Equity Diversity and Inclusion
The Ottawa Police Service (OPS) is committed to upholding human rights and advancing equity, diversity, and inclusion in how we serve the community and support our members. This work is guided by the DRIVE2 Strategy (2023–2027)—OPS’s organization-wide human rights and institutional change strategy.
DRIVE2 sets the direction for how equity, diversity, inclusion, and accountability are embedded across OPS governance, policies, operations, service delivery, and workplace culture. It reflects our responsibility as a public institution to identify and address systemic barriers, prevent discrimination, and strengthen trust with the communities we serve.
Equity and inclusion at OPS are not standalone initiatives. They are core to how decisions are made, how services are delivered, and how accountability is upheld across the organization.
What we do - human rights and EDI Unit mandate
The Human Rights and Equity, Diversity & Inclusion (EDI) Unit leads and supports the implementation of OPS’s human rights commitments under the DRIVE2 Strategy and across the organization. The Unit works across the organization to ensure equity, inclusion, and accountability are integrated into OPS systems, practices, and decision-making.
Our work includes:
- Supporting OPS leadership and business lines to embed human rights, equity, and inclusion into policies, procedures, and operations
- Providing strategic advice and oversight on systemic risks related to discrimination, bias, and exclusion
- Advancing accountability and measurement to track progress and outcomes
- Supporting inclusive, safe, and respectful workplaces for OPS members
- Strengthening equitable and responsive service delivery to the community
- Facilitating meaningful collaboration with community partners and advisory bodies
- Ensuring the Multi-Year Accessibility Plan for the Services meets compliance requirements set forth under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA)
The EDI Unit operates as part of the Training, Development and Inclusion Directorate and works closely with OPS leadership, members, community partners, and oversight bodies.
The DRIVE2 Strategy (2023–2027)
The DRIVE2 Strategy—short for Diversity, Respect, Inclusion, Values, Equity, and Engagement—is OPS’s roadmap for sustainable, human rights-based organizational change from 2023 to 2027.
DRIVE2 builds on earlier equity and inclusion efforts and reflects lessons learned, community input, and oversight expectations. The Strategy positions equity and inclusion as shared responsibilities across OPS, supported by leadership, governance, and accountability mechanisms.
| DRIVE2 focus areas |
| 1. Community – Equitable Service Delivery
Ensuring OPS services are fair, respectful, and responsive to the diverse needs and experiences of the community, while identifying and addressing systemic barriers in policing practice. 2. Members – Inclusive Work Environment 3. Leadership & Accountability 4. Connecting & Learning |
| How DRIVE2 is implemented |
| DRIVE2 is implemented through a shared accountability model across OPS.
This includes:
The Strategy is actively monitored and updated through regular reporting and engagement, ensuring accountability and transparency. |
| Key areas of work |
|
To advance DRIVE2, the EDI Unit leads and supports work across several key areas: Human Rights & Equity Risk Policy, Practice & Procedure Review Workforce Equity & Inclusive Culture Accountability, Measurement & Reporting Community Partnerships & Advisory Governance Learning, Capability Building & Change Support |
| Community Engagement & Partnerships |
|
Meaningful engagement with the community is central to OPS’s equity and inclusion work. OPS works in partnership with community members, organizations, and advisory groups to ensure diverse perspectives inform policies, practices, and accountability efforts. The Community Equity Council (CEC) plays a key advisory role in supporting DRIVE2, providing guidance, feedback, and community-based insight to OPS leadership and the EDI Unit. Engagement is ongoing and contributes directly to organizational learning and improvement. |
Accountability & Transparency
OPS is accountable for advancing equity, diversity, and inclusion through clear governance and reporting.
- The DRIVE2 Strategy aligns with the Ottawa Police Service Board Strategic Direction (2024–2027)
- Progress on DRIVE2 is reported regularly to the Police Service Board
- Strategy updates, reports, and related materials are publicly available
Transparency and accountability are essential to building trust and ensuring continuous improvement.
Related resources:
|
Historical Context |
|
In 2020, OPS launched its first multiyear Equity, Diversity & Inclusion Action Plan, which focused on establishing foundational structures and launching key initiatives. This work laid the groundwork for DRIVE2. While those early efforts provided important momentum, OPS’s current approach is guided by the DRIVE2 Strategy (2023–2027), which reflects a more integrated, accountable, and sustainable model for organizational change. |
Partnership in Action
Developed by a team of police and community members in 1998, Partnership in Action (PIA) is the Ottawa Police framework and policy for public consultation and wider community engagement.
PIA is more than a traditional consultative approach because it aims to identify and build upon community involvement and engagement within policing.
Today, the EDI and Engagement toolkit weaves EDI and community engagement principles and considerations into current and future practices at the Ottawa Police Service. It will help members integrate equity into daily and long-term plans, projects, processes, policies and decision-making.
Visit the PIA Portal.
Related information: