To work toward building that a relationships within their communities. And thanks to todays sponsors, target and Thomson Reuters, two Companies Whose core values clearly reflect their desire to connect Law Enforcement with communities, by helping the national Law Enforcement museum to accept the table for meaningful and impactful conversations. Housekeepingbrief items before i introduce our keynote speaker. All attendees are muted. If you like to ask a question, please cement your question through the q a tap. Tab. Note that everyone in the webinar will see your question. You can up about questions submitted by other attendees questions as metaby other attendees and we will prioritize questions that received the most votes. A link to this webinar would be sent to everyone, and will also be available on that museums youtube channel. Panelists, please room ever to keep yourselves on mute when you are not speaking. I would like to introduce our keynote speaker. Belton, the Vice President of Strategic Partnerships and alliances of Thomson Reuters government. She oversees development and management of private sector partnerships and government, legal and Law Enforcement trade associations. Sharon served as mayor of minneapolis from 19942001. She is the first woman and first africanamerican to be elected mayor. During her time in office but achieved National Recognition as an expert on Public Private partnerships, and Public Safety. Neighborhood revitalization, and economic developing. She serves on the Minneapolis City Council for 10 years, from 19 84 to 1994 and was Council President from 19901984. Sharon . Sharon thank you so much for inviting me to join todays panel on antibias police training. Im delighted to be here and share my perspectives on the subject before our esteemed panel of experts discusses their experience delivering Training Programs to Law Enforcement professionals. Prior to being elected to the Minneapolis City Council, and later as mayor, i worked for the Minnesota Department of corrections, first as a parole officer and later as the assistant director of the state program for victims of sexual assault. I spent much of my career there developing and providing Training Programs for medical, legal, and Law Enforcement professionals to combat the bias against victims of rape and incensed. Bias was societal and widespread. We also developed major Public Awareness campaigns to stem the societal bias. While it has taken significant time to improve the treatment of victims of sexual assault, i think we can all attest to the fact that progress has been made. That progress requires and continues to require 1. Advocacy for change. 2. The develop metastatic ice procedures,k and the development of standardized procedures, and 3. Standardized accountability. We as a state and a nation can improve and restore trust between our communities and the police. It must start with an acceptance that bias, including racial bias, has been embedded in our institutions. It is not just a problem in policing. The focus of todays public outrage is that the police bias can result in immediate lossoflife, by lethal means. And it requires our attention. People that the opening paragraph of the 21st Century Policing report states that, the trust between Law Enforcement agencies and the people they protect and serve, is essential in a democracy. It is key to the civility of our communities, the integrity of our criminal justice system, and the safe and effective delivery of policing services. Sadly, thatid, best, sadly continues to eroded as more reports of detention, unlawful excessive use of force, and the deaths of africanamerican men and women, are more widely media in via social reports, post incident cameras,rworn body have provided another level of insight into the actions of some of our arresting officers. The most recent killing of george floyd in minneapolis, minnesota, shock to the city, the nation and people all over the globe. Mostieve even some of the enthusiastic supporters of Law Enforcement raised their eyebrows after watching that video. Why . And how could something as egregious as this happen . Surely the officers involved in this call for Service Received training on how to deescalate a potentially volatile situation. And maybe even unconscious bias training to ensure the response to the suspect was appropriate to the situation, and not compromised by discriminatory beliefs or attitudes held by an arresting officer . Across our nation, citizens are demanding that elected either d fund or dismantle the police as a response. Or dismantlend the police as a response. There is a strong sentiment behind this demand for change and i believe that is because past attempts to change Police Culture and behavior, in the minds of our community, have failed, or fallen short of expectations. Today, leaders in Law Enforcement, joined by elected officials, legal scholars, advocates for rule of law, and justice equity, and citizens, already met a more must be done. And the time is now are demanding that more must be done. And the time is now. As a parole officer and an engaged citizen, and a former mayor, i want to go on the record intact wholeheartedly agree. What did we expect . What did we really expect . Is it rational to think that four hours or eight hours of unconscious bias training, implicit bias and or procedural justice was going to, or would change the attitudes of individual officers, that may have been exposed to a lifetime of bias, and stereotyping, that is pervasive in our society . Is it logical to think that Training Programs with no processes to ensure officers are held accountable, to incorporate the training into the way they perform their duties, would result in fewer complaints . Reports require officers provide relevant information about their encounters with citizens to equip our Supervisory Staff with the needed information they need to assess compliance with performance standards . Is it reasonable to believe that if there are no consequences for violations of standards of performance, that any officer would feel compelled to comply with the standards or report any violations of those standards, to the appropriate internal authorities . Are all important questions that citizens are asking. And leaders in Law Enforcement should, and must be able to, answer. Reviews of the adoption of new protocols for policing should be standardized operating procedures. Not just procedures associated with criminal or investigative administrative investigations. I believe active steps must be taken to prevent training from becoming just another check the box experience. I want to raise another question. Is it possible we can train our way out of the problem of bias policing . Policing, orbiased the excessive use of force against black and brown people . I think all of us know there are officers in some of our Police Departments that have a record of i. S. In their performance a record of bias in their performance. Is it possible that this vulnerability toward bias could have been detected before they were hired . Or at the very least, identified early in their careers, so it could have been addressed . The best way to address the problem of biased policing is to improve our recruitment processes. Social science indicates there is evidence that societal and environmental exposures can have an effect on how individuals react to stress. Given that Law Enforcement officers are recruited from a variety of different backgrounds, and in some instances, exposed daily to the stresses of communities, that they are assigned to serve, it is critical for us to understand how these differential Life Experiences create risks or distressed vulnerabilities. I have raised probably more questions than the panel might be able to answer. But i hope that they have provide i hope that they can provide some food for thought. I am here today to listen and to learn. And my personal goal is to take back to my colleagues and my community, new information that