Vanguard Magazine

C U LT U R E E V O L U T I O N www.vanguardcanada.com AUGUST/SEPTEMBER 2025 15 Operation HORIZON 2025. Photo: Master Corporal Natasha Punt, DND tation of Bill C-77, which simplifies and enhances military discipline at the unit level, and the introduction of the Justice Administration Information Management System (JAIMS)—an electronic case man- agement system that tracks the full lifecycle of an alleged infraction. These changes demonstrate an action-oriented response to critiques surrounding internal investiga- tions and bring the CAF closer to the legal norms of civilian society. Conclusion: From Talk to Transformation In 2023, cultural evolution in the CAF was still largely in the early stages. Today, it is structural, measurable, and increasingly vis- ible. Leadership is adapting. Policies are progressing. Tools have been deployed. The foundational work has largely been created to allow our institution to learn and grow. Cultural evolution is now not just a hori- zon, it is an active, institutional journey. Whilst there is still work to be done, there has been an incredible amount of work over the last few years within the Defence Team to ensure the sustainability and systematiza- tion of culture evolution efforts. The CAF are not only acknowledging past failures; they are institutionalizing a future where dignity, equity, justice, and operational ex- cellence are integrated and mutually rein- forcing. Facing an ever-evolving threat en- vironment at home and on the global stage, these efforts aim squarely at strengthening the team and ensuring the CAF remains a ready, resilient, and relevant fighting force. Culture evolution is not a milestone—it is how we rebuild trust, strengthen our team, and follow through on the Govern- ment of Canada's promise to deliver the Armed Forces Canadians expect: one that is operationally ready. LGen Paul Prévost has held a series of se- nior leadership roles across the Canadian Armed Forces and Government of Canada, including positions at NORAD Headquar- ters in Colorado Springs, the Strategic Joint Staff, Canadian Joint Operations Command, and the Privy Council Office. In July 2024, he was promoted to his current rank and as- sumed the role of Chief, Professional Con- duct and Culture. Misconduct Survivors Grant Program, and Restorative Engagement Program. Improvements to support in matters of conflict and complaint include expanding access with enhanced digital tools, im- proved complaint tracking, and engage- ment opportunities for Defence Team members. These actions have made it easier to understand, report, and navi- gate conflict and complaint processes. The Defence Workplace Well-being Surveys continue to capture longitudinal data on morale, workplace harassment, discrimina- tion, and leadership climate. Additionally, there is a priority to deliver on Grievance System Transformation and Complaint Process Transformation. New frameworks introduced include separate yet integrated definitions for harassment of a sexual nature, conduct deficiency of a sexual nature, and crimes of a sexual nature. These changes provide better coherence and clarity, reduce con- fusion, and better capture the range of inappropriate conduct. Inclusion, Representation and Equity The Defence Team has embraced the Em- ployment Equity, Diversity and Inclusion (EEDI) lens in recruitment, retention, and workplace policy. The Employment Eq- uity, Diversity, and Inclusion Plan (2024– 2026) establishes hiring and promotion goals specifically for Employment Equity designated groups - including Indigenous and racialized employees within the DND civilian public service. The CAF continues work toward diversity and equity targets for women, Indigenous peoples, and ra- cialized communities, aiming to achieve these goals by March 31, 2026. Ongoing efforts include diverse merit boards with bias awareness training, and an updated dress and appearance policy that includes religious and cultural ac- commodations. Additionally, the rollout of the new CADPAT-MT (Multi-Terrain) uniform pattern, designed to fit a broader range of body types, reflects an inclusive approach to equipping our military mem- bers. All Government of Canada public servants and CAF members are required to ensure that their decisions, whether relat- ed to institutional or operational policies, programs, budgets, priorities, or orders, are informed by a Gender-based Analysis Plus (GBA+) analysis. GBA+ is an analyti- cal tool used to support the development of responsive and inclusive policies, pro- grams, and other initiatives. Recruitment and Retention The CAF has implemented various re- cruitment initiatives addressing persistent shortfalls in personnel. It is modernizing to recruit the best talent, provide a better applicant experience, and maintain its posi- tion as a world-class military force. These initiatives include the acceptance of Permanent Residents, enabling more individuals within Canadian society to en- list and serve alongside Canadian citizens. The CAF instituted a probationary period for new recruits this past December, allow- ing applicants to enroll and begin training while the administrative work related to their application file is completed. Dur- ing this period, applicants must pass the required security clearance, meet medical standards, and demonstrate adherence to the CAF's ethos and values. Those who don't meet these requirements are released as soon as possible. In addition to recruitment efforts, the CAF is also working on several retention initiatives, such as improved housing sup- port and the introduction of new parental leave policies. This reflects a culture shift toward expanding access to careers in the CAF and valuing the long-term well-being of service members. Modernization of Military Justice and Ethics The Third Independent Review of the National Defence Act (2021) and the Independent External Comprehensive Review (2022) called for changes in mili- tary justice. Many of these have now been implemented through policy review and modernization, as well as updates to the Queen's Regulations and Orders (QR&O). Key actions include the full implemen-

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