The CAF Respondent Reintegration Framework: supporting a healthy workplace

May 31, 2022 -  Defence Stories

Achieving real change and cultural growth requires sustained effort and commitment. It’s about listening, learning and adapting. Adapting our attitudes and perceptions, and re-thinking our policies, programs and approach.

In the last two years, the Canadian Armed Forces and Department of National Defence (CAF/DND) have taken significant steps to adopt a more human- and survivor-centric approach as we address issues of misconduct and acknowledge the harm caused by exclusionary aspects of our institutional culture. Our goal is to be an institution in which members of the Defence Team feel welcomed, safe and able to bring their very best ability to bear in service to Canada, each and every day.

“We must rebuild trust and restore a healthy work environment. The safety, health and well-being of individuals who have been harmed will always be our primary concern,” says Lieutenant-General Jennie Carignan, Chief, Professional Conduct and Culture. “Our experience has also taught us that leaders at all levels would benefit from additional support and guidance, as they strive to address complex inter-personal issues with humility and compassion.”

As part of our cultural growth efforts, the CAF has developed a Respondent Reintegration Framework to provide guidance to leaders at all levels for the accountable and safe workplace reintegration of a CAF member involved in allegations, investigations and findings related to conduct deficiency. A conduct deficiency occurs if a CAF member fails to meet an established standard of behaviour in a regulation, code of conduct, policy, order, instruction, or directive applicable to the CAF member.

Reintegration measures are based upon a restorative approach, which prioritizes the affected person’s safety and well-being, while recognizing that any response to a reported conduct deficiency must also address the needs of respondents. The aim is to acknowledge and address the well-being and safety of the affected person in a practical manner while reducing the risk of further harm. This can also enable the affected person and the respondent to move forward following the occurrence of harm.

A restorative approach is focused on relationships between individuals, and also between individuals and over-arching groups such as their communities or institutions. A restorative approach has been used in educational environments, the criminal justice system, and communities. The CAF restorative approach will address both individual needs and institutional responsibilities. Early engagement in the restoration of a healthy workplace is an important responsibility of leadership.

The Framework remains focussed on the complainant; by properly reintegrating a respondent, when/where appropriate, we diminish potential further harm to the affected person. CAF personnel who have committed a conduct deficiency will be administered and/or disciplined in accordance with regulations and policy. The Framework does not change the CAF’s approach to administrative review or discipline. It does, however, provide an approach to ensure that respondents involved in allegations, investigations, and findings related to conduct deficiency are treated fairly, impartially, and have the necessary support to move forward and learn – important steps in a restorative process.

The Framework will be an evergreen or living document, and the CAF will actively seek feedback from members and stakeholders, particularly those who use it to address conduct deficiencies, on whether it meets their needs and/or how it could be improved. Please email CPCC-CCPC@forces.gc.ca with any comments or suggestions you may have.