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The purpose of this paper is to integrate conflict theory's class and race perspectives to explain police force size in large cities in the USA.

Data on US cities with populations of 250,000 or greater (n=64) are used to test whether class and/or racial factors impact police force size. The data are analyzed using OLS regression.

This study finds that class and race factors combine to impact police force size concurrently. By adjusting the model specifications of a recent article, which concludes police force size in large US cities is determined by racial factors and not class, this study shows that two class‐related factors – racial economic inequality and poverty – significantly influence police force size. Additionally, this analysis calls into question the importance of racial factors; specifically, the threat caused by minority presence and a city's history of racially coded violence.

Few conflict theorists have attempted to integrate class and race in order to explain police force size. The results of this study show that racial economic inequality interacts with poverty (class threat) and that they jointly affect police force size. This adds further nuance to the argument of the complex causal interaction of intersectionality and supports theoretical, methodological, and public policy shifts that blend class inequality and racial threat to explain police force size.

Racial code-switching is an impression management behavior for people to blend into social and professional situations by adhering to norms outside their own. Drawing on the identity threat perspective, this study aims to examine the harmful effects of racial code-switching on employee psychological depression and hospitality industry turnover intentions.

The current study used a two-wave time-lagged survey of 286 restaurant frontline employees. Participants were asked to rate their racial code-switching, identity threat and shame in the first survey. Participants reported their depression and industry turnover intention in the second survey one week later.

The results showed that employees that engaged in racial code-switching had higher intentions to leave the hospitality industry via the sequential mediating roles of identity threat, shame and depression.

The findings provide practical implications on how hospitality practitioners can foster employee authenticity and tenure by evaluating impression management strategies. This paper provides a discussion, suggestions and future research directions on how to take sustainable actions toward diversity, equity, inclusion, justice and belonging.

Although racial code-switching is a common behavioral strategy for whites and people of color, research on racial code-switching in the hospitality industry is limited. This study is among the first to examine racial code-switching’s health and career consequences.

Racially traumatic events – such as police violence and brutality toward Blacks – affect individuals in and outside of work. Black employees may “call in Black” to avoid interacting with coworkers in organizations that lack resources and perceived identity and psychological safety. The paper aims to discuss this issue.

The paper integrates event system theory (EST), resourcing, and psychological safety frameworks to understand how external, racially traumatic events impact Black employees and organizations. As racially traumatic events are linked to experienced racial identity threat, the authors discuss the importance of both the availability and creation of resources to help employees to maintain effective workplace functioning, despite such difficult circumstances.

Organizational and social-identity resourcing may cultivate social, material, and cognitive resources for black employees to cope with threats to their racial identity after racially traumatic events occur. The integration of organizational and social-identity resourcing may foster identity and psychologically safe workplaces where black employees may feel valued and reduce feelings of racial identity threats.

Implications for both employees’ social-identity resourcing practice and organizational resource readiness and response options are discussed.

The authors present a novel perspective for managing diversity and inclusion through EST. Further, the authors identify the interaction of individual agency and organizational resources to support Black employees.

Like “second hand smoke,” the harmful repercussions of racial harassment may extend well beyond the target to impact others at work. This study seeks to examine the “second hand smoke effect”, or ambient racial harassment, which involves exposure to racial harassment aimed at others. The paper examines race differences in awareness of racial harassment and explored work and health‐related outcomes associated with exposure to racial harassment. It also examines organizational tolerance for harassment as a moderator of these relationships.

A diverse sample of 245 employees from three data sources were surveyed. One data source involved White and Black employees in the same organization; the others worked in a variety of organizations across the USA.

Whites were less likely than Blacks to be aware of racial harassment, even when employed in the same workplace. However, awareness of racial harassment predicted negative job attitudes and psychological strain for both Whites and Blacks. These relationships were amplified by perceptions of organizational tolerance for racial harassment.

The study documents ramifications of ambient racial harassment and illuminates a racial divide in awareness of harassment at work that may exacerbate racial conflict and prevent needed organizational change.

The paper extends the construct of ambient racial harassment by measuring a range of overt and subtle forms that vary in type and intensity, and by examining the role of organizational tolerance for racial harassment as a moderator of the relationship between ambient racial harassment and work and health‐related outcomes.

Increasing minority representation in law enforcement has long been viewed as a primary means to improve police-citizen relations. The recommendation to diversify police departments was endorsed by the Kerner Commission and, most recently, the President’s Task Force on 21st Century Policing. While these recommendations make intuitive sense, little scholarly attention has examined whether greater levels of minority representation translate into positive police-community relations. The purpose of this paper is to use the representative bureaucracy and minority threat frameworks to assess the impact of the racial/ethnic composition of both police departments and municipalities on disparities in traffic stops.

A series of ordinary least squares regression analyses are tested using a sample of more than 150 local police agencies from Illinois and Missouri.

Higher levels of departmental representativeness are not associated with fewer racial/ethnic disparities in stops. Instead, the racial/ethnic composition of municipalities is more predictive of racial patterns of traffic stops.

This study provides one of the few investigations of representative bureaucracy in law enforcement using individual departments as the unit of analysis. It examines Hispanic as well as black disparities in traffic stops, employing a more representative sample of different size agencies.

The purpose of this paper is to examine police use of force using individual, contextual, and police training factors, expanding prior research by including multiple police agencies in the sample, thus producing research findings that can be more easily generalized.

The data for the current study were derived from several primary sources: the Interuniversity Consortium for Political and Social Research (ICPSR). Census, Uniform Crime Reports (UCR), Bureau of Labor Statistics (BLS), and 1997 Law Enforcement Management and Administrative Statistics (LEMAS).

