Equity, Inclusion & Human Rights40 College St., Toronto, ON , M5G 2J3
Unit Commander: Manager Suelyn Knight
The Equity, Inclusion, and Human Rights Unit (EIHR) is designed to spearhead best practices in community policing to develop a world-class system, culture and practices for a progressive and modern Toronto Police Service.
Launched as part of The Way Forward, the EIHR Unit is supporting the Service’s ambitious modernization efforts through a wide array of progressive initiatives. Guided by a team of subject matter experts from across legal, academic, and equity and inclusion backgrounds, the EIHR Unit is furthering efforts to create a healthy, safe, and inclusive work environment within the Toronto Police Service, while building trust-based relationships with the communities it serves.
While the EIHR Unit will advance a wide range of equity and inclusion initiatives across the Service, its notable priority areas include: the Gender Diverse and Trans Inclusion Initiative; the Workplace Well-Being, Harassment and Discrimination Review; and the Race-Based Data Strategy.
In consultation with a broad and diverse range of community stakeholders, the EIHR Unit will ultimately craft a long-term Equity Strategy for the Toronto Police Service. This strategy will augment the significant efforts already underway to make the Service more inclusive, while providing a community-driven framework for future initiatives.
Learn more about the EIHR’s initiatives:
Gender Diverse and Trans Inclusion Initiative
The Gender Diverse and Trans Inclusion (GDTI) initiative is a key part of the Service’s efforts to foster an inclusive, accountable and transparent culture.
The GDTI Initiative was launched following the Waterman v. TPSB case, which prompted the TPSB and the TPS to enter into an agreement with the Ontario Human Rights Commission (OHRC) to revise Service policies, procedures, orders, forms (PPOF), and officer training, in consultation with trans and gender diverse (TGD) communities. In 2017, The Way Forward modernization plan further identified the need for systemic and cultural change within the Service, as well as ongoing community engagement.
As part of the GDTI initiative, the Service is embarking on a fulsome review of its policies, procedures, orders, forms (PPOF) to ensure they are both gender diverse and trans-inclusive.
The initiative has been advanced in consultation with Toronto’s trans and gender diverse (TGD) communities and an expert consultant who identified 25 TPSB policies and 49 TPS Procedures in which assigned sex, gender identity and/or gender expression are pertinent and made recommendations for trans-inclusive revisions.
Workplace Well-being, Harassment and Discrimination Review
The Workplace Well-being, Harassment and Discrimination Review is an ongoing, independently led audit into the attitudes, perceptions and experiences among the Toronto Police Service’s nearly 8,000 members. This review is designed to identify and assess unmet needs and barriers facing members.
Conducted by an independent third-party, this broad review will inform and guide the EIHR’s long-term equity and inclusion strategy for the Service.
The final report will provide concrete methods to address biases and remove barriers, with the ultimate goal of ensuring the Service’s policies, procedures and practices provide a safe and healthy work environment where members are encouraged to contribute their unique experiences, abilities and perspectives.
Race and Identity-Based Data Strategy
The Race and Identity-Based Data Collection Strategy (RBDC Strategy) is a key element of the Toronto Police Service’s commitment to equitable, unbiased, and non-discriminatory policing.
Launched in accordance with the provincial Anti-Racism Act of 2017, the RBDC Strategy’s purpose is to identify, monitor and eliminate systemic racism while supporting the development of equitable policies, procedures, services and initiatives.
The RBDC Strategy is based on the principle that measurement is crucial to effectively understanding the scope of bias and discrimination in policing, and involves the collecting, analyzing and publicly reporting on data related to the race of citizens engaged or involved in police interactions. This collection of anonymized data will allow the Service to identify how its actions impact the communities it serves and assess where, and how, resources can be allocated differently or more appropriately.
This innovative strategy is being led by the Service’s EIHR Unit and overseen by both a Governance Committee and an independent, third-party Community Advisory Panel, which further ensures transparency and accountability in the collection, analysis, and reporting of data.
Community engagement efforts have been designed to reflect the demographical diversity of Toronto, surveying the perspectives and attitudes of groups across a wide range of ethnic, geographic, and cultural backgrounds.
Led by race-based data collection expert Dr. Mai Phan, community engagement efforts will seek to survey a racially diverse cross-section of community members with lived experience as well as community leaders, academics, and subject matter experts.
In recognition of the particular importance of engaging Indigenous communities in the development of this strategy, focus groups with Indigenous communities are planned upon the stabilization of COVID-19.
Please visit the Race and Identity Based Data Strategy page for more information.