Race, gender, and motivation for becoming a police officer: Implications for building a representative police department

Police departments have come under increasing pressure from community groups, professional organizations, and their constituents to hire more female and minority officers. Although prior research suggested that there might be both gender and racial differences in the factors influencing the decision to enter police work, much of the work was dated and findings were mixed. The current research, conducted in spring 2002, examined motivations for entering police work among a sample of 278 academy recruits in the New York City Police Department (NYPD). Findings indicated that motivations for becoming a police officer were similar regardless of race or gender, and the most influential factors were altruistic and practical, specifically the opportunity to help others, job benefits, and security. Minor differences did emerge among male and female recruits, as well as among Whites, Hispanics, and African Americans, but the practical implications of those differences seemed limited. The article concludes with a discussion of implications for recruitment efforts as police departments seek to draw more diverse applicant pools and build more representative law enforcement agencies.     

The Use of Contracting in the Public Sector

Around the world and especially in English-speaking countries there has been a wave of contract-based public sector management following on the heels of a wave of corporatisation and privatisation.     

Networking in practice: The Arid Lands Information Network

As the development agenda becomes more and more led by the preoccupations of Southern non-government organisations (NGOs), it becomes increasingly crucial that good communication flows are encouraged and maintained between development practitioners. Project staff have frequently been the underclass of the development world, often isolated, left to execute decisions made by others, poorly serviced in terms of training and information, and none more so than the women among them. Yet they are the very people on whom the implementation of good development practice rests. The Arid Lands Information Network (ALIN) was established in 1988 specifically to address some of the needs of this group. Using a number of methods, it has sought to encourage and facilitate the sharing of information and ideas among development workers at village/project level and to build confidence and provide a platform for their concerns and views. The ultimate aim is not to increase membership of the ALIN 'club', but rather to foster the desire to communicate and share experience, and to take control of the process of networking.