As part of my last dissertation, I examined the difficulty many senior leaders face in law enforcement in understanding the importance of effectively managing Diversity, Equity, and Inclusion (DEI). 

Their organisations may not have been focused on DEI through no (or, perhaps, no significant) fault of their own. So many have limited experience in what they should be doing and the benefits that good DEI management can bring. Hopefully, the points below can help, and not just those of you working in LAw Enforcement. (I have left the citations from the paper for the curious!) 

These days, we know that good management of DEI is crucial for any organisation, especially law enforcement. Diverse teams bring new ideas and perspectives, making problem-solving more creative and practical (Frei & Morris, 2020). For law enforcement, embracing DEI improves community relations and cooperation (Thompson, 2021).

DEI isn’t just good for ethics but also business. Companies with diverse workforces perform better financially. In law enforcement, this means more efficient operations and better employee engagement (Inceoglu et al., 2018). Plus, it can reduce stress and anxiety-related absences (Pronk et al., 2021).

Law enforcement agencies work in diverse environments, ensuring the safety of people from various backgrounds. It’s vital to consider DEI to address different groups’ issues and improve overall effectiveness.

5 Strategic Actions for Leaders to Support DEI

1. Create Inclusive Policies: Leaders must develop and enforce policies promoting DEI. These should be part of the organisation’s structure, with clear guidelines and regular reviews. It’s essential to involve everyone in creating these policies, especially those from diverse backgrounds (Jurkanin & Sergevnin, 2004). (I will cover this in detail in another post)

2. Offer Continuous Training: Regular DEI training helps employees understand and embrace diversity. This training should cover cultural awareness, bias, and respectful communication. DEI is not just a one-time thing—it should be part of all training programs (Chang et al., 2019).

3. Promote Diverse Recruitment: Leaders should actively recruit from diverse groups, working with community organisations to reach underrepresented candidates (Taylor et al., 2005; Starheim, 2019). Effective recruitment leads to a more diverse and inclusive workforce.

4. Foster an Inclusive Culture: Creating a truly inclusive culture means holding people accountable for inappropriate behaviour and encouraging open dialogue. Leaders must lead by example, promoting genuine inclusion (Schein, 1991; Frei & Morris, 2020).

5. Gather and use DEI Data: Collecting and analysing DEI data helps identify areas for improvement and measure success. Collaborating with diverse groups ensures comprehensive data, which informs better policies and practices (Wallman, Evinger, & Schechter, 2000).

In summary, leaders must prioritise DEI with solid governance, continuous training, inclusive recruitment, and a culture of inclusion. Demonstrating commitment to DEI will enhance law enforcement effectiveness and improve community trust.