Happily Divorced And After

By Antonio Ray Harvey | California Black Media

Rick L. Callender, President of the California/Hawaii Conference of the National Association for the Advancement of Colored People (CAL/HI NAACP), has announced that the organization is offering free legal advice and consultations to public and private sector employees in California who have been targets of racial harassment and discrimination in the workplace.

“It is a legal redress clinic for folks who have contacted our branch and believe they have been discriminated against because of the color of their skin or harassed because of the color of their skins,” Callender told California Black Media (CBM).

“We are providing legal service for our people because sometimes they try to get an attorney to listen to them, but the attorney will tell them they are busy. What we have is two (legal) firms that have contracted with us to allow people to come and get free advice,” he continued.

Local NAACP branches across California will have the authority to determine if a complaint is appropriate for the legal redress consultations after affected employees submit a Legal Redress Complaint Form.

However, the CAL/HI NAACP points out that completing the form does not constitute filing an official complaint with a legal authority.

According to the California Department of Industrial Relations, workplace discrimination complaints are based on race, color, ancestry, religion, age (40 and over), disability, medical condition, genetic information, sex (including pregnancy), sexual orientation, marital status, military and veteran status, or national origin (including language restrictions).

The California Department of Human Resources (CalHR) established the Discrimination Complaint Tracking System (DCTS), which enables the collection of data on

complaints regarding discrimination, harassment, retaliation, and denial of reasonable accommodation in state agencies, according to its “2020 Annual Report of Discrimination Complaint Activity in California State Civil Service.”

The 27-page report stated that the five highest statewide categories of complaints in 2020 were Race, Retaliation, Disability, Sexual Harassment, and Sex/Gender.

According to the report, the categories ranked as follows: Sexual Harassment (44%), Race (23%), Sex/Gender (16%), Disability (9%), and Sexual Orientation (7%).

On May 4, California Attorney General Rob Bonta and New York Attorney General Letitia James announced a joint investigation into allegations of employment discrimination and a hostile work environment at the National Football League (NFL).

The NFL has offices in New York and California with more than 1,000 employees. If discrimination and harassment are taking place at these workplaces it should not be tolerated whether the complaint is lodged with the NAACP or the California Department of Justice, Bonta stated.

“California will not tolerate any form of discrimination,” Bonta stated. “We have serious concerns about the NFL’s role in creating an extremely hostile and detrimental work environment. No company is too big or popular to avoid being held responsible for their actions.”

California employees have the right to speak to representatives of the California Labor Commissioner’s Office or any other government or law enforcement agency about any issues affecting their working conditions in California.

For those seeking assistance for workplace discrimination and harassment, the NAACP offers the first step in the process of filing a claim that could eventually become a case against the accused violator or violators. The free, legal redress advice and consultation offered by CAL/HI NAACP is funded through the Stop the Hate (STH) Program. The grant – administered by California Department of Social Services – comprises three components: Legal Redress, Youth Development, and Working with Ethnic Media.

The program awards funding to qualified nonprofit organizations to provide support and services to victims and survivors of hate incidents and hate crimes and their families and facilitate hate incident or hate crime prevention measures.

Funded support includes direct services for victims and survivors of hate incidents and hate crimes and their families, including mental and complementary health services; wellness and community healing; legal services; navigation, case management, and referrals.

Founded Feb. 12. 1909, the NAACP was formed in response to the horrific practice of lynching and the 1908 race riot in Springfield, Illinois. It is the nation’s oldest, largest and most widely recognized grassroots-based civil rights organization.

The NAACP has more than 500,000 members and supporters throughout the United States, serving as premier advocates for civil rights in their communities, campaigning for equal opportunity and conducting voter mobilization.

The ability to have a program that intends to seek legal redress for workplace discrimination, retaliation, and harassment is an effective tool “to protect employees’ rights,” Callender said.

“We first received ‘Stop the Hate’ funding for the Legal Redress program in January 2023,” Callender told CBM. “This is a necessary program, and we are looking forward to receiving more funding for legal redress in three more years.”

This California Black Media report was supported in whole or in part by funding provided by the State of California, administered by the California State Library.

