Foundational Materials - Canada

Last update: Date 15 Mar 2021

Directorate Professional Military Conduct (DPMC)

Professional Development Library: Addressing Sexual Misconduct

The Path to Dignity and Respect: Guiding Principles

Facilitated discussion package

Foundational Materials

Guided Discussion: The Path to Dignity and Respect: Guiding Principles

Target Audience: All Facilitator Level: Intermediate to Advanced

Group Size: 4 – 15

Learning Objectives (LO):

Upon completion of this module, participants will be able to:

1. Understand The Path to Dignity and Respect (The Path).

2. Discuss the Six Guiding Principles from The Path.

Icons below may appear in this guide to help you identify key points within this session.

Facilitator Notes:

1. Check out this and other helpful guides to facilitation: Facilitator’s Instructions

2. It is a good idea to identify a co-facilitator for your session. They play an important

role in sessions dealing with explicit material by:

a. Responding to individuals triggered by content of the session.

b. Sharing responsibilities – planning, preparation, delivery and follow-up. c. Supporting the session delivery - note taking, ensure timing and providing

input/guidance/support during a session.

3. You may not get through all the questions during this session. If so, continue this

session at a later time. Review what was discussed prior to the start what was

discussed as part of the first session.

This icon shows approximate timings for the scenario. This icon represents a slide in the slide deck. This icon represents resources, supporting handouts and/or reading material which is relevant to the topic. In the digital version these are hyperlinked. This icon identifies a (possible) question for you to ask. This icon provides facts or research that support the teaching point and stimulate further thought and discussion.

Foundation: Guiding Principles

Background for the facilitator

The Path To Dignity and Respect: The Canadian Armed Forces Sexual Misconduct Response

Strategy (The Path), Six Guiding Principles, Overview of The Path to Dignity and Respect – The

CAF Sexual Misconduct Response Strategy, Overview of Strategic Approach to Cultural

Alignment

The Path is a comprehensive strategy designed to prevent and address sexual

misconduct in the CAF as well as improve support for affected persons. It is the next

phase in which we move beyond an immediate response towards an effective, fully

coordinated and sustained institutional approach. The mission now has a broader scope

and that is to ensure sexual misconduct is never minimalized, ignored or excused, so that

the CAF cultivates the inclusive and respectful work environment that embodies the

ethical principles and core values of The Profession of Arms.

45 to 60 minutes

https://www.canada.ca/en/department-national-defence/corporate/reports-publications/the-path-to-dignity-and-respect.html

https://www.canada.ca/en/department-national-defence/corporate/reports-publications/the-path-to-dignity-and-respect.html

LO 1: Understand The Path’s Vision.

ACTIVITY: GUIDED DISCUSSION TIME: 10 min Description: This guided discussion introduces The Path to the participants. Although The Path is comprehensive, the explanation serves to describe The Path in its most basic form. Participants will understand there are four parts of The Path and understand its foundational elements as they relate to CAF members.

Facilitator Asks: Facts:

“Who is aware that there is an updated strategy to address

sexual misconduct in the CAF?”

“What is the name of this strategy?”

“Has anyone read The Path?”

The Path to Dignity and Respect: The Canadian Armed Forces Sexual Misconduct Response Strategy

Released Oct 2020

It is the next phase of Operation HONOUR –a refocusing of the Operation HONOUR mission.

76-page, four-part strategic document.

This comprehensive document was developed in partnership with the CAF’s military and civilian partners.

The document moves away from a reactionary stance to a multi-faceted approach to addressing sexual misconduct.

This includes: prevention, response and support.

Group Task: situate the discussion on The Path

Facilitator provides Handouts

Before the start of this discussion, the facilitator provides the two handouts, “Overview of The Path to

Dignity and Respect – The CAF Sexual Misconduct Response Strategy” and “Overview of Strategic Approach to Cultural Alignment” for reference. Optionally, these can be projected on a screen.

Facilitator Explains the four parts of The Path in simplified terms

Four parts as identified within The Path:

“The Path is a comprehensive strategic document that

contains four parts.”

Part One: Determines the extent

of the problem and identifies how to best

address the

Part One: “Strategic Approach to Cultural Alignment” provides a general

understanding of the elements that make up, and influence the culture

problematic sexualized culture in the CAF

in the CAF. It introduces a cultural alignment model that we can apply

to a broad range of issues.

Part Two: Identifies the stategic approach to fixing the problem identified in

Part One.

Part Two: “Strategic Framework to Address Sexual Misconduct in the CAF”.

Determines what aspects of CAF culture enable or hinder individuals

from engaging in sexual misconduct. It also sets out the

mission, vision, guiding principles, strategic objectives and desired

outcomes that will guide efforts to develop and implement

interventions identified within Part Three.

Part Three: Implementation of

solutions to problems identified in parts one and two. This is at the

unit level.

