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Thursday, June 4, 2020

America needs to think more about the costs of policing

Police and security forces block access to Lafayette Square near the White House on June 3. | Mandel Ngan/AFP via Getty Images

A researcher explains a missing variable in how we evaluate the police.

One way to understand how American policing became so dysfunctional: As a society, we have focused too much on the supposed benefits of strategies to reduce crime.

We haven’t focused enough on the costs and trade-offs — such as the harm to civil liberties, the psychological toll of aggressive policing in minority neighborhoods, and higher distrust in law enforcement.

Emily Owens, a University of California Irvine economist focused on policing, said that this is one of the core problems she’s seen in police departments and much of the quantitative research around policing. When a new policing strategy is proposed, the key question is if it will cut down on crime.

But there is little to no focus on the cost, whether to trust in the police, the impact on civil liberties, or in some cases even the actual financial expenses.

“I could tell you if we did a policing policy that prevented one robbery, that saved society $90,000. I could tell you that. And that’s great; $90,000 is a lot of money,” Owens told me. “But if we were to reduce that one robbery because we stopped every single black kid with a hooded sweatshirt on, that $90,000 reduction was almost certainly not worth it. But I can’t give you a dollar value on the impact of that crazy devaluation of the lives of so many people.”

Imagine, for example, that a local police department implemented checkpoints in which officers stopped and searched every single person at every block of a city. This would almost certainly, at least in the short term, reduce crime; it would be much more difficult to do anything when police are literally stopping and frisking everyone at every block.

But would it be worth it? A lot of people certainly wouldn’t like the inconvenience and the violation of their civil liberties. (Just think of how many react to security theater at airports.)

And it might only lead to less crime in the short run because eventually people would get fed up with what they see as a draconian system. As people start to distrust that system, they may become less willing to cooperate with it. They may become less likely to report crimes — hurting police’s crime-fighting capabilities — and they may even protest, riot, or otherwise take the law into their own hands when they have a dispute with another person.

At least this hypothetical would apply to everyone equally. But this is effectively what the US has asked black and brown communities to tolerate. Whether it’s through policies like stop-and-frisk or aggressive sweeps of neighborhoods, police often target minority communities with dragnet strategies — leading to excessive use of force and distrust in police as people see themselves, their friends, and their neighbors treated unequally. If residents complain, officers assure them that they’re stopping crime by pointing to all the arrests they’ve made and the contraband they’ve seized. The hassle to people’s lives and racial disparities in all the statistics, from arrests to use of force, are glossed over.

Owens, as well as other researchers (including John Pfaff and Phillip Atiba Goff), argue this has happened on a mass scale, with police departments, policymakers, and researchers all failing to fully account for the costs of widely accepted American policing practices.

“We have not generated a lot of research quantifying the costs of policing in the same way we have a huge amount of research quantifying the benefits of policing,” Owens said.

This is bad for trust in police and, ultimately, bad for crime-fighting

As the past week of protests against police brutality have made clear, the current approach is not working. It has not only fostered distrust toward police among minority communities, but there’s good reason to believe it’s making us all less safe in the long term.

The failure of police in these communities is twofold: The harassment generates backlash and distrust. But so, too, does the police departments’ inability to solve serious crimes — in some black and brown neighborhoods, the percent of murders that lead to an arrest can fall to the single digits.

As journalist Jill Leovy explained in Ghettoside, “Like the schoolyard bully, our criminal justice system harasses people on small pretexts but is exposed as a coward before murder. It hauls masses of black men through its machinery but fails to protect them from bodily injury and death. It is at once oppressive and inadequate.”

It’s this dynamic of simultaneous overpolicing and underpolicing that’s led to so much distrust in the police in minority communities. It leads many to believe that cops are not only harassing them, but also not even taking the time to protect them — to do the job that the police are there for.

There could be cause-and-effect here: Maybe forcing police to focus so much on pettier or nonviolent crimes pulls their attention from the serious crimes, and maybe the harassment could make minority communities less likely to cooperate with police, which is a necessary component to solving crimes.

Or maybe this is driven by a genuine lack of interest among policymakers and police in the safety of black and brown communities.

Whatever the cause, the distrust this trend produces isn’t just bad for police-community relations, it’s bad for crime-fighting. This is what’s known as “legal cynicism”: When people are less likely to trust the police and criminal justice system as a whole, they’re more likely to take the law into their own hands. If there’s a shooting, and you don’t trust the police to do anything about it, perhaps you’ll act on it on your own.

