Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021 1

CRI-TAC SPOTLIGHT

Recruitment and Retention 

for Workforce Diversity

RESOURCE GUIDEBOOK | 2021
Preface 

The purpose of this guidebook is to provide 

the law enforcement field with information 

about existing resources for promoting workforce diversity through a variety of staffing 

mechanisms. It is not meant to be exhaustive, 

but rather to promote awareness of research 

and professional publications that may not 

have been visible or accessible to practitioners. 

Though limited, resources on this issue are 

growing, and this guidebook attempts to highlight publications that are unique, particularly 

insightful, or considered foundational. Most 

of these resources contain rich reference lists 

that will direct the reader to other literature 

on issues of interest. 

What follows is a table of contents that lists 

each resource alphabetically by title and the 

page number that corresponds to its summary. 

To provide greater context for identifying 

resources that may be most useful for readers, the table of contents lists several staffing 

domains that are relevant to advancing diversity: creating a pipeline of officers, marketing, 

selection, staffing for recruitment, mentorship, 

organizational climate, career progression, 

analysis and benchmarking, and substantive 

focus on women and race/ethnicity. The 

table of contents provides page numbers that 

indicate which resources provide context on 

each domain and where it can be found in 

them. (Note there may be other locations 

where important information can be found 

that could inform the various domains, 

but the pages listed indicate where the information is discussed most directly.) This 

guidebook will help agencies further an 

evidence-based approach to facilitating diversity among their ranks. 

i 
 

Acknowledgments 

The COPS Office would like to acknowledge the two Collaborative Reform Initiative 

Technical Assistance Center (CRI-TAC) subject matter experts who developed this 

guide, and without whose experience, expertise, and knowledge it would not have 

been possible: 

Charles Scheer 

Associate Professor, School of Criminal Justice, Forensic Science, and Security, 

The University of Southern Mississippi 

Jeremy M. Wilson 

Professor, School of Criminal Justice, Michigan State University 

This project was supported, in whole or in part, by cooperative agreement number 2017-CR-WX-K001 awarded 

by the U.S. Department of Justice, Office of Community Oriented Policing Services. The opinions contained 

herein are those of the author(s) or contributor(s) and do not necessarily represent the official position or 

policies of the U.S. Department of Justice. References to specific individuals, agencies, companies, products, or 

services should not be considered an endorsement by the author(s) or the U.S. Department of Justice. Rather, 

the references are illustrations to supplement discussion of the issues. 

ii 
  

   

       

           

Contents 

Page numbers from the resource providing context on indicated domain 

PageResource titlePipelineMarketingSelectionRecruit staffMentorshipOrganizational climateCareer progressionAnalysis / benchmarkingFocus on womenFocus on race / ethnicity 

5 

Behavioral Insights 

for Building the Police 

Force of Tomorrow 

8–10; 

11; 14 

8–10; 

12–14 

8–10; 

11 

11 4 8–10; 

12–14 

8–10; 

12–14 

5 

CRI-TAC Spotlight: 

Roundtable on 

Recruitment, Hiring, 

and Retention 

2–3 2 3 2 4 

5 

The Decision to Become 

a Police Officer in a 

Legitimacy Crisis 

250–265 253–254 250–265 250–265 250; 264

6 

Diversifying the 

Police Applicant 

Pool: Motivations of 

Women and Minority 

Candidates Seeking 

Police Employment 

210–212 

207–208; 

212; 

214–217 

207–218; 

210; 

216–218 

214–217 214–217 207–218 207–218 

6 

An Examination 

of Recruiting and 

Selection Practices to 

Promote Diversity for 

Colorado State Troopers 

4–7 11; 

12–15 

10–13; 

17; 

19–20 

8–12; 

14–20 

9 12–13 6–20 7–8; 

14–18 

7 

Examining a Ferguson 

Effect on College 

Students’ Motivation to 

Become Police Officers 

585–601 598–601 590 

586; 

591–592; 

595–601 

7 

Four Steps to Bring 

More Women into 

Policing 

3–4 3–4; 

4–7 

4 6 3–7 7 1–10 

1 
    

     

       

