Discussion and actions
August 28-29, 2024
Table of contents
- This publication is available upon request in alternate formats.
Introduction
We at Veterans Affairs Canada (VAC) would like to recognize and thank all Veterans and their families, across Canada, for their service to this country.
From coast to coast to coast, we acknowledge the ancestral and unceded territory of all the Inuit, Métis, and First Nations people that call this land home. We acknowledge the harms and mistakes of the past. We also reaffirm our commitment to improving relationships between nations and improving our own understanding of Indigenous peoples and their cultures. We all have a responsibility to consider how we can, in our own way, move forward in a spirit of reconciliation and collaboration.
Please see Appendix A to review important definitions of sex, gender, sexual orientation, and two-spirited. The following terms are used throughout the report in accordance with language used by the Government of Canada.
- 2SLGBTQI+ is an acronym that represents the following categories of lesbian, gay, bisexual (those who are attracted to both men and women), transgender, intersex, queer (a self-identifying term used in some gay communities), questioning, and two-spirit. There are many different acronyms that may be used by various communities. It should be noted that acronyms like these may combine sex, gender, and sexual orientation attributes into one. This combination may or may not be appropriate in all circumstances.
- LGBT Purge is a term used to describe specific historical acts of systematic discrimination against the 2SLGBTQI+ military and Veteran community at the hands of the Canadian Armed Forces and other governmental institutions. At the time that these injustices were brought to light through legal discourse, the more inclusive acronym of “2SLGBTQI+” had not yet replaced “LGBT”.
Acknowledgement of the systematic discrimination that 2SLGBTQI+ Veterans faced in their service during the LGBT Purge, and the adversity that they continue to face due to their sexual orientation and/or gender identity were identified as crucial points throughout the Forum's discussions. Hosting an annual 2SLGBTQI+ Veterans Forum (the Forum) is of the utmost importance as we move forward to address the inequities and challenges that 2SLGBTQI+ Veterans and their families face. We reaffirm our commitment to listen and enact change for 2SLGBTQI+ Veterans.
Quotes featured throughout this report highlight anonymous and open discussion that occurred throughout the event, not to be attributed to individuals in the photos included. Digital artwork was created by an artist / analyst in real time during the event, and refined for presentation in the report.
FIGURE 1: GRAPHIC VISUALIZATION PROVIDING AN EXECUTIVE SUMMARY OF THE VAC 2SLGBTQI+ VETERANS FORUM 2024

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Transcript - Figure 1
There is a large title across the top of the infographic that reads 'Executive Summary Forum 2024', highlighted in yellow and green. Below this there is a large rainbow - the full arch with each end disappearing into the clouds below. There is a red heart under the rainbow and yellow stars above it. Below the rainbow, text reads “a safe place for 2SLGBTQI+ Veterans to come together and be recognized'. '2SLGBTQI+ Veterans' is highlighted in yellow with stars around it. Below this there is a large yellow banner that reads 'themes of discussion', then the following bulleted list:
- Major milestones in 2SLGBTQI+ rights
- Advancements in research, recognition, and support
- Opportunities to work with traditional Veteran organizations
- Minority stress for gender diverse Veterans
- Culture change in the Canadian Armed Forces
There is also a textbox coming out of the side of the rainbow that reads 'a space to start meaningful conversations and build trust after the LGBT Purge, and discuss ongoing challenges'. Two grey speech bubbles are drawn beside this text. Yellow lines connect this textbox to another, which reads 'an opportunity to collaborate and ask for change'. A yellow glowing lightbulb is drawn beside this text. Yellow lines connect this textbox to a final one, which reads 'feedback will be used to improve practices, supports, and future events'. Then, there is a red arrow pointing to an image of a large blue tidal wave and the text, 'this discussion built specific action items for change', with yellow and green highlighting.
About the forum
Objectives
- Engage meaningfully with 2SLGBTQI+ Veterans and the stakeholder community
- Learn, share, and discuss challenges and progress in meeting the individual needs of 2SLGBTQI+ Veterans
- Develop community-based solutions to drive change and achieve equity
Participants
The 2024 2SLGBTQI+ Veterans Forum was held in partnership with Rainbow Veterans of Canada (RVC) and the LGBT Purge Fund. It included a diverse group of Veterans and community partners, with 75 attending in-person, and 39 attending virtually. It included Veterans and community partners, as well as VAC employees and interpreters.
