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Abstract
Law enforcement agencies are struggling to meet recruitment goals and are rarely representative of the communities they serve. In particular, women make up just 12% of sworn officers despite the fact that women officers act in ways that are more consistent with community-oriented policing and use less force. Despite this, there are few evidence-based strategies that agencies can use to improve outreach and messaging efforts focussed on improving candidate diversity. The current study experimentally explored the effectiveness of job advertisements formatted similarly to popular social media platforms (Facebook Ads and short-form videos) and variations on law enforcement officer job descriptions. Results indicated that women-focussed recruitment material significantly improve perceptions of motivation to apply, relevance, and positive perceptions of the material for women participants and that diversity-focussed job descriptions improved perceptions of task and skill variety and diversity climate. These results, however, were only found for video advertising. Agencies should consider tailoring marketing material to meet the needs of different potential applicants and be sensitive to differences in marketing channels.

Purpose: Centers for Disease Control and Prevention (CDC) initiated the Work@Health Program to teach employers how to improve worker health using evidence-based strategies. Program goals included (1) determining the best way(s) to deliver employer training, (2) increasing employers' knowledge of workplace health promotion (WHP), and (3) increasing the number of evidence-based WHP interventions at employers' worksites. This study is one of the few to examine the effectiveness of a program designed to train employers how to implement WHP programs. Design: Pre- and posttest design. Setting: Training via 1 of 3 formats hands-on, online, or blended. Participants: Two hundred six individual participants from 173 employers of all sizes. Intervention: Eight-module training curriculum to guide participants through building an evidence-based WHP program, followed by 6 to 10 months of technical assistance. Measures: The CDC Worksite Health ScoreCard and knowledge, attitudes, and behavior survey. Analysis: Descriptive statistics, paired t tests, and mixed linear models. Results: Participants' posttraining mean knowledge scores were significantly greater than the pretraining scores (61.1 vs 53.2, P < .001). A year after training, employers had significantly increased the number of evidence-based interventions in place (47.7 vs 35.5, P < .001). Employers' improvements did not significantly differ among the 3 training delivery formats. Conclusion: The Work@Health Program provided employers with knowledge to implement WHP interventions. The training and technical assistance provided structure, practical guidance, and tools to assess needs and select, implement, and evaluate interventions.