EEO MATTERS To Inform and Motivate

DIVERSITY AND EXCELLENCE

To fulfill its mission to serve and protect, law enforcement cannot operate alone, but must have the trust and support of citizens. Critical to maintaining that support is the recognition that law enforcement agencies must reflect the diversity of the communities they serve. This edition of EEO MATTERS provides information on the meaning and value of diversity in our workforce and is required reading for all ISP supervisors and managers, including:

Sworn officers at Master Sergeant rank and above, Code supervisors Employees in similar acting or interim positions.

Supervisors will ensure they and their subordinate supervisors read this information and comply with all department EEO policies and procedures.

What Does “Diversity” Mean? Diversity focuses on a broader set of qualities than gender, ethnicity and race. Diversity refers to human qualities that are different from our own and those of groups to which we belong, but are demonstrated in other individuals and groups. Dimensions of diversity include but are not limited to: job experience, sworn/code status, age, language, ethnicity, gender, physical abilities/qualities, race, education, socioeconomic background, marital status, military experience, parental status, religious beliefs, and life experience. In the context of the workplace, valuing diversity means creating a workplace that respects and includes differences, recognizing the unique contributions that persons with different backgrounds can make, and creating a work environment that maximizes the potential of each employee.

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EEO Program Manager

Lt. JoAnn Gumz

Administrative Assistant

Ms. Sandra Carbonell

Intake

Sgt. Yvette Ross S/A Melissa Uhles

Investigations

M/Sgt. Robert Pinzon Sgt. Larry Martinez S/A Jerri Hochmuth S/A Tyrone Moore

Compliance / ADA / EEO Matters

M/Sgt. Robert Sgambelluri

This is the fourth in a series of bulletins from the Illinois State Police, Office of Equal Employment Opportunity. Its message is to inform and motivate employees to ensure fair and equitable

treatment in all personnel actions and recognize strength and excellence in a diverse workforce.

ILLINOIS STATE POLICE

OFFICE OF

EQUAL EMPLOYMENT

OPPORTUNITY

Hotline (800) 952-1217

Office (217)782-1217

FAX (217)558-4908

ISP Central Headquarters 801 South Seventh Street, Suite 100-South

Springfield, Illinois 62703

This document does not constitute a part of ISP policy.

EEO MATTERS To Inform and Motivate

DIVERSITY Why Diversity Matters

Public Trust: Effective policing requires the support and assistance of citizens, yet members of some racial, ethnic and socioeconomic groups tend to view police less favorably. It is essential for citizens to see the police as a legitimate authority. Central to maintaining community support is the recognition that law enforcement agencies must reflect the diversity of the communities they serve. Furthermore, a diverse agency publicly displays its commitment to equal treatment under the law. Therefore, the Department must recruit, hire, professionally develop and promote personnel in a manner that best ensures that officers at all ranks reflect the communities we serve. Promoting Excellence: A diverse group collaborating makes better decisions than could be made by even the most knowledgeable individual in the group. Identifying the best strategies to respond to the challenges facing patrol, investigations, forensics, and all aspects of the administration of the Department require that supervisors and managers utilize the perspectives and experiences of its employees. Diversity has operational advantages. An officer’s ability to understand a foreign language could help mitigate or de-escalate potentially violent situations, while serving those individuals with dignity and understanding. Mirroring the demographic of the public builds trust and cooperation from both victims and suspects. A recent study of law enforcement organizations showed the positive effects of diversity were stronger in agencies where diversity was evenly distributed across ranks. Ensuring there is a diverse pool of highly qualified candidates available for future vacancies requires all supervisors and managers to avoid actions which undermine diversity and take active steps now to encourage and assist employees to develop the qualifications for advancement.

Illinois Sworn

Officers All ISP

Employees

White 63% 81% 83%

Hispanic 16 8 6

African American 13 10 10

Asian 6 1 1

Native American 1 >1 >1

Male 49 90 69

Female 51 10 31

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How diverse is the Illinois State Police?

EEO MATTERS To Inform and Motivate

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DIVERSITY

What Happens if the Department Does Not Have Diversity at All Levels of its Workforce?

Without diversity in the workforce, citizens may come to question the ability of the Department to fairly enforce laws and investigate crimes. Public trust is affected, which in turn can increase doubt in the minds of jurors at trial, decrease cooperation of citizens (including victims), and increase the likelihood of resistance or even violent encounters. Additionally, the Illinois Administrative Code (Title 56, Chapter II, 2520.795) describes sanctions for state agencies that fail to maintain a workforce which reflects the demographics of Illinois. These include:

Submitting a corrective action plan to the Illinois Department of Human Rights (IDHR) which incorporates the IDHR’s recommendations;

Implementing, in cooperation with CMS, training programs for preparation and promotion of the category of individuals affected by the failure; and

Monthly reporting of employment transactions which include the number of people in each affirmative action group who applied and who were selected for each transaction.

What Actions Undermine Diversity?

It is natural to hold persons like ourselves in positive regard. Generally, all of us are more comfortable around those who look and think like us. A manager who is unaware of his/her preferences may unknowingly allow these preferences to become prejudices which may create barriers for some employees. As a result, some subordinates could have limited access to the resources and information needed to develop the skills needed to advance. When this happens, diversity and excellence are compromised and the Department suffers. All supervisors are aware that basing an employment decision on an impermissible factor (e.g., race, gender, ethnicity, etc.) is a serious violation of law and policy. However, even simple acts of exclusion (intentional or unintentional) can negatively affect individuals and the Department by, in time, limiting the number of qualified candidates that are available for future vacancies.

EEO MATTERS To Inform and Motivate

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DIVERSITY

How Can Supervisors and Managers Promote a Diverse Workforce? Since it is natural to be comfortable with persons like ourselves, it is important to increase awareness of our thoughts about and behavior toward persons different from us. This awareness can help ensure equitable treatment and lead to better morale and productivity. Equitable treatment of subordinates is not only required by law, but also helps supervisors and managers accomplish work unit goals and ensure employees have the opportunity to develop the skills needed to become qualified for future vacancies. Specific supervisory actions which support diversity include:

Seeking and valuing input from all; Effective supervision, including providing timely feedback to correct errors; Identifying and removing barriers to equitable treatment; Ensuring access to training opportunities; Encouraging employees to aspire to higher level positions; Assisting employees in acquiring qualifications for advancement; Providing challenging assignments that improve skills; Sharing information needed to understand the challenges facing the Department; and Encouraging every employee to make recruiting a priority.

Diversity and Excellence A diverse work force is essential for the ISP to fulfill its mission in the decades to come. To maintain public trust, increase understanding and receptiveness, and reduce perceptions of bias, the ISP must reflect the demographics of the citizens we serve. Workforce diversity also offers many operational advantages. It is ISP’s policy to employ and advance the best qualified persons. Diversity and excellence are accomplished not through quotas or lowering standards, but by removing barriers to equitable treatment, encouraging employees to aspire to higher level positions, and by assisting them in acquiring qualifications for advancement.

For information on references used in this edition or further reading on

the benefits of a diverse workforce, contact the EEO Office at (217) 782-1282.