Stay hydrated and safe from the heat this summer

SACRAMENTO, CA— High temperatures during summer are typical, but as the planet continues to become hotter and drier, Californians should be prepared to feel record temperatures and experience extreme heat events. Extreme heat is characterized as two or more days of hotter temperatures that are well above normal conditions for an area, with no relief or cooling off at night. Extreme heat can pose significant health risks, worsen California’s drought conditions, and increase the likelihood of wildfires.

As families enjoy the summer, it is critical for individuals to recognize the urgent need to protect themselves, their communities, and the environment. California’s Office of Community Partnerships and Strategic Communications’ “Heat Ready CA” campaign aims to help prevent the worst effects of extreme heat emergencies and ensure the well-being of all, especially those in vulnerable communities. The goal is to raise awareness about the dangers of extreme heat and encourage Californians to create extreme heat plans to stay cool, hydrated and ultimately keep individuals and their loved ones safer.

“Summer heat waves can be dangerous, especially for young children, older adults, people with chronic diseases and disabilities, outdoor workers, people who are unhoused and those who are pregnant,” said CDPH Director and State Public Health Officer Dr. Tomás Aragón. “It’s important to protect yourself and your loved ones by checking in on friends and family who may need assistance, monitoring weather forecasts, staying hydrated, limiting time outdoors, and visiting cooling centers.”

The top three tips to beat the heat this summer and prevent heat-related illness include:

• staying hydrated,
• visiting air-conditioned spaces, and
• knowing the signs of heat illness.

Those at greater risk of heat illness include young children, older adults, pregnant individuals, and those with disabilities or chronic health conditions. Californians living in areas with limited access to shade or air conditioning are also at risk. Stay alert to headaches, fatigue, and dizziness, which may be signs of heat illness, such as dehydration, and can be avoided by drinking at least 2 cups of water every hour.

As part of California’s commitment to promote proper hydration during extreme heat, Heat Ready CA and Cal Fresh encourage individuals to explore ways to add flavor to water for a more refreshing taste, and are sharing a delicious watermelon and strawberry infused water recipe that makes staying hydrated during hot summer days a refreshing experience:

WATERMELON AND STRAWBERRY WATER RECIPE:

Ingredients:

1 cup watermelon, cut into small pieces (1-2 inches)

10 strawberries, tops removed and sliced into small pieces

2 quarts of cold still drinking water

Preparation:

1. Wash all produce by dunking in a bowl of water.
2. Collect, slice, and measure all ingredients before starting to prepare the recipe.
3. Add all ingredients plus enough cold water to fill a 2-quart pitcher. Chill overnight in the refrigerator for the most flavor, and store in the refrigerator until ready to drink. The fruit will stay fresh in the water for up to 48 hours after being prepared.
4. After you drink the water, you can eat the fruit or blend it into a smoothie.

With rising temperatures and more expected extreme heat events, Californians must stay informed and discover new ways to ensure their safety during extreme heat events, such as infused water recipes. For more Cal Fresh water recipes, visit Calfreshhealthyliving.cdph.ca.gov. To find more information about Heat Ready CA and resources to create an extreme heat plan, go to HeatReadyCA.com.

About Heat Ready CA

Heat Ready CA is a multi-ethnic public education campaign led by the Office of Community Partnerships and Strategic Communications. It aims to educate Californians about the potential dangers of extreme heat, how to stay safer and what to do if they suspect they are experiencing heat illness. The campaign engages media, meteorologists, and influencers, collaborating with trusted, community-based organizations and statewide partners to reach vulnerable populations. With agency partners including the California Office of Emergency Services, CalEPA, and the California Department of Public Health, Heat Ready CA is part of the state’s comprehensive commitment to ensuring Californians’ safety during the summer and supporting at-risk communities during extreme heat events. For more tips and resources, please visit HeatReadyCA.com or CuidateDelCalorCA.com.

Citrus Valley High School alumna Clare E. Groninger has been selected for the prestigious Television Academy Foundation Internship Program. She is one of just 38 students chosen by Television Academy members from across the country for the 2023 summer program. The Foundation’s annual Internship Program provides eight-week paid internships at top Hollywood studios and production companies to college students nationwide.

