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In 1998 my uncle and I were driving in a city in Minnesota. A police officer stopped us. I stopped and immediately opened the car door and began walking to the officer. Guns were drone and I almost got shot. The irony is that, I thought I was doing the right thing and the police officer knew he was following procedures.


In Liberia, many times when stopped by police officers, you get down from the vehicle and walk to the officer as a sign of respect. With guns pointed at me, I was ordered to stop and get back in the vehicle, which I did. The officer came by the vehicle and asked me some questions and I explained to him my reason for getting out of the vehicle and he said, never get out of a vehicle unless you are asked. It was my first lesson with law enforcement in the US.


On Monday morning, I immediately when to the police station in Brooklyn Park and asked to meet the chief. He was gracious to have met with me and I informed him that we had some problems and explained to him what had happened to me in southwest Minnesota. He begun to engage the immigrant community and today, Brooklyn Park is home to a large number of immigrants.


I knew that community policing was a way forward and that police departments needed to know how African Immigrants understood policing, how different we communicated and because we did things differently did not mean we were doing it wrong. It was how we knew it. We needed to communicate that to law enforcement. I felt the need to do something before someone got hurt.  I worked with police departments to bridge the cultural gaps. In early 2000 I developed “Diversity in the workplace as it relates to African Immigrants”. 20 years later this training is very much needed. 


Strategy Africa facilitates new understandings, structure, systems and processes in managing diversity, and are specialized in the management of CHANGE through DIVERSITY. Participants will use proactive strategies in building cultural competencies and removing barriers for interaction with the African Immigrant Community. This workshop provides specialized Diversity Training from the African perspective. Participants become more culturally sensitive in practical ways, allowing for safer interactions which mean safer neighborhoods and better relationships among city residents and their public servants.



The Cultural Diversity and Cultural Competency for Law Enforcement begins with a basic understanding of culture and how it works. The starting point is the topic of culture, not    diversity. The objective is to equip police officers with cultural competencies. The aim is not related to political activism. The attitude is one of respect, not denunciation. The training  explains “cultural competencies.” Ultimately, cultural competencies are tied to practices of diversity and equity. Throughout the course, applications are made to law enforcement    interactions in the local communities protected and served. Officers observe how conflict management is differentiated across cultures, especially in four overarching patterns of  culture: justice, honor, harmony, and reciprocity.


The WORKSHOP has two primary objectives:

• To understand the cultural diversity among different populations of people

• To acquire cultural competency skills to interact with people of diverse cultures, especially in conflict management.

  •  Understanding Diversity & Stereotypes in the African immigrant Communities

  • Breaking Down the Barriers (Verbal & Nonverbal Communication)

  • African Immigrants Perspective on Discrimination

  • African Immigrants Perspective on dealing with Complaints

  • African Immigrants Perspective on dealing with Complaints as leaders/Supervisors

  • African Immigrants Perspective  on dealing with Complaints as an Organization

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