Our four recommendations in 2014 were to direct the commissioner of the RCMP to start an ethos change and to intertwine the executive development in the promotion system into the discipline system. We also asked that they reconsider their focus on quotas, because if you just keep feeding in women and your attrition is high due to a problem in the culture, that's not an answer.
On exit interviews, it isn't just that the women and men who ask for exit interviews don't get them; it seems as if the organization doesn't even care why you're leaving. You're always given transfers within the organization. We said, “If you had an independent body that could do an exit interview when someone is leaving either a detachment or a section, you could catch the toxic work environment in real time, before you lose real people.” Commissioner Dan Dubeau was very interested in that. It came back a couple of times, then went into a black hole. We don't know what happened with that. Hopefully, they did something on it.
The last thing is this: We feel very strongly that there should be an oversight board—maybe the ombuds. It should be a governing body. I love Nishika to pieces and it's great that they're ombuds, but we would like to see a governing body.