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Societies
Special Issues
Diversity and Inclusion in Policing: Its Role in Criminal Justice
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Diversity and Inclusion in Policing: Its Role in Criminal Justice

A special issue of Societies (ISSN 2075-4698).

Deadline for manuscript submissions: closed (20 March 2023) | Viewed by 14091

Special Issue Editor

Dr. Toby Miles-Johnson

E-Mail Website
Guest Editor
School of Social Sciences, Liverpool Campus, Western Sydney University, Liverpool, NSW 2170, Australia
Interests: police; policing; police training; police engagement; minority groups; diversity; inclusion; domestic violence; LGBTIQ+; QUT centre for justice

Special Issue Information

Dear Colleagues, 

Diversity and inclusion in policing is multifaceted. It is about the recruitment and inclusion of people from diverse communities into policing as well as the recognition of inclusivity of practice when police interact or engage professionally with all members of society regardless of race, ethnicity, religion, sexuality, gender, ability, or status. It is also about outcomes of justice for all citizens.

Societies is pleased to announce that it will publish a Special Issue on diversity and inclusion in policing, and its role in criminal justice. The guest editor is currently soliciting manuscripts to be considered for inclusion in this Special Issue. Papers that focus on a wide-range of topics relevant to the theme are welcome, including but not limited to a) theoretical contributions on police/policing; (b) diversity and inclusion in police/policing practice, training, etc. in police organizations; (c) police training/policy/engagement with vulnerable populations/diverse people/minority group members; (d) policing LGBTQIA+ people; (e) policing race/ethnicity; (f) policing mental health; (g) policing domestic violence in vulnerable populations/diverse people/minority group members; (h) policing homelessness; (i) policing disability; (j) policing and religion; (k) police recruitment; (l) police culture and diversity and inclusion; and (m) diversity and inclusion and criminal justice outcomes. We welcome theoretical contributions as well as original, empirical analyses that employ quantitative, qualitative, or mixed methods. All submitted manuscripts should seek to advance theory, policing practice, and/or policy regarding diversity and inclusion in policing and its role in criminal justice. Comparative work or analyses that focus on diverse locations from around the world are encouraged. All submitted manuscripts will be peer reviewed.

Contributions have to follow one of the three categories (article/review/conceptual paper) of papers for the journal and address the topic of the Special Issue. Please read the details at: https://www.mdpi.com/journal/societies/instructions.

Dr. Toby Miles-Johnson
Guest Editor

Manuscript Submission Information

Manuscripts should be submitted online at www.mdpi.com by registering and logging in to this website. Once you are registered, click here to go to the submission form. Manuscripts can be submitted until the deadline. All submissions that pass pre-check are peer-reviewed. Accepted papers will be published continuously in the journal (as soon as accepted) and will be listed together on the special issue website. Research articles, review articles as well as conceptual papers are invited. For planned papers, a title and short abstract (about 100 words) can be sent to the Editorial Office for announcement on this website.

Submitted manuscripts should not have been published previously, nor be under consideration for publication elsewhere (except conference proceedings papers). All manuscripts are thoroughly refereed through a double-blind peer-review process. A guide for authors and other relevant information for submission of manuscripts is available on the Instructions for Authors page. Societies is an international peer-reviewed open access monthly journal published by MDPI.

Please visit the Instructions for Authors page before submitting a manuscript. The Article Processing Charge (APC) for publication in this open access journal is 1400 CHF (Swiss Francs). Submitted papers should be well formatted and use good English. Authors may use MDPI's English editing service prior to publication or during author revisions.

Keywords

  • diversity
  • inclusion
  • police
  • policing
  • justice
  • society

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Further information on MDPI's Special Issue polices can be found here.

Published Papers (3 papers)

