Intermediate managers need to manage positive discussions amidst difference of opinions, encourage and promote team collaboration, discipline personnel moderately when needed, and respectfully maintain harmony in a diverse setting.
Skill to Organize a Diverse Workforce - The overall services of the personnel keep changing and the intermediate manager need to maintain in-depth knowledge regarding the legislation on employment standards, equity topics, harassment, pay equity and the charter of rights. This knowledge assists the intermediate manager to skilfully address the issues like sexual orientation, gender partialities and multicultural influences. It allows the intermediate manager to reward the employee's ideals and develop a collaborative workforce for optimal productivity.
Skills to Organize a Diverse Workforce
As mentioned above, Caleb Roy facilitated and assisted in a complaint from A/Cst Michelle Tomko, who complained about the unjustified treatment by the supervisors of the Central Division Auxiliary Supervisors. She thought that they restricted from her being a member of the gay community. Caleb Roy held a meeting with the three Supervisors. As consequence, an apology was given and it was accepted by A/Cst Tomko. Later, she asked for a transfer to the North Division that was accommodated.
As the active participant in several diversity initiatives, Caleb Roy stayed updated on legislation, evolving trends, and the issues related to the matter of inclusivity.
Caleb Roy was asked by the Cross Cultures, where he had previously volunteered for seven years, to represent WRPS at a Kitchener City Hall event. He had set up a booth and took the opportunity positively for interacting with the public and students.
Caleb Roy was the heading member of a small team that planned and set up the first WRPS cricket match with a local East Indian-Canadian cricket team in Waterloo Park. All these events helped in developing quality link between WRPS and the community. He trained the team that included the Chief Torigian and both Deputy Chiefs.
Caleb Roy was invited by Sgt Dean Smith from the Human Resources Branch for attending the cricket match regarding recruitment requirements. Many young individuals exhibited interest and aspired to become police officers with the Service. Later, Sgt Dean Smith held a session regarding the recruitment at the Headquarters and invited Caleb Roy to assist.
Caleb Roy received an email from an NCO and it was racist in nature. He discussed the content in the email and its offensiveness with Lee Fitzpatrick. He went on to meet the NCO and discussed the matter further. The NCO apologized for such offensive actions and the matter was closed.
S/Sgt Tom Matthews and Sgt Corey Thompson met Caleb Roy to assist an investigation regarding a complaint that they were managing with the Rohingya community in his Region. There were allegations of sexual attacks and extortions. The people from this community distrusted the police and witnesses did not want to cooperate. Caleb Roy was asked to assist numerous meetings and facilitate the investigation, because he spoke the native language of these community members. During this time, herecognized that the Service required members from this community for assisting the interpretations. Caleb Roy could convince seven members from the Rohingya community for participated in the Interpreter Training and become WRPS Interpreters.
Caleb Roy attended the OACP diversity meeting with Lee Fitzpatrick in Toronto for network building and shared information with officers from distinct Services.
The Sikh Temple on Highland Road reported infightings among the members on the Board for financial matters. Sgt Don Scott and Cst Sean Mackinzie called Caleb Roy for assistance while dealing with such a disturbance at the Temple. He was also approached by the Sikh members of the Temple for advising and resolving the matter. After numerous discussions with the investigating officers and Sikh members of the Temple, the assault charges were placed and other parties involved at the Temple were warned about their behavior.
Diversity exists as a core value in the Service; Caleb Roy believed that the Service must exhibit such values to the community that they served. He met an old and he expressed keen interest in policing. Amar Rajansansi was afresh graduate from Law School and was preparing to apply for the Peel Regional Police as his cousin was working there. Caleb Roy could convince Rajasansi for applying to WRPS. He gave all the relevant information and data that he needed. Rajasansi later became a Constable.
