Question Period Note: Apology to Survivors of Sexual Misconduct

Why has it taken the Government so long to issue an apology that was promised in 2019?

• We will not tolerate sexual misconduct or any behaviour that goes against our shared Canadian values of equality, safety and security and respect.
• For far too long, an underlying sexualized culture in our institution has led some to ignore, minimize, or excuse sexual misconduct.
• As part of our efforts to restore relationships with those who have suffered, the Deputy Minister, the Chief of the Defence Staff, and I offered an official apology today to all current and former Defence Team members and Veterans.
• We know this is a systemic problem, and we are taking actions at every level of the organization to address sexual misconduct and promote institutional culture change.
• We sincerely thank all affected people who have shared their experiences and provided feedback and advice to help us understand and do better.
• We will continue to work to create a culture where every member can reach their full potential and feels safe, protected, and respected.

Quick Facts

Budget 2021: Provides $236.2 million over five years to address sexual misconduct and gender based violence.

Heyder-Beattie Class Action Lawsuit

• Claims period closed on November 24, 2021
• Claims filed: 18,809

Background

Chief of Professional Conduct and Culture

• In April 2021, the Department of National Defence established the Chief of Professional Conduct and Culture, a new organization that will lead institutional efforts to develop a professional conduct and culture framework that holistically tackles all types of harmful behaviour, unconscious biases, and systemic barriers.
• The Chief of Professional Conduct and Culture will be responsible for:
  • Creating the conditions for cultural transformation and ensuring behaviours reflect the very best parts of National Defence and Canadian society;
  • Advising the Chief of the Defence Staff and Deputy Minister on all matters related to professional conduct and culture in the Defence Team; and
  • Strengthening support mechanisms for Defence Team members affected by all forms of misconduct, and enhancing tracking and reporting mechanisms, including those external to the chain of command.
• The Chief Professional Conduct and Culture will ensure that efforts to change the culture of National Defence tackle policies and practices that lead to systemic inequalities based on gender, race, sexual orientation, ethnicity, or religion.
  Independent External Comprehensive Review (2021-2022)
• In April 2021, the Minister of National Defence announced the launch of an Independent External Comprehensive Review led by retired Supreme Court Justice Louise Arbour on current policies, procedures, programs, practices and culture within the Canadian Armed Forces and the Department of National Defence, as well as the recruitment, training, performance evaluation, posting, and promotion systems in the CAF, and the military justice system’s policies, procedures, and practices to respond to allegations of harassment and sexual misconduct.
• The aim of the review is to shed light on the causes of the continued presence of harassment and sexual misconduct within the Canadian Armed Forces and the Department of National Defence, and to provide an assessment and recommendations on how National Defence can establish an external oversight and/or review mechanisms related to harassment and sexual misconduct.
• On October 20, 2021, Madame Arbour provided the Minister of National Defence with her interim recommendation. This recommendationcalls for the transfer of sexual assault cases and other criminal offences of a sexual nature under the Criminal Code, including historical sexual offences, alleged to have been perpetrated by a member of the Canadian Armed Forces, to civilian authorities.
• On November 3, 2021, the Minister of National Defence accepted Madame Arbour’s interim recommendations and informed her that the Defence Team would begin to implement them.
• The Canadian Forces Provost Marshal and the Director of Military Prosecutions are currently working to develop the mechanisms and processes that will be required to implement the interim recommendations, as well as engaging with their federal, provincial, municipal and territorial counterparts on the matter.
• The final report is scheduled to be delivered to the Minister of National Defence in spring/summer 2022.

Royal Military Colleges

• The Royal Military College Kingston and the Royal Military College Saint-Jean, in partnership with the Sexual Misconduct Response Centre, continue misconduct prevention efforts and increased support to students through the Building our Futures program. The Program includes:
  • Specialized training for all academic and military staff to better prevent, recognize and respond to sexual misconduct; and,
  • Enhanced response and support services to those who experienced sexual misconduct.

Adapting the approach to Professional Development

• The Canadian Defence Academy is reviewing the Professional Development Framework to better advance cultural change through:
  • What to teach (including doctrine, Qualification Standards, Training Plans, curriculum);
  • How to teach (pedagogy); and,
  • The environment in which we teach.
• Gender and Culture Advisor Teams are being established across the Canadian Defence Academy. Led by experts in adult learning, education and pedagogy, these teams will conduct learning environment audits and will establish a credentialing system for instructors and educators who are working within the Canadian Armed Forces’.
• The Canadian Defence Academy has rewritten the Canadian Armed Forces ethos in a publication named “Trusted to Serve” which will emphasize character and promote diversity and inclusion. The next step will include a comprehensive development of learning aids to support the professional socialization of our Ethos. This new publication will serve as the basis to review our Leadership Doctrine.

