Part III: A systematic change perspective Discriminatory racial profiling – Pathway of Change Justice system adresses ethnic profiling People feel that police protect their rights, they trust in the police Ministry of interior starts to address general bias Staff and managers in police address general bias People percevie that police controls are not based on discriminatory grounds Police establish better community relations Empowerment of rigth holders (Social) Media and their readers understand problem Adequate transparency on data and approach by the Ministry Police commit to and invest in systemic monitoring and data collection Justice system (criminal courts, administrative courts) shows a greater awareness on ethnic profiling by training judges holding panel discussions/ conferences, articles Follow-up on recommentations in analytical report Support Police reform project (interventions to be defined) Risk-managed and credible messaging (including stories of people who are affected by discriminatory racial profiling) Police consider recommendations of the stop and search project Communication strategy with Media Contact HR Association of judges Police invest in systematic communication and relationship with stakeholders (incl. right-holders) NGOs offer legal counseling and represent their clients in public discussions Constructive and critical role of NGOs within strategic approach of different NGOs. Capacity building for journalists Survey on social media and postings Better police work through reflection and intuition Research on blogger scene/social media Contact/network with opinion leaders Activate internal blogger/ posting groupp Establish NGO network on the issue Strategic interventions to shift discussions in (social) media Changes that we want to see Briefing papers with international practive, good practices, utilitarian arguements to get a better understanding of discriminatory ethnic profiling Establish relations and work together with right holders Targeted capacity building within the police What needs to be done to What we do to influence change make Change Happen In order to devise concrete actions within an action plan (usually in the form of a table), responsibilities have to be defined and resources calculated: • • • • - 106 - Who would have to do what? Which resources are needed? Which resources are at the disposal of the NPM? Which capacity (knowledge, skills and attitudes) do the persons need who carry out the planned action?