Yes, the EDI action plan was tabled in February in front of our board. It is an evergreen plan, meaning that we've taken what we believe are the top 10 most impactful activities that we can do to address overall equity, diversity and inclusion.
To be clear, that is to ensure that within our police service all of our members are treated with respect and dignity and are able to work in a harassment-free environment; that we address systemic bullying, workplace mobbing, harassment and sexual harassment; and that we provide a safe, healthy and well environment for our members to then be psychologically, emotionally and physically capable of going out and serving in a very diverse and pluralistic community.
The EDI action plan, like almost everything in policing, got waylaid by this giant thing called COVID, but despite that, we have continued to make advancements against those top 10 priorities. We have significantly accomplished three of them, which includes creating the infrastructure.
As Dale McFee talked about, we have created an EDI team and a respect, ethics and values unit within my office, where they have direct access to the office of the chief, the resources, the influence and the power to address the equitable activities of our service to our members, as well as to our community. This includes a strategy around anti-black racism, anti-indigenous racism and systemic racism in the way that I described in my presentation, those three points being used by the Ontario Human Rights Commission in terms of addressing systemic issues within policing.
A lot of work has been done in a short period of time despite other challenges, but we have a lot more work to do.