ch07 - 98 Test Bank

Solution Manual for Introduction to
Policing 7th Edition Dempsey Forst

1133594700 9781133594703
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CHAPTER 7
MINORITIES IN POLICING
Learning Objectives
• To describe the history and problems of minorities in policing

• To illustrate how discrimination affects minorities in obtaining employment and promotions in
policing
• To discuss the provisions of the U.S. legal system that enabled minorities to overcome job
discrimination
• To introduce the academic studies showing the performance of minorities in police work
• To portray a sense of the problems minorities still face in law enforcement, even in the
twenty-first century
Chapter Outline
Introduction
Discrimination in Policing Discrimination
Against Women Discrimination Against
African Americans
How Did Women and Minorities Strive for Equality?
The Civil Rights Act of 1964
The Omnibus Crime Control and Safe Streets Act of 1968
The Equal Employment Opportunity Act of 1972
The Civil Rights Act of 1991
Federal Courts and Job Discrimination
Affirmative Action Programs
White Male Backlash
Can Minorities Do the Job?
Academic Studies
Minorities in Policing Today
Female Representation
African American Representation
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Hispanic Representation
Asian Representation
Muslim Representation
Gay and Lesbian Representation
Problems Persist for Minorities in Policing
Problems for Women
Problems for African Americans
Problems for Other Minorities
Summary
98
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Chapter 7: Minorities in Policing 99
Key Terms
adverse impact When there is a significantly different rate of selection in hiring, promotion, or
another employment decision that works to the disadvantage of members of a particular race,
sex, or ethnic group; a type of de facto discrimination.
affirmative action An active effort to improve employment or educational opportunities for

minorities that includes ensuring equal opportunity as well as redressing past discrimination.
Civil Rights Act of 1964 Prohibits job discrimination based on race, color, religion, sex, or
national origin.
consent decree An agreement binding an agency to a particular course of action for hiring and
promoting women and minorities.
de facto discrimination The indirect result of policies or practices that are not intended to
discriminate, but which do, in fact, discriminate.
discrimination Unequal treatment of persons in personnel decisions on the basis of their race,
religion, national origin, gender, or sexual orientation.
double marginality The simultaneous expectation by white officers that African American
officers will give members of their own race better treatment and hostility from members of the
African American community who consider black officers to be traitors to their race.
Equal Employment Opportunity Act of 1972 (EEOA) Extended the 1964 Civil Rights Act
and made it applicable to state and local governments.
Fourteenth Amendment Amendment to the U.S. Constitution passed in 1868 that guarantees
“equal protection of the law” to all citizens of the United States; frequently used to govern
employment equality in the United States.
National Advisory Commission on Civil Disorders (Kerner Commission) Formed to

examine the civil disorders of the 1960s, it recommended, among other things, that police
agencies intensify their efforts to recruit more African Americans.
National Advisory Commission on Criminal Justice Standards and Goals Presidential

