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Canada’s National Action Plan on Women, Peace and Security - Department of National Defence progress report 2022-2023

The Department of National Defence and the Canadian Armed Forces (DND/CAF) recognize that armed conflict, natural disasters, and humanitarian crises affect diverse groups of women, men, girls, boys and gender-diverse people differently. As noted in Canada’s 2017 defence policy, Strong, Secure, Engaged (SSE), diversity in participation is vital to achieving and sustaining peace, and has a tangible impact on the operational effectiveness of our forces. Diverse military personnel broaden the range of skills and capacities, improve the delivery of peace and security tasks, enhance situational awareness and early-warning by facilitating outreach to communities, and improve a military force’s accessibility, credibility, and effectiveness in working among local populations.

As such, DND/CAF is committed to being a strong partner with ¶¶ÒùÊÓƵ (GAC) in putting diversity at the centre of Government of Canada (GC) efforts to prevent and resolve conflict. Implementing United Nations Security Council Resolution (UNSCR) 1325 and related resolutions and conducting Gender-based Analysis Plus (GBA Plus) to inform our policies, training/education, and operations are moral and operational imperatives that will contribute to a culture of respect internally while increasing DND/CAF effectiveness as it delivers on its mandate.

DND/CAF support for Canada’s Action Plan builds on a number of directives and initiatives – as set out in SSE – aimed at informing our internal policies and operations at home and abroad with findings from GBA Plus, notably as it relates to recruitment, diversity, culture and professional conduct, training/education, and military operations plans and execution. DND/CAF is using targets and indicators to track our progress as we implement our strategies.

Over the course of Canada’s renewed Action Plan 2017-2022, DND/CAF is focusing on implementing and tracking these initiatives with a view to delivering results – for example, to further integrate GBA Plus requirements within DND/CAF infrastructure, procurement and science processes, meet diversity recruitment and retention targets, and increase the number of uniformed women deployed on international operations and in decision-making positions. DND/CAF is also committed to ensuring as well as enhancing a safe and inclusive work environment for all employees, addressing systemic misconduct, including sexual misconduct, hateful conduct, harassment and discrimination. DND/CAF, as a committed partner, has identified a number of priority activities to support the ongoing implementation of the Action Plan, consistent with SSE.

These activities are organized around the following themes:

• Governance and accountability
• Recruitment and retention
• Training and education
• Integration into operations

Each of these themes have specific targets that are reported on annually. Below is a detailed list of DND/CAF targets for the Action Plan 2017-2022 – including baselines, activities, and indicators to measure progress.

The departmental report below covers the period of April 1, 2022, to March 31, 2023.

Section I: Governance and accountability

Context

DND/CAF continues to establish and update departmental directives, policies and guidelines to ensure that the tenets of the Women, Peace and Security Agenda, using GBA Plus, are embedded in all processes, policies, plans, and associated documentation.

• Continue to mainstream GBA Plus throughout policies, plans, processes and programs – taking into account the different needs of diverse women, men, and gender-diverse people for better outcomes.
• Continue to advance the Employment Equity (EE) Plan^{Footnote 1} 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 DND/CAF efforts to eliminate sexual misconduct and other harmful behaviors within the DND/CAF and to evolve institutional culture so that all men, women and gender-diverse people feel safe, respected and included. DND/CAF’s Chief Professional Conduct and Culture (CPCC) is defining the scope of work and priorities, and developing a detailed plan to align defence culture and professional conduct with the core values and ethical principles we aspire to uphold as a National Institution.

DND/CAF is committed to the implementation of UNSCR 1325 and to ensuring that we continue to advance gender equality, both within the institution at home and abroad. The Defence Team leadership will continue to work with like-minded partners to promote human rights, advocating for the advancement of the WPS Agenda when we engage bilaterally or in multi-national fora and to ensuring that gender perspectives are woven into our daily activities.

Target 1.1: Fully institutionalize the integration of gender perspectives using GBA Plus in DND and CAF

Target achieved to date as of March 31, 2023

On track (on-going)

Baseline

The January 2016 Chief of the Defence Staff (CDS) Directive for Integrating UNSCR 1325 and Related Resolutions into CAF Planning and Operations, and the January 2018 Deputy Minister (DM)’s Policy Statement on Diversity and Inclusion provide direction for the implementation of the WPS Agenda through the mainstreaming of GBA Plus in all DND/CAF activities.

Activities

1.1.1 Integrate gender perspectives^{Footnote 2} using GBA Plus 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 Establish the DND Gender Diversity and Inclusion Directorate^{Footnote 3} to support the integration of GBA Plus and gender and diversity into all Defence activities as directed in SSE.^{Footnote 4}

1.1.3 Publish a Joint Directive to provide guidance to the Assistant Deputy Ministers (ADMs) and Commanders (CAF L1s) on systematically integrating GBA Plus within each organization.^{Footnote 5} 

1.1.4 Mandate ADMs to establish senior Gender Focal Points and to develop a GBA Plus transition plan for integrating GBA Plus into existing and future policies, projects, programs, and initiatives.^{Footnote 6}

1.1.5 Establish a Gender Advisor (GENAD) and/or gender focal point within each DND and CAF organization, and large operation.^{Footnote 7}

Indicators

1.1.1 Number of CAF L1s that have established a GENAD.

1.1.2 Number of DND Senior Gender Focal Points.

Completed activities and results

Given completion of Activity 1.1.2, 1.1.4. and 1.1.5 in prior years and the removal of 1.1.3, reporting below is against 1.1.1.

