DEPARTMENT OF NATIONAL DEFENCE AND THE CANADIAN ARMED FORCES - CANADA'S NATIONAL ACTION PLAN ON WOMEN, PEACE AND SECURITY 2017-2022
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CANADA’S NATIONAL ACTION PLAN ON WOMEN, PEACE AND SECURITY 2017-2022 DEPARTMENT OF NATIONAL DEFENCE AND THE CANADIAN ARMED FORCES Progress report for fiscal year 2017/18
DEPARTMENT OF NATIONAL DEFENCE
AND THE CANADIAN ARMED FORCES
DEPARTMENT OF NATIONAL DEFENCE/CANADIAN ARMED FORCES AND
WOMEN, PEACE AND SECURITY
The Department of National Defence and the Canadian Armed Forces (DND/CAF) recognize that armed
conflict, natural disasters, and humanitarian crises affect women, men, girls and boys differently. As
noted in Canada’s new defence policy, Strong, Secure, Engaged, women’s participation is vital to
achieving and sustaining peace, and has a tangible impact on the operational effectiveness of our forces.
Women broaden the range of skills and capacities among all categories of personnel, improve the
delivery of peace and security tasks, enhance situational awareness and early-warning by facilitating
outreach to women in communities, and improve a military force’s accessibility, credibility and
effectiveness in working among local populations.
As such, DND/CAF are committed to being a strong partner with Global Affairs Canada in putting women
and girls at the centre of Government of Canada efforts to prevent and resolve conflict. Integrating
United Nations Security Council Resolution (UNSCR) 1325 and embedding gender perspectives into our
policies, training/education and operations are moral and operational imperatives that will contribute to
a culture of respect internally and increase DND/CAF effectiveness as it delivers on its mandate.
DND/CAF support for Canada’s renewed Action Plan builds on a number of recent, new directives and
initiatives – as set out in Strong, Secure, Engaged – aimed at integrating gender perspectives into our
internal policies and into our operations abroad, notably as it relates to recruitment, diversity,
responding to inappropriate behaviour, and training/education. DND/CAF will use targets and indicators
to track our progress as we implement our strategies to achieve the above goals.
Over the course of the renewed Action Plan 2017-2022, DND/CAF will focus on implementing and
tracking these initiatives, with a view to delivering results – for example to further integrate Gender-
based Analysis Plus (GBA+) within DND, meet recruitment targets, and increase the number of
uniformed women deployed to international operations. DND/CAF, as a committed partner, has
identified a number of priority activities to support the ongoing implementation of the Action Plan,
consistent with Canada’s new defence policy. These activities are organized around the following
themes:
Governance;
Training and Education;
Accountability;
Recruitment and Retention; and
Integration into Operations.
Each of these themes have specific targets that will be measured and reported on an annual basis, and if
required, may be re-examined in line with the departmental and Government of Canada priorities. The
detailed list of DND/CAF targets for the Action Plan 2017-2022 – including baselines, activities and
indicators to measure progress – is provided below.
The departmental report below covers the period of April 1, 2017 to March 31, 2018. For every target, it
provides a high-level snapshot of the progress achieved to date, outlines completed activities, and
analyzes results and progress.
1DEPARTMENT OF NATIONAL DEFENCE AND CANADIAN ARMED FORCES
1. GOVERNANCE
Context: DND/CAF will establish and update departmental directives, policies and guidelines to ensure gender
perspectives are embedded in all processes, policies procedures and associated documentation.
Mainstream gender equality throughout policies and programming – taking into account the different
needs of women, men, girls, and boys.
Advance the Diversity Strategy to be more reflective of the composition of Canadian society, and to
contribute to the enhancement of defence and security missions at home and abroad.
Continue to build on the work done by Operation HONOUR (CAF Strategic Response Team on Sexual
Misconduct) to establish the CAF as an employer of choice for both men and women.
Domestically, work to implement Status of Women’s (SWC) Strategy to Prevent and Address Gender-Based
Violence (GBV Strategy) that Budget 2017 allocated a total of four million dollars over five years to increase
funding for Family Crisis Teams within the Defence Team.
PRIORITIES
Continue to Target 1.1: Further integration of GBA+ within National Defence.
implement the tenets
of UNSCR 1325 and Progress achieved as of March 31: ON TRACK/Internal efficiency & capacity
related resolutions GBA+ implementation plans have been established for 6 CAF
and implement all organizations/units.
aspects of the A gender perspective/GBA+ paragraph and/or gender annex has been
Departmental included in all Canadian Joint Operations Command directives and major
Diversity Strategy. Operation Orders.
1 gender focal point has been established on all major operations.
Baseline: The Chief of the Defence Staff Directive for Integrating UNSCR 1325 and
Related Resolutions into CAF Planning and Operations.
Activity:
1.1.1 Integrate WPS agenda along with gender perspectives into Memoranda to
Cabinet Treasury Board and associated Cabinet submissions, policy documents,
appropriation directions, procurement requirements, project proposals,
strategies, Operational Plans, Operational Orders, exercises and related peace
and security activities.
1.1.2 Publish a GBA+ Directive to provide guidance to the Assistant Deputy Ministers
(ADMs).
1.1.3 Establish and hire a DND GBA + Director.
Indicator:
1.1.1 Number of ADMs that have established gender advisors for CAF.
1.1.2 Number of ADMs that have established a GBA+ advisor or gender focal points.
1.1.3 Number of operations and/or exercises that have a gender focal point.
1.1.4 Number of ADMs that have established and implemented a GBA+ Action Plan.
1.1.5 Number of operational orders that have a gender annex or gender inputs.
2Completed Activities:
Integrated GBA+ into all Memoranda to Cabinet, Treasury Board and
associated submissions to the Cabinet of Canada, policy documents,
appropriation directions, procurement requirements, project proposals,
strategies, operational plans, operational orders, exercises and related
peace and security activities.
The Departmental Project Approval Directive and associated Project
Approval Course are in the process of being revised to ensure that GBA+ is
integrated into the process.
DND has also established and hired a Director-Gender, Diversity and
Inclusion that is focused on ensuring gender and GBA+ are integrated within
the DND organizations.
