The Human Rights Project is a collaborative undertaking by Peel Regional Police with the Ontario Human Rights Commission (OHRC) and the Peel Police Service Board to examine and address existing and longstanding discriminatory practices within the service.

In October 2020, Peel Regional Police committed to a human rights organizational change project with the OHRC by signing a Memorandum of Understanding to action recommendations, derived from seven key principles, on the basis of dismantling system inequities and discrimination, establishing accountability and transparency measures, and restoring trust and governance across all levels in policing throughout Peel region.

The proposed recommendations were founded upon seven principles identified in OHRC’s Policy on eliminating racial profiling in law enforcement, which include:

  1. Acknowledgement
  2. Engagement
  3. Policy guidance
  4. Data collection
  5. Monitoring and accountability
  6. Organizational change
  7. Multi-year action plan

On May 28, 2021, Deputy Chief A. Odoardi and Inspector J. Edwards provided the Peel Police Services Board with an overview of the Human Rights Project to reinforce and share Peel Regional Police’s commitment to addressing systemic racism in law enforcement. Watch the full presentation here.


What’s Next
Peel Regional Police is proactively working on OHRC’s recommendations and continuing to lay the groundwork to identify discriminatory practices and processes that exist within the system.
Below are a few key highlights and initiatives accomplished to date:
  • The Human rights project supported community-based calls to terminate the SRO program
  • Creation of Anti-Racism Advisory Committee
  • On-boarding of race-based data experts
  • On-boarding of anti-racism, crisis intervention and de-escalation training experts
  • Implementation of body worn cameras
  • Community consultation survey
  • Community engagement on the 7 Principles of the OHRC
  • Use of Force Report - On Aug. 26, 2022, Peel Regional Police released results of the 2021 Use of Force Report. View the full report here.

Upcoming /ongoing activities:

  • Continuation of community engagement – Seven principles of OHRC (Fall 2022)
  • Prioritize and finalize recommendations (Spring 2023)
  • Multi-Year action plan to deliver on the agreed upon recommendations (Spring/Summer 2023)
Community Engagement

Actively and regularly engaging with diverse and racialized communities to foster connections and strengthen partnerships is one of the seven key principles or calls to action set out by the OHRC to build long-lasting change.

Community survey findings
In 2021, Peel Regional Police released a community survey, which collected feedback on public’s perception and experiences with the police to help identify and address systemic racism in the service.
More than 1,100 individual responses were collected, which identified that the community is interested and concerned about in policing in Peel. The survey was conducted in collaboration with the OHRC and the Peel Regional Police Services Board. All parties had feedback to the questions asked, independently reviewed the data from the survey, and collaborated on the final report. Independent consultant, Dr. Akwasi Owusu-Bempah reviewed the findings.
The survey results provided valuable insights into how Peel residents view public interactions with police, including direction into changes we need to make to address systemic racism and build public trust, such as better training, diverse recruitment, hiring, accountability and other governance practices.
Click here to review the full report of the survey.
Click here to download the raw data from the community survey.
Upcoming community consultations

We're hosting a series of consultations to seek public input and establish consistent processes for collecting and sharing race and identity based data.

In-Person sessions will be held on: February 1, 7, 13, 21, 23, 28
Online sessions will be held on: February 2, 6, 15, 16, 22, 27
Registration is required to attend the sessions as seating is limited. To register, visit

All in-person sessions will be held at the Emil V. Kolb Centre, located at 180 Derry Road East, Mississauga. For online sessions, a meeting invitation link will be shared by email closer to the event date.

Anti-Racism Advisory Committee (ARAC)

The Peel Regional Police (PRP), Peel Police Services Board (PSB), and the Ontario Human Rights Commission (OHRC) are developing a comprehensive plan to identify and address systemic racism in Peel policing. At Peel Regional Police, we firmly believe that creating an inclusive society starts with taking actionable steps to dismantle systemic racism. The Anti-Racism Advisory Committee (ARAC) informs and advise Peel Regional Police Human Rights project as it addresses a number of commitments to action systemic racism in the Peel Police.

The ARAC is comprised of members who live and/or work in Brampton or Mississauga and who have diverse backgrounds and understanding of our community. To be effective, remain nimble, and efficient, ARAC is comprised of 12-21 members. The work of the ARAC is contributing to fair and equitable policing throughout Peel Region, making our community better for all.

Prior to completing the application, we encourage you to read the frequently asked questions (FAQ) and the Terms of Reference (ToR) to get a better understanding of the application process and what is expected of you as an ARAC member.

