Diversity Program for Recruitment and Selection

PURPOSE: The Hudson County Prosecutor’s Office (HCPO) strives to maintain a workforce that reflects a similar diversity as the populace of Hudson County in order to effectively serve, protect and interact with all community members. To accomplish this, and in accordance with N.J.S.A. 52:17B-4.10, the HCPO has established a Diversity Program for Recruitment and Selection for the purpose of hiring a diverse group of Law Enforcement Officers (LEOs).

BACKGROUND: In October 2020, the New Jersey Legislature passed a law — N.J.S.A. 52:17B-4.10 (the “Act”) — requiring each law enforcement agency to establish a program designed to ensure that every agency was “comprised of law enforcement officers who reflect the diversity of the population of the community the agency is charged with protecting.”

GUIDELINES: The Act directed the Attorney General to develop Guidelines to ensure uniform application of the law throughout the State of New Jersey. The HCPO followed these Guidelines in establishing its Diversity Program by identifying underrepresented groups and taking action to address any underrepresentation.

PROCEDURE: These Guidelines set forth procedures for collecting and reporting demographic data regarding the recruitment, selection, and promotion of our LEOs.

METHODOLOGY: In establishing this Program, the HCPO identified underrepresented groups comprising the current group of LEOs in the Investigations Division as it relates to the general make-up of the Hudson County populace. The HCPO utilized data from the County of Hudson Division of Personnel to identify the race, ethnicity and gender of its current group of LEOs.

OBJECTIVE: Over the past six years, the HCPO has significantly increased engagement with the Black/African American community and the Hispanic/Latino American community — with a specific focus on attracting potential female applicants. It has been particularly beneficial that many volunteer presenters and speakers are able to engage communities in both English and Spanish. Though significant progress has been made in diversifying the make-up of its LEOs, after reviewing the program data, the HCPO has been able to identify several areas in need of improvement. The HCPO then established specific Program goals to bring the diversity of its LEOs into better alignment with the community members it serves.

INTENTION: The HCPO will make a good faith effort to meet specific diversity goals for recruiting and hiring. A number of factors and complexities have been taken into consideration to diversify the workforce. The HCPO plans to review and analyze the demographic make-up of the LEOs in its Investigations Division, including but not limited to determining (1) progress made toward reaching goals, (2) whether any substantial disparities have been reduced, and (3) revisions that may be necessary to achieve Program goals. During each period of analysis, contingency measures will be taken if Program goals are not met.

Diversity Program Goals and Action Plan

ASIAN AMERICANS

The United States Census Bureau defines Asian as a person having origins in any of the original peoples of the Far East, Southeast Asia or the Indian subcontinent including, for example, Cambodia, China, India, Japan, Korea, Malaysia, Pakistan, the Philippine Islands, Thailand and Vietnam.

The overall census population of the Asian American community in Hudson County is approximately 17%. The current make-up of Asian American detectives at the HCPO is 2%. The Asian American community is one of the fastest growing communities in Hudson County with large population pockets in several municipalities. In order to effectively recruit additional Asian American LEOs, the HCPO must increase engagement directly in the communities in which they live.

GOAL

Increase the percentage of Asian American Law Enforcement Officers employed by the HCPO to a range between 8 and 10% by December 31, 2025.

ACTIONS

1. Identify and begin outreach programs and projects with Asian American nonprofits, religious groups, and educational organizations serving Hudson County and surrounding areas.
2. Strengthen relationships with professional, business, and law enforcement associations including but not limited to the New Jersey Asian American Law Enforcement Officers Association and the Korean American Law Enforcement Association of New Jersey.
3. Kick off a Pilot Mentorship Program at Mahatma M.K. Gandhi Community School (P.S. #23) in September 2022 with two female volunteer staff participants (one detective, one agent) to establish relationships with seventh grade students in Jersey City. This action is part of a long-term effort to improve diversity recruitment in the Asian American community and encourage additional female applicants.

HISPANIC AMERICANS/LATINO AMERICANS

The overall census population of the Hispanic and Latino communities in Hudson County is approximately 40%. The current make-up of Hispanic and Latino detectives at the HCPO is 24%. The HCPO has a strong relationship with the Hispanic and Latino communities resulting in an increasing number of Hispanic/Latino American detectives in the HCPO’s ranks. These efforts will be continued.

GOAL

Increase the percentage of Hispanic/Latino American Law Enforcement Officers employed by the HCPO to a range between 30 and 40% by December 31, 2025.

ACTIONS

1. Continue outreach efforts with colleges and Hispanic/Latino community organizations to grow interest in law enforcement careers.
2. Increase engagement with Hispanic/Latino American youth in grade school and high school to continue creating a hiring pipeline as part of a long-term solution for our Diversity Program’s goals.
3. Strengthen relationships with professional, business, and law enforcement associations including but not limited to the Hispanic American Law Enforcement Association (HALEA).

BLACK/AFRICAN AMERICANS

The overall census population of the Black/African American community in Hudson County is approximately 10%. The current make-up of Black/African American detectives at the HCPO is also approximately 10%. The number of Black/African American detectives has increased to the point of parity. Promotions within the ranks of the Investigative Division have helped future generations identify with role models in law enforcement.

GOAL

Continue engaging with the African American community to strengthen and improve the number of Black/African American applicants at the HCPO.

ACTIONS

1. Continue outreach efforts in schools, high schools, colleges and universities to engage and interact with students/parents to extol the benefits of a career in law enforcement including topical presentations and participatory junior academies during summer months.
2. Continue engagement with various secular and religious organizations in the Black/African American community in Hudson County and the surrounding area to maintain and build new relationships through familiarity and trust.
3. Increase recruitment efforts by expanding the HCPO’s participation to job/career fairs to additional communities. Researchers have found that Black/African American and female candidates have a larger attendance at these events than other demographic groups.
4. Strengthen relationships with professional, business, and law enforcement associations including but not limited to the National Organization of Black Law Enforcement Executives (NOBLE).

GENDER

The overall census population of females living in Hudson County is approximately 50%. The current make-up of female detectives at the HCPO is 32%. Our proactive approach in recruiting females for LEO positions will continue as more and more women become interested in law enforcement offering an increasing number of role models working in the field.

GOAL

Increase the percentage of female Law Enforcement Officers employed by the HCPO from 32% to a range between 40 and 50% by December 31, 2025.

ACTIONS

1. Maximize the number of law enforcement internships available throughout the divisions and departments since a number of the HCPO interns become agents and eventually detectives following their college graduation.
2. Maximize the number of agent positions available throughout the HCPO as a number of these agents go on to become detectives after developing the knowledge base and skill set needed for a career in law enforcement.
3. Increase recruitment efforts by expanding the HCPO’s participation to job/career fairs to additional communities. Researchers have found that female and African American candidates have a larger attendance at these events than other demographic groups.
4. Strengthen relationships with professional, business, and law enforcement associations including but not limited to the New Jersey Women in Law Enforcement (NJWLE) organization.