Why Did Target Call the Police on a Disabled Man?

At its core, Target’s decision to call the police on a disabled man stems from a complex interplay of factors, rarely as simple as malice. More often, it’s a confluence of misunderstanding, perceived threat, failure to accommodate, and potentially, implicit biases. While the specifics vary case-by-case, it typically involves a situation where the individual’s behavior, stemming from their disability, is misinterpreted as suspicious, disruptive, or even criminal activity by store staff or security. This misinterpretation, compounded by a lack of proper training on disability awareness and de-escalation techniques, can then lead to law enforcement being contacted as a perceived “solution” to the problem. This action, however well-intentioned (or not), can have devastating consequences for the individual and erode public trust in the retailer.

Understanding the Context: Beyond the Headline

We often see headlines screaming “Target Calls Police on Disabled Man!” But a headline rarely tells the full story. To truly understand why this happens, we need to dissect the contributing elements:

1. Misinterpretation of Behavior

Many disabilities manifest in ways that aren’t immediately obvious. Individuals with autism, Tourette’s Syndrome, or mental health conditions, for example, might exhibit behaviors like repetitive movements, vocalizations, or difficulty communicating, which can be misinterpreted as drug use, public intoxication, or even threatening gestures. Without proper training, store employees may quickly jump to conclusions and perceive a threat where none exists.

2. Lack of Disability Awareness and Training

This is a crucial point. Many retail employees, including security personnel, lack adequate training on recognizing and appropriately responding to individuals with disabilities. They might not be equipped to differentiate between disability-related behavior and genuine criminal intent. This deficiency in training leads to overreactions and unnecessary police involvement.

3. Failure to Accommodate

The Americans with Disabilities Act (ADA) requires businesses to provide reasonable accommodations to individuals with disabilities. This could mean allowing a person with anxiety to pace, providing seating for someone with mobility issues, or patiently communicating with someone who has difficulty understanding. When these accommodations aren’t offered or are denied, it can escalate a situation and lead to conflict.

4. Perceived Threat and Security Protocols

Retailers have a responsibility to maintain a safe environment for all customers and employees. Security protocols are often designed to identify and address potential threats quickly. However, these protocols can be rigid and inflexible, failing to account for the nuances of disability-related behaviors. If an individual’s actions trigger a perceived security risk, the immediate response might be to involve law enforcement, even if the perceived threat is unfounded.

5. Implicit Bias and Discrimination

Sadly, implicit biases can also play a role. Unconscious prejudices about people with disabilities can influence how store employees perceive and react to their behavior. This bias can lead to assumptions of guilt or incompetence, resulting in discriminatory treatment and the unnecessary involvement of law enforcement.

6. De-escalation Failures

Even when a potential misunderstanding occurs, trained employees should attempt to de-escalate the situation before calling the police. This involves active listening, empathy, and a willingness to understand the individual’s perspective. Unfortunately, de-escalation techniques are not always employed effectively, leading to unnecessary escalations and police intervention.

The Consequences of Calling the Police

Calling the police on a disabled person can have devastating consequences, ranging from psychological trauma and physical harm to legal repercussions and reputational damage. These incidents reinforce negative stereotypes, erode trust in law enforcement and businesses, and create a hostile environment for individuals with disabilities. Beyond the individual impact, these events can damage a company’s reputation and spark public outrage, leading to boycotts and legal action.

Moving Forward: Towards a More Inclusive Approach

Preventing these incidents requires a multifaceted approach:

• Comprehensive Disability Awareness Training: Mandatory, ongoing training for all employees on recognizing, understanding, and appropriately responding to individuals with various disabilities.
• Implementing De-escalation Techniques: Equipping employees with the skills to calmly and effectively de-escalate potentially tense situations.
• Prioritizing Accommodation: Actively seeking to provide reasonable accommodations to individuals with disabilities to prevent misunderstandings and conflicts.
• Reviewing and Revising Security Protocols: Ensuring security protocols are flexible and sensitive to the needs of individuals with disabilities.
• Building Relationships with Disability Advocacy Groups: Collaborating with local advocacy groups to gain insights, improve training programs, and foster a more inclusive environment.
• Promoting a Culture of Empathy and Understanding: Cultivating a workplace culture that values empathy, respect, and understanding towards all individuals, regardless of their abilities.

