Naval Culture, Customs, and Traditions

National Defence Défense nationale

National Defence Headquarters Quartier général de la Défense nationale Ottawa, Ontario Ottawa (Ontario) K1A 0K2 K1A 0K2

CAN UNCLASSIFIED

Perspectives from Members of the Royal Canadian Navy

Krystal K. Hachey Department of National Defence

Carrie N. Topping Department of National Defence

Director General Military Personnel Research and Analysis

Canadian Military Journal Volume 21, No. 1, 2021, pp. 17-28

Date of Publication from Ext Publisher: January 2021

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

Defence Research and Development Canada External Literature (P) DRDC-RDDC-2021-P103 April 2021

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IMPORTANT INFORMATIVE STATEMENTS

This document was reviewed for Controlled Goods by Defence Research and Development Canada using the Schedule to the Defence Production Act.

Disclaimer: This document is not published by the Editorial Office of Defence Research and Development Canada, an agency of the Department of National Defence of Canada but is to be catalogued in the Canadian Defence Information System (CANDIS), the national repository for Defence S&T documents. Her Majesty the Queen in Right of Canada (Department of National Defence) makes no representations or warranties, expressed or implied, of any kind whatsoever, and assumes no liability for the accuracy, reliability, completeness, currency or usefulness of any information, product, process or material included in this document. Nothing in this document should be interpreted as an endorsement for the specific use of any tool, technique or process examined in it. Any reliance on, or use of, any information, product, process or material included in this document is at the sole risk of the person so using it or relying on it. Canada does not assume any liability in respect of any damages or losses arising out of or in connection with the use of, or reliance on, any information, product, process or material included in this document.

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CAN UNCLASSIFIED DND photo by Corporal David Veldman 20 C As the senior service in the Canadian Armed Forces (CAF), (CAF), Forces Armed Canadian the in service senior the As customs, the are culture military within and corps Imbedded de esprit cohesion. etiquette, ceremonies, ethos, professional Officer.Selection Personnel Command Industrial in M.Sc. an attained and Officer Selection Personnel a became Warfarelater Officer,Naval a she as qualified having Forces. Armed the Canadian within effectiveness leadership and the examining research scientific conducting Defence, National Introduction Navy Canadian Royal the of Members from Perspectives Traditions: and Customs, Culture, Naval the Royal Canadian Navy (RCN) has a rich culture of customs customs of culture rich a has (RCN) Navy Canadian Royal the Personnel of Research within and Canada’s Analysis Department traditions, rituals, and visible artifacts valued by its members. its by valued artifacts visible and rituals, traditions, Leadership, Culture Leadership, and team at Ethics Director General Military 15 October 2020. October 15 HMCS Organizational Psychology.Organizational She is as currently the employed RCN relationship between relationship culture,between ethos, professionalism, performance Canadian Military Journal Journal Military Canadian th year of service in the Royal Canadian Navy (RCN). After After (RCN). Navy Canadian Royal the in service of year Lieutenant-Commander Carrie Topping, CD, CD, Topping, Carrie Lieutenant-Commander Krystal Hachey, Krystal Ph.D., ar d Wolf de Harry ulture has been defined as “a shared and and shared “a as defined been has ulture relatively stable pattern of behaviours, values, values, behaviours, of pattern stable relatively includes the foundational values of discipline, discipline, Burke, of J. values scholar foundational the matter includes subject the by fied assumptions.” and , accompanied by a hovering CH-48 CH-48 hovering a by accompanied , is a Defence Scientist, who leads the leads who is Scientist, a Defence by Krystal K. Hachey and Carrie N. Topping N. Carrie and Hachey K. Krystal by

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Honour into personal conduct within the RCN the within conduct personal into General Message (NAVGEN). Message General institution, and as a result of increasing diversity, such as the the as such diversity, increasing of result a as and institution, organization upon greater minority group representation. group minority greater upon Charting Charting the Course for Canada’s Forces into the NextCentury, the by released documents strategic guiding by moulded further (Operation conduct personal governing policies naval and force CAF the in harassment sexual and misconduct sexual into service. their during family naval a as cohesion CAF,” the of crossing-the-line. and command, changing ship, a launching and flags music, respect, of marks signalling, traditions with and went associated customs and has Navy mids the the on Additionally, duff”). skiving for was he because on duty abaft stoker’s “The scullery buoy’s and aboard” the hoisted and been Oscar’s away beam, the anchor’s “Avast, (i.e., language environments, two other the from different far traditions and employment of women in hard sea going occupations of a in employment and women focus sea hard going occupations such as naval specific salutes, rank nomenclature and everyday everyday and nomenclature rank salutes, specific naval as such pennants, and naval ceremonies, such as those conducted when when conducted those as such ceremonies, naval and pennants, These RCN customs and traditions are captured under the CAF CAF the under captured are traditions and customs RCN These The RCN has been shaped by changes in society, the the society, in changes by shaped been has RCN The Identity System, which “embodies visible and audible attributes attributes audible and visible “embodies which System, Identity , Naval Order 1001-0; Naval Order 1601-1; Naval Naval 1601-1; Order Naval 1001-0; Order Naval ,

including, but not limited to, limited not but including, and are meant to provide members meaning and and meaning members provide to meant are and Moreover, the RCN has been been has RCN the Moreover, have impacted total total impacted have The Naval Vision:Naval The External reviews reviews External 17 and

