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NCJRS Abstract

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NCJ Number: 128629 Add to Shopping cart Find in a Library
Title: How Will the Role of Law Enforcement Change by the Year 2000 As It Deals with Suspected or Openly Gay Police Officers?
Author(s): B J McMahon
Corporate Author: California Cmssn on Peace Officer Standards and Training
United States of America
Date Published: 1990
Page Count: 118
Sponsoring Agency: California Cmssn on Peace Officer Standards and Training
Sacramento, CA 95816
NCJRS Photocopy Services
Rockville, MD 20849-6000
POST Media Distribution Ctr
Sacramento, CA 95816
Publication Number: 10-0179
Sale Source: NCJRS Photocopy Services
Box 6000
Rockville, MD 20849-6000
United States of America

POST Media Distribution Ctr
1601 Alhambra Boulevard
Sacramento, CA 95816
United States of America
Document: PDF
Type: Legislation/Policy Analysis
Language: English
Country: United States of America
Annotation: Because an additional 14,000 police officers will be required in California by the year 2000, it may be necessary to broaden the base of potential recruits to include such groups as blacks, Hispanics, Asians, and gays.
Abstract: The proposed plan to expand the recruitment base is intended to enable law enforcement agencies to incorporate police academy graduates who are suspected or openly gay within the ranks of sworn officers. The benefits of such a plan would accrue to police departments with different types of recruiting problems, since not all gays are concentrated in large cities. Greater benefits would result for the smaller city or less populated county, since gays often find it difficult to find employment in these areas. Small police departments often suffer from the competition of larger and more affluent departments, both in terms of recruitment and attrition of officers who seek greater financial benefits. Gays, who often seek a rural atmosphere and who do not have a family to support, would provide a measure of employee stability for small police departments. The proposed plan for gays requires strong leadership from the top echelons, involves nondiscrimination policies and sensitivity training, and avoids the effects of quotas often in force under Equal Employment Opportunity/Affirmative Action programs. Strategic and transition management plans for implementing the proposed approach are included. Appendixes present supplemental information on the futures study. 19 references, 9 figures, and 8 charts
Main Term(s): Discrimination against homosexuals; Police recruits
Index Term(s): California; Future trends; Police-gay community relations
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=128629

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