Recent investigations into policing practices have shed light on racial disparities during police-civilian interactions. However, limited attention has been given to the internal hierarchies and recognition systems within police departments. This original article explores how award nominations in the Chicago Police Department (CPD) reveal patterns of racial and gender inequality, despite controlling for job performance metrics. Internal disparities in performance recognition may suggest structural bias that undermines broader diversity efforts and fair career advancement.
Table of Contents
Key Themes and Objectives
- Focus on Internal Bias: Research shifts the lens from public-facing policing to the inner workings of the CPD.
- Awards as a Performance Proxy: Instead of relying on promotions—which are infrequent—supervisor nominations for awards are used as indicators of recognition and internal merit.
- Importance of Diversity in Leadership: Lack of award recognition for minority and female officers could impede promotions and reinforce inequality in leadership.
Relevant Research Foundations
- Prior Studies on External Bias:
- Coviello and Persico (2015), Fryer (2019), and Nix et al. (2017) established racial bias in enforcement.
- These studies rarely examined how bias manifests in internal departmental operations.
- Internal Departmental Inequality:
- The study aligns with labor market discrimination literature, integrating it with institutional structures within policing.
- CPD’s decentralized promotional practices create space for supervisor discretion, where implicit bias may influence recognition.
Data Compilation and Strategy
- Data Sources Merged:
- Demographics
- Arrests
- Use of force (via Tactical Response Reports)
- Complaints
- District and tenure data
- Award nomination records
- Study Period:
- Years: 2007 to 2015
- Purpose: Ensures overlap across all datasets for reliable analysis
- Novel Dataset Features:
- Created through merging publicly available records with officer identifiers
- Offers microdata clarity on internal performance recognition
Findings on Racial and Gender Disparities
- Award Nomination Gaps Identified:
- Black vs. White Officers: Black officers receive significantly fewer award nominations even when performance levels are matched.
- Female vs. Male Officers: Female officers face similar nomination deficits.
- Controlled Variables:
- Arrest numbers
- Complaints filed
- Use of force
- Cohort year
- Age and years of experience
Key Data Highlights
| Category | Findings |
|---|---|
| Promotion Rate (2007–2015) | Only 3% of CPD officers were promoted to sergeant |
| Nomination Gap (Race) | Black officers received fewer nominations than white officers, even when controlling for performance metrics |
| Nomination Gap (Gender) | Female officers were also under-nominated compared to male counterparts |
| Bias Type Identified | Patterns suggest implicit bias rather than statistical discrimination |
| Data Strength | Robust due to the inclusion of control variables and unique data merging strategies |
| Impact on Career Progression | Lower nominations likely reduce chances of promotion, reducing diversity in leadership |
Performance Controls vs. Nomination Outcomes
| Control Factor | Minority Officer Outcome | Majority Officer Outcome | Disparity Noted |
|---|---|---|---|
| Arrests | Equal or higher | Equal or lower | Yes |
| Complaints | Equal | Equal | Yes |
| Use of Force | Equal | Equal | Yes |
| Age and Tenure | Older (on average for Black officers) | Younger | Yes |
| Cohort | Same starting years | Same starting years | Yes |
Evidence Against Statistical Discrimination
- Percentile Gap Analysis:
- Minority officers at higher performance percentiles showed an even larger nomination deficit.
- This weakens the argument that nominators lacked information on minority officers’ capabilities.
- Theory Supported:
- Evidence points to implicit preference bias, where supervisors subconsciously favor peers who look like them or fit stereotypical norms of excellence.
Policy Implications and Social Impact
- Diversity Initiatives May Fall Short:
- If internal biases go unaddressed, representation efforts will not translate into actual equity in leadership or recognition.
- Broader Implications for Minority Communities:
- Lack of diverse perspectives in higher-ranking roles can result in poorer decision-making and negative outcomes for the communities served.
- Potential Policy Actions:
- Implement anonymous nomination systems
- Require justification for nominations
- Track and publish internal equity metrics
- Offer implicit bias training specifically focused on internal recognition processes
Summing Up
Internal dynamics within police departments offer vital insights into structural inequality. This study of the CPD provides compelling evidence that black and female officers are significantly under-recognized through award nominations despite equivalent performance. The disparity grows with increasing levels of excellence, hinting at implicit biases rather than rational discrimination. These findings reinforce the importance of addressing internal discrimination mechanisms, not just external interactions, to achieve meaningful equity in law enforcement institutions.
