Personnel

On this page

• Providing Support for Those Affected by Sexual Misconduct
• Team Canada Flights
• Honourary Military Appointments of the Duke of York
• Hateful Conduct in the Canadian Armed Forces
• Elminating Discrimination in the National Defence Work Place
• Women in the Canadian Armed Forces
• Promoting Diversity in the Canadian Armed Forces Including Women, Indigenous Peoples and LGBTQ2
• Recruitment and Retention in the Canadian Armed Forces
• Transition to Civilian Life
• Captain (Retired) Kimberly Fawcett
• Reimbursment Rates to Provinces and Territories for Military Health Care Services
• Tax Relief for Deployed Personnel
• Claims of Health Impacts of the Anti-Malarial Medication Mefloquine
• Addressing and Providing Mental Health Care
• Addresing Suicide and Providing Assistance to Canadian Armed Forces Members
• Desmond Inquiry
• Canadian Armed Forces Reserve Force

Providing Support for Those Affected by Sexual Misconduct

Key Facts

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Details

• In 2015, the Canadian Armed Forces initiated Operation HONOUR to address sexual misconduct within its ranks. It also aims to better align behaviors and attitudes with the modern military ethos, which is based on the principle of dignity and respect for all. It remains the Canadian Armed Forces’ highest institutional priority.
• Support to those affected by sexual misconduct is the main effort of Operation HONOUR. A wide range of support and care is available for affected persons and those who support them, 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.

Sexual Misconduct Response Centre

• The Sexual Misconduct Response Centre was created in response to the recommendations made by the External Review Authority’s Report on Sexual Misconduct in the Canadian Armed Forces.
• The Sexual Misconduct Response Centre operates independently from the chain of command and is a key resource for anyone affected by sexual misconduct. The Centre provides 24/7 confidential counselling, information and assistance.
• In August 2019, the Sexual Misconduct Response Centre launched two new programs that provide enhanced support to those affected by sexual misconduct.
  • Response and Support Coordination Program: This program provides Canadian Armed Forces members who have experienced sexual misconduct with a dedicated coordinator to offer on-going support and assistance, by providing information, case coordination, advocacy, accompaniment, assistance with workplace arrangements, and other practical assistance.
  • Sexual Assault Centre Contribution Program: This program provides funding for Canadian not-for-profit organizations that support persons affected by sexual misconduct in the communities within close proximity to the ten Canadian Armed Forces bases with the highest client base.
• These programs address key recommendations from the External Review Authority (Deschamps Report) and the Office of the Auditor General.
• The Sexual Misconduct Response Centre is consulting on a Canadian Armed Forces-wide support strategy for victims of sexual misconduct, in order to address gaps in the continuum of care.
• The Sexual Misconduct Response Centre is committed to providing the best possible support services to Canadian Armed Forces members who have been affected by sexual misconduct. As such, all of its programs, are consistent with best practices in the field of supporting individuals who have experienced sexual misconduct.

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Team Canada Flights

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Details

• In 2006, the Canadian Armed Forces launched ‘Team Canada’, a volunteer program for Canadian entertainers, artists, athletes, and media personalities to visit Canadian military personnel stationed abroad. The trips were deployed approximately twice a year, and included approximately twenty people.
• During a ‘Team Canada’ flight to Greece and Latvia, on December 2, 2017, a Canadian Armed Forces crew member came forward with allegations of sexual assault and assault against a civilian passenger.
• The complainant was returned to Canada along with three other female crew members on a commercial flight. No replacement cabin crew was sent, as there was sufficient personnel remaining with four male crew members to provide the minimum number of crew to passenger’s ratio in accordance with the Flight Operation Manual.
• A Military Police investigation was launched after the flight attendant made a complaint, resulting in the criminal charges laid in the civilian criminal justice system against Williams. The charges were not proven in court.
• In Apr 2018, the Chief of the Defence Staff ordered a summary investigation into the events surrounding the Team Canada trip in December. It was tasked with reviewing investigative reports, obtaining and reviewing documentary evidence, and, as necessary, gathering witness statements.
• Following the summary investigation, the Chief of the Defence Staff decided to cancel the Team Canada program in its current form, and implement the investigators’ 12 recommendations. Furthermore, all personnel working VIP flights will receive enhanced training on alcohol service and consumption, boarding protocols, and flight safety requirements. In the coming months, the CDS will consult with CAF leadership and personnel to discuss alternative options for raising the morale of deployed members.
• On November 5, 2018, the Ottawa Citizen alleged that senior National Defence and CAF officials repeatedly misled the media about the December 2017 Team Canada trip, including alcohol protocol and the overall cost of the flight.
• The Canadian Armed Forces estimates that the trip cost approximately $345,741. This includes:
  • Approximately $266,366 for operating costs associated with the average hourly rate to operate the Polaris aircraft.
    • On this specific trip, the Polaris flew for a total of 23.1 hours.
    • Estimated hourly rate to operate the Polaris is $11,531 per hour based on Fiscal Year 2016-2017 cost factors.
  • Approximately $48,000 for the cost of the 2017 Team Canada trip to Greece and Latvia (trip included approximately 30 civilians and military).
    • This includes things such as flights for participants to make their way to Trenton, accommodations during the trip, transportation in each city, sound and lighting equipment and crew, etc.
  • Approximately $31,375 for the cost to send four personnel home via commercial flight.
• On May 8, 2019, charges laid in the civilian criminal justice system were withdrawn after David Williams issued an apology for his behavior abroad the Team Canada flight in December 2017.

