Mental well-being
Data categories
Mental health describes the state of one’s psychological and emotional well-being. Like physical health, mental health is a key aspect of an individual’s wellness.
DND/CAF provides a range of services for CAF members, CAF families, and DND public service employees, including the Canadian Forces Member Assistance Program (CFMAP) and the Employee Assistance Program (EAP). Both of which provide free and confidential, short-term professional counselling and crisis services.
Maintaining and improving mental health and well-being affects productivity, mood, team experience, job satisfaction, and retention. This ultimately leads to a resilient and psychologically safe workplace, and creates a culture of health, trust, and safety.
Sentiment towards mental health
These metrics are from the 2020-2021 and 2022-2023 Public Service Employee Survey (PSES) and the 2022 Your Say Matters (YSM) survey and provide a snapshot of how personnel feel about mental health and psychological safety in their immediate environment and in the overall institution.
Defence Team
The CAF/DND really cares about my well-being:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 43% | 57% |
| Gender | All Men | 2022 | 44% | 56% |
| Gender | All Women | 2022 | 46% | 54% |
| Gender | DND public service employees Men | 2022 | 50% | 50% |
| Gender | DND public service employees Women | 2022 | 51% | 49% |
| Gender | Primary Reserve Men | 2022 | 48% | 52% |
| Gender | Primary Reserve Women | 2022 | 42% | 58% |
| Gender | Regular Force Men | 2022 | 40% | 60% |
| Gender | Regular Force Women | 2022 | 41% | 59% |
| Component | DND public service employees | 2022 | 50% | 50% |
| Component | Primary Reserve | 2022 | 46% | 54% |
| Component | Regular Force | 2022 | 40% | 61% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2022 | 32% | 68% |
| CAF Rank | Overall Junior Officer | 2022 | 44% | 56% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2022 | 49% | 51% |
| CAF Rank | Overall Senior Officer | 2022 | 59% | 41% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2022 | 33% | 68% |
| CAF Rank | Primary Reserve Junior Officer | 2022 | 50% | 51% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2022 | 47% | 54% |
| CAF Rank | Primary Reserve Senior Officer | 2022 | 70% | 31% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2022 | 32% | 68% |
| CAF Rank | Regular Force Junior Officer | 2022 | 41% | 59% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2022 | 50% | 50% |
| CAF Rank | Regular Force Senior Officer | 2022 | 52% | 48% |
Data Source: Your Say Matters: Defence Team Well-Being Survey (2022)
DND public service employees
My immediate supervisor supports my mental health and well-being:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 75% | 25% |
| Overall | Overall | 2022 | 80% | 20% |
| Age | 24 years and under | 2020 | 86% | 14% |
| Age | 24 years and under | 2022 | 89% | 11% |
| Age | 25-29 years | 2020 | 82% | 18% |
| Age | 25-29 years | 2022 | 87% | 13% |
| Age | 30-34 years | 2020 | 80% | 20% |
| Age | 30-34 years | 2022 | 82% | 18% |
| Age | 35-39 years | 2020 | 77% | 23% |
| Age | 35-39 years | 2022 | 80% | 20% |
| Age | 40-44 years | 2020 | 76% | 24% |
| Age | 40-44 years | 2022 | 79% | 21% |
| Age | 45-49 years | 2020 | 75% | 25% |
| Age | 45-49 years | 2022 | 80% | 20% |
| Age | 50-54 years | 2020 | 74% | 26% |
| Age | 50-54 years | 2022 | 79% | 21% |
| Age | 55-59 years | 2020 | 72% | 28% |
| Age | 55-59 years | 2022 | 77% | 23% |
| Age | 60 years and older | 2020 | 76% | 35% |
| Age | 60 years and older | 2022 | 80% | 37% |
| First official language | English | 2020 | 75% | 25% |
| First official language | English | 2022 | 80% | 20% |
| First official language | French | 2020 | 75% | 25% |
| First official language | French | 2022 | 80% | 20% |
| Province/territory of work | Alberta | 2020 | 68% | 32% |
| Province/territory of work | Alberta | 2022 | 76% | 24% |
| Province/territory of work | British Columbia | 2020 | 75% | 25% |
| Province/territory of work | British Columbia | 2022 | 79% | 21% |
| Province/territory of work | Manitoba | 2020 | 73% | 27% |