commission formed to study the criminal justice system and recommend standards to adhere to
for police agencies to reduce discrimination.
Omnibus Crime Control and Safe Streets Act of 1968 Enacted to aid communities in
reducing the crime problem, it created the Law Enforcement Assistance Administration (LEAA),
which provided grants for recruitment, training, and education.
quotas Numbers put into place as part of goals and objectives in affirmative action plans.
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100 Instructor’s Resource Manual
reverse discrimination The label used by those who believe quotas discriminate against
whites and males to describe the preferential treatment received by minority groups and women
under affirmative action.
Lecture Suggestions
1. Why are there so few minorities in policing?
All races and ethnic groups are represented in policing today. However, in the 1930s and 1940s,
there was not a single African American police officer in the Deep South. The first female police
officer was not appointed until 1910. The United States has a long history of discrimination against
woman and minorities. The main areas of discrimination have been race/ethnic background and
gender. Until the 1970s, it was presumed that women, because of their gender and typical size,
were not capable of performing the same type of patrol duty as men. Men at the time were afraid
that women would get beaten up and the perpetrator would take their gun. What has changed in
society that now allows women and minorities to gain a better foothold in policing?
2. What provisions of the U.S. legal system have enabled minorities to overcome job
discrimination?
The Fourteenth Amendment to the U.S. Constitution, passed in 1868, guarantees equal protection
of the law to all citizens of the United States. This amendment, combined with the Civil Rights
Act of 1964, Title VII of the same law, the Equal Employment Opportunity Act of 1972, and the
Civil Rights Act of 1991, has enabled minorities to overcome discrimination by utilizing the
court system to get equal treatment.
3. What strides have African Americans made in increasing the numbers of minorities in
policing?
According to the Bureau of Justice Statistics Report in 2007, 25 percent of full-time local law
enforcement officers were members of a racial or ethnic minority group, an increase from 14.6
percent in 1987. African American officers represented 11.9 percent of all law enforcement
officers, which was an increase when compared with 9.3 percent in 1987.
4. How are law enforcement agencies addressing the issue of family and conflicts between
personal and professional demands of law enforcement?
Family issues and conflicts between personal and professional demands pose a challenge for
women and the advancement of their careers. Time taken off for maternity leave and choice of
job assignment to better accommodate family life may detract from an officer’s active career and
put such officers on the “mommy track,” which may impede their rise through the ranks. Dual
policing careers—having a husband on a police department—also can create unique challenges,
especially if both spouses are in the same department. Police leaders are recognizing that all of
these issues should be discussed and addressed in order to facilitate recruiting and retaining
women.
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Chapter 7: Minorities in Policing 101
As women obtain seniority by accruing more years in law enforcement, it is important for them
to advance themselves in the agencies for which they work, and that seems to be a challenge for
administrators. Women do not pursue the promotional process as often as they could or should.
In an effort to avoid tokenism, many women shun high-profile positions and just want to blend in
with the rank and file. They seek to be judged by their work and, in fact, may avoid promotions
for fear that others may perceive them as having obtained advancement due to their gender and
not their abilities. Women have avoided the promotional process even when they have been
strongly encouraged by a male supervisor to pursue it. Some women feel promotions draw
unwanted, negative attention from male police officers, resulting in a stigma for other women
who test for promotions. This perception is self-defeating because the more that women move
into the supervisory and administrative ranks, the better the environment will become for female
officers.
Classroom Discussion Questions
1. Recruitment of qualified minority applicants for police service is extremely competitive. If

you were in charge of recruiting, what strategy would you use to increase the minority applicant
pool?
2. Being a police officer is a tough job. Fellow officers are always watching and criticizing the
rookie officers. What coworker-related issues do women recruits face on the job? Discuss the
methods that some states and agencies are using in making special efforts to recruit women.
3. What is double marginality? Are African American police officers in a no-win situation? How
do they deal with these issues?
4. What policy can be put into place so that a police department’s promotional opportunities
provide equal opportunity?
5. Griggs v. Duke Power Company is a leading case related to job discrimination. Although this
case had nothing to do with a police department, what impact has this case had on policing?
Student Activities
1. Using the Internet, research various affirmative action policies that police agencies use. You
will find a wide range of such policies. What are some of the different policy approaches to
affirmative action taken by various police agencies?
2. You are the police chief of the Anytown Police Department. Your city has a large Spanish-
speaking population; however, only a small percentage of the force in your department speaks
Spanish. What can you do to change this situation?
3. Using the Internet, conduct research on women in law enforcement. What have been their
experiences? What challenges have they had to overcome? What have been the experiences of
women in command positions?
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CHAPTER 7
TEST BANK
MULTIPLE CHOICE
1. The first African American police officers were appointed in what city?
a. Chicago c. New Orleans
b. New York d. Miami
ANS: C PTS: 1 REF: p. 194 LEARNING OBJECTIVE: To describe the history
and problems of minorities in policing
2. In 1910, what city appointed the first “officially designated” policewoman?

