Perceptions of Police

• Diversity competency: possessing the cultural knowledge and understanding to serve diverse communities effectively
• Police officers are the only ones in the criminal justice system that have a direct relationship with the community
• Police’s perception vs. community’s perception

Self-Perception of Police

• Peel’s 9 principles (1829)
• Police services in Canada traditionally para-military
• Police force approach vs. Police service approach
• Modern police services utilize the community policing approach

Community Perception of Police

• Most people in our society are satisfied with the police most of the time
• Satisfaction with police performance is highest in Canada
• Negative perceptions of police can occur
  • Rudeness is one of the most common complaints
  • People object to authoritarianism from police
• Most damaging perception relates to racial profiling

Recruiting Diversity: Changing the Face of Policing

• Police services aim to recruit diverse people so that their staff better reflect the communities they serve
  • Gender imbalance still exists
  • Indigenous peoples are underrepresented
• Minority groups in law enforcement form associations to support one another’s careers
• There are diversity initiatives in place

Serving Diverse Communities

• Police services adopting a diversity-oriented structure and function
  • Somali Liaison Unit
  • Hate Crime/Extremist Unit
• Hate crimes often go unreported
  • Need stricter laws in Canada for hate crimes

Policing People with Mental Illnesses

• Basic level training to develop knowledge, skills, and abilities for dealing with mental health cases
• Ongoing in-service training
• Means more positive outcomes of interactions between police and people with mental illnesses
• Mobile crisis response teams/mental health intervention teams

Policing and LGBTQ2 Communities

• Developing inclusive hiring practices for LGBTQ2 police personnel
• Creating LGBTQ2 liaison committees
• Culturally appropriate training for police personnel
• Developing policies/procedures to address the lived realities of members of the community
  • Self-Audit Checklist developed by Ontario Association of Chiefs of Police (OACP)

Diversity Initiatives in Corrections

• Ethnic minorities
  • Prison population becoming increasingly diverse
  • Numbers of Indigenous and Black inmates are rising
  • Cultural programs and awareness activities:
    • Sensitivity and diversity training for staff
    • Targeted hiring campaigns
    • Diversity and Employment Equity Committee
    • Mentorship and leadership programs

• Mental health challenges and inmates
  • The number of inmates with mental health and addiction-related issues has grown, which is challenging for corrections staff
  • Example: Ashley Smith case (p. 242)
  • Addressing mental health needs is one of top 5 priorities of Correctional Services Canada (CSC)
  • CSC has strategies in place to improve quality of life for inmates