As the minister alluded to, I was given a strict mandate to modernize the RCMP and to transform its culture. Therefore, we've been engaging with numerous external and independent bodies and individuals to address issues around workplace culture.
Of note, first of all, we have the RCMP management advisory board, which was established by the government in 2019. They are there to provide an external advisory function to me on the management and administration of the RCMP. It was given a specific responsibility to provide guidance and advice on workplace culture, and that's the very issue that Justice Bastarache outlines in his report.
Since its establishment, the board has challenged the RCMP's thinking and provided thoughtful advice and guidance on a number of areas. Most importantly, it's been instrumental in the development of the independent centre for harassment resolution, and they had a specific task force just for that.
There are several initiatives I've launched in the past three years that have brought culture and management modernization. We've been engaging groups, individuals and experts, including the Association of Black Law Enforcers. I have a commissioner's diversity advisory committee. I have a national indigenous advisory committee. I have a lived experience indigenous committee. I have the Government of Canada joint employment equity committee, the Serving with Pride group, the Federal Black Employee Caucus and the Women's Executive Network.
With that, there has been a lot of consultation, and the EDI strategy provides that clear structure for the concrete actions under way to address racism and discrimination, and to promote that inclusion in the RCMP workforce and how the organization will provide service to communities.
We're trying to hit as many people who are impacted by the decisions we make as possible, so that our decisions are better decisions and more in tune with those people.