PEEL REGIONAL 2018 EQUAL OPPORTUNITY PLAN RESULTS TABLE OF CONTENTS

1 EQUAL OPPORTUNITY PLAN ...... 1 4 POSITIVE MEASURES ...... 15 1.1 Overview ...... 1 4.1 Uniform Recruiting Strategies ...... 15 1.2 Community Representation Data...... 2 4.2 Uniform Outreach Recruitment ...... 18 1.3 Language Profile – Community and Police Service ...... 2 4.3 Civilian Outreach Recruitment ...... 19

2 5 BARRIER ELIMINATION INITIATIVES ...... 23 STATISTICS – UNIFORM REPORTING ...... 5 5.1 Equity and Inclusion Bureau ...... 23 2.1 Applicant Data – Uniform (Recruit Constable and Cadets) ...... 5 5.2 Human Resources...... 23 2.2 New Hire Statistics – Uniform (Recruit Constable and Cadets) . 8 5.3 Fair and Impartial Policing (FIP) ...... 24 2.3 Promotions – Uniform ...... 9 5.4 The Canadian Centre for Diversity and Inclusion (C.C.D.I.) Training ...... 24 2.4 Composition Profile – Uniform ...... 9 5.5 Assessment of Educational Qualifications, Training and Experience Acquired Outside ..... 24 3 5.6 Accommodation Requests ...... 24 STATISTICS – CIVILIAN REPORTING...... 11 5.7 Assisting Members in Addressing Family Issues ...... 24 3.1 Applicant Data – Civilian ...... 11 3.2 New Hire Statistics – Civilian...... 12 3.3 Composition Profile – Civilian ...... 12 6 SUMMARY ...... 27 3.4 Transfer / Status Change Activity – Civilian ...... 12 6.1 Accomplishments and Next Steps...... 27 3.5 Promotions – Civilian ...... 13

2018 EQUAL OPPORTUNITY PLAN RESULTS i OUR VISION

A Safer Community Together

OUR CORE VALUES

Trust is the foundation of all we do. Respect for the dignity and rights of all. Understanding our community. Safety through service excellence. Transparency at all times.

OUR MISSION

To protect the lives, property and rights of all through service excellence and community engagement.

ii PEEL EQUAL OPPORTUNITY PLAN 1

Peel Regional Police’s commitment to attracting, retaining, developing and promoting professional and skilled employees who are reflective of our community serves as the essential foundation to ensure that current and future organizational needs are met while exceeding community expectations. This annual report will showcase our success through change as demonstrated in measurable results.

1.1 OVERVIEW The Police Services Act, and the policies of principles, including “the need for sensitivity is the third largest both Peel Regional Police and the Regional to the pluralistic, multiracial and multicultural police service in and the fourth Municipality of Peel Police Services Board character of Ontario’s society” and “the largest service in Canada. state that police services shall be provided need to ensure that police services are We serve the Region of Peel which has over throughout Ontario in accordance with certain representative of the communities they serve”. 1.4 million residents serving one of the most diverse regions in Canada, and the Pearson RACIALIZED PERSONS REPRESENTATION International Airport which sees 35 million NATIONAL, PROVINCIAL AND REGIONAL – COMPARISON 2016 CENSUS DATA pass through it every year.

We have an authorized budgetary 64.5% complement of 2,073 uniform officers, 30 of total population cadets and 874 civilian members.

We aim to be an employer of choice by being open and supportive of inclusion and diversity in the workplace. Our objective is to 22.3% 29.3% attract and retain skilled employees, promote of total population of total population the well-being of our members and provide opportunities for development and training. Canada Ontario Region of Peel

Please note that Community Representation data is based on 2016 Census Data, as per Statistics Canada.

1 2016 Statistics Canada Census Data. 2018 EQUAL OPPORTUNITY PLAN RESULTS 1 Having established a solid foundation of • Statistical tracking of workforce 1.2 COMMUNITY gathering demographic workplace data, PRP information collected on a voluntary REPRESENTATION DATA self-identification survey through the has continued collecting the data to monitor The Region of Peel demographics are based employment process. The program and measure progress in hiring, retention on the results from the 2016 Statistics identifies four prescribed groups: and promotion of individuals from the Canada Census Data, which states the indigenous, racialized persons, persons prescribed groups. Region has 64.5% of its population with disabilities, and females. 1. Equal Opportunity Principles: identified as racialized persons. Peel is the • Positive measures related to outreach most diverse region, followed by • Merit being the basis of hiring and recruitment, pre-employment at 51.5% and York 49.2%. In comparison, promoting, and other employment counseling, internship programs, across the country 22.3% of Canadians and practices of this police service, thereby career development programs, 29.3% of Ontarians identify that they are allowing individuals to be judged on guidance and support programs, and racialized. their knowledge, skills and abilities. civilianization. • Taking the necessary steps • Barrier-free employment policies and to eliminate barriers to equal 1.3 LANGUAGE PROFILE – practices, educational training on opportunity, including systemic COMMUNITY AND POLICE diversity and human rights, elimination barriers. SERVICE of discrimination and harassment • Taking the necessary steps to in the workplace, assistance for The Region of Peel is a linguistically diverse eliminate discrimination and employees in addressing family issues, community. Census Bureau statistics harassment by effectively preventing and accommodating persons with a (2016) indicate that 46.9% of the Regional it, and responding to it in a manner disability. population reported their mother tongue consistent with zero tolerance. to be other than the official languages of One of the identified areas of focus of PRP’s Canada. Aside from English, the top three • Providing employment accommodation Strategic Plan is to have a professional, languages spoken at home were Punjabi, in accordance with the Ontario Human diverse and supportive workplace, which is Urdu and Mandarin. Rights Code. achieved by recruiting professional, skilled employees who reflect our community. In keeping with PRP’s goal of being reflective The statistical data provided in this report of the community it serves, PRP collects and will demonstrate Peel Regional Police’s maintains information on members who are successful efforts in 2018. multilingual. Almost 1/3 of PRP members

2 PEEL REGIONAL POLICE (952) identify that they are conversant in one or more of 60 different languages. This COMMUNITY REPRESENTATION – CENSUS DATA 2016 statistic continues to improve year over year Racialized Persons with Indigenous Females which is a demonstration of PRP’s successful Persons Disabilities * efforts in attracting and employing persons Percentage 0.7% 64.5% 12.7% 50.9% who are representative of the diverse community it serves. * Source – 2012 Canadian Survey of Disabilities – Statistics Canada

LANGUAGE PROFILE – 2018 WE SPEAK 60 DIFFERENT Number of Number of Number of LANGUAGES TOTAL Languages Spoken * Members Auxiliary WE HAVE 952 1 Language 673 17 690 MULTILINGUAL EMPLOYEES 2 Languages 199 14 213

3 - 4 Languages 80 5 85

TOTAL 952 36 988

* Other than English – 60 different languages spoken by Civilian / Uniform.

2018 EQUAL OPPORTUNITY PLAN RESULTS 3 4 PEEL REGIONAL POLICE STATISTICS – UNIFORM REPORTING 2 2.1 APPLICANT DATA – UNIFORM certificates issued and new applicants community engagement and partnerships, (Recruit Constable and Cadets) registered with Applicant Testing Services highlighting a continued commitment The current Constable Selection System throughout the of Ontario. to attract and motivate applicants that is supported by the Ontario Ministry of represent the community it serves. Peel Regional Police Recruitment and Community Safety and Correctional Services Staff Support (R and SS) is committed to In 2018, PRP received 2,703 applicants for (MCSCS) and endorsed by the Ontario hiring the most qualified candidates for the position of Recruit Constable and Cadet Association of Chiefs of Police. The system Police Constable and Cadet positions. In which is a substantive increase of 45.4% allows applicants to obtain their Certificate addition, emphasis has been placed on local from the previous year. of Results (COR) from Applicant Testing Services (ATS) prior to applying to Peel Regional Police (PRP). Applicants who CERTIFICATE OF RESULTS * obtain their COR have fulfilled baseline test requirements comprised of; a Cognitive NEW APPLICANTS REGISTERED CERTIFICATES ISSUED Recognition Intellectual test, English writing 2018 3,535 2018 2,740 test, a Behavioural Assessment test and a

Physical Abilities test. Applicants who have 2017 4,343 2017 2,635 successfully obtained their Certificate of Results are permitted to apply online for 2016 4,558 2016 2,626 Police Constable. * As reported by OACP-CSS Peel Regional Police, and the majority of police services in Ontario, are restricted in its hiring of Recruit Constables to only UNIFORM APPLICANTS those applicants who successfully obtain YEAR 2018 2017 2016 their Certificate of Results from Applicant Testing Services. The following breakdown Number of Applicants 2,703 1,859 1,176 by calendar year provides the number of

2018 EQUAL OPPORTUNITY PLAN RESULTS 5 The increase in applications can be introducing a more efficient prescreening With the 45.4% increase in uniform attributed to a new online open posting process reducing the number of applicants applications, PRP experienced a dramatic application process which was introduced moving forward to the LFA. increase in the number of applicants from and has allowed for an increase in racialized persons and females. The number Ninety eight percent of PRP applicants applications prior to an invitation to a Local of racialized applicants increased by a completed the voluntary Equal Opportunity Focus Assessment (LFA). An LFA is comprised substantial 115.9% and female applicants Survey which continues to be an of a Pre-Background Questionnaire, a local by 61.8%. exceptionally high completion rate. Of Knowledge Assessment of the applicant’s those who responded to the voluntary The change in data is directly attributed general knowledge of the Peel Regional survey, 62.1% were racialized persons, to targeted recruitment forums to specific Police and Region of Peel, followed by 0.9% Indigenous, 18.6% female and 1.6% groups; innovative strategies to engage a short interview with Recruitment and were persons with disabilities. Of the 2,703 and mentor applicants (female) through the Staff Support personnel. Adding the online applicants, 444 (16.4%) attended the LFA. Of process; and improvements in the recruiting component has made for a more accessible those 444 Local Focus Assessment applicants, process. and inclusive process for applicants, while PRP hired 119 individuals (97 uniform Peel Regional Police continues to recruit the officers and 22 cadets). most qualified applicants reflective of the local community. However, a continuing factor UNIFORM APPLICANT PROFILE FOR VALID RESPONDENTS – 2018 hindering recruiting efforts is that police

PERSONS services across Ontario are competing for a RACIALIZED APPLICANT INDIGENOUS WITH TOTAL RESPONDENT PERSONS TOTALS limited pool of applicants with a Certificate of DISABILITIES Results. In 2018 the Applicant Testing Service YEAR had 3,535 candidates apply and issued 2,740

Total Total Non (77.5%) Certificate of Results. Total % Total % Total % Female % Male % Respondent Respondent* TOTAL The Constable Selection System (CSS)

2018 24 0.9% 1,647 62.1% 42 1.6% 492 18.6% 2,160 81.4% 2,652 51 2,703 underwent a program audit in the fall of 2017 and an interim plan was approved to 2017 30 1.7% 763 42.8% 15 0.8% 304 17.0% 1,479 83.0% 1,783 76 1,859 review the program over the 2018/2019 calendar years. During this time MCSCS 2016 21 1.9% 479 43.0% 12 1.1% 110 9.9% 1,003 90.1% 1,113 63 1,176 will review all aspects of the CSS, including

* This number represents the applicants who chose not to complete the voluntary survey. MCSCS’s role, and options for addressing

6 PEEL REGIONAL POLICE recommendations from the audit. The review The diverse makeup of the Outreach program also includes consideration of any potential is reflective of the community reinforcing barriers to women within the CSS. PRP’s commitment to recruit applicants with shared experiences and values. As a result, PRP expanded its recruiting efforts beyond traditional channels and In 2018, the Outreach initiative utilized is strategically focused on attracting a a pool of 25 officers representing diverse professional and diverse workforce through demographics, age groups and genders to community engagement. Recruiting efforts assist in these initiatives. in 2018 included specific recruitment forums Recruiting prospective candidates is not the for Females (2 events), Filipino and South sole responsibility of R and SS, rather it is the Asian. Advertisements with media outlets responsibility of the entire organization and included the South Asian, Asian, Caribbean, is reinforced in directives. The Community and Jamaican communities. In addition, Engagement and Inclusion Bureau, advertisements were posted at the facilities Neighborhood Policing Units and Corporate of the Raptors 905 basketball team, the Communications made noteworthy efforts Steelheads hockey team, and in recruiting potential candidates from all the Beast hockey teams. communities. The long term goals and strategies of R Changes in the applicant demographic and SS rely heavily on the work performed profiles indicate that the initiatives by the 2 full-time Outreach Officers, undertaken by R and SS have been assisted by Uniform and Civilian Recruiters. successful in reaching members of the entire Outreach Officers develop and conduct community. The most significant change recruiting presentations to various internal was a 115.9% increase in applications from and external community groups as well as Racialized Persons, with applications from community colleges and universities and Females increasing by 61.8% over 2017. local secondary schools to attract new Although change is being realized, the need applicants. In total, there were 138 Outreach for ongoing efforts to attract segments of the Recruiting Initiatives, 10 Media Promotions community traditionally under-represented in and 6,605 attended the recruitment forums. policing remains a priority in order to achieve PRP’s strategic goals.

