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Pan Pacific Law Enforcement Association

Pan Pacific Law Enforcement Association

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Pan Pacific Law Enforcement Association

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  1. Pan Pacific Law Enforcement Association Challenges Facing Asian/Pacific Islanders in the San Diego Police Department Note: This was a presentation presented in May, 2005. Use right and left arrows to navigate. Use your browser’s back arrow to return to Pan Pac’s home page.

  2. Definitions • APA’s- Asian Pacific Americans. An American citizen with Asian or Pacific Islander origins (includes Filipinos). • Asian- The City of San Diego’s official race classification for people of Asian or Pacific Islander descent (excludes Filipinos). • Filipino- A separate race classification in the City of San Diego, exclusively for people of Filipino descent.

  3. 4 Main Challenges • Extremely significant under representation of APA’s on the San Diego Police Department • Extremely significant under representation of APA’s in upper job classifications • Lack of specialized unit assignments available to APA’s • Past bi-lingual pay discrimination

  4. U.S. Growth Rates • APA’s are the fastest growing and most diverse ethnic group in the country 1 • The APA population has doubled each decade since 1960 2 • There are approximately 13 million APA’s in the United States today 2 • There will be at least 20 million APA’s by the year 2020 2 and 40 million by the year 2050 2

  5. California Population Trends • California has the highest number of APA’s per state, at almost 4 million 3 • From 1990 to 1999, the percentage of APA’s in California has increased + 36.0 %3 • APA’s are the fastest growing ethnic group in the State 3

  6. San Diego Population Trends • APA’s are the fastest growing ethnic group in the City of San Diego 4 • From 1990 to 1999, the percentage of APA’s in San Diego has increased + 46.3% 4 • APA’s make up 13.6% of San Diego’s total population 4 • San Diego has the 7th largest number of APA’s per county nationwide 4

  7. APA Growth Rate City vs. San Diego Police Department

  8. Future Department Growth Needed

  9. Possible Solutions • APA Recruiting Advisory Board Aggressive Recruiting Strategies APA Recruiter Authorized Overtime for PRAT members Private Scouting Contractor Recruiting out of other Cities/States APA CSO’s in Recruiting Unit • Fiscal Commitment from SDPD

  10. City of San Diego Ethnic Groups San Diego Police Ethnic Breakdown In All Sworn Positions (Recruit thru Chief) 3/14/05 White – 66.68% Hispanic – 17.38% (7% below parity)(136 short) Black – 8.28% (below parity)(14 short) API – 6.98% (11% below parity)(145 short)

  11. Number of SwornPersonnel by Rank

  12. City of San Diego Ethnic Groups San Diego Police Ethnic Breakdown in Nine Ranking Positions (Detective thru Chief) White – 70.19% Hispanic – 17.4% (7% below parity)(46 short) Black – 9.13% (reached parity) API – 3.28% (11% below parity)(75 short)

  13. Percentage of SwornAPA’s by Rank

  14. Negative Impact of Under Representation • No representation on promotional panels • No influence in policy making • No voice in important decisions • Lack of opportunities • Lack of mentors • Considered a non-viable career option for APA’s • Community not represented

  15. Pan Pac’s Career Development Strategy • 6-Month Sergeant’s Preparation Course, Recently Held (20 attendees) • Two Interview Seminars with Professional Instructors • Mock Interview Participation • On-going Mentorship Program

  16. Diversity “We appreciate one another’s differences and recognize that our unique skills, knowledge, abilities and background bring strength and caring to our organization.” Vision, Values and Mission Statement

  17. Pan Pacific Law Enforcement Association “It is more honorable to repair a wrong than to persist in it.” - Thomas Jefferson

  18. Pan Pacific Law Enforcement Association "I like the dreams of the future better than the history of the past.” - Thomas Jefferson

  19. Title VII of the Civil Rights Act of 1964 Under Title VII, the ADA, and the ADEA, it is illegal to discriminate in any aspect of employment, including: • hiring and firing; • compensation, assignment, or classification of employees; • transfer, promotion, layoff, or recall; • job advertisements; • recruitment; • testing; • use of company facilities; • training and apprenticeship programs; • fringe benefits; • pay, retirement plans, and disability leave; or • other terms and conditions of employment. Discriminatory practices under these laws also include: • harassment on the basis of race, color, religion, sex, national origin, disability, or age; • retaliation against an individual for filing a charge of discrimination, participating in an investigation, or opposing discriminatory practices; • employment decisions based on stereotypes or assumptions about the abilities, traits, or performance of individuals of a certain sex, race, age, religion, or ethnic group, or individuals with disabilities; and • denying employment opportunities to a person because of marriage to, or association with, an individual of a particular race, religion, national origin, or an individual with a disability. Title VII also prohibits discrimination because of participation in schools or places of worship associated with a particular racial, ethnic, or religious group. Title VII prohibits not only intentional discrimination, but also practices that have the effect of discriminating against individuals because of their race, color, national origin, religion, or sex.