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CONCEPTUAL FRAMEWORK FOR APPLICATION OF AFFIRMATIVE ACTION ON RECRUITMENT AND SELECTION IN POLICE AGENCIES
Abstract
Affirmative action is one of the most controversial issues in the management of public human resources, including in police agencies. Recruitment and selection are no longer only about recruiting the best talents but are also oriented towards accommodating diversity. This article discusses the experience of affirmative action in recruitment and selection in police agencies, the conceptual framework for affirmative action in recruitment and selection, and the conceptual framework of factors that influence the application of affirmative action in recruitment and selection so that its implementation runs optimally. Through a literature study, the results show that the implementation of affirmative action in police agencies tries to accommodate minority groups to enter the organization with a focus on gender, race, and ethnicity. In its implementation, problems occur in both developed and developing countries. Therefore, the application of affirmative action in recruitment and selection must be identified in the recruitment and selection stages itself starting from the recruitment process, candidate screening, and selection interviews. In order for the implementation of affirmative action to run optimally at the recruitment and selection stages, the influencing factors need to be considered both before carrying out recruitment and selection—in the form of an internal environment that supports diversity, organizational willingness, and determining target locations—as well as at the time of recruitment and selection, seen from the perspective of the employer and the perspective of the applicant or candidate.
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Canada's demographic landscape is comprised of a breadth of cultures and religious beliefs, racialized groups, Indigenous persons, and genders and sexual orientations. In contrast, the demographic composition of many police services in Canada does not reflect the communities they serve. While efforts of police services across Canada to diversify have led to a proliferation of racial minorities, women, and Indigenous persons gaining employment within police organizations, serious obstacles of exclusion, racism, and discrimination remain. This paper will critically analyze four factors that accentuate and contribute to systemic discrimination in policing and provide recommendations to identify, mitigate, and address this issue.
Police agencies implement a variety of strategies for recruiting, promoting and retaining police officers with diverse backgrounds. Changes have however been difficult to attain. We expand research on representative bureaucracy by investigating diversity perspectives in a case study of the Norwegian Police Service (NPS). Using mixed-methods we investigate the diversity perspectives of ethnic minority and majority students and employees in the NPS, focusing on the interplay between educational and work experiences, recruitment practices and diversity policies. We found that ethnic minorities were still underrepresented, and their cultural competence was not fully recognized by other students, teachers, colleagues and leaders. Interview and fieldwork findings were corroborated by surveys among NPS employees documenting that competence development was perceived as the least emphasized justification for diversity management.
Tujuan kajian ini adalah menganalisis hasil penerapan tindakan afirmatif selama proses rekrutmen beserta seleksi Kepolisian di Papua, sehingga realisasi kompetensi Polri yang sesuai dengan standar akan menghasilkan kinerja profesional yang baik untuk organisasi. Metode penelitian menggunakan metode post-positivisme. Hasil penelitian menunjukkan bahwa pelaksanaan affirmative action selama rekrutmen beserta seleksi calon Non-commissioning Officer di Polda Papua masih belum optimal, di mana perekrutan dan seleksi petugas Polri di Polda Papua, Orang Asli Papua (OAP) atau Ras Melanesia lebih cenderung mengambil alih Penduduk Asli Non-Papua. Fungsi tindakan afirmatif dari sistem rekrutmen dan seleksi di Kepolisian Daerah Papua adalah tempat perubahan yang diharapkan untuk menyelesaikan pembangunan di Papua. Kapolri juga meminta agar merit system yang diterapkan dapat meningkatkan motivasi Penduduk Asli Papua untuk mendaftar sebagai calon Pejabat Non-Nomisi dan dapat mendukung tindakan afirmatif yang diambil melalui perekrutan dan seleksi dengan merit system yang akan meminimalkan hubungan kelompok yang akan didiskriminasi oleh organisasi yang menggunakan non-bantuan atau terkait dengan kelompok atau ras tertentu.
The article examined “managing diversity for organizational efficiency.” It sought to find out the extent to which diversity management influences organizational efficiency through the management of conflict, cultural diversity, and employees’ perception of marginalization as well as teamwork and employee work attitude. The survey design was employed. A sample of 178 respondents from nine multinational companies in south-south Nigeria was employed. Research data were analyzed using structural equation modeling, with diversity management and organizational efficiency serving as latent variables. The results show that the management of cultural diversity, employees’ perception of marginalization, and conflict significantly influences diversity management. Furthermore, diversity management and teamwork significantly influence organizational efficiency. The need for managers of diverse workforces to give priority to diversity management, to ensure its effective implementation, was suggested, among others.