Honourary Military Appointments of the Duke of York

Key Facts

Details

The Appointment of Colonels-in-Chief

• Only Her Majesty The Queen can grant members of the Royal Family with Commonwealth honorary titles, such as Colonel-in-Chief.
• The process for removal of a member of the Royal family from a honourary appointment also rests solely with Her Majesty The Queen. The process to remove a member of the Royal Family from the honourary title can be initiated, through a request, by the Prime Minister and the Governor General.
• The appointment of Colonel-in-Chief is seen to be the guardian of regimental traditions and history, promoting the regiment's identity and ethos and being an advisor to the Commanding Officer on virtually all issues excluding operations.

The Appointments of the Duke of York

• The Duke of York holds the honorary title of Colonel-in-Chief of three army regiments: the Princess Louise Fusiliers, the Royal Highland Fusiliers of Canada and the Queen's York Rangers.
• At this time, so close to the Duke of York’s announcement, only Her Majesty The Queen would definitively know the current status of his appointments.
• The Minister of National Defence has received letters from members of the public requesting that the Duke of York be stripped of his honorary title of Colonel-in-Chief.

Hateful Conduct in the Canadian Armed Forces

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Details

• In 2018, the Military Police Criminal Intelligence Section published an internal report on white supremacy, hate groups, and racism in the Canadian Armed Forces.
• The reported indicated that compared to the total number of Canadian Armed Forces members, the number of those involved with hateful conduct was statistically insignificant.
• Following the release of this report via an Access to Information request, civil society groups called for the Canadian Armed Forces to recognize the severity of the issue.

High-Profile Incidents of Extremism in the Canadian Armed Forces

• Iron March: In November 2019, the media reported on leaked material from the defunct the neo-Nazi website, Iron March. The Canadian Anti-Hate Network claims one of the website users is a member of the Canadian Armed Forces and that he arranged an illegal weapons deal in Eastern Europe in 2017.
• The Base: In August 2019, separate Royal Canadian Mounted Police and military investigations were launched into a reservist, Master Corporal Patrik Mathews. He is suspected of recruiting for a militant neo-Nazi group, The Base. Master Corporal Mathews joined the reserves in 2010 and was a combat engineer with 38 Canadian Brigade Group in Winnipeg.
• FireForce Ventures: In February 2019, the Canadian Forces National Investigation Services determined that Mr. Henry Lung violated the Canadian Armed Forces Code of Values and Ethics. As the co-owner of FireForce Ventures, Mr. Lung sold Rhodesia military style apparel and memorabilia to white nationalists. Three other Canadian Armed Forces members worked for FireForce Ventures. The investigation did not find them to be linked to improper conduct. They returned to active duty.
• Three percenters: In February 2018, media reported an increase of right-wing groups in the Maritimes, specifically a group called the Three percenters, who bragged about their shooting capacity and training. The articles mentioned that ex-Canadian Armed Forces members might be part of these radicalized groups.
• La Meute: In October 2017, an investigation by Radio-Canada found approximately 75 Canadian Armed Forces personnel were members of La Meute, a Quebec far-right nationalist group. In response, the Canadian Armed Forces held conferences with members on bases in Montréal, St-Jean-Richelieu and Valcartier on the role of the armed forces in preventing violent radicalization, as well as addressing the potential presence of radicalized members in the military.
• Proud Boys: In July 2017, five members of the Canadian Armed Forces, who identified as members of a “Western chauvinist” organization called the “Proud Boys,” disrupted a Mi’kmaw ceremony in Halifax, Nova Scotia. No charges were laid against the members; one has since left the military, and the remaining four were placed on a probationary monitoring period.

