Defence Team Conduct and Culture Consultation

Current status: Closed

This consultation ran from October 2021 to March 2022

The Department of National Defence (DND) and the Canadian Armed Forces (CAF) are working to renew their institutional culture.

From October 2021 to March 2022, we engaged in conversation with Defence Team members at all levels and environments to better understand our community's lived experience. Our goal was to determine what we must do as an institution and as individuals to create a work environment where all members can contribute and achieve their full potential.

This Consultation was led by the Chief, Professional Conduct and Culture (CPCC) organization, which was created to lead cultural transformation across the Defence Team.

While all Team members were included as part of the Town halls, participation was voluntary for all discussions. It was up to the participants to decide if, and how, they wanted to share their thoughts. We wanted to hear from the broadest range of voices and perspectives possible. For all consultation sessions, we sought to provide a safe and supported space for participants to share their points of view, ideas and feedback. All feedback and input is being considered as DND/CAF develops plans and actions to address conduct and achieve positive culture change. Together we will work to build a Defence Team that is truly diverse, inclusive, and respectful of each and every one of its members.

On this page

What we heard

The Summary Report of the Defence Team Conduct and Culture Consultation pprovides an overview of the main themes, and key comments and concerns raised by participants. The report captures and synthesizes what the CPCC senior leadership and contracted external expert heard in 280 engagements across all regions, force elements, occupations, ranks, key demographics and equity-seeking groups. This report, along with a wide range of other inputs, recommendations and research, will be used to develop a long-term approach to DND/CAF institutional culture change.

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Consultation details

The Defence Team Conduct and Culture Consultation offered members of DND/CAF a variety of options to share their experiences, ideas, and feedback on culture change with CPCC leadership while at the same time learning more about the National Defence’s renewed approach.

The Consultation had three components:

  1. Consultation sessions led by CPCC with DND/CAF members;
  2. Culture diagnostic sessions with DND/CAF members; and
  3. Integration and alignment workshops with DND/CAF L1s and Commands.

The Consultation included virtual and on-site sessions for DND/CAF members. Some sessions were led by CPCC leadership and others were led by contracted external experts who are assisting CPCC with efforts to assess and change its culture.

This comprehensive, multi-phased consultation process was designed to reach DND/CAF members of a broad range of occupations, ranks /positions, environments and backgrounds.

COMPONENTS OBJECTIVES SESSION FORMATS LOCATIONS AND PLANNED SESSIONS PARTICIPANTS
1) CONSULTATION SESSIONS LED BY CPCC
  • Listen to the members of the Defence Team and learn from them
  • Gather feedback on ongoing efforts and initiatives, recent reports and studies, aspects of previous initiatives, etc.
  • Share CPCC purpose, aspiration plan, priorities, progress
  • Town halls
  • Listening sessions
  • Virtual and in-person
  • 15 town halls to be held at locations across the country (East coast, Quebec, Central Canada, Western Canada, Ontario)
  • 2-3 Defence-wide online consultation sessions
  • 150 listening sessions across 18 locations; 4-8 sessions per location
  • Leadership Teams
  • Open to members of the Defence Team (DND/CAF)
  • Regular Force, Reserve Force, public service employees
  • Junior and senior personnel
2) CULTURE ASSESSMENT SESSIONS BY CONTRACTED EXPERTS
  • Assess the organization’s inclusive culture by listening to the lived experiences of members
  • Identify root causes of systemic issues
  • Gather feedback on ongoing efforts/ initiatives, CPCC priorities
  • Culture dialogues
  • conversational interview
  • Virtual
  • 50 culture dialogue sessions
  • 50 conversational interviews
  • MS Teams
  • Open to members of the Defence Team (DND/CAF)
  • Regular Force, Reserve Force, public service employees
  • Senior leadership
3) INTEGRATION AND ALIGNMENT SESSION
  • Share learning from Component One sessions and culture assessment
  • Align on priority areas for action
  • Mirror workshop
  • Virtual and in-person
  • More information to come
  • Leaders across the Defence Team

Session format descriptions

The consultation sessions were offered in various formats to provide a range of opportunities for Defence Team members to join the conduct and culture discussion.

1. Town halls
  • General meetings providing information about CPCC’s vision and mandate, and a space for two way discussions about challenges, priorities, progress, and initiatives
  • Led by CPCC Leadership
  • Open to all Defence Team members
  • In-person and virtual options
2. Listening sessions
  • Small two-way discussion groups exploring diversity and inclusion efforts, and perspectives on CPCC’s mandate, priorities, initiatives and progress
  • Led by CPCC leadership
  • Open to current Defence Team members (Regular Force, Primary Reservists, and Public Service employees)
  • Participants to be grouped according to rank structure to facilitate open discussion
  • In-person and virtual options
3. Culture dialogues
  • Small two-way conversation groups of six to eight people where members can share their experiences and help assess the organization’s culture
  • Participants to be grouped according to their demographic information they chose to disclosed to facilitate open discussion
  • 2-hour sessions
  • Led by non-military/non-government, contracted experts on diversity and inclusion
  • Held virtually via MS Teams
4. Conversational interviews
  • One-on-one or small group conversational interviews with leaders across the Defence Team as well as key internal partners and external stakeholders
  • 45-minute sessions
  • Led by non-military/non-government contracted experts on diversity and inclusion
  • Held virtually via MS Teams
5. Mirror Workshops
  • Two-way conversations to share Consultation findings with DND/CAF leaders
  • Workshops to create space for reflection and dialogue, to help build understanding of what change means for each leader
  • Led by contracted experts
  • In-person and virtual options

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Resources available for DND/CAF

DND/CAF cares about the well-being of all members of the Defence Team.  As we engage in these important discussions about conduct and culture, we know that there will be some uncomfortable conversations and, for some, the experience may be difficult for personal reasons. Please remember that you are not alone and there is a range of support services and resources available to Defence Team members. The following pages offer useful information and links you can use to seek help:

If at any time you are in distress, please contact your Employee Assistance Program or the Canadian Forces Member Assistance Program by calling 1-800-268-7708 or TTY 1-800-567-5803 (hearing impaired), or the nearest crisis / distress centre. If you or someone else is in immediate danger, call 9-1-1.

If you would like to learn more about the existing resources and mechanisms available to help you file a complaint or report an incident, visit the Workplace conflict, misconduct, and harassment resolution web page.

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Contact us

If you have comments, suggestions, ideas or enquiries related to the Defence Team Conduct and Culture Consultation and Engagement, please send us an email directly at CPCCEngagements-CCPCEngagements@forces.gc.ca.

We will treat your comments as confidential, and only CPCC is the recipient. If you ask for a reply, we will do our best to send you a prompt response.

We appreciate your feedback!

Our network

CPCC is looking at establishing a community of stakeholders and champions of culture change. CPCC is also exploring different ways to increase knowledge sharing and lessons learned, as well as expanding collaboration with diverse networks/communities. More information will be forthcoming.

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