Looking for Mr. or Mrs. Right

Posted on by Pete Cross

My mistake, I have committed another faux pas–Mr. or Mrs. is now deemed sexist. I should have entitled this blog:

“Looking for Mx (pronounced miks or muhks) Right”.

It just doesn’t have the same narrative flow.

In any event, if you in the trenches failed to notice, and you can be forgiven, Commissioner Lucki is now gone. It has been five long years, and we are once again faced with who is going to replace her. The government is moving slowly, surprise, surprise, and they haven’t really set up any search committee yet to find her replacement, even though Brenda was nice enough to give a months notice. Nevertheless it will take a few more meetings just to devise a list of board members on the search committee. This list will of course comprise of like minded Liberals or academics who fully appreciate the overall goals of the Liberal Party and Mr. Trudeau. The last time we went through this, there were a number of liberal elite persons chosen for this selection board, the likes of Frank McKenna, all who clearly needed a few more months at the trough. And after assembling this super group of intelligent and insightful people and a lengthy country wide search; the results of those expenses laden trips was that they recommended Brenda Lucki– and deemed her the most qualified of all that applied.

One can only hope that this same group is not brought together again.

Meanwhile Michael Duheme is wriggling his bottom into the leather executive chair to act as the interim commissioner. No doubt giving him some time to decide whether he should also take the time to polish up his RCMP resume, which he has already used to great effect throughout his career. So we can not rule him out.

Mr. Duheme was born in Quebec and includes on his resume–General Duties in Nova Scotia, ERT, VIP Protection, Peacekeeping Missions in Kosovo, was Director of Parliamentary Protection Service and the CO of N Division. Pretty well safe to say that Mr. Duheme is an Ottawa-centric figure. Having watched him at some Committee hearings, he was clearly better than Lucki in doing the shuffle dance, and he did somehow came out unscathed from most of the flames being thrown at the Commissioner during her troubled years. This you could view as either a positive or a negative.

Meanwhile, in the soul crushing corridors of Ottawa HQ, the cafeteria talk is abuzz with the who will be the next Commissioner question, that is if they are not still working from home. There will be jostling by the various sword carriers who will be aligning themselves with who they think that will be and how to best position themselves to be closer to the papal chair. I live a long way from Ottawa, but I still have friends that toil there, exasperated friends to be sure, but they have helped to clue me in to who the front runners are currently– and who are therefore the subject of this blog.

But before your “rapporteur” goes through this revelation for those outside of Ontario and Quebec who are not in the loop, we need to first review the obvious selection criteria that will be the primary and overriding considerations in this process.

  1. Mr. Trudeau, who declares himself a feminist, likes to have women around him in positions of authority. As a result the RCMP internally has tried to meet Mr. Trudeaus expectations with the promotion and raising up of women to the highest echelon. (they are actually now over-represented in terms of the makeup of the police employees).

2. It is equally clear that Mr. Trudeau has only two causes in his platform, and one favoured special interest group; climate change, diversity, and the Indigenous. He seems blind to the other major issues that constantly whirl around Ottawa, and obviously he is totally ignorant of policing issues, and in fact shows no real interest in them. This is the guy who never asked Lucki’s opinion in the fateful Cabinet meeting to declare the Emergencies Act.

3. Keep in mind that Trudeau, and the rest of that group do love a good public relations announcement. To announce the promotion by starting off: “The 1st _____”. Fill in the blank. First full-time woman Commissioner (Ms. Lucki), the first Indigenous, the first gay, the first transsexual, etc. We are still very much in the age of the race and gender being translated as a quality of leadership. Equity of outcome, not equality is the current practise in the Federal government.

So keeping these rules in mind, here are the current list of front-runners which I am told are being bandied about for the next Commissioner. They are not in any particular order and there is no betting money-line on FanDuel, or MGM to help parse the odds.

a) Kevin Brosseau.

