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  • MRLs on Allegations against General Vance
  • MRLs on Allegations against Admiral MacDonald (NEW)
  • MRLs on the Path to Dignity and Respect
  • MRLs on Operation Honour
• GOFO
  • MRLs on GOFO Plot
  • News Release – Acting Chief of the Defence Staff announces the 2021 Canadian Armed Forces General and Flag Officer senior appointments, promotions, and retirements
• Media Analysis
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  • Media Analysis Annex

Allegations against former CDS General Jonathan Vance

Issue

Global News broke a story on Feb 2 about allegations of inappropriate sexual conduct by former CDS General Jonathan Vance. The media coverage alleges inappropriate behaviour with two female subordinates, including one regarding an alleged relationship with a woman he significantly outranked.

Further allegations have since surfaced, including that the Minister knew of these concerns at the time.

Several other media outlets have picked up the story.

Original Story:

• Gen. Jonathan Vance facing allegations of inappropriate behaviour with female subordinates: sources (Feb 2) (you are now leaving the Government of Canada website)

Following Global News Coverage

• Gen. Jonathan Vance will be investigated over allegations of inappropriate behavior (Feb 3) (you are now leaving the Government of Canada website)
• Military police say they are opening an investigation into Vance allegations (Feb 4) (you are now leaving the Government of Canada website)
• Minister’s office knew of concerns about Vance in 2018: sources (Feb 4) (you are now leaving the Government of Canada website)
• Canada’s defence minister won’t say if he told PM, cabinet about Vance allegations (Feb 7) (you are now leaving the Government of Canada website)
• Caesar-Chavannes says Liberals’ stance on Vance, Payette echoes her time as MP (Feb 7) (you are now leaving the Government of Canada website)
• Trudeau: Investigations into Vance allegations will follow proper processes ‘to the letter’ (Feb 5) (you are now leaving the Government of Canada website)
• Could Vance face consequences for alleged inappropriate behaviour? (Feb 9) (you are now leaving the Government of Canada website)

Media Response Lines

Q. It has been nearly three weeks since Adm. McDonald announced an independent review into the allegations facing Gen. Vance. Who will lead this review? When will the review ommence? What will be its mandate and scope? Who will be interviewed as part of this review? What further specifics can you provide? (Feb 22)

As previously stated, the Department of National Defence and the Canadian Armed Forces has no tolerance for any form of sexual misconduct. Every person in the Defence Team, whether civilian or military, deserves a safe work environment.

We continue to work towards establishing the terms of reference for the independent review, and details will be announced once finalized.

Q. Can you confirm that the CFNIS investigation will be expanded to investigate who knew about the allegations against Gen. Vance and who protected him, including any systemic suppression that would have prevented Maj. Brennan or others from coming forward? (Feb 22)

The CFNIS cannot comment on ongoing investigations. This is standard procedure amongst police agencies which aims to protect the integrity of investigations. 

Q. Retired Lt.-Gen. Mike Day, who was deputy commander of Allied Joint Force Command Naples at the time of the 2015 investigation into allegations of inappropriate behaviour by Gen. Vance during his time in Italy, has said that to the best of his knowledge, “nobody in the Canadian contingent in Naples was interviewed” as part of that investigation. In light of that, and with regard to the CFNIS investigation into the current allegations against Gen. Vance, does the department have confidence in the military police’s ability to investigate this matter properly? (Feb 22)

We have full confidence in the ability of the CFNIS to carry out this work.

Q. Will the department now release the findings of the 2015 investigation? (Feb 22)

Requests of this nature are to be made through the Access to Information process.

Q. Does the Canadian military now agree that it needs outside oversight to deal with sexual misconduct within its ranks? (Feb 22)

The Sexual Misconduct Response Centre (SMRC) is independent from the Chain of Command and continues to monitor and provide guidance on the Canadian Armed Forces’ progress in eliminating sexual misconduct from the ranks. In fact, since July 2019, we expanded its mandate so that the SMRC now evaluates the outcomes of CAF policies and programs, providing independent, external analysis of their efficacy and recommendations for improvement.

Given the planned independent review, it would be inappropriate to comment on any changes to our existing processes.

Q. Is it true that three male CFNIS investigators were sent to the woman’s home? Were any of the three investigators armed? If so, what firearms did they have on their person? Why were no female investigators or support staff sent to the woman’s home as part of their visit? (Feb 11)

The CFNIS does not provide details surrounding the conduct of ongoing investigations.

Q. Is it true that a male victim services provider was assigned to the woman? Is it true that this male victim services provider is on vacation until next week? Which organization is providing these victim services in this specific case? Why was a female victim services provider not assigned or made available to the woman in this case? (Feb 11)

CFNIS does have its own victim services program.  Each CFNIS region is assigned one victim services member who are available either at the request of a victim or by referral from a CFNIS investigator to provide assistance to victims of crime.

This includes connecting them with appropriate resources (local health care and social services specializing in victim assistance, emergency shelters), providing them advice, guidance and ensuring they are informed of the investigative and court processes and status.   

These victims services members act as a reactive referral service that works with CAF, provincial, federal, and community resources to offer information to victims. Examples include but are not limited to:

• Sexual Misconduct Response Centre, Hospital (CAF and Civilian as appropriate), Padre, Military Family Resource Centre and specific resources to meet the needs of victims;
• Transition to court victim services (VWAP in Ontario);
• Provincial Children’s Aid/Protection Societies;
• Safety Planning; and 
• Crisis Centres.

It is to be noted that the member’s direct supervisor has also been in constant contact to ensure she is offered all possible support in this matter.

Q. Would you confirm the finding of the investigation from 2015 into possible Code of Service Discipline violations by General Vance? Did NIS investigators procure a copy of the concurrent US military investigation? Did NIS investigators travel to Naples and interview Cdn/US military staff as part of the investigation? (Feb 11)

An allegation against General Vance was investigated by the military police in 2015 for conduct while serving as Deputy Commander, Allied Joint Force Command Naples, a position he held from 2013 until July 2014.

The Canadian Forces National Investigation Service (CFNIS) investigation did not meet the elements of the offence to lay charges under the Code of Service Discipline or the Criminal Code of Canada

Q. What is Jonathan Vance’s current rank in the CAF? Is he on terminal leave? When is Vance set to be discharged from the CAF? (Feb 10)

General Vance is currently assigned to the Transition Group and is completing the release process from the Canadian Armed Forces.

It is anticipated that the process to be released from the CAF will be completed by March 31, 2021.

Q. Can the CFNIS charge the CDS under the Code of Service Discipline? If they do, can the CDS be tried by court martial? If he is charged under s 129 of the NDA, would he be tried by General Court Martial, Standing Court Martial, or would he be able to elect one or the other? Why are they investigating if they can’t? (Feb 9)

The CFNIS has authority and jurisdiction over persons who are subject to the Code of Service Discipline, wherever Canadian Forces are established or deployed throughout the world, regardless of rank or status.

It would be inappropriate to comment further on processes or possible outcomes given the ongoing investigation.

Q. Why wasn’t an outside police force brought in to investigate the allegations? (Feb 5)

The CFNIS is responsible for the conduct of investigations into allegations against CAF members or taking place on a defence establishment.

We have full confidence in their ability to conduct any such investigation.

We are also working towards an independent examination, for which the specifics are being determined. 

In the meantime, our priority is caring for the well-being of those who have come forward.

Q. Was there ever an investigation opened into Gen. Vance and his behaviour with a subordinate officer during his time in Italy? If so, what did that investigation find? Did Gen. Tom Lawson order an investigation? Was it administrative? Or was it handed to the military police? What was the outcome of that investigation? Was the investigation completed or was it shut down before that? Did the investigation at any point review Gen. Vance’s electronic communications? Did the investigation at any point interview staff in Italy? (Feb 5)

In order to ensure investigative integrity and procedural impartiality, we will not be commenting on matters that might be included in the independent examination and/or the CFNIS investigation.

Q. Can you please clarify what is meant by "independent examination"? Is this in reference to the investigation announced by Adm. McDonald? Can you provide any further details of the "independent examination"? (Feb 5)

There are/will be two investigations.

One is by the Canadian Forces National Investigation Service (Military Police), which is responsible for the conduct of investigations into such allegations against CAF members or taking place on a defence establishment.

The other – the one we referenced earlier this week – is an independent examination, for which the specifics are still being determined. 

Q. Can you confirm CFNIS has launched an investigation? (Feb 4)

We can confirm the CFNIS is investigating this matter.  In order to preserve the integrity of the investigative process, no additional information can be provided at this time.

Q. Will DND commence an investigation into the allegations made against Gen. Vance? (Feb 3)

We are looking at an independent examination, however, the specifics around any investigation have yet to be determined.

Q. What other actions will the Department of National Defence take in response to these allegations? (Feb 3)

While we are looking at an independent examination, our priority is caring for the well-being of those who have come forward.

We must ensure that they feel supported as they navigate this very difficult time.

Furthermore, we are actively encouraging all members of the Defence Team who might need to speak to someone to please step forward and reach out or to use the resources that are available – including, for example, the Sexual Misconduct Response Centre (SMRC) which has counsellors available 24/7 to provide confidential counselling, emotional support, and information regarding support options available.

Culture change is a no-fail mission for which we are all responsible.  CAF members – and all Canadians - expect and deserve it.

Q. Does the CFNIS plan to investigate these allegations regarding Gen. Vance? (Feb 3)

As previously mentioned, we are looking an independent examination.

Q. What repercussions – if any – will these allegations have on the military’s pursuit of Operation Honour? (Feb 3)

Recent reports have shown that, now more than ever, OP HONOUR must be a critical component of our efforts to change the workplace culture.

OP HONOUR is not a static operation.  It is a continually-evolving endeavour, needed to establish long-term institutional change.

Q. Would Adm. McDonald be available for an on-camera interview today? We could send a camera to his location or arrange an interview via Zoom, Skype or FaceTime. (Feb 3)

Admiral McDonald will make himself available in due course once we determine the way ahead.

CDS Message (Feb 24)

Teammates,

Two weeks ago, I committed that I would provide updates regarding recent allegations in the media and I am writing to you now, in that context.

As I expressed in my earlier communiqué, any dialogue on this matter needs to begin here – our concerns always being first and foremost for the well-being of those who come forward with great vulnerability.

I need first and foremost to salute Major Brennan for speaking up, and I can assure you that the concerns she raised will be fully and fairly investigated. We are also assuring that all necessary and requested support is available to her.

As you’ll be aware, a disciplinary investigation by Canadian Forces National Investigation Service (CFNIS) has already been launched into the allegations against the former Chief of the Defence Staff. At the same time, as the Minister has directed, we are working to define the Terms of Reference and engage a qualified provider for an external independent review of the culture within the Canadian Armed Forces (CAF) and the Department of National Defence (DND).

Meanwhile, it is critical for all of us to assume collective responsibility for the culture change necessary to make our shared institution a safer and more respectful workplace for all Defence Team members.

There are tangible actions we can take in the meantime.

If you are considering speaking to anyone with information on this case, or any other case of alleged misconduct, you have my support to come forward, to speak up, and to tell the truth. And you can expect to be heard, supported, and protected as you do.

Reporting experiences of misconduct is a deeply difficult and personal choice. It is entirely the decision of the individual. The Sexual Misconduct Response Centre (SMRC), which operates independently from the CAF, can provide resources for care and support and does not require a formal report to the Chain of Command to do so.

Moreover, it is my strong belief that the Chain of Command should be a facilitator to reporting.  If you do not feel comfortable reporting a misconduct to your immediate supervisor, you may – indeed you should – report your concern to any other member of the Chain of Command. But if, because of the nature of the misconduct or owing to any context making this difficult, it is not feasible for you to engage your Chain of Command, there are options:  a report may be made to the military police, CFNIS, or civilian police. In short, if you need help with respect to reporting misconduct, there are multiple pathways available so that you can find one that is most comfortable for you.

Finally, as you’ve heard from our Minister: The time for patience is over. Much has already been started and while our work will endure the next few Watches, we must accelerate our culture change. Obviously, this requires everyone’s (re)commitment and (re)engagement at every rank and level, but it must – first and foremost – be initiated and followed-through by leaders at every level and across the spectrum of our Defence Team. Armed Forces Council Executive (AFCX) has already kicked-off this process and Service Commanders have been actively orienting subordinate commands and teams.

