At summer job fairs, getting young black individuals to consider a career in policing has always been a tough sell. Lately, though, the situation at the Los Angeles Police Department has worsened significantly. The last two training academy classes didn’t include any black alumni.
Even though departments nationwide offer attractive salaries and retirement plans, they’ve struggled to recruit enough new officers since the pandemic hit, regardless of their backgrounds.
In fact, the number of black recruits, particularly women, has been dropping for years at LAPD, compromising diversity goals designed to address long-standing discriminatory hiring practices.
Part of the problem lies with the current political climate. President Trump has launched a comprehensive campaign against policies focused on diversity, equity, and inclusion—often abbreviated as DEI.
In a low-key move, LAPD Chief Jim McDonnell decided to shut down the DEI initiative during a managerial restructuring this year. Major cuts to federal budgets and university programs have raised concerns among officials about the potential fallout on police recruitment.
Joel Bryant Assun of Oscar, representing around 700 black officers within LAPD, noted that the conversation around responding to attacks on the DEI program is urgent—”we don’t have to wait for the future,” he remarked.
Colonel Shannon Enox White, the association’s president, expressed confusion regarding the retreat from DEI principles, stating, “When I took the pledge to protect the Constitution and the mission is to elevate DEI, I don’t understand how I can just walk away from that.”
Internally, some black leaders within the department have shown discontent about recent promotions announced by McDonnell. Only one black leader has advanced in the ranks, while Police Chief’s finalist Emada Tingirides holds the distinction of being the first black woman to achieve the rank of assistant chief.
Many seasoned black officers who joined during the 1980s and ’90s are nearing retirement. Some high-ranking black officials, such as Singailydez, Deputy Chief Gerald Woodyard, and Alan Hamilton, have already opted for a postponed retirement program.
The representation of black officers in LAPD hovers around 8%, slightly below the percentage of black residents in the city.
Moreover, beyond diversity challenges, LAPD is grappling with broader issues in recruiting and retaining officers. Generally, the hiring process can take as long as 250 days, involving background checks and various evaluations. Some candidates have decided to pursue roles with other agencies where the timeline is more favorable.
For existing department members, a pressing issue is the insufficient support for black officers. The abrupt closure of DEI offices, where staff were reassigned, has been perceived as a loss of vital support for younger black officers.
This lack of support could hinder black executives from accessing professional growth and opportunities within specialized units that lead to leadership roles.
Additionally, narratives surrounding internal discrimination against black officers might deter potential applicants. Recently, recruiting officers filed a complaint, alleging that McDonnell and others had documented racist, sexist, and homophobic remarks made by colleagues, aggravating the situation.
Over the past decade, LAPD has paid over $10 million in settlements or jury awards to officers who alleged racial discrimination.
Like many urban police departments, LAPD has experienced significant demographic shifts over recent decades. While the force has transformed from predominantly white to more diverse, primarily Latino, the representation of black officers, especially women, remains stubbornly low.
Critics argue that merely increasing diversity won’t solve deeper systemic issues in policing.
However, LAPD leadership maintains that diversifying its ranks is a priority, believing it could help mend the fractured trust between the police and the black community in Los Angeles. Yet, progress has been slow. A 2022 UCLA study revealed considerable resistance within the department to enhancing hiring initiatives for women and people of color.
Since beginning his second term, Trump has branded diversity employment efforts as “illegal” and has urged federal agencies to investigate and withdraw funding from those promoting DEI practices.
Yvonne Rohman of the Policing Equity Center, a nonprofit, noted that Trump’s anti-DEI stance could critically undermine efforts to reverse the dwindling number of black officers across the nation.
While most local police departments do not heavily depend on federal funding, she indicated that police leaders might feel less compelled to prioritize diversity in the current sociopolitical climate. Efforts, such as the abandonment of a civil rights lawsuit initiated during Biden’s tenure alleging discriminatory hiring practices, could further hinder progress against discrimination.
“It’s going to have a calming effect,” Rohman said.