a. Los Angeles c. New York
b. Seattle d. Cleveland
ANS: A PTS: 1 REF: p. 192 LEARNING OBJECTIVE: To describe the history
3. Which of the following was not one of the duties relegated to early female police officers?
a. issuing parking tickets c. performing routine clerical tasks
b. guarding female prisoners d. patrolling
ANS: D PTS: 1 REF: p. 193 LEARNING OBJECTIVE: To illustrate how
discrimination affects minorities in obtaining employment and promotions in policing
4. Which of the following is not one of the possible causes for the acceptance of women in
police departments in the late 1960s and early 1970s?
a. the women’s rights movement
b. efforts by females officers to gain the right to perform patrol duty to achieve equality
with male officers
c. pressure applied on behalf of women by the International Association of Chiefs of
Police
d. 1964 Civil Rights Act
ANS: C PTS: 1 REF: pp. 193‒194 LEARNING OBJECTIVE: To illustrate how
5. Before the 1940s, no black police officers worked in the Deep South; they were eliminated
from the hiring process because they:
a. posed a threat to white supremacy
b. did not have a high school diploma
c. were involved in too many use-of-force issues
d. refused to work under white commanders
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102
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103 Instructor’s Resource Manual Chapter 7: Minorities in Policing 103
6. What organization represented African American police officers in New York City?
a. Guardian Angels
b. Guardians Association
c. American Civil Liberties Union
d. African American Equalization Association
ANS: B PTS: 1 REF: p. 194 LEARNING OBJECTIVE: To discuss the
provisions of the U.S. legal system that enabled minorities to overcome job discrimination
7. Which of the following is not an example of discrimination against African American police
officers in the early 1900s?
a. only assigned to patrol black neighborhoods
b. were not allowed to arrest whites
c. received a lower salary than white officers
d. chances of promotion to higher ranks were limited
ANS: C PTS: 1 REF: p. 194 LEARNING OBJECTIVE: To describe the history
8. Alice Stebbins Wells was the first woman appointed to the Police
Department.
a. Dallas c. Los Angeles
b. New York d. Chicago
ANS: C PTS: 1 REF: pp. 192, 212 LEARNING OBJECTIVE: To describe the
history and problems of minorities in policing
9. The book Black in Blue found that black police officers suffered from
.
a. double marginality c. singular marginality
b. double taxability d. all of these choices
10. In the early 1900s, policewomen were often called and were
employed to bring order and assistance to the lives of women and children.
a. city mothers c. matrons
b. mother McCredies d. mother superiors
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11. Stephen Leinen attributed the disappearance of institutional discrimination against African
Americans in police departments in recent years to all of the following except:
a. legal events of the civil rights era
b. the urban riots of the 1960s
c. efforts of black police officer organizations
d. social and political events of the civil rights era
ANS: B PTS: 1 REF: p. 195 LEARNING OBJECTIVE: To illustrate how
12. Title VII of the Civil Rights Act of 1964 was designed to prohibit job discrimination based
on all but which of the following?
a. race and color c. national origin
b. sexual orientation d. gender
13. The most prevalent form of discrimination has been .

a. separate job titles c. de facto discrimination
b. disparate recruiting d. standard discrimination
ANS: C PTS: 1 REF: p. 197 LEARNING OBJECTIVE: To discuss the
14. A substantially different rate of selection resulting from hiring, promotion, and other
employment decisions that work to the disadvantage of members of a particular race, gender,
or ethnic group is called .
a. reverse discrimination c. cultural discrimination
b. reverse impact d. adverse impact
ANS: D PTS: 1 REF: p. 197 LEARNING OBJECTIVE: To discuss the
15. The Supreme Court case that established the concept that hiring requirements must be job
related was:
a. Brown v. Board of Education of Topeka
b. Brown v. Mississippi
c. Griggs v. Duke Power Company
d. United States v. Paradise
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16. The concept that employers must take active steps to ensure equal employment opportunity
and to redress past discrimination is called:
a. reverse discrimination c. affirmative action
b. adverse impact d. de facto opportunity
17. The most controversial method of ending job discrimination is:

a. reverse employment c. de facto hiring
b. affirmative action d. equal employment opportunity
18. An agreement between parties in a court action before, and instead of, a decision by a judge
is called a:
a. consent agreement c. lawsuit
b. consent decree d. modus operandi
19. The academic studies of women on patrol indicate that women:

a. can perform patrol duties as well as men can
b. perform in a less satisfactory manner than men on patrol
c. perform as well as men on patrol but only when teamed with a male partner
d. usually do not want to work patrol
ANS: A PTS: 1 REF: pp. 200‒204 LEARNING OBJECTIVE: To introduce the
academic studies showing the performance of minorities in police work
20. Which of the following is not consistent with the findings of Professor Sean Grennan in his
study of patrol teams in New York City?
a. There were no basic differences between the way males and females working as a
patrol team reacted to violent confrontations.
b. Female police officers, in most cases, were far more emotionally stable than their male
counterparts.
c. Female officers were more likely to calm a potentially violent situation.
d. Female officers were more likely to suffer on-the-job injuries.
ANS: D PTS: 1 REF: p. 202 LEARNING OBJECTIVE: To introduce the
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21. Kristen Leger found that there has been a growing acceptance by the public for
in the law enforcement role.
a. women c. African Americans
b. Hispanics d. gay people
ANS: A PTS: 1 REF: p. 202 LEARNING OBJECTIVE: To illustrate how
22. A Bureau of Justice Statistics publication reported that in 2007,