• DND/CAF continues to implement GBA Plus in defence activities such as:
  • Memoranda to Cabinet;
  • Chief of the Defence Staff (CDS) Directives;
  • Senior officer Professional Development courses;
  • Policy documents;
  • Procurement requirements;
  • Project Approval Directive;
  • Strategic Context Documents (SCD);
  • Business Case Analysis (BCA) documents;
  • Audit Engagement;

Following are a few examples:

• Significant progress was made in informing the Royal Canadian Navy’s (RCN) Canadian Surface Combatant (CSC) Project with a Gender-Based Analysis Plus that will provide an improved quality of life, habitability, and safety for a more diverse group of sailors in future classes of RCN ships. It also identified engineering changes that can be applied to current classes of ships.
• A contractor was hired to conduct a GBA Plus of the Canadian Military Colleges’ Physical Performance Test to identify the implications of the application of the test on Canadian Military College’s diverse student population. This GBA Plus will support the identification of potential barriers that Naval/Officer Cadets face when completing the Physical Performance test, as well as provide insight and recommendations into the larger socio-cultural implications of the test.
• A GBA Plus and Women Peace and Security tool was co-developed by Canadian Forces Intelligence Command and Chief Professional Conduct and Culture to strengthen the integration of gender perspectives and Women Peace and Security issues within the intelligence production cycle. The tool has been disseminated to the Five Eyes community.
• Progress continued to be made by the Soldier Operational Clothing and Equipment Modernization (SOCEM) initiative. Existing clothing and personal equipment are designed primarily for the male form. Female members are expected to specifically benefit as the SOCEM initiative will address existing deficiencies in design that disproportionally impact females to better consider the female body shape and meet their operational needs. User trials will include sufficient female participants to ensure selection decisions are influenced by the needs of both male and female users.
  • In 2022-23, the SOCEM team created a SOCEM Women’s Advisory Group and regularly consults with and seeks guidance from the Defence Women’s Advisory Group and other Advisory Groups with regards to GBA Plus solutions.
  • Inclusive garment cuts (available in Straight, Contour, and Maternity cuts) and additional sizes were implemented to ensure that base layers and combat uniform are available in the right fit and sizes for all Canadian Armed Forces members. Base layers are going into large scale production in FY 2023-24 and will start rolling out to members in 2024. 
• A phased effort is being implemented to introduce improvements to Personal Protective Equipment for women in the Canadian Armed Forces such as ensuring women are correctly sized for and given the appropriate size of the in-service Fragmentation Protective Vests as well as assessing different sized plate options, and a variety of female specific body armour systems for adoption by the Canadian Armed Forces. This includes a systematic review of known literature and emerging research to better understand and quantify the issues faced by serving women and to help inform the drafting of a Statement of Capability Deficiency in support of this issue.
• Directorate Military Personnel Policy Integration (DMPPI), within Chief of Military Personnel, continues to require a documented GBA Plus directive before a policy can receive endorsement through the policy governance structure. The GBA Plus documentation is guided by a GBA Plus template, supporting a fulsome GBA Plus and to reinforce standardization across the Level 1. DMPPI continues to offer their policy toolbox course, which consists of a GBA Plus presentation from the CMP GENAD, supporting the understanding and incorporation of GBA Plus to policy development.
• The Materiel group sought to increase awareness of gender perspectives and GBA Plus through education and training, curriculum has been incorporated into Respectful Workplace Cascades (tools for team building) and existing tools into the Materiel Management Update Training Centre updates to the professionalization community.

Target 1.2: Effective support for and implementation of the CAF Employment Equity (EE) Plan.

Target achieved to date as of March 31, 2023

Attention required

Baseline

CAF Diversity Strategy and the CDS approved Action Plan as per January 2017.

Activities

1.2.1 Promote attainment of (EE) within the CAF through a better understanding of barriers and the use of tools to support EE.

1.2.2 Allocate, with support and commitment of leadership, appropriate resources and capabilities to effectively implement the CAF EE Plan.

