Abstract

In recent years, many law enforcement agencies have found themselves in legitimacy crises, where police have difficulty winning the support and trust of the communities that they serve. One strategy suggested to improve legitimacy is developing personnel rosters that share demographic characteristics with a jurisdiction’s service population. This study examines how characteristics of police agencies, including existing workforce diversity, predict subsequent success in hiring non-White applicants. We merge applicant and hiring data from agencies reporting to the Commission on Accreditation for Law Enforcement Agencies (CALEA) with organizational data from the Census of State and Local Law Enforcement Agencies (CSLLEA). Results suggest that existing workforce diversity and some measures of organizational complexity influence successful hiring of non-White applicants.

摘要

近年来，许多执法机构发现自己正处于合法性危机中，在那里警察很难赢得他们所服务社区的支持和信任。建议的一种提高合法性的策略是建立与司法管辖区的服务人群共享人口特征的人员名册。这项研究研究了警察机构的特征（包括现有的劳动力多样性）如何预测随后雇用非白人申请人的成功。我们将向执法机构认证委员会（CALEA）报告的机构的申请人和招聘数据与州和地方执法机构人口普查（CSLLEA）的组织数据合并。