With respect to the prevention of harassment within the RCMP: (a) what is the official policy on the prevention of harassment in the workplace and when did this policy take effect; (b) what is the definition of harassment used by the RCMP and when did this definition take effect; (c) what are the informal and formal resolution mechanisms of harassment complaints and when did these mechanisms take effect; (d) what unit of the RMCP is responsible for the implementation of the policy mentioned in subquestion (a); (e) how is the implementation of policy mentioned in subquestion (a) reviewed and audited for effectiveness; (f) what are the roles and responsibilities of senior management in preventing harassment; (g) how is the policy mentioned in subquestion (a) communicated to employees and at what frequency; (h) what training was offered on strategies to prevent harassment in the workplace and on the policy mention in subquestion (a), and (i) who administers the training, (ii) who has access to the training, (iii) for each course, how many hours of instruction are provided, (iv) does the training include a course that specifically targets prevention of harassment against women, visible minorities, First Nations, Inuit or Métis, (v) does the training include a course on the prevention of sexual harassment, (vi) which courses are mandatory and which are optional; (i) is the policy mentioned in subquestion (a) available to the public and if so where; (j) in the last ten years, how many different policies to prevent harassment in the work place were made and what were they; and (k) what is the timeline for the gender audit and will the results be made public?
In the House of Commons on October 29th, 2012. See this statement in context.