“When communities don’t trust the police and are afraid of the police, then they will not and cannot work with police and within the law around issues in their own community,” David Kennedy, a criminologist at John Jay College, previously told me. “Then those issues within the community become issues the community needs to deal with on their own — and that leads to violence.”

To put it another way, a ham-fisted approach to policing can backfire and actually lead to more crime. That’s on top of the harm done to black and brown communities who feel the physical and psychological toll of aggressive police stops and arrests on a daily or hourly basis.

It’s these kinds of costs that need to be accounted for when developing policing strategies and evaluating their benefits. But for too long, that hasn’t been done. And now we’re seeing one of the costs with protests around the country about what many perceive as abusive and racist police practices.

For more on how to reform police in America, read Vox’s explainer.


Support Vox’s explanatory journalism

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Tony McDade Was an ‘Imperfect’ Victim of Police Brutality. It’s Exactly Why He Matters

In the week that has passed since Tony McDade’s killing at the hands of a Tallahassee police officer, everything and nothing has changed.

Read more...



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Eric Garner’s Mother on Her Son’s and George Floyd’s Last Words: ‘It was Déjà Vu All Over Again’

Eric Garner's Mother

Nearly six years after Eric Garner uttered his last words, “I can’t breathe,” after being choked to death by New York City police officer Daniel Pantaleo, his words have come back to stun America after George Floyd died saying the same three words. Hearing those words all over again for Gwen Carr, Eric Garner’s mother, was daunting.

In a recent interview with NBC News, Carr said, “It was déjà vu all over again. It’s like a reoccurring nightmare.”

In response to the video of Floyd, “I don’t see any justification,” she said. “To put your knee on someone’s neck, you are obstructing their breathing. That is completely a no-no.”

Related: Minneapolis Police Have Used Neck Restraints in Over 200 Arrests Since 2015, Leaving Dozens Unconscious

In July of 2014, Garner was recorded on the cell phone video camera of a bystander who documented his encounter with NYPD. During his last moments, he said, “I can’t breathe” 11 times as he was in a chokehold. Garner’s death sparked national unrest and outrage as protestors took to the streets. His last words went on to become chants at rallies around the world and the sentiments of how black people feel living under oppression in America.

Garner’s death was a part of what some considered to be a Red Summer.

Right after he lost his life, John Crawford was killed in Beavercreek, Ohio on August 5. Michael Brown Jr was killed in the streets of Ferguson, Missouri. Ezell Ford was gunned down in Los Angeles on August 11. And, Dante Parker was slain in Victorville, California, on Aug.12.

As history repeats itself and people take to the streets, it is the hope of many that Floyd’s death and the civil unrest will prompt the justice system and the nation to change.

Carr’s hope is that Floyd’s family receives justice more expeditiously than she and her family did for Garner.



from Black Enterprise https://ift.tt/2AFsCKQ

10 Ways Employers Can Support Their Staff’s Mental Health Remotely

Black women entrepreneurs

Many reports and predictions during the ongoing COVID-19 pandemic show that there is a silent wave we must fight off–the mental health wave.

Because of the effects of the coronavirus, global-scale lockdowns, and quarantines, people have become prone to anxiety, depression, and even suicide, especially in the wake of a global recession and mass layoffsAnd with 90% of minority businesses locked out of the Paycheck Protection Program (PPP), there can be added worries and concerns among employees.

For businesses that now work remotely, it can be even more challenging to become a champion for employees’ mental health. But it doesn’t take much effort to do so. All employers need to do is follow these 10 tips to support your remote employees’ mental health.

10 Tips to Support Mental Health of Remote Employees

1. Do regular face-to-face check-ins

In this 2020 State Remote Work report, loneliness is still ranked as one of the biggest challenges that a remote worker faces in their everyday life. In the United States, loneliness is considered an epidemic– and the risks are heightened when people are discouraged from going outside amidst a global pandemic.

So one way to show remote workers you’re there for them? Doing regular non-work-related check-ins.

Use your online collaboration tools to schedule a time to meet, either one-on-one or as a group. Strike a balance between checking in with employees individually and as a team. 

If you’ve never done this regularly, it may be a little awkward at first. So, ease everyone in with some virtual icebreakers to lighten the mood and get everyone out of work mode.

2. Offer added benefits and perks

Can you perhaps offer additional benefits or perks for employees during these trying times? Some employers are now considering health plans that include mental health services for employees to enjoy– and it can be a good benefit to add if you can’t hand out raises as often as before.

If changing your company health plan isn’t an option, you can give smaller, one-time perks instead. For example, help your remote team build their dream productive workspace at home by subsidizing expenses for certain office supplies or equipment.