It is often assumed that a greater level of accountability will positively affect the performance of public organizations; however, this relationship has not been studied extensively in public administration. This study provides quantitative evidence regarding the impact of accountability on organizational performance in the U.S. federal government. Specifically, we examine the association between the levels of organizational performance and accountability in three functions of human resource management (HRM)-staffing, performance evaluation, and compensation-as perceived by employees of public organizations. Further, we test whether the level of autonomy perceived by the employees influences the association between accountability and performance. The findings suggest that the levels of accountability manifested in staffing, performance evaluation, and compensation all positively and significantly affect organizational performance. Moreover, employee autonomy tends to amplify the positive impact of accountability on performance in two HRM functions-staffing and compensation.
The forces and systems, which shape the available supply, composition and flow of talent into and out of organisations today have become increasingly complex and fluid. Most firms today extend their operations across regions and many compete globally, existing within one or more external contexts, known as macro talent management systems (MTM). Shaped by economic, political, regulatory, technological, and cultural conditions, MTM has the potential to directly or indirectly empower or disrupt organisational ability to attract, engage, and retain the talent crucial to achieving competitive business objectives. Yet organisations today may overlook the influence of external MTM systems to complement or constrain organisational talent management effectiveness, limiting the firm's ability to generate benefit and mitigate risk stemming from variance in macro talent contexts. Introducing a macro-contingent view of talent management, this paper identifies three pivotal shifts needed to enable effective talent management practice and proposes a framework for future research. JEL classification: 50.1: human resources, 50.4: competitive strategy, Keywords: Talent management, Contingency model, Systems theory, Micro, Macro, Cross-level
Recruitment for diversity is part of a range of proactive strategies for overcoming occupational stereotyping in a number of professions, as well as addressing a history of discrimination against women and minority groups. One such campaign launched by the Swedish police involves 'inclusive recruitment'. By analysing the discourse of inclusive recruitment and its subject positions in police student talk, this article shows how borders between people who are assigned different social categories are constructed, challenged and reinforced. Positive intentions in agendas towards diversity are problematised when minorities are ascribed as admitted on quotation, which places them in a ubordinate and 'risky position' within an occupation and on less legitimate premises. A dilemma emerges between a call to represent minority groups and the risk of categorising them as 'others'. In particular, voices of resistance from ethnic minority police women show how practices of exclusion could jeopardise efforts to achieve inclusion.
Underpinned by the assumption that people would support affirmative action based on self-interests, and/or when they have high job security not to be threatened by the policy, this study investigated the likelihood that workers would differentially support affirmative action by their demographic attributes. Analyses of three demographic models—social, organizational, and combined(social plus organizational)—were used to determine predictors of support for affirmative action. Findings of the third (combined) model indicated that organizational tenure (an organizational demographic variable) and educational completion (a social demographic variable), respectively, were the two strongest predictors of support for affirmative action. This study suggested that factors of achievement, rather than race-ethnicity or gender, were the strongest predictors of support for affirmative action. This finding may be useful to personnel and human resources leaders in designing programs for employee acceptance of affirmative action programs.
Much has been written about the role of human resources professionals in creating sustainable organizations. However, despite recognition that organizational human resources functions have an important role to play in sustainability, researchers tend to focus on strategic issues and sustainability. This higher-order focus has often meant that practical, operational-level advice has been overlooked. This article addresses that gap by presenting a framework of suggested sustainable recruitment and selection practices. This framework is applicable to practitioners and acts as a curriculum for educators. Almost 90 specific environmental, economic and social sustainability practices in recruitment and selection were revealed in the data collection process. A prioritized top 10 list of practices is recommended for immediate implementation.
