Joint Strategy on Workplace Sexual Violence and Harassment Project and Safe Workplace Action Plan

FOR IMMEDIATE RELEASE: Wednesday, January 19, 2022  5:47pm 

(Ottawa) –  The Ottawa Police Service (OPS) and the Ottawa Police Services Board (the Board) recognize that sexual violence and harassment are symptoms of a greater epidemic of gender disparity, as well as other inequities in our society that impact workplace culture. These issues which have no place in any workplace - they are damaging and debilitating to all those impacted. They limit members in bringing their full selves into the workplace and in realizing their full personal potential.

Since March 2020, the OPS and the Board have been taking action to prevent and address workplace sexual violence, systemic misogyny/racism, bullying and all forms of harassment.  In May 2020, the OPS and Board started the Joint Strategy on Workplace Sexual Violence & Harassment (JS-WSVH) project. The JS-WSVH represents a long-term commitment to redress these harmful systemic issues, to heal the organization, to strengthen our culture. The OPS and OPSB is fully committed to creating a workplace where all members feel safe, respected and supported.

The JS-WSVH project, outlined in a report that is part of the January 24^th meeting, represents a major investment of time, effort and resources to solve these issues. It reflects our on-going commitment to action to improve member health and wellness. The project scope focused on workplace sexual violence and harassment but also recognized the need to assess and address the intersectional systemic issues such as racism, gender-based discrimination, homophobia and accommodation. 

This report outlines the priority, along with short, medium and  long-term action items for the JS-WSVH in line with the Board’s strategic direction and the approved 2022 Budget. A more detailed project report on the Joint Strategy and the future state program, including the full Rubin Thomlinson Report is attached to this report and will be made available to police and community members, internal and external stakeholders, and posted online.

The Board and OPS will build on this work with the implementation of a multi-year Safe Workplace Action Plan.

The Action Plan includes: 

• Overhauling the member complaints process by establishing an Independent Office of Workplace Investigation; 
• Introducing new mental health supports, including bringing a full-time Psychologist on staff to support members;  
• Establishing a new OPS Code of Conduct and call for professionalism; 
• Implement improved mandatory training to address: respect at work; harassment and workplace violence, inclusion, diversity, equity and access; and bystander intervention; and
• Ensuring promotions and career development opportunities are merit based using a Respect, Values and Inclusion toolkit. 

“Since 2020, our entire organization has worked to overhaul OPS policies, procedures and practices to ensure we better support our members, in particular our female members, as we root out workplace sexual violence and harassment,” said Chief Peter Sloly. “The Safe Workplace Action Plan is the next step in our ongoing efforts to prevent these harmful workplace incidents from occurring – to increase member confidence in reporting incidents – to provide improved supports to affected victims/survivors – and – to address all such incidents head on when they do happen.”

This Action Plan work is informed by the research and recommendations of several previous projects including the Gender Audit, the Diversity Audit and a review conducted by Rubin Thomlinson LLP. The Rubin Thomlinson report identifies many unacceptable workplace issues the OPS has been working to rectify, including systemic misogyny, racism, discrimination, harassment and bullying. The Action plan includes all 18 of the Rubin Thomlinson report recommendations – the OPS and the OPSB have fully accepts and is fully committed to implementing all 18 of recommendations including an additional set of recommendations.

“The Action Plan builds on over two years of work, as well as the investigation by Rubin Thomlinson into extensive workplace issues at the Ottawa Police,” said Ottawa Police Services Board Chair Diane Deans. “I fully support all the recommendations being implemented as part of our long-standing efforts to combat harassment and sexual violence and promote a better workplace for all.”

Approach to Change and Internal Discussion

All of this work is part of a new framework for change we introduced in 2020 focusing on duty of care, public trust and community safety and well-being. Over the past year, we have held a series of open discussions with all members on the themes of systemic misogyny, systemic racism, workplace harassment and bullying.

These sessions were done with the full Command, the Senior Leadership Team, Staff Sergeants and managers, recruits and the overall membership. 

We have created special sessions with multiple Employee Resource Groups representing women, racialized and 2SLGBTQQIA+ members. The JS-WSVH engaged the Ottawa Police Association and the Senior Officer’s Association in the overall project from the beginning and throughout and we have continuously and actively engaged all our members to raise awareness, seek their input and enable them to be part of the solution.  

We would like to thank the many courageous members of the Service who came forward to share past and current experience, and to offer solutions – all for the purpose of building a stronger, safer workplace.

Progress on the Action Plan will be closely monitored and measured, with regular updates provided to OPS members and the Board.

The full reports on this plan are included as part of the Board’s January 24 meeting.  Related Documents are posted online. 

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