Elminating Discrimination in the National Defence Work Place

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Details

• Making or sharing statements – whether verbal, written, online, or otherwise – that promote discrimination or harassment is completely unacceptable. Prohibited statements include those that express racism, sexism, misogyny, violence, xenophobia, homophobia, ableism, and discriminatory views with respect to particular religions or faiths.
• National Defence is committed to achieving Employment Equity Representation for the 4 designated groups:
  • Women – 40.3% (0.3% short of goal)
  • Visible Minorities – 8.3% representation (4.1% short of goal)
  • Persons with Disabilities – 5.2% representation (13.5% over goal)
  • Indigenous Peoples – 3.2% representation (22.7% over goal)
  • In addition to these efforts, for fiscal year 2020/21, National Defence identified four key Corporate Learning Priorities, two of which touch on racism and hateful conduct.

Women in the Canadian Armed Forces

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Details

• 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.
• 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 in to a larger annual attractions strategy starting in 2020.
• A Tiger Team composed of representatives from across the Canadian Armed Forces; Status of Women Canada; Privy Council; Canadian Coast Guard; Women in Defence and Security; and Women in Science, Technology, Engineering, Mathematics and Medicine has also been established to examine recruiting strategies for women joining the military. Areas of interest include job postings, deployments, lateral career progression, transition between components, and personal benefits.
• The efforts of the Canadian Armed Forces to recruit women have shown positive growth as there has been a 16% increase in women enrolments since 2016.

Promoting Diversity in the Canadian Armed Forces Including Women, Indigenous Peoples and LGBTQ2

Key Facts

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Details

• 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. On-going work to achieve this is done through:
  • The appointment of a Diversity Champion who will oversee all aspects of the Diversity Strategy and Action Plan;
  • Mandatory diversity training across all phases of professional development;
  • Integration of Gender-Based Analysis Plus in all defence activities across National Defence;
  • Focused recruitment on under-represented populations.
• A Canadian Armed Forces Human Resources and a Canadian Armed Forces Retention Strategies are being developed to address attrition and to increase retention in the Canadian Armed Forces. The Canadian Armed Forces Retention Strategy will be released in 2021.

Women in the Canadian Armed Forces

• The Canadian Armed Forces is committed to increasing the representation of women in its ranks to 25.1 percent by 2026.
• The Canadian Armed Forces has many initiatives designed to recruit and retain women, such as the Elsie Initiative Barrier Assessment, the expansion of parental leave, the recently launched Integrated Women’s Mentorship Network, Women in Force program, and modernizing dress instructions.

Indigenous Peoples in the Armed Forces

• The Canadian Armed Forces committed to a goal of 3.5 percent Indigenous representation by 2026.
• Increasing the representation of Indigenous People in the military is an important part of the Government’s efforts to expand diversity in the Canadian Armed Forces. To achieve this, the Canadian Armed Forces has created several programs.
• “Aboriginal Leadership Opportunities Year” provides a one-year education and leadership experience through the Royal Military College of Canada;
• “Bold Eagle, Raven, Black Bear”, “Carcajou and Grey Wolf” are summer training programs that combine military lifestyle with cultural awareness and provide pre-enrollment exposure before participants commit to enrollment in the Canadian Armed Forces;
• “Canadian Armed Forces Aboriginal Entry Program” is a three-week program that provides hands-on experience with military training, careers and lifestyle.
• As a result of these focused recruiting initiatives 380 Indigenous Peoples have joined the Canadian Forces in 2018-2019. Almost half of the enrollments are a result of these programs.
• Recruiting centres also continually travel to remote Indigenous communities to provide information on the Canadian Armed Forces and other Indigenous entry programs, and to participate in Indigenous community outreach activities.

