2025-2028 Employment Equity Action plan

The PDF version of the 2025-2028 Employment Equity Action Plan will be available soon

The PDF version of the 2024-2025 Employment Equity Annual Report is available here

Definitions

1. A worker is an individual who is employed (employee) or who is seeking employment (candidate) at CFMWS. 
2. An employment equity group is a designated group defined in The Employment Equity Act (The Act). 
3. An equity group worker is a worker who identifies with one or more employment equity groups.
4. An equity-seeking group is a group of people who, because of systemic discrimination, face barriers that prevent them from having the same access to the resources and opportunities that are available to other members of society, and that are necessary for them to attain just outcomes. This includes employment equity groups and groups not defined in The Act.   
5. An equity-seeking worker is a worker who identifies within one or more equity-seeking group.
6. The following terminology is used to represent employment equity group workers:
   • Women
   • Indigenous workers
   • Workers with disabilities
   • Black and racialized workers
7. The following groups are generally considered to be equity-seeking and may vary based on factors such as geography, sociocultural context or the presence of specific subpopulations:
   • Employment equity group workers
   • People who are part of the 2SLGBTQIA+ community
   • Religious minority groups.
8. Diversity in the workplace is a workforce made up of people with a variety of identities, abilities, backgrounds, cultures, skills, perspectives and experiences.
9. Inclusion in the workplace is a work environment where the unique identities, abilities, backgrounds, cultures, skills, perspectives and experiences of employees are recognized and valued, fostering a sense of belonging and involvement for all employees.

* Most of the definitions are from the Guide on Equity, Diversity and Inclusion Terminology and adapted for The 2025-2028 CFMWS Employment Equity Action Plan.

CEO’s Message

At Canadian Forces Morale and Welfare Services (CFMWS), our commitment to employment equity is deeply rooted in our values.

"We put our people first – we CARE for our members, our community and one another."
We prioritize the well-being of our employees, creating a workplace where everyone feels supported and respected. Our commitment to employment equity reflects our dedication to fostering an environment where every individual can thrive. 

"We act with INTEGRITY and strive to do the right thing. We say what we mean and do what we say."
We uphold high standards of honesty and transparency in our actions. Our employment equity initiatives are guided by a steadfast commitment to doing what is right and fostering trust and accountability within our organization. 

"We are ONE TEAM – we have each other’s back and get it done together for our members."
We believe in the power of unity. By working together as one team, we can achieve our goals and create a workplace where diversity is celebrated and everyone has the opportunity to succeed.

"We constantly look for new ideas and find CREATIVE ways to provide our members with the best possible experience."
Innovation and creativity are at the heart of our approach. We are dedicated to finding new and effective ways to promote diversity and inclusion, ensuring that our strategies are both impactful and sustainable. By thinking outside the box, we can develop unique solutions that make a real difference. 

Our commitment to employment equity is about living our values every day. We understand that a diverse, equitable and inclusive environment is beneficial and essential for our employees and required for our organization’s success and growth. 

The 2025-2028 CFMWS Employment Equity Action Plan will set the course for the next three fiscal years with tangible commitments that foster an inclusive and equitable workplace where every employee feels valued and empowered. 

Thank you to our employees for their dedication and support as we strive to create a more inclusive, equitable and discrimination-free future for CFMWS and its community. 

Ian Poulter
Chief Executive Officer
Staff of the Non-Public Funds, Canadian Forces 

Introduction to Canadian Forces Morale and Welfare Services

Who we are

As outlined in The 2024-2027 CFMWS Strategic Plan:

“ CFMWS’ focused commitment to Canadian Armed Forces (CAF) members’ health and well-being provides a unique value proposition for the Government of Canada through a Non-Public Property social enterprise model that reinvests profits back into programs and services — to strengthen the military community’s resilience. 

Through a balanced approach to wellness, the programs and services we deliver address those critical areas that directly impact the CAF operational readiness. We deliver personalized services to recognize the diverse needs of a military lifestyle that supports and includes mental, social, physical, financial, and family well-being.” 

Employees

As of March 31, 2024, CFMWS employed 4,457 people (including casuals) in 39 locations across Canada, the U.S., Europe and elsewhere in the world. CFMWS is privileged to employ a diverse workforce encompassing a broad spectrum of jobs distributed across nine divisions:

• CANEX
• Corporate Services
• Finance
• Human Resources (HR)
• Information Services (IS)
• Marketing and Communications (MarCom)
• Military Family Services (MFS)
• Personnel Support Programs (PSP)
• SISIP Financial

About Employment Equity

The Employment Equity Act (The Act)
“The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.” (s.2, The Employment Equity Act). 

Modernized Language

In December 2023, an Employment and Social Development Canada Task Force on Employment Equity published a report on The Act. The report’s proposed recommendations have been implemented in The 2025-2028 CFMWS Employment Equity Action Plan (the EE Plan):

Above and beyond The Act

CFMWS acknowledges that all equity-seeking groups face employment inequities, inclusive of the groups who are not defined in The Act. Therefore, the EE Plan will include efforts for all equity-seeking groups.

