Diversity Audit and EDI

We know that we must continue to address racial profiling and other forms of discrimination that exist in society and can exist in policing. It has no place in either. As policing professionals and protectors of public safety, police must actively stand against discrimination in all its forms.

We can’t ignore the lived experiences of the communities we serve. We also can’t ignore the recent reports, such as the OPS workforce Census, first Traffic Stop Race Data Collection Report, Gender Audit, or the foundational Outreach Liaison Team report.  

On November 20th, two important projects were completed with the release of reports and recommendations – the second Traffic Stop Race Data Collection Report and the Diversity Audit Report.

Diversity Audit

Graybridge Malkam was hired as the diversity audit specialist following a competitive selection process – with involvement from police, community, and Board members during the hiring/selection process and throughout the project. The comprehensive diversity audit builds on the OPS Workforce Census that was conducted in December 2017, uses Global Diversity and Inclusion Benchmarks for benchmark measurements, and includes quantitative and qualitative methods to examine and review key areas of the organization. 

The report provided 97 recommendations and highlights many strengths and areas of progress as well as a number of weaknesses and gaps that need to be addressed in key audit areas like leadership and performance, workforce diversity, policies, service delivery and community engagement, and several areas of human resources.

Second Traffic Stop Race Data Report:

The York Research Team released the second report – this time covering three years of traffic stop data from June 2015 to June 2018. While there are some positive findings and modest declines in disproportionate rates since the last report, more work needs to be done to reduce the high disproportionate rates.

And while these reports contain some difficult findings, these reports, the data, analysis, and recommendations are about making policing better for everyone. It helps us hone our policing profession and deliver policing services that are more sophisticated and sensitive to the communities we work with.

We need to address these concerns head on and act together. Acting together is critical for real change and building trust. OPS will work with police and community stakeholders, like the Community Equity Council, to build on the good work we have already done together to ensure we make more meaningful progress on equity, diversity, and inclusion. 

OPS committed to working together to move from reports and recommendations to greater action and shared outcomes.  It’s about creating a police service that police and community members deserve.

At our fifth Annual Human Rights Learning Forum on December 2019, OPS made a commitment to community and police members to continue our leadership and partnership work on EDI and release a strategic action plan in January 2020.

Thanks to significant police and community input, OPS delivered on that commitment by releasing the EDI Action Plan 2020-2022. The three year organizational plan focuses on creating meaningful and measurable progress and building a culture that embraces equity, diversity, and inclusion.

The short and user friendly EDI Action Plan is built on different sources including the recently released reports and significant inputs from both police and community members who contributed to the many meetings, interviews, forums and surveys over the last two years. We also worked closely with the Community Equity Council (CEC) and its committees to design the plan and set priorities for 2020.

For more information on these reports and the EDI Action Plan 2020-2022, please visit our EDI page.