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The first steps

CFPSA has taken the initiative to promote and maintain a harassment and discrimination free work environment for all NPF employees. Acting upon directions given by the Chief of Defence Staff, the CFPSA recruited and hired an expert and professional Human Rights and Harassment Prevention Advisor (HR & HPA) early in 2003, followed by a Human Rights Investigations Manager later in the year.

One of the first steps involved the drafting of Policy and Procedures designed to effectively prevent, combat and resolve Discrimination and Harassment wherever it might occur throughout the NPF workforce. The Policy and Procedures, once approved, will protect both NPF employment and service environments operating within Bases/Wings/Units across Canada and the world. After conducting a full and unprecedented consultation process, the draft Policy and Procedures are now in the final stages of receiving approval.

Disposition of all new case handled by the Human Rights and Harassment Prevention Team
Note: Average length of time to close new cases opened in 2003-2004 was under six months. There are 25 cases being carried forward into 2004-2005.

Listening to our Employees

Responding to an invitation from the President and CEO, some 2,800 NPF employees participated in an Employee Survey in late 2002. While many areas of interest were addressed, some of the questions sought to measure the incidence of harassment and discrimination.

Although the survey indicated the incidence of harassment and discrimination throughout the NPF workforce appears to be comparatively less than in the Public Service, clearly the presence of ANY harassment and discrimination in our workforce is unacceptable and will not be tolerated and is in need of being addressed.

Results of this survey are available online at www.cfpsa.com.