| Province/territory of work | Manitoba | 2022 | 78% | 22% |
| Province/territory of work | National Capital Region | 2020 | 81% | 19% |
| Province/territory of work | National Capital Region | 2022 | 85% | 15% |
| Province/territory of work | New Brunswick | 2020 | 69% | 31% |
| Province/territory of work | New Brunswick | 2022 | 75% | 25% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 79% | 21% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 81% | 19% |
| Province/territory of work | Northwest Territories | 2020 | 85% | 15% |
| Province/territory of work | Northwest Territories | 2022 | 81% | 19% |
| Province/territory of work | Nova Scotia | 2020 | 70% | 30% |
| Province/territory of work | Nova Scotia | 2022 | 74% | 26% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 73% | 27% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 77% | 23% |
| Province/territory of work | Outside of Canada | 2020 | 91% | 9% |
| Province/territory of work | Outside of Canada | 2022 | 78% | 22% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 70% | 30% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 76% | 24% |
| Province/territory of work | Saskatchewan | 2020 | 70% | 30% |
| Province/territory of work | Saskatchewan | 2022 | 83% | 17% |
My department does a good job of raising awareness of mental health in the workplace:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 75% | 25% |
| Overall | Overall | 2022 | 68% | 32% |
| Age | 24 years and under | 2020 | 78% | 22% |
| Age | 24 years and under | 2022 | 66% | 34% |
| Age | 25-29 years | 2020 | 75% | 25% |
| Age | 25-29 years | 2022 | 65% | 35% |
| Age | 30-34 years | 2020 | 71% | 29% |
| Age | 30-34 years | 2022 | 61% | 39% |
| Age | 35-39 years | 2020 | 73% | 27% |
| Age | 35-39 years | 2022 | 63% | 37% |
| Age | 40-44 years | 2020 | 76% | 24% |
| Age | 40-44 years | 2022 | 66% | 34% |
| Age | 45-49 years | 2020 | 74% | 26% |
| Age | 45-49 years | 2022 | 70% | 30% |
| Age | 50-54 years | 2020 | 76% | 24% |
| Age | 50-54 years | 2022 | 70% | 30% |
| Age | 55-59 years | 2020 | 75% | 25% |
| Age | 55-59 years | 2022 | 71% | 29% |
| Age | 60 years and older | 2020 | 79% | 21% |
| Age | 60 years and older | 2022 | 74% | 26% |
| First official language | English | 2020 | 75% | 25% |
| First official language | English | 2022 | 69% | 31% |
| First official language | French | 2020 | 75% | 25% |
| First official language | French | 2022 | 68% | 32% |
| Province/territory of work | Alberta | 2020 | 65% | 35% |
| Province/territory of work | Alberta | 2022 | 65% | 35% |
| Province/territory of work | British Columbia | 2020 | 73% | 27% |
| Province/territory of work | British Columbia | 2022 | 68% | 32% |
| Province/territory of work | Manitoba | 2020 | 73% | 27% |
| Province/territory of work | Manitoba | 2022 | 69% | 31% |
| Province/territory of work | National Capital Region | 2020 | 82% | 18% |
| Province/territory of work | National Capital Region | 2022 | 74% | 26% |
| Province/territory of work | New Brunswick | 2020 | 72% | 28% |
| Province/territory of work | New Brunswick | 2022 | 63% | 37% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 88% | 12% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 79% | 21% |
| Province/territory of work | Northwest Territories | 2020 | 78% | 22% |
| Province/territory of work | Northwest Territories | 2022 | 91% | 9% |
| Province/territory of work | Nova Scotia | 2020 | 69% | 31% |
| Province/territory of work | Nova Scotia | 2022 | 59% | 41% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 72% | 28% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 65% | 35% |
| Province/territory of work | Outside of Canada | 2020 | 90% | 10% |
| Province/territory of work | Outside of Canada | 2022 | 60% | 40% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 71% | 29% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 65% | 35% |
| Province/territory of work | Saskatchewan | 2020 | 78% | 22% |
| Province/territory of work | Saskatchewan | 2022 | 61% | 39% |
I would describe my workplace as being psychologically healthy:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 66% | 34% |
