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From YouTube: Ottawa Police Services Board – November 28, 2016
Description
Ottawa Police Services Board meeting – November 28, 2016 – Audio Stream
Agenda and background materials can be found at http://www.ottawa.ca/agendas.
A
Good
evening,
good
evening,
everyone,
if
you
can
please
take
your
seat,
we
like
to
call
our
meeting
to
order.
We
do
before
we
start
our
regular
board
meeting.
We
have
our
newest
members,
remember
councilor
Alan,
hopefully
we're
going
to
be
sworn
in
by
the
city,
solicitor
and
clerk.
So
mr.
Conaway,
would
you
like
to
join
you
at
the
podium
if.
C
D
C
D
C
B
C
A
A
A
Is
the
item
carry
thank
you
declaration
of
interest,
so
item
number
1
is
the
Chiefs
verbal
repeal
will
hold
item
number
one
item
number
two
is
2017
draft
operating
and
capital
budget,
public
dedication
and
approval,
and
have
a
number
of
my
council
Carla
here
tonight,
I'd
like
to
recognize
him
in
no
specific
order:
councillor
Reilly,
Brockington,
Keith
egg
lie
counselor,
DMV,
counselor,
Jeff,
leaper
and
counselor
cadre
and
I
hope
I
didn't
miss
anyone
and
welcome
folks
to
our
budget
meeting.
Also.
A
Our
item
item
number
two,
because
we
have
public
delegation
and
item
number
three
human
right
and
racial
profiling
policy
annual
report.
That's
chief
report,
so
we'll
hold
item
number
three
item
number
four
o-p-s:
gender
equality,
audit.
The
ROP
Research
Board
received
this
report
for
information.
We
do
have
a
presentation.
So
what
hold
item
and
before
as
well
item
number
52017
pre-service
board
meeting
scheduled
and
we
have
the
list
provided
by
the
executive
director-
is
the
item?
Okay.
A
Okay,
thank
you
item
number.
Six.
Our
outstanding
board
inquiries
and
motion
for
November
2016
is
that
I
can
receive
item
number
seven.
We
have
letters
of
commendation
that
the
other
Police
Service
Board,
received
this
report
for
information
safe.
Thank
you.
So
we'll
go
to
item
number
one
which
is
the
the
chief
is
verbal
report
chief.
E
Thank
You
mr.
chair
and
congratulations
there
as
well
councillor
Huey,
welcome
to
the
Autry
Service
Award
and
we're
looking
forward
to
our
working
with
you.
We
work
with
you
along
as
your
counselor's
office,
and
no
quite
no
note
that
it
will
have
a
very
positive
working
relationship
and
I.
Just
want
to
introduce
I
can
get
to
Chief
that
John
McKenna,
who
was
at
the
table
with
us,
said
Deputy
Chief
skaters
away
on
the
course.
E
So
I
want
to
begin
by
highlighting
a
some
excellent
work
by
patrol
officers
and
our
robbery
investigators.
At
about
8:00
p.m.
on
November
3rd,
a
series
of
three
Swami's
occurred
in
the
halogen:
have
Haringey
neighborhoods
for
five
suspects
were
confronting
people
and
taking
property
front
line.
Police
officers
flooded
the
area
and
arrested
four
suspects.
The
robbery
unit
was
already
investigating
three
recent
robberies
from
the
same
area
and
were
able
to
connect
some
of
the
suspects
to
other
robberies,
both
in
that
area
and
also
in
the
Bayswater
area.
E
Also
in
October,
the
robbery
unit
had
laid
27
criminal
charges
against
one
suspect
in
relation
to
for
gunpoint.
Robberies
that
unit
led
by
Staff
Sergeant
Mike
hi
Bosh,
has
seen
a
30%
increase
in
swarming
Solvency
rates
compared
to
this
time
last
year.
These
are
just
a
few
examples
of
the
great
work
that
we're
seeing
on
robberies
with
respect
to
our
canine
unit
through
October
and
November.
The
canine
unit
has
successfully
tracked
a
number
of
suspects
who
fled
from
crime
scenes.
E
In
fact,
three
armed
suspects,
a
violent
person
wanted
for
partly
related
offenses,
a
robbery
suspects,
a
38
caliber
handgun
and
a
load
of
300
357
Magnum
were
all
tracked
by
the
skilled
work
of
Cosmo
Desormeaux
and
his
canine
frugal
consul
Richard,
and
his
partner
Spartak
Cosmo
rush
at
along
canine,
Nika
and
Cosmo
noses
with
police
dog
copper,
just
an
update
on
their
marijuana
dispensaries.
We
continue
to
monitor
and
investigate
marijuana
dispensaries
on
November
3rd
and
4th.
The
drug
unit
executed
warrants
at
seven
different
Ottawa
dispensaries,
leading
to
a
multiple,
multiple
seizures
and
charges.
E
As
we
expected.
Some
of
those
dispensaries
have
since
reopened.
Our
investigators
are
aware
of
these
developments
and
these
investigations
focus
on
drug
trafficking,
but
they're
also
conducted
in
a
landscape
where
viewpoints
and
laws
on
marijuana
are
changing
rapidly.
Each
of
these
warrants
require
a
great
deal
of
investigative
time
and
resources.
However,
we
will
continue
to
investigate
dispensaries
as
complaints,
complaints
come
forward
and
work
with
landlords
to
keep
them
from.
E
Actually
opening
I'd
like
to
extend
my
congratulations
to
the
police
officers
and
members
of
the
public
who
received
or
nominated
for
awards
at
this
year's
Community
Safety
Awards
held
on
November
7th.
The
event
is
organized
by
crime
prevention,
Ottawa.
The
awards
recognize
the
people,
groups
and
programs
that
have
made
a
difference
in
preventing
crime
and
making
communities
safer
across
the
city.
This
event
also
includes
the
launch
of
crime
prevention
week
from
November
7th
to
12th.
This
year's
theme,
personal
fraud
and
scams
brought
members
of
the
public
out
to
learn
about
fraud
prevention.
E
Thank
you
for
to
our
members,
volunteers
and
partners
who
organize
presentations,
information
tables
and
more
issues
more
across
the
city.
Last
Thursday
we
held
a
community
session
to
review
the
findings
of
the
traffic.
Stop
raise
data
collection
project
with
about
out
in
20
people
in
attendance.
The
York
research
chain
was
present
to
answer
questions
on
the
report
and
the
meeting
gave
members
of
the
community
a
chance
to
provide
comments
and
feedback
on
what
they
read.
E
Community
police
engagement
will
continue
to
play
a
critical
role
in
this
project
to
ensure
that
we
understand
the
report,
review
the
recommendations
and
create
a
multi-year
plan
that
goes
beyond
just
action
planning
the
report's
recommendations,
I'm
pleased
to
announce
that
this
next
phase
other
project
will
be
led
by
acting
superintendent.
Chris
rome.
E
We
took
this
project
on
because
there
are
questions
concerns
amongst
some
of
our
community
about
bias
and
racial
profiling
that
we
can't
ignore
I
think
it's
leading
to
an
important
discussion
on
how
we
police
our
city
and
how
we
ensure
that
our
policing
model
is
sensitive
to
the
perception
of
the
people.
We
serve
an
update
on
the
regulated
interactions
and
the
new
provincial
regulations
provides
for
voluntary
police
interactions.
They
are
designed
to
ensure
that
the
regulated
interactions
are
without
bias
or
discrimination.
E
The
new
rules
focus
on
data
collection,
retention,
access
access
management,
training
and
policy
procedures
with
audit
and
public
reporting
requirements.
After
January
1st,
all
sworn
members
who
conduct
regulated
interactions
are
formerly
known
as
Street
checks
must
have
completed
the
eight
hours
of
training.
The
requirements
of
training
presents
significant,
unplanned
pressures
on
the
organization
particulated
on
training,
particularly
in
training
data
management
processes
and
storage
and
auditing
and
reporting.
E
However,
we
are
working
closely
with
a
Prudential
working
group
and
our
members
to
ensure
compliance
within
regulations
by
January,
1st
2017
and
a
report
will
be
updated
to
the
board
in
December.
For
your
information,
I'd
like
to
send
a
big
congratulations
on
behalf
of
the
Auto
preserves
to
the
red
blocks
on
winning
the
Grey
Cup.
E
Chief
Ed
Keeley
we'll
be
taking
these
starting
December
3rd
until
his
retirement
date,
January
31st,
I
wanna,
congratulate
that
on
his
31
years
of
Korean,
Korean,
policing
and
thanking
for
the
many
contributions
he's
made
to
the
auto
Police
Service
that
his
community
his
work
ethic.
His
commitment
to
members
and
his
belief
in
service
are
important
reminders
to
all
of
us
that,
despite
the
changes
that
we're
facing
and
placing
those
core
principles
of
what
we
do
always
remain
serving
protecting
with
honor
courage
and
service,
so
I.
Thank
you
so
much
for
all
your
contributions.
Yes,.
A
C
C
That's
our
members
who
I
old
in
the
highest
regard,
both
personally
and
professionally.
Thank
you
and
thank
the
members
for
allowing
me
the
privilege
and
the
honor
of
working
for
you.
Thank
you
for
all
of
the
work
you
do
every
day
for
your
absolute
professionalism
and
all
that
you
do
and
keeping
all
of
us
safe,
I
am
forever
in
their
debt
and
I
appreciate
the
honor
that
I've
had
over
these
31
years.
Thank
you.
Thank
you.
A
A
We
did
see
that
presentation
more
than
once
in
the
public
domain
and
we
thought
here
I'm
not
sure
if
we
still
need
any
presentation,
I
don't
believe
we
do.
Maybe
we
can
just
go
directly
to
to
the
delegation
and
we
have
a
number
who
sign
up
to
to
speak
since
we
have
this
meeting
in
the
committee
finance
Audit
Committee
in
in
two
different
times,
and
we
invited
our
Karluk
counselor
and
the
public
to
the
open
committee
meeting
of
finance
other
committee,
and
we
have
quite
a
bit
of
counselor
who
attend.
A
A
If
is
not,
I
would
advise
those
councilor
can
make
up
arrangement
with
the
chiefest
office
and
have
the
finance
staff
have
a
meeting
with
those
individual
councilor
who
wish
to
engage
further
or
in
more
detail
with
that
I'm
going
to
turn
it
first
to
counselor,
Riley
brockington
and
we
go
through
the
list
as
they
came
to
us.
It's
going
to
be
some
council
member
and
some
community
member,
but
we
start
with
counselor
rider,
Brockington
and
counselor.
Thank
you
very
much
for
coming
out
tonight
and
joining
us.
You
have
five
minutes.
Thank.
D
You
very
much
good
afternoon
mr.
chair
chief
bordello
and
members
of
the
Police
Services
Board.
They
you
for
the
opportunity
to
appear
before
you
today
to
share
with
you
specific
concerns
that
I
have
and
the
residents
I
represent,
have
with
the
resources
allocated
to
the
Police
Services
Board
and
how
those
resources
are
then
delivered
to
address.
Various
matters.
I
have
five
key
themes
which
I
will
dress
in
my
five
minutes
in
the
2017
budget
belief,
the
o-p-s
reinforces
that
traffic
enforcement
continues
to
be
one
of
its
top
three
priorities.
D
I
strongly
support
this,
however,
I
believe
that
inadequate
level
of
resources
are
being
made
available
to
address
this
chronic
and
persistent
problem
across
our
city
councillors
and
key
members
will
agree
that
speeding
and
road
safety
for
motorists,
cyclists
and
pedestrians
is
an
ongoing
safety
issue
and
I
will
go
so
far
to
say
that
the
risk
to
the
public
from
speeding,
aggressive
and
or
reckless
drivers
is
a
major
public
safety
and
health
issue.
Every
day
in
every
community
motorists
speed
through
residential
communities,
placing
the
lives
of
many
local
residents
in
jeopardy.
D
D
The
second
theme
is
about
Ottawa
2017,
the
estimated
cost
to
the
o-p-s
to
serve
and
support
various
Ottawa
2017
events,
in
my
opinion,
is
a
risk
and
it's
a
risk,
because
the
1.5
million
is
a
best
guess
and
there
are
no
guarantees
that
these
costs
can
be
totally
recovered.
The
most
recent
list
of
plan
events
identified
1,200
events
in
auto,
with
only
10
being
identified
by
the
opss
major
I'm
concerned
that
the
1.5
million
being
identified
is
too
low
and
that
more
costs
may
not
be
able
to
be
recovered.
D
Third
I
applaud
efforts
by
the
o-p-s
to
continue
to
make
efficiencies
in
2017,
with
two
million
being
identified
as
an
objective.
From
what
I
heard
at
the
most
recent
finance
and
Audit
Committee
meeting
that
I
attended.
Only
a
million
has
been
identified.
This
poses
another
risk
to
the
service,
as
a
two
million
efficiency
target
has
been
set
to
help
balance
the
books,
while
the
road
map
to
get
there
has
still
not
completely
identified
how?
D
Fourth,
as
no
surprise
to
anyone,
2016
has
seen
a
record
number
of
shootings
and
a
high
level
of
homicides
if
the
trend
for
shootings
is
expected
to
continue
to
rise,
as
seen
in
other
Canadian
municipalities
by
the
units
that
proactively
and
reactively
responding
to
these
events
receiving
adequate
resources
to
address
their
increasing
workload.
And
finally,
my
last
point:
the
neighborhood
of
Carlington,
the
largest
community
and
liberal
Ward,
has
been
home
to
too
many
high-profile,
tragic
events
this
year.
D
This
has
caused
residents
and
business
owners
to
be
concerned
for
their
safety,
property
and
community
as
a
whole.
Overall
Carlington
is
a
safe
community.
However,
if
someone
does
not
feel
safe,
no
words
from
me,
you
or
the
mayor
can
change
how
they
feel,
given
that
guns
and
gangs
remains
one
of
the
top
three
priorities
of
the
force.