3. Send a mental health survey

Sometimes employees can’t open up about their mental health concerns in a virtual meeting. Some might find it easier to evaluate their wellbeing if they’re sent a guided survey or form to express where they’re struggling.

A mental health survey tells you as the employer where you can support your employees more in a very specific way. Encourage employees to be very honest when answering this survey, especially if it means it will help you support them emotionally and mentally in and out of work.

4. Encourage employees to take leaves from work

Sometimes remote employees may feel they aren’t entitled to take leaves because they already work from home and have greater flexibility. But everyone needs to take a break from work, even for a few days. Encourage employees to take their paid leaves or apply for unpaid leave whenever needed. 

An effective way to encourage employees to do this? Model the behavior yourself: take leaves from work and show employees that rest is an essential part of their work lives.

5. Share mental health resources in a dedicated newsletter or channel

Sometimes sharing resources like articles or videos about mental health are enough to show employees you’re thinking about their wellbeing. Regularly send new resources to help them manage stress, reduce anxiety, or get over relatable work issues like being “always on” or being afraid of taking breaks from work.

Share these in a dedicated Slack channel for mental health, so everyone knows where to find them. Or send them in a company newsletter each week.

5. Create a company exercise calendar

There are strong links that support physical exercise being one of the most effective ways to alleviate stress and boost the spirit. As a business owner, try to find ways to get everyone to stay active, even if they’re stuck at home.

One fun way to do this is creating a company exercise calendar, or scheduling different physical activities anyone can do. For example, you can schedule a weekly dance party or invite instructors for a fun company yoga session online.

6. Express gratitude often

Gratitude is one of the only things you can give away without losing anything in return. And when it comes to your employees, expressing gratitude can help boost morale and make them feel appreciated.

Work gets stressful for everybody, but you should still reward good work and employee presence with praise. Thank everyone individually for their contributions and even praise teams for jobs well done in public Slack channels or company newsletters.

7. Put up extracurriculars and team-building activities

Give employees something to look forward to each week or month with extracurriculars they can join outside work. Encourage teams to start book or film clubs, get everyone together for a team talent show, or just have a good time playing virtual games with each other. 

You can even encourage ownership of these tasks by getting volunteers to manage these activities. It can be a great way to empower employees to contribute in ways outside work and really highlight their personal strengths.

8. Host or sponsor mental health seminars

Try inviting mental health coaches to come aboard one day and give intimate seminars to the company. This can be a space for your remote employees to talk to real professionals in the mental health industry about actual issues and concerns that may be bothering them. 

These seminars may also benefit you, since you can see areas to support employees in more intimate or much-needed ways. The mental health industry constantly sees changes and improvements in their research and studies, and it doesn’t hurt to stay informed.

9. Empower employees to help their communities

Sometimes we can uplift ourselves when we uplift others. Inspire a sense of community and contribution within your company by starting a volunteer program or fundraising campaign, especially in causes that matter most to your employees.

For example, Diishan Imira of Mayvenn, an online platform that helps hair stylists connect and gain new clients and customers, started a #SaveTheSalon fundraising campaign

She and her company sought to help displaced hair stylists whose incomes were severely cut because of the recent COVID-19 measures that closed down several industries, including salons, out of safety risks.

10. Put employees’ well-being first

When you take care of employees, your employees take care of business. This maxim is especially true in a remote workforce that eliminates in-person interactions.

 

Follow these 10 tips to help you become champions of your remote employees’ mental health, and you’ll see a happier, healthier workforce who’ll stay with you for the long haul.



from Black Enterprise https://ift.tt/3eOmQW3

10 Ways Employers Can Support Their Staff’s Mental Health Remotely

Black women entrepreneurs

Many reports and predictions during the ongoing COVID-19 pandemic show that there is a silent wave we must fight off–the mental health wave.

Because of the effects of the coronavirus, global-scale lockdowns, and quarantines, people have become prone to anxiety, depression, and even suicide, especially in the wake of a global recession and mass layoffsAnd with 90% of minority businesses locked out of the Paycheck Protection Program (PPP), there can be added worries and concerns among employees.

For businesses that now work remotely, it can be even more challenging to become a champion for employees’ mental health. But it doesn’t take much effort to do so. All employers need to do is follow these 10 tips to support your remote employees’ mental health.

