Social media posts – Colten Boushie
Issue:
In 2018, a media article reported on an unofficial RCMP Facebook group’s social media postings regarding the Colten Boushie trial verdict.
Proposed Response:
- Those comments were appalling and not reflective of the RCMP.
- Public trust is essential for the RCMP to effectively fulfil its mandate, and these kinds of comments understandably erode that trust.
- Members are expected be culturally sensitive and to act in accordance to the expectations to treat all Canadians without bias of race, colour, gender.
- The RCMP’s Bias-Free Policing policy is based on the principles of equality and non-discrimination.
- When concerns about offensive content believed to be written by an RCMP employee are brought forward, they are investigated and can lead to consequences pursuant to the Force’s Code of Conduct.
- In this regard, RCMP has initiated Code of Conduct investigations in the past based on inappropriate comments in third-party applications or on social networking sites and we will continue to do so when these situations arise.
- The RCMP is committed to a strengthened relationship with Indigenous peoples based on the recognition of rights, respect, cooperation and partnership.
- The RCMP recognizes that it has a long, sometimes difficult history with Indigenous communities in Canada.
- The RCMP is committed to positive change – which includes strengthening our vital relationships with Indigenous peoples.
Background:
In 2018, Media reported that a private Facebook page used by police officers across Canada showed offensive comments by a serving RCMP officer.
The Facebook post was not in alignment with the standards of the RCMP and the manner in which its employees are bound to conduct themselves. The Facebook group cited is not managed or administered by the RCMP. When concerns about disrespectful content believed to be written by an RCMP employee are brought forward, they are and will be investigated and addressed. The RCMP initiated Code of Conduct investigations in the past based on inappropriate comments in third-party applications or on social networking sites and will continue to do so when these situations arise.
Public trust is essential for the RCMP to effectively fulfill its mandate. As a result, RCMP employees are expected to conduct themselves in a manner that meets the rightfully high expectations of Canadians. Both on- and off-duty, members are required to behave in accordance with the Code of Conduct of the RCMP. A member’s use of the Internet for social networking is also subject to these standards. When using social networking, RCMP members must avoid compromising the integrity of the RCMP or portraying themselves or the organization in a disgraceful or discreditable manner.
Today, the RCMP serves more than 600 Indigenous communities across Canada. Serving Indigenous communities is a priority for the RCMP and we remain committed to improving the health and safety of the members of these communities.
Some aspects of the RCMP’s work, such as those in support of reconciliation, are a long-term commitment that will take place in the daily activities of the RCMP’s members and employees working with and in Indigenous communities, urban and rural. To support its commitment to improving relationships with Indigenous communities, the RCMP engages with Indigenous Elders, communities, youth advocates, academics and advisory bodies across Canada. We have several national and divisional Indigenous advisory committees that advise senior leadership on the delivery of policing services in Indigenous communities.
The work of RCMP employees is directly impacted by the advice and knowledge that is shared by these groups. RCMP employees are also involved in other national and divisional working-level groups on diversity and reconciliation.
The RCMP is committed to a diverse workforce, and to supporting its more than 1,900 Indigenous employees. Indigenous employees bring their unique perspectives and contributions to their work. They help ensure our programs and policies are culturally relevant.
The RCMP recognizes that strengthening cultural awareness of employees is an important component for advancing reconciliation. Cultural learning opportunities and initiatives are taking place and being developed on an ongoing basis, both at the national and divisional levels. Examples include
Training at Depot covers topics such as ethics, bias-free policing, harassment, discrimination and community justice forums, among others. The “Kairos Blanket Exercise”, which is a 90-minute experiential workshop that aims to foster understanding about our shared history as Indigenous and non-Indigenous Peoples, has also been added to the regular Cadet Training Program at Depot.
After leaving Depot, all new members are required to take the online Aboriginal Awareness Course before they reach two years of service.
The RCMP has also developed a new Cultural Awareness and Humility course and a Using a Trauma Informed Approach course, which are available to all RCMP employees, and are designed to improve capacity across the RCMP to effectively respond to gender-based violence (GBV) in a gender and culturally sensitive manner, which includes violence against Indigenous women, girls, racialized communities and 2SLGBTQ+ people.
- presentations at Depot and in divisions by a First Nations expert
- the recognition of Indigenous commemorative days and opportunities for RCMP employees to learn about Indigenous cultures and history
- the Aboriginal and First Nations Awareness Course (AFNAC) course, which is available to all employees and taken by all RCMP officers
- divisional cultural awareness training specific to regional Indigenous cultures, history and traditions.
Contacts:
Prepared by: Name, title and phone number (Arial 8)
Approved by: Name, title and phone number (ADM or equivalent only)
Please ensure that the Minister’s Office can reach whoever is listed, cell number required.
- Date modified: