Commissioner's Response to the CRCC's Review of the RCMP's Bias-Free Policing Model

CRCC Specified Activity Review: RCMP's Bias-Free Policing Model

March 1, 2022
Pursuant to Section 45.34(1) of the RCMP Act.

I. Commissioner's Preamble

I acknowledge receipt of the Commission's report Review of the RCMP's Bias-Free Policing Model in accordance with section 45.34(1) of the Royal Canadian Mounted Police Act.

I have completed my review of the Findings and Recommendations set out in the Commission's report on this specified activity. For ease of reference, please find a summary of my responses to the CRCC Findings and Recommendations in Annex "A".

The work of the Commission supports the RCMP's Bias-Free Policing Model with areas for improvement and focus on strengthening the RCMP's Bias-Free Policing Policy, training related to bias-free policing and measures for tracking, collecting, analyzing and reporting on data related to bias policing conduct and policy compliance and efficacy. The RCMP's support of the Commission's Recommendations and continued commitment to comprehensive organizational reform to provide modern, inclusive and unbiased policing services will allow us to better serve our communities.

Through our Vision 150 and Beyond, we are continuing to take concrete actions to ensure our policies, practices and standards provide a safe, equitable workplace, address systemic discrimination, advance reconciliation with Indigenous peoples, support modern policing and improve accountability, transparency and conduct. Some of our new and ongoing initiatives to advance Vision 150 and Beyond that are pertinent to the Commission's Report include:

  • Designing RCMP facilities to be more inclusive, which involves considering diversity in many ways, including: ability, language, culture and gender.
  • Increasing our use of an Equity, Diversity and Inclusion (EDI) lens as well as increasing capacity to conduct Gender-Based Analysis Plus (GBA+) analysis across all sectors of the organization, to identify and remove barriers for diverse groups of people in RCMP policies, programs and operations.  For example, the RCMP's Senior Management Team now includes a GBA+ expert to ensure GBA+ considerations are integrated in decision-making processes.
  • Implementing the EDI Strategy to address racism and discrimination within our workforce and in how we provide service to the communities we police. In particular, our EDI Strategy focuses on identifying and reducing workplace and service delivery barriers for Indigenous, Black, and other racialized people, Women, Persons with Disabilities and members of LGBTQ2+ communities.
  • Establishing an EDI Unit and horizontal network to support the implementation of our EDI Strategy and divisional EDI action, which include:
    • Provide Leadership and Governance to engage all leaders in advancing EDI across the department toward a well-understood direction and goal.
    • Be Clear, Accountable and Transparent to achieve measurable results toward EDI goals and to demonstrate that decision-making considers the needs of diverse groups.
    • Enhance Awareness and Education to help employees integrate EDI considerations in their work and behaviours.
    • Change Culture and Transform into an inclusive and diverse organization made up of engaged, equipped and innovative employees and pursue trust-based relationships with members of the public.
  • Working with internal and external partners to develop a holistic and inclusive approach to the collection, analysis and reporting of race-based data to address systemic racism and discrimination. As part of this initiative, the RCMP recently engaged a National Executive Lead to support addressing systemic racism and formed a Race-Based Data Collection Working Group specifically mandated to advance race-based data collection on police interactions with members of the public.  Under the leadership of the National Executive Lead, the Race-Based Data Collection Working Group serves as a collaborative forum to coordinate efforts horizontally across the organization, respond to emerging challenges and exchange best practices. Specifically, the group is engaged in the development of an RCMP Race-Based Data Collection Policy and the design of localized race-based data collection projects, with a parallel focus on intersectionality. As a long-term initiative, the group will be involved in developing procedures for front-line operations, training materials and reporting tools, as well as engagement with municipal and provincial partners and community representatives.
  • Ongoing work to implement local policing models that meet diverse community needs and expectations.
  • Improving the collection and use of data in decision-making.
  • Increasing transparency through public reporting on RCMP's police intervention options, calls for service, including mental health-related calls and wellness checks, and employee diversity statistics.
  • Implementing the Body-Worn Camera Program, which can provide an unbiased independent account of community interactions.
  • Engaging internal and external stakeholders to review the RCMP's core values, to ensure they are inclusive, well-understood and embody the organization's commitment to building greater trust and accountability with all Canadians.

