In light of recent events both locally nationally and internationally, the question of what makes a good police officer is often asked after a tragic event such as the inquiry into the mass shooting in Nova Scotia, the death of George Floyd #BlackLivesMatter, racist violence, and disastrous mental health checks. It’s a complicated difficult conversation. Police officers are human and as a society, we hold them in high esteem.

In some cases defining how their ethics, morality and legal lines are either blurred or nonexistent is scrutinized.  From my perspective, the behaviour of police officers needs to be questioned. Because we can always learn a better way to do things. That is what an inquiry is all about, seeking the truth, lessons and accountability.

It’s important to recognize those police officers are not perfect.  We are who we are from our life experiences, family, and our own beliefs system and values.

However, there is a fine line between legal and illegal behaviour, a fine line between doing the right thing and the wrong thing for expediency. This is when we need to call into question the training, and patterns of behaviour of an officer. Let’s face it none of us has all the answers, and as a police officer, I’ve made mistakes, thought the wrong things, was not aware of my unconscious biases or not aware of the trauma of clients.

Things can change and do change. Society has changed, it’s fluid, and the way we do police work has changed, and as police officers, in the world of today, we are exposed to more mental health calls/concerns with the people we interact with as well as the perpetrators. The knockdown, body slamming, taser, gunslinging handcuff approach is no longer effective. Good policing requires effective listening skills, training in conflict resolution, empathy and a trauma-informed approach in all of the police work creates a more healthy resilient and safe workplace. This is not going to be for everyone who joins a police team.

officers/people who think they were entitled, people who don’t care about co-workers, harass and bully, they are not willing to listen to another perspective, collaborate or admit their mistakes. Sadly there will always be officers who are willing to lie and deny an act surprised when caught in a lie. They truly believe that they are above the law, in many situations feel there’s nothing wrong with covering up deception and their mistakes both on duty and in their personal lives.   There are officers out there who are willing to protect others who cross those legal and ethical lines in police work. Until someone says something this behaviour continues.

Quite often it is a slippery slope from crossing that ethical, moral, and legal line to criminality because no one is willing to speak up. It’s especially difficult and challenging when it is your superior officer who is one of those bad apples. Quite often it can feel like a career-ending move in speaking up and challenging their behaviour. I speak from experience. Working with individuals who were willing to cross those lines and felt entitled.

A workplace that encourages accountability, and that promotes a work environment that supports the individual and their collective well-being will create a sense of connection/safety to speak up.   A trauma-informed approach is crucial in dealing with all aspects of life both personal and professional. We can always learn from each other and our mistakes during our duty to serve and protect.   On the flip side, a workplace that doesn’t practice trauma-informed principles can breed disrespectful bullying and harassing behaviour, employees don’t feel safe, and it’s highly competitive and isolating. I speak from experience.

I ask you how would you define an officer who tried to delete a photo radar ticket he received, how would you define an officer who kicked and punched a suspect, how would you define an officer who kicked and punched a suspect again when they were already restrained, how would you define a police officer who stalks his girlfriend/wife, who sends inappropriate tweets, who lies on the stand in court, who refuses to obey the law in a child custody case, who comes to work drunk gets in a car accident and expects their partner to lie, drinks on duty, how would you define an officer who rapes another officer?

Unfortunately, all these above mentioned is a reality. I speak from experience.

To change the workplace culture it takes a willingness to start. Doing nothing, saying nothing, nothing. The Canadian Institute for Workplace Bullying Resources can help in teaching employees and managers the value of respectful workplace culture. It’s also important for everyone in the police organization to recognize the importance of buying into the benefits of a healthy and respectful workplace. Those who resist have a choice to change or go the way of the dinosaurs.

Curiosity, common sense, and compassion are three of the most important attributes of a police officer. When we are curious we are looking at others through a lens of wonder, not judgment.

Common sense is just having common sense and reacting appropriately to different scenarios.

Compassion for yourself and for others means you are less likely to rush to violence, judgments, and violence unhealthy reactive behaviour.

Continue training in Conflict resolution, trauma-informed, and awareness of our triggers, trauma, and unconscious bias (we all have them).

Police work is tough, shift work, long hours, it’s dangerous and most of the time is a thankless job. However, as police officers, it is our job to serve and protect, to serve and protect everyone and that means the many complaints/calls that there’s no further action required. However, each of these complaints has to be investigated, which takes time and energy. Like most police agencies they are short-staffed which causes added stress to each officer every day every shift. Recognize what you can control and what you can’t control. The idea is to do the very best you can each day so that you can go home and say I did my very best with the tools and strategies, with the support and management at the time.

A good honest person defines their uniform, a bad cop has the uniform define them. In other words, it is the person wearing the badge and their personal attributes that define the uniform not the other way around. A bad cop will do everything to protect that image of the uniform. I speak from experience.

If you are a victim of a ‘bad cop’ or a witness to bad behaviour then you have a choice and the right to speak up. Here are a few contact links to check out. Civilian Review and Complaints Complaints Commission for the RCMP

Also, you can file an individual complaint against a certain member. Making a public complaint against a RCMP member. 

The Winnipeg Police have their own complaints department and it is your right to file a complaint.

To file a complaint with the Winnipeg Police Service, you may:

1. Come to any Winnipeg Police Service Centre.
2. Write to the Chief of Police, P.O. Box 1680, Winnipeg, Manitoba R3C2Z7.
3. Contact the Professional Standards Unit at 204-986-7242.
4. Use this online form.

Each police department has its own complaints department. I would suggest you check out the correct procedures for each police service.  As the inquiry continues in Nova Scotia it is vital that the truth be told, what it looks like it needs to be told, and truth and accountability cannot be hidden. Any hint of ‘coverup’ ‘failure in transparency’ creates an atmosphere of mistrust.  Only the truth, the truth, all mistakes in order to find ways to learn and move forward as well as accountability. It is part of the healing process for everyone involved. If we make mistakes admit it in order to move forward.  Lessons are taken so that that level of tragedy never happens again.

There is always a choice to be a good cop or a bad cop?