This exploratory study examined white undergraduate students’ (a) racial attitudes towards Asian Americans, (b) principled policy attitudes toward affirmative action, and (c) self-interest in relation to their support for college-based affirmative action policies for Asian Americans at a Midwestern university. A sample (n = 264, 28% male, 72% female) of white undergraduate students from a mid-sized public university in the Midwest was surveyed. The findings indicate that white undergraduate women have significantly more favorable principled policy attitudes toward affirmative action in general and for an affirmative action college policy for Asians, in particular, than do undergraduate males. Implications for issues of equity and social justice are shared.
Affirmative action is a controversial and often poorly understood policy. It is also a policy that has been widely studied by social scientists. In this review, we outline how affirmative action operates in employment and education settings and consider the major points of controversy. In addition, we detail the contributions of psychologists and other social scientists in helping to demonstrate why affirmative action is needed; how it can have unintended negative consequences; and how affirmative action programs can be most successful. We also review how psychologists have examined variations in people's attitudes toward affirmative action, in part as a means for testing different theories of social behavior.
This paper reviews developments in gender equity-oriented recruitment policies in Australian policing between 2015 and 2019. Findings cover the six state, one federal and one territory police organisations. The study was prompted by media reports on affirmative action initiatives, especially the introduction of recruitment targets. The primary aim was to identify successful or promising strategies to increase the number of female officers, with possible transferable lessons. A secondary aim was to assess the level of accountability in terms of public reporting by police about methods and outcomes. The main finding was that four of the eight organisations had introduced explicit 50:50 male-female recruitment targets, and five had been operating female targeted recruitment campaigns. The majority of organisations with targeted campaigns recorded large increases in female recruit numbers, although within the study time frame only one showed a clear flow-through to substantially increased officer numbers. Overall, there was a lack of adequate data, including male-female application numbers; and information about selection criteria was inadequate. The personal commitment and discretion of police commissioners appeared to be a key factor in the adoption of affirmative action initiatives. These findings provide valuable lessons for improved police performance and accountability in gender equity across the world.
The underrepresentation of women in law enforcement institutions is a global pattern. However, increasing awareness of gender inequality is stimulating the implementation of affirmative action policies to encourage women into policing, especially in developed countries. Despite this, Brazil is moving in the opposite direction. This study investigates the latest military police recruitment programmes of all Brazilian states, as well as the laws that regulate these processes. This research shows that 74% of the latest recruitment programmes explicitly restricted the selection of female officers to a maximum threshold. Therefore, instead of promoting diversity, recruitment has imposed barriers to female integration, widening the gender gap in police forces. Moreover, this unjustifiable limitation violates the rights to equality and non-discrimination, protected not only in the Brazilian Federal Constitution of 1988 but also in several international conventions ratified by Brazil.
Many police departments in the United States have experienced externally-imposed affirmative action plans designed to increase the shares of nonwhite and female police officers. This paper examines whether externally-imposed affirmative action plans have impacted the rates of reported offenses and/or offenses cleared by arrest, seeking to replicate and extend Lott (2000) and McCrary (2007). Using a series of modern econometric strategies, including difference-in-differences decomposition and generalized synthetic controls, we do not find a significant effect of court-imposed affirmative action plans on the rates of reported offenses or reported offenses cleared by arrest, a finding consistent with McCrary (2007). We also consider whether unlitigated agencies change their practices due to the threat of litigation, but, like McCrary (2007), are unable to identify causal evidence of such threat effects. We suggest that, in the spirit of Miller and Segal (2018), future research seek to estimate the potentially racially heterogeneous treatment effects of race-based affirmative action plans on public safety outcomes.
The penetration of information and communications technology (ICT) and financial services have led to significant changes in the nature of employment opportunities as well as hiring practices by employers in the Indian labour market. Both employers and jobseekers are increasingly using information technology (IT) in their searches in the labour market. However, social networks continue to play major role in job information and hiring decisions. In such changing milieu, access to information to jobseekers has become rather limited, thereby reducing job opportunities for those people or groups of people who do not have access to such sources of information and networks. The prevailing prejudices about the abilities of certain group of job applicants such as Scheduled Castes/Scheduled Tribes (SCs/STs) and Muslims, and overemphasis on meritocracy by employers also limit their chances of being selected, particularly in private industry.
