The Diversity Coordinating Panel shall identify, study, consider, and determine those programs, policies, and initiatives that will enhance the diversity of law enforcement agencies internationally.
The Diversity Coordinating Panel will focus on issues affecting recruitment, hiring, retention, and promotion which pertain to all under-represented groups, particularly women and minorities.
As a coordinating panel, members will work collaboratively with representatives from IACP’s Committees, Divisions, and Sections to assure a diverse perspective is considered in all IACP deliberations and to help ensure that a cohesive and consistent approach to diversity exists within the IACP.
The Diversity Coordinating Panel will work from a perspective that diversity is essential in enhancing, strengthening, and advancing the law enforcement profession.
The Panel is guided by the principle that workplace diversity enhances the tenets of professionalism, community-service, and the protection of civil rights for all persons working in law enforcement agencies and all persons in the community.
We will look to use inclusive language in all work products published, promulgated, or otherwise distributed by the IACP.
Diversity is more than identity traits… it is the cumulative total of wisdom of experience to include cognitive diversity.
- Advocate that achieving diversity in the workplace is an asset to law enforcement agencies.
- Identify and mitigate the real and perceived obstacles that prevent or inhibit minorities, women, and other groups not drawn to the profession from seeking careers in law enforcement.
- Identify the factors that affect retention in law enforcement, particularly those that may be unique to minorities and women, and help mitigate factors that have an adverse effect.
- Promote a broad perspective of diversity that considers differences in lifestyle, life experience, language capacity, and cultural perspectives.
- Identify promising practices from law enforcement agencies that have successfully achieved diverse workforces for replication by other agencies.
- Coordinate with other law enforcement professional organizations to emphasize and achieve a broad-based approach to diversity issues.
- Develop a research agenda consistent with the preceding goals in cooperation with police professionals and academics, particularly those involved with IACP’s standing committees.
- Develop a repository of information related to policies, practice, and standards that may have an influence on achieving diversity. This repository will be compiled with the objective of including topics such as recruitment; hiring; selection; promotional processes; equal employment opportunity (EEO) processes; fitness standards; assignment patterns (e.g., specialize tasks or units), mentoring programs, equipment selection, diversity training programs; issues related to pregnancy, child care, leave, and, shift adjustments; and potential adverse impacts of background investigations, evaluations, and internal investigations, psychological assessments. Additional topic areas may be identified.
Diversity Coordinating Panel Resources
In 2010, members of the Diversity Coordinating Panel collaborated with IACP's National Law Enforcement Policy Center to publish a groundbreaking model policy titled "Pregnancy" that law enforcement agencies can use to ensure their policies are supportive of pregnant employees and gender diversity. Find out more about how to order a copy of the policy.
IACP Resources and Police Chief Articles
IACP Diversity Coordinating Panel
IACP Policy Assists Agencies to Define Pregnancy Policies
Policing a Diverse Community
Pregnancy Policy: Law and Philosophy
Protecting Civil Rights: A Leadership Guide for State, Local, and Tribal Law Enforcement: promising practices guide for law enforcement which provide executives with a basis for assessing and enhancing their own agencies' standing with regard to guaranteeing and promoting civil rights.
Soft Body Armor Coverage and Fit
Step Up to Law Enforcement: A Successful Strategy for Recruiting Women into the Law Enforcement Profession
Awareness of Transgender Issues for Law Enforcement: a free, online training that introduces law enforcement officers to the concepts and dynamics of interacting with, responding to and serving transgender individuals within communities.
Department of Justice Blog on LGBT Equality: Blog by Roy L. Austin Jr., the Deputy Assistant Attorney General for Civil Rights Division at the Department of Justice, who discusses Department of Justice work to ensure "law enforcement officials treat everyone equally and are not violating the constitutional rights of the people they serve."
Sexual Abuse in Custody and Cross-Gender Case Law Digest: From the American University College of Law, this digest is designed to provide up to date information about the evolving legal responsibilities and liabilities for correctional employees and facilities. The digest includes information on legal decisions related to sexual abuse in custody and cross-gender searches from both federal and state courts. Each case law digest provides short summaries of each legal decision, outlining both the essential facts and the court's decision, noting instances where individual officers and their employers were held liable for their conduct towards inmates.
Sexual Violence & Individuals Who Identify as LGBTQ: an information packet from the National Sexual Violence Resource Center containing multiple resources focused on serving, engaging, and collaborating with individuals and communities who identify as lesbian, gay, bisexual, transgender, queer or questioning (LGBTQ).
Women Move into Law Enforcement's Highest Ranks (USA Today article)
Diversity Coordinating Panel Roster
For more information contact:
Co-chair Chief Lianne Tuomey
University of Vermont Police Services
Co-chair Chief Anthany Beatty
Lexington Police Department (Retired)
Assistant Vice President Campus Services
University of Kentucky
IACP Staff Liaison Sabrina Rhodes
1-800-THE-IACP X 831