The application, along with competency expectations, will be available online and can be submitted from May 24, 2023 until June 4, 2023.

If you have any questions or are unable to complete the application form online, please contact us:

Apply Online


Application Process FAQ
What is the purpose of the Anti-Racism Committee (ARAC)?
The purpose of ARAC is to provide meaningful and thoughtful advice on the Human-Rights project undertaken by Peel Regional Police (PRP) to address systemic racism in the service. This includes advice and feedback on anti-racism practices and the impact of policing on diverse communities in the region, and on the implementation of finalized recommendations agreed with the Ontario Human Rights Commission within the boundaries of the Memorandum of Understanding (MOU). Reference the ARAC Terms of Reference for additional details.
Who should apply?
The ARAC values and encourages participation and input from all diverse voices in our region. We are seeking diversity of experiences and perspectives, as well as diversity in demographics such areas as gender, geographic representation, age, race, sexual orientation, ethno-cultural background, ability, etc.
What are the key considerations to be a successful candidate?
  • Live and/or work in Brampton or Mississauga for at least one continuous year;
  • Experience working with or interacting with Peel Police;
  • Over the age of 18;
  • Experience working or volunteering in an area that focuses on community well-being.
What are the timelines associated with the application process?
Application open: May 24, 2023
Application Close: June 4, 2023
Selection process: June 5, 2023 to June 14, 2023
Invitation to successful candidates: June 16, 2023
First meeting: June 21, 2023
How were the considerations and competency expectations on the ARAC application form created?
The initial content for the ARAC membership application was provided by the interim ARAC members. It was further refined with input from the Race-based data collection experts (Dr. Foster and Dr. Jacobs), interim ARAC representatives and, PRP.

Application Process

How does the selection process work?
Once the application submission process officially closes at 11:59 p.m. on June 4, 2023, PRP will send copies of all submissions to the selection committee for review. The selection committee will meet, review, and evaluate each application to select up to five (5) candidates.
How do I complete the application?
Applications must be fully completed online to be accepted (if you are unable to submit the application online, please contact us at ( for assistance. ARAC is committed to an inclusive, barrier-free selection process and work environment. We will accommodate the needs of applicants under the Accessibility for Ontarians with Disabilities Act (AODA) and Ontario Human Rights Code throughout all stages of the selection process. If you require assistance with the online application form or would like to discuss an alternative submission method, please contact at
How do I know if my application was received?
For an application to be considered "Completed in Full" you must see the "Thank You" screen, which is the last page of the online form. Upon completion of the application form, you will receive a notification email from the PRP’s Human Rights project advising you that your application was received.

What to Expect After Submitting Your Application

Who is on the selection team?
The selection team is as follows:

