HISTORY OF THE MASSACHUSETTS ASSOCIATION OF MINORITY LAW ENFORCEMENT OFFICERS, INC. (M.A.M.L.E.O.)

Historically, the foundation of Mamelo's goals and mission are based on the former organization it replaced in 1983 - The Massachusetts Association of Afro-American Police, Inc. (M.A.A.A.P.). Due to the growth and the ethnic diversity of the membership; a vote was taken to change the name to better reflect the multi-culturalism of the organization.

PAST HISTORY
In 1968, the Massachusetts Association of Afro-American Police (MAAAP) was founded in Boston, by Black Police Officers from the Boston and Metropolitan District Commission Police Departments. Its membership included Black and Hispanic law enforcement officers.

MAAAP as the association is generally referred to, was a non-profit corporation dedicated to the improvement of relations between police officers and the community, recruitment of minority personnel to serve as law enforcement officers and to assist in establishing a nationwide communication network to improve police performance through education and the sharing of experiences. MAAAP became a charter member of the National Black Police Association (founded in 1972) to meet this communication need.

During 1968-69, MAAAP concentrated on social activities and the development of a brotherhood for the black officers since they were unfamiliar with each other except on a work-related level. This was also during the days of social unrest (riots) - off duty time was limited to conduct any order of business; which namely would have been recruiting, hiring and training of minorities to become police officers. The Association spearheaded efforts in these areas over the years and still does today.

MAAAP met resistance from the Command Staff of the Boston Police Department while attempting to incorporate, due to the requirement of the Police Commissioner's required signature on the organizational charter, prior to submission to the Secretary of State's Office, along with the Articles of Organization for documentation. Citing many excuses but with obvious intent to discourage incorporation, Police Headquarters personnel delayed approval of the application throughout the winter of 1968-69. On April 14, 1969, after an emergency meeting was held by MAAAP's members at the Freedom House a vote was taken to stage a march upon police headquarters to protest that the Commissioner had not signed the application. Upon the arrival of the group of protesters at 11:00 a.m. at Headquarters the approved application was delivered within minutes to the officers with the apology of the Commissioner for the delay. By 1:14 p.m. the Articles of Organization of MAAAP and the approved application were delivered to the Secretary of State's Office. On May 1, 1969, MAAAP was recorded as incorporated under Mass. General Laws Chapter 180.

MAAAP purchased a building at 61 Columbia Road, Dorchester and through the support of the membership, private donations and fundraising events (dances, cocktail sips, fashion shows, etc.) it continues to exists.

M.A.A.A.P intensified its efforts towards increased minority hiring, improved hiring practices and the advancement and promotion of minorities within the police agencies. It was apparent throughout the Commonwealth of Massachusetts and the Nation, there was little active support for any intensive effort to recruit minorities into the law enforcement field. Massachusetts had historically lacked multi-cultural representation, which was symptomatic of the Nation as a whole. There were a disproportionately small number of minorities working in the area of law enforcement. M.A.A.A.P. decided to initially concentrate its efforts within the Boston Police Department.

M.A.A.A.P. purchased a building within the community of Dorchester and Roxbury and today it continues to exist through the major support of its members, dues, private donations, functions (i.e., dances, cocktail sips, fashion shows) sponsored by M.A.A.A.P., hall rentals and through the operations of the bar facilities. M.A.A.A.P. has no other means of support but those already mentioned.

As part of its overall program, M.A.A.A.P went into the neighborhoods and its members spoke at church and civic meetings. The goal was to improve the relationship between police officers and the black community and, in addition, to try to attract young minorities into law enforcement. Through these meetings, word of mouth and advertising, the well-entrenched barriers of mistrust between black police officers and the black community began to slowly crumble. Black youths began to trust and communicate freely and openly with those same black officers, who in the past they had rejected. Many of the youth within the community began to question and reject the commonly held belief that, by entering law enforcement one became a traitor to ones race or an "Uncle Tom". They began to accept the idea that being within the system enables one to know and understand how the system works and to affect changes by working within the system. They were able to observe that being a police officer increased black pride, dignity and self-esteem.

