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There is a history of tension between the police and the Black community, and this relationship has become increasingly strained in recent years due to the militarization of policing. Scholars have argued that the militarization of policing has blurred the distinction between police officers and soldiers. When police officers are equipped with military gear and told that they are fighting a war, a war on drugs or a war on crime, it transforms their perception of who they are in relation to the community and makes them believe that they are soldiers fighting a war, rather than officers preventing crime and protecting citizens. In this paper, I will use a post-structural feminist lens to assess how militarization has socialized police officers to behave more aggressively with citizens, and how a different model of policing may be able to reconstruct the identity of police officers in a way that improves relationships with the community. In addition, with the idea that the role of police officers has evolved and that they are increasingly acting like soldiers, a construction of the prototypical enemy has also emerged, and this is a highly racialized construct. In my analysis, I use Philadelphia as a case study to evaluate the effects of a community policing model on relationships between the police and the community. Ultimately, I evaluate whether community policing can counteract the militarized constructions that are rooted in violent masculinities, and restructure the socialization of police officers in a way that improves relations with the community, while also effectively preventing crime.

An interview with Howard L. Feinstein, a former Department of Justice civil rights prosecutor. He describes his years of bringing justice via the legal system.

A children's book about cross-race friendship created as a public product from psychology seminar research.

In her January 13, 2015 interview with Michelle Dubert-Bellrichard, Virginia Koch shared the memories of her Winthrop experience from 1970-1974. Koch explains why she attended Winthrop, her experiences with Rat Week, and why she struggled to find a job in her major. Included are the details of why she left South Carolina, and the numerous positions she held thereafter. Koch also shares her perspectives on major transitions at Winthrop and in the South. This interview was conducted for inclusion into the Louise Pettus Archives and Special Collections Oral History Program.

Doctor of Philosophy in Theology, For white, southern Christians, the civil rights movement was a dramatic public confrontation of their complicity with systemic injustice underwritten by spiritual complacency. Some had the ethical vision to see the societal problem racism posed; some did not. White Christians were reticent to act for social change, a reticence that amounted to preserving the status quo. As the historical distance from the civil rights movement increases, the multiple levels and nuance of white response to Jim Crow segregation is potentially lost in favor of simplistic narratives, leading to a binary and incomplete categorization of white involvement as that of either segregationist or activist. White, progressive Baptists, a rather small group, did not fall neatly within these categories and challenged the racial status quo of southern Christianity. I examine the ethical vision of three moral exemplars, so as to glean the particular variables that shaped their character. My focus centers on itinerant activist, preacher and writer Will D. Campbell, one who eschewed institutional solutions to racism in favor of an individualistic approach. In contrast to Campbell, Southern Baptist ethicists, T.B. Maston and Henlee H. Barnette, sought to reform their respective seminaries and denomination through personal and systemic means. Studying only individual responses, however, is inadequate given the complexity of societal problems like racism. Therefore, particular communities must also be examined due to the highly contextual nature of character formation. Of specific importance is how communities shape individuals who might even witness prophetically against dominant societal norms. Therefore, I examine theologically the ethos of the Southern Baptist-dominated South, during the civil rights movement era, so as to show how the courageous stances of those progressive Baptists were more noticeable given the deep racism endemic to their cultural and religious traditions. To explore these aims

Incidence rates of prostate cancer are higher in blacks than in any other racial group. Our laboratory is attempting to decipher the environmental and molecular mechanisms involved in the development of prostate cancer in blacks. It is hypothesized that Africans may have genetically down-regulated their zinc absorption capacity; otherwise, they would absorb abnormally high levels of zinc, resulting in various serious neurodegenerative disorders. We hypothesized that people of African origin may have a lower capacity to absorb zinc when compared with other racial groups because of their inherent down-regulation of zinc transporters. This notion was tested by evaluating 58 prostate cancer tissues in 2 major racial groups (30 from whites and from blacks) for their ability to express 2 major human zinc transporters, hzIPl and hzIP2. In all 30 prostate cancer specimens obtained from white people, the degree of expression of these 2 zinc receptors was high when compared with age-matched specimens obtained from blacks. These data are being confirmed in larger groups by utilizing zinc indicators that measure the actual intracellular zinc levels in the prostate tissues. This finding could have significant application as a preventive maneuver for at least some people. Because dietary zinc supplements are relatively nontoxic, any efficacy trial would be low-risk.

