Underrepresented: The Experiences of Black People Who Pursued Careers in Minnesota Law Enforcement

Abstract

While African Americans are overrepresented in Minnesota police shootings and officer-involved fatalities, they are underrepresented in Minnesota law enforcement. The reasons are complex, interconnected, grounded in historical racial barriers and racist practices, and reinforced by current obstacles such as career awareness, concerns about the legitimacy of the law-enforcement function, and academic credentialing. Scholarly literature and law-enforcement leadership agree that a comprehensive effort to bolster public confidence and police legitimacy must include an increase in racial and ethnic diversity in order to better match the populations being served. ROTC and STEM are two examples of partnerships and proactive collaborations between higher education and future employers in response to the society’s continuing need for well-qualified, appropriately prepared talent. This investigation used an ethnographic case study framework to explore the lived experiences of 13 people of color who pursued careers as Minnesota police officers. A review of the literature surfaced seven salient career choice factors, role models and mentorship, social capital, perceptions, interests and skills, financial access, postsecondary credentials, and capacity for self-authorship. These served as a starting point for the development of a semistructured interview framework. A participatory research lens was used to sharpen the insights and enhance the legitimacy of these findings. This study identified specific barriers to black participation in representative numbers—most prominently a culture intolerant of difference. Of the seven career-choice elements, the capacity for self-authorship emerged as the most significant enabler of career access and success for black police officers. Initiatives to improve representation that offer the greatest promise include active promotion, by leadership, of the importance of a more diverse and inclusive work environment to rank-and-file officers; recruitment initiatives tailored to build career awareness among underrepresented identities; and investment in pathway programs like Law Enforcement Training Opportunities (LETO) and Law Enforcement Career Path Academy (LECPA), as well as paid developmental opportunities such as community service officer and cadet positions. These tactics will have the greatest impact if deployed in concert.