As a result of their deliberations committees may make recommendations which they include in their reports for the consideration of the House of Commons or the Government. Recommendations related to this study are listed below.

Recommendation 1

That the Government of Canada take decisive steps to transform the institutional culture within the Canadian Armed Forces to ensure an inclusive, safe and respectful workplace for all Canadian Armed Forces and Department of National Defence personnel. To this end, the Department of National Defence and the Canadian Armed Forces should develop measurable actions designed to hold senior leaders accountable for implementing sustained culture change. In consultation with external experts, performance metrics—including a 360-degree performance review process—should be established for senior leaders.

Recommendation 2

That the Government of Canada increase efforts to promote greater diversity in the Canadian Armed Forces. These efforts should include the creation of outreach and engagement strategies designed to attract underrepresented groups, with these strategies implemented particularly in urban centres and rural and remote Indigenous and Northern communities, and adequately resourced.

Recommendation 3

That the Government of Canada take action to improve public awareness of the range of Canadian Armed Forces' job opportunities. These efforts should ensure that information concerning each individual job, related compensation and benefits and timeline for enrollment is clear and accessible.

Recommendation 4

That the Department of National Defence and the Canadian Armed Forces take concrete steps to reduce delays at each stage in the Canadian Armed Forces’ recruitment process. Furthermore, the Government of Canada should increase the funding allocated to the Canadian Forces Recruiting Group, and should ensure that serving in the Canadian Armed Forces in a recruitment capacity is not detrimental to career progression.

Recommendation 5

That the Government of Canada, in its review of the universality-of-service requirement in the Canadian Armed Forces, explore options for the meaningful involvement of individuals who do not meet baseline requirements.

Recommendation 6

That the Government of Canada examine the advantages and disadvantages of easing eligibility requirements to allow non-citizens who obtain proper security clearances to join the Canadian Armed Forces.

Recommendation 7

That the Government of Canada work with provincial and territorial partners to provide childcare, healthcare, education and employment-related supports that meet the specific needs of Canadian Armed Forces personnel and their families.

Recommendation 8

That the Government of Canada explore opportunities to limit relocation for Canadian Armed Forces members with families when operationally possible.

Recommendation 9

That the Government of Canada improve the accessibility of services in French to members of the Canadian Armed Forces and their families, regardless of their geographic location. That the Canadian Armed Forces provide communication in both official languages to its members.

Recommendation 10

That the Government of Canada immediately adjust the Post Living Differential to reflect current economic conditions, including in relation to housing costs. As well, the Government should review the differential on an ongoing basis to ensure that Canadian Armed Forces personnel do not experience adverse financial consequences arising from postings.

Recommendation 11

That the Government of Canada take actions to create flexible career mobility arrangements within the Canadian Armed Forces. To that end, the Government should work with its provincial and territorial counterparts to eliminate interprovincial/interterritorial barriers to recognizing professional credentials. As well, the Government should ensure that transitions between the Regular Force and the Reserve Force occur easily and with minimal bureaucracy. Finally, the Government should facilitate partnerships between the Canadian Armed Forces and the private sector with the goal of providing career development opportunities and knowledge transfer.

Recommendation 12

That the Government of Canada ensure wages and benefits for employees of the Department of National Defence and members of the Canadian Armed Forces are competitive with the private sector.

Recommendation 13

That the Department of National Defence and the Canadian Armed Forces improve the collection of disaggregated data relating to individuals who are leaving the Canadian Armed Forces. In particular, the Department of National Defence and the Canadian Armed Forces should ensure that exit interviews are mandatory, and that they include questions concerning the circumstances of departure, career progression and work environment. Finally, provided that confidentiality and security requirements are met, data requested by external researchers should be made available.

Recommendation 14

That the Government of Canada study and report on the treatment of Francophones in the Canadian Armed Forces and assess the effects on retention and recruitment.

Recommendation 15

That the Government of Canada allocate stable and long-term resources designed to address backlogs in the Canadian Armed Forces’ grievance system. As well, the Department of National Defence and the Canadian Armed Forces should review the causes of the backlogs and make appropriate changes to the process to ensure timely decisions in the future.

Recommendation 16

That the Government of Canada make the National Defence Ombudsman truly independent and report to Parliament rather than to the Minister of National Defence.