Goals and Objectives

The goal is to attract qualified individuals from diverse backgrounds to pursue a law enforcement career with the Fairfield Police Department. The objective is to achieve an overall gender, racial, and ethnic composition at the department that reasonably parallels the population of Fairfield through the implementation of effective recruiting strategies. The effectiveness of the program shall be gauged through analysis to determine the existence of any under-represented demographic groups within the department as compared to that of Fairfield, coupled with subsequent implementation of remedial strategies to correct any substantial disparities identified. The recruitment process is ever changing and serves as a crucial role in attracting both qualified and diverse candidates who can contribute towards accomplishing the mission of the Fairfield Police Department.

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Equal Employment Opportunity Statement and Policy

The Township of Fairfield is an equal employment opportunity employer. It is policy of the township to provide equal employment opportunity without regard to age; gender; race; color; national origin; ethnicity; creed or religion/religious beliefs; marital status; parental status; sexual orientation; gender identity; gender expression; LGBTQ+ status; liability for service in the armed forces; disability; partisan political, familial or social affiliation; other non-merit based factors; or any protected class listed in the New Jersey Law Against Discrimination, N.J.S.A. 10:5-1 et seq. This policy extends to all employment activities including, but not limited to selection; assignments; training; transfer; promotion; and salary.

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Recruitment Strategies

To recruit and hire diverse staff, the Fairfield Police Department has participated and will continue to participate in job fairs at our local colleges and universities to speak with potential candidates interested in various areas of law enforcement.

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Demographic Analysis

Pursuant to a directive issued by the New Jersey Attorney General, the Fairfield Police Department conducts an annual demographic analysis. This analysis compares the current demographics of law enforcement personnel employed by the Fairfield Police Department who respond to the department’s annual inquiry to that of the population of Fairfield posted by the United States Census Bureau, citing any disparities in percentages between the groups.

Demographic categories shall be classified as follows:

 

Race

• American Indian or Alaska Native

• Asian Alone

• Black or African American Alone

• Native Hawaiian or Pacific Islander

• White Alone-Not Hispanic or Latino

• Two or more races

Ethnicity

• Hispanic or Latino

Gender

• Female

• Male

 

Any substantial disparity identified, which is defined as any group under-represented at the Fairfield Police Department shall be cause for the implementation of revised and/or additional recruiting strategies by the Community Outreach & Recruitment Unit within a six (6) month period, towards remediation of the difference.

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Program Review and Revision

Upon completion of each annual Demographic Analysis, this Recruitment Program shall be examined for effectiveness towards accomplishing the cited goal and primary objective and revised accordingly to incorporate different and/or new strategies, as warranted.

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The following table reflects demographic data for sworn law enforcement personnel employed by the Fairfield Police Department as of January 1, 2024 (that responded to the department’s inquiry), as well as the latest available data for the Township of Fairfield. The end column on the right indicates representation differences in percentages at the agency as compared to the population of the Township of Fairfield. 

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