Women's Lived Experiences of Serving in the Canadian Armed

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Women’s Lived Experiences of Serving in the Canadian Armed Forces Primary Reserve

Barbara T. Waruszynski, DSocSci Department of National Defence

Kate H. MacEachern, MA Carleton University FSWEP Student

Director General Military Personnel Research and Analysis

Canadian Military Journal Volume 21, Number 3, 2021, pp. 47-52

Date of Publication from Ext Publisher: July 2021

Terms of Release: This document is approved for public release.

Defence Research and Development Canada External Literature (N) DRDC-RDDC-2021-N196 July 2021

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CAN UNCLASSIFIED PERSONNEL ISSUES DND photo WT07-2019-0013-005 by Private Jordyn Anderson

Reservist from 38 Brigade Group’s Influence Activities Company conducts patrols and executes key leader engagements during Exercise MAPLE RESOLVE 19, 11 May 2019.

Women’s Lived Experiences of Serving in the Canadian Armed Forces Primary Reserve

by Barbara T. Waruszynski and Kate H. MacEachern

Dr. Barbara Waruszynski, DSocSci., is a Defence Scientist Introduction with Director General Military Personnel Research and Analysis (DGMPRA), Department of National Defence (DND), and she trengthening Canada’s military capacity and capa- specializes in diversity and inclusion research for the advancement bilities to address modern-day conflict requires of Defence and Security. Barbara is the project leader for two personnel from the Primary Reserve to work studies that looked at the attraction, recruitment and employment alongside the Regular Force in meeting opera- of women serving in the Canadian Armed Forces. Specifically, tional challenges, both domestically and abroad. she is looking at ways to improve recruitment strategies and the SIn helping to augment the capabilities of the Canadian Armed military culture to enable greater diversity and inclusion in the Forces (CAF), Primary Reserve members, primarily across Canadian military. the Naval Reserve, Canadian Army Reserve, Royal Canadian Air Force Reserve, Military Personnel Command Reserve, and Kate Hill MacEachern, MA, is a Ph.D. candidate at Carleton Canadian Special Operations Forces Command Reserve, are University, and has worked with DGMPRA in DND, supporting ready to respond if and when needed. The Primary Reserve is projects related to diversity and inclusion in the Canadian Armed instrumental in supporting the Regular Force by responding Forces. Kate is currently an epidemiologist with the Public Health to humanitarian challenges, both domestically (i.e., natural Agency of Canada. disaster emergencies) and in international operations. It is within this context that we examine women’s lived experiences of serving in the Canadian Primary Reserve. Specifically, the purpose of this article is to explore the challenges and opportunities associated with being a woman in the Primary Reserve.

Canadian Military Journal • Vol. 21, No. 3, Summer 2021 47 To better understand these challenges and opportunities, a Currently, women represent 16.1% of the total force with qualitative study conducted by Waruszynski and MacEachern 16.8% in the Primary Reserve. By 2026, the CAF’s intent is to (2019) examined the attraction, recruitment, employment, and increase the representation of women in the Canadian military to retention of women in the Primary Reserve. Through the use approximately 25%. Although women have been involved with of focus groups and individual interviews, the researchers were major conflicts throughout Canada’s history (see Waruszynski, able to take note of the lived experiences of women serving MacEachern, Raby, Straver, Ouellet, & Makadi, 2019), it was in the CAF Primary Reserve. These participants also provided not until the 1970s that women were given greater opportunities suggestions on how the CAF could increase the representation to serve as members of the CAF. In 1988, women represented of women and thereby foster a more integrated, diverse, and 17.9% of the Primary Reserve. Representation was highest in inclusive Canadian military to further strengthen its defence the Naval Reserve (37.6%), followed by the Communication capabilities and operational effectiveness. Reserve (35.1%), Air Reserve (28.5%) and the Militia (12.3%).

