b'reflect the needs of transparent and focused on build-diverse communities ing trust, including community Public Perception: Police officersinput into recruitment and clear guidelines on the qualifications who understand the cultural,and backgrounds expected from social and economic backgroundsnew recruits.of the people in their jurisdiction can better navigate communityAddressing Systemic Issuesrelations, leading to more Biases and Discrimination: positive interactions.Ontario, like many regions, has Adapting to faced concerns about systemic Contemporary Social Trends racism in policing. In fact, the Human Rights Lens: TodaysOACP emphatically declared that in many other public institutions, police recruits require sensitivitypolicing must deal with the to a variety of social issues,realities of systemic racism in our including gender rights,police organizations. Recruitment 2SLGBTQIA+ issues, Indigenousprocesses must, therefore, focus Truth and Reconciliation, etc. on identifying candidates whoTHE FIRST EYEIOfficers and Social Work:are empathetic, have emotionalIncreasingly, policing workintelligence and are committed toSAFE IR LASER involves collaboration withfair policing. Bias training needs social services, health-careto be incorporated right from the, IRPOINTER providers, educators and otherrecruitment stage.groups who support people inILLUMINATOR Mental Health Awareness: our communities, especially in cases involving intimate partnerPolice officers are tasked with&AND &GREEN violence, those living with homehandling situations involving and food insecurities and thosemental health crises. They mustLASER POINTER living with addiction. Individualsalso deal with the natural stresses with backgrounds in theseof the job. Recruitment practicesIN A SINGLE areas could play a critical role inmust, therefore, emphasize selecting candidates who canCOMPACT UNITpolicingboth as frontline andmanage these complex situations supervisory personnel withinwith care, compassion and FEATURES:police organizations and as partappropriate training. ADJUSTABLE IR ILLUMINATORof the recruitment and training processes for officers. Technological Proficiency DUAL ACTIVATION SWITCHES Transparency and Accountability Evolution of Crime: The natureHIGH/LOW POWER MODES of crime is evolving withSUBMERSIBLE TO 10 M FOR 2 HRSEffective Screening: From theLOW-PROFILE WINDAGE & technology. Recruits who are Constable Selection Systemscomfortable with technologyELEVATION ADJUSTERSpre-screening to police services(including the emergence of own recruitment selection, policeartificial intelligence) and capable recruitment adopts rigorousof handling the digital aspects of screening processes, includinglaw enforcement are critical to psychological testing andthe future of public safety.background checks, to identify candidates who may pose a riskA COLLABORATIVE APPROACHto public safety. This includesAddressing the urgent need to change checking for biases, tendenciesour approach to recruitment of new toward violence or a history ofofficers requires all police stakehold- EXCLUSIVELY AVAILABLE abuse of power. ersmanagement, oversight bodies,FROM STOEGER CANADALegitimacy: With heightenedlabour groupsto work together. ThisDMACDONALD@STOEGERCANADA.CA public concerns over the trustisthegenesisoftheCollaborativeWWW.STOEGERCANADA.CA/DEFENCEand accountability of police,WorkingGrouponMarketingthe@BDTCANADArecruitment processes must bePolicing Profession (CWG), which wasThe Official Publication of the Ontario Association of Chiefs of Police9'