A number of laws and regulations regulate officers’ solutions to incidents at hand, but besides this, they are autonomous. The e-mail addresses that you supply to use this service will not be used for any other purpose without your consent. (. Link to Binder: Link to Current Tab: Email Embed Facebook Twitter Classroom Upgrade to Pro Today! The two surveys were identical and included a range of questions about work environment experiences, career paths and views of diversity at work. On average, the interviews lasted 1 ½ hours. If the MSU Libraries don't have the article you need in print or electronically, order it … Diversity of experience, age, physical ability, religion, race, ethnicity, gender, and many other attributes contributes to … Marit Egge (Associate Professor) is a sociologist who works at the research department, Norwegian Police University College. In addition to the 12 districts, the NPS is organized in specialist agencies (the Norwegian Police University College, the Norwegian Criminal Investigation Unit, the National Authority for Investigation and Prosecution of Economic and Environmental Crime, National Mobile Police Service, the National Police Immigration Service, the Police Security Service, and the Norwegian Border Commissioner for the Norwegian-Russian Border). Acknowledging that ethnic minorities’ diversity perspectives cannot be understood as isolated from the perspectives held by ethnic majority members, and that gaining ethnic majority members’ support for diversity policies may be crucial to their successful implementation (Stevens et al., 2008), we also include the perspectives of ethnic majority police students and employees. The data were then reduced and sorted into a data matrix. The first article by Krishen, Lee, and Raschke (2020), “The Story Only Few Can Tell: Exploring the Disproportionate Gendered Professoriate in Business Schools,” reviews the literature on gender bias and underrepresentation in business schools and utilizes research concerning gender inequality to examine academic satisfaction and the perceived weightings of research, teaching, and service among women faculty. First, as educational needs grow to encompass more socially responsible issues and themes, new approaches are needed to design suitable curriculum. I had this great feeling that I can use my competence in a very positive manner. Below, we have attempted to identify current scholarly journals that focus *primarily* on diversity and which are also available online to Penn State users. Yet the stigma regarding mental illness abounds on college campuses. First respondents were asked to indicate whether they themselves had immigrated to Norway or had parents who were immigrants. On average, the interviews lasted for two hours. We therefore support previous studies that recommend including the monitoring of turnover in diversity policies and during diversity reform (Hur, 2013). The NPUC’s current strategic plan similarly emphasizes the importance of recruiting students with varied linguistic and cultural competence (NPUC, 2017). Basically, the city, county, and/or state that a child grows up in has a significant impact on whether or not that child moves out of poverty. Books and Journals Case Studies Expert Briefings Open Access. This page lists peer-reviewed journals in educational and closely related fields.. Discipline-specific Arts and humanities. Providing such statistics will increase national knowledge about how the police organization mirrors society, as well as enable cross-national comparisons on diversity reform and representation in the police. There is detailed theorizing in the representative bureaucracy literature on the processes through which the passive representation of minorities translates into advocacy for minority citizens. Despite this pessimism for the future, the practice year did entail positive experiences, and our second main finding is that ethnic minority students did think that their cultural competence has an important role to play in policing. Our quantitative data shows that in the broader layers of the organization it is this argumentation employees perceive predominately underpin diversity efforts, not the perspective that ethnic minorities contribute competence beyond representation. This resource was hard to pinpoint, not necessarily due to a lack of relevant experiences, but may be explained by the fact that such practices are socialized or “naturalized”, as this quote illustrates: I don’t think that I’m conscious about it, it comes naturally for me, the way I conduct myself when approaching them [ethnic minority youths and young adults], being able to have that loose talk, it’s difficult for me to go into details, because I feel it’s a part of who I am. Journal of Further and Higher Education, 27(4): 383–398. Whether ethnic majority and minority employees differ in how they perceive the arguments underpinning such efforts, however, is not established. Diversity perspectives are a person’s “normative beliefs and expectations about cultural diversity and its role in their work group”. These multiple combinations of identity are generally reflected in the terms diversity and inclusion, with the goal of respecting