MILITARY CUSTOMS AND TRADITIONS LEADMARK: The Navy’s Strategy for 2020, and Strong Secure (i.e., women, ethnic minorities), or explicitly (i.e., between Engaged (SSE): Canada’s Defence Policy. The evolution of the ranks, services)? future fleet has been outlined in recent strategies, which provide • How will RCN customs and traditions change as a result detail with respect to future capability requirements and the chang- of the introduction of new technology? ing nature of the Navy, including the introduction of new platforms, organizational structures, and occupations. Methods These documents also describe the potential challenges associated with transitioning an “Data was collected ata was collected for this study as organization that is deeply rooted in tradition, part of a larger project examining and how increasing developments in technol- for this study as D CAF members’ perspectives of customs ogy will have a strain on the RCN if they part of a larger and traditions in the organization. In order fail to be adaptable and agile. With all of project examining to understand the diverse experiences of the potential changes occurring in the RCN men and women in the RCN, the proj- as it moves towards the future fleet, adapt- CAF members” ect was developed using a constructivist ing the culture, including associated customs paradigm and the gender-based analy- and traditions, becomes an important facet sis plus (GBA+) process. While constructivism assumes to consider. that there are many social realities based upon the experiences of individuals, the goal of the GBA+ process is to identify the differential impacts of research, policy, and practices on diverse groups of women and men. Ultimately, the following questions were used to guide the development of the methodology:

• Does the methodology address the gaps identified in the literature review? • Does the sampling strategy reinforce traditional notions of representation that focus on most commonly shared experiences, thus minimizing significance of unique experiences? • Does the data collection strategy provide opportunity for expression of diverse experiences and perspectives, within different cultural and sub-cultural contexts?

Procedure

fter Department of National Defence (DND) ethics A approval, participants were targeted using a parallel subgroup and a ‘snowball’ sampling scheme, by group (i.e., sex), occupation (i.e., divers), and geographic location (i.e., West Coast: Victoria). The sampling also targeted rank (i.e., junior non-commissioned members [NCMs], senior NCMs, and junior and senior officers), component (i.e., Regular Force and Primary Reserve), age (i.e., 18–50+), designated group member (DGM) status (i.e., visible minorities, people with disabilities, and Indigenous people), and positions with a low representation of men or women, such as in the naval engineering occupations. Targeted sampling was conducted to

Government of Canada, Department of National Defence ensure that diverse groups of men and women in the CAF had the opportunity to participate. Individuals were invited to participate through an email, between October 2016 and January Aim 2017, and were offered the options of an in-person interview, in-person focus group, or telephone interview. Participants first his project was initiated by the RCN to examine the signed a consent form, followed by the research protocol, and T perceptions of sailors regarding aspects of naval culture, finally, they were given a debriefing where they were given including customs and traditions. The following research the chance to provide any additional information. questions were proposed: Participants • What are the prevalent RCN customs and traditions (both positive and negative)? he sample consisted of 65 RCN members who participated Tin either interviews or focus groups. As Table 1 shows, • To what extent are current RCN customs and traditions the majority of participants were older than 35 (85.5%), exclusionary, either inadvertently to some groups Regular Force (47.7%), male (60.0%), Anglophone (72.3%),