Part Three: “The Operation HONOUR Strategic Campaign Plan” lays out how we

will implement the strategy. It proposes a comprehensive, five-year plan for the next phase of

activities designed to coordinate with other complementary efforts throughout the CAF. The Campaign

Plan Operational Design is based on three lines of operation

(Prevent, Support, Respond)

Part Four: Assesses how things

are going through self reflection and

adjustment to the strategies

implemented in Part Three.

Part Four: “Operation HONOUR Performance

Measurement Framework” outlines how progress towards

cultural alignment will be measured over time, using a

number of mechanisms and tools—both internal and external to the

CAF

Group Task: discuss the four parts of The Path


“What does this vision statement mean to you?”

I can go to work with the reasonable expectation that I will not be harassed.

My work environment will be safer

All issues and problems will be addressed in a timely and meaningful manner.

Contribute to a more professional work environment.

I will be respected for who I am and measured by the work I do.

A common playbook - rules, expectations are clear and easy to follow for everyone.

Group Task: situate the discussion on The Path’s Guiding Principles

Facilitator (says):

“This is a 76-page strategic document. It is a strategic document and it is not easy to relate to.”

“An important starting point for ALL CAF members is to understand its vision statement.”

Facilitator (says) The Path’s Vision Statement:

“The vision of The Path is a Canadian Armed Forces free of sexual misconduct where all are treated with dignity

and respect.”

LO 2: Discuss the Six Guiding Principles from The Path.

ACTIVITY: GUIDED DISCUSSION TIME: 20 min Description: Discuss the Six Guiding Principles and relate these to what they mean and how they apply to their daily lives as CAF members in order to achieve the mission: To ensure sexual misconduct is never minimized, ignored or excused so that the CAF cultivates the inclusive and respectful work environment that embodies the ethical principles and core values of the profession of arms.

Facilitator provides Handout

Before the start ot this discussion, the facilitator provides the handout “Six Guiding Principles” for reference. Optionally, this can be

projected on wall.


Guiding Principle #1:

“Zero Tolerance!”

“What does this mean to you as a CAF member?”

It is listed first amongst the Six Guiding Principles for a reason.

All allegations taken seriously & acted upon in a proportional manner.

No incident of sexual misconduct is ignored, minimized or excused.

Leadership supports a positive command climate in which members feel safe to report incidents.

Facilitator (says)

“Although the document is strategic,

there are important aspects of the document that are practical, tactical, applicable, and affect you daily.”

“These are The Guiding Principles!”

“There are six of them!”

“They are common to all CAF members and necessary to achieve the mission.”

Examples: 1. “A bystander hears a joke of a sexual nature and

intervenes right away.” 2. “A Commanding Officer reaches out to the

SMRC, Unit Legal Advisor and the MP after an incident.”

3. “A junior NCM is not afraid to report an incident & trusts that their Chain of Command (CoC) will take the report seriously, as done with previous cases.”


“Leadership commitment at all levels”

“What could leadership commitment at all levels look like?”

Leaders embody and actively foster ethical behaviours

Leaders never actively or passively condone behaviours of sexual misconduct

Leaders are fully committed & held accountable for the success of Operation HONOUR

Examples: 1. “A CO conducts a guided discussion on expected

behaviours before or after an O-Group once a month”

2. “While addressing their troops, a CO uses an inappropriate word and immediately corrects themself without being told and acknowledges their mistake.”

3. “During a discussion, a member uses inappropriate language and is immediately corrected by his peer.”

4. “A section commander leads by example and always uses appropriate language when speaking to subordinates.”


“CAF personnel understand and embody the military ethos”

“Why would it be important to ensure that all CAF members understand and

embody CAF military ethos?”

CAF members are expected to understand and embody the values and obligations of The Profession of Arms

CAF members are educated & socialized into The Profession of Arms & held to the highest standards

Ethics principles will be reflected by CAF members in their everyday behaviours and attitudes

It is important for all CAF members to model our ethos so that our organization can make the positive cultural shift toward a workplace that is free from sexual misconduct.

Examples:

1. “A Cpl is aware of their surroundings and is ready to apply bystander intervention strategies”

2. “Cpl Bloggins demonstrated courage and intervened when their Sgt conducted themself inappropriately.”

3. “On basic training, OCdts receive training on the Defence Ethics Programme.”


“Persons affected by sexual misconduct will be treated fairly,

compassionately, and be empowered as supported partners”

“What is the importance of ensuring

that affected persons are treated fairly and with compassion?”

The CAF treats affected persons fairly & compassionately, remaining accountable and responsible for their welfare & support.

Expert responses and support services will be provided to assist affected persons.

Affected persons have a right to access information about their case & remain a partner in the processes that involve them.

Examples: 1. “A CAF member was offered continual updates

on the status of their harassment complaint by the CoC.”

2. “After disclosure of an incident, a CAF member was offered continual support and resources by the CoC and the CoC provided updates as required.”

