Human Resources committee  Yes, I'd be happy to. Just to elaborate a bit on the issue of safety, I think our primary concern is the increased risk of individual performance failure as people's physical and psychological fitness naturally deteriorate over time. We have a little bit of internal evidence tha

Status of Women committee  Thank you. Good morning. My name is Karol Wenek. As the director general military personnel, I'm responsible for, among other things, personnel policies intended to prevent discrimination and achieve equal employment opportunities throughout the Canadian Forces. With me today

Status of Women committee  Madam Chair, fortunately Commander Crewe is the co-chair of the working group that's looking at the integration of those conflict resolution systems, so I'll ask him to respond to that question. He has some in-depth knowledge of that process.

Status of Women committee  Again, because that's a process issue that Tony is more familiar with, I'll ask him to respond to that. I'm sorry; I'm not trying to duck this.

Status of Women committee  I'm not aware of any contact with us. Tony, have you had any?

Status of Women committee  The exit survey has been in place for a considerable length of time, I think at least 20 years or more. One of the difficulties in acquiring consistent data, particularly about voluntary attrition behaviour, is that completion of the survey is voluntary. In some cases individuals

Status of Women committee  It hasn't surfaced as a sufficiently significant issue for us to address.

Status of Women committee  Let me approach this with a fairly broad perspective, first of all. I think over the last 20 years there has been a significant change in the culture within the Canadian Forces that has been reinforced by a number of initiatives, which all have this as a central focus: what is ap

Status of Women committee  I think the major index of any cultural change is behavioural change. It's often stated you have to change attitudes before you see the necessary behavioural change, but that isn't always the case. In fact, through the strong enforcement of the desired behavioural norms, you can

Status of Women committee  For the Canadian Forces, actually that's not the case. Our representation of women in the Canadian Forces is about 15% of the regular and reserve force. Above the rank of lieutenant-colonel, it's less than that. It's about 9%, 8%, and starts to get lower as you get into the rank

Status of Women committee  In terms of human resource management generally, no, and that's why most policies are quite distinct. In fact, most human resource policies as applied to military members derive from the National Defence Act and the Queen's regulations subordinate to them, whereas on the civilian

Status of Women committee  In harassment, yes, that's right.

Status of Women committee  That's correct.

Status of Women committee  Sure, and I think there are two parts to my answer. The first one is that one of the key changes in the philosophy underlying the most recent version of the policy was to shift from a crime-and-punishment approach to harassment to a restorative justice approach. This means that

Status of Women committee  That's the million-dollar question, I think.