Managers and human resource administrators therefore have to be aware not only of the legal aspects related to diversity but also to the dynamic potential that is an intrinsic part of this diversity. However, it "… can send a clear message regarding organizational commitment to diversity within the workplace. It can also facilitate improved communication and it may influence your perceptions about diversity" (Managing Diversity Training Series).
With Regard to the criminal justice system, diversity is an important part of protecting the rights of the employees, as well as adding to the depth of skills and talents in the system itself. A good example is the diversity training program developed by the Texas Department of Criminal Justice Human Resources Division. This program allows for the protection of the rights of employees and subscribes to affirmative action legislation, while at the same time allowing for the application of the criminal law Federal Equal Employment Opportunity (EEO) Laws. These EEO laws include the Civil Rights Act of 1964 (Title VII), 1967's Age Discrimination in Employment Act (ADEA), the American Disabilities Act of 1990 (ADA) and the Genetic Information Non-Discrimination Act of 2008 (GINA) (Allen, 2010).
In essence, the Texas Department of Criminal Justice makes a point of encouraging employees to recognize that workplace diversity is an important aspect of the Department's functioning and that it is in fact seen as one of its "strengths" (Managing Diversity Training Series). As the Managing Diversity Training Series website run by the Department states; " by capitalizing on diverse backgrounds and expertise, not only does the Agency accomplish its mission, but employees also enrich themselves both professionally and personally" (Managing Diversity Training Series).
The Managing Diversity Training Series has been introduced to bolster the commitment to diversity within the Department. The acknowledged acceptance as well as the inculcation of diversity within the Department serves two central purposes. The first is that diversity as a formally accepted principle safeguards the rights of employees and guards against forms of discrimination and prejudice. Secondly, it provides a richer and more diversified and inclusive base of expertise and knowledge from which to draw from and, as such, enhances the capacity for effective criminal justice functioning. It is also noted that while training cannot solve all ...
This in turn is also linked to the U.S. Equal Employment Opportunity Commission (EEOC), which is "…responsible for enforcing federal laws that make it illegal to discriminate against a job applicant or an employee because of the person's race, color, religion, sex (including pregnancy), national origin, age (40 or older), disability or genetic information" (U.S. Equal Employment Opportunity Commission: Overview).
Diversity as an element of modern workforce management in the Department of Criminal Justice is therefore seen as an important that receives ongoing attention.
Academy of Criminal Justice Sciences: Code of Ethics. Retrieved from http://www.acjs.org/pubs/167_671_2922.cfm
Allen L. ( 2010) Rights of Employees in Public Criminal Justice Agencies. Retrieved from http://www.ehow.com/list_7257805_rights-public-criminal-justice-agencies.html#ixzz1CJtL1yzw
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Managing Diversity Training Series. Retrieved from http://www.tdcj.state.tx.us/vacancy/diversity/diversity.html
Management Skills and Practices. Retrieved from http://www.tdcj.state.tx.us/vacancy/diversity/diversity2.html
Peak K. ( 2010) Justice Administration; Chapter 14. Rights of Criminal Justice Employees.
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However, it "… can send a clear message regarding organizational commitment to diversity within the workplace. It can also facilitate improved communication and it may influence your perceptions about diversity" (Managing Diversity Training Series).
This may mean an expansion of white-collar task forces designed to investigate such crimes. Question Predictions are that terrorist will continue to commit heinous criminal acts against our citizens in the future. If this prediction comes true, what, if any, effects will this have on the corrections system. Will Criminal Justice Administrators need to rethink what "model" (more punitive or restorative model) of justice should be used if more and more
Under the stewardship of Police Commissioner Howard Safir, the NYPD began analyzing daily crime statistics collected from its 40,000 officers throughout the five boroughs of New York City and generating computer modeling of crime trends in a system dubbed CompStat that allowed the accurate identification of crime trends with pinpoint accuracy, often permitting nearly as precise predictive modeling via extrapolation (Safir, 2003). The other main benefit and purpose of CompStat
There should also be refresher courses given every year so that officers do not forget about their ethical responsibilities. It is important in the police arena that ethical behavior is top priority and that everyone is as ethical as they can be. Web Field Trip Tonry, M. (1997). Intermediate Sanctions in Sentencing Guidelines. Retrieved from https://www.ncjrs.gov/pdffiles/165043.pdf The article Intermediate Sanctions in Sentencing Guidelines is a very comprehensive guide to what intermediate sanctions
The website explained that the law's necessities turned on a person's finding of guilt alone a fact that a person had already had a procedurally protected occasion to challenge. Even if the person could show that he was not liable to be presently harmful, Connecticut had determined that the registry knowledge of all sex offenders had to be openly revealed. The offender had relied only on procedural due process,
In that regard, unofficial policies are communicated informally and reinforced by peer pressure as well as various negative consequences ranging from social ostracism to outright harassment and intimidation by threat or innuendo referencing the importance of solidarity among fellow officers who are responsible for each other's safety on the job. Improving the Effectiveness of Communications within Police Departments: One of the problems identified within police agencies is the purposeful withholding of
The sources provided background and reviews of published literature: Holmstrom (1996); Marcus-Mendoza (1995); and Osler (1991). Finally, three reports took on a narrower focus in investigating boot camps: Clark and Kellam (2001); Mueller (1996); and Souryal, Layton & MacKenzie (1994). Burns and Vito (1995) examined the effectiveness of Alabama boot camps. In Alabama, overcrowded prisons brought on interest at the state level for prison boot camps. State prison boot camps