Conclusion

From August 2020 to June 2021, the Consultation Group for Gender Representation and Diversity collaboratively conducted a Needs Assessment, supported the development of roadmap recommendations, and presented progress of these consultations to stakeholders across the Defence Team. The Consultation Group agreed upon three core areas of focus in support of culture change: education, leadership accountability, and workplace support. Subject Matter Experts thus created roadmap recommendations to respond to and support culture change in the Canadian Armed Forces focusing on these three areas. This Summary Report is the concluding output of the consultative process; however, the work is just beginning.

In addition to the actions proposed, the recommendation roadmaps require internal and external accountability, dedicated and appropriate resources, ongoing research, and quality assurance. The roadmap^{Footnote 34} summarizes the key recommendations and proposed timelines. A detailed program of work and project management plan will be required by the responsible agent for implementing these recommendations.

Canadian Armed Forces leadership are encouraged to consider the enclosed recommendations as a whole, as they are mutually reinforcing: the Canadian Armed Forces cannot assess leadership on competencies that have not yet been taught through a formal education program. If members are not supported through their employment and service through inclusive policies and programs, career progression will continue to be impacted.

While the enclosed recommendations were developed for the Canadian Armed Forces, as a Defence Team there are opportunities to improve the way members are educated, promoted, retained, and supported. There are organizational culture challenges present in both military and civilian teams, which require ongoing reflection and creative solutions to address. Some of these recommendations, if implemented in a Defence Team approach, can improve the way all members are valued and developed.

These recommendations challenge the Canadian Armed Forces to do better, and would not be possible without the considerable time, energy, and commitment of the engaged Consultation Group members. This work is the result of three Subject Matter Experts, informed by the lived experiences of both Class members and Defence Team Representatives. Appreciation is also expressed to the Class member representatives who contributed their whole selves for this consultation process. Their ongoing work, not only in this consultation, but in their advocacy in support of members of the CAF and veterans, is admirable.

Director Litigation Oversight is now responsible for the furtherance of these recommendations to senior leadership of the Canadian Armed forces for decision and implementation. Until such time that a coordinating responsible agent is identified by senior leadership, where possible, recommendations should be reviewed and implemented within commands. The successful implementation of these recommendations requires a collaborative, consolidated approach across the Defence Team and must be coordinated by a team that consists of internal and external subject matter expertise, as well as military and civilian experience. These recommendations must be properly resourced, maintained, and evaluated in an intentional, holistic, and systematic way to ensure their success.