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Create a transparent and honest culture.

Create a transparent and honest culture.

Create a transparent and honest culture.

Inclusivity can mean different things to different people, but this definition of inclusivity sums it up quite nicely. Inclusivity is when individuals with different identities and backgrounds are welcomed in a group setting (e.g., company, office, meeting), they are valued members of the group. Not only does inclusion mean these team members feel like they belong, but they are also trusted and relied upon to contribute to the team.

Fostering Inclusivity Roles on Hate Crimes:

1.  Create a transparent and honest culture.

Difficult conversations are tough, especially in the workplace.

When you build a culture where feedback is valued, you’ll create an open line of communication between you and your team.

2.  Be an ally

Whether you’re a leader or an individual contributor, you can be an ally for your colleagues at work.

A.  Don’t interrupt: Take a step back and listen to your coworkers.

B.  Advocate for underrepresented individuals: Invite them to share their opinion and encourage them to take new opportunities.

C.  Change someone’s life significantly: Commit to making positive changes on your team.

3.  Acknowledge your unconscious bias

It’s often identified as any prejudice or assumptions that are made for or against an individual or group. Subtle biases can lead to exclusion. Leaders should ensure all of their team members have access to necessary training, personal development, and professional networks.

4.  Develop a remote work policy

Sometimes, remote work can be perceived as a privilege only for those with a specific amount of tenure or more experience. By creating a remote work policy and communicating your expectations clearly, your employees will be empowered to work remotely and see the benefits for themselves.


Prioritize Hate Crimes

When a law enforcement agency publicly makes combating hate crimes a priority, it sends the message that discrimination and harassment will not be tolerated. This also ensures resources are devoted to the prevention and intervention of these crimes. Organizational change requires commitment, including changes in the agency management, organizational structure, personnel, and information systems. The entire agency should understand the importance of responding to hate crimes.

Invest in Training for Officers and Deputies

In addition to the training federal and state government’s mandate, many law enforcement agencies train new recruits and existing personnel on hate crimes and related topics to ensure responding law enforcement personnel know how to properly investigate and report hate crimes or incidents when they occur.

Create a Special Task Force on Hate Crimes

Many cities and regions operate hate crime task forces with members from various law enforcement agencies and community representatives. Task forces help coordinate hate crime law enforcement personnel, assist victims, and strengthen law enforcement-community partnerships.


Lynn Langton and Michael Planty, Hate Crime, 2003–2009 (U.S. Department of Justice, Office of Justice Programs, Bureau of Justice Statistics, 2011).

Shaw, Margaret, “Preventing Hate Crimes: International Strategies and Practice”, International Centre for the Prevention of Crime, April 2002.

Ibid, and “Strasbourg Court Sanctions Bulgaria for Failure to Bring Perpetrators of Racist Killing to Justice,” European Roma Rights Centre, (2007).

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