Posted: June 26th, 2022

How can security and loss prevention managers in private sector organizations

Your assignment is as follows:

Answer the following questions based on conducting your own independent research:

1. How can security and loss prevention managers in private sector organizations ensure that their staff are investigating and apprehending individuals on the basis of their actions, as opposed to inherent bias and assumptions they may possess, either knowingly or unknowingly?

2.Name and describe some effective training programs and onboarding solutions for security and loss prevention staff to address this issue of implicit bias.

3.Name and describe some methods that security directors and managers can use to address these issues of bias when they arise with their staff.

4.How can security departments collaborate with HR departments during the on-boarding process in order to prevent the hiring of individuals with these preconceived or unreasoned biases?

You should be using at least ONE APA citation in your response to these questions. Be sure to cite any sources you may use with APA citations
Law Assignment
1.
Security and loss prevention managers in the private sector organization should make the rules of investigation and apprehension of individuals on the basis of their actions instead of following inherent bias and assumptions. The manager should ensure that the security providers in the private organization are specialists and commercial security-related employees that understand the terms of investigation and apprehension of individuals. Training and education of security personnel should be administered to all security personnel on the basing investigation and apprehension of individuals to the actions of individuals.
The security manager should increase the partnership and collaboration of the private organization security personnel to understand how to avoid getting affected by biasness and assumptions in the investigation and apprehension of individuals. The security managers should focus on providing the security personnel with the appropriate procedures and the acceptable actions that should be adopted in investigation and apprehension. More surveillance should be provided by the management within the private organization that reduces the biasness and assumptions in the investigation and apprehension of individuals. Security management should develop analytical and argumentation techniques in the security personnel that makes investigation and apprehension of individual from a basis of actions of individuals.
2.
Implicit bias training is an effective training program which help security directors and managers in addressing the issues of bias when they arise with the staff. Implicit bias training requires the right facilitator to lead training. The multiple training sessions should facilitate time and repetition required in enacting meaningful change. Good implicit bias training equips the security personnel with actionable tips to help their biases. Security managers should prioritize on awareness for the personnel to understand implicit biasness and the factors that affect biasness coming from individuals’ experiences and culture. Creating awareness involves how factors contributes to unconscious biases.
3.
There are individual methods and institutional methods in addressing issues of bias when they arise in the organization. Individual methods in addressing unconscious bias involves the promoting self-awareness, understanding the nature of bias and participating in facilitated discussions and training sessions that promote bias literacy. These strategies are effective in reducing bias and its impact on investigation and apprehension. The security managers should adopt institutional strategies to reduce bias in the processes of security investigation. Methods involves development of concrete and objective indicators that reduce standard stereotypes. The security management should develop standardized criteria that assesses the impact of individual contribution in security performance Assessments.
4.
The security departments should collaborate with the HR departments during the onboarding process to prevent the hiring of individual who have preconceived and unreasoned biases. The collaboration would involve the development and utilization of structured interviews as well as objective Assessment criteria for hiring. The collaboration also involves the conducting an implicit associations test on biasness for all recruits. The on-boarding process should involve a concrete criterion for hiring. The security management should develop security based structured jo interview that would measures the preconceived biases among security personnel. The HR department would utilize standardized interview templates that would help in overcoming unconscious biases through recognizing the biases of each individual. The department should significantly test the ability of the security employment candidates to take time with decisions and minimizing the biasness in the course of investigation and apprehension as well as other security actions.

References
Smith, L. E. (2020). Navigating Implicit Bias within Corporate Volunteer Programs: Empowering Nonprofits to Raise Awareness and Set Expectations.
Tyler, T. (2018). Making the Unconscious Conscious: A Meta-Analysis of Implicit Bias Training (Doctoral dissertation, California State Polytechnic University, Pomona).
Christensen, T. (2019). Blind spots: Organizational and institutional biases in intra-and inter-organizational contexts. In The Blind Spots of Public Bureaucracy and the Politics of Non‐Coordination (pp. 49-67).

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