2020 Gender and Harassment Advisory Committee Annual Report - O Division


  • O Division Gender and Harassment Advisory Committee (GHAC) held two meetings this calendar year.
  • O Division GHAC continues to consult with relevant groups and subject matter resources, including: Division Communications, Divisional Harassment Coordinator, a national harassment subject matter expert, and Division Peer to Peer Advisors.
  • O Division GHAC hosted an Authentic Inclusivity Presentation by Susan Biggs (Halton Regional Police Service) and Lox Colquhoun (Durham Regional Police Service), which focused on inclusivity within the policing universe.
  • O Division GHAC continues to utilize its logic model to identify stakeholders, duties, responsibilities, outputs, and outcomes.


The O Division GHAC identified, within its logic model, the following responsibilities, outputs, and outcomes:

  • Maintain open, consistent, and collaborative communications with Diversity and Employment Equity Committee
  • Solicit feedback, concerns, and issues from Divisional employees
  • Discuss various items
  • Communicate processes for reporting harassment or gender inequality
  • Analyze trends in Divisional harassment complaints.
  • Written annual report
  • Records of Decision
  • Two-way communications with Divisional employees
  • Analysis and provision of solutions to issues raised.
  • Increased awareness of legislation, policies, and expectations of behaviours surrounding gender, sexual orientation, harassment, equity, and inclusivity
  • Increased awareness and confidence in reporting harassment and gender inequity
  • Decreased incidents and reports of incidents of harassment and discrimination in the workplace
  • Increased morale and confidence within the organization, specifically among those who identify as female or lesbian, gay, bisexual, transgender, queer and two-spirit (LGBTQ2)

Current status

Through the use of the logic model, OGHAC has accomplished the following objectives:

  • Created an INFOWEB page that is serving as an index for external informational links, "Spot News" articles
  • Supported the use of inclusive language on Divisional and National correspondence
  • Continued research, organization, and implementing of training opportunities within the Division for 2019/2020, including: harassment in the workplace, supporting transgender employees, and Men Advocating for Real Change (MARC)
  • Infrastructure research on gender neutral washrooms and signage in the Division

Next steps

  • O Division GHAC is focusing on utilizing the newly launched INFOWEB page to provide further educational links to all employees.
  • In 2020, O Division GHAC will be the host Division for Men Advocating for Real Change (MARC) training, funded and organized by national headquarters (NHQ) AIM.
  • In 2020, OGHAC intends to host information sessions on supporting transgender employees and continuing to work with NHQ/National GHAC on developing the RCMP Guide to Supporting Transgender, Non-Binary and Two-Spirit Employees.


None at this time.

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