Responsible Principals: Chief Professional Conduct and Culture, Canadian Forces Legal Advisor, Judge Advocate General, Assistant Deputy Minister (Public Affairs)

Background

Chief of Professional Conduct and Culture

• In April 2021, the National Defence established the Chief of Professional Conduct and Culture, a new organization that will lead institutional efforts to develop a professional conduct and culture framework that holistically tackles all types of harmful behaviour, unconscious biases, and systemic barriers.
• The Chief of Professional Conduct and Culture will be responsible for:
  • Creating the conditions for cultural transformation and ensuring behaviours reflect the very best parts of National Defence and Canadian society;
  • Advising the Chief of the Defence Staff and Deputy Minister on all matters related to professional conduct and culture in the Defence Team; and
  • Strengthening support mechanisms for Defence Team members affected by all forms of misconduct, and enhancing tracking and reporting mechanisms, including those external to the chain of command.
• The Chief Professional Conduct and Culture will ensure that efforts to change the culture of National Defence tackle policies and practices that lead to systemic inequalities based on gender, race, sexual orientation, ethnicity, or religion.
  Independent External Comprehensive Review (2021-2022)
• In April 2021, the Minister of National Defence launched an Independent External Comprehensive Review led by former Supreme Court Justice Louise Arbour on current policies, procedures, programs, practices and culture within the Canadian Armed Forces and the Department of National Defence, including the policies, procedures, and practices to respond to allegations of harassment and sexual misconduct.
• The aim of the review is to shed light on the causes of the continued presence of harassment and sexual misconduct within the Canadian Armed Forces and the Department of National Defence, and to provide an assessment and recommendations on how National Defence can establish an external oversight and/or review mechanisms related to harassment and sexual misconduct.
• On October 20, 2021, Justice Arbour provided the Minister of National Defence with her interim recommendations. These call on National Defence to transfer of all sexual assault cases and other criminal offences of a sexual nature under the Criminal Code, including historical sexual offences, alleged to have been perpetrated by a member of the Canadian Armed Forces, to civilian authorities.
• On November 3, 2021, the Minister of National Defence accepted Justice Arbour’s interim recommendations and the Defence Team has begun the implementation work.
• National Defence is currently working to develop the mechanisms and processes that will be required to implement the recommendations, as well as engaging with our federal, provincial and territorial counterparts on the matter.
• The final report is scheduled to be delivered to the Minister of National Defence in spring/summer 2022.

Royal Military Colleges

• The Royal Military College Kingston and the Royal Military College Saint-Jean, in partnership with the Sexual Misconduct Response Centre, continue misconduct prevention efforts and increased support to students through the Building our Futures program. The Program includes:
  • Specialized training for all academic and military staff to better prevent, recognize and respond to sexual misconduct; and,
  • Enhanced response and support services to those who experienced sexual misconduct.

Adapting the approach to Professional Development

• The Canadian Defence Academy is reviewing the Professional Development Framework to better advance cultural change through:
  • What to teach (including doctrine, Qualification Standards, Training Plans, curriculum);
  • How to teach (pedagogy); and,
  • The environment in which we teach.
• Gender and Culture Advisor Teams are being established across the Canadian Defence Academy. Led by experts in adult learning, education and pedagogy, these teams will conduct learning environment audits and will establish a credentialing system for instructors and educators who are working within the Canadian Armed Forces’.
• The Canadian Defence Academy has rewritten the Canadian Armed Forces ethos in a publication named “Trusted to Serve” which will emphasize character and promote diversity and inclusion. The next step will include a comprehensive development of learning aids to support the professional socialization of our Ethos. This new publication will serve as the basis to review our Leadership Doctrine.

Responsible Principals: Chief Professional Conduct and Culture, Canadian Forces Legal Advisor, Judge Advocate General, Assistant Deputy Minister (Public Affairs)

Chief Professional Conduct and Culture, Canadian Forces Legal Advisor, Judge Advocate General, Assistant Deputy Minister (Public Affairs)