Page numbers from the resource providing context on indicated domain 

PageResource titlePipelineMarketingSelectionRecruit staffMentorshipOrganizational climateCareer progressionAnalysis / benchmarkingFocus on womenFocus on race / ethnicity 

7 

The Glass Ceiling 

in Context: The 

Influence of CEO 

Gender, Recruitment 

Practices and Firm 

Internationalisation on 

the Representation of 

Women in Management 

136; 

142–143 135; 144 133–146 133–146 133–146

8 

Hiring for the 

21st Century Law 

Enforcement 

Officer: Challenges, 

Opportunities, and 

Strategies for Success 

5–27; 

29–39; 

41–49 

35–39; 

41–47 

5–27 41–47 

34; 

42–43; 

49 

29–39; 

45–49; 

51–55 

44–46 27 

1–4; 

10–13; 

16–17; 

26–27; 

41–44; 

47–49; 

63–64 

1–4; 

16–17; 

26–27; 

41–44; 

47–49 

8 

Interest in Police Patrol 

Careers: An Assessment 

of Potential Candidates’ 

Impressions of the 

Police Recruitment, 

Selection, and Training 

Processes 

5–10; 

19–20; 

21–24 

5–10; 

19–20; 

21–24 

19–20 5–10; 16; 

19 6; 19–20 19–20; 

21–24 

5; 11; 

15–16; 

19 

6; 10; 12; 

19–20; 

21–24 

7–17; 

19–20; 

21–24 

8 

Investigating Perceptions of Race and Ethnic 

Diversity Among Prospective Police Officers 

491–501 493 492–493 492–493; 

497 

498 491–501 

9 

Law Enforcement Best 

Practices: Lessons 

Learned from the Field 

93–99; 

107–108 

102–105; 

107–108 

95–97; 

104 103; 108 100; 108 93–99 

97–98; 

105–106; 

109 

94; 

104–105; 

108 

97; 

100–101 

100–101 

9 

Levelling the Playing 

Field in Police 

Recruitment: Evidence 

from a Field Experiment 

on Test Performance 

943–954 943–953 950–953 947–949; 

952–953 

943–954 

Contents 2 
3 Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021

Page numbers from the resource providing context on indicated domain

PageResource titlePipelineMarketingSelectionRecruit staffMentorshipOrganizational climateCareer progressionAnalysis / benchmarkingFocus on womenFocus on race / ethnicity

10

The Model Police 

Officer: Recruitment, 

Training, & Community 

Engagement

1–4; 4–9 4–9; 

10–12

19–22; 

27–30

4–9; 

14–19

14–19 25–30

4–9; 

10–12; 

14–19; 

25

4–9; 

10–12; 

15; 21 

10

More than Public 

Service: A Field 

Experiment on Job 

Advertisements and 

Diversity in the Police

68–72 67–85 77–79 67–85 67–85

10

Police Recruitment and 

Retention for the New 

Millennium: The State 

of Knowledge

3–60 72–79; 

85–86

80–86 70–73 55; 58–59 70–73

37; 

45–46; 

51–52

68–69 33; 44; 

63–64; 71

11

Recruiting and Retaining America’s Finest: 

Evidence-Based 

Lessons for Police 

Workforce Planning

41–55 

23; 

52–54; 68

13–39 63 13–40; 

59–66

59–66 67–74 41–58; 55 55–58

11

Recruiting and Retaining Officers in Small 

and Rural Agencies

3–8 23–29; 

31–34

12

Recruiting and 

Retaining Women: A 

Self-Assessment Guide 

for Law Enforcement

43–90 33–40 63–90 46–58 93–102

33–39; 

111–117; 

159–161

119–145 149–157 21–222 133–146

12

Recruitment & 

Retention: Best 

Practices Update

55–78; 

125–127; 

129–138; 

107–116; 

125–127; 

129–138

117–124 139–144 129–138

90–91; 

169–174; 

175–180

161–168; 

181–188

91–93; 

149

55–78; 

109–111; 

125–127; 

129–137; 

140

55-78;

109–111;

125–127;

129–137;

140
Contents 4

Page numbers from the resource providing context on indicated domain

PageResource titlePipelineMarketingSelectionRecruit staffMentorshipOrganizational climateCareer progressionAnalysis / benchmarkingFocus on womenFocus on race / ethnicity

