Employment equity
Data categories
A DND/CAF culture that supports diversity, equity, and inclusion and is rooted in the DND and CF Code of Values and Ethics allows people to feel valued, respected, connected, psychologically safe, and empowered to bring their authentic selves to the workplace. This helps to enable operational effectiveness, as we look to reflect the population we serve.
Sentiment towards diversity, equity, and inclusion in DND/CAF
These questions are from the 2022 Your Say Matters (YSM) survey, an annual survey sent to all DND public service employees and CAF members, as well as the 2020-2021 and 2022-2023 Public Service Employee Survey (PSES), an annual survey sent to all DND public service employees. Note that only men and women are available as filtering options for gender; data for other gender identities is not shown as the numbers are below the established data threshold to protect privacy.
Defence Team
I agree that there is an atmosphere of acceptance in the CAF/DND:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 43% | 57% |
| Gender | All Men | 2022 | 46% | 54% |
| Gender | All Women | 2022 | 34% | 66% |
| Gender | DND public service employees Men | 2022 | 42% | 58% |
| Gender | DND public service employees Women | 2022 | 36% | 64% |
| Gender | Primary Reserve Men | 2022 | 52% | 48% |
| Gender | Primary Reserve Women | 2022 | 34% | 66% |
| Gender | Regular Force Men | 2022 | 45% | 55% |
| Gender | Regular Force Women | 2022 | 31% | 69% |
| Component | DND public service employees | 2022 | 40% | 60% |
| Component | Primary Reserve | 2022 | 47% | 53% |
| Component | Regular Force | 2022 | 42% | 58% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2022 | 40% | 60% |
| CAF Rank | Overall Junior Officer | 2022 | 43% | 58% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2022 | 46% | 54% |
| CAF Rank | Overall Senior Officer | 2022 | 54% | 46% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2022 | 45% | 55% |
| CAF Rank | Primary Reserve Junior Officer | 2022 | 44% | 56% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2022 | 40% | 60% |
| CAF Rank | Primary Reserve Senior Officer | 2022 | 71% | 29% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2022 | 39% | 61% |
| CAF Rank | Regular Force Junior Officer | 2022 | 42% | 59% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2022 | 49% | 51% |
| CAF Rank | Regular Force Senior Officer | 2022 | 43% | 57% |
I agree that the CAF/DND's leadership has taken meaningful action to help the CAF/DND become a more diverse and inclusive place to work:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 52% | 48% |
| Gender | All Men | 2022 | 53% | 48% |
| Gender | All Women | 2022 | 53% | 48% |
| Gender | DND public service employees Men | 2022 | 49% | 51% |
| Gender | DND public service employees Women | 2022 | 53% | 47% |
| Gender | Primary Reserve Men | 2022 | 57% | 43% |
| Gender | Primary Reserve Women | 2022 | 56% | 44% |
| Gender | Regular Force Men | 2022 | 52% | 48% |
| Gender | Regular Force Women | 2022 | 50% | 50% |
| Component | DND public service employees | 2022 | 50% | 50% |
| Component | Primary Reserve | 2022 | 55% | 45% |
| Component | Regular Force | 2022 | 52% | 48% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2022 | 47% | 53% |
| CAF Rank | Overall Junior Officer | 2022 | 48% | 53% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2022 | 61% | 39% |
| CAF Rank | Overall Senior Officer | 2022 | 64% | 36% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2022 | 50% | 50% |
| CAF Rank | Primary Reserve Junior Officer | 2022 | 41% | 59% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2022 | 63% | 37% |
| CAF Rank | Primary Reserve Senior Officer | 2022 | 73% | 27% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2022 | 47% | 53% |
| CAF Rank | Regular Force Junior Officer | 2022 | 51% | 49% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2022 | 60% | 40% |
| CAF Rank | Regular Force Senior Officer | 2022 | 58% | 42% |
Data Source: Your Say Matters: Defence Team Well-Being Survey (2022)
DND public service employees
In my work unit, every individual is accepted as an equal member of the team:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 71% | 29% |
| Overall | Overall | 2022 | 73% | 27% |
| Age | 24 years and under | 2020 | 82% | 18% |
| Age | 24 years and under | 2022 | 82% | 18% |
| Age | 25-29 years | 2020 | 79% | 21% |
| Age | 25-29 years | 2022 | 77% | 23% |
| Age | 30-34 years | 2020 | 76% | 24% |
| Age | 30-34 years | 2022 | 76% | 24% |
| Age | 35-39 years | 2020 | 72% | 28% |
| Age | 35-39 years | 2022 | 73% | 27% |
| Age | 40-44 years | 2020 | 73% | 27% |
| Age | 40-44 years | 2022 | 73% | 27% |
| Age | 45-49 years | 2020 | 68% | 32% |
| Age | 45-49 years | 2022 | 73% | 27% |
| Age | 50-54 years | 2020 | 68% | 32% |
