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432-00306 (Employment and labour)

Paper petition

Original language of petition: English

Petition to the House of Commons

We, the undersigned, citizens of Canada,

Draw the attention of the House of Commons

To the following, that, in support of the undersigned Petitioner Theresa Doherty:

We contend there is an as yet undisclosed need to examine and challenge existing standards of Police Officer recruitment and collective force(s) arbitrary decision of 'non-competitive' without explanation. To dispute Ontario Watchdog organizations for negligence and failure to provide mandate of transparency, accountability and impartiality. We suggest this request for remedy is pervasive in nature, a Canadian concern and that the Public has the right to be made aware of the hidden agenda in Police recruiting and imbalance of power from the very entities they entrust and expect the same from. We request to make transparent the determination for hire for a Police Officer in Canada with intention of changing public policy in police recruiting. I, Theresa Doherty intend to make Void a non-disclosure signed August 2017 on grounds of unconscionability against Toronto Police Services Board. This petition cannot be brought before a court of law or tribunal, as the HRT is one target, lawyers fail to involve for fear of retaliation from the police community and my particular Prayer is precedent setting.

A Canadian resident, continuously qualified older mother to 6, who completed requirements repeatedly, including the Physical component 12 times. Additional contributions as community volunteer, University graduate, College graduate, vital role as mother were dismissed and devalued. I have received feedback from other citizens who agree this isn't the justice system in Canada they envisioned.

I am competitive. A pioneer in a male and youth dominated industry who deserved consideration. Current standards are unethical, non-inclusive and archaic in practice.

Therefore, your petitioners call upon the House of Commons, the addressee; to respond with action to the above Prayer by Theresa Doherty to consider changing public policy in police recruiting and remove discrimination in hiring procedure and investigate corruption in collective oversight agencies.

Response by the Minister of Public Safety and Emergency Preparedness

Signed by (Minister or Parliamentary Secretary): Joël Lightbound, M.P

Authority for policing in Canada is decentralized across different levels of government. The administration of justice — including policing — is a provincial responsibility. Throughout Canada, police services may have different mandates, serve different sizes of population, be presented with different community circumstances and operational requirements. The provinces or municipalities determine policing models including policies relating to recruitment. The communities are responsible for governing police services through a police board, band council, or other authority.

As the provider of front-line policing services in all provinces and territories except Ontario and Quebec, the Royal Canadian Mounted police (RCMP) works closely with individual communities to tailor its policing model to their needs.

The RCMP is committed to modernizing its recruitment practices through proactive action aimed at increasing diversity and reducing bias so that that its police officers reflect the communities it serves. Diversity in the RCMP’s workforce provides the organization  with an enhanced understanding of the communities it serves and  increases collaboration.

The RCMP is pursuing a transformation agenda with advice from its independent Management Advisory Board to: tailor the policing model and approach to communities’ needs; strengthen accountability and transparency; advance equity, diversity and inclusion in RCMP decision-making, training and recruitment.

The RCMP is also developing a renewed Recruitment Strategy in order to attract diverse applicants with the necessary skills required for modern policing.  As part of this  Strategy, the RCMP will focus on increasing diversity among proactive recruiters, to represent the diversity it seeks to attract. The RCMP will also implement modern applicant screening tools to promote diversity and ensure candidates have the attributes needed for policing of the future, including screening for bias. Consultation with the RCMP management across the country is underway to support this important work.

The RCMP is also applying a Gender based Analysis plus (GBA+) approach to the recruitment process to identify any unintended barriers in the application process. As part of the GBA+,  a new RCMP aptitude test will be introduced to ensure an effective and inclusive approach. Further, a full refresh of the RCMP recruiting website was recently conducted to simplify language and remove unintended barriers. Additionally, the RCMP has adjusted the recruitment application process allowing Permanent Residents, who have lived in Canada for three of the last five years, to apply to be a police officer.

We are committed to implementing these necessary modernization efforts — and others — in collaboration with partners and stakeholders, to build a stronger, more inclusive and more resilient country, to keep all communities safe and secure.

Presented to the House of Commons
Karen Vecchio (Elgin—Middlesex—London)
November 27, 2020 (Petition No. 432-00306)
Government response tabled
January 25, 2021
Photo - Karen Vecchio
Elgin—Middlesex—London
Conservative Caucus
Ontario

Only validated signatures are counted towards the total number of signatures.