Police Forces Reflect The Community At Large

That is a fact of life and all the diversity training and edicts will not change that and attempts to correct the problems; ie: lowering standards, quotas, etc. just make the problem worse. If you were a white anglo-saxon straight male how would you feel if someone with the same length of service, similar assessments, etc. was promoted just because of their "diversity?" Or when one of the "diversity experts" solutions to the problem is to : "Replacing a computer screensaver that features wanted criminals who are mostly minority males." How stupid can you get?

'Barriers' for minority cops

Review finds gays, women, aboriginals face bias

By ALAN CAIRNS, TORONTO SUN

Women, non-white, aboriginal and gay and lesbian cops are too few in number, endure ongoing harassment and face systemic and attitudinal barriers to promotion, says a review of Toronto Police promotional practices.

While top brass and the civilian oversight board seek "greater diversity" at all levels, the review says, senior officers and supervisors have remained blind to entrenched biases and have a mistaken belief that any cop who is good enough to be promoted will be.

'BARRIERS'

The review, conducted by ASSOCIUM Associates for the Toronto Police Service, finds there are "many aspects" in the promotional process that "pose barriers" to minorities within the 5,255-officer force.

It identifies a disturbing schism between heterosexual white males and identifiable sub-groups, noting that both distrust the promotional system.

Minority cops who become inspector or sergeant are seen as getting the promotion because of their "designated group status," while white males are seen as the "beneficiaries" of networking and mentoring, says the review, which sees itself as "an essential step" in identifying barriers and removing them.

Even the Toronto Police computer screensaver "perpetuates negative stereotypes because it shows photographs of wanted criminals, the "overwhelming majority" of whom are visible minorities, says the review which was completed in October.

The review says many visible minorities, females, aboriginals, gays, lesbians and disabled cops who were engaged in a series of review focus groups cited a non-supportive work culture and environment with Toronto Police.

"Officers recounted numerous incidents of recent and ongoing harassment -- from inappropriate comments about the designated groups by fellow officers, to threats of reprisals if they bring forward complaints," the review finds.

"It appears that not only do officers hold these negative attitudes, but the organizational culture is such that officers feel free to act on and verbalize these attitudes," it adds.

"Community consultation" also found a belief that the "old boy's club" is still in control.

Chief Bill Blair told the Sun last night that while "it is "difficult to hear" such assertions from "your own people," it is important to respond to it and use the perspectives as a starting point to create an even better police service.

"We're trying to improve our promotion system," Blair said. "We want a system that is fair and equitable and accessible to as many people as possible."

Blair praised officers who took part in the review, saying they were "excellent, they were honest and forthright."

"It was done with a view to improving the way we do business ... how we treat each other within our organization is really what defines us," he said.

The review finds that discrimination starts in police college, noting new cops were "unprepared" and surprised by the "negative attitudes and stereotypes openly expressed by new recruits that went uncorrected by supervisors and trainers."

Aboriginal officers said they were frequently subjected to comments and "jokes" made openly about homelessness, alcoholism and land claims, the review says, and keep their distance from other cops and do not disclose their native heritage.

Female cops said they face "negative" attitudes about not being "policemen" and are told by male cops: "If I'm with a woman, I'm in a one-man car."

GAYS FEEL RIDICULED

Some female cops feel kept out of elite units, such as the homicide and the hold-up squad and the Emergency Task Force.

Non-white cops said they "regularly hear negative comments about racial minorities."

Many gay and lesbian officers who are open about their sexual preference are subjected to "ridicule, gossip, bigotry, rumour and even assault," the review says, while many "stay in the closet" to avoid the hassle and save their careers.

The belief Toronto Police has "lowered its standards" to hire minority cops "permeates" the organization "at all levels," the review says.

Even the covering letter for promotional applications is inappropriate and a breach of Ontario's Human Rights Code, the review says, because it "indicates that candidates want to show that they are good family people, with stabled marriages and successful children"

The review notes Toronto's 2.4 million population is made up of about 43% ethnic minorities, 20% disabled and 10% of adults are believed to be either gay, lesbian, bisexual or transgendered, but the service does not reflect this in its officer count.

Blair said the review has been posted at all divisions.

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IMPROVEMENT MEASURES

Toronto Police diversity review includes:

- Removal of systemic barriers.

- Equal access to training.

- Elimination of assessments at the divisional level by a more objective method.

- Training to "dispel myths and stereotypes."

- Promotional panels to reflect diversity.

- Support for network and mentoring groups.

- Encouraging reporting of harassment.

- Demanding accountability on supervisors to create a harassment-free workplace.

- Reviewing service's diversity training program.

- Replacing a computer screensaver that features wanted criminals who are mostly minority males.