NATIONAL PLEDGE
FOR CULTURAL AND
SYSTEMIC CHANGE
IN POLICING
This pledge is rooted in the lived experiences of over 100 members across Canadian police services, and is supported by emerging national research. It responds directly to what women and allies told us they need to stay, lead, and thrive. It is not just a commitment to inclusion, it is a framework for building a stronger, more sustainable, and more accountable future for Canadian policing
We, the undersigned, commit to building a modern, inclusive, and accountable policing profession in Canada. We recognize that the policing profession has not equitably served or reflected the full diversity of its members or the communities it protects. Women and other equity-deserving groups continue to face barriers to entry, retention, advancement, and belonging, challenges rooted not just in representation, but in systems and culture.
30Forward is a National Canadian Framework for cultural and systemic change, anchored in lived experience, backed by evidence, and sustained by measurable action. We pledge to advance this transformation through inclusive recruitment, intentional retention, transparent accountability, and a shared commitment to cultural health.
This is more than a statement of values. It is a daily commitment to building a profession where all members, across every rank, role, and life stage, can thrive.
WE COMMIT TO IMPLEMENTATION MEASURES AS OUTLINED
Representation & Recruitment – We will:
- Track and share annual data on gender and intersectional identity across all ranks and units.
- Monitor recruitment, specialty assignments, and promotion outcomes.
- Include diverse women from across roles and ranks in outreach efforts.
- Highlight underrepresented policing career paths and supportive policies in recruitment messaging.
- Participate in national 30Forward learning and benchmarking opportunities.
Retention, Wellness & Family Support – We will:
- Conduct workplace culture and psychological safety surveys to identify gaps and guide actions.
- Offer reintegration supports following parental leave, medical leave, or life-stage transitions.
- Provide equitable access to flexible schedules, wellness programs, and modified duties.
- Recognize and accommodate women’s health needs (e.g., menopause, fertility, caregiving).
Mentorship & Leadership Development – We will:
- Contribute to or establish structured, cross-service mentorship networks.
- Include diverse formats: peer, lateral, reverse, and identity-based mentorship.
- Train mentors and mentees to ensure mutual accountability and alignment.
- Track and evaluate mentorship program outcomes.
- Ensure both sworn and civilian members have equitable access to leadership development.
Allyship & Inclusive Culture – We will:
- Embed allyship, cultural humility, and inclusion in all leadership training and promotion criteria.
- Recognize informal allyship and share best practices across services.
- Provide real-life case studies and skills-based training on inclusive behaviours.
- Surface and address internalized competition or gatekeeping through dialogue and development.
- Empower frontline supervisors to model inclusion and create psychologically safe teams.
Policy & System Reform – We will:
- Review key HR policies annually for equity impact, including recruitment, discipline, and promotion.
- Incorporate lived experience and external consultation into all policy reform efforts.
- Share policies and templates for progressive supports (e.g., return-to-work, menopause, equity leave) via the 30Forward Hub.
- Engage external and civilian partners in evaluating and improving cultural health.
Accountability & Measurement – We will:
- Submit anonymized annual progress data to 30Forward for national benchmarking.
- Use both quantitative (e.g., demographics, advancement) and qualitative
(e.g., survey insights, exit data) metrics. - Involve police boards and associations in oversight and strategic review.
- Measure engagement in 30Forward programs
(e.g., mentorship, resource hub, training) as indicators of commitment. - Publicly share progress and key learnings as part of a national reporting framework.
IN ACCORDANCE WITH 30FORWARD WE COMMIT TO:
RECRUIT
a more diverse and representative workforce, especially women and underrepresented groups.
RETAIN AND SUPPORT
members through key life and career transitions.
ADVANCE
inclusive leadership, succession planning, and professional development at all levels.
FOSTER A CULTURE OF
mentorship, allyship, wellness, and psychological safety.
MEASURE OUR PROGRESS
transparently, share what we learn, and remain accountable to our people and communities.
30FORWARD IS NOT ABOUT LOWERING STANDARDS. IT IS ABOUT RAISING EXPECTATIONS FOR LEADERSHIP, FOR SYSTEMS, AND FOR CULTURE.
It is a pledge to build a profession where excellence and inclusion go hand in hand; where members are supported not just to enter, but to grow, lead, and leave the profession better than they found it. Together, we commit to act, with purpose, transparency, and accountability, toward a stronger, more modern future for Canadian policing