DIVERSITY IS A CANADIAN REALITY: INCLUSION ... - CACP Global · CACP Global Studies is a unique professional development program for executives in policing and related public safety

©2018CanadianAssociationofChiefsofPolice

DIVERSITYISACANADIANREALITY:INCLUSIONISACHOICE

ASummaryReportOntheProceedingsandResearchOutcomesofthe11thCohort

CACPGlobalStudies2018ClosingReporttotheCACPBoardofDirectors

August2018

CACPExecutiveGlobalStudiesProgram2018–SummaryReport–InclusionisaChoice–Page2


INTRODUCTIONCACPGlobalStudiesisauniqueprofessionaldevelopmentprogramforexecutivesinpolicingandrelatedpublicsafetyandcriminaljusticeagencies.Theprogramspansoversixmonthsofintensestudyandcollaboration,anditappliesaresearch-drivenandproblem-basedlearningmodel.CACPGlobal2018representedthe11thcohorttocompletetheprogramsince2003.Todriveourtransformativelearningexperience,the2018cohortwaschallengedbytheCACPBoardofDirectorstoexamineequity,inclusion,andfundamentalrespectindiversepolicingorganizations.OurteambeganbyexaminingthistopicinCanadaandtheUnitedStates,andour21members(seeAppendixA)engagedinextensivediscussions,literaturereviews,anddomesticresearchonthevariouselementsofourresearchtopic.Followingourdomesticresearchweconductedfieldstudiesin17countries,rangingfromenvironmentswhereinclusionanddiversitymattersgreatly,tothosesocietieswhereassimilationistheonlyapparentoption.Wediscoveredearlyonthattherecanbevaryingdegreesofcommitmenttovaryingdefinitionsfordiversity,inclusion,andexclusionwithinanyorganization.WenotethatCanadaisaworldleaderwhenitcomestodiversityandstructuralattemptsatinclusion.However,wedidnotfindanyorganizationthattrulyexhibitedauthenticallyinclusiveenvironments,inCanadaorabroad.Therearenouniversallyacceptedmethodologiestodefineandmeasureorganizationaldiversityandinclusion,norevenanythatwewoulddeemtobebestpractices.Itseemssocietieseverywherearestillgrapplingwiththisconcept,andmanyofourglobalhostsarenowlookingtoCanadianpoliceandtheresearchresultsfromtheCACPGlobal2018cohorttoprovidenewandinnovativeanswers.Welearnedthatwhilenoteveryonedefinesdiversityandinclusionthesame,itusuallycorrelatesdirectlytothesocietaldefinitionswithinanygivenregion.Itwasalsomadecleartousthatexclusionarybehaviourshaveadirectimpactonstaffmoraleandmentalhealth,professionalism,andworkplacesafetyinCanadianandininternationalpoliceservices,andsuchbehavioursposeamajorbarriertothesuccessofpolicemembersandtheirorganizationstodayandintheyearstocome.Itbecameevidentthatforanyorganizationtobecomeauthenticallyinclusive,itwillrequireboldleadership,awidenedpathtotalent,andfundamentalculturechange.



Withoutanyoneofthesecomponents,authenticinclusionwillremainunattainable.IfCanadianpolicingistoadvanceandevolvethewayitcanandshould,andtoremainasrespectedasitisathomeandaroundtheworld,itisimperativethatpoliceleadersembracethisconceptofauthenticinclusionasanurgentideal,andthatwerealizetheparamountimpactitsabsenceishavingandwillcontinuetohaveonourmembers,ourcommunities,andoursuccess.Whathappensinsideourorganizationsmostassuredlypermeatesoutsidetoourabilitytoexecuteourcoremission.And,theambitionsforimprovedPublicTrustsetoutsoclearlybyourpredecessorsinGlobal2017willmostcertainlyremainjeopardizedbythegrowingpublicawarenessofourowninternalenvironments.

THEEVOLUTIONOFOURGLOBALSTUDIES2018RESEARCHMODEL

Policeleadersfromacrossthecountryarerecognizingthatservicesarebecominglessreflectiveoftheirrapidlychangingcommunities.Attractingnewtalentisbecomingincreasinglydifficult.Andonceinsideourorganizations,theexperienceofmembersthroughouttheircareerscandiffergreatly,andinsometimesharmfulandverypublicways.Assuch,theboardchallengedCACPGlobalStudies2018toexaminethetopicofequity,inclusionandfundamentalrespectindiversepolicingorganizationsandtheimpactthesemayhaveonthewellnessofourmembers,onourinternaltalentmanagement,andonourabilitytokeepourcommunitiessafewiththecontinuingtrustandconsentofCanadians.