Groninger, a senior this fall at California State University, Northridge majoring in television production-narrative, will be a physical production/business management intern this summer at Xpedition Media, a production and consulting agency based in Los Angeles (Table Wars; Pasta Grannies).

“I am deeply honored to be selected for the 2023 Television Academy Foundation Summer Intern class,” said Groninger. “To have my potential recognized by the country’s most successful television professionals is not only reassuring but motivating to continue pursuing my television aspirations.”

The Internship Program also provides professional development sessions with leaders in the television industry and customized seminars covering personal brand-building and navigating the job market ahead for participating students. Interns also become lifelong members of the Foundation’s alumni family, giving them access to events and networking opportunities as they build their careers in the industry.

The Television Academy Foundation shapes the art of creating television by engaging and educating the next generation of television professionals, providing essential resources that help them discover their voices, refine their skills and forge rewarding careers in every sector of the television industry. The Internship Program annually provides 50 students from across the nation with hands-on work experience, mentorships, and opportunities for accelerated career development in more than 30 industry disciplines.

Congratulations to those who have successfully completed the Basic Law Enforcement Academy! It is an incredible achievement. Westside Story News wishes all the graduates well as they embark on their careers. Congratulations Class of 23!

SAN BERNARDINO, CA— In 2023, the San Bernardino County Library celebrated four distinguished National Association of Counties (NACo) awards for outstanding service to both its staff as well as the general public. Unsurprisingly, the library attributed its drive to the principals outlined in San Bernardino County’s Countywide Vision, a guiding light for its policies, practices, and protocol: CAO Vision – San Bernardino CountyWide Vision (sbcounty.gov).

First, the library received an award for its unique interviewing structure. During the transition into post-pandemic realities, the San Bernardino County Library, as with many employers, saw an increase in the number of vacancies due to resignations, retirements, and other life changes. With retention in mind, the library worked to fill vacancies of varying capacities throughout its 32 library branch locations and administration office. In the past, the library would schedule first interviews on one day, and second or final interviews on a separate day. This scheduling process often led to second interviews that were scheduled one to two weeks following the first interview, at times resulting in losing candidates to other employers. The additional time for the second interview would also delay the completion of onboarding paperwork, background checks, and fingerprinting, which caused the hiring process to be slow and prolonged.

Additionally, the extended interview and onboarding process deterred quality candidates who sought to begin work immediately. To remain competitive with other organizations and move to hire within a shorter timeframe, the San Bernardino County Library implemented a new process of conducting second interviews on the same day as first interviews. The new procedure resulted in the hiring process (application to onboarding) taking two to three months, whereas in the past the process could take four to six months. The implementation of this process has resulted in the hiring of higher quality candidates due to the library’s ability to compete with private sector hiring timelines.

In addition, the library received a NACo award for its orientation program, entitled “Introduction to Library Basics (ILB).” ILB is a training program that focuses on library expectations, operations, and most importantly, customer service. This program offers an additional layer of training to new hires that reinforces what they learn at their training branches. Introduction to Library Basics sets a foundation for new hires to learn County culture, also equipping them with the tools they need to be successful County Library employees.

Moreover, the library received an award for the launch of its Leadership Training Program, a 4-week certificate program which further enhances the knowledge, skills, and abilities of all library staff, both part-time and full-time. Not only does this Leadership Training Program inspire future leaders and boost team morale, it also aligns with part of San Bernardino County’s overarching vision, particularly envisioning “a vibrant economy with a skilled workforce that attracts employers who seize the opportunities presented by the county’s unique advantages and provide the jobs that create countywide prosperity.” Alyssa Lovell, librarian II and Leadership Training alumna, remarked on her experience, “It was great to interact with other library staff, not only learning valuable tips to grow as a manager, but engaging with staff from other branches who have diverse leadership experiences to share.”

