2011 Equal Opportunity Plan - Cover.indd - Peel Regional Police

EQUAL OPPORTUNITY PLAN RESULTS 20116Summary2011 ACCOMPLISHMENTSEquitable access to opportunity remains the guiding principle for all efforts undertaken to attract, hire and retain professionalachievement oriented employees. Beyond seeking to build on previously established programs, the initiatives implemented in 2011demonstrate commitment to employee recruitment, selection, development and well being. All with an end to maintaining a capable,motivated and diverse staff; serving as the essential foundation to ensure that we meet current and future organizational needs whileexceeding community expectations. The annual report assists in highlighting improvements while capturing measureable results.The full impact and true benefi ts of some of the efforts ventured in 2011 may not be immediately apparent. Nonetheless, althoughintended to guide future development the expectation is that there will be an emergence of measurable and identifi able improvementsin operating results. Endeavours and successes for 2011 include:• Over 50% of the Recruit-Constables/Cadets hired in 2011 were either womenand/or racialized candidates. Focused recruiting of competitive candidates fromunder-represented segments of the community enabled Peel Police to hire,without compromise, non-traditional candidates in greater numbers.• Throughout 2011, acting on recommendations stemming from the CommunityWorkshop on Police Recruitment, facilitated by Terra Nova in November 2010,employment information sessions targeting specific ethnic communities enjoyedimproved interest and success. Of note, the South Asian information nightattracted over 600 persons.• Concerted efforts in aggressive recruiting and selective hiring over the pastnumber of years, along with the Organization’s efforts to maintain an employeefocused workplace, allowed us to achieve and maintain the full authorizedemployee complement.• A comprehensive review of the recruitment and the selection process used by PeelPolice to hire Recruit-Constables, while identifying areas worthy of improvement,served to reaffirm our systems and processes to be free of systemic or inherentbias.• The Outreach Recruitment Review and Research Report, received in 2011, servedas the basis in the development of a recruitment strategy that, while addressingcurrent needs, focuses on attaining future success by encouraging our localachievement oriented youth to consider Policing as a career.27