How the Act Advances Equity

The Act requires federal institutions to establish short-term and long-term goals, and to specify actions taken in policy and procedures to achieve equity in:

• employment;
• promotion;
• training; and
• retention.

To advance employment equity, CFMWS strives to:

• identify and eliminate employment barriers against equity-seeking workers that result from employment systems, policies and practices; and
• put into place positive policies and practices to ensure that equity-seeking workers are represented in the organization in a way that reflects the Canadian workforce.

The Purpose of The 2025-2028 CFMWS Employment Equity Action Plan

The purpose of the EE Plan is to outline commitments and measurable actions that CFMWS will take to address barriers and under-representation of equity-seeking workers, and to foster a more inclusive workplace. 
The EE Plan is aligned with the top two priorities of The 2030 CFMWS Strategy (employee and member experience, and business maturity and innovation) to ensure its integration within broader organizational goals. The efforts resulting from the EE Plan aim to:

• ensure equitable treatment of candidates and employees;
• create a sense of belonging;
• address the unique challenges faced by equity group workers;
• take into consideration the specific needs of equity-seeking workers;
• improve degrees of underrepresentation; and 
• create/update, implement and monitor policies and practices, or statements within these documents.

Workplace Representation

Diversity represents the quantitative measure of self-declared representation in the workforce, but does not speak to a culture of inclusion. CFMWS is dedicated to fostering an inclusive environment through the commitments outlined below. CFMWS recognizes that true inclusion cannot be achieved without a workforce that mirrors the diversity of the Canadian population.

A recent review of the CFMWS workforce data revealed gaps in representation and highlighted opportunities to enhance employment equity practices. To address these gaps, CFMWS will engage in a comprehensive analysis of the employment equity data. This will enable CFMWS to better identify realistic targets, and support efforts to increase representation across the organization.  

Workforce Analysis 

A detailed review of the CFMWS workforce analysis over the last three years can be found in the CFMWS Employment Equity Reports.
This section of the EE Plan includes an overview of the data collected over the last three years.

Labour market availability (LMA) represents the percentage of people employed in Canada, including citizens and residents, who identify with an employment equity group based on information from the 2021 Census of Canada and the 2022 Canadian Survey on Disability reference, Employment Equity Demographic Snapshot 2023–2024. The LMA represented in each annual report under the EE Plan may differ depending on future Census of Canada and Canadian Survey on Disability reports.

Under-representation Numerical Goals
CFMWS’s self-identification data highlights opportunities to enhance workforce representation, particularly among the following equity groups: 

CFMWS’s total workforce has remained relatively stable over the last three years and is not projected to fluctuate significantly in the next three. In the event of significant fluctuations, the number of workers required to bridge the gaps may change. These changes would be reflected in future reports.

CFMWS’ Employment Systems Goals

The EE Plan is a commitments-based strategy outlining the enterprise’s measures over the next three years to identify and eliminate workplace barriers. Through the identification and elimination of workplace barriers for equity-seeking workers, we aim to positively impact the candidate and employee experience. These strategies will encourage equity-seeking workers to apply for positions, remain at CFMWS, develop professionally and grow within the organization.

To reach the annual numerical employment equity goals, CFMWS will concentrate on these five focus areas: 

1. promote and prioritize feedback mechanisms;
2. provide the enterprise with consultation services to advocate for equity-seeking groups and ensure an equity lens is consistently applied;
3. identify and eliminate workplace accessibility barriers to ensure full participation and meaningful employment for all employees;
4. ensure diversity is visibly and meaningfully represented across all aspects of our operations; and
5. promote and increase awareness of diversity, equity and inclusion (DEI), and continue to build a workplace community where employees feel safe. 

CFMWS recognizes that the success of employment equity requires collaboration throughout the organization: employees, managers, human resources and executive members. The HR Legislated Programs Team will lead these efforts and provide oversight since they are responsible for the employment equity, accessibility and official languages portfolios. 

The strategic partners who will champion the EE Plan will include:

• Human Resources:
  • Pension and Benefits;
  • Talent Management;
  • Centre for Conflict Resolution and Ethics (CCRE); 
  • HR Operations (HR Ops);
  • Occupational Health and Safety (OHS);
  • HR Information Systems (HRIS); and
  • Pay Equity.
• The CFMWS Champions; and
• Marketing and Communications (MarCom).

CFMWS’ Five Employment Equity Focus Areas

1. Promote and prioritize feedback mechanisms

This focus area aims to position the enterprise to better listen, understand and learn about the unique experiences of equity-seeking workers. CFMWS will empower employees to identify workplace issues and opportunities, encourage their feedback and prioritize solutions. 

The desired outcome is to become aware of and manage workplace issues to enhance employee morale by ensuring that all voices are heard and valued. Doing so will lead to a more engaged and motivated workforce.

 
2. Provide the enterprise with consultation services to advocate for equity-seeking groups and ensure an equity lens is consistently applied

This focus area aims to ensure that equity-seeking workers’ voices are central to executive decisions. Senior leaders will be able to make informed decisions that reflect diverse needs and realities through a standardized review process and proactive engagement with equity groups. 

The desired outcome is to increase decision-making that positively impacts equity-seeking workers and all CFMWS employees.