D
How
will
the
o-p-s
continue
to
work
with
me
and
the
people
of
Carlington,
both
reactively
when
incidents
occur
and
proactively,
to
get
ahead
of
some
of
the
issues
and
continue
to
underscore
the
great
work
that
is
going
on
every
day
and
supplemental
to
that?
With
all
the
talk
of
reducing
the
number
of
community
police
officers,
how
will
this
much-needed
and
much
respected
resource
be
allocated
in
Carlington,
specifically
going
forward
Thank
You?
Mr.
chairman,
thank.
A
You
thank
you
very
much
counselor,
so
we
with
their
with
the
director-general
to
answer
your
question
about
the
budget
and
then
we'll
turn
it
to
the
chief
at
some
point.
When
talk
about
operations,
so
we
will
attempt
to
answer
all
your
question.
I
hope
we
can
and
if
it's
not
counselor,
if
you
have
more
question
either
sending
to
myself
or
whatever
can
arrange
a
meeting
with
the
chief
and
his
staff,
but
I'll
turn
it
to
the
Director
General
Thank.
F
You
mr.
chair
I
think
the
questions
that
that
relate
most
to
the
budget
are
the
2017,
the
the
envelope
we've
provided
for
the
2017
events
and
the
efficiencies
less
so
I'll
tackle
those
and
director
the
other
three
to
the
chief
there.
There
is
no
question-
and
we've
said
this
throughout
our
budget-
briefings
that
2017
is
a
challenging
year
to
try
and
get
to
maintain
a
handle
on
from
the
expense
side.
What
we're
doing
is
using
information.
F
We
know
to
budget
the
expense
side
of
the
events
and
so
far
that's
10
to
12
significant
events
that
we're
aware
of
they
change.
They
can
change
as
as
world
events
change.
For
example,
the
the
visit
of
the
new
US
president
might
add
another
event
to
the
calendar.
There
may
be
other
high-level
visitors
who
attend
our
ceremonies
in
2017
as
we
learn
about
those
we'll
update
the
board.
What
we've
been
clear
about,
though,
is
that
the
resources
of
the
Ottawa
taxpayer
on
it
can't
be
expected
to
cover
those
costs.
F
It
is
a
very
fluid
situation.
It's
it's.
We
haven't
encountered
something
like
this
before,
but
the
experience
has
been
that
that
where
we
can
identify
a
high
level
visitor
that
we
were
able
to
as
well
receive
funding
from
the
federal
government
from
not
through
out
those
those
channels,
we'll
do
our
best
to
recover
that.
But
we've
has
said
from
the
beginning
that
that's
the
the
most
difficult
area
of
this
budget
to
to
come
to
grips
with
in
our
chats
with
the
city
treasurer
on
this
subject.
F
It's
not
something
that
is
wise
to
budget
for
as
the
tax
increase,
because
it
results
in
a
peak
and
that's
not
usually
good
tax
advice,
so
we'll
keep
everybody
posted
on
that
and
do
and
do
our
best
to
ensure
that
there's
a
minimal
impact
to
the
Ottawa
taxpayer.
In
terms
of
your
second
question,
counselor
about
through
the
chair
about
the
efficiencies
budget,
we
do
set
a
target
of
two
million
dollars
a
year.
It's
a
very
aggressive
target.
We've
hit
it
every
year
that
we've
set
up
right
now.
F
Our
list
adds
up
to
five
hundred
ninety
one
thousand
dollars
and
we're
presenting
a
business
case
next
week
for
some
back
office
transformation,
work
that
could
take
us
well
into
the
million
range
and
we're
also
at
the
point
where
we
think
we
can
bring
forward
to
the
board
the
cost
recovery
related
to
our
online
background
check
application.
So
we
from
what
we
see
now
we're
within
reasonable
striking
distance
of
two
million
dollars,
and
it's
been
our
experience
that
we
as
the
year
goes
on,
that
we
can
identify
amounts
equal
to
hit
our
target.
E
Cetera
I,
thank
you
how
much
counselor
so
from
a
traffic
safety
perspective.
Absolutely
traffic
safety
is
still
one
of
our
top
three
operational
priorities
and
will
remain
so
in
2017,
and
we
hear
that
from
councillors.
We
hear
that
from
our
officers
and
we
hear
that
from
the
public.
So
we
will
continue
to
focus
on
those
activities
and
what
we're
trying
to
do
as
well
with
a
new
front
line
delivery
is
to
be
smarter
and
be
more
intelligence
as
far
as
where
we
need
to
focus
those
energies
and
those
resources.
E
So
we
are
we've
centralized
under
the
new
model
or
traffic
unit,
but
I
want
to
remind
everybody
that
all
control
officers
it's
their
responsibility
as
well
to
do
traffic
enforcement,
as
you
may
have
seen,
we
have
seen
a
six
percent
increase
in
in
traffic
enforcement
over
over
last
year,
which
is
good
news
and
I
know
that
their
officers
will
continue
to
do
to
do
a
great
job
in
enforcing
traffic.
I.
E
Think
I
also
I
want
to
compliment
City
Council
on
the
words
that
they've
done
in
leveraging
their
algorithmic
assay
and
bringing
about
photo
radar
back
into
our
communities.
I
think
that'll
make
a
great
investment
and
help
keep
our
roads
safe
to
a
safe
area.
We
do
advocate
for
the
use
of
technology,
that's
out
there
and
whether
it's
cameras
on
school
buses,
red
light
at
intersections
or
the
use
of
photo
radar.
E
It's
something
that
we
support,
because
we
can't
have
our
police
officers
everywhere,
but
we
will
continue
to
focus
on
where,
where
we
need
those
resources
with
respect
to
the
shootings.
Absolutely
it's
been
a
concern.
We've
seen
a
over
two
years
now,
a
substantial
increase
in
the
number
of
shootings
in
our
city
and
some
of
those
are
half
of
them
are
related
to
our
gang
activity
and
we
are
adding
75
new
officers
over
the
next
three
years.
E
25
of
those
are
just
about
to
be
allocated
to
our
sections
at
the
end
of
December
in
the
new
year,
so
some
of
those
officers
will
be
going
to
of
those
units
that
do
focus
on
gun
and
gang
investigations.
We
restructure
it
under
the
service
initiative,
our
COO
Investigations
Directorate,
to
allow
us
to
have
more
flexibility,
fluidity
and
how
we
move
our
an
alligator,
detective
resources
and
we've
recently
also
reprioritize.
E
E
But
if
you
throw,
if
you
double
those
resources,
it
actually
it'll
substantially
reduce
the
amount
of
time
so
funny--I
fun,
ending
resources
to
solve
problems
quickly
and
then
moving
on
to
the
next
areas
is
a
new
strategy
that
will
be
employing
under
a
new
service
delivery
model
and
either
we
will
have
a
an
inspector
that
has
overseen
a
community
relations
unit.
That'll,
be
the
key
point
of
contact
with
our
counselors,
so
that
we
can
manage,
was
and
assess
those
resources
and
those
problems
on
a
citywide
basis.
A
A
G
G
G
As
it
goes
for
it
and
that
that
is
appreciated,
but
I
guess,
my
question
overall
is
putting
forth
LPS
is
putting
forward
a
budget.
That's
going
to
create
25
more
officers
over
the
next
number
of
years.
Is
there
not
a
way
to
use
those
officers
to,
in
effect
buffer,
the
existing
community,
policing
service
and.
E
Chair
much
and
we
show
you
that
we
know
how
to
do
a
consultation,
win,
learn
anything
new.
We
hear
and
appreciate
understand
the
importance
of
relationships,
the
point
of
contact
and
that
trust
and
the
knowledge
of
the
community
and
the
goal
of
our
new
model,
because
the
way
we
do
business
right
now
is,
we
are
actually
running
from
crisis
to
crisis.
We
do
some
good
problem-solving,
but
we're
not
doing
it
as
as
well
as
we
can.
E
We
could
be
doing
it,
and
so
the
focus
of
our
new
model
is
to
actually
be
more
proactive
than
reactive
and
increase
that
reactive,
that
proactive
time
to
work
with
our
community
partners
and
want
to
reassure
you
that
that
is
that
is
part
of
our
goal,
to
become
more
intelligence-led,
to
use
information
to
be
more
effective
and
efficient
in
solving
problems
and
putting
those
officers
where
we
actually
need
them.
It
is
a
change
in
culture
and
I.
Don't
think
we
should
be
looking
at
just
the
reduction.
E
Can
we
please
sending
officers
in
isolation
to
the
entire
model,
although
we
are
going
from
16
to
10,
I?
Think,
there's
a
there's,
a
redefining
of
a
bunch
of
roles
and
responsibilities
for
the
entire
front
line
that
they
will
become
engaged
in
in
more
proactive
work.
Now
it's
it's
a
new
model
and
we've
committed
to
working
with
our
AAA
community
advisory
group.
That's
that's
providing
us
some
some
insight
and
input
to
make
sure
we
get
this
right
and
we
will
continue
to
work
with
our
community
and
readjust
where
we
need.
A
Because,
as
a
board,
we
are
supporting
the
chief
to
have
that
implement,
but
it's
up
to
the
chief
as
a
chief
operation
officer
were
to
see
the
need
for
the
new
addition
police
officers
to
go.
But
we
never
said
we
don't
want
to
do
than
in
travel
or
I.
Don't
think
we
ever
assigned
them
from
here.
There
are
some
that
the
chief
but
I
like
that
chief
clarify
this
chief.
E
He
was
the
chair.
The
first
25
officers
are
being
now
accurate.
The
three
areas
one
is
to
deal
with
our
guns
and
gangs
issues.
The
second
issue
around
violence
against
women,
the
third
issues
around
the
accommodations
and
providing
some
relief
around
those
areas
that
x.25,
which
are
coming
on
board
in
2017,
have
yet
to
be
assigned.
A
Thank
You
councillor
area
and
councillor
guy
again,
if
you
feel
they
need
to
meet
with
our
staff
before
the
budget,
by
all
mean
we'll
make
sure
we'll
get
you
some
time
with
our
staff,
and
thank
you,
sir.
Our
next
speaker
is
Norman
million
of
moil,
a
Lower
Town
Community
Association,
miss
Moorea,
Moorea
multiparous,
a
franchise.
H
In
the
first
about
okay,
Thank
You,
mr.
chairman,
for
a
chance
to
speak
to
you
on
behalf
of
the
Lowertown
Community
Association
tonight
we
are
an
active
community
that
sees
ourselves
as
a
partner
with
the
police
forces
and
with
the
city
in
in
fighting
crime
in
preventing
crime
and
in
responding
to
crime
in
our
neighborhood.
H
We
need
more
help
to
play
our
role
effectively
as
a
partner,
the
kind
of
help
that
I'm
talking
about.
In
fact,
I
mentioned
before
at
an
earlier
presentation
that
I
made
before
this
board
for
communities
to
fill
their
role
as
partners,
they
need
a
better
understanding
of
what's
happening.
What
is
the
crime
level
in
their
community?
Is
it
going
up?
Is
it
going
down
where
and
how
is
this
happening?
So
my
question
to
the
police
is:
will
this
new
budget
include
the
opportunity
to
improve
the
information
flowing
to
communities?
H
Let
me
take
just
a
moment
to
outline
how
difficult
it
has
been
for
Lower
Town
to
come
to
a
real
understanding
of
what
his
crime
levels
are.
We
got
lots
of
help
from
the
media.
They
constantly
report
on
crimes
in
their
town.
Some
of
them
actually
occur
in
more
town,
others
are
just
close
by,
but
we
get
them
labeled
on
us.
Regardless
of
that,
when
we
try
to
counter
that
when
we
try
to
really
understand
it,
we
find
no
consistent
basis
of
reporting.
H
We
couldn't
get
a
standing
report,
so
we
went
through
the
Freedom
of
Information
Act.
For
four
years
now
we've
been
getting
data
from
the
Ottawa
Police
Service.
We
thought
we
were
making
progress
on
that.
We
would
have
preferred
a
more
proactive
process
until
last
summer,
when
we
got
a
fifth
report
which
changed
entirely
all
the
numbers
that
we
had
seen
in
the
previous
four
reports
for
the
earlier
years.
It's
very
difficult
for
us
to
develop
an
understanding
of
what's
happening
at
our
community
unless
there's
a
clear
basis
of
knowledge
to
work
from
I.
H
Think
the
police
need
a
stronger
research
and
analysis
capability.
I
think
we
need
better
statistics
and
we
need
an
open
data
site
where
communities
can
see
that
information
quickly.
We
understand
that
there's
work
underway
with
the
Ottawa
neighborhood
study
to
make
more
crime.
We
support
that
we'd
like
to
see
it
move
quickly.
The
police
force
will
have
more
ability
to
analyze
to
be
proactive.
H
This
is
a
plea,
certainly
for
proactive
police
activity
in
doing
real
intelligence,
good
analysis
and,
of
course,
our
community
continues
to
support
the
need
for
community
policing
officers
in
an
area
which,
no
matter
what
basis
of
reporting
you
take,
remains
one
of
the
highest
crime
areas
in
the
City
of
Ottawa.
So
will
there
be
more
resources
directed
to
giving
communities
a
good
knowledge
base
about
the
crimes
are
in
their
area.
E
You
mr.
Jay
all
I'll
start
off
then
turn
over
to
a
cam
Hopgood.
One
of
our
individuals
involved
in
this
area,
but
I
can
assure
you
I
can't
disagree
with
anything.
You
said
we
want
to
have
a
police
service
that
that
provides
the
necessary
data
for
a
community
to
better
understand,
what's
happening
in
their
neighborhood
from
a
crime
and
disorder
perspective.
We
have
been
by
the
technologies
that
we
currently
have
within
the
police
service,
and
we
have.
E
The
board
has
just
approved
the
launching
of
a
42
million
dollar
investment
in
our
imit
roadmap,
which
will
provide
it
in
the
needed
infrastructure
changes
to
our
data
and
to
our
systems
that
will
enable
us,
as
a
police
service,
to
analyze
and
understand
data
crime.