18 Canadian Military Journal • Vol. 21, No. 1, Winter 2020 and senior officers (32.3%). Participants were from several Employment Equity Frequency Percentage geographic locations, including Victoria (n = 18; 27.7%), Halifax (EE) Group (n = 13; 18.8%), Ottawa (n = 12; 18.5%), the city of Québec (n = 11; 16.9%), and Vancouver (n = 9; 13.8%). Additionally, Indigenous Person as presented in Table 2, roughly one-fourth of the sample Yes 3 4.7 identified as a DGM, with higher proportion identifying as No 61* 95.3 part of a visible minority (n = 6; 9.2%). There was only one Person with a Disability case that overlapped, such that they identified in more than Yes 3 4.6 one group (i.e., a person with a disability and member of a visible minority). No 62* 95.4 Member of a Visible Minority Protocol Yes 6 9.2 Au thors No 59* 90.8 he larger CAF-wide study focussed up on broad topics *Note: Not everyone responded to the EE question. Trelated to military culture, professionalism, and customs and traditions across the Army, Navy, and Air Force. Table 2 – Employment Equity Group Membership. In contrast, the current study focussed upon issues specific to Naval culture (i.e., Data Analysis “Based on your experiences, how would you describe the culture of the Royal “The larger CAF-wide he data were coded in two cycles. The Canadian Navy?”), customs, and traditions study focussed upon Tfirst cycle coded the data in chunks using several coding approaches (i.e., descriptive, (i.e., “Over your career, how did you learn broad topics related to about customs and traditions?”), as well as process) and mainly focused upon the data perceptions related to the transition to the military culture, as they related to the different questions, future fleet (i.e., “In your experience, how professionalism, and while the second cycle involved deeper do you think the advancement of technol- investigation into the patterns, categories, customs and traditions ogy will impact customs and traditions? and themes of the codes. NVivo qualitative The culture of the Navy?”). The inter- across the Army, Navy, data analysis software was used to organize views and focus groups ranged from 30 to and Air Force.” the data and provide the first round of cod- 90 minutes.33 ing, and Microsoft OneNote and Excel were employed to summarize the main themes MILITARY CUSTOMS AND TRADITIONS Demographic Frequency Percentage and to provide the second round of coding. Characteristic Results Age Youth (18–24) 1 1.6 hree major themes resulted from the qualitative data Young Adults (25–35) 8 12.9 T analysis: (1) the culture of the RCN, (2) the customs and Middle Age (36–49) 33 53.2 traditions in the RCN, and (3) the impact of the move to the Older Adulthood 20 32.3 future fleet. Each is detailed in the following section. Class of Service RCN Culture Regular Force 31 47.7 Class A Reserve Force 12 18.5 As depicted in Figure 1, participants expressed opinions Class B Reserve Force 20 30.8 that the culture of the RCN was impacted by prominent events Class C Reserve Force 2 3.1 in CAF history including:(1) unification in 1968, in which the Navy, Army, and Air Force were combined as one force; (2) the Sex Somalia incident, named after the murder of a civilian during Female 26 40.0 a peacekeeping mission; (3) recent deployments to Afghanistan, Male 39 60.0 resulting in the Regular Force’s growing respect of the competen- First Official language cies of the Naval Reserves; (4) the internal review of personal conduct in the RCN, specifically, alcohol consumption; and, (5) French 14 21.5 the external review of sexual misconduct in the CAF. In addition, English 47 72.3 participants recognized the origins of the RCN, and perceived the Other 4 6.2 British system as having an ongoing cultural impact. They also sug- Rank gested the organization was shaped by the attitudes of white older males, was rule-abiding, slow to change, had a strong divisional Junior NCM 10 15.4 system, and was traditional in nature. Participants noted that the Senior NCM 16 24.6 “Navy is still very much mired in our British History [focus group, Junior Officer 18 27.7 Regular Force, English, officer, female],” is primarily made up of Au thors Senior Officer 21 32.3 “white males / macho [interview, Regular Force, French, officer, male],” and there were opinions that the Naval familial nature Table 1 – Demographic Characteristics of the Royal Canadian Navy. was being lost. However, some participants noted that the culture

Canadian Military Journal • Vol. 21, No. 1, Winter 2020 19 Sub-Cultures Slowto RuleAbiding Change Lossof Strong Coasts(Pacific Family Divisional andAtlantic Culture System Region)

Regular English Basedon Force WhiteOlder Traditional Males National CapitalRegion Basedonthe Culture PublicLargely British ofthe Unawareof System theNavy RCN French

ShapedBy NavalReserve Headquarters Afghanistan(impactonthe InternalReviewof ExternalReviewofSexual Unification(i.e.,1968; SomaliaIncident(Coombs, perceptionofPrimary PersonnelConductinthe MisconductintheCAF Gosselin,2008) 2017) Reservecapabilities) RCN(Baines,2014) (Deschamps,2015) Primary Reserve Au thors

Figure 1 – Culture of the RCN from a Sample of CAF Forces Members.

had changed over the years for the better, Differences in Culture across especially regarding diversity. As one par- the RCN ticipant noted: “With women coming onboard “The strong divisional the behaviour started to change positively. We system frequently The existence of subcultures within the used to be ‘work hard, play hard’, and now mentioned by RCN was another re-occurring theme identified it’s more ‘work hard, play smart’ [interview, by the participants. As depicted in Figure 1, Regular Force, French, officer, male].” participants, refers these subcultures were concentrated around to the upward the geographic centres of the major RCN loca- The strong divisional system frequently tions: the National Capitol Region, Maritime mentioned by participants, refers to the upward and downward Forces Atlantic (MARLANT), Maritime and downward communication and interaction communication and Forces Pacific (MARPAC), and Naval Reserve between officers and NCMs, which is clearly interaction between Headquarters (NAVRESHQ), which is located defined for naval personnel. One participant in a Francophone city (i.e., Québec) and reports stated that, “Obviously it’s a very structured officers and NCMs, to MARPAC. These groups are represented environment in terms of rank, in terms of which is clearly dened by grey circles, whereas the smaller green customs [Interview, Regular Force, other offi- for naval personnel.” circles that intersect them symbolize signifi- cial language, female, officer, DGM]” while cant cultural populations that are imbedded another felt that “the Navy seems to be a little within the larger subcultures (i.e., French and bit stricter and harsher, especially in how the Naval Reserves). Participants articulated the officers deal with their sailors [interview, Naval Reserves, English, differences between the geographical subcultures noting that the male, officer, DGM].” An additional participant felt that the Navy formations on the coasts were distinct from both the National was “pretty pedantic about following the divisional system [focus Capital Region (i.e., the area surrounding Ottawa, the capital of group, English, female, officer],” while another expressed opinions Canada), and the Naval Reserves Headquarters. Significant dif- regarding “a caste-type system between NCMs and officers, and ferences were also noted between the Regular Force and Naval then within the NCM group [interview, Regular Force, English, Reserves and between Anglophone and Francophone populations. male, officer].” One participant remarked:

Several participants expressed concerns that the Canadian I would think that in Ottawa versus the East Coast—I would public lacked awareness of the RCN and what it contributes to think that they are way ahead of the game. The diversity here [in the CAF. One participant stated: “I think Canadians as a culture Ottawa] is huge and mirrors and mimics more of what we would are blind to our Navy [interview, Naval Reserves, English, male, like to see [interview, Regular Force, English, female, NCM]. NCM, DGM],” while another indicated that “There’s a lot of people I find when I travel across Canada that had no clue that we had a Navy [focus group, English, NCM].”

