Personnel

Culture Change

My top priority is to ensure that everyone in the Canadian Armed Forces and the Department of National Defence works in a safer, healthier, more inclusive environment.
That is why we have taken immediate action to enact meaningful culture change within the Defence Team.
In December 2021, National Defence delivered a public apology to all current and former members of the Defence Team who have been affected by sexual misconduct and discrimination based on sex, gender, gender identity or sexual orientation.
It is crucial that this apology is followed by concrete, deliberate actions to enact transformational culture change.
Across the Defence Team, we are prioritizing work through three lines of effort: support to survivors, justice and accountability and culture change. For example:
- The Sexual Misconduct Response Centre has expanded its services to Public Service employees at National Defence as well as former Canadian Armed Forces members.
- On the military justice front, we are working with partners to implement Justice Arbour’s interim recommendation to refer all sexual assault cases to civilian authorities.
- To promote inclusive leadership, Canadian Armed Forces selection processes are being revised to include new character assessments to improve performance, including interviews with members under their command.
Critical to all our work on culture change is the continued consultation and engagement of members of the Defence Team and external partners and stakeholders.
This will help ensure that lived experience of our members and the vast base of knowledge is cultivated, elevated, and fully integrated within National Defence’s culture change efforts.
We are prioritizing efforts that will have an impact on our culture in the short-term, while planning for change in the long-term, all of which will be informed by Madame Arbour’s upcoming review.

Key Facts

Budget 2021 allocated $236.2M in funding (over the next five years) to eliminate sexual misconduct and gender-based violence in the military and support survivors, including:
- Additional support for enhancement of military justice system;
- Expanding SMRC services to the Defence Team and former CAF members across Canada;
- Implementing a peer support program;
- Developing character assessment and training;
- Enhancing research on prevention.
Justice Arbour: Currently conducting a review of National Defence to identify the causes for the continued presence of harassment and sexual misconduct within the organization.
- Justice Arbour provided interim recommendations to National Defence on October 20, 2021.
- Building on recommendations 68 of the Justice Fish report, Justice Arbour recommends that “all sexual assaults and other criminal offences of a sexual nature under the Criminal Code, including historical sexual offences, alleged to have been perpetrated by a CAF member, past or present (‘sexual offences’) should be referred to civilian authorities.”
- The final Arbour report is expected to be delivered to National Defence in the spring or summer of 2022.
Bill C-77 provisions are expected to be implemented in 2022.

Details

April 2021: Announcement on Independent External Comprehensive Review

Former Supreme Court Justice Louise Arbour is reviewing National Defence culture, including the military justice system’s policies, procedures, and practices in responding to instances of harassment and sexual misconduct allegations, as well as performance evaluation and promotion systems.
The review will also provide concrete recommendations on how National Defence can establish external oversight and / or review mechanisms related to harassment and sexual misconduct that meets the needs of those impacted.

April 2021: CDS/DM Directive on Culture Change

Creates new organization: Chief, Professional Conduct and Culture;
Prioritizes listening to those affected by sexual misconduct, to improve supports and services;
Directs the simplification and enhancement of reporting mechanisms, including for those external to the chain of command;
Promotes improved data collection;
Supports the work of external and independent reviews of National Defence and its culture; and;
Creates a path to close out Operation HONOUR.

Listening to and learning from our people

As part of comprehensive engagement efforts, the Defence Team has engaged more than 9000 personnel at bases and wings across Canada since October 2021. Through these consultations, we are listening to the concerns, and lived experiences of our members.
This was launched in October 2021 and will conclude in March 2022 and will establish a long-term and robust capability for ongoing consultation and engagement with Defence Team members, partners, and external stakeholders.

Building an inclusive workforce

Inclusive Leadership components were introduced into personnel performance and management frameworks in October 2021.
More inclusive leaders will help us build a more inclusive and psychologically safe work culture. Incorporating measurement of inclusive behaviours within our existing performance evaluation and management frameworks will ensure that leaders adopt the behaviours we are seeking.