As efforts expanded to improve minority hiring, it became apparent that the Civil Service Examination system was geared in such a way as to create a discriminatory result. The system was under attack in the courts and, ultimately, was revised. At the same time, M.A.A.A.P. used the facilities at a newly acquired building to conduct classes and rap sessions in order to better prepare candidates to take, and pass, the testing requirements to become a police officer. M.A.A.A.P. members conducted classes during their off-duty hours and assisted the new candidates in every way possible (i.e.. by reviewing the blue testing book and holding writing workshops) so that the maximum number could become eligible for employment as police officers. These efforts have continued throughout the years as a vital part of the Association's work to improve minority representation in the field of law enforcement.

As time went on, the membership base expanded and M.A.A.A.P.'s contact and credibility within the community grew. As a result of this growth, M.A.A.A.P was able to provide a number of services to the community. Most of these services were either provided without charge or at a substantially reduced rate. Some of these activities were:

YOUTH RELATED ACTIVITIES:

1. Sponsoring community-based youth drum and bugle corps.
2. Free Summer food feeding programs.
3. G.E.D. study classes.
4. Establishment of Explorers Post #261, Boy Scouts of America.
5. M.A.A.A.P.'s Summer Day Camp.
6. Community dance workshop.
7. Halloween & Christmas parties with free toys.
8. Teenage weekend dances.
9. Awareness workshops for high school students during school desegregation.
10. Film festivals of the Arts, Law Enforcement, etc.
11. Free self defense (karate) classes.
12. Field trips.

1. Softball and picnic outings.
2. Holiday meals.
3. Legal counseling.
4. Rape and assault intervention consultation.
5. Crime prevention workshops and seminars.
6. Inter-agency information network.
7. Civilian and law enforcement job placement assistance.
8. Job stress counseling.
9. Assistance in establishing neighborhood crime watch groups.
10. Community law library.
11. Assistance in resume preparation.
12. Classes on job hunting, how to interview, etc.
13. Career expos.

Over the years, M.A.A.A.P. has made its building and its members available to other organizations, which have goals similar to its own. When the minority correctional officers were forming an organization, M.A.A.A.P. provided advice and meeting facilities. M.A.A.A.P. has also permitted The Vulcan Society (made up of minority professional firefighters) to use the M.A.A.A.P. building as headquarters.

M.A.A.A.P. has changed since its inception as it attempted to meet the needs of its greatly expanding membership and the minority community as a whole. Its membership has diversified to include all minorities. It has gained respect from the administration of the several police agencies and is recognized as a spokesman for minority law enforcement personnel. It has become an active partner in the drive to recruit minorities into the Massachusetts police departments. Many other community based groups now look to M.A.A.A.P. for support and cooperation. Through this cooperation, M.A.A.A.P. has attempted to influence the community by promoting an understanding of its goals, the role of the police officer in the community, and the need for acceptance, and cooperation among all ethnic groups and races.

As a group of minority police officers, M.A.A.A.P. was labeled as radical, since its inception and was criticized for being the catalyst that has brought about drastic changes and legal battles in which it was involved in because of less advantaged ethnic groups and individuals. M.A.A.A.P.'s commitment had brought changes to the people of the community and had firmly decided to protect and assist its members.

As the organization grew and the ethnic diversity of our membership changed in 1983 the membership voted to better reflect the multi-culturalism of the organization and decided a name change was in order. Although we changed our name, our mission remained the same thus we present to you the Massachusetts Association of Minority Law Enforcement Officers, Inc. The association is often referred to as M.A.M.L.E.O.

Through the M.A.A.A.P. Foundation, we affiliated ourselves with the Cambridge Afro-American Police Association (C.A.A.P.A.), North Shore Afro American Police, Western Association of Minority Law Enforcement Officers, Mass. Grand Council of Minority Law Enforcement Officers and the Boston Society of Vulcan's (Firefighters) and various other minority associations throughout the criminal justice system.

Contributing to this history: 
James (Larry) Brown
History Coordinator:
F. Wilena Julien

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