12

Strategies for 

Improving Officer 

Recruitment in the 

San Diego Police 

Department

25–33; 

45–76

15–19; 

45–76

6–7; 

19–22; 

85–110 

79–83 18; 22; 

29; 31

22–25 22–23

31; 

56–59; 

81; 95

25; 81; 

88; 91–93

13

Thick Red Tape and the 

Thin Blue Line: A Field 

Study on Reducing 

Administrative Burden 

in Police Recruitment

1–10 1–10 1–10 9 1; 6; 8

13

Women in Policing: 

Breaking Barriers and 

Blazing a Path

10–13 14–16 10–14 24 7–10; 

24–27

6–7 5 iii–27

13

The Workforce Crisis, 

and What Police 

Agencies are Doing 

About It

19–32; 

34–35; 

37–42

49–50 44–45

15; 

44–45; 

47–50

10; 32; 

38; 

40–41; 

45; 53–54

33–57 29–30; 

52–54

42–46; 

54–55

42–43
 

Resources 

Title: Behavioral Insights for Building the Police Force of Tomorrow 

Lead Author: Behavioral Insights Team 

Date: January 2019 

Location: https://www.bi.team/publications/behavioral-insights-for-building-the-policeforce-of-tomorrow/ 

Abstract: Agencies across the U.S. reported career motivations of existing sworn staff to find 

promising practices for recruitment and retention. “Decision points” throughout the recruitment, 

selection, and career development process are detailed. 

Title: CRI-TAC Spotlight: Roundtable on Recruitment, Hiring, and Retention 

Lead Author: Collaborative Reform Initiative Technical Assistance Center (CRI-TAC) 

Date: 2020 

Location: https://cops.usdoj.gov/RIC/Publications/cops-w0899-pub.pdf 

Abstract: The West Greenwich (Rhode Island) Police Department requested assistance through 

CRI-TAC to host an event for local law enforcement agencies from Rhode Island and the surrounding areas to discuss regional challenges in recruitment, hiring, and retention. On January 

29, 2020, CRI-TAC hosted Recruitment, Hiring, and Retention. National and Local Trends, a 

roundtable discussion in Portsmouth, Rhode Island. This document summarizes and annotates 

the discussions from that roundtable, supplemented by a list of additional resources. 

Title: The Decision to Become a Police Officer in a Legitimacy Crisis (available for purchase) 

Lead Author: Natalie Todak 

Date: 2017 

Location: https://www.tandfonline.com/doi/full/10.1080/08974454.2016.1256804?scroll=top 

&needAccess=true 

Abstract: This study examines how individuals make the decision to become police officers in the 

context of a police legitimacy crisis and how men’s and women’s decision-making processes may be 

different. In-depth interviews were conducted with 42 criminal justice college students who want 

to become police officers. Prospective police officers anticipated facing challenges as a direct result 

5 
of the current climate surrounding American policing, which is characterized by decreased police 

legitimacy. On top of this, women anticipated facing more challenges than male officers due to 

their gender and underrepresentation in police work. 

Title: Diversifying the Police Applicant Pool: Motivations of Women and Minority 

Candidates Seeking Police Employment (available for purchase) 

Lead Author: Jennifer Gibbs 

Date: 2019 

Location: https://www.tandfonline.com/doi/abs/10.1080/1478601X.2019.1579717? 

journalCode=gjup20 

Abstract: This study provides contemporary insight into reasons women and minority candidates 

apply to a police department, asking respondents an open-ended question about their motivation 

to apply. Policing as a childhood dream, making a difference in the community and the opportunity to help people, and believing policing was a good transition from military to civilian life were 

the most-cited reasons for applying. Salary, benefits, and job security were the least-cited reasons 

for applying for a police position. 

Title: An Examination of Recruiting and Selection Practices to Promote 

Diversity for Colorado State Troopers 

Lead Author: Tracy Krueger 

Date: 2019 

Location: https://pdfs.semanticscholar.org/3550/c88674c2d27fad206e51bf62fe2b7e7f9a41.pdf 

Abstract: The Colorado State Patrol (CSP) seeks to better reflect the demographic representation 

of the state of Colorado. This report examines how the CSP’s recruiting and selection policies and 

procedures relate to that objective. Barriers to diversity include the composition of the current 

workforce, the nature of the job, relocation requirements, and the lengthy hiring process. Recommendations include assessing propensity to apply, determining why applicants drop out, adjusting 

application windows, exploring strategies to shorten background investigations, and providing a 

realistic job preview. 

