Mr. Chair, I am pleased to rise and speak to the important subject of diversity and inclusion in our Canadian Armed Forces. I will take the next 10 minutes to address how the Canadian Armed Forces fosters and encourages diversity so that our forces remain strong, serve our whole society and will endure in the future.
Unlike the previous government, which repeatedly cut support to the Canadian Armed Forces, we are ensuring that the Canadian Armed Forces has the right mix of people, equipment and training to meet the important demands placed upon it.
We recognize that diversity is an essential factor in overall mission success, and that is why we are committed to making progress on that issue. I personally know that the work done around an inclusive and collaborative decision-making table is improved by the diversity of its members. Whether that diversity is gender, identity, expression, orientation, ethnicity, language, experience, heritage or religion, each brings different perspectives that when added together will support better decisions, better plans and better strategies.
A diverse and inclusive force is more operationally effective. It improves how we understand the human dimension of conflict zones, affording greater access to communities.
In Afghanistan, for example, some of our women in uniform worked closely with local women to gather crucial intelligence, situational awareness and build relationships with local communities. Men could not have accessed that intelligence.
These are just some of the reasons that our defence policy of “Strong, Secure, Engaged” makes diverse perspectives a critical component in our decision-making. Our commitment to diversity includes growing the representation of women in the Canadian military to at least 25% of the total force by 2026.
Our government is committed to gender equality and to providing a work environment where women are welcomed, supported and respected. Increasing enrolment is a critical part of that commitment, and that is why we have announced initiatives that will draw on Canada's diversity, including increasing enrolment of women.
Knowing the operational and cultural value that women bring to our forces, Canada launched the second national action plan on women, peace and security in November 2017, with the Department of National Defence and the Canadian Armed Forces as major partners. The plan prioritizes women's involvement in all of Canada's military activities.
We know that women and men, boys and girls all experience conflict differently. The action plan has bold objectives to advance gender equality and the leadership role of women and girls in all stages of conflict resolution and to protect their human rights throughout.
Canada is also expanding its influence and values on the world stage. In 2017, we hosted the United Nations Peacekeeping Defence Ministerial conference in Vancouver, where we launched the Vancouver principles to prevent the recruitment and use of child soldiers and the Elsie initiative to increase the participation of women in peacekeeping. Through the Elsie initiative for Women in Peace Operations, Canada works with the UN to integrate women's perspectives into peace processes, from conflict prevention and conflict resolution to reconciliation and economic recovery post-conflict. We are making sure that women's voices and different lived experiences are represented for meaningful participation in peace operations.
Notably, Canada is already a world leader in terms of the proportion of women in its military. For example, the number of women in senior leadership roles has almost doubled since 2015.
All Canadian Armed Forces occupations and environments are open to people of any gender, who are selected for training, promotions, postings, and career opportunities based on rank, qualifications, and merit.
The Canadian Armed Forces actively recruits qualified women for challenging career opportunities. Applicants interested in joining an under-strength occupation and applicants who help meet diversity objectives are processed in priority.
Of course, the forces will always have room for talented, motivated and qualified Canadians who meet requirements and standards for personnel selection, and all applicants' files are addressed with due diligence.
In addition to recruiting a more diverse workforce, Canadian Armed Forces members must all be properly equipped and cared for through the duration of their careers. That is why gender-based analysis-plus, GBA+, integration is now part of all defence team activities.
For example, the new Arctic and offshore patrol ships coming later this year will have single or double occupancy crew cabins and individual washroom facilities. This will allow for greater comfort, easier distribution of a mixed gender crew and accommodation of other specific needs. Additionally, the equipment is designed to be operated by a very broad range of physical body characteristics to accommodate members' size, strength and weight.
On a more sombre note, allow me to state the obvious. In our armed forces and everywhere else, every person deserves a professional environment in which he or she is treated with respect and dignity. Inappropriate sexual behaviour of any kind is completely unacceptable and will not be tolerated. Our government takes all allegations of sexual misconduct very seriously.
Our military faces well-known challenges that it is working hard to address, so it can recruit and retain more diverse members by fostering a culture based on trust, respect and dignity for everyone. The Canadian Armed Forces has taken significant steps to address all forms of sexual misconduct in its rank, but there is still much work to do.
Military leadership continues to press forward, understanding that people are at the heart of everything it does and that the military must exemplify the beliefs and values of the Canadians they serve.
It has also been important to address the anti-LGBTQ2 practices and policies of the past.
In March 2018, the Government of Canada signed the final settlement of the LGBT purge class action suit, providing up to $110 million dollars to compensate those federal public servants, members of the Canadian Armed Forces and the RCMP directly impacted by anti-LGBTQ2 practices. The Prime Minister formally apologized to those Canadians harmed by federally sanctioned practices.
We must also act to ensure a harassment and discrimination-free work environment at all times. That is why in January 2018, National Defence and the Canadian Armed Forces launched the positive space initiative to promote a safe and inclusive work environment for all employees regardless of sexual orientation, gender identity or gender expression.
As part of the government's commitment to inclusion, National Defence and the Canadian Armed Forces are enhancing relationships with indigenous communities. As the Prime Minister has said, no relationship is more important to our government than our relationship with first nations.
One way the Canadian Armed Forces makes important contributions to Canada's reconciliation with indigenous people is through occupational and leadership training and experience, all of which contributes to a renewed relationship.
The Canadian Forces aboriginal entry program provides indigenous people with an opportunity to get hands-on experience with military training, careers and the military lifestyle, with no obligation to join the forces. With the skills they develop, indigenous members and veterans can assist with economic governance and other priorities when they refocus these skills in their communities once they complete the programs or they can choose to continue serving in the regular or reserve force.
My time is limited and therefore I can only touch on some examples, but I would invite members to look at the good work the defence team has been doing when it comes to the Kapyong Barracks or how, in Canada's north, rangers work diligently to protect our sovereignty, perform search and rescue operations and carry out operations and patrols.
We know we need a Canadian solution that works for our unique country and our specific values. We can be confident that the leadership of the Canadian Armed Forces is fostering an inclusive, diverse and harassment-free work environment for all those who serve our country.
I would like to use the remainder of my time to ask questions of the Parliamentary Secretary to the Minister of National Defence.
We know the Conservatives do not mind being associated with the likes of Faith Goldy and the Rebel, until they are caught that is.
