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Inclusive governance goes beyond checking boxes on representation. In today’s policing landscape, it means building a workplace that reflects the whole community. Race, gender, lived experiences, age, ability, culture, socioeconomic background, and the many intersecting identities and perspectives that shape how people experience safety and policing are included in what it means for the London Police Service (LPS) to be reflective of the community.
We ask: Are the board’s structures, policies, and priorities designed to recognize and serve everyone equitably? This will require building processes that are transparent, consultative, and responsive to the broad spectrum of community needs.
The London Police Service Board (Board) has recently committed to developing a Governance Diversity Plan under Section 37 of the Community Safety and Policing Act (CSPA) to establish a Diversity Plan to ensure the police service’s workforce reflects the community’s diversity.
CSPA Requirements Strategic Plan and Diversity Plan Report 2025
We aim to adopt this plan as part of our greater commitment to the community and to our members.
- Governance-Level Foundation: The framework will set high-level expectations for equity, diversity, and inclusion, ensuring these values are woven into board policies and strategic direction.
- Complement to Operations: The framework is designed to guide and complement the operational Equity, Diversity, and Inclusion (EDI) Plan currently being developed by the London Police Service. The Board will focus on accountability and oversight, while the Service leads frontline implementation.
- Community Engagement: Public input is central. In addition to the extensive community consultations the LPS is undergoing in developing its EDI Plan, the Board has committed to launching broad consultations, supported by targeted outreach, so voices across the city can be heard in the development of the next Strategic Plan. This includes ensuring that voices across the community are actively heard in shaping our vision.
- Transparency and Accountability: Progress on LPS EDI initiatives will be communicated publicly, reinforcing the principle that inclusive governance is not a one-time exercise, but an ongoing commitment to openness and improvement.
Leading by Example
This is what inclusive governance looks like in 2025: police oversight and leadership that reflect, respect, and represent all facets of the community.
Stay Involved: As our Plan takes shape, the Board invites community members to share feedback, ideas, and perspectives at www.lpsb.ca or by contacting the Board directly at lpsb@lpsb.ca
The London Police Service Board (LPSB) has adopted a Critical Points Policy as a significant step toward strengthening police governance and public accountability.
As the London Police Service Board (the Board) begins the critical work of shaping our next Strategic Plan, we will ensure that this process is both thoughtful and inclusive.
Attending a Board meeting is an excellent way to stay informed, and to better understand how policing is shaped at the governance level.
The London Police Service (LPS) has formally taken the 30 Forward pledge, joining a growing network of agencies committed to equity, fairness, and stronger public service. On May 5, 2025, the LPS launched its public campaign in support of 30 Forward continuing efforts to remove barriers for women in policing through improved data collection, enhanced community outreach, and increased internal engagement.