The DND and CAF directors, along within the Defence champions, have
formally established the GBA+ Joint Responsibility Centre (JRC) for the
Defence team, in line with recognized best practices published by Status of
Women Canada (SWC), which was formally approved in March 2018 by the
Deputy Minister and the Chief of the Defence Staff.
The JRC was mandated to ensure a joined up, strategic DND/CAF approach
to integrating gender and diversity perspectives into all of our business lines
by serving as a centre of expertise, providing expert support, integrated
systems alignment, training, oversight and engagement.
Results and Progress: The Defence organization is working to make Canada famous
for the values of diversity, inclusion and respect. This is how we capture more
innovation, ideas, perspectives and ways of looking at complex problems. We are
here to foster a culture of service before self that can benefit from evolution so that
our organization can draw on the “whole self” of every person.
Since the publication of the Chief of the Defence Staff Implementation Directive on
UNSCR 1325 in 2016, a gender advisor has been established at the strategic level
and at the operational commands; the Canadian Joint Operational Command and
Special Operational Forces Command gender advisors/gender focal points have also
been established within some of the environmental commands including the
Canadian Army, Canadian Forces Intelligence Command and Military Personnel
Command. Work is underway to establish gender support capability at the other
commands. All unit headquarters have at least one trained gender focal point and
both DND and CAF are focused on expanding the number of trained gender focal
points available within all units, who will also be available for deployment.
Additionally, there has been at least one gender focal point on all major operations,
with the exception of Task Force Latvia where a gender advisor has been assigned
since August 2017.
GBA+ implementation plans have been established for the following CAF
organizations/units: Canadian Joint Operational Command, Special Operational
Forces Command, Canadian Army, Military Personnel Command, Vice Chief of the
Defence Staff, and Canadian Forces Intelligence Command.
Depending on the nature of the document either a gender-perspective/GBA+
paragraph and/or gender annex has been included in all Canadian Joint Operational
Command Commander Directives and major Operation Orders.
3Completion of the SWC GBA+ online course has been mandated for designated CAF
personnel who work on the design and implementation of programs and services
that support our personnel with equipment procurement and operational planning.
CAF has developed a plan to implement GBA+ throughout the department with a
target date for a directive by October 2018.
The Deputy Minister of National Defence published a GBA+ directive this year,
complementary to the 2016 Chief of the Defence Staff Directive on UNSCR 1325, for
the department. As a result, ADMs are expected to identify a GBA+ focal point
reporting to the senior levels by May 31, 2018, and to establish a network of Focal
Points at the Director-General level. This, in turn, will allow us to:
• provide training and support to the GBA+ focal points and gender advisors
embedded throughout the organization;
• support and coach senior leadership in their decision-making for GBA+;
• engage with external stakeholders who can work with us on incorporating
best practices; and
• integrate the GBA+ analytical lens at all levels and in all decision-making
processes.
The broad implementation of GBA+ within defence has also significantly supported
the CAF Diversity Strategy as well as the DND Civilian Employment Equity Plan.
Target 1.2: Effective support for and implementation of the CAF Diversity Strategy and
Action Plan.
Progress achieved as of March 31, 2018: MOSTLY ON TRACK/Internal efficiency &
capacity
A CAF Diversity Strategy and associated Action Plan have been published and
are currently being implemented, monitored, reviewed and reported on
annually.
The 2016-2017 Employment Equity Report was recently published that
highlights the work on diversity within the CAF/DND.
Baseline: CAF Diversity Strategy and the Chief of the Defence Staff approved Action
Plan as per January 2017.
Activity:
1.2.1 Establish a framework for the development and attainment of diversity within
the CAF through better understanding of the concept of diversity and the
development of tools to support it.
1.2.2 Allocate, with the support and commitment of leadership, appropriate resources
and capabilities to effectively implement the CAF Diversity Strategy Action Plan.
1.2.3 Monitor the CAF diversity climate.
Indicator:
Number of Diversity Strategy Action Plan tasks completed.
Employment Systems Review/Diversity Climate Survey results.
Completed Activities:
4 The CAF Diversity Strategy and the associated Action Plan have been
published and are currently being implemented.
Four specific Defence Advisory Groups (Women; Persons with Disabilities;
Visible Minorities; and Aboriginal people) at the national and local levels
continue to operate effectively and provide unfettered advice and insight to
DND and CAF leadership on issues relevant to their respective designated
groups on the implementation of the Diversity Strategy.
Senior leaders at the General Officer level have been nominated to fill the
role of Defence Employment Equity Champions and have actively engaged
the membership to encourage diversity and fully support Employment
Equity programs.
The DND Employment Equity Plan has enabled Employment Equity
representation to strengthen the representation of Women, Persons with
Disabilities and Aboriginal people.
Senior Defence Team Leaders at the General Officer/Flag Officer and
Executive level have been nominated to fill the roles of champions for
Gender and Diversity for Operations, which includes a champion for WPS.
Results and Progress: DND and CAF have identified that diversity in the work place
is an important enabler. Differences in ethnicity, language, gender, age, culture,
national origin, disability, sexual orientation and religion, can improve the Defence
team’s ability to make common or complex decisions on operations and in
institutional settings.
The CAF Diversity Plan outlines four broad goals: Understand Diversity Culture,
Inculcate a Culture of Diversity, Modernize Policies to Support Diversity and
Generate a CAF that Reflects Canada’s Diversity. Each of these overarching goals
includes a number of sub-goals and associated actions/targets, with selected actions
completed on an annual basis and others enduring over a number of years. Each
year the CAF submits a report on progress through the Armed Forces Council and
full transparency is maintained with the Canadian Public. The Defence team is
focused on promoting diversity and inclusion as core institutional values and has
appointed a team of Champions for Gender and Diversity for Operations to lead
change, support a culture of inclusion and advance the CAF Diversity Strategy.
Support international Target 1.3: DND and CAF continue to engage with like-minded foreign defence and
cooperation on WPS security organizations on implementing the tenets of Women, Peace and Security
(WPS) agenda.
Progress achieved as of March 31, 2018: ON TRACK/ OBJ 5
CAF hosted the inaugural Five Eyes Plus Gender Conference in May, 2017 in
Ottawa.