II. Response to CRCC Findings and Recommendations

Finding No. 1: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" is inadequate, inappropriate, insufficient and unclear. In particular:

  • Section 2.4. deems "relevant information, indicators, or the examination of behaviour" acceptable to support police actions against criminal or potential criminal activity, but does not define what those types of information, indicators or examinations of behaviour actually are, making it inadequate and unclear;
  • Section 3.1.1. is inadequate, as it prohibits engaging in racial profiling but not other forms of bias-based profiling;
  • Section 3.1.2. sets out a requirement for bias-free training, but does not set out a requirement for periodic training, making it insufficient;
  • Section 3.3.1. does not adequately establish the overall responsibility to ensure that all divisional staff have the required training, and that appropriate steps will be taken to ensure policy compliance;
  • The absence of a requirement to monitor or review the implementation and effectiveness of the policy is insufficient; and
  • The absence of a requirement to collect appropriate data in support of a policy review is inappropriate and insufficient.

I agree with Finding No. 1.

Recommendation No. 1: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include a clear and comprehensive definition of what are acceptable relevant information, indicators or examinations of behaviour in investigative and analytical processes.

I support Recommendation No. 1: I will direct our Vulnerable Persons Unit, as owner of the RCMP's Bias-Free Policing Policy, through consultation with the EDI Unit and other stakeholders, to amend the policy to address this Recommendation. This would also be supported by the Race-Based Data Collection Working Group under the leadership of the National Executive Lead, which allows for data from community engagement efforts (focused on defining and addressing systemic racism and bias) under the race-based data strategy to be implemented in the defining of these terms and operations.

Recommendation No. 2: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include mandatory, periodic bias-free training for all RCMP employees.

I support Recommendation No. 2: Although National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" requires all employees to complete Bias-Free Policing training and provide all police services in accordance with the definition of bias-free policing, I recognize the policy should require mandatory, periodic bias-free training. As such, I will direct the RCMP's Vulnerable Persons Unit, through consultation with the EDI Unit, Learning and Development Directorate, Mandatory Training Oversight Committee and other key stakeholders, to address this Recommendation.

Recommendation No. 3: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to prohibit any biased-based profiling, in addition to the prohibition on racial profiling.

I support Recommendation No. 3: I will direct our Vulnerable Persons Unit, in consultation with the EDI Unit and other stakeholders, to amend the RCMP's Bias-Free Policing Policy in accordance with this Recommendation.

Recommendation No. 4: The RCMP should evaluate the reporting structures established in policy to determine how they are being put into practice and whether additional clarity is needed.

I support Recommendation No. 4: I will direct our Vulnerable Persons Unit, in consultation with the EDI Unit and other stakeholders, to engage each division's Commanding Officer and Criminal Operations Officer to address this Recommendation.  

Recommendation No. 5: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include a clear statement that divisional senior leadership has an overall responsibility to ensure that all divisional staff have the required training, and that appropriate steps will be taken to ensure policy compliance.

I support Recommendation No. 5: I will direct our Vulnerable Persons Unit, in consultation with the EDI Unit and other stakeholders, to amend the RCMP's Bias-Free Policing Policy to address this Recommendation.

Recommendation No. 6: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to establish a requirement, at the national and/or divisional level, to conduct a periodic review on the implementation and effectiveness of the policy, and the resulting report should be made public.

I support Recommendation No. 6:  I recognize that periodic review of our Bias-Free Policing Policy implementation and efficacy will advance positive culture change in the RCMP. I also appreciate that keeping the public informed of the resulting reports is an integral step to strengthening RCMP's accountability, transparency and public trust. Indeed, as part of our EDI Strategy, the RCMP has committed to building trust with diverse communities through reforming policing tactics, improving the tracking and reporting on our Bias-Free Policing Policy, initiatives supporting vulnerable communities and investing in divisional outreach activities.