- Seven representatives from the Anti-Racism Advisory Committee

How will I be notified if I am successful?
Once the selection process is complete, all applicants will be notified via email. If you are selected to represent the Anti-Racism Advisory Committee, your term as a member will begin upon appointment and last for the duration of the Human Rights Project.
Will there be a background check if I am selected?
Background checks and open-source checks will be conducted for all successful applicants. However, we will not necessarily utilize any information to exclude selected applicants.
Do I need to submit a resume to be considered?
You are not required to submit a resume. We only require you to complete the application form provided. Please provide as much detail as possible in the text field to support your application.
How will the applicants be evaluated?
Evaluation will be based on what you bring to the table. The selection team will also endeavour to ensure that the composition of the Anti-Racism Advisory Committee, reflects the diversity of the community, including, for example, race, gender, disability, sexual orientation, etc.
Will I be paid for being on the committee?
This is an unpaid, voluntary position.
Where can I see the ARAC Terms of Reference (ToR)?
View the Terms of Reference.
Meet Our Members
Co-Chair: Alicia Ralph
Alicia Ralph Alicia Ralph is a lifelong resident of Peel, having resided in Mississauga and the Brampton area for over 30 years. She has an undergraduate degree in Sociology and a Master of Social Work from York University and is currently completing a Master of Health Management from McMaster University. She also has completed additional training in therapy from Wilfrid Laurier University as well as certificates in Human Rights from Osgoode Law School and Transformative Equity, Inclusion & Belonging Leadership from Humber college. She has worked in healthcare and education as a social worker. She currently works for the Hamilton Wentworth Catholic District School Board, as a System Equity Officer, focusing on systemic change to eradicate racism and discrimination for Students and Staff. She also sits on various community committees focusing on addressing anti- racism in education, mental health, and healthcare.
Co-Chair: Deborah Buchanan-Walford
Deborah Buchanan-WalfordDeborah Buchanan-Walford is a Jamaican-Canadian anti-racist high school educator who has been living in the Peel region for almost 10 years. Deborah is also a community activist and organizer, and has participated in various initiatives focusing on addressing anti-Black racism and intersectional oppression as well as improving public education. This includes working with the Ontario Alliance of Black School Educators (ONABSE), the Ontario Education Workers United grassroots organization and the Ontario Parent Action Network. Deborah’s overall focus is on contributing to an equitable, accessible society for everyone and especially Black, Indigenous and otherwise racialized people. Her interest in the Peel ARAC is to continue to do just that to the best of her ability.
Tehmina Asad
Tehmina Asad Tehmina is a Passionate Entrepreneur having over 10 years of experience in Entrepreneurship & Community Building. Tehmina is a Pakistani origin Muslim and a New Immigrant to Canada. Along with running her venture INSTA Foods she is currently doing a Fellowship with Acumen & Rockefeller Foundation. She volunteers with many International Organizations and run a Community of Women Entrepreneurs in Pakistan with over 8000 registered members. From her Volunteer work in Entrepreneurial Eco System for diversity and inclusion, to her focus on the environment by reducing Food Waste— everything Tehmina does speak to giving back, giving to community, giving to the world—and in many ways, her Entrepreneurial journey reflects her determination to create value for others through her work and business.
Madison Bertrand
Madison BertrandMadison is currently a Master of Social Work candidate and has lived and worked within the Region of Peel for the majority of her life. She received a Bachelor of Arts with Honours in Criminal Justice and Public Policy with a minor in Family and Child Studies from the University of Guelph, and had the opportunity to study Human Rights from a European perspective in Sweden. She also received a Certificate in Addictions and Mental Health from George Brown College, and has experience working within community education on substance use, the youth criminal justice system, child welfare services, and programming and recreation. Madison hopes to continue to advocate and support community members facing adversity—specifically relating to mental health and wellness, trauma informed care, and anti-oppressive and culturally relevant practices.
Sydney Butler
Sydney ButlerHR Professional | Founder, Speaker and Accessibility/Neurodiversity Consultant at Accessible Creates| Human Resources Consultant at InteractivePDF | They/Them Pronouns

It is my understanding that my professional purpose must be to ensure that everyone has the opportunity to be successful regardless of barriers in their way, and I must as a professional remove these barriers. A 2020 graduate from Sheridan College from the Honours of Bachelor of Business Administration-Human Resources program. I wrote AODA policies, practices and procedures for a non-profit organization and made sure they were compliant and were in the situation where they could better train their employees to work alongside and provide support to clients with disabilities.

I have since started speaking and consulting other companies on how to be more Accessible and Inclusive from a Human approach and how to empower and recruit more diverse individuals in an authentic manner at my company at Accessible Creates.

Jhonathan Calderon
Jhonathan CalderonJhonathan works with children and youth as a Youth Services Officer in the region of Peel. These services include behavior management, communication strategies, and play-based learning. Jhonathan is a proven visionary and strategic leader of a rehabilitative team that focuses on reducing recidivism through case management and reintegration plans.

Jhonathan received a BA in Psychology from York University and developed a strong devotion for community work involving mental health, crisis intervention and DE&I (Diversity, Equity, Inclusion). Through his work with families, children, and youth he has also gained an appreciation and understanding of the complexities of working within the social service field.

Jody Campbell

Jody Campbell Jody Campbell is a native to Peel and has been teaching with the Peel District School Board for the past 10 years. She received a BA from York University with a major in English and a minor in Caribbean Studies. Jody has developed a Girl’s Group for Black and racialized girls and a Black Students Alliance at her school.  She has a strong sense of devotion to overturning, disrupting, and dismantling the disproportionality and disparities in outcomes to Black and racialized student learning and well-being.

Kristen Cocev
Kristen Cocev Kristen Cocev spent almost a decade working with vulnerable populations and assisting persons in conflict with the law reintegrate into society through various positions held within the Federal Public Service.

Currently Kristen works as a Diversity and Inclusion Advisor. She is excited to bring her perspective and experiences to the advisory committee to assist the Human Rights Project to achieve their goals in addressing systemic racism.

