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Table of Contents
Acknowledgements; Contents; About the Author; 1 Introduction; 2 The Science of Implicit Bias and Implications for Policing; The Science of Bias; The Characteristics of Implicit Bias; Research on Implicit Biases Related to Crime and Aggressiveness; Does Neighborhood Context Matter?; Evidence of Implicit Biases in Police Subjects; Implicit Bias and the Police Profession; Reducing and Managing Biases; Reducing Biases; Contact Theory; Exposure to Counterstereotypes; Stereotype-Disconfirming Information and Cultural Sensitivity Training; Blurring the Lines and Perspective Taking
Managing Biases Through Self-regulationConclusion; 3 A Comprehensive Program to Produce Fair and Impartial Policing; The Leadership Message; Agency Policy; Policy Models Defining Biased Policing; Other Policy Considerations; Title; List of Demographics; Behaviors/Actions Encompassed; Enforcement Provisions; Staying Focused; Personnel Knowledge of Policy Content; Recruitment, Hiring, and Promotions; Recruiting/Hiring Individuals Who Represent the Diversity of the Community; Hire People Who Can Police in an Unbiased Fashion; Guard Against Implicit Biases in Managerial Decisions; Problems
SolutionsTraining; Use-of-Force Training; Supervision; Accountability Measures to Promote Bias-Free Policing; Measurement; The History and Role of Measurement; Vehicle Stop Data Collection: Assessing Who Is Stopped; Geographic Units of Analysis to Assess Police Bias; Searches; Making Decisions About Measurement; Outreach to Diverse Communities; Programs and Practices Directed at Youths; Contact Theory Revisited; Measuring Community Outreach; Operations to Promote Bias-Free Policing and the Perceptions of it; Take Seriously Community Complaints of Operational Bias
Reduce the Risk of Bias in High-Discretion, Crime-Control-Focused ActivitiesAdopt Policing Models that Promote Bias-Free Policing and the Perceptions of it; Procedural Justice; "Guardian Versus Warrior" Mentality in Policing; Abusive Policing; Avoid Profiling by Proxy; Transforming the Richmond (CA) Police Department; 4 The Way Ahead; Next Steps for Agency Leaders; Next Steps for Researchers; Concluding Remarks; References; Index
Managing Biases Through Self-regulationConclusion; 3 A Comprehensive Program to Produce Fair and Impartial Policing; The Leadership Message; Agency Policy; Policy Models Defining Biased Policing; Other Policy Considerations; Title; List of Demographics; Behaviors/Actions Encompassed; Enforcement Provisions; Staying Focused; Personnel Knowledge of Policy Content; Recruitment, Hiring, and Promotions; Recruiting/Hiring Individuals Who Represent the Diversity of the Community; Hire People Who Can Police in an Unbiased Fashion; Guard Against Implicit Biases in Managerial Decisions; Problems
SolutionsTraining; Use-of-Force Training; Supervision; Accountability Measures to Promote Bias-Free Policing; Measurement; The History and Role of Measurement; Vehicle Stop Data Collection: Assessing Who Is Stopped; Geographic Units of Analysis to Assess Police Bias; Searches; Making Decisions About Measurement; Outreach to Diverse Communities; Programs and Practices Directed at Youths; Contact Theory Revisited; Measuring Community Outreach; Operations to Promote Bias-Free Policing and the Perceptions of it; Take Seriously Community Complaints of Operational Bias
Reduce the Risk of Bias in High-Discretion, Crime-Control-Focused ActivitiesAdopt Policing Models that Promote Bias-Free Policing and the Perceptions of it; Procedural Justice; "Guardian Versus Warrior" Mentality in Policing; Abusive Policing; Avoid Profiling by Proxy; Transforming the Richmond (CA) Police Department; 4 The Way Ahead; Next Steps for Agency Leaders; Next Steps for Researchers; Concluding Remarks; References; Index