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The criminal justice field has traditionally been considered a male occupation. Besides, there has been a tendency to treat minorities with prejudices in the sector. This paper, thus, aims to demonstrate that both women and minorities should be recruited and trained in the criminal justice field regardless of a probable lack of objectivity and general opinion.
To start with, it is necessary to dwell upon the notion of organizational culture. It is acknowledged to be a specific kind of norms, values, beliefs, and modes of behavior that characterize the manner of cooperation in groups and between individuals within the working team. It is a system of creeds and rules as the product of recruitment, management, conduct, structures, and processes in the organization. Organizational culture is characterized by the following features: first, it is subject to administration and manipulation; second, it can be designed and formed by the management in the course of administration.
Hence, organizational culture is the way of the existing cooperation. Thus, it might be amended, and one of the directions for this in terms of this paper is to consider the possibility of recruiting women and minorities in the criminal justice field. There are two basic ethical rules which can be applied in the situation in question. First, it is necessary not to tolerate any sort of discrimination, be it against gender, origin, or religion. Second, it is crucial to apply the principle of independent opinion and objectivity in the course of evaluation of any candidate (Wilson, 2014).
The current recruiting strategy has failed to take into account staffing diversity. Besides, the strategy appears not to be free of prejudices. The HR-specialist relies on the mere description of the position that sounds rather man-like. According to the research (Cole, Smith, & DeJong, 2015), to comply with the position, it is necessary to show respect for the responsibilities and realize what part the profession happens to play in the society. Besides, the candidate should be aware of the key aspects like behavior and fitness norms, as well as be honest, reliable, and well-organized. Apart from that, it is important to be fit and eager to learn a lot of information and build up new skills. The candidate is expected to be able to work in a team and be communicative. Moreover, stress-resistance and a solid ability to solve problems are important. These requirements are traditionally considered as men’s attributes, so women do not have a chance to get the job. As for minority groups, it is likely to be a question of distrust (Cole et al., 2015).
However, to improve the situation, it might be reasonable to apply the principle of staffing diversity. Diversity implies approving, comprehending, and appreciating dissimilarities in people. Diversity in the workplace is crucial, as a range of experiences and cultures proves to introduce novelties and provide various views. It is necessary to understand that devotion and compassion can be found in various people regardless of their origin or sex (Wilson, 2014). So, it is wise to recruit specialists without taking into account their ethnicity and gender. Therefore, it is necessary to interview more candidates. Position descriptions should attract not only the majority but also minorities. It might be useful to organize a community meeting to explain to women and minorities that they are awaited in the segment if they are high-class professionals in the sector and are willing to devote themselves to the criminal justice field. In this strive, it is still necessary not to discriminate against the majority.
In conclusion, it is important to note that staffing diversity is important. Staffing ethics requires avoidance of any prejudices in relation to the candidate. In order to employ minorities and women in the criminal justice field, it is necessary to take up measures to attract them to the segment.
References
Cole, G. F., Smith, C. E. & DeJong, C. (2015). Criminal justice in America. Boston, MA: Pearson.
Wilson, J. M. (2014). Strategies for police recruitment: A review of trends, contemporary issues and existing approaches. Law Enforcement Executive forum, 14(1), 241-265.
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