LGBTQ2 in the Canadian Armed Forces

• Between 1955 and 1992, homosexuals were prohibited from the Federal Public Service and the Canadian Armed Forces (a period known as the ‘LGBT Purge’). In 1992, the Federal Court of Canada declared this policy was contrary to the Charter.
• In late 2016, class-action lawsuits were filed by three former Canadian Armed Forces members against the federal government on behalf of those who were released from the forces and Federal Public Service due to their sexual orientation. The Final Settlement Agreement was approved by the Federal Court on June 22, 2018. The individual compensation fund is up to $60 million, and there is $15 million for recognition and memorialization exhibits and monuments.
• On November 28, 2017, in the House of Commons, the Prime Minister issued an apology to Federal Public Servants, Canadian Armed Forces members, and criminalized LGBTQ2 Canadians who endured discrimination and injustice based on their sexual orientation.

Recruitment and Retention in the Canadian Armed Forces

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Details

• A robust recruiting system that engages talent and brings out the best and brightest qualities of new recruits, communicates the unique opportunities and retention strategies that benefit enrolled members are at the foundation of an effective, combat ready force that is capable of delivering on its missions and Government mandate.

Recruitment

• In all recruitment and training, the Canadian Armed Forces aspires to meet employment equity goals and ensure that its composition reflects Canadian society. These goals remain set at approximately 25.1% for women, 3.5% for Indigenous Peoples and 11.8% for visible minorities. Currently, our representation of women is 15.9%, Indigenous Peoples 2.9% and visible minorities 9.2%.
• The Canadian Armed Forces strives to remain agile and competitive with the labor market and reduce enrollment times. To address this, in early 2019, the Canadian Armed Forces modernized and digitized several recruiting platforms and processes, including:
  • A new recruiting website that resulted in a 12% increase in visits compared to the old site;
  • A new recruiting app, which allows users to swipe images to select (or reject) activities of interest to them, helping them to refine their career selections; and,
  • New digital recruiting technologies (including virtual reality) have been deployed into recruiting centres and with recruiting teams to allow users to gain a feeling of the Canadian Armed Forces environment.
  • The Canadian Armed Forces has also restored the College militaire royal in St-Jean full degree-granting status to help prepare the next generation of Canadian Armed Forces leaders.

Retention

• Over the past ten years, the attrition rate of the Canadian Armed Forces has remained stable at 8-9% (regular and reserve force.) This rate is one of the lowest among our Five Eyes allies. The Canadian Armed Forces is in the process of developing a comprehensive retention strategy, to be completed by late 2021.

Transition to Civilian Life

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Details

• On December 10, 2018, the Transition Group assumed a new role within the Canadian Armed Forces to standardize and professionalize transition services to better meet the needs of all Canadian Armed Forces members. The Transition Group, in collaboration with Veterans’ Affairs Canada, provides a centralized and reliable source of information and services to support members during and after military service. Services for the ill and injured personnel, their families and the families of the fallen will continue to be a core part of the support this group offers.
• This group is a critical part of a broader suite of government initiatives designed to improve outcomes for Canadian Armed Forces members, veterans, and their families. Initiatives include:
  • Enhanced transition training for all members leaving the military;
  • An Education and Training Benefit that assist with education financing required to reach second career goals;
  • A renewed Veterans Affairs Career Transition Services Program that provides career counselling, resume writing, job-finding assistance, and interview preparation;
  • Partnership with Veterans Affairs Canada to educate future employers on the benefits of hiring former military members;
  • A Transition Guide that supplies tools for members and families; and,
  • A Military Career Transition website which assembles online information from the Canadian Armed Forces, Veterans Affairs Canada, and other partners.
• Budget 2019 allocated $135 million over six years, beginning in 2018-2019 (with $24.4 million per year ongoing) to support these and other measures that will make the transition process simpler and seamless for veterans.