Lastly, the library received an award for its implementation of Beanstack, a mobile and web application used to track reading programs for all ages. Since the San Bernardino County Library offered several “Read for Rewards” programs, such as the Summer Reading Program and In-N-Out Cover-to-Cover Program, the utilization of a mobile and web application such as Beanstack is a convenient, easy-to-use way for families to participate, increasing literacy throughout San Bernardino County. With the support of this mobile application, the San Bernardino County Library System circulated over 4 million print and digital items in 2022-2023. Adelia Laguerta, a patron at the Big Bear Lake Branch Library, thanked the staff for its user-friendly interface: “I’m 72 years old and came from the Philippines in the ‘70s. I usually do not feel comfortable with computers, but the staff helped me to become more confident with using technology, including this app. Now, when I bring my grandchildren to the library, I can help them track their reading and earn prizes. I’m a fun Lola!”

Undoubtedly, the San Bernardino County Library continues to provide exemplary services to the community by prioritizing good customer service to both internal and external customers—that is, its staff and patrons. Because the team of over 250 employees continues to collaborate to improve the organization, notable services and projects continue to support over 4 million items circulated and over 150,000 library program attendees. With four new NACo awards to add to their accolades, the San Bernardino County Library is confident that they will continue to epitomize the County’s newest Opportunity Campaign: Opportunity – Welcome to San Bernardino County (sbcounty.gov).

By Sonya Muhammad

On Saturday, July 22, 2023, family, and friends of the late Joseph A. Bailey, II, M.D., are hosting a celebration of life, at the Civil Rights Institute of Inland Southern California, located at 3933 Mission Inn Blvd., Riverside, CA., 92501. The event will take place from 5 p.m. to 8 p.m. Dr. Bailey transitioned to a beautiful place in time on April 7, 2023.

Dr. Bailey earned the respect and admiration from people all over the world and from many walks of life.  He worked tirelessly and dedicated years of studying, researching, writing, and speaking to the purpose of rescuing African American youths from the negative and life debilitating traps inserted into the social engineering of our society. His work and teachings also offered those given any divine role in a child’s life, the opportunity to reconfigure their hearts and minds, thus reconfiguring their thinking, feelings, and behaviors.  Some think of this reconfiguration as a mandate. A mandate that cannot be ignored or bypassed, when discussing the mental, physical, and spiritual escape from seen and unseen forces and strategies, designed to keep us individually and collectively, unbalanced and in a constant state of chaos, confusion, and fear.

With that said, one can imagine Dr. Bailey was frequently challenged by those with opposing views and beliefs. I personally can recall sitting directly across the table from him at a small dinner gathering about nine years ago. There were only five or six people at our table, and we were talking about a variety of topics, when Dr. Bailey addressed the small group and told us, “Everything you think you know about this world is a lie.” Our table became silent, and we each in our own way attempted to remain respectful and thoughtful as we tried to search each other’s reaction via our peripheral vision.

“I don’t remember which one of us was the first to respond, but I do remember the response was a question that represented the question in all of our minds. The question asked was, “Everything?!” Dr. Bailey replied, “Everything.”

Interestingly, no one at our table took offense, and this was probably because we were all in shock. Dr. Bailey sat confidently and comfortably with that kind, gentle, and knowing smile he exhibited many times, when he knew he had rattled your current belief systems. Eventually, one by one we made comments admitting we were aware of the fact that we had been lied to about a lot of things in the world, but EVERYTHING we have been told about the world is a lie? That can’t possibly be true. There was a brief discussion following, and as dinner ended and we each went our separate ways, I am certain not one of us could forget the word, EVERYTHING. And to be quite honest, I never forgot. And in addition to that, I now agree with him.

Dr. Bailey continued to meet with our small group at the 777 Community Warehouse in San Bernardino, where he spoke to us weekly about certain historical writings, findings, and evidence that had been hidden or purposefully eliminated from mainstream academia and accompanying texts at every level. For those who were open and willing to receive, this was an opportunity to expand our thinking to a more critical phase, where making sense out of things that did not make any sense, did not make any sense anymore. And where realizing and admitting we don’t know that we don’t know there is anything to know, is an important and humbling step to surrendering to ancient truths.

