Defence Team Anti-racism Framework
The Defence Team Anti‑racism Framework (the framework) is a structured approach that guides how the Department of National Defence (DND) and the Canadian Armed Forces (CAF) identify, address, and prevent systemic racism across policies, programs, and workplace culture. It provides a clear set of principles, roles, and expectations to help Defence Team members make consistent, equitable, and informed decisions.
On this page
About this framework
This framework establishes how the Defence Team will work toward racial equity: by defining what anti‑racism looks like in practice, outlining the pillars that support this work, and offering practical tools—such as the Anti-racism Lens to support day‑to‑day application.
Grounded in federal legislation and Government of Canada commitments—including the Canadian Human Rights Act, the Employment Equity Act, Canada’s Anti‑Racism Strategy, and the Clerk’s Call to Action — the framework ensures that anti‑racism efforts are coordinated, evidence‑based, and sustained over time.
As an evolving guide, the framework helps steer long-term systemic transformation.
Who this framework is for
This framework is designed for all members of the Defence Team, military and civilian. It is especially relevant for those involved in leadership, policymaking, program design, human resources, data governance, and equity work. Everyone, from senior leaders to unit-level supervisors to public service employees, has a role in applying this framework.
This framework is intended for:
- Individuals who are seeking to build self‑awareness about their own assumptions and biases
- Teams that wish to foster learning, dialogue, and inclusive practices
- Leaders responsible for shaping policies, programs, and decisions
How to use this framework
This section outlines how different members of the Defence Team can apply the framework in their day‑to‑day work. While responsibilities vary by role, everyone contributes to building a more equitable and inclusive organization.
- Senior leaders and executives: Use the framework to set performance goals, model inclusive leadership, and embed anti-racism in strategic priorities.
- Managers and supervisors: Apply the Anti-racism Lens in daily decision-making, team building, and policy implementation.
- Human resource and policy professionals: Conduct policy reviews and program audits to identify and dismantle systemic barriers.
- Advisory groups and networks: Use the framework to inform advocacy, education, and partnership with leadership.
- All Defence Team members: Engage in self-reflection, learning, and dialogue to foster inclusive behaviours and workplace culture.
This framework should be applied iteratively, with regular feedback and a willingness to adapt. Equity is not a destination but an ongoing commitment to improve how we serve, lead, and support each other.
Guiding principles
The framework’s guiding principles are based on, and reflect, the guiding principles outlined in Changing Systems, Transforming Lives: Canada’s Anti-Racism Strategy 2024-2028. They translate the Strategy’s intent into practical expectations and help make anti‑racism efforts consistent, respectful, and grounded in evidence and lived experience. These principles define the mindsets and behaviours that guide how Defence Team members should apply the framework in their daily work.
- Recognition: Actively acknowledge past and present harm experienced by racialized members of the Defence Team and recognize the contributions, strengths, and historic achievements of racialized groups. Understanding lived realities helps shape decisions that are informed, empathic, compassionate, and aligned with fairness.
- Understanding: Build evidence-based and data-driven knowledge about systemic racism, institutional bias, and their impacts. Informed decisions and policies require awareness of how racism operates within systems and structures.
- Building capacity: Equip leaders and teams with the skills, tools, and confidence needed to challenge discrimination and promote equity. Moving from awareness to action in an agile manner requires sustained support, training, and practical tools. This principle by giving you resources to identify and address barriers effectively.
- Strengthening voices: Elevate lived experiences to drive institutional change by creating conditions where people, especially those from racialized groups, can safely share their insights and are active collaborators. Their perspectives help you make better decisions and design solutions that reflect real needs. Decisions informed by diverse perspectives are more equitable, effective, and grounded in reality.
- Intersectionality: Recognize that people may experience racism differently depending on other aspects of their identity, such as age, gender, language, disability, sexual orientation, religion, and so on. Keeping in mind that people’s lives are shaped by intersecting identities prevents decisions from unintentionally reinforcing other forms of inequity or oppressions.
Pillars and objectives
These pillars represent the core components of the framework. They describe the key areas where change needs to occur at a structural and organizational level. Each pillar includes objectives that outline what the Defence Team aims to achieve.
Pillar 1: Policy and compliance
Policies, programs, processes and decision-making practices must not create or reinforce systemic racism. This includes examining how rules, systems, and outcomes impact Indigenous, Black, Asian, and other racialized Defence Team members.
Objectives:
- Identify and mitigate systemic racism in policies and programs.
- Review new and existing policies using the Anti-racism Lens tool.
- Promote inclusive and equitable communications and practices.
Examples of activities:
- Promote racial equity, diversity, and inclusion in messaging and communications.
- Conduct a systems review of internal policies and programs using a tool like the Anti-racism Lens.
- Strengthen fairness through regular consultation, feedback, and continuous improvement cycles with various groups.
Pillar 2: Leadership and accountability
Leaders at all levels play a critical role in dismantling systemic barriers and modelling anti-racist behaviours. This pillar emphasizes shared responsibility, transparent decision-making, and sustained commitment to racial equity.
Objectives:
- Engage leaders at all levels to model anti-racist behaviours.