2018 EQUAL OPPORTUNITY PLAN RESULTS 7 2.2 NEW HIRE STATISTICS – Partnerships with the ‘Ontario University UNIFORM (Recruit Constable and Cadets) Athletics’ and ‘Ontario Soccer Association’ In 2018, 76 uniform officers left PRP through provide another platform for accessing attrition primarily due to retirements, potential applicants who maintain a alternate career choices or personal reasons. high level of physical fitness and possess To meet growth demands, PRP hired 119 leadership skills, and expose them to a uniform personnel (Constables and Cadets). variety of opportunities within PRP. 75 Of the 119 officers hired in 2018, 60.5% are Further, this platform offers opportunities for UNIFORM PROMOTIONS racialized persons, and 30.3% are female female university athletes to speak directly officers. Of significance, the number of with female police officers and to attend racialized persons hired increased by 63.6% ‘women only’ candidate evaluation events. over the 44 hired in 2017, and female hires The importance of having exclusivity ensures increased by 140% over the 15 hired in 2017. a competitive advantage for PRP, increasing The comparison of increases by year again the number of potential applicants for the % % Cadet and Police Constable hiring pools. clearly demonstrates PRP’s commitment to 21.3FEMALE OFFICERS RACIALIZED14.7 OFFICERS attract and hire individuals to policing who represent the community it serves.

NEW HIRES UNIFORM PROFILE – 2018

PERSONS RACIALIZED INDIGENOUS WITH EMPLOYEE TOTALS PERSONS DISABILITIES YEAR 36FEMALE RACIALIZED72 OFFICERS OFFICERS Total % Total % Total % Female % Male % TOTAL HIRED HIRED

2018 0 0.0% 72 60.5% 0 0.0% 36 30.3% 83 69.7% 119

2017 1 1.1% 44 47.8% 0 0.0% 15 16.3% 77 83.7% 92 140% 63.6% O O VER 2017 VER 2017 2016 0 0.0% 48 46.2% 1 1.0% 23 22.1% 81 77.9% 104

8 PEEL REGIONAL POLICE 2.3 PROMOTIONS – UNIFORM TOTAL PROMOTIONS – UNIFORM POSITION CATEGORY – 2018 In 2018, there were 75 uniform promotions. PERSONS RACIALIZED Of the promotions, 21.3% were female INDIGENOUS WITH EMPLOYEE TOTALS PERSONS POSITION DISABILITIES officers an increase from 11.4% the year CATEGORY before and 14.7% were racialized persons. Total % Total % Total % Female % Male % TOTAL

Senior Officer 1 5.3% 4 21.1% 0 0.0% 4 21.1% 15 78.9% 19 2.4 COMPOSITION PROFILE – Detective Sergeant / 0 0.0% 2 10.5% 0 0.0% 5 26.3% 14 73.7% 19 UNIFORM Staff Sergeant Detective / Under-Represented Segments of the 1 2.7% 5 13.5% 0 0.0% 7 18.9% 30 81.1% 37 Sergeant Community

UNIFORM TOTAL 2 2.7% 11 14.7% 0 0.0% 16 21.3% 59 78.7% 75 Peel Regional Police remains committed to offering equitable uniform employment opportunities for females and racialized COMPOSITION PROFILE – UNIFORM POSITION CATEGORY – 2018 persons in the community, segments

PERSONS of society that traditionally are under- RACIALIZED INDIGENOUS WITH EMPLOYEE TOTALS PERSONS represented as police officers. 36 of the POSITION DISABILITIES CATEGORY 119 uniform hires in 2018 were female, Total % Total % Total % Female % Male % TOTAL representing 30.3% of the total hires, an increase of 140% of the 15 hired in 2017. Senior Officer 1 1.7% 12 20.3% 0 0.0% 10 16.9% 49 83.1% 59 The calendar year 2018 marked another Detective Sergeant / 0 0.0% 14 19.4% 1 1.4% 14 19.4% 58 80.6% 72 Staff Sergeant increase in the percentage of hires that Detective / were representative of racialized persons. 2 0.8% 29 11.4% 0 0.0% 30 11.8% 224 88.2% 254 Sergeant 72 of the 119 officers hired were racialized

Constable 17 1.0% 425 24.6% 6 0.3% 345 19.9% 1385 80.1% 1,730 (60.5%) which is an increase of 63.6% from the 44 of the 92 reported in 2017. Cadet 0 0.0% 19 63.3% 0 0.0% 11 36.7% 19 63.3% 30 PRP remains optimistic that new recruiting initiatives and directed community recruiting 0.9% 23.3% 0.3% 19.1% 80.9% UNIFORM TOTAL 20 499 7 410 1735 2145 sessions will continue to increase the

* The uniform complement of 2,145 Includes uniform members, cadets, persons on long-term disabilities, job-share arrangements, and number of diversified hires. secondments.

2018 EQUAL OPPORTUNITY PLAN RESULTS 9 10 PEEL REGIONAL POLICE STATISTICS – CIVILIAN REPORTING 3 3.1 APPLICANT DATA – CIVILIAN CIVILIAN APPLICANT PROFILE FOR VALID RESPONDENTS – 2018 In 2018, PRP experienced a significant rise

in the number of applications for civilian PERSONS RACIALIZED APPLICANT INDIGENOUS WITH TOTAL RESPONDENT positions through the online application PERSONS TOTALS DISABILITIES process. In 2018, applications increased by YEAR 42.9% (10,609) over the 7,425 applicants in Total % Total % Total % Female % Male % Total Total Non TOTAL 2017. The data clearly proves the success in Respondent Respondent* promoting civilian careers with PRP. 2018 147 1.5% 6,457 66.4% 324 3.3% 5,730 58.9% 3,992 41.1% 9,722 887 10,609 The online application process includes 2017 88 1.3% 2,618 38.4% 177 2.6% 4,228 62.0% 2,586 38.0% 6,814 611 7,425 a voluntary Equal Opportunity Survey,

which provides personal identification so 2016 90 1.5% 2,209 35.8% 147 2.4% 3,689 59.9% 2,474 40.1% 6,163 523 6,686 that we are able to monitor the changing demographics of applicants and adjust * This number represents the applicants who chose not to complete the voluntary survey. recruiting efforts accordingly.

In 2018, PRP continued to experience a very Continuing to increase the number of diverse high completion rate for the voluntary Equal applicants from the designated groups Opportunity Survey, with 91.6% of applicants remains a strategic goal for R and SS. Despite submitting their information. Analysis of substantial interest from external applicants, the data indicates that we are continuing to the opportunities to increase diversity within attract applicants from the prescribed groups the civilian complement remain limited, as follows; indigenous at 1.5%; racialized given our low attrition rate of 5.4%. persons at 66.4%; persons with disabilities at 3.3% and females at 58.9%.