Dr. Bailey also spoke to us on the importance of having compassion for one another, learning how to honor and respect the dignity of another person, and discovering there is a deeper, more expansive love that we can experience for ourselves and give to others. However, this love is far beyond the illusionary and artificially orchestrated love that the film, TV, and music industries portray and have relentlessly embedded into the psyche of the masses for many generations. More importantly, this love that Dr. Bailey introduced to us, is the key to navigating the uncharted waters of life that are currently in plain sight yet hidden from view. And as I understand it, knowledge is light, and it is this light of knowledge that leads us to higher understandings, and higher understandings lead us to that love that is God’s ultimate gift wrapped in the elegance of peace.

Please join us as we honor the extraordinary life and work of Joseph A. Bailey, II, M.D.”

(CNBC)—- After failing to reach a contract resolution with the studio association, more than 11,000 film and television writers remain on strike. Of the many topics under consideration in this year’s Writers Guild of America contract discussions, one nascent technology has fueled dissent among the negotiators: artificial intelligence.

“I hope I’m wrong, but I do think that the use of AI is going to take over the entertainment industry,” said Justine Bateman, a member of the writers, directors and actors guilds. “And I think it’s going to be really bad.”

The implementation of generative AI could mean sweeping changes for the entertainment industry. Advocates for AI technology see it as a tool that will uplift content creators and break down the barriers to entry.

“It’s going to be very soon until we can literally just type in a prompt and see something as a consumer,” said AI filmmaker Caleb Ward. “And you don’t have to have any sort of skills as a visual effects artist or as someone in the entertainment industry.”

Since the last writers’ strike in 2007, widespread consumer adoption of video streaming has exemplified how novel technologies can upheave the entertainment industry. Now, however, the leaders in the streaming space are dealing with the ballooning costs of high-output, high-quality content.

“Today, the only one we know of that is cashflow positive is Netflix,” said Dan Rayburn, a streaming media analyst. “Every other company out there is losing money—Disney, Warner Bros. Discovery, losing billions and billions and billions of dollars a year.”

As streaming companies scramble to save their bottom lines, content is being removed from platforms, cutting off creators from being compensated.

“Every time a content deal is done with a streaming platform or distribution, it has a direct impact on those who created the content — distributors, producers, writers, actors — because they’re getting royalties based on that,” said Rayburn.

As the entertainment industry faces another disruptive technology in the form of AI, the Writers Guild of America is demanding that regulatory standards around the technology ensure fair labor conditions and compensation for Hollywood professionals.

SAN BERNARDINO, CA—The San Bernardino City Unified School District (SBCUSD) is proud to announce the appointment of seven exceptional student leaders to serve as student school board members for the upcoming academic year. These students will play advisory roles and bring the important student perspective to the SBCUSD Board of Education, ensuring that the voices and interests of their fellow 47,000 students are heard and valued.

On July 11, 2023, at 4:30 p.m. at the Dr. Margaret Hill Community Room at the Board of Education Building, these newly appointed student school Board members will be officially sworn in during a special ceremony. Seven students will officially serve as student Board members. Two have been selected as alternates and will be called up to serve if one of the seven cannot.

This event marks an exciting milestone for these outstanding students and represents Superintendent Mauricio Arellano’s commitment to fostering student engagement and leadership in San Bernardino and Highland.

“Our students have a very important voice,” Arellano said. “Our Board of Education is committed to bringing students to the table so they can help shape the future of our school district and have a say in decisions that impact them.”

The following students have been selected as the newest additions to the San Bernardino City Unified School District’s Board of Education:
• Ana-Victoria Chavez , San Bernardino High School
• Camillia El-Zatmah, San Gorgonio High School
• Antonio Hernandez Nunez, Arroyo Valley High School
• Tatiana Ochoa, Cajon High School
• Jimena Preciado, San Gorgonio High School
• Daisy Rojo, Middle College High School
• Angenette Rosenbloom, Pacific High School
• Crystal Scott, Cajon High School
• Silvana Vazquez, San Gorgonio High School

These exceptional student leaders, who will serve one-year terms, are members of the Superintendent’s Leadership Advisory Council and have demonstrated exceptional dedication, academic achievements, and strong leadership qualities throughout their educational journey. They have been actively involved in various school activities, clubs, and organizations, and have shown a genuine commitment to serving their fellow students and advocating for positive change within the District and the community. Several of the new student Board members are active with the grassroots Inland Congregations United for Change.

