Photo Credit Government of Canada.
Content Warning: This article discusses sexual misconduct and the Canadian Armed Forces–Department of National Defence (CAF–DND) class action lawsuit, which may be distressing for some readers.
Question:
What should readers know about the Restorative Engagement Program, enrolled by 6,403 class members of the 2019 CAF–DND Sexual Misconduct Class Action Lawsuit?
Answer:
On November 25, 2019, the Federal Court approved a $900 million settlement as part of the Final Settlement Agreement (FSA) for the CAF–DND Sexual Misconduct Class Action which ended up paying out on nearly 24,000 claims. While the financial award amount drew headlines, the FSA’s Restorative Engagement Program was equally, if not more, significant. This program offers enrolled members a structured path not only toward individual healing but also toward influencing lasting changes in military culture.
Program Foundations
The Restorative Engagement Program begins with the understanding that financial compensation alone will not repair all the harms experienced from sexual misconduct. Participants enter the program with varied motivations—some seek institutional accountability, others acknowledgement, and many simply want their voices heard. Each participant collaborates one-on-one with trauma-aware Restorative Practitioners from the Sexual Misconduct Support and Resource Centre (SMSRC). Together they co-design a safe, flexible process for the participant to share their personal experiences with the CAF–DND Defence Representatives—volunteer leaders who absorb the insights and translate them into real-world workplace culture shifts. Unlike criminal restorative justice programs, this program excludes perpetrators entirely, focusing solely on the participant.
Program Progress and Challenges
According to SMSRC reports as of April 2025, fewer than 400 of the 6,403 enrolled class members have completed their restorative engagement sessions with Defence Representatives. That participation gap reflects many factors, including shifting motivations, logistical hurdles such as scheduling and time commitment for virtual or in-person sessions, and emotional unreadiness. Some of those who have engaged describe a profound sense of validation from being heard, believed, or already seeing culture changes happening in their old/present workplaces. Others remain skeptical that the Program will result in meaningful change when so much of its success depends on Defence Representatives converting their insights into new training, accountability measures, and policy updates.
Program Participation – Decision Time
If you’re among the many enrolled but undecided, the decision to participate is personal and depends on your needs. However, to stay enrolled in the Program you will need to confirm your interest with SMSRC by 30 September 2025. Once you confirm your interest, you will have until 31 March 2026 to complete your restorative engagement sessions.
To further explore your options, visit the SMSRC update page; book a conversation with an SMSRC Restorative Practitioner; connect with a peer who has participated; or consider other non-FSA related options that might work better for you. To opt out, simply notify SMSRC to close your file—no penalty or further contact.
Expanding the Program’s Impact
Units across the defence ecosystem are starting to integrate restorative program insights into their training and studying what, if any, culture shifts are resulting. Many other groups are exploring how similar restorative models might also become best practices for meaningfully addressing and resolving non-sexual misconduct related complaints, including workplace harassment, discrimination, and patient-care related complaints. Amplifying these lessons could transform not only CAF–DND but other federal departments dealing with institutional misconduct.
Culture Change Needs More Than One Pathway
As the Sexual Misconduct Restorative Engagement Program moves towards its end, its legacy will be measured by its impact on culture change, not its participation numbers. CAF–DND leadership must continue implementing necessary reforms and communicating transparently about the remaining FSA commitments—including a mandated independent evaluation of SMSRC’s effectiveness.
A Collective Responsibility
While individual participation drives the Program, broader culture change requires collective action. Leadership must lead by example, but everyone in the defence community must collectively challenge misconduct in the workplace. Sexual misconduct can—and does—affect anyone. With over 40 percent of the class action claims filed by men, it is also very clearly not “just a women’s issue.”
The Restorative Engagement Program offered one concrete pathway towards culture change. Its long-term success, however, depends on all of us choosing to support leadership, speaking up against hateful or sexualized words and behaviours, and refusing to remain silent.
Culture change will require a team effort.