Structure
The first day of the Forum was focused on optional in-person activities, including one-on-one appointments with front-line VAC employees so that 2SLGBTQI+ Veterans could receive specific support with accessing VAC benefits and services. In the afternoon, there was an optional Sharing Circle led by an local Indigenous Elder – see Appendix C for graphic visualization created during this session.
On the second day of the Forum, there were multiple sessions that featured guest speakers on issues relevant to the community. There were two full group plenary sessions and three breakout sessions for smaller group discussions. Participants had the opportunity to rotate through all three breakout sessions.
Discussion topics
- Plenary Session: Major milestones in 2SLGBTQI+ Veteran rights advocacy, the LGBT Purge Fund, and Rainbow Veterans Canada;
- Plenary Session: Advancements in research, recognition, and support to the 2SLGBTQI+ Veteran community;
- Breakout Session: Opportunities to work with traditional Veteran organizations to ensure that 2SLGBTQI+ Veterans are well supported;
- Breakout Session: Minority stress and the correlation between gender diverse individuals and post-traumatic stress disorder (PTSD) rates; and,
- Breakout Session: Culture change in the Canadian Armed Forces (CAF) for 2SLGBTQI+ serving members.
Minister's welcome
Minister Petitpas Taylor opened the Forum by sharing her objectives for the day: to take more steps towards a better and fairer Canada; and to learn from the stories and advice of Canada's 2SLGBTQI+ servicemembers and Veterans.
FIGURE 2: GRAPHIC VISUALIZATION OF THE MINISTER'S OPENING REMARKS (VAC 2SLGBTQI+ VETERANS FORUM)

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Transcript - Figure 2
There is a blue flowing river drawn across the top of the page, with green reeds on the riverbank and an orange butterfly emerging from them. Text that winds along the river bank reads 'Forum is set against Wolastoq, meaning beautiful and bountiful - like our conversations today' and 'remember to be grateful for the things you cannot see that sustain life on this earth. Below this there is a drawing of two hands holding a red remembrance poppy. Beside this there is a red outlined textbox that reads 'opening with respect and gratitude for the service and sacrifice of 2SLGBTQI+ Veterans'. Beside this there is a drawing of a sign on a post that reads 'guidelines: safety, respect, inclusion'. Below all of this is more text that reads 'Forum is a platform to recognize and discuss the challenges faced in the past and present, by Veterans with diverse sexuality and / or gender expression'. Beside this text is a drawing of a person with long black hair and a blue shirt, and a hand pointing a finger towards them with red streaks. Feeding into the image of the hand and streaks are the words 'systematic discrimination, LGBT Purge, hatred, and lack of recognition'. Below all of this is a drawing of a microphone and red hearts all around with text that reads 'we will participate in today's discussion with open hearts and listen to each Veteran, regardless of their identity or who they love'.
Plenary session: Major milestones in 2SLGBTQI+ rights
This session focused on advocacy, reconcilitation, and memorialization efforts for 2SLGBTQI+ service members and Veterans.
FIGURE 3: GRAPHIC VISUALIZATION FROM THE MAJOR MILESTONES IN 2SLGBTQI+ RIGHTS PLENARY SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 3
A drawing of a timeline with the following points in time:
- An image of the Facebook logo and text reading 'Serve with Pride'
- A red highlighted textbox with a drawing of a grey megaphone, reading 'finding each other gave Purge survivors collective voice'
- 2017 - a drawing of a microphone and text reading 'Prime Minister's Apology'
- A red highlighted textbox with a drawing of the globe, reading 'Canada becomes a leader in 2SLGBTQI+ activism'
- 2019 - a drawing of a judge's gavel and text reading 'class action lawsuit'
- A red highlighted textbox with a drawing of an ear, reading '2SLGBTQI+ Veterans still need their voices heard and peer support'. There are two arrows pointing out of the textbox: the first points to text that reads 'establishment of Rainbow Veterans Canada' and the second points to text that reads 'research and production of The Fruit Machine documentary'
- 2020 - a drawing of the intersex-inclusive progress pride flag and test reading 'LGBT Purge Fund given money for reconciliation and memorialization'
- 2025 - a drawing of a monument and text reading '2SLGBTQI+ National Monument'
Speakers highlighted that survivors of the LGBT Purge finding each other is what created collective voice. The LGBT Purge class action lawsuit settlement in 2019 included one of the largest financial settlements for 2SLGBTQI+ Canadians in history. Research about the LGBT Purge and media such as the documentary, “The Fruit Machine”, were cited by speakers as key for advocacy efforts and maintaining their collective voice.