Arjan Dhoot

Arjan Dhoot Arjan Dhoot is a senior medical student at the University of Toronto. He has resided in both Brampton and Mississauga, allowing him to understand the unique needs of both cities enforced by the Peel Regional Police Service. He is a co-founder of the 3D-PPE GTHA initiative and led the production of over 25,000 3D printed face shields for frontline workers across during the pandemic. He has also authored numerous peer-reviewed manuscripts, won many research awards, and has been invited to speak about his research at local, national, and international meetings. He is excited to contribute his expertise in research, lived experiences as a citizen of Peel region, and his experiences in healthcare to the Anti-Racism Advisory Committee.

Gord Gallimore

Gord Gallimore is a math teacher in the Peel District School Board for the past five years and for three years in Nova Scotia's Strait Regional School Board. His current role is with the OSSTF (Ontario Secondary School Teacher's Federation) Peel District Union as a Racism Reporting Officer, with the intention of disrupting and dismantling Anti-Black racism in the union and the board.

Gord completed his undergraduate degree at Acadia University, Bachelor of Education at StFX and recently completed his Masters of Education at StFX. He is also a part of a few committees that disrupt and dismantle anti-black racism such as DABRAC (Disrupting Anti-Black Racism Advisory Committee), BCCA (Black Canadian Coaches Association), ADYE (Ashton Dickson Youth Empowerment), YAIJ (Youth Alliance for Intersectional Justice) and the DPCDSB BCAC (Dufferin Peel Catholic District School Board Black Community Action Committee).

Ricky Gill
Ricky Gill Ricky Gill is a lifelong resident of Mississauga. He is a graduate of York University and the University of Windsor Faculty of Law. After being called to the Bar of Ontario he practiced law in Peel region. He is currently employed with the Government of Canada.
Mohammed Hashim
Mohammed Hashim Mohammed Hashim is a human rights expert, currently working within the Federal Public Sector.

Hashim has a strong dedication to public policy development in addressing systemic discrimination and has worked to create opportunities for marginalized communities through fellowships and community benefits agreements.

He is a member of the Board of Trustees of the United Way of Greater Toronto, and previously served as a Treasurer of the Board of Directors of the Urban Alliance on Race Relations and is a founding advisor of the Canadian Anti-Hate Network.

Nishat Kazmi
Nishat Kazmi Nishat Kazmi has a background in law and international development. He has worked with law firms and not-for-profits for over six years on issues such as international trade, human rights, sustainable development and climate change. Nishat is currently working for the Municipal Property Assessment Corporation and serves on the Board of Mississauga Community Legal Services (MCLS).
Sean Meagher
Sean Meagher Sean has worked as a community organizer in the social service sector across the GTA for over 30 years, supporting innovative initiatives in housing, settlement, health care, and access to justice. He has served as ED at the Social Planning Council, and a principle at Public Interest - a social enterprise developing community-based reproach and public policy reform work.
Robert Mitchell
Robert Mitchell In the 1980’s we came to the Peel/Brampton area to raise our children in a rich inclusive cultural environment that would afford them the opportunities to grow and foster without racial bias and with respect for all cultures. It has been my pleasure to work with members of the Peel Regional Police and their C.O.P.S. army cadet program for well over 20 years. I have received commendations from the Army Cadet League, Police Services Board, OPG and Canadian Blood Services. I hold multiple certifications in adult education, and environmental & occupational health and safety as well as several professional designations. My working career involved training young people in highly skilled, complex trades. My goal with this committee is to help identify and advance opportunities to ameliorate racism not only in PRP, but in all areas of our community. I look forward to contributing to the work of the ARAC.
Fae Samuels
Fae Samuels Dr. Samuels is a retired Principal of the Dufferin-Peel District School Board with over thirty years as an educator. Fae is a published author of, “How to Implement a Peer Mediation Program: Step by Step Instructions.” Fae has a plethora of qualifications and experience such as instructor in the Faculty of Peace and Conflict Studies at Conrad Grebel University, Waterloo where she taught Conflict Resolution in Schools and holds a Doctorate degree in Education (Conflict Resolution, OISE/UT), Master of Science (C.W. Post, Long Island University, N.Y.), the Supervisory Officers qualification (OISE/UT), and a Diploma in Special Education (York University). Her best-known programs are the implementation of Peer Mediation programs in Schools, Peer Mediation and the Justice System, how to make Peace with your Teenagers, and How to Re-culture a School. She trained participants in South Africa, Columbia, the Caribbean, United States, and Canada.
Melissa Toney
Melissa Toney Melissa Toney is the Senior Manager, Community Programs at the Responsible Gambling Council.
She has worked in the non-profit sector for 25 years, spending the majority of her career at the Region of Peel in various leadership roles. Melissa has extensive experience and expertise in community development, engagement and grant management with a focus on advocacy and capacity building. Her passion and commitment for serving her community through partnership development and support of collaborative networks has resulted in several successful initiatives across Peel Region.
Filita Visaya-Tiwari
Filita Visaya-Tiwari Filita Visaya-Tiwari is a long time resident of Mississauga. Through her company, Synergy Media Hub, she has supported many local businesses and women’s organizations such as GMEAN, Global Women’s Peace Conference and A Celebration of Women. She was featured in the Soulful Image magazine and was a guest speaker for women on the Rise.

