The 18-month independent evaluation report conducted by the CNA Corp. was released in December. It came after MSP announced in January 2022 a five-point plan to address racial disparities in its traffic stops.
“As a law enforcement agency, we are committed to fair and equitable policing,” stated Col. James Grady, MSP director, who is African American. “Although previous research conducted by the School of Criminal Justice at Michigan State University has identified the presence of racial and ethnic disparities in MSP traffic stops, the reasons for such disparities remain unknown.
“Discriminatory behavior is not an acceptable practice within this agency and anyone engaging in it will be addressed through training, discipline or termination, dependent on the circumstances of the incident. Today, as always, we reaffirm our commitment to the highest standards of anti-discrimination education and training and always look to serve Michigan to the best of our ability.”
To assess the department’s traffic enforcement policies and programs, CNA studied document reviews, targeted interviews, focus groups, ride-alongs and quantitative data analysis. MSP commissioned as part of its five-point plan announced in January 2022 to address racial disparities in its traffic stops.
Mark Fancher, staff attorney for the Racial Justice Project of the ACLU of Michigan, told the Advance that MSP has some “cultural, systemic features of the agency that lead to discriminatory outcomes.”
“We find the conclusions very concerning, if not alarming,” he said.
However, Fancher did point out the ACLU was “pleased” that MSP agreed to have the independent review carried out.
“The report validates many of the conclusions that we reached on our own, and identifies some specific problems that make it possible for MSP to try and address them in an effective way,” Fancher added.
The report includes 54 findings and associated recommendations. Among them emphasize policies and programs that require greater attention and improvement.
Key findings of the independent evaluation:
- MSP has a defined, comprehensive hiring process for applicants.
- MSP has consistently emphasized a written commitment to recruiting a diverse workforce in its strategic plans and recruiting strategy, but the department can improve on its followthrough and accountability for such commitments.
- As part of recruit training, MSP provides eight hours of implicit bias training, six hours of ethics training, and 15 hours of a cultural diversity speaker series.
- Disparities exist in graduation and attrition rates by demographics.
- MSP has made tangible efforts to institute recruiting and hiring practices that reduce barriers to applying for the trooper position.
- MSP has several policies that provide guidance to troopers to ensure constitutional and bias-free policing.
- MSP’s policies on traffic enforcement do not sufficiently recognize the community being served nor provide sufficient guidance on the use of discretion.
- MSP has recently delivered two trainings on bias and policing, one that was not well received and a more recent one that was well received.
- MSP does not provide sufficient training on the use of discretion, particularly with the concept of “going beyond the stop.”
- Supervisors do not sufficiently manage where and how troopers patrol, leading to disproportionate “congregation in high-population areas with greater minority populations.”
- MSP now takes a more systematic approach to provide training and address identified gaps.
On Friday, MSP issued a statement that the “employee-led African American Employee Resource Group (AAERG), one of the department’s commitments to diversity” that has been highlighted in a new video series celebrating Black History Month.
“Being part of and leading the AAERG is a source of gratitude for me,” said Sgt. DiJon Ware, AAERG co-chair. “It not only instills a sense of belonging but also nurtures inclusivity, fosters a supportive community and encourages diverse perspectives, thereby enriching the workplace culture. Over the past year, we’ve educated both our members and allies about African American culture and we’ve proactively forged connections within our communities through various outreach events across the state.”
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