Reviewing and redesigning the complaints system

The Complaint System Review is in the initial stage of its development and focused on mapping and scoping the systems and processes.
When redesigned, it will provide an integrated, effective, simplified and streamlined approach to conflict and complaint management for the Defence Team, centred on the affected individual and their needs.
A comprehensive Culture Change Strategy will be developed by the end of 2022 to inform and guide culture change to create a more inclusive work environment that promotes diversity.
Implementation of the Heyder-Beattie Class Action Lawsuit Settlement Schedule O (Gender and Diversity Consultation Group) recommendations will be implemented to address workplace support, leadership accountability, and education.

Supporting Culture Change through Professional Development

We are reviewing our Professional Development and the way in which we socialize new and existing members of the Canadian Armed Forces and looking at the importance of leader development in the context of culture change with an emphasis upon character-based leadership.
This effort will be anchored to a renewal of those core documents related to leadership concepts and doctrine that are the foundation of the Profession of Arms in Canada.
The Canadian Armed Forces, through the Canadian Defence Academy, will publish CAF Ethos: Trusted to Serve in 2022, and this first essential publication will inform and support Canadian Armed Forces leaders at all levels in understanding and socializing the desired and necessary professional ethos.

Sexual Misconduct Response Centre

The Sexual Misconduct Response Centre is National Defence’s core support service for those affected by sexual misconduct. It provides 24/7 bilingual confidential support, counselling, information and referrals to members of the Defence community.
While the Sexual Misconduct Response Centre is not a reporting or investigative organisation, it facilitates access to official reporting mechanisms – with consent of the affected members. The Centre also provides advice and guidance to Canadian Armed Forces leadership and monitors progress on addressing sexual misconduct.

Reporting Sexual Misconduct

Canadian Armed Forces members have multiple options for reporting sexual misconduct, including: civilian police services; local Military Police; Canadian Forces National Investigative Service; their Chain of Command; and, Integrated Conflict and Complaint Management (for harassment and interpersonal conflict).

Investigation of Service Offences

The Military Police will maintain primary jurisdiction to investigate service offences. Procedures are in place to ensure criminal offences are investigated to conclusion by the civilian police of jurisdiction prior to investigating service offences to protect the integrity of the criminal investigations.

Refusal of transfer or referral

Should the civilian police of jurisdiction decline to investigate a matter referred or transferred to them by Military Police, the CFNIS will proceed with the investigation as per Military Police policy.

Recruitment, Retention and Reconstitution

National Defence is committed to reconstituting our strength and making our team a first-rate career choice.
This is why we are prioritizing efforts to enact meaningful culture change, to grow the Canadian Armed Forces, and to ensure that our forces reflect Canada’s diversity.
This work will make our entire Defence Team stronger and our military forces more operationally effective and combat ready.
I am pleased to report that we will launch a new retention strategy in 2022 to attract, recruit, and retain members, including from underrepresented groups.
Additionally, National Defence is reviewing its training at every level to ensure we remain ready to excel at operations at home and abroad.
We are also seeking to modernize the way we manage our people to ensure that our forces remain prepared for the challenges of the 21st century.
Through these efforts, we will create a diverse, modern, and agile Canadian Armed Forces that will attract talented Canadians for years to come.

If pressed on recruitment and retention of women:

We understand that military service places unique demands on families and women.
That is why we recently announced new options for compassionate family-related leave, as well as measures to enhance women’s health care.
We are also conducting focused engagement activities with communities across Canada to increase enrolment of women in the Defence Team.
Additionally, we are prioritizing women applicants at military colleges and creating mentorship opportunities for women Officer Cadets.

If pressed on vaccination challenges:

The vaccination mandate is intended to protect the Canadian Armed Forces and it is vital to maintaining operational readiness.
Each case will be subject to a procedurally fair review before a decision is made.