Our institution can no longer put the burden of change and transformation on those affected by harassment, discrimination, or any form of misconduct. That burden must rest on us. All of us.

As I said to you in my previous message, trust is earned. I as the Chief, along with all the leaders in CAF, need to work every day to earn your trust. And we are all committed to doing so.

Teammates, progress has been made over the years, but the road ahead of us is longer than the road behind us. As we continue to walk that road together, we need to continue to see courageous and frank talk combined with bold, supportive actions. This task belongs to each and every one of us and I know I can count on your support.

Your Teammate,
Admiral Art McDonald
Chief of the Defence Staff

ADM(HR-CIV) Message (Feb 4)

Defence Team,

As your civilian Chief Human Resources Officer, I would like to reiterate that we, as your leaders, take all allegations of inappropriate behaviour and misconduct seriously.

It is your absolute right to benefit from a safe and respectful work environment. We understand that the recent allegations in the media are deeply troubling. These alleged behaviours are completely unacceptable actions for anyone in our Defence Team.

We recognize that issues of this nature can trigger a range of difficult emotions. We remain committed to your well-being as members of the Defence Team, and want to remind you of the support available to you and to your family members.

If at any time you are in distress, please contact your Employee Assistance Program by calling 1-800-268-7708 or your nearest distress centre. If you or someone else is in immediate danger, please call 9-1-1.

There are a variety of mechanisms and resources available to support you. We understand that these current situations may be overwhelming, and can take a considerable time to process. These services and resources are available to support you.

All members of the Defence Team have access to:

• Health Canada - Employee Assistance Services (EAS) provides short-term professional counselling services. This service is available 24/7, 365 days a year by calling 1-800-268-7708 or 1-800-567-5803 (TTY).
• LifeSpeak offers free confidential access to hundreds of short videos by experts addressing everyday issues.

All employees of DND have access to:

• EAP Peer Advisors (PAs) who provide confidential, active-listening and resources to employees in need. Call HR Connect RH at 1-833-747-6363 to be connected with a readily available PA from 0800-1600 hours, Monday to Friday. Your call will be returned within 24 hours.
• The Office of Disability Management (accessible only on the Defence Team Network) is an impartial, collaborative and inclusive group that supports employees and supervisors or managers dealing with disability-related events caused by illness, impairment and injury.
• The Mental Health and Well-being Corporate Office (accessible only on the Defence Team Network) supports the health and well-being of employees and provides access to tools, resources and services to assist organizations in building a safe, supportive and respectful work environment.

Lastly, I would like to emphasize that it is okay to not be okay. Please continue to have open and honest conversations with your peers, supervisors, family and friends. I encourage you to use the support and resources available to you, and most importantly ask for help when you need it.

Thank you,

Kin Choi
Assistant Deputy Minister (Human Resources – Civilian)
Department of National Defence

CDS message (Feb 3)

As I said when I was appointed Chief of the Defence Staff two weeks ago, the Canadian Armed Forces must be an agile, multi-purpose, combat-ready military.

And recall too that our mission success as a flagship national institution ultimately comes down to people – to us. And like any people-based activity, we’re empowered by the support and trust of our government, of our fellow Canadians and of each other – CAF and Department of National Defence teammates.

Of course, that trust and support – while sacrosanct and absolutely key to our operational effectiveness and successes – is not given freely or owed. It is earned. 

We earn it by supporting Canadians in their times of need. 

We earn it by representing Canada and all Canadians, with pride and honour, when we operate overseas.

And most importantly, we earn it day in and day out when we treat each other with the dignity and respect we all deserve – showing it to those that look in, to those that are in. Always and Everybody – Private to Admiral.

To us, the strong and accomplished CAF/DND team, the allegations in recent media reports regarding my predecessor are quite troubling – indeed, distressing and hurtful for all of us to contemplate. 

Like you, I worry, first and foremost, for the well-being of those who have come forward so courageously – committing to ensure that they are supported and protected.

Like you, I pray that our collective and enduring efforts in support of survivors will soon help end the fear of speaking-up that plagues those feeling violated or hurt and in such need of the compassion and help of teammates – we have work to do together here and, like you, I hear the call to do more.

Like you, I ask myself what tools and mechanisms are we lacking to encourage and empower the wronged to come forward with confidence and trust.

And frankly, I fear that situations like these erode the trust you have in leadership.

While quite naturally it may, I share that I am certain that leaders at all levels between you and me (and including me) are now spurred to rebuild your confidence and trust in us. We must – recognizing it is earned not owed. We will.

Here, I feel the need to encourage you to look at the Chain of Command in a new way – the “chain” does not limit you to contact with only one immediate superior, but instead links you to a team of superiors with whom you can interact when appropriate to ensure you are championed, celebrated and enabled.

Teammates, you are encouraged to fully leverage the links of your chain – especially when wronged by misconduct and when you are not sure where you need go for support.

Of course, we need note too that beyond the chain of command, support and counsel are available always from a trusted teammate or via one of the anonymous supporting-resources made available in-person, on-line and by phone to CAF/DND members and families. In this extended Forces family, you need never feel alone and unsupported.

Yet it’s easy to appreciate that this type of alleged behavior does exactly that. It isolates individuals and weakens our team. This is not acceptable. Its occurrence tells us that we need to work much harder at reshaping the culture of our workforce, our workplace and our workspaces to ensure that we are taking care of one another. This culture change, about which you’ll continue hearing a steady drumbeat, will take a concentrated effort by each and every one of us.

We are the CAF. We must proactively and consistently protect against harm, we do not cause it. The same rules and standards are applied to all. We all own a share of the responsibility to make this so – and, of course, leadership a lion’s share. As we do, every allegation must not only hurt us all but equally so it must compel us forward to a better place, a better us, together.

Meanwhile, teammates, I encourage all members of the Defence Team who might need to speak to someone to please step forward and reach out or to use the resources that are available – including, for example, the Sexual Misconduct Response Centre (SMRC) which has counsellors available 24/7 to provide confidential counselling, emotional support, and information regarding support options available.

Of course, yesterday’s allegations will be investigated. As this situation unfolds and we learn more, I promise to be open and transparent in communicating with you all as we weather this storm together.

Original DM/CDS Message (Feb 2)

Recent allegations in media of inappropriate behaviour by General Jonathan Vance are troubling. As leaders in DND/CAF, we take all allegations of this nature seriously.

As we have said before, any type of misconduct critically undermines our ability to operate effectively, protect our members and, more importantly, protect Canada. This applies to all individuals, regardless of rank.

We will be communicating more in the coming days and have no further comment at this time.

DND/CAF is committed to providing a work environment free from any and all forms of harm for all of its members. Anything less is unacceptable. We remain dedicated to the wellbeing of our Defence Team members and will continue to offer support to anyone who needs it.

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Allegations against Admiral Art McDonald

Issue

On February 24, CFNIS confirmed an investigation is underway into allegations of misconduct by Adm McDonald.

A Minister’s Statement was sent out to media and posted on the website: Statement from the Hon. Harjit S. Sajjan, Minister of National Defence

Media Response Lines

Q. What are Lt.-Gen. Eyre’s powers and authorities as acting CDS? I’m specifically wondering if he will be tasked with providing direction or making decisions as the acting CDS, or whether he is in there as more of a caretaker until the investigation into the allegations against Adm. McDonald is complete. (Provided Feb 28)

LGen Eyre has all authorities as acting CDS. The answer lies in section 18.2 of the National Defence Act, whereas in the event of the absence of the Chief of the Defence Staff, an officer specified by the Minister (or the Chief of the Defence Staff) has the control and administration of the Canadian Forces.

Q. Reporters asking about: (Provided Feb 25)

• the CFNIS investigation: what’s it about, when did it start, is it connected to allegations surrounding General Vance, what does it entail, when did the allegations first surface, why military police are investigating instead of RCMP, how will we ensure there is no bias or conflict-of-interest, whether the military justice system can handle a case involving the CDS, etc.
• the CDS stepping down: when did he step down, why did he do it, has anyone else stepped down, will he continue to receive compensation, etc.
• the A/CDS and what the trickledown effect is

As stated by Minister Sajjan, we take all allegations of misconduct seriously and continue to take strong action on any allegation that is brought forward. No matter the rank, no matter the position.

The Canadian Forces National Investigation Service has confirmed an investigation into Admiral Art McDonald.  Yesterday evening, once informed of this investigation, Admiral McDonald voluntarily stepped aside to allow the process to unfold.   He is currently on paid leave.

Given this is an active investigation, we will not be providing additional comment on its contents, processes and possible outcomes, nor will we be addressing information coming from various sources.

While we understand the interest in the matter, we must always ensure the integrity of any investigation protects the complainants and safeguards due process.

We have full confidence in the CFNIS’ ability to carry out their mandate of investigating matters within their jurisdiction, which includes the authority to investigate persons subject to the Code of Service Discipline, wherever Canadian Forces are established or deployed throughout the world, regardless of rank or status.

Finally, Minister Sajjan has appointed Lieutenant-General Wayne Eyre as Acting Chief of the Defence Staff, while Major-General Derek Macaulay will act as Commander, Canadian Army until further notice.

We thank you for your continued interest and will keep you informed of any releasable information in due course.

Minister’s Statement (Shared with media on Feb 24)

As I have stated, I take all allegations of misconduct seriously and continue to take strong action on any allegation of misconduct that is brought forward. No matter the rank, no matter the position.

The Canadian Forces National Investigation Service can confirm an investigation into Admiral Art McDonald.

I was informed that Admiral Art McDonald has voluntarily stepped aside while the investigation is ongoing.

As of February 24th, I have appointed Lieutenant-General Wayne Eyre as Acting Chief of the Defence Staff.

I will have no further comment at this time due to the ongoing investigation.

Message from Acting CDS (Shared with media on Feb 26)

Members of the Canadian Armed Forces:

I write to you as the Acting Chief of the Defence Staff. I do not know how long I will be in this role, but, in accepting it, I am driven by the imperative to serve both our country and you, the members of the Canadian Armed Forces.

Much has occurred over the past weeks, and I know you have questions, but we must allow due process of law to occur; that is the right of every Canadian. I promise that I will be as transparent as I can with you and keep you informed of developments.

In the face of uncertainty we, as an institution, must remain resilient. There is much going on in the world and we must be ready to answer the call of duty. We must continue to focus on the raison d’être of Canada’s military, namely to defend our country and to serve its interests both at home and abroad. To that end, we must continue to focus our efforts and attention to maintain operational relevance and excellence by concentrating on our tradecraft, professionalism, and integrity. 

At the same time, we must strive to ensure we look after our people – all of them – and ensure we are an institution in which Canadians can see themselves. How we do things is as important as what we do.

I will lead you from the front and I expect all leaders to do the same. We have much work to do in all areas as we progress the profession of arms in Canada. I view service in the Canadian Armed Forces as a privilege - let us all keep ourselves worthy of that honour.

Lieutenant-General Wayne Eyre
Acting Chief of the Defence Staff

Media Response Lines – The Path to Dignity and Respect: The CAF Sexual Misconduct Response Strategy

Strategic Considerations (internal use only)

• This strategy is a key deliverable in response to the 2015 External Review Authority (ERA) report (Deschamps), which recommended the CAF establish a culture change strategy. Completing the implementation of the 10 recommendations from the ERA report is an SSE commitment (#18). In addition, the campaign plan and performance measurement framework included in The Path to Dignity and Respect fulfil DND/CAF commitments made in response to the Auditor General’s 2018 report on Operation HONOUR. As such, messaging should highlight that the CAF is listening to expert advice and implementing recommendations.

Narrative

As an organization, we must always strive to create an environment free from sexual misconduct, where all people are treated with dignity and respect. We have made it clear that any form of sexual misconduct within our ranks is unacceptable. It harms our people, jeopardizes our operational effectiveness, and is inconsistent with our values and ethical principles.

The CAF recognizes that a holistic, long-term approach is critical to addressing this complex issue.The Path to Dignity and Respect: The CAF Sexual Misconduct Response Strategy is a comprehensive strategy focused on aligning organizational culture to prevent and address sexual misconduct, and improve support for those who have been affected. It provides an in-depth analysis of CAF culture, and identifies what aspects must be eliminated, changed or strengthened to effectively address sexual misconduct. It also establishes a long-term plan for implementing the approach and a performance measurement framework to ensure continuous evaluation and improvement.

