Basically, the city, county, and/or state that a child grows up in has a significant impact on whether or not that child moves out of poverty. Embracing diversity means accepting differences in others. This product could help you, Accessing resources off campus can be a challenge. Authors’ NoteMariann S. Leirvik worked at the Norwegian Police University College when the study was initiated and is now at the Norwegian Institute for Urban and Regional Research, Oslo Metropolitan University. This four-volume set brings together seminal articles and key writings on the theme of inclusion and diversity in education. View or download all the content the society has access to. These methods would provide even further insight into the mechanisms through which passive representation yields active representation in police organizations.” (Hong, 2017a, p. 560). Journal of Diversity in Higher Education, 7 (4), 227–234. “Tolerance for Cheating From the Classroom to the Boardroom: A Study of Underlying Personal Cultural Drivers” contributed by Brodowsky, Tarr, Ho, and Sciglimpaglia (2020) draws from, and extends, research that suggests cheating is less dependent on situational influences and more dependent on an attitude toward engaging in dishonesty. Table 1. (2013). Loving identity means that we appreciate and promote contributions to diversity; however, while ethnicity (for example) is something to be proud of and promote, poverty is not. Members of _ can log in with their society credentials below, Victoria L. Crittenden, Cassandra Davis, and Rebeca Perren. Her work also addresses police practices, and the relationship between ethnic minorities and the police. They also differed in their reflexivity, and some of them gave more detailed accounts of what they bring in and how they may utilize it in police practice. Despite this pessimism for the future, the practice year did entail positive experiences, and our second main finding is that ethnic minority students did think that their cultural competence has an important role to play in policing. As previously described, the NPUC’s strategic plan emphasizes varied linguistic and cultural competence as the reason for recruiting from a more diverse student population. Although an important element, Carter (2015) contends that ethnicity is one of the most difficult consumer identity traits for marketing students to discuss since students are worried about violating codes of political correctness, and he suggests the use of virtual-world content (e.g., avatars) to capture ethnic identity in the market curriculum. Here the views expressed by the interviewees parallel two of the core arguments (i.e., trust and competence) put forward in the NPS diversity strategy. Equality, Diversity and Inclusion available volumes and issues. First, results challenge stereotypes regarding ethnicity or nationality as catchall predictors of cheating and unethical behavior by demonstrating that a tolerance for cheating and unethical behavior varies within cultures and nationalities. Sharing links are not available for this article. ], Responding to needs of higher analytical competence in the police: Master programmes at the Norwegian Police University College, Representative bureaucracy and fire service performance, Barriers to achieving ethnic diversity in the Norwegian police service, The experience of ethnic minority police officers in Britain: Under-recruitment and racial profiling in a performance culture, Behind the window dressing: Ethnic minority police perspectives on cultural diversity, Cultural diversity at work: The effects of diversity perspectives on work group processes and outcomes, Gender dynamics in science and technology: From the leaky pipeline. The Journal of Diversity in Higher Education is a peer-reviewed academic journal published by the American Psychological Association on behalf of the National Association of Diversity Officers in Higher Education. ORCID iDsBrita Bjørkelo https://orcid.org/0000-0001-7535-2076, Hege H. Bye https://orcid.org/0000-0003-4494-2158. His colleague agrees. Combining multicultural management and diversity into one course on cultural competence. From the perspective of ethnic Norwegian officers in this type of police work (patrolling), ethnic minority colleagues primarily bring in competence by speaking different languages and being able to communicate with minority groups in society. GO TO SECTION. The purpose of this reference list is to provide suggestions of helpful resources for learning about diversity among today’s university students. The interviewed students had backgrounds from Asia, the Middle East, South America and Europe. The articles in this issue fall into two general categories and are arranged from broad diversity topics to specific projects and curriculum materials. In the combined civilian and police-educated sample, the percentage of respondents who indicated that an argument was used to justify the NPS’ diversity strategy to a large extent was 44.0% for trust among the public, 38.2% for equal treatment, 31.0% for the societal mandate and 19.9% for competence development, respectively. One email invitation with a link to the survey and two reminders were sent out. Diversity in education is a wonderful opportunity to create a better sense of community for our kids. Our qualitative material depicted how cultural competence was perceived as an intangible construct, especially among ethnic majority members. Both ethnic minority and ethnic majority members emphasized minority representation as a source of trust among (specific groups of) the public, but ethnic minority members gave a stronger voice to the notion of cultural competence, also beyond language skills, as a resource in policing. The deans of the two participating medical schools, Dean Debas of th… The admission report released by the student admissions office at NPUC emphasizes that the group of students who possess the strongest and most varied skills in languages other than Nordic languages and English are those with two parents born abroad (NPUC, 2018). Later he changes his sociolect somewhat, speaking with a touch of “minority youth slang”. We therefore investigate the extent to which pro-diversity arguments outlined in the NPS diversity strategy are perceived as justifications for diversity management in the NPS among both ethnic minority and majority NPS employees. With respect to ethnic diversity in particular, the key challenges are described as 1) recruiting ethnic minorities to the NPUC and the NPS, 2) educating NPS employees on why ethnic diversity is important both from a work environment/ethical perspective, and in police practice, 3) retaining employees with ethnic minority backgrounds, 4) securing the public’s trust in the police via representation, 5) ensuring that the specific (i.e., cultural) competence held by minorities is recognized in the organization and put to use, and 6) indirect discrimination and lack of trust as barriers for minority employees’ career progression. Information about NPUC students’ ethnic backgrounds was extracted from the 2018 voluntary and confidential online survey among new bachelor students conducted by the student admission office at the NPUC and the associated admissions report (NPUC, 2018). Race and ethnicity published in relevant venues to highlight differences between Norway and other with! 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