Change is a common occurrence within organizations. The general purpose of change is for organizations to remain viable and sustainable, and can be undertaken for a variety of reasons, such as in response to new leadership, shifts in organizational structure, implementation of new technology, or changes in procedures.
Not everyone may view change in the same way, which means that some people may choose to resist change, either actively or passively. This resistance may be due to mistrust and a lack of confidence in top leaders or in the proposed changes, poor communication, unrealistic timelines, or based on fear or perceived loss.
Organizational leaders responded to the harassment scandal through a variety of new initiatives, including harassment training, changes to complaint mechanisms, and creating opportunities for advancing women, Black, Indigenous, and other people of colour.
To learn more about how employees responded to these changes, click on the links below.
If you want to attract women as applicants....
If you want to attract women as applicants, you have to change the culture within the organization. Paying “lip service” and inserting “poster women” into recruiting and promotion positions is simply window dressing. We, and I’m sure most women in the public, can see through this.
There are now policies on giving advantages....
There are now policies on giving advantages to certain minorities to move up in the organization. I am a visible minority. You cannot fix a wrong by committing another wrong. I have never felt discriminated against, and I certainly don’t want a mechanism where the colour of my skin gives me an advantage. I should get promoted IF I am capable and deserve it
Our hiring is based more on making a nice....
Our hiring is based more on making a nice-looking brochure and a bunch of charts to show we have lots of women and minorities as opposed to getting the best people. It leaves us with a second-tier work force and disharmony amongst the ranks where postings and promotions are always questioned. When stellar female members get promoted the first thing that comes to everyone’s mind is it was a patronage appointment which could be the farthest from the truth. This is unfair to the many top performing members we have – many of which are female.
The goals the organization has set to hire....
The goals the organization has set to hire 30% more women and promote more women to hire ranks is unbelievable. I am female and I joined the organization to work with the boys. I doubt that 30% of the female population in this country even want to be employed as police officers and I certainly don’t want to work with more whiney women. Hire and promote the people who are right for the job and deal with the problems. We don’t need problem people transferred or promoted.
Although I totally understand and accept....
Although I totally understand and accept the direction the organization is heading, it is, at times, frustrating to feel that as a white, unilingual male, I am going to have to work harder than ever to get ahead and achieve my goals in this organization.
I HATE that every female leader in the force....
I HATE that every female leader in the force talks about women’s issues and challenges we face. We get it – STOP IT!!! If I think I lost a promotion because of my sex, I have the right to grieve it but enough is enough.