I think that tone-setting at the earliest opportunity from the Canadian Armed Forces is absolutely vital. As part of the recruitment process and some of the early indications.... I think that there is not only the expression of the exciting part of the military, which obviously is a point of appeal at the moment of recruitment, but in terms of the standards, there's the indication of the expectation of compliance with the regulations around misconduct, and highlighting them at the earliest opportunity is vital.
I think that's part of it, because people need to know what they're getting into. If they can't comport themselves, if they can't respect the rules and what the standards are, then really... They either have to sign up and be fully committed or that's not the place for them.
I think the leadership of the military is actually quite sincerely committed, from everything I've seen and heard. I believe them, and I am not, on these things, inclined to be giving trust easily. The people I've talked to are invested in making this work. As you know, I think the early steps around codifying these things—around the rules and the definitions of misconduct—that's the vital stuff that is happening, and it's one of the conditions for change that Danielle is talking about that needs to happen.
Yes, I would say that you're going to also retain the recruits you keep if you create an open, harassment-free work environment.