VAT (USA)
  • ISBN: 978-3-319-53309-4
  • Instant PDF download
  • Readable on all devices
  • Own it forever
  • Exclusive offer for individuals only
  • Tax calculation will be finalised during checkout
Softcover Book
USD   109.99
Price excludes VAT (USA)
Hardcover Book
USD   149.99
Price excludes VAT (USA)

References

  1. Arredondo P (1996) Successful diversity management initiatives: A blueprint for planning and implementation. Thousand Oaks, CA: Sage.

    Google Scholar 

  2.  Bagshaw M (2004) Is diversity divisive? A positive training approach. Ind Commer Train 36(4):153–157

    CrossRef  Google Scholar 

  3. Banaji MR, Greenwald AG (2013) Blindspot: hidden biases of good people. Delacorte Press, New York

    Google Scholar 

  4. Bergman ME, Day Langhout R, Palmieri PA, Cortina LM, Fitzgerald LF (2002) The (un) reasonableness of reporting: antecedents and consequences of reporting sexual harassment. J Appl Psychol 87(2):230–242

    CrossRef  Google Scholar 

  5. Brooke JK, Tyler TR (2011) Diversity and corporate performance: a review of the psychological literature. North Carol Law Rev 3:715

    Google Scholar 

  6. Chavez CI, Weisinger JY (2008) Beyond diversity training: a social infusion for cultural inclusion. Hum Resour Manag 47(2):331

    CrossRef  Google Scholar 

  7. Chesler M (1994) Organization development is not the same as multicultural organizational development. In: Cross EY, Katz JH, Miller FA, Seashore EW (eds) The promise of diversity: over 40 voices discuss strategies for eliminating discrimination in organizations. Irwin, Burr Ridge, pp 240–251

    Google Scholar 

  8. Comer D, Soliman C (1996) Organizational efforts to manage diversity: do they really work? J Manag Issues 8(4):470–483

    Google Scholar 

  9. Cox T (2001) Creating the multicultural organization: A strategy for capturing the power of diversity. San Francisco: Jossey Bass

    Google Scholar 

  10. Cox T (1993) Cultural diversity in organizations: theory, research, and practice. Berrett-Koehler, San Francisco

    Google Scholar 

  11. Davidson MN, Ferdman BM (2002) A matter of difference-Inclusion and power: Reflections on dominance and subordination in organizations. Ind Org Psychol 40(1):62–67

    Google Scholar 

  12. Downey SN, van der Werff L, Thomas KM, Plaut VC (2015) The role of diversity practices and inclusion in promoting trust and employee engagement. J Appl Soc Psychol 45(1):35–44

    CrossRef  Google Scholar 

  13. Ely RJ, Thomas DA (2001) Cultural diversity at work: the effects of diversity perspectives on work group processes and outcomes. Adm Sci Q 46(2):229–273

    CrossRef  Google Scholar 

  14. Falletta SV, Combs W (2002) Surveys as a tool for organization development and change. In: Waclawski J, Church AH (eds) Organization development: a data-driven approach to organizational change. Jossey-Bass, San Francisco, pp 78–102

    Google Scholar 

  15. Foeman AK, Pressley G (1987) Ethnic culture and corporate culture: using black styles in organizations. Commun Quart 35:293–307

    CrossRef  Google Scholar 

  16. Friedman RA, Holtom B (2002) The effects of network groups on minority employee turnover intentions. Hum Resour Manag 41(4):405–412

    CrossRef  Google Scholar 

  17. Haarr RN (1997) Patterns of interaction in a police patrol bureau: race and gender barriers to integration. Justice Q 14(1):53–86

    CrossRef  Google Scholar 

  18. Holvino E (2014) Developing multicultural organizations: an application of the multicultural OD model. In: Jones BB, Brazzel M (eds) The NTL handbook of organization development and change: principles, practices, and perspectives, Chapter 26. Pfeiffer, San Francisco

    Google Scholar 

  19. Holvino E, Ferdman BM, Merrill-Sands B (2004) Creating and sustaining diversity and inclusion in organizations: Strategies and approaches. In: Stockdale MS, Crosby FJ (eds) The psychology and management of workplace diversity. Blackwell Publishing, Maiden, MA, pp 245–276

    Google Scholar 

  20. Hyde C (2004) Multicultural development in human services agencies: challenges and solutions. Soc Work 49(1):7–16

    CrossRef  Google Scholar 

  21. Ibarra H (1993) Personal networks of women and minorities in management: a conceptual framework. Acad Manag Rev 18:56–87