2018 EQUAL OPPORTUNITY PLAN RESULTS 11 3.2 NEW HIRE STATISTICS – CIVILIAN NEW HIRES CIVILIAN PROFILES – 2018 In 2018, PRP hired 178 civilian members, of which 19 were permanent positions PERSONS RACIALIZED INDIGENOUS WITH EMPLOYEE TOTALS and the remaining 159 were temporary PERSONS POSITION DISABILITIES positions. Hiring for 2018 increased CATEGORY by 19.5% over 2017, and in particular Total % Total % Total % Female % Male % TOTAL the permanent opportunities rose by 72.7% while the temporary opportunities Permanent 0 0.0% 6 31.6% 0 0.0% 9 47.4% 10 52.6% 19 experienced a minimal increase of 15.2%. With the continued increase in hiring, Temporary 1 0.6% 92 57.9% 5 3.1% 105 66.0% 54 34.0% 159 PRP experienced representation from all TOTAL 1 0.6% 98 55.1% 5 2.8% 114 64.0% 64 36.0% 178 prescribed groups as follows; Indigenous at .6%; racialized persons 55.1%; 2.8% persons with disabilities and 64% females.

Temporary vacancies continue to create opportunities for applicants to fill positions 3.3 COMPOSITION PROFILE – 3.4 TRANSFER / STATUS CHANGE which are created as a result of temporary CIVILIAN ACTIVITY – CIVILIAN transfers, leave of absence (pregnancy/ Composition statistics reflect the makeup Peel Regional Police has a very strong parental etc.), sick leave etc. The temporary of the Police Services representation of internal hiring rate, which provides assignments occur throughout the designated group members at various opportunities to current members regardless organization and include hires for Intercept levels within the Organization. PRP remains of status (temporary, part-time or full-time). Monitors, College/University Co-operative committed to offering equitable employment In 2018, R and SS posted 252 vacancies, Education Program, Summer Students opportunities for women and racialized and of the 103 full-time vacancies, 82.5% and the YIPI (Youth in Policing Initiative) persons in the community. were filled internally, reinforcing the PRP’s program. commitment to provide opportunities to

12 PEEL REGIONAL POLICE current members. There were also 45 civilian members who achieved permanent status COMPOSITION PROFILE PERMANENT AND TEMPORARY CIVILIAN POSITION – 2018

(part or full-time) within PRP, which further RACIALIZED PERSONS WITH INDIGENOUS EMPLOYEE TOTALS demonstrates that the majority of external POSITION PERSONS DISABILITIES vacancies available are temporary or part- CATEGORY Total % Total % Total % Female % Male % TOTAL time and that with the internal hiring policy there remains opportunity for these members Managers/Directors 0 0.0% 5 16.1% 1 3.2% 20 64.5% 11 35.5% 31 to apply and compete for permanent / Senior Admin

positions. Of those members, 28.9% were Grades 7, 8, 9, 10 2 0.4% 105 20.5% 12 2.3% 326 63.7% 186 36.3% 512 racialized persons, 4.4% were Indigenous and 71.1% were female. There were 3 Grades 4, 5 and 6 8 2.4% 80 24.5% 6 1.8% 279 85.3% 48 14.7% 327 civilian employees that were successful in Grades 1, 2 and 3 0 0.0% 20 27.0% 4 5.4% 46 62.2% 28 37.8% 74 securing positions as a Recruit Constables.

Temporary assignments are a viable route CIVILIAN TOTAL 10 1.1% 210 22.2% 23 2.4% 671 71.1% 273 28.9% 944 for members to enter the organization and * The civilian complement of 944 includes temporary, part-time and full-time civilian members, persons on long-term disabilities, job- be successful in obtaining a permanent share arrangements, and secondments. (part-time or full-time) position within the organization. TOTAL PROMOTIONS – CIVILIAN POSITION CATEGORY – 2018

RACIALIZED PERSONS WITH INDIGENOUS EMPLOYEE TOTALS POSITION PERSONS DISABILITIES 3.5 PROMOTIONS – CIVILIAN CATEGORY There were 36 promotional opportunities Total % Total % Total % Female % Male % TOTAL

for civilian employees in 2018, which is an Managers/Directors 0 0.0% 1 25.0% 0 0.0% 4 100.0% 0 0.0% 4 increase of 38.5% over the opportunities / Senior Admin in 2017. Of the total promotions two of Grades 0 0.0% 5 29.4% 0 0.0% 8 47.1% 9 52.9% 17 the designated groups are represented 7, 8, 9 and 10 Grades with 30.6% racialized persons and 72.2% 0 0.0% 5 35.7% 0 0.0% 13 92.9% 1 7.1% 14 4, 5 and 6 females. Grades 0 0.0% 0 0.0% 0 0.0% 1 100.0% 0 0.0% 1 1, 2 and 3

CIVILIAN TOTAL 0 0.0% 11 30.6% 0 0.0% 26 72.2% 10 27.8% 36

2018 EQUAL OPPORTUNITY PLAN RESULTS 13 14 PEEL REGIONAL POLICE POSITIVE MEASURES 4

The development and continued refinement of initiatives and positive measures directed at improving success in recruitment and employee retention remains an ongoing process. The specific efforts undertaken by the organization for Uniform and Civilian are detailed in the following section.

4.1 UNIFORM RECRUITING coverage of days, afternoons and weekends 4.1.3 Women in Policing STRATEGIES in a calendar year offering greater flexibility R and SS through the Outreach program for applicants and officers to attend 4.1.1 Uniform Recruiting Composition continues to focus on recruit initiatives interviews, testing, information sessions and designed to support the goal of attracting R and SS is comprised of 10 Officers; 8 of outreach events. highly motivated and physically fit females which are Recruit Investigators while 2 are to PRP. In 2018, PRP attracted 492 female assigned, exclusively, as Outreach Officers. 4.1.2 New Hires and Designated Groups applicants, which is an increase of 61.8% Outreach Officers have been supplemented R and SS continues to make significant over the 304 applicants in 2017. with an additional “Outreach Officer strides with hiring from the under- Pool” comprised of trained officers from As part of the on-going recruitment represented groups, racialized persons and diverse backgrounds who possess unique efforts, PRP continues with the exclusive females, with racialized persons representing language skills, cultural knowledge and partnerships with the Ontario University 60.5% and females representing 30.3% who are willing to engage in community Athletics (OUA) and the Ontario Soccer of the new hires for 2018. The positive recruiting information events, share personal Association (OSA). These mutual partnerships trends are a direct influence of the experiences and help dispel misconceptions provide another platform for accessing Outreach program, recruiting initiatives and about policing. individuals who strive for physical fitness local advertising. In addition, successful and possess leadership skills. The importance All Recruit Investigators have completed information sessions tailored to Females, of having exclusivity ensures a competitive specialized CSS training specific to their South Asian, and Filipino communities have advantage for PRP increasing the number of position as a Recruiter. R and SS operates on positioned PRP as the employer of choice for potential applicants for the Cadet and Police a two team schedule, which improved overall many new applicants. Constable hiring pools.

