Behind the window dressing: Ethnic minority police perspectives on cultural diversity

Cashmore, Ellis

doi:10.1080/13691830220124369

Cited by 75 publications

(62 citation statements)

References 4 publications

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“…The police research covers the promotion of (ethnic) diversity within the police force and also 'policing diversity' as a means of achieving legitimacy (Rowe 2002, Cashmore 2002, van Ewijk 2011, Peterson and Uhnoo 2012, Pettersson 2013), but in the private security industry, strategies concerning ethnic diversity are a new phenomenon that has not been researched. Previous research in the field of private security has focused on the actual service delivery of private security officers (Hobbs et al 2003, Wakefield 2003, Button 2007b, the 'risk gaze' or risk profiling targeting specific categories of people (McCahill 2002, Wakefield 2003, Hutchinson and O'Connor 2005 and also ethnic profiling by private security officers (Gabbidon 2003, O'Dougherty 2006, Kempa and Singh 2008, as well as public perceptions of the industry (Livingstone and Hart 2003, Noaks 2008, van Steden and Nalla 2010, Berndtsson 2011, Thumala et al 2011.…”

Section: Introductionmentioning

confidence: 99%

Private security policing by ‘ethnic matching’ in Swedish suburbs: avoiding and managing accusations of ethnic discrimination

Löfstrand

2013

Policing and Society

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Recent research has stressed the dependency of the private security industry on public recognition and legitimacy. This article discusses how one Swedish security company, through the work of its individual security officers 'on the ground', carries out legitimation work in relation to the public. The empirical focus in this examination is on the company's work vis-à-vis youths from 'foreign' backgrounds in the ethnically and socioeconomically segregated suburbs of one of the largest cities in Sweden. The ethnographic data collected through field-based interviews and observations on the security company officers' work, perceptions and views point to a specific type of legitimacy management strategy adopted by the company in question in its operational context: 'policing by ethnic matching'. The article shows how this strategy is implemented to avoid anticipated accusations of ethnic discrimination, to manage such accusations when they nevertheless occur and to repair the legitimacy of the business when it is seen to have been damaged. The techniques used in the company's efforts to advance its legitimacy claims are shown to rely on impression and emotion management.

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Section: Introductionmentioning

confidence: 99%

Private security policing by ‘ethnic matching’ in Swedish suburbs: avoiding and managing accusations of ethnic discrimination

Löfstrand

2013

Policing and Society

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“…Diversity is always implicitly defined, simply by focusing exclusively on a certain group or groups. These groups are distinguished by gender (Dick & Cassell, 2002;Dudek, 2007;Metz & Kulik, 2008;Zhao, He & Lovrich, 2006), sexual orientation (Blackbourne, 2006;Miller, Forest, & Jurik, 2003), ethnicity, race or skin colour (Cashmore, 2002;Jaeger & Vitalis, 2005;Jain & Agocs, 2008;Johnston, 2006;Holdaway, 1998;Holdaway & O'Neill, 2004;Phillips, 2005;Walker & O´Connor, 1999), and religion (Armitage, 2006). Making this variance explicit would significantly lower this barrier.…”

Section: Introductionmentioning

confidence: 99%

Meanings and Motives before Measures: The ‘What’ and ‘Why’ of Diversity within the Mossos d’Esquadra and the Politie Utrecht

Ewijk¹

2014

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This article proposes the definition of and motivation for diversity (policy) as an important research topic that should be studied before focusing on diversity policy measures. As such, it strives to demonstrate the academic potential of an analytical framework that outlines fundamental choices made in these respects. What types of diversity do organizations focus on? And what do they want to achieve with (increased) diversity? In this article the discourses underlying the diversity policies in two regional European police forces-the Mossos d'Esquadra and the Politie Utrecht-are analyzed. The main observation is that the results are surprisingly similar in spite of contextual factors that may lead observers to expect otherwise: they both focus on gender and migrant background, identifying these types of diversity as collective in nature, while striving for equal opportunities for individuals despite these collective differences. This article also explores possibilities for further theory building by formulating possible explanations for the similarities and differences which have been identified, suggesting a possible hierarchy in diversity within European organizations, and describing how the motivation for diversity might influence the effectiveness of diversity policies.

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“…Whilst this study is small-scale and inevitably biased towards including the perspectives of those who have directly encountered employment discrimination, it chimes with findings from a wide range of independent sources, including empirical research, inspections and investigations carried out by service inspectorates or other inquiry teams (Cashmore 2001(Cashmore , 2002Holder, Nee and Ellis 2000;HMIC 1997;HMIP 2000;Denman 2001 line between development and dumping. So they think this is helping and they give you a case, no training... so they set you up to fail.…”

Section: Forms Of Discrimination Post-macphersonmentioning

confidence: 99%

Facing inwards and outwards? Institutional racism, race equality and the role of Black and Asian professional associations

Phillips

2005

Criminal Justice

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Behind the window dressing: Ethnic minority police perspectives on cultural diversity

Cited by 75 publications

References 4 publications

Private security policing by ‘ethnic matching’ in Swedish suburbs: avoiding and managing accusations of ethnic discrimination

Private security policing by ‘ethnic matching’ in Swedish suburbs: avoiding and managing accusations of ethnic discrimination

Meanings and Motives before Measures: The ‘What’ and ‘Why’ of Diversity within the Mossos d’Esquadra and the Politie Utrecht

Facing inwards and outwards? Institutional racism, race equality and the role of Black and Asian professional associations

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