TheprogramstartedinJanuary2018with21succession-readyCanadianexecutivesfromfederal,provincialandmunicipalpoliceandpartneragenciescomingtogetheronlinetocommencetheteambuildingandsecondaryresearchanalysis.Thisphaseconsistedofanextensiveliteraturereviewandonlinediscussionandcollaboration.Infollow-uptotheonlinework,ourresidentialsessionsallowedustofurtherdelveintothesubjectmatterandreceiveinputfromCanadianexpertsinthefieldofdiversity,inclusion,equity,andhumanrights.

TheGlobalStudies2018cohortquicklyrealizedthistopic,whiledauntingandmultifaceted,ishighlyrelevantinourcurrentsocialandpoliticalcontext,anditwillhaveanincredibleimpactonthefutureofpolicing.Ourdomesticresearchdirectedustoarticulatethefollowingresearchassumption,andwhilesomemayfindthelanguagealarming,weassertthisassumptionwithconfidence:



“PolicinginCanadaisexperiencingacrisisofcredibility,bothinternallyandinthepubliceye,arisingfromtheexistenceofexclusionaryenvironmentswithinpoliceorganizations.”

CACPGlobal2018ResearchAssumption

Furthermore,totrulyunderstandthisconcept,itbecameevidentthatweneededtostopframingthisinquiryintermsofrace,gender,orsexuality,asthisis,inandofitself,exclusionaryanddivisive.Wealsorealizedthatthedefinitionofdiversityandinclusionvariedacrossthecountryandcommondefinitionswereneeded.Thedefinitionsweadoptedareshownbelow,andmostaccuratelydescribedthediversityandinclusionwecametoenvision:

Diversity:

“…thevarietyofpeopleandideaswithinanorganization…”

Source:BersinbyDeloitte

Inclusion:

“…creatinganenvironmentinwhichpeoplefeelinvolved,respected,valued,andconnected—andtowhichindividualsbringtheir“authentic”selves(theirideas,backgrounds,and

perspectives)totheirworkwithcolleaguesandcustomers.”

Source:BersinbyDeloitteOverthecourseofmanydiscussionsregardingtheactivitiesacrossourownmulti-jurisdictionalagencies,weconcludedearlyandcollectivelythatthekeytothisresearchwasinclusion,andthatdiversityinCanadaissimplyagivenreality.Ifanorganizationistrulyinclusive,itwillbyvirtuebecometrulydiverse.Thisledtotheresearchstatement,mentalmodel,anddimensionsasdetailedbelow.

Canadianpoliceorganizationsoperatealongaspectrumofinclusionandexclusion.GlobalStudies2018willexamineevidenceofthisspectruminglobalworkplaces,theimplicationsand

outcomesforpersons,subgroups,organizationsandsocieties,thedynamicsofauthenticinclusivity,andsolutionstoinspireimmediateandprogressivechangeinCanada.

CACPGlobal2018ResearchStatement



OurInitialMentalModel:Toguideourcontinuingdomesticandglobalinquiry,andoursearchfornewgroundedtheorytoinformpolicyandpracticeinCanada,wedevelopedourfirstmentalmodeldepictingourinitialthoughtsonhowthisspectrumofenvironmentsmightintersectwiththedualgoalsofallpoliceservices:tofufilltheircoremissionforthepublic;and,tomeettheneedsandaspirationsoftheirmembers.Themodelarcstowardachievingtheseoutcomesincombination,andclosertoitscentrebase,weseethetypesofenvironmentswiththehighestpotentialtoderailusfromeffectivelyachievingeither.

Figure1–OurPreliminaryMentalModelPleasenotethatthisspectrummodelandtheseenvironmentsaremorefullyexplainedfurther

belowinamodifiedversionthatderivedfromourcompleteddomesticandfieldstudies

www.cacpglobal.ca

CACPGlobalStudies2018ConceptualModelforEquity,Inclusion&FundamentalRespect:ASpectrumofOrganiza3onalEnvironments



OurResearchDimensions:Toprovideacommonstudyframeworktoguidethefivesub-teamsthatwereformedfortheglobalphaseofourstudies,andtoassistinlatermakingcollectivesensefromthefieldinterviewresults,weconstructedaseriesofresearchdimensions.Inourview,eachofthesedimensionsheldthepotentialtobetterinformourunderstandingofthesedisparateenvironments,andthelivedexperienceofthosewhomanageandservewithinthem.