will help us reimagine, and build, a model for policing, that is fair and just, for everyone. Thank you so much, for listening to my remarks. I look forward to listening to the panel discussion. Thank you, sharon. Really appreciate it. And i appreciate all of your support and your attendance in many of our events, when we were open, when the museum was open, as well as you being here today, so thank you. I would like to introduce dr. Booker hodges. Dr. Hodges is currently assistant commissioner of Law Enforcement for the Minnesota Department of Public Safety. Dr. Hodges has been a diversity instructor for 18 years. His extensive career includes School Resource officer, a deputy, narcotics detective, swat operator, patrol overnight watch commander, inspector, undersheriff, the acting chief deputy, and the chief of police. Naacp leader, dr. Hodges is the only active Police Officer in history, and the history of the naacp, to serve as a branch president. In addition, booker serves as the chapter president for the National Organization of lack Law Enforcement executives. The National Organization of lack Law Enforcement executives black Law Enforcement executives. Can you hear me . Yes. Dr. Hodges i want to thank everyone for coming out today to the national Law Enforcement memorial and museum for hosting this important topic and im glad to be here. The issue of bias if you think about it in terms of modern history and how it is gotten thrust into the forefront. Around 2000 we were starting to have this discussion on racial profiling. And 9 11 happened. And we had to take that discussion and put on the back burner. Youanything for those of who can cook, im asking you put on the back burner of the stove, eventually it is going to boil over so every few years this pot keeps boiling over and my hope is that with panels like this we can move forward and take the pot off the back of the stove and move forward in society. With that, we have a great panel here for you today. They grace me with their presence. We have phenomenal people here today and i think youre going to get a lot out of what they have to say. The panelists are going to introduce themselves and how they answer their questions because we know our time is limited and we want to really give you something to walk away with your soap my first question for our panelists is, as we are talking about bias can someone iswer specifically what antivirus training antibias training . This is duane crocker. Hello, booker. This is duane crawford, the director for the National Association for black Law Enforcement executives and are National President linda williams. To me, how we are able to train our law and personnel and anyone in the organization how to understand the biases you may have. Or stereotypes you may have about certain people and how that may also influence how youre able to protect and serve a personal community a person, a community, or an organization, based on biases you may have aced on their race or where they may you may have, based on their race or where they live [indiscernible]. I would add that at its best antibias training is a longterm thing. It is not a oneday workshop or a checkmark, it is something that includes skills, that includes longevity with a plan attached to it. We talk about, once we identify the biases, the hard work is in identifying and not letting how people can control their thinking. Dr. Tracy from the center for policing equity. I agree that is what the training is supposed to do but i go back, what are we trying to solve for . I think that is what has to be answered. All too often, implicit bias training and antibias training is used to solve for something deeper and so i want to lift that up. Im the retired chief of the sheriffs office. [inaudible] now im director, former director of Law Enforcement programs for the National Coalition building institute. [indiscernible] one of the things we understand about biases which we all have them, people may think you dont but you will have them in the antibias training is a way to acknowledge and recognize what your biases are, so you can then do something which would be beneficial instead of injury or harm to others or interfere with your relationship with the community. Once you become aware of your biases, to look at how can you come up with a way to change that . In both my colleagues have indicated it is something we get and one of the things the mayor mentioned about psychological testing with new hires and officers who have been on a while. There are tests that can. Etermine tendency for bias but as you have been on longer in a department, that information [indiscernible] you can see what accumulative effect has been on how you interact with people. They name is patrick, president of the National Fraternal order of police and i would like to add to that as well. Bias training is a buzzword we like to throughout there and we have been having a lot of discussion about it now but i will take it a step further, when we talk about culture and culture is key within our agencies as well and it starts at the top. That culture is what allows us to build on. We can talk about bias training i want but the relative, what makes it relevant is the interactions in the communitybased relationships we build long before we have crises in our communities and that is vitally important to this. On the fire all we want but at the end of the day it is about the relationships we created an advance that allowed us to learn about bias and also allows us to truly understand different cultures. All right. Dr. Hodges there is one term i did not hear anybody say when they discussed bias. It is the term, race. I want to ask people, is there a difference between bias and racism . And if so, what . And if not, why do you think that . First on thatump one . You. Am right behind i did not introduce myself. Llermo lopez, and i could direct the lawenforcement pogrom for the National Coalition building institute. Of course, racism plays a big part in how biases get developed. Sexism plays a big part, homophobia and they all intersect when it comes to antibias. In this place and time we are in, if we do not talk about how is it that we deconstruct institutional racism, we are missing the whole point. So whatever programs we do it has to be centered around interrupting institutional racism, dismantling institutional racism. And it is not just an antibias training. It is at all levels of training that we have to include this. Really quick, i think the question you are asking is how are these different . Im going to first, agree and said. E what guillermo they occupy the same space. And what is going on now is definitions of each of these and how you define the. Across the country people are defining these differently. How you define it is going to determine your approach to add. For example, approach a process your approach to it. For the center we defined racism as a committed patterns of behaviors that disadvantage one racial group and advantages another. That can include systems, policies and all the things that facilitate that. You can understand if you are doing automatic associations of groups with stereotypes, how that type of perspective and whether it is explicit or implicit influences each of those things. You can be explicit about not liking peoples color, and you can very much count on that you are influenced by something in that space, that has you making those particular outcomes. But i think what we are really talking about here, is often times these things are conflated. That if you want to talk about implicit bias or antibias training, you are therefore calling me a racist. And that is not what is happening here. And i have to say that. The other part of this is, how people are oriented around the space. People areorget, coming from different lived perspectives. Different family members are talking about things in a different way. Patrick was on point youre talking about the culture. It is not only about the