Chas presentation final

Building Respectful & Trust-Based Relationships with our Communities

CHAS Conference January 19, 2012

Steven J. Healy, Managing Partner

Margolis Healy & Associates

© Margolis Healy & Associates, LLC

Agenda

• A Story

• On the Front Lines

• Racial Profiling & Bias-Based Policing

• A Plan


About MHA

• Formed in 2008

• Over 20 associates; all current/past practitioners

• Have worked with over 85 IHEs

• Manage 3 Federal grants

• Building the CPS Body of Knowledge


Story

• Miscommunication

• Misunderstanding

• Mistakes

• Misinformed

• Misconduct

• Mismanagement

• Mistrust


Respectful Relationships

• Sir Robert Peel’s (1829) Principles of Policing:

“The police are the public and the public are the police.”


Respectful Relationships

• Alienates the community

• Reduces trust

•  Impacts information sharing

• Creates dissatisfaction

•  Increases complaints

• Creates fear

•  Increasing tension and hostility

• Violence


On the Front Lines

• Most campus community members will never interact, substantively, with CPS

• Most interactions are casual or involve routine services

• Small % of interactions are enforcement oriented

ü Many of those involve alcohol


On the Front Lines

“The reputation of your agency is directly proportional to quality of the interactions between line level officers and community members.”

Chief Patrick Oliver


On the Front Lines

“We deal with the worst at their best, and the best at their worst.”

Anonymous


Racial Profiling, Defined

Many definitions, many perspectives “any police action that relies on the race, ethnicity or national origin of an individual rather than the behavior of an individual or information that leads the police to a particular individual who has been

identified as being, or having been, engaged in criminal activity.”

Professor Deborah Rameriz



•  Many definitions, many perspectives

•  Bias-based Policing: “The act (intentional or unintentional) of

applying or incorporating personal, societal, or organizational biases and/or stereotypes in

decision-making, police actions, or the administration of justice.”

NOBLE (Chief Ron Davis)



•  Racial profiling is a symptom of bias-based policing

•  In most cases, it is the unintentional application of bias

•  It is widespread – since we all have biases

•  Racial profiling is not necessarily about racism – it is about race

•  Committed by all officers (black/white)

•  Based on the stereotype that minorities are more likely to commit crime or carry narcotics/contraband.


Racial Profiling in the News

•  In 2006, NYPD stopped a half-million pedestrians for suspected criminal involvement.

ü  Raw statistics for these encounters suggest large racial disparities

ü  89 percent of the stops involved nonwhites

•  RAND Center on Quality Policing compared the racial distribution of stops to external benchmarks

ü  They examined stop outcomes, assessing whether stopped white and nonwhite suspects have different rates of frisk, search, use of force, and arrest.

•  Found small racial differences in these rates

ü  Communication, recordkeeping, and training recommendations to the NYPD for improving police-pedestrian interactions.



•  City of Cincinnati ü  Facts and Holding: The American Civil Liberties Union of

Ohio Foundation and the Cincinnati Black United Front brought a lawsuit on behalf of the African American members of both groups.

ü  Suit sought court order requiring PD to alter its practices of racial profiling and monetary damages

ü  Also alleged the tendency of police to use excessive and deadly force against African Americans more often than against non-minority citizens.

ü  DOJ joined the suit. ü  In April 2002, the city and the DOJ negotiated a

Memorandum of Agreement that settled the suit.



•  Village of Mount Prospect, IL ü  U.S. District Judge Ruben Castillo referred to

allegations of discriminatory treatment of Hispanics raised during an employment discrimination case

ü  Mount Prospect Police Department engaged in a pattern or practice of excessive use of force that discriminated against individuals based on race, color, national origin, or ethnicity.

•  Settlement: The Memorandum of Agreement (2003) covers the areas of: Policy Requirements and Related Procedures, Documentation, Supervision, Community Relationships, Training, Oversight, Reporting, Recordkeeping, and Implementation.




Not in MY Agency!

“Approximately 60% of police chiefs surveyed by PERF did not believe racial

profiling exists in their agency.”

“Approximately 60% of the community surveyed by the Washington Post

believe it does exists.”


Not in MY Agency!

“Don’t confuse the lack of complaints with the absence of a problem.” Chief Ron Davis


Not in MY Agency!

•  Anecdotal data drawn from our work: ü  Many students of color perceive bias from the

administration ü  Several expressed being mistreated by CPS Ø  Profiled at night when they’re walking on

campus Ø  Harassed in the wake of a crime Ø  Treated differently by CPS when they’re

hosting special events Ø  Their friends felt disrespected when they

visited campus


Recommendations to Attorney General National Task Force on Racial Profiling

•  Define Racial Profiling

•  Identify its Causes and Impacts

•  Develop Standardized Data Collection Models

•  Develop Standardized Data Analysis Models

•  Conduct National Traffic Stop Study

•  Develop Model Racial Profiling Policies

•  Develop Racial Profiling Training

•  Develop Strategies to Eliminate Profiling

•  Enhance Mediation & Facilitation Programs

•  Publish Self Assessment Guide


Model Policy

•  Defines Racial Profiling •  Describes what values it violates

•  Prohibits racial profiling and any activity that results in racial profiling

•  Develops/Reinforces Citizen Complaint Process

•  Outlines audit and inspection processes

•  Outlines administrative actions and/or punitive measures

•  Enforced relentlessly


A Plan

•  Mission-Vision-Values •  Recruitment & Hiring •  Training •  Assignments •  Promotion •  Discipline/Accountability •  Community Relations •  Leadership


A Plan – Early Warning Systems

•  Complaints •  Use of Force •  Resisting Arrest •  Cases not charged •  Driving •  Report Writing •  Sick Leave •  Approach/Disposition (attitude)


A Plan – Leadership

•  Create feedback mechanisms

ü  Survey data

ü  POS surveys

ü  Campus-wide climate surveys

ü  Community advisory committees

ü  Strong relationship with diversity office, women’s center, GLBTQ office, Pan-Hellenic groups, student affairs


A Plan – Leadership

•  Courageous •  Customer-Based •  Principle-Driven “We cannot get so focused on keeping our jobs that we forget to do our jobs.”

Remember the inscription on the front of the United States Supreme Court:

“Equal Justice Under Law”

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