Data
there's
taking
place
to
be
allow
us
to
be
more
predictive
in
crime
trends
and
also
provide
the
information
that
the
community
needs
to
better
understand,
what's
happening
in
their
communities
as
to
the
specifics,
can
I
just.
C
E
Mr.
chair
I'll
also
add-
sometimes
sometimes
we
admit,
limited
as
to
how
we're
mandated
to
collect
data
for
statistics,
canada
and
sometimes
we're
limited
to
how
they
report
and
we
feed
off
their
information.
But
we
certainly
want
to
be
as
creative
as
possible
to
provide
the
information
that
their
community
needs.
B
Well,
actually,
it's
as
a
result
of
the
delegates
comment,
I
just
I,
guess
probably
directed
to
the
chief
is
just
he
mentioned
that
the
committee,
the
community,
had
to
do
a
Freedom
of
Information
request
to
get
and
I'm
just
wondering
it
without
the
has
that
been
solved,
so
they
don't
have
to
do
it
or
if
they
do
have
to
do
it.
Why
why?
Why
are
we
forcing
you
to
go
through
that
process?
I
think.
C
The
reason
why
they
had
to
do
a
free
with
information
request
was
because
it
was
a
custom
geography.
We
captured
geographies
as
divisions,
district
zones
and
atoms,
but
they
don't
naturally
conform
to
a
particular
neighborhood.
So
that's
why,
unfortunately,
it
was
an
additional
manual
effort
of
something
we
don't
naturally
capture
and
would
have
to
be
aggregated
to
a
particular
area.
Moving
forward
with
the
Ottawa
neighborhood
study
boundaries
and
our
new
deployment
model,
those
geographies
will
already
be
integrated
into
our
computer-aided
dispatch
systems,
as
well
as
our
records
management
system.
C
A
I
Thank
you
very
much
for
the
opportunity
to
present
here
today.
I
have
to
say,
I've
attended,
two
of
the
the
budget
related
meetings
of
this
and
I've.
Had
my
questions
asked
and
answered
so
today,
I'm
really
here
I
just
reflect
on
what's
in
this
budget
and
what
I
think
you
need
to
think
about
before
you
vote
on
this
budget.
I,
just
don't
want
to
take
the
opportunity
to
wish
deputy
chief
Kelly
our
the
best,
as
he
leaves
the
Ottawa
Police
Service
wherever
the
road
takes.
I
I
I
Concerned
about
the
proliferation
of
gun
and
knife
violence
that
we
have
witnessed
this
year,
I
had
the
opportunity
to
ask
the
chief
about
that
at
the
audit
and
Finance
Committee
meeting.
My
question
was:
is
this
a
blip
or
is
it
a
trend?
And
what
we
heard
from
the
chief
is
it's
a
trend
more
than
a
blip.
I
It's
something
that's
happening
across
North
America,
but
the
escalation
of
violence
they
wish
to
use
a
gun
or
knife
is,
is
happening
much
quicker
than
it
has
in
the
past,
and
so
we
can
probably
expect
much
to
all
of
our
collective
chagrin.
But
this
is
something
that
will
continue.
So
for
me,
when
I
hear
that
it
tells
me
that
we
need
a
renewed
gang-related
strategy
to
really
address
this
escalation
and
I,
don't
see
the
funds
in
the
budget
to
to
to
address
that
as
well.
I
I'm
sure
those
seems
to
be
a
lot
of
resources
available
to
make
place
demands
in
a
number
of
line
items
in
this
budget.
Let
me
just
highlight
a
couple
of
those
for
you.
Currently,
this
budget
is
recommending
an
$800,000
reduction
and
overtime,
others
from
the
2016
forecast
and
a
reduction
of
two
and
a
half
million
dollars
in
overtime
from
the
2015
actual
number.
I
When
we
just
say,
though,
I
do
have
the
utmost
respect
for
the
work
that
the
Ottawa
Police
Services
does
and
for
the
efforts
that
you
make
to
ensure
the
safety
of
our
city,
but
this
budget
document
is
filled
with
risk
and
I
really
question.
If
all
of
you
on
the
Police
Services
Board
are
really
satisfied
that
this
budget
is
one
achievable
and
in
the
community's
best
interest
and
I
would
just
ask
you
to
reflect
on
that
before
you
vote
on
this
budget
today.
Thank
you,
Thank.
E
A
G
You
chair
and
thank
you,
members
for
an
opportunity
to
address
a
topic
that
I
believe
you'll,
hear
from
any
number
of
my
council
colleagues,
and
that
does
go
to
traffic
enforcement.
We're
talking
a
lot
about
a
lot
of
things
in
kitchen
city
Ward
right
now,
but
right
near
the
top
of
the
list
is,
is
traffic
considerations
and
the
implications
of
traffic
for
cyclists,
pedestrian
and
Driver
Safety.
There
are
too
many
cars
that
are
driving
too
fast
on
to
narrow
streets
streets
that
are
being
developed
to
accommodate
intensification
and
more
cars.
G
Not
only
are
the
cars
driving
too
quickly
through
our
residential
streets,
many
times
they're
treating
the
rules
of
the
road
as
suggestions,
for
example,
when
it
comes
to
stop
signs,
one
of
my
assistants
waits
for
the
school
bus
every
morning
on
trees,
no
with
his
kids,
and
he
started
keeping
track
of
how
many
people
4-way
stop.
That
is
at
that
intersection
on
a
good
day,
75%
of
motorists
don't
stop
and
on
a
bad
day,
it's
a
hundred
percent.
The
problem
is
that
this
is
just
one
of
several
interceptions
involving
several
streets
across
the
whole
Ward.
G
Residents
are
clearly
frustrated,
they're.
Turning
to
my
staff
to
provide
temporary
traffic
calming
measures
to
help
the
thing
is
that
these
measures,
like
a
flex
take
in
the
middle
of
the
road,
might
slow
down
vehicles
for
600
meters
or
so
where
they
are,
but
they
don't
force
people
to
stop
at
a
stop
sign
now.
What
the
residents
of
catch
asipi
are
asking
for
is
more
resources
poured
into
enforcement.
G
They
feel
as
I.
Do
that
the
best
way
to
ensure
that
all
road
users
follow
the
rules
is
to
make
sure
that
it
hits
people
in
the
wallet
when
they
don't.
They
don't
understand
how
there
aren't,
apparently
enough
resources
to
fund
an
enforcement
program
that
will
generate
considerably
more
resources
where
the
crews
are
at
any
one
of
our
residential
intersections
for
a
day.
How
many
tickets
could
you
assess
in
an
hour
the
officer
would
be
busy
at
the
budget
consultation
I
held
with
my
call
here
at
City
Hall.
G
We
heard
about
the
need
for
enforcement
that
would
direct
the
financial
penalties
back
to
funding
more
enforcement.
No
one
is
calling
for
a
cruiser
at
every
intersection,
but
surely
we
can
do
a
better
job,
ensuring
that
people
follow
the
rules
of
the
road.
I
know
that
the
Ottawa
Police
Service
does
an
excellent
job
with
the
resources
that
it
to
have
I
know
it
has
several
priorities
as
officers
work
to
keep
our
streets
as
safe
as
possible,
but
I
feel
the
traffic
needs
much
more
consideration.
G
We
need
enforcement
to
keep
our
roads
C
keep
our
streets
safe
for
all
users.
We
need
it
in
kitchen,
sippy
and
I
would
be
very
surprised
if
we
don't
hear
that
from
every
other
account
counselor
around
the
table.
Who
will
tell
you
the
same
thing?
Keep
you
adjust
the
the
enforcement
question
earlier.
I
know
that
you're
doing
the
best
that
you
can
I,
don't
know
if
we
have
enough
resources
being
poured
into
it
and
when
you're
considering
passage
of
this
budget,
please
keep
that
first
and
foremost
in
mind
chair.
Thank
you.
E
You
mr.
chair,
I,
won't
repeat
what
I
said
with
with
the
other
council,
but
I
think
what
I
can
reinforce
is
that
the
importance
of
the
community
reporting
to
us
and
we're
trying
to
make
that
as
easy
as
possible.
As
far
as
opening
up
our
online
reporting
capabilities
for
the
public
to
report
areas
of
concern,
whether
were
we
can
be
Spartan
deploying
the
resources
where
we
need
them.
It
is
a
matter
of
privatizing
because
it
is.
E
It
is
a
number
one
that
complaint
we
get
across
the
city
and
we
do
have
finite
resources
and
we
try
to
deploy
them
where
we
eat
them.
Your
way,
we
cap
it
up
a
cop
in
every
corner.
That's
not
realistic,
but
what
we
try
to
do
is
with
the
information
we
have.
We
try
put
our
officers
where
we
need
them
to
deal
from
an
enforcement
perspective.
We
also
value
the
partnership
we
have
with
safer
roads
Ottawa
in
coming
up
with
some
education
and
engineering
programs
as
well.
E
That
will
alleviate
the
concerns
that
you
speak
about
and
again.
I
really
applaud
the
city
for
for
the
work
that
they've
done
and
reintroducing
for
the
radar
using
technology.
I'd
love
to
see
it
broader
than
school
zones.
Maybe
that
will
come
I
get
the
fact
that
it's
it's
it's
a
baby
step,
but
it's
an
important
step
in
reintroducing
it
in
Ontario,
but
leveraging
technology
will
certain
would
certainly
help
us
and
keep
our
roads
safer.
But
thank
you
very
much
for
your
comments.
Thank.
J
J
I
also
want
to
thank
deputy
chief,
ed
Keely
for
not
only
his
professional
role,
but
it's
personal
work
in
our
community
with
Christy
Lake,
kids,
Boys
and
Girls
Clubs,
and
so
many
others
we've
seen
had
for
years
in
and
around
I've
had
the
opportunity
to
work
closely
with
that
and
his
team
for
the
past
six
years,
and
we've
been
very
fortunate
to
have
him.
So
it's
important
thanks.
Heaven
thank.
C
J
To
continue
C
in
our
community
in
those
capacities,
so
I
was
quite
happy.
Mr.
chair
I
have
a
really
good
meeting
with
the
chief
recently
and
I.
Thank
you
chief.
For
the
time
there
continues
to
be
concerned
that
I
have
around
the
budget.
When
you
look
at
some
of
the
pressures
you
look
at
the
new
officers,
you
look
at
the
some
of
the
some
of
the
realignment
of
the
these
new
officers
and
what
that
means.
J
J
I
was
confident
that
my
concern
relating
to
the
information
shared
to
the
community,
about
community
policing
and,
more
specifically,
for
elements
that
I've
advocated
for
around
the
foot
patrol
and
the
expansion
of
it
might
not
be
all
resolved
as
part
of
the
SI
initiative,
but
certainly
will
give
the
executive
team
at
the
Ottawa
Police
Service
an
opportunity
and
some
abilities
to
restructure.
And
if
there's
one
thing
that
that
I
know
is
that
men
and
women
who
wear
the
uniform
do
it.
J
J
The
the
one
thing
that
I,
the
one
thing
that
I'd
like
to
bring
up
is
certainly
the
the
longer
you
bring
the
SI
transition
for
the
more
the
more
challenging.
It
is,
and
certainly
that
the
chief
and
I
have
come
across
different
situations
in
the
community
where
there
continues
to
be
a
concern
and
so
on
about
the
SRS.
J
So
if
there's
one
thing
that
I
could
ask
is
to
bring
forward
to
members
of
council
a
community,
the
landing
point,
not
just
the
end
of
January
position,
but
really
when
are
we
going
to
have
the
model
fully
presented
so
that
we
can
go
move
on
with
the
next
discussions,
which
are?
How
do
we
continue
to
engage
our
communities?
How
do
we
expand
programs
like
foot
patrol
and
how
do
we
bring
in
new
technologies
in
terms
of
data,
so
I'll
leave
it
at
that?
It's
it's
more
of
a
summary
of
our
discussion.
J
A
Thank
you
very
much
come
safely
and
thank
you
for
attending
our
budget
in
the
past
and
asking
you
a
question
I'm,
not
sure
if
the
chief
wants
to
add
what
you
said,
but
obviously
what
you
said
here
today
and
you
said
in
the
past,
it
is
a
challenge
and
we
are
working
with
those
childish,
but
I
mean
is
I'm.
Sure
we
can
be
here,
you
know,
are
you
stressed
for
the
budget?
A
Well
sure,
if
you
give
us
a
lot
more
money,
we'll
do
a
lot
more,
but
I
mean
there's
a
balance
where
we
need
to
find
that
balance
and
that
pressure
point
you're
talking
about
also
it's
coming
from
the
taxpayer,
how
much
they
wanna
pay.
So
it
is
a
it
is
a
charge
for
us,
but
they
think
ourselves
doing
a
great
job
and
there's
a
it's
going
to
be
enrolled
in
January.
E
Mr.
chair,
thank
you
much
and
appreciate
you
meeting
with
me.
My
officer
is
a
very
productive
discussion
and
you're
right
policing
will
always
evolve.
It's
always
evolved.
The
note
continued
to
evolve,
so
I
was
looking
to
see.
How
can
we
better
deliver
the
service
and
be
responsive
to
their
community
and
I've
heard
internally
as
well
as
father's
day?
One
is
si
role.
You
know:
we've
been
working
at
it
for
a
couple
years
now,
they're
building
their
the
fundamental
building
blocks,
the
CID
restructuring
took
place
in
early
October
or
Control.
E
Center
was
active
at
the
end
of
October.
January
third
is
there's
a
largest
part
of
that
new
restructuring
of
a
phone
line
deployment
model.
So
that
would
be
the
key
date
in
our
organization
that
were
funneling,
then
moving
to
that
new
mall
that
we
we
have
been
talking
about
it
and
then
computer
work
with
our
community.
So
we're
just
that.