broader culture but it is also about the culture of policing inside those buildings. So we get into those spaces where we are trying to disentangle how much of this can we control for . And how much can we not . I can tell you the thing we cannot control for is that somewhat if we do plus a training which i call awareness, even if we do that, one thing you have to remember is the power of the influence of all those things that help you make those quick, automatic, stereotypical associations. Even if we train our young folks which happens when we see here want to hear from recruits, when they go home for christmas and they are sitting at a table with ma and pa and people who believe a certain way, it is hard for something to step up and break out of that. Or to stay silent and sit back from that. It is a difficult thing to disentangle, and i understand why people conflate it. But the definitions are critically important on how we begin to address it. So i wanted to make sure i offered that up. Dr. Hodges anybody else . So, i will stay on this one a little bit. Nationally, based on my experience, this is one area where we tend to get caught up on, in terms of, how do we define bias and racism . And are they the same thing . Ken summit he be biased and not be a racist . Im going to argue yes. Can somebody be biased and not be a racist . And not greenings bay. My biased against green bay . Yes. If we want to have a discussion and permeate all fields, we have to discuss what is the difference between being biased and being racist. You said something i want to go to i think is key here. When you said, how you define it was what determine how you approach it. How a lot of times you define it will determine how you approach it. A lot of times if you do not have the terminology right or are not speaking the same language, sometimes you get shut down. For eveready on heres teaching, if you teach this in Law Enforcement long enough, if you come in and Say Something biased, automatically officers assume youre talking about race. I want to get back to this. If our panelists could try to give us in their definition, and i know, doctor, you touch on that briefly. How could we go about defining briefly the difference between bias and race . This is dwayne again and i look at racism, believe that a persons color is superior to another persons color. So if im africanamerican i feel that maybe African American is superior to someone who is white. The reality of it is, [indiscernible] the real deliberate, [indiscernible] you have got. I look at biases as byproducts of this. I think if youre i think that you are correct. If a person is fundamentally racist that is a strong line you have drawn that you believe your skin color superior to that of someone else. Anybody else . Ok, the next question is, and your experience, can you tell us training has been effective or not . Bias within Law Enforcement . [indiscernible] Training Needs to be more than a one off. It needs to be consistent. It needs to be [indiscernible] embedded in the agency as well. So it has a tendency to make people aware for certain amount of time, until they get back into the system and start doing, and have that pressure from outside, to continue to treat either in an unfair way, by [indiscernible] you just have a feeling about something, you favor one side versus another. [indiscernible] with racism it is systematic. That someone can spent 20 years in prism because they have prison because they have been and x hooker [indiscernible] to me that is a racist system. The effort needs to be more indepth and looking at how events, systems and in this country [indiscernible] learning from history, it would build on a racist concept [indiscernible] because we are, [indiscernible] like angela says, i am good or. I think we are the point where we are starting to annoy to know better but we need to do better. We need to Start Talking about [indiscernible] because it is not going to go away if we do not talk about it. If we dont come up with models and ways to include and encourage each other, on how to interact with each other. Anybody else . Is antibias training effective . And if not, why not . And if so, why do you think it has been effective . Go ahead. This is pat. Let me tell you my experience in 36 years of Law Enforcement and military training on this topic. We need to look at what adult learners are. They process things differently than anyone else in the main one is they need to know why it is relevant and it needs to be timely. Clearly, we have a timely discussion here. The question is, is it relevant . I can tell you of the errors i have attended different trainings i can tell you that over the years i have attended different trainings. It was mentioned earlier and i agree we all have a certain amount of bias. In most cases we do not realize you havent. The other thing we do not realize that we have at. And we tend to get offended if people suggest have the discussion, the weight is framed makes it so much we are racist the way it is framed makes it sound like we are racist. When youre talking to an adult learner, the effectiveness of this training is truly going to have an impact on whether or not it is relevant, or on how it is approached. To have and is going lot more opportunity to be able to share those cultural differences that we all make up our biases, make us more conscious of it. But it is not approached, properly, this falls on deaf heirs. On deaf ears. There is no doubt that it is effective but it is also in the delivery of it as well. Dr. Hodges go ahead. If i could, that sound right to me. Patrick does need not need me to cosign on this. Isre im struggling as, that even the signs tells you gives you mixed results. Again, isversation, really about what are we trying to solve for . If we want officers to be aware they come with biases, and how those things, how they come to be, and how do you try to manage that. Because that is the other thing, right . Howdy slow that down here not making the association. It is not just about delivery. Some self respective things have to happen with each deaf self reflective things need to happen with each individual officer. Because this is about racism as well and you cannot avoid that conversation. Often we use this training to avoid that conversation. I agree, it is always in the approach. But i would be remiss as a black woman in policing for 30 years if i do not lift up the fact that people are exhausted, and tired of making feet tired of making people feel ok about this conversation. I go back to, what is the shared leg which here . What we need to do what is the shared language here . So we are all using the same definitions and trying to solve or solutions for the same thing. Or we get stuck are folks being so offended by the conversation and training that we never move forward. Ice can go back and most of us can. Where the early diversity trainings were extremely defensive. We sat there and shook her head like, what is this about . What is different here is you talk about the science that supports it. Also you have to talk about the practicality and reality of how this is being done. It is one thing to bring recruits or officers in a classroom for eight hours and say you have to have a consistent. It also has to be measured. If we put people through this and nothing is happening, we need to do something different. We seem to be reluctant to do that. We also need to be able to help officers understand why these moments, at this moment, has come. Thousands of seen officers and even an nypd, they do not understand why this conversation is important and necessary. So i agree with pat. You have to be able to ask plane why. You do not have to be leave it you have to be able to explain why. You do not have to believe it. But you have to understand their other lived perspectives on why this is going on now. Alsodult learner part is what you are bringing to the classroom. If it is going to offend you, i have to ask what is going on with