NYPD: Workforce Diversity And Discrimination

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Abstract
NYPD has conducted massive layoffs over the last ten to twelve years. Unfortunately, this has had a negative effect on NYPD’s diversity rates, which has created a disproportionate workforce. This paper will examine the relationship between “downsizing,” “workforce diversity,” and “discrimination” by exploring the following areas: 1) Method of data collection and inquiry to be used within this project, 2) a definition of the terms, 3) a history of the problem experienced by other companies, 4) an examination of the case study involving this problem within the NYPD, 5) affirmative action—argument against NYPD using downsizing, 6) other laws designed to protect employees, 7) affirmative defenses—argument for NYPD using downsizing, 8) …show more content…
Although many agree this is a normal business practice, others claim it can marginalize workforce diversity and manifest discrimination. Not surprisingly, this argument centers on NYPD’s right to downsize versus its employees’ right to not be discriminated against. To better understand this dilemma, further discussion is needed into the following areas: 1) Method of data collection and inquiry to be used within this project, 2) a definition of the terms, 3) a history of the problem experienced by other companies, 4) an examination of the case study involving this problem within the NYPD, 5) affirmative action—argument against NYPD using downsizing, 6) other laws designed to protect employees, 7) affirmative defenses—argument for NYPD using downsizing, 8) data analysis/findings, and 9) proposed HRD intervention—two phases: Do alternative solutions exist to downsizing? Hence, understanding each of these areas is vital to solving the problems inherent within the …show more content…
155). Although the NYPD has made strides to maintain diversity within its ranks over the same time frame, its performance has been substandard when it comes to the recruitment of Caucasian female police officers, African American female police officers, and Native American male police officers (Guajardo, 2014). Guajardo (2015) comments that Caucasian male police officers outnumber and out rank “minorities and females” in middle and upper-level divisions above “the rank of sergeant,” which is appalling considering that women are classified as minorities regardless of race under the Civil Rights Acts of 1964 and 1991 (p. 93; Aiken, Salmon, & Hanges, 2013, p. 384; Selmi, 2011, p. 281; Gomez-Mejia, Balkin, & Cardy, 2012, p. 96-105). These three minority groups are underrepresented within the NYPD in the amounts of “-20.3,” “-11.3,” and “-22.2” percent, respectively (See appendices A, B, & C; Guajardo, 2014, p. 161-163). In terms of racial categories within the NYPD over the same time-period, the category of Caucasians saw a “-31.5” change in representation, while the categories of African American and Native Americans saw a change in representation in the amount of “1.8” and “-26.8” percent, respectively (See appendices A, B, & C; Guajardo, 2014, p. 161-163). In terms of New York City’s (NYC) demographic population from 2000 to 2010, the Caucasian
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