Indicators

1.2.1 Number of cyclical meetings of EE supporting committee and Defence Advisory Group (DAG) meetings conducted.

1.2.2 Number of EE Implementation Task Table initiatives implemented.

1.2.3 Percentage of Bases/Wings with active DAGs.

1.2.4 Trends in EE and Diversity based on surveys conducted during the reporting period.

Completed activities and results

• In 2022, the Canadian Armed Forces (CAF) changes to the “Dress Instruction Chapter on Policy and Appearance” was a significant step towards institutional transformation, inclusion, and ensuring the appearance of the CAF is at pace with the Canadian society which it serves. The dress instruction was in response to evolving norms and expectations in Canadian society. The last major update to standards for appearance took place over 50 years ago. The 2022 CAF modernization of dress instructions was guided by the following principles: CAF member’s appearance and dress shall be safe, operationally effective, inclusive and reflective of the professionalism and tradition associated with service in the CAF. The changes to the CAF Dress Instruction’s chapter on Policy and Appearance, were made to create a more inclusive and less prohibitive environment, allowing CAF members more freedom to make personal choices regarding their appearance.
• In April 2022, the Minister’s Advisory Panel on Systemic Racism and Discrimination released its Report. The Report summarized the history that led to the current state of racism and discrimination in the Defence Team and provided principles for what a truly diverse and equitable Defence Team should look like. The report provided 43 recommendations for change across the organization which the Defence Team is using as a guide to direct courses of action. 
• DND’s Human Resources organization (ADM (HR-Civ)) remains committed to meaningful collaboration and dialogue with the Defence Women’s Advisory Organization within the Defence Team. In 2022-2023, an in-depth review of workforce and employment systems, policies and practices were conducted, and identified under-representation of designated group members, including women, persons with disabilities, Indigenous, Black and other racialized peoples. The Employment System Review exercise sought meaningful perspective of employment systems and the results of the study will inform the development of a future DND Employment Equity, Diversity and Inclusion plan, as well as other related initiatives that will impact the employment experience of diverse women, at all levels in DND.
• Through ongoing implementation of the Civilian Indigenous Recruitment and Retention Strategy, ADM HR-Civ supports the objectives identified in the Many Voices One Mind: A Pathway to Reconciliation strategy, which includes the recruitment, retention, representation, and inclusion of Indigenous employees. The Department started to leverage the Government of Canada Indigenous Career Navigator Program, which aims to support the recruitment and retention of Indigenous peoples across all departments by facilitating the direct support of an Indigenous employee or candidate by another Indigenous public servant. DND launched the framework in January 2023 in collaboration with internal partners and the Knowledge Circle for Indigenous Inclusion. It continues to strengthen reconciliation efforts and create a workplace culture and structure that supports and embraces Indigenous Peoples and their perspectives.

Target 1.3: DND and CAF engage with like-minded foreign defence and security organizations on implementing the tenets of Women, Peace, and Security.

Target achieved to date as of March 31, 2023

On track (on-going)

Baseline

DND/CAF engages with partner nations who have committed to increasing engagement in promoting the WPS agenda through several bilateral and multilateral meetings.

Activities

1.3.1 Engage with the international defence community to 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 the WPS agenda in international fora, such as UN, NATO, Five Eyes (FVYE – coalition comprised of Australia, Canada, New Zealand, the United Kingdom, and the United States).

1.3.3 Share knowledge and expertise on gender equality and gender norms with Canadian defence and military experts and stakeholders.

Indicators

1.3.1 Number of gender conferences conducted or participated in.

1.3.2 Number of senior/key leaders’ resources to speak at international forums on gender practices with National Defence.

1.3.3 Membership on international committees, such as the NATO Committee on Gender Perspectives (NCGP), UN committees and subcommittees, and senior Defence related meetings that provide the opportunity to contribute to dialogue on gender perspectives in the military.

