Historically, relations between the GBLT community and Law Enforcement services have not been friendly, as police were used by politicians to persecute a minority which (at the time) was not protected by human rights laws. While most police services in Canada have changed and are more open and responsive to the needs of the GBLT community, it’s understandable some people might think the police engage in profiling for gay men; these people might assert the police don’t care about gay bashing and might even make fun of “fags and dykes”.
Yet times have changed; like any modern service-based organization, the Calgary Police Service (CPS) is cognizant Calgary has become more cosmopolitan and open to people of different races, creeds, and sexual orientations.
Constable Lynn MacDonald has been a member of the Diversity Resources Unit for the past 2 years, and a member of the Service for 14 years. She told us the average CPS constable is exposed to training on how to effectively relate to the varied communities in Calgary. “Every officer that gets hired - while they are in recruit training - they all go through a series of diversity training.” There are 13 portfolios; including aboriginal, seniors, and GBLT communities, for example. Every community has a liaison officer, and as part of their class duties, recruits are given assignments to research various groups (demographics, population, concerns that community has with the police – e.g. some cultures may have trust issues with the police). Within the GBLT component of diversity training, recruits research stereotypes and debunk them, they review crimes GBLT civilians face, and look at ways officers can be effective and sensitive to the community. Liaison officers will then discuss with the recruits past cases, areas where the service has done well and also things which could be done better (i.e. continuous improvement).
If you are unaware as to how the recruitment/selection process runs, you could suspect a few hours training might be inadequate for recruits who have a background that was not so diverse (e.g. small town, religious). Constable MacDonald reassured us an average recruit has gone through a six month process where he or she underwent a polygraph test, interviews, psychological testing, and background checks. She added “we’re not bringing on members that don’t have life experience already”. Furthermore, the CPS also has a full week diversity level II training for officers with more than 5 years experience on the force, making said training a continuous process for any peace officer.
Moreover, the engagement process with the GBLT community includes the Calgary police chief’s advisory board – 15 members who work to do education plans (most recently a campaign about gay bashing). Recent presentations for the CPS included a visiting police officer from the United Kingdom who is transsexual. Her presentation on the challenges an officer would face while transitioning prompted the CPS to consider rewriting their policies and offer education to their members on transsexuals; not just so they can be more effective in relating to the trans community, but also so the CPS can be sensitive to the needs of any officer who makes the decision to transition.
As well, besides keeping MacDonald busy being on virtually every board there is in our community (Fairy Tales, ARGRA, Apollo, PFLAG, and Pride to name a few) and networking with all community businesses, the CPS maintains a high profile at any GBLT events: “I set up a booth at all the functions…we had one at Pride, we had 3 vehicles in the Pride Parade this year, we had our mounted patrol, the chief spoke [at the Street Festival]…we are getting better at getting involved in the community.”
This is a no-brainer, since in today’s day and age, the CPS and our community overlap - there are several openly gay and lesbian police officers and the CPS has had same sex benefits since 1996.
180 kilometres north, it’s much the same with Edmonton’s Police service. For the past five years, Murray Billet has been one of Edmonton’s Police Commissioners. He’s gone to various recruit classes, and he can attest there are several high ranking openly gay officers on the force. Along with the diversity training, Edmonton’s Police service also sees officers regularly visiting the Pride Centre, full participation of the Police Service in the Pride parade, and recruitment officers attending various community events much like Calgary does.
Yet what happens if you encounter the police as a victim or a perpetrator, in a situation where your sexuality is clear to the officer (i.e. domestic dispute, or you’re in drag and get assaulted on the way to the bar)? The real test of the police force is how they treat our community in that vulnerable moment. Both Edmonton and Calgary police services outline the same responsibilities for their force: the officer is to conduct him/herself professionally, collect the evidence, process it correctly, and properly arrest whatever individual is indicated by that evidence. In fact, as Commissioner Billet discussed, even if a member of the Edmonton Police Service arrests you, you are still entitled to be treated with respect – for instance, officers can’t be calling you a “fag” as they cart you away. You can be found guilty of the crime you were arrested for, but the officer can face an investigation if it was found he was disrespectful, rude or homophobic. As for the Calgary Police Service, they take charges of homophobia against any officer seriously and will investigate. If you feel legitimately that your sexuality played into the behaviour of the officer – regardless of any criminal charges – you can still make a formal complaint.
