Annex: RCMP Mini-Binder

Table of Contents

Systemic Barriers (A)

a. Examine and remove barriers for women

Recruitment (B)

a. Assess “merit” criteria

b. Background checks for bias and domestic violence

c. Education requirements

d. Recruit diverse applicants

Training at Depot (C)

 a. Review of Cadet Training Program

b. Enforce zero-tolerance policy for harassment and discrimination

c. Teach anti-harassment and discrimination course

d. If asked about the harassment resolution process at Depot

Recruit Field Training (D)

a. Establish mentorship program for women

b. Establish mandatory counselling program for all

We will explore the creation of a mandatory counselling program for all new members in the Field Coaching Program

c. Formalize Field Coaching Program

Postings (E)

a. Adequate housing and supports for women

Ongoing Training (F)

a. Effective career plan for all members

b. Transparency in allocating courses

c. Centralize allocation of training

If asked about training on diversity and inclusion:

Human Resources and Staffing (G)

a. Independent human resources branch and staff are trained professionals

b. Human resources training on removing systemic barriers

Maternity And Parental Leave (H)

a. General lines – Workplacesupports

b. Managers should ensure meaningful work for pregnant women

c. Government should provide sufficient human resources funding;

d. System to ensure sufficient resource levels for operational duties;

e. Backfill positions, including maternity leaves; and Endorse the practice of floaters

f. Reduce transfer of members with young children

Employment Flexibility (I)

 a. Establish daycares in all detachments

b. Ensure access to job-sharing/part-time opportunities

We are reviewing the current job-sharing arrangement to ensure it is inclusive and does not disadvantage any employees

Grievances and Discipline (J)

a. Independent external body, and should not use mediation for violence

b. Address reprisals against complainants

c. Effective sanctions for harassers

d. Retirement before conclusion of sexual harassment investigation

e. Monitor those found to engage in harassment

f. Disclose sexual assault to external body

Any allegation that is criminal in nature is referred to the appropriate local authorities. This is a standard response to any misconduct that has a criminal element

Mental Health (K)

General lines – Well-Being Strategy

a. Privacy Commissioner Investigation of use of medical information

 b. Health Services into independent human resources branch

c. Flag retirement/discharge proceedings if mental health is identified

d. Regular mental health assessments

We have begun to implement new mandatory periodic psychological health screening for all RCMP officers

e. Alcohol and Drug Awareness Campaign

f. Define hazing in the Code of Conduct

g. Resources promoting safe debriefing after critical incidents

Promotions (L)

a. Rigorous “blind” process for promotions

b. Track and encourage women to apply for promotions in operational areas

Leadership (M)

a. Begin leader training at Depot

b. Recommit to core values upon promotion

c. Accountability for reporting harassment

d. Hold leader training in-person

e. Re-evaluate commissioned officers every 3-5 years

Specialized Teams (N)

a. Oversight of specialized teams and conduct of members

b. Confidential, independent harassment process for specialized teams

Medical Examination (O)

a. Compensate women abused by medical officers

Civilian Members and Public Service Employees (P)

a. Ensure RMs understand importance of CMs and PSEs

b. PSEs should have clear place to report workplace issues

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