    Google Scholar 

  22. Jackson B (2014) Theory and practice of multicultural organization development. In: Jones BB, Brazzel M (eds) The NTL handbook of organization development and change: principles, practices, and perspectives, Chapter 9. Pfeiffer, San Francisco

    Google Scholar 

  23. Jackson B (2006) Theory and practice of multicultural organization development. In: The NTL handbook of organization development and change principles, practices, and perspectives. Pfeiffer, San Francisco, pp 139–154

    Google Scholar 

  24. Jackson SE (1992) Diversity in the workplace: human resources initiatives. Guilford, New York

    Google Scholar 

  25. Jackson B, Hardiman R (1994) Multicultural organization development. In: Cross EY, Katz JH, Miller FA, Seashore EW (eds) The promise of diversity: over 40 voices discuss strategies for eliminating discrimination in organizations. Irwin, Burr Ridge, IL, pp 221–239

    Google Scholar 

  26. James E, Wooten L (2006) Diversity crises: how firms manage discrimination lawsuits. Acad Manag J 49(6):1103–1118

    CrossRef  Google Scholar 

  27. Jayne MEA, Dipboye RL (2004) Leveraging diversity to improve business performance: research findings and recommendations for organizations. Hum Resour Manag 43(4):409–424

    CrossRef  Google Scholar 

  28. Kandola R, Fullerton J (1998) Diversity in action—managing the mosiac, 2nd edn. IPD, London

    Google Scholar 

  29. Kanter RM (1977) Men and women of the corporation. Basic Books, New York

    Google Scholar 

  30. Kochan T, Bezrukova K, Ely R, Jackson S, Joshi A, Jehn K, Leonard J, Levine D, Thomas D (2003) The effects of diversity on business performance: report of the diversity research network. Hum Resour Manag 42:3–21

    CrossRef  Google Scholar 

  31. Kossek E, Lobel S, Brown J (2006) Human resource strategies to manage work force diversity: examining the “the business case”. In: Konrad AM, Prasad P, Pringle JK (eds) Handbook of workplace diversity. Sage, Thousand Oaks

    Google Scholar 

  32. Kossek E, Lobel S (1996) Introduction: transforming human resource systems to manage diversity—an introduction and orienting framework. In: Kossek E, Lobel S (eds) Managing diversity: human resource strategies for transforming the workplace. Blackwell, Cambridge, pp 1–19

    Google Scholar 

  33. Maddock S, Parkin D (1993) Gender cultures: women’s choices and strategies at work. Women Manag Rev 8(2):3–9

    CrossRef  Google Scholar 

  34. McKay PF, Avery DR, Morris MA (2008) Mean racial-ethnic differences in employee sales performance: The moderating role of diversity climate. Pers Psychol 61(2):349–374

    CrossRef  Google Scholar 

  35. Miller FA (1998) Strategic culture change: the door to achieving high performance and inclusion. Public Pers Manag 27(2):151–160

    CrossRef  Google Scholar 

  36. Miller FA (1994) Why we choose to address oppression. In: Cross EY, Katz JH, Miller FA, Seashore EW (eds) The promise of diversity: over 40 voices discuss strategies for eliminating discrimination in organizations. Irwin, New York, pp xxv–xxix

    Google Scholar 

  37. Miller FA, Katz JH (2007) The path from exclusive club to inclusive organization: a developmental process. Retrieved from http://blogs.ces.uwex.edu/inclusiveexcellence/files/2011/11/Path-from-Exclusive-C lub-to-Inclusive-Organization-Article.pdf

  38. Miller FA, Katz JH (2002) The inclusion breakthrough: unleashing the real power of diversity. Berrett-Koehler, San Francisco

    Google Scholar 

  39. Mor Barak ME (2011) Managing diversity: toward a globally inclusive workplace. SAGE, Thousand Oaks

    Google Scholar 

  40. Mor Barak ME (2000) Beyond affirmative action: Toward a model of diversity and organizational inclusion. Adm Soc Work 23(3–4):47–68

    Google Scholar 

  41. Mor Barak ME, Cherin DA (1998) A tool to expand organizational understanding of workforce diversity: exploring a measure of inclusion-exclusion. Adm Soc Work 22(1):47–64