Key Facts

In 2021-2022 (as of December 31, 2021) 5,390 individuals joined the Regular Force and Primary Reserve, 16.7% of whom were women.
- 2020-2021 intake: 4,262 individuals.
- 2019-2020 intake: 10,270 individuals.
The Canadian Armed Forces’ Regular Force needs ~7,000 Regular Force members to meet the operational readiness target.
- ~ 6,300 persons per year must be recruited and trained to account for annual attrition forecast.
Canadian Armed Forces Employment Equity Plan 2021-2026 will recognize the LGBTQ2+ community as a designated group.
New promotion and selection process: Selection boards now feature procedural improvements including mandating that one voting member be from an Employment Equity group.
Ongoing recruitment initiatives:
- Targeted engagement with communities across Canada to increase representation of under-represented groups.
- Programs to increase Indigenous representation.
- Prioritizing women applicants at military colleges and creating mentorship opportunities.
The Canadian Armed Forces currently has a 98% vaccination rate.
To date, 58 members have been released from the Canadian Armed Forces for non-compliance with a further 145 in the process of being finalized.

Details

Mandate Letter, 2021: MND tasked with undertaking “ambitious actions” to improve the diversity of the Canadian Armed Forces, including efforts to increase the recruitment and promotion of women, LGBTQ2, Indigenous, Black and racialized Canadians and people with disabilities.

Women, visible minority, and Indigenous representation (Regular Force and Primary Reserve) as of November 5, 2021:

-	Current	Goal
Women	16.3%^{Footnote 1}	25.1%
Visible Minorities	9.7%^{Footnote 1}	11.8%
Indigenous	2.7%^{Footnote 2}	3.5%

Diversity and Inclusion in the Canadian Armed Forces

Basic Diversity Training is conducted during basic training to educate new members on personal conduct policies such as:
Canadian Armed Forces ethics and values;
harassment prevention and resolution;
personal conduct and relationships;
sexual misconduct and sexual harassment; and,
discriminatory and hateful conduct.

Current & Planned Programs and Initiatives:

National Defence already implements targeted recruitment programs aimed at increasing the representation of women, visible minorities, and Indigenous Peoples in the Canadian Armed Forces. These programs and initiatives include:
- Operation GENERATION, which was launched in 2018, is an ongoing mission to meet employment equity goals, reduce enrolment times, and modernize recruiting activities;
- The Aboriginal Entry Program, a three-week hands-on experience program for Indigenous Peoples who are considering a career in the Canadian Armed Forces;
- The Aboriginal Leadership Opportunity Year, a year-long, paid, academic program for Indigenous recruits at the Royal Military College in Kingston, Ontario;
- Multiple six-week paid Indigenous Basic Training Opportunities, which integrate Indigenous cultural teachings with military training, and provide participants with military qualifications upon completion;
- Prioritization of applicants from under-represented groups for enrolment in the Canadian Armed Forces; and,
- Prioritization of women applicants to Royal Military Colleges.

Advisory Panel on systemic racism, discrimination with a focus on anti-Indigenous and anti-Black racism, LGBTQ2+ prejudice, gender bias and white supremacy:

On December 17, 2020, the Minister of National Defence created an Advisory Panel as part of National Defence’s efforts to support Indigenous, Black and People of Colour, along with the LGBTQ2+ community and women.
The Minister’s Advisory Panel is mandated to identify and address systemic racism and discrimination within the Defence Team and to provide advice and recommendations on how to eliminate systemic racism and discrimination, which impacts recruitment, retention, and equality of opportunity.
The final report was submitted to the Minister on January 7, 2022. The Minister is reviewing the report and beginning discussions on the process for implementing reforms recommended by the panel, to build a Defence Team where everyone feels safe, protected and respected.