In support of this Recommendation, I will direct our Vulnerable Persons Unit, in consultation with the EDI Unit and other stakeholders, to address this Recommendation. To ensure uniformity in reviewing the implementation and effectiveness of our Bias-Free Policing Policy,this Recommendation would be best fulfilled at the National level once said policy has been successfully revised in accordance with the Commission's Recommendation Nos. 7, 8 and 9, as mechanisms will first have to be established to adequately assess the implementation and effectiveness of the policy.

Recommendation No. 7: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should require the collection of appropriate data to support a policy review.

I support Recommendation No. 7: I will direct that our Vulnerable Persons Unit, in consultation with the EDI Unit, Race-Based Data Collection Working Group and other stakeholders, work to determine how best to address this Recommendation.

I would like to note that through our EDI Strategy, the RCMP has committed to modifying RCMP systems to collect disaggregated race-based data, implementation of reporting tools, analytics and data governance, disclosure of data to the public and promotion of inclusive self-identification. The RCMP is making progress towards obtaining reliable evidence that can support policy review and improvement, and the RCMP will continue making strides that are in line with the CRCC's recommendations.

Finding No. 2: The framework within which public complaints that allege bias are collected, tracked, analyzed and reported on is inadequate and insufficient.

I agree with Finding No. 2.

Recommendation No. 8: The RCMP should adopt an allegation type for "bias" within the public complaint process to facilitate data collection, analysis and reporting.

I support Recommendation No. 8: I will direct our National Public Complaints Directorate to consult with the EDI Unit and other stakeholders to support the development of an allegation type for "bias" in the public complaint process.

Finding No. 3: The RCMP's National Conduct Management Section tracks and reports the decisions made by conduct authorities in the Code of Conduct process, but does not identify or otherwise track biased conduct; this is inadequate and insufficient.

I agree with Finding No. 3.

Recommendation No. 9: The RCMP should identify, track and report on biased member conduct, within the Code of Conduct process, in a manner that allows for the identification of trends; facilitates the evaluation of policy compliance and training effectiveness; and informs whether remedial action is required.

I support Recommendation No. 9: I will direct RCMP's National Conduct Management Section, in consultation with the appropriate stakeholders, to identify, adopt and implement a tracking system/tool to address this Recommendation. Currently, the National Conduct Management Section is considering adding a "bias" flag and sub-allegation type for "bias" in its Administrative Case Management Tool to address this Recommendation. This would allow for the identification and tracking of implicit and/or explicit allegations of bias in the RCMP's conduct process. Prior to implementing either of these proposed tracking systems, however, the National Conduct Management Section will need to consult with several other relevant business lines to explore a consistent organizational approach to the collection, retention, use and tracking of bias related behavior by members.

I would like to highlight that in October 2021, as part of our initiative to improve accountability, transparency and conduct, the RCMP hired external independent expert contractors to conduct a review of our conduct measures, including the consistency in their application over the last five years. The contractors will provide recommendations to ensure that our conduct measures, and their application, support a fair and transparent process that meets the expectation of the public and our employees, with respect to accountability. The contractors have the support of a panel of key stakeholders in this process and the review will include applying a GBA+ lens.

Finding No. 4: RCMP National Headquarters, "M" Division, "H" Division, "D" Division, "O" Division, and "E" Division have not conducted any reviews, assessments, audits, Unit Level Quality Assurance processes and/or evaluations of their compliance with the bias-free policing policy. This is inadequate.

I agree with Finding No. 4.

Recommendation No. 10: The RCMP should explore other possible metrics for evaluating policy compliance and training effectiveness, and examine the feasibility of implementing those metrics.

I support Recommendation No. 10: An evidence-based approach to training is paramount, and meaningful evaluation is a recognized priority for improvement in the RCMP.

