York Regional Police prioritizes growth and health
Chi Bhatt was four years into his medical science degree when his path suddenly changed. “I realized medicine wasn’t for me,” he says. “My dream as a child was to be a police officer, so I made a decision that was probably a shock for my parents and switched.” Bhatt joined Aurora, Ont.-based York Regional Police (YRP) 18 years ago and has never looked back.
He worked as a front-line officer, and in investigations, major collisions, training and education, and road safety before becoming an inspector on YRP’s professional leadership and inclusion team.
“It’s been incredible,” he says. “There are so many career opportunities at YRP and a roadmap for members to chart their development as they move through the organization. You can really take ownership of your career.”
Policing is unusual in that people often spend their entire careers at one organization. “Knowing that, YRP has invested heavily in leadership development,” Bhatt says. “We worked to develop our people-first leadership philosophy, and built a program to support it.”
Two years ago, YRP partnered with the Schulich Executive Education Centre at nearby York University to create a multi-faceted leadership training program with different streams for people at different positions.
“It was customized to make sure we are developing leaders who put people first,” Bhatt says. “Once they complete the program, they’re able to apply those skills in the workplace and have a contagious effect on others. It really helps to build our talent pipeline.”
Jenna Vitale started at YRP as a 911 operator and recently took advantage of an opportunity to work on the modernization of 911 technology as a Next Generation 911 systems specialist. “I wanted this role so I could help our people and provide insight into decisions that impact them,” she says.
Searching for a way to increase her knowledge of the 911 system, Vitale found a program providing certification for emergency number professionals and asked if she could apply.
“It was literally a part-time job for almost a year, and YRP funded the certification and all the textbooks and materials,” she says. “It was stressful to learn the new technology and also deal with emergency calls, but YRP fully supported me.”
Vitale also appreciates the flexibility she was given when she came back after her maternity leave. “YRP offers job sharing, so I was able to alter my shifts and coordinate my schedule with my husband, a police officer with another service,” she says. “It made such a difference to my home life and transition back to work, and I can’t thank the organization enough for that.”
YRP has a robust wellness program with six on-site clinicians to support members’ physical, mental, social and spiritual health. “We’ve invested in our people with respect to health and well-being,” Bhatt says. “That’s something that really sets us apart.”
Bhatt’s role also includes implementing initiatives to make YRP more inclusive. “It’s when we are equitable and inclusive that our members feel a sense of belonging and have that commitment to the organization,” he says.
So, YRP partnered with human rights experts and community members on a mandatory course called Addressing Racism in Policing and established a forum where members can talk about equity issues as well as several employee-led internal support networks.
“It’s our responsibility as an organization to look at ourselves and see where barriers exist,” Bhatt says. “We’re partnering with Toronto Metropolitan University on an organization-wide equity audit. The idea is to identify the barriers our members face in employment practices and service delivery and address them.”
York Regional Police focuses on training and inclusion
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 inhouse 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.”