Message from the SM and the CDS: Publication of the fourth progress report from the external supervisor and conduct and culture tools

November 20, 2024 – Defense News

The Minister of National Defence, the Honorable Bill Blair, released the External Monitor’s fourth progress report, Ms Jocelyne Therrien, regarding the implementation by the Defense Team of the 48 recommendations resulting from the independent external review and complete (EEIC). In his report, Mme Therrien recognizes the Defense Team’s continued commitment to making meaningful changes to workplace culture and notes the significant progress being made.

Being open and transparent about efforts and progress is essential to building trust and accountability to members of the Defense Team and the Canadian public. The Global Implementation Plan, published in June 2024sets out our multi-year roadmap for implementing the recommendations from the EEIC and three others.

Today, the Defense Team also launched an interactive web tool that provides an easy way to access and review a range of data affecting issues that shape our workplace culture. The Conduct and Culture Data Center (CDCC) provides key metrics and data including workforce demographics, workplace experiences, conduct and leadership. Data comes from Department of Defense systems and surveys national (DND) and the Armed Forces Canadian (CAF)as well as publicly available data, for example, the Statistics Canada Survey on Sexual Misconduct in the CAF. This unique new tool will help us improve our collective understanding of the Defense Team workplace and identify areas where we need to focus.

Defense Team leaders have expressed a need for guidance to help them prevent and respond appropriately to harmful workplace behaviors. Tools have now been designed to explain key concepts, clarify processes, provide practical information and guidance, and set clear expectations for conduct and consequences.

• The Spectrum of sexual and gender-based violence is a learning and communication tool that clearly defines a range of behaviors, from acceptable conduct to misconduct to criminal acts, and explores key terms and concepts, such as consent. Visit the Understanding Sex and Gender-Based Violence website to learn more.
• The Spectrum of hateful conduct is a learning and communication tool that clearly defines a range of behaviors, from acceptable conduct to misconduct to criminal acts, and explores key terms and concepts, for example, power and privilege. Visit the Understanding Hateful Conduct website to learn more.
• L’decision tool for managing incidents of misconduct is a quick reference guide to decisions and processes for managing misconduct incidents – from reporting to resolution. The tool will help command teams manage incidents consistently and fairly and reassure the workforce that issues are being taken seriously and appropriate action will be taken. Visit the site About the decision tool for managing misconduct incidents (only accessible on the National Defense network).

Additionally, we also strive to ensure CAF compliance with the DND Workplace Harassment and Violence Prevention Program and the definition of terms ” harassment “ et « violence » of Canada Labor Code. Taking a unified approach to preventing and addressing workplace harassment and violence will enhance workplace safety and increase the ability to address incidents as they arise. The new approach will come into force on 1er mars 2025. Stay tuned as more information will be communicated in the coming months.

Efforts to improve professional conduct are gaining momentum across the organization. Continue to seize the opportunity to create positive change and foster a high-performance culture that empowers staff to perform at their best.