I would like to inform the Commission that in addition to the above noted RCMP initiatives and projects with respect to data collection, analysis and reporting, RCMP's Learning and Development Directorate, through the development of the National Learning, Training and Development Manual, chapter 1.3., "Systems Approach to Training" (New Policy 2020-04-22), has established a robust evaluation process which adheres to research and evaluation best practices. This includes integrating GBA+ considerations into the evaluation of learning, which has many benefits, such as identifying potential biases relating to gender, access and participation barriers and systemic inequality barriers experienced by various groups. The RCMP's Systems Approach to Training (SAT) model is to provide a solid framework for designing and developing learning solutions to ensure that all RCMP employees have the knowledge, skills and abilities to perform on the job. The SAT model includes an evaluation phase wherein the effectiveness and impact of training is objectively measured so that courses can be improved, which includes, but is not limited to, an assessment of whether the learning has been applied. This policy requires that the Learning and Development Directorate follow the RCMP's SAT model when designing and developing learning products.

Our Learning and Development Directorate, Vulnerable Persons Unit and EDI Unit continue to evolve capacity to evaluate training effectiveness. In consideration of this Recommendation, I will direct that the Learning and Development Directorate, in consultation with the Vulnerable Persons Unit, EDI Unit and other stakeholders, explore other possible metrics for evaluating policy compliance and training effectiveness, which is also anticipated to occur as part of the consultative process with various stakeholders as described in response to Recommendation No. 7 above.

Finding No. 5: The four national training courses currently offered are inadequate and insufficient in relation to bias-free policing, as they lack material on the science of bias; only one is mandatory (Cultural Humility and Awareness course), and none are recurring.

I agree with Finding No. 5.

Finding No. 6: To complement national bias-free training, it is a good practice that RCMP divisions develop cultural competency-type courses, in consultation with relevant communities, that reflect the differing cultural, social, economic and historical realities of each province and territory. This is appropriate.

I agree with Finding No. 6.

Recommendation No. 11: The RCMP's national and/or divisional training related to bias-free policing should be comprehensive, periodic, and include both cultural competency and science of bias-type material.

I support Recommendation No. 11: The RCMP recognizes the need for an integrated approach to bias-free policing training that is comprehensive, periodic and includes both cultural competency and science of bias-type material.  Indeed, part of the RCMP's EDI Strategy and divisional EDI initiatives include mandatory cultural and anti-racism training, enhancing bias awareness training by making resources available to support local learning and awareness activities and integrating anti-racism and anti-discrimination learning across all leadership course offerings.

I appreciate that learning in this sphere is a life-long journey and as such, in addition to our Cultural Learning Continuum, the RCMP is developing an Intercultural Learning Strategy which will include the development of a modern and inclusive suite of learning products that are informed by a strong evidence base, as well as experts with lived experience. This will result in a continuously refreshed suite of relevant learning solutions and tools for front-line police officers and all RCMP employees. Currently, learning opportunities are available to all RCMP employees to support overcoming biases and address systemic racism, micro-aggressions and discrimination.  This includes, but is not limited to:

  • - Cultural Awareness and Humility
  • - Uniting Against Racism
  • - Understanding Unconscious Bias
  • - Unpacking Unconscious Bias
  • - Overcoming your Own Unconscious Bias

I would like to note that the new mandatory training course for all employees, "Uniting Against Racism", developed by the RCMP, was reviewed by race relations experts, and is focused on reducing discrimination and advancing racial equity, diversity and inclusion. In addition, the "Understanding Unconscious Bias", "Unpacking Unconscious Bias" and "Overcoming your Own Unconscious Bias" courses, developed by the Canada School of Public Service (CSPS), include science of bias material. In particular, these courses focus on identifying biases, understanding the characteristics of unconscious bias, differentiating between explicit and implicit bias and understanding and overcoming hidden prejudices and exploring strategies and tools to mitigate bias. RCMP employees will also have access to a new bias awareness course developed specifically for a law enforcement audience by our Canadian Police Knowledge Network colleagues.