percent of sworn personnel in local police departments were women.
a. 11.9 c. 3.9
b. 15.3 d. 21.2
ANS: A PTS: 1 REF: p. 204 LEARNING OBJECTIVE: To introduce the
23. According to the Department of Justice, percent of sworn personnel

in local police departments in 2007 were African Americans.
a. 19.5 c. 11.9
b. 22.7 d. l.8
ANS: C PTS: 1 REF: p. 206 LEARNING OBJECTIVE: To introduce the
24. The Equal Employment Opportunity Act of 1972 (EEOA):

a. expanded the jurisdiction and strengthened the powers of the EEOC
b. allowed employees of state and local governments to file employment discrimination
suits with the EEOC
c. made the provisions of the 1964 Civil Rights Act, including Title VII, applicable to
state and local governments
d. all of these choices
25. What city has actively recruited openly gay police officers and has a large number of openly
gay officers relative to the city’s population?
a. San Francisco c. San Diego
b. Milwaukee d. Key West
ANS: D PTS: 1 REF: p. 210 LEARNING OBJECTIVE: To portray a sense of the
problems minorities still face in law enforcement, even in the twenty-first century
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26. Until the 1970s, it was presumed that women were not as capable of performing the same
type of patrol duty as men because:
a. of their gender and size
b. they could not testify in court
c. they were not good drivers
d. they would side with women in domestic disputes
27. The simultaneous expectation by white officers that African American officers will give
members of their own race better treatment and hostility from members of the African
American community who consider black officers to be traitors to their race is known as
.
a. double marginality c. adverse impact
b. de facto discrimination d. reverse discrimination
ANS: A PTS: 1 REF: p. 194 LEARNING OBJECTIVE: To portray a sense of the
28. A study conducted by James David in Texas and Oklahoma revealed that arrest rates for men
and women police officers are:
a. almost identical c. significantly higher for women
b. slightly higher for men d. slightly higher for women
ANS: A PTS: 1 REF: p. 201 LEARNING OBJECTIVE: To introduce the
29. The National Advisory Commission on Civil Disorders is also known as the:
a. Warren Commission c. Kerner Commission
b. O’Connor Commission d. Johnson Commission
30. The primary instrument governing employment equality, as well as all equality, in U.S.
society is the Amendment to the United States Constitution.
a. First c. Fourteenth
b. Second d. Twenty-first
ANS: C PTS: 1 REF: pp. 195‒196 LEARNING OBJECTIVE: To discuss the
31. Title of the Civil Rights Act of 1964 was designed to prohibit all
job discrimination based on race, color, religion, sex, or national origin.
a. I c. IV
b. III d. VII
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32. What act was enacted with the goal of assisting local governments in reducing the incidence
of crime by increasing the effectiveness, fairness, and coordination of law enforcement and
the criminal justice system?
a. Civil Rights Act of 1964
b. Omnibus Crime Control and Safe Streets Act of 1968
c. Equal Employment Opportunity Act of 1972
d. Civil Rights Act of 1991
33. The type of discrimination that is the indirect result of policies or practices that are not
intended to discriminate but do, in fact, discriminate is called
discrimination.
a. de facto c. reverse
b. by-product d. circumlocutory
34. The Indianapolis Police Department assigned and

to patrol in 1968. They were the first females to wear a uniform
and a gunbelt and to drive a marked patrol car responding to calls for service on an equal
basis with men.
a. Lari Rollings, Jenny White c. Susan Smith, Jamie Wilson
b. Melissa Idol, Cynthia Lockhart d. Betty Blankenship, Elizabeth Coffal
ANS: D PTS: 1 REF: p. 193 LEARNING OBJECTIVE: To describe the history
35. What was the U.S. Supreme Court ruling in Ricci v. DeStefano?
a. The city’s decision to invalidate the promotion test violated Title VII of the Civil
Rights Act of 1964.
b. The city did not violate any constitutional protections.
c. The city approved an invalid test due to disparate impact, so the court reversed the
decision of the district court.
d. The city was in violation of the Equal Employment Opportunity Act of 1972 for
discriminating against African American employees who took the promotion exam.
ANS: A PTS: 1 REF: p. 200 LEARNING OBJECTIVE: To discuss the
36. agencies tend to lead the way with the employment of Asian
Americans in law enforcement.
a. Texas c. New York
b. California d. Arizona
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ANS: B PTS: 1 REF: p. 209 LEARNING OBJECTIVE: To portray a sense of the