Reservists Strengthening Military Capacity and The appeal of a military career is relatively universal. Both Capabilities for Enhanced Operational Effectiveness men and women, who are in the Primary Reserve or Regular Force, seek opportunities to serve their country and to pursue he current defence policy, Strong, Secure, Engaged, a challenging and adventurous career.,, However, there are T highlights the important role of Canadian Reservists: specific reasons why individuals may choose a career in the Primary Reserve over the Regular Force. For example, Defence The Canadian Armed Forces is greatly enhanced by scientist J. Anderson (2018) discovered that the Primary Reserve being able to employ the varied backgrounds and skills provided an opportunity to try-out the military, while others of Reservists. The prevalence of Reserve units across wanted the opportunity to learn new skills, or to stay in shape Canada, including in major urban centres, makes them through continuous exercising. Moreover, familiarity with the extremely valuable as a means to tap into Canadian military has been found to be an important part of attraction and diversity, capitalizing on different ways of thinking and recruitment, and this appears to hold for people wanting to join problem solving, and accessing the deep cultural knowl- the Primary Reserve. According to Anderson (2018), two-thirds edge resident in Canadian communities. Reservists bring of Primary Reserve members had family or friends who were a wealth of experience from their primary occupations serving members of the CAF. that has allowed the Canadian Armed Forces to access in-demand skills and trades…that would otherwise take years to develop in the Regular Force. DND photo 20200814NKAD0266D029 by Corporal David Veldman

Able Seaman Ashtyn Bartlett drives a Rigid Hull Inflatable Boat through Maniitsoq Fjord during Operation NANOOK 2020, 14 August 2020.

48 Canadian Military Journal • Vol. 21, No. 3, Summer 2021 One of the most positive aspects of joining the Primary Motivation to join the CAF and reactions to joining: In Reserve is the ability to have more control over making decisions general, many participants spoke about several motivating fac- related to family/work-life balance. The Primary Reserve offers tors to join the CAF, including: opportunity to experience new more flexible options for those who prefer to work part-time in adventures, travel around the world, undergo challenges, pride the Canadian military, but not as a full-time service member. For in wearing the Canadian military uniform, ability to give some- example, the employment terms for a reservist do not require an thing of themselves to help people around the world, and the extended commitment. For those working part-time in the Army benefits of job security and subsidized education. As noted in Reserve, the occupational opportunities are varied, and the invest- the study on women in the Regular Force, family and friends ment required is typically one night a week and one weekend a were primarily great supporters of the women joining the Primary month. In addition, the variability in occupations is important Reserve, especially if the people who supported them came from (i.e., paramedics, nurses, doctors, and dentists, as health-related military backgrounds. occupations have been listed as top fields of interest for women in the Canadian public). It may be worthwhile to highlight these Experiences with recruiters and the recruitment process: types of occupations to the public to appeal to women who may The majority of participants articulated positive experiences with be unfamiliar with the CAF. the recruiters and the recruitment process; however, some of the