2018 EQUAL OPPORTUNITY PLAN RESULTS 15 R and SS continues to provide an opportunity Internally, every Policing Division and In advertising, R and SS endeavor to be for potential candidates to practice the Community Station has recruiting information supportive of local media outlets and PREP (Physical Readiness Evaluation for available for prospective applicants and the publications. The established mutually Police), due to the success of this initiative, PRP’s website is updated regularly to ensure successful relationship has allowed PRP to it was expanded in 2018 to offer a Women’s it is a “user-friendly” and comprehensive benefit by turning public interest stories into Only Practice PREP session once a month means to provide the necessary information recruitment opportunities. for women who had previously attended for applicants to learn about the an introductory session. This initiative organization. Neighbourhood Policing Unit 4.1.5 Cadet Program allowed 163 potential female candidates officers receive training on the recruitment The Cadet Program, with an authorized the opportunity to experience the PREP in process and are supplied with up-to-date complement of 30 Cadets, provides an its entirety in preparation for their upcoming PowerPoint presentations for schools. excellent opportunity for a young adult testing with ATS (Applicant Testing Services). To be consistent with the strategic objective to become familiar with PRP. A 30 month of attracting applicants from segments employment contract exposes Cadets to 4.1.4 Advertising of society that are traditionally under- PRP and the world of policing. Cadets R and SS works in partnership with other represented in policing, every effort is made provide valuable assistance to the various areas of the organization to ensure that to include diverse representation from bureaus to which they are assigned while advertising campaigns are constantly within the organization in promotional gaining experience and exposure to reviewed to determine if they meet PRP’s materials. Greater consideration has been different areas of the organization and recruiting needs. given to incorporating electronic sites better preparing them to be candidates for with wide distribution into the advertising Recruit Constables. In 2018, 14 Cadets were strategy, especially those linked to diverse successful in becoming Recruit Constables, 5 communities and young adults. were racialized persons and 3 were females.

16 PEEL REGIONAL POLICE InIn NovemberNovember ofof 2016,2016, thethe CadetCadet ProgramProgram 4.1.6 Auxiliary Bureau bureau, were successful in obtaining application process was modified by The program consists of positions within the organization. 8 removingremoving thethe CertificateCertificate ofof ResultsResults asas 99 volunteer officers. In 2018, there were were hired as Recruit Constables, 3 were a requirement to apply to the program, 62 male (62.6%) and 37 female (37.4%) successful in becoming Cadets and 1 was therebythereby reducingreducing aa costcost barrierbarrier toto Auxiliary Officers. hired as a . potential applicants. Cadets are required toto successfullysuccessfully obtainobtain theirtheir CertificateCertificate ofof Auxiliary Officers obtain training and 4.1.7 The Cadet Organization Police School Results within the 30 month contract before experience in policing which assists them in (COPS) – 50th Anniversary seekingseeking to become a Recruit Constable. This determining if they wish to pursue a career This program is offered free of charge new initiative saw application submissions inin policingpolicing andand provideprovide an invaluable service through the federally funded Royal Canadian increaseincrease byby 64%64% inin 20172017 andand aa furtherfurther to the community. This volunteer program Army Cadet Corps to youth between the increaseincrease ofof 52%52% inin 2018.2018. works closely with uniform patrol officers, ages of 12 and 19 years and Junior Cadets the Festive Ride Program, and special ages 10 and 11. The COPS program provides InIn 2018,2018, therethere werewere 2222 cadetscadets hired.hired. OfOf thethe events including the Remembrance Day structured activities through a variety of 22, there were 10 females (45.4%) and 15 Parade, the Khalsa Day Parade, Canada Day challenging and rewarding experiences. racializedracialized personspersons (68.2%).(68.2%). ConcentratedConcentrated Celebrations, Police Week and many other Cadets learn valuable life-skills including efforts have been made to recruit persons community events. forfor thethe CadetCadet ProgramProgram fromfrom ourour locallocal teamwork, camaraderie and leadership. In community, 17 of the 22 hired were from the InIn 2018,2018, the Auxiliary Bureau participated in 2018, there were 241 Cadets and 30 Junior locallocal community.community. 852 events and contributed approximately Cadets enrolled in the COPS Program. 23,831 volunteer hours to the community. InIn addition,addition, 12 members of the Auxiliary

2018 EQUAL OPPORTUNITY PLAN RESULTS 17 Peel Regional Police provides the following “Named after Lord Strathcona, a Scottish- Events that were attended included job/ support to the COPS Program: born Canadian philanthropist, the award employment recruitment fairs, community • A full-time Police Constable to honours the best large corps of 2018 for festivals/functions, sporting events, career administer the program; being “the most efficient in its class and fairs, presentations at colleges, universities, • A part-time Civilian Clerk; perpetuates the solicitude of the donor for local high schools and other community patriotism, fitness and discipline in young groups. Outreach Officers also attended • Financial and logistical support for trips not covered by the Department of Canadians”. several culturally diverse events including National Defence (DND); and, the Khalsa Day Parade, South Asian • Locations for the COPS Cadets to meet Recruitment Forum, 2 Women Recruitment 4.2 UNIFORM OUTREACH Forums, Filipino Recruitment Forum, National on a weekly basis. RECRUITMENT Women’s Show, Dominica Rising Gala, The COPS program also provides learning R and SS Outreach Officers focus on local Families of Virtue BBQ, Provincial Women’s opportunities for exemplary Cadets. In 2018, recruitment within Peel Region and the Softball Tournament and the Association 49 Cadets and staff attended the Florida Greater Toronto Area (GTA). In 2018, of Black Law Enforcement’s Gala and the Area. The Cadets participated in a cultural/ Advertisements with media outlets included Dhawali Festival. educational trip to the Kennedy Space Centre the South Asian, Asian, Caribbean, Latin and and Walt Disney World during March Break. R and SS continue to use their Twitter Jamaican communities to increase PRP’s In addition to celebrating the COPS program account that was created in 2018 to Tweet visibility and the applicant pool. In addition, 50th Anniversary this youth program was out events, recruitment forums, and other advertisements were posted at the facilities presented with the Area Lord Strathcona PRP initiatives. of the Raptors 905 basketball team, the award: Mississauga Steelheads hockey team, and the Brampton Beast hockey teams.

