Police agencies implement a variety of strategies for recruiting, promoting and retaining police officers with diverse backgrounds. Changes have however been difficult to attain. We expand research on representative bureaucracy by investigating diversity perspectives in a case study of the Norwegian Police Service (NPS). Using mixed-methods we investigate the diversity perspectives of ethnic minority and majority students and employees in the NPS, focusing on the interplay between educational and work experiences, recruitment practices and diversity policies. We found that ethnic minorities were still underrepresented, and their cultural competence was not fully recognized by other students, teachers, colleagues and leaders. Interview and field-work findings were corroborated by surveys among NPS employees documenting that competence development was perceived as the least emphasized justification for diversity management. Despite focusing on a single case, the NPS, we argue that the processes we describe may be operating also in other multicultural societies.
Interprofessional collaboration has been described both as an opportunity to meet the demands of a complex society, but also as a potential threat to professional autonomy. Interprofessional relationships are central in collaborative efforts, and there is a need to investigate the psychosocial processes involved. In the present study, we have investigated how professionals in a collaborative effort perceive collaboration, and how these perceptions are organized. We have used an adaptation of the Perception of Interprofessional Collaboration Model Questionnaire-PINCOM-Q-to develop and test a model of collaboration perceptions in a sample of professionals working within local crime prevention at the community level. Using a confirmatory factor analysis approach, we have found support for a three-dimensional conceptualisation of how interprofessional collaboration is perceived. We have labelled the dimensions in the model as follows: Group Climate, Influence, and Personal Motivation. Our results implicate that the development of interprofessional collaboration should emphasize supportive group communication, an equal distribution of group influence, and finally, a personal value outcome gained from participating in the collaboration.
Rapporten beskriver kriminalitetsforebyggende arbeid blant barn og unge i Bergen, Kristiansand, Oslo, Stavanger og Trondheim. Noen sentrale spørsmål som tas opp er hvordan arbeidet er organisert, hvilke offentlige (og private) virksomheter som er involvert og hvilken arena arbeidet rettes mot. Rapporten ser på likheter og forskjeller i organisering og drift mellom de fem byene og fordeler og ulemper ved organiseringen i forhold til målet om et mest mulig effektivt kriminalitetsforebyggende arbeid.
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