participants felt that the recruitment process was too long. Several PERSONNEL ISSUES There are many who benefit from the opportunity to be participants also stated that the recruiting staff seemed at times employed part-time with the Canadian military. For example, uninformed about the occupations, disinterested in their role as students who are enlisted in the Primary Reserve are able to recruiters, and lacked female recruiters to help answer female- work part-time during the school year and then oriented questions. These findings parallel those have full-time summer employment. Also, the in the Regular Force study, including the lack Primary Reserve is an option for individuals “One of the most of qualified female recruiters and the ability of wanting part-time employment in smaller com- recruiters to speak to issues impacting women munities where opportunities may be limited. positive aspects of in the military. The pay and working conditions are potentially joining the Primary better than what is available in small com- Reserve is the ability to The masculinized culture of the CAF: munities, where other options might include Working in a masculinized culture subjected fast-food or big-box retailers. In addition, the have more control over some women to harassment, discrimination, training and ability to develop unique skillsets making decisions and even sexual assault, similar to the findings in the Regular Force study. The military can aid in professional development and future related to family/ employment opportunities. culture was described as an “old boys club,” work-life balance.” with many women experiencing harassment, The Primary Reserve is also appealing for including inappropriate comments and jokes. women who want to be a part of the military, Some spoke with frustration about Operation but also require the flexibility to control their schedules and HONOUR and how the program was treated by male colleagues, their geographic locations. Women who prefer to remain close where some of the men viewed Operation HONOUR as a program to family and friends, or who need to take care of their children for women. while remaining employed can find a good balance between work commitments and family life. Such flexibility would also Women in the Primary Reserve study raised concerns about be relevant for spouses of Regular Force members who choose to the potentially triggering nature of Operation HONOUR pre- remain with their families when moving to a new city, or if they sentations, particularly for women who had experienced sexual need to maintain a connection to the CAF. harassment or assault in the past. This perspective is important as it speaks to the need to ensure that all members feel psycho- Issues Affecting Women in the Primary Reserve logically safe in their work environments. Overall, women in the Primary Reserve and Regular Force suggested that Operation he key findings of this qualitative study are based upon the HONOUR is a step in the right direction to help eliminate sexual T perceptions of 168 women in the Primary Reserve who misconduct in the military, but the program may need further work in several bases/units across Canada, including Ottawa, evaluation to ensure it is effective in addressing sexual misconduct Bagotville, Trenton, Montreal, Quebec City, Edmonton, and encouraging real change in attitudes and behaviours. Vancouver, Halifax, and Winnipeg. Some of the central issues raised by participants were consistent with previous research Issues in military training: Specifically related to women in with women in the Regular Force. This is not unexpected, as the Combat Arms, some of the participants expressed issues with members of the Regular Force and Primary Reserve work in certain male instructors who were perceived as being unprepared the same environments, carry out similar tasks/jobs, and may to integrate women into combat units. Participants highlighted have the same colleagues and supervisors. that there are some instructors who adjust their expectations and assessments based upon the anatomy of female members (i.e., The key areas that are discussed next include: (a) motivation perceptions that women are less likely to succeed in infantry to join the CAF and reactions to joining; (b) experiences with training due to their smaller height and body size). recruiters and the recruitment process; (c) the masculinized culture of the CAF; (d) issues in military training; and (e) concerns over Concerns over kit and equipment: Another common theme kit and equipment. was the concern with respect to one’s military kit and equipment. This issue was raised over 20 years ago, and raised again more 7RIHPDOHSDUWLFLSDWVHUHIURPWKH5HODU)RUFHEWSURLGHGVHVWLRVR recently by members of the Regular Force. The key concern is KRWRLPSURHWKHUHFULWPHWRIRPHLWKH3ULPDU5HVHUH

Canadian Military Journal • Vol. 21, No. 3, Summer 2021 49 Relatedly, some women also joined the Primary Reserve so that they could follow their military Regular Force spouses/partners without fear of separation, or be able to obtain employment in a new location. There are two perspectives to consider with this point. First, there are women who want to be part of the Regular Force, but are restricted by their desire to put family demands first. Understanding how to better serve this ele- ment could lead to greater retention in the CAF. Second, spouses/partners of Regular Force members may represent valuable candidates for recruitment into the Primary Reserve. DND photo CX04-2017-0276-065 by Master Seaman Roxanne Wood Many participants Captain Skye Simpson ies a CC-130J Hercules on approach to landing in Kamloops, BC, during Operation LENTUS 17-04, wanted greater opportu- 21 July 2017. nities to work with the Primary Reserve on a full- that the uniforms, rucksacks, and safety equipment are made for time basis, but indicated that the positions or contracts were not an average male body type and do not necessarily fit a woman’s available. It was felt by these participants that the CAF should per- body type. This implies that women are wearing ill-fitted safety haps consider its current members and how best to utilize the talent equipment or gear that may be too big and uncomfortable, placing available to enhance retention. Relatedly, there were many concerns physical safety at risk, and in some cases, causing physical injury. attributed to the perception of recruiting more women in order to meet the representation goals for women in the CAF. As in the Perceptions Unique to Primary Reservists Regular Force study, women in the Primary Reserve expressed deep concern over recruiting more women simply because of their gender any participants in the Primary Reserve study felt that as opposed to their merit, knowledge, skills and abilities. Despite M they were not always viewed as an integral part of the these concerns, it was also felt that efforts to recruit more women into CAF, despite performing the same work and having similar the CAF is an acknowledgement that Canada, and its international responsibilities as Regular Force members. Several participants partners, would be better served by a military that is representative of stated that, often, they did not want to identify as being Primary its population. Reservists because they felt it would change how Regular Force members would treat them. Much of this centered upon the The Way Ahead perceived lack of respect for the Primary Reserve. For some, this was reinforced by the fact that they earned less pay and articipants in the Primary Reserve study put forward several had fewer benefits. P key suggestions on how to improve the current culture in the military. These suggestions include: (a) foster an inclusive In a similar vein, there were a number of participants who culture; (b) educate others on the Primary Reserve and asso- spoke about wanting to be members of the Regular Force, but were ciated benefits; (c) promote family-friendly policies; and (d) “…unwilling to relinquish control of their lives to the military.” recognize best-fit recruiters. Many had started out in the Regular Force but left due to family commitments, or did not want to leave their geographical locations. Foster an inclusive culture: One of the most important This is an important point for the CAF to consider. Women are suggestions for the CAF is to focus on changing the masculin- still primarily responsible for household responsibilities includ- ized culture. Participants highlighted the need to focus on public ing child care (i.e., taking care of sick children, booking medical messaging that the CAF culture is trying to change its image by appointments, etc.) and often must make career sacrifices in order accentuating greater respect, trust, and dignity for all. This was to maintain family commitments. also highlighted in the Regular Force study, where participants focused on the need to promote and communicate values of mutual respect, trust, diversity, better integration, leadership, and a safe culture.