This candidate has been around before. He was in the front runner list when Commissioner Lucki got the job. He is a highly educated, far and above the others on the list, and was from 2016-2019 the Deputy Commissioner for Contract and Indigenous policing. Possibly disappointed in not getting the job last time, Mr. Brosseau went on to become Assistant Deputy Minister for Safety and Security at Transport Canada, and most recently he became Deputy Minister of Fisheries and Oceans. He has a Master of laws from Harvard Law School, and is a Fulbright scholar, so intellectually no slouch. He was born in Bonnyville Alberta and is of Metis heritage but one wonders if he can make another move from gill nets to handcuffs.

b) Rhonda Blackmore

Rhonda is currently the CO of F division, who worked for 7 years in detachments such as Assiniboia, Grande Prairie, Buffalo Narrows. Then it was off to Ottawa. She went through a few departments over 9 years including being the executive officer of the Deputy Commissioner of Contract and Indigenous Policing. She was the travel officer with the Governor General, as well as stints with National Traffic Services, the National Use of Force program, and the National Operational Policy and Compliance unit. She was moved upwards through Mrs. Lucki’s reign on a continuous basis and when asks, speaks at length about her support for the troops. She is clearly an Ottawa wonk and can speak the woke language. She has been married a couple of times, but I have been told “she is married to the Force”. Upon becoming the CO of F Division she said her priority was “continuing our reconciliation efforts, with our Indigenous peoples”.

c) Raj Gill

Mr. Gill served for 29 years with the RCMP before becoming the Deputy Chief for Calgary Police Service. He was Assistant Commissioner for National Human Resources. Mr. Gill since arriving in Calgary is specializing in the area of “equity, diversion and inclusion” and developing an “anti-racism strategy” to combat the systemic racism in the Calgary Police Service. This of course doesn’t go over well with some, but it is the flavour of the day, and Mr. Gill is clearly an advocate to push that agenda forward. Mr. Gill would clearly fit the criteria of being able to announce “the 1st South Asian Commissioner of the RCMP”.

d) Nadine Huggins

Ms. Huggins is currently the RCMP Chief Human Relations Officer. Of this group, she is the only one with no previous policing experience, and is a long time public servant. She is relatively new to the Mountie group starting in 2020, but now lays claim to “People Management Modernization” and her bio brags that “under Nadine’s direction we have created and are currently driving the People Strategy… and the Vision 150 Equity and Accountability and Trust Action Plan”. You will be forgiven if you are already tuning out. Though she could be headlined as the “1st Black Commissioner of the RCMP” and quite honestly that may be her biggest positive. There are quite a few rumours that Ms. Huggins has even been known to bad mouth the RCMP in quiet aside conversations. Maybe not the best look for a future Commissioner.

e) Mike Lesage

Mr. Lesage in 2021 was named a Deputy Chief with the new Surrey Police Service (so, might be out of a job in the next few weeks) but previously was an Assistant Commissioner for the Combined Forces Special Enforcement Unit. His forte apparently though is Community Policing and will be in charge of the SPS Community Policing Bureau. Mr. Lesage I am told has two things going for him, he is Indigenous, and he is good buddies with retired Deputy Commissioner Jennifer Strachan. Quite frankly only one of those things may help him. He seems like an outside candidate at best.

So there you have it, the best the Mounties have to offer to replace Commissioner Lucki and fill her rather small shoes.

It’s also possible that there could be someone outside the realm of policing waiting in the wings. Gerald Butts? maybe?

It is understandable that if it is going to be someone from this group which we have just outlined, that they likely represent “more of the same”. They do not appear to be a group from whom radical and progressive initiatives will be forthcoming. They have all sharpened their teeth on being politically astute in terms of “diversity” and “inclusivity” and the language you must spew if you are to survive and prosper.

So, in any event, there your choices a) thru to e): or, it could be choice

f) – None of the above.

Feel free to let me know if any of the candidates have some appeal to you. I do not know any of them personally, but I am sure they are fine people. Remember though that we are not necessarily looking for a nice person.

Meanwhile, behind the RCMP curtain, the Mounties as we know them, is slowly disintegrating, brick by crumbling brick. To enter into a fight to reclaim their once national status is going to take a very strong and gifted individual. Or, they are going to be overseeing a total revamping of the current structure, and that too will take a monumental effort.

Cast your ballot. Oh sorry, I forgot, you regular members of the RCMP don’t have a vote.