Completed activities and results

• In the fall of 2022 Canada released the Indo-Pacific Strategy, within which DND/CAF was allocated $7.6M over five years for WPS training and capacity building in Malaysia, Vietnam, the Philippines, Indonesia and Singapore.
• The CAF continued its support to the Ghanaian Armed Forces as part of Canada’s support to the Elsie Initiative. Another Canadian Training Assistance Team (CTAT) was deployed to Ghana, consisting of a gender-balanced task force of four CAF members currently deployed on Operation PRESENCE. The CAF is supporting Ghana’s ongoing efforts to increase the meaningful participation of uniformed women in United Nations Peace Operations. 
• In July 2022, Canada signed the Brasilia Declaration at the Conference of Defence Ministers of the Americas. The Declaration recognized the essential role played by women in defence and security and committed to maintaining the Ad Hoc Working Group on WPS, to which Canada has contributed panelists to in the 2020-2022 cycle. Canada was instrumental in ensuring the inclusion of a WPS paragraph in the final Brasilia Declaration.
• In November 2022 at the Canada-Chile Defence Policy Talks, Canada and Chile identified several ways to advance the 2018 Letter of Intent on Women, Peace and Security over the next two years before the next Defence Policy Talks. Canada and Chile agreed to collaborate, including on good practices and lessons learned on supporting military families.
• The Defence Team’s Champion for Women, LGen Bourgon conducted a WPS program with the Serbia Defence Sector and civil society. Official program included meeting with the Serbian Ministry of Defence and Armed Forces leadership, a visit and discussion with the Serbian Military Academy on the importance of WPS in military operations, an academic brief to Political Science students attending the University of Belgrade about WPS and its implementation within the CAF. Similar to Canada, Serbia was going through a renewal of their NAP and the visit provided the opportunity for frank exchanges on the progress and challenges of both countries in the implementation of UNSCR 1325 Action Plan. 
• DND/CAF, in collaboration with Allies, advocated for the inclusion of WPS in the updated NATO Strategic Concept, adopted by Heads of Government and State, at the NATO Summit in Madrid on 29 June 2022. It was one of Canada’s priorities to have the WPS agenda and gender perspectives fully and meaningfully incorporated into the NATO’s Strategic Concept, to emphasize the importance of integrating the WPS agenda across all NATO’s core tasks and advancing gender equality as a reflection of the Alliance’s values.
• Additionally, Canada continued to provide a civilian Voluntary National Contribution (VNC) to NATO’s Office of Secretary General’s Special Representative for Women, Peace and Security (SGSR for WPS). This civilian VNC contributes to NATO’s initiatives on WPS as an advisor to the NATO SGSR for WPS, who serves as the high-level focal point for NATO’s work on the WPS agenda.
• Canadian Defence Attachés (CDA) were active in military-to-military relationships on WPS agenda issues. For example: CDA Assistant (CDAA) Poland was a guest speaker at the ‘Women of NATO” conference hosted by the 5th Masovian Territorial Defence Brigade in Ciechanów, Poland in March 2023, and outlined  Canadian policies and benefits in regard to women serving in the Armed Forces with the participants from five other countries, including a representative of the Women’s Council of the Ministry of National Defence of Poland. This allowed for the different approaches among countries to be highlighted, discussed, and may have the potential to trigger / lead to changes within other nations’ Armed Forces.
• CDA Office Thailand held a WPS Roundtable Panel Discussion Event at the Ambassador`s Residence during an HMCS WINNIPEG Ship Visit in October 2022 which included a number of Senior Women from the Royal Thai Army and Royal Thai Navy, as well as the HMCS WINNIPEG Ship Commanding Officer, who is one of only two female Commanding Officers aboard HMCS Ships, as well as other Thai women leaders from business and civil society organizations. 
• CDA Office Romania facilitated a joint WPS event in November 2022, hosted at the Romanian Armed Forces Headquarters with the participation of the Royal Canadian Air Force (RCAF) Air Task Force Romania, Canada’s Ambassador of Women, Peace, and Security Jaqueline O’Neill, and the Head of Mission of the Canadian Embassy to Romania. The event highlighted RCAF women’s roles in defence, as well as imparting Canada’s WPS agenda commitments. A joint message was signed and released by Ambassador O’Neill and Simona Cojocaru, the Romanian State Secretary for Defence Policy, Planning and International Relations in support of development of increasing the participation of women in all aspects of military decision making. The joint WPS event helped shape the development of Romania’s WPS plan. The Romanian State Secretary specifically highlighted Canada’s WPS leadership and its significant contribution to the Romanian Armed Forces policy. 
• The RCAF began collaboration with the US Space Command for the inclusion of a WPS event into their 2024 annual Global Sentinel exercise. Canada is leading an effort to introduce WPS to the Space Domain.
• RCN continued involvement within the Five Eyes (FVEYs) Navies (at the Captain (N), level) through the FVEYs Personnel Steering Group (FEPSG) which includes discussions on the diversity and inclusion of all employment equity groups (Women, Indigenous, Visible Minorities, 2SLGBQ2+, People with Disabilities).  This group has a goal of sharing lessons learned/identified as well as ideas throughout the FVEYs community. 
• Director General Military Personnel Research and Analysis/DPSPI is the Canadian national lead of the Technical Cooperation Program (TTCP) Technical Panel 23 (Human Resources). This Five Eyes (FVYEs) partnership allows for personnel science collaboration and information exchange (initiatives, programs, policies, research) related to sexual misconduct, diversity and inclusion, employment equity, and harassment) that will aid in increasing gender equality and human rights. This past year, collaborative research activities were initiated on (a) the development of an inclusivity measure and (b) human resources data benchmarking, to include diversity data. Also, a senior leaders symposium (A/CMP and her counterparts) was held in London, UK, where culture change and diversity & inclusion challenges and best practices were discussed.
• Canadian Forces Health Services hosted a US/UK/CAN women’s health workshop as well as participate in a NATO Science and Technology Exploratory Team on Optimized Menstrual Health in Servicewomen.
• In January 2023, ¶¶ÒùÊÓƵ and DND/CAF through the Permanent Mission of Canada to the UN were successful in the adoption of 9 Canadian Issue Papers as part of the Contingent Owned Equipment Working Group. Broadly, the papers attempted to ensure that women personnel have equitable access to proper accommodations and facilities, to private and well-equipped ablutions (bathrooms), to medical services and medications, to protective equipment that fits, and to workplaces free from harassment and abuse.

Target 1.4: Enhanced DND/CAF monitoring and reporting on the integration of gender perspectives and GBA Plus.

Target achieved to date as of March 31, 2023

On track

Baseline

A GBA Plus planning and reporting section is integrated into the DND and CAF Departmental Plan and Departmental Results Report, and the UNSCR 1325 Implementation Working Group (UIWG) is established.

Activities

1.4.1 Continue to hold quarterly UIWG meetings to discuss, solicit input, and share challenges and best practices in implementing UNSCR 1325 and related resolutions in the CAF.

1.4.2 Hold quarterly DND GFP Network meetings to monitor the progress of the department in integrating GBA Plus and gender perspectives^{Footnote 8}.