10 Tips to Support Mental Health of Remote Employees

1. Do regular face-to-face check-ins

In this 2020 State Remote Work report, loneliness is still ranked as one of the biggest challenges that a remote worker faces in their everyday life. In the United States, loneliness is considered an epidemic– and the risks are heightened when people are discouraged from going outside amidst a global pandemic.

So one way to show remote workers you’re there for them? Doing regular non-work-related check-ins.

Use your online collaboration tools to schedule a time to meet, either one-on-one or as a group. Strike a balance between checking in with employees individually and as a team. 

If you’ve never done this regularly, it may be a little awkward at first. So, ease everyone in with some virtual icebreakers to lighten the mood and get everyone out of work mode.

2. Offer added benefits and perks

Can you perhaps offer additional benefits or perks for employees during these trying times? Some employers are now considering health plans that include mental health services for employees to enjoy– and it can be a good benefit to add if you can’t hand out raises as often as before.

If changing your company health plan isn’t an option, you can give smaller, one-time perks instead. For example, help your remote team build their dream productive workspace at home by subsidizing expenses for certain office supplies or equipment.

3. Send a mental health survey

Sometimes employees can’t open up about their mental health concerns in a virtual meeting. Some might find it easier to evaluate their wellbeing if they’re sent a guided survey or form to express where they’re struggling.

A mental health survey tells you as the employer where you can support your employees more in a very specific way. Encourage employees to be very honest when answering this survey, especially if it means it will help you support them emotionally and mentally in and out of work.

4. Encourage employees to take leaves from work

Sometimes remote employees may feel they aren’t entitled to take leaves because they already work from home and have greater flexibility. But everyone needs to take a break from work, even for a few days. Encourage employees to take their paid leaves or apply for unpaid leave whenever needed. 

An effective way to encourage employees to do this? Model the behavior yourself: take leaves from work and show employees that rest is an essential part of their work lives.

5. Share mental health resources in a dedicated newsletter or channel

Sometimes sharing resources like articles or videos about mental health are enough to show employees you’re thinking about their wellbeing. Regularly send new resources to help them manage stress, reduce anxiety, or get over relatable work issues like being “always on” or being afraid of taking breaks from work.

Share these in a dedicated Slack channel for mental health, so everyone knows where to find them. Or send them in a company newsletter each week.

5. Create a company exercise calendar

There are strong links that support physical exercise being one of the most effective ways to alleviate stress and boost the spirit. As a business owner, try to find ways to get everyone to stay active, even if they’re stuck at home.

One fun way to do this is creating a company exercise calendar, or scheduling different physical activities anyone can do. For example, you can schedule a weekly dance party or invite instructors for a fun company yoga session online.

6. Express gratitude often

Gratitude is one of the only things you can give away without losing anything in return. And when it comes to your employees, expressing gratitude can help boost morale and make them feel appreciated.

Work gets stressful for everybody, but you should still reward good work and employee presence with praise. Thank everyone individually for their contributions and even praise teams for jobs well done in public Slack channels or company newsletters.

7. Put up extracurriculars and team-building activities

Give employees something to look forward to each week or month with extracurriculars they can join outside work. Encourage teams to start book or film clubs, get everyone together for a team talent show, or just have a good time playing virtual games with each other. 

You can even encourage ownership of these tasks by getting volunteers to manage these activities. It can be a great way to empower employees to contribute in ways outside work and really highlight their personal strengths.

8. Host or sponsor mental health seminars

Try inviting mental health coaches to come aboard one day and give intimate seminars to the company. This can be a space for your remote employees to talk to real professionals in the mental health industry about actual issues and concerns that may be bothering them. 

These seminars may also benefit you, since you can see areas to support employees in more intimate or much-needed ways. The mental health industry constantly sees changes and improvements in their research and studies, and it doesn’t hurt to stay informed.

9. Empower employees to help their communities

Sometimes we can uplift ourselves when we uplift others. Inspire a sense of community and contribution within your company by starting a volunteer program or fundraising campaign, especially in causes that matter most to your employees.

For example, Diishan Imira of Mayvenn, an online platform that helps hair stylists connect and gain new clients and customers, started a #SaveTheSalon fundraising campaign

She and her company sought to help displaced hair stylists whose incomes were severely cut because of the recent COVID-19 measures that closed down several industries, including salons, out of safety risks.

10. Put employees’ well-being first

When you take care of employees, your employees take care of business. This maxim is especially true in a remote workforce that eliminates in-person interactions.

 

Follow these 10 tips to help you become champions of your remote employees’ mental health, and you’ll see a happier, healthier workforce who’ll stay with you for the long haul.



from Black Enterprise https://ift.tt/3eOmQW3

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