Photo Courtesy of Louri Goussev via Flickr Commons – Some Rights Reserved

Commissioner Lucki and Her New (but Old)”Strategy”

Posted on by Pete Cross

This headline and announcement came on January 26, 2021, relayed to all members of the RCMP in the form of a Commissioners Broadcast. One would have thought on first glimpse that finally there was finally some addressing of the multiple concerns now facing this organization. Had the Chief Executive of your National Police Force finally awoken from her semi-slumber to finally deal with some of the many issues plaguing the boys and girls in red? 

Well you would be both right and wrong. You would be right in assuming that there is in fact a new announced strategy. You would be wrong in thinking this was a strategy that was new in terms of goals and or objectives. You could also be right if you paid it little heed and put it in the category of the never ending pablum which continues to spill forth from Ottawa.

There will be a very select few within this vast organization who will be nodding their heads in affirmation of this new “strategy” but we would be equally safe in saying that those that would applaud this new development are not the same people that are working the night shifts in Coquitlam or Burnaby tonight.  So what is it?

 Is it a strategy to deal with recent gun violence?  No.

 Is it a strategy to deal with the lack of ability to recruit new members? No. 

Is it a strategy to deal with the current salary structure of the RCMP? No. 

Rather “today is an important day for the RCMP” because on this date, the RCMP has launched (with the fanfare of an Elon Musk Space X rocket) the “Equity, Diversity and Inclusion Strategy”.  If this was not enough excitement, she also announced that this strategy would also be part of the “Vision 150 Agenda”.  Most of you will have to admit that you have no idea what Vision 150 is, but apparently this is a good thing so nod your head approvingly.  

Not only is this a “new” strategy; but it is a “LIVE” strategy.  (Someone will have to explain to me how a strategy takes on the qualities of a human being—but remember that this is coming out of Ottawa –the generator of all acronyms and inanities).

We should also note, that neither the RCMP in general or Ms. Lucki in particular came up with this strategy on their or her own. This is not an original thought. No, they admit, this strategy came from “consultation” with the National Council for Diversity and Inclusion; other Federal employee “networks”; and “policy centers with direct impacts on EDI”.  One could cynically translate this to mean that this policy was being pushed down to the Mounties– causing them to now on bended knee genuflect before those very busy gods of correctness.

According to the announcement, “this robust and comprehensive strategy introduces fundamental changes to the RCMP’s systems that will allow us to promote an inclusive organization that values diversity and serves employees and communities with dignity and respect”.

“It also focuses on identifying and reducing workplace and service delivery barriers for Black, Indigenous, and People of Colour (believe it or not, even this has an acronym BiPoC) women, persons with disabilities and members of LGBTQ2+ communities”.

It goes on. “The EDI strategy identifies clear, concrete and transparent actions under four “pillars” that will embed equity, diversity and inclusion into the way we think about, and perform all aspects of our mandate.” What are those four pillars you ask:

-Provide Leadership and Governance

-Be Clear, Accountable and Transparent

-Enhance Awareness and Education

-Change Culture and Transform. 

You will be forgiven if none of these general life statements mean anything to you. It is the language of LinkedIn resumes, supervisor assessments, or senior RCMP executive speeches. Does anyone remember Mission Statements? This is a similar exercise. It says a lot, but its beauty in its crafting is that it says nothing. 

 They are going to “review workplace policies and practises through an “EDI, GBA+ and anti-Black racism lens to combat systemic racism”. (Remember when Ms Lucki didn’t’ think there was systemic racism and then within 48 hours recanted—she clearly has now been fully indoctrinated into the cult of goodness)

Even more specifically, there will be more “representation on selection boards” and they will be establishing “talent development plans for occupational groups with low diversity”. They will be “linking EDI goals to Performance, Promotion and Compensation”. 

As said before, this will all be aligned with “Vision 150”, a description of which you can find on the government website, that is if you have endless mindless hours and a propensity to like watching paint dry. If you dare to dive down on this government site you will find a Vision 150 “tracker”, which is divided into the four “pillars” once again. Deeper still, you will find a “tracker” for each program that is being initiated. 