| Age | 50-54 years | 2022 | 72% | 26% |
| Age | 55-59 years | 2020 | 69% | 31% |
| Age | 55-59 years | 2022 | 70% | 30% |
| Age | 60 years and older | 2020 | 72% | 28% |
| Age | 60 years and older | 2022 | 75% | 25% |
| Disability | Persons with a disability (Total) | 2020 | 60% | 40% |
| Disability | Persons with a disability (Total) | 2022 | 63% | 37% |
| Disability | Persons without a disability | 2020 | 72% | 28% |
| Disability | Persons without a disability | 2022 | 76% | 24% |
| First official language | English | 2020 | 68% | 32% |
| First official language | English | 2022 | 70% | 30% |
| First official language | French | 2020 | 78% | 22% |
| First official language | French | 2022 | 81% | 19% |
| Gender | Another gender | 2020 | 78% | 22% |
| Gender | Another gender | 2022 | 70% | 30% |
| Gender | Man | 2020 | 72% | 28% |
| Gender | Man | 2022 | 74% | 26% |
| Gender | Woman | 2020 | 70% | 30% |
| Gender | Woman | 2022 | 74% | 26% |
| Indigenous | Indigenous people | 2020 | 62% | 38% |
| Indigenous | Indigenous people | 2022 | 65% | 35% |
| Indigenous | Non-Indigenous people | 2020 | 71% | 29% |
| Indigenous | Non-Indigenous people | 2022 | 74% | 26% |
| Province/territory of work | Alberta | 2020 | 62% | 38% |
| Province/territory of work | Alberta | 2022 | 63% | 37% |
| Province/territory of work | British Columbia | 2020 | 66% | 34% |
| Province/territory of work | British Columbia | 2022 | 64% | 36% |
| Province/territory of work | Manitoba | 2020 | 62% | 38% |
| Province/territory of work | Manitoba | 2022 | 63% | 37% |
| Province/territory of work | National Capital Region | 2020 | 79% | 21% |
| Province/territory of work | National Capital Region | 2022 | 82% | 18% |
| Province/territory of work | New Brunswick | 2020 | 62% | 38% |
| Province/territory of work | New Brunswick | 2022 | 66% | 34% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 62% | 38% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 69% | 31% |
| Province/territory of work | Northwest Territories | 2020 | 72% | 28% |
| Province/territory of work | Northwest Territories | 2022 | 82% | 18% |
| Province/territory of work | Nova Scotia | 2020 | 64% | 36% |
| Province/territory of work | Nova Scotia | 2022 | 63% | 37% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 64% | 36% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 65% | 35% |
| Province/territory of work | Outside of Canada | 2020 | 86% | 14% |
| Province/territory of work | Outside of Canada | 2022 | 83% | 17% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 76% | 24% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 79% | 21% |
| Province/territory of work | Saskatchewan | 2020 | 73% | 27% |
| Province/territory of work | Saskatchewan | 2022 | 65% | 35% |
| Racialized group | Non-racialized, non-Indigenous people population | 2022 | 74% | 26% |
| Racialized group | Racialized, non-Indigenous people population | 2022 | 77% | 23% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | 2022 | 74% | 26% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | 2022 | 69% | 31% |
Data Sources: Public Service Employee Survey (2020-2022)
More Information: Gender-Based Analysis (GBA) Plus
Context
GBA Plus is the Government of Canada’s tool for applying intersectional analysis. Intersectional analysis examines how multiple, diverse identify factors interact and affect people’s experiences of policy, programs, services, initiatives and operations.
The information and knowledge gathered from intersectional analysis informs and shapes how policy, programs, initiatives, and operations are developed and implemented. This ensures they are inclusive and barrier-free to people with specific intersectional identities. In this way, GBA Plus/intersectional analysis enables the DND/CAF to better understand the composition of its members and those it serves, what needs there are, and how best to meet those needs. Learn more about Gender-Based Analysis Plus at National Defence.
Gender-Based Analysis (GBA) Plus is a decision-making tool that supports inclusivity. GBA Plus ensures that leaders and personnel can make policies, programs, operations and initiatives responsive to changes in culture.
The early, complete, and routine use of GBA Plus is an important step in culture evolution. Its conclusions can inform decisions made by leaders to improve culture. This process helps to prevent systematic harm and discrimination, increasing operational effectiveness.
GBA Plus enables a rigorous process for understanding who is impacted by the issue or opportunity being addressed by the initiative, identifying how the initiative could be tailored to meet diverse needs of the people most impacted, and anticipating and mitigating any barriers to accessing or benefitting from the initiative.