The
the
cusp
of
making
those
those
fairly
significant
changes
within
the
organization
on
you
right,
the
the
men
and
women
of
this
organization
do
a
fantastic
job
if
a
difficult
circumstances,
and
it's
always
changing.
A
Merci
beaucoup
cons
here
folks.
This
is
the
list
we
have
for
people
just
to
speak
on
this
item,
the
budget
on
if
there
anybody
from
the
public
has
a
sign
wish
to
speak
to
us
about
this
item,
I
see
none
so
I'm
going
to
turn
it
to
our
board
member
to
serve
the
question.
Gonna
start
with
counselors.
Hopefully
our
newest
member
get
the
first
question
tonight.
Thank
you
very
much.
Mr.
C
A
question
I
would
have
through
the
chair
is
on
the
community
police
officer
issue
that
some
of
my
colleagues
raised
and
I'm
sure
you've
heard
a
strong
feedback
from
the
public
on
this
as
well
I'm,
just
wondering
if
we
had
built
into
this
decision
the
ability
to
modify
it
or
reverse
it
should
significant
challenges
come
out
six
months
down
the
road,
and
we
feel
that
we
have
to
add
back
in
a
few
CBO's
or
do
something
different
with
that
program.
Or
are
we
on
a
train
going
full
speed
ahead.
D
We
have
this
service
initiative
community
advisory
group,
which
is
a
group
of
about
twenty
four
plus
representatives
from
the
committee
and
even
as
we
move
towards
implementation,
we're
gaining
their
input
to
ensure
that
when
we
do
go
alive,
we're
as
close
to
as
perfect
as
we
can
be,
but
even
after
that
back
group
will
remain
in
existence
to
provide
a
feedback
mechanism
to
the
organization
to
ensure
that
we
can
fine
tune
anything.
And
on
top
of
that,
there
will
be
an
evaluation
of
the
effectiveness
of
the
overall
frontline
deployment
model.
C
C
C
Great
Thank
You
mr.
chair
feels,
like
we've,
been
dealing
with
this
for
quite
a
while.
How
so
I've
asked
some
adroit
of
the
questions
that
I
thought
were
pretty
important,
but
there
was
one
thing
that
I
just
wanted
to
kind
of
go
over
on
page
155,
there's
a
service
cut,
cutting
$50,000
for
the
community
events
from
the
budget
now,
with
the
situations
that
occurred
on
jazzman.
C
E
C
J
Yes,
I'll
just
take
us
just
really
quickly,
so
this
is
in
our
corporate
accounts.
Good
okay.
J
D
D
J
C
In
2016,
so
it
was
put
in
our
corporate
accounts
section
from
a
real
I.
Maybe
was
realigned
in
our
2017
budget.
Allow
us
to
get
back
to
with
where
that
item
landed
in
our
2017
budget,
so
we
can
get
back
to
it.
So
yeah
I'm
not
I'm,
not
really
clear
on
that.
Mr.
chair,
if
I
could
ask
for
a
little
more
clarity,
don't
mind,
my
major
concern
is:
if
we
have
a
major
incident,
the
ability
to
mobilize
very
quickly
the
forces
fabulous.
We
were
there.
Within
a
week
we
had
dump
tanks.
C
E
C
A
J
C
What
I
would
prefer
to
do
is
is
just
confer
with
their
staff,
perhaps
before
the
end
of
the
session.
Today
we
can
get
back
to
with
that.
Okay,
great
and
just
a
quick
other
question.
Now.
Mr.
chaffetz,
okay
and
I
appreciate
that
I
mean
this
is
a
pretty
massive
document.
I
wouldn't
expect
you
just
to,
but
it's
it
is
important
to
me.
The
other
question
is
related
to
obviously
back
in
2014
we
received
a
ten
million
dollars
from
from
the
Conservatives
from
there
up
there.
Have
you
been
actively
lobbying
them?
A
One:
it's
not
that
the
money
you're
talking
about
counselors
to
become
a
lion
item
budget
in
federal
government
they're,
always
giving
us
that
two
million
dollars
annually.
So
we
can
expect
it
and
it's
part
of
the
as
part
of
our
budget
right
director
general,
so
so
that
we
don't
have
to
renegotiate
it.
And
it's
not
just
them
in
there.
It's
two
million
each
year
for
absolutely
any.
C
Reason
mr.
chair
raised,
it
is
FCM,
was
in
Ottawa
last
week
the
Federation
of
Canadian
Municipalities
and
national
policing
is
always
a
discussion
at
any
point.
So
with
a
new
government,
I
can't
always
hurt
to
go
ahead
and
hand
again
and
say
new
government.
Maybe
you
have
a
stronger
view
on
policing.
I
just
want
to
make
sure
making
those
pitches.
A
Counselors
journey
because
I
don't
know
is
that
two
million
dollars
already
in
their
budgets
is
in
their
budget
and
change
on
a
budget.
That's
not
rock
double
so
wicked.
As
long
stay
there
I'm
happy,
I'm,
not
sure
other
municipality
be
happy.
Ours
is,
and
the
other
question
number
turning.
No
mister,
okay,.
F
K
A
F
You
mr.
chair,
what
we
said
at
the
at
the
outset
of
the
budget
discussions
was
that
we've
kept
the
budget
in
the
old
format,
the
old
police
services
model
format
and
one
of
the
first
things
we'll
do
in
the
new
year.
Is
we
readjusted
around
the
new
model?
So
those
those
budgets
that
are
shown
on
page
62
relate
to
our
old
CPC
model.
All
of
the
all
of
the
costs
and
all
of
the
folks
are
readjusted
in
the
new
world.
A
So
so
I
can
understand
it.
Director,
general,
a
lot
of
changes
have
took
place
through
the
years.
So
now
we
become
partners
with
the
city
rot
in
location
with
fire
services
and
other
in
some
of
the
rural
community.
Now
that
one
is
on
the
list
or
those
some
of
them
from
the
past
and
some
of
them
still
exists,
am
I
correct.
Yes,.
F
B
You
I
guess
my
question
not
quite
sure
what
the
question
is:
it's
a
concern
you
may
have
I've
heard
all
the
presentations
I've
gone
over
the
budget
and
I
heard
director
generals
response
to
some
of
them
and
the
concern
I
have
and
remains,
and
if
anything,
it's
growing
is
that
there
are
so
many
demands
on
our
forces
and
we're
looking
at
a
situation
where
currently
I
think
our
wages
represent
over
80
percent
of
our
budget,
we're
seeing
more
and
more
demands
and
we're
hearing,
we
want
more.
We
want
to
hire
more
officers.
B
The
cost
of
these
officers
is
the
cheapest
day
is
the
day
they
first
start
here,
and
it's
going
to
continue
to
go
up
from
there.
The
Director
General
has
mentioned
that
in
the
past
we've
been
essentially,
what
we're
doing
is
we're
funding
these
new
officers
with
the
savings
they've
been
able
to
find
but
I
think
there's
a
phenomenon
known
in
savings
as
low-hanging
fruit,
and
what
happens
is
is
that
it
gets
harder
and
harder
and
harder
to
find
those
savings.
B
So
yes,
in
the
past,
I
think
with
our
staff,
has
done
an
excellent
job
at
finding
those
savings
to
afford
these
new
officers.
But
I
am
very
concerned
going
forward
that
we've
got
all
the
low-hanging
fruit
now
and
we're
heading
in
a
disastrous
direction
where
we've
got
an
ever
smaller
amount
to
find
the
savings
from
our
wages
are
going
because
we're
taking
on
more
people
and
yet
we're
expecting
and
we're
going
to
find
the
savings
to
pay
for
those
out
of
something
where
we've
already
picked
the
low-hanging
fruit.
So
I'm
not
sure.
A
We'll
take
that
as
a
comment,
I
think
we
all
can
share
with
you
the
concern,
but
that's
why
I
our
staff?
What
can
really
have
to
find
those
efficiency
and-
and
we
always
present
in
a
balanced
budget-
we
all
know
we
have
to
present
a
balanced
budget
and
we
are
doing
so
even
with
the
hiring
we
still
manage
to
now.
A
You
know
finalists
I'm
Savin
in
other
areas,
so
that's
are
hopeful
and
I
agree
with
you.
I
mean
we
want
more
and
more
and
and
with
the
same
amount
of
money.
So
the
money
has
not
been
changed
much,
but
the
demand
it
seems
is
growing,
but
we
need
to
keep
an
eye
on
and
we
need
to
support
our
senior
management
team
and
work
with
them
and
to
find
it,
but
I
mean
anytime.
A
We
don't
be
in
a
budget
here,
balanced
budget,
then
really
that
discussion
should
take
place,
but
so
far
we
are
doing
this
I'm,
not
sure
I
know
this
is
not
a
question,
but
that
is
a
belief
we,
you
know
we
are
moving
forward
and-
and
we
are
achieving
last
year
we
hired
25
and
we
still
present
a
balanced
budget.
This
year
were
hiring
25
and
we're
still
present
in
a
balanced
budget.
F
A
We
did
that
prove
the
budget,
but
if
you
find
that
number
to
councilor
attorney
I
would
like
you
to
go
share
it
with
him.
If
you
don't
mind,
unless
you
want
to
announce
it
now,
I
know
we
approve,
or
do
you
have
talked
to
the
council?
Good.
Okay,
thank
you
very
much,
for
we
have
item
number
three
and
we
have
a
special
guest
came
from
Toronto.
K
So
good
evening,
thank
you
for
having
us.
I
am
I'm
the
chief
commissioner
of
the
Ontario
Human
Rights
Commission,
and
this
is
my
colleague
who
NACO
Greg,
who
is
a
senior
policy
analyst
at
the
Commission,
and
we
thank
you
for
this
opportunity
to
talk
a
bit
about
the
Ottawa
Police
Services
traffic,
stop
race-based
data
collection
project,
so
I
kind.
K
So
this
project
was
based
on
the
2012
settlement
between
the
Ottawa
Police
Services
Board
and
the
Ontario
Human
Rights
Commission.
After
Chad
akin
a
young
black
man
filed
a
human
rights
complaint
alleging
racial
profiling.
As
part
of
the
settlement,
the
o-p-s
agreed
that
its
officers
would
collect.
Race-Based
data
on
traffic
stops
for
two
years,
beginning
in
2013.
K
We're
pleased
that
the
Opia
is
fully
complied
with
the
settlement
and
even
went
beyond
what
was
required
in
its
data
collection
efforts
resulting
in
one
of
the
most
comprehensive
police
data
collection
initiatives
in
Canadian
history.
The
collecting
data
is
just
one
part
of
this
story
and
in
many
ways
it's
secondary
to
the
devastating
personal
experiences
of
people
like
mr.
Chad
akin,
whose
rights
are
often
ignored
and
who
face
great
personal
risk
all
because
of
the
color
of
their
skin
or
their
perceived
religion.
K
Racial
profiling
can
cause
trauma
and
lasting
damage.
There
is
no
pleasure
in
simple
tasks
like
driving
to
the
corner,
store
or
walking
down
the
street.
When
you
know,
there's
a
good
chance,
you'll
be
pulled
over
or
stopped
even
if
you've
done
nothing
wrong.
There's
a
pervasive
fear
and
anxiety
that
takes
hold
when
police
look
at
you
with
suspicion
again,
even
though
you
know,
you've
done
nothing
wrong
and
you're,
hesitant
to
challenge
the
way
you're
being
treated
or
even
to
come
forward
to
report
crime,
because
police
hold
the
power
in
your
interaction.
K
K
This
quick
dismissal
or
denial
of
the
lived
experience
of
racialized
and
indigenous
people
has
resulted
in
a
renewed
focus
on
human
rights
data
collection,
as
the
needs
to
prove
once
and
for
all
that
racism
is
real.
That
is
why
it
is
disappointing
to
the
Commission
and
to
racialized
communities
when
institutions
continue
to
deny
the
existence
of
systemic
racism
in
the
face
of
clear
quantitative
data
data
that
supports
the
qualitative
experience
of
mr.
K
Aiken
and
many
others
like
him,
and
that's
why
we're
disappointed
by
recent
comments
that
the
o-p-s
data
does
not
prove
racial
profiling,
especially
when
considered
together
with
the
personal
accounts
that
led
to
the
data
being
collected
in
the
first
place.
The
findings
are
alarming
and
entirely
consistent
with
racial
profiling
and
cannot
and
should
not
be
easily
explained
away.
The
researchers
found
that
black
and
Middle
Eastern
people
experienced
disproportionately
high
incidents
of
traffic
stops,
just
as
mr.
Aiken
had
when
he
filed
his
human
rights
application.
K
Black
drivers
were
stopped
2.3
times
more
than
you
would
expect,
based
on
their
driving
population
and
Middle
Eastern
drivers
were
stopped
3.3
times
more
often,
in
fact,
even
Middle
Eastern
women
were
stopped.
Almost
three
times
more
than
their
representation
in
the
driving
population.
This
was
the
highest
disproportion
of
any
of
the
women
included
in
the
study.
Young
men.
Male
black
drivers,
aged
16
to
34
were
stopped
eight
point
three
times
more
than
would
be
expected
based
on
their
driving
population
and
young
male
Middle.
Eastern
drivers
were
stopped
12
times
more
often.
K
Another
concern
is
the
result
of
the
traffic
stops
of
black
indigenous
middle
eastern
and
other
racialized
drivers.
The
researchers
concluded
and
I
quote
that
there
was
a
greater
propensity
that
these
four
racialized
minority
groups
were
traffic,
stop
for
nothing
serious
enough
to
be
warned
or
charged
when
compared
with
the
white
group,
and
quote
we
see
this
as
another
indicator
that
systemic
racial
profiling
was
at
play.
The
OBS
and
others
have
asserted
that
the
researchers
finder
findings
do
not
prove
racial
profiling.
However,
it's
important
to
note
that
this
research
was
not
designed
to
prove
causation.
