1. Respectful Workplace Meeting Highlights September 2013

2. Our operational successes Community involvement/service Ability to problem solve Action-oriented (we get things done) We have good people committed to doing a good job We are able to keep evolving We offer a diversity of opportunities What is working well 2

3. Issues/root cause Behaviours not aligned with core values Major issueSub-issue/evidence Have not identified what is important Lack of sufficient focus on leadership/leadership training HR processes not aligned with core values Root cause Employees not held/holding each other accountable Supervisors afraid to act (fear repercussion) Not acting timely to address issues Rules-based vs. principles based 3 Honesty Integrity Professionalism Compassion Accountability Respect

4. The case for change Risks Lose present & future employees If we don’t take action someone else will Employees will lose passion for what they do Image continues to tarnish Loss of autonomy Could be replaced (loss of mandate) Impact on operations Urgency Revolution not an evolution We can change with time or time will change us (change our destiny) The world is changing and we are not keeping up Employees losing pride The “Red” is fading 4

5. We have a culture of excellence (in everything we do; we are part of a legacy) We learn from our mistakes We take care of each other (value the core) We are a sought after organization to work for We are leaders in policing Everyone feels valued We are accountable, innovative, inclusive We are Brave – we bring issues forward/confront bad behaviour We are an organization of leaders The RCMP of tomorrow 5

6. We Stand for: Our core values Treating people fairly A safe and protective work environment Humility Timely recognition of good work and behaviours Accepting and celebrating diversity We Stand against: Exclusion Selfishness Inaction/complacency Inappropriate behaviour (mistreatment of employees; sarcasm, ridicule “cheap shots”) Fear (used as a tactic) Intolerance of others 6

7. The next 90 days Participants Everyone a Respectful Workplace (RWP) leader 30 days of dialogue Initial feedback submitted to respect@rcmp-grc.gc.ca by Friday, October 25 th respect@rcmp-grc.gc.ca RWP committee/Angela Take stock on what is happening Build momentum (NIOC, SMT…) – define the story Every course includes RWP principles Recommendations for Commissioner Face-to-face RWP course (online insufficient) Video message(s) from the Commissioner (senior mgt) Manager forum – Oct. 10 (SEC sign off on guiding principles) - approved 7

8. Our way forward Next Steps Define Respectful workplace (RWP) principles/standards of behavior and link to HR processes Identify RWP success indicators Define/develop leadership requirements and related program (every person a leader) Define requirements for BEST employers/workplaces in Canada (external validation) 8