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PurposeThe purpose of the paper is to summarize the author's negative experiences with police. The author seeks to enlighten readers to the differential experiences of blacks and whites in police interactions.Design/methodology/approachThe paper is an essay that details the author's negative experiences with police, while living in a mid-sized Midwestern city.Research limitations/implicationsThe key research implication of the paper is that whites and blacks often have qualitatively different experiences with the police in local communities. While black professionals may be experiencing professional success at work, they may also grapple with racial slights and harassment that undermine their overall physical and psychological wellbeing.Practical implicationsPractically, this paper highlights the needs for police departments to train police on unconscious biases that lead to potential violence against black people. Prospective police officers should be screened on their racial attitudes and ideology to ensure they are equipped to police a broad array of citizens.Social implicationsSocially, the paper underscores the unique experiences of black people with police compared to their white counterparts. To reduce cultural mistrust among blacks against whites, the latter must show empathy and understanding when blacks report instances of racial harassment and mistreatment. Also, whites who witness racial harassment perpetrated by their families, friends, and people in general, should speak out against such practices.Originality/valueThe author thinks the paper is original in that it chronicles his unique, negative experiences with police as a black man in America. The author provides a theoretical background to understand the recent uptick in police violence against blacks and provide helpful tips for moving forward to improve intergroup relations.

This review examined recent research literature which has reported that African-Americans' attitudes toward cognitive ability tests affect their subsequent test performance. In particular, the negative attitudes of African-Americans toward cognitive predictor measures have been shown in some cases to reduce their performance on such tests, even though these tests remain valid predictors of job performance. The implications of the above findings for personnel selection practice are discussed.

Extending insights from Cox's interactional model of cultural diversity [Cox, T. H., Jr. 1994. Cultural Diversity in Organizations: Theory, Research and Practice. Berett-Koehler, San Francisco], we examine the influence of diversity climate on customer satisfaction, a key business-unit outcome. In addition, we explore service climate and minority and female representations as boundary conditions of the diversity climate–customer satisfaction relationship. Utilizing longitudinal data from 59,592 employees and 1.2 million customers of 769 store units of a large U.S. national retail organization, the results reveal that, as hypothesized, diversity climate is positively and significantly related to customer satisfaction measured a year later. Moreover, the diversity climate–customer satisfaction relationship is most strongly positive in predominately minority, highly pro-service store units, whereas female representation exhibits null moderating effects. These findings have important research and practical implications.

As a result of a shortage of qualified applicants and the changing nature of the demographic composition of the workforce, there has been a recent increase in interest among human resource professionals in the targeting of recruitment efforts toward specific subgroups of the population. Based on the professional literature, this article discusses principles for the recruitment of Older Baby Boomers, Generation Xers, and members of racial and ethnic minority groups.