The Path expands Operation HONOUR into a holistic and sustained institutional effort focused on aligning behaviors and attitudes of CAF personnel with the principles and values of the profession of arms in Canada. It refocuses the Operation HONOUR mission on ensuring personnel never minimize, ignore or excuse sexual misconduct, which is key to building a safer work environment and trust among personnel and the chain of command.

The Path builds on the CAF initiatives already underway through Operation HONOUR and coordinates with existing complementary strategies and programs that will influence the culture change we are seeking. The Path is shaped by research and informed by evidence and subject matter experts. The CAF developed it in collaboration with the Sexual Misconduct Response Centre and it reflects recommendations from the Auditor General of Canada and parliamentary committees.

The Path is a significant milestone in the CAF’s efforts to address sexual misconduct and to achieve positive and enduring culture change that supports inclusivity, diversity and respect.

Quick facts

General

• Operation HONOUR was launched in 2015 in response to the issue of sexual misconduct in the CAF.
• As part of Operation HONOUR, National Defence established the Sexual Misconduct Response Centre (September 2015), independent from the chain of command, to provide worldwide, 24/7 support for military members affected by sexual misconduct.
• 6 Sexual Offence Response Teams have been established by the Military Police Group to increase investigational capacity and expertise in sexual assault cases.
• 16 Complaint Management Centres have opened under the Integrated Conflict and Complaint Management Program, which offers a range of options to deal with harassment, complaints, conflict resolution and grievances with a single point of contact.
• Members at every level of the organization have received Operation HONOUR training— during recruit training, at units across the CAF, and during leadership and command courses throughout the year. Operation HONOUR training includes key definitions, roles and responsibilities of the chain of command, and information about support resources for members.  
• Since April 2018, more than 11,000 members have participated in the Respect in the CAF Workshop, which was recognized by the Office of the Auditor General as beneficial in promoting cultural change.
• Statistics Canada has conducted two CAF-wide surveys focused on the issue of sexual misconduct (2016, 2018) (overview below) as part of the Operation HONOUR Research Program.
• The CAF regularly releases reported incident statistics. The 2019 Sexual Misconduct Incident Tracking Report offers a roll up of incident statistics from 2016 to 2019.
• The CAF has released four Progress Reports detailing actions taken under Operation HONOUR to ensure transparency.
• In 2019, the mandate of the SMRC was expanded to include monitoring progress and providing expert guidance and recommendations on CAF policies and programs to support affected persons and prevent sexual misconduct.

Prevalence of sexual misconduct in the CAF (from 2018 StatCan Survey)

• 1.6% of all Regular Force members and 2.2% of Primary Reserve indicated that they were sexually assaulted in the context of the military workplace during a 12-month period in 2017-18 – no change since 2016.
• The prevalence of sexual assault among women in the Canadian Armed Forces is higher than that among men (4.3% Regular Force women compared with 1.1% men; 7.0% of Primary Reserve women compared with 1.2% of men.) – no change since 2016.
• 70% of Regular Force members and 71% of Primary Reserve members saw, heard or experienced sexualized or discriminatory behaviour in the military workplace – decline since 2016.
• 94% of Regular Force members and 91% of Primary Reserve have very high awareness of Operation HONOUR.
• 45% of Regular Force and Primary Reserve members feel that Operation HONOUR has been very or extremely effective.

Reporting

Incidents of sexual misconduct can be reported to:

• Chain of command;
• Integrated Conflict and Complaint Management Service;
• Canadian Forces Military Police;
• Canadian Forces National Investigation Service; or
• Local police.

Incidence of sexual misconduct reported to the chain of command

Note: Sexual misconduct incidents can be reported to the chain of command at any time. As such, incident data is dynamic. The data listed in these MRLs was accessed on 15 May 2019 and reported in the 2019 Sexual Misconduct Incident Tracking Report. The statistics for 2018-19 are included in the following bullets:

• The majority of incidents are reported in the fiscal year that they occurred.
• Incidents of sexual assault reported to chain of command  
  • 2016-17: 63; 2017-18: 114; 2018-19: 84
  • The number of reported incidents of sexual assault in each fiscal year does not follow a clear trend.
  • The majority of complainants can be categorized as womenjunior Non-Commissioned Members and members of the Regular Force.
• Incidents of sexual misconduct excluding sexual assault reported to chain of command
  • 2016-17: 390; 2017-18: 254; 2018-19: 172
  • The number of reported incidents of sexual misconduct excluding sexual assault has decreased over the past three years but we need more data before we can confirm a trend.
  • The majority of complainants can be categorized as women, junior Non-Commissioned Members and members of the Regular Force.

Note: Not all incidents are reported to the chain of command for a variety of reasons. For example, when an affected person discloses an incident to the Sexual Misconduct Response Centre (SMRC) and requests that no formal report or investigation be initiated. The chain of command may also not receive a report when an affected person seeks care from either the Canadian Forces Health Services or a civilian health care provider, both of which will respect patient confidentiality.

Incidence of sexual-related incidents reported to the Military Police

CAF members who wish to proceed with a formal criminal complaint have the option of reporting to their local Military Police unit, civilian police services or directly to the Canadian National Investigative Service (CFNIS).

• 1,364 sexual-related incidents were reported to the Military Police between 1 January 2016 and 9 December 2019, of which 1,299 were determined to be founded. In general, the rate at which sexual-related incidents were reported increased by 11.9% between 2016 and 2018. However, the number of sexual assault incidents reported in 2019 decreased by 13.6% when compared to the previous year.

Note: While decreasing the number of incidents is the goal, an increase in reporting is an important indicator of confidence in the reporting system, which is essential to building trust among personnel on this issue.
Actions taken for Reported Incidents

• 119 CAF personnel were released for sexual misconduct between April 2016 and the end of March 2020 (2016-17: 16; 2017-18: 30; 2018-19: 37; 2019-20: 36).
• The Judge Advocate General (JAG) reports annually to the Minister of National Defence on the administration of military justice in the Canadian Forces. The JAG Annual Reports contain statistics relating to summary trials and courts martial, including information on proceedings arising from allegations of sexual misconduct.

Questions and Answers

Q1. Why are you adopting a new strategy? Has Operation HONOUR failed?

A1. This isn’t a restart. It is positive progression and proof of our continued commitment to addressing this threat.

Through Operation HONOUR, we have accomplished essential work in the area of policy, procedures and, most importantly, support for those affected. This work was essential to laying a foundation but we always knew we would need to broaden our efforts to change the attitudes and behaviours that contribute to or enable sexual misconduct, if we were going to achieve enduring results. This strategy builds on our work to date, while shifting the focus to achieving enduring culture change.

Q2. It’s been almost five years since Operation HONOUR was initiated and incidents are still occurring. How will this new strategy make a difference?

A2. The strategy shifts the focus of Operation HONOUR from an immediate response primarily concentrated on addressing incidents, to a long-term institutional approach aimed at preventing incidents from occurring in the first place.

Key characteristics of the strategy:

• Evidence-informed – It is shaped by external and internal research on culture change, sexual misconduct, leadership, and military culture. It also uses adaptations of established models applied to other problems with similar challenges. (Examples: it uses the public health prevention model, socio economic determinants of health model, and the Kotter change model.)
• Expert-informed – It has been internally and externally consulted. The CAF collaborated with the SMRC to develop the strategy, and it reflects input received through external and internal study of Operation HONOUR.
• Prevention-based – It uses a public health prevention-based approach, which includes measures aimed at preventing problems from happening in the first place and reducing risks or threats to people, their health and their well-being.
• Clear vision and mission – Building on research, best practices and experience, we have established a new vision and mission that reflects the focus on cultural alignment and the attitudes and behaviours that we want our personnel to adopt and model.
• Performance-driven– The strategy defines what success will look like and sets out the outcomes we are seeking. It includes a performance measurement framework, which the CAF will use to measure progress and ensure a continuous cycle of improvement.
• Coordinated –It has been developed to align with other current and developing CAF and DND strategies that are complementary to the efforts to successfully address sexual misconduct, such as the CAF Diversity Strategy, Operation GENERATION, the Canadian Armed Forces Human Resources Strategy (in development), and the Total Health and Wellness Strategy (in development).

Q3. The External Review Authority/Mme Deschamps recommended the CAF develop a culture change strategy back in 2015. Why has it taken so long to implement this recommendation?

A3. When we received the recommendations from the External Review Authority, we knew we needed to take immediate steps to increase awareness and understanding within our ranks, improve policies and procedures, and provide essential support for those affected. Most significantly, we quickly established the Sexual Misconduct Response Centre, independent of the chain of command, to ensure members affected by sexual misconduct could get expert support.

We also needed to develop the knowledge, resources and structures to ensure we could adopt an approach that centred on affected persons—which is essential. For example, we immediately established a significant research program in support of Operation HONOUR and Military Police sexual offence response teams to increase investigational capacity and expertise in sexual misconduct.

At the same time, we understood that we needed to work towards a more holistic approach focused on changing behaviours and attitudes to ensure an enduring effect. To get it right, we needed time to consult with experts and build a plan based on thorough research and consultation.

The Path to Dignity and Respect is the culmination of all our efforts to date. It is based on extensive research, expert analysis and recommendations, data, feedback from affected persons and institutional experience. With this strategy, Operation HONOUR has evolved into a comprehensive and sustained effort across the institution, focused on creating a work environment where all people are treated with dignity and respect. It is about targeting the causes, rather than symptoms.

Q4. Why Cultural Alignment and not Culture Change? Are you saying the culture doesn’t need to change?

A4. Culture change is never about wholesale replacement of a culture. It is about establishing an institutional vision, and then strengthening the aspects that support it and altering or eliminating those that do not.

The CAF has well-defined values and ethical principles that are the foundation of our culture. There are also many very positive aspects in our culture; however, we must constantly and deliberately shape our culture to ensure it aligns with and supports what we aspire to be. When we identify unacceptable attitudes and behaviours, such as sexual misconduct, we must take concerted efforts to change CAF culture and this plan does just that.

The CAF is building new habits onto existing, familiar patterns that are meaningful for our personnel.

Q5. Why did you change the Operation HONOUR mission? Are you no longer trying to eliminate sexual misconduct in the CAF?

A5. Our vision will always be to eliminate sexual misconduct from our workplace. The new mission is drawn from a key principle of the strategy—zero tolerance.

“Zero tolerance” requires that all allegations be taken seriously and acted upon, and that no incident of sexual misconduct ever be ignored, minimized or excused. We believe this new mission clearly signals the direction we want to go, and what personnel expected to do to ensure that all CAF members are able to work in an environment free from sexual misconduct.

Q6. You say that this strategy is evidence-informed. What is the evidence that underpins it?

A6. We have drawn on a wide range of voices on military culture, institutional culture change and sexual misconduct to create this strategy.

Information and materials that have shaped the strategy include formal research conducted for the CAF and external studies, existing strategies and approaches, feedback and testimony from affected persons, and expert review and recommendations.

Through an analysis of this wide range of information, we were able to identify a number of key issues and themes, and draw some clear conclusions, which we have incorporated in the strategy.

However, the strategy is intended to be an evergreen document and the CAF welcomes all feedback. Comments and suggestions will be considered as part of a planned annual review and update process, which the CAF will use to incorporate feedback, as well as lessons learned, into the strategy on an ongoing basis.

Q7. Was the strategy peer-reviewed or endorsed by any organizations?

A7. The Sexual Misconduct Response Centre has endorsed the strategy. The Centre is an independent organization internal to DND but external to the CAF and leads support for affected persons in the CAF. The SMRC continually reviews and critiques the CAF’s efforts on sexual misconduct, and monitors our progress as well. In addition, the SMRC has established an External Advisory Council to enhance and support the Centre’s expertise and guidance, and we have briefed this group on parts of the strategy and integrated its feedback to the greatest extent possible.

While many organizations may have developed strategies for addressing sexual misconduct or for institutional culture change, to our knowledge, there are no organizations—civilian or military—that have developed a culture change strategy to address sexual misconduct. We have, however, drawn from a wide range of research and expertise to ensure our approach is sound. Performance measurement is also built into the strategy to ensure continual learning and improvement.

Over the course of the next few months, we will also be sharing the strategy with additional experts for discussion and feedback, and we will be welcoming feedback from all groups via our web site.