18 PEEL REGIONAL POLICE 4.3 CIVILIAN OUTREACH such as: Workopolis; Indeed; Linkedin. DigitalanalyticsAssocation.org (Digital RECRUITMENT com; Callcentrejob.ca; Localwork.ca; Analytics Association); Soc.PMi.on.ca; In 2018 there were 252 employment Adminjobs.ca; CCOHS.ca (Canadian SSC.ca (Statistical Society of Canada); opportunities that were filled by R Center for Occupational Health and Ontario Reports; CBA.org (Canadian Bar and SS, representing full-time, part- Safety); Healthcarejob.ca; OOHNA.on.ca Association); Clearlegal.ca (Canadian Legal time and temporary civilian vacancies (Ontario Occupational Health Nurses job board); Jobsinlaw.ca (Legal job board); as well as an additional 76 short-term Association); RNAO.org (Registered Nurses Legaljobs.ca (Legal Job Board); OBA.org temporary assignments for clerical, co-op Association of Ontario); Payroll.ca (Canadian (Ontario Bar Association); CPRSToronto. students, summer camp counsellors and Payroll Association); CIPS.ca (Canada’s com (Canadian Public Relations Society); Communication Intercept Monitors. Association of IT Professionals); ITJobs. JEFFGAULIN.com (Journalism job board); ca; TechjobsToronto.com; CPAOntario.ca; MechanicalBusiness.com; Skilledworkers.com In an effort to attract applicants from HRPA.ca (Human Resources Professional (Skilled Trade Jobs); MediajobsearchCanada. our community that reflect the diverse Association); CPRS.ca (Canadian Public com (Media jobs); Workinculture.on.ca; makeup of the Region, external civilian Relations Society); IABC.com (International PMjobs.ca; SOC.PMI.on.ca; CIVICTECH.ca job opportunities were placed on the PRP Association of Business Communicators); (Civic Tech Toronto); ACE-ERGOCANADA.ca website under Employment Opportunities, as Toronto.IABC.com (International (Association of Canadian Ergonomists); well as advertising in various mediums that Association of Business Communicators OKA.on.ca (Ontario Kinesiology Association). would be directly related to the position that Toronto); GeomaticsCANADA.com; URISA. is being recruited for. The Civilian Employment Opportunities org (Urban and Regional Information section of the PRP website, where all Advertisements were placed on the Systems Association); CMS.Math. external positions are posted, is updated various on-line job posting websites ca (Canadian Mathematical Society); regularly. In 2018, the website had a total

2018 EQUAL OPPORTUNITY PLAN RESULTS 19 Photo from Parkholme

of 1,712,579 visits. The Civilian Employment 4.3.1 Civilian Outreach Placement – management skills program is a work Opportunities website attracted a total Parkholme School experience program where the individual of 167,164 visitors in 2018, which is a Parkholme is a school for students 14 to 21 learns and applies skills to gain hands-on significant increase from the 95,129 visitors years of age with developmental disabilities, experience, while being accompanied by a in 2017. in the Peel District School Board, serving job coach providing constant supervision. During 2018, members from Civilian students with special needs in the City 4.3.2 Internship – Partnership with Recruiting participated in a number of career of Brampton and the Town of Caledon. Educational Programs fairs in conjunction with Uniform Recruiting. The goal is to provide an individualized Outreach participation included both private program that assists all students to develop The success of the employer partnership sector career fairs and information sessions communication skills, functional academics between Information Technology Services at educational institutions, including the and life skills. Opportunities for integration and educational institutions continued Women Only Recruitment Forum; Filipino in mainstream secondary classes and into with one student from a Computer Studies Recruitment Forum; South Asian Recruitment the community are important aspects of the program being selected for placement Forum; University of Toronto, Mississauga program. in the summer. A student was employed as a Service Desk Analyst, providing an Campus; Toronto Jobs Career Fair - Spring In 2018, PRP continued its ongoing opportunity to apply the skills acquired in and Fall (Living Arts Center); University of relationship with Parkholme School school, while developing further talents in Guelph and Police Day. and was able to provide one adult with the workplace. learning disabilities placement within Telecommunications Systems and Services Peel Regional Police Forensic Identification (TSS) as a shop helper. The personal life Services (FIS) in partnership with the

20 PEEL REGIONAL POLICE University of Toronto, Mississauga offers one Regional Breath Unit and Major Drugs/ 18 students during each year. Areas opportunity per year, for one student from Vice) provide an overview of the area and of PRP that participate in the program the Forensic Sciences program to conduct responsibilities. The experience gained include Information Technology Services, research with officers in FIS. The unpaid through this exposure provides the students Crime Analysis, Facilities, Corporate placements are one semester in length and with a realistic glimpse into the work of a Communications, Fleet Services, Human allows the student to obtain data supportive police officer. Resources, Risk Management and Youth of a thesis or research project. Police Officers Education. Efforts are always made to mentor the student through his/her research, 4.3.3 Co-Operative Placement Program – ensure that participation in the program is a and in turn attend the presentations, made Colleges and Universities meaningful educational experience. by the student, to university faculty. This structured program offers university The co-op program is valuable both in terms The Training Bureau, Use of Force, in and college students an opportunity to of a potential recruitment strategy and partnership with Sheridan College provided incorporate a paid work experience, directly in strengthening ties with youth and the 11 students in the Police Studies program an related to their course of study, into their community. The program highlights PRP’s opportunity to work with Police personnel. school curriculum. recognition of young talent and provides The students are exposed to the fitness youth the opportunity to experience the Temporary employment is provided for a requirements for recruits, which provides challenges that the organization has to offer. period of 4 months. At the end of their them with strength and endurance training term, students are required to submit a along with various use of force training related academic report to their professors. similar to in-service officer training. Lastly, There are 3 yearly intakes of 6 students sessions with 4 other special service bureaus providing opportunities for a total of (Tactical/Canine; Forensic Identification;

