Police force members need to feel safe on job
Adviser for workplace concerns part of process, says Chief Roger Chaffin.
Recently, there has been some attention toward the Calgary Police Service’s decision to retain a lawyer in the role of a workplace concern adviser.
A little over a year ago, the Calgary Police Service embarked on the necessary work of adapting and evolving our human resources practices to ensure we are meeting the needs of today’s workforce. A year later, we see that progress has been made and we acknowledge that the work must continue.
While we have made strides, we know that investing in the well-being of our employees is a job that does not come with a completion date or a simple task list — it continues daily.
Careful consideration, consultation and candid conversation lines the way. The Calgary Police Service is in the business of people; they are our greatest asset. Whether in the community at large or our community at work, we recognize that diversity is our strength.
Over the past year, we have established our Respectful Workplace Office, a team of individuals who have the experience and resources to facilitate conflict resolution, mediation, education and awareness that empowers our employees to constructively deal with workplace concerns.
Respectful workplace training has been created and is starting to be rolled out service-wide to all employees — because simply put, if you know better, you do better.
Within the constructs of the policing world, there are many parameters set out for the investigation and resolution of concerns. We recognize that as we create an environment in which all employees feel safe to voice their concerns, multiple avenues are necessary, giving the employee control over how they come forward.
In establishing these avenues, we have worked closely with our stakeholder and partners to ensure that we do not encroach on their roles and responsibilities.
The addition of a workplace concern adviser is in direct response to the Calgary police commission’s sevenpoint plan on gender equity. This person will be one more point of entry for an employee who is distressed.
They will be an external resource with whom they are able to confidentially discuss their challenges and receive insight as to how their concern can be resolved.
The workplace concern adviser will not have an investigative role and will not litigate. This lawyer with specific human resources expertise is there to listen, be objective, independent and offer expert advice as to how to move forward.
As their title states, they will simply advise employees on the conflict resolution systems available to them. The challenges we face at CPS are not unique, but that does not reduce the priority we place on addressing them.
We are in the midst of a societal shift toward recognizing and addressing the existence of inappropriate behaviour in the workplace and unequivocally stating that it needs to stop. The challenges our world faces are increasing and the demands on our police officers multiply not only in volume, but also in complexity.
Just like any other workplace, CPS recognizes that employee wellness leads to higher productivity. It just so happens that in our case, the higher productivity results in a safer, vibrant city for all.
We know that the healthier our workforce, the greater the benefits to not only their individual and family wellbeing, but to the prosperity of our community.
To provide Calgarians with an exceptional level of service that they have rightfully come to expect from their police service, we must make sure our employees first and foremost feel safe and supported in their workplace.
Our community, both internal and external, must be a place where safety is a priority.
These are mutual goals, not competing ones.
As chief, I will continue to make them both a priority, ensuring that existing employees as well as the new ones we are eager to recruit, and the citizens of Calgary, are proud of their police service.