Q8. The CAF claims to be listening to and learning from those who have been affected by sexual misconduct in the CAF. Were affected persons consulted in the strategy?

A8. We are committed to listening and learning from affected persons. We have heard a wide range of views directly from individuals who have engaged with leadership on this issue, and indirectly through advocates, reviewers/auditors and concerned parties, such as parliamentarians. While each individual’s experience is unique, a number of themes have emerged and we have made a deliberate effort to address them in the strategy.

The CAF collaborated with the SMRC, which is an independent organization internal to DND but external to the CAF and leads support for affected persons in the CAF, to develop this strategy. The SMRC continually reviews and critiques the CAF’s efforts on sexual misconduct, and monitors our progress as well. In addition, the SMRC has established an External Advisory Council to enhance and support the Centre’s expertise and guidance, and we have briefed this group on parts of the strategy and integrated their feedback into the strategy.

Internally, we have sought review and feedback across the organization via our Operation HONOUR Steering Committee and the Non-Commissioned Members working group. These individuals have in-depth knowledge of the CAF, and experience in both implementing Operation HONOUR and supporting those in their commands affected by sexual misconduct.

We are confident that affected persons will see their views reflected in this document.

Q9. The Heyder-Beattie class action lawsuit settlement has a provision that allows class members to contribute to culture change. Why are you putting out a culture change strategy without input from class members?

A9. We have always known that to have an enduring impact Operation HONOUR would have to focus on changing our institutional culture. This is something we have been building towards all along, and establishing a comprehensive, long-term strategy is the next essential step.

To create the strategy we have drawn on research, evidence and recommendations from subject matter experts but it is also informed by the experiences of those who have been affected by sexual misconduct in the CAF. Many affected persons have shared their experiences with the CAF directly. We have also heard from them via other channels, such advocacy groups and external reviews and studies. In addition, we developed the strategy in collaboration with the SMRC, which supports affected persons in the CAF.

Listening to and learning from those affected is essential to preventing and addressing sexual misconduct and we will continue to do so as we move forward.

As part of the settlement, class members will have the opportunity to participate in a Restorative Engagement Program. The program will provide class members who choose to participate with a safe space to share their experiences of sexual misconduct with DND/CAF. This process will enable participants to contribute to culture change by increasing awareness and understanding of their experiences and the context within which harm has occurred. Class members can also provide feedback on the strategy, which will be reviewed and updated annually.

Over the course of the next few months, we will also be sharing the strategy with additional experts for discussion and feedback, and we will be welcoming feedback from all groups via our web site.

Q 10: A recent survey of Canadian Military Colleges suggests that sexual misconduct is still a major problem for students. What will this strategy do for them?

A10.The strategy is applicable across the CAF, and the campaign plan includes a wide range of activities that will have a positive effect on members at all levels, including students at military colleges. For example, the CAF is developing a training and education framework for all training establishments. The framework ensures that as military college graduates continue to build on the foundational training they have received on sexual misconduct and related issues when they undertake trade and other professional military education throughout their career. The campaign plan also indicates that the CAF is implementing the Sentinel Program in all training establishments. This program, which was established by the Royal Canadian Chaplain Services, is a peer support network made up of trained and supervised volunteer members of all ranks.

There are some activities in the campaign plan that target specific groups in the CAF, such as the military colleges. For example, the RMC Prevention Pilot program is an identified activity. This program is intended to provide information and interventions that specifically address the unique needs and requirements of the combined university (emerging adult) and early military (career) population. The pilot project was initiated in 2019 and work is underway to further develop this initiative.

Spokespersons

• Primary: Lieutenant General Mike Rouleau, Vice Chief of Defence Staff
• Secondary:  Brigadier-General Andrew Atherton, DG of Professional Military Conduct—Operation HONOUR
• PA Rep: Heather Ormerod

Approvals

• MNDO (27 October)
• DMO
• CDSO
• ADM(PA), Laurie-Anne Kempton

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Key Messages on Operation HONOUR

Strategic Narrative

The CAF is committed to providing a workplace free from sexual assault, harassment and discrimination. Anything less is unacceptable.

We have made it clear that any form of sexual misconduct within our ranks is unacceptable. It harms our people, jeopardizes our operational effectiveness, and is inconsistent with our values and ethical principles.

Through Operation HONOUR, the CAF is addressing the threat of sexual misconduct within its ranks and aligning behaviors and attitudes with the CAF’s military ethos, which is founded on the ethical principle of dignity and respect for all. Since 2015, the CAF has made steady progress, implementing the foundational programs, policies and practices needed for addressing sexual misconduct and providing support for those affected by it.

To ensure a sustained and effective effort, the CAF is implementing a comprehensive culture change strategy designed to prevent and address sexual misconduct and improve support for those who have been affected. Efforts will continue until all CAF members can perform their duties in an environment of teamwork, mutual trust, respect and dignity.

General

• Any form of sexual misconduct is unacceptable. It is inconsistent with the values and ethical principles of the CAF, harms its people and jeopardizes its operational effectiveness.
• The Canadian Armed Forces is committed to providing a workplace free from sexual assault, harassment and discrimination.
• The CAF initiated Operation HONOUR in 2015 to address the corrosive threat of sexual misconduct within its ranks, and to realign behaviours and attitudes with the military ethos, which is based on the principle of dignity and respect for all.
• Through Operation HONOUR, the Canadian Armed Forces has taken positive steps to address all forms of sexual misconduct within its ranks. We have:
  • enhanced support for affected persons—establishing the independent Sexual Misconduct Response Centre, which offers confidential, 24/7 support to CAF members.
  • increased awareness and understanding of sexual misconduct throughout the organization;
  • developed and delivered training at all levels of the organization;
  • clarified policies, procedures and definitions;
  • implemented a systemic tracking system for reported incidents;
  • established 16 Complaint Management Centres under the Integrated Conflict and Complaint Management Program to provide support for members reporting, or dealing with conflict resulting from, sexual harassment;
  • established six Military Police Sexual Offence Response Teams to increase investigational capacity and expertise in sexual assault cases; and
  • improved victim support for military justice proceedings, including the introduction of the Declaration of Military Victim’s rights.
• The Operation HONOUR mission is to ensure that incidents of sexual misconduct are never ignored, minimized or excused. This is how we will build trust in each other and our institution, and how we will ensure a safe and welcoming work environment for all.
• The CAF recognizes that a holistic, long-term approach is critical to addressing sexual misconduct and achieving enduring results.
• Operation HONOUR is driven by a comprehensive culture change strategy, called The Path to Dignity and Respect. The Path is designed to prevent and address sexual misconduct and improve support for those who have been affected. This strategy focuses on aligning members’ behaviours and attitudes with the ethical principles and core values of the profession of arms in Canada.
• Institutional culture change of this nature is complex and it takes time. We are continually improving as we go, using research, expert guidance and data and analysis to ensure that we’re progressing and getting the desired outcomes.
• The CAF has established a learning cycle that draws on research, feedback, expert advice and institutional experience. Our approach demonstrates our commitment to continuous improvement and implementing recommendations and lessons learned.
• Through Operation HONOUR we will continue to push forward towards our desired steady state: A CAF where all members proudly deliver operational excellence in an environment where everyone has the full support of an institution that fosters trust, respect, honour and dignity.

Themes

Sexual misconduct

• The CAF defines sexual misconduct as conduct of a sexual nature that causes or could cause harm to others, and that the person knew or ought reasonably to have known could cause harm.
• Sexual misconduct includes a wide range of conduct of a sexual nature—ranging from jokes of a sexual nature to sexual assault. The spectrum of sexual misconduct is clearly defined in the CAF policy on sexual misconduct (DAOD 9005-1, Sexual Misconduct Response).
• All forms of sexual misconduct are unacceptable.
• Sexual misconduct undermines trust, cohesion, confidence and morale, and thus threatens CAF operational readiness and effectiveness. Sexual misconduct is contrary to the values and ethical principles set out in the DND and CF Code of Values and Ethics.

Culture change

• The CAF has well-defined values and ethical principles that are the foundation of its culture.
• Like any professional organization, we must constantly and deliberately shape our culture to ensure it aligns with and supports what we aspire to be.
• When we identify undesirable attitudes and behaviours, such as sexual misconduct, we must undertake efforts to eliminate, change, or strengthen aspects of CAF culture to respond effectively.
• Institutional culture change is a complex undertaking that requires a persistent and methodical approach.
• To guide its efforts, the CAF is implementing a culture change strategy, titled The Path to Dignity and Respect, which is designed to prevent and address sexual misconduct in the CAF.
• Our efforts are having positive effects. According to the 2018 Statistics Canada Survey of Sexual Misconduct in the CAF, our personnel are witnessing or experiencing less sexualized and discriminatory behaviours, such as sexual jokes and comments, in the workplace; behaviours, which, if left unchecked, can lead to more offensive behaviours. The survey also indicates that personnel’s confidence in our efforts is growing, as is their trust in the chain of command to take the issue seriously.
• This is how the process of culture change begins—with belief in the change and trust in those leading it. We know that we must continue to work hard to earn and increase this trust.

Affected person-focused approach

• The CAF continues to listen and learn from persons affected by sexual misconduct.
• The CAF’s efforts are informed, guided and monitored by subject matter experts, primarily in the Sexual Misconduct Response Centre--which operates as part of the Department of National Defence but is independent from the CAF chain of command.
• The Centre is the lead for providing victim support services. It is also mandated to provide expert guidance and recommendations to the CAF to shape and evaluate CAF policies and programs to support affected persons and the broader goal of preventing sexual misconduct.

Response to incidents / zero tolerance approach

• The CAF has adopted a “zero tolerance” approach, which means that all allegations are taken seriously and acted upon, and that leadership makes it possible and safe for those affected to report incidents.
• Consequently, the Operation HONOUR mission is to ensure that incidents of sexual misconduct are never ignored, minimized or excused.
• The CAF has developed orders, policies and direction to ensure personnel understand what constitutes sexual misconduct and how to respond to it appropriately.
• The CAF has developed tools and resources that provide leaders with guidance on applying policies consistently, ensuring proportionality and procedural fairness, and supporting affected persons.
• The goal is to promote shared understanding of sexual misconduct, establish a framework for holding people accountable and ensure that those affected get the support they need.
• The CAF uses a range of processes—legal, disciplinary and administrative—to address incidents of sexual misconduct, while respecting due process for all.

Support for persons affected by sexual misconduct

• We recognize the lasting harm that sexual misconduct can cause, and ensuring the well-being of those affected is our primary concern.
• A wide range of support and care is available for affected persons, as well as those who support them—including options which can be accessed without triggering the formal report to the chain of command.
• The Sexual Misconduct Response Centre, which operates independently from the chain of command, is a key resource for anyone affected by sexual misconduct. Counselors are available 24/7 to provide confidential supportive counselling, provide assistance and information on available options and referrals to appropriate resources.
• The Centre also offers services to help members who have filed a report navigate systems and processes by providing support, information and referrals, case coordination, advocacy, accompaniment, assistance with workplace arrangements, and other practical assistance.
• Affected persons who choose to file an official report with the chain of command will be well supported and kept informed throughout the process.
• Leaders have been clearly directed to treat affected persons fairly, compassionately, and to respect their preferences to the greatest extent possible.
• Leadership remains responsible for the well-being of persons affected by sexual misconduct. Leaders are expected to respond to disclosures with empathy and have been directed to prioritize the well-being of affected persons throughout any process that follows.

Reporting process

• All allegations of sexual misconduct will be addressed by the proper authorities and investigated to determine the facts. If warranted, appropriate charges will be laid.
• We understand that reporting, and the processes that can flow from it, can be the source of significant stress for affected persons.
• Our first concern is always the health and safety of our members, and we never want the stress of reporting to prevent someone from getting the care and support that they need.
• Through our experience dealing with sexual misconduct, and by working with experts in the field, we have gained a better understanding of how to strike a balance between ensuring the safety of the organization and supporting affected persons.
• We have developed a policy for sexual misconduct response that identifies requirements, responsibilities and expectations related to sexual misconduct.
• The policy directly addresses issues raised with respect to reporting by clarifying reporting obligations, while ensuring that the views of affected persons are considered and respected to the greatest extent possible.
• The policy also makes it clear that there are a number of options for individuals affected by sexual misconduct to seek care and support without submitting a formal report to the chain of command.
• CAF Members who wish to obtain more information about the process of reporting can call the Sexual Misconduct Response Centre, which can provide advice and information and arrange for them to speak with a Military Liaison Officer anonymously.

