Question Period Note: Culture Change

The Canadian Armed Forces is facing a crisis and senior leaders within the organisation just don’t get it. When will this Government finally take action to protect our men and women in uniform?

• My top priority is to ensure that everyone in the Canadian Armed Forces and the Department of National Defence feels safe and protected.

• That is why in order to improve and evolve our culture, we are immediately implementing one third of Former Justice Arbour’s recommendations, including the establishment of an external monitor.

• This will build upon our ongoing efforts to promote culture change, including the expansion of services under the Sexual Misconduct Response Centre.

• We will undertake a comprehensive analysis of all the recommendations, and will engage with stakeholders, survivors, current and former Defence Team members, on the next steps.

• National Defence will continue to implement long lasting reforms and ensure our members live up to the values and ethos of the Canadian Armed Forces.

If pressed on the extension of the term of the Provost Marshal:

• We take former Justice Arbour’s report and all external recommendations very seriously.

• The Provost Marshal plays a key role in implementing these recommendations.

• Extending the term of the current Provost Marshal will ensure that we can implement the recommendations of former Justices Fish and Arbour as efficiently as possible.

Quick Facts

Budget 2021 and 2022

• Allocated a total of $480 million to promote culture change, modernize the military justice system, support survivors, and expand health and physical fitness services to be more responsive.

Senior Leadership Selection Process We recently updated our senior leadership selection process to include:

• Evidence based character assessments to ensure we are promoting inclusive leadership.

• Increased verification of candidates past for misconduct.

Arbour Report

• Purpose: Conduct an assessment of policies, procedures, programs, practices and culture within the DND and the CAF, to identify the causes for the continued presence of harassment and sexual misconduct despite efforts to eradicate it.

• Consultations completed: Report was informed by submissions from 335 people, 4,000 documents in response to requests for information, hundreds of interviews with stakeholders.

• Recommendations: 48 recommendations

  • One third (17) immediately accepted

  • 11 areas of focus including definitions of sexual misconduct, military justice system, military colleges, and the role of the Sexual Misconduct Response Centre.

Canadian Armed Forces culture change initiatives

• Chief Professional Conduct and Culture established in Spring 2021

• Expansion of the reach, independence, and services offered by the Sexual Misconduct Response Centre

• External Comprehensive Reviews Implementation Committee (ECRIC) established

• Senior leadership selection process updated to include:

  • Evidence based character assessments to ensure we are promoting inclusive leadership.

  • Increased verification of candidates past for misconduct.

Responsible Principals: Chief, Professional Conduct and Culture, Vice Chief of the Defence Staff, Military Personnel Command, Judge Advocate General, Sexual Misconduct Response Centre.