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Research

19 pages, 292 KiB  
Article
Inclusion Capital: How Police Officers Are Included in Their Workplaces
by Kate Linklater
Societies 2022, 12(5), 128; https://doi.org/10.3390/soc12050128 - 13 Sep 2022
Cited by 3 | Viewed by 2844
Abstract
Policing organisations are increasingly expected to be representative of the diversity (e.g., gender, sexuality, ethnicity and religion) in the communities they serve. However, inclusion of these officers in the workplace often requires them to fit into prevailing police culture, meaning that the cultural [...] Read more.
Policing organisations are increasingly expected to be representative of the diversity (e.g., gender, sexuality, ethnicity and religion) in the communities they serve. However, inclusion of these officers in the workplace often requires them to fit into prevailing police culture, meaning that the cultural changes expected in association with increased diversity are not achieved as readily in police organisations. Drawing upon semi-structured interviews with twenty police detectives, in this article, I assert that there are three core characteristics required of police officers needed to promote inclusion and acceptance in their workplace, regardless of their diversity status. These characteristics are cultural congruence, competence and team-player ability—together known as ‘inclusion capital’. The definitions of these three inclusion capital characteristics are shaped by the prevailing police culture and organisational policy and are subject to change. An individual officer’s understanding and ability to prove these three characteristics are reflected in how well they are included and accepted amongst their colleagues. This paper contributes to previous findings on police culture using Bourdieu’s theories of ‘capital’ in a new way to explain how and why police are included in their workplace. It also describes how these findings might be used by police managers to improve workplace inclusion for all minoritised officers. Full article
(This article belongs to the Special Issue Diversity and Inclusion in Policing: Its Role in Criminal Justice)
19 pages, 294 KiB  
Article
“Being Diverse and Being Included, Don’t Go Together in Policing”—Diversity, Inclusion, and Australian Constables
by Toby Miles-Johnson and Suzanna Fay
Societies 2022, 12(4), 100; https://doi.org/10.3390/soc12040100 - 30 Jun 2022
Cited by 6 | Viewed by 4976
Abstract
Across the globe, there is little research that examines the impact of diversity on police practice, particularly whether it increases or decreases the competency of the police organization or whether police officers perceive diversity within the organization and the addition of diverse officers [...] Read more.
Across the globe, there is little research that examines the impact of diversity on police practice, particularly whether it increases or decreases the competency of the police organization or whether police officers perceive diversity within the organization and the addition of diverse officers as positive or negative. Contributing new findings to the extant policing literature, this research analyzes data collected from interviews with forty-six constables working in one of the largest Australian state police organizations. Contributing five key findings regarding diversity and inclusion in policing, this research suggests that lack of acceptance of diversity broadly, and bias towards diverse identified officers, results in the exclusion of officers, and a workforce that is fragmented. The lack of unification constables in this research have with diverse colleagues is concerning given that a cohesive police team increases the safety of all officers, improves the effectiveness of police response, strengthens the communication between police and citizens (as well as communication within the organization), increases the morale of officers, and will support the legitimacy of the organization. Whilst constables in this study were not asked questions about their own implicit or explicit levels of bias towards members of diverse groups, the unsolicited responses from many of the constables, as well as the recognition of Whiteness in terms of the racial identity of many officers within the organization, suggests that constables in this study are biased towards officers that are not part of the majority group. Full article
(This article belongs to the Special Issue Diversity and Inclusion in Policing: Its Role in Criminal Justice)
20 pages, 258 KiB  
Article
‘Rorting the System’: Police Detectives, Diversity, and Workplace Advantage
by Toby Miles-Johnson and Kate Linklater
Societies 2022, 12(2), 68; https://doi.org/10.3390/soc12020068 - 8 Apr 2022
Cited by 4 | Viewed by 5213
Abstract
Internal workplace practices and policies in policing are based on a notion of fairness and equal opportunity. Yet police organizations are frequently criticized for discriminatory policing practices, unfair and biased workplace practices, and poor interpersonal treatment of officers. Whilst there is a wide [...] Read more.
Internal workplace practices and policies in policing are based on a notion of fairness and equal opportunity. Yet police organizations are frequently criticized for discriminatory policing practices, unfair and biased workplace practices, and poor interpersonal treatment of officers. Whilst there is a wide body of research examining diversity in relation to external police practices, there is a lack of knowledge regarding diversity and internal workplace practices; particularly from the perspective of police detectives who often have more substantial policing experience and longer employment histories than other non-commissioned officers. Contributing new findings to the extant policing literature, this research analyzes data collected from interviews with twenty police detectives working in one of the largest Australian police organizations. It suggests that police detectives in this study have negative perceptions of diversity, and associate diversity with unfair advantages in the workplace. In Australian culture, the phrase ‘rorting the system’ is an informal expression used to describe individuals or groups of people who take unfair advantage of a public service or workplace policy to change their circumstances. The findings suggest that detectives in this study believe diversity enables some officers to take advantage of workplace policy and ‘rort’ the system. Full article
(This article belongs to the Special Issue Diversity and Inclusion in Policing: Its Role in Criminal Justice)
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