Respectful Workplace Meeting Highlights

September 2013

• Our operational successes• Community involvement/service• Ability to problem solve• Action-oriented (we get things done)• We have good people committed to doing a good job• We are able to keep evolving• We offer a diversity of opportunities

What is working well

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Issues/root cause

Behaviours not aligned with core

values

Behaviours not aligned with core

values

Major issue Sub-issue/evidence

Have not identified what is

important

Have not identified what is

important

Lack of sufficient focus on

leadership/leadership training

Lack of sufficient focus on

leadership/leadership training

HR processes not aligned with core

values

HR processes not aligned with core

values

Root cause

Employees not held/holding each other accountable

Employees not held/holding each other accountable

Supervisors afraid to act (fear

repercussion)

Supervisors afraid to act (fear

repercussion)

Not acting timely to address issues

Not acting timely to address issues

Rules-based vs. principles based

Rules-based vs. principles based

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HonestyIntegrity

ProfessionalismCompassion

AccountabilityRespect

The case for changeRisks• Lose present & future

employees• If we don’t take action

someone else will• Employees will lose passion

for what they do• Image continues to tarnish• Loss of autonomy• Could be replaced (loss of

mandate)• Impact on operations

Urgency• Revolution not an evolution• We can change with time or

time will change us (change our destiny)

• The world is changing and we are not keeping up

• Employees losing pride• The “Red” is fading

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• We have a culture of excellence (in everything we do; we are part of a legacy)

• We learn from our mistakes

• We take care of each other (value the core)

• We are a sought after organization to work for

• We are leaders in policing

• Everyone feels valued

• We are accountable, innovative, inclusive

• We are Brave – we bring issues forward/confront bad behaviour

• We are an organization of leaders

The RCMP of tomorrow

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The RCMP of tomorrow

We Stand for:

• Our core values• Treating people fairly• A safe and protective work

environment• Humility• Timely recognition of good

work and behaviours• Accepting and celebrating

diversity

We Stand against:

• Exclusion• Selfishness• Inaction/complacency• Inappropriate behaviour

(mistreatment of employees; sarcasm, ridicule “cheap shots”)

• Fear (used as a tactic)• Intolerance of others

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The next 90 daysParticipants

• Everyone a Respectful Workplace (RWP) leader

• 30 days of dialogue

• Initial feedback submitted to respect@rcmp-grc.gc.ca by Friday, October 25th

RWP committee/Angela• Take stock on what is happening• Build momentum (NIOC, SMT…)

– define the story• Every course includes RWP

principles

Recommendations for Commissioner• Face-to-face RWP course (online

insufficient)• Video message(s) from the

Commissioner (senior mgt)• Manager forum – Oct. 10 (SEC sign

off on guiding principles)

- approved

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Our way forwardNext Steps

• Define Respectful workplace (RWP) principles/standards of behavior and link to HR processes

• Identify RWP success indicators

• Define/develop leadership requirements and related program (every person a leader)

• Define requirements for BEST employers/workplaces in Canada (external validation)

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