This report presents suggestions for integrating diversity training into ongoing learning at all levels of the police department. A police-community partnership, that can only come to fruition if the cultures, skills, and needs of both parties are recognized and accepted, must empower citizens to participate in the decisionmaking process that will determine the future of their neighborhoods. Examples from municipal/criminal code, criminal investigation, supervision/management training, executive training, in-service training, and physical skills training demonstrate how community-oriented policing and the management of cultural diversity can be incorporated into all other curricula of the training function. A model curriculum for the executive level of the police department that will assist in the institutionalization of community-oriented policing is outlined here; it discusses issues pertaining to special-interest employee groups, vertical staff meetings, the role of language, policies and procedures, vision and mission, and goals and objectives. Finally, the areas of police recruitment and selection, assignment and promotion, and performance evaluation must be assessed in order to maximize the goals of community-oriented policing. 10 notes