you because that is never the intent, typically. And im not saying all instructors are great because some are horrible, but we need to be practical about what we are try to solve here. Dr. Hodges thank you. And we have the mayor joining back on and i do not know if theres anything you would like to add the question here about do you think training is effective . And if not, why not . And if so, why so . I do not know if i can answer this question about why not. I do resonate with the comment table,. Tracy put on the the competency and the construct of the training. Because you get out what you put in. Believe there are three standards across the board for what ought to be included in the training and there are number of reports that talk boardshe role that these can play to ensure there is uniformity in our across the states. There needs to be more conversation about that, if we are trying to get improvements. Or if we are knology improvements are needed across the board. Dr. Hodges thank you. Anybody else have anything to add on this question . Yes, i would want to say, yes. It works, when all the parts that are needed are in place. Save have to start with assessing the group youre working with, versus coming in with a onesizefitsall. You have to assess the needs of the particular department youre working with. And then, whoever the facilitators are, the department has to trust them. Just between the facilitators and the department, there has to be trust built, so they trust we are not trying to sell them a bag of goods. Inclusion, you need skills. Skills that talk about relationships. Skills that talk about we listen with intent to learn. And when those nature, you develop strong relationships, even within the department, you are willing to talk about these more difficult things. So, until you get to that Needs Assessment, Building Trust within the department, and then you can go after some of the hard stuff. When you do that, then you are practical, going into the community, to hear the harder conversations with them. Dr. Hodges i want to stay on this because i know you do this work. Can you briefly tell us about, what is your experience with this type of training . Yes, chief brooks and i have been doing this for probably 15 years together now. A partnership where i am from the community and she is from Law Enforcement. An early on we had to figure out, how is it that, how do we bridge each other . How does she as a Police Officer, a Law Enforcement individual, break the barrier with community, as a black woman also . And me as a latino man, who is not Law Enforcement, how do i gain the trust of the officers . Let me tell you what i figured out in the beginning. Im a retired steelworker and i worked 27 years in the steel mill, and i was involved with the union. When i close my eyes and listen to the muster room of officers, i thought i was in the steel mill. They were workingclass kind of people. If you do not understand that when youre working with them, you will never gain their trust. I was very fortunate that is what i came from, and i was able to use that experience to help them. Listen, im here to help you. Once we gained their trust, and one more thing i want to say, this training, to be most effective, does not mean every officer in the department is going to be the best. There are going to be some officers that probably will take the training, and not want anything to do with it anymore. And that does not make them about Police Officer. Denny will have other officers who are going to take to this like a duck to water and theyre the ones who caused the change within the institution. Theyre the ones who make change with the community. When you have a significant portion of people working in this way, growing together, the permits change. Together, departments change. We have Difficult Conversations because we want to be together. What we also do with the training is we acknowledge and recognize police is a culture as well. We do not go into the trainings saying you are bad and you have to do this. [indiscernible] forlso have an opportunity the Police Officers to acknowledge and be appreciated for their culture because they have culture. Got is important, when you and meet with the community. Because a lot of times Police Officers have this, i cannot show my emotion cannot show anything [indiscernible] just about the facts. If you can lower your guard just a little bit. Im not saying risk officer safety, but when i am saying if you connect with when you connect with community on a human level and they start to a prescient and trust you, because they they start to appreciate and trust you because they feel you know what theyre talking about, a opposed you coming in and [indiscernible] getting a couple extra units listening to their stories means a lot. And that is money in the bank as it were. Because it is not an f, it is a when, when something is going to happen, you want money in the bank with the community, so they have a sense they can trust you. if but at an when. Is important to separate the difference between being uncomfortable and unsafe. We would never ask a Police Department or trade anybody to not trusting her safety training. Absolutely trust her safety training. Absolutely trust her safety training. The places i have learned the most was when i was uncomfortable. But separate when you are on safe and uncomfortable and lean into the uncomfortable because that is where we learn the most. I think most people can relate to feeling uncomfortable is growth. Hereoing to take second and want to thank you all again for participating and let you know the national Law Enforcement museum, which is putting this on, im going to put a link in the chat to support it. Please do. They brink in solution based conversations to the public they bring in solution based conversations to the public. The last time i was in washington, d. C. , i bought some other nice keychains for my kids. They have nice events in there and it is a phenomenal building if you get a chance in washington, d. C. , to visit. If you get an opportunity, click on the lake and support them. They are here trying to provide timely topics and solutions. National Law Enforcement memorial and museum the next question, do you believe lies training or antibias training should be taught in schools or to Committee Members also . Yes. [laughter] [indiscernible] if so, why . And what without look like . And what would that look like . Programs,ty education and judicial systems, for attorneys, for everybody. Every person has biases. All those entities have an impact [indiscernible] in the community. How would that look like . Similar to what we do with Law Enforcement training. We Bring Community and Law Enforcement together in the communities. We talked about how to interact with people. And thinking about customer service. [indiscernible] early in my career, my lieutenant sent an article for us to hear about customer service. What you think the reaction was . We do not have customers. [indiscernible] opportunity, that it would change her mind about customer service. What is it about going to a store that keeps going back to the store . The elements of customer service. How you interact with people, being reliable, responsive, those elements of Law Enforcements. Also community. [indiscernible] the community as well. And if we spend more time together, we trust each other more. That is a little bit of biases go quickly. [indiscernible] dr. Hodges thank you, doctor. I would like to piggyback on what she said, it is all about customer service. I teach a class specifically about that. It is all about the relationships that we build. As Law Enforcement officers we are granted certain powers. For those powers do not come without a sponsor billeted on our part to have the Community Support without a responsibility on our part to have the Community Support and trust. I agree a good dialogue and discussion on the Cultural Diversity of people and the way we process things