- Integrate racial equity goals into executive performance agreements.
- Actively support racialized and marginalized groups.
Examples of activities:
- Integrate intercultural competency and racial equity objectives into senior executives’ Performance Management Agreements.
- Promote leadership accountability and model culturally responsive anti-racist practices.
- Act as allies who actively support racialized groups and work to remove systemic barriers.
Pillar 3: Capacity building
Increase awareness, understanding, and organizational capability to address racial equity issues through targeted activities.
Objectives:
- Provide meaningful learning opportunities and anti-racism resources.
- Leverage Defence Advisory Groups and networks as partners in equity work.
- Enhance equitable access to development and advancement opportunities.
Examples of activities:
- Offer anti-racism learning and development opportunities for all Defence Team members.
- Collaborate with Defence Advisory Groups, networks, and stakeholders to share expertise and so that diverse, overlapping identities and experiences are meaningfully considered in the work.
- Strengthen accessibility of development programs and official languages training for Indigenous, Black, Asian, and other racialized personnel.
Pillar 4: Data and performance management
Collect, and use race-based data ethically to monitor progress, evaluate performance, and inform decision-making. Evidence-based insights help identify inequities and guide continuous improvement.
Objectives:
- Collect and analyze race-based data to inform decisions.
- Track progress on recruitment, retention, and representation.
- Evaluate effectiveness of anti-racism initiatives.
Examples of activities:
- Collect and analyze disaggregated race-based data to identify root causes of inequality and inform improvement strategies.
- Monitor Human Resources strategies aimed at increasing representation through targeted recruitment, retention, and talent management.
- Regularly review and evaluate the implementation of anti-racism initiatives across the Defence Team.
Implementation and monitoring
The framework is designed to be applied iteratively and to evolve as our collective knowledge and approaches grow. Implementation requires ongoing learning, reflection, and adaptation as work evolves across the Defence Team.
Applying the framework
The framework is meant to be used over time, with everyone learning, reflecting, and adjusting their approach as the work evolves across the Defence Team. It requires each person to take responsibility for recognizing what needs to change and adapting how they work so progress can continue.
The following actions help put this process into practice to support asteady progress:
- Set measurable targets aligned with organizational priorities and equity outcomes.
- Integrate feedback loops to identify what’s working and where adjustments are needed (for example, regular team check‑ins, consultations with Defence Advisory Groups, and after‑action reviews).
- Track progress and adapt regularly and adapt approaches based on evidence and lived experience.
Governance and oversight
Oversight of the framework’s implementation will be led by Defence Team leadership, in collaboration with relevant functional authorities, and subject matter experts.
Regular reporting cycles will assess progress, identify gaps, and inform course corrections through existing institutional performance reviews and feedback mechanisms.
Monitoring progress
Progress will be monitored through ongoing evaluation of policies, programs, and organizational outcomes already in place. This includes reviewing representation data, workplace experiences, decision‑making impacts, and the effectiveness of anti‑racism initiatives.
Data ethics and standards
Aligned with Government of Canada standards, all race-based data used to assess progress under this framework will follow established data ethics principles, including informed consent, privacy protection, respectful use and the active engagement of impacted communities.
Resources
This section provides tools and reference materials that support the application of the framework.
Anti-racism Lens
The Anti-racism Lens (the Lens) is a practical assessment tool that supports the application of this framework. It helps Defence Team members identify potential racial impacts of decisions, policies, programs, and practices, and supports more equitable, informed, and inclusive outcomes.
The Lens is meant to reinforce other tools, like Gender Based Analysis Plus (GBA Plus). While GBA Plus is the decision-making structure, the Lens adds a race-explicit intersectional focus that pinpoints how racism and power can operate within policies, program, communications, and operation.
The Anti-racism Lens is available in the Anti-racism Toolkit.
Anti-racism Lexicon
To support a shared understanding of the concepts used throughout this framework, the Defence Team has developed a comprehensive Anti-racism Lexicon. It provides clear definitions of common terms and concepts related to anti‑racism, equity, diversity, and inclusion.
Consult the full lexicon for definitions of key concepts such as systemic racism, racial equity, intersectionality, bias, privilege, and systemic barriers.
Anti-racism tools, guides, and learning hub
This page provides a collection of tools, guides, training materials, and resources designed to help Defence Team members identify, understand, and challenge racism and racial discrimination.
These resources can be found on the Anti-racism tools and resources page.
Looking ahead
The Defence Team Anti-racism Framework is a living guide, designed to foster long-term systemic change. As policies, operations, and workplace realities change, the framework will be reviewed and adapted to make certain it remains relevant, effective, and aligned with Government of Canada commitments.
Advancing racial equity is long-term work that requires continuous learning, iteration, and accountability. Every Defence Team member has a role to play in applying the principles and pillars of this framework and in contributing to a culture where systemic barriers are acknowledged and addressed.
Through shared leadership, active listening, and deliberate action, we can build a Defence Team where all members feel respected, valued, and supported — and where equitable outcomes are possible for everyone.
Let’s build a Defence Team where everyone thrives.