Sexual misconduct
Data categories
Any form of sexual misconduct is unacceptable. It is inconsistent with the values and ethical principles of the Canadian Armed Forces (CAF) and the Department of National Defence (DND). It harms its people and jeopardizes our operational effectiveness.
DND/CAF have taken important steps to prevent and address sexual misconduct but there is much more work to do. We have adopted a holistic, long-term approach that aims to eliminate all forms of improper conduct, discrimination, biases, harmful stereotypes, and systemic barriers across Defence. We continue to prioritize comprehensive support to affected persons in a way that meets individual needs. We are also focusing efforts on justice and accountability and culture evolution initiatives.
Sexual misconduct CAF sentiment
Most survey data on this page is from the Survey on Sexual Misconduct in the CAF (SSMCAF). This survey tracks the prevalence and nature of self-reported sexual misconduct within the military workplace and/or involving military members, Department of National Defence (DND) employees, or DND contractors within or outside the military workplace.
CAF Members
It is understood in my unit that sexual misconduct has no place in the CAF:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Men | Overall | 2022 | 97% | 3% |
| Overall | Overall | 2022 | 96% | 4% |
| Women | Overall | 2022 | 94% | 6% |
| Men | Experienced sexualized or discriminatory behaviours | 2022 | 93% | 7% |
| Women | Experienced sexualized or discriminatory behaviours | 2022 | 87% | 13% |
| Men | Victim of sexual assault | 2022 | 84% | 16% |
| Women | Victim of sexual assault | 2022 | 84% | 16% |
People in my unit would encourage victims to report sexual misconduct:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 93% | 7% |
| Men | Overall | 2022 | 93% | 7% |
| Women | Overall | 2022 | 89% | 11% |
| Men | Experienced sexualized or discriminatory behaviours | 2022 | 85% | 15% |
| Women | Experienced sexualized or discriminatory behaviours | 2022 | 79% | 21% |
| Women | Victim of sexual assault | 2022 | 72% | 28% |
| Men | Victim of sexual assault | 2022 | 66% | 34% |
People in my unit would assist others in situations of sexual misconduct:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Men | Overall | 2022 | 92% | 8% |
| Overall | Overall | 2022 | 91% | 9% |
| Women | Overall | 2022 | 86% | 14% |
| Men | Experienced sexualized or discriminatory behaviours | 2022 | 83% | 17% |
| Women | Experienced sexualized or discriminatory behaviours | 2022 | 75% | 25% |
| Women | Victim of sexual assault | 2022 | 69% | 31% |
| Men | Victim of sexual assault | 2022 | 67% | 33% |
People in my unit lead by example by not participating in sexist comments and behaviours:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Men | Overall | 2022 | 84% | 16% |
| Overall | Overall | 2022 | 83% | 17% |
| Women | Overall | 2022 | 79% | 21% |
| Men | Experienced sexualized or discriminatory behaviours | 2022 | 64% | 36% |
| Women | Experienced sexualized or discriminatory behaviours | 2022 | 61% | 39% |
| Women | Victim of sexual assault | 2022 | 53% | 47% |
| Men | Victim of sexual assault | 2022 | 49% | 51% |
People in my unit recognize and immediately address incidents of sexual misconduct:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Men | Overall | 2022 | 85% | 15% |
| Overall | Overall | 2022 | 83% | 17% |
| Women | Overall | 2022 | 75% | 25% |
| Men | Experienced sexualized or discriminatory behaviours | 2022 | 67% | 33% |
| Women | Experienced sexualized or discriminatory behaviours | 2022 | 56% | 44% |
| Women | Victim of sexual assault | 2022 | 49% | 51% |
| Men | Victim of sexual assault | 2022 | 48% | 52% |
Data Source: Survey on Sexual Misconduct in the Canadian Armed Forces (2022)
CAF sentiment towards the sexual misconduct reporting process
CAF Members
Consequences (men)
I did not report sexual assault as I was afraid of negative consequences (e.g., retaliation/revenge):
| Year | % Agree | % Other |
|---|---|---|
| 2022 | 33% | 67% |
Consequences (women)
I did not report sexual assault as I was afraid of negative consequences (e.g., retaliation/revenge):
| Year | % Agree | % Other |
|---|---|---|
| 2022 | 41% | 59% |
Data Source: Survey on Sexual Misconduct in the Canadian Armed Forces (2022)
Reprisal
I am confident that I would not be retaliated against if I reported incidents of sexual misconduct:
| category | subcategory | Year | % Agree | % Other |
|---|---|---|---|---|
| Gender | Primary Reserve Men | 2021 | 48% | 52% |
| Gender | Primary Reserve Women | 2021 | 27% | 73% |
| Gender | Regular Force Men | 2021 | 51% | 49% |
| Gender | Regular Force Women | 2021 | 34% | 66% |
| Component | Primary Reserve | 2021 | 45% | 55% |
| Component | Regular Force | 2021 | 47% | 53% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2021 | 41% | 59% |
| CAF Rank | Primary Reserve Junior Officer | 2021 | 43% | 57% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2021 | 57% | 43% |
| CAF Rank | Primary Reserve Senior Officer | 2021 | 58% | 42% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2021 | 43% | 57% |
| CAF Rank | Regular Force Junior Officer | 2021 | 51% | 50% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2021 | 52% | 48% |
| CAF Rank | Regular Force Senior Officer | 2021 | 51% | 49% |
| Gender | Primary Reserve Men | 2023 | 56% | 44% |
| Gender | Primary Reserve Women | 2023 | 47% | 53% |
| Gender | Regular Force Men | 2023 | 57% | 43% |
| Gender | Regular Force Women | 2023 | 44% | 57% |
| Component | Primary Reserve | 2023 | 54% | 46% |
| Component | Regular Force | 2023 | 54% | 46% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2023 | 51% | 49% |
| CAF Rank | Primary Reserve Junior Officer | 2023 | 57% | 43% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2023 | 61% | 39% |
| CAF Rank | Primary Reserve Senior Officer | 2023 | 61% | 39% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2023 | 47% | 53% |
| CAF Rank | Regular Force Junior Officer | 2023 | 64% | 36% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2023 | 57% | 44% |
| CAF Rank | Regular Force Senior Officer | 2023 | 61% | 40% |
| Gender | Primary Reserve Men | 2024 | 70% | 30% |
| Gender | Primary Reserve Women | 2024 | 46% | 54% |
| Gender | Regular Force Men | 2024 | 64% | 36% |
| Gender | Regular Force Women | 2024 | 56% | 44% |
| Component | Primary Reserve | 2024 | 66% | 34% |
| Component | Regular Force | 2024 | 62% | 38% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2024 | 61% | 39% |
| CAF Rank | Primary Reserve Junior Officer | 2024 | 69% | 32% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2024 | 72% | 28% |
| CAF Rank | Primary Reserve Senior Officer | 2024 | 73% | 27% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2024 | 54% | 46% |
| CAF Rank | Regular Force Junior Officer | 2024 | 69% | 31% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2024 | 67% | 33% |
| CAF Rank | Regular Force Senior Officer | 2024 | 75% | 25% |
Data Source: Your Say Survey: Programs & Policies (2021)
More information: Independent External Comprehensive Review
Context
In the spring of 2021, the Minister of National Defence engaged former Supreme Court Justice Louise Arbour to undertake an Independent External Comprehensive Review (IECR) of current policies, procedures, programs, practices, and culture within DND/CAF.
In 2022, the final IECR report was released, detailing the causes of the continued presence of sexual harassment and misconduct in the CAF, and providing 48 recommendations that seek to prevent and/or eradicate sexual harassment and misconduct in the CAF.
In December 2022, the Minister of National Defence released a Report to Parliament on Culture Change Reforms, in response to Madame Arbour’s report, announcing that she welcomed and agreed with all of the recommendations.
Recommendations from the IECR and other key external reports are incorporated in the Comprehensive Implementation Plan, which lays out a multi-year plan to deliver on culture change commitments and milestones aimed at making the DND/CAF more open, transparent, and accountable to our members and Canadians.
Data sources
For details on the methodology of data analysis, including descriptions of each data source, please visit the List of data sources page.