Among individual level variables, age and arrestee's resistance were significant explanatory factors. Violent crime rate and unemployment rate were significant factors as the neighborhood contextual variables. Finally, in‐service training was a significant organizational‐level explanatory factor for levels of police use of force.

The paper bridges the gap in research between contextual factors and police use of force. It also deepens our understandings of the association between organizational factors and use of force by incorporating police training into the analytical model.

Prior studies of criminal sentencing have largely focused on individual-level predictors of sentencing outcomes. The purpose of this paper is to examine the effects of a variety of theoretically derived community measurements of social threat and disadvantage on the criminal sentencing of convicted felons. This analysis permits an evaluation of whether legal ideals such as equality before the law and policy goals of equal treatment for like offenders are achieved.

The study examines data of individuals sentenced in the state of Florida and community level measurements of racial and ethnic threat and community disadvantage. Hierarchical generalized linear model is used to analyze the effect of these measures on the dichotomous in/out imprisonment variable, and standard hierarchical linear regression analysis is used to model the continuous dependent variable of sentence length.

The results provide support for the racial threat perspective though not for ethnic threat nor community disadvantage. The findings and their implications are discussed in terms of theory, research and policy.

Racial disparity in criminal justice practices is receiving increasing public and policy attention, as evidenced by the growing Black Lives Matter movement. Regarding sentencing, racial disparity remains a major research and policy question. While the current research and theoretical literature on sentencing is not conclusive, it is clear that race matters. As a result, racial disparity in sentencing needs to be a priority in subsequent “transitional criminology” efforts between researchers and policy makers to identify, explain and ultimately predict exactly how race impacts sentencing, and how to reduce it as a consideration from sentencing.

This study contributes to a growing body of literature that examines the social context of punishments by using several community level measurements of threat and disadvantage, while modeling the two-step sentencing outcome of imprisonment and sentence length.

The purpose of this research is to compare the fatality rate of Black and White subjects shot by police. This comparison is meant to explore whether officer-involved shootings (OIS) are impacted more by perceived threat or by demographic characteristics. Beyond race, contextual and officer-level variables are examined for their influence on lethal vs non-lethal police shootings.

The study utilizes data from the Tampa Bay Times database on police shootings in Florida from 2009 through 2014. Our analysis focuses on the substantive importance of this issue, using the population of OIS in one specific state over a specified time period. The authors also including multinomial logistic regression models analyzing the impact of race, contextual and officer-level variables on the lethal outcome of OIS is clear that the police are shooting at two very different populations.

Although Black subjects are disproportionately represented as the subjects of OIS, there was no significant difference in the lethality of such incidents based simply on race. However, when we compare Black subjects to White subjects, it is clear that the police are shooting at two very different populations. Black subjects were younger, less likely to be armed, less likely to be under the influence of drugs or alcohol, and less likely to have suspected or known mental health considerations than their White counterparts.

Thus, it is possible that any racialized difference in the lethality of police shootings is being suppressed because we are comparing very different groups of subjects to one another.

This paper is the first to examine the racial threat that officers experience past the decision to engage in violence. The authors are looking at how they shoot at minorities vs the decision to shoot at minorities.

Recent USA police responses to civil rights demonstrations have drawn attention toward the 1033 Program – a military surplus transfer program from the Department of Defense (DOD) to police agencies in the USA – as well as calls for dissolution or reform of the program. However, policy decisions have been sporadic and empirical literature examining the program have relied on public data, which contain information about equipment transfers, but does not show the frequency of agencies' use of this equipment – or contexts of use – once received.

This study presents the findings of a survey of a national sample of law enforcement agencies that used the program to obtain armored vehicles, rifles, and body armor and how these agencies used this equipment in 2019 and 2020. Correlations and binary logistic regression models are tested for 2019 to examine the racial threat hypothesis and additional predictors of equipment use.

A statistically significant correlation is found between perceived percentage of Black and other race residents and the frequency of armored vehicle deployment in 2019 and between the perceived percentage of other race residents and the percentage of special weapons and tactics (SWAT) officers wearing body armor. Perceived increases in drug crimes also significantly increase the likelihood of SWAT officers carrying military rifles, with increased odds of 402.3%.

This study is the first to examine contextual data surrounding law enforcement use of 1033 Program acquisitions with a national sample, assisting in providing greater accuracy in determining predictors and outcomes of the program's use.

Drawing on the relational demography literature and a social identity perspective, several research propositions in which the authors postulate that demographic characteristics (e.g. gender and race) of senior leaders will influence the implementation and effectiveness of diversity management practices were presented. Specifically, the authors focus on the Chief Executive Officer/Chief Diversity Officer (CEO/CDO) dyad and explore independent and joint effects of CEO and CDO majority–minority group status on workplace diversity outcomes, outlining key identity-based and relational moderators (e.g. value threat, relational identity and leader–member exchange) of these relationships.

The literature on relational demography and leader–member exchange to develop propositions for future research was integrated.

This is a conceptual paper. There is no empirical data reported testing the propositions.

The authors extended theory and research on relational demography by focusing on senior leaders in the organization and proposing that the influence of CEO and CDO demographic characteristics on the enactment of diversity practices may be contingent on key identity-based and relational processes.

The authors are not aware of any studies investigating how personal characteristics and relational processes relating to the CEO and CDO may influence the implementation and effectiveness of workplace diversity management practices. In a similar vein, the authors contribute to the research literatures on relational demography and social identity by extending the application of these theories to senior leaders in organizations and in relation to the work of CEOs and CDOs.