K
Nor
could
any
quantitative
research
on
its
own
generally
prove
that
systemic
racism
is
the
cause
of
disparities,
but
the
significant
degree
of
dis
proportions
uncovered
by
the
data,
especially
when
combined
with
the
accounts
of
mr.
Aiken
and
many
other
racialized
people
cannot
be
explained
away
by
non-discriminatory
factors
alone.
Those
results
from
the
o-p-s
data
collection
project
must
be
interpreted
in
the
context
of
the
historical
relationship
between
police
racialized
in
indigenous
communities
and
in
Ottawa,
but
in
Canada.
K
More
generally,
in
many
recent
cases,
courts
and
tribunals
have
found
racial
profiling
to
be
behind
seemingly
neutral
police
interactions
with
racialized
and
indigenous
peoples.
They
have
accepted
that
racial
profiling
can
rarely
be
identified
through
direct
evidence
and
will
more
often
be
established
through
circumstantial
evidence
and
inference.
The
high
disproportionality
is
found
in
this
report
are
just
the
kind
of
strong,
circumstantial
evidence
that
decision-makers
are
talking
about
when
they
look
at
racial
profiling.
In
some
cases,
the
racial
disproportionality
and
traffic
stops
could
be
explained
by
individual
officer
bias.
K
Whether
implicit
or
explicit
implicit
officer
bias
stems
from
unconscious
stereotypes,
whereas
explicit
bias
arises
from
conscious
stereotypes,
courts
and
tribunals
have
recognized
that
racial
stereotyping
will
usually
be
the
result
of
subtle,
unconscious
beliefs,
biases
and
prejudices.
Less
well
understood
is
that
racial
profiling
often
arises
from
systemic
or
institutionalized
discrimination.
K
The
result
these
results
in
the
data
report
are
more
likely
explained
by
systemic
racial
profiling.
When
the
Commission
talks
about
systemic
racial
profiling,
we're
talking
about
policies
and
practices,
an
organizational
culture
that
are
part
of
the
social
or
administrative
structure
of
an
organization
they
may
appear
neutral
but
may
result
in
situations
where
racialized
or
indigenous
people
are
singled
out
for
greater
greater
scrutiny.
These
policies
or
practices
may
be
the
product
of
unconscious
racial
biases.
K
While
these
practices
may
not
have
been
designed
to
specifically
target
particular
racialized
groups,
the
data
shows
that
this
was
the
outcome
and
when
you
talk
to
racialized
people,
it's
the
outcome
that
matters
examples
were
biased
could
be
at
play
include
routine
or
normal
policing.
Practices
such
as
officer
deployment
until
intelligence
gathering
activities
and
stopping
people
who
are
perceived
to
be
out
of
place
in
a
particular
neighborhood,
for
example,
suggestions
that
the
deployment
of
more
officers
in
is
needed
in
high
crime
areas
or
that
residents
in
priority
neighborhoods
want
police
to
be
active.
K
Invisible
cannot
justify
stop
practices
that
have
a
disparate
impact
on
racialized
people.
In
short,
when
communities
ask
police
to
be
present
in
their
neighborhoods,
this
cannot
result
in
over-broad
policing
of
an
innocent
people,
and
it
cannot
lead
to
fishing
expeditions.
In
fact,
a
police
deployment
strategy
that
leads
to
greater
traffic
stops
for
racialized
people
in
high
crime
areas
is
likely
itself
to
be
a
form
of
systemic
racial
profiling.
K
These
actions,
especially
when
repeated
regularly,
can
have
a
disturbing
impact
on
the
dignity
of
racialized
people,
as
we
saw
with
mr.
Eakins
experience.
We
simply
cannot
contribute
to
to
some
of
the
most
marginalized
people
in
our
society,
living
in
fear
and
feeling
hopeless.
Our
opinion
about
the
data
is
based
on
our
deep
experience,
working
on
the
issue
of
racial
profiling
and
policing
for
more
than
a
decade.
Throughout
this
time
there
have
been
many
misunderstandings
about
what
racial
profiling
actually
means.
K
Racial
profiling
is
a
particularly
damaging
form
of
racial
discrimination,
and
it
undermines
the
relationship
between
police
and
racialized
and
indigenous
individuals,
families
and
communities.
Lack
of
trust
in
policing
has
negative
impacts
on
the
entire
justice
system,
including
risk
of
people
not
reporting
crime
and
not
cooperating
with
police.
In
short,
racial
profiling
has
a
huge
potential
to
undermine
public
safety
as
part
of
our
own
strategic
planning
process.
The
Commission
recently
consulted
nearly
300
individuals
representing
more
than
80
community
and
advocacy
groups
across
Ontario,
including
independent
officers
of
the
legislature
and
other
Duty
holders.
K
More
generally,
I
note
that
the
African
Canadian
legal
clinic
is
going
to
be
before
you
as
well
this
evening
to
talk
about
systemic
racism
and
policing
and
the
United
Nations
working
group
of
experts
on
people
of
African
descent
who
visited
Ottawa
last
week.
Sorry,
not
last
week
last
month,
found
clear
evidence
that
racial
profiling
is
endemic
in
the
strategies
and
practices
used
by
law
enforcement.
The
working
group
urged
the
government
to
develop
an
implementation
and
an
African
Canadian
justice
strategy
to
address
anti
black
racism
and
discrimination
within
the
criminal
justice
system.
K
The
Ontario
government
is
also
concerned
about
what's
happening
in
our
communities
and
has
appointed
justice
Tulloch
of
the
Court
of
Appeal
for
Ontario
to
review
the
office
of
the
Independent
Police
Review
Director
Special
Investigations
Unit,
and
the
Ontarians
Civility
Ontario
civilian
Police
Commission.
The
government's
appointment
of
justice
toach
was
called
in
part
in
response
to
growing
concerns
about
the
increasingly
strained
relationship
between
police
and
community
concerns
that
are
being
heard
loud
and
clear
in
Ottawa.
K
In
light
of
recent
high-profile
incidents,
although
other
decision-makers
are
at
various
stages
in
their
work
on
systemic
racial
profiling,
there's
some
work
that
the
Ottawa
Police
Service
needs
to
do
now.
The
results
of
the
data
report
highlight
the
need
for
all
police
services
across
Ontario,
including
the
o-p-s,
to
put
in
place
meaningful
and
effective
measures
to
prevent
and
eliminate
all
forms
of
racial
profiling,
and
the
o-p-s
needs
to
step
up
and
acknowledge
that
something's
wrong
and
commit
to
doing
something
about
it.
K
Positive
change
must
come
from
the
police
themselves
from
the
chief
and
the
board
on
down
police
chiefs
and
Boers
must
first
acknowledge
systemic
discrimination
in
policing
collect
data
to
identify
the
many
circumstances
where
racial
profiling
may
occur,
enact
policies
and
procedures
to
eliminate
discrimination,
encourage
independent
monitoring
and
accountability
and
discipline
officers
who
engage
in
discrimination,
and
these
are
the
steps
I'm
urging
you
to
take
today.
I
encourage
you
to.
K
Reconsider
our
but
een
officers
specifically
attached
to
specific
areas
and
the
residents
who
live
in
them.
Ideally,
these
officers
would
reflect
those
very
communities
they're
meant
to
serve.
This
will
require
targeted
recruitment
of
racialized
and
indigenous
officers.
In
this
way,
crime
prevention
would
be
centered
around
partnerships
with
the
community
and
shared
goals,
while
community
consultation
is
certainly
important,
it
doesn't
replace
actively
reassessing
core
policing
activities
that
result
in
the
kind
of
dis
proportions
we
see
in
the
data
report.
K
K
Instead,
there
must
be
a
public
commitment
to
changing
practices,
developing
human
rights,
organizational
change
plans
and
then
doing
the
hard
work
needed
to
make
this
happen.
Police
services
can
only
succeed
if
they
have
the
support
and
the
trust
of
the
communities
they
serve.
The
data
collection
project
provides
evidence
of
inequitable
practices
that
are
likely
eroding
that
trust
as
members
of
the
Ottawa
Police
Services
Board
you're.
K
In
the
position
to
put
a
vision
in
place
for
respecting
human
rights
and
to
hold
officers
accountable
when
those
aren't
respected
at
the
board
level,
I
call
on
you
to
mandate
human
rights
based
data
collection
beyond
the
traffic,
stop
context
to
measure
and
evaluate
the
extent
to
which
the
o-p-s
is
meeting
its
human
rights
obligations
under
the
code.
It
is
critical
for
the
board
to
set
up
an
independent
monitoring
committee
to
look
at
the
opss
compliance
with
this
policy
on
racial
profiling
and
evaluate
the
opss
progress,
as
is
measured
over
time.
K
Pursuing
accountability
is
not
about
placing
blame.
Powerful
institutions
must
accept
responsibility
when
things
don't
go
exactly
as
planned.
This
is
the
key
way
to
rebuild
trust
and
make
our
communities
safer,
I'm,
not
asking
for
anything
new
here
today.
The
o-p-s
has
a
history
as
being
a
leader
in
collecting
human
rights-based
data
to
build
that
accountability,
for
example.
So
on
the
agenda
today,
just
after
this
discussion
is
a
discussion
of
data
collecting
collected
as
part
of
a
human
rights
settlement
related
to
gender
equity
in
the
service.
K
We're
pleased
to
see
that
the
o-p-s
has
conducted
a
gender
audit
which
reaffirmed
reaffirmed
that
it
has
work
to
do
to
improve
women's
equality
in
the
o-p-s
and
identified
areas
of
particular
concern.
Gender
audits
and
similar
initiatives
allow
organizations
to
determine
if
there
are
systemic
barriers
affecting
code
protected
groups
and
to
identify
what
they
are.
Perhaps
what
we
are
most
pleased
about
is
that
the
o-p-s
has
acknowledged
that
there
are
systemic
issues
to
address
in
the
area
of
gender
equality.
K
K
We
urge
you
to
look
beyond
the
numbers
to
the
systemic
issues
that
are
clearly
at
play,
and
we
urge
you
to
acknowledge
and
be
accountable
for
your
policies,
procedures
and
operations
which
are
making
it
possible
for
racial
profiling
to
happen,
and
we
urge
you
to
look
at
your
organizational
culture
to
make
sure
it
is
one
of
inclusion
and
not
of
inadvertent
exclusion.
The
Commission
is
actively
monitoring
the
steps
that
the
Ottawa
Police
Service
is
taking
to
deal
with
the
issue
of
racial
profiling,
and,
as
always,
we
are
happy
to
provide
strategic
advice
to
help.
K
You
meet
your
legal
obligations
to
provide
non-discriminatory
police
services
to
the
diverse
community.
You
serve
it's
the
least
we
can
do
for
Chad,
akin
and
everyone
else
who
has
not
enjoyed
the
same
rights
that
all
Ontarians
are
entitled
to.
Thank
you
so
we're.
We
are
available
to
answer
questions
if
there
are
any
from
the
board
for.
A
Before
I
turn
it
to
question,
madam
commissioner,
on
behalf
of
the
broad
my
colleagues
here,
I'd
like
to
thank
you
for
flying
to
Ottawa
tonight
and
be
with
us
tonight,
just
a
few
point
if
I
may
in
so
no
one
at
the
Ottawa
police
or
the
police
board
as
denying
the
life
experience
of
people
in
our
community
in
this
community,
this
board
has
not
dismissed
the
complaint
about
police
treatment.
In
fact,
we
committed
significant
public
resources
to
measure
how
police
treat
resident
of
different
racial
groups.
A
The
studies
show
that
there
was
a
problem
and
we
have
committed
to
working
with
our
Police
Service
to
fix
it.
We
are
in
the
process
of
creating
our
multi-year
plan
to
address
the
result
of
the
traffic,
stop
raise
data
collection
project
and
we
are
reliant
on
input
from
our
stakeholders
and
community
member.
As
we
move
forward,
it
is
most
important
toward
to
solve
the
problem
to
make
sure
that
people
of
all
color
and
religious
and
are
treated
equally
under
the
law.
A
B
You
mr.
chair
I
just
want
to
say,
as
a
board
member
we
have
all
I,
think
discussed
and
I
were
really
shocked
by
some
of
the
results
that
we
saw
and
I
think
there's
a
very,
very
strong
commitment
amongst
all
of
us
to
make
sure
that
this
is
addressed
and
addressed
and
and
a
quick
as
quick,
a
method
as
possible.
I
did
my
question
to
you
is
just:
is
there
anything
that
you
think
that
the
chief
that
the
forces
are
not
in
agreement
with
you
on?
Is
there
any?
B
K
I
think
this
obviously
I
really
appreciate
a
very
clear
statement
that
the
report
is
consistent
with
racial
profiling.
I,
don't
know
that
that
has
been
a
entirely
clear
and
consistent
statement
throughout
this
process
and
I
think
that
is
absolutely
the
first
step
to
addressing
this
issue,
because
I
think
communities
need
to
understand
that
their
experiences
are
real
and
that
the
board
and
the
service
are
acknowledging
them
and
and,
as
I
said,
I.
Don't
think
that
that
has
been
entirely
clear
throughout
the
that,
since
the
report
came
out.
A
A
F
A
C
You
very
much
and
I
too,
enjoyed
reading
the
report
and
appreciate
the
the
effort
that
went
into
it.
I
just
have-
and
my
apologies
if
this
is
because
I'm
a
new
member
that
I,
don't
know
the
answer
to
these
questions.
But
two
of
the
things
I
wondered
when
I
was
reading.
That
data
was
the
where
the
stops
are
conducted.
Are
they
do?
C
E
The
chair,
the
the
study,
did
not
take
a
cut
at
the
neighborhood
level.
The
data
is
there,
and
that
is
something
that
we've
endeavored
to
do
as
far
as
the
next
phase
working
with
the
community
and
then
getting
a
better
understanding
of
where
exactly
those
stops
are
taking
place
from
a
from
a
neighborhood
perspective.
So.