• PersonalSafety• PerceptionsandIndicatorsofInclusion• TalentAcquisitionandRetention(HR)• PolicyFramework• AccountabilityFramework• FrameworkofInitiatives/Actions• DiversityContext/PublicPerception

OurPrimaryResearchMethodology–ApplicationsofInterpretiveInquiryWiththeseelementsestablishedthroughoursecondaryresearchanalysis,theteamcontinuedontoournextphaseofexploration,theprimaryfieldresearch.Thiswasconductedbothdomesticallyandinternationallyusingaqualitativefocus-groupinterviewmodel.Thedomesticresearchwasextremelyimportanttoourtopicasweneededtounderstandtheextenttowhichexclusionoperates,andtotesttherelevanceandvalidityofourentirespectrummodelwithinourownCanadianpoliceorganizations.Thedomesticresearchfirstinvolvedaninternalexaminationandevaluationofthe15organizationsrepresentedbythe21membersorourcohort.Thiswasfollowedbyencountersessionsfeaturingindividualandfocus-groupinterviewswithpolicemembersfrom10ofthoseorganizationsbasedinandaroundSouthernOntario.Thefeedbackwasstaggering.Weheardfirst-handhowprevalentexclusioniswithinpolicing,andhownegativelyitcanimpactourmembers.Fromthesedomesticencounters,welearned:

• Thereisacrisisofcredibilityamongthepublicandourownmembers• Therearevaryingdefinitionsof“diversity”and“inclusion”operating



• Somepoliceserviceshaveadiversity“outreach”programbutmaynothaveinternaldiversitysupport

• Serviceshavedifficultiesattractingdiversepeople• Havingfamilycannegativelyimpactawoman’sabilitytoadvancehercareer• The“OldBoysClub”andother“In-Crowds”existinmostifnotallpolicing

organizationsandresultingexclusionisreal• Somemembersarecontent,proudoftheirservice,andoblivioustoany

exclusion• ElementsofPredatory,ExclusionaryandStructurallyInclusiveenvironments

clearlyexist• MostCanadianservicesappeartobeatorstrivingforstructurallyinclusive,

howeverthisisoftenasaresultofinternalcomplaintsandpubliccrises• Authenticinclusionisreadilyrecognizedasanurgentideal,anditmaybe

characteristicofsomeindividualworkgroups,butnoauthenticinclusioncancurrentlybeobservedatageneralizedlevelinCanadianpoliceservices

The2018cohortquicklycametorealizefromtheseencountersthatourassumptionwasindeedcorrect:thereisacrisisofcredibilitywithinpoliceservices,andbyextension,withthepublicweserve.Inturn,thismadeusrealizejusthowimportantitwastolookatthisfromaninternationalperspective.Hasanyonefiguredthisout?Isthereanorganizationsomewherethattrulyandwidelyexhibitsauthenticinclusion?And,howmightabetterunderstandingofthisconcept,itsessentialingredientsanditscommonbarriers,helptoadvanceandevolvepolicingwithinCanada?

OBSERVATIONSANDFINDINGSFROMOURINTERNATIONALRESEARCHSTUDIES

Ourcohortidentified17differentcountriesthathadhighpotentialtofurtherinformthistopicforCanada.Thesecountrieswerechosenforbeingrecognizableaseitherleadersorlaggardsonthetopic,andinsomecases,forbeingaplacethathasexperiencedextensivechangetotheirgovernmentand/orsocialdemography.Inthosecases,partofouraimwastodiscoverifandhowthosesocialchangeshadtranslatedintotheirpoliceservicesculture.

Havingtestedandrefinedourquestionsandinterviewapproachthroughourdomesticencounters,wecarriedthissameapproachintothefield,andourfiveseparatetravelteamsconductedover50encounters,andinteractedwithupwardsof200individuals,acrossourrespectivestudysites,asshowninTable1.



Table1CACPGlobalStudies2018–StudySitesbySub-Team

Argentina,UruguayChile,Panama,Nicaragua

Israel,PalestinianAuthority,Cyprus,NorthernCyprus,UnitedKingdomGermany,Finland,Norway,Iceland

Netherlands,France,Italy

DiscussionofSomeKeyFindingsFromourmanyrawobservationsinwidelydifferinghostcountries(seesomesamplehighlightsinthesidebarbelow)oursynthesisprocessledtothefollowingkeyfindings,andinturn,thesefindingsledtoasignificantchangeinouroriginalmentalmodel,andultimatelyformedthebasisforourcallstoaction.

