Anti Black Racism Flashcards
Superintendent Stacy Clarke is the Unit Commander of the Community Partnerships and Engagement Unit.
Stacy’s diverse policing career has included working in primary and community response units, intelligence, homicide, criminal investigative bureau and the Toronto Police College. She is known for implementing the Province’s Street Check Legislation and Co-chairing the Police and Community Engagement Review (PACER 2.0) Committee. She is also a past Service representative on the Board’s Anti-Racism Advisory Panel (ARAP).
SERGEANT IAN SEARLES – NEIGHBOURHOOD OFFICER, 55 DIVISION (TPS REPRESENTATIVE)
Anti racism advisory panel ARAP
. Reach out to him for parade
INSPECTOR ISHMAIL MUSAH (TPS REPRESENTATIVE)
You know him also
ANTI-RACISM ADVISORY PANEL (ARAP)
In April 2018, as a result of a recommendation made by the jury at the Inquest into the Death of Andrew Loku, the Toronto Police Services Board established an Anti-Racism Advisory Panel (ARAP).
Over the next two years, ARAP was involved in a number of important issues, including assisting in the drafting of a new Race-Based Data Collection, Analysis and Public Reporting Policy for the Board and the development of a framework to monitor the implementation of the recommendations made by the jury in the inquest into the death of Andrew Loku. At its meeting of August 18, 2020, the Board approved ARAP’s “Recommended Monitoring Framework for the Implementation of the Recommendations Arising from the Inquest into the Death of Andrew Loku,” concluding the inaugural mandate of ARAP.
At the same meeting, the Board approved 81 recommendations related to police reform that put into place a roadmap for comprehensive policing reform and include building new community safety response models, initiatives to address systemic racism and concrete steps to improve trust with our communities. In addition, a number of recommendations focused on ARAP directly, including a recommendation making ARAP permanent and building in certain requirements to its structure, and a recommendation naming its new Co-Chairs, Ainsworth Morgan and Anthony Morgan.
MEMBERSHIP
At its meeting of February 25, 2021, the Board approved the membership of ARAP
Background / Purpose:
Establishment of ARAP
In April 2018, as a result of a recommendation made by the jury at the Inquest into the Death of Andrew Loku, the Toronto Police Services Board established an Anti-Racism Advisory Panel (ARAP). (Min. No. P62/18 refers)
Over the next two years, ARAP was involved in a number of important issues, and at its meeting of August 18, 2020, the Board approved ARAP’s “Recommended Monitoring Framework for the Implementation of the Recommendations Arising from the Inquest into the Death of Andrew Loku,” concluding the inaugural mandate of ARAP.
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Anti-Racism Advisory Panel – Membership Recommendations
Mandate and Membership
At the same meeting, the Board approved 81 recommendations related to police reform that put into place a roadmap for comprehensive policing reform and include building new community safety response models, initiatives to address systemic racism and concrete steps to improve trust with our communities. In addition, a number of recommendations focused on ARAP directly, including a recommendation making ARAP permanent and building in certain requirements to its structure, and a recommendation naming us as its new Co-Chairs. ARAP will be mandated to advise and support the Board in relation to policing and racism, anti-Black racism and anti-Indigenous racism, in a number of important areas.
Discussion:
Community Member Selection
In November 2020, the Board began a recruitment and selection process for the new membership of ARAP. We sought membership from a cross-section of sectors, representing a vast span of expertise, experience and perspectives.