20 Canadian Military Journal • Vol. 21, No. 1, Winter 2020 Customs and Traditions

Participants offered many examples of how information related to naval customs and traditions was acquired: basic training, RCN courses, mentors, mess dinners, “osmosis” and word-of-mouth, specific events (i.e., Remembrance Day), and the chain of command. An over- arching theme arose with the belief that customs and traditions were not being disseminated in a common and consistent way. As one

DND photo by Leading Seaman Valerie LeClair participant noted, “It takes decades, Lieutenant-Commander Paul Smith (right, the CO of HMCS Summerside), shares a laugh with Lieutenant (N) James Eilers of if not centuries, to the United States Navy during Exercise Cutlass Fury conducted off the coast of Nova Scotia, 21 September 2016. build traditions and a heartbeat to lose There were perceptions that methods and attitudes differed them [focus group, English, female, officer].” Members attributed MILITARY CUSTOMS AND TRADITIONS between the two RCN components. One member stated, “there’s this inconsistency to the recent reduction in time dedicated to teaching a difference of mentality, of approach between the Naval Reserves these cultural aspects. Cuts to training days on courses have led to nec- and the Regular Force [interview, Regular Force, French, male, essary shifts in priorities to more operational and societal requirements officer].” Another explained his related perspective, suggesting that (i.e., harassment prevention training). the Naval Reserves have “a bit less of a warrior attitude [interview, Regular Force, English, male, officer].” However, positive change towards the “One Navy” vision was acknowledged by many. One focus group participant recounted that, “…we’ve tried so many different ways to inte- grate and make it an inclusive club, and it’s vastly different from what it was 35 years ago [focus group, English, female, officer].” Additionally, members in general suggested that the Regular Force was begin- ning to have a more favourable view of the Primary Reserve, a change perceived to be insti- gated through integration of Forces during recent deployments to Afghanistan. As one participant noted, “It’s taken a long time for the permanent force Navy to recognize the value of the Primary Reserve

[Naval Reserves] Navy [focus DND photo ET2016-0462-02 by Cpl Carbe Orellana group, English, female, officer].” HMCS Chicoutimi awaits Peoples Liberation Army (Navy) ships visiting Victoria on behalf of the Chinese military, 13 December 2016.

Canadian Military Journal • Vol. 21, No. 1, Winter 2020 21 Regarding specific customs and traditions, participants group, English, NCM].” Another participant acknowledged that identified particular events either at the CAF level (i.e., “there was some abuse of that at sea, but there were a lot of people Remembrance Day), at their unit (i.e., soup at morning stand that didn’t abuse it [focus group, Regular Force, male, NCM].” easy), during mess dinners (i.e., naval toasts), or onboard a ship (i.e., saluting when crossing Impact of the Move the brow and crossing-the-line ceremonies) as “The removal of alcohol to the Future Fleet occasions when naval customs and traditions are emphasised. When asked about exclusion- onboard ships was a The opinion that new technologies, which ary customs and traditions, many participants drastic change driven have been identified as operationally imperative were unable to identify any, but felt that sev- for the future fleet, would have no impact on by a renewed RCN eral were in the midst of change. Those who RCN customs and traditions was uncommon suggested examples of exclusionary customs policy that followed the among participants. In fact, many expressed and traditions perceived a strong relationship example of other allied concerns that their incorporation would cause between the RCN and Christianity. One mem- a reduced reliance on individuals and, there- ber expressed the following opinion: “A lot of navies (i.e., the United fore, result in less socialization and practice our traditions reflect male Christian beliefs. States Navy).” of customs and traditions, which would in turn Even though we don’t really follow them, effect member identity. The common opinion, they’re still there and there’s still an undercur- as expressed by one participant, was that “it rent [interview, Regular Force, English, male, officer].” Several will definitely impact our traditions and culture moving forward participants also felt that events could have the untended potential [interview, Regular Force, other first language, female, officer, of excluding some groups (i.e., atheists or other religions), due to DGM].” Some reported having already experienced change, such as the reliance on Christian traditions. One participant suggested the the amalgamation of occupations with common skill sets (i.e., the following with respect to swearing in ceremonies or other events Marine Technician occupation resulted from the incorporation of that call for members to make attestations: Marine Engineers, Electrical Technicians, and Hull Technicians). As one participant stated: There are some events that use the King James Version of the Bible… Expanding the scope of what choices are That’s a huge hit to morale in the engineering world with the available to swear or strictly adhering to the Affirmation Navy, for sure. At this point especially, we’re going into the may be more appropriate [interview, Naval Reserves, development of new occupations now of marine technician, English, male, officer]. and that’s big on the mind [focus group, English, officer].

Given the recentness of the internal review of personal conduct Discussion in the Navy at the time of data collection, multiple participants had the resulting changes at the forefront of their minds and dis- he goal of the current study was to examine perceptions cussed the impact of alcohol on RCN culture. The removal of T of the culture, customs, and traditions of the RCN from a alcohol onboard ships was a drastic change driven by a renewed diverse group of members at a pivotal point in the evolution RCN policy that followed the example of other allied navies (i.e., the United States Navy). Participants associated the shift with less time spent socializing with work col- leagues and more time spent with family. Difficulty adjusting to the transformation of this deep-rooted cultural aspect was evident. One participant noted that “the esprit de corps as a whole is significantly less than it used to be [interview, Regular Force, English, male, officer],” while another remarked that “the social aspect has definitely changed [interview, Naval Reserves, English, male, NCM, DGM].” Several participants described perceptions of unintended consequences that they attributed to the enforcement of the drinking policy, which, in addition to making the naval platforms “dry,” stipulates more stringent guidelines for the consumption of alcohol. Using this policy as an example, participants expressed the need to feel valued by the chain of command. One participant felt DND photo by Master Corporal Anthony Laviolette that “morale on a lot of the ships has really plummeted because they’re not Able Seaman Xissy Wang responds to a man overboard drill aboard HMCS Ville de Québec outside given respect for what they do [focus Halifax harbour, 12 May 2020.

22 Canadian Military Journal • Vol. 21, No. 1, Winter 2020 DND photo PR01-2019-0021-1871 by Corporal David Veldman

HMCS Shawinigan sails alongside HMCS Kingston and the French Navy Ship Lieutenant de vaisseau Le Henaff for a manoeuvring exercise during MILITARY CUSTOMS AND TRADITIONS Exercise Obangame Express 2019 in West Africa, 18 March 2019. of RCN culture. The following section provides a review of The RCN has a well-established culture, as demonstrated by the results in light of the research questions concerning RCN participants’ ability to consistently identify customs and traditions culture and takes into consideration the organizational change unique to the naval environment, such as the crossing-the-line that has occurred in the three years since data collection. ceremony. Historically, many of these customs and traditions were rites of passage or hazing rituals passed down through generations. In order to understand the elements that bind a particular Crossing-the-line ceremonies are not distinctively an RCN tradi- group, it is important to be cognisant of the cultural setting, tion; they are conducted by other navies as well. These shared which is, in the case of the current study, military culture. Deeper experiences, often accomplished through the observation of cus- investigation uncovered cultural aspects specific to the RCN, which toms and traditions, help members to bond with their peers, their participants felt were influenced by unification, the Somalia leaders, and to their unit and organization as a whole. Given the incident, recent deployments to Afghanistan and the reviews nature of naval employment, these bonds are essential to ensure on personal conduct in the RCN and sexual misconduct in the the ship’s company is a cohesive unit and operationally effective. CAF. Results also revealed members’ perceptions of the cultural foundations of the RCN; for example, descending from the British Despite the evidence of a strong RCN culture, results revealed system, rule-abiding, slow to change, and structured through a that the opportunities to learn about the customs and traditions strong divisional system. The need for the RCN to “Canadianize” was inconsistent, ranging from word-of-mouth to basic training has been identified by naval personnel for decades, indicating courses and, in some cases, participants mentioned that previ- that many of the concerns identified by participants in this study ously scheduled lessons on these topics were cut to shorten the are not new. In addition to the ongoing prevalence of British length of courses due to financial restrictions, which suggested tradition in the RCN, the influence of Francophone Canadians to participants that the history of the RCN was not prioritized by and bilingualism on the organization was also apparent. Strong leadership. In a hierarchical organization such as the military, examples, made evident through participants’ remarks included leadership plays an important role in transmitting customs and the differences between the Formations on the coasts and National traditions. While the competencies required of naval leaders is Capital Region, where bilingualism is more widespread, and changing, keeping members apprised of the historical culture the main Naval Reserves Headquarters, which is located in a that binds them is an important aspect in maintaining cohesion. Francophone city. In addition to the differences in language ability between RCN geographical areas, members also indicated differ- While the RCN is perceived to have historical roots tied ences between Anglophone and Francophone individuals posted to Christianity and traditional military culture (i.e., combat within the regions. masculine-warrior), a diverse workforce continues to be a strategic goal for the Canadian government, the CAF (i.e., Strong