differently, can do nothing but cause us to do a lot of reflection on ourselves and our beliefs. If it is done properly, absolutely we can benefit from that. I will absolutely have to agree. We are in the business of customer service. The way we deliver that service will determine whether we meet the expectations of our communities. And if you look at what is going on across the country now, it illustrates we have a lot of work to do. I will add to that and say keep in mind, schools represent our future workforce and Law Enforcement. You have this amazing opportunity to talk to young people. There are number programs in schools now. It is a great, great opportunity to recruit, educate and inform young people about our profession. About our morals, ethics and what we believe in. And to protect and serve their own communities. The biggest thing is a pipeline to our profession. Booker, i would add that many cities across the country have established Police Community academies, where Community Members had Law Enforcement officers are working together to understand and assess problems in the community. And then also learn something about each other. And practices and procedures associated with policing. A lot of people do not have this information. It is very helpful in building a foundation for relationships. The Police Athletic league, the Community Block clubs, where police off Police Officers are assigned to specific neighborhoods, and given the time they need to build the relationships that are based on regional respect. These things all have a way of helping to bridge the gaps that exist between our Police Departments in our communities. Are not fluff, which we could kinds of things. These are really important and critical to have establishing positive policecommunity relationships. One of the reasons im such a fan of the work that noble does, is they have a specific strategy associated with reaching out to the children in the communities where their chapters are present. Pipeline for recruits. It also builds a longstanding trust andip of Mutual Respect and you never know when you might have to tap into those relationships to get those support that Law Enforcement needs in our community to more effectively do their job. Thank you. Im going to add a caveat to this question and i want people to weigh in on it. If police come from society, right . Police, the foundation of policing, is based in society. People, humans make up Police Forces and all of the talk has been about antibias training for Law Enforcement and it seems like the expectation is that we are going to take training and give it to people when they join but, should the emphasis be on trying to focus on that training and a foundation it a Foundational Framework as the vast majority of Public Attitudes and Law Enforcement officers all come from the public . And if people believe that we should focus on the public, heres the jump in the water question. How do we teach the public now, to not cast all police in the same light . When one Police Officer or if you Police Officers make public mistakes . Can you repeat your question one more time . Dr. Hodges Law Enforcement officers come from the foundation of Law Enforcement officers is the general public. Do you think biased training would be better focused there are two parts. What bias training be better focused dealing with the community now . And if so, in this environment, that, we teach the public excuse me, how would we frame conversations around people casting light on the entire Law Enforcement commute profession the entire Law Enforcement profession based on the actions of a few Law Enforcement officers. You have kids out there, the minute they see someone in out Law Enforcement uniform, it does not matter who the person is but it is that you have uniform on. Should we focus training more in society . Or Law Enforcement . And how would we work the training now, to teach people not to view Police Officers all in the same way . I like the question. But i think these are not mutually exclusive. These things have to happen simultaneously. The other part we have to talk ascribinghy folks are the events of one person to an entire group of people. The community would tell you the same thing they believe Police Officers you about the black community. One person does something wrong and the entire community is paying the price for that. For me that is where it starts. I think we said earlier we have so many similarities on where we want to be. We have to be able to unpack that. Before you can bring this together to have a conversation, those are in cultural conversations. When we talk about historically, how people are viewed by other folks, cops are talking about the same thing. Youre saying one person to minneapolis, where all that way. And we are not all that way. That message is getting lost. As it is yet a person of color commit crimes, we are not all that way. That is one person. Why are we being attached to the individual decision. We are talking the same language. For some reason we cannot hear each other. That is where that training begins. We are all occupying the same space, living into the world. I wouldve never believed it when i was younger if someone told me that. We are speaking different languages. But we are all trying to get to the same space. The training for me as part of it, a small part of it. I think most, said they have biases, against Police Officers and vice a versa. It is the process we do together, together. I do not think you have to do one before the other and all the work should be happening now. For the work to happen in that way, you still have to address the things that are coming up. For some reason we want to put aside historically what has happened for some. Ever but he says it was history and it was not me. You do not signal, understand the power of that uniform and what it meant historically for some folks. We are not talking about ancient history, but recent history. There are ways we need to have the conversations and teach folks, but i have to remind communities that cops do not make policy. I have stood in more Community Meetings about cops doing things, cops were told to do. Put theeds to chief upfront and have them answer to that. White have decided this is the way you want to approach it . This is when we talk about why organizations have to have diversity in the ranks. The our differences. There are different perspectives. These are two separate things. You cannot put one before the other. Ever but he has work to get work. Every buddy has got work to do. If i can piggyback on what dr. Tracy said. When we do an assessment of the department we also do an assessment of the community. Because you cannot do it without both of them. We asked the community the same question where asking the department. What is going well . What could be better . What could people due to che make a change . If you could change what could people do to make a change . If you could change something, what would you change . Sometimes the police, it is [indiscernible] we also preface the training by providing information, in the sort of a [indiscernible] a mirror of what the train is going to be like for the police before we bring the institution. Police officers do not like to share a lot of information. They do not want to reveal much. They just want to know, we do not like surprises. What is the training going to be like . We find where we take [indiscernible] first, it helps the training go better, because there no surprises in terms of the model. The process encompasses discussion but that is different. And that is ok. Like uncomfortable. Being uncomfortable you have a better relationship at the end of it. [indiscernible] i would like to segue to that. I would add the truth shall set you free. When it comes to education, especially young people, the truth we teach them will set us all free. I was going to add, when we should spend a few moments happens,about what what we think about when we deconstruct