Resources 6 
Title: Examining a Ferguson Effect on College Students’ Motivation 

to Become Police Officers (available for purchase) 

Lead Author: Weston Morrow 

Date: 2019 

Location: https://www.tandfonline.com/doi/abs/10.1080/10511253.2019.1619793 

Abstract: The study highlights how the negative attention directed towards law enforcement is 

adversely influencing college students’ motivation to enter the police profession. Law enforcement 

agencies must make a concerted effort to mitigate such negative scrutiny to ensure a strong candidate pool for prospective police officers. 

Title: Four Steps to Bring More Women into Policing (membership required) 

Lead Author: Samantha Clinkinbeard 

Date: 2020 

Location: https://www.policechiefmagazine.org/four-steps-to-bring-more-women-into-policing/ 

Abstract: Agencies are encouraged to take proactive steps in defining the desired characteristics 

in candidates, assembling the right people for the recruitment effort, experimenting with different 

techniques, and assessing strategies for efficacy in producing results. 

Title: The Glass Ceiling in Context:The Influence of CEO Gender, Recruitment 

Practices and Firm Internationalisation on the Representation of Women in 

Management (available for purchase) 

Lead Author: Eddy S. Ng 

Date: 2017 

Location: https://onlinelibrary.wiley.com/doi/abs/10.1111/1748-8583.12135 

Abstract: This study investigated chief executive officer gender and the active recruitment of 

women as predictors of an organization’s level of representation of women in management. 

Results from a survey of 278 firms indicated that the presence of a female chief executive officer 

and an organization’s active recruitment of women are positively associated with a firm’s percentage of women in management. 

7 Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021 
Title: Hiring for the 21st Century Law Enforcement Officer: Challenges, Opportunities, 

and Strategies for Success 

Lead Author: COPS Office / Police Executive Research Forum 

Date: 2017 

Location: https://cops.usdoj.gov/RIC/Publications/cops-w0831-pub.pdf 

Abstract: This monograph examines the landscape of contemporary approaches to recruitment by detailing agencies’ experiences with specific strategies, such as the relaxation of selection criteria, the examination of human resources barriers, and the use of educational and 

other lifestyle incentives. 

Title: Interest in Police Patrol Careers: An Assessment of Potential Candidates’ 

Impressions of the Police Recruitment, Selection, and Training Processes 

Lead Author: Charles Scheer 

Date: 2018 

Location: https://www.usm.edu/criminal-justice-forensic-science-security/ 

police_report_scheer.pdf 

Abstract: This project reports responds to a comprehensive survey issued to college students at 

five United States university programs asking for impressions of the recruitment, selection, and 

training processes for police patrol positions. Findings include reasons for perception of barriers 

to entry involving generational differences, lack of career information, lack of mentoring and guidance through the selection process, and aversion to patrol work because of community perception. 

Title: Investigating Perceptions of Race and Ethnic Diversity Among Prospective 

Police Officers (available for purchase) 

Lead Author: Natalie Todak 

Date: 2018 

Location: https://www.tandfonline.com/doi/abs/10.1080/15614263.2018.1428097 

Abstract: This research examined perceptions of police race, ethnicity, and diversity in a sample 

of 42 criminal justice college students in the southwestern United States who wanted to become 

police officers. Interviews illustrated they supported diversity in policing, collectively expressed a 

Resources 8 
 

 

belief that race plays a central role in policing today, and expressed support for the ideals of both 

passive and active representative bureaucracy. Hispanics in the sample anticipated they would positively affect police relations in Hispanic neighborhoods and encourage immigrants to cooperate 

with police. 