As for divisional training, the majority of division level training is delivered through a National Course Training Standard that is approved and monitored through the Learning and Development Directorate at National Headquarters. As recognized in the Commission's Report as a good practice, several divisions have developed courses or workshops intended to educate members about particular groups and community specific concerns in the respective divisions.

I would like to highlight that the newly founded RCMP-Indigenous, Co-Development, Collaboration and Accountability Office (RICCA), includes a mandate on ensuring that employees are knowledgeable and representative of First Nations, Inuit and Métis peoples' cultures, histories and realities and was established to build respectful, trusting relationships with Indigenous Peoples, communities, employees and other government departments.  RICCA promotes reconciliation across the organization through a Human Resource (HR) lens to establish and sustain mutually respectful relationships with Indigenous communities and employees through outreach.  RICCA's full set of functions are being informed through engagement with Indigenous communities on HR and operational matters.

Additionally, in response to a Public Interest Investigation and Chairperson-Initiated Complaint by the Commission, each division's Commanding Officer is currently in the process of identifying training specifically aimed at understanding the cultural issues of the Indigenous communities found in their division and ensuring that its members take said training.

Furthermore, our Bias-Free Policing Policy directs all Detachment Commanders/Supervisors, for purposes of early prevention or intervention, to consult with community leaders on issues of mutual concern and continue to establish community partnerships. As such, ongoing work to implement local policing models that meet community needs is underway to expand the range of service delivery options to reflect the evolving expectations of individuals and communities across Canada.

The RCMP is also updating training and programs to more fully integrate and emphasize crisis intervention and de-escalation techniques and strategies to help guide police officers during interventions. This includes improved training on implicit bias, specialized training for experienced officers and updated training for Cadets. We are also engaging and collaborating with Canadian crisis intervention, mental health and police sector academics and researchers, to re-examine the current de-escalation framework, in consultation with the policing community and specific groups, including those representing racialized people.

In response to this Recommendation, I will direct the Learning and Development Directorate, in consultation with the Vulnerable Persons Unit, EDI Unit and other stakeholders, to work to ensure that bias-free policing training is comprehensive, periodic and includes both cultural competency and science of bias-type material.

Finding No. 7: While the Depot Cadet Training Program contains comprehensive cultural competency training material, the program contains no material on the science of bias, and does not incorporate a significant amount of scenario-based training related to bias-free policing. This is inadequate and insufficient.

I agree with Finding No. 7.

Recommendation No. 12: Cadet training should include cultural competency and science of bias material, as well as comprehensive scenarios that expose and actively engage with racial or other stereotypes in a systematic way.

I support Recommendation No. 12: Since the Commission completed its review, there have been changes to the Cadet Training Program curriculum to ensure cadets receive the knowledge and skills to work effectively with diverse people and communities. The training now includes more cultural competency and science of bias material. For example, as of the 2021/2022 troop gate, the cadets are required to complete the "Uniting Against Racism", "Cultural Awareness and Humility", "Understanding Unconscious Bias" and "Overcoming your Own Unconscious Bias" courses.  Depot will begin piloting an implicit bias test mid 2022. The test is designed to measure implicit bias in four different domains and the results will be used to inform future cadet training.

Currently, discussions at Depot about the inclusion and development of in person scenarios considering biases (actors/videos) are at the preliminary stage, since a number of evaluations of the Cadet Training Program are underway. For instance, the external RCMP Management Advisory Board, Training Task Force has recently begun a comprehensive examination of the Cadet Training Program curriculum, using an EDI lens and applying a GBA+ analysis, to ensure that revisions made to the program and its curriculum are based on evidence and research. Moreover, a review of the RCMP Depot para-military training environment and culture and Field Coaching Program are also underway to evaluate the formal and informal training methods, and how they reflect current requirements and needs of front-line police officers.

In response to this Recommendation, I will direct RCMP's Training Program Support and Evaluation, Depot Division, in consultation with the Vulnerable Persons Unit, EDI Unit and other stakeholders, determine how best to address this Recommendation.  