1.4.3 Collect gender and diversity-sensitive data across DND/CAF.

Indicators

1.4.1 Number of intra-departmental and interdepartmental working groups with a GBA PLUS or WPS agenda nexus

Completed activities and results

• DND/CAF organizations continued to monitor and enhance reporting through their Gender Advisor (GENAD) and Gender Focal Point (GFP) networks.
• Canadian Special Operations Forces Command (CANSOFCOM) GENAD collected CANSOFCOM internal data in order to identify vulnerabilities and develop mitigating strategies. Its central repository of documentary material was expanded to support all lines of effort and now includes research material relevant to the use of GBA Plus in operations and within the institution. Educational webinars, Records of Discussions of the GFP network quarterly teleconference, and GENAD reports were used to develop intersectional capabilities.
• Review Services published three evaluations that integrated a GBA Plus in their design and analysis. Data on gender and/or diversity was collected through key informant interviews, document and literature reviews, and stakeholder surveys.

Section II: Recruitment and retention

Context

Further to the CDS Directive on Recruitment, the CAF continues 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, and for deployment. Recruiting processes including advertising, wait process times, job availability, application procedures, testing, and medical and fitness standards are all aspects that affect the decision process of a potential new recruit. In addition, issues such as work-life balance, incompatibility between military culture and family status, job enjoyment, selection for professional development, velocity of promotion, and having a safe and harassment free work environment are all factors that contribute to making the CAF an attractive employer for potential new members.

­Target 2.1: Increase the percentage of women in the Canadian military by 1% per year to achieve a desired goal of 25.1% by the end of FY 2026.

Target achieved to date as of March 31, 2023

Attention required

Baseline

Percentage of women in the Canadian military was 15.5%^{Footnote 9} as of March 2018.

Activities

2.1.1. Identify barriers in order to streamline the application process, including wait times for testing, medical examination, offer of employment, and enrollment to support the recruitment of women who select a career in the military.

2.1.2  Enhance the recruiting campaign and advertising to target women to join the military with emphasis on both common and unique employment opportunities.

2.1.3  Increase the availability of both 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.

2.1.4 Establish a Strategic Intake Plan (SIP) for women by year to include women-centric recruiting programs.

Indicators:

2.1.1  Number of women who apply to the CAF out of total number of applications received.

2.1.2  Number of women who are given an offer of employment out of the total number of women who apply.

2.1.3  Percentage of women who join for non-traditional employment.

2.1.4  Reasons for which applicants disengaged from the recruitment process.

Completed activities and results

• The current representation rate of women in the CAF is 16.5%. The representation rates for the Regular Force are 16% and the Primary Reserve is 17.4%.

The following table shows the targets and results achieved for FY 2022–23, as well the results for the last two fiscal years.

Target 2.2: Understand the major reason for women releasing from the CAF and eliminate/mitigate any issues if they are identified.

Target achieved to date as of March 31, 2023

On track

Baseline

In FY 2017/2018, 15.2% (1,091 out of 7,200) of CAF personnel who voluntary released were women.

Activities

2.2.1 Conduct departure/exit surveys/interviews.

2.2.2 Track and review release data.

2.2.3 Consult and exchange information with other militaries on trends and retention strategies and programs.

Indicators

2.2.1 Annual ratio of women to men who release from the CAF.

2.2.2 Trends or cluster issues causing women to release from the CAF.

Completed activities and results

• The recruitment of women over the last three years has remained around 17%. Overall rates of attrition are similar between men and women (typically <1% difference). However, medical attrition has been higher for women (~1% higher), and voluntary attrition has been higher for men (~1% higher). At/after 15 years of service, the attrition rate for women is noticeably greater than for men. The difference is mainly due to medical releases. The CAF is addressing this concern through the prioritizing of women’s health through the implementation of a Women’s Health Framework within the Defence Team Total Health and Wellness Strategy. This Framework will focus on sex and gender as contributing factors to health, injury, disease, and healthcare.
• CJOC received post mission feedback on the barriers preventing women from having meaningful experience and participation as well as examples of their negative experience on missions that may be leading to retention issues. This information is being reviewed in order to identify ways to address these challenges. 
• This past year, examination of the 2021/2022 CAF release data revealed the following:
  • 13.6% (848 out of 6251) of CAF personnel who voluntarily released from the Regular Forces (Reg F) and Primary Reserves (P Res), (excluding component transfers between them) were women. This is roughly the same proportion as in the previous reporting period.
  • The attrition rate for the CAF Reg F and P Res (excluding component transfers between them) was 8.8% for women and 9.3% for men. Taken separately and including component transfers, the attrition rates for the Reg F were 8.4% for women and 8.6% for men; and the attrition rates for the P Res were 12.7% for women and 13.6% for men (although these numbers may increase further as retroactive transactions continue to be entered into the system of record). These rates are considerably higher than in 2020/2021, which was to be expected since attrition was far lower than normal in 2020/2021, at least in part due to the pandemic (e.g., reduced recruiting and training opportunities). 
• During the 22- 23 FY, DRDC defence scientists supported the response to the Arbour Report, specifically Recommendation 45, to establish an online database to showcase all internal Defence Team research and policies relating to issues such as: sexual harassment and misconduct, gender identity, sexual orientation, race, diversity and inclusion, and culture change. 
• The CAF Retention Strategy was released in the Fall of 2022, and it aims to support the retention of competent and motivated military personnel, and the health of military occupations through specific and tailored retention programs.  The strategy seeks not only to improve retention overall, but to identify the factors that are contributing to attrition at the sub-group level, from an intersectional perspective, and including disaggregated gender/sex/visible minority data in specific occupations or environments). This data will then be used for targeted retention initiatives. Data collection to support the strategy’s initiatives have been ongoing since the Unit Retention Interview became mandatory in the Summer of 2022. This data will inform future efforts related to retention and is complementary to the Exit Survey. 
• Historical data from the Exit Survey has shown very few differences between reasons for leave between men and women, other than women were less likely to cite geographic stability and more likely to report lack of fit with the military lifestyle as leave reasons. This confirms the need for additional CAF-wide research to consider other mitigating factors such as environment, occupation, and location. Some of this research is already underway but insufficient to provide insight into why women CAF members leave. Once sufficient data from the revised Exit Survey has been collected and findings analyzed, MILPERSCOM will be in a better position to address these issues and reverse this trend.