30 nations pledged to be members of the WPS Chiefs of the Defence Staff
Network, which was recently established by Canada, the UK and
Bangladesh.
Strategic Joint Staff gender advisor provided the United Nations (UN) with
Canada’s perspective on gender in the military.
Canada, as Deputy Chair of the North Atlantic Treaty Organization (NATO)
Committee on Gender Perspectives, has led the way on a number of
gender-based recommendations to be submitted annually to the NATO
Military Committee.
5Baseline: DND and CAF have engaged with partner nations through several bilateral
and multilateral meetings, which have committed to increasing their engagement in
promoting the WPS agenda.
Activity:
1.3.1 Support the participation and leadership of women in delivering peace and
security efforts.
1.3.2 Continue to support the engagement of senior DND and CAF champions and key
staff in leading and promoting WPS in international forums (UN, NATO, Five Eyes
etc.).
1.3.3 Share knowledge and expertise on gender equality and gender norms with
Canadian Defence and Military experts and stakeholders.
Indicator:
1.3.1 Participate in and/or conduct gender conferences within a community of
practice.
1.3.2 Appoint a number of senior/key leaders resources to speak at international
forums on gender practices within National Defence.
1.3.3 Encourage the inclusion of gender perspectives in National Defence contributions
to international forums, such as the NATO Committee on Gender Perspectives,
and UN committees and sub-committees and senior Defence-related meetings.
Completed Activities:
• Established with the UK and Bangladesh, the WPS Chiefs of the Defence
Staff Network during the UN Peacekeeping Defence Ministerial; 30 Nations
pledged to be members of this Network.
• Nominated a CAF General Officer to be the CAF Champion for WPS.
• Encouraged active participation of senior officers and DND key staff’s in
promoting WPS issues during international engagements and bilateral
engagements such as at the Advanced Security Cooperation course held at
the Daniel K. Inouye Asia-Pacific Center for Security Studies, through the
Minister of National Defence speech to the Aspen Institute in Rome, and
through general officer participation as part of the annual 2017 NATO
Committee on Gender Perspectives Conference, as well as by participating
as panelists and speakers at the US Naval War College; delivering briefs to
the Organization for Security and Co-operation in Europe (OSCE), Women in
Military and Security Conference; and engaging in military to military staff
talks.
Results and Progress: DND and CAF have taken every opportunity to participate in
gender-related discussions, conferences, and round tables by sending experts and
senior military and defence officials to speak on the importance of gender
mainstreaming within the Canadian military and its importance in deployed
operations. This is also an opportunity to learn from international organizations and
other countries how to best continue to integrate the topic of gender within the
defence community.
A Canadian military member is the Deputy Chair of the NATO Committee on Gender
Perspectives. Canada held the position for the past three years, which highlights the
importance that Canada’s military places on gender perspectives. The result is that
Canada had the opportunity to influence and lead the way on a number of gender-
6based recommendations to be submitted annually to the NATO Military Committee.
Topics included the importance of considering gender perspectives when identifying
how to counter violent extremism during maritime operations, as well as developing
guidelines regarding integration of gender perspectives in NATO and/or NATO-led
operations.
DND/CAF, in partnership with the UK and Bangladesh Ministries of Defence,
launched the WPS Chiefs of Defence Network. The newly established network will
allow senior military leaders to identify and challenge barriers to women’s full
participation in militaries. The network was launched during the UN Peacekeeping
Defence Ministerial in Vancouver. It currently has 30 participating countries and is
chaired by the UK in its inaugural year, with a commitment by the CAF Chief of the
Defence Staff to chair the second year of the network in 2019.
The Canadian Military Advisor and Deputy Military Advisors assigned to Canada’s
Permanent Mission to the UN have taken every opportunity to provide Canada’s
military perspective on gender, and continue to advocate for the importance of full
participation of women in peacekeeping and conflict resolution. This includes
espousing the importance of gender and gender-related topics as part of the annual
negotiations on the Report of the Special Committee on Peacekeeping Operations, a
Subcommittee of the UN Fourth Committee, as well as attending the Group of
Friends of WPS. Canada also collaborated with the UN Department of Peacekeeping
Operations gender advisor on WPS issues.
As a result of senior–level engagement, Canada is viewed as a leader in gender
mainstreaming, and has been repeatedly requested to discuss Canada’s approach to
gender mainstreaming in our military. Canada’s Strategic Joint Staff gender advisor
has provided the UN with Canada’s perspective on gender mainstreaming. The CAF
has posted a Training Development Officer to the Nordic Centre for Gender in
Military Operations in Sweden to impart some of Canada’s current training and
development methods, as well as to learn and apply best practices and lessons
learned of how other NATO and partner nations have mainstreamed gender. This
partnership has been mutually rewarding for Canada and Sweden.
CAF hosted the inaugural Five Eyes Plus Gender Conference in May 2017 in Ottawa,
which was opened by the Minister of National Defence who spoke about the
importance of continued gender integration within the department. With ten
countries in attendance, namely Canada, the USA, Australia, New Zealand, Finland,
Sweden, the Netherlands, the UK, Germany and Spain, as well as representatives
from NATO and the UN, the conference sought to share best practices and lessons
learned regarding gender mainstreaming in operations. CAF has since collaborated
with New Zealand and has provided information on how the CAF is structured to
enable gender mainstreaming.
In conclusion, by reaching out to international organizations, as well as foreign
defence ministries and militaries, DND and CAF members are on a continuous
learning path and have taken advantage of opportunities to support the principles
of the WPS agenda within the defence community.
72. TRAINING AND EDUCATION
Context: National Defence continues with the objective of integrating gender perspectives and GBA+ as part of
the curriculum for all relevant leadership, planning and procurement courses provided to military and civilian
staff. Training provided to foreign military staff through the Military Training and Cooperation Program also has
a curriculum focused on gender perspectives and the importance of conducting GBA+, and includes awareness
and training on sexual exploitation and abuse (SEA).
PRIORITIES
Direct mandatory Target 2.1: Mandatory completion of the online GBA+ introduction course for all
completion of the National Defence military and civilian staff.
