2021 Gender and Harassment Advisory Committee Annual Report - K Division


  • Professional Responsibilities Unit (PRU) and Divisional Wellness Unit (DWU) presented during Supervisor Development Program (SDP) and Managers Development Program (MDP) training courses throughout 2019-2020
  • K Division now has 2 ICMP (Informal Conflict Management Practitioners)
    • The ICMPs been engaged in virtual mediation and one on one training due to Covid Restrictions. The courses offered have not been available since February 2020.
  • The Peer-to-peer, Chaplain and Resiliency project information has been published on lnfoweb to help with Wellness in the workplace.
  • Diversity and cultural awareness workshops presented throughout the year, which include discussions about employee engagement and respectful workplace by Community Indigenous Policing.


The two original objectives have been combined into one, along with the consolidation of the five strategies.

  • Find ways to Empower Employees and Increase Trust through sharing of information and various educational platforms
    • Strategy #1: Identify an inventory of tools, training and educational opportunities available to managers and employees at the local and divisional level i.e. RCMP-specific training, Canada School of Public Service (CSPS), Agora, online lectures.
    • Strategy #2: In consultation with Training Branch, explore options for diversity and resolving conflict courses.
    • Strategy #3: Explore developing a restorative collaborative reconciliation process in conjunction with ICMP.
    • Strategy #4: Through discussions at in-person courses including diversity, SDP and MDP, identify areas to improve trust between employees and supervisors/managers. Make available to employees on Infoweb
    • Strategy #5: Identify further avenues for committee to advocate for increased education on harassment and discrimination

Current Status

  • A proposal is in development for the implementation of the restorative collaborative reconciliation strategy:
    • Intention is to create a culture where the first step is to find common ground before moving into formal processes
    • Intention is to implement ICMP recommendations and processes that would encourage earlier reconciliation and resolution without large lengthy formal processes.
  • Awaiting results of discussions from diversity courses to potential identify further avenues to empower employees and build trust.
  • Continue to identify courses that could assist in bringing awareness including Agora, National courses and possibly courses from other Federal government agencies.
  • The Public Service Employee Survey (PSES) is being reviewed, with staff looking to identify further opportunities for courses and discussions at relating to harassment and healthy work place.

Next Steps

  • Develop performance measures derived from the PSE employment survey
  • Develop meaningful performance measures and metrics for the strategies to guide the evaluation of the implementation process, starting with performance measures for the restorative collaborative reconciliation strategy
  • Develop a tool to help the tracking of employees who have developed soft skills through training
  • Drafting of program proposals for each Strategy, including implementation plans
  • Explore the provide ideas or perspective on issues from the provincial Advisory Committee being engaged, for example, street check and how these issues affect employees and relationships.
  • Committee raising issues but Commanding Officer also raising issues to committee.
  • Further explore ICMP engagement, speaking at courses possibly including the new member course, or new employee orientation course.


  • Acceptance of the combination of the two Objectives and the consolidation of the Strategies for each
  • To increase focus on self development, awareness and supervisor training
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