It is here where you will see most of the proposed programs such as; the increase in body cams, further training in cultural understanding and diversity, a number of programs which involve consultation with the Indigenous and Indigenous women, promotions to advisory boards of various minority representative groups, and oversight programs in the major crime areas. There is even a program designed to hire civilian investigators in the area of financial crimes. 

There is an uncomfortable dystopian feel to all this. A new type of Republic of Gilead. The RCMP has even created the ominous sounding position of “Special Designated Officer for Diversity and Inclusion” and named Nadine Huggins as its first leader. Ms. Huggins of course, is “looking forward….to bring a results oriented approach to establishing an inclusive workforce and workplace.”  

One could make an educated guess as to the eventual goals of Ms. Huggins with a quick check of her resume. Her masters thesis was entitled: “Canadian Nationhood and the Identity Discourse: Incorporating Minority and other Groups”. In this thesis she refers to the French and English as the “Charter groups”  and all others make up the “marginalized”. Her Twitter universe is filled almost entirely with all the requisite black lives matter tweets or tweets on reconciliation and inclusion. The Federal government has always been her home, and all her jobs have a heavy emphasis on Indigenous representation and working at such things as the Taskforce on Diversity and Inclusion. Ms. Huggins fits the woke stereotype and her solutions will be patently obvious and predictable.

None of this is news. These policies of inclusion have been around for decades, although the terminology has changed. Affirmative action to inclusion and diversity, the French and English in this country are no longer the founding nations, now according to Ms. Huggins they are the “Charter groups”. The RCMP have been flying gay pride flags over detachments, holding diversity and inclusion detachment strategy sessions for quite some time. The RCMP in other words have been “awoke” for some time.

Forty years ago, discussions in RCMP management circles were concerned about how physical requirements for admission often precluded those coming from the Asian community. To address this problem height and weight requirements were altered and a point system was developed. The pendulum then swung towards the need to recruit females in the late 1970’s and 1980’s and the physical training was changed to accommodate. 

The solutions then were the same as now, greater inclusion and representation which almost always translates to more hiring and promotion. The only difference in this strategy from those of thirty years ago is that the target beneficiary for greater inclusion keeps moving and that marginalized pendulum has now reached its full arc.  

One can not argue that the idea of greater representation of the Canadian mosaic in policing is a wrong-headed idea. It is not. The flaw is in the belief that the barriers are “systemic” within the current system. They are not, that is only an easy and convenient simplification. The barriers are much more complicated and broader in scope. Culture, language, education, and economic well being are much greater contributors to a lack of entry and inclusion. 

The other blemish in these simplistic academic theories is the fundamental assumption that policing– meaning in its simplest form, the investigation of crime and the enforcement of laws can be bent by a cultural, colour or gender bias.

The conduct of investigations are based on simple concepts and on answering the five w’s. Techniques can change, but ultimately, all investigations follow a practised format based on experience which form a type of checklist. Straying from the orthodoxy would be rare. The checklist is largely unaffected by cultural or ethnic influence.

The creation and passage of laws is done by the duly elected in the various legislatures and the Federal Parliament. They laws are based on a perceived or pre-determined need by those elected representing the citizens at large. It is highly subjective.

However, enforcement of those same laws is objective and should be by its very nature, immune from influence by outside factors.

If these future strategies are aimed at infusing cultural or gender differences into the course of an investigation or imply choices in enforcement of those laws –we are going to find ourselves in a very dangerous neighbourhood. 

As this next chapter begins, one must realize that this strategy is a pure, made-in Ottawa “strategy”, and as such it will have little to no impact on the general population of the RCMP involved in day to day operational policing. What it is doing is enshrining for the future years a gender and culture check-list for promotion and advancement.  That is already in full swing, so this “strategy” is only serving to codify and legitimize advancement based on factors other than competency. 

This is a long bumpy road but is largely an academic exercise being played out by mandarins in the hushed halls and padded conference rooms of the Ottawa cognoscenti. The topic is in the wheelhouse of Commissioner Lucki, fitting nicely into her comfort zone and is likely part of her bid to retain her job. However, it is unlikely to be part of the conversation at one in the morning when uniformed officers are hunched over their 7-11 coffee.

Photo Courtesy of Serge Saint via Flickr Commons – Some Rights Reserved