b'F E A T U R E From Buzzwords to Action: Building inclusive organizations through comprehensive leadership & individual actionsBy Svina Dhaliwal, Toronto Police ServiceD iversity,equityandinclusion(DEI)havecommunication from leadership and boards that empha-become buzzwords for many organizations.sizes its importance, as well as inclusive decision-making Police organizations are at various stagesprocesses. In addition an inclusive police service will have oftheirDEIjourney.Whilemanypoliceprocesses in place to publicly track and measure progress members will often report that they havetoward equity and inclusion goals with a commitment to attended conferences and taken some training in theseregular reporting.areas, the tangible aspects of leadership behaviours andFrameworks to help you get startedindividualactionsthatmodelinclusivebehaviourare often unclear. In this article, I will focus on what inclusiveOften,organizationsdontknowwheretostart.A leadershiplookslikeinthecontextofpoliceservices,helpfultipistoconsideradoptingoneofthemany highlightingexamplesthatspanacrossenterprise,equityframeworksthatareavailablethatorgan-leadership, management and individual levels. izationsusetoassesstheircurrentDEIstatus,set At the Enterprise Level goalsandtrackprogress.Herearesomeofthemost An inclusive police service will have a strong commitmentwell-known ones:toinclusivitythatisreflectedinitsstrategicplanand The Global Diversity, Equity & Inclusion Benchmarks reinforced by leadership and their boards. This includes(GDEIB) from the Centre of Global Inclusioncommitting resources and budgets to these efforts, regular(centreforglobalinclusion.org);14 H.Q. Summer 2023'