Target 2.3: Increase the number and proportion of women at senior levels, Non-Commissioned Members, Officers and executive levels in DND and CAF.

Target achieved to date as of March 31, 2023

Attention required

Baseline

CAF EE Report 2015-2016 Schedule 6.

Activities

2.3.1 Select women for leadership and education training opportunities.

2.3.2 Maintain 15% presence of CAF women on UN operations as staff officers and in observer positions.

2.3.3 Develop a mentoring framework for all CAF members.

2.3.4 Monitor career progression of women in the CAF.

2.3.5 Incorporate GBA Plus considerations/review into CAF career management.

Indicators

2.3.1 Annual percentage of women officers by Military Occupation Groups promoted to the ranks of Lieutenant-Colonel/Commander (LCol/Cdr) and higher.

2.3.2 Annual percentage of women NCM by Military Occupation Groups who are promoted to the ranks of Master Warrant Officer/Chief Petty Officer or higher.

2.3.3 Percentage of women holding senior positions and appointments (Colonel/Captain (Navy) (Col/ (Capt (N)) or above).

2.3.4 Number of women appointed/filling Command team positions during the reporting period.

Completed activities and results

• In March 2023, 52.2% of executive positions at DND were held by women.

Section III: Training and education

Context

DND/CAF continues to integrate gender perspectives and awareness of the GBA Plus analytical tool 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 Capability Training Program (MCTP) also includes this, as well as awareness and training on the prevention of Sexual Exploitation and Abuse (SEA).

Target 3.1: Increased completion rate of the online GBA Plus Introduction course by all National Defence military and civilian staff.

Target achieved to date as of March 31, 2023

On track (on-going)

Baseline

Mandatory for all designated Canadian Armed Forces members.

Activities

3.1.1 Monitor GBA Plus related training received by DND/CAF members.

3.1.2  Through a Training Needs Assessment, identify if a National Defence focused GBA Plus advanced course for both the Operational and Strategic/Institutional level is warranted.

3.1.2  Promote the importance of GBA Plus analysis and support special GBA Plus information sessions such as GBA Plus Awareness week activities.

3.1.4  Actively support ADMs and CAF L1s by providing GBA Plus information briefs and presentations by gender advisors and gender focal points.

Indicators

3.1.1 Percentage of DND/CAF members that have completed the online GBA Plus Introduction Course.

3.1.2 Number of GBA Plus information briefs and presentations provided.

Completed activities and results

Organizations across the Defence Team increased efforts to build awareness and capacity on GBA Plus. For example:

• In the Materiel group, to increase awareness of gender perspectives and GBA Plus, new curriculum has been incorporated into Respectful Workplace Cascades (tools for team building) and the Materiel Management Update Training Centre as well as in updates to the professionalization community promoting GBA+ training availability. 
• ADM Finance launched a campaign to educate and increase awareness on GBA+ for military and civilian staff.
• GBA Plus training was provided to all new Canadian Army members throughout FY 2022-2023. CA has 53% personnel trained in the GBA Plus Introduction course and other related training and briefings). These numbers include CRPG and civilians.

Target 3.2: Assess current gender and GBA Plus training and scope any additional training required.

Target achieved to date as of March 31, 2023

On track

Baseline

Gender Perspectives training is currently incorporated into 11 CAF courses, including pre-deployment training provided by the Peace Support Training Centre (PSTC) in Kingston, as well as courses provided by the Military Training and Cooperation Program (MTCP).

Activities

3.2.1 Continuous review of all CAF leadership and pre-deployment training to ensure updated material on gender perspectives and GBA Plus is included.