Military Police investigations

• CAF members who wish to proceed with a formal criminal complaint have the option of reporting to their local Military Police unit, civilian police services or directly to the Canadian National Investigative Service (CFNIS).
• The Military Police has established six specially trained sexual offence response teams to improve its capability to support victims while investigating incidents.
• CAF Members who wish to obtain more information about the process of reporting to the police can call the Sexual Misconduct Response Centre, which can arrange for them to speak with a Military Police Liaison Officer anonymously.
• The Canadian Forces Provost Marshal has created the Sexual Assault Review Program, which established an open and transparent case review of unfounded sexual assault files investigated by the Military Police.

Military justice

• Criminal charges related to sexual misconduct can be dealt with by either the military justice system or the civilian justice system.
• In support of Operation HONOUR, the Director of Military Prosecutions has implemented policy changes to improve interactions between military prosecutors and victims; increased victim engagement, comfort and safety of complainants throughout the court martial process; and augmented prosecutor training with respect to sexual misconduct cases.
• The Director of Military Prosecutions established the Sexual Misconduct Action Response Team (SMART), which has specialized expertise and best practices to deal expeditiously and efficiently with the most complex cases of sexual misconduct within the military justice system.
• Bill C-77, which received Royal Assent June 21, 2019, created clear statutory rights for victims of service offences within the military justice system. This Bill will give the victims of service offences the same rights as those in the Canadian Victims Bill of Rights.
• In the military justice system, military prosecutors have a number of options available to them that do not exist in the civilian criminal justice system. For example, military prosecutors may agree to proceed with a number of possible service offences under the Code of Service Discipline, which are not available to their civilian counterparts in those cases where it would be appropriate to do so.
• These options provide the military justice system with additional flexibility to ensure that individuals accused of sexual misconduct offences, including sexual assault, are dealt with fairly through the military justice system.
• Should the matter result in a trial by court martial, a number of independent military justice actors are involved in order to ensure that the matter is dealt with openly, fairly and in accordance with the rule of law.

Disciplinary and administrative actions

• Following an investigation, CAF personnel whose actions contravene the conduct policies and expectations of the CAF, including sexual misconduct, can be subject to administrative or disciplinary actions, or both, depending on the incident.
• Disciplinary action is initiated only if there are sufficient grounds to justify the laying of a charge under the Code of Service Discipline against a CAF member.
• Administrative actions are initiated under regulations, orders, instructions or policies. For incidents involving sexual misconduct administrative actions can include remedial measures or release from the CAF.
• Administrative action can be taken at any time, independent of the disciplinary process, and can be taken even if a disciplinary process result does not conclude with a finding of guilty.
• The CAF has made it clear that it will issue a notice of intent to release from the forces to anyone charged with, and ultimately found guilty in either jurisdiction (military or civilian) of criminal charges related to sexual misconduct. However, every individual has a right to due process—which is consistent with Canadian values.  

Incident data tracking and trends

• The CAF systematically tracks incidents of sexual misconduct reported to the chain of command across the organizations in a central database system.
• Incident data tracking informs our understanding of the scope of the issue across the organization and helps us identify areas that require focused attention.
• Incident data tracking also helps us ensure that all reported incidents are addressed appropriately.
• Sexual misconduct incidents can be reported to the chain of command at any time but not all incidents are reported to the chain of command for a variety of reasons. For example, when an affected person discloses an incident to the Sexual Misconduct Response Centre (SMRC) and requests that no formal report or investigation be initiated.
• While decreasing the number of incidents is our goal, it should be noted that increased reporting can be an indicator of increased confidence in the reporting system, which is essential to building trust among personnel on this issue.
• Incident data alone does not provide a complete picture of sexual misconduct in the CAF or the effects of our efforts to address it. We collect and analyze a range of data that relates to our strategic objectives and desired outcomes. This is how we measure and evaluate progress on this complex issue.

Training and education

• The principles of Operation HONOUR are embedded in education and training programs across the CAF and throughout the career paths of all CAF members.
• Personnel ranging from recruits on basic training to senior members on career courses across the country are regularly reminded that exemplary conduct is part of their obligations as CAF members.
• The CAF offers members a one-day, expert-led workshop, titled “Respect in the CAF”. This course is designed to foster a sustained change in attitudes and behaviours and focusses on building a respectful climate and culture within the CAF. Bystander intervention training has been built into the workshop.
• The CAF also offers a “Respect in the CAF” mobile application, which offers information and resources for victims of sexual misconduct and those supporting them.

Operation HONOUR & CMCs

• Operation HONOUR applies to all levels of the organization, including our military colleges.
• Operation HONOUR is introduced as part of the recruiting process and time and resources are dedicated to ensuring recruits receive sexual misconduct-related training before they even enter military college. Each year students at the college build on this foundation. They receive training and instruction designed to help them learn to truly understand what it takes to be a member of the profession arms.
• Our military colleges are the gateway to the profession or arms. Our students have agreed to respect the principles of the profession of arms and, as part of their studies, they must demonstrate their understanding of what this means. We design our instruction specifically to ensure they are continually building and applying their understanding of the aspects of the profession of arms that apply to sexual misconduct.
• Sexual misconduct is a complex social issue. It is important to speak to the issue directly but we also know that we must take a holistic approach. This is why we embed issues like gender respect, psychological safety, access to care, mutual trust and ethical behaviour into our curriculum. This is how we are building CAF leaders that will contribute to and uphold a culture of dignity and respect for all.
• We continue to improve and refine our approach to preventing and addressing sexual misconduct within our ranks, using research, expert advice and institutional experience. Research studies like the Statistics Canada 2019 Survey of Canadian Military College Students’ Experiences of Unwanted Sexualized and Discriminatory Behaviours and Sexual Assault, are essential to our efforts to continuously learn, measure, adjust and improve.

Governance and monitoring

• As part of our culture change strategy, we have established a rigorous and well-researched performance measurement framework with a range of indicators and outcomes to help us measure to evaluate progress.
• The Statistics Canada cyclical surveys are central to monitoring our progress. No other national institution has asked for this level of scrutiny and analysis of what they are doing and how they are delivering with respect to workplace sexual misconduct.
• The CAF’s efforts under Operation HONOUR are informed, guided and monitored by subject matter experts in the Sexual Misconduct Response Centre, which was established within the Department of the Defence but is external to and independent from the CAF chain of command.
• The Centre provides guidance and recommendations to the CAF to shape the development and implementation of policies and programs. It also provides independent, external analysis of our efficacy through research and data analysis and provides recommendations for improvement.
• The Sexual Misconduct Response Centre established an External Advisory Council to enhance and support the Centre’s expertise and guidance.
• To ensure that CAF policy and program development is properly informed across the institution, the CAF established the Op HONOUR Steering Committee. The committee comprises representatives selected and delegated at the L1 Deputy Level to represent their L1. The Operation HONOUR Steering Committee is also informed by the Non-Commissioned Members (NCM) Working Group, which provides a voice for the largest component of the CAF.
• The CAF established these leadership-led committees to ensure that the recommendations of the SMRC are integrated into policies, programs and training in a way that is comprehensive and feasible for the chain of command to implement

External studies and recommendations

2015 ERA Recommendations

• The ten recommendations put forward in Mme Deschamps’ ERA Report established the foundation for Operation HONOUR.
• The CAF has been working diligently to successfully implement these recommendations across the institution. This commitment is embedded in Canadian Defence Policy as SSE initiative 18.
• With the recent release of The Path to Dignity and Respect, as well as a unified policy on sexual misconduct (DAOD 9005-1, Sexual Misconduct Response), the CAF assesses that is has implemented the 10 ERA recommendations to the greatest extent possible.
• Nevertheless, we are committed to continuing our work on this issue. The CAF recognizes that fostering a culture of dignity and respect is an enduring mission.

Auditor General of Canada’s Report on inappropriate sexual behaviours in the CAF

• The CAF has completed six of the seven recommendations from the Auditor General.
• The remaining recommendation to be addressed is the implementation of a national victim support plan and case management system. This work is being led by the SMRC and it is expected to be completed by April 2020.
• With respect to the Duty to Report sexual misconduct. We have developed a unified policy (DAOD 9005-1, Sexual Misconduct Response) directly addresses issues raised with respect to reporting by clarifying reporting obligations, while ensuring that the views of affected persons are considered and respected to the greatest extent possible.

Standing Senate Committee on National Security and Defence

• We welcomed the committee’s report on sexual harassment and violence in the armed forces.
• We value the Committee’s recommendations and we are considering them carefully.
• Work is completed or well underway on some of the recommendations, for example, we have clarified the definition of sexual misconduct and modified the Personal Information Bank so that the CAF can keep victims informed of the outcomes of administrative actions. The Sexual Misconduct Response Centre’s mandate has also been expanded.

Tough Questions

Many people are skeptical about the CAF’s willingness and ability to address sexual misconduct. What do say to those who doubt your approach?

• Our actions over the past five years clearly demonstrate our resolve on this issue.
• Through Operation HONOUR, we have engaged members across the institution and significantly increased awareness and understanding of this issue.
• We have also accomplished important work in the area of policy, procedures and, most importantly, support for those affected.
• This work was essential to laying a foundation but we always knew we would need to broaden our efforts to change harmful attitudes and behaviours if we were going to achieve enduring results.
• We are implementing a culture change strategy to prevent and address sexual misconduct. The strategy shifts the focus of Operation HONOUR from an immediate response primarily concentrated on addressing incidents, to a long-term institutional approach aimed at preventing incidents from occurring in the first place.
• Sexual misconduct is a complex issue and there are no quick or simple solutions.
• We are learning and improving our approach as we go. For example, we will soon be releasing a new unified policy for sexual misconduct response. It provides a single source for definitions, requirements and responsibilities related to sexual misconduct--all in plain language. It reflects expert advice and knowledge the CAF has gained since releasing interim policy on sexual misconduct to clarify a number of key issues.
• We are being open and transparent about our efforts to address sexual misconduct to demonstrate the steps we are taking to achieve results.

If awareness levels are so high, why are sexual misconduct incidents still occurring?

• Sexual misconduct is a highly complex and persistent social problem.
• While we have taken positive steps to address the perpetration of incidents of sexual misconduct—directly and indirectly—through policies, procedures and programs, we always knew we would need to develop a more comprehensive approach to change the attitudes and beliefs that we contributing to this unacceptable behaviour.
• This is why we are implementing a culture change strategy to prevent and address sexual misconduct.
• The strategy, which is called The Path to Dignity and Respect,The Path to Dignity and Respect acknowledges the role that the existing culture plays in the issue of sexual misconduct in the CAF and identifies what aspects of the CAF culture must be eliminated, changed or strengthened to confront it effectively.
• Implementation of The Path will ensure sexual misconduct is never minimized, ignored or excused, and it will set the conditions for cultivating an inclusive and respectful work environment for all our members.

How can you say you are making progress on eliminating sexual misconduct when your data clearly shows no significant decline in incidents?

• The CAF systematically tracks incidents of sexual misconduct reported to the chain of command to inform its understanding of the scope of the issue across the organization, to ensure all reported issues are addressed, and to identify areas that require focused attention.
• That said, we know that incident data does not provide a clear picture of the situation
• Increases in reporting do not necessarily mean incidents have increased. They can also signal increased trust in the institution to address the issue appropriately.
• As such, collecting and monitoring incident data is important but on its own is not an indicator of progress. This is why we have established a rigorous and well-researched performance measurement framework with a range of indicators and outcomes to help us measure to evaluate progress.

Are you adequately supporting persons affected by sexual misconduct?

• A wide range of support is available for affected persons and those who support them, and affected persons can seek care and support without triggering the formal reporting process.
• The SMRC, which operates independently from the chain of command, is a key resource for anyone affected by sexual misconduct. Counselors are available 24/7 to provide confidential supportive counselling, provide assistance and information on available options and referrals to appropriate resources. Their services are available to affected persons and those who are supporting them.
• Affected persons who choose to file an official report with the chain of command will not be subject to any form of retaliation and they will be well supported throughout the process by both CAF leadership and the SMRC, if they choose to make use of this service.
• The Centre also offers services to help members who have filed a report navigate systems and processes by providing support, information and referrals, case coordination, advocacy, accompaniment, assistance with workplace arrangements, and other practical assistance.
• The well-being of our members is always our primary concern. The CAF has developed a new unified policy on sexual misconduct to clarify definitions, requirements, responsibilities and expectations related to sexual misconduct.
• The policy highlights support resources available for CAF members, and provides direction to the chain of command on how to support affected members appropriately throughout any process that may follow an incident.
• The new policy will help promote shared understanding of this complex issue sexual misconduct, establish a framework for holding people accountable and ensure that those affected get the support they need.

