Diversity, Equity and Inclusion Plan

LAND ACKNOWLEDGEMENT

We acknowledge that the London Police Service is on the traditional territory of the Anishinaabek, Haudenosaunee, Lūnaapéewak and Attawandaron Nations, on lands connected with many treaties such as the Dish with One Spoon Covenant Wampum.

We also acknowledge our neighboring Indigenous communities: the Chippewas of the Thames, Oneida Nation of the Thames and the Munsee-Delaware Nation who continue to be sovereign Nations and who continue to thrive with their own unique and languages, cultures and ceremonies.

It is our responsibility as a public institution to contribute toward Truth and Reconciliation by working together respectfully with Indigenous communities through learning and rebuilding positive community services.

MESSAGE FROM THE CHIEF

The London Police Service Equity, Diversity, and Inclusion (EDI) plan establishes a framework and actionable steps to develop a police service that genuinely reflects and supports our diverse community. A diverse and inclusive police service leads to more effective policing, increased public trust, and a sense of shared ownership in community safety.

By cultivating a workplace environment where each employee feels empowered to lead and contribute, the organization upholds our values of integrity and compassion, while providing a model for future generations. The plan does not reduce standards or enforce quotas, but aims to proactively eliminate barriers and obstacles, thereby enabling all employees, regardless of background, to contribute based on their merit, skill, and commitment.

A greater variety of perspectives and experiences makes us stronger, more adaptable, and better equipped to meet the needs of our changing community and evolving organization.

Ultimately, the EDI plan is a commitment to both members of the service and the community at large—to build a police service that earns pride and trust, and is dedicated to serving London with both excellence and purpose.

ABOUT

The London Police Service (LPS) is committed to action that advances diversity, inclusion, and equity within both the organization and the community. This means building a workforce that represents the people of London, ensuring policing practices are fair and culturally informed, and creating a workplace where every member can thrive.

An Equity, Diversity, and Inclusion (EDI) Action Plan provides the foundation for this work, offering an evidence-informed roadmap to remove barriers, strengthen accountability, and drive long-term change. Through this plan, LPS will deepen trust, improve organizational culture, and deliver equitable services to the London community.

CURRENT STATE ANALYSIS

Gender Representation

Racial Representation

Languages

122 LPS members are proficient in at least one language other than English and French. LPS members speak 27 different languages

These languages include:

Arabic, Chinese, Dutch, German, Greek, Hindi, Italian, Polish, Portuguese, Punjabi, Russian, Spanish, Urdu, Afrikaans, Aramaic/Assyrian, Dari/Farsi, Hungarian, Lithuanian, Serbian, Serbo-Croatian, Slovak, Somali, Swiss German, Telugu, Vietnamese

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COMMUNITY ENGAGEMENT

The EDI Action Plan was informed by an extensive engagement process with LPS members (internal) and London community members (external).

Methods: Multiple methods were used to allow for triangulation of findings, thereby enhancing validity, and to ensure that the resulting Action Plan can be grounded in lived experiences, organizational realities, and measurable evidence. Data was collected through online surveys, and facilitated interviews and focus groups.

Internal Results

38 Survey Responses
12 Focus Groups
13 Interviews
Total: 55 participants in focus groups and interviews

External Results

25 Survey Responses
2 Focus Groups
19 Interviews
Total: 26 participants in focus groups and interviews

VISION & MISSION

VISION

A police service that reflects the diversity of the community, builds trust through fairness and respect, and delivers equitable, culturally responsive service to ensure safety and belonging for all.

MISSION

The London Police Service is committed to equity, diversity, and inclusion by building a representative workforce, fostering an inclusive culture, delivering fair and culturally responsive service, engaging communities with trust, and ensuring accountability through continuous improvement.

EDI ACTION PLAN

Transparent & Inclusive Culture

Strengthen openness, trust, and inclusion through consistent communication and shared accountability.

Evidence-Informed Decision Making

Use data, feedback, and measurable outcomes to guide actions and track progress over time.

Practical & Contextual EDI Learning

Deliver relevant learning that supports day-to-day decisions and respectful workplace practices.

Sustained & Meaningful Community Partnerships

Build long-term relationships through collaboration, transparency, and ongoing community engagement.

GOAL 1: TRANSPARENT & INCLUSIVE CULTURE

Ensure open, accessible, and two-way communication that builds trust across the organization and community.

1.1 COMMUNICATE ORGANIZATIONAL EDI VALUES

Enhance communication of LPS’s EDI action plan and community collaborations.
Establish an EDI page on internal and public LPS websites for updates and stories.
Develop a communications guide and social media strategy for EDI messaging.