“It's incredibly important that Canadians understand that [the LGBT Purge] happened and it's not ancient history. It's very recent history. And we have blazed a trail that I believe can make a big difference, not just in Canada, but globally as well.”
Speakers also shared some of the landmark measures that have taken place in more recent years, such as a partnered trip with VAC to Vimy and Paschendale, and the establishment of a heraldic badge for 2SLGBTQI+ Veterans. There was also a virtual walkthrough of the LGBT Purge Fund Thunderhead 2SLGBTQI+ national monument, which is scheduled for completion in 2025.
Speakers emphasized that 2SLBGTQI+ Veteran advocacy has been groundbreaking, yet still, many Canadians are not aware of the LGBT Purge and the impact it continues to have. Participants at large called for more research and education to prevent misinformation and promote societal understanding. Documents released as part of the class action lawsuit are still being reviewied, and speakers shared their intent to continue to release new information about the events that transpired and those implicated, as it becomes available.
“It's so important that the truth be told about what happened during the [LGBT] Purge because there's a lot of lack of understanding.”
FIGURE 4: GRAPHIC VISUALIZATION FROM THE MAJOR MILESTONES IN 2SLGBTQI+ RIGHTS PLENARY SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 4
Central in the image is the outline of a person from the shoulders up, with a red highlighted though bubble coming from their head. It has a lot of question marks in it and reads 'the LGBT Purge?'. There are two text boxes beside the drawing, the first reads 'many Canadian do not know that the Purge happened recently and 2SLGBTQI+ Veterans are still healing from the impacts'. The second textbox is connected to the first with a red line and reads 'visibility is so important because living in secret is a form of oppression - Purge survivors are starting to feel like they can finally be seen'. Drawn beside this text is a large eye.
Plenary session: Advancements in recognition, support, and research
A panel of leaders within VAC shared the progress that has been made in increasing recognition, support, and research of 2SLGBQTI+ Veterans.
Speakers discussed the Pride in service: 2SLGBTQI+ Canadians in uniform online feature, which has reached Canadians coast to coast to coast. This resource was developed by VAC in consultation with RVC and the LGBT Purge Fund to provide educational materials, tell the personal stories of 2SLGBTQI+ Veterans, and provide recognition.
“I was just struck by the the power of storytelling… and how much those stories help us honour the past, but also chart the way for the future and those individual stories come together in a collective movement.”
FIGURE 5: GRAPHIC VISUALIZATION FROM THE ADVANCEMENTS IN RESEARCH, RECOGNITION, AND SUPPORT PLENARY SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 5
There is large text at the top of the infographic that reads 'recognition happens…'. The first 'o' is being focused on by a magnifying glass and the second 'o' is an eyeball. There are four arrows coming from the large text at the top, each pointing to, as follows:
- a drawing of hands holding a heart that has the outlines of several people in it, and text reading 'in communities'
- a drawing of a laptop with a book popping out of the screen, and text reading 'in classrooms'
- a drawing of a globe with an airplane flying around it, and text that reads 'internationally'
- a drawing of a desk calendar that has '365' written on it and an arrow around it, and text that reads 'year-round'
Speakers shared about the work being done by VAC's National Committee on Diversity, Equity, and Inclusion in Nursing that educates nurses across the country. Speakers shared that the committee intends to develop evidence-based best practices in nursing guidelines to promote Veteran health equity - including specific recommendations for 2SLGBTQI+ Veterans.
Speakers provided an overview of VAC's multi-year plan to modernize its Table of Disabilities and Entitlement Eligibility Guidelines for the provision of disability benefits. Speakers highlighted how information about both sex and gender, best practices for working with individuals who have experienced sexual trauma, and knowledge about transgender health are being incorporated into the guidelines as part of the modernization plan. Speakers also cited the Veteran and Family Well-being Fund and the Commemorative Partnership Program (CPP) as providers of annual funds to community stakeholders that further build equity for 2SLGBTQI+ Veterans.