Finding No. 8: The Commission determined that training for RCMP supervisors, managers and executive officers is inadequate, inappropriate, and insufficient in relation to bias-free policing, as it does not contain specific training regarding the RCMP's national policy, nor does it adequately engage with the concepts of biased policing.

I agree with Finding No. 8.

Recommendation No. 13: RCMP supervisor, manager and executive officer programs should include information regarding bias-free policing policy and concepts of biased policing.

I support Recommendation No. 13: I acknowledge that RCMP supervisors, managers and executive officers ought to have a thorough understanding of RCMP's Bias-Free Policing Policy and concepts of bias-policing in order to lead effectively and model inclusive behaviour. Indeed, RCMP's Senior Executive Committee has committed to an enhanced training priority for executives, as well as for the organization, on systemic discrimination and concepts of bias policing.  As part of this commitment, the RCMP's National Leadership Program curriculum is in the process of being modernized and re-designed with a greater focus on leadership development and access to just-in-time learning that incorporates bias-free policing training. This includes:

  • Developing learning roadmaps/pathways that leverage and promote courses that exist which support bias-free policing. Possible inclusions are listed in Annex "B".
  • Integrating the Character Based Leadership framework to focus on cultivating Character through self-awareness, reflection and intentional action. Strengthening Character through the dimensions of humanity and humility are particularly relevant to bias-free policing.
  • The Foundations of Leadership online series is growing and includes courses that support bias-free policing. These include, "Exploring Self-Awareness Part 1", "Exploring Self-Awareness Part 2" and "Exploring Personality Types".

In response to this Recommendation, I will direct that our Learning and Development Directorate, National Leadership Programs, in consultation with the Vulnerable Persons Unit, EDI Unit and other stakeholders, ensure that the National Leadership Programs curriculum includes material regarding the RCMP's Bias-Free Policing Policy and concepts of biased policing.

In Closing

The RCMP is dedicated to addressing systemic discrimination, biased policing and inequities on all fronts, including building accountability and transparency into RCMP policies, programs and operations and creating system change to remove barriers for diverse groups of people. We will continue working hard to find ways to take better care of our employees, treat all those we serve with dignity and respect and carry out our police work in ways that build trust and confidence in the communities we serve.

I would like to thank the Commission for its review and recommendations on the RCMP's Bias-Free Policing Model.

Kindest regards,

Brenda Lucki
Commissioner

Annex "A"

FINDINGS

Finding No. 1: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" is inadequate, inappropriate, insufficient and unclear. In particular:

  • Section 2.4. deems "relevant information, indicators, or the examination of behaviour" acceptable to support police actions against criminal or potential criminal activity, but does not define what those types of information, indicators or examinations of behaviour actually are, making it inadequate and unclear;
  •  Section 3.1.1. is inadequate, as it prohibits engaging in racial profiling but not other forms of bias-based profiling;
  • Section 3.1.2. sets out a requirement for bias-free training, but does not set out a requirement for periodic training, making it insufficient;
  • Section 3.3.1. does not adequately establish the overall responsibility to ensure that all divisional staff have the required training, and that appropriate steps will be taken to ensure policy compliance;
  •  The absence of a requirement to monitor or review the implementation and effectiveness of the policy is insufficient; and
  • The absence of a requirement to collect appropriate data in support of a policy review is inappropriate and insufficient.

Agree

Finding No. 2: The framework within which public complaints that allege bias are collected, tracked, analyzed and reported on is inadequate and insufficient.

Agree

Finding No. 3: The RCMP's National Conduct Management Section tracks and reports the decisions made by conduct authorities in the Code of Conduct process, but does not identify or otherwise track biased conduct; this is inadequate and insufficient.

Agree

Finding No. 4: RCMP National Headquarters, "M" Division, "H" Division, "D" Division, "O" Division, and "E" Division have not conducted any reviews, assessments, audits, Unit Level Quality Assurance processes and/or evaluations of their compliance with the bias-free policing policy. This is inadequate.

