Sophie Sonnenfeld, Contributing Photographer

The New Haven Police Department, following the appointment of new Police Chief Karl Jacobson, has started new efforts to recruit a more diverse department where it previously failed. 

The department finished its formal recruitment period last week after months of social media campaigning, door-to-door recruiting and local university, high school and church visits. Jacobson was sworn into the chief role after former Acting Police Chief Renee Dominguez was asked to step down from the post. One of the major criticisms of Dominguez was her recruitment’s lack of focus on diversity. Since Jacobson was appointed as the new NHPD chief in May 2022, the department claims to have been moving successfully in that direction.

“We want our police force to reflect New Haven’s diversity. If you have officers that share some of the same life experiences as the community, they’re better able to serve that community,” Mayor Justin Elicker, who was in charge of Jacobson’s appointment, said in an interview. “It is challenging for us in today’s environment to recruit people for the police department in general, but it’s even more challenging for us to increase diversity for the simple fact that many fewer people are applying to become police officers.” 

Traditionally, the NHPD recruitment team would seek out potential officers through schools, colleges and universities in the area, as well as through other community groups. Nowadays, the team is using alternative means of contact to connect with the community. 

The recruitment team has tried to build up its Instagram presence. Through transition videos, creative flyers and easy-to-access links, the department has tried to reach a younger audience. 

“We’re trying to use any kind of recruitment tool at our disposal,” Assistant Chief David Zannelli said in an interview. “Before this [Karl Jacobson] administration took place, we didn’t really make use of our social media access, but we recognize that the new generation is very social media oriented, so we want to make sure that even if you don’t go to the church or the schools that we visit, if you’re just a member of the community who has what it takes to become a police officer, that you have the opportunity to become one.”

When asked about new aspects of their application system, Sergeant Paul Finch, supervisor of NHPD recruitment, said that after applying for the officer role, applicants are able to train for their physical agility test, giving them all an equal playing field regardless of previous experience. 

Finch noted that he participates and trains with the applicants himself as they prepare for the physical agility test, running alongside them and getting to know them on a more personal level. He has also been hosting weekly training sessions every Wednesday and Sunday to help applicants prepare. 

“They see us in a different light when we’re outside and not in our uniforms,” Finch added. “Sometimes our uniforms can be a barrier, but when they see the same person not in a uniform and running alongside them, they put their guard down a bit and they’re more open to having a conversation. We end up having great conversations.” 

When asked if he thought these efforts have helped increase the diversity of applicants, Finch noted that though there is room for more efforts, there has been an increase in people of color and people from other minority groups, including women and nonbinary people, both at training sessions and as candidates. Although recruitment statistics for 2022 are not currently available, the statistics for the applicant pool that Finch provided to the News show a 22.8 percent increase in minority applicants from 2020 to 2021. He did not say when the statistics for 2022 would be available. 

Leonard Jahad, executive director of the Connecticut Gun Violence Intervention Program, said that honest and individualized conversations can “make a difference within the youth engaged in risky activities on the streets,” maybe leading them to join the police force instead. 

Jahad’s program in New Haven, which was started in 2018, focuses on working with youth in New Haven that are engaged in gun-related criminal activity. Through this program, he has gained experience working with Jacobson and with the department’s diversity efforts. When interviewed, he praised Jacobson’s prioritization of humanity when policing, stating that it’s one of the things that sets the NHPD apart.

“I think these efforts will help solve problems with policing.” added Jahad. “He [Chief Jacobson] is a great guy and New Haven really benefits from having him. He’s empathetic, he really gets it, he’s out in the community talking to kids and helping them out.” 

Despite these changes, the NHPD recognizes that there is still much more to do in order to diversify their staff.

“For some, experiences with police officers may not have always been positive, but having police officers that are from your own community, that you may even know personally, makes you feel more comfortable. Additionally, seeing a police officer that looks like you makes you feel more comfortable,” said Finch. 

Jacobson was sworn in on July 6.