    Google Scholar 

  42. Mor Barak ME, Levin A (2002) Outside of the corporate mainstream and excluded from the work community: a study of diversity, job satisfaction and well-being. Work & Family 5(2):133–157

    CrossRef  Google Scholar 

  43. Ng ESW, Burke RJ (2005) Person-organisation fit and the war for talent: does diversity management make a difference? Int J Hum Resour Manag 16(7):1195–1210

    CrossRef  Google Scholar 

  44. Nishii L (2013) The benefits of climate for inclusion for gender-diverse groups. Acad Manag J 56(6):1754–1774

    CrossRef  Google Scholar 

  45. Paoline E (2003) Taking stock: toward a richer understanding of police culture. J Crim Justice 32(3):199–214

    CrossRef  Google Scholar 

  46. Pless N, Maak T (2004) Building an inclusive diversity culture: Principles, processes and practice. Journal of Business Ethics, 54: 129–147

    Google Scholar 

  47. Rabe-Hemp C (2008) Survival in an all boys club: Policewomen and their fight for acceptance. Polic: Intl J Police Strateg Manag 31(2):251–270

    CrossRef  Google Scholar 

  48. Roberson QM (2006) Disentangling the meanings of diversity and inclusion in organizations. Group Org Manage 31(2):212–236

    CrossRef  Google Scholar 

  49. Rutherford S (2001) Any difference? An analysis of gender and divisional management styles in a large airline. Gender Work Org 8:326–345

    CrossRef  Google Scholar 

  50. Schuck A (2014) Gender differences in policing: testing hypotheses from the performance and disruption perspectives. Fem Criminol 9(2):160–185

    CrossRef  Google Scholar 

  51. Shore LM, Randel AE, Chung BG, Dean MA, Ehrhart KH (2011) Inclusion and diversity in work groups: a review and model for future research. J Manag 37:1262–1289

    Google Scholar 

  52. Sklanksky D (2006) Not your father’s police department: making sense of the new demographics of law enforcement. J Crim Law Criminol 96(3):1209–1244

    Google Scholar 

  53. Skogan W (2006) Asymmetry in the impact of encounters with the police. Polic Soc 16(2):99–126

    CrossRef  Google Scholar 

  54. Stewart M, Crary M, Humbred B (2008) Teaching value in diversity: on the folly of espousing inclusion, while practicing exclusion. Acad Manag 7(2):374–386

    Google Scholar 

  55. Thomas D, Ely R (1996) Making differences matter: a new paradigm for managing diversity. Harvard Bus Rev 74(5):79–90

    Google Scholar 

  56. Thompson S (2015) Facilitating the intake of Syrian refugees in Canada from a policing perspective. Unpublished draft

    Google Scholar 

  57. Van Knippenberg D, Schippers MC (2007) Work group diversity. Annu Rev Psychol 58:515–541

    CrossRef  Google Scholar 

  58. Wentling RM, Palma-Rivas N (2000) Current status of diversity initiatives in selected multinational corporations. Hum Resour Dev Quart 11:35–60

    CrossRef  Google Scholar 

  59. Wheeler M (1999, Winter) Global diversity: a culture-change perspective. Divers Factor 7(2):3134

    Google Scholar 

  60. Williams K, O’Reilly C (1998) Demography and diversity in organizations: a review of 40 years of research. Res Org Behav 20:77–140

    Google Scholar 

  61. Workman-Stark A (2015) Application of a multicultural organizational development approach to change in a Canadian Police Service. Intl J Org Divers 15(4):1–16

    CrossRef  Google Scholar 

  62. Workman-Stark A (2014) Workplace climate and intentions to leave. Unpublished draft

    Google Scholar 

Download references

Author information

Authors and Affiliations

Authors

Corresponding author

Correspondence to Angela L. Workman-Stark .

Rights and permissions

Reprints and Permissions

Copyright information

© 2017 Springer International Publishing AG

About this chapter

Cite this chapter

Workman-Stark, A.L. (2017). The Inclusive Police Organization and a Process for Change. In: Inclusive Policing from the Inside Out. Advanced Sciences and Technologies for Security Applications. Springer, Cham. https://doi.org/10.1007/978-3-319-53309-4_6

Download citation

  • DOI: https://doi.org/10.1007/978-3-319-53309-4_6

  • Published:

  • Publisher Name: Springer, Cham

  • Print ISBN: 978-3-319-53308-7

  • Online ISBN: 978-3-319-53309-4

  • eBook Packages: Law and CriminologyLaw and Criminology (R0)