Agree

Finding No. 5: The four national training courses currently offered are inadequate and insufficient in relation to bias-free policing, as they lack material on the science of bias; only one is mandatory (Cultural Humility and Awareness course), and none are recurring.

Agree

Finding No. 6: To complement national bias-free training, it is a good practice that RCMP divisions develop cultural competency-type courses, in consultation with relevant communities, that reflect the differing cultural, social, economic and historical realities of each province and territory. This is appropriate.

Agree

Finding No. 7: While the Depot Cadet Training Program contains comprehensive cultural competency training material, the program contains no material on the science of bias, and does not incorporate a significant amount of scenario-based training related to bias-free policing. This is inadequate and insufficient.

Agree

Finding No. 8: The Commission determined that training for RCMP supervisors, managers and executive officers is inadequate, inappropriate, and insufficient in relation to bias-free policing, as it does not contain specific training regarding the RCMP's national policy, nor does it adequately engage with the concepts of biased policing.

Agree

RECOMMENDATIONS

Recommendation No. 1: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include a clear and comprehensive definition of what are acceptable relevant information, indicators or examinations of behaviour in investigative and analytical processes.

Supported

Recommendation No. 2: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include mandatory, periodic bias-free training for all RCMP employees.

Supported

Recommendation No. 3: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to prohibit any biased-based profiling, in addition to the prohibition on racial profiling.

Supported

Recommendation No. 4: The RCMP should evaluate the reporting structures established in policy to determine how they are being put into practice and whether additional clarity is needed.

Supported

Recommendation No. 5: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to include a clear statement that divisional senior leadership has an overall responsibility to ensure that all divisional staff have the required training, and that appropriate steps will be taken to ensure policy compliance.

Supported

Recommendation No. 6: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should be amended to establish a requirement, at the national and/or divisional level, to conduct a periodic review on the implementation and effectiveness of the policy, and the resulting report should be made public.

Supported

Recommendation No. 7: RCMP National Headquarters Operational Manual chapter 38.2. "Bias-Free Policing" should require the collection of appropriate data to support a policy review.

Supported

Recommendation No. 8: The RCMP should adopt an allegation type for "bias" within the public complaint process to facilitate data collection, analysis and reporting.

Supported

Recommendation No.  9: The RCMP should identify, track and report on biased member conduct, within the Code of Conduct process, in a manner that allows for the identification of trends; facilitates the evaluation of policy compliance and training effectiveness; and informs whether remedial action is required.

Supported

Recommendation No. 10: The RCMP should explore other possible metrics for evaluating policy compliance and training effectiveness, and examine the feasibility of implementing those metrics.

Supported

Recommendation No. 11: The RCMP's national and/or divisional training related to bias-free policing should be comprehensive, periodic, and include both cultural competency and science of bias-type material.

Supported

Recommendation No. 12: Cadet training should include cultural competency and science of bias material, as well as comprehensive scenarios that expose and actively engage with racial or other stereotypes in a systematic way.

Supported

Recommendation No. 13: RCMP supervisor, manager and executive officer programs should include information regarding bias-free policing policy and concepts of biased policing.

Supported

Annex "B"

Royal Canadian Mounted Police (RCMP)

  • United Against Racism
  • Cultural Awareness and Humility
  • Using a Trauma Informed Approach
  • Racially Biased Policing
  • Exploring Self-Awareness Part 1
  • Exploring Self-Awareness Part 2
  • Exploring Personality Types
  • What's Your Perspective Series

Canada School of Public Service (CSPS)

  • Unpacking Unconscious Bias (W095)
  • Understanding Unconscious Bias (W005)
  • Overcoming Your Own Unconscious Biases (W006)
  • Overcoming Unconscious Bias in the Workplace (W007)
  • Reflecting on Cultural Bias: Indigenous Perspective (K099)
  • Delivering Inclusive Client Service (R103)

Canadian Police Knowledge Network (CPKN)

  • Managing Unconscious Bias
  • Hate and Bias Crime Investigation
  • The Authentic Leader
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