COVID-19 Vaccinations in the Canadian Armed Forces

The CDS Directive on CAF Covid-19 Vaccination was published in October 2021 amid the fourth wave. Members were mandated to be vaccinated before October 31st unless they submitted a request for accommodation.
Members can apply for special accommodations if they cannot be vaccinated based on a medical contraindication, religious ground, or any other prohibited ground of discrimination as defined in the Canadian Charter of Human Rights and Freedom of Human Rights Act.
As of January 2022, 1,315 Canadian Forces personnel have made special accommodation requests for vaccine exemptions, of which 114 have been granted and 744 have been rejected. The adjudication process is ongoing for the remainder.
On December 15, 2021, six Canadian Armed Forces members appeared before the Federal Court seeking a temporary injunction preventing enforcement of the vaccination mandate for CAF members pending the outcome of their potential judicial review against the CAF’s vaccination policy.
On December 17, 2021, the injunction was dismissed. The Court found that none of the applicants had established a serious issue to be tried, that they would suffer irreparable harm, or that the balance of convenience favoured the granting of an injunction.
All of the underlying judicial reviews have now been discontinued by the applicants.

Support and Resources for Sexual Misconduct Survivors and Victims

Everyone deserves a workplace where they feel safe, respected, and supported.
That is why in December 2021, National Defence delivered an apology to all current and former Defence Team members who have been affected by sexual misconduct and discrimination based on sex, gender, gender identity or sexual orientation.
We recognize that robust and dedicated services to survivors are essential and anyone who has been affected by sexual misconduct is encouraged to come forward.
To support these efforts, National Defence has allocated $236.2 million over the next five years to address sexual misconduct, gender-based violence, and to support survivors.
For example, these funds will enable the Sexual Misconduct Response Centre to expand its capacity and services through regional offices across Canada and a peer support program.
The Centre is also developing a restorative engagement program.
This program will provide flexible options for members of the CAF-DND Sexual Misconduct Class Action Settlement to share experiences, knowledge, and understanding of sexual misconduct.
Separately, the Military Police are improving staff training to include a more victim-centric and trauma-informed approach to support those who come forward.
To ensure that the important work on conduct and culture is shared with the Defence Team and Canadians, a new tracker is available to ensure transparency on progress related to these initiatives.
We will continue to listen to and learn from survivor experiences as we create a victim centered approach to building lasting change within the Defence Team.

Key Facts

Sexual Misconduct Response Centre (SMRC) provides 24/7 confidential counselling, assistance, advocacy and accompaniment to victims of sexual misconduct.
- It operates independently from the Canadian Armed Forces chain of command and reports directly to the Deputy Minister.
- It has agreements with nine community-based sexual assault centres in communities that have a large Canadian Armed Forces presence.
For fiscal year 2021-2022, as of 26 January 2022, 1,114 total contacts have been made to the Sexual Misconduct Response Centre.
Arbour Review will include an examination of the Sexual Misconduct Response Centre’s mandate, activities, independence, and reporting structure.

Details

The Sexual Misconduct Response Centre is National Defence’s core support service for those affected by sexual misconduct. It provides 24/7 bilingual confidential support, counselling, information and referrals to members of the Defence community.
While the Sexual Misconduct Response Centre is not a reporting or investigative organisation, it facilitates access to official reporting mechanisms – with consent of the affected members. The Centre also provides advice and guidance to Canadian Armed Forces leadership and monitors progress on addressing sexual misconduct.
In 2019, the Centre launched a contribution program which provides funds to civilian community-based sexual assault centres in a number of Canadian communities that have a large Canadian Armed Forces presence.
- The contribution program provides opportunities for increased collaboration between community-based civilian support providers and Canadian Armed Forces-linked support providers.
- The program provides the wider defence community, including family members, civilian employees, contractors, and others impacted by the Canadian Armed Forces presence in their community, with access to support services.

Peer support

In-person and online co-facilitated peer support services are being developed for those affected by sexual misconduct. A human centered design approach has been undertaken to develop the program following consultations with affected persons from the community and data analysis. Our pilot program is planned to launch in summer 2022.

Restorative Engagement Program

The Program provides flexible options for members of the CAF-DND Sexual Misconduct Class Action Settlement to share their experiences, knowledge, and understanding of sexual misconduct in the Department.
These engagements are facilitated by practitioners who have experience and training in restorative approaches. It also provides opportunities to talk about the causes and impacts of sexual misconduct and to help change the culture that enables it.