“The nurses at Veterans Affairs are much more aware of how discrimination and bias can impact their nursing practice. I can tell you that they are making different conversations happen in the nursing-Veteran therapeutic relationships than they were a year ago. And that is super exciting.”
The 2021 Census, 2022 Canadian Veteran Health Survey, and 2023 Veterans' Well-being Community Health Needs Assessment were referenced by speakers as emerging research, bringing novel health and well-being information about 2SLGBTQI+ Veterans. This research would not have been possible without partnership with RVC, 2SLGBTQI+ Veterans at large, and their participation in research-related outreach.
During the group discussion, participants expressed concern about their quality of life as it relates to sexuality and their ability to be intimate. They shared that discourse about sexuality and access to appropriate sex therapy is already limited for Canadians, but that it is even more limited for those who are 2SLGBTQI+, for those who have experienced sexual trauma, and especially for LGBT Purge survivors. Participants shared that experiencing the LGBT Purge made them “become enemies with themselves - their own hearts, souls, and bodies”, challenging their ability to become socially and physically intimate.
“There's a very, very tight connection between how we've come to feel about ourselves and our capacity for intimacy, our capacity for sexual expression. [We have] questions about specific interventions that support our effort to rebuild that.”
Participants also emphasized the need for more research on how joining the military affects psychosocial development, including sexuality.
“When people join at 17 years old and they're in the developmental years, there is a significant impact on them having their sexuality shaped by the military context.”
Breakout session 1: Opportunities to work with traditional Veteran organizations
Speakers from Fighting with Pride, a non-profit charity that supports the health and wellbeing of 2SLGBTQI+ Veterans, service personnel, and their families in the United Kingdom (UK), shared a brief history about the experiences of gender and sexually diverse Veterans in the UK. Legislation (the Sexual Offences Act) enacted in 1967 decriminalized same-sex relations between consenting adults in civilian life, but excluded those serving in the military. The "gay ban" in the UK military was enforced from 1967 until 2000. It was lifted on January 12, 2000, following a ruling by the European Court of Human Rights. However, it took several more years for the UK military to fully understand and implement genuine 2SLGBTQI+ inclusion, and the speakers stressed the importance of this ongoing work.
In 2022, a committee (the LGBT Veterans Independent Review) was set up to understand the impact of the “gay ban”. In 2023, the committee published 49 specific recommendations and proposed financial compensation of £50 million for survivors. Speakers emphasized the importance of implementation of these recommendations, and the rebuilding of trust with 2SLGBTQI+ Veterans. Some of the key recommendations included restoring medals, addressing pension issues, and improving mental health and well-being support. Peer support was highlighted as essential for helping Veterans rebuild their lives and regain confidence. Creativity in engagement with 2SLGBTQI+ specific community channels was (and is) needed.
"I was so angry, that I came out in that moment… and I have never regretted it because it was the one moment, the final moment in which I was able to be myself."
FIGURE 6: GRAPHIC VISUALIZATION FROM THE OPPORTUNITIES TO WORK WITH TRADITIONAL VETERAN ORGANIZATIONS BREAKOUT SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 6
At the top of the infographic there is a Venn diagram with the labels 'UK experience' and 'Canadian experience'. There is a red arrow coming from 'UK experience', pointing to the words 'gay ban' highlighted in red. There is text below defining this, reading 'a catch all term doesn't differentiate between sexual orientation and gender identity'. There is a red arrow coming from 'Canadian experience', pointing to the words 'the Purge' highlighted in red.
Below this there is an outline of a Veteran with the word 'impacts' printed in large letters, and the following listed: 'discrimination, prejudice, assault, arrest, charging, fear, and dishonourable discharge'. There are two more textboxes describing impacts. The first reads 'self hate has been nurtured through historical ostracism - leading to self-isolation from Veteran and 2SLGBTQI+ communities'. It is outlined in red and contains a picture of a person pointing to themselves in a full length mirror, a cloud of frustration over their head. The second reads 'stigma surrounding dishonourable discharge leads to challenges with finding employment (and maintaining income) as well as housing'. It is outlined in red and has two drawings - both with large red x's crossing them out - a house and a briefcase.