C
E
C
Indulge
me
just
for
one
more
question
when,
when
you
say
a
district
level,
I'm
thinking
of
an
area
like
Hetherington,
where
councillor
Dean's
has
asked
for
a
higher
police
presence
or
you
know
any
of
the
communities
within
our
city.
Councilor
tyranny
talked
about
jasmin
Crescent,
with
the
issues
that
were
going
around
there
and
if
you'll
forgive
me
for
using
his
area
as
an
example,
you
we
asked
for
a
higher
police
presence
in
there,
which
would
mean
more
stops
in
that
area.
E
Mr.
chair
I
think
you
know
the
data.
The
study
did
not
go
down
to
that
Lake
neighborhood
level.
I
want
to
talk
about
the
district,
I
talked
about
a
a
broader
level
like
I
would
say.
Maybe
east,
auto
or
south
ottawa
would
be
a
district.
It's
it's
a
very
high
level.
We
need
to
take
a
cut
out
it,
and
I
can
speak
to
the
that.
You
know
it
leads
to
the
issue
of
over
placing
in
our
deployment
model,
which
goes
it
speaks
to
what
the
phenomenon
that
you're
addressing
okay.
F
K
Yes,
so,
to
the
extent
that
there
is,
we've
also
recommended
sort
of
data
collection
on
it
outside
of
the
traffic
stop
scenarios.
So
that
may
be
something
that
the
provincial
government
ends
up
mandating.
But
in
any
event,
we
believe
that
you
need
an
independent
committee
to
actually
analyze
that
data
on
a
kind
of
you
know
regular
basis.
K
You
know
the
ability
to
obtain
qualitative
data
along
with
quantitative
data,
because
certainly
I
think
a
lot
of
the
challenges
in
terms
of
acknowledging
whether
or
not
this
is
indicative
of
racial
profiling
stems
from
the
fact
that
this
is
an
entirely
quantitative
analysis.
So
hopefully,
that
independent
group
would
be
able
to
also
have
connections
to
the
community
that
that
they
serve
and
that
they
represent,
so
that
they
can
bring
some
of
that
perspective
into
the
analysis
of
the
quantitative
data.
I.
K
E
You,
mr.
chair,
thank
you
very
much.
The
Chief
Commissioner,
it's
good
to
see
you
again.
We
we
have
the
auto
police
source
has
been
working
very
closely
with
you
for
the
past
four
years,
and
it's
been
a
great
partnership
and
I
believe
that
the
audibly
source
hash
has
actually
stepped
up
to
the
plate
and
done
a
lot
of
things,
namely,
engage
in
this
first
study
of
its
kind
in
Canada
and
I
think
that's
important
to
recognize.
E
We,
we
are
doing
a
number
of
things
with
the
police
service
and
I
want
to
make
it
clear
that
I've
never
denied
the
existing
is
the
existence
of
racial
racial
profiling.
I
said
it
before
that
racial
profiling,
the
exist
in
society
can
exist
in
policing
and
it
has
no
place
in
either
and
we've
also
acknowledged
the
fact
that
we
respect
and
understand
the
lived
experiences
of
people,
including
that
of
Chad,
Aikens
and
I.
Think.
That
is
why,
and
we
have
done
the
right
thing
and
we
have
engaged
in
this
study.
E
We
have
continued
to
collect
the
data
way
past
its
required
and
we
will
continue
a
collected
data
because
it
is
the
right
thing
to
do
and
for
the
police
force
and
for
our
community
and
I
think
that's.
You
won't
find
any
other
peace
source
in
Canada
that
has
done
this
and
I
think
we're
paving
the
way
to
doing
some
amazing
work.
E
Potentially
you
know
our
deal
over
policing
and
the
deployment
model
that
we're
actually
using
and
you're
quite
right
in
deploying
officers
in
an
area
that
is
played
with
potentially
drug
violence
or
gang
activity
will
being
called
upon
to
respond
to
those
communities.
But
what
we're
telling
our
officers
is
go
in
there
and
do
traffic
stops
we're
not
going
in
there
to
deal
with
the
specific
issues
that
the
community
is
asking
us
to
do.
The
community
wants
us
to
find
the
individuals
that
are
responsible
for
the
gang
violence
and
the
drug
trafficking.
E
I,
don't
know
if
you've
been
to
those
meetings,
they're
not
just
meetings,
there
they're
active
discussions
and
really
rich
dialogue
that
is
taking
place
between
the
police
and
the
community
and
the
community.
She
has
stepped
up
as
well
and
has
shaped
this
study
and
will
continue
to
shape
the
recommendations
and
the
way
forward
with
the
police
service.
They
are
part
of
the
solutions
that
we're
looking
for.
We
thought
we're
forming
a
community
advisory
group
that
will
help
us
shape
those
solutions
moving
forward.
E
They
it's
important
that
you
know.
We
expect
the
feedback
and
criticism
from
the
broad
community.
We
acknowledge
that,
but
you
know
we
are
continue
to
committed
to
working
forward
together
on
this
issue
and
working
through
the
recommendations
in
the
report
with
our
community.
It's
as
I
mentioned
before
I
think
there's
no
other
police
force
in
Canada
that
has
taken
on
this
type
of
work
and
I'm
very
proud
of
the
work
that
we
have
all
done
and
part
of
that
work
was
engaging.
E
Our
members
and
the
members
I
think
a
professional
they're
dedicated
to
our
community
and
they've
done
a
tremendous
job
in
collecting
this
data,
and
they
continue
to
collect
this
data
and
they're
the
ones
that
are
out
there.
Building
relationships
of
trusts
with
a
community
they're
working
with
our
liaison
team
they're,
all
taking
further
partial
policing
training
they
participated
actively
and
they
raised
data
collection
project.
We
were
out
there
trying
to
recruit
members
from
the
diverse
community.
E
E
Last
week,
we
had
another
one
when
the
we
talked
about
the
report,
where
they're
very
real
and
important
issues
from
a
community
raising
were
but
we're
having
that
we
are
having
that
discussion
and
I
know
that
we
will
move
forward
and
find
those
solutions
that
are
that
are
best
for
for
a
service
for
the
community
and
that
will
keep
Ottawa
safe.
Thank
you
could.
K
I
just
respond
to
that,
so
a
safe
of
course.
Two
minutes,
I
just
wanted
to
say,
I,
had
the
pleasure
of
attending
one
of
your
community
events,
probably
within
a
month
of
being
appointed
and
I,
was
very
impressed
with
the
event,
and
it
certainly
had
a
different
tone
than
the
meetings
in
Toronto.
So
I
appreciate
that
you
have
done
a
lot
of
work
with
community
to
build
that
trust
in
that
goodwill
and
I,
wouldn't
ever
suggest
that
meeting
with
community
is
not
important.
It
certainly
is
I.
K
Think
that
all
I
was
trying
to
suggest
was
that
that
kind
of
analysis
that
you
talked
about
about
deployment
patterns
and
water
officers
being
asked
to
do
when
they're
deployed
to
these
neighborhoods.
That
is
this
data
raises
those
kinds
of
issues
more
than
it
raises
some
of
the
other
issue
that
may
require
more
understanding
from
the
community,
and
that's
all
that
I
was
trying
to
suggest
was
that
this
there's.
So
much
of
the
analysis
will
require
inward
thinking
about
where
exactly?
A
You
thank
you
very
much.
Chief
commissioners,
we
do
have
member
or
director
of
the
legal
service,
African
Canadian
legal
clinic
would
like
to
speak
to
us.
Mr.
Dinard
or
Jones,
and
I
will
invite
mr.
Jones
to
take
a
seat
and
address
the
board.
We
do
have
your
presentation
in
front
of
us,
sir,
but
you
have
five
minutes
to
address
the
board
if
you
can
take
it
and
your
mic
this
matter.
J
As
mentioned,
my
name
is
Donato
Jones
and
I'm.
The
director
of
services
for
the
African
Canadian
legal
clinic,
the
Commissioner,
has
I
think
aptly
canvassed
a
lot
of
the
issues
that
my
organization
finds
concerning
with
the
report.
So
I
won't
overlap.
What
the
Commissioner
has
talked
about,
but
in
particular
I
want
to
talk
about
the
report
and
the
fact
that
it
seems
to
be
I
would
say.
J
The
researchers
were
reluctant
to
conclude
that
the
o-p-s
is
engaged
in
anti
black
filing
and
the
a
CLC
would
submit
that
the
data,
its
borne
out
within
the
data,
their
own
data,
that
there
is
this
a
spot
disproportionality,
and
you
know
it
seems
as
if
there's
a
reluctance
to
call
it
for
what
it
is
right.
I
mean.
If
you
look
back
to
every
study,
that's
been
done
on
issues
with
police
relations
with
the
black
community,
there's
always
disproportionality,
there's
always
over
representation,
and
it's
always
been
called
what
it
is.
J
Demographic
well,
I
think
it's
a
sociological
fact
that
a
lot
of
folks
of
African
descent
are
underrepresented
in
the
labor
force.
There's
a
lot
of
sociological
force.
You
know
that
leads
to
that
that
I'm
not
going
to
discuss
here
but
I,
think
we
can
all
agree
that
that
particular
demographic
I
think
misses
the
mark.
Now,
a
lot
of
our
folks
are
not
commuting
to
work
between
8:00
and
5:00,
so
I'm
not
sure
why
that
benchmark
was
used.
J
However,
even
with
that
benchmark
that
deficient
that
benchmark
there
was
still
evidence
of
disproportionality
so
wonders
we
use
the
more
representative
benchmark
what
it
would
reveal,
for
example,
pedestrian
stops,
which
a
lot
of
these
communities
that
are
complaining
about
anti-black
are
racial
profiling.
It's
about
the
police
to
use
a
vernacular
running
up
on
them
and
jacking
them
up.
That's
what
we're
hearing
from
our
community
right,
so
pedestrian
stops
is
important.
That's
something
that
needs
to
be
looked
at
seriously,
what's
happening
in
these
neighborhoods
on
foot.
J
What
folks
fail
to
understand
is
we're
using
this
idea
of
dwb
driving,
while
black
great
but
black
folks
are
subject
to
racial
profiling,
no
matter
their
position
in
space,
they
could
be
standing
walking
eating
a
sandwich.
It
doesn't
matter,
that's
the
issue
here,
so
we
need
to
broaden
our
benchmark
or
broaden
our
demographic
to
involve.
You
know,
folks,
who
are
not
just
driving
to
work
as
a
said,
we're
underrepresented
in
that
area
over
represented
in
other
areas.
That
I
mean.
Let's
say
these
on
enviable
areas.
J
You
know
collecting
public
public
assistance,
for
example,
you
know
living
in
some
of
the
most
dilapidated
conditions
and
saw
well
for
represented
in
those
areas.
So
if
we
are
going
to
do
comprehensive
study,
okay
to
find
out
how
the
police
can
better
interact
with
African
Canadians,
we
need
to
keep
in
mind
that
the
folks
who
are
facing
this
evil
are
not
the
ones
driving
to
work
or
exclusively
the
ones
driving
to
work.
So
we
need
to
figure
out
what
is
a
better
benchmark
now,
I.
J
Would
argue
that
the
researchers
chose
to
rely
on
police
officers
to
collect
data
about
you
know
their
perception
of
a
particular
traffic.
Stop
you
got
to
understand
racial
profiling.
It's
it's
an
exponential
thing.
You
know
it
should
be
based
on
the
perceptions
and
observations
of
the
people
or
experiencing
it.
You
know
to
use
the
old
adage
he
who
feels
it
knows
it
and
you
need
to
find
out
from
those
folks
what's
going
on,
I
guarantee
you.
J
If
the
study
focused
on
the
people
who
are
feeling
it
I
can
guarantee
you
that
the
result
would
be
a
resounding
resounding
yes,
there's
racial
profiling
at
the
hands
that
you
know,
bands
of
the
at
the
o-p-s
are
asking
police
officers
to
figure
out
whether
or
not
they
stop
this
person,
because
this
person
is
black,
I
mean
I.
Don't
understand
that
methodology
I
think
we
need
to.
You
know
there
needs
to
be
a
methodological
shift.
I
understand
that
you
know,
for
you
know,
for
statistic
reasons:
it's
probably
a
lot
easier
to
use.
J
You
know
that
particular
benchmark
I
know
I
read
in
the
report
that
researchers
chose
that
benchmark
because
of
utility.
It
was
easier
for
them
to
use
I,
say,
go
into
the
communities
and
speak
to
these
people
going
to
Cardwell
going
to
les
bridge
go
into
more
town,
go
into
which
she
go
into
Ramsey
and
speak
to
these
young
men
and
speak
to
these
their
parents
and
ask
them
where
their
interaction
is
like
with
the
police.
J
E
Thank
You
mr.
chair,
it's
unfortunate
that
four
years
ago
we
reached
out
to
the
a
CLC
and
numerous
times
since
that
that
you
didn't
take
us
up
on
the
offer
to
participate
in
either
the
community
consultations
or
the
actual
shaping
the
report,
the
methodology,
the
benchmarking
as
to
how
we
would
do
this
this
this
report,
but
I'm
glad
to
see
that
you
came
down
from
Toronto
today
to
speak
to
us.
I.
Think.
It's
also
important
to
remind
you
know
that
the
Chad
Aikens
was
a
traffic
stop.
It
was
not
a.
E
He
was
not
walking
on
the
street,
so
that
is
why
this
study
focused
on
vehicular
stops,
but
I'm
sure
you
appreciate
that
you
know
the
province
has
come
down
with
some
regulations
to
deal
with
regulated
interactions
around
what
we
used
to
call
street
checks.
So
we
were
certainly
will
conform
with
that
legislation
to
to
include
all
the
rich
data
that
that
is
needed.
So
appreciate
your
thoughts
on
your
comments
and
there's
always
an
opportunity
to
engage
as
we
move
forward.
