This paper presents a preliminary diversity training intervention plan developed in response to a racially charged incident involving officers at a police department. The plan begins with a needs assessment that identifies training requirements across different employee categories — field officers and administrative staff — and outlines program conditions, learning objectives, and trainee characteristics. It then proceeds to a preliminary program design centered on five core behavioral objectives, followed by an evaluation of three delivery methods: on-the-job training, off-the-job training, and behavioral methods such as role play and simulation. The paper concludes that behavioral training methods offer the most practical value for a diversity-focused law enforcement context.
In January 2012, Kenneth Riley was shot and killed in an incident involving officers at a local Police Department. The victim's son claimed that, before being shot, his father had been subjected to verbal abuse, including the use of a racial slur. The grand jury declared the officers not guilty, but an investigation remained pending regarding the manner in which the incident was handled.
The current document does not seek to address the death of Mr. Riley or the guilt of the officers. It does, however, give weight to the concerns raised by the community regarding the behavior of the officers. The verbal abuse to which the victim was reportedly subjected indicates a low level of cultural sensitivity within the police force.
In order to better understand the situation and to prevent similar incidents in the future, it is necessary for officers to develop greater sensitivity and cultural awareness. Against this backdrop, the recent incident has provided the impetus for a diversity training initiative at the Police Department, with the goal of improving the quality of interactions between officers and the communities they serve.
The incident raised important questions about the sensitivity training of police officers and provided clear justification for integrating such training into the Police Department's programming. Before a training plan can be devised and implemented, however, it is necessary to identify and discuss the various needs associated with a diversity training program. These generally include:
The incident with Kenneth Riley occurred in the field, which creates a primary need to develop and implement diversity training programs for officers who work directly with the public. Officers in desk or administrative roles have a comparatively lower, though still real, training need.
This second category — employees who are not field officers, such as accountants, human resource specialists, cleaning staff, and public relations personnel — should not be overlooked. These individuals also interact with civilians as representatives of the Police Department and therefore reflect the department's overall commitment to diversity. Furthermore, they interact continuously with one another and with field officers, directly influencing morale and departmental culture. It is therefore important that they also participate in diversity training, though the program may focus more intensively on field officers.
The training program would span eight working days. The first three days would focus on theoretical instruction — that is, the presentation of diversity concepts and frameworks — while the remaining five days would address practical application through the enactment and discussion of real-life scenarios examined through the lens of diversity. Additional program conditions include:
To prevent future incidents in which the Police Department is accused of insensitivity or inappropriate treatment of community members — and to enable officers to perform their duties more effectively — the following competencies would be addressed in the training program:
The training program should be developed and implemented to include all employees at the Police Department, regardless of age, gender, or other demographic characteristics.
Research suggests that discriminatory attitudes are more prevalent among individuals from historically privileged groups, while women and other minorities are generally less inclined to discriminate against others (Oskamp, 2000). Additionally, older and more experienced employees tend to be less open to change, while younger employees are typically more receptive to new approaches and training (Homan, 2010). These factors point to varying training needs across the workforce.
Nevertheless, the Police Department should not develop separate customized programs. Instead, a single unified program should be implemented that reflects the institution's overall commitment to inclusion and diversity. Where additional support is needed, it can be provided through individual counseling.
The design of the training program would be guided by its pre-established objectives. The following goals have been identified for the Police Department's diversity training initiative:
"Comparing on-the-job, off-the-job, and behavioral methods"
This preliminary training plan identifies behavioral methods as the most suitable approach for diversity training at a police department, given their flexibility and practical applicability. The plan reflects a comprehensive needs assessment — accounting for departmental structure, program conditions, learning objectives, and trainee characteristics — and establishes a foundation for the development of a full training program. By committing to a unified, institution-wide initiative grounded in respect and inclusion, the Police Department can take meaningful steps toward rebuilding community trust and ensuring that all individuals are treated with dignity and fairness. Future steps should include a detailed program schedule, facilitator selection, and a post-training evaluation framework to measure outcomes against the objectives outlined here. Scholars such as Nkomo, Fotter, and McAfee (2010) have emphasized the importance of aligning human resource management practices with organizational values — a principle that underlies every element of this plan.
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