Using Gender-Based Analysis Plus to Address Systemic Barriers in the RCMP
Date: May 28, 2021
Classification: UNCLASSIFIED
Fully releasable (ATIP)? Yes
Branch/Agency: RCMP
Issue:
The Final Report of the Independent Assessors for the Merlo-Davidson Settlement recommends examining, “through an independent study, all aspects of the RCMP to identify systemic barriers in place that prevent women from succeeding in the RCMP and specify ways in which those barriers can be removed.” The RCMP is using Gender-based Analysis Plus (GBA+) as a tool in its modernization to identify and remove workplace barriers for diverse groups of people, as it advances efforts to prevent and address harassment and discrimination in the RCMP.
Proposed Response:
- Addressing systemic barriers in policies and practices is critical to ending gender-based harassment and discrimination in the RCMP.
- The RCMP is integrating GBA+ across the organization to identify and remove systemic barriers and progress is already being made.
- GBA+ has led to policy change in many areas, from HR to operational equipment. For example:
- Changes to the timing of applications for the Officer Candidate Program has resulted in an increase of over 15% of women applicants.
- GBA+ has informed a recruitment modernization plan, including enhanced diversity in proactive recruiters, inclusive language, and the modernization of aptitude testing.
- The Cadet Training Program is being reviewed using a GBA+ lens to ensure its materials are inclusive.
- GBA+ has also been applied to the roll-out of body-worn cameras for RCMP officers.
Background:
The final report of the Independent Assessors for the Merlo-Davidson Settlement, Broken Dreams Broken Lives: The Devastating Effects of Sexual Harassment on Women in the RCMP, was publicly released on November 19, 2020. The report recommends an examination “through an independent study, all aspects of the RCMP to identify systemic barriers in place that prevent women from succeeding in the RCMP and specify ways in which those barriers can be removed.”
In 2017, the RCMP established dedicated resources for a GBA+ unit in the Action, Innovation and Modernization (AIM) business line. The unit works to enhance GBA+ capacity by equipping employees across the organization with the knowledge, skills and tools they need to effectively apply GBA+. The unit has also held targeted sessions with executive committees in each division.
GBA+ has been positioned as a tool in RCMP modernization and is an important consideration in decision-making at the senior leadership tables. Over the past 3 years, GBA+ has been integrated to ensure a focus on identifying and addressing systemic (often invisible) barriers for diverse groups of people in our policies, programs and operations to ensure they are equitable and inclusive. These efforts are promoted through the RCMP’s GBA+ Champion. As a Senior Executive Committee Member, the Champion works to ensure that GBA+ is integrated in decision-making processes and promotes GBA+ awareness and training across the organization.
In 2020, the RCMP established a GBA+ Network, with representatives in all divisions and business lines in the RCMP, who are responsible for supporting the application of GBA+ in their respective areas. To support Network members, AIM provides tools, resources and training on GBA+. On May 27, 2021, Network members participated in a GBA+ Bootcamp, which included practical exercises that engaged members in applying GBA+ to current RCMP files. GBA+ has been applied in reviewing a number of RCMP initiatives, with promising results. For example:
- Following a GBA+ and fairness review, a number of changes were made to the Officer Candidate Process (OCP), the process by which officers apply to the senior ranks. Changes to made to the annual timing of applications to remove barriers for those with school-aged children has already resulted in an increase of over 15% in the number of women applicants.
- A GBA+ review, completed in 2018, also identified barriers in the RCMP recruitment process, which informed a recruitment modernization plan. Changes include: diversifying proactive recruitment to increase diversity in gender as well as individuals who are Black, Indigenous and People of Colour (BIPOC); ensuring more inclusive language and representations (images, photos, etc.); and population specific and targeted presentations and approaches to reach diverse communities.
- The RCMP has also been working with outside experts to: review and redefine the attributes and characteristics required for modern policing; modernize RCMP aptitude assessment tools; and identify new screening tools for bias in relation to gender, race and other factors.
- The RCMP is also finding new ways to recruit civilians into specialized fields, including to support its federal criminal investigative mandate, and is exploring evidence-based strategies to improve diversity on specialized teams.
- Additionally, the RCMP is promoting equity by supporting particular groups in the RCMP application process. For example, to help increase the number of Inuit applicants, a recent pilot project in Nunavut provided a group of Inuit applicants with training and tools to help them successfully navigate the RCMP entrance exam.
- The Cadet Training Program is being reviewed using a GBA+ lens to ensure the content is inclusive, does not unintentionally reinforce stereotypes, and reflects modern reality. Additional work will be undertaken to assess the impact on cadets and organizational culture of key aspects of RCMP training, including those that are founded on military tradition.
- GBA+ is being used to ensure that: new body-worn cameras will be usable by police officers with different physical characteristics; diverse communities are considered; and the procurement process more inclusive. National-level consultations with Black, Indigenous, and people of colour, LGBTQ2+, women’s and victims’ groups, have been integrated into the RCMP’s engagement strategy. Regular Members are also being consulted to inform the assessment and selection of devices.
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