Leadership:MakeorBreakExclusionaryandpredatorybehaviourscanbebothperniciousandcovert.Often,theirintendedtargetsstandalone,uncertainofthesupportorcomplicityofpeers,fearfulofbeingostracizedandevenofescalatingoffensesagainstthem.Assuch,itislittlesurprisethatwheresafeandhealthyworkplacesareseen,sotooareactiveandengagedseniorleaderswhosetandsustainatoneofmutualrespect,andzerotoleranceforexclusion.Sadly,theoppositeisalsotrue.Inclusion:CentraltotheCorePolicingMissioninCanadaInthecountrieswhereinclusionhasadvanced,ithasalmostalwaysbeeninresponsetorecognizedchangesinlocaldemography.ItfollowsthatinCanada,globallyrecognizedforthebreadthofitscommitmentstodiversityandsocialequity,inclusiveworkplacesareamustingeneral,andareacriticalsuccessfactorforpolicingtobeabletoremaininlinewithandserveatthelevelofpublicexpectations.ValueProposition:DiversityofThoughtandTalentMustbetheEndGameDiversityinCanadaandelsewhereisoftenacodewordfortargetedeffortstomeettheneedsandrepresentationlevelsofselectgroups…oftencalled“equity-seekinggroups”.Bydefinition,thiscancauseunintendedconsequencesagainstthosewhoseequityisassumedtobeautomaticallyassuredbyprivilege.Whensuchassumptionsarebased



onlyonsuchdefiningfeaturesasgender,race,ethnicity,ability,orsexuality,andtheinter-sectionalconfluencesofsuchcategories,theresultmaysimplybeanever-shiftingfieldofperceivedwinnersandlosers.Whatislostinthesestructuralattemptsatequityistherecognitionthatdiversityisanever-presentreality,especiallywhenthatwordisappliedtothedeepercharacter,talentsandcapacitiesofallindividuals.Thequestionweneedtobeaskingis,“Howeffectiveareweatgivingthisfulldiversityofthoughtsandperspectivestheopportunitiesweneedthemtohave,inorderthattheymightallcontributefullytothemissionweallaimtoserve?”AssimilationandConditionalInclusionInsomecountries,thereislittledoubtthatrapidconformitytoanexistinganddominantsetofsocialnormsisanovertlyexpressedconditionofacceptance.ThisisnotandhasneverbeentheCanadianideal.Multiculturalismanditsgender/sexualequivalentsareenshrinedinourCharter,upheldinourcourts,andcelebratedinournationaldiscourse.TheGaptoAuthenticInclusionTheabsenceofthisin17countries,someadvancedinstructuralinclusion,ledustorealizeweneededtochangeourspectrummodelinoneverysignificantway.

SomeRawDataHighlightsFromOurInternationalResearch:

• Legislationalonedoesn’tequalinclusion• Quotas,evenwhenachieved,donotmeanyouare

inclusive• Truecaringforeverypersonintheorganization

buildsinclusion• Noreliable,empiricalevidenceoninclusionexists,

aslegislationmostoftenimpedesdatacollection• Twocountriesweremostclearaboutassimilation

asasocialexpectation.Theyseeequalityasonesizefitsall.(e.g.“TodenydiversityisnotjustthewilloftheRepublic,itisthewillofthecitizens.”)

• CollectivetraumaticmemoriesandresultinglanguagesensitivitycontinuetoshapethecultureresultingfromWWIIandothersimilarsocialupheavals

• Strongandengagedleadershipisarecognizabledistinguishingfeatureinthemoresuccessfullyinclusiveenvironments;itisequallynotedfortheeffectofitsabsenceinothers

• Diversityofthoughtisstatedasahighlyvaluedaiminpolicingorganizationsworldwide,butpatternsofbehaviourgenerallycontradictthisvalue

• Inthemoresuccessfullyinclusiveworkplaces,membersciteapositiveandenablingworkingenvironment

• TheuniquenessofCanadianvalues,andournationalcommitmenttodiverseandinclusivesociety,isverywidelyrecognized,andenviedforitsbreadthandscope

• Noexamplesoffullyauthenticinclusionwereidentified,outsideofsomeselectindividualworkgroups

• Theinfluenceofleadershipisparamountandinfectious

• Whereinclusionissuccessful,thepathtotalentacquisitionanddeploymentismadewiderbyremovalofsystemicbarriers

• Policies,lawsandregulationscanimprovestructuralinclusion,andreducenegativeexposuresandcosts,buttheydolittletoguaranteeauthenticinclusionwilloccur

• Equityandinclusionaremoresuccessfulwherepolicerecruitshaveearlyexposuretohumanrightsatthecoreoftheirtraining



Figure2–OurUpdatedModelASpectrumofOrganizationalEnvironmentsandLivedExperience

Thisspectrumofenvironmentsisreflectedtovaryingdegreesinthelivedexperienceof

policeservicemembersacrossCanadaandabroad.