2018 EQUAL OPPORTUNITY PLAN RESULTS 21 4.3.4 Co-Operative Placement Program – In 2018, PRP offered employment to 25 speakers and network amongst themselves. High School regional youth to work alongside officer and The program always receives great feedback The placement opportunities are available to civilian employees. Funding was provided from the students and enables the building Grade 12 students attending school within by the Ministry for 20 youths while the of positive relationships with police. the Region of Peel. Placements are designed Peel Police Services Board provided funding to allow the student to experience the for an additional 5 youths. In addition to 4.3.6 Partnership with Community Living work environment for a period of 4 months their divisional / bureau assignments, the Mississauga YIPI program saw students working with through job shadowing and supervised In 2018, PRP continued its successful Peel Region community partners, receiving participation in job tasks. The program relationship with Community Living presentations from various police areas operates during each of the two scheduled Mississauga, who support individuals who as well as presentations from community yearly school terms and there were 11 have an intellectual disability, by providing partners and youth motivational speakers. students in 2018. The co-op placements employment opportunities. are available within various bureaus such The YIPI students participated in different These opportunities provide clients summer as Fitness, Court Bureau, Children’s Safety events where they learned how to work or permanent positions that capitalize on Village and IT Services. as a team to complete tasks and develop their abilities and provides new exposure to their own confidence and self-esteem develop other skills. 4.3.5 Youth in Policing Initiative (YIPI) while supporting each other. The students Since 2009, Peel Regional Police has worked were given the opportunity to give back to 4.3.7 Mentorship Program for Criminal in partnership with the Ministry of Children the community by participating in events Intelligence Analysts and Youth Services to provide a unique eight including Kids and Cops Fishing day, Clean week summer employment opportunity for Sweeps, graffiti removal, elder support, and In 2018, PRP continued to offer the youth residing in priority neighborhoods the Durham Police Ripple Effect seminar. Mentorship Program for Criminal Intelligence Analysts. The program provides within the Region of Peel. This program Peel Regional Police hosted their own an opportunity for civilian members offers young people, between the ages of event called “Choices for Life” where interested in exploring a career as a 15–18, an opportunity to gain experience approximately 250 youths, including YIPI Criminal Intelligence Analyst an experiential in the work environment, earn a sustainable students from the surrounding Police opportunity to gain hands-on experience income, gain exposure to policing as a career Services and other community youth, over a 3 month term by assisting with of choice, and build positive relationships attended a free one-day seminar. They were entering, extracting, collating, and analyzing with police. able to hear from two youth motivational data under the guidance of a mentor within the Crime Analysis Unit.

22 PEEL REGIONAL POLICE BARRIER ELIMINATION INITIATIVES 5 Chinese Events; South Asian History Events; Challenging staff to meet a standard of excellence, requires that the Peel Regional Police (PRP) Mississauga and Brampton Pride Events; Indigenous Events; Ramadan; and PRP’s 18th maintain a supportive workplace. An environment that is respectful of human dignity and devoid of Annual Race Against Racism and 4th Annual either intrinsic or systemic discrimination, where all workplace issues are addressed promptly. PRP has Diversity Scholarship Gala. Equity and established, and continually refines, the framework necessary to ensure balanced success. Educational Inclusion Bureau also hosted Black History training on diversity and human rights set expectations; internal anonymous surveys provide necessary Lunch and Learn, Pride Lunch and Learn and feedback; while committee review ensures that reality reflects policy. Sikh Lunch and Learn.

In managing daily workplace needs, PRP endeavor to accommodate persons with disabilities and In addition, the Equity and Inclusion Officers provide the appropriate level of assistance to enable employees to address personal and family issues. attended 103 meetings to help strengthen and build relationships within Peel Region’s diverse communities, as well as, internally with other units or bureaus. 5.1 EQUITY AND INCLUSION BUREAU In addition to the regular bi-quarterly meetings with each group, the Equity and 5.2 HUMAN RESOURCES In 2018, the Equity and Inclusion Inclusion Bureau facilitated 3 large training/ In 2018, Human Resources (HR) delivered Bureau provided a total of 142 training meetings with the Chief’s 6 Advisory Workplace Discrimination and Harassment presentations reaching approximately 6,800 Committees: Black; Chinese; LGBTQ+; South training to 8 new intake classes including people. These courses were delivered to Asian; Sikh; and Youth. recruits, cadets, civilian members, auxiliary new recruits, civilian members, auxiliary police and Youth in Policing Initiative police, prisoner escort officers, other serving Officers in the Equity and Inclusion Bureau students. officers and community members. The topics attended and participated in 151 community included: Knowing Our Diverse Community, events. These events varied across In addition, the Respectful Workplace Hate Motivated Crimes and Incidents, cultures and religions. Some of the events training program, comprised of human rights Emergency Services Introduction to New attended were: Carabram; Carassauga; and workplace violence components, was Canadians (ESINC) and Countering Violent South Asianfest; Black History Events; delivered to 3 classes of promoted uniform Extremism Initiative (CVEI).

2018 EQUAL OPPORTUNITY PLAN RESULTS 23 members, new civilian supervisors and acting 5.4 THE CANADIAN CENTRE FOR qualifications. PRP co-ordinates and pays supervisors. DIVERSITY AND INCLUSION the cost of the educational equivalency (C.C.D.I.) TRAINING assessment on behalf of the applicant. In 2018, HR created online training for Peel Regional Police continues its partnership The policy, affecting civilian and uniform Ontario Bill 168 (Violence and Harassment with the Canadian Centre for Diversity candidates, demonstrates a commitment to in the Workplace) as well as Workplace and Inclusion. This is a membership-based eliminating a potential barrier to prospective Harassment, Discrimination and Violence not-for-profit organization that provides foreign educated employment candidates. courses which were mandatory training for its employer partners with a foundation all personnel. of consistent and relevant information 5.6 ACCOMMODATION REQUESTS and practitioner support in the area of 5.3 FAIR AND IMPARTIAL POLICING diversity and inclusion (D and I). They Consistent with the requirements of the (FIP) have been in operation since 2012 and Ontario Human Rights Code accommodation is provided to qualified applicants with a In 2018, PRP continued to offer training their organizational vision is to promote disability to enable their participation in on Fair and Impartial Policing which was excellence in diversity and inclusion within the recruitment process. When requests for mandatory for all members. The program is Canada. The Canadian Centre for Diversity accommodation in the recruitment process focused on teaching members about Implicit and Inclusion provides opportunities for are made, they are assessed on the basis of Biases. Content covers an Understanding of individual and employer partners to network the particular facts of each case. Applicants Human Bias; The Science of Bias; The Impact and share leading practices, and access to are requested to provide sufficient detail of Biased Policing; Managing Our Implicit monthly webinars to increase knowledge and cooperate in consultation with PRP to Biases and Addressing the Biases of Others. and awareness in D and I practices. respond to their request. The program was founded on social science research, and put together by Fair and 5.5 ASSESSMENT OF EDUCATIONAL Impartial Policing™. QUALIFICATIONS, TRAINING 5.7 ASSISTING MEMBERS IN ADDRESSING FAMILY ISSUES The Fair and Impartial Policing training AND EXPERIENCE ACQUIRED program applies the modern science of bias OUTSIDE CANADA Within the bounds of operational needs, to policing; it trains officers on the effect of In circumstances where an education PRP sanctions many programs that afford Implicit bias and gives them the information equivalency assessment is required, PRP staff flexibility in meeting their employment and skills they need to reduce and manage policy permits qualified applicants to obligations while addressing personal their biases. proceed to the final selection stage of the hiring process prior to the validation of the

24 PEEL REGIONAL POLICE responsibilities; the parameters of which • 12 members (uniform and civilian) for are detailed in the negotiated Collective family accommodation requests. Agreements. During 2018, participation • Members working dayshift assignments included: are able to make requests to adjust their • 27 uniform and civilian female start times. employees for pregnancy/parental leave. • Peel Regional Police continued the policy 84% • 33 parental leave for male members. of affording members the opportunity to EMPLOYEES WITH POST-SECONDARY 274,673 re-allocate up to 6 days non-cumulative EDUCATION EMPLOYEE TRAINING HOURS • 16 members for additional voluntary sick leave to address family care needs. time off without pay.