SWC GBA+
Introduction Course Progress achieved as of March 31, 2018: MOSTLY ON TRACK/Internal efficiency &
within DND. capacity
• 29, 015 of CAF and 50, 573 DND staff completed the GBA+ online course,
which was tracked using the Human Resource Management System.
• 100% of Defence team Memoranda to Cabinet and Treasury Board
submissions have undergone GBA+.
• The Project Approval Directive has been reviewed and the renewed GBA+
requirements are being added to ensure that all projects undergo GBA+.
Baseline:
Currently mandatory for all designated CAF members.
Activity:
2.1.1 Continue monitoring the completion rate of GBA+.
2.1.2 Through a Training Needs Assessment, identify if a DND focused GBA + advanced
course for both the Operational and Strategic/Institutional level is warranted.
2.1.3 Promote the importance of GBA+ analysis and support special GBA+ information
sessions such as GBA+ week activities.
2.1.4 Actively support ADMs by providing GBA+ information briefs and presentations
by gender advisors and gender focal points.
Indicator:
2.1.1 Number of CAF staff who have completed the GBA+ online course based on
Human Resource Management System data.
2.1.2 Number of DND staff who have completed the GBA+ online course based on
Human Resource Management System data.
2.1.3 Increase in the quality of GBA+ of Memoranda to Cabinet, Treasury Board
submission and Request for Proposal that are submitted within the Department.
2.1.4 GBA+ requirement are integrated into the Project Approval Directive.
Completed Activities:
• Conducted the ongoing tracking of CAF and DND personnel who have
successfully completed the GBA+ online course.
• Continued its support and advocacy during the year with special emphasis
during GBA+ week on the importance of completing the GBA+ online
course.
• Established an information booth during Defence Ethics Week to highlight
what GBA+ is and how it can add to work effectiveness and foster diversity.
8 Continue to provide basic and detailed information to senior staff and
departmental staff on how to effectively apply GBA+ at all levels within the
department.
Results and Progress: Canada’s defence policy Strong, Secure, Engaged has directed
that the department integrate GBA+ within all defence activities across the CAF and
DND, from the design and implementation of programs and services that support
our personnel to equipment procurement and operational planning. CAF personnel
continue to be required to complete the GBA+ online course. DND staff are now also
mandated to complete the course, focused first on staff who are in key positions
responsible for initiating and reviewing policy doctrine and procurement programs.
The completion of the GBA+ online course is tracked using the departmental Human
Resource Management System and inputs from the SWC database. At last report
DND/CAF have registered 79,588 successful completions of the course.
In addition, 100% of Defence team’s Memoranda to Cabinet and Treasury Board
submissions have undergone a GBA+ process. As a result, all new policies and
programs will continue to respond to the needs of women and men, as well as their
intersecting identities.
The Project Approval Directive is a keystone directive within DND on the general
process for identifying, developing and implementing investment projects within the
policy framework issued by Treasury Board. The framework seeks to ensure that
GBA+ requirements are being added to the documentation requirements at key
project phases to ensure that appropriate analysis is completed where and when
required.
With the establishment of the Director Gender, Diversity and Inclusion, DND will
coordinate training sessions, with the DND ADM leadership including senior staff
who sit on the Defence Coordination Board and the Project Management Boards
and associated staffs, to provide guidance, education, training and mentoring on
how to best apply and prepare employees on understanding and applying GBA+
within the workplace.
Assess current and Target 2.2: Assess current gender and GBA+ training and scope any additional training
future gender required.
perspectives and
GBA+ training and Progress achieved as of March 31, 2018: MOSTLY ON TRACK/Internal efficiency &
education capacity
approaches • 11 military courses currently have embedded GBA+ curriculums.
• 6 Gender, Peace and Security-Sponsored Workshops were conducted by
Canada’s Military Training and Cooperation Program in various countries.
• CAF/DND have sent members, as well as briefers, senior leaders and
facilitators to the Nordic Center for Gender in Military Operations to attend
and participate in the gender advisor course, as well as the Commanding
Officers Seminar on Gender, the gender Train the trainer course and the Key
Leader Seminar on Gender. As of March 31, 2018, 41 members, as well as
briefers, senior leader and facilitators, attended a gender-focused course at
the Nordic Center for Gender in Military Operations which included:
o 16 Defence team members completed the Gender Advisor course;
o 12 completed the Commanding Officers seminar on gender;
9o 7 completed the Train the Trainer gender course; and
o 6 participated in the Ley Leader seminar on gender.
Baseline: Gender perspectives training currently incorporated into 11 CAF courses,
including pre-deployment training provided by the Army Peace Support Training
Centre in Kingston, as well as courses provided by the Military Training and
Cooperation Program.
Activity:
2.2.1 Continuous review of all CAF leadership and pre-deployment training to ensure
updated material on gender perspectives and GBA+ is included.
2.2.2 Review of all relevant DND courses (procurement, human resources, diversity,
and leadership) to ensure updated material on gender perspectives and GBA+ is
included.
2.2.3 Assess the need for periodic refresher training on GBA+.
2.2.4 Where possible post CAF members to foreign peace support centers to enhance
Defence Department knowledge of gender, and promote Canadian perspectives.
2.2.5 Provide continuous education of gender based issues including education and
awareness of the Strategy and Plan of Action to Address SEA, as well as sexual
and gender-based violence (SGBV) reporting mechanisms, to all staff expected to
deploy on operations.
Indicator:
2.2.1 Number of CAF and DND courses that have curriculums focused on gender.
2.2.2 Number of Military Training and Cooperation Program courses
provided/delivered that have curriculums focused on gender.
2.2.3 Number of CAF and DND staff who attended a gender course at the Nordic
Center for Gender in Military Operations.
Completed Activities:
• Professional military courses continue to undergo a review on a scheduled
basis and where required GBA + is made part of the curriculum.
• CAF and DND are members of the Status of Women Security Sector
Interdepartmental Committee that supports the review of the GBA+ on line
course and suggests changes and updates.