Policeservicesrecognizetheimportanceofachievingbalancedgoals:• executingthecoremissiontotheexpectationsofsociety;and,• meetingtheneedsandcareeraspirationsoftheirownmembers

1.PredatoryWorkEnvironmentsUndoubtedlytrueyetdifficulttohear,someofourmembersexperienceapredatoryworkenvironment–withhuntersandtheirprey–periodicallyand/orincontinuingpatternsofbehaviour.Psychologicalinjuries,physicalharmandorganizationalcostscanbesignificant,andTrustinPolicingisgreatlyunderminedasthepubliclearnsofthesesituations.



2.ExclusionaryWorkEnvironmentsUnderlessovertmotivesmanyworkenvironmentscontinuetobeexperiencedasexclusionary.Systemic,structuralandculturalbarrierslimitaccesstopolicingcareers,promotionandspecialunitassignmentsandoftennecessitateharmfuladaptationsbyindividualsseekingtomoreeasilyassimilate.Thecurrentlyassimilativenatureofpolicingcanblockaccesstothetalentsweneedanddiminishoureffectivedeploymentofthediverseskillsandperspectivesweacquire.3.StructurallyInclusiveWorkplacesandOrganizationsProgressivepoliceservicesinCanadacantakeprideintheirachievementsatthislevel.NoothercountrycurrentlysurpassesCanadainourdeliberateefforts,policiesandprogramsdesignedtosupportdiversityinallitsforms.Manyprogramshavebeenreactionarytospecificissuesand/ortargetedtoidentifiedgroups.Mostremainfocusedonachievingdiversitytargets.Someareviewedasdivisive.4.AuthenticInclusion-ANewIdealEmergesforCanadianPolicingInsuchanenvironmenteffortstowardsinclusion,respectfordifferencesinallforms,andunrestricteddeploymentoftalentswillbegenuine,widespreadandongoing.Individualswillberecruitedandvaluedfortheirauthenticselves,andtheirdiversecapabilitieswillbeencouragedandutilized.Currentevidencesupportsthatsuchanenvironmentdoesnotyetexistinourpoliceorganizations.5.BridgingtheGap–TheUrgentImperativeforCanadianPolicingAgapexistsbetweenstructuralandauthenticinclusion.Thereisnonaturalprogression.Organizationscanbe,andshouldstrivetobe,exemplaryatstructurallyinclusiveprogrammingandtargeteddiversity.But…Achievingauthenticinclusionwillrequiredifferentanddeepersolutions.



OURCALLSTOACTIONFORCANADIANPOLICEEXECUTIVES(ANDOTHERS)

ThenatureofourGlobalStudiesprogramencouragesustodirectourcallstoactiontoallpoliceexecutivesbywayoftheCanadianAssociationofChiefsofPolice.However,whileframedunderthatgeneraldirectionbelow,wenotethattherearemanyotherstowhomthesecallstoactionwillhaveimmediateimportanceandrelevance.Onthistopic,noamountofengagementandcollaborationcanbetoomuch.

Thus,amongourpropositionsbelowisacallfortheimmediateformationofaCACP-led,andwidelyrepresentative,NationalInclusionWorkingGroup.Wealsorecommendthattheword‘diversity’notbepartofthenamingormandateofthisgroup.Foronereason,werespectthetremendousworkthatisalreadybeingdoneinspecificservicesandcollectivelytoensurethatCanadianpoliceorganizationscontinuetoleadthewayonstructurallyinclusivesolutions.Webelievethisworkmustcontinueandbesupported.Butwealsobelievethatacommitmentbythisproposednewgrouptoachievingandsupportingauthenticinclusioninallpoliceworkplacesmustbeitsclear,distinctandcompellingmandate.Thefollowingthreecalls-to-actionprovideagoodinitialframeworkunderwhichthatthatworkmightbegin.

