Question Period Note: Women in the Canadian Armed Forces

We remain committed to increasing the representation of women in the Canadian Armed Forces to 25% by 2026.
As of January 2020, there were 1,849 more women in the Canadian Armed Forces compared to 2015.
While progress has been made, we recognize more work needs to be done.
That is why, in 2020 we are:
• launching a new directive on recruitment of women; and,
• drafting a new retention strategy for the broader Canadian Armed Forces.
Through these initiatives, we continue to ensure the Canadian Armed Forces is an inclusive, diverse workplace of choice, including for women.

• Women have been serving in Canada’s military for over a century. All military occupations were open to women in 1989, with the exception of submarine service, which opened in 2001. The Canadian Armed Forces was one of the first military forces to allow women to serve in all occupations.
• In Strong, Secure, Engaged, the Canadian Armed Forces committed to a goal of having one in four members be women by 2026.
• The Canadian Armed Forces recruiting strategy for women focuses on raising awareness of career opportunities in the Canadian Armed Forces. This is done through engagement and outreach, advertising, job postings, media partnerships, social media, and recruitment efforts.
• For example, the “Women in Force” program has been developed as an introductory program to allow women to experience the Canadian Armed Forces before committing to joining. The program will be incorporated into a larger annual attractions strategy starting in 2020.
• The efforts of the Canadian Armed Forces to recruit women have shown positive growth. As of February 2020, there has been a 63% increase in Regular Force women enrolments and a 102% increase in Primary Reserve Force women enrolments since 2016. This is an overall increase of 82% in women enrolments since 2016.

BUILDING A POSITIVE, SAFE, RESPECTFUL AND INCLUSIVE WORKPLACE
• Promoting diversity and inclusion: In 2017, through Strong, Secure, Engaged, the government committed to a new comprehensive Diversity Strategy and Action Plan, which promotes a National Defence-wide culture that embraces diversity and inclusion.
• Supporting and addressing mental and physical health: In 2017, as part of Strong, Secure, Engaged, National Defence committed to a new, more inclusive comprehensive approach to care – the Total Health and Wellness strategy, which will receive $198.2 million in funding over the course of 20 years. This new approach expands past the traditional health care model and considers psychological well-being in the workplace, the physical work environment, and personal health (including physical, mental, spiritual and familial.)

Addressing sexual misconduct: In 2015, the Canadian Armed Forces initiated Operation HONOUR to address sexual misconduct within its ranks:
• Operation HONOUR aims to prevent sexual misconduct from occurring by aligning behaviors and attitudes of Canadian Armed Forces members with the military ethos, which is based on the principle of dignity and respect for all; and,
• Through Operation HONOUR, the Canadian Armed Forces has increased awareness and understanding of sexual misconduct throughout the organization, implemented policies and procedures, and established essential support for those affected by sexual misconduct, through services such as the Sexual Misconduct Response Centre, the Canadian Forces Health Services Group, the Canadian Armed Forces Member Assistance Program, and through legislation such as the new Declaration of Victims’ Rights (Bill C-77), when it comes into force.

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