Advancing equity, accountability and trust in the RCMP
Advancing equity, accountability and trust in the RCMP
Advancing equity, accountability and trust in the RCMP – Text version
The RCMP is committed to taking bold actions to demonstrate meaningful change toward a modern and inclusive organization that is responsive to community needs.
Snapshot
- Drivers
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- Societal systemic racism and discrimination
- Recognition of need to modernize policing models and services
- Requirement to enhance accountability and transparency
- Objectives
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- RCMP modernization.
- Comprehensively address systemic racism and discrimination in the RCMP
- Strengthen trust and confidence in the RCMP
- Contribute to progress across domestic law enforcement
Consultation
Focused 4-month consultation with:
- RCMP Management Advisory Board
- Indigenous Leaders
- Racialized Communities
- Policing/Criminal Justice Community
- Parliamentarians
- RCMP Employees
- Government Departments/Agencies
The way forward – Vision150
Grounded in ongoing stakeholder engagement. Supports and builds upon RCMP Vision 150.
Advancing equity, diversity and inclusion
- Forums for information exchange (for example, National Council for Diversity and Inclusion; national and divisional Gender and Harassment Advisory Committee)
- Comprehensive RCMP Guide to Supporting Transgender, Non-binary and Two-Spirit Employees
- Commissioner's Mental Health Advisory Group
- Equity, Diversity and Inclusion Strategy, including anti-racism training
- Modernize recruitment through proactive action to diversify and reduce bias in processes
- Leverage civilian expertise in criminal investigations
- Further update Cadet Training Program
Indigenous reconciliation
- Establish Office for RCMP-lndigenous Collaboration, Co-Development and Accountability
- Implement national and divisional reconciliation strategies
- Partner with indigenous women's groups
- Increase use of restorative justice
Transparency and accountability
- Advance the collection and analysis of race-based data to address systemic racism and discrimination, in collaboration with partners
- Support immediate deployment of body-worn cameras for RCMP Officers (including Iqaluit pilot)
- Strengthen timelines in public complaint process
- Ensure transparent oversight of serious incidents
- Disclose police information on a regular basis
- Implement an independent harassment reporting and resolution process for all employees
Modernized RCMP policing model and approach
- Update the RCMP's crisis intervention and de-escalation tools and training
- Implement local policing models that meet community needs
- Support greater integration of community, health and social services
- Refresh RCMP Core Values and develop Organizational Values Statement
Outcomes
- 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
- Strengthened transparency and accountability mechanisms
Status updates on the initiatives will be available quarterly.
People first - Policing excellence - A safer Canada
Objectives and initiatives
Our people
- Build a diverse and professional workforce
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- Completed a GBA+ analysis of RCMP recruitment
- Achieved gender parity on RCMP senior executive
- Published a Guide to Supporting Transgender, Non-Binary and Two-Spirit Employees
- Develop employees throughout their careers
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- Implemented Foundations of Leadership program
- Introduced Character Leadership training
- New mandatory "Cultural Awareness and Humility" course for all RCMP employees
- Support employee health and wellness
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- Development of a new Employee Well-Being Strategy
- Established periodic psychological health assessments for RCMP officers
- Launched Mental Health Advisory group
Our culture
- Build and maintain the trust and confidence of our employees
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- Made improvements to the harassment resolution regime
- Launched the Innovation lnbox for employee feedback
- Surveyed all employees on RCMP culture
- Make sound decisions
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- Developing an RCMP Data and Analytics program
- Enhanced Gender-Based Analysis Plus [GBA+) capacity across RCMP
- Implemented a Disability Case Management Solution
Our stewardship
- Practice sound management
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- Collaborated with RCMP Management Advisory Board
- Updated governance structure and terms of reference for the Senior Executive Committee
- Appointed experienced public servants in key leadership roles
- Embrace modernization
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- Established RCMP Action, Innovation and Modernization Office
- Modernized the RCMP uniform and dress policy
- Deployment of an Enterprise Geospatial Information System (EGIS)
Our police services
- Provide leading-edge policing services
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- Implementing policing models to meet community needs
- Introduce a new major case management system
- Deployed 17,000 smart phones to front line employees
- Enhance the trust and confidence of partners and communities
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- Advanced reconciliation through: new Indigenous Lived-Experience Advisory Committee; use of Eagle Feather for oaths; Blanket exercise; land transfers
- Dedicated team to implement MMIWG Calls for Justice
- Piloting on-line crime reporting
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