ChallengeandChangeOurAssimilativePolicingCultureCanadaisrecognizedathomeandabroadforitscommitmenttoandcelebrationofadiverseandinclusivesociety.Trulyrealizingonthisidealisacontinuingchallengeandremainsanelusivegoalformanyinourcountry,butinnoothernationisthisidealmoregenuineinitseffortsandmoreinclusiveinitsscope.Conversely,Canadianpolicingcontinuestoreflectacultureofassimilation,wherelong-standingtraditionscontinuetoshapemanyassumptions,andwhereconformitytoooftenoverridesinclusion.Traditionsarevaluedbymany,andimportanttothecharacterofpolicing.But,toeffectivelyservethechallengesof21stcenturyCanadiansociety,wemustconfrontandbeginchangemanyoftheseassumptions.Canadianpoliceagenciescurrentlyoperatebyassimilatingtheirpersonneltofittheorganization.Thisbeginswithourswornrecruitmentandourcivilianselectionmodels,instructuralways,andcontinuesthroughoutpolicingcareersinoftenmoretacit,butequallycounter-productiveways.ThisassimilationmodelisindirectcontrasttotheCanadianmosaicandourhumanrightsideals.Policeculturemustbecomeoneofinclusionwhereouremployees’differencesaretrulyvalued,respectedandfullyutilized.



Furthermore,urgentstepsmustbetakentochangethenatureofourconversation.Currenteffortsfocusedondiversityareexperiencedbymanyastokenismandfavouritism,whethertheyarefavouredbytheseeffortsorfeelvictimtothem.Acontinuedemphasisondiversityprogrammingaloneisoftenperceivedtodisadvantagethosenotlabeledas‘diverse’andrepresentsinourviewanabsurdmisinterpretationofthenaturalorderofthings,whereinweareall,bynature,diverse.Sucheffortsarealsoperceived,mostoftenunfairly,asattemptstolowerstandards…ormoreaccurately,perceivedstandardsandnormsthatareveryoftenreflectiveoftheassimilativecultureitself.Recruitmentandrepresentationtargets,andtheremovalandprotectionsfromsystemicbarriersornegativeworkplacebehaviours,aresimplyduediligenceforanyorganization,andtheyremainnonethelessessentialtoachievingstructuralinclusion.But,thegapbetweenstructuraleffortsandprograms,andtheimperativeidealofauthenticinclusion,requiresustobeginwhatwilllikelybealengthyandattimesdifficulttaskofaligningCanadianpolicingwiththetruenatureofCanadiansociety,asysteminwhicharichdiversityofthoughtsandperspectivesiswelcomed,cultivatedandutilizedinserviceofthecoremission.WidenAllPathwaystoTalentInpartnershipwithourcommunitiestheCACP,andbyextensionallpoliceservicesandgoverningauthorities,musttakeurgentstepstoredefinethetruecompetenciesandmostvaluedattributesofapoliceprofessionalnecessarytoreflecttheneedsofourorganizationsandmodernexpectationsofCanadians.Amidmuchcurrentdiscussionabout"professionalizing"policing,wemustrevisitwhatqualitiesweactuallywantandneedinourpoliceservices,whatmixofskills,whatmixofperspectives,andwhatdefiningvalues.Thedemands,complexityandexpectationsofpolicinghavechangedalongsidethemakeupofourcommunities.Wemustchallengeourassumptionsandmodernizeourthinkingaboutwhatweneedtobelookingforinourpoliceprofessionals

“Beleaders,andbehumanrightschampions,asyouworktoachieveyourvisionofpoliceservicesthat

authenticallyreflectequity,inclusionandfundamentalrespect.”

RenuMandhaneChiefCommissioner

OntarioHumanRightsCommissionAddressingGlobalStudiesMay29,2018



atentry,ateverysuccessivecareerlevel,andineveryincreasinglycomplexaspectofourwork.Canadianpoliceservicesarefacingrealchallengesinfillingbothswornrecruitclassesandvitalcivilianpositionswiththequalities,skillsandvaluesweneed.Wemustalignmorecloselywiththeattitudesofyoung,talentedpeopleaboutwhatapolicingcareercanoffer,andwemustensurethattheycanseethemselves,reflectedauthentically,astheyconsiderthosecareers,whetherswornorcivilian,generaldutyorhighlyspecialized.Toachievethiswidenedpathtotalentasbroadlyandrapidlyaspossible,werequireaconsistent,unifiedCanadianrecruitingstrategy,notaimingforthenextclass,butforthenextgenerationofdiverselytalentedpoliceprofessionals.TheCACPiswellpositionedtoleadthedevelopmentofanationalstrategytopromotethisnewidealofauthenticallyinclusiveprofessionalpolicingtoallCanadians.EngageinCourageousLeadershipAuthenticinclusionrepresentsastrategicchallengethatwillrequirethecouragetogotouncomfortableandcontentiousplaces.Itmightrequireustoconfrontandchangethingsthatmanyseeassacredpolicingtraditions.Amidmanyencouraginginitiativestowardstructuralinclusion,weallhavepredatorsinourorganizations,weallhaveexclusionarybehavioursandpractices,andweallhavesystemicbarriersthatlimitopportunitiesfortoomany.Activelyengagedleadershipwillbecriticalasorganizationsstrivetobalancerespectforall,whilealsoprovidingthenecessarysupportstoeveryoneaffectedbychange.Asnotedinourkeyfindingsabove,strongengagedleadershipisavitalcontributortosuccess,andisperhapsthesinglemostnotabledeficiencyinnon-inclusiveworkplaceswhenitisabsent.Policeleadersmustcontinuetocommitrealresourcesintoprogramsthatcreateandsustainstructurallyinclusiveworkplaces.Policeleadersmustalsocommittobuildingauthenticallyinclusiveorganizationswherewereflectourcommunitiesinourstaffing,andwhereallemployeesarevalued,respectedandincludedastheirauthenticselves.Courageousleadersatalllevelsmustbepreparedtochallengepersonalandorganizationalcorebeliefs,valuesandtraditions.Moreover,andperhapsmoredaunting,courageousleadersmustbepreparedtochallengethenegativeassumptions,