Title: Law Enforcement Best Practices: Lessons Learned from the Field 

Lead Author: COPS Office 

Date: 2019 

Location: https://cops.usdoj.gov/RIC/Publications/cops-w0875-pub.pdf 

Abstract: The U.S. Department of Justice’s Office of Community Oriented Policing Services 

(COPS Office) examines key areas for community policing. These areas include de-escalation; 

crisis intervention; first-line supervisors; early intervention systems; internal affairs; recruitment, 

hiring, promotion, and retention; and data systems. 

Title: Levelling the Playing Field in Police Recruitment: Evidence from 

a Field Experiment on Test Performance (available for purchase) 

Lead Author: Elizabeth Linos 

Date: 2017 

Location: https://onlinelibrarywiley.com/doi/abs/10.1111/padm.12344 

Abstract: This study reports the results of a randomized controlled trial (RCT) in a police force 

that was experiencing a disproportionate drop in minority applicants during one particular test. 

Drawing on insights from the literatures on stereotype threat, belonging uncertainty, and values 

affirmation exercises, the authors redesigned the wording on the email inviting applicants to participate in the test. The results show a 50 percent increase in the probability of passing the test for 

minority applicants in the treatment group, with no effect on white applicants. 

9 Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021 
Title: The Model Police Officer: Recruitment,Training, and Community Engagement 

Lead Author: International City/County Management Association and Vera Institute 

of Justice 

Date: September 2018 

Location: https://icma.org/documents/model-police-officer-recruitment-trainingand-community-engagement 

Abstract: This 25-jurisdiction survey of recruitment topics delved into the recruiting, training, 

and community relations expectations of a wide range of police and sheriff’s offices. The monograph lists potential promising practices as stated by survey respondents for a host of agency goals, 

including strategies for recruitment for diversity. 

Title: More than Public Service: A Field Experiment on Job Advertisements

 and Diversity in the Police 

Lead Author: Elizabeth Linos 

Date: 2018 

Location: https://academic.oup.com/jpart/article/28/1/67/4590248 

Abstract: This study presents the results of a field experiment aimed at attracting more and 

different people to apply to a police force by varying job advertisements in a postcard. The results 

suggest that focusing on public service motivation (PSM) messages is ineffective at attracting candidates who would not have applied anyway. Rather, messages that focus on the personal benefits 

of applying to the job—either emphasizing the challenge of the job or the career benefits—are three 

times as effective at getting individuals to apply as the control, without an observable loss in applicant quality. 

Title: Police Recruitment and Retention for the New Millennium: 

The State of Knowledge 

Lead Author: Jeremy M. Wilson 

Date: 2010 

Location: https://www.rand.org/pubs/monographs/MG959.html 

Resources 10 
Abstract: This guidebook summarizes police practitioners’ lessons on recruiting and retaining 

diverse, effective workforces. It provides a means for local officials to identify what has been tried 

elsewhere and what might be applicable in their own communities. It is a broad analysis of issues 

confronting many agencies and how these have developed over time. Each agency will face unique 

circumstances that it must consider in workforce planning; this monograph can provide guidance 

on relevant lessons learned elsewhere. 

Title: Recruiting and Retaining America’s Finest: Evidence-Based Lessons 

for Police Workforce Planning 

Lead Author: Jeremy M. Wilson 

Date: 2010 

Location: https://www.rand.org/pubs/monographs/MG960.html 

Abstract: Recruitment and retention are tools for accomplishing a larger goal: achieving 

and maintaining the profile of officers by experience and rank that satisfies agency needs and 

officer career aspirations. In this monograph, the authors summarize a survey of every U.S. 

police agency with at least 300 sworn officers, seeking to document such characteristics as authorized and actual strength by rank, officer work and qualifications, compensation, and recruiting 

efforts. The authors overview current recruitment and retention practices and how they affect 

personnel profiles. 

Title: Recruiting and Retaining Officers in Small and Rural Agencies 

Lead Author: COPS Office 

Date: 2020 

Location: https://cops.usdoj.gov/RIC/Publications/cops-p426-pub.pdf 

Abstract: This publication encompasses the challenges of law enforcement recruitment and 

retention in relation to smaller and rural law enforcement agencies. The topics discussed include 

the qualities that make an effective police officer, an in-depth examination of why people leave a 

department, and the significant challenges to recruiting and retaining officers. 

