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On February 14th I attended a training sponsored by REACH (Racial Equity Advancement & Collaborative Hub) at the Federal Reserve Bank of Boston, along with Chief Diversity, Equity & Inclusion Officer Jesse Edwards and several other Framingham representatives. Department heads, town managers, city councilors and HR representatives from over 10+ neighboring municipalities and organizations were present. Very powerful and insightful information was shared, such as "not putting your strategy before your objective" when conducting inclusionary work. As part of this training, I joined a committee on behalf of Framingham's HR department, to regularly attend these monthly meetings and discuss how information can be directly applied to our roles. More posts to come. One of the key points emphasized by REACH was that Racial Equity efforts (drawing a distinction from less quantifiable Diversity & Inclusion initiatives...as it was explained to us) should be fueled by a personal connection, relevancy and direct-impact to your work, regardless of one's self identified demographic. As we continue to celebrate Black History Month, I bring you not just Black History...but Black History relevant and impactful to Framingham. Please see this post highlighting our very own Chief Lester Baker, shared by the Massachusetts Association of Minority Law Enforcement Officers and re-shared by Deputy Chief Sean Riley! I challenge you to dis(un)cover the Black History relevant to your own places of employment, personal connections, and areas of influence. Comment this history below should you feel led to do so!

🎓 Discovering Carey Spotlight: Meet Keith Garner, a two-time William Carey University graduate and Captain at the Biloxi Police Department. 🚔 In this week's episode, Keith shares why he chose Carey for both his criminal justice degree and his MBA. Tune in to hear how Carey helped shape his career and leadership journey! #DiscoveringCarey #WilliamCareyUniversity #WCUAlumni #LeadershipJourney #CriminalJustice #MBA #BiloxiPD

10 essential steps for Police Officers, Deputy Sheriffs, or Federal Agents preparing for their next careers. Can you think of any others?!

https://lnkd.in/e98c2rAu How Addressing Bias Can Benefit Police Departments Bias in policing has been a hot-button issue, highlighted by investigations like those into the Ferguson, Missouri police department. These investigations revealed systemic issues, such as over-policing of black populations and explicit racist communications within the department. Implicit bias training helps officers recognize and control their biases, leading to better decision-making in the field. This not only reduces unnecessary use of force but also protects officers. Addressing bias within police departments is not just about preventing negative outcomes; it’s about creating a more effective, trusted, and safer police force. By implementing comprehensive, science-based training tailored to various roles and tackling both implicit and explicit biases, police departments can enhance their legitimacy, improve community relations, and ensure better outcomes for everyone involved

Ryan Columbus emphasizes how courage underscores the bravery required not only in facing external challenges but also in confronting internal struggles and seeking help when needed. Addressing the mental health crisis faced by LEOs, he sheds light on an issue that often remains in the shadows due to stigma or misconceptions. Setting a compassionate tone, he focuses on breaking down barriers of mistrust, which are essential steps toward fostering a supportive work environment. By promoting openness and honesty, Chief Columbus encourages leaders to lead by example and create an atmosphere where LEOs feel comfortable expressing feelings and seeking assistance without fear of judgment or retribution. Establishing a Peer Support Unit and placing signs, such as "it's ok to not be ok" send a powerful message of solidarity and support. Initiatives not only raise awareness about mental health, but also demonstrate a commitment to creating a culture that values LEO well-being. Leading by example, Chief Columbus encourages others to prioritize their mental health and take proactive steps to ensure their well-being. Jason M. Palamara and I are grateful to Chief Columbus, who maintains, "Every leader in this profession will come across someone who is suffering in their agency, and how you handle that situation will be the tone you set for your agency. Trust me, everyone is watching. It takes time and effort to break down the barriers of mistrust in the ‘administration,’ but we must work at it.  Mistrust in the administration in this profession goes back decades; it isn’t personal. Work to break down this barrier by being open and honest. Create a Peer Support Unit. I’m amazed how many officers want to help their colleagues. We placed signs throughout our station that state, “its ok to not be ok.” I have spoken to officers about how some calls that I have been on have affected me and that therapy is helpful. We have implemented the ability to earn wellness days (up to 4 per year) and 90% have used them. This is voluntary and through their own therapist. To see so many officers using this program, it shows this is needed. I help people in my agency, some have worked out and some have not, but the people see we care because we have proven that. Let’s take care of people and be there for them when they need help as we would want them to be there for our community.  It’s easy to deem these big city problems, but it’s in every agency (page 121, Living Blue)." In conclusion, Chief Columbus's advice serves as a beacon for leaders in law enforcement and beyond, emphasizing the importance of courage, compassion, and self-care in fostering a supportive and healthy work environment. His words are a testament to his dedication to well-being of his officers and serve as a reminder of the profound impact that leadership can have on mental health and overall quality of life.  #vicarioustrauma #compassionfatigue #suicideprevention #lawenforcementtraining

