Addressing the myths of LPS hiring practices
Over the past few months, I have been engaged in several discussions locally, provincially and nationally about the recruitment of people from diverse backgrounds and the challenges agencies face in attracting applicants who are reflective of the communities we serve.
For cities in the prairie provinces, urban First Nations, Metis and Inuit (FNMI) are a large demographic in our cities and Lethbridge is no exception with the most recent version of the Round Street Report putting the population at 16 per cent — and I would suggest that number is low. The report indicates the FNMI community is followed by Japanese, Chinese, South Asian and Latin American communities, all of whom deserve to be reflected in the public services.
The Lethbridge Police Service is committed to inclusion and diversity, but without a scientific or academic study in hand (for now) we’ve had to rely on anecdotal evidence as to why people of diverse backgrounds are not applying. It has been disappointing to hear the stories and it is apparent there are some common myths and misperceptions.
Myth #1 — The LPS only hires Criminal Justice (CJ) students out of Lethbridge College.
While we do enjoy a long history with Lethbridge College, we do not exclusively hire LC grads. In fact we recognize diverse, life experience is just as important as diversity itself. Police officers come from many different backgrounds. Some of our officers have CJ diplomas or criminology degrees but we have many who worked a trade (electrician, auto mechanic, carpenter to name a few) and many more who acquired degrees in subjects other than criminology and worked in the private sector and other public sectors. We have members who went to the military right out of high school and then into policing, as well as members who were professional truck drivers, factory workers and worked in agriculture. So if you have ever thought about a career in policing but you are in another line of work — never give up the dream. The experience you bring helps law enforcement apply new ways of thinking to a profession that has traditionally been slow to change.
Myth #2 — I have to be 6’2” and be able to bench press 400 pounds
While there are some physical fitness standards, in no way are they insurmountable. With regular training, they are very achievable for anybody with the desire to get into policing. There was a height standard in policing decades ago but it was eliminated. The part about benching 400 pounds is a leftover myth of the olden days where police did a lot of hands-on work that required physical strength to deal with ornery drunks and bar patrons. Society has greatly changed and the techniques, tools and tactics in policing have evolved. I do not consider myself to have been around too long but I can tell you in my 27 years it has shifted dramatically.
Critical thinking, the ability to analyze, adapt QUICKLY and integrate multiple disciplines coupled with the use of better equipment and technology take priority over physical stature. As a colleague at the end of his policing career recently told me, “it’s the muscle sitting on top of your shoulders, not the two hanging from your shoulders that is important nowadays.”
Myth #3 — You have to have a family member that was with LPS to get hired
I have heard this myth across the country. The correct term for the practice is nepotism and it is definitely a myth. There is no doubt that policing does produce many people from successive generations as there will always be the daughters and sons of serving officers who want to follow a parent’s career path — I would suggest the same can be said for many careers — but lineage does not guarantee employment. Everyone has to undergo the same testing and screening and all have an equal opportunity.
Myth #4 — The police will never look at me because of my (insert black sheep relative here)
There is an old adage, “you can pick your friends but you can’t pick your family.” That is a fact of life. Police services do have a duty to conduct a background check, but there has to be reasonableness to the process. I have had people with clean records tell me they are afraid to apply because a family member has several impaired driving convictions. We cannot judge candidates by the actions of others. Potential recruits deserve a chance to be assessed on their own merits. This is a challenge for many police services but as Chiefs we are alive to it and are committed to addressing it.
Myth #5 — The Lethbridge Police Service doesn’t hire (fill in cultural group here)
This is the point of this whole article. We do and we want to hire more people from diverse backgrounds to be reflective of the diversity in Lethbridge. The Police Service and the City of Lethbridge are equal opportunity employers and we remain committed to employing people from diverse backgrounds. This commitment is a two-way relationships. We are committed to improving diversity but we need people from diverse backgrounds to give policing serious consideration as a career.
I started policing when there were very few FNMI people in the profession. I completely understand the apprehension and nervousness involved in trying a career that has a sometimes negative history. I appreciate when new Canadians tell me of their experience with the police in other countries, but I firmly believe the only way the police or any public agency can grow, learn and flourish is through change on the inside.
As the baby boom walks out the door in policing and many other public services, the time is right for us to become more inclusive and reflective of the communities we serve. Should you hear of any recruiting fairs or information opportunities for careers in policing or any public service job, I encourage you to attend and ask lots of questions. If you want it, chase it, become it and be the change inside that makes our public services even better.