Thank you, Madam Chair.
I want to apologize to my colleagues for this technical issue.
We have to learn from those we failed. We have to listen to them and make changes that really take our people and their needs and diverse backgrounds into account.
Recently, the Minister of National Defence announced the launch of an external, independent and comprehensive review of the Department of National Defence and the Canadian Forces. This is a step in the right direction. I think that we should try to move in that direction and make our contribution by reviewing the recommendations rather than inviting more witnesses. Also, the culture and professional conduct in the defence community must reflect the core values and ethical principles that we aspire to uphold as a national institution.
This is what the military members, veterans, recruits, public service employees and the Canadian public expect and deserve. We all have a personal responsibility to create a workplace free from violence, harassment and discrimination of all forms. The chief, professional conduct and culture group will help us ensure that we meet this standard.
This new group will unify and integrate all associated culture change activities across the Department of National Defence and the Canadian Armed Forces. It will become the centre of expertise and single functional authority for professional conduct and culture. It will be led by Lieutenant‑General Jennie Carignan, who will be directly supported by an assistant deputy minister.
The initial team will be inclusive of members of all ranks and classifications and will emulate the diversity that Canadians expect. The actions that we undertake to change the culture will incorporate what we hear from those impacted by misconduct.
We will listen to our people at all levels, in all regions of the country.
These lived experiences and suggestions will guide the chief, professional conduct and culture's actions, solutions and decision‑making to eliminate discrimination, biases, harmful stereotypes and systemic barriers.
This team will work in concert with groups across DND and the CAF that are already making progress towards building healthy, safe and inclusive work environments, while also capitalizing on ongoing consultations, conversations, external and independent reviews, and analyses. Research, expertise and complementary strategies and initiatives from which the team can benefit include GBA+; the total health and wellness strategy; integrated conflict and complaint management; the anti‑racism secretariat; the CAF diversity strategy; Canada's anti‑racism strategy; and Canada's national action plan for women, peace and security.
We will incorporate and implement changes recommended by Louise Arbour through the independent external comprehensive review, including interim assessments and recommendations. The sexual misconduct response centre will continue to be an external body, independent from the Canadian Armed Forces chain of command, providing support to affected people, giving expert advice and monitoring progress in addressing sexual misconduct.
Moreover, budget 2021 provides new funding to expand our work to eliminate sexual misconduct and gender‑based violence in the Canadian Armed Forces and to support survivors. We will be announcing more about this in the coming weeks.
Thank you, Madam Chair.