The paper is divided into three sections; the first section introduces the ideology discussed in the article. The 2nd section discusses the challenges related to diversity in the criminal justice system. Sadly, the issue of cultural differences is still deep-rooted with the criminal justice system. This issue among many more is discussed in the 2nd section. In the 3rd section, the review examines the remedies to the various challenges related to the criminal justice system. In this section, multiple laws, policies or procedures that may be a consideration when attempting to eliminate or reduce the challenges have also been identified. The focus of the whole discussion is from an administrative perspective.
The criminal justice system should promote justice to gain the trust of the citizens. However, in a diverse country such as America, cultural diversity hinders the ideology of an unbiased and fair justice system. Many citizens in the country hate jury merely because it consists of sections such as the police officers, courts and prisons. The primary aim of a country criminal justice system is to house convicted felons and separate them from the rest of the people and to keep the nation’s citizens safe. However, like any other system with different sections of operations, there are always problems of diversity that arises in the criminal justice system because human varies in how they process and how they act on information. Individuals need to provide solutions to these challenges so that to streamline the criminal justice system operations.
Challenges related to diversity in criminal justice system
The various problems associated with diversity in the criminal justice workplace are as follows. Ethnic and cultural differences; sadly, the issue of ethic and cultural differences has not yet ended, there are still some individuals in the criminal justice system who holds prejudice against other people who came from different religious, cultural or ethnic backgrounds. Sometimes, doing this is a problem in the workplace because it prevents individuals from discriminated from working effectively (Bell, 2017). The other challenge related to diversity is profiling; this is just using a stereotype to influence judgment in the workplace rather than using the facts. This practice mainly occurs in the criminal justice system; here an assumption is made on the character basing on the skin color (Walker, 2010). Members of other cultures and people of color are the primary targets in profiling; here, individuals are influenced based on their own experience or the experiences of others. For example, if an individual of a different race is driving an expensive car, a police officer makes an unfairly biased assumption that the individual is a drug trafficker rather than a pilot or a lawyer.
Strategies to eliminate the above challenges
There are various strategies to reduce the above challenges. To deal with the issue of ethnic and cultural differences, multiple approaches can be adopted. The 1st is promoting appreciation of cultural differences; this is through sharing the aspects of coworkers’ cultures (Bell, 2017). Make everything fun, ask the coworkers to give a presentation featuring the ceremonies, food and other cultural aspects in the society. Sharing the aspect of coworkers’ cultures will not only enhance socialization in the workplace, but it will also create an opportunity to learn and understand each other culture (Seeleman, 2009). The legal Act that can be incorporated in this case is The Notification and Federal Employee Antidiscrimination and Retaliation Act of 2002; this law limits unlawful discrimination in the workplace (Rubin, 2017). The 2nd strategy to solving the issue of ethnic and cultural differences is standing up to bigotry; here, an individual can stand up in the case of discrimination. People should always be ready to discuss some of the ethnic and cultural difference that they observe with the relevant authorities. By doing this, this challenge will reduce within the criminal justice system. Raising the voice for the unheard and realizing the strengths of the coworkers rather than focusing on their weakness is the best strategy of ending unlawful discrimination.
There are also various approaches that can be put in place to end profiling challenge. The 1st is providing training. The management needs to give proactive training for the criminal justice administrators so that they can be more informed on the subject. Strategies such as acting real experiences and role-playing may be most effective in this context and can help the criminal justice administrators to exhibit desired behavior (Simmons, 2011). Playing the role of a victim while the other person plays the part of the criminal justice administrator is essential, it helps one to learn more about what happens in the actual situation. Training is also necessary because it covers the basics of bias-free policing. A bill that calls for training on racial profiling collect data and codify procedures for handling the complaints needs to be created. The 2nd strategy that can be used in ending profiling is supporting the victim; in this case, there is a need to develop some policing that helps the communities of color in the country. The victims of profiling need to be protected by supporting programs by collecting data on searches and stops that leads to arrest and on best practice to end profiling. The Civil Rights Act of 1964 makes it illegal for employers to discriminate on the bases of color, nation, origin or color (Aiken, 2013). In case an individual notices racial profiling in the workplace, the matter should be reported to a committee that deals on anti-racism projects. Through this way, the challenge of profiling would be solved.
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Walker, A. (2010). Racial Profiling-Separate and Unequal Keeping the Minorities in Line-The Role of Law Enforcement in America. Thomas L. Rev., 23, 576.
Seeleman, C., Suurmond, J., & Stronks, K. (2009). Cultural competence: a conceptual framework for teaching and learning. Medical education, 43(3), 229-237.
Simmons, K. C. (2011). Beginning to end racial profiling: Definitive solutions to an elusive problem. Wash. & Lee J. Civil Rts. & Soc. Just., 18, 25.
Aiken, J. R., Salmon, E. D., & Hanges, P. J. (2013). The origins and legacy of the Civil Rights Act of 1964. Journal of Business and Psychology, 28(4), 383-399.