Intersectionality is the interaction between layers of power and privilege and its impact on culture. By using an intersectional perspective, gaps in legal and institutional systems can be acknowledged and addressed for individuals and groups. GBA Plus provides intersectional perspective to the Defence Team to address systemic inequities. GBA Plus is more than a gender analysis tool. It helps decision-makers to consider the intersecting effects of many factors: age, ability, education, ethnicity, economic status, location, and sexual orientation.
Recent actions
The Defence Team continues to implement and refine policies aimed at creating an inclusive environment. Some key initiatives currently underway include
- Working to achieve commitments made in DND/CAF's Implementation Plan under Canada's 3rd National Action Plan on Women, Peace, and Security.
- Working to mainstream the use of intersectional insights and build capacity across the Defence Team through the implementation of our Gender-based Analysis Plus (GBA Plus) Enterprise Approach.
DND/CAF is working towards effectively implementing GBA Plus. This includes a commitment to monitoring and accountability. Teams can independently apply GBA Plus to their operations to create a diverse, inclusive and cohesive workplace.
CPCC has co-developed the GBA Plus Enterprise Approach. This approach is a departmental-level framework that describes standards and objectives for the GBA Plus program. The intent of the framework is to integrate GBA Plus fully and concretely as an analytical tool to inform decision-making across the Defence Team.
Employment equity groups in the Defence Team
Women, Indigenous people, persons with disabilities, and members of racialized groups are the four recognized Employment Equity Groups, as per the Employment Equity Act. The graphs below represent the current representation for three out of the four employment equity groups at DND/CAF. Representation rates for persons with disabilities in the CAF can be found on the Accessibility page. Note that individuals belonging to more than one employment equity group will be counted in each group.
| Type | Percentage | Personnel who identify as a woman | Personnel who identify as a member of a racialized group | Personnel who identify as Indigenous |
|---|---|---|---|---|
| CAF member | % Agree | 16.4% | 11.1% | 2.9% |
| CAF member | % Other | 83.6% | 88.9% | 97.1% |
| DND public service employees | % Agree | 41.3% | 10.0% | 3.4% |
| DND public service employees | % Other | 58.7% | 90.0% | 96.6% |
Data Sources: CAF Employment Equity Report (2021/2022)
Open Government Portal - National Defence
Civilians' Workplace Representation (Last Updated: 2022)
Canadian public sentiment towards employment equity groups
These metrics are taken from the 2022-2023 Views of the CAF Tracking Study, a public opinion research tracking study that DND commissions annually. This study is conducted among the general Canadian population, 18 years of age and older.
Canadian public
| category | subcategory | Year | Percentage | The Canadian Armed Forces is as good a career choice for women as it is for men |
|---|---|---|---|---|
| Overall | Overall | 2022 | % Agree | 56% |
| Overall | Overall | 2022 | % Other | 44% |
| Overall | Overall | 2023 | % Agree | 58% |
| Overall | Overall | 2023 | % Other | 42% |
| Age | 18-24 | 2022 | % Agree | 56% |
| Age | 18-24 | 2022 | % Other | 44% |
| Age | 18-24 | 2023 | % Agree | 48% |
| Age | 18-24 | 2023 | % Other | 52% |
| Age | 25-34 | 2022 | % Agree | 60% |
| Age | 25-34 | 2022 | % Other | 40% |
| Age | 25-34 | 2023 | % Agree | 62% |
| Age | 25-34 | 2023 | % Other | 38% |
| Age | 35-44 | 2022 | % Agree | 50% |
| Age | 35-44 | 2022 | % Other | 50% |
| Age | 35-44 | 2023 | % Agree | 57% |
| Age | 35-44 | 2023 | % Other | 43% |
| Age | 45-54 | 2022 | % Agree | 60% |
