Mr. Speaker, today I rise in the House to lend my voice to the debate on Bill C-42, An Act to amend the Royal Canadian Mounted Police Act and to make related and consequential amendments to other Acts. I would especially like to focus my comments on one of the issues raised in conjunction with the debate on this bill, namely women’s place in Canadian society in 2013.
A few years ago, several commissions were struck and some reports were released here in Canada and elsewhere around the world. The goal was to give women a bigger role in society. Four principles were embraced: providing equal opportunities, removing the barriers preventing women from entering the labour force, ensuring that the costs associated with having a family are shared by society as a whole, and taking concrete steps to facilitate and achieve the goal of equality.
It is interesting to note that in Canadian society in 2013, we are still talking about equality for women. It is a shame. In point of fact, over the last decade or so, women have actually lost ground in terms of achieving equality with men. We take this equality for granted today. We tell ourselves that there is no problem, that everyone is equal.
Yet, statistics show that today, women still earn on average less than half of what men earn. Furthermore, they are losing ground in various parts of Canada, especially if we look at the jobs in certain industries that are not easily accessible to women, the reason being that barriers to equal access to employment are still in place. Conditions in the workforce are such that women are penalized or forced into uncomfortable or unhealthy situations that are distressing.
In many industries, very few women have access to the jobs that are available, whether it be the natural resources sector or some other industry. Jobs in these sectors are well-paid, but conditions are such that women do not feel safe and able to thrive and be a productive member of society and, above all, to earn a wage comparable to that of men who work alongside them.
For years now, there have been serious problems within the RCMP, one of Canada’s most important symbols. Women who opt to work for the force cannot thrive and feel safe there and, if problems do arise, they do not have access to mechanisms that would help make their workplace acceptable.
We can all agree that this is not just for women, and that this bill addresses other forms of abuse that occur in the workplace.
There have recently been serious cases of sexual harassment. Women in the RCMP have spoken out. Standing up and reporting sexual harassment takes tremendous courage. The individuals who come forward and report the situation become the voices of other co-workers who did not feel they were able to do it.
The situation is quite serious. But there are ways to remedy the situation. There have been studies of this done for a very long time. Bill C-38 was introduced in the 40th parliament, but it died on the order paper, as we know. And now we have Bill C-42.
When a bill is introduced in the House, we have an opportunity to debate it, when a time limit is not imposed, obviously. We have an opportunity to exchange ideas and see how we could improve it and how we would go about doing that.
We have another truly excellent tool that the Canadian public is not very familiar with: committees. In a committee, we can again explore bills and improve them even more.
When I arrived in the House of Commons, I found committee work very interesting. It also takes us outside the House of Commons and gives us a chance to work together to improve bills.
What is even more valuable is the fact that we have a chance to invite witnesses from outside the House. These people are non-partisan and are simply there for the cause, to improve a bill, to explore a question that has been raised, to participate in a study, and so on.
After hearing testimony, the various members of the committee will put forward amendments, recommendations and ways of improving the bill.
In the case of Bill C-42, it is unfortunate that in spite of the work done by my colleague, the critic and member for Alfred-Pellan, who is the deputy critic, none of the amendments were accepted, even though they were supported by witnesses and experts. That is troubling.
In Parliament, we have mechanisms that enable us to fine-tune bills. They are not based solely on ideology. We have a chance to debate bills and make improvements to them.
When we heard the testimony of experts and witnesses in committee, it was obvious that the bill was flawed.
This can happen when people are in a hurry to do the right thing. Nevertheless, there was Bill C-38 and there was C-42. One would have thought that the government could have corrected these shortcomings. There was a realization, however, that there were shortcomings, and that the bill would not achieve the stated purpose: better machinery within the RCMP, so that a healthy work environment could be established whereby all members of the force, regardless of rank or responsibility, could express their grievances and obtain a hearing.
For example, some amendments targeted prevention. There was a desire to inform people about sexual harassment, and the ways in which it manifests itself, in order to create an environment in which respect would inform the values of RCMP members and their behaviour towards each other, with no issues arising between women and men, or among colleagues. In that sense, training seemed to me to make perfect sense.
In any workplace, it is always important to have access to an independent mechanism outside the organization, particularly when serious problems arise. It was proposed to put in place such a mechanism so that people from outside could hear the grievances of individual members, and make recommendations accordingly.
It is rather like what I was saying just now about committee work. Members are deeply involved in their work. Here on Parliament Hill, we often feel like we are in a bubble. I have to say that in committee work, what is always very interesting is to hear people from outside testify and let us have their point of view on a given situation. This independent committee will have to include people who have experience in this type of assessment.
Other recommendations and amendments were designed to produce more balanced human resources policies by withdrawing some of the draconian new powers proposed for the RCMP commissioner, and strengthening the RCMP External Review Committee in cases in which discharge from the force is possible. It is always important to have a division of powers. If too many powers are placed in the hands of one person, there is a risk of abuse.
The situation within the RCMP concerns me, but I am also concerned to see that in other workplaces, women do not have an opportunity to contribute fully to society, particularly in some areas of activity.
I would like to offer a thought as we discuss Bill C-42. As a society, we will have to remember these commitments to equality between men and women. We must think again about better ways of doing things, specifically in order finally to eliminate barriers so that all women have an opportunity for full access to the workplace, whatever the area of activity may be.
We, as a society, must also recognize our responsibility with respect to the important role women play in building a family, and help them perform the tasks that come with that role. I want to remind the House that there has been a real step backward on this matter over the past decade. In some parts of Canada, women cannot participate fully in the economy, because they do not have access to certain types of employment that would provide them with better economic conditions. They cannot get beyond the barriers that prevent them from getting those jobs.
In the matter before us, I repeat that we must create good working environments, especially in traditional workplaces. I said the RCMP is a symbol of Canada and that it is over 125 years old. Traditionally, the RCMP was almost exclusively a male preserve. I believe women have a considerable contribution to make within the RCMP and in other spheres of activity. In order for them to make this contribution, it is very important for us to rethink the way the RCMP operates and, together, come up with some sustainable solutions.
I am also basing my remarks in this House on the many recommendations and reports that have been presented since 2006. Hon. members will remember that we have been under Conservative rule for quite some time now. Recommendations were made by Justice O'Connor in 2006 and David Brown in 2007. It is now 2013 and the bill before us is not yet perfect, as we have heard. The Liberals admit it, and the government has said so, too. This has been going on too long.
We must make sure we have something that will last and will ensure that RCMP members and employees have access to a fair and equitable process. Even some members of the RCMP are worried that the bill may decrease members' job security, especially in jobs related to the exposure of harassment complaints.
In conclusion, I will say that the NDP believes we can do more to find answers to these questions. We believe that the RCMP needs a clear anti-harassment policy, one that sets out precise standards of conduct and precise criteria for all employee performance assessments. Such a policy is a necessary foundation for a fair disciplinary process.
I would like to add that bills have an important effect on Canadian society, because they demonstrate the government's orientation and commitment toward certain situations that Canadians think are unacceptable.
That is why I am disappointed that the government members did not accept the NDP's offer of co-operation through its amendments, and that they do not want to talk about the status or situation of women in certain workplaces.
I will stop there. I await the House's questions with impatience and some trepidation.
