BACKGROUND

TPS Race-Based Community Advisory Panel (CAP)
 
* Please note that you will be required to upload a resume or a curriculum vitae to this application. Please have your document ready before you start your application (PDF or Word Document). You will not be able to access your application once it is submitted.
 
Overview
The Race and Identity-Based Data Collection (RBDC) Strategy’s Community Advisory Panel (CAP) is a volunteer grouping that will comprise of 15 residents of Toronto who will advise the Toronto Police Service (TPS) on the implementation of the Race and Identity-Based Data Collection (RBDC) Strategy. It will have strong representation from Toronto’s Black, racialized, and Indigenous communities and include individuals who can provide complimentary perspectives (academic, professional, lived experience) on the implementation of the strategy; specifically, to provide advice on the collection, analysis and communication of findings and development of action plans. 

Composition
Ideally 15 members would make up the group, made up of returning and new participants.  In order to match the diversity of the City and bring the variety of perspectives needed we believe it’s important there are internal targets set for the composition of this group.

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* 1.
  • Racial/Ethno-Cultural Breakdown

Due to the nature of the issues discussed, we propose the following representation breakdown:
  • Minimum 2 representatives of Indigenous communities
We have selected a number of the diverse representatives already
  • Minimum 4 individuals who self-identify as Black, with a hope to have diverse ethnicities, but at least 1 individual who has Somali heritage
  • Minimum 1 representative of South Asian Community
  • Minimum 1 representative of East/Southeast Community
 
Other Identities Required:
Must have at least one member who self identifies with each of the following categories:
  • A Member of the LGBTQ+ Community
  • A Member of the Islamic faith
  • A Newcomer.
Geographic Representation:
There should be a mix of geographies in place that represents the different parts of Toronto, with at least 1 representative from Scarborough, North York and Etobicoke.Professional Backgrounds:
The following professional backgrounds would be required to be present on the Panel.
  • Minimum 1 practitioner who has conducted race-based data collection and analysis professionally
  • Minimum 1 academic with theoretical expertise in race-based data collection
  • Minimum 1 academics with expertise in systemic racism and policing
  • Minimum of 2 advocates/ social service professional with experiences working with racialized communities and within neighbourhood improvement areas in Toronto.
Preferences to those with practical or lived experiences in mental health, child welfare, and criminal justice-related sectors

Youth Members
The committee should include two individuals under 18-35 who bring lived experience and commitments to this issue. Ideally, we would want folks who have the same kind of skill sets outlined in our matrix, but who simply don’t have the years of experience.  A student who recently graduated post-secondary with a focus on data analytics or systemic racism, a front-line worker with a few years of experience with individuals in conflict with the law,  a young community leader who has been hosting local conversations on police reform would all be examples of potential members.  Youth members will be supported through
  • A capacity building workshop about the collection of race and identity-based data (as part of their onboarding)
  • Assignment of a mentor (either from within TPS, community partners or another member of the panel itself) who could meet before advisory meetings and afterwards to de-brief. 
  • We assume youth members may need will need support both in interpreting data and reports, but also in how to engage successfully in an advisory panel.

Members Requiring Financial Support to Participate
While this is a volunteer panel, in-light of COVID19 and the precarity it is causing for many individuals (especially racialized Torontonians) and the TPS’ commitment to equity, finances should not be a barrier to participation.  All members of the committee should have option to access travel funding and childcare if and when in-person meetings begin.

Also all members of the committee should be allowed to confidentially note that they are experiencing financial need and be offered a modest honorarium (150 dollars a meeting for example) for their participation.

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* 2. Please provide your name:

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* 3. Email Address:

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* 4. Home Postal Code:

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* 5. What inspired you to volunteer for participation on the CAP?

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* 6. Please highlight the experiences, knowledge and abilities you would be able to offer to the CAP? You do not need to restrict your response to professional experiences as lived experiences with these issues are also important to this Panel.

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* 7. Please confirm if you would wish to attend the committee as an individual citizen or as representative of a larger organization? If so, please specify the organization and your role there.

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* 8. Youth Membership
TPS is committed to ensuring the voices of young people (ages 18-35 years old) play a role in shaping the work of this advisory group.  Two spaces will be specifically reserved for early career individuals who share the values and commitments required to participate in the Panel. 
  • Applicants will have their experience and skills considered within the context of being early career.  
  • Experience on the panel will have specific capacity building and mentorship supports in place for youth.  
If you wish to be considered to serve as a Youth Member of the panel please indicate below.

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* 9. Assessing Core Skills and Specific Expertise 
Toronto Police Service has identified a number areas where it is important for members to have acquired knowledge/expertise and professional/volunteer work experiences. 

Descriptions of these core skills and experiences are provided below:

Areas of Knowledge and Expertise

-   Understanding of Governance and Strategy - Strong understanding and experience with the appropriate roles, group processes and corporate bylaws and policies that form systems within large organizations.  This can include experience with developing strategy and processes for organizations.  Experience specifically within the context of the public sector is an asset.

-  Understanding of Systems Change Management – Individuals having the ability to understand the components of systems change management. This discipline guides how organizations prepare, equip and support individuals to successfully adapt to changes in order to drive organizational success and outcomes. It also provides a structured approach to organizational culture change from our current state to an environment that is free from racial discrimination and racial profiling.

-  Understanding of Data Collection and Analysis – Individuals having a strong understanding of how Quantitative Data (numeric data collected through tools like surveys or questionnaires’) is collected and analysed.  An understanding of the collection of population data, specifically demographic information, is the specific area of focus important to this work.  Training or knowledge specifically around race-based data collection is a major asset.