Reporting Sexual Misconduct

Canadian Armed Forces members have multiple options for reporting sexual misconduct, including:
- Civilian police services;
- Local Military Police;
- The Canadian Forces National Investigative Service;
- Their Chain of Command; and,
- Integrated Conflict and Complaint Management (ICCM) (for harassment and interpersonal conflict).

Hateful Conduct, Discrimination, and Racism

There is no place on the Defence Team for hateful conduct, racism, or discrimination.
That is why we are taking concrete action across to the Defence Enterprise to root out harmful behaviour that is incompatible with our ethics and values, and undermines the organization’s operational effectiveness.
For example, the Commanders of the Canadian Army, Navy, and Air Force have issued specific hateful conduct orders that provide direction on how to prevent, detect, and respond to hateful conduct within the ranks.
We have also developed a tracking system to ensure the Defence Team has the capability to identify and track any suspected incidents.
We also created the Anti-Racism Secretariat to support National Defence’s efforts to address hateful conduct, racism and discrimination.
This Secretariat supports the Defence Team and the Minister’s Advisory Panel on Systemic Racism and Discrimination through identifying and proposing solutions to systemic barriers, and promoting culture change.
Recently, the Panel delivered its final report and recommendations to address the policies, processes, and practices that enable discriminatory behaviours within National Defence, which I am currently reviewing.
We remain committed to creating a workplace that is free of hateful conduct, racism, and discrimination so that all members of the Defence Team feel safe, protected, and respected.

Key Facts

July 2020: CAF introduced policy providing direction on how to address incidents of hateful conduct.
- This policy includes an Incident Tracking System.
January 31, 2022: A total of 266 alleged incidents (dating back to 1997) are currently being tracked in the Hateful Conduct Incident Tracking System.
Hateful conduct incidents:
- Ex-reservist Patrik Mathews was a recruiter for The Base, an extremist group. In October 2021, a U.S. judge sentenced him to nine years in prison for his role in a neo-Nazi plot.
- 4th Canadian Rangers Patrol Group Cases:
  - On July 2, 2020, Corey Hurren crashed the gates at Rideau Hall with a loaded firearm and issued threats against the Prime Minister. MCpl Hurren was officially released on March 5, 2021.
  - On August 25, 2020, CBC reported that Erik Myggland was previously investigated for his involvement in far-right organizations but he was allowed to continue serving in the Canadian Armed Forces without interruption. MCpl Myggland was officially released on March 17, 2021.
- Release proceedings were completed in January 2021 for Sailor First Class Boris Mihajlovic, who was the former administrator of a neo-Nazi forum.

Details

Advisory Panel on systemic racism, discrimination with a focus on anti-Indigenous and anti-Black racism, LGBTQ2+ prejudice, gender bias and white supremacy:

On December 17, 2020, the Minister of National Defence created an Advisory Panel as part of National Defence’s efforts to support Indigenous, Black and People of Colour, along with the LGBTQ2+ community and women.
The Minister’s Advisory Panel is mandated to identify and address systemic racism and discrimination within the Defence Team and to provide advice and recommendations on how to eliminate systemic racism and discrimination, which impacts recruitment, retention, and equality of opportunity.

Anti-Racism Secretariat:

The Anti-Racism Secretariat within the Department of National Defence and the Canadian Armed Forces was created in December 2020.
The Anti-Racism Secretariat:
- Provides direct support to the Minister’s Advisory Panel on systemic racism and discrimination as they engage with stakeholders, analyze data, and consider recommendations;
- Identifies systemic barriers that lead to racism and proposes solutions within the Defence Team;
- Supports an enhanced governance within the Employment Equity, Diversity and Inclusion domains by working with Functional Authorities, Senior Levels of the Defence Team, Champions, Defence Advisory Groups and Networks; and
- Promotes culture change and raises awareness through various initiatives across the Defence Team in facilitated conversations on anti-racism.

Provisional Canadian Armed Forces Code of Professional Military Conduct:

A draft Canadian Armed Forces Code of Professional Conduct is being developed to provide a pragmatic framework for Canadian Armed Forces leaders to instill and enforce expected behaviours, including addressing the concept of power dynamics.

