Fridell Producing Bias-Free Policing

A Science-Based Approach
1. Auflage 2016
ISBN: 978-3-319-33175-1
Verlag: Springer International Publishing
Format: PDF
Kopierschutz: 1 - PDF Watermark

E-Book, Englisch, 117 Seiten

Reihe: SpringerBriefs in Criminology

This Brief provides specific recommendations for police professionals to reduce the influence of implicit bias on police practice, which will improve both effectiveness (in a shift towards evidence-based, rather than bias-based) practices and police legitimacy.

The author is donating her proceeds from this book to the National Law Enforcement Officers Memorial Fund (nleomf.org). 

Autoren/Hrsg.

Fridell, Lorie A.

Inhaltsverzeichnis

1;Acknowledgements;6
2;Contents;7
3;About the Author;9
4;1 Introduction;10
5;2 The Science of Implicit Bias and Implications for Policing;15
5.1;The Science of Bias;15
5.1.1;The Characteristics of Implicit Bias;15
5.1.2;Research on Implicit Biases Related to Crime and Aggressiveness;18
5.1.3;Does Neighborhood Context Matter?;22
5.1.4;Evidence of Implicit Biases in Police Subjects;22
5.2;Implicit Bias and the Police Profession;24
5.3;Reducing and Managing Biases;30
5.3.1;Reducing Biases;31
5.3.1.1;Contact Theory;31
5.3.1.2;Exposure to Counterstereotypes;32
5.3.1.3;Stereotype-Disconfirming Information and Cultural Sensitivity Training;33
5.3.1.4;Blurring the Lines and Perspective Taking;34
5.3.2;Managing Biases Through Self-regulation;35
5.4;Conclusion;37
6;3 A Comprehensive Program to Produce Fair and Impartial Policing;39
6.1;The Leadership Message;40
6.2;Agency Policy;41
6.2.1;Policy Models Defining Biased Policing;42
6.2.2;Other Policy Considerations;48
6.2.3;Title;48
6.2.4;List of Demographics;49
6.2.5;Behaviors/Actions Encompassed;49
6.2.6;Enforcement Provisions;50
6.2.7;Staying Focused;51
6.2.8;Personnel Knowledge of Policy Content;52
6.3;Recruitment, Hiring, and Promotions;53
6.3.1;Recruiting/Hiring Individuals Who Represent the Diversity of the Community;53
6.3.2;Hire People Who Can Police in an Unbiased Fashion;57
6.3.3;Guard Against Implicit Biases in Managerial Decisions;59
6.3.3.1;Problems;59
6.3.3.2;Solutions;61
6.4;Training;62
6.4.1;Use-of-Force Training;64
6.5;Supervision;67
6.6;Accountability Measures to Promote Bias-Free Policing;70
6.7;Measurement;73
6.7.1;The History and Role of Measurement;73
6.7.2;Vehicle Stop Data Collection: Assessing Who Is Stopped;75
6.7.3;Geographic Units of Analysis to Assess Police Bias;76
6.7.4;Searches;77
6.7.5;Making Decisions About Measurement;78
6.8;Outreach to Diverse Communities;80
6.8.1;Programs and Practices Directed at Youths;84
6.8.2;Contact Theory Revisited;86
6.8.3;Measuring Community Outreach;87
6.9;Operations to Promote Bias-Free Policing and the Perceptions of it;88
6.9.1;Take Seriously Community Complaints of Operational Bias;89
6.9.2;Reduce the Risk of Bias in High-Discretion, Crime-Control-Focused Activities;91
6.9.3;Adopt Policing Models that Promote Bias-Free Policing and the Perceptions of it;93
6.9.3.1;Procedural Justice;94
6.9.3.2;“Guardian Versus Warrior” Mentality in Policing;95
6.9.4;Abusive Policing;96
6.9.5;Avoid Profiling by Proxy;98
6.9.6;Transforming the Richmond (CA) Police Department;101
7;4 The Way Ahead;103
7.1;Next Steps for Agency Leaders;104
7.2;Next Steps for Researchers;107
7.3;Concluding Remarks;109
8;References;111
9;Index;125