diversity is a canadian reality: inclusion ... - cacp global · cacp global studies is a unique...
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©2018CanadianAssociationofChiefsofPolice
DIVERSITYISACANADIANREALITY:INCLUSIONISACHOICE
ASummaryReportOntheProceedingsandResearchOutcomesofthe11thCohort
CACPGlobalStudies2018ClosingReporttotheCACPBoardofDirectors
August2018
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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.
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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:
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“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
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OurInitialMentalModel:Toguideourcontinuingdomesticandglobalinquiry,andoursearchfornewgroundedtheorytoinformpolicyandpracticeinCanada,wedevelopedourfirstmentalmodeldepictingourinitialthoughtsonhowthisspectrumofenvironmentsmightintersectwiththedualgoalsofallpoliceservices:tofufilltheircoremissionforthepublic;and,tomeettheneedsandaspirationsoftheirmembers.Themodelarcstowardachievingtheseoutcomesincombination,andclosertoitscentrebase,weseethetypesofenvironmentswiththehighestpotentialtoderailusfromeffectivelyachievingeither.
Figure1–OurPreliminaryMentalModelPleasenotethatthisspectrummodelandtheseenvironmentsaremorefullyexplainedfurther
belowinamodifiedversionthatderivedfromourcompleteddomesticandfieldstudies
www.cacpglobal.ca
CACPGlobalStudies2018ConceptualModelforEquity,Inclusion&FundamentalRespect:ASpectrumofOrganiza3onalEnvironments
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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
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• 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.
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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
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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
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Figure2–OurUpdatedModelASpectrumofOrganizationalEnvironmentsandLivedExperience
Thisspectrumofenvironmentsisreflectedtovaryingdegreesinthelivedexperienceof
policeservicemembersacrossCanadaandabroad.
Policeservicesrecognizetheimportanceofachievingbalancedgoals:• executingthecoremissiontotheexpectationsofsociety;and,• meetingtheneedsandcareeraspirationsoftheirownmembers
1.PredatoryWorkEnvironmentsUndoubtedlytrueyetdifficulttohear,someofourmembersexperienceapredatoryworkenvironment–withhuntersandtheirprey–periodicallyand/orincontinuingpatternsofbehaviour.Psychologicalinjuries,physicalharmandorganizationalcostscanbesignificant,andTrustinPolicingisgreatlyunderminedasthepubliclearnsofthesesituations.
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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.
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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.
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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
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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,
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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
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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)
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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.
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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