Initiatives to Advance Equity, Diversity, and Trust in the RCMP
Date: April 27, 2021
Classification: Unclassified
Fully releasable (ATIP)? Yes
Branch/Agency: RCMP
Issue:
The RCMP is committed to taking bold actions to demonstrate meaningful change toward a modern and inclusive organization that is responsive to community needs.
Proposed Response:
- The RCMP has undertaken a number of initiatives as part of Vision 150 to strengthen internal management and governance and rebuild trust with RCMP employees.
- Seventeen initiatives were developed through extensive consultation with RCMP employees, key stakeholders, and partners, including leaders and organizations representative of Indigenous, Black and racialized communities.
- The initiatives are included under four broad themes: Advancing Equity, Diversity and Inclusion; Indigenous Reconciliation; Transparency and Accountability; and, a Modernized RCMP Policing Model and Approach.
- The Equity, Diversity and Inclusion (EDI) Strategy is one example of the organization’s commitment to meet the expectations and the needs of an increasingly diverse population and workforce. The EDI Strategy in particular will see concrete action taken across Divisions and Business Lines to ensure that Indigenous, Black and other racialized employees are included and valued in our organization.
Background:
The Commissioner’s 2018 mandate letter called on her to support the organization through a period of transformation to modernize the RCMP’s culture and management practices.
Over the past three years, the RCMP developed and launched “Vision 150”, entitled as such to reflect the organization’s 150th anniversary in 2023. The plan’s goals are to build a healthier, more diverse and professional workforce to support leading-edge policing.
In 2021, the RCMP finalized a Strategic Plan. The plan contains 13 priority statements for the organization, including “Advance the RCMP’s position as an equitable, diverse and inclusive workplace.”
RCMP modernization initiatives have been developed in consideration of the achievement of the Strategic Plan Outcome statements that define the desired future state of the RCMP:
- The RCMP is a healthy and inclusive organization that provides modern policing services.
- RCMP culture is characterized by respect for diversity and the contributions of all employees.
- Employees, communities, partners and other stakeholders have trust and confidence in the RCMP.
The RCMP Management Advisory Board (MAB) was established in June 2019 as an independent group of experts to provide guidance on organizational change. The MAB has met routinely, with task teams working on workplace culture, human resources, governance and the RCMP budget.
In line with recommendations that the RCMP increase civilian expertise, a new Chief Administrative Officer position was created to guide corporate functions and experienced public servants were appointed to senior human resources, finance and technology roles. A new Deputy Commissioner of Action, Innovation and Modernization was created to provide continuity and oversight to the RCMP modernization agenda.
In recent years, the RCMP has adopted a holistic approach to culture change, focused on: diversity and inclusion, leadership, and building trust in the harassment prevention and resolution process. A fully integrated Gender-based Analysis+ (GBA+) across the RCMP to ensure the analysis of systemic barriers to diverse groups in policies, programs and operations, including the recruitment process. This work is supported by a GBA+ expert appointed to the Senior Executive Committee (SEC) to ensure this lens is routinely applied to RCMP decision-making.
The RCMP is implementing Character-Based Leadership (CBL) in recruitment, training and promotions policies to assess and develop people-centered competencies alongside operational skills development. This will ensure that individuals with the character and skills to ensure respectful work environments are hired, developed and promoted.
- Established national and divisional Gender and Harassment Advisory Committees to provide ongoing advice to the RCMP`s senior management team on issues related to gender, sexual orientation, harassment, equity, and inclusivity.
- Published an RCMP Guide to Support Transgender, Non-binary, and Two‑Spirit Employees. It represents the most comprehensive guide geared toward a Canadian law enforcement agency.
- Advanced gender parity in the senior ranks. As of May 2021, seven of fifteen RCMP divisional Commanding Officers are women, as are five out of ten SEC members.
The RCMP developed a new Well-Being Strategy (2021-2025) focused on a comprehensive and evidence-based approach to the prevention and treatment of mental health and wellness.
The 26-week Cadet Training Program curriculum is continually updated to respond to current needs in front-line policing and to promote a respectful workplace. GBA+ is currently being used to assess the Cadet Training Program curriculum. This will include the consideration of ways to enhance responses to vulnerable and/or diverse populations. A renewed RCMP Recruitment Strategy is being developed to attract diverse applicants with the necessary attributes, characteristics and skills required for modern policing.
In each province and territory, the RCMP is using a distinctions-based approach to describe deliberate objectives, plans and actions to co-develop reconciliation strategies with Indigenous stakeholders and communities, employees and advocates. The national strategy continues to be developed and will align with divisional strategies. The goal is for the national strategy to be completed by the end of summer 2021, and to enable the RCMP to better serve communities and rekindle trust. As part of its longstanding commitment to community policing, the RCMP continues to partner with communities to identify local issues and develop effective approaches to address them. These include enhanced service delivery options (e.g. Community Program Officers, Auxiliaries), crime reduction units that convert data into actionable intelligence for frontline police officers, and leveraging best practices in crime prevention/reduction initiatives from across Canada (e.g. Rural Crime Toolbox).
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