50 Canadian Military Journal • Vol. 21, No. 3, Summer 2021 PERSONNEL ISSUES DND photo LG2006-0754d by Corporal Bill Gomm

Second Lieutenant Gillian Bida of The Saskatchewan Dragoons, in the turret of a G-Wagon, watches for suspicious movement during Exercise WAGONS WEST.

Educate others on the Primary Reserve and associated Conclusion benefits: The Primary Reserve provides an excellent opportunity for members of the Canadian population to engage with the military he foregoing study provides a window into the lived without the full-time commitment of a military career. Highlighting T experiences of women serving in the Canadian Primary the benefits of pursuing this part-time opportunity is a force multi- Reserve. This article addressed several general areas impact- plier for attracting all members of the population. Notwithstanding, ing reservists, including: (a) their motivation to join the CAF there are features that may be uniquely appealing to women who and reactions to joining; (b) their experiences with recruiters are focusing upon family-related concerns and the recruitment process; (c) the mas- (i.e., child care commitments). Participants culinized culture of the CAF; (d) issues in also expressed the importance of emphasiz- military training; and (e) concerns over kit ing benefits received in the Primary Reserve, “The participants also and equipment. It also examined some of whether through part-time (i.e., Class A) or highlighted that the unique issues impacting women working full-time (i.e., Class B) employment. recruiting highly skilled in the Primary Reserve. Several suggestions were put forward by the participants to help Promote family-friendly policies: women and men will address the need to increase the represen- Participants felt that there was a need to pro- help to strengthen tation of women in the Primary Reserve, mote how the CAF is helping members to military capacity and including: (a) foster an inclusive culture; address their family-related needs through (b) educate others on the Primary Reserve changing family policies for both men and capabilities for and associated benefits; (c) promote family- women in the CAF. This aspect remains an enhanced operational friendly policies; and (d) recognize best-fit integral component for women serving in both recruiters. The participants also highlighted effectiveness.” the Primary Reserve and Regular Force. that recruiting highly skilled women and men will help to strengthen military capac- Recognize best-fit recruiters: Participants ity and capabilities for enhanced operational stressed the importance of getting best-fit recruiters who are effectiveness. As the defence policy reiterates: “To continue knowledgeable about the Primary Reserve, and have a good to benefit from all the strengths of Canadian society and be understanding of the different occupations offered by the CAF. successful in a highly competitive labour market, the Reserve Participants highlighted the value of having knowledgeable female Force will dramatically improve the recruitment process to recruiters who are able to answer female-specific questions. ensure it is agile, flexible and responsive in meeting the needs Participants suggested that excellence in recruiting practices needs of those who serve Canada through the Reserves.” to be recognized/acknowledged through more formal processes (i.e., RCAF Commander’s Commendations or Recruiter of the Year Award).

Canadian Military Journal • Vol. 21, No. 3, Summer 2021 51 DND photo by Corporal Geneviève Beaulieu

A Naval Reservist changes shift at the Manoir-de-Verdun long-term care centre in Verdun, Quebec, during Operation LASER, 3 May 2020.

