Building a more inclusive Defence Team culture

April 4, 2022 -  Defence Stories

Sherry Wasilow, Ph.D.

On 1 April 2022, the Department of National Defence (DND) announced that inclusive behaviours will become integrated into the respective performance-management processes for all military members and public service employees. This is an important step forward in our Conduct and Culture efforts to build a more inclusive Defence Team.

Defence Team members are encouraged to refer to the following documents for more information:

• the new ADM(HR-Civ) Initiating Directive on Inclusion and Performance (accessible only on the National Defence network) for DND public service employees
  • Tangible examples of desired behaviours can be found in Annex A [PDF – 697 KB] (accessible only on the National Defence network)
• updates to the existing CF Mil Pers Instruction 003/21 – Inclusion and the Performance Appraisal Process (accessible only on the National Defence network) for Canadian Armed Forces (CAF) members
  • Tangible examples of desired behaviours can be found in the Aide-Mémoire on Inclusive Behaviours and the CAF Competency Dictionary [PDF - 1.09MB] (accessible only on the National Defence network)

The above references clearly explain the CAF/DND definition of inclusion for Defence Team members, and share a few examples of inclusive behaviours that members are expected to demonstrate beginning next fiscal year (April 2022-March 2023).

What does it mean for you to be inclusive?

The CAF/DND has defined inclusion as a collective culture that is:

• rooted in the DND and CF Code of Values and Ethics
• a space people where feel valued, respected, connected, psychologically safe, involved in decision-making, recognized as having unique characteristics that contribute to organizational success, and empowered to bring their authentic selves to the workplace

Inclusion is about offering people a sense of belonging, rather than forcing them to “fit in” to a certain mould or stereotype.

Why is this important for you?

We all have unique backgrounds and characteristics. Our diverse perspectives and lived experiences contribute to our success as an organization. When we empower our members to bring their authentic selves to the workplace, we all benefit from the full range of their creativity, innovation, and talent – which ultimately leads to greater operational effectiveness.

How can you be more inclusive?

Inclusion comprises, but is not limited to:

• recognizing, understanding, and valuing every person’s uniqueness
• understanding that diversity is multidimensional (including differences in values, culture, gender, opinions, language, and employment)
• fostering an environment that encourages and allows all people to be heard
• treating others fairly by using unbiased and transparent organizational practices
• valuing authenticity and honesty, as long as they are expressed respectfully in accordance with CAF/DND guidance, orders, and directives

In the fall of 2021, Chief Professional Conduct and Culture (CPCC) initiated efforts to incorporate, support, and measure inclusive behaviours within existing performance evaluation and management frameworks via strategic direction to the Defence Team (accessible on the DWAN only). Inclusive behaviours will be measured:

• within the CAF performance appraisal framework by using the Performance and Competency Evaluation (PaCE) system (accessible only on the National Defence network)
• through integration into the Public Service Performance Management (PSPM) program (accessible only on the National Defence network) for DND public service employees

It is our collective responsibility – at all levels – to continually strive towards fostering a healthy and safe workplace where everyone is treated with dignity and respect. To learn more about inclusive behaviours and to access links to information and resources, please visit the Inclusive Behaviours webpage on the Defence Team intranet (accessible only on the National Defence network)