The student school Board members will work closely with the Board of Education, attending meetings, providing valuable input on District policies, and representing the student body. Their unique perspectives and insights will help shape decisions and initiatives that directly impact the educational experiences of their peers, said SBCUSD Trustee Mikki Cichocki, who has led the effort to bring the valuable student voice to the governing board.

“We extend our warmest congratulations to the incoming student school board members,” Cichocki said. “Their selection is a testament to their exceptional abilities and commitment to serving our school community. We look forward to seeing them evolve as leaders and witnessing the positive impact these committed students will undoubtedly make.”

SAN BERNARDINO, CA— The San Bernardino City Unified School District (SBCUSD), in partnership with UCR School of Medicine and Well-One Health, is pleased to announce its commitment to student well-being by providing free sports physicals as part of its back-to-school preparation. SBCUSD recognizes the importance of ensuring that every student athlete has access to sports physicals and aims to support students in their academic journey with this initiative. Families can book an appointment at https://tinyurl.com/SBFCphysicals. No insurance or legal documentation is required.

The physicals will take place on Saturday, August 5, 2023, from 8 a.m. to 11 a.m. at St. John’s Episcopal Church located at 1407 North Arrowhead Avenue in San Bernardino. All SBCUSD middle and high school students trying out for a school sport must have a  sports physical within the last year.

(SCIENTIFIC AMERICAN) —- Imagine being handcuffed in front of your neighbors and family for stealing watches. After spending hours behind bars, you learn that the facial recognition software state police used on footage from the store identified you as the thief. But you didn’t steal anything; the software pointed cops to the wrong guy.

Unfortunately, this is not a hypothetical. This happened three years ago to Robert Williams, a Black father in suburban Detroit. Sadly Williams’ story is not a one-off. In a recent case of mistaken identity, facial recognition technology led to the wrongful arrest of a Black Georgian for purse thefts in Louisiana.

Our research supports fears that facial recognition technology (FRT) can worsen racial inequities in policing. We found that law enforcement agencies that use automated facial recognition disproportionately arrest Black people. We believe this results from factors that include the lack of Black faces in the algorithms’ training data sets, a belief that these programs are infallible and a tendency of officers’ own biases to magnify these issues.

While no amount of improvement will eliminate the possibility of racial profiling, we understand the value of automating the time-consuming, manual face-matching process.

We also recognize the technology’s potential to improve public safety. However, considering the potential harms of this technology, enforceable safeguards are needed to prevent unconstitutional overreaches.

FRT is an artificial intelligence–powered technology that tries to confirm the identity of a person from an image. The algorithms used by law enforcement are typically developed by companies like Amazon, Clearview AI and Microsoft, which build their systems for different environments. Despite massive improvements in deep-learning techniques, federal testing shows that most facial recognition algorithms perform poorly at identifying people besides white men.

Civil rights advocates warn that the technology struggles to distinguish darker faces, which will likely lead to more racial profiling and more false arrests. Further, inaccurate identification increases the likelihood of missed arrests.

Still some government leaders, including New Orleans Mayor LaToya Cantrell, tout this technology’s ability to help solve crimes. Amid the growing staffing shortages facing police nationwide, some champion FRT as a much-needed police coverage amplifier that helps agencies do more with fewer officers. Such sentiments likely explain why more than one quarter of local and state police forces and almost half of federal law enforcement agencies regularly access facial recognition systems, despite their faults.

This widespread adoption poses a grave threat to our constitutional right against unlawful searches and seizures.