| Age | 45-54 | 2022 | % Other | 40% |
| Age | 45-54 | 2023 | % Agree | 56% |
| Age | 45-54 | 2023 | % Other | 44% |
| Age | 55-64 | 2022 | % Agree | 59% |
| Age | 55-64 | 2022 | % Other | 41% |
| Age | 55-64 | 2023 | % Agree | 61% |
| Age | 55-64 | 2023 | % Other | 39% |
| Age | 65+ | 2022 | % Agree | 51% |
| Age | 65+ | 2022 | % Other | 49% |
| Age | 65+ | 2023 | % Agree | 59% |
| Age | 65+ | 2023 | % Other | 41% |
| Education | College/CEGEP | 2022 | % Agree | 59% |
| Education | College/CEGEP | 2022 | % Other | 41% |
| Education | College/CEGEP | 2023 | % Agree | 64% |
| Education | College/CEGEP | 2023 | % Other | 36% |
| Education | Currently a student | 2023 | % Agree | 37% |
| Education | Currently a student | 2023 | % Other | 63% |
| Education | High School | 2022 | % Agree | 66% |
| Education | High School | 2022 | % Other | 34% |
| Education | High School | 2023 | % Agree | 65% |
| Education | High School | 2023 | % Other | 35% |
| Education | University | 2022 | % Agree | 49% |
| Education | University | 2022 | % Other | 51% |
| Education | University | 2023 | % Agree | 52% |
| Education | University | 2023 | % Other | 48% |
| Gender | Another Gender | 2022 | % Agree | 19% |
| Gender | Another Gender | 2022 | % Other | 81% |
| Gender | Another Gender | 2023 | % Agree | 25% |
| Gender | Another Gender | 2023 | % Other | 75% |
| Gender | Men | 2022 | % Agree | 61% |
| Gender | Men | 2022 | % Other | 39% |
| Gender | Men | 2023 | % Agree | 63% |
| Gender | Men | 2023 | % Other | 37% |
| Gender | Women | 2022 | % Agree | 51% |
| Gender | Women | 2022 | % Other | 49% |
| Gender | Women | 2023 | % Agree | 53% |
| Gender | Women | 2023 | % Other | 47% |
| Race | Asian | 2022 | % Agree | 61% |
| Race | Asian | 2022 | % Other | 39% |
| Race | Asian | 2023 | % Agree | 61% |
| Race | Asian | 2023 | % Other | 39% |
| Race | Black | 2022 | % Agree | 79% |
| Race | Black | 2022 | % Other | 21% |
| Race | Black | 2023 | % Agree | 61% |
| Race | Black | 2023 | % Other | 39% |
| Race | Chinese | 2022 | % Agree | 53% |
| Race | Chinese | 2022 | % Other | 47% |
| Race | Chinese | 2023 | % Agree | 42% |
| Race | Chinese | 2023 | % Other | 58% |
| Race | Indigenous | 2022 | % Agree | 64% |
| Race | Indigenous | 2022 | % Other | 36% |
| Race | Indigenous | 2023 | % Agree | 70% |
| Race | Indigenous | 2023 | % Other | 30% |
| Race | Other | 2022 | % Agree | 62% |
| Race | Other | 2022 | % Other | 38% |
| Race | Other | 2023 | % Agree | 62% |
| Race | Other | 2023 | % Other | 38% |
| Race | White | 2022 | % Agree | 54% |
| Race | White | 2022 | % Other | 46% |
| Race | White | 2023 | % Agree | 57% |
| Race | White | 2023 | % Other | 43% |
| Region | Alberta/Northwest Territories | 2022 | % Agree | 56% |
| Region | Alberta/Northwest Territories | 2022 | % Other | 44% |
| Region | Alberta/Northwest Territories | 2023 | % Agree | 57% |
| Region | Alberta/Northwest Territories | 2023 | % Other | 43% |
| Region | Atlantic Canada | 2022 | % Agree | 65% |
| Region | Atlantic Canada | 2022 | % Other | 35% |
| Region | Atlantic Canada | 2023 | % Agree | 56% |
| Region | Atlantic Canada | 2023 | % Other | 44% |
| Region | British Columbia/Yukon | 2022 | % Agree | 52% |
| Region | British Columbia/Yukon | 2022 | % Other | 48% |
| Region | British Columbia/Yukon | 2023 | % Agree | 55% |
| Region | British Columbia/Yukon | 2023 | % Other | 45% |
| Region | Manitoba/Saskatchewan | 2022 | % Agree | 61% |
| Region | Manitoba/Saskatchewan | 2022 | % Other | 39% |
| Region | Manitoba/Saskatchewan | 2023 | % Agree | 64% |
| Region | Manitoba/Saskatchewan | 2023 | % Other | 36% |
| Region | Ontario/Nuliut | 2022 | % Agree | 50% |
| Region | Ontario/Nuliut | 2022 | % Other | 50% |
| Region | Ontario/Nuliut | 2023 | % Agree | 53% |
| Region | Ontario/Nuliut | 2023 | % Other | 47% |
| Region | Quebec | 2022 | % Agree | 63% |
| Region | Quebec | 2022 | % Other | 37% |
| Region | Quebec | 2023 | % Agree | 67% |
| Region | Quebec | 2023 | % Other | 33% |
Data Sources: Views of the CAF Tracking Study (2022-2023)
| category | subcategory | Year | Percentage | The Canadian Armed Forces workplace environment is respectful of women |
|---|---|---|---|---|
| Overall | Overall | 2022 | % Agree | 36% |
| Overall | Overall | 2022 | % Other | 64% |
| Overall | Overall | 2023 | % Agree | 39% |
| Overall | Overall | 2023 | % Other | 61% |
| Age | 18-24 | 2022 | % Agree | 43% |
| Age | 18-24 | 2022 | % Other | 57% |
| Age | 18-24 | 2023 | % Agree | 44% |
| Age | 18-24 | 2023 | % Other | 56% |
| Age | 25-34 | 2022 | % Agree | 47% |
| Age | 25-34 | 2022 | % Other | 53% |
| Age | 25-34 | 2023 | % Agree | 47% |
| Age | 25-34 | 2023 | % Other | 53% |
| Age | 35-44 | 2022 | % Agree | 34% |
| Age | 35-44 | 2022 | % Other | 66% |
| Age | 35-44 | 2023 | % Agree | 40% |
| Age | 35-44 | 2023 | % Other | 60% |
| Age | 45-54 | 2022 | % Agree | 38% |
| Age | 45-54 | 2022 | % Other | 62% |
| Age | 45-54 | 2023 | % Agree | 39% |
| Age | 45-54 | 2023 | % Other | 61% |
| Age | 55-64 | 2022 | % Agree | 28% |
| Age | 55-64 | 2022 | % Other | 72% |
| Age | 55-64 | 2023 | % Agree | 33% |
| Age | 55-64 | 2023 | % Other | 67% |
| Age | 65+ | 2022 | % Agree | 30% |
| Age | 65+ | 2022 | % Other | 70% |
| Age | 65+ | 2023 | % Agree | 35% |
| Age | 65+ | 2023 | % Other | 65% |
| Education | College/CEGEP | 2022 | % Agree | 35% |
| Education | College/CEGEP | 2022 | % Other | 65% |
| Education | College/CEGEP | 2023 | % Agree | 41% |
| Education | College/CEGEP | 2023 | % Other | 59% |
| Education | Currently a student | 2023 | % Agree | 27% |
| Education | Currently a student | 2023 | % Other | 73% |
| Education | High School | 2022 | % Agree | 45% |
| Education | High School | 2022 | % Other | 55% |
| Education | High School | 2023 | % Agree | 45% |
| Education | High School | 2023 | % Other | 55% |
| Education | University | 2022 | % Agree | 32% |
| Education | University | 2022 | % Other | 68% |
| Education | University | 2023 | % Agree | 36% |
| Education | University | 2023 | % Other | 64% |
| Gender | Another Gender | 2022 | % Agree | 37% |
| Gender | Another Gender | 2022 | % Other | 63% |
| Gender | Another Gender | 2023 | % Agree | 10% |
| Gender | Another Gender | 2023 | % Other | 90% |
| Gender | Men | 2022 | % Agree | 43% |
| Gender | Men | 2022 | % Other | 57% |
| Gender | Men | 2023 | % Agree | 48% |
| Gender | Men | 2023 | % Other | 52% |
| Gender | Women | 2022 | % Agree | 29% |
| Gender | Women | 2022 | % Other | 71% |
| Gender | Women | 2023 | % Agree | 32% |
| Gender | Women | 2023 | % Other | 68% |
| Race | Asian | 2022 | % Agree | 54% |
| Race | Asian | 2022 | % Other | 46% |
| Race | Asian | 2023 | % Agree | 56% |
| Race | Asian | 2023 | % Other | 44% |
| Race | Black | 2022 | % Agree | 49% |
| Race | Black | 2022 | % Other | 51% |
| Race | Black | 2023 | % Agree | 59% |
| Race | Black | 2023 | % Other | 41% |
| Race | Chinese | 2022 | % Agree | 33% |
| Race | Chinese | 2022 | % Other | 67% |
| Race | Chinese | 2023 | % Agree | 34% |
| Race | Chinese | 2023 | % Other | 66% |
| Race | Indigenous | 2022 | % Agree | 45% |
| Race | Indigenous | 2022 | % Other | 55% |
| Race | Indigenous | 2023 | % Agree | 51% |
| Race | Indigenous | 2023 | % Other | 49% |
| Race | Other | 2022 | % Agree | 49% |
| Race | Other | 2022 | % Other | 51% |
| Race | Other | 2023 | % Agree | 51% |
| Race | Other | 2023 | % Other | 49% |
| Race | White | 2022 | % Agree | 32% |
| Race | White | 2022 | % Other | 68% |
| Race | White | 2023 | % Agree | 36% |
| Race | White | 2023 | % Other | 64% |
| Region | Alberta/Northwest Territories | 2022 | % Agree | 40% |
| Region | Alberta/Northwest Territories | 2022 | % Other | 60% |
| Region | Alberta/Northwest Territories | 2023 | % Agree | 42% |
| Region | Alberta/Northwest Territories | 2023 | % Other | 58% |
| Region | Atlantic Canada | 2022 | % Agree | 42% |
| Region | Atlantic Canada | 2022 | % Other | 58% |
| Region | Atlantic Canada | 2023 | % Agree | 43% |
| Region | Atlantic Canada | 2023 | % Other | 57% |
| Region | British Columbia/Yukon | 2022 | % Agree | 34% |
| Region | British Columbia/Yukon | 2022 | % Other | 66% |
| Region | British Columbia/Yukon | 2023 | % Agree | 38% |
| Region | British Columbia/Yukon | 2023 | % Other | 62% |
| Region | Manitoba/Saskatchewan | 2022 | % Agree | 41% |
| Region | Manitoba/Saskatchewan | 2022 | % Other | 59% |
| Region | Manitoba/Saskatchewan | 2023 | % Agree | 43% |
| Region | Manitoba/Saskatchewan | 2023 | % Other | 57% |
| Region | Ontario/Nuliut | 2022 | % Agree | 32% |
| Region | Ontario/Nuliut | 2022 | % Other | 68% |
| Region | Ontario/Nuliut | 2023 | % Agree | 38% |
| Region | Ontario/Nuliut | 2023 | % Other | 62% |
| Region | Quebec | 2022 | % Agree | 38% |
| Region | Quebec | 2022 | % Other | 62% |
| Region | Quebec | 2023 | % Agree | 38% |
| Region | Quebec | 2023 | % Other | 62% |
Data Sources: Views of the CAF Tracking Study (2022-2023)
| category | subcategory | Year | Percentage | The Canadian Armed Forces is as good a career choice for visible minorities as it is for anyone else |
|---|---|---|---|---|
| Overall | Overall | 2022 | % Agree | 60% |
| Overall | Overall | 2022 | % Other | 40% |
| Overall | Overall | 2023 | % Agree | 63% |
| Overall | Overall | 2023 | % Other | 37% |
| Age | 18-24 | 2022 | % Agree | 57% |
| Age | 18-24 | 2022 | % Other | 43% |
| Age | 18-24 | 2023 | % Agree | 56% |
| Age | 18-24 | 2023 | % Other | 44% |
| Age | 25-34 | 2022 | % Agree | 62% |
| Age | 25-34 | 2022 | % Other | 38% |
| Age | 25-34 | 2023 | % Agree | 62% |
| Age | 25-34 | 2023 | % Other | 38% |
| Age | 35-44 | 2022 | % Agree | 56% |
| Age | 35-44 | 2022 | % Other | 44% |
| Age | 35-44 | 2023 | % Agree | 59% |
| Age | 35-44 | 2023 | % Other | 41% |
| Age | 45-54 | 2022 | % Agree | 62% |
| Age | 45-54 | 2022 | % Other | 38% |
| Age | 45-54 | 2023 | % Agree | 61% |
| Age | 45-54 | 2023 | % Other | 39% |
| Age | 55-64 | 2022 | % Agree | 62% |
| Age | 55-64 | 2022 | % Other | 38% |
| Age | 55-64 | 2023 | % Agree | 65% |
| Age | 55-64 | 2023 | % Other | 35% |
| Age | 65+ | 2022 | % Agree | 58% |
| Age | 65+ | 2022 | % Other | 42% |
| Age | 65+ | 2023 | % Agree | 68% |
| Age | 65+ | 2023 | % Other | 32% |
| Education | College/CEGEP | 2022 | % Agree | 64% |
| Education | College/CEGEP | 2022 | % Other | 36% |
| Education | College/CEGEP | 2023 | % Agree | 69% |
| Education | College/CEGEP | 2023 | % Other | 31% |
| Education | Currently a student | 2023 | % Agree | 32% |
| Education | Currently a student | 2023 | % Other | 68% |
| Education | High School | 2022 | % Agree | 61% |
| Education | High School | 2022 | % Other | 39% |
| Education | High School | 2023 | % Agree | 69% |
| Education | High School | 2023 | % Other | 31% |
| Education | University | 2022 | % Agree | 57% |
| Education | University | 2022 | % Other | 43% |
| Education | University | 2023 | % Agree | 58% |
| Education | University | 2023 | % Other | 42% |
| Gender | Another Gender | 2022 | % Agree | 37% |
| Gender | Another Gender | 2022 | % Other | 63% |
| Gender | Another Gender | 2023 | % Agree | 76% |
| Gender | Another Gender | 2023 | % Other | 24% |
| Gender | Men | 2022 | % Agree | 64% |
| Gender | Men | 2022 | % Other | 36% |
| Gender | Men | 2023 | % Agree | 72% |
| Gender | Men | 2023 | % Other | 28% |
| Gender | Women | 2022 | % Agree | 55% |
| Gender | Women | 2022 | % Other | 45% |
| Gender | Women | 2023 | % Agree | 54% |
| Gender | Women | 2023 | % Other | 46% |
| Race | Asian | 2022 | % Agree | 66% |
| Race | Asian | 2022 | % Other | 34% |
| Race | Asian | 2023 | % Agree | 61% |
| Race | Asian | 2023 | % Other | 39% |
| Race | Black | 2022 | % Agree | 63% |
| Race | Black | 2022 | % Other | 37% |
| Race | Black | 2023 | % Agree | 69% |
| Race | Black | 2023 | % Other | 31% |
| Race | Chinese | 2022 | % Agree | 50% |
| Race | Chinese | 2022 | % Other | 50% |
| Race | Chinese | 2023 | % Agree | 46% |
| Race | Chinese | 2023 | % Other | 54% |
| Race | Indigenous | 2022 | % Agree | 66% |
| Race | Indigenous | 2022 | % Other | 34% |
| Race | Indigenous | 2023 | % Agree | 58% |
| Race | Indigenous | 2023 | % Other | 42% |
| Race | Other | 2022 | % Agree | 53% |
| Race | Other | 2022 | % Other | 47% |
| Race | Other | 2023 | % Agree | 67% |
| Race | Other | 2023 | % Other | 33% |
| Race | White | 2022 | % Agree | 59% |
| Race | White | 2022 | % Other | 41% |
| Race | White | 2023 | % Agree | 64% |
| Race | White | 2023 | % Other | 36% |
| Region | Alberta/Northwest Territories | 2022 | % Agree | 63% |
| Region | Alberta/Northwest Territories | 2022 | % Other | 37% |
| Region | Alberta/Northwest Territories | 2023 | % Agree | 63% |
| Region | Alberta/Northwest Territories | 2023 | % Other | 37% |
| Region | Atlantic Canada | 2022 | % Agree | 62% |
| Region | Atlantic Canada | 2022 | % Other | 38% |
| Region | Atlantic Canada | 2023 | % Agree | 68% |
| Region | Atlantic Canada | 2023 | % Other | 32% |
| Region | British Columbia/Yukon | 2022 | % Agree | 55% |
| Region | British Columbia/Yukon | 2022 | % Other | 45% |
| Region | British Columbia/Yukon | 2023 | % Agree | 59% |
| Region | British Columbia/Yukon | 2023 | % Other | 41% |
| Region | Manitoba/Saskatchewan | 2022 | % Agree | 59% |
| Region | Manitoba/Saskatchewan | 2022 | % Other | 41% |
| Region | Manitoba/Saskatchewan | 2023 | % Agree | 65% |
| Region | Manitoba/Saskatchewan | 2023 | % Other | 35% |
| Region | Ontario/Nuliut | 2022 | % Agree | 54% |
| Region | Ontario/Nuliut | 2022 | % Other | 46% |
| Region | Ontario/Nuliut | 2023 | % Agree | 57% |
| Region | Ontario/Nuliut | 2023 | % Other | 43% |
| Region | Quebec | 2022 | % Agree | 69% |
| Region | Quebec | 2022 | % Other | 31% |
| Region | Quebec | 2023 | % Agree | 72% |
| Region | Quebec | 2023 | % Other | 28% |
Data Sources: Views of the CAF Tracking Study (2022-2023)
CAF employment equity group representation
Representation rates, as outlined in the CAF Employment Equity reports, are provided for women, Indigenous people, and members of racialized groups, as a percentage of the total CAF population. These goals are based on the CAF Commitment: Employment Equity Plan 2021-2026.
Representation in the CAF
| Component | Year | Indigenous people | Member of racialized groups | Women |
|---|---|---|---|---|
| Regular Force and Primary Reserve | 2017 | 3% | 8% | 15% |
| Regular Force and Primary Reserve | 2018 | 3% | 9% | 16% |
| Regular Force and Primary Reserve | 2019 | 3% | 9% | 16% |
| Regular Force and Primary Reserve | 2020 | 3% | 10% | 16% |
| Regular Force and Primary Reserve | 2021 | 3% | 11% | 16% |
| Primary Reserve | 2017 | 3% | 11% | 16% |
| Primary Reserve | 2018 | 3% | 12% | 16% |
| Primary Reserve | 2019 | 3% | 11% | 17% |
| Primary Reserve | 2020 | 3% | 11% | 17% |
| Primary Reserve | 2021 | 3% | 13% | 17% |
| Regular Force | 2017 | 3% | 7% | 15% |
| Regular Force | 2018 | 3% | 8% | 15% |
| Regular Force | 2019 | 3% | 9% | 16% |
| Regular Force | 2020 | 3% | 9% | 16% |
| Regular Force | 2021 | 3% | 10% | 16% |
Data Sources: CAF Employment Equity Report (2021/2022)
CAF employment equity group representation goals
This data shows the annual enrolment of women, Indigenous people, and members of racialized groups, as a percentage of the total CAF enrolment for each year. The 2026 target rate or goal for each group is also represented on each graph.
