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The Human Rights Committee (HRC) is doing something very similar to this, and we are providing the reports and data that we collect to the HRC.
The Lexington Police Department is subordinate to the Town Manager, who is also initiating a review of Town policies. Our Town Counsel, including Attorney Carmen Ortiz (former U.S. Attorney for the Boston District), is reviewing police policies for any unintended bias or discriminatory policies.
We are working with Carmen Ortiz at our Town Counsel’s office, she is formally the US Attorney for Massachusetts and is very well qualified.
We believe diversity goes far beyond racial demographics. To answer this specific question, according to the Census Reporter (CR) for 2018, our officer demographics compare to Lexington's demographics:
As of November 2020, we have five officer vacancies with a sixth in February 2021. We welcome diverse candidates to apply. One reason the Town left Civil Service was to diversify the Police Department's ranks. We have advertised widely and have seen more diverse candidates in the most recent recruitment.
The best strategies are intended to make all employees feel welcome and valued. Supervisors must speak to staff and understand what helps them want to perform better. Discriminatory practices must be eliminated and offensive conduct prohibited.
We strongly encourage supervisors, who are also responsible for performance evaluations, to take the time to understand their staff. The success of each officer reflects on the quality of supervision being provided. We seek to promote those individuals who demonstrate merit and leadership skills.