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.
Sign-in/Register to access full text options 
Talk to us
Join us for a 30 min session where you can share your feedback and ask us any queries you have
Schedule a callDisclaimer: All third-party content on this website/platform is and will remain the property of their respective owners and is provided on "as is" basis without any warranties, express or implied. Use of third-party content does not indicate any affiliation, sponsorship with or endorsement by them. Any references to third-party content is to identify the corresponding services and shall be considered fair use under The CopyrightLaw.
