An audit of the makeup of the Ottawa Police Service (OPS) has found that less than 1/4 of sworn members within the service are women.
The OPS Gender Equality Review was part of a settlement between the Service and the Human Rights Tribunal of Ontario (HRTO), following a 2012 Human Rights Application made by a female officer.
The officer alleged she was facing discrimination, such as being denied training, job placement and promotion opportunities, based on her sex and family status, and maternity leaves.
The audit found women make up 23.4% of all sworn members within the Service. In addition, women are underrepresented in nearly all directorates of the service. Women made up only 11.4% of Emergency Operations members, and 26% of Patrol Services. Women were most represented in the Executive Services directorate at 40%.
Among ranks, women made up 24.2% of constables, 18% of Sergeants and Staff Sergeants, and 25% of Acting Sergeants and Acting Staff Sergeants.
42.3% of female sworn members were in a relationship with another member of the Ottawa Police Service, as opposed to 15.8% of men.
In a report tabled for the Ottawa Police Services Board Human Rights Committee, Police Chief Charles Bordeleau says, "The audit shows us that we still have significant work to do to ensure that our sworn members have equal opportunities to excel, be supported by the organization and to achieve their career goals."
Bordeleau says the OPS is making strides toward hiring more women, saying 27 of 106 new recruits were women, but adds, "simply recruiting more women into policing agencies is not sufficient."
"When senior leadership in any organization is dominated by men, this can set the tone for policies and practices where masculine stereotypes can influence job placement and promotion. This means women may not have access to the same opportunities as their male colleagues," Bordeleau says. "The audit found evidence that women are under-represented in our promotions, do not share in decision making, are adversely impacted by family status or maternity accommodations or needs, and that many have experienced inappropriate behaviour or comments aimed at their gender."
The HRTO settlement was divided into four phases. The first two phases, which are now complete, comprised analysis of the OPS 2012 Workforce Census to determine representation by gender and/or family status, and to conduct a gender audit. Phase 3, which must be completed by May 4, 2017, involves the development of new and/or amended policies or procedures that relate to job placement and promotions. Phase 4, which must be completed by November 4, 2017, comprises the implementation of Phase 3 results.