the fact that africanamerican parents, parents of brown children, all have to, by age nine or 10 years old, have a talk with their children, about what possibly could happen. Stereotypese of the , that chief brooks and dr. Casey have shared. We stereotype these biases these stereotypes in these biases have been embedded into our thought process, in the way we assess community. Again,t the police, but this is acrosstheboard. But we really need to understand that everybody has a role to play, in getting us where we need to go. But it starts with truth telling. And people accepting responsibility, for their actions. Up with my grew parents giving me the talk. I get to talk to my kids. Afters are calling me orlando casio and saying or saying mom,o, heres a guy who followed all of the rules and he shall he still got shot and killed. These are not conversations want to have their kids. They are still people stereotyping people because of race, where they live, class, you name it, it happens. [captions Copyright National cable satellite corp. 2019] [captioning performed by the national captioning institute, which is responsible for its caption content and accuracy. Visit ncicap. Org] dr. Hodges thank you for that. We have a bunch of panel questions, from people in the audience. We are going to ask one more question before audience questions. Then im going to ask if the panel can stay over later than intended, due to the amount of questions we have. We will go from there. A question i have, like many of you, i have taught this topic all over the country. You see, nationally, a difference in the police chief, and line officers. A lot of times you will see line officers taking this training, and the chief does not, right . In a lot of cases you will see most chiefs are politically aligned in a different alignment than their line officers, right . What do you think, how would you suggest getting this training to not only to the line officers, but specifically to the leadership of Law Enforcement organizations . Us, we know how important in. Is for leadership to buy buyin from leadership, i am pretty sure we have turned down jobs because we cannot get that. It just will not work. If you do not have the whyership walking the talk, should the rest of the body follow . Imagine doing it any other way. And the other thing is, we ually train leadership in depending on how we assess it in a more intense kind of way than we do the regular officers and we actually do a slightly different version for cadets, younger officers, and that is proved, for us and the assessments we get, that it want to sayi dont get poison, but when you were working a position 20 some years, you have a particular way of looking at anyone a young officer comes in, i have heard forget about what you learned in the academy. I will teach you what it is like. We have to strengthen the young officers to be able to resist that. And i am not damming the officers who say that. I dont think we treat them well enough. Personally, i dont think anybody should be on the streets no more than three years at a in upnd taken off and put position. Treat police human enough and expect a lot from them in that sense. In my best thinking, i think there should be a rotation to help them get through all the stuff they figure out in get a better sense of the rest of the world. That is interesting you say that. Then i will get to dr. Tracy after that, we will get to audience questions. That rotation piece you talk about, when you work narcotics in most places, you are out of there in three years because they know you cannot stay in that position for more than three years without something going rogue. With that, dr. Tracy . Dr. Tracy the question was leadership. You train them first. Not thisine whether or will be legitimate or not. You can tell when you finish who you will have problems with. Those are conversations you have with the chief. The message gets distorted from the top. If one steps aside and gets approached by a colleague and ask for their opinion and they say, i think it is ridiculous, it is a done deal. It is helping to achieve understanding. But even looking at their own cues. The same page about the perspective and moving may be, then things problematic. Unpack their own historical biases in that class. A few have gone through the ranks, you have seen some things. Like all of a sudden when you put the stars on [inaudible] it is more of a class. It is a self reflective piece that has to be inserted into leadership for them to that you lead by example. That you lead by example. That is what im not hearing. You can have a class and i have had many chiefs in class and they Start Talking about things that are a waste of time. Not just having officers accountable to the organization as well. We got some good audience questions and i am glad i am sitting here and not where you are today. [laughter] one question comes from mr. Williams. He says, how do we address the conflict between the perception police,t behavior by police and the statistics that officers shoot black suspects at a rate lower than black suspects then black suspects unit officers. The rate ofn violent criminal acts against their own communities . Depends on what your report you are reading. Lets start by going that way. There speak more so is one thing you cannot ignore. That is the lived experience. Sometimes we have an [inaudible] on the true work has to happen on the ground with Police Departments and communities. You hear people say perception of someones reality, which is true. One of the things we have to keep from doing is trying to determine and impose who do we believe and not believe . That is what it is coming down to. Happening and how you find that out . The reason i appreciate that question is that is the crux of the conversation, what is really happening . What is really not happening . This is where we get stuck. It is a space i call analysis paralysis. You ask five different scientists, and you get five different outcomes. Broaden your understanding of learning. If you want to know what is going on, talk to the cops and the community. They are more than likely to tell you what you need in order to start making adjustments. Science can only get you so far. Broaden and have a bigger understanding about the lived experience. Understand [inaudible] im talking about 75 days of demonstrating and protesting. Those who do it peacefully are therefore reason. That is what you have to start understanding is why . Dont get distracted. Try to understand why people are out there. It is not just about policing. Anyone else . I do think this question is one that comes up a lot, and i typically will tell people on s one, it is hard to have when you got feelings versus a fact, and there is something afferent you cant have feelings argument with the facts person and vice versa. It doesnt work. You have to get to a space where at some point, you will have to come to some resolution. Question. At is a good the last part of this question is, how is it we can address that alleption lawenforcement behaviors racist . Racist . Ior is i dont think everyone has that same perception. Itre is some, but again, goes back to the majority of the folks. The majority of the people, even in the black community, thing police have a purpose. You have to decide what soundbite to listen to. But how you get rid of this perception of how cops are racist is how we hold ourselves accountable. Part of the Big Conversation that we have been having over the last threemonth has been about accountability, and whether or not it is been consistent . Say wee one day we can can fire somebody and then [inaudible] it is about how do we go about making sure that we understand we cannot do absolutes because not everybody thinks that way. When we get caught up in absolutes is when we come out not having a conversation. Not everyone in the black Community Things all white officers are racist. There will be some, but not all. Im always careful with that. When