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NCJRS Abstract

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NCJ Number: 98265 Find in a Library
Title: Analysis of Impediments to Hiring Minorities in Criminal Justice Agencies
Author(s): E Hochstedler
Corporate Author: University of Wisconsin-Milwaukee
School of Social Welfare
United States of America
Date Published: 1982
Page Count: 43
Sponsoring Agency: National Institute of Justice (NIJ)
Washington, DC 20531
National Institute of Justice/
Rockville, MD 20849
NCJRS Photocopy Services
Rockville, MD 20849-6000
University of Wisconsin-Milwaukee
Milwaukee, WI 53201
US Dept of Justice NIJ Pub
Washington, DC 20531
Grant Number: 81-IJ-K003
Sale Source: National Institute of Justice/
NCJRS paper reproduction
Box 6000, Dept F
Rockville, MD 20849
United States of America

NCJRS Photocopy Services
Box 6000
Rockville, MD 20849-6000
United States of America
Document: PDF
Type: Report (Study/Research)
Language: English
Country: United States of America
Annotation: To identify intra-agency and extra-agency factors that play a role in advancing or impeding affirmative action goals, site visits were conducted at 19 criminal justice agencies (police, probation, and corrections) in 12 States.
Abstract: Interviews regarding recruitment, selection, retention, and promotion policies and procedures were conducted with personnel managers. Interviews also were conducted with minority and female employees. Results indicate that affirmative action (AA) plans tended to exist in terms of unclearly defined ends and that means to pursue these goals were more passive than active. In general, the perceived attitudes of the administrative leadership dictated the attitudes of the workforce toward AA and toward target (minority, female) personnel. Police agencies engaged in more extensive minority/female recruitment efforts than did corrections agencies, all of which were meeting their AA goals. There was some evidence that minority and female attrition rates were variably influenced by selection criteria and procedures. Most interviewees expressed the belief that AA had come about through actual or threatened court action or mandate. In fact, the existence of a hiring quota appeared to portend AA success, while its absence generally portended failure. While corrections agencies had larger proportions of female employees, both police and correction agencies have far to go before claiming success in meeting AA goals that reflect parity with the general workforce. In most agencies, AA is aimed at minorities, not women. Implications are discussed; tabular data and five references are provided.
Index Term(s): Affirmative action programs; Corrections agencies; Criminal justice research; Equal opportunity employment; Minority recruitment; Performance requirements; Police personnel promotion; Police policies and procedures; Police staff recruitment; Racial discrimination; Sex discrimination
To cite this abstract, use the following link:
http://www.ncjrs.gov/App/publications/abstract.aspx?ID=98265

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