Exactly two years ago, on January 30, 2021, the mayor of Memphis received the results of the report Reimagining Policy1 (Reimagine the font). We looked at it and one recommendation in particular made us react. She said, “Build a culture within the Memphis Police Department that addresses and hopefully overcomes what is an understandably jaded or calloused approach that many officers develop over time toward criminal suspects.” ). The observation is clear, He had put his finger on an aspect of the culture of the organization.
However, on January 7, Tyre Nichols, a 29-year-old black man, died after being beaten to death by police officers who were members of a special unit of the Memphis police, who accused him of traffic violations. . We have no knowledge of the actions taken following this report. On the other hand, according to the City, the police were already in compliance with a large part of the campaign “Eight Can’t Wait“2, which proposes eight necessary changes, many of which relate to the use of force.
In addition, the police have diversity in their ranks, including the special unit officers who are involved. The police also wore body cameras, in addition to the existence in the neighborhood of SkyCop type cameras which made it possible to see the details of the intervention. The responsibility was also taken after the fact on the part of the police department, the unit was temporarily dismantled, the police will have to face justice. Despite all this, one person died following an arrest, when he should not have been.
Tragic event driving change
This tragic and shocking event, which happened south of our border, reminds us of the change already initiated by several police forces, all the work to be done and the importance of applying the right solutions. Let’s ask ourselves the right question, how can we make better fonts? In other words, how can we better serve and protect?
Although our Quebec reality differs a little from that of the United States, both in terms of police practices and police training, this event brings out common observations as to how to develop the police.
As a priority, we must focus on governance and police practices rather than the individuals who compose it. The culture of an organization is not expressed individually, but is reflected through the process of integrating new recruits, the management of human resources and in the practices related to its activities.
The culture of the organization
Second, more people identifying with diversity within the police does not automatically make the organization inclusive. It should be noted that the representation of diversity within police organizations is necessary, but it alone cannot meet the challenges. An organization in which there is a total absence of people who could be considered racist can still give free rein to discriminatory practices. The culture of the organization and the ways of doing things in the environment influence the people who make it up.
Finally, a change in culture does not happen overnight, it can take years. We need to have a transition mechanism. Especially since in the police services, there are several blind spots: random traffic stops that go wrong are often publicized, but what about other practices at the level of investigations or specialized units? Are they reviewed?
Let’s think about prevention within the police, upstream, to better serve and protect the population.
Shahad Salman, co-founder of the Uena Agency and member of the expert committee on racial and social profiling of the SPVM
Dafina Savic, co-founder of the agency