Reducing Ethnic Profiling in the European Union - Open Society ...

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police. More than half were women, the average age was 22, and between themthey spoke 41 different languages.Following the success in Stockholm, similar projects have been launched in Malmoand Gothenburg.Minority recruitment must be conducted appropriately. As the next case study fromSweden indicates, well-meaning efforts can backfire if they are clumsy.SWEDENWell-Intended Diversity Promotion that BackfiredIn 2007, the National Police Authority sent letters to encourage minority applicationsto the police academy. The text was criticized by recipients as derogatory, if notoutright racist. The letter read:“Hi!We demand that you visit our website at some point before 15 March2007. So far you have not done anything, but we want you to. We wouldlike you to apply to our police training, you see. With your experienceand background as a ghetto kid you are extremely valuable to us.And by the way, you don’t need to be big, strong and macho to be apolice officer. The only things you need are decent grades, good will,and faith in man.We welcome your application!Best regards,Police Recruitment”Once minority officers are recruited, further policies are required to address commonissues in law enforcement culture that can hamper retention and career advancementfor minority officers.Minority officers often face a hostile institutional climate characterized by difficultyfeeling accepted, not being recognized and promoted, facing harsher responsesto mistakes, feeling pressured to deny or hide their cultural or religious identity, andconfronting overt discrimination, racism, and harassment. In Belgium, an officer ofMoroccan origin described being disciplined because he spoke in Arabic to an elderly140 CHANGING INSTITUTIONAL CULTURE
Moroccan man. Another minority officer who is Muslim asked if he could pray at workand was told by another officer, “No way, you have to adapt 100 percent to the otherside; integration means you act as I do.” 228Minority officers are in the uncomfortable position of being perceived in theirown and other ethnic minority communities as implementing discriminatory policiessuch as ethnic profiling. Minority officers also often face suspicion over the choice of alaw enforcement career from their own families and communities. Joining law enforcementcan be seen as a betrayal. The sensation that neither their workplace nor theircommunity fully accepts their role is psychologically and professionally challenging.NETHERLANDS“Safe Climate” Initiatives 229The Netherlands has a revolving-door problem: every year nearly as many minorityofficers leave the police as join, leading to a low net increase. Dutch police havesought to improve retention through “safe climate” policies. These include establishingminority support networks, emphasizing diversity as a management issue,providing confidential counseling, creating anti-harassment policies, and offeringadditional diversity training. To date, these efforts have not yet significantly improvedminority officer retention.Rotterdam’s approach involves establishing high level leadership and managementresponsibility for issues of diversity. A steering group chaired by the police chief hasthree portfolios: (1) a multi-ethnic policing and discrimination portfolio examinespolice-community relations; (2) the diversity portfolio considers internal diversity;and (3) the integrity portfolio examines police conduct. District and departmentmanagers are responsible for addressing diversity within their teams and must makeprogress reports every three or four months.Rotterdam’s approach aims to fold diversity issues into daily operational policiesand practices. There is a special focus on diversity issues during team meetingsevery two or three months. Themes are put on the agenda via small cards distributedthroughout the organization and each team discusses them. Past themes haveincluded gossip, dress, wearing insignia, integrity, and interactions between officers.The discussions reportedly opened up communication among all officers andbrought controversial issues into focus.Minority officers are also creating professional associations for mutual supportand to advocate for their needs within law enforcement agencies. The United Kingdom’sREDUCING ETHNIC PROFILING IN THE EUROPEAN UNION 141
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OPEN SOCIETY JUSTICE INITIATIVERedu
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described in this report. The case
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List of Case StudiesThe case studie
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UNITED KINGDOMAUSTRIA/BELGIUM/BULGA
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UNITED KINGDOMUNITED KINGDOMNETHERL
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The United Nations, the Council of
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I. Ethnic Profiling DefinedA Compre
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The use by the police, with no obje
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explicitly on their membership in a
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of the persons subjected thereto sh
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The impact of ethnic profiling on c
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of the ethnic minorities disproport
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II. A Holistic Approachto Reducing
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Law enforcement agencies are accoun
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III. Legal Standards andInstitution
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Criminal and Administrative Legal R
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ImmigrationThe Equality Act covers
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FRANCEObligation of Non-Discriminat
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General principles of good practice
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UNITED KINGDOMPolice and Criminal E
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has lasted for an hour, the examini
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In order to conduct a check using a
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the person could pose a threat to p
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Improving law enforcement relations
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IRELANDPolicing Plan 2008The Garda
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officer misconduct more than patter
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complaints commissions that include
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Civilian oversight can and should d
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In Ireland and Northern Ireland, po
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These case studies also demonstrate
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NETHERLANDSNational OmbudsmanThe Du
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UNITED KINGDOM / NORTHERN IRELANDNo
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DENMARKThe Danish Institute of Huma
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• the impact of race• the use o
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UNITED KINGDOMThe Communities and L
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used, such as those described below
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passengers at borders, although the
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UNITED KINGDOMMerseyside Police Rev
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Reducing Ethnic Profiling and Impro
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As the above examples indicate, dat
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Research Approaches and Methodologi
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Observational studies were pioneere
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Page 98 and 99: UNITED KINGDOMThe Views of the Publ
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Page 113 and 114: This is not to say that stop forms
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Page 117 and 118: UNITED KINGDOM“Know Your Rights
Page 119 and 120: Prior to the ride-alongs, many Hung
Page 121 and 122: General principles of good practice
Page 123 and 124: UNITED KINGDOMMonitoring the Qualit
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Page 128 and 129: This handbook recommends that law e
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Page 132 and 133: SWEDENPolice and Youth Sharing Expe
Page 134 and 135: Training in the Counter-radicalizat
Page 137 and 138: VIII. Changing Institutional Cultur
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Page 141: NORTHERN IRELANDCreating a More Bal
Page 147: General principles of good practice
Page 150 and 151: other characteristics or values. Co
Page 152 and 153: Take steps to ensure that all parts
Page 154 and 155: Law enforcement agencies must be se
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Page 160 and 161: UNITED KINGDOMCommunity Stop and Se
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Page 166 and 167: The strategy includes multiple init
Page 168 and 169: The website provides an interactive
Page 173 and 174: Appendix A:Sample Stop Forms171
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Page 185 and 186: Fuenlabrada, Spain Stop FormREDUCIN
Page 191: West Yorkshire Police Stop ReceiptR
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Covenant rights that are especially
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• Necessity: The use of ethnic pr
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The clear risk of arbitrariness in
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The Committee considers that identi
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adopted on June 29, 2007, CRI/Counc
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European Union Fundamental Rights A
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Notes1. Rebekah Delsol, Open Societ
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13. A report of MI5’s behavioral
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38. From the email text sent by Tem
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57. R. Davis and P. Mateu-Gelabert,
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88. Gillan and Quinton v. United Ki
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Ireland). Of the total number of co
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139. For example, European Commissi
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165. Open Society Justice Initiativ
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197. These can be found at: http://
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230. More information can be found
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266. To undertake this kind of anal
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279. In Rosalind Williams, Spanish
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Ethnic profiling by police in Europ
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