Beyond Reputation Management: An Auto-Ethnographic Examination of Diversity, Equity, and Inclusion in Canadian Policing

Abstract

Policing organizations play a vital role in increasing diversity and recruiting individuals from diverse backgrounds. However, they face the challenge of reconciling merit-based hiring with the influence of social capital, necessitating a stronger focus on equity policies. This paper delves into this intricate landscape, leveraging both personal experiences and the framework of employment equity laws. It also draws upon insights gleaned from the Sandhu case to advocate for a holistic approach that encompasses cultural and legal changes to combat the issues surrounding “otherness” within policing. Through a comprehensive exploration of these cases, this paper unravels an intricate tapestry of the challenges faced by policing organizations. It provides valuable insights into nurturing diversity, equity, and inclusion within these entities, addressing issues like othering and racial profiling. This paper underscores the vital importance of public security organizations embracing equity, diversity, and inclusion to better fulfill their mission of serving the communities they protect. By adopting these principles, organizations can improve their effectiveness and make substantial contributions to fostering a more equitable society, transcending the confines of mere reputation management.