Definitions

Biased Policing

Enforcement action — stop, detention, citation, search, arrest, use of force — initiated or influenced by an individual's race, ethnicity, national origin, sex, gender identity, sexual orientation, religion, age, disability, immigration status, housing status, or other protected characteristic, when that characteristic is not a specific element of a suspect description or otherwise legally relevant.

Reasonable Suspicion

A particularized, objective basis for suspecting the particular person of criminal activity — articulable facts, not a hunch (Terry v. Ohio, 392 U.S. 1 (1968)).

Probable Cause

Facts and circumstances within the officer's knowledge sufficient to warrant a reasonable person to believe an offense has been or is being committed by a particular person.

Purpose

To prohibit policing decisions based on bias against protected characteristics, to require articulable legal bases for enforcement contact, and to provide accountability through training, supervision, data collection, and complaint processes.

Scope

Applies to all members of [AGENCY NAME] in any sworn or non-sworn capacity, on duty and on official business off duty.

Prohibited Conduct

• Initiating a stop, detention, contact, search, citation, arrest, or use of force based in whole or in part on a person's actual or perceived race, ethnicity, national origin, sex, gender identity, sexual orientation, religion, age, disability, immigration status, housing status, language, socioeconomic status, or political beliefs — except where these characteristics are specific to a particular suspect description supplied by a reliable source.
• Using racial, ethnic, gender, or other discriminatory slurs.
• Disparate enforcement of laws based on protected characteristics.
• Selecting locations, schools, businesses, or neighborhoods for differential enforcement based on protected characteristics.
• Asking about immigration status absent a specific articulated investigative or safety basis required by law.
• Engaging in retaliation against persons who file complaints or engage in protected First Amendment activity.

Required Conduct

• Every enforcement contact rests on articulable legal grounds — at minimum reasonable suspicion for a detention; probable cause for an arrest.
• Officers articulate, in the report and on body-worn camera, the specific basis for the contact.
• Officers treat every person with professionalism and dignity, regardless of protected characteristics.
• Officers use the name or pronouns a person provides.
• Officers provide language assistance per the Language Access policy.

Investigative Tools

• Use of demographic data in pattern analysis (e.g., suspect description from a witness) is not biased policing.
• Aggregate intelligence products shall not be created or used in a manner that targets protected groups.
• Predictive policing tools used by the agency shall be audited for disparate impact and shall not be used as the sole basis for an enforcement contact.

Supervisor Responsibilities

• Review reports, BWC, and field observations for indicators of bias.
• Address bias indicators through coaching, training referral, or investigation as appropriate.
• Counsel officers on language and conduct that may suggest bias.
• Refer credible bias complaints to Professional Standards.

Complaints

• Allegations of biased policing are received and processed under the agency Complaint Intake policy.
• The agency does not retaliate against complainants.
• Complaints are tracked and reported in aggregate.
• Sustained bias complaints result in discipline up to and including termination.

Data Collection

The agency collects and analyzes data on enforcement contacts (stops, searches, arrests, use of force) to identify potential disparate impacts. Data is reviewed quarterly by command staff and reported annually to the public consistent with state law.

Training

• Initial training in impartial policing, implicit bias, and procedural justice at academy and onboarding.
• Annual refresher with case-based scenarios.
• Cultural competency training tailored to communities served.
• Supervisor training in identifying and addressing bias.
• External instructors included where appropriate.

Discipline

Violations of this policy are addressed under the agency discipline policy and may include termination. Patterns of bias in enforcement contact, sustained allegations of bias, or use of discriminatory language are not eligible for verbal counseling alone.

Community Engagement

• The agency engages with community members from all backgrounds in policy development.
• Bias-related concerns raised in community meetings are documented and tracked.
• The agency publishes its biased-policing policy, complaint process, and annual data report on its public website.

References

• IACP Model Policy on Bias-Free Policingiacp.org
• CALEA Standards 1.2calea.org
• DOJ COPS Procedural Justice Resourcescops.usdoj.gov
• Terry v. Ohio392 U.S. 1 (1968)
• Whren v. United States517 U.S. 806 (1996)
• State Civil Rights Statute[INSERT STATE]

Adapt this template

Before this template becomes your department's policy, review the following items and adjust accordingly. Anything else that does not match your operation should be updated as well.

• DRAFT — Requires legal review and SME sign-off before publication or adoption.
• Reconcile immigration-status language with state law (sanctuary, cooperation, or mandatory).
• Define agency data-collection methods consistent with state reporting requirements.
• Cross-reference Use of Force, Body-Worn Camera, Complaint Intake, and Language Access policies.