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'NI 66th Wales (AU) police reform (1996) <br />• Recruitment of multilingual candidates, ethnic minorities, women <br />• Launched bridging programs to help local recruits meet school requirements <br />• Added aptitude tests for conflict resolution and multicultural understanding <br />• Training focused on training "guardians" vs "warriors" <br />o Add core classes on cross-cultural issues; Highlight ways trust in policing can be <br />broken due to stereotyping and racism <br />o Use decision-making pedagogy e.g case studies, experiential learning <br />• Organization restructuring to highlight community interactions <br />o Reduced chain of command from beat police to police chief <br />• Moved from seniority- to merit -based promotion <br />• Appoint civilian "ethnic community" liaison to mediate between minority groups and <br />police <br />• Community-based programs built trust through regular interactions and deeper <br />understanding <br />o Introduced beat policing - police meet regularly with residents, businesses and people <br />on their beat <br />• Appointed "Ethnic Client Consultant" - responsibilities include providing advice to <br />chief, developing policies and programs to improve police and minority relations <br />• Appointed civilian "Ethnic Communication Liaison" officers in selected patrols <br />• Recruitment <br />• Training <br />• Organization <br />• Data Collection <br />& Evaluation <br />• Community <br />Engagement <br />Chan, Janet. 1996. "Changing <br />Police Culture. " British Journal of <br />Criminology 36 (1): 109-34. <br />https://doi. org/10.1093/oxfordjournal <br />s. bjc. a014061. <br />itcomes: <br />• Because the reform did not specify success outcomes or metrics, and did not track minority satisfaction <br />with police, success on building minority relationship was inconclusive (Chan, 1996) <br />• 97% of officers surveyed agreed that all cultural groups should have equal access to police services <br />139 20 <br />