The consultations mainly took place between July and October 2019 and included one on one interviews, small group interviews, focus groups, online surveys and social media.
“We received some very valuable feedback from the community and from our own members on how we can do better,” says Chief Dale McFee.
The feedback gathered internally and externally identified several gaps, and the EPS has identified some actions that aim to immediately strengthen and improve inclusivity, understanding, and communication with its own members and that of the LGBTQ2S+ community.
“Two of the main areas that were identified as needing our focus are recruiting and training. This is where our priorities are right now with a number of short-term goals, some of which have already been implemented and are being worked on,” says Chief McFee.
The EPS will build on its current inclusivity and bias awareness training by developing a new LGBTQ2S+ Recruit Training Module that will be centred around historic trauma, understanding marginalization and connecting with people’s experiences.
This comprehensive, mandatory professional development program for both sworn and civilian members will include participation from the external and internal LGBTQ2S+community. This training will leverage their experience and knowledge as part of the development and the delivery of the training, which is set to be piloted for the next recruit training class.
The Police Communications Branch will also undergo some changes in its inclusivity and bias awareness training. The first step in this process will be a review of the current training provided at hiring time, and the ongoing training members receive in inclusive language, identity and bias.
The LGBTQ2S+ community also expressed a desire and need to better understand what they can expect from police when attending an event and also how and why EPS responds to parades, protests and large public gatherings. In response to this, the EPS has created a Police Liaison Coordinator position in its Disaster and Emergency Operations section, who will work with the Inclusion and Equity Branch on providing communication and collaboration with community members around these events.
“This is a major step to building trust,” says Chief McFee. “This is a tool to help those with traumatic and negative experiences understand and prepare for situations that will involve the police, and how the police will present themselves, and their role.”
Other short-term changes include: modification in FOIPP request language to be gender inclusive, adjustment in the Detainee Management Unit (DMU) intake process to allow for non-binary and trans identification, as well as safer options for alternate medical screening and detainment. Also, the EPS will be working in collaboration with external stakeholders to build a more specific inclusivity strategy in Recruiting Unit in response to the feedback that the LGBTQ2S+ community wants to see more of themselves reflected in their police service.
The EPS has also developed long-term strategies around community participation, recruitment, training, accountability and leadership that will be rolled out over the next twelve months.
“This isn’t the end, but the beginning of our journey,” says Chief McFee. “We won’t always be perfect, we may make mistakes along the way, but this relationship is and will remain a priority for EPS.”
The full reports are available for viewing at www.epsinput.ca and the video is also available on the EPS YouTube channel here.