Introduction
Many forms of policing are, by their very nature, contested and contentious. This may be observed in the prevalent discussion of race and racist conduct in modern British police from the 1980s to the present, which has been emerging more frequently in popular media and political discussions (Davids, 2020). The realization that ethnic minority groups are not treated equally to their white counterparts has increased interest in how ethnic minority groups are positioned regarding the criminal justice system. This has been proven in several prominent examples that have sparked public debate over whether racism exists on an individual level or is ingrained in police practice and policy.
The Scarman Report and the MacPherson Report, two investigations that looked at police practices to see whether racism existed in the system, were conducted during this time (McGhee, 2005). Both have grown to be of great importance to society, sparking fresh discussions about how to create a prosperous multicultural society in the UK and posing fundamental problems about police authority, competence, responsibility, personnel, and training.
Institutional Racism in Policing
Tolerating attitudes and behaviors that disadvantage minorities is known as institutional racism. This does not imply that all police officers are prejudiced or that minorities never receive quality service. This indicates that a practice in criminal justice is introduced that results in systemic unfairness. Something is being disregarded or tolerated, and this is frequently connected to a workplace stereotype that encourages group behaviors (Lazaridou & Fernando, 2022).
Stereotypical presumptions about what a drug dealer looks like, where sales are conducted, and other issues are the beginning of everything. The same holds for presumptions regarding gang members: if one individual is in difficulty, then he is likely to be in a gang with their buddies or associates (Hall et al., 2013). These racial images of police officers are connected to preconceptions of police work, and they collectively offer a powerful lens for determining who is a suspect and what attire and behavior to be on the lookout for.
Of course, resentment or resistance might raise suspicion and prompt urgent inquiry. Additionally, when the suspicions are shown to be true, the stereotype is strengthened; nevertheless, if they are not, the stereotype still holds unless it is seriously questioned. When a member of the minority is deemed unsuitable and is being questioned, it functions not just in locations where minorities congregate but also in regions where they do not (Bowling & Phillips, 2010). These presumptions are especially risky because they produce data that is saved in databases that may be accessed by other workers and used as evidence in criminal cases.
With its comprehensive recommendations, Lawrence’s report marked a turning point in the UK’s approach to racial issues. This exposed a lot of white people who believed that racism worries were overstated to potentially severe issues that ethnic minorities in the UK would experience. This demonstrated how racism may appear in less overt ways, such as the apparent mistrust and misunderstanding that followed Stephen Lawrence’s stabbing, in addition to violent attacks by the group of racist white thugs who were accused (Sian, 2019).
Most of the criticism has been directed towards the police, particularly in light of claims of institutional racism. Still, the report’s message goes beyond the need to enhance the criminal justice system (MacPherson, 1999). Its essential goal was that everyone in society, not only the police, is committed to the battle against racism, whether it be overt or unconscious (Hall et al., 2013). The government demonstrated blatant leadership on racial issues in reaction to MacPherson.
A thriving multiracial society must embrace this variety and all of its advantages, going beyond simple tolerance. Youth culture nowadays, in particular, is less conformist, more about expressing one’s personality, and more receptive to external influences (Greer & Cavalieri, 2019). This aligns nicely with the idea of a prosperous, multicultural society held by many nations.
Because of enhanced statistical reporting and a more defined definition as a result of the MacPherson Report, there may be a greater readiness to report racially motivated instances (Rawls & Duck, 2020). It is also likely that the actual number of instances with racial overtones has increased. Racial hate is a social deviation that might be difficult to eliminate, even though its practitioners are becoming less common.
Before the Scarman report, the discussion of institutional racism and the appropriate legislative solutions was essentially academic. According to the report’s definition, institutional racism is when a company consistently fails to treat customers fairly and professionally because of their race (Scarman, 1981). The study continued by stating that institutional racism continues as a result of the organization’s inability to acknowledge and confront its presence and causes openly, appropriately, and via policy, example, and leadership (Hollins, 2022). Thus, racism can persist as a part of an organization’s culture if it is not acknowledged and eradicated.
The wrongful violation of ethnic minorities’ rights in organizations is referred to as institutional racism (Sian, 2019). It recognizes that while there may not have been any intent to be racist, the organization’s structures or culture may have resulted in recruiting, promotion, or service practices that may disadvantage people of color. This is a problematic idea that has generated a lot of debate.
Enacting strict legislation to stop racist crime is the recommended course of action. For instance, the Crime and Disorder Act of 1998 included nine new charges that called for harsher punishments when an act of racial harassment or violence had a racial basis (McGhee, 2005). Due to the severe damage that racially motivated crimes do to Britain’s social fabric, these tougher punishments reflect a special widespread disgust with them.
All public agencies will be required to promote equality of opportunity and positive relationships among people of different racial groups. This implies that efforts to create a more equitable society in Britain will involve the government and other public entities that get funding from taxpayers (Carvalho et al., 2022). However, to combat inequality inside an organization or society, it is first necessary to acknowledge the issue that must be solved.
Conclusion
Thus, it can be observed that institutional racism has a structural component since several corporate entities, such as organizations, enterprises, and government agencies, are involved in fostering racial discrimination and inequality. The norms and practices of official and informal social organizations that purposefully promote racial inequalities are another example of their institutional element. To lessen the weight of this issue, not only in the UK but globally, policy measures in this vein are crucial. To make racial equality a reality and increase community trust in its public services, including the police, whether as employees or consumers, it will be crucial to put public policies aiming at racial equality into action. Although change may be challenging in the near term, it will ultimately strengthen and improve society.
Reference List
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