Canadian Army, Navy, and Air Force Specific Hateful Conduct Orders

The Commanders of the Canadian Army, Navy, and Air Force have issued specific hateful conduct orders. These orders are nested in the Canadian Armed Forces’ overarching policy and directions on hateful conduct.
They provide direction on how to proactively prevent, detect, and respond to concerns of hateful conduct within the ranks.

Whole-of-Government Efforts

In February 2021, Public Safety Canada added several right-wing extremist groups to its list of terrorist entities, including The Proud Boys and The Base.
In January 2021, the Clerk of the Privy Council and Secretary to the Cabinet released the “Call to Action on Anti-Racism, Equity and Inclusion in the Public Service.” It calls on leaders across the Public Service to take practical actions that will be the basis for systemic change.
- The Deputy Minister submitted a letter to the Clerk in summer 2021 to provide an update on National Defence and the Canadian Armed Forces’ continued progress in support of the Clerk’s call to action. The letter highlighted the work of the Anti-Racism Secretariat, among other initiatives.
On February 3, 2021, the Government of Canada announced that it had listed 13 new groups as terrorist entities and completed review of seven others. The list now includes four ideologically motivated violent extremist groups: Atomwaffen Division, The Base, the Proud Boys, and the Russian Imperial Movement. On June 25, 2021 two additional violent extremist groups were added: Three Percenters, and the Aryan Strikeforce.

Health Resources and Services for CAF Women

We recognize that women in the Canadian Armed Forces have unique health needs and that tailored resources and services must be available to support their health and well-being.
That is why we are taking concrete steps to make our health resources and services more inclusive for women.
For example, women members often face challenges related to accessible and private spaces to pump breast milk.
For this reason, we are making private lactation spaces available for members who wish to pump or nurse while on duty.
Additionally, to ensure that pregnant members have uniforms in which they can comfortably and safely perform their duties, we have implemented a new reimbursement program for maternity and nursing uniform attire.
New types of compassionate leave also enable members to take leave for situations of pregnancy or adoption loss, as well as family violence.
In keeping with these important initiatives, the Total Health and Wellness Strategy, to be released in February 2022, will include a Women’s Health Framework for the first time.
This Framework will enhance access to care and services, and help educate all Canadian Armed Forces members on women’s health care in the military context.
This includes ensuring operational planning takes into consideration the health needs of women while on deployment.
We are committed to continue working with our women members to identify the gaps and needs in our current health care system, and take action to address them.

Key Facts

The Women’s Health Framework involves four lines of effort:
- Health care;
- Illness and injury prevention;
- Research and engagement; and,
- Quality and performance assessment.
The Women’s Health Framework aims to provide:
- Enhanced access to care and services informed by best practices related to women’s health care;
- Research dedicated to women’s general health, well-being and performance and how these are influenced by military occupations and demands;
- A robust quality and performance measurement process to monitor the results of these initiatives; and,
- Mission-specific health service support considerations, including treatment options.

Details

Total Health and Wellness Strategy

As committed to in Strong, Secure, Engaged, the Total Health and Wellness strategy outlines a comprehensive approach to support of Canadian Armed Forces members that consider psychosocial well-being in the workplace as well as physical, mental, spiritual, and familial health.
The Women’s Health Framework builds on existing Canadian Armed Forces Health Services evidence-based, best-practice clinical medicine standards for women. The Framework focuses on sex and gender as contributing factors to health, injury, disease, and health care. This framework aims to:
- Increase our knowledge regarding every day and long-term health for women;
- Optimize preventive medicine for women;
- Support women’s health care in the military context; and,
- Enhance women’s occupational performance.

