Fostering Inclusivity Roles on Hate Crimes
Order ID:89JHGSJE83839 Style:APA/MLA/Harvard/Chicago Pages:5-10 Instructions:
Fostering Inclusivity Roles on Hate Crimes
Inclusivity can mean different things to different people, but this definition of inclusivity sums it up quite nicely. Inclusivity is when individuals with different identities and backgrounds are welcomed in a group setting (e.g., company, office, meeting), they are valued members of the group. Not only does inclusion mean these team members feel like they belong, but they are also trusted and relied upon to contribute to the team.
Fostering Inclusivity Roles on Hate Crimes:
- Create a transparent and honest culture.
Difficult conversations are tough, especially in the workplace.
When you build a culture where feedback is valued, you’ll create an open line of communication between you and your team.
- Be an ally
Whether you’re a leader or an individual contributor, you can be an ally for your colleagues at work.
- Don’t interrupt:Take a step back and listen to your coworkers.
- Advocate for underrepresented individuals:Invite them to share their opinion and encourage them to take new opportunities.
- Change someone’s life significantly:Commit to making positive changes on your team.
- Acknowledge your unconscious bias
It’s often identified as any prejudice or assumptions that are made for or against an individual or group. Subtle biases can lead to exclusion. Leaders should ensure all of their team members have access to necessary training, personal development, and professional networks.
- Develop a remote work policy
Sometimes, remote work can be perceived as a privilege only for those with a specific amount of tenure or more experience. By creating a remote work policy and communicating your expectations clearly, your employees will be empowered to work remotely and see the benefits for themselves.
LAW ENFORCEMENT DUTIES ON HATE CRIME PREVENTION
Prioritize Hate Crimes
When a law enforcement agency publicly makes combating hate crimes a priority, it sends the message that discrimination and harassment will not be tolerated. This also ensures resources are devoted to the prevention and intervention of these crimes. Organizational change requires commitment, including changes in the agency management, organizational structure, personnel, and information systems. The entire agency should understand the importance of responding to hate crimes.
Invest in Training for Officers and Deputies
In addition to the training federal and state government’s mandate, many law enforcement agencies train new recruits and existing personnel on hate crimes and related topics to ensure responding law enforcement personnel know how to properly investigate and report hate crimes or incidents when they occur.
Create a Special Task Force on Hate Crimes
Many cities and regions operate hate crime task forces with members from various law enforcement agencies and community representatives. Task forces help coordinate hate crime law enforcement personnel, assist victims, and strengthen law enforcement-community partnerships.
REFERENCES
Lynn Langton and Michael Planty, Hate Crime, 2003–2009 (U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, 2011).
Shaw, Margaret, “Preventing Hate Crimes: International Strategies and Practice”, International Centre for the Prevention of Crime, April 2002.
Ibid, and “Strasbourg Court Sanctions Bulgaria for Failure to Bring Perpetrators of Racist Killing to Justice,” European Roma Rights Centre, (2007).
I need help on this I started a discusion but not sure how to cite my references on answering this post
RUBRIC
Excellent Quality
95-100%
Introduction 45-41 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Literature Support
91-84 points
The background and significance of the problem and a clear statement of the research purpose is provided. The search history is mentioned.
Methodology
58-53 points
Content is well-organized with headings for each slide and bulleted lists to group related material as needed. Use of font, color, graphics, effects, etc. to enhance readability and presentation content is excellent. Length requirements of 10 slides/pages or less is met.
Average Score
50-85%
40-38 points
More depth/detail for the background and significance is needed, or the research detail is not clear. No search history information is provided.
83-76 points
Review of relevant theoretical literature is evident, but there is little integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are included. Summary of information presented is included. Conclusion may not contain a biblical integration.
52-49 points
Content is somewhat organized, but no structure is apparent. The use of font, color, graphics, effects, etc. is occasionally detracting to the presentation content. Length requirements may not be met.
Poor Quality
0-45%
37-1 points
The background and/or significance are missing. No search history information is provided.
75-1 points
Review of relevant theoretical literature is evident, but there is no integration of studies into concepts related to problem. Review is partially focused and organized. Supporting and opposing research are not included in the summary of information presented. Conclusion does not contain a biblical integration.
48-1 points
There is no clear or logical organizational structure. No logical sequence is apparent. The use of font, color, graphics, effects etc. is often detracting to the presentation content. Length requirements may not be met
You Can Also Place the Order at www.collegepaper.us/orders/ordernow or www.crucialessay.com/orders/ordernow