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COMPLETION
1. is the unequal treatment of persons in personnel decisions (hiring, promotion, and

firing) on the basis of their race, religion, national origin, gender, or sexual orientation.
ANS: Discrimination, or Job discrimination
PTS: 1 REF: p. 192 LEARNING OBJECTIVE: To illustrate how discrimination
affects minorities in obtaining employment and promotions in policing
2. The was enacted with the goal of assisting local governments in reducing the
incidence of crime by increasing the effectiveness, fairness, and coordination of law
enforcement and the criminal justice system.
ANS: Omnibus Crime Control and Safe Streets Act of 1968
PTS: 1 REF: p. 196 LEARNING OBJECTIVE: To discuss the provisions of the U.S.
legal system that enabled minorities to overcome job discrimination
3. In the early days of female policing, women were normally used in only three actual police-
related jobs. They were , , and .
ANS: vice, juvenile work, guarding female prisoners
PTS: 1 REF: pp. 192, 193 LEARNING OBJECTIVE: To describe the history and
problems of minorities in policing
4. The simultaneous expectation by white officers that African American officers will give
members of their own race better treatment and hostility that African American officers
receive from the African American community because they are perceived as traitors to their
race is known as .
ANS: double marginality
5. The primary instrument governing employment equality, as well as all equality, in U.S.
society is the Amendment to the U.S. Constitution.
ANS: Fourteenth
PTS: 1 REF: pp. 195‒196 LEARNING OBJECTIVE: To discuss the provisions of the
U.S. legal system that enabled minorities to overcome job discrimination
6. The Civil Rights Act of 1964 prohibited all job discrimination based on: , ,
, , or .
ANS: race, color, religion, sex, national origin
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7. The extended the 1964 Civil Rights Act and made its provisions applicable to state
and local governments.
ANS: Equal Employment Opportunity Act of 1972
8. The first important job discrimination case was .

ANS: Griggs v. Duke Power Company
9. is the indirect result of policies or practices that are not intended to discriminate but
do, in fact, discriminate.
ANS: De facto discrimination
10. If a certain examination results in the vast majority of females failing that test while the vast
majority of males pass it, that exam can be said to have on females.
ANS: adverse impact
11. In , the court ruled that the Baltimore Police Department’s height requirement of 5 feet
7 inches was a prima facie case of sex discrimination.
ANS: Vanguard Justice Society v. Hughes
12. Previous forms of physical ability testing for police jobs generally have been replaced by
tests.
ANS: physical agility
13. The job analysis must include the , , and abilities needed to perform the tasks of
the job being tested for.
ANS: knowledge, skills
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14. means that employers must take active steps to ensure equal employment opportunity
and to redress past discrimination.
ANS: Affirmative action
PTS: 1 REF: p. 199 LEARNING OBJECTIVE: To portray a sense of the problems
minorities still face in law enforcement, even in the twenty-first century
15. A major concept behind the affirmative action movement, and possibly the most disturbing
concept to many, is the establishment of .
ANS: quotas
TRUE/FALSE
1. The United States has a long history of job discrimination against women and minorities.
ANS: True PTS: 1 REF: p. 192 LEARNING OBJECTIVE: To describe the
2. Homosexuals have not been discriminated against in police hiring practices.

