Define the following terms: race, minority, and inclusion.

Differentiate between prejudice, discrimination, and implicit bias.

Provide 1 example of each of the following in a criminal justice setting: prejudice, discrimination, and implicit bias.

Summarize 1 current event or news story related to diversity in criminal justice. For example, the subject matter could be about someone being arrested, someone on trial, or a local agency doing something to strengthen diversity in the agency.

Explain the importance of diversity in criminal justice roles.

1.) Define the following terms: race, minority, and inclusion.

RACE

• Is the idea that the human species is divided into distinct groups on the basis of inherited physical and behavioral differences. In the United States, for example, the term race generally refers to a group of people who have in common some visible physical traits, such as skin colour, hair texture, facial features, and eye formation. Such distinctive features are associated with large, geographically separated populations, and these continental aggregates are also designated as races, as the "African race," the "European race," and the "Asian race." Many people think of race as reflective of any visible physical (phenotypic) variations among human groups, regardless of the cultural context and even in the absence of fixed racial categories.

MINORITY

•  A culturally, ethnically, or racially distinct group that coexists with but is subordinate to a more dominant group.
• Sociologist Louis Wirth (1945) defined a minority group as "any group of people who, because of their physical or cultural characteristics, are singled out from the others in the society in which they live for differential and unequal treatment, and who therefore regard themselves as objects of collective discrimination." The term minority connotes discrimination, and in its sociological use, the term subordinate group can be used interchangeably with the term minority, while the term dominant group is often substituted for the group that's in the majority. These definitions correlate to the concept that the dominant group is that which holds the most power in a given society, while subordinate groups are those who lack power compared to the dominant group.

INCLUSION

• ?Inclusion is seen as a universal human right. The aim of inclusion is to embrace all people irrespective of race, gender, disability, medical or other need. It is about giving equal access and opportunities and getting rid of discrimination and intolerance (removal of barriers). It affects all aspects of public life.

Step-by-step explanation

2.) Differentiate between prejudice, discrimination, and implicit bias.

• Prejudice is an unjustified or incorrect attitude (usually negative) towards an individual based solely on the individual's membership of a social group; Discrimination is the behavior or actions, usually negative, towards an individual or group of people, especially on the basis of sex/race/social class, etc. while  implicit bias refers to the attitudes or stereotypes that affect our understanding, actions, and decisions in an unconscious manner. These biases, which encompass both favorable and unfavorable assessments, are activated involuntarily and without an individual's awareness or intentional control.

3.) Provide 1 example of each of the following in a criminal justice setting: prejudice, discrimination, and implicit bias.

Example of Prejudice

•  An example of prejudice is having a negative attitude toward people who are not born in the United States. Although people holding this prejudiced attitude do not know all people who were not born in the United States, they dislike them due to their status as foreigners. Hence, when someone is arrested and it was disclosed that he is not an american citizen, he or she is treated in a different manner compared to those who are considered as citizens. It does not mean that he is not afforded due process. It only means that there is difference in the manner of accommodating him or her.

Example of Discrimination

• The police stop blacks and Latinos at rates that are much higher than whites. In New York City, where people of color make up about half of the population, 80% of the NYPD stops were of blacks and Latinos. When whites were stopped, only 8% were frisked. When blacks and Latinos are stopped 85% were frisked according to information provided by the NYPD. The same is true most other places as well. In a California study, the ACLU found blacks are three times more likely to be stopped than whites.
• Another example is Once arrested, blacks are more likely to remain in prison awaiting trial than whites. For example, the New York state division of criminal justice did a 1995 review of disparities in processing felony arrests and found that in some parts of New York blacks are 33% more likely to be detained awaiting felony trials than whites facing felony trials.

Example of Implicit bias

• Studies suggest that implicit bias contributes to "shooter bias,"—the tendency for police to shoot unarmed black suspects more often than white ones—as well as the frequency of police stops for members of minority groups. Other expressions of implicit bias, such as public defenders' prioritization of cases involving white defendants, can have major impact on communities. This latter point is particularly significant in light of recent findings about the importance of procedural justice in fostering cooperation between citizens and the criminal justice system and cultivating law-abiding communities.

4.) Summarize 1 current event or news story related to diversity in criminal justice. For example, the subject matter could be about someone being arrested, someone on trial, or a local agency doing something to strengthen diversity in the agency.