E
A
A
Remember
three
folks
is
that
the
human
rights
and
racial
profiling
policy
annual
report
can
we
receive
item
number
three
with
the
receive.
Thank
you
very
much
item
number
four
is
the
RPS
gender
equality
audit
report
and
wonder
staff
are
setting
up
I
think
I'm
going
to
leave
it
in
the
hand
the
deputy
chief
deputy
chair,
I
gotta,
go.
E
E
E
While
we've
been
putting
in
place
set
policies
and
processes
that
support
equality,
the
audit
shows
us
that
we
clearly
have
some
significant
work
to
do
it's
clear
by
the
audit
that
more
work
needs
to
be
done
to
ensure
that
our
female
swarm
members
are
supported,
have
equal
opportunities
and
excel
to
achieve
their
career
goals.
So
I'd
like
to
turn
it
over
to
the
Director
General,
who
will
introduce
our
panel
members
and
dr.
qui
t'a
fetal
vendek.
F
Thank
You
chief
sorry,
Thank
You
chief
I'm,
joined
here
today
with
our
team.
This
is
the
sort
of
the
front
office
team
that
worked
on
the
on
the
report:
superintendent,
Steve,
Bell
who's,
our
CHR
Oh
Michelle,
Roth
Roth,
who
is
our
director
of
HR
and
dr.
Karina
field,
a
VanDyke
who
is
the
the
expert
we
brought
on
board
to
help
us.
We
also
had
another
expert
involved,
dr.
Ruth,
Ruth
Montgomery,
who
has
done
some
of
the
first
women
in
policing,
work
on
gender
and
she
helped
us
in
the
background.
F
So
thank
you,
everybody
for
the
paying
attention
to
the
next
15
minutes,
or
so,
where
we
walk
you
through
the
gender
audit.
We're
very
pleased
to
be
here
and
to
be
presenting
the
results
of
the
first
gender
audit
and
I
say
that,
because
I
can
see
from
the
work
that
we've
done,
how
game-changing
this
is,
there's
there's
a
variable
work.
F
That's
been
done
in
Canada,
on
gender
and
policing
and
I
think
we
will
probably
amongst
the
first,
if
not
the
first,
to
have
carried
out
a
study
in
such
a
quantitative
way
and
to
be
clear
about
the
results
and
the
work
we
have
to
do
to
achieve
the
goals
we
want
to
achieve,
which
is
to
ensure
that
that
that
all
genders
can
work
in
a
gender,
equitable
environment.
And
now
here's
talk
about
gender
as
if
it's
male
and
female.
But
we
know
all
of
us
know
that
there
are
more
than
two
genders
we're,
not
scenario.
F
The
gender
audit
started
as
a
result
of
the
resolution
of
a
complaint
to
the
Human
Rights
Commission
and
the
complaints
centered
on
both
family
status,
which
is
very
important
in
our
environment,
with
more
married
men
and
women
and
with
children
working
in
as
police
officers
and
gender
issues.
So
as
we
present
our
work
tonight,
you'll
start
to
get
a
view
both
from
both
gender
perspectives,
of
what
some
of
the
the
what
it's,
the
environment,
that
our
police
officers
work
in
and
some
of
the
barriers
that
they
face
on
a
gender
basis.
F
There
are
four
phases
to
the
work
and
the
the
two
fit.
The
first
two
phases
are:
what
we're
bringing
you
today
and
you'll
see
that
we,
the
the
comprehensive
look
that
we'll
give
you
is
actually
going
to
come
about
from
a
couple
of
things.
I'll
get
you
guys
to
go
to
the
next
slide.
We've
done
a
comprehensive
look
at
the
2012
census
and
once
again,
Ottawa
police
a
bit
of
a
pioneer
in
that
area.
F
That's
our
second
census
and
we're
conducting
a
third
one
next
year,
so
you'll
see
from
Senate
our
census
data,
which
means
it's.
You
know
very
at
an
85
percent
response
rate,
a
very
reliable
picture
of
what's
going
on
and
we've
had
it
that
will
give
you
a
feel
for
what
environment
is
look
like,
and
the
gender
equity
study
itself
will
start
to
go
below
that
data.
To
describe
the
perspective
that
that
we
have,
or
we've
discovered
about
both
male
and
female
members
and
what
they
face
in
our
Police
Service.
F
We
done
this
work
by
involving
experts
and
that's
really
important
to
say,
because
we're
not
experts
in
this
area,
but
we've
brought
together.
People
who
are
dr.
Karina
field,
a
VanDyke
and
Ruth
Montgomery
have
helped
us,
as
we've
done
the
work
we've
gone
out
to
to
talk
to
other
experts
so
that
we
are
learning
as
we're
going,
because
this
is
an
area
that
we
that
each
of
us
can
can
learn
and
share
with
the
context
for
this
work
where
it
came
to
us
through
a
complaint.
It's
not
new
to
policing.
F
Policing
is
a
male-dominated
profession
and
we
see
that
often
issues
arise.
The
it's
not
surprising
for
us
to
be
tabeling
this.
When
several
months
ago
there
was
a
historic
apology
from
the
RCMP
Commissioner
about
gender
issues
more
in
the
area
of
sexual
harassment
and
bullying.
That's
not
the
topic
we're
talking
about
tonight,
but
you'll
see
also
that
calgary
tabled
a
2013
review,
and
what
we
found
is
that
these
groups
are
reaching
out
to
us
now
and
we're
reaching
back
so
that
we
can
learn
from
each
other's
experience
and
sort
a
way
forward.
F
Gender
issues
haven't
always
been
dealt
with
in
a
systematic
way.
That's
either
by
looking
at
them
and
studying
them
or
in
order
to
correct
them
and
move
on
in
a
sustainable
way.
We've
kind
of
relied
on
a
strategy
of
just
increasing
the
number
of
women
increasing
recruitment,
in
the
hopes
that
that
would
change
how
the
experience
that
women
have
in
policing.
That's
proven
not
to
be
effective
and
I'm,
going
to
turn
things
over
to
dr.
L
L
For
today
we
will
focus
only
on
the
ones
on
the
left-hand
side,
so
really
not
just
a
bird's
eye
view,
but
really
from
from
an
ego
perspective.
So
there's
way
more
than
what
we
will
be
presenting
today
and
I
encourage
you
to
also
have
a
look
at
the
two
reports
that
you
receive.
That's
on
your
table
based
on
phase
one
for
the
census,
2012
results
and
then
also
Phase,
two
which
details
the
the
gender
audit.
L
So
before
we
look
at
those
five
variables
that
we've
selected
to
present
to
you
today,
based
on
significant
differences,
we
need
to
also
have
a
bit
of
a
context.
So
chief
Bordeaux
already
alluded
to
the
numbers
on
the
Swan
side,
where
we
have
23.4%
female
sworn
members
as
opposed
to
76.6%
for
males
sworn
members,
and
we
see
that
that
it's
really
a
flipped
ratio
on
the
civilian
side.
So
the
Swan
side
really
presents
itself
with
a
pressing
point.
L
If
we
do
consider
that
to
be
a
meld
organization,
you
need
to
have
fewer
than
25%,
or
a
quarter
of
your
workforce
need
to
be
represented
by
fewer
than
two
than
25%
of
a
specific
demographic.
So
the
first
order
of
the
day,
then,
is
to
ensure
that
we
try
and
achieve
at
least
the
25
percent.
So
that
would
be
a
first
objective
and
that
poses
an
interesting
benchmark
for
us
today.
So
you
will
see
that
23
percent
provides
a
perforated
line
in
red,
which
is
really
the
average
male
represent.
L
Sorry
female
representation
and
the
blue
perforated
line
is
in
the
male
perforation.
So
for
the
purposes
of
analyzing
the
census
results.
Those
two
lines
are
really
our
benchmarks,
so
that
is
not
suggesting
that
there
are
equal,
but
at
least
it
gives
us
a
starting
point
to
see
where
our
critical
issues
that
we
need
to
perhaps
address.
First,
almost
essentially
before
we
look
at
other
ratios
as
well.
L
So
looking
then
at
directorates.
Those
are
all
the
directorates
that
were
included
in
2012
census
and
just
to
summarize.
So,
if
you
look
on
the
blue
side
to
the
blue
bar
that
there
on
the
male
side,
the
top
two
that
that
came
out
there
as
where
males
dominate
as
opposed
to
females,
would
be
in
emergency
operations
and
also
for
the
office
of
the
chief.
If
we
look
at
the
female
on
the
female
side,
so
those
would
be
the
red
bars
and
where
the
females
dominate
those
would
be
in
executive
services
and
resourcing
and
development.
L
So
we
could
use
the
perforated
lines
as
our
benchmark,
so
we
could
look
at
where
the
males
fell
short
in
what
areas
in
order
to
achieve.
So
what
what
lie
significantly
below
the
blue
perforated
line-
and
we
can
also
do
the
same
on
the
female
side,
which
bars
full
way
below
or
significantly
below
the
red
perforated
line,
and
then
those
would
be
areas
where
we
would
focus.
L
First,
that's
not
to
say
that
the
other
areas
are
not
important,
but
it
does
give
us
a
a
starting
point,
especially
if
we
want
to
formulate
short
term
versus
medium
and
long
term
goals
in
terms
of
partnership.
So
around
85%
of
all
sworn
members
are
in
some
type
of
relationship
either
by
marriage
or
in
in
another
form
of
agreement.
So
it
really
speaks
to
the
majority
of
sworn
members.
So
if
we
look
at
males
alone,
15.8%
of
sworn
males
who
are
in
a
relationship
has
it
with
another
o-p-s
member.
L
When
we
look
at
the
female
side
that
number
climbs
to
42.3%,
so
quite
a
difference
there.
Part
of
that,
of
course,
is
because
we
have
the
unequal
number
so
for
every
male
member
to
be
in
a
relationship
that
is
with
a
female
officer
that
will
then
be
drawn
from
a
smaller
pool
and
that
increases
that
sample.
That
percentage
I
mean
in
terms
of
rank.
L
When
we
look
at
the
different
ranks,
we
can
see
that
for
constables,
it's
fairly
representative,
based
on
our
current
ratios
of
males
and
females,
but
then,
when
we
look
at
the
Staff
Sergeant
level,
so
the
NCO
levels
as
they
are
also
called,
then
we
see
that
the
females
start
lagging
behind.
So
that's.
The
first
point
is
to
see
that
as
we
climb
the
ranks
that
females
start
lagging
behind.
L
The
second
point
is
to
also
notice
that,
on
the
acting
side
of
NCOs,
we
still
have
good
female
representation
based
on
their
current
numbers,
but
then,
when
it
big,
gets
to
the
actual
positions,
that's
where
the
females
fall
behind
as
well.
So
that
is
another
way
in
which
to
look
at
those
results
in
terms
of
child
independent
care.
F
But
the
census
gives
you
a
backdrop
for
the
the
population
of
men
and
women
and
how
they
differ.
What
happens
now
in
part?
Two
of
our
work
is
to
have
a
look
at
the
gender
audits
itself
and
see
what
it
tells
us
about
the
gender
equality
issues
and
environment
at
o-p-s.
So
we
made
a
decision
at
the
outset
of
the
work
that
we
would
focus
on
sworn
members.
F
That
was
quite
logical,
given
that
the
complaint
itself
came
forward
from
one
of
our
sworn
female
members,
and
so
the
doesn't
mean
that
we
will
abandon
our
commitment
to
the
civilian
members.
We
won't
in
the
future
we'll
have
a
look
at
civilian,
gender
equality
issues
as
well,
because,
as
you
can
see,
it's
a
different
issue.
It's
a
female
dominant
environment
on
the
civilian
side.
So
it
would
be
quite
interesting
to
see
the
issues
that
crop
up
there
I
mentioned
already,
that
we've
engaged
two
experts
to
help
us
with
dr.
F
field,
a
VanDyke
and
Ruth
Montgomery,
and
that's
been
a
very
helpful
for
us
to
see
the
organization
from
an
outsider's
eyes
and
to
help
identify,
what's
systemic
and
what's
also
at
a
statistically
significant
level,
because
you'll
see
that
this
work
has
been
carried
out
in
a
very
quantitative
way.
For
one
part
and
then
the
second
part
was
very
much
driven
by
qualitative
remarks
and
interviews.
L
The
phase
one
results
from
the
census
data
really
gave
us
a
good
baseline,
against
which
we
could
then
conduct
a
gender
audit.
So
we
used
a
particular
methodology
called
the
Equality
framework
which
was
developed
by
my
organization,
and
this
framework
aligned
well
with
international
literature
on
gender
audits,
had
made
use
of
key
gender
equality
concepts
and
it
was
directly
applicable
to
the
o-p-s,
so
consists
of
four.
L
What
we
call
sea
elements
that
really
covers
the
scope
of
gender
equality,
broadly
speaking,
and
then
also
specifically
to
do
gender,
and
these
four
elements
are
called
strategic
command,
practical
capacity
liable
compliance
and
work
culture.
So
each
of
these
elements
consist
of
five
five
statements
to
make
up
a
total
of
twenty
statements,
and
those
statements
were
then
also
used
as
criteria
which
could
be
used
as
on
a
rating
scale,
to
either
evaluate
written
documentation
or
else
use
it
in
more
unstructured
data,
as
well.
L
So
under
the
gender
equality
framework
using
a
ratings
scale,
an
organization
is
said
to
have
achieved
gender
equality
compliance
if
they
achieved
a
score
of
61
percent
and
or
above
so
overall.
The
OBS
scores
fell
below
the
standard,
and
that
was
when
we
looked
at
document
pages
also
called
written
data
sources
where
we
achieved
28.2%
or
when
we
looked
at
unwritten
data
sources.
So
those
would
be
response
sheets
completed
by
a
select
group
of
o-p-s
members,
alongside
interviews
that
were
conducted
with
them.
So,
overall,
from
that
side,
the
o-p-s
achieved
a
score
of
32.4%.
