To actively work with the Boston Police Department and other Law Enforcement Agencies in order to improve the recruitment, hiring, and career advancement of minority candidates and officers interested in or already working in the field of Law Enforcement.
Goals and Objectives
To secure all legal rights and affirmative action goals and privileges for minorities.
Endeavor to improve law enforcement relationships with the communities at large.
Evaluation of policies and programs within the criminal justice system and their effect upon the communities at large.
To establish the free and rapid flow of pertinent information or promotional and educational opportunities which are available to all members and the community.
To improve, protect and work for the good and welfare of the membership and community at large.
To encourage and aid in the enlistment of minorities into the law enforcement/criminal justice profession.
To encourage the closer association of law enforcement officers in Boston and surrounding cities and towns; to promote peaceful community relations.
To provide a fraternal bond between law enforcement officers from different states, cities or municipalities.
To help improve the general welfare of its members, morally, spiritually, culturally and educationally; and to strive to serve in a more courteous, efficient, intelligent and professional manner.
William R. Celester
Norman J. Colbert, Sr.
Vincent A. Hayes
Richard B. Jenkins
Francis D. McLean
Frederick D. McLean
John C. Seay
John W. Thompson
Wendell T. Wallace
John L. Wells
William H. Wilkinson
History of MAMLEO
Historically, the foundations of MAMLEO's goals and mission are based on the former organization's name (The Massachusetts Association of Afro-American Police, Inc. MAAAP) . It was renamed in 1983 because of the growth of the organization and the ethnic diversity of the membership to better reflect the multiculturalism of the organization.
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 conducting any order of business, which, namely, would have been recruiting, hiring and training 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 it, 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 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, at 11:00 a.m. at headquarters, the approved application was delivered within minutes to the officers with the apology from 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 exist.
MAAAP 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. MAAAP decided to initially concentrate its efforts on the Boston Police Department.
MAAAP purchased a building within the community of Dorchester and Roxbury and it continues to exist through the major support of its members, dues, private donations, functions (i.e., dances, cocktail sips, fashion shows) sponsored by MAAAP, hall rentals and through the operations of the bar facilities, MAAAP has no other means of support but those already mentioned.
As part of its overall program, MAAAP 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 one's race. 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, MAAAP used the facilities in a newly acquired building to conduct classes and other sessions in order to better prepare candidates to take, and pass, the testing requirements to become a police officer. MAAAP members conduct classes during their off-duty hours and assist 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 MAAAP's contact and credibility within the community grew. As a result of this growth, MAAAP was able to provide a number of services for the community. Most of these services were either provided without charge or at a substantially reduced rate.
Some of these activities were:
1. Sponsoring a community-based youth drum and bugle corps.
2. Free summer meal 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. Community Youth Martial Arts program (Free 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.