|Published online: October 21, 2015||$US5.00|
The extant literature on diversity in policing indicates that police organizations continue to be challenged with increasing the representation of women and minority group members. Moreover, as policing remains a traditionally white, heterosexual, and masculine profession, nondominant groups have been exposed to exclusion, harassment, and marginalization. The purpose of this paper was to examine the application of the multicultural organizational development approach in a policing context as an alternative to traditional diversity approaches to change. The Multicultural Organizational Development (MCOD) model was utilized as a framework to conduct an analysis of a change process undertaken in a Canadian Police Service to create a more respectful and inclusive workplace. The findings of this study demonstrate that behavioral, cultural, and structural interventions targeted at addressing social injustices and other forms of oppression can lead to positive change. The findings also underscore the importance of establishing the foundation for change through completion of a cultural assessment to identify the underlying cultural issues and clearly articulating the rationale for change, and monitoring and assessing progress.
|Keywords:||Culture Change, MCOD, Diversity and Inclusion, Policing|
The International Journal of Organizational Diversity, Volume 15, Issue 4, December 2015, pp.1-16. Article: Print (Spiral Bound). Published online: October 21, 2015 (Article: Electronic (PDF File; 525.405KB)).
Director General, Organizational Development, Royal Canadian Mounted Police, Ottawa, Ontario, Canada