Experts have said that CAF has a sexualized culture that is hostile to women and conducive to sexual harassment and assault. What have you done to change the CAF culture?

• Culture change is about changing the shared beliefs and attitudes of an organization.
• The first steps in achieving this kind of change is to acknowledge the problem exists and to raise awareness.
• Through Operation HONOUR, we have raised awareness and understanding across the organization and accomplished essential work in the area of policy, procedures and, most importantly, support for those affected.
• This work was essential but we always knew we would need to broaden our efforts to change harmful attitudes and beliefs if we were going to achieve enduring results.
• This fall, we are releasing The Path to Dignity and Respect: The CAF Sexual Misconduct Response Strategy. It marks the next phase of Operation HONOUR, in which we move beyond our immediate response to a holistic, fully coordinated and sustained institutional approach.
• The Path is a comprehensive, long-term strategy that acknowledges the role that CAF culture plays in the issue of sexual misconduct and identifies what aspects of the CAF culture must be changed, eliminated or strengthened to confront it effectively.
• The Path is a unique approach, developed specifically for the CAF but based on extensive research, expert advice and experience in addressing sexual misconduct.
• Achieving long-term, sustainable change will take time. We are committed to measuring and evaluating progress over the long term and remaining transparent about our progress—with both members of the CAF and the Canadian public.
• Guided by The Path, we will push forward towards our desired steady state: A CAF where all members proudly deliver operational excellence in an environment where everyone has the full support of an institution that fosters mutual trust, respect, honour and dignity.

The CAF claims to be tough on those who perpetrate sexual misconduct but victims say that perpetrators are not being convicted or thrown out of the CAF. Are victims of sexual misconduct in the CAF getting justice?

• All allegations of sexual misconduct are addressed by the proper authorities and investigated to determine the facts. If warranted, appropriate charges are laid.
• Criminal charges related to sexual misconduct can be dealt with by either the military justice system or the civilian justice system.
• In the military justice system, military prosecutors have a number of options available to them, which do not exist in the civilian criminal justice system. For example, military prosecutors may agree to proceed with a number of possible service offences under the Code of Service Discipline which are not available to their civilian counterparts in those cases where it would be appropriate to do so.
• These options provide the military justice system with additional flexibility to ensure that individuals accused of sexual misconduct offences, including sexual assault, are dealt with fairly through the military justice system.
• Should the matter result in a trial by court martial, a number of independent military justice actors are involved in order to ensure that the matter is dealt with openly, fairly and in accordance with the rule of law.
• All courts martial are presided over by a military judge who is appointed by the Governor in Council and enjoys the same hallmarks of judicial independence as do civilian judges.
• Independent military prosecutors carefully consider the circumstances of all cases, reviewing various options that exist in an effort to ensure that justice is carried out, which sometimes involves a guilty plea to a lesser charge.

---

Drafted by / Préparé par: Heather Ormerod, DPMC (based on previously approved materials)
Consultation with / Consultations avec: MP PA; PLS PA; SMRC
Approved by/ Approbation: BGen Andrew Atherton, DG PMC
Revised by / Révisé par: Heather Ormerod
Date: 04 February 2021 (last review and update)

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Media Lines – General/Flag Officer appointments

Issue:

First 2021 announcement of General/Flag Officer appointments/retirements

Media Query:

Produced in anticipation of media queries

Reporter:

NA

Date:

March 8 2021

Deadline:

NA

Overview

The 2021 Canadian Armed Forces senior appointments, promotions, and retirements is ready to be announced. A CANFORGEN has been prepared with intent to release shortly. Subsequently, PLS PA has drafted a News Release to be distributed immediately following the CANFORGEN.

Approach: Active. These MLs will be used by PLS PA to address any questions that may arise after the announcement.

Biographies and pictures can be found at: Director of Senior Appointments - Senior Officer Biographies (accessible only on the National Defence network).

Key Messages

• A number of senior promotions, appointments and retirements of General and Flag Officers were officially announced on March 8, 2021, by Lieutenant-General Wayne Eyre, Acting Chief of the Defence staff.
• Lieutenant-General F.J. Allen will be appointed Vice Chief of the Defence Staff, in Ottawa, replacing Lieutenant-General M.N. Rouleau, who will be appointed to a new position as Strategic Advisor to the CDS on Future Capabilities.
• The total number of permanent General and Flag Officers positions to meet operational headquarters, international engagements, and internal management requirements is 118.
• The release of a Canadian Forces General Orders (CANFORGEN) to announce the promotions, appointments and retirements internally is part of a routine process. It is produced regularly to announce the senior appointments of officers.
• General Officers and Flag Officers lead the CAF in defending our country’s values and interests, here at home and abroad, and they are considered institutional leaders. They share the responsibility for the stewardship of the entire institution, and for the profession of arms as a whole.

Q&As

Q1. How many General and Flag Officers will there be in 2021?

A1. The current plan for 2021 is to have 118 permanent Regular and Reserve Force General and Flag Officer positions (108 Regular Force and 10 Reserve Force).

Q2. How many of the General Officers and Flag Officers are women?

A2. As of March 2021, there are 14 female General Officers and Flag Officers (13 Regular Force and one Reserve Force), representing 10.1% of all GOFOs in the CAF.  For comparison, women make up 15.9% of the total CAF.

Q3. Will Lieutenant-General Allen be the first woman Vice Chief of the Defence Staff?

A3. Lieutenant-General Allen will be the first woman Vice Chief of the Defence Staff in the Canadian Armed Forces.  Her exemplary career as a Communication Electronics Engineering Officer, coupled with leadership roles within Strategic Joint Staff, Defence Security, Information Management, Cyber, NATO and as Deputy Vice Chief of the Defence Staff make her the top choice to lead the continuation of change and modernization within the Canadian Armed Forces.

Q4. Despite the appointment of Lieutenant-General Allen, the vast majority of GOFOs are men. Can you explain why, at a time when the CAF is claiming to value diversity in its ranks, that the majority of GOFO promotions this year remain white men?

A4. National Defence is working to build a Defence Team that is comprised of members who reflect the rich diversity of Canada and who are recognized and encouraged to contribute through their unique experiences, abilities and perspectives. While we know that developing this diverse force starts at recruitment and retention, the CAF continues to provide professional development and advancement opportunities to deserving women and minorities at all ranks. The current women GOFOs are leading the charge in multiple important aspects of the CAF, from leading NATO deployments, to representing the CAF at SHAPE, to now leading policy and strategic objectives of the Department of National Defence. We are committed to continue promoting diversity through professional development, leadership opportunities and merited promotions to better represent the diversity of Canada.

Q5. Rear-Admiral Auchterlonie will be promoted and appointed Commander Canadian Joint Operations Command. What will Lieutenant-General Coates’ new role be?

A5. Employment options for Lieutenant-General Coates are yet to be confirmed and will be made available in future iterations of this year’s GOFO plot.

Q6. What is the explanation for the amount of General and Flag Officers?

A6. General Officers and Flag Officers (GOFO) are instrumental to meet the increased coordination and leadership requirements associated with Canada’s complex operational commitments. They are also essential to better support Canadian Armed Forces (CAF) personnel who are the backbone of this organization.

In 2021, the CAF will have 118 permanent GOFO positions.

Q7. How do the number of General and Flag Officers compare over the past three years?

A7. Over the past three years the number of General Officers and Flag Officers (GOFOs) has varied slightly.

• In 2018, there were 120 permanent GOFO positions (108 Regular Force and 12 Reserve Force).
• In 2019, there were 116 permanent GOFO positions (105 Regular Force and 11 Reserve Force).
• In 2020, there were 116 permanent GOFO positions (107 Regular Force and 9 Reserve Force).
• In 2021, there will be 118 permanent GOFO positions (108 Regular Force and 10 Reserve Force).

The number of GOFO positions fluctuates as a result of the needs of the military to meet government and institutional objectives which demand that the most senior and experienced Canadian Armed Forces leaders be employed in key roles across a broad spectrum of military positions. For example, at present, certain positions are helping us to meet our commitments under the Defence Policy: Strong, Secure, Engaged.

Q8. What does ‘acting while so employed’ mean?

A8. “Acting while so employed” is a temporary promotion given to a Canadian Armed Forces (CAF) member which allows the CAF to meet national and international commitments. An officer who is “acting while so employed” is promoted to that higher rank while serving in that role, and therefore receives the pay and benefits associated with that temporary rank. Upon completion of the role, the member could revert to their previous rank, unless they have been permanently promoted in the interim.

Q9. Are the number of Canadian military generals, admirals growing at faster rate than soldiers, sailors?

A9. As of December 2020, the Canadian Armed Forces (CAF) comprised of 65,833 Regular Force members, and 30,633 Primary Reserve Force members.  Both the Regular and Reserve Forces are continuing to grow overall in accordance with renewed efforts under Strong, Secure, Engaged, and striving to maintain or regain the health of individual CAF occupations, while increasing the diversity of those occupations.

Q10. Per capita how does our number of General Officers and Flag Officers compare to other countries?

A10. As of January 31, 2021, Canada had 704 Regular Force and Primary Reserve Force members per General Officer or Flag Officer (GOFO), which makes us lighter at the top than the United Kingdom and Australia.

For the ratios from United Kingdom (UK)/ Australia (AU):

For the UK, as of April 1 2020, there is 1 GOFO per 318 members of other ranks (including regular and reserve members). *Data from January 1, 2021 from the UK Armed Forces Quarterly Service Personnel Statistics. (you are now leaving the Government of Canada website)

For AU, as of June 30 2020, 1 GOFO per 180 members of other ranks.  This includes reservists, which Australia now counts differently.  If looking only at Regular Forces, the ratio is 1:307.  *Data from the Australian Government’s Defence Annual Report 2019-20 (you are now leaving the Government of Canada website).

Q11. Why are six additional General Officer and Flag Officer positions being created?

A11. Three new permanent, and three temporary assignment General Officer and Flag Officer positions are being created to meet the latest operational requirements for the Canadian Armed Forces (CAF).  Details of these positions are as follows:

• To steer and control the development and further evolution of joint combat systems within CAF/DND, a two-year temporary position has been created which will be accountable to the CDS and in support of Canada’s Defence Policy, Strong, Secure, Engaged. This position will set the conditions for the execution of an approved joint combat systems solution, ultimately enhancing and expanding existing and future interoperability of the CAF. Lieutenant-General Michael Rouleau will be appointed to the new position as Strategic Advisor to the CDS on Future Capabilities, in Ottawa.
• The CAF will be sending a General Officer to the United States to advise, monitor and assess the execution of joint and combined combat and crisis operations and planning throughout the United States Central Command (USCENTCOM) area of responsibility. Major-General Derek Macaulay will be appointed to the new position as the USCENTCOM Vice Director of Operations in Tampa, Florida.
• To provide supervision and oversight of all Data, Innovation, Analytics Group business management functions including Public Affairs and Strategic Communications, Human Resources, Finance/Comptrollership, Business Planning and internal Data Analytics. Brigadier-General Christopher Zimmer will be promoted to Major-General and appointed Chief of Staff (Data, Innovation, Analytics) in Ottawa.
• To provide supervision and oversight of Digital Enterprise Modernization activities, including the Defence Resource Business Modernization (DRMIS) Programme, as well as developing options for future programme or project portfolios for other Defence enterprise digital modernization efforts. Commodore Steven Thornton will be appointed Director General Digital Enterprise Modernization (DG DEM) in Ottawa.
• To provide supervision and oversight of all corporate business management functions for the Chief. Of Combat Systems Integration, provide input into strategic direction for the development of DND/CAF plans, programs requirements and analysis related to the capital equipment procurement, Pan Domain Command and Control solutions, Operational Sustainment optimization, DND digital initiatives development and Professional Military Education oversight. Brigadier-General Keith Osmond will be appointed Deputy Chief of Combat Systems Integration in Ottawa.
• The CAF will be sending a General Officer on a three-year rotation to NATO’s Supreme Headquarters Allied Powers Europe to provide cross-cutting authority, direction and requirement setting at the strategic level for all project, maintain and sustain functions of logistics. Brigadier-General Carla Harding will be appointed Assistant Chief of Staff J4 (Logistics) in Casteau, Belgium.

Q12. How many GOFO positions were removed this year?

A12. This year, the following permanent and temporary GOFO positions have been removed:

• CENTCOM J4 (MGen/RAdm)
• NATO Mission Iraq (MGen/RAdm)
• Queens University Fellowship (BGen/Cmdre)
• Associate Director General - Data, Innovations and Analytics (BGen/Cmdre)
• Operation IMPACT Military Liaison Team (BGen/Cmdre)
• Maritime Component Command Deputy Chief of Staff Operations (BGen/Cmdre)
• Combined Task Force 150 (BGen/Cmdre)
• Permanent Mission New York (BGen/Cmdre)

Q13. Which Lieutenant-Generals are retiring?

A13. After their distinguished service to Canada and the Canadian Armed Forces, the following Lieutenant-Generals will retire in 2021:

• Lieutenant-General O.H. Lavoie

Drafted by:

• Maj Larose, Senior Communications Advisor, PLS PA
• LCol Stadnyk, Head PLS PA

Consulted: DGMC

Approved by: CDSO

Date of approval: 8 March 2021

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Media Analysis on Sexual Misconduct in the CAF

March 4, 2021

Key Developments

Former Ombudsman Gary Walbourne Testifies at NDDN Committee

On March 3, former Ombudsman Gary Walbourne provided testimony during NDDN committee, advising that he presented the Minister with “concrete evidence” of Gen (ret’d) Vance’s misconduct. Following the meeting, his job became untenable due to the Minister’s ongoing refusal to meet with him. In addition, Walbourne stated that initial hostilities began when he wrote a 2017 Governance Report advocating for the ombudsman’s office to be independent from DND. A recommendation that was rejected by the Minister.

Media coverage has been extensive and negative with widespread national reporting from CBC, CTV and Global. Political commentators are calling the testimony “damning” and social media commentary focuses on the contradiction in the testimonies of Minister Sajjan and Walbourne, with the majority of comments questioning the Minister’s leadership and calling for his resignation. Of note, some commentary is accusing Walbourne of being connected to the Conservative Party. Reporting from verified political journalists have garnered over 1,000 likes and retweets. One article (you are now leaving the Government of Canada website) about the testimony from CBC had over 1,000 comments, with many criticizing the MND and PM of covering up sexual misconduct.

For details on NDDN committee lines of questioning, see Appendix A. The high volume of media coverage is expected to continue in light of the Minister’s potential follow-up appearance next week.

Prominent Themes in Public Commentary

Since the allegations against former CDS Vance and CDS McDonald, reporting has veered away from the specific cases to criticism of military culture in general. Several editorials have accused the CAF and senior officials of failing to undertake recommendations from the 2015 Deschamps Report. Sentiment is negative on all editorials. Commentary repeatedly accuses the CAF of not actively addressing issues related to sexual misconduct, including its organizational culture.

Specifically, editorials and public commentary are interested in why the CAF has not yet supported an external, independent body that investigates sexual misconduct. One editorial (you are now leaving the Government of Canada website) that gained high social media engagement, accused PM Trudeau of offering only “platitudes” to victims of sexual misconduct.

In addition, Minister Sajjan’s decision to cancel LGen Coates’ overseas posting due to an alleged extra-marital affair while Deputy Commander of NORAD garner media attention. The affair did not violate any CAF rules; however, the alleged relationship was in conflict with US military policies. Social media response was mixed, with some defending Coates and others likening it to a movement for accountability in the CAF.

CDS McDonald Steps Aside Amid Investigation

On February 25, Global News reported (you are now leaving the Government of Canada website) that CDS Art McDonald volunteered to step aside as the CFNIS conducts investigations into an allegation of sexual misconduct against him. The details of the investigation have not been made public. However, CBC (you are now leaving the Government of Canada website) has reported that the alleged victim and witnesses of the 2010 incident have been interviewed.

The day the allegations broke, “Art McDonald” was trending nationally on Twitter, and news of him stepping down has been reported by every major national outlet, including internationally by the New York Times. The breaking tweets from two Global News journalists received over 300 retweets, 400 likes, and 100 comments. Retweets on posts from mainstream journalists and outlets have in total gathered over 1000 retweets, over 1500 likes, and several hundred comments. On Facebook, high engagement continued, with a combined 300 hundred comments on reporting from CBC, Global, and CTV.

The social media reaction has been larger than the original news of allegations against former CDS Vance on February 2, with negative sentiment. Social media commentary focused on criticism of the Liberal government’s appointments, and argued that the CAF does not take sexual misconduct seriously. Op Honour has been a focal point, with commentary stating it is not credible, and that the CAF has a “toxic” culture.

An article (you are now leaving the Government of Canada website) penned on February 25 quotes several academics and policy experts, who state that the CAF is facing an “institutional crisis.” This article is consistent with general social media commentary, which is discussing the Deschamps report, military culture, and likening these allegations to the #MeToo movement. The public’s interest has extended far beyond specific cases to the overarching culture of the DND/CAF and why there is no independent body handling sexual misconduct in the CAF.

Major Kellie Brennan Shares her Story

On February 22, Major Kellie Brennan, the woman who had a relationship with former CDS Vance, came forward with her story on Global News. Major Brennan detailed the pressures of being within Vance’s chain of command during the relationship, failing to be promoted during the relationship, and feeling discouraged about reporting a sexual assault against her. Maj Brennan gave a follow-up interview a week later, where she advocated for an overhaul of the military’s culture. She also expressed that many women had reached out to her sharing their stories, suggesting more allegations may come to light in the media.

Posts about the first interview on Twitter by Global News reporters received over 650 retweets, over 1500 likes, and over 100 comments. The sentiment was negative across media reporting and social media commentary on this topic. Public commentary was supportive of Major Brennan. Several former high-ranking officers, including LGen (ret’d) Mike Day, former commander of Joint Task Force 2, and VAdm (ret’d) Paul Maddison, former commander of the Royal Canadian Navy, publicly stated their support for Major Brennan. LGen (ret’d) Day urged other military leaders to come forward, stating that “silence is compliance.” The CDA Institute also issued a statement standing with victims of sexual misconduct in the CAF.

The comments sections on Facebook and Twitter included allegations from users that they had experienced sexual misconduct in the CAF or know someone who had.

Allegations Against Former CDS Vance

On February 2, former CDS Gen (ret’d) Vance was accused of sexual misconduct. The original breaking story came from Global News, and quickly spread through national and local outlets in print and broadcast. According to the Global News website, the original article was viewed over 20,000 times, and verified news outlets on Twitter and Facebook posted the coverage, generating thousands of comments, retweets, shares, and likes. CBC, Global, CTV, National Post, The Globe and Mail, Ottawa Citizen, and Toronto Star covered the story, as well as smaller local outlets. Global, CTV and CBC have featured regular broadcast coverage of developments relating to the allegations on political talk shows and primetime news hour segments.

High engagement continued with the announcement of an investigation into the allegations, and coverage exploring who knew of the allegations and when. Some outlets have quoted sources who stated that formal complaints were never filed by the women in question, limiting DND’s ability to act, but the procedural aspects of the allegations do not feature in public discourse. There has been chatter regarding claims that several senior staff and their wives were aware of inappropriate behaviour by former CDS Vance upon his appointment in 2015.

This fits into the most significant theme in public discourse, which is the public’s desire to understand how the allegations moved through DND/CAF systems, and whether senior leadership was complicit in any misconduct.

On February 11, it was also revealed that an investigation into Vance was undertaken before he was appointed by the Conservatives in 2015, but that it did not reveal any actionable offenses. However, the article suggests that this investigation may not have been sufficiently robust. Media coverage will likely follow any developments regarding this investigation closely.

Defence Committee Moves to Investigate

On February 10, 2021, the parliamentary defence committee unanimously agreed to investigate the allegations against former CDS Vance across three meetings starting before February 26. MPs have called upon Minister Sajjan to testify regarding his role in the handling of the allegations. Conservative MPs are seeking testimony from Jody Thomas, deputy minister of the Department of National Defence; Christyne Tremblay, Deputy Clerk of the Privy Council; and Zita Astravas, Sajjan’s former chief of staff in 2018. NDP MPs are also interested in testimony from Alberta Premier Jason Kenney, suggesting he may have also been complicit in misconduct given his role as MND during Vance’s vetting and appointment.

Overall, public commentary and analysis in the media remained focused on the role of the MND and PM’s office in the handling of the allegations. Coverage over this latest development was national and negative in sentiment. The engagement level has been moderate. Social media response has been limited, with under 50 retweets total on top articles. However, there are 300 comments under the CBC article, most of which are intensely critical of Minister Sajjan and PM Trudeau.

Criticism Grows Against Minister Sajjan

On February 7, an article from Global News (you are now leaving the Government of Canada website) stated that the MND would not comment on whether he advised the Prime Minister and his cabinet about the allegations against Vance in 2018. Minister Sajjan was interviewed on The West Block the same day. His responses generated many comments on social media accusing him of participating in a cover-up. This interview and the accompanying article from Global generated comparable social media engagement as the initial allegations against former CDS Vance, but with a more negative commentary by the public.

In this vein, the interview generated hundreds of critical comments on Facebook and Twitter. Many comments framed the Minister’s interview as part of a broader trend of scandal and cover-ups in the Liberal Party. Commentary focused on demands for transparency and an answer to the question of what Minister Sajjan knew in 2018 and what he did with such knowledge.

On February 8, the Ottawa Citizen reported (you are now leaving the Government of Canada website) that Minister Sajjan cut off all communication with the ombudsman, Gary Walbourne, after he raised the allegations, and further reported that this caused the ombudsman to resign. The article further stated that “defence sources” say the MND’s staff encouraged him to meet with the Ombudsman but he refused. This article has garnered significant negative response in the comments section.

On February 11, CBC reported (you are now leaving the Government of Canada website) further on the role of the ombudsman. The article quoted the ombudsman’s lawyer, who explained that Walbourne could not reveal more information to the Minister without the permission of the complainant. Overall, the media seems unsure of where responsibility lies for the allegations only coming to light in 2021.

Articles on this topic from Global and CBC gathered several hundred comments on Facebook, which were divided over the significance of the allegations. There was a running opinion that the allegations and political discourse associated with it are distractions from more serious issues such as COVID-19 and the economy. This debate was not present on Twitter, where engagement was low and the tone was negative. CDS McDonald stepping aside amidst an investigation into misconduct has renewed public interest in reporting on sexual misconduct the CAF.

On February 19, Minister Sajjan testified to the House defence committee. Coverage of his testimony was negative, with a CBC article (you are now leaving the Government of Canada website) stating that the government’s defence was based on “the slender distinction between formal and informal allegations.” Social media response was negative, but engagement was low.

On February 22, the defence committee agreed to call the Ombudsman, Gary Walbourne, to testify. The article suggests that this decision was prompted by Minister Sajjan’s testimony. One MP stated that “This could have been precluded by the minister being more forthcoming." Social media response was negative, with 84 comments on the CBC article, largely criticizing the Liberal government of a “cover up”.

Commentary on Op Honour

A particularly negative trend in public commentary is the delegitimizing of Op Honour given that Gen (ret’d) Vance was a public face for the operation, and previously received positive coverage on his public efforts to eradicate sexual misconduct within the CAF. Consequently, the new allegations are negatively impacting the reputation of the operation, with comments on social media questioning the effectiveness of the military’s efforts to end sexual misconduct in its ranks. The MND’s interview on The West Block increased chatter on this theme.

Public criticism of the CAF’s efforts to eradicate sexual misconduct has only intensified as CDS McDonald stepped aside. Coverage criticizing Op Honour has grown as editorials, as well as the testimony of Gary Walbourne, question to what extent Op Honour has been effective.

Sentiment

February 2021

• The overall sentiment of media coverage has been negative for all of February and March, as the media closely follows the NDDN committee’s investigation.

Sentiment October 2020-January 2021

• The overall sentiment of media coverage was mixed between neutral and negative for the end of 2020 and beginning of 2021.
• There was one article that featured criticism by the head of a support group for survivors of military sexual trauma regarding the Path to Dignity and Respect strategy. The criticism stated that the strategy lacked a mechanism to assist victims in reintegrating into the CAF after coming forward with complaints of sexual misconduct. (Culture becomes latest front in military's fight against sexual misconduct (you are now leaving the Government of Canada website). October 28- Canadian Press).
• Coverage before the release of the Path to Dignity and Respect strategy was largely negative, marked by reports of harassment at RMC and victims feeling disregarded by DND/CAF

Media Analysis in 2020

Release of the Path to Dignity and Respect Strategy

Coverage of the release of the Path to Dignity and Respect strategy occurred almost exclusively on October 28, 2020, with some repeat coverage on October 29, and November 2 and 3, 2020. The coverage was national and was carried by large media organizations including the Canadian Press, CBC and Global News. While the coverage of the strategy release was largely neutral and factual in nature, there was positive feedback to the Path strategy explicitly identifying culture as an underlying cause of sexual misconduct.

Survey on Sexual Misconduct at RMC

In early October, there was significant national coverage regarding a report that revealed 68% of RMC students have witnessed or experienced inappropriate sexual behaviour. This coverage was negative in nature and led to hundreds of comments on CBC and CTV articles and other coverage, but there was a limited response on Twitter. The comments were a mix of negative and argumentative, with many individuals confirming the information based on personal experience, and others attempting to undermine the findings.

Other Coverage

Negative coverage continued as a report was published stating that many victims of sexual misconduct in the CAF are “being dismissed by the chain of command.” Social media response was limited, but negative.

There was national coverage regarding the independence of the military justice system in relation to stayed charges of sexual misconduct. The articles and commentary blamed a new order from former CDS Vance for facilitating interference from military executives. Several hundred comments followed, with many stating that sexual misconduct should be tried in civilian courts.

While the Path to Dignity and Respect strategy generated neutral and somewhat positive coverage, overall, 2020 coverage was negative, marked by negative reports and mounting accusations in the comment sections of online news coverage of the failure to address sexual misconduct in the CAF.

Top Sources

English: Global, CTV, Canadian Press, CBC

French: La Presse Canadienne, ICI Radio-Canada

Top Stories

(The links below take you away from the Government of Canada Website)

March 2021

• Politics This Morning: Former military ombudsman gives damning testimony on ‘hostile’ Sajjan meeting (Hill Times, March 4)
• McDonald’s promise to hear misconduct allegations reverberated louder than expected (Hill Times, March 3)
• Sajjan knew of Vance allegations in 2018, refused to look at ‘evidence,’ says ex-military watchdog (Hill Times, March 3)
• Defence Minister Sajjan knew about Vance allegations in 2018 but refused to accept evidence, committee told (Ottawa Citizen, March 3)
• Former military ombudsman says he brought Vance allegations to Sajjan in 2018 (CTV, March 3)
• Former ombudsman says he warned Sajjan about allegations against Gen. Vance 3 years ago (CBC, March 3)
• Former military ombudsman confirms he raised concerns about Vance with Sajjan in 2018(Global News, March 3)
• Senior military leaders cast shadow on Canadian Armed Forces (Saltwire, March 2)
• NATO role goes unfilled after general pulled because of affair with co-worker (Ottawa Citizen, March 2)
• MPs, experts reeling following Vance allegations, McDonald’s voluntary departure from top military post (Hill Times, March 1)
• Canada must better defend its defenders (Hamilton Spectator, March 1)
• Fire bad actors in police and military – and track them afterwards (Ottawa Citizen, March 1)

February 2021

• 'Time for patience is over': Sajjan vows action on culture change within Canadian Forces (CTV, Feb 28)
• ‘Roar and be heard’: Woman behind Vance allegations calls for independent investigation (Global, Feb 28)
•  Commentaire: Forces armées canadiennes: Opération Déshonneur (Journal de Montreal, Feb 28)
• Top NORAD commander had affair with American co-worker but DND says no rules were broken (Ottawa Citizen, Feb 27)
• EDITORIAL: Who's in charge of our military? (Toronto Sun, Feb 27)
• Editorial: Public inquiry needed to fix dishonourable conduct in Canada's military (Ottawa Citizen, Feb 27)
• Military response to sexual misconduct ‘uncoordinated and ineffectual,’ say experts (Hill Times, Feb 26)
• Canadian military facing ‘crisis’ amid probes into top leaders: experts (Global News, Feb 25)
• Admiral Art McDonald steps aside as Defence Chief as military police launch investigation (Ottawa Citizen, Feb 25)
• Admiral Art McDonald investigation raises the question — why is Ottawa so terrible at vetting for big jobs? (National Post, Feb 25)
• Military reeling as new defence chief steps aside amid allegations of misconduct (CTV, Feb 25)
• Former senior military leaders express ‘deep concerns’ after Vance allegations (Global, Feb 24)
• Canada’s chief of defence staff steps aside amid military police probe: defence minister (Feb 24)
• Trudeau says he first learned of allegations against Gen. Vance in Global News reporting (Feb 24)
• More than a zero-tolerance statement: Feds urged to create body to monitor military's handling of sexual misconduct (National Post, Feb 22)
• Committee probing Vance allegations agrees to summon former military ombudsman (Global, Feb 22)
• IN HER WORDS: One of the women behind Vance allegations tells her story (Global, Feb 21)
• Sajjan grilled by Commons committee over allegations against Gen. Vance (CBC, Feb 19)
• Military probes too late in arriving (Winnipeg Free Press, Feb 16)
• Government probe into Vance allegations ended when ombudsman refused to hand over info: sources (CBC, Feb 12)
• Military police probed Vance allegation in 2015 but laid no charges (Global, Feb 11)
• Defence committee launches parliamentary probe into Vance misconduct allegation (CBC) (Feb 9)
• Parliamentary committee votes to investigate allegations against ex-defence chief (Toronto Star, Canadian Press) (Feb 9)
• Trudeau, Jason Kenney, Zita Astravas on witness wish list for Gen. Vance hearings (Ottawa Citizen) (Feb 10)
• Sajjan to appear before Defence Committee as it probes Vance allegations (Hill Times) (Feb 9)
• Political players may also need to be looked at in investigation of allegations against Vance (Hill Times) (Feb 10)
• Analysis: Defence Minister Sajjan's actions in the Vance controversy increasingly under scrutiny (Ottawa Citizen) (Feb 9)
• Are senior military officers given a ‘free pass’? (Chronicle Herald) (Feb 9)
• Canada’s defence minister won’t say if he told PM, cabinet about Vance allegations in 2018 (Feb 7)
• Trudeau won’t say whether there was failure to inform him of Vance allegations (Feb 5)
• Caesar-Chavannes says Liberals’ stance on Vance, Payette echoes her time as MP (Feb 7)
• Minister's office knew of concerns about Vance in 2018 (Global News) (Feb 4)
• Military police investigate claims of misconduct by former defence chief Vance (National Coverage) (Feb 4)
• Liberal, Conservative governments were made aware of allegations against Vance (CBC News) (Feb 4)
• Sajjan info on Vance too slim to act upon, top bureacrats say (Ottawa Citizen) (Feb 5)
• Allegations of inappropriate behaviour against Vance 'troubling,' say Defence leaders (National Coverage) (Feb 3)
• Vance concerns known for years (National Coverage) (Feb 3)
• L'ancien chef de la défense Jonathan Vance visé par des allégations (La Presse Canadienne) (Feb 2)
• Former top soldier Gen. Jonathan Vance facing allegations of inappropriate behaviour with female subordinates (National Coverage) (Feb 2)

January 2021

• Armed Forces commanders signal hard line against racism and sexual violence in the ranks (National Coverage) (Jan 12)
• New defence chief apologizes for military sexual misconduct (National Coverage) (Jan 14)
• QUAND LES EXTRÉMISTES INFILTRENT LES FORCES DE L'ORDRE (Francopresse) (Jan 20)

December 2020

Army officer pleads guilty to child porn charge, keeps working (Chronicle Herald) (Dec 22)

November 2020

• Combatting Sexual Misconduct In The Ranks [Esprit de Corps-opinion] (Nov 2)
• New path for military does not promise short-term solutions [Saltwire]- note: this is a reprint of Combatting Sexual Misconduct In The Ranks [Esprit de Corps November 2]
• Truth, duty, valour, and don't get caught: Canada's military colleges need real reform (Hills Time) (Nov 9)
• Military to formally apologize to victims of sexual misconduct (National Coverage) (Nov 23)
• Apology must be accompanied by action (Winnipeg Free Press) (Nov 30)

October 2020

• DND calls sexual misconduct in military a 'wicked problem,' seeks long-term solutions[CBC] (Oct 28)
• L'armée doit «réaligner» sa culture pour combattre les inconduites sexuelles [Presse Canadienne] (Oct 29)
• Culture becomes latest front in military's fight against sexual misconduct [Canadian Press] (Oct 28)
• Canadian Forces targeting ‘military culture’ in new plan to root out sexual misconduct (with Video) [Global News] (Oct 28)
• Audio: Out in National Security. Sexual misconduct in the CAF [CGAI]
• Military members who report sexual misconduct still say they're being dismissed by chain of command: report (CBC) (Oct 22)
• Canada’s military justice system faces constitutionality issues, leaving cases in limbo (CTV) (Oct 16)
• 1 In 4 Female Cadets At Canadian Military Colleges Report Being Assaulted (Huffington Post) (Oct 8)

September 2020

Canadian Forces chaplain convicted in sex assault case to be kicked out of military (Oct 28)

Transcripts

March 2021

2021.03.03

• CBC NN – CBC News Live: Former ombudsman says he warned Minister Sajjan about Vance allegations
• CBC NN – The National: Former military ombudsman warned the Defence Minister allegations of sexual misconduct
• CBC NN – CBC News: Defence Committee hears explosive testimony
• CTV NC – Power Play: Discussing allegations against General Vance and what Minister Sajjan knew
• CTV NC – Power Play: Press Gallery discusses Gary Walbourne
• CTV NC – CTV News: Harjit Sajjan
• Global TV – Global National: Minister Sajjan refused to look at Vance allegations
• SRC TV – Le Téléjournal: Allégations d’inconduite sexuelle contre Jonathan Vance
• SRC R1 – Radiojournal: Les allégations contre Jonathan Vance

February 2021

2021.02.07

Global News – The West Block: Defence Minister Discusses Allegations Against General Vance

2021.02.07

Global TV – Global National: Defence Minister speaks to Vance allegations

2021.02.05

CBC NN – RDI TV: Prime Minister Trudeau’s Press Conference – Q&A on former CDS Vance

2021.02.05

Global TV – Global National: Trudeau addresses Vance allegations

2021.02.04

CBC NC – The National: Canada’s former top military commander is now under investigation for alleged inappropriate behavior with female subordinates

2021.02.04

Global News – Global National: Vance allegations investigated

2021.02.03

Radio Canada – SRC Radiojournal: Le général Jonathan Vance visé par des allégations d’inconduite sexuelle

2021.02.02

Global TV – Global National: Former Chief of the Defence Staff accused of sexual misconduct

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Appendix A

NDDN Committee: Theme of Questioning (March 3, 2020)

The lines of questioning from each political party were focused on different elements. This analysis is intended only as an interpretive gauge of political focus at the committee hearing.

Liberal Party

The line of questioning from the Liberal Party was hostile towards Gary Walbourne, repeatedly asking questions about the required reporting procedure in the face of complaints. Liberal MPs questioned why Walbourne came to the MND with the allegation.

Conservative Party

The Conservative line of questioning was supportive of Walbourne, and was directed toward the actions of the MND and PCO. Conservative MPs focused intensely on the MND, asking questions about his “mood” when Walbourne brought the allegation to him. The Conservatives were focused mostly on the politics of the testimony as opposed to procedure and systemic issues. One MP also asked whether Walbourne knew if Minister Sajjan and former CDS Vance had a personal relationship.

NDP

The NDP was supportive of Walbourne, repeatedly thanking him and asking only for clarifications and questions about his mental health. Questions focused on the retaliation Walbourne said he experienced, as well as questions about Walbourne’s impressions of Op Honour and the commitment of senior leadership in the CAF and DND to addressing sexual misconduct.

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