Captain (Retired) Kimberly Fawcett

Key Facts

Details

• On February 21, 2006, Captain Kimberly Fawcett was involved in a serious car accident while taking her son to childcare on her way to work at the Canadian Forces Joint Support Group in Kingston. Captain Fawcett sustained serious injuries, including the loss of her leg, and her son was killed.
• On May 8, 2006, a Summary Investigation was concluded and found that the injuries were sustained as a direct result of the motor vehicle accident; Captain Fawcett was on duty at the time; the injuries were not attributable to military service; and no one was to blame for the injuries.
• On June 12, 2006, the Commander of the Canadian Forces Joint Support Group concluded that Captain Fawcett should not be considered on duty at the time of the incident, going against the investigating officer in this regard. On September 13, 2006, the Commander was informed that the investigation was approved and that the file was considered closed.
• On October 6, 2006, the Department of Veterans Affairs wrote to Captain Fawcett indicating that her application for disability benefits as a result of the accident had been denied. The letter noted that the accident occurred on her way to work and not on military property or during transportation in a military vehicle.
• On June 2, 2009, Captain Fawcett submitted a grievance contending that she had been on duty at the time of the accident and that her injuries were attributable to military service. Three Final Authority determinations and reviews by the Military Grievances External Review Committee rejected Captain Fawcett's grievance.
• The last of these Final Authority determinations was rendered by the Chief of the Defence Staff on November 7, 2016. With respect to the determination of grievances, the Minister of National Defence cannot direct a specific result, nor overrule the Chief of the Defence Staff’s determination as the final authority.
• In December 2016, Captain Fawcett filed an Application for Judicial Review of the Chief of the Defence Staff’s determination.
• On November 27, 2017, the Federal Court dismissed the application. The Court found that the Chief of the Defence Staff’s determination was reasonable.
• On December 27, 2017, Captain Fawcett filed a Notice of Appeal.
• On February 12, 2019, the Federal Court of Appeal heard Captain Fawcett’s appeal and dismissed it on April 23, 2019.

Reimbursment Rates to Provinces and Territories for Military Health Care Services

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Details Federal Responsibility for Military Health Care

• Under the Canada Health Act and provincial health acts, members of the Canadian Armed Forces who serve for over 180 consecutive days are not covered by provincial plans. As a result, the federal government is constitutionally responsible for providing comparable medical care to these Canadian Armed Forces members.
• Traditionally, the Canadian Armed Forces reimburses the cost of medical services provided by provincial/territorial medical institutions on a “pay-asbilled” basis with no established caps and a wide variation in billing rates between providers.
  • Provinces and territories invoice the Canadian Armed Forces Surgeon General.

Adjustments to Reimbursement Rates Structure

• In 2014 and 2016, internal audit reports on National Defence health care expenses recommended the introduction of standardized reimbursement rates to address the lack of price caps and the wide variation in billing rates.
• Beginning mid-2017, the Canadian Forces Health Services Group engaged with hospitals, medical associations, and federal and provincial/territorial health care representatives regarding new reimbursement rates for outsourced services.
• In spring 2019, the Canadian Armed Forces implemented new reimbursement rates for outsourced health care services.
• Following concerns from provincial, territorial and hospital partners, the Canadian Armed Forces reverted to the original reimbursement rate structure (“pay-as-billed” with no established caps). This interim measure will allow for further discussions between the federal and provincial/territorial governments and medical associations on a permanent solution to reimbursement rates and a standardized fee schedule.

Tax Relief for Deployed Personnel

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Details Tax Relief Measures

• On May 18, 2017, the Government tabled a notice of a Ways and Means motion to amend the Income Tax Act and announced that it intended to exempt the military salaries of all CAF personnel deployed on named international operations from federal income taxes, up to and including the pay level of a Lieutenant-Colonel, regardless of the risk score associated with the mission.
• The legislative amendment received Royal Assent on June 21, 2018, and these measures are retroactive, applying to 2017 and subsequent taxation years.
• Tax relief also applies to police officers deployed on international operational missions.

Compensation and Benefits Instruction, Chapter 205

• In addition to pay, some Canadian Armed Forces members receive monthly or daily allowances that compensate them for specific duties outlined in Chapter 205 of the Compensation and Benefits Instructions.
• Changes to Chapter 205 went into effect on September 1, 2017, and include instructions for disentitlement of certain monthly allowances.
• Disentitlement applies if the member is assigned a medical employment limitation that prevents the member from exercising the skill, or being exposed to the environment, or performing the duty, for which the allowance is provided.
• The changes provide members with a grace period of close to six months to transition to their normal rate of pay.

Canadian Armed Forces Pay and Allowance Increase

• On June 30, 2017, military members received a cumulative increase of over 6% to pay and around 5% to some environmental and special allowances, which included a lump sum back-payment retroactive to April 1, 2014.
• Colonels/Captains (Navy) and above, as well as all Legal Officers, were not included as their pay rates are managed separately.