3.2.2 Assess the need for periodic refresher training on GBA Plus.

3.2.3 Where possible, post CAF members to foreign peace support centers to enhance DND knowledge of gender.

Indicators:

3.2.1 Number of CAF Developmental Period and DND courses that have curricula focused on gender perspectives.

3.2.2 Number of Military Training and Cooperation Program (MTCP) courses delivered that have curricula focused on gender.

3.2.3 Number of CAF and DND staff who have completed gender courses, including at the Nordic Centre for Gender in Military Operations, Gender Focal Point training, and courses offered by likeminded nations.

Completed activities and results

• The Directorate for Gender Equality and Intersectional Analysis (DGEIA) developed a modularized GBA Plus curriculum tailored to the Defence context. This curriculum package includes tools, resources, and an extensive reading package to support a broad base of Defence Team personnel to expand and refine their knowledge of GBA Plus in Defence. DGEIA ran an in-person beta test of this new curriculum in March 2023 at National Defence Headquarters. For this beta test, DGEIA convened Gender Advisors and Gender Focal Points (GFPs), as well as Canadian Defence Academy in order to collect and integrate feedback into the final course offering, with the course’s official launch and delivery planned to take place during FY 2023-24.
• The Canadian Army’s Peace Support and Training Center focused efforts to integrate GBA Plus and gender perspectives into the content of many of their courses, such as Civil-Military Cooperation, Psychological Operations and Information Operations. These courses, as well as the United Nations Military Observer’s Course, which is also delivered by the Canadian Army’s Peace and Support Training Center to Canadian Armed Forces and international military members who are deploying on United Nations missions, also include gender and vulnerable sector-related issues in their scenarios during practical portions of the training. 
• CANSOFCOM members selected for deployment continue to receive mandatory pre-deployment briefings and training on GBA Plus and impact assessment. On a yearly basis, all CANSOFCOM mandatory briefs sessions have integrated new training lectures on GBA Plus. A series of four (4) interactive webinars were developed by CANSOFCOM based on real-life examples of GBA Plus applications in specific special operational contexts. 
• Canadian Defence Academy (CDA) worked to incorporate GBA Plus, equity, diversity, inclusion, and Indigeneity (EDII) initiatives and WPS considerations into CAF’s professional development, training, education, governance, and functions in CDA HQ and across the formation. This included the incorporation of gender perspectives, WPS and GBA Plus in all parts of curriculum, such as the operational planning process.
• The renewed MTCP approved in December 2022, stipulates that 75% or more of its external delivery partners such as contractors must also take GBA Plus training and that 75% or more of its training activities must contain content relating to democracy, rule of law, gender equality, diversity, or good governance. At present, ten or more MTCP-funded courses for international candidates include gender-related content. One of these is a flagship seminar developed in collaboration with departmental gender stakeholders, entitled Integration of Women and Gender Perspectives in the Armed Forces. At least four offerings of this five-day seminar are delivered per year, in different regions around the world. In its call for nomination, the MTCP actively encourages its member countries to nominate candidates of all genders, including women, for all activities.
• The CAF continued to provide a Training Officer to the Nordic Centre for Gender in Military Operations (NCGM) hosted by Sweden. The NCGM acts as a Centre of Excellence on gender perspective and WPS in military operations. DND/CAF also provided Syndicate Leaders for NCGM GENAD and GFP courses.

Section IV: 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, girls, and gender-diverse people differently, and can identify risks by specific groups of people within local communities that could be incurred by engaging with military forces. As such, we must ensure 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 experiences, some segments of the population may have difficulty interacting with military forces that are predominantly men. Thus, there is a need to ensure that adequate numbers of women 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 contributing to peace and security and advancing gender equality.

Target 4.1: Promote and increase the number of uniformed women deployed to international operations (NATO, UN, and Coalition).

Target achieved to date as of March 31, 2023

Mostly on track

Baseline

Women in conventional forces deployed on international operations calculated at approximately 10%.

Activities

4.1.1 Support the increase of women in Command of operations at the senior level.

4.1.2 Appoint women for senior command billets/positions.

Indicators:

4.1.1 Number of senior women, officers and Non-Commissioned Members, deployed on operations.

4.1.2 Number of women posted Outside Canada program (OUTCAN) positions.

4.1.3 Number of women attending foreign staff colleges.

Completed activities and results

• Canada’s Measuring Opportunities for Women in Peace Operations Report highlighted the CAF’s progress in meeting United Nations targets for CAF women deployed to United Nations Peace support operations. In 2022, 20.2% of the CAF’s Regular Force officers were women deployed which met United Nations targets. So far in 2023, women in the CAF have also deployed at a similar rate as men to United Nations Peace support operations - 2.3% of women serving, 2.7% of men serving.
• In 2022, as part of Canada’s commitment to the Elsie Initiative for Women in Peace Operations, the Department of National Defence and the Canadian Armed Forces (CAF) released its Elsie Initiative Barrier Assessment Report in August 2022. The Report identified barriers and opportunities in order to improve CAF women’s meaningful participation in UN peace support operations.
• In 2022-23, the Canadian Army’s Peace Support and Training Center (PSTC) was involved in the force generation of a task force which led United Nations Engagement Platoon (UNEP) training development, delivered a proof-of-concept course in Rwanda and provided training delivery support to Op PRESENCE in Entebbe, Uganda. The task force, like the United Nations Engagement Platoon itself, was generated with gender parity in mind. It had 5 women and 3 men.

