I would agree with Barb in terms of having a structure. One way to do it would be to work with people who have the legal expertise and the social support expertise, such as social workers, as well as others who have experience in going through these kinds of complaint procedures. That structure could somehow sit outside the RCMP or the federal government and work independently.
In some ways, it's almost like an ombudsperson kind of position, but it might be an ombudsperson who also has access to those kinds of resources, both legally and on the social support side. Given the complexity of identifying and naming the issue of harassment—it can be presented in so many ways—that might be one way to do that: to either piggyback onto an existing ombudsperson kind of position or to develop one that is more focused on harassment, respect in the workplace, and related issues.