Claims of Health Impacts of the Anti-Malarial Medication Mefloquine

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Details

• Mefloquine is a Health Canada approved medication and is recommended to prevent malaria by the Public Health Agency of Canada. Most public health and travel medicine authorities around the world also approve Mefloquine.
• Since the early 1990s, the Canadian Armed Forces has prescribed Mefloquine as an oral anti-malarial medication. Between 1992 and 2019, National Defence prescribed Mefloquine to approximately 18,000 members before they were deployed to malaria-endemic regions.
• Some Canadian Armed Forces members maintain they have suffered adverse side effects as a result of taking Mefloquine as prescribed to them by the Canadian Armed Forces. The side effects of Mefloquine are usually mild and self-limiting, (e.g., nausea, strange dreams, dizziness, mood changes, insomnia, headaches and diarrhea). Severe reactions, such as psychosis or convulsions, are reportedly rare (approximately one in 10,000 users).
• The US National Academy of Science, Engineering and Medicine is currently undertaking a project to assess the long-term risk of anti-malarial medications, including Mefloquine.

Litigation

• One hundred and ninety-five (195) plaintiffs have brought forward a total of six actions against National Defence in Federal Court. An additional 500 more individuals may come forward to file motions.
• The claims allege that Mefolquine caused the plaintiffs to suffer serious neurological and psychiatric side-effects and permanent injuries. Each claimant is asking for more than $10 million dollars in damages.
• Somalia veterans are seeking additional compensation because they claim they were required to take Mefloquine as part of an improperly conducted clinical trial.

Addressing and Providing Mental Health Care

Key Facts

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Details

• 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.)
• Canadian Armed Forces members and their families have access to a number of programs:
  • Psychoeducation and mental resiliency training;
  • A 24/7 referral service for access to confidential, external counselling;
  • A 24/7 family information line;
  • Peer support for those coping with an operational stress injury;
  • A free online and mobile information applications that provide individuals and their families easy access to information and wellness and mental health;
  • Spiritual guidance, and support through military chaplains; and,
  • Family support through various military family services.
• The Canadian Armed Forces health system has 37 clinics, of which 31 have in-house mental health professionals. There are approximately 465 dedicated mental health positions distributed amongst those 31 clinics. In addition, there are over 4,000 mental health care providers in the civilian system who have registered to provide care to military members in their own practices.
• The government is investing $17.5 million, over four years, starting in 201819, to create a Centre of Excellence on PTSD and related mental health conditions. The Centre will have a strong focus on the creation and dissemination of knowledge on prevention, assessment and treatment of PTSD for veterans and CAF members.

Civilians Supporting Canadian Armed Forces Operations

• The Department is working with the Ontario Workplace Safety and Insurance Board, the Treasury Board Secretariat, Health Canada and other government departments to assist civilians who supported Canadian Armed Forces international operations. Public Service employees are protected through the Government Employees Compensation Act. Benefits are administered for federal employees through agreements with provincial workers’ compensation boards.
• National Defence has created a new policy that provide clearer guidance and responsibilities for pre and post deployment health assessments and care.

Addresing Suicide and Providing Assistance to Canadian Armed Forces Members

Key Facts

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Details

• In 2017, as part of Strong, Secure, Engaged, the government committed to a new, more inclusive comprehensive approach to care – the Total Health and Wellness strategy, which will receive $198 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, personal health (including physical, mental, spiritual and familial).

Support Services

• Canadian Armed Forces members and their families have access to a number of programs:
  • Psychoeducation and mental resiliency training;
  • A 24/7 referral service for access to confidential, external counselling;
  • A 24/7 family information line;
  • Peer support for those coping with an operational stress injury;
  • A free online mobile information app to provide individuals and their families easy access to information on wellness and mental health.
  • Spiritual guidance, and support through military chaplains; and,
  • Family support through various military family services.
• The Canadian Armed Forces health system has 37 clinics, of which 31 have in-house mental health professionals. There are approximately 465 dedicated mental health positions distributed amongst those 31 clinics. In addition, there are over 4,000 mental health care providers in the civilian system who have registered to provide care to military members in their own practices.

2018 Report on Suicide Mortality in the Canadian Armed Forces

• The 2018 annual report on suicide mortality in the Canadian Armed Forces concluded that between 1995 and 2017, there was no statistically significant increase in the overall suicide rate. The number of Regular Force males that died by suicide was not statistically higher than the rates in the general Canadian population. Out of all environments, the Army has the highest suicide rates.

