The Role of Labor Management in Law Enforcement

Voiceover

00:00

This is The Beat—a podcast series that keeps you in the know about the latest community policing topics 

facing our nation.

Melissa Bradley

00:08

Hello and welcome. My name is Melissa Bradley, and on behalf of the COPS Office, I’d like to introduce 

Chief Charles McClelland of the Houston Police Department. Chief McClelland is here to talk about 

decision making that involves both labor and management. Chief, Houston recently changed its body 

armor policy to require mandatory wear in all situations regardless of the heat. What made you decide 

to change your policy?

Chief Charles McClelland

00:34

Well, when you think about it, our police officers are the most valuable asset that any organization has 

in law enforcement. And as a good business model, we must protect our assets and mitigate our 

liabilities. Not only do we have to protect police officers, not only for themselves and their families, but 

for the taxpayers. Labor costs are extremely high when officers miss time from work from injuries. It 

affects the resources of the organization, and it just makes good business sense that regardless of the 

heat, weather, we must afford our employees maximum protection.

I had a recent incident where a police officer was shot at point blank range just a couple of months ago. 

And he survived because he had his vest on. But it was a very, very hot day, and under our existing old 

policy, that officer had the option of not wearing his body armor. He chose not to do so and he did wear 

it and he’s alive today for it, thank God. But after that incident, I just thought that this is the last time 

that I’m going to do this, or I’m going to be in the emergency room, in the hallway of a hospital praying 

with friends and family members—and quite honestly, the family members start to ask me why do I 

have an exemption in my policy. So, I just think that it is—makes good business sense.

I consulted with the union, and when I eliminated the exemption, I also allowed the option of having an 

outer vest that matches the uniform shirt, so I just think that’s a good middle ground.

Bradley

02:34

So how did you secure support from the union regarding this new policy?

McClelland

02:39

Well, we’ve had several officers that had been shot, and this particular officer that was shot just several 

months ago, he was a very, very popular officer. His mom and dad are Houston police officers and the 
outcry from them—and it was just a no-brainer. And the only concession or middle ground that the 

union asked me to make, which I thought was very reasonable, then if we’re going to make our body 

armor policy mandatory, then they should be allowed to have the option of choosing an outer body 

carrier, in which I thought was reasonable long as it was professional and it matched the uniform and it 

looked professional.

Bradley

03:25

Let’s shift gears a little bit and talk about building diverse workforces. What strategies have you found to 

be effective for recruiting and building those types of diverse workforces?

McClelland

03:37

Well, first of all, let me just speak about the importance of diversity in your workforce. It makes good 

business sense, and members of the community and residents of a city, they want to see—especially 

police officers who have the authority to take someone’s freedom and liberty away—they do want to 

see diversity.

And in Houston—Houston is one of the most diverse cities in the United States, and I’m very, very proud 

that we are a predominately minority department. Our department has demographics of 53 percent of 

minorities. African American, Hispanics, Asians, other make up about 53 percent. And Anglo is 47 

percent. Now, the strategies that we have found in Houston that have been effective is going to 

minority communities, historically black universities, and starting with young children and teenagers 

trying to close that social distance with the PAL program, Explorers program. And when you do that and 

you gain the trust and confidence of the community, then people will see law enforcement is a noble 

cause and a noble calling, and that’s where we have made inroads in minority communities.

Bradley

04:58

So what role does the union play in recruiting, building diverse workforces, building that trust and 

confidence in the police?

McClelland

05:07

Well, I think the union has been very, very supportive. Now you know, our hiring practices, like most 

other cities and police agencies, doesn’t meant that if you’re a minority you go ahead of the list. But you 

do have to have minorities coming in, and it's first-come, first-served in our organization. But unions 

understand for a police agency to be effective, you must have a positive relationship with the 

community. And the only way that you’re going to do that is your workforce must reflect the 

community’s diversity. It’s very important and they understand that.
Bradley

05:49

Chief, thank you so much for your time and expertise.

McClelland

05:51

All right, well, thank you.

Voiceover: The Beat Exit

05:53

The Beat was brought to you by the United States Department of Justice, COPS Office. The COPS Office 

helps to keep our nation’s communities safe by giving grants to law enforcement agencies, developing 

community policing publications, developing partnerships, and solving problems.

Voiceover: Disclaimer

06:10

The opinions contained herein are those of the authors and do not necessarily represent the official 

position or polices of the U.S. Department of Justice. References to specific agencies, companies, 

products, or services should not be considered an endorsement by the authors or the U.S. Department 

of Justice. Rather, the references are illustrations to supplement discussion of the issues.