ANS: False PTS: 1 REF: p. 209 LEARNING OBJECTIVE: To portray a sense of
the problems minorities still face in law enforcement, even in the twenty-first century
3. As late as the mid-1970s, female officers in some jurisdictions experienced different sets of
rules from those for male officers.
4. Prior to the 1960s, African American police officers employed by the NYPD were assigned
only to African American neighborhoods and were not assigned to specialized, high-profile
units.
5. The National Advisory Commission on Civil Disorders stated that discriminatory police
employment practices did not contribute to the riots of the middle and late 1960s.
ANS: False PTS: 1 REF: p. 195 LEARNING OBJECTIVE: To describe the
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6. In 1969, the International Association of Chiefs of Police (IACP) confirmed its policy of
opposing the employment of gay officers.
ANS: False PTS: 1 REF: p. 210 LEARNING OBJECTIVE: To illustrate how
7. The Supreme Court decision in Griggs v. Duke Power Company established the concept that
job requirements must be job related—they must be necessary for the performance of the job
a person is applying for.
ANS: True PTS: 1 REF: p. 197 LEARNING OBJECTIVE: To discuss the
8. The vision requirement was probably the strongest example of discrimination against female
candidates in police tests.
ANS: False PTS: 1 REF: p. 198 LEARNING OBJECTIVE: To illustrate how
9. The most controversial method of ending job discrimination is the concept of affirmative
action.
10. Critics of affirmative action argue that it is unfair to select police officers based on their race
or gender even though such a practice does not actually violate the 1964 Civil Rights Act and
is not discriminatory.
ANS: False PTS: 1 REF: pp. 199‒200 LEARNING OBJECTIVE: To discuss the
11. In a 1995 case, a state police agency agreed to provide back pay to white male troopers who
claimed they were unfairly passed over for promotions in favor of minority troopers.
12. Academic research has shown that female officers can do patrol work effectively and are
well received by the public.
ANS: True PTS: 1 REF: pp. 200‒201 LEARNING OBJECTIVE: To introduce
the academic studies showing the performance of minorities in police work
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be scanned,
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website,
accessible
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website,
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inpart.
whole or in part.
ESSAY
1. Discuss the many ways that African Americans and women have been discriminated against
in policing.
ANS: Answer varies.
PTS: 1 REF: pp. 192–195 LEARNING OBJECTIVE: To describe the history and
2. Describe the methods used by women and other minorities to earn their proper place in U.S.
police departments.
ANS: Answer varies.
PTS: 1 REF: pp. 195–199 LEARNING OBJECTIVE: To describe the history and
3. Detail the case of Griggs v. Duke Power Company and explain the impact that this case has
had on police hiring.
ANS: Answer varies.
PTS: 1 REF: pp. 197–198 LEARNING OBJECTIVE: To discuss the provisions of the
U.S. legal system that enabled minorities to overcome job discrimination
4. What percentage of our police departments today consists of women? African Americans?
Hispanics? How do these numbers compare to earlier years?
ANS: Answer varies.
PTS: 1 REF: pp. 204–208 LEARNING OBJECTIVE: To illustrate how discrimination
5. Describe the role the federal government played in removing equal employment opportunity
barriers to women and minorities in policing.
ANS: Answer varies.
6. How have police standards and testing procedures changed in recent years to enable more
women and minorities to enter policing?
ANS: Answer varies.
© 2014 Cengage
© 2014
Learning.
Rights Reserved.
All Rights
MayReserved.
not be scanned,
May not copied
be scanned,
or duplicated,
posted to
accessible
a publicly
website,
accessible
in whole
website,
or in
inpart.
whole or in part.
7. How effective are women as patrol officers as compared to their male counterparts?
ANS: Answer varies.
8. How have affirmative action policies affected white males in hiring and promotional
policies?
ANS: Answer varies.
9. Discuss the problems women and other minorities still face in policing.
ANS: Answer varies.
PTS: 1 REF: pp. 211–217 LEARNING OBJECTIVE: To portray a sense of the
10. Detail the Pregnancy Discrimination Act (PDA) and explain its impact on how police
departments handle female officers who are pregnant.
ANS: Answer varies.
© 2014 Cengage
© 2014
Learning.
Rights Reserved.
All Rights
MayReserved.
not be scanned,
May not copied
be scanned,
or duplicated,
posted to
accessible
a publicly
website,
accessible
in whole
website,
or in
inpart.
whole or in part.

ch07 - 98 Test Bank

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Solution Manual for Introduction to

Policing 7th Edition Dempsey Forst

Link download testbank: https://testbankpack.com/p/solution-manual-for-

• To describe the history and problems of minorities in policing

affirmative action An active effort to improve employment or educational opportunities for

National Advisory Commission on Civil Disorders (Kerner Commission) Formed to

National Advisory Commission on Criminal Justice Standards and Goals Presidential

1. Why are there so few minorities in policing?

Classroom Discussion Questions

1. Recruitment of qualified minority applicants for police service is extremely competitive. If

2. In 1910, what city appointed the first “officially designated” policewoman?

13. The most prevalent form of discrimination has been .

17. The most controversial method of ending job discrimination is:

19. The academic studies of women on patrol indicate that women:

22. A Bureau of Justice Statistics publication reported that in 2007,

23. According to the Department of Justice, percent of sworn personnel

24. The Equal Employment Opportunity Act of 1972 (EEOA):

ANS: D PTS: 1 REF: p. 196 LEARNING OBJECTIVE: To discuss the

34. The Indianapolis Police Department assigned and

ANS: B PTS: 1 REF: p. 209 LEARNING OBJECTIVE: To portray a sense of the

1. is the unequal treatment of persons in personnel decisions (hiring, promotion, and

8. The first important job discrimination case was .

2. Homosexuals have not been discriminated against in police hiring practices.

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