-  Understanding of Racism and Systemic Racism – Individuals having a strong understanding of the topics of racism, diversity and inclusion. They have a focused understanding of systemic racism and the requirements and methods of dismantling it. Particular focus will be paid to those who understanding of these issues within the context of policing and the justice system. Institutional Racism or Systemic Racism refers to organizational culture, policies, directives, practices or procedures that exclude, displace or marginalize some racialized groups or create unfair barriers for them to access valuable benefits and opportunities. This is often the result of institutional biases in organizational culture, policies, directives, practices, and procedures.

-  Understanding of Gender Issues and Sexual Identity Issues - Individuals are able to apply an inter-sectional analysis to topics pertaining to gender and sexual identity.  It would include an ability to apply a ‘gender lens’ and a ‘sexual identity lens’ to thinking about policies and practices of major institutions.  A major asset is experience with exploring these topics in the terms of policing and the larger criminal justice system.

-  Understanding of the Human Rights Code and Related Legislation - A knowledge of the Canadian Charter of Rights and Ontario Human rights legislation. Both familiarity with the documents but also the history of their development and impact on Canadian public policy is ideal. Experience with other frameworks connected to issues of human rights, like employment equity would also fall under this area.

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* 10. Professional and Volunteer Experiences

- Work in Anti-racism/ Anti-Black Racism and Anti-Indigenous Racism  Demonstrates experience in working to advocate for or educate others around issues of equality, inclusion and human rights. This may be demonstrated in many ways, including personal lived-experience, professional experience, volunteer experience etc. Major asset is work around issues of racism faced by Indigenous peoples and people of African descent.  
 
- Work with Individuals Experiencing Systemic Barriers
Professional or volunteer experience working with populations who face barriers within the city of Toronto. It could include both front-line experience and work in a management or governance role. TPS recognizes that barriers to full participation and thriving in our society are impacted by the intersection of layers of our identities. Examples of prioritized communities facing barriers in Toronto includes youth, racialized populations, newcomers, Indigenous people, 2SLGBTQ+ people and individuals living within neighbourhood improvement areas.
  • Highlight familiarity or experiences in mental health, child welfare or criminal justice system, including lived experiences
- Work in Policy Development
A history of analyzing and developing social policy.  This could occur at any level of government (municipal, provincial or federal).  Policy work would typical be seen to have taken place as part of a role within the public service, but could also have taken place during work in foundations, academic institutions, advocacy groups or as a consultant.  A major asset is work around any policies pertaining to race or policing.

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* 11. Please assess your level of competency and experience for the areas of Knowledge and Expertise listed below, using the above scale.

"Excellent" -  Substantial knowledge base, combined with more than 5 years                            professional and/or volunteer experience
"Good" - Some knowledge base, combined with 2-5 years professional and/or
                  volunteer experience
"Average" - Knowledge base of an 'average person' combined with less than 2 years of professional and/or volunteer experience

Understanding of Governance and Strategic Expertise

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* 12. Understanding of Systems Change Management

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* 13. Understanding of Data Collection and Analysis

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* 14. Understandings of Systemic Racism

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* 15. Understanding of the Human Rights Code and Related Legislation

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* 16. Relevant Experiences

Please assess your level of experience working within the following areas based on the scale below.

“Expert"        5 years plus of professional and/or volunteer experience,
                       including roles that involved providing leadership or management
                       of teams working in this area.

"Competent "      2-5 years of work experience (including professional and
                              volunteer) in this area.

"Limited Experience"      0-1 year of work (including professional and
                                           volunteer) experience in this area, in a volunteer or
                                           entry level capacity.

"No Experience"     0 Work experience

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* 17. working in the field of Anti-Racism

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* 18. Work with Individuals Experiencing Barriers

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* 19. Work in Policy Development

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* 20. Demographic Information

What is the highest level of education you completed?

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* 21. What is your gender identity? (Select all that may apply; for example, Man and
Trans-gender)

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* 22. What is your age (in years)?

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* 23. What is your sexual orientation?

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* 24. Do you identify as First Nations, Métis and/or Inuit? (Select all that apply)

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* 25. What is your ethnic or cultural origin(s)?

For example, Canadian, Chinese, East Indian, English, Italian, Filipino, Scottish, Irish, Anishnaabe, Ojibway, Mi’kmaq, Cree, Haudenosaunee, Métis, Inuit, Portuguese, German, Polish, Dutch, French, Jamaican, Pakistani, Iranian, Sri Lankan, Korean, Ukrainian, Lebanese, Guyanese, Somali, Colombian, Jewish, etc.

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* 26. What is your religion or spiritual affiliation? (Select all that apply)

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* 27. Which race category best describes you? (Select all that apply for example, some people are considered “White,” “Black,” “East/Southeast Asian,” etc.

Which race category best describes you? (Select all that apply)

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* 28. A “disability” may be physical, mental (neurological), learning-related or sensory-related. Disabilities may include drug and alcohol dependencies, environmental sensitivities, as well as other conditions that impact your everyday life.

Disabilities can be permanent, temporary or recurring, common illnesses like a cold or flu are not considered disabilities. Based on the definition above, do you have a disability? (Select all the apply)

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* 29. Professional Experience

Please confirm the sectors you have worked in that you believe are relevant to this work.  Select all that apply:

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* 30. Please upload your Resume or CV(curriculum vitae) to your application (PDF or Microsoft Word Document accepted)

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