the diversity inherent in a person’s identity by understanding differences, practicing mutual respect, and building alliances (i.e., inclusion), so that the inherent worth and dignity of every identity are recognized. The International Journal of Diversity in Education (164) The International Journal of Organizational Diversity (108) On Diversity - Book Imprint (29) This special section of the "Journal of Diversity in Higher Education" ("JDHE") on "Advancing Diversity in Higher Education" emerged from the 2012 Association for the Study of Higher Education Council on Ethnic Participation (ASHE-CEP) Pre-Conference Forum. His work focuses on issues related to multicultural understanding, diversity, conflict resolution and minority recruitment policies and practices. Journal of Diversity in Higher Education largely publishes empirical research focused on issues related to issues of diversity, equity, and inclusion in post-secondary environments. Recently, Bisoux (2017) focused on issues of diversity and the unconscious biases that are inherent in business schools, and the nucleus of this special issue of the Journal of Marketing Education is how we bring diversity and inclusion to the forefront of our educational practices. The master programs aim at increasing the level of analytical competence and strategic work, and to develop knowledge-driven work (Andresen & Jon, 2018). Which perspectives on the meaning and value of ethnic diversity are present in ethnic minority and majority students and police officers’ accounts of their educational and on-the-job experiences? Find out about Lean Library here, If you have access to journal via a society or associations, read the instructions below. The total percentage of minorities (13.1%) is higher than the NPUC’s official target of 5%. Compared to whites, African-American and Latino students felt safer at school and less lonely than peers in less-diverse classrooms. The semi-structured interview guide consisted of questions regarding the interviewees’ experiences of how ethnic resources within the patrolling service were perceived, how such resources were utilized, and perceptions of inclusion and exclusion of ethnic minorities within the police organization. These perspectives represent a skepticism towards ethnic minorities within the NPS – ranging from “they don’t bring any extra competence” to questioning their capabilities. Police Section of the Academy of Criminal Justice Sciences, Theory or practice? The articles in this issue fall into two general categories and are arranged from broad diversity topics to … “Tolerance for Cheating From the Classroom to the Boardroom: A Study of Underlying Personal Cultural Drivers” contributed by Brodowsky, Tarr, Ho, and Sciglimpaglia (2020) draws from, and extends, research that suggests cheating is less dependent on situational influences and more dependent on an attitude toward engaging in dishonesty. The responsibility for making use of the competence was individualised, and it was up to individual students to take the initiative. Relatedly, counseling center directors reported an increasing number of students with severe psychological problems such as anxiety disorders, psychiatric medication issues, clinical depression, learning disabilities, sexual assault on campus, self-injury issues (e.g., cutting to relieve anxiety), alcohol and drug abuse, and/or eating disorders (Gallagher, 2014). The arguments employed in the policy thus align with all three of Ely and Thomas (2001) diversity perspectives; discrimination-and-fairness (equal treatment), access-and-legitimacy (societal mandate, trust among the public), and integration-and learning (cultural competence). As an example of this, several interviewees emphasized that their experiences as adolescents in multi-ethnic communities constituted a resource in communicating with ethnic minority youths and young adults. Academy of Management Learning and Education Data collected by Gunnar Thomassen and NSD for Tore Bjørgo, Politihøgskolen, First NSD_edition, Bergen, 2015. doi: Riccucci, N. M., Van Ryzin, G. G., Jackson, K. (, Stevens, F. G., Plaut, V. C., Sanchez-Burks, J. These students’ may have experiences and skills that differ from those of their peers who were born in Norway to Norwegian parents. The final two articles in this special issue describe specific course projects designed to support diversity education in business schools and the marketing curriculum. In addition to the interviews with police officers, we conducted field-work within the patrol services at two urban police stations, in 2017. We hope that this special issue will encourage readers to integrate diversity resources and projects in classrooms and other teaching spaces. Recruitment efforts have included placing posters in strategic places in different towns, advertisements in social media, visiting schools with many ethnic minority students, holding information meetings for potential applicants and their parents/guardians, as well as establishing a recruitment team (since 2017). Among the officers in the patrolling service, most argued that diversity in general is important for the representation of different groups in society, which in turn was seen as important for maintaining the public’s trust in the police. Binder ID: 1437480. There have also been significant police violence events (Espeland & Rogstad, 2013) and debates about cases from the eighties (Bratholm, 2005) even run today (newsbeezer, March 19, 2019). In the UK and the US, diversity reform has developed in close relation to or as a direct response to ethnic conflicts in society that have led to public hearings and reports after police inflicted deaths (Martin, 2005; Rowe, 2007). As argued by Garces and Jayakumar (2014), however, numerical representation is necessary, but not sufficient, to gain the educational benefits of diversity. In the civilian sample, the proportions of respondents who are immigrants (7.5%) and Norwegian born to immigrant parents (1.3%) are notably higher. Colleges and universities are truly a melting pot of human identities, and today’s college student is the most ethnically diverse generation in U.S. history (Arthur, 2016). Police agencies implement a variety of strategies for recruiting, promoting and retaining police officers with diverse backgrounds. Generation Z: 10 stats from SXSW you need to know, Breaking through bias: How unconscious biases could be preventing business schools from reaching their goals for diversity, Tolerance for cheating from the classroom to the boardroom: A study of underlying personal cultural drivers, Delivering “virtual ethnicity” drama: A pedagogical design for bridging digital and diversity barriers, Using films to achieve diversity goals in marketing education, The representation of diversity in marketing principles texts: An exploratory analysis, International Association of Counseling Services, Marketing inclusion: A social justice project for diversity education, The story only few can tell: Exploring the disproportionate gendered professoriate in business schools, Reimagining critical race theory in education: Mental health, healing, and the pathway to liberatory praxis, Incorporating photovoice in the marketing curriculum to increase cultural competence, Incorporating diversity in marketing education: A framework for including all people in the teaching and learning process, The past, present, and future of an identity theory, How a sustainable campus-wide diversity curriculum fosters academic success, Students demand mental health counselors reflect on-campus diversity, Encouraging Integration in Educational Spaces, Bringing Diversity and Inclusion to the Forefront of Marketing Educational Practices, Embracing Diversity in Marketing Education, Brodowsky, Tarr, Ho, and Sciglimpaglia (2020), Rivera, Arrese, Sádaba, and Casado (2020), https://www.forbes.com/sites/rachelarthur/2016/03/16/generation-z/#54d39b0d2909, https://bized.aacsb.edu/articles/2017/11/breaking-through-bias, http://d-scholarship.pitt.edu/28178/1/survey_2014.pdf, https://harvardmagazine.com/2017/05/harvards-class-gap, http://smhp.psych.ucla.edu/pdfdocs/cultural/culture.pdf, https://www.insightintodiversity.com/increased-demand-for-mental-health-services-indicates-greater-acceptance-but-schools-struggle-to-keep-up/, http://www.takepart.com/article/2016/06/20/colleges-lack-mental-health-resources-students-color-lgbt, Marketing Inclusion: A Social Justice Project for Diversity Education, Keeping the Marketing Curriculum Current in an Era of Digital Disruption, Using Films to Achieve Diversity Goals in Marketing Education, Blackwell, R. D., Miniard, P. W., Engel, J. F. (, Brodowsky, G. H, Tarr, E., Ho, F. N., Sciglimpaglia, D. (, Chetty, R., Hendren, N., Kline, P., Saez, E. (, Krishen, A. S., Lee, M. T., Raschke, R. L. (, Rivera, R. G., Arrese, A., Sádaba, C., Casado, L. (. Second, today’s student is a digital native, not only exposed repeatedly to digital media but also likely to use digital media as a primary source of information and entertainment. Brita Bjørkelo (Clinical Psychologist, PhD, professor) works at the research department, Norwegian Police University College. (p. 207). the whole idea of affirmative action is based on proportionate representation and if poor and middle-class people were proportionately represented in elite colleges, the first thing that would happen is that most of the current students would need to leave. In Norway there are occasional incidents of conflicts between ethnic minority youth and the police (NEWSinENGLISH.no, August 5, 2019), as well as racial profiling (Sollund, 2006) and micro aggression (Haller et al., 2018). It is shown through empirical evidence that, in general, female faculty experience lower satisfaction than their male counterparts. For example, the odds of a child born to parents in Dubuque (Iowa), San Jose (California), and Washington, D.C., rising from the bottom to the top fifth were 17.9%, 12.9%, and 10.5% respectively. Format. The interview guide focused on topics ranging from study motivation, admission experiences, study environment (especially diversity-related experiences) and how cultural competence was understood and valued. Profiles in Diversity Journal ® is dedicated to promoting and advancing diversity and inclusion in the corporate, government, nonprofit, higher education, and military sectors. 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