b'Deloittes Diversity and Inclusion Maturity Model (DIMM); The Diversity and Inclusion Diagnostic (DID)by The Conference Board(www.conference-board.org/us); and The Canadian Centre for Diversity and Inclusion also has publicly available resources for organizations to leverage (ccdi.ca/resources).Thesemodelsandframeworkscanprovidevaluable guidance for organizations looking to improve their efforts. However,itsimportanttonotethateachorganization isunique,andthereisnoone-size-fits-allapproach,so anything you choose will need to be tailored to your organ-izations goals. At the Leadership/Management Level Inclusive behaviours include being open to feedback (e.g., consider adopting 360 reviews in your workplace) and hold-ing oneself accountable for progress on DEI goals. Moreover,Open up your networkstake it upon yourself toidentifythoseindividuals,oftenfromunderrepresentedmake introductions between your networks and areas, who would benefit from participating in leadershipcontacts. Especially if youre a leader, take it as an and development programs and using data to identify andobligation to help those below you break into circles address biases in decision making. that are otherwise difficult to join. There is power in Actionable Plans your relationships, and in turn, you will be remem-bered and thanked for the introductions you make. To successfully implement these inclusive behaviours and actions, police services must have strong support and buy-in from all levels of the organization, from frontline officers to senior leadership. This requires a realistic implementation plan that outlines specific goals, timelines and metrics for progress. It also requires an all-of-command approach to driving change, with everyone taking responsibility for cre-ating a more inclusive culture. Finally, adequate resources must be allocated to support the implementation of DEILocal. National. Legal initiatives, including training, data collection and analysis and the creation of diverse and inclusive teams. Services for EmployersCollect the DataCollecting internal and external socio-demographic-based data and other operational metrics is essential for informingFace-to-Face. Coast-to-Coast. equity initiatives and programs because it helps identify For over 60 years, Mathews Dinsdale has been assisting where disparities and inequities may exist within organ- employers with the complex legal challenges arising from a izations, systems or communities. Collection and analysisdramatically changing work environment. With seven offices across Canada, we are the only coast-to-coast management of this data is essential to making evidence-informed deci- side labour and employment law firm. Recognized as the law sions and to better understand how different groups arefirm that Senior Management turns to first. impacted by policies, programs and services and developFor the most current legislation developments and laws specific strategies and interventions.affecting the police workplace, contact our Police Sector Practice Group leader: At the Individual LevelRick Baldwin rbaldwin@mathewsdinsdale.comThere is great power when individuals across the organ- 416.869.8530 izationcollectivelydemonstrateinclusivity.Itiswhere the culture shifts move from organizational commitments mathewsdinsdale.comto actions.Here are everyday practical things you can do today to advance as a collective and individuallythey doCANADA ONTARIO BRITISHCOLUMBIAALBERTA NOVASCOTIAnot cost anything and do not require any training: The Official Publication of the Ontario Association of Chiefs of Police15'