The RCMP is committed to providing a safe and respectful work environment, free of discrimination, and harassment. However -- as with any large organization -- conflicts can arise.
In February 2013, the Civilian Review and Complaints Commission (CRCC) for the RCMP (then known as the Commission for Public Complaints Against the RCMP) published a report titled: Public Interest Investigation Report into Issues of Workplace Harassment within the Royal Canadian Mounted Police. The RCMP was pleased that the CRCC's investigation concluded that harassment is not systemic within the organization. It also noted that sexual harassment accounted for 4% of complaints. These numbers are in line with the RCMP's own findings. The RCMP receives approximately 150 harassment complaints a year, representing approximately 0.5 per cent of all employees. Of these, just over three per cent are for sexual harassment.
Though incidence rates of harassment are low, one case is too many. The RCMP is continually striving to improve in order to provide a safe and respectful work environment for its employees. One that is free of discrimination, offensive behaviour and harassment.
The CRCC made 11 recommendations to help support the RCMP in providing a respectful workplace for our employees; each of these recommendations is a building block towards a long term solution.
The RCMP has advanced many of the same ideas that have been brought forward by the CRCC, including a new streamlined harassment investigation and resolution process and the development of service standards for the management of harassment complaints.
Also released in 2013, Gender and Respect - The RCMP Action Plan, continues to support positive courses of action including:
Following are some of the concrete steps we have taken as we work towards building a more respectful workplace.
On November 28, 2014 the Enhancing Royal Canadian Mounted Police Accountability Act came into force allowing the nearly 30 year old RCMP Act to be updated. In support of the new Act, several of the RCMP's human resource management processes, policies and procedures were updated, including the investigation and resolution of harassment complaints.
The amendments to the RCMP Act facilitate a more timely and effective prevention, investigation and resolution of harassment issues.
Key changes include:
In support of the amended RCMP Act, the RCMP has developed a new Code of Conduct for members that is reflective of Canadians' expectations of its national police service and its members, as well as a Code of Conduct for public service employees, both of which specifically identify harassment as a contravention of the Code.
This internal guide helps employees in the analysis of a situation they believe may be workplace harassment. One of the items it emphasizes is the importance of addressing workplace conflict at the onset -- before it becomes harassment -- by notifying the other party of the offensive behaviour and utilizing the early resolution process to resolve the conflict.
Members are required to read a harassment awareness briefing prior to meeting with their manager for their annual performance assessment to ensure they understand it and, if not, take the opportunity to raise any questions or concerns they have around harassment.
In November 2014, the RCMP implemented new service standards for the investigation and resolution of harassment complaints. The standards identify the time frames to guide those involved in the process, so as to reduce the average processing time and meet the one year timeline established by Treasury Board Secretariat.
Also in November 2014, the RCMP implemented new internal policy: Investigation and Resolution of Harassment Complaints. The new policy provides more clarity in the language and is better aligned with Treasury Board's harassment policy which took effect on October 1, 2012.
The process has created a single, streamlined approach to dealing with harassment complaints.
In December 2013, the RCMP created the Workplace Reporting System, which is a centralized reporting process for employees who are seeking advice on, or raising awareness of, workplace issues. The Workplace Reporting System provides employees with an alternative avenue to report incidents or issues of concern when they are unsure where to go, or when established reporting methods are not appropriate or possible.
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