Recognizing the threat to our civil liberties, cities like San Francisco and Boston banned or restricted government use of this technology. At the federal level President Biden’s administration released the “Blueprint for an AI Bill of Rights” in 2022. While intended to incorporate practices that protect our civil rights in the design and use of AI technologies, the blueprint’s principles are nonbinding. In addition, earlier this year congressional Democrats reintroduced the Facial Recognition and Biometric Technology Moratorium Act. This bill would pause law enforcement’s use of FRT until policy makers can create regulations and standards that balance constitutional concerns and public safety.

The proposed AI bill of rights and the moratorium are necessary first steps in protecting citizens from AI and FRT. However, both efforts fall short. The blueprint doesn’t cover law enforcement’s use of AI, and the moratorium only limits the use of automated facial recognition by federal authorities—not local and state governments.

Yet as the debate heats up over facial recognition’s role in public safety, our research and others’ show how even with mistake-free software, this technology will likely contribute to inequitable law enforcement practices unless safeguards are put in place for nonfederal use too.

First, the concentration of police resources in many Black neighborhoods already results in disproportionate contact between Black residents and officers. With this backdrop, communities served by FRT-assisted police are more vulnerable to enforcement disparities, as the trustworthiness of algorithm-aided decisions is jeopardized by the demands and time constraints of police work, combined with an almost blind faith in AI that minimizes user discretion in decision-making.

Police typically use this technology in three ways: in-field queries to identify stopped or arrested persons, searches of video footage or real-time scans of people passing surveillance cameras. The police upload an image, and in a matter of seconds the software compares the image to numerous photos to generate a lineup of potential suspects.

Enforcement decisions ultimately lie with officers. However, people often believe that AI is infallible and don’t question the results. On top of this using automated tools is much easier than making comparisons with the naked eye.

AI-powered law enforcement aids also psychologically distance police officers from citizens. This removal from the decision-making process allows officers to separate themselves from their actions. Users also sometimes selectively follow computer-generated guidance, favoring advice that matches stereotypes, including those about Black criminality.

There’s no solid evidence that FRT improves crime control. Nonetheless, officials appear willing to tolerate these racialized biases as cities struggle to curb crime. This leaves people vulnerable to encroachments on their rights.

The time for blind acceptance of this technology has passed. Software companies and law enforcement must take immediate steps towards reducing the harms of this technology.

For companies, creating reliable facial recognition software begins with balanced representation among designers. In the U.S. most software developers are white men. Research shows the software is much better at identifying members of the programmer’s race. Experts attribute such findings largely to engineers’ unconscious transmittal of “own-race bias” into algorithms. 

Own-race bias creeps in as designers unconsciously focus on facial features familiar to them. The resulting algorithm is mainly tested on people of their race. As such many U.S.-made algorithms “learn” by looking at more white faces, which fails to help them recognize people of other races.

Using diverse training sets can help reduce bias in FRT performance. Algorithms learn to compare images by training with a set of photos. Disproportionate representation of white males in training images produces skewed algorithms because Black people are overrepresented in mugshot databases and other image repositories commonly used by law enforcement. Consequently AI is more likely to mark Black faces as criminal, leading to the targeting and arresting of innocent Black people.

We believe that the companies that make these products need to take staff and image diversity into account. However, this does not remove law enforcement’s responsibility. Police forces must critically examine their methods if we want to keep this technology from worsening racial disparities and leading to rights violations.

For police leaders, uniform similarity score minimums must be applied to matches. After the facial recognition software generates a lineup of potential suspects, it ranks candidates based on how similar the algorithm believes the images are. Currently departments regularly decide their own similarity score criteria, which some experts contend raises the chances for wrongful and missed arrests.

FRT’s adoption by law enforcement is inevitable, and we see its value. But if racial disparities already exist in enforcement outcomes, this technology will likely exacerbate inequities like those seen in traffic stops and arrests without adequate regulation and transparency.

Fundamentally police officers need more training on FRT’s pitfalls, human biases and historical discrimination. Beyond guiding officers who use this technology, police and prosecutors should also disclose that they used automated facial recognition when seeking a warrant.

Although FRT isn’t foolproof, following these guidelines will help defend against uses that drive unnecessary arrests.

This is an opinion and analysis article, and the views expressed by the author or authors are not necessarily those of Scientific American.