2021 Gender and Harassment Advisory Committee Annual Report - National Headquarters (NHQ Division)


  • Due to changes in management and COVID-19 no formal meetings were held within the last reporting period.
    • Ongoing planning and discussions were had throughout the year.
    • On 2020-11-02, a survey was sent to all GHAC committee members to discuss the current and future plans for the committee and to canvas who was interested in continuing on as a committee member.


  • Provide regular briefings to the Director General:
    • What is being accomplished in regards to gender based harassment within the workplace.
    • Information on upcoming events: workshops, speakers, courses and conferences.
  • Paint the NHQ sidewalks in a rainbow in celebration of our 2SLGBTQ+ employees
    • This is the second year in a row that this Pride initiative has taken place.
  • Nationally approved Pride themed emblems are being developed.
  • 2SLGBTQ+ Training/course
    • The course is fully developed, in partnership with CPKN, Toronto Police Service and PEI Corrections and available on CPKN. It will be available on Agora in both official languages within the next couple of months.
  • Moosehide Campaign
    • Employees of the Division were encouraged to wear a small patch of moosehide to create awareness.
    • Campaign was promoted in the Division and helped to start dialogue on domestic violence prevention and actions.
  • Wellness Check-in survey
    • Wellness check-in survey in which we posed questions from a GBA+ perspective/lens was sent out to employees. It will be used to better tailor future services and events.
  • National Capital Region Reconciliation Strategy
    • A main goal of this strategy is to create a NCR Indigenous Employee Consultative Network.
    • This strategy is in the final stages of approval.

Current status

  • All projects and initiatives are currently ongoing.

Next steps

  • Recruit new committee members.
  • Explore organizing virtual presentations and lectures on gender based harassment.
  • Various communication strategies are being developed to support each of these initiatives as they are being developed and for their release.
  • Update the Divisional InfoWeb pages and create a dedicated committee section that will include information on GHAC.
  • Explore using the InfoWeb to also share resources and information with employees on gender and harassment topics.
  • The Division is working on developing a social media presence, Facebook, Tweeter, etc. Leverage these future platforms to inform employees of important events and initiatives happening in the National Capital Region (NCR) and throughout the RCMP.
  • Liaise with other Divisional GHAC's to get a broader sense of what issues they face and what their best practices are. Look at how we can leverage this information in the Division.


We have no recommendations from this committee at this time.

Note: This will be an agenda item at the next meetings.

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