Canadian Military Journal • Vol. 21, No. 1, Winter 2020 23 Secure Engaged [SSE]), and the RCN. For example, there sponsored by the RCN to identify the impact of the amalgamation have been efforts made to be more inclusive in the CAF to other on the individuals from the original technical trades. The intent religions and cultural backgrounds such as accommodations for is to discover common issues that can be rectified for this group dress and religious practices (i.e., the option to wear a turban as and to inform the smooth transition of any future amalgamations a part of the uniform if prescribed by a members religion, or for that result from the staffing requirements of the new platforms. In Indigenous members to wear their hair in a traditional braid) addition, a group of four occupations currently under review for and Padres being hired from a wide range of faiths, and so on. potential amalgamation is also being surveyed to discover their However, despite these efforts, some participants felt there was immediate concerns so that they can be addressed appropriately still a close relationship between Christianity and some of the prior to the implementation of any change. Most importantly, historical practices still observed within the RCN; suggesting outcomes such as job satisfaction, retention, and performance that there is more to be done to foster a culture of inclusion. The are often linked to the relationship between group cohesion and challenge, recognized by leadership within the RCN, is in iden- military identity. Further research is ongoing that targets specific tifying methods of change that will preserve the important link occupations, in addition to the RCN as a whole, to discover their to the evolution of the Navy and strengthen the bond among its unique motivations for release from the military in an effort to sailors, while becoming more inclusive to the diverse group of aid retention efforts. Job satisfaction, along with many other RCN members that it strives to attain. well-being factors is also being studied through a solution-focussed qualitative project that At the time of data collection, the “Many of the aspects of incorporates the perspectives of both military amalgamation of the naval technical occupa- members and their families. These studies tions, driven by the move to the future fleet, naval culture identied currently being conducted by the RCN are was fresh in the minds of those impacted. in the current study meant to discover how to preserve the culture Participants struggled with their ability to iden- have been recognized of a close-knit naval family through a period tify with their new occupation and perceived a of great change. wider impact of the ongoing transition to the in the past.” future fleet, resulting in less opportunities for Many of the aspects of naval culture socialization and fewer occasions to practice identified in the current study have been their customs and traditions. The RCN has a rich history, but, recognized in the past. For example, a research study using an auto- according to participants, little is being done to propagate it or ethnography approach to explore naval culture in the RCN found to address the effects of recent initiatives (such as amalgamation) similar observations concerning the perspective that the Navy is on members. Since the initial data collection, research has been based on white males, the shared sense of belonging (i.e., cohesion), additional subcultures (i.e., other branches), as well as differences between the Naval Reserves and the Regular Force. Many of the aspects identified in Figure 1, were also part of ear- lier observations of naval culture reach- ing back decades. Identifying, developing, and evaluating culture change initiatives (i.e., how customs and traditions are disseminated) as currently being done by the RCN, can be used as a key performance measure to monitor the impact of changes within the RCN. As already indicated, these themes have been identified before, but DND photo by Master Seaman Dan Bard are still prominent.

Lieutenant (Navy) Ann Lee from HMCS Regina relays orders to the helm on the bridge during a replenishment at sea exercise with a Royal Australian Navy ship during Exercise Rimpac 2020, 20 August 2020.

24 Canadian Military Journal • Vol. 21, No. 1, Winter 2020 However, what is evident from the current climate within the to generalize across a population, the size and distribution of RCN is that leadership is motivated to effect change. This is the sample prevents this. However, the primary benefit is the being accomplished through evidence-based research, and by provision of insight into the experiences of a diverse group implementing the GBA+ process when developing or reviewing of RCN members, which can be used to provide context to any RCN policies, programs, and services. quantitative studies already completed and formulate future research considerations in order to guide leadership towards Consistency of Results with Previous continued positive change. Quantitative Data Important Considerations and Future Research lthough this was a qualitative study with a small A sample size, these results are consistent with other n light of the results concerning the customs and traditions large-scale RCN sponsored research. For example, when I in the Navy and the move to the future fleet, there are comparing the overall CAF population, outcome variables several important factors for RCN consideration, in addition related to group cohesion and military identity tended to recommendations for future research. to be higher for individuals in the RCN. In addition, the results from the administration of the Defence Workplace Increase the Quality and Quantity of Information Well-being Survey (DWWS), which collected responses about RCN Customs and Traditions. from May to August of 2018 and had a total CAF sample of 41,387 personnel, suggested through individual analysis of the Results suggested that there is no standard approach to three elements that there is still work to be done to ensure a communicating customs and traditions in the Navy. As well, over fully inclusive RCN. the years and due to operational priorities, the formal instruc- tion on RCN culture has been reduced or eliminated. While there Diverse Perspectives are manuals dedicated to these customs and traditions, alternate instructional methods or he current study implemented a “Naval customs and forms of communication are likely to be more T constructivist paradigm and the GBA+ effective (i.e., exposure to ceremonies during process. In particular, the study targeted traditions are founded initial occupational training or the use of mul- participants using a parallel subgroup upon those of the timedia formats). In addition, the perception and snowball sampling scheme, and pro- British Navy, and of leadership support for RCN customs and vided different ways in which individuals traditions can be changed through visible par- could participate (i.e., face-to-face interview many are perceived ticipation and outward communication (i.e., MILITARY CUSTOMS AND TRADITIONS and focus group, and phone interviews) to to have roots in the social media or RCN wide newsletters.). This ensure diverse perspectives were included. Christian religion.” should help to grow the bond between members There are significant initiatives that cham- and the feeling that the RCN is in fact “One pion the importance of diversity and strive Navy;” one enormous ship’s company. towards increasing representation and inclusion of minority groups in the CAF (i.e., SSE). It is more Investigate How to Disentangle RCN Customs essential than ever to discover and understand the experiences and Traditions from Religion. of these men and women, since they still represent a small por- tion of the CAF population. The fact that one-fourth of the Naval customs and traditions are founded upon those of sample who participated in this study identified themselves as the British Navy, and many are perceived to have roots in the a DGM demonstrates the research potential for using a targeted Christian religion. With the changing nature of the CAF, the sampling approach for qualitative research in the CAF. increase in diversity and drive towards a culture of inclusion, there needs to be a concerted effort to examine how the Limitations current customs and traditions may or may not be inclusive of all RCN members. his research has several limitations, including the gender T diversity of the participants and generalizability of results. Investigate the Positive and Negative Impacts While many efforts were made in the sampling design to ensure of RCN Subcultures. participation from a diverse group of men and women, only binary information was collected for gender, thereby excluding It is suggested that the consequences to sub-cultural other gender identities. Given the recent passing of Bill C-16, differences that impact cohesion within the RCN be examined, both which adds gender identity and expression to a list of prohib- negative and positive, especially given the unique contribution of ited grounds of discrimination, it is even more important to Francophones and bilingualism to the CAF. Any positive impacts ensure that the experiences and opinions of diverse persons are of sub-cultures should have that specific influence encouraged and heard. Future research should therefore explore how culture any negativity can be addressed before becoming detrimental to and customs and traditions impact various gender identities. the desired RCN culture. Additionally, although the goal of a qualitative study is not