NOTES

1 HSDUWPHWRI1DWLRDOHIHFHDDD Forces: Strengthening Military Capabilities and 15 B.T. Waruszynski, K.H. MacEachern & E. Ouellet, 5 )RF 3PD 5 DW KWWSV Operational Effectiveness, in DDD 0WD (2018), :RPW SRIRRI DP)PD FDDGDFDHGHSDUWPHWDWLRDOGHIHFH -RDVol. 19, No. 2, pp. 24-33. JDIRFPPESFSWRRWDWWDF FRUSRUDWHUHSRUWVSEOLFDWLRVGHSDUWPHWDO 7 7&:LOOHW7KH5HVHUH)RUFHVRI&DDGD WR FWPW PSRPW D WWR RI UHVOWVUHSRUWGHSDUWPHWDOUHVOWVLGH P)RFD6RFWSS RP W DDD P )RF (Director VSSRUWLGRFPHWVLGHFDDGDVUHVHUH 8 ,E. General Military Personnel Research and Analysis IRUFHKWPO 9 J. Anderson. (2018). 5 )RF Scientific Report DRDC-RDDC 2018-R182, 2018). 2 B.T. :DUVVNL . 0DF(DFKHU 9 5WWR 6 (Director General Military 16 B.T. Waruszynski, K.H. MacEachern, & V. *LUR/DORGH 3FSWR RI :RP Personnel Research and Analysis Scientific Report Giroux-Lalonde. (2019). W 3PD 5 R W 5FWPW D DRDC-RDDC-2017-R162). Ottawa, ON: Defence 17 B.T. Waruszynski, K.H. MacEachern & E. (PSRPW RI :RP W DDD P Research and Development Canada. Ouellet (2018). )RFRS)J8FODVVLILHG,WHUDO 10 M. E. Dichter & G. True. (2015). “This is the story 18 ,E 8VH5&5&/6HSWHPEHU of why my military career ended before it should 19 ,E 6FLHWLILF/HWWHU have”: Premature separation from military service 20 B.T. Waruszynski, K.H. MacEachern, & V. 3 Department of National Defence. (2017). 6WRJ among U.S. women veterans. -RD RI :RP Giroux-Lalonde. (2019). 6F (JDJ DDD IF 3RF D6RFD:R pp. 187-199. 21 B.T. Waruszynski, K.H. MacEachern & E. Ouellet (D2-386/2017E). Retrieved 6 March 2018 at: 11 K. Petite. (2008). WDR 6R DR (2018). KWWSGSDDSSIRUFHVFFDHFDDGDGHIHFHSRO 0RW 0DJ RI W FRPSWJ WW 22 Davis, K. (1998). IDWDIIJWJD LFGRFVFDDGDGHIHFHSROLFUHSRUWSGI, p. 69. WRRIPRWRRDWPWD(Unpublished WR W SRDWR RI 5 PPE 4 HSDUWPHW RI 1DWLRDO HIHFH ) Master’s thesis). Mount Saint Vincent University. SFSWR RI 5JD )RF RPEDW P (PSRPW(TW((6WDWWF-DD Halifax, Nova Scotia. PSRPW. (Personnel Research Team Research 5HWULHHG DW KWWSFPSFSPPLOFDDVVHWV&03 12 Anderson (2018). Report 98-2). National Defence Headquarters: ,WUDHWGRFVHVSSRUWHHVWDWVVOLGHSGI 13 &DDGLDUPDDDP5 Ottawa, Canada. 5 HSDUWPHW RI 1DWLRDO HIHFH 5HWULHHGDWKWWSDUPDUPHHIRUFHVFFD 23 B.T. Waruszynski, K.H. MacEachern & E. DDD P )RF PSRPW TW HUHVHUHLGHSDH Ouellet (2018). SD LHUVLW DG PD 5LKWV 14 Earnscliffe Strategy Group. (2017). 24 ,E LUHFWRUDWH2WWDD 5FWPW D (PSRPW RI :RP W 25 ,E 6 B.T., Waruszynski, K.H. MacEachern, S. DDD P )RF 5DF 5SRW 26 Department of National Defence. (2017). 6WRJ Raby, M. Straver, E. Ouellet, & E. Makadi. Contract Report DRDC-RDDC-2017-003. 6F(JDJ p. 69. (2019). Women Serving in the Canadian Armed Contract Number: W7714 166200/001/CY.

52 Canadian Military Journal • Vol. 21, No. 3, Summer 2021

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Women’s Lived Experiences of Serving in the Canadian Armed Forces Primary Reserve

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