we have these conversations, lets not set up it that way. [inaudible] people whoe some feel like we are not there are more people than not who feel like we are now holding those officers accountability. Accountability is something we cannot lose sight of. Patrick . Patrick i want to piggyback on what was said. Andink the problem we have i do not believe that everyone things Police Officers are racist. I think there was a problem, and i think we have to have this dialogue. But i will say this, there is nothing that we had that we have conversations that we cannot find solutions to. The problem we have in the space and time right now is there are some people who dont want that harmony, they dont want this dialogue, and they do what they can to stop it. A horse to water, but you cannot make it drink. I will have to agree with what the doctor said. This is much greater than lawenforcement. We have a lot of issues that are causing a lot of challenges in our communities, and if we dont take them all headon and have realistic conversations, we will find ourselves here again having the same conversation down the road. We need to sit down and have open dialogue. We need to have respect for each other. That doesnt exist. It starts at the top. I look at cities that we are trying to have solutions, and they create a bigger divide and it gets real hard to have these conversations. Until we have, people willing to sit down and have meaningful discussions on a path forward, we will have a hard time making any progress. I think some of the things that are happening is when people are oppressed, and they are oppressed enough when they push back, they look up to see who is holding them down. And i think right now, when they look up, they see the police. The police are being used as middle agents in our society, and it is not fair. But unfortunately, that is where we are at. I think the other thing that has to happen is we have to learn, and Law Enforcement and leadership, to understand when people are bringing up the issue of systemic racism, to not take it so personal. Racism ismic centuries old. Has come to the point that the more we become clear as human beings, we understand the damage it has done, and we are saying more than anything, this systemic thing has to stop, but unfortunately, many of the people who dont understand the history of it are taking it personal. And we have to figure out how to push that out. Withwill get back to that the question after this question. [laughter] comes fromestion joshua who asks his question is, are there any unconscious bias or Awareness Training that exists as widely accepted by Police Officer . Can you make any recommendations for programs in which officers would be willing to learn in a positive way . [inaudible] [laughter] of all of the departments we have worked, when we have come away, we always hear things like this. What we hear from the bymunities are, when i drive and i see a Police Officer pull someone over, i pray for the person who was pulled over. After being parted this, i pray for both of them. Those of the simple things we have to shift. Officers are human to condo human and were have to embrace some change here on the level of authority. This middle age and peace i talked about is big in this piece we have to figure out. Yeah. I think we are effective. Theys get actually can never afford to bring us back a second time. Chief, what do you think . Things that i recognize when we first identify training, when the training started, officers were [inaudible] , they end of the training were listening to what we have to say. [inaudible] maybe that is a good thing. I laugh when people always say when they see a squats car, they get scared when they see a squad car, they get scared. [inaudible] [laughter]. People have to understand the cops of the same as people. It is just how we are very the next question i will ask is from ed kennedy. He asks them is there any evidence of institutional racism other than a subjective opinion . What proof is there that it exists . Im sitting here and you guys are there. [laughter] do you need me to repeat it . Enough, at least in the United States, a significant amount of our institutions have systemic racism. Is going back hundreds of years. As of the current environment, when you look at traffic stops, when you look at incarceration rates, you look at it and there is no reasonableness on how you explain the differences in africanamericans incarcerated versus the rest of the population and traffic stops. There are numerous levels of data. Youle say to me, how do correlate that to the nation . There are proximally 18,000 Law Enforcement agencies. There are approximately 18,000 Law Enforcement agencies. Sit down and look at your own local Police Department. You can ask questions about the demographics. Also, hold your elected officials accountable. , etc. Ayors citizens and the they are working for your city council members, etc. Anybody else . Thatoker, i would just say there are a number of studies that are available everywhere, every Academic Institution and in every situation. You can find evidence just from minnesota, one of the bodies of evidence that he have been talking about for the last year has been a project done by the university of minnesota called the redline project. It has provided historical evidence of institutional racism tobanking that is really led a serious income wealth gap in minnesota. There are other reports that outline the university of minnesota published in the new england journal of medical science on historical and systemic racism in regard to covid. There are reports here in the United States and similar reports in the u. K. There was a body of evidence that people are looking for them i am not sure we are still questioning whether or not institutional racism exists, but if we are, there are peerreviewed evidence for the pervasiveness of institutional racism in our country. In a number of sectors, not just in policing. The next question is from josh. How would you structure this , mitigatingntinuous unconscious bias training in order to move away from the one and done training . Chief brooks and i used a four layer system. We start with the Needs Assessment and going to trust building with the department itself, and then, we going to skills building within, and then, we trained them in Sustainable Partnership programs with the community. So, it is a long process. , you just dont unpack this stuff. It is like opening up a suitcase and emptying it. It is not like that. There are tons of baggage we have to get through, and the real work is teaching how to communicate in a way that you want to work together. Continuesthe work with Sustainable Partnerships, that they continue the work. Our work is always that we teach them how to continue these skills with the trainings we do so they can do it for themselves. We believe that whatever we do, they should be able to replicate. And it become sustainable. I would like to piggyback on that as well. And you know, this was not a box you check. We have had this training and it is done and we satisfy whatever reason we had it on there. I think that you have it goes a it goes back to the culture. We can talk and train all we want. We can get officers in a room and talk about it and have some meaningful discussion, and maybe have some self reflection. But the key component to any success of this program would be a public involvement parted it. Part of it. I have had a great bit of experience doing this and i dont think enough agencies dont do at a large enough bandwidth. Citizens academies do two things. They teach people they teach why we do the complexities of Law Enforcement that most dont take the time to consider. Anytime we can empower people with more information is going to be beneficial, but the other side of that is, it creates twoway communication. We can talk until we are blue in the face in classrooms and tell people what they need to know, but it is that interaction in a nonthreatening setting to where we can have some meaningful discussion, and have that twoway dialogue that will help all of us calibrate our voices. [inaudible] a commitment. There are programs we are conducting the budgetary constraints did not allow us to continue. Can i add really quickly about the citizens academy, about bringing people in to understand what we do . Equally as important that something that happened at nypd and slipped that, those are community caps were the folks who live and work in those precincts go into the community and learn about the history of that community that is there and who are the informal leaders and what they do. And how do you again, begin to make that twoway . Often times, we restrict what we mean by community. When we make a call, it is folks will look like my mom and probably around my age who show up. People dont communicate in this way. So i always caution will be say, how do we sustain this from a Community Perspective . You have new generations of folks where this is not ideal. You is not come to what i call learning. We need to think about how we need to offer up what the role is. Part of the larger conversation about sustainability is what is the role of policing now . If we can answer some of these questions, and i think the training is still useful, but we are shifting to the point where we are questioning what the role of police is in Public Safety . We have to make sure whatever we do with this particular antibias, we have to look at the systems that produce these folks. And so, it is one thing to do a Community Partner handout, but insidenother way to look the cl people get promoted. We have two online a lot of things. I think it is important the community learns. We have the opportunity to unpack all of these other things along with it so we dont just do one thing and move on. Leveruld not be the only people are pulling right now. You have housing, transportation , all of the same issues here. I want to make sure we talk about pulling one lever, you have to pull them all. It does seem to stop at the feet of police and that cannot happen. In the interest of time, i will ask this one question and we will wrap up. Im sorry to the rest of you that we could not get to your questions because we had some good ones, but this last one will give people a take away from this event hopefully. , what doquestion is you recommend as a way to bring policy in line with training to ensure that change lasts . What would you recommend as a way to bring policy in alignment with making sure these types of trainings have lasting effects . Add or sayg i would to that is, we have to change the questions that we keep asking. We have to make the questions match the outcomes that we want. And i dont think we do that. In an old are stuck way of asking questions. You know with the definition of crazy is . Doing the same thing over and over. We have to change that. If we want more diversity in police, we have to ask questions that lead to that. Policeant trust in the and community with police, when we are recruiting, we have to ask, what is your strength in that area . Questions attach the that match what we are looking for see happen. Thank you. Anybody else, wrap in on that one . Ithink i will take dont think it answers the question, but i think it does fit into the wheelhouse. If we look across the country, we find a number of agencies that truly get it. They are very proactive. They have Great Community relationships, low crime, have partnerships that exist. When you talk about policy and how policy meets the outcome, i would suggest maybe put in an equal amount of attention to the models of those who truly get it, those agencies that are diverse, those agencies actually have that right mixture. Those are the ones we should be highlighting and pointing out. I will piggyback on what was lopez, you always get what you always got. In a lot of instances, we dont know but we are not getting. And i think if we can highlight who those truly have a good that haveth agencies, a Strong Community relationship, and are not dealing some of the crises we see, those are the ones we should be learning from because they get it. They get it and they practice it every day, and that is going policy meets practice. Dr. Hodges i want to thank the panel again, and to everyone attending, and who is watching. You will be able to give this on social media afterwards. But this is the take away. When you look at everyones bios from the session, you wouldve thought people wouldve came on here yelling and screaming at each other, or having disagreements about issues, but this proves i dont think we are too far apart on these issues and how we approach them, and as a society, i am personally hopeful that we can move forward, and we can continue to do what we need to do to ensure that we all get along. Law enforcement is still one of the most notable professions on earth. I think our communities expect and deserve great policing, and we expect Police Officers to respect everybody, but at the same time, we have to respect the Police Officers. We will close this out. Thank you. Thankshodges , a huge for you for leading this discussion and a huge thanks to all of our panelists. Although we can go on for hours, we want to be respectful of our panelists demanding schedules, but we will be back with relevant discussions. You for making this program possible. As you know, covid19 is putting a significant string on significant strain on resources. The national Law Enforcement museum is no exception. This program was brought to you at no cost, and we hope you enjoyed it enough to make a donation to the museum. You can find a link in the chat box at the bottom of your screen, or you can go to your resume invite, or actually go onto our website at lawenforcementmuseum. Org. Join us on september 9 on equitable policing throughout pandemic death of the coronavirus pandemic. You will be receiving information on that discussion next week. Thank you to all of our sponsors, and we will see you all in a few weeks. Have a great day the White House Press secretary announce President Trump is holding a Coronavirus Briefing later this afternoon. We will have live coverage when it gets underway expected at 5 30 eastern. [captioning performed by the national captioning institute, which is responsible for its caption content and accuracy. Visit ncicap. Org] [captions Copyright National cable satellite corp. 2020] this week, cspans the contenders looks at the lives of 14 men who ran for the presidency and lost, but change political history. Watch the contenders this week at 8 00 p. M. Eastern on cspan. Starting tonight, 1844 president ial candidate henry clay. The perjury case against President Trumps former National Security advisor Michael Flynn will be reheard by the full u. S. Court of appeals for the d. C. Circuit judge and tuesday. The panel of 10 judges will decide whether a court judge must dismiss the charges against Michael Flynn as recommended by the justice department. Here the case lived tuesday at 9 30 eastern on cspan and its stand on work. With the freeve cspan radio app. On a program recently created by congress to help businesses deal with a coronavirus pandemic. The Congressional Oversight Commission her testimony on the main Street Lending program, which is designed to provide lending to small and mediumsized businesses. We will hear from lawmakers, the head of the fed in boston, and banking and business leaders. The hearing will come to order. This is a hearing, a hybrid hearing meaning some of our commissioners are appearing in person, and witnesses will testify remotely. Before i begin, let me offer a few videoconferencing reminders. Before you start speaking, there will be a slight delay before you are displayed on the screen. To minimize background noise, click the mute button until it is your turn to speak or ask a question. If there is a technology issue, we will move to the next speaker until it is resolved. You should have one box on your