• Pre-deployment training has gender, GBA+, and related International
Humanitarian Law subject matter as part of the education and training
package, and also includes Code of Conduct training, which considers both
SEA and SGBV as specific topics.
• Canada’s Joint Response Center has employed a full time training and
education coordinator, who will be working to develop GBA+ courses that
are tailored to the complete range of defence lines of work, for both DND
and CAF, and based on training needs assessments.
• CAF has a member assigned to the International Peace Support Training
Center (Kenya), which has an established gender policy focused on Peace
Support Operations.
Results and Progress: GBA+ and gender perspectives continue to be part of the
professional military education requirements at all levels. As courses are
redesigned, updated and reviewed, gender-based topics are, where appropriate,
embedded within the courses. Although a number of current courses have GBA +
and gender-related information embedded in the course design, this will be an
10ongoing process due to the number of CAF/DND courses available.
The CAF, through the Canadian Defence Academy, has started the required Training
Needs Analysis plan that will review the current training opportunities and identify
gaps so that the CAF can investigate how best to mainstream gender perspective
training into CAF’s professional military education.
GBA+ curriculums are currently embedded in 11 of our military courses from initial
entry training to the most senior leadership courses provided by our leadership
schools and establishments. Further, the GBA+ online course is a pre-requisite for
attending the CAF primary, intermediate, advanced and senior leadership courses,
as well as the senior appointment program. Successful completion of the course has
also been added as an additional requirement within the CAF Junior Officer
Development program and the CAF Joint Command and Staff Program.
GBA+ and WPS NATO online training has been added to pre-deployment training
provided to military members who are selected for international deployments.
As part of the Military Training and Cooperation Training Program, DND has offered
the Gender, Peace and Security Workshop and Symposium to various countries in
the Americas, Africa, the Middle East, and Asia. Two gender, peace and security
sponsored workshops were conducted during the reporting period. The one in Peru
had 38 candidates from a broad range of Military Training and Cooperation Training
Program member countries in the Americas, and the one in Indonesia had 35
candidates from a broad range of member countries in Asia. Additionally, four
gender, peace and security symposiums were conducted for 1,959 officer cadets
from the Peruvian Army, Air Force and Navy academies.
In July, the CAF established and assigned a Military Training and Development
Officer to the capability development section of the Nordic Centre for Gender in
Military Operations as a sign of Canada’s strong commitment to the Centre, NATO
and advancing training capability on gender.
3. ACCOUNTABILITY
Context: National Defence is committed to the tenets of UNSCR 1325 and to ensuring that national defence
continues to lead in all aspects of gender equality, both within the institution at home and abroad. The CAF was
one of the first militaries to open all employment opportunities to women and will continue to champion WPS
and gender issues. The Defence team leadership will continue to work with other Government of Canada
departments and agencies, as well as with like-minded partners, to assert the rights of women, men, girls, and
boys in all forums. National Defence leadership is committed to ensuring that gender perspectives are woven
into our daily activities and will advocate for the advancement of the WPS agenda when we engage bilaterally
or in multi-national forums, including NATO and the UN.
PRIORITIES
Continue to enhance Target 3.1: Continue to enhance the role and membership of the CAF UNSCR 1325
the role of the CAF Implementation Working Group.
UNSCR 1325 Working
Group Progress achieved as of March 31, 2018: ON TRACK/Internal efficiency & capacity
• As directed in the Chief of the Defense Staff UNSCR 1325 Implementation
11Plan, the CAF UNSCR 1325 Implementation Working Group meets on a
quarterly basis with all CAF operational-level and environmental commands
(Royal Canadian Navy, Canadian Army and the Royal Canadian Air Force), as
well as assistant deputy minister organizations within DND.
Baseline: The CAF UNSCR 1325 Implementation Working Group established.
Activity:
3.1.1 Continue to meet quarterly to discuss, solicit input and make recommendations
on UNSCR 1325 implementation and related issues.
3.1.2 Provide input and track gender and GBA+ training.
Indicator:
3.1.1 Track recommendations made by CAF UNSCR 1325 Implementation Working
Group.
3.1.2 Track level of ADM involvement in CAF UNSCR 1325 Implementation Working
Group.
Completed Activities:
• The CAF UNSCR 1325 Implementation Working Group met on a quarterly
basis to discuss the progress and implementation of UNSCR 1325 and
related resolutions.
• Supported the establishment of the DND/CAF input into Canada’s National
Action Plan on WPS 2017-2022.
• Through the input of the CAF UNSCR 1325 Implementation Working Group,
the tracking of GBA+ is ongoing.
Results and Progress: The CAF UNSCR 1325 Implementation Working Group tracks
progress of the implementation of the Chief of the Defense Staff Directive on UNSCR
1325, the 2018 Deputy Minister’s Policy Statement in January 2018, and the
DND/CAF implementation of the Action Plan. Additionally, the Implementation
Working Group coordinates GBA+ work and integration of gender perspectives
throughout defence activities.
The Deputy Minister Target 3.2: The Deputy Minister of DND publishes a GBA+ directive by winter 2017.
establishes a GBA +
directive Progress achieved as of March 31, 2018: ON TRACK/Internal efficiency & capacity
• The Deputy Minister Directive on Diversity and Inclusion (focused on GBA+
methodology) has been published.
Baseline: Directive currently in draft.
Activity:
3.2.1 Deputy Minister directive is published and ADM are directed to establish GBA +
Advisors.
Indicators:
3.2.1 ADM Action plans published.
3.2.2 Number of ADMs that have a GBA+ Advisor.
3.2.3 Deputy Minister GBA+ Director position established.
3.2.4 Deputy Minister GBA+ Director for DND is hired.
12Completed Activities:
• The Deputy Minister Directive on Inclusion and Diversity is published.
• All ADMs have been briefed on the DND GBA+ and Diversity and Inclusion
Policy.
• ADMs are committed to establishing GBA+ Advisors.
• As directed in Canada’s defence policy Strong, Secure, Engaged, all
programs, policies, procurement actions are now subject to GBA+.
Results and Progress: The Deputy Minister Directive on Diversity and Inclusion
(focused on GBA+ methodology) has been published and is already close to being
80% implemented.