In particular, we noted that every member of ARAP should possess skills in the following areas:
• Analytical and Critical Thinking
• Interpersonal Communications
• Governance Expertise
• Commitment to ARAP’s mandate
In addition, we identified some specific expertise that we would like one or more members to possess as follows: (it should be noted that it was not expected that all members will have expertise in all areas)
• Anti-racism and Anti-Black Racism Expertise
• Anti-Indigenous Racism Expertise
• Understanding of Toronto City Council’s Action Plan to Confront Anti-Black Racism
• Data Analysis Expertise
• Budget Analysis Expertise
• Familiarity with Andrew Loku Inquest
• Mental Health and Addictions Expertise
Individuals wishing to apply for membership on ARAP were required to provide a resume and to complete an application form, comprised of a series of questions about the applicant’s experience and background, including the level and nature of expertise the applicant has, the applicant’s background and relevant community experience. An emphasis was placed on applicants with a background in anti-racism,
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addition, we identified some specific expertise that we would like one or more members to possess as follows: (it should be noted that it was not expected that all members will have expertise in all areas)
•
Anti-racism and Anti-Black Racism Expertise
• Anti-Indigenous Racism Expertise
• Understanding of Toronto City Council’s Action Plan to Confront Anti-Black Racism
• Data Analysis Expertise
• Budget Analysis Expertise
• Familiarity with Andrew Loku Inquest
• Mental Health and Addictions Expertise
Individuals wishing to apply for membership on ARAP were required to provide a resume and to complete an application form, comprised of a series of questions about the applicant’s experience and background, including the level and nature of expertise the applicant has, the applicant’s background and relevant community experience. An emphasis was placed on applicants with a
Service Member Selection
We also corresponded with Chief James Ramer who named the following four Toronto Police Service representatives to serve on ARAP:
•
Staff Superintendent Kim Yeandle • A/Superintendent Stacy Clarke • Manager Ian Williams • Sergeant Bonnie Estwick It should be noted that the Service representatives on ARAP may change from time to time. Commencement of ARAP Meetings
It is anticipated that ARAP will meet every two months, and as needed. It is anticipated that the first meeting of ARAP will be held in March 2021.
We look forward to continuing this important initiative and will update the Board as its work progresses.
Conclusion:
Therefore, it is recommended that the Board approve the individuals listed in this report, both the community members and the Service representatives, to co
Caribbean African Canadian Social Services
(Speak to this also re being in the Community)
This is one of many
https://cafcan.org/ 416-740-1056
CAFCAN provides culturally appropriate social services that enrich the lives of the African, Caribbean and Diaspora (ACD) communities in the Greater Toronto Area.
Stacy’s diverse policing career has included working in primary and community response units, intelligence, homicide, criminal investigative bureau and the Toronto Police College.
She is known for implementing the Province’s Street Check Legislation and Co-chairing the Police and Community Engagement Review (PACER 2.0) Committee. She is also a past Service representative on the Board’s Anti-Racism Advisory Panel (ARAP).
Manager Ian Williams
Ian Williams is the Manager of Analytic
Between 2013 to 2017 a black person toronto is nearly 20 times more likely than a white person To be investigated and/or arrested by police
Despite making up only 8.8% of toronto’s population from the Ontario human rights commission data and the special investigations unit, shows a Black people are over it represented in use of force cases 28.8% shootings 36% deadly and counters 61.5% and fatal shootings 70%.
Black men make up 4.1% of trials population yeah or complain it’s in a quarter of SIU case is alleging sexual assault by TPS officers.

Micro aggressions
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I will reach out to the equity and inclusion unit
The Equity, Inclusion, and Human Rights Unit (EIHR) is designed to spearhead best practices in community policing to develop a world-class system, culture and practices for a progressive and modern Toronto Police Service.
Launched as part of The Way Forward, the EIHR Unit is supporting the Service’s ambitious modernization efforts through a wide array of progressive initiatives. Guided by a team of subject matter experts from across legal, academic, and equity and inclusion backgrounds, the EIHR Unit is furthering efforts to create a healthy, safe, and inclusive work environment within the Toronto Police Service, while building trust-based relationships with the communities it serves.
While the EIHR Unit will advance a wide range of equity and inclusion initiatives across the Service, its notable priority areas include: the Gender Diverse and Trans Inclusion Initiative; the Workplace Well-Being, Harassment and Discrimination Review; and the Race-Based Data Strategy.
In consultation with a broad and diverse range of community stakeholders, the EIHR Unit will ultimately craft a long-term Equity Strategy for the Toronto Police Service. This strategy will augment the significant efforts already underway to make the Service more inclusive, while providing a community-driven framework for future initiatives.
Learn more about the EIHR’s initiatives:
Gender Diverse and Trans Inclusion Initiative
Workplace Well-being, Harassment and Discrimination Review
Race-Based Data Strategy
For further information, contact:
E-mail: diversity@torontopolice.on.ca
Twitter: @TPS_Inclusion
In addition, every police division will undertake regular consultation with members of marginalized groups within the community.
This may include consultation and engagement with the Community Consultative Committees (CCC), particularly where concerns related to crime, public safety, or social disorder can reasonably be expected to have a disproportionate impact on members of one or more marginalized groups.
The Service operates CCC’s for (but not limited to) the following communities:
• Aboriginal
• Asia/Pacific
• Black
• Chinese
• French
• Lesbian, Gay, Bisexual, Trans, Queer and 2-Spirited
• Muslim
• Persons with Disabilities
04-18 Crime and Disorder Management - Appendix
