Foster more inclusive RCMP workplace culture
The RCMP accepts that it needs to conduct an honest and comprehensive assessment of its workplace culture so it can take the necessary steps to improve and modernize.
The Organizational Culture Inventory (OCI) is a tool that can help with that assessment. It was developed with respected external experts who can help provide a current and objective snapshot of RCMP culture. The inventory will also provide a baseline for measuring culture change at the RCMP over time.
Why it matters
Many external reports have recommended that the RCMP improve its culture.
The RCMP accepts this recommendation, and is committed to supporting a positive organizational culture that is characterized by respect for diversity and the contributions of all its employees. Through the OCI project, we are using key behaviours to advance culture change in the RCMP.
Aug 2023
Update
The purpose of the Organizational Culture Inventory (OCI) project was to better understand the RCMP workplace culture, identify key behaviours that support change, and measure change over time.
The two pilot projects in Prince Edward Island (L Division) and Nunavut (V Division) were completed in December 2022. Employees were encouraged to "turn up the volume" on key behaviours: supporting one another, creating a safe space, and communicating and sharing openly. The results achieved were positive, as employees were more engaged, and the key behaviours were reported as more prominent in the workplace.
Overall, the findings of the Organizational Culture Inventory helped identify priorities to positively improve workplace culture, including better supporting middle-managers and continuing to develop strong leaders.
The key behaviours that were piloted as part of the Organizational Culture Inventory will also be used to support the implementation of the RCMP's renewed core values, as examples of how to make the core values real and actionable.
May 2022
Update
Two pilot projects in Prince Edward Island (L Division) and Nunavut (V Division) are continuing to make progress in improving their workplace culture. Divisional leaders agree that the three behaviours (support your colleagues, create a safe space, and communicate and share openly) included in the pilot contribute to a healthy workplace culture. Promotional materials are being used to engage employees to support this culture change.
Debriefing sessions in both divisions discussed findings from the pilot baseline surveys, progress to date, and what is working and what is not. The baseline survey will be repeated and interviews will be held with focus groups (including front-line employees, family members and others). The results will inform decisions on the way forward.
Further implementation of key behaviours across the organization, including the expansion of the pilot, will take place in 2022-23 and beyond.
Jan 2022
Update
As part of the ongoing work under the OCI, the RCMP's Policy Committee and front-line regular members in all divisions have prioritized three key behaviours, based on their ease of implementation and potential to positively impact RCMP workplaces. These three identified behaviours are:
- support your colleagues, not only in the field, but also in times of personal vulnerability
- create a safe space by allowing everyone to contribute ideas and diverse perspectives, raise risks, and share lessons learned without fear of negative repercussions
- communicate and share openly and in a timely manner
These behaviours are being piloted in Prince Edward Island (L Division) and Nunavut (V Division). In PEI, early lessons learned required changes in the approach and to accommodate changes, the implementation timelines have been extended. The pilot in Nunavut was launched in October.
Both pilots are expected to wrap-up in the spring of 2022 and will be followed by broader implementation of key behaviours across the organization in 2022-23 and beyond.
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