Desmond Inquiry

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Details

• On January 3, 2017, the bodies of Canadian veteran Lionel Desmond, his wife Shanna (maiden name Borden), his daughter Aaliyah, and Mr. Desmond’s mother Brenda were found in a home in Nova Scotia. It is believed that Mr. Desmond took the lives of his family members, as well as his own.
• On December 28, 2017, the Nova Scotia Chief Medical Examiner recommended that the Nova Scotia Minister of Justice hold an inquiry into the deaths of Lionel Desmond and his family under the Nova Scotia Fatality Investigations Act.
  • The inquiry is looking into the circumstances surrounding the four deaths, focusing on access to appropriate mental health services, whether Desmond should have been able to buy a gun, and whether his healthcare providers were trained to recognize occupational stress and domestic violence.
• On May 24, 2018, the Attorney General of Canada was granted standing to participate in the Inquiry.
• In October 2019, the Minister of National Defence received a letter from Corporal Sheldon Borden (Lionel Desmond’s brother-in-law), alleging systemic racism and requesting funding to assist with his parents’ relocation to a new home, as they currently reside in the home where the murders occurred.
• On November 18, 2019, the Inquiry was set to start, but the Judge granted an adjournment to provide the plaintiff’s new lawyer more time to prepare. This resulted in a new inquiry start date of January 27, 2020.
• National Defence provided Lionel Desmond’s medical record to the Inquiry.
• At the conclusion of the proceedings, the Inquiry will file a report with the Provincial Court. The report will not contain any findings of legal responsibility, as not to duplicate the role of the criminal and civil courts.

Support for Mental Health Issues and Post Traumatic Stess Disorder (PTSD)

• The Canadian Armed Forces health system has 37 primary care clinics; 31 have in-house specialized mental health professionals. There are approximately 465 dedicated mental health positions distributed amongst these 31 clinics. In addition, there are over 4,000 mental health care providers in the civilian system who have registered to provide care to military members in their own practices.
• In addition to primary care and mental health care, Canadian Armed Forces members have access to a number of programs to support those who may need help. These include psycho-education and mental resiliency training; a referral service for access to confidential, external counselling; a 24/7 family information line; peer support for those coping with an operational stress injury; a mobile app to help individuals and their families manage the symptoms of PTSD; spiritual guidance and support through military chaplains; and, family support through various military family services.
• National staffing processes are underway to establish standing pools of prospective candidates to fill vacant positions for psychologists, social workers, and mental health nursing positions across the Canadian Armed Forces.

Centre of Excellence on PTSD

• The Government is investing $17.5 million, over four years, starting in 201819, to create a Centre of Excellence on PTSD and related mental health conditions. The Centre will have a strong focus on the creation and dissemination of knowledge on prevention, assessment and treatment of PTSD for veterans and Canadian Armed Forces members.

Canadian Armed Forces Reserve Force

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Details

• The Reserve Force is comprised of four sub-components:
  • The Primary Reserve consists of a mixture of part-time and full-time personnel working in Reserve units, headquarters, recruiting centres or with Regular Force units across Canada and overseas. The Primary Reserve is comprised of the following:
    • Army Reserve (approximately 72%)
    • Naval Reserve (approximately 12%)
    • Air Reserve (approximately 7%)
    • Other (approximately 9%), which includes the Health Services Reserve, National Defence Headquarters, Canadian Special Operations Forces Command Reserve and the Legal Reserve.
  • The Supplementary Reserve is intended to augment the Canadian Armed Forces (Regular or Reserve). Supplementary Reserve members, which consists of approximately 6,700 members, are not required to undertake military training or duty except in times of national emergency by Order-inCouncil.
  • The Cadet Organizations and Administrations and Training Service consists of members whose primary responsibilities include the management and administration of the Cadet/Youth Program and is made up of approximately 8,000 members.
  • The Canadian Rangers provide a military presence in northern, coastal and isolated areas of Canada and are made up of approximately 5,000 members.
• The size of the Primary Reserve is trending upwards in an effort to meet assigned growth targets. Growth of the Primary Reserve is a dynamic process as highly skilled and trained Reservists are equally valuable to the Regular Force.
• There are approximately 800 transfers from the Primary Reserve to the Regular Force per year, allowing the Canadian Armed Forces to retain its previous investment in personnel.