Target 4.2: Increased awareness within CAF of the importance of gender considerations on military operations.

Target achieved to date as of March 31, 2023

On track (on-going)

Baseline

CAF members receive Theatre and Mission Specific Training (TMST) as well as pre-deployment training with content on gender perspectives in operations.

Activities

4.2.1 Promote the importance of gender considerations in military operations.

4.2.2 Publish handbook or ready reference pocket guide for CAF gender focal points and commanders.^{Footnote 10}

Indicator

4.2.1 Percentage of military missions that receive gender perspective training, including Theatre and Mission Specific Training and training provided through the Peace Support Training Centre (PSTC), as well as CJOC/CANSOFCOM Key Leader Engagements (KLEs).

Completed activities and results

• Collaboration with the Directorate Gender Equality and Intersectional Analysis continued to lead to the integration of gender perspectives into Canadian Joint Operations Command (CJOC) operations, governance, and processes. CJOC Headquarters staff have increased their awareness and understanding of gender perspectives and are increasingly informed on the various intersectionality perspectives of topics, including girl and boy soldiers and human trafficking with the goal of incorporating more GBA Plus into all international operations. This has resulted in CJOC personnel considering gender perspectives from the beginning of the operational planning process.
• The CJOC Gender Advisor Working Group has expanded to include additional representatives from an increasing number of deployed operations such as Operation REASSURANCE. This operation is currently the CAF largest overseas mission, through which it contributes to NATO assurance and deterrence measures in Central and Eastern Europe and is part of the biggest reinforcement of Alliance collective defence in a generation.
• CJOC incorporated lessons learned from its Operations in Poland supporting the arrival of refuges from Ukraine into all Operations, especially with respect to reporting of possible organized crime, human trafficking, child soldiers, and assistance of people dealing with trauma. Operations in Poland resulted in CJOC commencing to collect data on the number of human security reports and results. These lessons learned have also been introduced as requirements for training before deployment. CJOC reviewed its orders to assess the impact on the new diversity dress regulations on Operations.
• The CANSOFCOM Gender Advisor and the gender focal points network members have been involved in every planning aspect of Special Operations Planning Groups and contributed to the advancement and optimization of gender considerations throughout all phases of the operations. 
• Continued efforts were pursued to closely monitor gender and intersectional-specific outcomes for equipment and personnel through the utilization of existing applications such as the Canadian Forces Taskings, Plans and Operations (CFTPO) as a cross-referencing tool to supplement operational reports. 
• DRDC defence scientists have been conducting research to support CAF awareness of the importance of gender considerations in international military operations, including engagements with local populations, partners, agencies, and allies.  This work supports the integration of gender perspectives and more specifically the role of Gender Advisors (GENADS) on operations.

Target 4.3: Support an increase in the number of military staff employed as GENADs/CAF gender focal points.

Target achieved to date as of March 31, 2023

On track (on-going)

Baseline

There are three gender advisors in the CAF (one at the strategic level and two at the operational level).

Activities

4.3.1 Continue to identify prospective staff to serve as gender advisors to be able to grow the capability.

4.3.2 Administer training for CAF GFPs and for GENADs.

Indicator

4.3.1 Percentage of GENAD deployed on operations and exercises or ready for deployment.

4.3.2 Number of CAF GFPs trained and ready for deployed operations.

4.3.3 Number of CAF GFPs deployed.

Completed activities and results

• For a second year, a GENAD has been appointed at CANELEMNORAD, and it has progressed into an opportunity for collaboration with the United States of America and their WPS agenda. Canadian GFPs at NORAD collaborate with American partners, which allows for broad sharing and learning. Canadians are often relied upon for their knowledge of GBA Plus and there is a keen interest in adopting this framework, where appropriate, for the American audience. Canadians have integrated into American-led GFP training opportunities as well as those offered by the NATO NCGM school. 
• The RCAF continued planning efforts in 2022-23 for the future expansion of the Gender Focal Point network through the future establishment of Gender Focal Point secondary duties at key nodes at the wing and squadron level, as communicated through the development of the RCAF Professional Conduct and Culture Implementation Plan. While still in draft stage at the end of FY 2022-23, the RCAF Culture Evolution Implementation Plan focuses on the integration of GBA Plus across the RCAF and calls for the development of an RCAF GBA Plus Implementation Plan. Part of this culture evolution plan also calls for the establishment of a full-time Gender Advisor within RCAF to oversee a network of institutionally focused and operationally focused Gender Focal Points.
• The CJOC GENAD attended Key Leadership Engagements (KLEs) for all Command Teams for all deploying Tasks Forces including deployed ships. Briefs were mission specific and provided training and information on the WPS Agenda, and in particular members obligations with regards to the reporting of Sexual Exploitation and Abuse, Conflict Related Gender Based Violence and Child Soldiers. The integration of GBA Plus and WPS Agenda-related content into pre-deployment training continues to improve the skillset of CAF personnel in order to support deployed operations, both domestic and international.