3. “A CAF member uses the Response Support Coordination services offered by the SMRC.”


“Respondents will be treated fairly, proportionally & be assured due

process”

“Why is it important to ensure this?”

Leadership will treat respondents fairly, impartially and remain responsible for their overall welfare.

CAF personnel who commit sexual misconduct will be administered and/or disciplined in accordance with regulations & policy, taking into account the severity of the offence.

Appropriate interventions will focus on preventing repetition of behaviour.

Examples: 1. “The CO meets with Cpl Bloggins to explain how

their actions were disrespectful to others. Cpl Bloggins understands their error and pledges to do better.”

2. “As a respondent of an alleged incident, a CAF member is provided adequate information and resources by their CoC during the investigation.”

3. “After a post on social media about an alleged incident of sexual misconduct at their unit, a CO

follows the process established in the DAOD and the Incident Management Decision Tree in order to ensure due process and procedural fairness.”


“The CAF learns from experience, maintains transparency and remains

aware and vigilant”

“How can the CAF demonstrate transparency?

… and that it has learned from

experience?”

The CAF will systematically and continuously evaluate progress over time and make adjustments when required.

The CAF reports periodically on progress to ensure transparency & maintenance of trust within the institution.

The CAF shares best practices with partner organizations to contribute to national and international efforts to address sexual misconduct.

Examples: 1. “The Director General participated in a research

project recently presented to NATO nations regarding sexual misconduct prevention strategies.”

2. “The CAF uses its Performance Measurement Framework to measure the Operation HONOUR progress.”

3. “A recent Statistics Canada report has indicated that sexual misconduct has declined slightly in the CAF.”

“Why do we require guiding

principles?”

“Why is it important for the CAF to have Guiding Principles?”

To influence/guide you when making a decision or considering a matter.

To standardize/align behaviour.

To establish a norm of expected behaviour.

To provide members with a safe work environment.

Group Task: Discuss the Six Guiding Principles. After providing examples, participants should relate and make the connection to daily lives as CAF members.

GROUP ACTIVITY: USING EXAMPLES RELATE THE SIX GUIDING PRINCIPLES TO DAILY LIFE

TIME: 20 to 25 min Description: This activity focuses attention on Six Guiding Principles and what behaviours constitute positive examples of the principle in action. Relate these to daily life. Instructions: For this activity, divide your participants into two or more break-out groups. Part one (7 to 10 minutes): Have the groups discuss and identify one example of each of the guiding principles in action. Part two (7 to 10 minutes): Bring the groups back together to discuss their examples with the entire group.

Facilitator (Says):

“The Guiding Principles are unique to the CAF, and are an important part of the strategic response to the elimination of sexual misconduct. These six Guiding Principles help “steer” our

behaviours and can contribute positively to a cultural shift towards a better organization.”

Facilitator provides Handout

Participants will continue to use the handout “Six Guiding Principles” for this exercise. Optionally, it can be projected on the wall or screen.

Activity Instruction: Facilitator Refererence: Six Guiding Principles:

“Each group has 7 to 10 minutes to record one new example of

each guiding principle in action. When done, each group will share

their examples with the entire group.”

Zero Tolerance

Leader commitment at all levels

CAF personnel understand and embody the military ethos

Persons affected by sexual misconduct will be treated fairly, compassionately, and be empowered as

supported partners

Respondents will be treated fairly, proportionally and be assured due process

The CAF learns from experience, maintains transparency and remains aware and vigilant

Facilitator Asks: Possible Responses:

“What is your current

understanding of The Path in relation to your daily activities as a

CAF member?”

CAF is taking sexual misconduct seriously

We all have a role to play in recognizing and addressing sexual misconduct

Inter-relational support and prevention

Significant step towards the elimination of sexual misconduct.

I have a comprehensive set of tools now to address sexual misconduct.

A timeline for programs and initiatives established that we can work together to achieve.

“How can you apply the Six Guiding Principles to your daily

life?”

When I see something, I say something.

Address incidents and apply corrective measures.

Take allegations seriously.

Model appropriate behaviour to my peers and subordinates.

Re-evaluate my own behaviour and make the necessary adjustments to be a better person

Remain aware and vigilant.

Be aware of supports and resources at my disposal.

Support those affected by sexual misconduct compassionately.

Don’t judge Respondents – allow due process to take place.

Group Task: after applying the Guiding Principles to daily operations and their own lives, participants can reflect on what The Path as well as the Guiding Principles means to them.

Takeaways

1. The Path’s mission is to ensure sexual misconduct is never minimized, ignored or

excused so that the CAF embodies the ethical principles and core values of the profession of arms.

2. The Guiding Principles help us achieve the mission.

Feedback

Your feedback is important to us. Any comments, suggestions or observations about this or other modules in the Professional Development Library, please send us an email directly at [email protected].

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Foundational Materials - Canada

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Transcript of Foundational Materials - Canada