Advance efforts towards 2SLGBTQIA+ inclusion

Update

The RCMP welcomes the final report of the Employment Equity Act (EEA) Review Task Force that has many supported recommendations, such as the inclusion of Black and 2SLGBTQIA+ communities as designated employment equity groups. The RCMP will work to ensure implementation of amendments to the Act towards the elimination of all forms of discrimination in the workplace and to ensure the key objectives of the Act are met.

The revised RCMP Guide to Supporting Transgender, Non-binary and Two-Spirit Employees is currently being updated, anticipated for completion in summer 2024.

• In 2023, the RCMP launched its first Pride Employee Network to provide a safe forum for RCMP 2SLGBTQIA+ employees and their allies to connect and discuss issues related to the promotion of a healthy and inclusive work environment for them.

The RCMP developed and delivers training, such as:

• 2SLGBTQIA+ online training, which presents learners with an overview of the history of 2SLGBTQIA+ rights in Canada
• terminology and vocabulary connected with 2SLGBTQIA+ identities are presented and content in this course builds upon the understanding of diversity, the importance of respect for all people, and how to demonstrate inclusion and respect and dignity for all people no matter their identity
• this training is a unique opportunity to challenge the lens with which employees view Canada, their role within the public safety sector in Canada, and the way that they interact with people in their community
• "The history of the Force", an interactive offering that includes an introduction to the Purge and the role the RCMP played, which was recently launched at the Training Academy (Depot)
• a session dedicated to transgender people in the Depot training curriculum. It is a pre-recorded panel of transgender people discussing their experiences and focuses on what police officers can do to be allies with the community

The RCMP also added gender affirming care as a benefit for police officers to ensure that those requiring this care can access these crucial benefits. This benefit is part of the RCMP's ongoing commitment to creating a more modern, inclusive and representative workforce. This progress toward creating an inclusive organizational culture will further allow all employees to contribute fully to the RCMP's mandate. It also demonstrates the RCMP's continued dedication and efforts to meeting its commitments in the RCMP's Equity, Diversity and Inclusion Strategy, and the recommendations of the Emerging from the Purge Report.

Update

Engagement continues, including with individuals with lived experience, to inform updates to the RCMP Guide to Supporting Transgender, Non-Binary and Two-Spirit Employees. A revised version of the guide is planned to be released in 2024.

Update

The 2SLGBTQI+ is supporting lesbian, gay, bisexual, transgender, queer and two-spirit (2SLGBTQI+) communities through awareness-raising activities and by launching a refresh of the 2SLGBTQI+ Guide to Supporting Transgender, Non-Binary and Two-Spirit Employees.

This year, the 2SLGBTQI+ further assessed its readiness on 23 recommendations made by the Purge Fund.

The 2SLGBTQI+ has also committed to the Government of Canada's 2SLGBTQI+ Action Plan, which launched on August 28, 2022 and includes formalizing supports for 2SLGBTQI+ internal employee networks and promoting alliances with networks across the public service.

In November 2022, the 2SLGBTQI+ updated its website to include History of 2SLGBTQI+-2SLGBTQI+ relations to acknowledge past mistakes and demonstrate ongoing progress towards a more inclusive organization.

Update

The 2SLGBTQI+ is supporting lesbian, gay, bisexual, transgender, queer and two-spirit (2SLGBTQI+) communities, through awareness-raising activities and by launching a refresh of the 2SLGBTQI+ Guide to Supporting Transgender, Non-Binary and Two-Spirit Employees.

This year, the 2SLGBTQI+ further assessed its readiness on 23 recommendations made by the Purge Fund. The 2SLGBTQI+ has also committed to the Government of Canada's LGBTQ+ Action Plan, which includes formalizing supports for 2SLGBTQI+ internal employee networks and promoting alliances with networks across the public service.