Continued Target 3.3: Ensure continued departmental representation at the SWC-led
participation in the Interdepartmental Committee on GBA+.
Interdepartmental
Committee on GBA+ Progress achieved as of March 31, 2018: TARGET ACHIEVED OR
SURPASSED/Internal efficiency & capacity
• The CAF Director of Gender Integration and the DND Director of Gender,
Diversity and Inclusion continue to be actively engaged as part of the
Security Sector meetings of the Interdepartmental Committee.
• DND/CAF provided input for the 2017 GBA+ survey.
Baseline: Current DND and CAF representation on the Interdepartmental Committee
on GBA+.
Activity:
3.3.1 Ensure appropriate representation on the Interdepartmental Committee on
GBA+.
3.3.2 Participate fully in all Interdepartmental Committee on GBA+initiatives and any
possible sub committees.
3.3.3 Provide input to the Interdepartmental Committee on GBA+ and SWC on tools
and products provided on the GBA+ web site.
Indicator:
3.3.1 Annual GBA + survey completed as scheduled.
Completed Activities:
• DND/CAF co-chair, with SWC, and attend all Interdepartmental Committee
Security Sector meetings.
• DND/CAF provided extensive input to Interdepartmental Committee on
training required for the security sector.
• Input on the relevance and utility of GBA+ tools for defence tasks.
Results and Progress: DND/CAF representation on the Interdepartmental
Committee on GBA+ is a high priority and contributes to the ongoing dialogue on
how best to focus on the issues that impact the sector, as well as the best practices
in GBA+ within the security sector. Both DND and CAF provided input to the
requirement for GBA+ community tools, checklists and training videos. Further,
DND is co-chairing this committee with SWC.
DND/CAF input to the 2017 GBA+ Survey was completed and the results were
reviewed by DND/CAF GBA+ champion, as well as by senior DND and CAF officials in
13order to gauge the status of GBA+ within DND/CAF.
4. RECRUITMENT AND RETENTION
Context: Further to the Chief of the Defence Staff Directive on Recruitment, the CAF will continue to seek to
increase the number of women within the CAF, and in turn the number of women available to be promoted to
senior positions or for deployment. Recruiting processes including advertising, wait process times, job
availability, application procedures, testing, medical and fitness standards are all aspects that affect the
decision process of a potential new recruit. In addition, aspects such as family balance, job enjoyment, selection
for professional development, velocity of promotion and a safe and harassment free work environment are all
factors that contribute to making the CAF an Employer of Choice.
PRIORITIES
Increase the Target 4.1: Increase the percentage of women in the Canadian military by 1% per year
recruitment of to achieve a desired goal of 25% by the end of FY 2026.
women to the CAF
Progress achieved as of March 31, 2018: TOO EARLY TO REPORT/ OBJ 5
The percentage of women in the CAF (Regular Force) at the end of the
reporting cycle was 14.9 % of which comprised 18.3% officers and 13.8 %
were non-commissioned members. Results for the Primary Reserve are
comparable, with women making up 16.3 % of the Primary Reserve with
16.4% being officers and 16.3 % non-commissioned members. The
percentage of women officers and non-commissioned members within the
Combat Arms occupations (non-traditional occupations)1 for the Canadian
Army was 2.7 % for the Regular Force and 6.2% for the Primary Reserve.
Baseline: The percentage of women in the Canadian military is 14.9 % (based on CAF
Employment Equity Report for fiscal year 2015-2016).
Activity:
4.1.1 Identify the barriers that will affect the application process, including wait times
for, testing, medical examinations, offers of employment, and enrollment to
support the recruitment of women who select a career in the military.
4.1.2 Enhance the recruiting campaign and advertising to target women to join the
military with emphasis on both common and unique employment opportunities.
4.1.3 Increase the availability of women champions as well as a cross section of serving
women to attend and participate in events that promote women in the military
and their achievements within all trades, with emphasis on non-traditional jobs
such as the infantry, artillery and related combat arms employment.
4.1.4 Establish a Strategic Intake Plan for women by year to include women-centric
recruiting programs.
4.1.5 Focus on high schools to encourage women to consider a career in the military
by establishing a targeted campaign.
1
Non-traditional occupations are those in which women comprise less than 25 percent of the workforce.
14Indicator:
4.1.1 Number of women who apply to the CAF.
4.1.2 Number of women who are offered employment.
4.1.3 Percentage of women who join for non-traditional employment.
4.1.4 Identify reasons (when possible) that the applicant disengaged from the
recruiting process.
Completed Activities:
• Established a CAF-wide Tiger Team to explore how to best attract and
increase the recruitment of women to the CAF.
• Established Operation Journey to review and identify areas that may limit or
negatively affect the retention of women in the CAF.
• Established the Women in Force program, and engagements with CAF
members who share their personal experiences have been instrumental in
showing Canadian women what life in the CAF might look like, increasing
the likelihood of them considering a military career. The focus of the
program is to raise awareness about life in the CAF, and to enable
participants to make an informed decision about a career in the military.
• Established and reviewed a plan to increase the number of champions who
can focus on retaining women in the CAF and enhancing their career
opportunities.
• The CAF Recruiting Group has increased the number of civilian file managers
in their respective recruiting detachments in order to decrease recruit
processing wait times.
• The recruiting system has focused attraction events for Employment Equity
groups and established priority processing, such as setting aside one day to
process women applicants at various times throughout the year.
• The Canadian Army has assumed responsibility for processing Primary
Reserve files, which has allowed the recruiting centers to focus on
Employment Equity applicants, including women.
• Launched the Dare to be Extraordinary advertising campaign specifically
focused on the balance of gender and culture exposing the potential
recruiting audience to the myriad opportunities for women in both
operational and support roles in the CAF.
• The Director General Military Personnel Research and Analysis has
developed a women-focused Strategic Intake Plan towards which Canadian
Forces Recruiting Group recruits.
• The Canadian Forces Recruiting Group continues to maintain a balanced and
focused communications campaign with high schools across Canada to focus
on recruiting young women.
