Human Rights Project

In September 2019, the Peel Regional Police committed to the seven key principles identified in the OHRC’s Policy on Eliminating Racial Profiling in Law Enforcement.

1. Acknowledgement: acknowledge reality of racial profiling, and impact on trust
2. Engagement: active and regular engagement
3. Policy Guidance: appropriate standards, guidelines, policies
4. Data Collection: demographic data to identify disparities
5. Monitoring and Accountability
6. Organizational Change: training, culture, hiring
7. Multi-Year Action Plan: anti-racism action plans with clear targets

View details on how we have implemented the recommendations for each principle.

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

The Peel Regional Police Human Rights Project Team has hosted a series of virtual community consultations. Topics included a Human Rights approach to artificial intelligence (AI) and facial recognition, as well as the Ontario Human Rights Commission's (OHRC) seven principles. 

*There are no upcoming community consultations scheduled at this time.

Registration Closed

The Anti-Racism Advisory Committee (ARAC) informs and advises 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.

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

If you have any questions, please contact us: ARAC@peelpolice.ca.

Meet Our Members

Co-Chair: Deborah Buchanan-Walford

Deborah 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.

Co-Chair: Arvind Krishendeholl

A strong advocate of community-based research, Arvind is currently a Doctoral Student in the Department of Political Science at the University of Toronto, Co-Chair of the Anti-Black Racism and Systemic Discrimination Collective of Peel, and sits as a Director for several community agencies in the Peel region. Combined with his research affiliations at the University of Toronto and Institute for Better Health where he explores Canadian politics, multiculturalism, healthcare, and public policy, Arvind’s work is characterized by a deep commitment to equity, inclusion, and social justice. In 2023, Arvind graduated with a Master of Public Administration in Policy Studies from the School of Policy Studies at Queen’s University and earned his Bachelor of Music in Political Science and Classical Music from McGill University in 2022.

Staff Liaison: 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.

Andria Barrett

Andria Barrett is an award-winning entrepreneur, speaker, and trainer.
She is a Community Advocate & founder of The Diversity Agency, a Speakers Bureau and Consulting firm in the GTA. Andria is the Chair of the DEI Committee at the Culinary Tourism Alliance. She sits on several boards & committees, including PACE (Project for the Advancement of Childhood Education) & Help A Girl Out (HAGO).

A strong believer in giving back to the community, Andria has been appointed Humber College’s Program Advisory Committee (PAC) member and mentors entrepreneurs.
She is frequently asked to judge entrepreneur competitions and has worked with Canadian SME, SheaMoisture & Canadian Mortgage Awards.

As a consultant, Andria has facilitated numerous workshops and presentations and has supported several of non-profits and businesses in connecting with the community and meaningful outreach. She is an Activator with SheEO/Coralus and a co-founder of the Banker Ladies Council.

Two years in a row, Canadian SME named her one of the Most Inspiring Women Entrepreneurs & Business Leaders, and in 2022 she was the winner of the Rotman Family Entrepreneur of the Year.

Madison Bertrand

Madison 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.

David Bosveld

David is a founder of the Black Education Fund, an organization dedicated to providing Black students with scholarships for post-secondary studies. David was the first elected President and served in various roles within CEP Local 6006, now known as UNIFOR. He also spent three years as the Organizing Director at Communications Workers of America (CWA-SCA Canada), advocating for workers in the media and communications sectors.
David is a community and workplace advocate dedicated to dismantling anti-Black racism, particularly in education and policing.
As a Coach and Board member with Peel Region Football, David connects directly with young people and supports their growth in the community and athletics. He also works directly with families and individuals who have been impacted by police violence. David is an active volunteer in his community and serves as President of his Condo Board. He serves on the Board of Directors for the charity Parents of Black Children.

Brittany Drummond

Born and raised in the Peel Region, Brittany has dedicated her career to making a tangible difference in the lives of marginalized, disadvantaged, and underprivileged individuals.
With a Degree in Criminal Justice and a background in Research Analytics, Brittany brings her knowledge and understanding of the changing landscape within society and the criminal justice system to advocate for those often underserved and overlooked. Additionally, Brittany’s forward-thinking mindset seeks to bring together and bridge stakeholder engagement to deploy concrete outcomes that will satisfy and address the evolving needs and rights of all individuals.

M. Christopher Hunter

M. Christopher Hunter is a long-time resident of Brampton. His experience encompasses Litigation, Personal Injury Law, Youth Criminal Justice Act, Provincial Offences Act, Project Management, Marketing Management, Strategic Planning, Resource Utilization, Revenue Growth, and Cost Reduction. He is a Senior Municipal Paralegal passionate about equality, education, history, and health. A Business Major & Bachelor of Arts graduate in Justice Studies from the University of Guelph Humber. The Founder & Chair of The Equality Diversity and Inclusion Committee within the Municipal Government Legislative Legal Services Division. A past board member of The Walnut Foundation and a champion /advocate for the underserved community. As a male Jamaican immigrant that grew up in the school system some 30+ years ago and went on to work in institutions that predominantly lacked people that looked like him. He recognized and lived with institutional biases and inequality firsthand. It has been his mission to improve upon what he grew up within. He believes that it starts with him. He believes he can positively impact lives with his mentorships, tutoring, and giving back to the community by joining an organization such as ARAC.

Sophia Jackson

Sophia Jackson, also known as SoJay, is a Canadian-born woman of Caribbean descent with a diverse range of experiences in various industries. Her journey, like many, has been shaped by all the significant events that have transpired over the last several years. Those circumstances created a perfect storm that prompted Sophia to shift her perspective and pivot in her life. Sophia integrates her distinctive perspective and emphasis on mental health and wellness into her company, Soulful Colour. Through her creations of colouring books, she delivers messages that advocate against oppression and racism, approaching them from a lens of inclusivity and equality. She also utilizes her experience as a Child and Youth care worker and licensed financial professional to support schools, corporations, and nonprofit spaces. Sophia is a multi-talented entrepreneur and connector passionate about positively impacting lives. Whether through her writing, speaking, singing, financial coaching, counselling, or connecting with trusted professionals, she seeks to make a difference and promote representation, diversity, equity, and inclusion, to make a meaningful impact on society.

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).

Nana Prempeh

Nana Prempeh has been a Brampton resident for over ten years and has dedicated his life to giving back to his community and working towards positive change. Nana is a third-year York University student majoring in Political Science and Anthropology. Recipient of the Peel Police Diversity Scholarship, Nana had worked towards inclusivity within his community by advocating for his fellow Black students within the Dufferin Peel Catholic District Board (DPCDSB). During his High School tenure, Nana worked towards the inclusivity of his student body by creating clubs such as Project Unknown with his dearest friend Rajvir Dhadda. A club formed to provide students with a platform to discuss significant societal issues, from Anti-Black racism, The Indian Farmer’s protests to #Stop Asian Hate. Nana has dedicated his time to engaging in interfaith dialogue within his former high school Cardinal Ambrozic and has worked towards shedding light on the ongoing issues of Anti Black Racism, Parent Alienation, and the Sikh Genocide.

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 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.

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: humanrights@peelpolice.ca