| Component | Year | Indigenous people | Member of racialized groups | Women |
|---|---|---|---|---|
| Regular Force and Primary Reserve | 2017 | 3% | 8% | 15% |
| Regular Force and Primary Reserve | 2018 | 3% | 9% | 16% |
| Regular Force and Primary Reserve | 2019 | 3% | 9% | 16% |
| Regular Force and Primary Reserve | 2020 | 3% | 10% | 16% |
| Regular Force and Primary Reserve | 2021 | 3% | 11% | 16% |
| Primary Reserve | 2017 | 3% | 11% | 16% |
| Primary Reserve | 2018 | 3% | 12% | 16% |
| Primary Reserve | 2019 | 3% | 11% | 17% |
| Primary Reserve | 2020 | 3% | 11% | 17% |
| Primary Reserve | 2021 | 3% | 13% | 17% |
| Regular Force | 2017 | 3% | 7% | 15% |
| Regular Force | 2018 | 3% | 8% | 15% |
| Regular Force | 2019 | 3% | 9% | 16% |
| Regular Force | 2020 | 3% | 9% | 16% |
| Regular Force | 2021 | 3% | 10% | 16% |
Data Sources: CAF Employment Equity Report (2021/2022)
Sexual orientation and gender identity
Canadian public sentiment towards sexual orientation
The Canadian Armed Forces is as good a career choice for people in the LGBTQ2+ community as it is for anyone else:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2023 | 41% | 59% |
| Age | 18-24 | 2023 | 40% | 60% |
| Age | 25-34 | 2023 | 42% | 58% |
| Age | 35-44 | 2023 | 45% | 55% |
| Age | 45-54 | 2023 | 41% | 59% |
| Age | 55-64 | 2023 | 37% | 63% |
| Age | 65+ | 2023 | 40% | 60% |
| Education | College/CEGEP | 2023 | 45% | 55% |
| Education | Currently a student | 2023 | 25% | 75% |
| Education | High School | 2023 | 47% | 53% |
| Education | University | 2023 | 36% | 64% |
| Gender | Another Gender | 2023 | 32% | 68% |
| Gender | Men | 2023 | 45% | 55% |
| Gender | Women | 2023 | 37% | 63% |
| Race | Asian | 2023 | 43% | 57% |
| Race | Black | 2023 | 50% | 50% |
| Race | Chinese | 2023 | 29% | 71% |
| Race | Indigenous | 2023 | 53% | 47% |
| Race | Other | 2023 | 49% | 51% |
| Race | White | 2023 | 40% | 60% |
| Region | Alberta/Northwest Territories | 2022 | 32% | 68% |
| Region | Atlantic Canada | 2023 | 42% | 58% |
| Region | British Columbia/Yukon | 2023 | 40% | 60% |
| Region | Manitoba/Saskatchewan | 2023 | 43% | 57% |
| Region | Ontario/Nuliut | 2023 | 36% | 64% |
| Region | Quebec | 2023 | 52% | 48% |
Data Sources: Views of the CAF Tracking Study (2022-2023)
Current gaps in gender and sexual orientation reporting
Gender refers to an individual's personal and social identity as a man, woman, or gender diverse (e.g., non-binary person: a person who is not exclusively a man or a woman). There are currently data gaps with reporting, as only two genders are listed for most internal DND/CAF surveys and systems. DND/CAF employees and members are also not required to self-report their sexual orientation. While it would be helpful to examine survey results for only those identifying as part of the 2SLGBTQI+ community, this is not possible at this time. DND/CAF is currently implementing a self-identification survey for all DND public service employees and is developing a GBA Plus Enterprise Approach to address gender gaps.
More Information: 2SLGBTQI + Action Plan
Context
The Federal 2SLGBTQI+ Action Plan promotes equality for 2SLGBTQI+ people, the protection of their rights, and community action. The Action Plan and initiatives are based on an extensive engagement process with 2SLGBQTI+ community members, organizations, advocates, and experts. The plan calls on all departments to strengthen 2SLGBTQI+ inclusion in federal workplaces and take action to ensure that nothing like the LGBT Purge happens again.
Recent actions
The Action Plan includes several new initiatives to be implemented over the next five years, organized in six priority areas: 1) prioritize and sustain 2SLGBTQI+ community action, 2) continue to advance and strengthen 2SLGBTQI+ rights at home and abroad, 3) support Indigenous 2SLGBTQI+ resilience and resurgence, 4) engage everyone in Canada in fostering a 2SLGBTQI+ inclusive future, 5) strengthen 2SLGBTQI+ data and evidence-based policy making, and 6) embed 2SLGBTQI+ issues in the work of the Government of Canada.
Data sources
For details on the methodology of data analysis, including descriptions of each data source, please visit the list of data sources page.
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