That question gained steam after events in Ferguson in part because of lack of data. “We have bad numbers on policing, but you can get somewhat decent numbers on [local] demographics,” Phillip Atiba Goff, director of the Center for Policing Equity at John Jay College in New York, said. Read more here.
Phillip Atiba Goff, a psychologist, is the co-founder and president of the Center for Policing Equity, a New York-based law enforcement think tank. Goff agrees that it helps some law enforcement trainees to be a bit removed from a historical example like the Holocaust, because they don’t see themselves as complicit. The risk is officers might not directly connect the lesson to what they are doing every day—or to the society they live in. Read more here.
The video is grainy, but the incident seems painfully clear.
A special forces operator stands in the middle of a room, tense, when an assailant lunges at his sidearm. The operator strikes him in the head, knocking him to the ground.
As the man lies on his back, the operator opens fire, first two rounds then a third.
It’s over in six seconds.
Read more here.
“Do you believe police are implicitly biased against black people?” When NBC newsman Lester Holt asked Hillary Clinton this question in the first presidential debate, it was a sure sign the science of implicit bias had jumped from the psychology journals into the public consciousness—and that racial bias in law enforcement has entered the national dialogue. Read more here.
(AUSTIN, TX) — Today at a press conference at the Austin Police Department headquarters, Austin Police Chief Art Acevedo joined Center for Policing Equity (CPE) President and Cofounder Dr. Phillip Atiba Goff and Director of Law Enforcement Engagement Chief Chris Burbank to release the findings of, “The Science of Policing Equity: Measuring Fairness in the Austin Police Department”, a new report analyzing racial disparities in the Austin Police Department.
The vast majority of interactions between police officers and civilians end routinely, with no one injured, no one aggrieved and no one making the headlines. But when force is used, a new study from the Center for Policing Equity has found, the race of the person being stopped by officers is significant. Read the full article on the New York Times.
The lack of diversity among this year’s Oscar nominees has prompted a barrage of criticism, and it’s an issue that affects not only the film industry, but society as a whole, experts say.
“People who care about racial and gender justice really should care a lot about the [Oscar] nomination process and what’s valued in Hollywood,” said Phillip Atiba Goff, an associate professor of social psychology at UCLA specializing in race issues. Read on here.
It was a dream job, the type of assignment that could make or break the career of an ambitious executive with an eye toward the top. “It was my first big promotion,” says Bernard J. Tyson, the 57-year-old CEO of Kaiser Permanente, a health care company with nearly $60 billion in annual revenue. The year was 1992, and Tyson, then in his early thirties, had been named administrator of one of Kaiser’s newest hospitals, in Santa Rosa, Calif. “Everyone knew this was the hospital to lead,” he says. Read more here.
According to Perception Institute’s research adviser Phillip Atiba Goff’s Center for Policing Equity, we can make policing fairer by using data to identify officers likely to engage in biased practices. In education, simply removing identifying demographic information from high stakes tests can improve scores for black students. Using data to track suspension rates by race can help us see where bias may be affecting decision making, while following specific scripts when providing criticism to students of color can help increase their desire to learn and improve. Read entire article here.