Rooting out Bad Apples is a "too Late Policy" The Age of New Policing.

Opinion: Stop Training Hate out of Bad Apples —Start Hiring Differently

We are living in perilous times, and it's time we stop pretending otherwise. The persistent narrative that police departments simply need more training and education to solve the issues of police brutality, racial discrimination, and hate within the force is both outdated and ineffective. It's not more training we need—it's smarter, more conscious hiring. The solution starts with who we allow to wear the badge.

We’ve all heard the phrase, “One bad apple can’t ruin the bunch.” But let’s be honest—it already has. One officer with hate in their heart can destroy years of community trust, taint the reputation of an entire department, and spark national outrage. We cannot afford to keep making excuses. Blaming isolated “bad apples” is a convenient way to avoid the deeper issue: poor vetting and a lack of accountability in hiring practices.

Police departments must adopt bold and honest strategies to root out prejudice before it enters the force. This means asking the tough questions and observing how candidates engage across racial and cultural lines. Here's one approach: require applicants to bring a close friend of a different race—preferably Black, Hispanic, or another minority—to a second interview. Interview the friend. Ask about the candidate's relationships, values, and worldview. This isn’t about optics; it’s about authenticity. If an applicant can’t demonstrate meaningful relationships across racial lines, how can they be expected to serve a diverse community?

This vetting process should apply to all candidates, regardless of their background. If someone has lived a life without connection to people outside their own race or culture, that’s not someone ready to serve in today’s America. Because while we can train people in tactics and procedures, we cannot train the heart. Hate, bias, and apathy toward marginalized communities aren’t habits—they’re character flaws. And no amount of classroom time can fix what’s already embedded deep within.

It’s also time to shift the culture within police departments themselves. Let’s do away with the obsession over arrest stats and quotas. Stop starting the week by celebrating how many people were booked. Instead, ask officers: How many doors did you knock on this week? How many neighbors did you introduce yourself to? Did you make a new friend—someone who doesn’t look like you?

Real public safety begins with real relationships.

We need more cookouts and community basketball games. More open dialogues and public forums. These aren't just nice-to-haves; they’re necessities for rebuilding trust. Law enforcement needs to go beyond the “get the bad guys” mentality and embrace the true spirit of “to serve and protect.” When service becomes the focus, justice becomes the outcome.

Let’s stop trying to train hate out of people who never should have been given a badge in the first place. Let’s hire with integrity, cultural intelligence, and the courage to admit that not everyone is fit to protect the public. Until we do, we’ll keep seeing headlines, heartbreaks, and a public that no longer believes in the people sworn to protect them.

It’s not about training harder. It’s about hiring better.