Study 1. A case-crossover study was conducted in male and female Marine Corps recruits in basic training at Marine Corps Recruit Depot (MCRD), Parris Island, SC to investigate the effects of alternative indices of heat exposure on exertional heat illness (EHI) risk. Weather measurements were obtained for 2,069 cases of EHI identified in this population during 1979-1997. As expected, the risk for developing EHI increased with increasing wet bulb globe temperature (WBGT), which is the standard heat index used by the Marine Corps. EHI risk was found to be associated not only with the WBGT at the time of the event, but by the previous day's average WBGT as well. This result suggests evidence of a cumulative effect of previous day's heat exposure in these Marine recruits at MCRD. Study 2. A matched case control study was conducted to investigate the effects of fitness and conditioning on EHI risk, a well as to compare the risk factors for mild and severe cases of EHI, as distinguished by core body temperature shortly after the event. Physical fitness, anthropometric and physiological measurements were acquired for 660 EHI cases identified in this population for the period 1988-1996 and matched to 1,723 controls by initial training platoon. For severe cases, BMI and initial run-time did not have independent effects, but instead showed a less-than-additive effect at high levels of each. In contrast, BMI and run-time appeared to have independent effects on risk of mild EHI. Study 3. A cohort mortality study was carried out among male and female U.S. Army personnel hospitalized for heat illness (HI) at U.S. Army hospitals during 1971-2000. Hospitalization records were obtained for 3,971 cases of HI and 17,233 referent cases of appendicitis (APX). Male and female HI cases had a 40% increased rate of all-cause mortality compared to APX cases.

The Union Navy played a decisive role in allowing the United States to achieve its strategic objective of preserving the Union; this goal would not have been realized without the manpower and contributions of African American sailors who served during the Civil War.

The American Military is widely viewed as a pioneer in providing equal opportunity for its uniformed members. From the 1948 Executive Order signed by President Harry S. Truman that formally began the long process of racial integration to more recent admission of women into most military occupational specialties, the Military Services have compiled a record of providing equal opportunity that often exceeds the progress of civilian society. That record has been achieved only through constant effort and self-examination, and it will be maintained and improved only through continuing effort. It is in this spirit of self-examination and improvement that this study was undertaken. The study reviews the key stages of officer career progression: recruiting, commissioning, training, assignment, evaluation, promotion, and retention. It is limited to active duty commissioned officers in the four military branches of the Department of Defense, and examined data collected through 1997. The study employed several approaches to analyzing the career progression of minority and female officers, including trend analysis, statistical modeling, and focus groups and interviews. This report sets out the findings of the study and suggests a number of actions that could be taken to improve the process of providing equal opportunity to minority members and women in the officer corps. There were about 212,000 active-duty commissioned officers in 1997, with two-thirds of them in the Army and Air Force. The distribution of officers by grade shows that four out of five were at the level of 0-1 through 0-4 (2nd lieutenant/Navy ensign to major/Navy lieutenant commander), with the majority of these at 0-3 (captain/Navy lieutenant). Less than one-half of one percent were in the very highest grades of 0-7 through 0-10 -general and flag officers reflecting the pyramidal structure of the military organization.

This study compares the effects of racial incidents on reported levels of satisfaction with military service across racial/ethnic groups by analyzing responses to the Armed Forces Equal Opportunity Survey (AFEOS). Racial incidents generally have less of an impact on satisfaction of Whites than for any of the other racial/ethnic groups. Incidents perceived to affect promotion opportunities and/or obtaining career enhancing assignments have the largest effects for all groups. The potentially negative influences of incidents are moderated significantly if individuals are satisfied with the investigative procedures. Unease in dealing with members of other groups and pressure to socialize with members of one's racial/ethnic group also impacts the equal opportunity climate negatively for most groups. The effects of cultural awareness and related types of training vary across groups, suggesting possible value in exploring the feasibility of developing a set of culture-specific training modules that complement existing approaches. Working in an environment with a high proportion of minority workers is generally associated with lower levels of satisfaction or has no significant association, except for Asian Americans. Confidence in a supervisor's fairness and commitment to creating a positive EO climate has a major positive influence on satisfaction.

This study examines the extent to which experiences perceived as racial discrimination by victims affect reported levels of job-related satisfaction among military personnel. Data from the Armed Forces Equal Opportunity Survey (AFEOS) and the Military Equal Opportunity Climate Survey (MEOCS) are analyzed separately. Comparison of the two analyses confirms positive relations among racial/ethnic groups or, more generally, a healthy climate for equal opportunity is associated with higher levels of satisfaction related to job security, opportunity to acquire skills, and overall job satisfaction. Conversely, experiencing discrimination attributable to military sources is associated with lower satisfaction levels. Recommendations are offered to include additional items in the MEOCS, based on items included in the AFEOS, to enable more detailed longitudinal assessments of discrimination experienced by survey respondents.

Violence from right wing extremists has been part of daily life in Scandinavia since the 1940s. From the 1950s and 1960s onwards, new ethnic minorities in the form of labor migrants arrived in the Scandinavian countries. Sweden received hundreds of thousands; in Norway and Denmark, on the other hand, labor migrants did not arrive in significant numbers until the 1970s and then on a far smaller scale than in Sweden. As a result of this immigration, tension and violence erupted in the countries. Traditional violence like firebombing of refugee centers, beating up of immigrants, and more grave violence was common in all three countries., The original document contains color images.

Data from the 2000 census confirm that America is becoming more racially and ethnically heterogeneous. High rates of immigration, declining birth rates among White Americans, and relatively higher birth rates among Hispanic Americans have poised America on the threshold of becoming a nation with no ethnic majority: By 2050, if not sooner, no group will constitute more than 50 percent of the population. Given its often-turbulent history of race relations, how will America fare with such a multi-racial, ethnically complex populace?

This study examines the effect of different types of racial incidents on reported levels of satisfaction with military service, using data from the Armed Forces Equal Opportunity Survey, released in November 1999. Incidents perceived to affect promotion opportunities and/or obtaining career enhancing assignments have the greatest effect. Offensive encounters involving Department of Defense personnel and incidents involving family members also have significant adverse effects. The potentially negative effects are moderated significantly if individuals are satisfied with the investigative procedures. Unease with dealing with members of other groups and pressure to socialize with members of one's own racial/ethnic group adversely affect the equal opportunity climate in ways difficult to ameliorate through training activities. Efforts to diversity workplace demographics have modest positive effects. Confidence in a supervisor's fairness and commitment to creating a positive EO climate has a significant positive influence on satisfaction. In contrast to the summary information contained in the survey, racial/ethnic minorities generally express greater levels of satisfaction than Whites.

For its 1995 observance of the 50th anniversary of the end of World War II, the Air Force History and Museums Program sponsored a series of commemorative events. One, a National Day of Recognition for Veterans of the United States Army Air Forces (USAAF), held on August 7th in the Washington, D.C. area, was celebrated at three locations. First, at the Pentagon's center court, Secretary of the Air Force Sheila E. Widnall and Chief of Staff of the Air Force General Ronald R. Fogleman, praised the veterans' numberless contributions to Allied victory in the war. The Air Force Historian, Richard P. Hallion, read a congressional resolution marking the day and then Lieutenant Colonel Donald S. Lopez, USAF, retired, spoke on behalf of all World War II airmen. A flyover by vintage USAAF aircraft capped the festivities. During the afternoon in a symposium at the National Archives and Records Administration, 11 USAAF veterans, in separate sessions covering the conflicts in Europe and Asia, reflected on their own wartime experiences of half a century ago. They spoke with clarity and authority and in remarkable detail on such topics as military preparedness, leadership, training, racial segregation, the treatment of American prisoners of war, and military technology; the Allied invasion of Japan; and the use of atomic weapons. Historians Richard G. Davis and William T. Y'Blood presented overviews at the respective sessions. That evening, the Daughters of the American Revolution gave a reception in honor of the symposium participants and opened Constitution Hall for an outstanding musical tribute, which was performed before a packed house by the United States Air Force Band. Dr. Hallion, joined by General Bryce Poe, II, president of the Air Force Historical Foundation, hosted the symposium. Reminiscences and remarks are faithfully preserved herein.

Developed and tested a structural model to predict enlistment propensity of young African Americans ages 16-19. Purpose

The relationship between the US public and its military has sometimes been characterized as a love-hate relationship. The reasons for this association are as many as they are varied, but it seems safe to assume that this cyclical relationship will continue. An underlying portion of this relationship is the support the public gives to its military in peacetime and wartime. Several contextual issues, such as integrity issues involving military personnel, casualty rates and many others can effect this support. To the end of exploring the effects of contextual issues on public support, this paper seeks to ascertain the effects of a particular contextual issue, demographics. Demographic differences between the US population of 18 to 54 years of age and the active duty United States Air Force are explored to see if there are substantial divisions in the realm of gender and race/ethnic background. Finally, analysis is accomplished on these differences and conclusions drawn to ascertain any consequences on public support of the military., The original document contains color images.

On the eve of the 21st century, the challenges facing organizations are quite different than they were just a few short decades ago; change has become more rapid and more complex. A recent survey revealed American managers feel that coping with this rapid change is itself the most common problem facing them and their organizations today. Experts tell us that organizations are facing the specific challenges of global competition and see a need for organizational renewal, finding strategic advantage, maintaining high standards of ethics and social responsibility, supporting diversity, and managing the new employee relationships that emphasize empowerment and team.