harmfullanguage,andnon-inclusivebehavioursoftheirprofessionalcolleagues,whetherthesepresentthemselvesinplainsiteorinthe‘safeprivacy’ofin-crowdconversations.TheresearchoutcomesofCACPGlobal2018indicatetheurgencyfortheformationofanational"inclusion"workingbodyundertheCACP.Webelievethatpoliceleaderswillrequirecontinuingsupportandguidance,alongwithnewmechanismsforaccountabilityandmeasurementofprogresstowardstheseaims.Thisisacalltoactionthatistimelyandcriticalinourview.Wefurtherrecommendthatinclusionandtrustshouldbecomevirtuallytwinned,withdiscussionsoninclusionfeaturingheavilyinalloftheCACP’songoingworkandeventsonthesubjectofPublicTrust.OneImmediateActionforEveryPoliceExecutivetoConsiderFinally,wenotethatamongallourlearningopportunitiesthroughoutthisintensiveprogram,nonestandsoutmoretoallofusthanthedaywespentinfrankdiscussionswithourownrepresentativemembers.OnMarch27,GlobalStudies2018hostedanencounterwithadiversemixofcurrentlyservingswornandcivilianmembersfromseveralpoliceservicesfromacrossSouthernOntario.Weaskedthemopenquestionsabouttheirlivedday-to-dayexperience,andwesupportedthemthroughourcarefullydevelopedinterviewmodel.Theyansweredcandidly…andwelistened…andwelearned.DuringourbriefpresentationattheupcomingCACPAnnualGeneralMeetinginHalifax,ourteamwillclosebyintroducing“ASimpleAssignmentWorthConsidering”.

Simplyput,whatifsimilarconversationstookplaceineverypoliceservicenextweek?Whatmightwealllearnaboutthepathtoauthenticinclusion?

“Whatifthemostimportantperspectiveistheonethatyouhaven’theard?”

RuthMontgomery

CACPGlobal2018ResearchCoach



DELIVERINGTHERESEARCHOUTCOMESFROMCACPGLOBALSTUDIES2018

Asthepictureofourresultscameintofocus,andfollowingdiscussionamongthegroup,itwasdeterminedthatthereweremanymethodsrequiredforthecohorttoeffectivelyintroduceanddeliverthechallengingfindingsofthisresearchstudytoaCanadianpolicingcommunitythatincludesmanywhoarereadytoheartheseresults,andmanyotherswhomayfindtheminitiallydifficulttoaccept.Ourcohortselectedthefollowingmeans:

OurSuiteofDeliverables:1. CACPGlobal2018InterimPresentationandensuing‘work-shopping’

discussionsessionwithaselectpanelofCanadianPoliceexecutivesandrepresentativesofourlivedexperienceencounters(completedJune1);

2. CACPGlobal2018ResearchSummaryReporttotheCACPBoardofDirectors(thisdocument);

3. Aninfo-graphicAuthenticInclusionResourceCarddesignedtosummarizeandwidelydistributethekeyelementsofour2018researchfindingsandactions,andtosupporttheproceedingsandconsultationsattheCACP-AGMinHalifax;

4. CommitteeBriefings:beforeandduringtheAGMproceedings,membersofGlobalStudies2018willmeetwiththeBoardandwithseveraloftheCACPStandingCommitteesinordertobriefthemdirectlyonthefindings,andtoexplorepossiblerolesandopportunitiesforeachcommittee/bodyinsupportofthecohort’sresultingcallstoaction;

5. Aninteractiveandmulti-mediapresentationontheGlobal2018researchfindingstobedeliveredtothefulldelegationatthe2018CACP113thAnnualConferenceinHalifaxonAugust14,2018.