1.2 UPDATE THE HIRING & PROMOTIONAL PROCESS

Implement a structured, transparent, criteria-based process for promotions and hiring.
Embed competencies, merit, and EDI in HR instruments like job postings, scoring rubrics and interview guides.
Consider communication strategies for successful candidates.

1.3 EMBED EDI EXPERTISE WITHIN ADMINISTRATIVE SUPPORTS

Develop plan to integrate EDI expertise in areas such as corporate communications or human resources.
Dependent on budget, board approval and alignment with staffing plans.

1.4 DEVELOP A STRUCTURED EDI COMPLAINT PROCESS

Establish a confidential, non-relational reporting pathway for EDI related concerns that is integrated with existing procedures.
Clearly communicate reporting procedures to all members.
Address substantiated inappropriate behaviour consistently and in a timely manner in accordance with procedure and legislation.
Provide guidance and training to empower members to report disrespect and discrimination.

1.5 DEVELOP A MENTORSHIP MATCHING PROGRAM THAT IS INCLUSIVE AND CULTURALLY SENSITIVE

Establish a voluntary mentorship matching program.
Open to all new members within their first year.
Participation is optional and accessible to every new employee.

GOAL 2: EVIDENCE-INFORMED DECISION MAKING

Use reliable data and analysis to identify gaps, track progress, and guide continuous improvement.

2.1 Develop AN EDI DATA MANAGEMENT PLAN

Regularly report community trust indicators to the LPS Board and where appropriate, in the LPS Annual Report and on the LPS website to build trust and guide improvements in service.
Collect demographic data on programs such as YIPI to monitor impact for underrepresented communities.
Establish a clear EDI data management plan at LPS that complies with privacy laws and related legislation.

2.2 MONITOR AND SUPPORT DIVERSITY IN LEADERSHIP

Audit leadership diversity and address gaps.
Support and track the progress of the 30x30 and 30 Forward Initiatives.
Implement 360-review for leaders and coaches.

2.3 Support workforce diversity

Report workforce diversity regularly to the LPS Board and publicly where suitable.
Separate data for sworn and police professionals to target diversity gaps.
Conduct exit interviews focusing on EDI insights.

GOAL 3: PRACTICAL AND CONTEXTUAL EDI LEARNING

Deliver training that is relevant to roles, grounded in lived experience, and applicable in daily practice.

3.1 DEVELOP AN EDI TRAINING PLAN FOR SWORN OFFICERS

Develop a strategic EDI training plan with topics that are relevant to the application of EDI principles in policing.
Provide members with ongoing training and learning opportunities in Indigenous-specific areas.

3.2 DEVELOP AN EDI TRAINING PLAN FOR POLICE PROFESSIONALS

Develop a strategic EDI training plan for police professionals.
Relevant to workplace culture and specialized EDI skill building in their areas of expertise (e.g. HR, communications).

3.3 RESOURCE AND SUPPORT HATE CRIME INITIATIVES WITHIN THE COMMUNITY

Strengthen hate-crime procedures, reporting tools, and anti-hate training.
Consult affected communities (e.g., Jewish and Muslim partners) on definitions, metrics, and processes.

GOAL 4: SUSTAINED AND MEANINGFUL COMMUNITY PARTNERSHIPS

Engage consistently with diverse communities to co-create solutions and strengthen relationships.

4.1 CREATE A COMMUNITY EVENT ENGAGEMENT PLAN AND SHARE WITH ALL MEMBERS

Explore ways for the LPS to engage with the community at events in a more approachable manner.
Create a shared plan of attendance for representation from Senior Leadership Team (SLT).

4.2 SCHOOL-BASED ENGAGEMENT STRATEGY

Explore, in partnership with school boards, trustees, and community, options for a future school-based engagement model.
Subject to Board direction and community support.

4.3 COMMUNITY LEADERSHIP ENGAGEMENT PLAN

Sustained engagement with leadership and community advisory groups (Indigenous, Jewish, LGBTQ+, youth, etc.).

4.4 PROVIDE MEMBERS WITH ALTERNATIVE APPROACHES RESOURCES AND TOOLS

Develop a resource tool for culturally inclusive community support.
Emphasize diversion, referrals, and social service collaboration.
Implement translation and accessible communication strategies.
Train members in restorative practices and coordinate with educational and social agencies.

This plan represents LPS’s commitment to building a police organization that fosters pride, trust, and equitable service delivery for London’s diverse community.

EQUITY, DIVERSITY, & INCLUSION ACTION PLAN

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