Mental Health and Suicide

Military service places unique demands on our brave personnel in uniform.
That is why National Defence offers a wide range of programs and services to meet the needs of our civilian and military members, including 31 in-house mental health clinics and referral options to over 4,000 mental health care providers.
This includes dedicated mental health professionals at 31 of 37 Canadian Armed Forces Health Services Centres, a 24/7 phone referral service for access to counselling, and peer support for those coping with operational stress.
The Canadian Armed Forces Chaplain Service also provides personal support and can refer members to social workers, psychologists, or other medical services.
The Road to Mental Readiness Program has also expanded programming for specific high risk occupations such as search and rescue technicians and health services personnel.
We are committed to ensuring our military personnel have access to the robust, high quality mental health care and services they need and deserve.

If pressed on suicide prevention:

We recognize the lasting and tragic effect that the loss of a military member to suicide has on their families, friends, colleagues, and the entire Defence Team.
The Canadian Armed Forces Suicide Prevention Action Plan is centred on training and support programs and services.
These programs and services are aimed at promoting resilience through spirituality, physical fitness, financial support, counselling, awareness, and specific services for deployed personnel.

Key Facts

31 out of 37 Canadian Armed Forces healthcare clinics offer specialized in-house mental health care.
- All 37 clinics have continued providing primary care and other clinical services during the pandemic.
7 Operational Trauma and Stress Support Centres: Provide assistance to serving members and their families dealing with stress or injury arising from military operations.
Canadian Forces Health Services recently hired a psychologist who is dedicated to suicide prevention.
Mental health readiness training is now a consistent part of a military member’s career, including during Basic Training.

Suicide:

In 2020, there were 14 deaths by suicide in the Regular Force, and 2 in the Reserve Force.
- 2019: 17 deaths by suicide in the Regular Force, and 3 in the Reserve Force
Civilian DND employees have 24/7 access to the Employee Assistance Program including crisis and suicide intervention.

Details

Canadian Armed Forces Health Clinics

Within the 31 specialized in-house mental health clinics, care providers include social workers, mental health nurses, psychologists, psychiatrists, addiction counsellors, and mental health chaplains.
In addition, referral options include 4,000 civilian mental health care providers that are registered to provide care to military members in their own practices.

Road to Mental Readiness (R2MR) Program

R2MR, launched in 2008, is a performance and mental health training and education program to improve well-being and short-term performance, while mitigating any negative long-term mental health issues for Canadian Armed Forces personnel and their families. It encompasses the suite of performance, resilience and mental health training that is now embedded throughout Canadian Armed Forces members’ careers.
R2MR for Canadian Armed Forces family members was developed in partnership with Director Military Family Services and Canadian Armed Forces’ family members, and is delivered by Military Family Resource Centre staff in person or virtually. Military Family Resource Centres are independent, not-for-profit corporations.
Services will soon be augmented to make the tools and information available anywhere, anytime.
Recently, the R2MR program has expanded programming for specific high risk occupations and organizations, such as search and rescue technicians, firefighters, military police, submariners and health services personnel.

Impact of COVID-19 on Supports and Services

Remote access to mental health and spiritual support services are deemed essential and remain available during the pandemic to Canadian Armed Forces members and their families, including phone lines and online tools.

Removal of Paragraph 98(c) of the National Defence Act (NDA)

Parliamentarians have raised concerns over section 98(c) of the NDA, which addresses a situation where a person subject to the Code of Service Discipline wilfully maims or injures themselves or another member with intent to be rendered unfit for service.
In 2021, NDP Deputy Defence Critic, Randall Garrison (Esquimalt-Saanich-Sooke, BC) re-introduced a private member’s bill to repeal paragraph 98(c), suggesting that the provision makes self-harm a disciplinary offence.
During the House Standing Committee on National Defence study on Access to Mental Health Services within the Canadian Armed Forces (2021) NDP and CPC members argued that section 98(c) was inconsistent with the disciplinary regimes of NATO partners, and ultimately creates a barrier to Canadian Armed Forces members seeking mental health assistance.
National Defence maintains that this section is not used as a punitive measure against those who suffer from mental health issues and includes protections within the military justice system for accused persons who suffer from mental illness.
Nonetheless, in his Report, Mister Fish recommended amending the QR&Os to provide clarity as to intent, while adding that “recommendations of this sort are best left to the military justice actors whose experience would allow them to make informed decisions in this regard.”
The Office of the Judge Advocate General has therefore recommended that a note be inserted into the QR&O to clarify that self-injurious conduct related to mental illness is excluded from the scope of intent and application of section 98(c).

