Policing Work Effectively with Diversity Samples †MyAssignmenthelp.co

Question: Discuss about the Policing Work Effectively with Diversity. Answer: Based on the 2015-16 SAPOL Annual Report-Appendix 3, there are various attempts that SAPOL had implemented in order to enhance diversity and these include among others ensuring that they implement equal opportunity programs from people of diverse backgrounds. SAPOL does that by ensuring that it provides the funding of a maximum of 3 Indigenous Police Youth Traineeship or IPYT for the period that started on January 2016. In addition to that, SAPOL also employed one graduate and three trainees under the Jobs4Youth program in which one of the trainees was an Aboriginal while the other two trainees were actually from linguistically and culturally diverse backgrounds (South Australia Police, 2016). That apart, SAPOL also ensured that one graduate that was employed during that period came from a linguistically and culturally diverse background. Another significant attempt made by SAPOL in order to enhance diversity is that it in the year 2012, it received funding from the Department of Edu cation, Employment and Workforce Relations (DEEWR) to operate an IPEP that was developed to help both the Aboriginal Toress Strait Islanders (ATSI) to join the police force (Stenning, 2016). The fact that the program was run by relevant stakeholders in collaboration with SAPOL such as Maxima which is an Indigenous Employment Service Provider: is full evidence that it is committed to diversity (Wimmer, 2016). The aim of the Agency Specific Equal Opportunity Initiatives based on Appendix 3 of the 2015-2016 SAPOL Report is to work in collaboration with the Womens Focus Group to ensure that various issues facing women are duly addressed. It is also aimed at ensuring that women are accorded equal employment opportunities regardless of their gender. For instance, SAPOLs Women Focus Group or WFG which is sponsored by a Police Assistant Commissioner is aimed at supporting female employees and ensure that gender issues are well promoted within SAPOL (Ivkovi? Sauerman, 2016). Indeed, WFG is aimed at ensuring that there is provision of support to both sworn as well as non-sworn females and ensure there is provision of free advice and information about women education and training (South Australia Police, 2016). The announcement by SAPOL to recruit an equal number of men and women joining the Police Force in the year 2016 is a clear reminder that indeed, SAPOL is committed toward ensuring that ther e equal employment opportunities in the Police Force (Habib, 2016). In addition to that, Agency Specific Equal opportunity Initiatives was aimed at ensuring that gender balance was achieved when recruiting police officers to SAPOL. There are various equal opportunity programs that were reported by SAPOL on a yearly based on the 2015-2016 reported period. Indeed, some of these programs were aimed at ensuring that there was provision of support to Gay, Lesbian, Bisexual, Transgender, Intersex and Queer (GLBTIQ) community to make sure that they were accorded equal opportunities to services offered by SAPOL and offer support to any affected victims (Mertens, 2016.). For instance, SAPOL ensured that there is establishment of Gay and Lesbian Liaison Officers or GLLOs in order to provide support and partnership between the Gay, Lesbian, Bisexual, Transgender, Intersex and Queer (GLBTIQ) community (South Australia Police, 2016).. That apart GLLOs in November 2015 got involved in the Picnic in the Park which was an event that marked the conclusion of the Feast Festival in which both the Interstate and local members of overseas and community visitors gathered together so as they can effectively celebrate the diverse sexu al identities that they have (Gurnani et al, 2016). In the event, members of SAPOL also marched for the first time while wearing uniform in the Gay Pride March. SAPOL also made efforts to ensure that there was positive interaction between the police and GLBTQ by ensuring that there was distribution of fact sheets and other relevant promotion materials that were aimed at promotion of confidence and trust in policing services and enhance greater reporting of violence and abuse incidents. There are various initiatives that had been undertaken by SAPOL that were aimed at provision of commitment towards the Aboriginal Reconciliation. Based on Appendix 6 of the 2015-2016, it can truly be ascertained that some of the initiatives include: It has embraced the South African Statement of Reconciliation as the guiding document for the engagement with the Aboriginal and Toress Strait or ATSI individuals (Albrecht, ed., 2017). This has helped in reaffirming the commitment by SAPOL towards reconciliation as well as ensuring that there is building of unified relationships that are based on trust, respect, and a robust comprehension of both the ATSI beliefs and cultures. SAPOL put in place the South Australia Police Aboriginal Reconciliation Plan) that was aimed at supporting the South Australia Statement of Reconciliation (Mertens, 2016). This depicted the commitment of SAPOL towards corporate commitment participation in service delivery and public policy of the Aboriginal community. SAPOL has and still is a member of the Senior Officers Group on Aboriginal Affairs and indeed it has continued to give support the Chief Executives Group on Aboriginal Affairs. This has been done through development of proactive innovative service delivery mechanisms and strategies for the Aboriginal communities staying in remote, regional, and urban environment (South Australia Police, 2016). s. Based on appendices 2, 4, and 6 of the 2015-2016 SAPOL Annual Report, it is quite apparent that diversity is actually changing progressively within SAPOL. It can truly be asserted that diversity has positively progressed right from appendix 3 to six. This is attributed to the fact that in appendix 3, SAPOL was committed towards ensuring that equal opportunity was given among all individuals regardless of their gender. Indeed, SAPOL ensured that people employed in the police force actually came from different linguistic and cultural diverse backgrounds. In addition to that, SAPOL also ensured that the number of women recruited to the police Force was equal to the number of men joining SAPOL (South Australia Police, 2016). . In the fourth appendix, SAPOL ensured that there was progression in diversity through ensuring that there was implementation of disability access as well as inclusion plan. The continued development by SAPOL through the DAIP agency is a clear depiction that indeed, SAPOL is committed to diversity. Lastly, the sixth appendix indicates that SAPOL is actively involved in reconciliation of activities that are aimed for reconciliation thus depicting it is embracing diversity. Bibliography Albrecht, J.F. ed., 2017. Police Reserves and Volunteers: Enhancing Organizational Effectiveness and Public Trust. Bhattacharjee, P., Isac, S., McClarty, L.M., Mohan, H.L., Maddur, S., Jagannath, S.B., Venkataramaiah, B.K., Moses, S., Blanchard, J.F. and Gurnani, V., 2016. Strategies for reducing police arrest in the context of an HIV prevention programme for female sex workers: evidence from structural interventions in Karnataka, South India. Journal of the International AIDS Society, 19(4Suppl 3). Habib, A., 2016. Goals and means: reimagining the South African university and critically analysing the struggle for its realisation. Transformation: Critical Perspectives on Southern Africa, 90(1), pp.111-132. Ivkovi?, S.K. and Sauerman, A., 2016. Police integrity in South Africa: a tale of three police agency types. Policing: An International Journal of Police Strategies Management, 39(2), pp.268-283. Mertens, D.M., 2016. Advancing social change in South Africa through transformative research. South African Review of Sociology, 47(1), pp.5-17. South Australia Police. (2016). Annual Report 2015-2016. Government of South Australia. Stenning, P., 2016. International Police Executive Symposium (IPES). IPES conference on Police governance and human trafficking; Pattaya, Thailand, 8th13th August, 2015. Official Reporters Report. Police Practice and Research, 17(5), pp.493-503. Wimmer, A., 2016. Is diversity detrimental? Ethnic fractionalization, public goods provision, and the historical legacies of stateness. Comparative Political Studies, 49(11), pp.1407-1445.