What’s more, if you legitimately believe an officer did not behave professionally but think “the Thin Blue Line” will prevent other officers from investigating your complaint, Constable MacDonald can attest from her own experience working in the Professional Standards Section (often known as “Internal Affairs”) that this is not the case. Additionally, it is not solely police officers overseeing the CPS – much like in Edmonton, the Calgary Police Commission is the next level above the PSS and is made up of civilians. With her experience in PSS, MacDonald knows the officers there want a police force that is reputable; so the PSS will make officers on the force accountable. “The bottom line is that the service has a good reputation, great members working for it, and they want to keep that reputation because it makes our job easier working with the public. So people who say we’re just protecting our own, there’s nothing to support that.”
Besides having worked in the PSS, Constable MacDonald can confirm the legitimacy of their investigation processes as she was once subject to a PSS investigation. She confirms it is a stressful situation even if you know you are innocent (as in her case it was with an illegitimate complaint by a citizen against her). “We expect everyone else to be innocent until proven guilty, but we’ve got to be careful not to crucify every officer” where there is a question of a potential lapse of professional standards.
Without downplaying legitimate concerns, MacDonald admitted complaints do come in because people don’t understand how things work – as an example she described one safety related policy: for every one person, there are two officers. Consequently, if there is some kind of dispute involving four people, the CPS will send out eight officers. This may look like the police are raiding a crack house, but on the officers side, they don’t know if one or all four people could turn violent. They have policy manuals thicker than the Yellow Pages, so people need to understand if there is a situation (e.g. an arrest, a raid or some kind of investigation) there ultimately is some reason for it. Part of MacDonald’s job is to educate people on the CPS’s policies.
Expanding on that, while Constable MacDonald is proud to be part of a police service which speaks to and networks with our community, she does want to let us know it has got to be a two way street. When the police reach out to the community, or when a gay man or a lesbian needs to use the services of the police, it must be understood that there is a human being underneath the uniform. Sometimes a crime victim who is a member of the GBLT community will recount a less than pleasant encounter with a peace officer. This could happen where the constable was a bit brusque or not as sensitive as they would have liked. Constable MacDonald noted we should be aware you may be speaking, for instance, to someone who is at the end of their shift and who has earlier dealt with a suicide, a traffic fatality, and a domestic assault. Sometimes it does happen – an officer shuts down a bit from mental and emotional exhaustion. “As officers, we can be sensitive” MacDonald said, “…but as far as emotionally attached to calls, it’s hard for us to do that. That would take everything out of us for every call we go to…” The officer has to go into a situation with some sensitivity and professionalism, but ultimately they have a job to do – to investigate a crime which has happened. You may not want to discuss the officer’s behaviour at the time, but do follow up after the fact – either an informal or formal complaint, as outlined below.
It all adds up to the realisation that this is not your father’s police force, knowing the CPS and the EPS are responsive to complaints and suggestions for growth, and the comprehension you are dealing with a human (and therefore, sometimes imperfect) organisation. MacDonald noted “...the majority of police officers…are good police officers and obviously we’ll have some less talented officers as you will in any company,” yet the CPS is open to investigating complaints (and passing along commendations).
Finally, in the event you do feel that you have a legitimate complaint, know it will not fall on deaf ears. Obviously, whether you are a victim or a perpetrator, you should be respectful of the officer at the time of contact, but make note of the who, what, when, where and how of your encounter. Investigations can be either informal or formal. There are three options: Supervisor intervention, mediation, or a formal investigation. As Edmonton’s Commissioner Billet put it, “any time you get lousy service from a police officer for any reason, document it, get a badge or reg[istration] number, and take it to his superior officer, email the chief and commission and engage the process.” While an informal complaint may be sufficient to resolve any issues, if you have to take it a level further, know that both the Calgary and Edmonton Police Services are required by the Police Act to investigate all formal public complaints.
On the other hand, if you have had an experience with the Edmonton on Calgary Police Services or any of its members that you feel is worthy of compliment, you should ALSO let them know they were appreciated for their work in our community.