Canadian Military Journal • Vol. 21, No. 1, Winter 2020 25 DND photo by Corporal Joey Beaudin

Lieutenant (Navy) Olivia Clarke navigates HMCS Moncton as it transits the St. Lawrence Seaway, 14 July 2018.

Investigate Culture and Customs and Traditions Conclusion in the RCN at Regular Intervals. his study used data collected in 2016 to examine the Creating a method of measurement for culture-change T culture of the RCN, including customs and traditions, at initiatives is critical to ensure success. Consistent with the RCNs a critical point in time during the move to the future fleet. focus on performance measurement for other initiatives (i.e., RCN Using interviews and focus groups with members of the RCN, Ethics training, fitness testing rates, etc.), research should be initi- results revealed salient aspects of RCN culture. Central themes ated to create a measurement tool that evaluates the progress of included opinions regarding subcultures, the perceived decrease culture-change initiatives and allows for adjustment when neces- in opportunities to learn about historical aspects of the RCN, sary. Since the cultural aspects of cohesion and military identity are the importance of leadership, and the uncertainty concerning tied to a number of work outcomes, future research to disentangle socialization and member identity felt by participants dur- the cultural variables into items that can be measured would allow ing a period of great change that is expected to impact the for a subsequent study to confirm the consistency of their relation- daily life of its sailors. Since data collection, the RCN has ship with relevant work outcomes within a larger RCN population. been proactive in making positive change and continues to This could allow for measurement of work outcome variables do so. The results of this study allowed for the proposal of at regular time intervals as a form of periodic progress future research considerations to assist the RCN in continued assessment of culture change. progression towards its goals.