L
So
when
we
look
one
level
further,
in
other
words
at
the
the
level
of
the
elements,
so
you
will
see
there
in
in
yellow
those
would
be
the
written
documents
that
we
looked
at
so
just
over
2000
pages
of
documents,
and
if
that
we
compare
that
with
what
we
heard
from
the
members,
the
results
very
comparable.
In
other
words,
the
one
part,
the
more
quantitative
or
structured
part
really
very-
is
verified
by
the
qualitative
part
as
well
back
to
the
previous
guest
speaker,
who
emphasized
that
both
the
quantitative
and
the
qualitative
are
important.
L
Secondly,
when
we
look
at
all
these
percentages
per
element,
it
is
clear
that
work
is
really
needed
everywhere,
so
no
particular
percentage
stands
out
as
particularly
low
or
particularly
high
comparative
to
the
others.
But
we
do
see
that
the
two
middle
elements
are
of
practical
capacity.
That's
the
PC
and
the
Elsi
liable
compliance
is
probably
the
lowest
out
of
the
four
elements,
so
that
would
also
be
a
good
place
to
start
in
the
next
six
months
and
beyond.
L
Last
but
not
least,
we
also
did
qualitative
data
analysis
on
the
interview,
so
we
had
interviews
with
twenty
members
of
the
OTS,
some
of
them
who
came
forward
some
of
them
who
was
selected
at
random,
both
male
and
female,
and
then
also
representing
all
ranks
within
the
o-p-s
sworn
police
force
and
interviews
were
conducted
for
about
an
hour
to
an
hour
and
a
half
with
them.
Those
were
recorded
and
then
transcribed
and
then
analyzed
to
present
you
with
aggregated
results
because
anonymity
was
promised
and
those
interviews
were
conducted
in
in
in
confidence.
L
So
out
of
that,
we
had
emerging
themes,
21
of
them,
which
were
then
labeled
into
seven
broader
categories
and
then
labeled
again
at
a
higher
level
into
two
categories,
and
that
tree
structure
is
provided,
I
think
on
page
59,
58
of
the
phase
2
report.
If
you
wanted
to
see
an
overview
so
for
today,
I'm
just
going
to
list
the
middle
structure,
the
seven
themes
and
just
give
you
one
or
two
examples
for
each
so
first
one
had
to
do
with
comprehension
of
gender
equality.
L
So
aspects
that
members
would
have
mentioned
there
is
is
giving
acknowledgement
that
RPS
membership
is
male-dominated
on
the
Swan
side,
that
they
also
are
aware
that
the
community
actually
has
an
even
gender
distribution.
So
there's
a
bit
of
a
disconnect
there,
although
we
are
not,
after
achieving
exact
percentages
in
the
community
either,
and
then
also
that
o-p-s
members
expressed
a
need
for
gender
fairness
and
justice
that
they
wanted
that
and
that
they
are
ready
for
that.
L
The
third
theme
was
theme
c
was
about
promote
the
impact
of
promotional
processes,
and
here
they
felt
that
that
process
was
largely
fair,
albeit
members,
feel.
The
promotional
panel
is
not
a
hundred
percent,
unbiased,
being
mostly
male-dominated,
sometimes
known
by
the
candidates,
etc
only
drawn
from
internal
membership
etc,
and
then
that
the
emphasis
on
recent
experience
only
they
felt
was
limiting
as
well,
because
members
have
more
to
offer
than
just
recent
experience
now.
L
The
fourth
theme
theme
D
is
about
female
assistants
or
giving
them
a
leg
up,
and
that
is
where
members
notice
that
the
o-p-s
has
recently
begun
to
pay
more
attention
to
gender
equity,
in
other
words,
a
focus
on
female
numbers
per
se.
Some
male
and
female
members
understand
why
this
is
necessary.
Others
don't,
and
they
also
feel
that
more
member
education
and
communication
are
needed
in
this
regard,
because
not
everybody
is
on
board
with
that.
That
notion.
L
The
first
one
is
about
problem
perpetuation,
and
that
is
that
until
now,
members
feel
the
o-p-s
is
tolerated.
A
work
tradition
of
gender
inequality,
that
is
against
human
rights,
and
this
toleration
is
both
consciously
done
and
also
subconsciously.
So
some
members
are
unaware
that
they're
doing
that,
because
it's
part
of
the
culture
and
then
others
are
aware
of
doing
that,
but
feel
safe
in
doing
so
because
they
protect
each
other.
Then
gender
inequality,
intersects
with
other
member
diversity
characteristics
as
well,
so
the
complexity
of
it
should
not
be
underestimated.
L
We've
heard
a
lot
about
racial
inequality
today
as
well.
So
that's
just
one
example
of
that
complexity.
The
sixth
theme
has
to
do
with
the
need
for
consequences.
So
o-p-s
members
see
a
lot
of
talk,
but
no
action
or
a
lot
of
promises,
but
they
don't
really
see
any
results
of
that
and
they
really
feel
that
the
next
six
months
will
be
critical
for
that.
L
So
they
are
dissatisfied
with
the
weak
support
in
the
o-p-s
and
was
in
adequacy
in
repercussions
from
o-p-s
leadership
when
gender
inequality
occurs
and
that
also
that
the
support
is
aimed
at
protecting
the
status
quo.
Some
members
feel
apprehensive
about
o-p-s
readiness
to
address
gender
equality
effectively
and
that's
why
their
eyes
are
also
very
much
on
what
will
come
out
of
this
gender
audit.
L
Then
the
last
theme
is
about
not
on
the
negative
side,
but
on
the
positive
side,
and
that
is
that
members
also
acknowledge
that
they
had
that
they
won
and
wanted
to
keep
the
oh
PS
gender
equality
in
perspective.
So
members
mentioned
that
they
were
encouraged
by
the
new
generation
of
recruits
beginning
to
enter
the
workforce,
amongst
other
positives
as
well.
So
that
also
helps
to
balance
things
out.
So
that's
the
the
results
in
a
nutshell
and
I
would
like
to
just
hand
over
for
the
last
slide
to
superintendent,
Bell,
Thank,
You,
Craig.
M
This
islets
provide
us
a
qualitative
and
quantitative
information
which
we're
going
to
move
forward
from
as
part
of
phase
3
and
phase
4
we're
required
to
develop
new
and/or,
amend
our
policies
around
job
placements
and
promotion
as
well
as
draft
a
new
Human,
Rights
accommodation
policy.
The
work
will
need
to
be
completed
by
May
of
2017
and
fully
implemented
by
November
of
2017,
as
the
Human
Rights
Chief
Commissioner
has
pointed
out.
Today
we
take
responsibility
for
these
results.
M
We
know
we're
a
better
Police
Service
when
we
have
both
men
and
women
working
together
to
provide
services
to
our
community.
The
idea
is
very
clear:
women
and
men
need
to
share
the
responsibilities
in
all
areas
of
our
service.
We
need
to
be
provided
with
the
opportunities
and
access
to
systems
in
the
o-p-s
that
are
equitable.
We
know
that
we
have
work
to
do
in
this
area
and
are
committed
to
achieve
that
equality
for
all
of
our
members.
A
Thank
you
very
much
folks
to
all
of
you
for
and
I
think
clear,
some
of
us
at
HR
committee.
We
had
the
pleasure
receiving
this
and
have
be
able
to
have
the
longer
version
and
have
discussion
about
it
and
tonight
I
know
you.
You
were
running
through
any
question
from
my
broad
colleague
about
this
member
Smallwood.
Yes,.
B
B
Two
questions
the
first
was
on
slide:
I
think
it
was
slide
5.
You
talked
about
how
the
inequity
is
in
different
departments
and
I
just
wondered.
You
I
didn't
see
any
weight
weighing
in
terms
of
weighting
in
terms
of
the
numbers
of
people
involved,
and
it
just
struck
me,
then
it's
for
instance,
and
one
of
them,
a
very
small
number
people
could
have
a
massive
impact.
I
would
think
on
on
those
ratios
I
when
I
noticed
was
I.
B
Think
the
office
of
the
chief
I
wouldn't
have
thought
there
would
be
that
many
people
in
that
office
and
therefore
a
very
small
shift,
might
give
us
the
impression
we've
done
a
wonderful
job,
but
it
may
only
be
a
very
small
number
of
people.
Is
that
the
case,
and
was
there?
No?
There
is
no
no
waiting,
I
think
on
it
yeah.
B
L
So
it's
very
very
true
that
in
larger
departments
that
the
the
chance
to
a
chance
place
less
of
a
role
than
in
smaller
departments.
However,
the
weighing
lies
in
the
perforated
lines,
so
it
is
important
to
compare
it
back
to
to
the
actual
lines
and
then
also
in
the
report
itself,
where
we
have
the
detailed
statistics
in
each
of
the
cells
of
those
those
directorates,
we
would
see
if
that
particular
cell,
is
this
statistically
significant
different
as
well,
so
in
looking
further,
we
will
be
able
to
tell
you
know:
is
it?
B
Other
question
I
had
was
in
that
was
given
to
us
there's
a
comment.
A
positive
comment
says
we
have
seen
some
success
with
our
state
recruitment
classes,
including
27
women,
out
of
a
total
of
106
new
recruits,
which
sounds
like
positive
news
right.
That's
my
question,
for
you
is
given
that
we've
only
got
23%,
so
math
isn't
my
strong
point,
but
that
would
seem
like
maybe
somewhere
around
27%,
but
you
have
mentioned
about
the
problem.
B
L
And
that's
really.
The
classical
issue
is
using
percentages.
So
usually
the
statistical
guideline
is
that
if
you
look
at
size
sample
sizes
of
more
than
100,
then
a
percentage
would
be
a
good
representation.
If
we
look
at
smaller
categories
with
fewer
people
in
it,
then
we
should
really
use
the
actual
numbers
so
again
based
on
what,
depending
on
what
you
are
referring
to.
Sometimes
it's
good
to
look
at
the
actual
number
count
as
well,
and
not
just
the
percentage.
F
Mr.Chair
via
the
exercise
that
will
that
you'll
see
us
doing
is
analyzing
age
groups
by
gender,
so
that
we
can.
We
can
start
to
forecast
the
number
of
women
who
we
will
leave
the
police
service
through
retirement,
because
we
know
that
our
first
job
is
to
replace
those
women,
because
that's
how
we
will
just
maintain
a
steady
state
and
if
we
need
to
increase
a
proportion
of
women,
we
have
to
go
beyond
just
replacement
and
add
to
that
number.
So,
there's
a
great
forecasting
exercise.
B
So
just
to
clarify
for
me
it
says
we
have
seen
some
success.
Is
this
really
successor?
We
don't
know
whether
success
or
it
may
be,
when
you
do
a
thing
that
we're
actually
going
in
the
wrong
direction.
I
just
I'm
trying
to
understand
the
report
we
were
getting
says.
We
have
seen
some
success
recently,
I
think.
F
The
number
we
recording
in
that
report
is
relative
to
our
efforts
in
the
past.
That
ratio
demonstrates
a
higher
proportion
of
recruiting
in
the
current
period
than
we've
had
in
the
past.
To
answer
the
question
of:
where
are
we
with
respect
to
replacing
the
women
who
are
about
to
retire?
We
don't
have
the
answer
for
you
I'm
not
yet.
M
We
have
two
more
phases
to
complete.
The
first
will
be
a
complete
review
of
our
policy,
specifically
around
job
placements
and
promotional
policy,
to
make
sure
that
there's
no
inequalities
in
those
in
those
processes,
the
other
one
will
be
to
draft
a
Human,
Rights
accommodation
policy,
so
that
policy
will
go
beyond
just
job
placements
of
transfers
to
make
sure
that
there's
no
room
for
inequalities
in
any
of
our
HR
or
other
processes.
Those
need
to
be
drafted
and
reviewed
by
May
of
2017
and
a
full
implementation
of
any
changes
around
those,
including
training.
E
C
Great
to
thank
mr.
chair
just
a
quick
question:
Madonna
she
has
a
friend
and
she's.
She
went
through.
You
know
a
bakwan
and
the
police
foundation
stuff
and
she's
been
really
you
know,
lured
in
by
the
RCMP
to
go
and
apply
with
their
group.
Do
we
and
forgive
me
if
it
was
in
the
presentation-
we've
had
two
great
presentations
this
evening.
They
were
quite
quite
thick
packages.
Do
we
have
any
stats
about
RCMP
hiring
on
the
on
the
female
front
versus
city
policing,
because
I
just
want
to
know?
M
I
can
I
can
speak
to
that.
We
don't
have
direct
stats
on
the
recruiting
efforts
of
the
RCMP,
the
OPP
or
any
other
Police
Service,
that's
actively
recruiting
what
we
do
have
is.
We
do
have
a
renewed
effort
internally
to
make
sure
that
we're
identifying
good
candidates
and
bringing
them
in
in
through
our
doors
to
to
apply
to
the
auto
police
service,
because
we
are
a
great
Police
Service
to
work
for
so
we
have
we
and
I
think
this
is
what
the
Director
General
is.
M
C
M
Absolutely
are,
and
actually
we're
undertaking
a
complete
review
of
our
reach
recruitment
right
now
to
make
sure
that
our
processes
are
as
quick
and
streamlined
as
they
can
be
and
that
we're
reaching
out
to
all
of
those
candidates
to
bring
them
through
our
doors.
So
they
aren't
going
to
the
RCMP.
They
are
going
to
other
policing
services,
yeah.
A
You
who
do
you
have
a
question
now
we're
good,
so
another
Porthos
and
staff
would
be
coming
back
to
us
in
May
2017.
The
dr.
Jerry
said
so
on.
A
report
is
received
received.
Thank
you
very
much
and
that
will
conclude
our
public
meeting
Portia
demented.
So
we
need
a
motion
to
move
in
camera
that
the
Ottawa
Police
Service
Board
adjourned.
The
public
portion
of
his
meat
into
moving
camera
to
discuss
confidential
item
pertain
to
legal.
That
was
some
move.