11 Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021 
Title: Recruiting and Retaining Women: A Self-Assessment Guide for Law Enforcement 

Lead Author: National Center for Women in Policing 

Date: June 2001 

Location: https://www.ncjrs.gov/pdffiles1/bja/185235.pdf 

Abstract: This seminal research publication on the recruitment of women features a selfassessment guide for law enforcement agencies to evaluate their capacities for recruitment in 

creating teams, assessing local and regional resources, and capitalizing on existing strategies. 

The monograph contains an array of strategies which may fit agencies of all character. 

Title: Recruitment & Retention: Best Practices Update 

Lead Author: California POST 

Date: April 2006 

Location: http.//annex.ipacweb.org/library/conf/08/ca_post.pdf 

Abstract: This detailed, step-by-step guide to promising practices in recruitment and retention 

lays out the demographic landscape and trends. The publication compiles myriad strategies, 

including identifying and developing recruitment personnel, identifying different venues for 

recruitment, and staffing and preview techniques. 

Title: Strategies for Improving Officer Recruitment in the San Diego Police Department 

Lead Author: Greg Ridgeway 

Date: 2008 

Location: https://www.rand.org/pubs/monographs/MG724.html 

Abstract: The San Diego Police Department (SDPD) has been operating below its authorized 

size in recent years. To bridge its personnel gap, the department needs to maximize its recruiting 

while minimizing officer attrition. Specifically, the SDPD can optimize the recruiting process and 

manage recruiters and resources to achieve the maximum number of recruits. The authors assessed 

strategies for expanding the SDPD’s applicant pool, evaluated the written-test process, and 

reviewed fitness-exam and background-check processes. As a result, they have specific recommendations to improve the SDPD’s recruiting efforts. This monograph describes the study and 

its recommendations. 

Resources 12 
Title: Thick Red Tape and the Thin Blue Line: A Field Study on Reducing Administrative 

Burden in Police Recruitment (available for purchase) 

Lead Author: Elizabeth Linos 

Date: 2019 

Location: https://onlinelibrary.wiley.com/doi/full/10.1111/puar.13115 

Abstract: Using four years of administrative data and a field experiment conducted in the Los 

Angeles Police Department, the authors analyze the impact of administrative burden on the likelihood that a candidate will remain in the recruitment process. Findings show that reducing friction 

costs to participation and simplifying processes improve compliance, as behavioral public administration would predict. Applicants who were offered simpler, standardized processes completed 

more tests and were more likely to be hired. 

Title: Women in Policing: Breaking Barriers and Blazing a Path 

Lead Author: National Institute of Justice 

Date: July 2019 

Location: https://www.ncjrs.gov/pdffiles1/nij/252963.pdf 

Abstract: Proceedings of the national conference on Women in Policing, this report summarizes 

the perspectives of managers from a national sample about the state of knowledge about recruiting, workforce growth, promotions, and career development for women in the field. 

Title: The Workforce Crisis, and What Police Agencies are Doing About It 

Lead Author: Police Executive Research Forum 

Date: September 2019 

Location: https://www.policeforum.org/assets/WorkforceCrisis.pdf 

Abstract: Proceedings of the December 2018 summit conference on recruiting. This document 

summarizes input from a diverse sample of agency representatives speaking about their challenges 

and “what works” in navigating their specific crisis point. 

13 Recruitment and Retention for Workforce Diversity, Resource Guidebook | 2021 

The CRI-TAC Spotlight series is committed to advancing knowledge through sharing 

tools, resources, and information developed for the law enforcement feld as a result 

of customized training and technical assistance delivered by CRI-TAC. This guide 

highlights and summarizes publications that provide the law enforcement feld 

reference and resources for promoting workforce diversity. 

U.S. Department of Justice 

Offce of Community Oriented 

Policing Services 

145 N Street NE 

Washington, DC 20530 

To obtain details about COPS Offce programs, call 

the COPS Offce Response Center at 800-421-6770. 

Visit the COPS Offce online at cops.usdoj.gov.

International Association of Chiefs of Police 

44 Canal Center Plaza Ste 200 

Alexandria, VA 22314 

Call the IACP at 800-THE-IACP or 

visit online at theiacp.org. 

Published 2021 

e032111984