There is one week left to nominate a colleague for the International Association of Chiefs of Police (IACP) Officer of the Year Award. Reward and recognition are a critical part of leadership, and awards like this are an excellent way of recognizing your people for their accomplishments. #Lead #leadership #policechief #thinblueline #growth #leadingblue #police #leadershipdevelopment #thejob #lawenforcement #backtheblue #professionaldevelopment #corrections #sheriff #resiliency #statepolice #troopers #campuspolice #leaders

The National Association for the Advancement of White People (NAAWP) has had two separate iterations. The first existed from 1954 to 1955, while the second was established in 1979 and continues to the present day. Let’s delve into all three versions: First Iteration (1954–1955): Founder and President: Bryant Bowles, a former Marine and veteran of WWII and the Korean War. Purpose: Formed in response to the Brown v. Board of Education decision, which mandated school desegregation. Activities: Organized rallies in several states to oppose school integration. Bowles was charged with assaulting a Black postal worker during this time. Members and participants in NAAWP protests and rallies included Senator Robert Byrd out of West Virginia and Senator Joe Biden out of Delaware. Outcome: The Delaware Attorney General revoked the NAAWP charter, effectively shutting down the organization. Second Iteration (1979–2012) David Duke, a former Ku Klux Klan Grand Wizard. Origins: Duke left the Klan due to concerns about their violent reputation after the Greensboro Massacre. Current leader, Mark Anthony Traina who maintains close ties with Duke, based in Louisiana and a long-term member of the NAAWP took reins of the organization back in 2012 and he is now the President of the NAAWP. Traina a conservative is proactive Trump Supporter, an economist, a school psychologist and an extremely outspoken civil rights activist who publishes blogs about violent crime, failing school districts, inflation, political corruption and the impact of illegal immigration on the American Society. The NAAWP can be reached at (504) 231-3056.

Exploring the challenges and complexities of policing, #POLICEMag spotlights the unique perspective from someone who transitioned from attending peace marches to supporting police officers as a chaplain turned counsellor. Delving into the profound impact of trauma, the former police chaplain shares sobering statistics and personal reflections on the demanding nature of police work: "Most people will encounter three or four traumatic events in their lifetimes, while a police officer will encounter 400 to 600." Read more on his thoughts and experiences 👇 https://lnkd.in/erpq_GcX

Why is the Baltimore Police Department Struggling to Hire Black African-Americans? In this video, we delve into the challenges faced by the Baltimore Police Department when it comes to recruiting black African-Americans. Discover the reasons behind the disparity between the Jefferson County and Baltimore Police Department and explore possible solutions. #BaltimorePoliceRecruitment #DiversityInLawEnforcement #RecruitingChallenges #AfricanAmericansinPolice #BaltimorePoliceDepartment #RacialEquity #EqualOpportunityEmployment #CommunityPolicing #LawEnforcementDiversity #PoliceHiringProcess

Check this out for your long term stability and peace of mind.