Tuesday, April 3, 2018

Hiring the disabled - how inclusive can we be?


Historically, American law enforcement began largely as a patronage job – something you got because you knew someone with political power who could appoint you. Law enforcement agencies were composed of people who looked like the people who were elected or gained office by political power – white males. This was the template for what a police officer looked like. Any deviation came with suspicions from within the police culture as well as the public. With the arrival of civil service in policing, candidates were chosen by merit. The screening process still managed to filter out almost all but white males.

But change was inevitable. According to the Office of Community Policing, the first black police officer was, surprisingly, in Selma, Alabama circa 1867. An article from the National Law Enforcement Museum chronicles New York City’s first black police officer, Samuel Battle, appointed in 1911. Alice Stebbins Wells is regarded as the first American female police officer, serving Los Angeles in 1910.

In mid-century America, government became the petri dish in the era of renewed interest in civil rights. More women and more minorities were hired by law enforcement, even if only to avoid lawsuits. The first police department that I served added its first female two years after I started. The police station, built in the early 1970s, had no locker room for females. In 1981, Patrolman Woody Tennant became the first openly gay police officer in San Francisco. Transgender cops used to make headlines and get interviews in the media. Not such a big deal now.

Added to race, gender, and sexual orientation, the most recent debates became about bodies and physical capacity. With the advent of the Americans With Disabilities Act of 1990, the physical abilities required to pass an entrance exam or police academy came into question. Doing pull-ups, being a minimum height, and other standard physical tasks now generated lawsuits demanding proof that standards were relevant to actual law enforcement tasks. A 1993 issue of the FBI Law Enforcement Bulletin debated vision requirements for recruits. Fast forward to March of last year when Matias Ferreira, a 28 year old double amputee, graduated as a police officer with the Suffolk County, NY police department. Also last year, Wendy Caldwell was sworn in as Houston Police Department’s oldest academy graduate at age 53.

This week we find this headline: “Texas PD hires first deaf female officer. Officer Erica Trevino became the first female deaf commissioned officer in the department’s history.” Dalhart, Texas, population 8,307, is stepping into the brave new world of non-discrimination by disability.

Where will it end? That’s not a slap-your-forehead with an exasperated sigh question. It’s legit. What are the outer limits of acceptability of police recruits? Given the concern about finding enough cops to fill our ranks now, the challenge is not just to obtain bodies, but what kinds of bodies can we – or must we – accept?

The human brain’s template is wired early on to respond with either acceptance or suspicion in determining what is normal and what is a threat. Our law enforcement culture is no different. A black cop in a police department that has always been all white is not normal. A college-educated cop in a blue-collar GED world is not normal. A female with a badge isn’t normal where it has never happened before.  Black officers historically were prohibited from arresting white offenders. Women officers had to wear skirts and could only arrest if a male officer were also present. Many were immediately assigned to juvenile work for the presumed maternal instincts.

Every mold-breaking first-generation of a new type of officer has faced the loneliness of proving themselves. It was not only sink or swim, it was often sink or swim with a weight around your neck. Waiting for back up when your shift has conspired to not give you any help is no fun.
Officer Trevino, I would have advised you as strongly as possible to find another profession. If  I were on patrol with you at DPD, I’d be nervous. And I give you the same advice I’d give a cross-fit ex-Seal Team Six recruit: When it’s not for you, get out when you can.

It seems that the only barrier to being a cop is intelligence. Yes, Robert Jordan tested so high on his application for the New London, Connecticut police department that his application was tossed out. He sued for discrimination, but a federal appeals court in 2000 said that being too smart is an allowable disqualifier.

But I’ve worked with obese cops, old cops, arthritic cops, dumb cops, and Coke bottle lens wearing cops, and I’ve worked myself when I was too sick and weak to put up a fight but I suited up anyway. I managed to retire in one piece. The profession owes you, Officer Trevino, your Chief, and your co-workers gratitude for being the Chuck Yeagar of deaf police officers. You may break the no sound barrier. If you don’t make it, it will have been a worthy experiment anyway. And we hope no one gets hurt because you couldn’t hear what you needed to hear.  Good luck, sister.




No comments:

Post a Comment