6. AcomprehensivecompaniondocumententitledAuthenticInclusion:AGlobalLiteratureReviewandBibliographicResourceforWorkplacePractitioners.Thisvaluableresourcefeatures125bibliographicsources,about70%peer-reviewed,andwascompiledbyteammemberSimonDemers(VPD)onthecohort’sbehalf.Theresourceshowcasesthedomesticandgloballiteratureandfieldinterviewsthathaveinformedthisstudyanditsoutcomes.(Note:toremainavailableonwww.cacpglobal.caandRFConnect)



CONCLUSIONWenotethatCACPExecutiveGlobalStudieshasbecomewidelyrecognizednotonlyforthedepthandimpactofitsresearchproductsthrough10priorcohorts,butalsoforthetransformativelearningexperienceitsuniquedesignhasmadepossibleforitsparticipatingmembers.Whetherornotsuchathingmightoccurorhasoccurredforothersinthepastisafunctionofmanyfactors,includingtheresearchtopicassigned.Manyofusinthis11thcohortapproachedthisassignedtopicwithgenuinetrepidation.Someofusheldandwerequiteopenwithoneanotheraboutsomeintractableviewsinourearliestdeliberations.Wecannotspeakforpriorcohorts,norevenmakebroadassumptionsaboutallofourownteammembers.Noexperienceiscommontoeveryone.But,perhapsmorethananypriorcohort,ourfinalwritingteamfeltcompelledtohighlightthedistancewehavealltravelledasagroupandasindividualswithlong-servicepolicingcareers.WebelieveourpropositionthatauthenticinclusionisnotonlythenewidealweshouldbeaimingforacrossCanadianpolicing,butthatitisawhollydistinctideal,standingquiteapartfromthewayswehaveseentheseissuesofdiversityplayoutinpolicingthroughoutourowncareers.Aswell,itisimportantwiththistopicinparticulartoreflectonthemanypersonal,sometimesdifficultandoftenawkwardconversationsthatcharacterizedmuchofoursixmonthsofcollaboratingtogether.Wenotethatourdiverseaudienceforthisreportmayneedtoexperiencesimilarconversations,astheymoveforwardcourageouslywithourcalls-to-action.Formanyinpolicing,suchconversationshavetoppedthelistamongthosebestavoided.Diversityhasbeenanoftencontentiousandfrequentlydivisivetopicinpolicing.Itisoursincerehopethatbyshiftingtheconversationtowardauthenticinclusion,Canadianpolicingwillrecognizethatinitsbroadestinterpretation,diversityissimplytherealityinwhichweoperate.Wehopeourresearchoutcomesmayprovidethemeansforusalltomakeboldanddeliberatechoicesasasector,andtotakesignificantstepsforwardaswereflectandservethesharedidealsofourmembersandourunique-in-the-worldCanadiansociety.



AppendixACACPExecutiveGlobalStudies2018CohortMembers

Name Rank/Title SponsoringAgency

SteveDrennan Inspector CalgaryPoliceService

KrystineRichards DirectorofBusinessDevelopment CanadianPoliceKnowledgeNetwork

LoxColquhoun StaffSergeant DurhamRegionalPolice

GerryAnnetts ExecutiveLegalDirector EdmontonPoliceService

JohnValtonen Inspector GreaterSudburyPoliceService

JimButler Inspector HalifaxRegionalPoliceService

SueBiggs Inspector HaltonRegionalPolice

HeleneCorcoran Inspector KingstonPolice

PaulBeesley ChiefSuperintendent OntarioProvincialPolice

DaveQuigley ChiefSuperintendent OntarioProvincialPolice

StephaniePatterson Superintendent OntarioProvincialPolice

JonDumond Superintendent OntarioProvincialPolice

JamieDunlop Inspector OttawaPoliceService

AllanLai Inspector RCMP

KenLamontagne Director RCMP

LinaDabit Inspector RCMP

DarrylHarris StaffSergeant SaanichPoliceService

SimonDemers AuditManager VancouverPoliceDepartment

MikeHaffner Inspector WaterlooRegionalPoliceService

VirginiaTorrance Solicitor WaterlooRegionalPoliceService

RickyVeerappan Superintendent YorkRegionalPolice

NormanE.Taylor ProgramDirector CACP

Documents

DIVERSITY IS A CANADIAN REALITY: INCLUSION ... - CACP Global · CACP Global Studies is a unique professional development program for executives in policing and related public safety