Working Group on Respectful Workplaces in Policing
The Working Group on Respectful Workplaces in Policing is committed in creating a healthy work environment that is inclusive, respectful, and free from harassment and discrimination is an ongoing priority for organizations, and is especially challenging within the policing sector. The Working Group on Respectful Workplaces in Policing is a ground-breaking initiative developed in late 2021 and co-led by the Toronto Police Service and Ontario Provincial Police, in recognition of the fact that this topic requires sector-wide action as a collective. The working group comprises of leaders from policing services across Ontario (and the RCMP) to work together to identify challenges and develop best practices in order to support policing services to modernize practices, programs and processes with respect to harassment and discrimination.
The working group operates independently of the OACP. The OACP is committed to supporting this group, and the working group and the OACP will work together to identify areas for partnership and collaboration.
Terms of Reference
April 2022
Background
Creating a healthy work environment that is inclusive, respectful, and free from harassment and discrimination is an ongoing priority for organizations, and is especially challenging within the policing sector. Efforts are underway in many police services to conduct reviews to identify root causes and develop actions to improve workplace culture.
In early 2021, the Toronto Police Service (“TPS”) and Ontario Provincial Police (“OPP”) initiated a discussion with police services across Ontario focused on the challenges police services face in addressing and eliminating harassment and discrimination, and exploring how they might work collectively to achieve common goals of creating and maintaining psychologically safer and respectful workplaces.
A roundtable discussion was held in November 2021 with participants from 10 police services (see Appendix 3 – Notes of Roundtable Meeting). The Bernardi Centre, the training arm of Bernardi Human Resource Law LLP (“Bernardi”), facilitated the workshop, which resulted in the identification of many common challenges and opportunities for collaboration. The discussion was reflected in a white paper authored by Bernardi, entitled Transforming Workplace Culture in the Police Service. The report:
- provides evidence-based information about the persistence of harassment in police services
- shares insights and recommendations based on their experience advising police services; and
- summarizes the discussions from the police roundtable meeting including an action plan for moving forward.
The white paper recommends steps the police sector can take to effectively work together to address harassment and discrimination in their workplaces:
- Identify key areas of common concern and priority
- Collaborate to establish norms and best practices for eliminating and addressing harassment and discrimination
- Share resources and data
- Identify opportunities for advocacy to improve legislation and regulations
- Collaborate on the education of leaders and other decision-makers including adjudicators and arbitrators.
In February 2022, a second roundtable session was held in which participants came together again and agreed on the formation of the Working Group on Respectful Workplaces in Policing (“Working Group”).
Purpose
- To facilitate the development and sharing of best practices within the police sector in Ontario to support the elimination of harassment and discrimination.
- To promote and support of safer, more inclusive and respectful workplaces through prevention, education and accountability.
- To develop and support best practices that are people-focused and trauma-informed.
The Working Group will focus on four key themes: (1) Complaint Intake/Triage Process; (2) Investigation; (3) Restoration and Resolution; and (4) Accountability. A fifth theme – Legislative/Regulatory Change – will be initiated once the Working Group receives input from the sub-committees, and as the need for advocacy is identified.
Membership
- Structure: TPS and OPP co-lead the Working Group, including formalizing its structure, ensure regular and timely deliverables from the sub-committees, maintaining and updating membership lists, providing resources and organizing and leading plenary meetings. The Working Group will have 2 co-chairs, 1 from TPS and 1 from OPP. The Co-Chairs will be the spokespersons for the Working Group.
- Composition: membership is open to any police service in Ontario, and the RCMP. The Working Group encourages participation from across the police sector and welcomes new members (civilian and uniform), specifically those who are leading projects, initiatives or other work in the workplace harassment and discrimination space, including those in Equity, Diversity and Inclusion; Human Resources; Labour Relations; and/or Professional Standards. Member police services are listed in Appendix 1.
Sub-committees
The Working Group has established sub-committees to focus on each of the four key themes. Each sub-committee will identify their goals and objectives and determine their structure, and frequency of meetings. Each sub-committee will have a lead or coordinator who will provide regular updates of the work of the sub-committee to the Working Group. (See Appendix 3).
Resources
TPS and OPP will support the Working Group with resources including to support meetings and communications.
Meetings
Working Group meetings will be held at least quarterly or more frequently with the consensus of members. Meetings will be held virtually, hosted by Toronto Police Service. In person meetings may be conducted with agreement of the members. Meeting notes will be distributed to all participating police services following each meeting.
Meeting Guests
All guests to the Working Group must be invited, vetted and approved by TPS and the OPP prior to the meeting.
Deliverables/Outcomes
Each sub-committee will identify key areas of focus and deliverables to be shared with the Working Group for discussion at Working Group meetings. The Working Group will determine any specific deliverables/outcomes as work progresses. Decision-making as required will be made on consensus.
Confidentiality
All participants in the deliberations/meetings of the Working Group, including sub-committee meetings, are requested to maintain and respect the confidentiality of such deliberations.
Amendment
The terms of reference shall be reviewed by Working Group members every three (3) years. All changes to these terms of reference must be dated and archived.
At any time, the Terms of Reference may be reviewed or revised by TPS or OPP upon the recommendation of the Working Group through a vote.
Bernardi: Transforming Workplace Culture in the Police Service