• After George Floyd's death, police confront lack of diversity in leadership
• Many minority police officers have found themselves in a unique position during the current debate over police reform.Members of black and Latino police associations say their members have experienced both what it feels like to be targeted by prejudice because of the color of their skin and because of the color of their uniforms. The key roadblock for many of these officers has been ascending to leadership roles. Although police departments nationwide are increasingly diverse, very nearly mirroring racial breakdowns throughout the U.S., too few non-white officers find themselves in top positions.A report released last year by U.S. Department of Justice's Office of Justice Programs said that between 1997 and 2016 the number of black officers increased by 3,689, the number of Latino officers jumped by 25,293 and the number of those belonging to another minority group grew by 7,693 nationally. During the same period, the number of white officers increased by just 1,528. White cops make up 71.5% of police, while black officers represent 11.4%, Latinos 12.5% and other minority groups 3.6%, the report said. By comparison, the latest U.S. Census data shows whites are 72.3% of the population, blacks are 12.7%, Latinos are 18.1% and Asians make up 5.6%.But the Department of Justice report found that nearly 90% of police chief roles, 81.5% of intermediate supervisor roles and 77% of first-line supervisor roles had been assigned to white officers. And in police forces that serve populations under 50,000, the percentage of white officers on the force is no lower than 85%.
• Anthony Chapa, the executive director of the Hispanic American Police Command Officers Association, said the best way for the public to regain trust with law enforcement is to have more minority officers in departments, especially in high-ranking positions. "The future of law enforcement needs to change and have more diversity," The Hispanic American Police Command Officers Association said George Floyd's death damaged years of progress his officers had made building up trust in minority communities. Jack McDevitt, director of the Institute on Race and Justice at Northeastern University's School of Criminology and Criminal Justice, said recruiting minorities to law enforcement has always been tricky because of bad relations between police and their communities. On top of that, minority cops who are looking for promotions are sometimes hit with more burdens related to their tougher financial situations, according to McDevitt."One of the things that happens, sometimes, is white officers will have more ability to study for promotion and get promoted," he explained. "They usually won't take an overtime shift to help pay for their family and have more leisure time to study for those tests." Scott Wolfe, an associate professor in the School of Criminal Justice at Michigan State University, said city and police leaders have to go beyond recruiting minorities. While the minority cops increase their visible presence through associations, there is still peer pressure from the more experienced officers to conform to a traditional view on policing that doesn't take into account concerns from communities of color."Even if you have more minorities in police departments, policing is a close-knit of individuals,". "They will be hesitant to call out their own, even if they don't agree with them."
• Departments should scale back their presence and that she supports "re-funding" police, spending more to deal directly with mental health emergencies or school truancies in nonviolent ways. Departments throughout the country will take the input from their black members very seriously and work to ensure civilians and officers can move forward. (https://abcnews.go.com/US/george-floyds-death-police-confront-lack-diversity-leadership/story?id=71172170)
• The horrific police violence that resulted in George's Floyd's tragic murder is not new, not different, and not worse than any of the other historic and present-day incidences of police brutality against black and brown people. This level of threat and violence towards brown-skinned people has always existed and not just from police officers.

5.) Explain the importance of diversity in criminal justice roles.

• Diversity in law enforcement helps understand that all kinds of people are needed in this job. If your image of a police officer involves a certain kind of person or a certain personality type—consider how someone different would be really essential to balance the demands of the job.

Diversity in law enforcement is vital to the proper prevention of crime and keeping people safe. It leads to the following:

• Better Communication - Communication is vital for effective law enforcement and crime prevention. Law enforcement officers are there to serve the community and their jobs are made that much harder if that cannot communicate effectively. Addressing this can be as simple as teaching officers some of the major non-English languages spoken in the U.S, such as Spanish or Chinese. However, one of the benefits of having diversity in the force and of diversity training is that officers are able to communicate with cultural nuance.As an example, some cultures have different attitudes to personal space. In a tense situation, understanding the difference between aggression and a different attitude to personal space can be hugely important.
• Earning the Public's Trust - Just as with proper communication, earning the trust of the public is paramount to effective law enforcement. An understanding of the nuance of other cultures, the perception that law enforcement officers share, or at least understand some of the same experiences as those from other cultures, and the understanding that other cultures and races are welcome in law enforcement are paramount to building public trust.
• Changing Negative Perceptions - For some communities, the attitudes towards law enforcement can be overwhelmingly negative. They are often seen as outsiders or as a threat, rather than serving the community at large. Part of this negative perception can be changed through further diversifying law enforcement because having representatives of a certain community or culture within law enforcement helps to prevent communities from identifying them as outsiders. Additionally, having members of a wider range of communities within law enforcement normalizes the behaviors and attitudes of those communities with the wider law enforcement spectrum, allowing officers from across the U.S to reach a greater understanding of the people they protect.
• Diversity brings in new ideas and experiences, and people can learn from each other. Bringing in different ideas and perspectives leads to better problem-solving. Working in diverse teams opens dialogue and promotes creativity.