Appendix A - Target Change Objectives

Overall Change Objectives

The identification and elimination of any discrimination that may exist in employment policies of the Windsor Police Services Board (Board) and the practices of the Windsor Police Service (Service) that may be contrary to the Ontario Human Rights Code.

The identification and elimination of any discrimination that may exist in the provision of policing services by the Service to people in the City of Windsor that may be contrary to the Ontario Human Rights Code.

A. Pre-employment, Employment Practices, Environment

  1. Objectives:
    1. Support the ongoing efforts to recruit, hire, and retain qualified individuals reflective of the diversity in the City of Windsor area with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide fair and equitable policing services in a diverse community; and
    2. Promote qualified individuals within the Service with the goal of developing a Service workforce that is reflective and representative at all levels, of the diversity in the City of Windsor area.
  2. Change Initiatives may include:

Review of existing recruitment and hiring practices and programs to ensure compliance with all human rights requirements;

  1. Evaluation of whether existing recruitment and hiring practices and programs are appropriate measures to meet the desired goal of recruiting individuals reflective of the diversity in the City of Windsor area with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide fair and equitable policing services;
  2. Where necessary, the further development and implementation of recruiting and hiring initiatives which will meet the desired goal of recruiting individuals reflective of the diversity in the City of Windsor area with a respect for human rights and due regard for the language skills, cultural competencies and community ties necessary to provide fair and equitable policing services;
  3. Regular monitoring to assess whether recruiting and hiring initiatives are fostering the desired change outcome. This monitoring will generally take the form of regular public reports to the Board by the Chief of Police, and will include assessment by the OHRC of the effectiveness of this monitoring regime with possible appropriate recommendations;
  4. Review and evaluation of existing criteria, policies and practices with respect to transfer and promotion of individuals within the Service aimed at ensuring barrier-free access to advancement within the Service for all qualified individuals. Barriers will be assessed relating to all Ontario Human Rights Code grounds.
  5. Where necessary, the further development and implementation of initiatives that encourage, facilitate and provide barrier-free access to advancement for all qualified individuals without discrimination based on any Ontario Human Rights Code ground.
  6. Regular monitoring to assess whether the promotional initiatives are affecting the desired change/outcome. This monitoring will generally take the form of regular public reports to the Board by the Chief of Police, and will include assessment by the OHRC of the effectiveness of this monitoring regime with possible appropriate recommendations;

B. Training

  1. Objectives:
    1. The Service will continue to provide diversity and human rights training and engage in on-going professional development of all members of the Service with the goal of providing members with the skills and knowledge to provide policing services in a manner which is fully consistent with the non-discrimination requirements of the Ontario Human Rights Code and which is professional, respectful, tolerant, and inclusive; and
    2. Training members of the Service to reinforce or enhance their understanding of what constitutes racially biased policing, racial profiling, racial discrimination and harassment, disability discrimination and harassment, or any other violation of the Ontario Human Rights Code.
  2. Change initiatives may include:
    1. Review and evaluation of all current training programs, materials and curriculum, provided to both new recruits and to current members of the Service to determine whether issues of equity and diversity are being addressed sufficiently;
    2. Where necessary, further evaluation of these programs, materials and curriculum as to whether issues of equity and diversity are being sufficiently addressed;
    3. Development and implementation of training and learning programs for new recruits addressing issues of racially biased policing, racial profiling, racial discrimination and harassment, disability discrimination and harassment;
    4. Where necessary further development and implementation of training and learning programs to be provided on a regular and on-going basis, for current Service members addressing issues of racial or faith biased policing, profiling based on race or faith, discrimination and harassment based on race or faith; disability discrimination and harassment;
    5. Regular monitoring of training programs to determine their effectiveness in meeting stated objectives. This monitoring will generally take the form of regular, public reports to the Board by the Chief of Police; the OHRC will assess the effectiveness of this monitoring regime and make appropriate recommendations.

C. Accountability

  1. Objective:
    1. Specific accountability measures to ensure support for the change initiatives by all levels of management of the Service.
  2. Change initiatives may include:
    1. Identification by management personnel of individual goals and plans to meet the overall change objectives;
    2. Identification by management personnel of individual goals and plans to be met by members they supervise to meet overall change objectives; and
    3. Development and implementation of specific, measurable and achievable performance indicators for all levels of management to measure support for, and compliance with, change initiatives.

D. Public Liaison

  1. Objectives:
    1. To ensure that the public is aware of their rights and responsibilities when interacting with the Service; and
    2. To improve the Services’ relationship with the community to facilitate better policing and effective fulfillment of human rights obligations.
  2. Change initiatives to include:
    1. Review of the Service website to determine whether additional or further information should be posted on the site to ensure sufficient public awareness of individual rights and responsibilities.
    2. Consideration of the development and dissemination of a plain-language brochure containing information consistent with the Service’s website.
    3. Consideration of community consultation processes to enhance relations with community members, particularly from vulnerable groups.