• 8 members for a total of 457 hours related to short term military duties.

• Three job share arrangements in 2018, 2 new partnerships (1 uniform and 1 civilian) and 1 continuation of a job share arrangement from 2017. The program successfully provides for the retention of experienced, trained members who may be temporarily unable to fulfill full-time work, due to personal hardships or other commitments. Overseen by the “Job Share Committee”, which is comprised of the Superintendent-Operations Services, a representative from Recruitment and Staff Support and the Peel Regional Police Association (PRPA), the committee seeks to balance organizational and personal exigencies.

2018 EQUAL OPPORTUNITY PLAN RESULTS 25 26 PEEL REGIONAL POLICE SUMMARY 6 6.1 ACCOMPLISHMENTS AND NEXT One of the identified areas of focus of PRP’s • In 2018, the Outreach Officers STEPS Strategic Plan is to have a professional, continued with initiatives to focus on Peel Regional Police’s commitment to diverse and supportive workplace, which is increasing female applicants as well as attracting, retaining, developing and achieved by recruiting professional, skilled racialized persons. The culmination of promoting professional and skilled employees who reflect our community. The focused efforts over the years is now employees that reflect the community we statistical data reflects our successful efforts materializing, which is realized by an serve is the essential foundation to ensure in 2018. increase of 61.8% in female applicants, as well as an increase of 115.9% in that current and future organizational • Positive Recruitment Trends: These applications from racialized persons. needs are met while exceeding community positive trends are a direct result of the expectations. Outreach program, recruiting initiatives • In keeping with our strategic objective Members are committed to excellence which and local advertising. In addition, of a professional, diverse and supportive is demonstrated through volunteering, successful information sessions tailored workplace, by recruiting professional continuing education and training, health to South Asian, Filipino, and Women skilled employees who reflect our and well-being, and most importantly being Only sessions has positioned PRP as community, in 2018 uniform new hires ambassadors and leaders, and ensuring that the employer of choice for many new included 60.5% Racialized Persons our high standards are never compromised. applicants. and 30.3% Females. Civilian new hires included representative from all groups, • Peel Regional Police’s continuing Equitable access to opportunity remains the 55.1% Racialized Persons, 64% Female, partnership with the Ontario University guiding principle for all efforts undertaken 2.8% Persons with a disability .6% Athletics (OUA) and the Ontario Soccer to attract, hire and retain professional, Indigenous. achievement-oriented employees. Beyond Association (OSA). These partnerships seeking to build on previously established provide another platform for accessing • In 2018 PRP continued successful programs, the initiatives implemented in individuals who strive for physical initiatives employing youth from the 2018 demonstrate commitment to employee fitness and possess leadership skills, local community through: Parkholme recruitment, selection, development and which increases the number of potential School; internships; co-op programs with wellbeing. applicants for the Uniform hiring pool. high schools, colleges and universities; YIPI (Youth In Policing Initiative) and Community Living Mississauga.

2018 EQUAL OPPORTUNITY PLAN RESULTS 27 • The Cadet, Auxiliary and COPS programs assist in the development of its members PEEL REGIONAL POLICE UNIFORM AND CADETS and encourages participating individuals NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018 to consider a career in policing. In 2018, Community Representation of Racialized Persons 14 Cadets were successful in being promoted to Recruit Constable, and 14 Auxiliary members were successful in achieving Recruit Constable/Cadet or 64.5% 2018* Special Constable positions within the of total population organization, which clearly demonstrates 60.5% the success of these programs.

• All of these initiatives contribute to 50% 46.2% PRP’s efforts and progress in building of total population a workforce that is reflective of the community served by PRP.

30.7% of total population

1,647RACIALIZED 492FEMALE 17.6% OFFICER/CADET OFFICER/CADET APPLICANTS APPLICANTS

6.3% 115.9% 61.8% 1996 2006 2016 O O VER 2017 VER 2017 * 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

28 PEEL REGIONAL POLICE PEEL REGIONAL POLICE UNIFORM AND CADETS NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018

Community Representation of Females

50.4% 50% 50.9% of total population of total population of total population

2018*

30.3% 18.8% 22.1%

11.8%

1996 2006 2016

* 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

2018 EQUAL OPPORTUNITY PLAN RESULTS 29 Peel Regional Police’s hiring and human resources practices continue to demonstrate PEEL REGIONAL POLICE CIVILIAN a commitment to ensure that employment NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018 opportunities are equitable and available to Community Representation of Racialized Persons all persons who possess the requisite skills at a competitive level.

Peel Regional Police recognizes that 64.5% attracting, hiring and retaining a of total population professional workforce, reflective of 2018* the community it serves, is essential to success as an organization. Transparency 54.1% 55.1% and integrity requires strict adherence to 50% the principles that merit is the basis of of total population hiring and promoting within the service. R and SS acknowledges and welcomes the responsibility to continue to maintain the vision of Peel Regional Police: “A Safer Community Together”. 30.7% of total population 24.1%

Racialized People Hired

61% 55.1% 10% OFFICER/CADET CIVILIAN 1996 2006 2016

* 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

30 PEEL REGIONAL POLICE PEEL REGIONAL POLICE CIVILIAN NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018

Community Representation of Females

2018* 67.8% 64%

58.2%

50%

50.4% 50% 50.9% of total population of total population of total population

1996 2006 2016

* 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

2018 EQUAL OPPORTUNITY PLAN RESULTS 31 PEEL REGIONAL POLICE UNIFORM, CADETS AND CIVILIAN NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018

Community Representation of Racialized Persons

64.5% of total population 2018*

56.6%

50% 50% of total population

30.7% of total population 20.9%

7.7%

1996 2006 2016

* 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

32 PEEL REGIONAL POLICE PEEL REGIONAL POLICE UNIFORM, CADETS AND CIVILIAN NEW HIRE PERCENTAGE VS. COMMUNITY REPRESENTATION 1996 - 2018

Community Representation of Females

2018*

50.4% 50% 50.9% 50.5% of total population of total population of total population

40.1% 39.6%

30.8%

1996 2006 2016

* 2016 is the most recent Census data on community representation as the Census is undertaken only every five years.

PRP New Hire Representation

2018 EQUAL OPPORTUNITY PLAN RESULTS 33 PeelPolice.ca