As a mother of three teenagers, she is always trying to create balance and to make a difference. Filita’s personal mantra is: Change starts with me.

Patricia Williams
Patricia Williams Patricia was born and raised in Peel, and continues to reside here in the community she loves. She is an Advisor in the Health Services department at the Region of Peel. Over the last 7 years, she has worked in a number of roles supporting the Ontario Works program and the children’s services division in Peel. Patricia has extensive community-based experience in Peel having worked as a support worker in a group home for 10 years, as well as volunteering at Trillium Hospital and as a Big Sister with Big Brothers and Big Sisters. Patricia has a bachelor’s degree in sociology from York University, and a strong project management background.


ARAC Meeting Schedule
Coming Soon
Meeting Agenda and Minutes
Coming Soon




What is racial profiling?

The OHRC defines racial profiling as any act or omission related to actual or claimed reasons of safety, security or public protection, by an organization or individual in a position of authority, that results in greater scrutiny, lesser scrutiny or other negative treatment based on race, colour, ethnic origin, ancestry, religion, place of origin or related stereotypes.

Why was the policy on eliminating racial profiling in law enforcement created?

The OHRC’s 2017 consultation report, Under Suspicion, found that racial profiling is harmful, and has a profound negative impact on the everyday lives of Indigenous peoples, and Black and racialized communities.
The OHRC’s Policy on eliminating racial profiling in law enforcement, developed in 2019, builds on this earlier work by explaining the difference between racial profiling – which is prohibited under the code – and legitimate criminal profiling. It also offers guidance on emerging concepts such as racial under-policing and the use of predictive policing and other artificial intelligence tools. The policy outlines seven key principles for eliminating racial profiling and includes recommendations to law enforcement agencies, private security organizations, oversight bodies and government.

What are the seven key principles for governing positive change and human rights in law enforcement?

Acknowledgement: Substantively acknowledge the reality of racial profiling, including the impact it has on individual and community well-being and trust in law enforcement, and recognize the specific impact on Indigenous peoples and racialized communities and individuals
Engagement: Actively and regularly engage with diverse Indigenous peoples and racialized communities to obtain frank and open feedback on the lived experience of racial profiling and effective approaches to combatting it
Policy guidance: Adopt and implement all appropriate standards, guidelines, policies and strict directives to address and end racial profiling in law enforcement
Data collection: Collect and analyze race data to identify and reduce disparity, and to manage performance
Monitoring and accountability: Regularly monitor racial profiling, and set robust internal accountability mechanisms at the governance, management and operational levels
Organizational change: Implement multi-faceted organizational change (for example, in relation to training, culture, hiring, incentive structures, etc.), consistent with the OHRC’s guide, Human rights and policing: Creating and sustaining organizational change
Multi-year action plan: Form anti-racist action plans featuring initiatives geared toward achieving short-term and long-term targets for advancing all of these principles

Why are OHRC’s seven key principles being used as a framework to implement positive change in Peel Regional Police?

Under the code, police services have an obligation to the public and people they serve to ensure that service delivery is fair and free from discriminatory practices. The OHRC’s seven key principles are one of several important tools to ensure that this happens, and has already received substantial community support as reported in the PRP’s 2021 survey results on policing in Peel.

The OHRC has studied, investigated and litigated racial profiling and policing issues for over 30 years. For example, in 2003, the OHRC released Paying the Price: The human cost of racial profiling, which featured first-hand accounts of racial profiling and recommendations on how best to prevent it. In 2017, the OHRC published a report on racial profiling in Ontario followed by the launch of the policy on racial profiling in 2019.

In 2021, the OHRC released its Framework for change to address systemic racism in policing, which includes essential steps for eliminating discriminatory practices from policing across the province.

Does PRP acknowledge systemic racism exist?

Yes, the PRP has publicly acknowledged that systemic racism exists in its service and is detrimental to the well-being of community members and to the quality of policing.

Contact Us

We’re happy to answer any questions you may have!
If you’d like to learn more about the Human Rights Project, please contact us:





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