Cost of Living Challenges

We recognize the personal toll the pandemic has taken on all Canadians, including Canadian Armed Forces members.
Challenges of affordable housing, the rising cost of living, and the intense operational tempo of recent years have compounded these challenges for our members.
In addition, Canadian Armed Forces members and their families who often relocate within Canada and around the world have been especially impacted.
That is why we have taken action to increase support for our members and reduce stress on them and their families.
For example, we took steps to reduce the number of relocations and extended the time permitted for relocation, as well as reimbursing unexpected expenses arising from COVID-19.
Additionally, the Canadian Forces Morale and Welfare Services provides resources to help our members and their families navigate postings, such as finding child care, health care and children’s education.
We also continually monitor and review the Canadian Armed Forces benefits and pay rates to help ensure all members are well compensated for their service to Canada.
In February 2021, the Government increased military members’ rates of pay to ensure alignment with increases received by the Federal Public Service.
This pay increase applies to general service officers at the rank of Lieutenant-Colonel and below and will help ensure the attraction and retention of the highest standard of personnel.

Key Facts

Compensation and benefits include:

Post Living Differential (cost-of-living allowance);
Environmental Allowances for austere working conditions;
Maternity/Paternity Parental Top-Up (to 93% of income for 12 months);
Family medical and dental coverage (Public Service Programs);
Enhanced leave to support Canadian Armed Forces families, including for bereavement and to permit religious celebrations; and,
Canadian Armed Forces members have access to Military Housing in many posting locations.

Details

Housing

Housing prices and regional rates are among two of the biggest factors affecting relocation costs for Canadian Armed Forces members and their families.
National Defence is aware of the challenges faced by members in finding adequate shelter, a challenge shared by all Canadians.

Family and Child Care

The Canadian Forces Morale and Welfare Services offers a range of childcare and family supports and services, including:
- Access to health care including telemedicine, spousal employment, crisis and mental health interventions, children’s education supports, community and social support;
- Resources for parents seeking quality child care assistance; and,
- Emergency financial assistance to help offset the costs associated with the care of a family member, including for reasons related to COVID-19.
Since 2018, the Canadian Armed Forces has conducted a literature review of the Canadian child care landscape and a demographic profiling of Canadian Armed Forces families and child care requirements. This includes an analysis of existing Canadian Armed Forces child care provision, gap identification, risk analysis, and provincial/territorial legislative and regulatory frameworks.

Family Wellbeing

The Canadian Armed Forces periodically monitors the impact of the financial well-being of Canadian Armed Forces members and their families through the Spousal Quality of Life Survey.
Based on the Spousal Quality of Life Survey, financial issues, spousal employment and relocation are consistently identified as the key issues negatively affecting families.
This data also shows that a high level of financial stability among Canadian Armed Forces spouses is associated with higher levels of psychological well-being, life satisfaction, quality of marriage, and resilience.
The well-being of military spouses has been found to influence the retention of military personnel.
The 2022 Quality of Life Survey (to be administered in Winter 2022) will further examine satisfaction with housing, and child care challenges.
It will also include questions on overall financial stability and support for Canadian Armed Forces military service.

Canadian Forces Pay Increase

In February 2021, the Treasury Board Secretariat approved military members’ rates of pay in alignment with the increases also received by the Federal Public Service.
These updated rates of pay apply only to Regular and Reserve Force general service officers, non-commissioned members, and pilots, at the rank of Lieutenant-Colonel and below.
These pay increases also apply to pilots, medical, dental, and legal officers as well.
This change to military members’ pay recognizes their value, strengthens overall morale, and supports Strong, Secure, Engaged initiatives in recruitment and retention.

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Date modified:: 2022-06-06