The purpose of this paper is to assess the recruitment and selection practices of public sector higher education institutions in Ghana. The research employed quantitative research approach with a descriptive survey design. Questionnaire was used to collect data from 128 respondents. Stratified and simple random sampling techniques were used to select the sample from the targeted population. Data processing was done using SPSS version 22. Results of the analyses showed, inter alia, the following; (a) Public sector higher education institutions in Ghana predominantly relies on recommendation as its main mode of employment; (b) Identification of available vacancies and delay in feedback after interviews were the two main challenges with the public sector higher education institutions in Ghana recruitment and selection practices. It is recommended that employee referrals (recommendation) though a good idea should be reduced, public sector higher education institutions in Ghana should make use of adverts (either print or electronic or both) in publicising its vacant positions.
In view of rapidly growing criticism of western police forces, the perceptions of 156 Canadian municipal officers were examined in this quantitative study to determine their views on the state of culturally- and gender-competent practice. Respondents also completed a measure of authoritarianism and three indices of empathy. Regression analyses showed female officers to be less positive in their appraisals than men, especially in how well female officers are treated. Authoritarianism emerged as the sole psychological predictor and then only on the racial equity variable. Discussion focuses on the extent to which findings can be considered in broader discussions of reform.
This research examines the recruitment and selection practices followed in Higher Education Institutions (HEIs). Today education is the corner stone of societal reforms in Pakistan and effective teachers are the backbone of educational reforms. HEIs need significant developmental measures and this paper will provide recommendations to improve the recruitment and selection process promoting the competent and talented teachers so that higher education sector can play its part in economic growth. The research methodology applied is exploratory. This research based on primary as well as secondary data collected from newly hired university lecturers, Managerial staff, internet and online journals and research papers. Data analysis has been done with the help of SPSS software. Research concluded that recruitment and selection process of HEIs adopt systematic system but there is a room for improvement. At times this process is influenced by political factors. This research will help in promoting active constructive researches on education sector as well as the fair and corruption less recruitment and selection processes of HEIs.
Affirmative action in college admissions was effectively banned in Texas by the Hopwood ruling in 1997, by voter referenda in California and Washington in 1996 and 1998, and by administrative decisions in Florida in 1999. The Hopwood and Johnson rulings also had possible applicability to public colleges throughout Alabama, Georgia, Louisiana, and Mississippi. The Supreme Court's 2003 decision in the Grutter and Gratz cases reaffirmed but limited the legal basis for affirmative action in colleges. This article uses nationally representative data on the admissions decisions of high school students in 1992 and 2004 to estimate the magnitude of the change in affirmative action in college admission decisions (i.e., how these policy changes affected the relative likelihood of admission of minority and nonminority applicants). We find substantial declines in levels of affirmative action practiced by highly selective colleges in the states affected by bans and the Hopwood and Johnson rulings, and no evidence of declines outside these states (and thus modest and generally insignificant declines nationwide). We show how the decline in affirmative action in these particular states affects not only students in these states but also those students who live in adjacent states, particularly when the adjacent states lack highly selective colleges.
A content analysis of U.S. newspaper editorials (N = 158) examined framing of U.S.
Supreme Court rulings on affirmative action at the University of Michigan. Results
showed that remedial action and no preferential treatment,frames dominating affirmative
action discourse in news media from the 1960s through the mid-1990s, were overshadowed
in 2003 newspaper editorials by diversity, a frame asserting that a mix of
racially and ethnically different people serves to strengthen organizations and society.
The Newsroom Diversity Index (the ratio of the proportion of minorities professionally
employed by the newspaper to the proportion of minorities living in its market)
was positively associated with choosing the diversity frame and negatively associated
with choosing the no preferential treatment frame.
Walden University This is to certify that the doctoral dissertation by
- L L Gross
Gross, L. L. (2019). Walden University This is to certify that the doctoral
dissertation by.
Educational Management Administration & Leadership, 1741143220969694
- S W Lee
- X Mao
Lee, S. W., & Mao, X. (2020). Recruitment and selection of principals: A
systematic review. Educational Management Administration &
Leadership,
1741143220969694.
https://doi.org/10.1177/1741143220969694
Recruitment & Selection & Its Impact on Organizational Productivity
- G Mathur
- M Jain
- A Sahayaraj
Mathur, G., Jain, M., & Sahayaraj, A. (2017). Recruitment & Selection & Its
Impact on Organizational Productivity. International Journal Of Core
Engineering & Management, 4(2), 26-35.