| Overall | Overall | 2022 | 65% | 35% |
| Age | 24 years and under | 2020 | 81% | 19% |
| Age | 24 years and under | 2022 | 77% | 23% |
| Age | 25-29 years | 2020 | 66% | 34% |
| Age | 25-29 years | 2022 | 69% | 31% |
| Age | 30-34 years | 2020 | 67% | 33% |
| Age | 30-34 years | 2022 | 61% | 39% |
| Age | 35-39 years | 2020 | 61% | 39% |
| Age | 35-39 years | 2022 | 59% | 41% |
| Age | 40-44 years | 2020 | 65% | 35% |
| Age | 40-44 years | 2022 | 62% | 38% |
| Age | 45-49 years | 2020 | 64% | 36% |
| Age | 45-49 years | 2022 | 64% | 36% |
| Age | 50-54 years | 2020 | 64% | 36% |
| Age | 50-54 years | 2022 | 65% | 35% |
| Age | 55-59 years | 2020 | 66% | 34% |
| Age | 55-59 years | 2022 | 66% | 34% |
| Age | 60 years and older | 2020 | 72% | 28% |
| Age | 60 years and older | 2022 | 70% | 30% |
| First official language | English | 2020 | 66% | 34% |
| First official language | English | 2022 | 64% | 36% |
| First official language | French | 2020 | 68% | 32% |
| First official language | French | 2022 | 68% | 32% |
| Province/territory of work | Alberta | 2020 | 59% | 41% |
| Province/territory of work | Alberta | 2022 | 59% | 41% |
| Province/territory of work | British Columbia | 2020 | 65% | 35% |
| Province/territory of work | British Columbia | 2022 | 61% | 39% |
| Province/territory of work | Manitoba | 2020 | 60% | 40% |
| Province/territory of work | Manitoba | 2022 | 63% | 37% |
| Province/territory of work | National Capital Region | 2020 | 73% | 27% |
| Province/territory of work | National Capital Region | 2022 | 72% | 28% |
| Province/territory of work | New Brunswick | 2020 | 63% | 37% |
| Province/territory of work | New Brunswick | 2022 | 59% | 41% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 77% | 23% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 79% | 21% |
| Province/territory of work | Northwest Territories | 2020 | 68% | 32% |
| Province/territory of work | Northwest Territories | 2022 | 72% | 28% |
| Province/territory of work | Nova Scotia | 2020 | 57% | 43% |
| Province/territory of work | Nova Scotia | 2022 | 55% | 45% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 64% | 36% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 60% | 40% |
| Province/territory of work | Outside of Canada | 2020 | 93% | 7% |
| Province/territory of work | Outside of Canada | 2022 | 60% | 40% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 62% | 38% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 62% | 38% |
| Province/territory of work | Saskatchewan | 2020 | 59% | 41% |
| Province/territory of work | Saskatchewan | 2022 | 64% | 36% |
Data Source: Public Service Employee Survey (2020-2022)
More information: Total Health and Wellness Strategy
Context
The Defence Team Total Health and Wellness Strategy focuses on improving the wellness of the Defence Team. The strategy promotes a strong workforce ready to meet the varied challenges of both work and life.
The strategy drives positive behaviour and culture evolution, empowering individuals and enabling leaders to foster a healthy workplace. There are five lines of effort to support organizational policies, programs and services:
- Communicate, educate, collaborate;
- Strengthen governance;
- Enable a healthier workplace;
- Improve access to care and support; and
- Align and integrate.
Recent actions
The Total Health and Wellness Strategy includes an Action Plan of 40 initiatives to address skill gaps and integrate health and wellness efforts across the organization. These initiatives include:
- enhancing Health Services for ill and injured service personnel by increasing support to occupational therapy and case management;
- enabling virtual care platforms to support secure and convenient health communications options for patients;
- building a Health Monitoring Dashboard to track Defence Team health and wellness indicators for continuous improvement;
- modernizing the Military Family Support Program; and
- implementing the Conflict Solutions and Services program.
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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