Question Period Note: Preventing and Addressing Discrimination, Harassment and Violence in the RCMP

The Feminist Alliance for International Action (FAFIA) is calling on the Government to immediately establish an external review to halt human rights abuses perpetrated by the RCMP against women.

• The Government of Canada recognizes the devastating impacts of workplace violence, harassment and discrimination and is committed to eliminating it in all its forms.

• The RCMP is advancing a holistic, long-term approach to culture change:

o Last year the RCMP Independent Centre for Harassment Resolution (ICHR) was launched. It addresses harassment prevention and resolution, and provides trauma-informed support for employees. Options are being explored to further externalize the ICHR.

o An external expert recently conducted a review of the RCMP conduct measures and their application to ensure they meet modern expectations of fairness, transparency and effectiveness. The recommendations of this review are now being examined by the RCMP.

o The recruitment process is being modernized, including by improving the proactive recruiting program, piloting implicit bias testing, and modernizing the screening entrance exam.

o The RCMP will continue to implement the findings of the Bastarache report to support culture change and modernization.

On May 9, 2022, the Feminist Alliance for International Action (FAFIA) released a report entitled The Toxic Culture of the RCMP, Misogyny, Racism and Violence against Women in Canada’s National Police Force. The report outlines what it refers to as widespread misogynistic discrimination, harassment and violence.

The report references several reports that have discussed the issue of harassment, violence and discrimination in the RCMP and its practices, including the 2020 report of Justice Bastarache related to experiences of women in the RCMP.

The FAFIA report indicates that the culture of the RCMP and continuous concerns with harassment and discrimination affects the credibility of key Government initiatives that include RCMP actions, such as the National Action Plan on Violence against Women, and the National Action Plan on Missing and Murdered Indigenous Women and Girls.

The authors of the report call for an immediate independent, external review of the RCMP and its practices, structure and future. Other recommendations include: implementing all 52 recommendations in the Bastarache report; taking immediate steps to investigate, prosecute, and make reparations for RCMP officer-perpetrated violence against Indigenous women and girls; replacing the Civilian Review and Complaints Commission and External Review Committee with a “true independent” and well-resourced oversight body to investigate public complaints against the RCMP; changing legislation to ensure the oversight body has appropriate access to information and documentation; ensuring a focus of RCMP reform supports human rights obligations, including those related to violence against women; and, including women and Indigenous women in the design of oversight mechanisms.

The Bastarache Report
The final report, Broken Dreams Broken Lives: The Devastating Effects of Sexual Harassment on Women in the RCMP, was publicly released on November 19, 2020. The report concludes that the RCMP culture is “toxic” and “tolerates misogyny and homophobia at all ranks and in all provinces and territories.” While the claims covered a 40-year period, the Assessor observes that the conduct reported persisted over time and his report speaks to the culture that currently exists. The report acknowledges the positive changes that have been made in response to past reports on workplace harassment and discrimination. It finds that the RCMP has failed to resolve this pervasive problem.

The report sets out 52 recommendations grouped as follows: systemic barriers; recruitment, training, recruit field training, postings, ongoing training, human resources and staffing, maternity and parental leave and employment flexibility, grievances and discipline, mental health, promotions, leadership, specialized teams, medical examination and civilian members and public service employees.

RCMP Response
The RCMP response to the final report was posted its external website on November 19, 2020.
Building on efforts to date under the RCMP’s Vision 150 modernization plan, the RCMP response commits to a holistic approach to culture change and an RCMP free of violence, harassment and discrimination.

The RCMP response acknowledges the recommendations, which cross four key areas, many of which are already underway as part of a long-term approach to a healthy and inclusive workplace:
• Harassment prevention and resolution: e.g., a new Independent Centre for Harassment Resolution, a civilian-staffed harassment prevention and resolution regime, outside the chain of command and reporting to the Chief Administrative Officer. This will ensure employees have access to a trusted, consistent process that is accessible, timely and accountable.
• Addressing systemic barriers: e.g., identifying, preventing and removing barriers from our policies, programs and operations through Gender-based Analysis+ and a new RCMP Equity, Diversity and Inclusion Strategy.
• Recruitment and onboarding: e.g., recruitment modernization plan, examining large-scale changes to Depot and continuing to review the Cadet Training Program.
• Leadership development and training: e.g., integration of Character Leadership in recruitment, training and promotion processes.

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