3. Identify and eliminate workplace accessibility barriers to ensure full participation and meaningful employment for all employees

This focus area aims to improve workplace accessibility. The EE Plan will include workplace accessibility commitments, while the 2026-2028 CFMWS Accessibility Action Plan will outline measures the enterprise will undertake to improve the seven accessibility priority areas. 

The desired outcome is to have a workplace where accessibility is a cornerstone, and everyone has the opportunity to succeed.

 4. Ensure diversity is visibly and meaningfully represented across all aspects of our operations.

This focus area aims to ensure the words and images used in CFMWS HR policies, collective bargaining agreements, communication, recruitment and promotion platforms represent a diverse workforce.  

The desired outcome is to celebrate diversity and ensure that CFMWS employees feel included. 

5. Promote and increase awareness of diversity, equity and inclusion (DEI), and continue to build a workplace community where employees feel safe.

This focus area aims to ensure all employees and candidates are aware of the organization’s commitment to diversity and to its employees. Effective communication is essential for the success of DEI initiatives. To support this, CFMWS will provide training to help everyone understand DEI principles, develop inclusive leadership skills, and promote continuous learning. 

The desired outcome is to expand understanding of DEI and increase participation in DEI initiatives to help attract and retain qualified equity-seeking workers.

Message from the CFMWS HR Legislated Programs Team

The HR Legislated Programs Team would like to thank all collaborators on the EE Plan, including our strategic partners, employees and union representatives. Your support has been invaluable! We look forward to monitoring the implementation of our commitments over the next three years, and reporting on them annually in September.

The success of this plan depends on the participation of all employees. We encourage everyone to join a network of allies and to submit feedback using our mechanisms as they become available. As well, employees are encouraged to monitor CORE, our primary internal information sharing hub. Together, we can create a more inclusive and equitable workplace.  

We would like to leave you with some inspirational words from our champions as we continue this journey together. 

Champion’s Message – Racialized Persons

Canada is home to people from all corners of the world and our organization is a reflection of that diversity. In this cultural mosaic, Black and racialized people have made significant contributions, enriching its social fabric. However, as minorities, they have also faced significant challenges including systemic discrimination and social inequities, which unfortunately persist to this day. My role, along with my network of allies, will be to both celebrate the contributions and also highlight the challenges. We are here to listen, educate and advocate for a more just workplace and society. 

— Najim Dost, Associate Director, Strategic Planning and Performance 

Champion’s Message – Indigenous People 

As the Champion for Indigenous People, I want to inspire others by providing awareness and education within the organization. Inclusivity leads to innovation, creativity and learning from one another, which are key to a successful, respectful and happy workplace.

— Robin Ross, Chief Human Resources Officer 

Co-champions Message – Women

During my time in the role of co-champion, I plan to listen to what the women of CFMWS are saying, really hear what they need and understand what and how we need to change. We are thrilled to collaborate, and together we will continue to create space, change, opportunities, improve policies, and ask those difficult questions. 

“The greatest gift we can give ourselves is time.” — Oprah Winfrey
— Raewen Pappas, Associate Vice President Marketing and Marketplace
— Angie Thibodeau, Associate Director Personnel and Family Program Command 

Champion’s Message – 2SLGBTQAI+ Rights

Heading into our goals over the next three years, as champion for the 2SLGBTQAI+ community, my primary focus within the first year is to reconnect with the community that we have currently established while enhancing the opportunity to encourage further growth within our network. I hope to spend the next year getting to know you all so that we can continue developing positive pathways of support regarding diversity and inclusion within this network of allies.   

I also hope to incorporate moments of solidarity to provide safe spaces for communication and support, and learn how CFMWS can further contribute to your positive experiences through the feedback mechanisms and consultation services outlined in champions’ commitments. My promise is to be open and present when engaging with our community to further understand your needs. Together we can examine how to better collaborate with other champions through a lens of intersectionality for the betterment of all here at CFMWS.

— Robyn Noseworthy, Aquatics Coordinator 

Champion’s Message – Wellness

As your Wellness Champion, my role is to listen and hear, advocate, and promote personal, non-judgmental supports, services, and collaborations that align with our all employees’ definition of wellness. Our experiences shape our organization by fostering a culture of wellness corporately, within and between teams, and personally. Currently, we offer comprehensive wellness programs, team-based activities, and personal support services to ensure everyone feels included and supported. 

Looking ahead, we aim to enhance and encourage mental health support, create inclusive wellness opportunities, and continuously gather employee feedback to refine our initiatives. Our goal is to engage and advance wellness opportunities for all, tailored to whatever wellness means to each individual. Together, we can create a supportive and thriving environment where everyone feels valued and empowered. 

— Laurie Ogilvie, Senior Vice President Military Family Services  

Champion’s Message – Persons with Disabilities

As the Champion for Persons with Disabilities, along with the Support Coordinator, Theresa Roy, it’s my intent to reinvigorate the network of allies in order to create opportunities for enhanced learning, collaboration, curiosity and innovation, all with a view to building a more healthy, inclusive, respectful and rewarding work environment. 

— Corinna Heilman, Senior Vice President Personnel Support Programs