(Halifax Daily News) RCMP assistant commissioner Ian Atkins told a full-house public meeting at the Digby Elementary School on Tuesday night that he was “disappointed and embarrassed” by the actions of a former local detachment commander, who was accused in 2005 of racist and sexist behaviour.
“I am here to apologize to you the community for that,” Atkins said.
Although the Mounties investigated the complaints against Wylie Grimm under the force’s code-of-conduct regulations and determined they were well founded, Atkins conceded they had been “unable to bring full accountability because of the retirement of the commander,” who apparently left the force with a full pension before the probe was completed.
While residents seemed pleased with the apology, they insisted their frustration with the local RCMP was about far more than Grimm.
“We are not here because of a new phenomenon,” Brenda Clarke of the Black Educators’ Association told Atkins.
“As of today, the black youth of Digby are experiencing differential treatment … We need to have these complaints dealt with. And we need to have them addressed quickly because they are happening regularly.”
It was Atkins who then brought up the idea of establishing a local advisory committee.
“If we have racist officers in Digby,” he told the crowd, “then Staff Sgt. (Phil) Barrett (the new local commander) and I want to know. The only thing worse than hearing bad news is not hearing it.”
Barrett and resident Darlene Lawrence, who co-chaired the meeting, were soon busy taking names of those willing to sit on a steering committee to help set up the advisory board. That board is now expected to meet for the first time later this month.
After the meeting, Clarke told the Digby Courier: “This was good … They have publicly stated their support for addressing our issues, so now we have individuals we can hold accountable. Accountability is what’s been missing all along.”
Hope springs eternal.
Calvin
Appreciate your insight , however the RCMP has fallen down on more than one Code of Conduct or Statuatory investigation . We must remember the Investigation is only as good as the one doing it . Many times the NCO down the road is assigned to do these investigations and bias comes into play . Lets remember basic training , you are only as strong as your weakest link. You refer to the Mission Statement and Core Values within the RCMP , lets remember our previous Commissioner Mr Zaccardelli preached them , however felt he was above them . Comments
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New Article: RCMP Apologizes to Digby / The Chronicle Herald News/30 Jan.08
I am making the following comments in relation to the above noted article and incident.
There has been a long history of alleged racist behavior by RCMP members directed at the black communities of Nova Scotia.
Usually the following process is followed by the RCMP when these allegations are made:
• Timely actions are not taken by the RCMP to investigate.
Problem: There is a perception by the black community that there is a cover up or the RCMP just doesn’t care. (Delay is the worst form of denial)
• The RCMP member who is accused of the alleged racist behavior is transferred or retires from the force.
Problem: The black community may view this as the RCMP member not being made to explain his/her actions.
• The RCMP pays financial settlements to the black community members who were wronged.
Problem: Cash settlements are usually accompanied by a confidentially clause. Money does not take the place of humiliation, insults, fear, and intimidation that lasts long after the money is gone. Since the money is from the taxpayers of Canada there may be a backlash. Not being able to divulge the settlement robs the individual of a sense of closure.
• The RCMP launches a well published education campaign to educated RCMP members on issues of racist behavior. EG: Bias free policing.
Problem: The shotgun approach to wrongdoing does not work. Having RCMP members who never acted in a racist manner attend anti-racist training only cause’s resentment and is a waste of time and resources.
Conclusion; The above process, while well-meaning, leaves everyone with lingering anger and hostile feelings cemented in chronic suspicion.
The procedures that should be followed and that will work are the following:
• When a complaint of any kind of racist behavior is registered especially when an employee is the victim; a timely, accurate, and open as possible investigation should be conducted.
Reason: The victim and the black community observe that action is being taken. Their perception is their reality.
• Once the investigation has been completed the appropriate action, if any is required at all, should be applied to the accused RCMP Member. This would include criminal code offences as well as internal violations.
Reason: RCMP members are well aware that there is a zero tolerance policy regarding racist behavior toward employees and citizens. This is set out in the following:
Training at the RCMP Academy at Depot,
The member’s Oath,
Mission, Vision, and Values,
Directives from the Commissioner (There are several)
Diversity Management Units in each Division
Visible Minority Advisory Committees
With all of the above policies do we really need further training or do we hold individual RCMP Members accountable for their conscious and deliberate actions? If their supervisors are ignoring the problem they should also be held accountable for not doing their job.
• We tell the truth about the investigation no matter who it helps or who it hurts.
Reason: This process would establish overwhelming credibility of the RCMP in the victim and the black community. This would also demonstrate to other members that policies and procedures are being enforced.
Calvin Lawrence (RCMP Retired)
CGL Consulting@yahoo.ca
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