Human Rights

1. Human Rights Project Charter An overview Presented by: S/Supt. Tony CORRIE Professional Standards Toronto Police Service Mr. André GOH Manager, Diversity Management Unit Toronto Police Service Dr. Shaheen AZMI Sr. Policy Analyst Ontario Human Rights Commission

2. In The Beginning… • The Ontario Human Rights Commission require public interest remedies as part of a proposed settlement on human rights complaints against the TPS. • TPS and TPSB respond by noting various pro-active organizational change initiatives were already underway or completed. These include: • Diversity Management Unit (DMU). • Employment Systems Reviews (ESR). • Revised training incorporating human rights themes and goals. • New community engagement and consultative approaches. • Revised recruitment processes.

3. William Blair Dr. Alok Mukherjee Ms. Barbara Hall Chief Of Police, TPS Chair, TPSB Chief Commissioner, OHRC HRPC Commences… Capitalizing on the spirit of co-operation and commitment to partnership, the landmark Human Rights Project Charter was launched, with an agreement signed by the three partners, on May 17th, 2007: * The project is to have a three-year term concluding in May 2010.

4. The strategy… • TPS partnership with the TPSB and OHRC to ensure “outside” perspectives are fully appreciated and considered. • Review TPS Service Governance and procedures with a human rights “lens”. • Ensure the tenets of the Ontario Human Rights Code and its philosophies are interwoven into all TPS procedures and become “how we do business”. • Develop training programs with specifichuman rights content and philosophies. • Commission a third party organization to develop a long-term post-project assessment plan to determine “Did we really do, what we set out to do?”.

5. What are HRPC’s Primary Objectives? Objective One… The identification and elimination of any discrimination that may exist in the employment policies of the Toronto Police Services Board and the practices of the Toronto Police Service that may be contrary to the Ontario Human Rights Code. Objective Two… The identification and elimination of any discrimination that may exist in the provision of policing services by the Toronto Police Service to the residents of the City of Toronto that may be contrary to the Ontario Human Rights Code.

6. Sponsor Group Executive Group Steering Group Special Projects Accountability Learning Public Education Sub-Committee Sub-Committee Sub-Committee Recruitment, Selecton, Promotion & Retention Sub-Committee The Project Team…

7. The Sub-Committees… • Public Education • Objectives • Develop a comprehensive communications strategy that highlights and promotesTPS human rights and anti-racism initiatives within the Service and to the community. • Progress and achievements • Comprehensive media insert entitled "Fair & Equitable Policing“. • Review of language/messaging in TPS communications. • Initiatives to reach communities with no access to conventional access to TPS. • Community Consultative Committees’ support of human rights perspectives. • Future establishment of Disability Consultative Committee.

8. The Sub-Committees… • Accountability • Objective(s) • Conduct reviews and re-drafts where required of TPSB policies, TPS procedures and forms, related to complaints against police to better identify and address human rights concerns. • Progress and achievements • Development of a comprehensive marketing strategy to communicate updates to TPS Members. • Updated “Workplace Harassment and Discrimination” information and awareness materials. • Creation of “central repository” to allow for more meaningful analysis/management of information.

9. The Sub-Committees… • Recruitment, Selection, Promotion & Retention • Objectives • Identify and Address Gaps with TPS’s HR data evaluation methods and systems, to ensure the Service can accurately and adequately measure and evaluate outcomes and issues with respect to human rights and anti-racism initiatives • Progress and achievements • Formation of the Diversity Management Unit (DMU) • Establishment of Internal Support Networks (ISNs) • Confidential Employee Database (CED) • Inclusive design Review for “Religion”. • Initiative to focus on recruitment of women from diverse communities. • Development of a more meaningful Exit Survey and process.

10. The Sub-Committees… • Learning • Objective • Create a learning program that addresses: • A human rights framework that can be used as a foundation for training / learning programs. • “Racial profiling” or ”racially-biased policing”. • Progress and achievements • Development of a human rights training program for both uniform and civilian members. • Training module #1: Basic human rights primer referred to as “Human Rights 101” • Training module #2: Specifically deal with “Racially Biased Policing / Racial Profiling”

11. Where Are We Going? …May 2010 and Beyond • Significant achievements to date, additional activity is underway. • HRPC’s three year term is scheduled to conclude in May 2010. • The true impact of HRPC won’t be felt until many years later. • Comprehensive post project assessment, by third party. • Proposed post-project “Human Rights Standing Committee”,

12. In the final analysis… What is the value proposition for a police service to be involved in a similar program? What are the benefits to date to the TPS? …to the OHRC …to the community? Intended outcomes vs. unintended outcomes How does this impact of the police membership?

13. Thank you. Questions?Comments?Words of wisdom?

14. Human Rights Project Charter S/Supt. Tony CORRIE Professional Standards Toronto Police Service 416.808.7740 Mr. André GOH Manager, Diversity Management Unit Toronto Police Service 416.808.7029 Dr. Shaheen AZMI Acting Director, Policy and Education Ontario Human Rights Commission 416.314.4532