Culture Change, Diversity, Sexual Misconduct, and the CAF Primary Reserve
By Bibi Imre-Millei, Queen’s University
Editor’s Note. This Contact Report is based upon research conducted by the CIDP’s Gender Lab with the support of a DND MINDS grant. A more fulsome presentation of the findings can be found in our Policy Brief Volume 7 Issue 1 which can be located here.
General Jonathan Vance (Ret’d), former Chief of Defence Staff of the Canadian Armed Forces (CAF) is facing allegations of sexual misconduct just one month after retirement. His successor, Admiral Art McDonald, recently received backlash for posting a picture of CAF senior leaders (all white men) with a caption about diversity in the CAF. Then, on February 24th and 25th, new allegations of sexual misconduct and other inappropriate behaviour by a victim and witnesses emerged against Adm. Art McDonald, who has since stepped down. It seems 2021 has begun with another turning point for the CAF on related key questions of culture change, diversity, and sexual misconduct.
The Reserve Force is often neglected in conversations of culture change, despite the reserves making up around half of the Canadian Army. Preliminary results of research by the CIDP’s Gender Lab on the Canadian Army Primary Reserve in Ontario indicate that the reserves are important for the CAF both from a culture change and a recruitment and retention perspective. Paying attention to what happens in the Primary Reserve is important because the reserves could be more approachable to underrepresented groups than the regular force. The reserves serve as an important flexible steppingstone for those interested in the CAF. While attrition rates in the primary reserve, which include transfers to the regular force, have concerned some, it is important to note that transfers of women and other underrepresented groups within the CAF could become an important part of the CAF’s diversity strategy, if properly promoted and utilized.
While the there is an argument that the reserves could be more appealing to underrepresented and marginalized groups, women are still underrepresented in the regular force and sexual misconduct remains an issue. At 16.6 percent, the reserves have less than one percent more women than the regular force. Between the two Statistics Canada surveys on sexual misconduct in the CAF in 2016 and 2018, numbers of servicemembers experiencing or witnessing sexual misconduct did not change. While most sexual assaults were perpetrated by a peer overall, for women 51% of instances involved a superior or someone of a higher rank, and sexual assaults and discriminatory behaviour perpetrated by a senior or someone of high rank rose significantly between 2016 and 2018. 2.2% of primary reservists experienced sexual assault, compared to 1.6% of the regular force. However, just under half of those who reported witnessing discriminatory behaviour and inappropriate sexual communication claimed that they took action. The willingness to report instances of sexual misconduct and discrimination indicates that the reserves may be on the right path. Reservists increasingly view sexual misconduct and discrimination as problematic and increasingly support CAF measures. The report notes the part-time nature of the reserves compared to the regular force, and the fact that reservists are on average younger. The 2020 reports on sexual misconduct by Statistics Canada are set to come out this year.
From our own research, reservists are not familiar with CAF polices on discrimination and sexual misconduct. However, they feel their own places of work are supportive of marginalized groups. Reservists interviewed could rarely think of ways to make the CAF a more welcoming place for underrepresented groups. Both men and women interviewed felt frustrated at the CAF’s sometimes awkward attempts at showcasing diversity. Some expressed an issue with the diversity targets, and thought perhaps an approach which centres on retaining underrepresented groups, instead of strict targets such as 25% women in the CAF by 2026, would have been more appropriate. Other participants had the idea that mentorship and representation were effective recruitment and retention strategies. Reservists were surprised to hear sexual misconduct statistics and tended to think their unit was better than others on this issue. They explained that they thought it was perhaps the immaturity of some reservists, and the part time nature of the work that drove sexual misconduct, as opposed to a sexualised culture. Some reservists expressed concern that they did not know the procedures for reporting discrimination and sexual misconduct and felt that accountability for perpetrators was unlikely. The recent news has likely not helped a general view of impunity for perpetrators.
But experiences in the reserves were overall positive from our study. Many of the participants discussed wanting to transition to a full-time career in the CAF due to good experiences with the reserves. The reserves could serve as a safer option for underrepresented groups because contracts can be terminated easily — those who are hesitant, but still interested in joining an organization which has historically mistreated women, BIPOC, and 2SLGBTQIA could feel more comfortable choosing the reserves. Of course, outreach should be focussed on those individuals who are curious about joining, not those who feel unsafe or targeted or object to the idea of service. Acknowledging the reserves as a steppingstone and accounting for this in recruitment and retention strategies could lead to a re-thinking of which attrition rates are harmful for the CAF, and which are not. A more holistic approach which includes the reserves in culture change must be considered.
Ultimately, the CAF must take culture change seriously if it wants to recruit and retain more women and other underrepresented groups and make the CAF a welcoming place for all. In light of the allegations against Vance and McDonald, a commitment to culture change is even more crucial. It is not a hopeful moment when two Chiefs of Defence Staff are embroiled in sexual misconduct allegations in the same month, as it indicates a willingness to cover up dangerous behaviour at the highest levels. But there is hope in the bravery of the individuals who have come forward. The CAF must include all components in its vision, including the reserve force. The flexibility and broad appeal of the reserves could enable new recruitment and retention models with a holistic focus on all CAF personnel. A re-focussing on the reserves in terms of training, resources, and policy could be an important step to creating a more positive and accountable culture in the CAF.
Bibi Imre-Millei is graduated from an MA in political studies and is currently completing an MA in sociology at Queen’s. Bibi is the project coordinator for the CIDP’s Gender Lab. Learn more about research at the Gender Lab here.