Results and Progress: The number of women who apply to the CAF at the start of
the recruitment process cannot be determined as the CAF does not require
potential applicants to declare their gender on the application form. This
information is collected upon successful recruitment. The total number of regular
force employment offers made during the reporting period was 5,032, which
resulted in the recruitment of 860 women into the CAF. Out of the 860, 399
(46.35%) were selected to work in non-traditional occupations (Artillery, Infantry,
Naval Warfare and Air Combat Systems, Maritime, Aerospace and Combat
Engineers, etc.). The total number of Primary Reserve Force employment offers
made during the reporting period was 4,008, which resulted in the recruitment of
702 women into the CAF. Out of 720, 320 (45.6%) women were selected to work in
15non-traditional occupations.
During the application process, it is typical that a number of men and women opt to
disengage. Reasons for withdrawal vary, but most do so for personal reasons, such
as family concerns, offers of other employment, or to pursue additional educational
opportunities. A number of potential recruits also disengage over personal concerns
about fitness, medical issues and/or past drug usage. Some applicants are simply
unable to provide the required documentation for processing.
Increase the Target 4.2: Understand the major reason for the release of women from the CAF and
retention of women eliminate/mitigate any issues as they are identified.
in the CAF
Progress achieved as of March 31, 2018: ON TRACK/Internal efficiency & capacity
• The CAF, through the Director General Military Personnel Research and
Analysis, continues to study and examine potential differences in release
rates and attrition patterns between men and women. This is an ongoing
process. Departure exit surveys continue to be conducted and the data
obtained from surveys and attrition rates is subject to ongoing trend
analysis.
Baseline: N/A (annual release numbers).
Activity:
4.2.1 Departure/exit surveys/interviews are conducted.
4.2.2 Release data is tracked and reviewed.
4.2.3 Consult and exchange information with other militaries on trends and retention
strategies and programs.
Indicators:
4.2.1 Annual release data from the CAF.
4.2.1 Review exit surveys for trends and cluster issues.
Completed Activities:
• Departure exit surveys continue to be conducted.
• The CAF continues to actively engage with partners in other nations through
organizations such as the Technical Cooperation Program and NATO
Research Task Groups on topics including retention strategies and
programs. These international collaborations complement Director General
Military Personnel Research and Analysis’s extensive research program that
encompasses numerous topics regarding the employment of women in the
CAF. To name but a few: retention survey 2016 and 2019; a full program of
research addressing sexual misconduct and culture change in support of
Operation HONOUR; an ongoing exit survey; a study linking reasons for
joining and turnover intentions; and studies regarding applicant and
member perspectives on recruiting and employment in the CAF. Note also
that GBA+ considerations and impacts are reviewed at the Social Science
Research Review Board (an approval process for the conduct of research
with our personnel) and have been incorporated within a number of
projects completed by the Director General Military Personnel Research and
Analysis (e.g. Socialization, Leadership Dynamics, Royal Canadian Navy
16Culture, Professional Models, Customs and Traditions, and misconduct-
focused research).
Results and Progress: The Director General Military Personnel Research and
Analysis has been conducting research regarding the employment of women in the
CAF for decades, including ongoing examination of release rates to examine
potential differences in attrition patterns between men and women. The release of
men and women from the CAF, highlights two release types in particular: voluntary
release and release for medical reasons (other reasons for release include
misconduct as well as the routine release of those who have reached retirement age
or the end of their period of engagement with the CAF).
The patterns of release for men and women are quite similar, with men often having
a higher rate of attrition than women. Indeed, this has been the case since FY
2011/12. Only after 20 years of service is the rate significantly higher for women.
Women are also more likely to be released for medical reasons, a result that is being
examined in other research and by other militaries.
Increase the number Target 4.3: Increase the number and proportion of women at senior levels (Non
of women in senior Commissioned Members, Officers and executive-level) in DND and CAF.
level positions in
National Defence Progress achieved as of March 31, 2018: MOSTLY ON TRACK/Internal efficiency &
capacity
DND/CAF continue to promote women into senior positions:
• The CAF currently has 12 female General Officers, 939 (9%) women in senior
officer positions (Major, lieutenant colonel and Colonel) positions and over
3,500 (33.6%) of our senior Non Commissioned Officers are women.
12 female General Officers including one lieutenant general, two major
generals/rear admirals, and nine brigadier-general/commodores with four
in the Royal Canadian Navy, four in the Canadian Army and four in the Royal
Canadian Air Force.
129 senior women were deployed on operations, which equates to 9.1% of
all CAF expeditionary deployments.
4 female Chief Warrant Officer/Chief Petty Officers currently occupy senior
appointments.
20 (6.4%) female colonels.
38 (6.9%) female Chief Warrant Officers in the regular force.
168 (8.2%) female Master Warrant Officers in the regular force.
38 (4.8%) female Chief Warrant Officers in the primary reserve force.
168 (10.4%) female Master Warrant Officers in the primary Reserve Force.
Baseline: CAF Employment Equity Report 2015-2016 Schedule 6.
Activity:
4.3.1 Continue to select qualified women for deployments.
4.3.2 Continue to select women for leadership and education training.
4.3.3 Encourage women at all levels to actively participate in activities that promote
women empowerment within the GOC and public forums.
4.3.4 Develop a mentoring framework for all CAF members.
4.3.5 Monitor career progression of women in the CAF.
4.3.6 Incorporate GBA+ considerations/review into the applicable aspects of career
17management, including women representatives on all promotion boards.
Indicator:
4.3.1 Number of senior women, officers and Non Commissioned Members, deployed
on operations.
4.3.2 Number of senior women, officers and NCMs, selected for foreign posts.
4.3.3 Percentage of women NCMs by military occupations promoted to the ranks of
Master Warrant Officer and Chief Warrant Officer.
4.3.4 Percentage of women officers by Military Occupation Groups promoted to the
ranks of lieutenant-colonel and higher.
4.3.5 Percentage of women officers appointed as Commanding Officers (COs).
4.3.6 Percentage of women NCMs holding Senior Appointments.
4.3.7 Number of women holding senior positions (executive level-1 and colonel or
above).