26 Canadian Military Journal • Vol. 21, No. 1, Winter 2020 NOTES

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Canadian Military Journal • Vol. 21, No. 1, Winter 2020 27 43 Commanders Intent and Guidance, Royal 62 Dunivin, K. O. (1994). Military culture: Change 75 Vandehei, L. (2019). Government of Canada. Canadian Navy Strategic Plan 2017-2020. and continuity. Armed Forces & Society, 20(4), (2019). Gender-Based Analysis Plus Awareness 44 Baines (2014). 531–547. doi: 10.1177/0095327X9402000403; Week. Retrieved from DPOFD 45 Royal Canadian Navy. (2014). Naval Order and Soeters, J. L., Winslow, D. J., & Weibull, DFODJGRF JGEDVGDDOVVOV [NAVORD] 1601-1 Provision, serving and con- A. (2006). Military culture. In G. Caforio (Ed.), DDVVNNYP. sumption of alcoholic beverages. Retrieved from Handbook of the sociology of the military 76 Butler et al. (2014) and Chiocchio and Essiembre FPFPOFDDVVV51,DGRFV (pp. 237–254). New York, NY: Springer. (2009). 1925VJGI 63 National Defence and the Canadian Armed Forces 77 DRDC-RDDC (2018). Unit Morale Profile 46 Royal Canadian Navy (2014). (2017b). 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Results 26(2), pp.143–159, at: VGRRJ 66 The data for these studies is being collected summary – Unit Morale Profile Version 2.0 (UMP . as additional questions administered during the v2.0) analysis of six Maritime Forces Atlantic 49 Burke, J. (2001). Expertise, jurisdiction, and legiti- 2019/2020 CAF Retention Survey for those who (MARLANT) Units (DRDC-RDDC-2017-B028). macy of the military profession. Paper presented identify as coming from one of the occupations Ottawa, ON: Defence Research and Development at the Inter-University Seminar on Armed Forces impacted by the amalgamation of the Maritime Canada. and Society, Baltimore, MD; English (2004); and Technician Occupation or are currently being stud- 78 The CAF DWWS results are in the publication Snider, D. M. (1999). An uninformed debate on ied for potential future amalgamation. Research is process with anticipated receipt in 2020. RCN data military culture. Orbis, 43(1), 15–26. doi: 10.1016/ ongoing, publications are expected to be available collected during the DWWS is being analyzed by S0030-4387(99)80054-4. in 2020/2021. the researchers for the delivery of more detailed 50 Gosselin (2008, 2009). 67 Butler, A., Eren, E., & Budgell, G. (2014). results specific to the RCN. The publication is 51 Coombs (2017). Literature review: Theories, concepts and expected to be available in the spring of 2020. 52 Baines (2014). measures of professional, organizational, and 79 Creswell (2007) and Lincoln et al. (2011). 53 Deschamps (2015). military identity (Human Resource Systems 80 Status Women of Canada (2015a, 2015b, 2016). 54 National Defence and the Canadian Armed Forces Group, DRDC-RDDC-March 2014). Ottawa: 81 Onwuegbuzie and Leech (2007). (1949). Report on certain “incidents” which Defence Research and Development Canada; and 82 Mason (1996). occurred on board H.M.C. ships Athabascan, Chiocchio, F., & Essiembre, H. (2009). Cohesion 83 Additional information concerning the method- Crescent, and Magnificent and on other matters and performance: A meta-analytic review of dis- ological approach can be found in Hachey et al. concerning the Royal Canadian Navy. Retrieved parities between project teams, production teams, (2018). from VDYDODGPODPVPRJVV and service teams. Small Group Research, 40(4), 84 National Defence and the Canadian Armed Forces GIDOIOVGIPDJGI. 382–420. doi:10.1177/1046496409335103. (2017b). 55 Bernier, S., & Pariseau, J. (1994). The French 68 This data is being collected through the oversam- 85 National Defence and the Canadian Armed Forces Canadians and bilingualism in the Canadian pling of target occupations identified by the RCN (2015). Armed Forces. Retrieved from FP during the 2019/2020 CAF Retention Survey. 86 Parliament of Canada. (2016). Bill C-16. Retrieved FPIRFVJFFDGGVGRFVEOJDOVP Publications are anticipated for availability in from VDOFDRFP9 FIYROGI. 2020/2021. EOOIVDGJ. 56 Arbuckle (1984) and Russell (1980). 69 The intent of this study is to discover the RCN 87 Arbuckle (1984) and Russell (1980). 57 Bronner, S. J. (2006). Crossing the line: specific challenges related to work-life balance 88 Commanders Intent and Guidance, Royal Violence, play, and drama in naval equator tradi- and find unique solutions to overcome them. Canadian Navy (2017). tions. Amsterdam, the Netherlands: Amsterdam Research is ongoing and publication of the results 89 Arbuckle (1984), Rennick (2017), and Russell (1980). University Press. is expected in 2020/2021. 90 National Defence and the Canadian Armed Forces. 58 Siebold, G. L. (2007). The essence of military 70 Lucu (2013). (2018). Women in the Canadian Armed Forces. group cohesion. Armed Forces and Society, 33(2), 71 National Defence and the Canadian Armed Retrieved from IRFVJFFDV pp. 286–295. doi: 10.1177/0095327X06294173; Forces (1949). DFODJGRF RPFDDGDDPG and Siebold, G. L. (2011). Key questions and 72 Lin, I., van der Werf, D., & Butler, A. Measuring IRFVNM. challenges to the standard model of military and monitoring culture change: Claiming suc- 91 Bernier and Pariseau (1984). group cohesion. Armed Forces & Society, 37(3), cess [DRDC-RDDC-2019].Ottawa, On: Defence 92 Lin, I., van der Werf, D., & Butler, A. (2019). pp. 448–468. doi: 10.1177/0095327X11398451. Research and Development Canada. Measuring and monitoring culture change: 59 Shamir, B., Zakay, E., Brainin, E., & Popper, 73 Royal Canadian Navy. (2017). RCN Strategic Claiming success [DRDC-RDDC-2019].Ottawa: M. (2006). Leadership and social identification in Plan. Retrieved from DYPDIRFV Defence Research and Development Canada. military units: Direct and indirect relationships. JFFDDVVV19,GRFVDDOVV 93 Butler et al. (2014), Chiocchio and Essiembre Journal of Applied Social Psychology, 30(3), FVDJFODVGI. (2009); and Zaccaro, S. J. (1991). Non-equivalent 612–640. doi: 10.1111/j.1559-1816.2000. 74 For example, the RCN commissioned a study in associations between forms of cohesiveness and tb02499.x. 2016 to study gender balance in the organiza- group-related outcomes: Evidence for multidimen- 60 Hanser, L. M., Miller, L. W., Shukiar, H. J., & tion, Representation of Women in RCN Managed sionality. Journal of Social Psychology, 131(3), Newsome, B. (2008). Developing senior navy Occupations (2017), to create a baseline perfor- 387–399. doi:10.1080/00224545.1991.9713865. leaders: Requirements for flag officer expertise mance measure for the RCN’s goal of increasing today and in the future. Retrieved from V the representation of women within the RCN to DGRJFRGDPDGEVPRR 25.1% by 2026. Another study entitled Regular JDV510GI. Force Attrition of Women vs Men in the RCN 61 Rennick, J. B. (2017). Religion in the (2018) indicated that on average, female officers Canadian Military: Adapting to an increasingly released earliest in their careers, followed by pluralistic society. Retrieved from female NCMs, Men tended to serve longer. The RRVJFFDFROJRFDDGD study on Retention and Attrition in Hard Sea PODDGDJFDVJOODOVFVRF. Occupations (2018) indicated that the challenges are different between subgroups within the RCN.

28 Canadian Military Journal • Vol. 21, No. 1, Winter 2020

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