A State Patrol that reflects Washington’s diverse communities

Dear Friends and Neighbors

Over the last few years, I’ve advocated for a more diverse Washington State Patrol.

WSP’s workforce failed to reflect the changing diversity of Washington communities. To keep our communities safer and to make any progress in reducing the deadly over-policing of people of color, WSP’s hiring processes need significant change.

Below is an update on how I’m addressing this issue and how we can move forward together in the coming months.

Ongoing reports of bias within WSP

A report from earlier this year showed WSP has failed to diversify its ranks over nearly two decades. In 2005, 88% of state troopers were white.

As of 2020, that number was holding at 87%. Even as our state becomes increasingly diverse, WSP’s workforce has not kept up to reflect the people of Washington.

The Seattle Times identified WSP’s psychological exam as a key issue in the hiring process. Applicants of color fail the evaluation at disproportionately high rates, even as WSP has received recommendations to hire other outside psychologists that would free the process from unnecessary bias.

This alarming finding has dangerous consequences for people of color. A 2008 WSU study found that WSP was more likely to search the cars of Native American, Black, Latino, and Pacific Islander drivers, even though white drivers were more likely to be found with contraband.

Credit: LSS Photography

Legislative action to diversify WSP’s staffing

In 2019, I introduced state funding to study the lack of diversity in WSP’s staff and find solutions for this problem. Unfortunately, WSP’s internally produced report failed to include a plan to diversify its staff, both among its rank-and-file troopers and among its administrative staff.

In 2020, I introduced further state funding in the WSP budget to create a workforce diversity plan with recommendations for 2020-21 hiring practices.

This budget proviso required WSP to contract with an experienced workforce diversity consultant, ensuring that the strategic plan would include all the necessary research to address hiring disparities blocking women and people of color from working for WSP.

While these legislative proposals are a step forward, there is still much work to be done with WSP, communities, and state leaders to ensure that women and people of color are accurately represented among WSP’s ranks.

Next steps for an inclusive law enforcement workforce

Wednesday, the Joint Transportation Committee will examine WSP’s Strategic Recruitment and Retention Plan.

Diversifying the ranks of WSP is just one part of our efforts to address bias and unnecessary force in policing. Our goal is always the same: to keep people safe and ensure there is trust between communities and the people who are supposed to protect them.

Thanks to your advocacy, Washington has made landmark progress with this year’s police accountability package. Even as we celebrate this important victory, we’ll continue looking for more ways to ensure that every Washingtonian feels safe.

 

Thank you,

Rep. Javier Valdez