Completed Activities:
• The CAF continued to promote and actively engage a Defence Women’s
advisory organization that provides meaningful consultation on a myriad of
issues that concern women in the military. This organization promoted
changes to the force test that measures physical fitness, introduced gender
neutral terminology into standard operating procedures, and created an
exercise program for pregnant and post-partum military and civilian
members of the Defence team.
• CAF/DND have promoted the engagement of both men and women to
actively participate in national and internationals forums such as Nordic
Center for Gender in Military Operations, UN, NATO, and the panel with
Civil Society that promotes empowerment of women.
• The Canadian Defence Academy published a mentoring handbook in 2007,
and mentoring senior officers is considered in the CAF Professional
Development Study of 2015; however, no formal mentoring network has yet
been established. Mentoring normally occurs informally along Military
Occupation Code lines, and in the Canadian Army it is done via the
regimental system that provides mentoring based on the perceived
potential of the individual.
Results and Progress: The CAF continues to strive to identify and deploy senior
women officers and Non Commissioned Officers (Non Commissioned members). As
international deployment opportunities surface, and qualified women in the specific
military occupation are available, they are provided with the opportunity to deploy,
as well as take advantage of educational and leadership opportunities.
During the reporting period, 129 senior women were deployed on operations, which
equates to 9.1% of all CAF expeditionary deployments:
• 4 senior non-commissioned officers, at the rank of sergeant, have been
selected as Canadian Defence Attaché Administrative Assistants.
• The CAF achieves the highest number of female General Officers2 in history
with a total of 12 including one lieutenant general, two major generals/rear
2
CAF military ranks: Rank Chart located at: https://www.canada.ca/en/services/defence/caf/ranks-badges-
flags.html
18admirals, and nine brigadier-generals/commodores with four in the Royal
Canadian Navy, four in the Canadian Army and four in the Royal Canadian
Air Force.
• Major General Tammy Harris becomes the first female deputy commander
of an Environmental Command (the Royal Canadian Air Force).
• Commodore Bernatchez becomes the first female CAF Judge Advocate
General.
• Chief Warrant Officer Gibson is appointed as the Formation Chief Warrant
Officer of the Canadian materiel support group within Canadian Joint
Operations Command.
• Master Warrant Officer Renee Hansen becomes the first female Station
Warrant Officer at Canadian Forces Station Alert, Nunavut.
• There are four female Chief Warrant Officer/Chief Petty Officers currently
occupying Senior Appointments.
• Women make up 10.2% of the strength of the Canadian Special Operations
Forces Command.
• CAF has 20 female colonels (6.4%).
• CAF has 38 female chief warrant officers in the regular force (6.9%).
• CAF has 168 female master warrant officers regular force (8.2%).
• CAF has 38 female chief warrant officers in the primary reserve force (4.8%).
• CAF has 168 female master warrant officers primary reserve force (10.4%).
5. INTEGRATION INTO OPERATIONS
Context: Modern international and domestic operations require members of the CAF to interact with host
nation forces and local populations. It is critical that CAF members understand how conflict can affect diverse
populations of women, men, boys and girls differently, and can identify risks to the local population that could
be incurred by engaging with military forces. As such, we must ensure that our members have the right tools
and mindset to deal effectively with diverse and often vulnerable populations. Due to cultural norms, religious
affiliations or past experience, some segments of the population may have difficulty interacting with military
forces that are predominantly male. This reflects the need to ensure that adequate numbers of female military
members are represented in key functions that may interact with diverse segments of the population.
Integrating gender perspectives into military operations as well as deploying women at all rank levels is
essential to achieving mission success - both in terms of both contributing to peace and security and advancing
gender equality.
PRIORITIES
Increase the number Target 5.1: Promote and increase the number of uniformed women deployed to
of women deployed international operations (NATO, UN and coalition).
in international
operations Progress achieved as of March 31, 2018: ATTENTION REQUIRED/OBJ 5
• 11.23 % of members deployed on all operations (UN, NATO, etc.) were
women.
• Out of 8,138 CAF members selected for expeditionary operations, 935
(11.5%) have been women.
• 186 women were selected for an out-of-Canada assignment (which does not
include operational deployments).
Baseline: During 2016, the regular force women in international operations calculated
19at 11.6% and reserve force women at 17.5%.
Activity:
5.1.1 Continue to promote the importance of gender considerations in military
operations.
5.1.2 Foster the importance and benefits of conducting mixed-gender patrols on
operations, which can lead to greater operational effectiveness.
5.1.3 Support the increase of women in command of operations at the senior level
5.1.4 Select women for senior command billets/positions.
Indicator:
5.1.1 The number of women selected for operations.
5.1.2 The number of women selected for Outside Canada program positions.
5.1.3 The number of women selected for foreign staff colleges.
Completed Activities:
• DND/CAF seek every opportunity to promote the importance of gender in
military operations. This topic is included in military-to-military staff talks,
and in all bilateral talks and conferences that focus on capability building,
projecting stability, counter-violent extremism and conflict resolution.
• Canada, in cooperation with the UN and NATO, continues to promote and
emphasize the benefits of conducting mixed patrols on operations to
enhance the capability and effectiveness of engaging with local women.
This is emphasized on during pre-deployment training for CAF members.
Results and Progress: The CAF continues to provide qualified staff for all
deployments, both men and women, who meet the criteria and who are available to
be deployed. However, more men are selected due to the fact that in a number of
military occupations there are either too few women within the occupation at the
time of selection or a woman is just not available.
Of a total of 8,138 CAF members selected for expeditionary operations, 935 have
been women which equates to 11.5% of deployed members were women. During
2017, the percentage of women deployed on all operations (UN, NATO, etc.) was
11.23%. The number of women selected for out of Canada assignment (which does
not include Operational deployments) was 186, and 3 women were selected for
foreign staff colleges in Australia, USA and Belgium.
Establish gender Target 5.2: Support an increase in the number of staff employed as gender advisors.
advisors in all
specified units Progress achieved as of March 31, 2018: MOSTLY ON TRACK/ OBJ 5
2 gender advisors are available for deployment.
14 CAF members have completed the NATO accredited gender advisor
course from the Nordic Center for Gender in Military Operations.
Baseline: There are three gender advisors in the CAF (one at the strategic level and
two at the operational level).
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