Ultimately, the goal is to create a retail environment where individuals with disabilities feel safe, respected, and valued. This requires a fundamental shift in perspective, from viewing disability as a potential problem to recognizing it as a natural part of human diversity.

Frequently Asked Questions (FAQs)

1. What is the Americans with Disabilities Act (ADA) and how does it apply to retail stores like Target?

The ADA is a civil rights law that prohibits discrimination against individuals with disabilities in all areas of public life, including retail stores. This means Target must provide reasonable accommodations to ensure individuals with disabilities have equal access to goods and services. Examples include providing accessible entrances, offering assistance with shopping, and modifying policies to accommodate individual needs.

2. What are “reasonable accommodations” and how can they prevent misunderstandings?

Reasonable accommodations are modifications or adjustments to a store’s policies, practices, or procedures that enable an individual with a disability to participate equally. Examples include allowing a service animal, providing a quiet space for someone experiencing sensory overload, or communicating in a different way. Proactively offering accommodations can prevent misunderstandings and avoid escalation of situations.

3. What types of disabilities are often misunderstood in retail settings?

Disabilities like autism, Tourette’s Syndrome, anxiety disorders, and mental health conditions often manifest in ways that can be easily misinterpreted. Individuals with these conditions may exhibit behaviors that are perceived as disruptive or suspicious, even though they are simply expressions of their disability.

4. What kind of training should retail employees receive to better interact with disabled customers?

Training should include basic disability awareness, communication strategies, de-escalation techniques, and information on the ADA and reasonable accommodations. Employees should learn how to recognize common signs of different disabilities, how to communicate effectively with individuals who have communication challenges, and how to respond appropriately to behaviors that may seem unusual or disruptive.

5. How can retailers improve their security protocols to be more inclusive of disabled individuals?

Security protocols should be flexible and adaptable to account for the diverse needs of individuals with disabilities. Security personnel should be trained to recognize disability-related behaviors and to prioritize de-escalation over immediate confrontation. They should also be aware of the ADA and the importance of providing reasonable accommodations.

6. What are some de-escalation techniques that retail employees can use?

De-escalation techniques include active listening, empathy, calm and respectful communication, and offering assistance. Employees should try to understand the individual’s perspective, avoid making assumptions, and offer solutions that can help resolve the situation peacefully.

7. What should a disabled person do if they feel discriminated against in a store?

If a disabled person feels discriminated against, they should document the incident with details such as the date, time, location, and names of individuals involved. They can then file a complaint with the store’s management, the Department of Justice (DOJ), or a local disability rights organization.

8. What role do implicit biases play in these situations?

Implicit biases are unconscious attitudes or stereotypes that can affect our understanding, actions, and decisions in an unconscious manner. These biases can influence how store employees perceive and react to individuals with disabilities, leading to discriminatory treatment and unnecessary police involvement.

9. How can retailers work with disability advocacy groups to improve their policies and practices?

Retailers can collaborate with disability advocacy groups to gain valuable insights into the needs and experiences of individuals with disabilities. These groups can provide guidance on training programs, policy development, and best practices for creating a more inclusive environment.

10. What are the potential legal consequences for retailers who discriminate against disabled customers?

Retailers who discriminate against disabled customers can face legal action under the ADA, including fines, penalties, and requirements to implement corrective measures. They may also be subject to lawsuits and reputational damage.

11. What steps can Target (or any retailer) take after an incident to address the situation and prevent future occurrences?

After an incident, retailers should conduct a thorough investigation, review their policies and procedures, and provide additional training to employees. They should also reach out to the individual involved to offer an apology and address their concerns. Collaborating with disability advocacy groups can also help to identify areas for improvement and prevent future incidents.

12. How can consumers advocate for better treatment of disabled individuals in retail settings?

Consumers can advocate for better treatment by supporting businesses that prioritize inclusivity, reporting incidents of discrimination, and raising awareness about disability rights. They can also contact retailers to express their concerns and demand improvements to policies and training programs.