RCMP and Harassment Claims
Date: March 18, 2021
Classification: Unclassified
Fully releasable (ATIP)? Yes
Branch / Agency: RCMP
Issue:
A March 17, 2021 Global News article outlines allegations of harassment, by employees in the RCMP’s National Intelligence unit, and highlights select findings from the independent review into the handling of complaints (MacNeil Report), particularly a failure of leadership to respond.
Proposed Response:
- While I cannot comment on matters before the court, allow me to reiterate that there is no room for harassment in the workplace.
- In response to allegations, the RCMP requested that Mr. MacNeil undertake an administrative review of how the organization handled human resource-related complaints made by employees.
- Work is well underway to address the findings outlined in the report, and a management action plan is in the final stages of consultation and approval.
- The RCMP is committed to creating a more respectful, inclusive and diverse workplace.
- This report is but one example of recent action taken by the RCMP to identify shortcomings and inform further reforms of workplace practices and policies moving forward.
- Over the past two years, the RCMP worked with experts to develop a new Independent Centre for Harassment Resolution (ICHR).
Background:
The MacNeil Report
The Alphonse MacNeil Report is an example of a recent initiative intended to identify shortcomings and inform further reforms of workplace practices and policies moving forward. Mr. MacNeil’s mandate was to conduct an internal administrative review of how the organization handled formal and informal human resource-related complaints made by employees. This included a review of the policies and procedures to determine if they were adequate to address these complaints, and whether management actions were proper. The objective was to document findings, and identify lessons learned to inform policies and practices going forward. Mr. MacNeil interviewed almost 60 individuals related to this situation, including senior RCMP leaders past and present.
Since the finalization of Mr. MacNeil's report in May 2020, the RCMP has been working with various business lines to establish a way forward that is aligned with existing initiatives e.g., Vision 150 and Beyond. A Management Action Plan and associated timeline for implementation is also being finalized.
Complementary Initiatives
The RCMP has recently implemented numerous policy and program change initiatives to create a more respectful, inclusive and diverse workplace, largely in response to reports and advisory bodies reviewing similar issues.
One of the RCMP’s ongoing priorities is the continuous improvement of its internal processes designed to prevent and address conflict and harassment in the workplace with a focus on prevention, early resolution, investigations, restoration and support. Over the past two years, we worked with experts to develop a new Independent Centre for Harassment Resolution (ICHR). The ICHR was developed to address culture change in the RCMP and to address key workplace issues such as timeliness, lack of trust in the process, concerns of consistency in decision-making, fear of retribution and perception of bias. The ICHR will be align with the new Canada Labour Code Workplace Harassment and Violence Prevention Regulations under Bill C-65. So far, the RCMP has:
- centralized complaint intake;
- provided legal training for decision-makers;
- externalized investigation of sexual harassment complaints;
- increased number of civilian investigators;
- made information more accessible to all; and
- implemented mandatory employee training.
Work continues to prepare for the implementation of the ICHR by June 30, 2021. This includes work on the organizational structure, positions, communications strategy, training, policy and reporting requirements. This also includes work to ensure that the ICHR complies with the new CLC Regulations and is in line with union consultation.
Further, the RCMP has also implemented a comprehensive modernization strategy, Vision 150 and Beyond, which sets the path towards a healthy and inclusive RCMP. As part of the strategy, the RCMP is making continuous improvements to enhance leadership skills, as well as the harassment resolution process.
Contacts:
Prepared by: Sean McGillis, Executive Director, Federal Policing Strategic Direction and Resource Management, 613-843-5914
Approved by: Kevin Stringer, Chief Administrative Officer, 613-791-6237
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