Making the transition from soldier to cop

This article highlights challenges faced by officers and their departments when transitioning from combat to civilian policing. National data are elusive but the rate of psychological issues, including PTSD and suicide, seems higher among returning soldiers. In addition, veterans’ preference in police hiring often interferes with efforts to increase the number of women and minority officers.


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3 Responses to “Making the transition from soldier to cop”

  1. Ashley Says:

    I was surprised to learn how many of the veterans are white. When I served in the late 1980s, the Army seemed to have much more racial and ethnic diversity than Eastern Pennsylvania. In fact, I don’t believe I’ve ever been around a more diverse institution than the military…

    • the42cop - Jaden Michael Says:

      I have to agree Ashley. I would be interested in seeing how the data was correlated. I feel like the article is focusing on the wrong problems. The question should be, why aren’t all of the veterans of other races applying. Because you are right. The military is one of the most diverse institutions in the country. It is the one place in America where nobody cares what race, religion or socioeconomic status you come from. Those who perform excel regardless of where you come from. If those veterans aren’t applying for law enforcement jobs upon getting out, then that is a completely different discussion from the one the article makes, which tries to make it sound like the all white military veterans are somehow keeping anyone else of any color or creed from being hired in law enforcement simply because of their white veteran status. It’s preposterous.

  2. Gary Cordner Says:

    I suspect there’s a regional effect in this. Some of the NE states do have the strictest civil service systems, with veterans’ preference, and they’re also rust-belt with slow-growing or even declining populations. That means less police hiring, making the extra vet’s points that much more important in determining who gets hired into relatively few open positions. Their hiring processes also tend to be slow and cumbersome. All of which probably works to the advantage of places like Atlanta, Dallas, Houston, San Diego in hiring women and minority veterans.

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