York Regional Police focuses on training and inclusion

York Regional Police supports employees who want to complete additional education through funding and other development opportunities.Supplied
When Regan Enwright applied for her first job at Aurora, Ont.-based York Regional Police (YRP) as a compensation benefits and scheduling rep, she was 21 years old and still completing a student co-op position. During the interview, she asked for career advice and quickly realized she’d come to the right place.
“Their answers were insightful and helpful,” she says. “And they were so patient while I finished my co-op. They gave me the time and worked with me, and I felt like they believed in me and really wanted me to work here.”
Those positive experiences continued through the onboarding process. “I was given every resource I needed to succeed,” Enwright says. “I was trained on the systems so I was properly set up and I had open communication with my supervisor, with check-ins and practice sessions where we would do things together and talk it out. I always had that support.”
Karin Larkan had a similar experience when she started in YRP’s mailroom as a summer intern 22 years ago. “I joke that the mailroom was one of the most influential roles I’ve had in terms of learning an organization’s structure,” says Larkan, now director of people services and talent acquisition. “I moved around in various jobs, and I was able to apply everything I’d learned when I made it into management.”
The organization supports staff development with a large training and education bureau. “There’s in-house training and certifications and opportunities to get external training to build your skills,” Larkan says. “And if you want to complete additional education, there are funds to support you in that.”
Formerly a front-line officer, Chi Bhatt is now an inspector on YRP’s professional leadership and inclusion team, and he’s proud of the organization’s development programs.
“Three years ago, we reimagined our entire leadership philosophy and made it more people-focused,” he says. “It’s based around a hire-to-retire leadership development program, so there are always development opportunities. You’re able to take on roles that help you feel fulfilled and have a real sense of belonging.”
Diversity, equity and inclusion is another important focus, and those principles are incorporated into all training. “We want to make sure our members have a level of knowledge on the issues facing equity-deserving groups, like racism and discrimination,” says Bhatt, who points to a mandatory course on addressing racism in policing and an open forum where members discuss equity and inclusion issues.
There are also staff-led internal support networks (ISNs). “They’re such a great resource,” Bhatt says. “They provide a space for members to connect and engage with each other, talk about things in or outside of the workplace that may be impacting them and be connected to a senior adviser who can help them navigate some of these challenges.”
Enwright was encouraged to join one of the networks soon after she started at YRP. “I was introduced to the Pride ISN, for members of LGBTQ+ community,” she says. “I went with a colleague and we started organizing events. I met colleagues I wouldn’t normally work with, and it expanded my knowledge of community partnerships and events and what they do to help communities that have been disadvantaged.”
Participating in the ISN built Enwright’s sense of comfort and belonging, and now that she works in talent acquisition, she wears her Pride pin when she talks to prospective employees. “I’ve done interviews with young students who recognize it, and it’s huge for them. It’s another way of letting them know that this is a place where they can feel like they belong.”
More from Canada’s Top Young People Employers
Advertising feature produced by Canada’s Top 100 Employers, a division of Mediacorp Canada Inc. The Globe and Mail’s editorial department was not involved.
link