Below all of this, there is another red-outlined textbox that reads 'despite these challenges, coming together has helped 2SLGBTQI+ no longer feel alone'. There is a drawing of four people standing together with their arms up - with a rainbow of colour overlayed. A large red arrow points from this to the final textbox, which has a bold and red highlighted title of 'outreach is required'. It reads 'a legal settlement and a governmental apology are not enough to mitigate the impacts of years of discrimination… Specific recognition and support is needed, and makes a different impact than money'. There are two drawings of hands in the textbox - one holding a bag of money, and one holding a large red cartoon heart.
Breakout session 2: Minority stress for gender diverse Veterans
This session focused on the minority stress that is experienced by sexually and gender diverse Veterans, also referred to as sexual and gender minorities.
FIGURE 7: GRAPHIC VISUALIZATION FROM THE MINORITY STRESS FOR GENDER DIVERSE VETERANS BREAKOUT SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 7
In the top left corner of the infographic there is an outline of a person from the shoulders up, and two red arrows drawn creating a 'cycle' with another drawing - this one of a building with four smaller people outlines around it, all connected by a dotted line in a circle. Near the outline of the single person, it reads 'proximal stressors - internalized feelings of shame and worthlessness based on intersecting identities'. Near the outlines of multiple people, it reads 'distal stressors - discrimination, structural oppression, and institutional betrayal'. Beside this there is a red-outlined textbox with a large red highlighted title that reads 'minority stress model'. Inside the textbox it reads 'sexual and gender minorities experience distinct, uncontrollable, and chronic stressors, resulting in mental health disparities'. There is a large red arrow pointing from the textbox to a big pink brain with the posterior insula glowing. There is text below it that reads 'neuroimaging has revealed parallels to PTSD and trauma-related disorders'. Below all of this there is a red-outlined cloud that has the following written on it, 'the link between identity-based stressors and trauma-related symptoms needs to be explored'.
The speaker discussed “Minority Stress Theory” - where minorities (including sexual and gender minorities) experience unique, chronic stressors related to their stigmatized identities. These stressors come from many sources, at different levels, and intersect with other racial, ethnic, and social identities. This theory has been widely accepted to explain the mental health disparities and more frequent trauma-related symptoms that minorities face when compared to their counterparts. However, associated neuroimaging studies with regard to chronic stress and trauma have failed to account for gender identity and sexual orientation as factors, leaving the physical impact on the body misunderstood. The speaker also promoted the consideration of moral injury as part of a minority service member's and Veteran's experience.
The speaker presented the “Minority Mosaic Study”, that aimed to better understand minorities' lived experiences with minority stress from an intersectional perspective, the impact of minority stress on the brain and body, and the relationship between minority stress and moral injury. Participant feedback was incorporated throughout to refine the study's design, relevance, and impact. Participants included civilians, LGBT Purge survivors, Veterans, and service members. The researchers interviewed 40 individuals about their experiences with minority stressors, moral injury, and coming out. In the second part of the study, participants underwent neuroimaging while recalling morally injurious events, to identify physical effects on the brain. The key result was that similar neural activity was observed in participants experiencing minority stress and/or moral injury, as is observed in those experiencing PTSD and other trauma-related disorders.
The study's findings underscored the importance of investigating the distinctive way that minority stress, moral injury, and trauma interact with and impact Veterans' physical and mental health. The speaker recommended that service providers adopt a broader definition of trauma when working with minority Veterans - “insidious trauma” - which encapsulates pervasive experiences of discrimination, oppression and fear that may lead to trauma-related symptoms.
“Because you mentioned a bit about the stress level… I know myself [I've experienced] since I was retriggered, tons of problems with the joints and stuff like that.”
Breakout session 3: Culture change in the Canadian Armed Forces
The speaker shared relevant personal experiences that highlighted the importance of a strategic approach to CAF culture change that targets not only the symptoms, but also the root causes of systemic racism, discrimination, and misconduct.
The CAF's Chief Professional Conduct and Culture (CPCC) was created to unify efforts against sexual misconduct. It has since expanded its scope to promote broader positive cultural change; mainly through supporting leadership with evidence-based decision-making on areas such as anti-racism, employment equity, diversity, equity, and inclusion, as well as professional conduct, grievance resolution, and conflict management. Key initiatives discussed were: an anti-racism toolkit; an inclusive language lexicon; a performance appraisal process for inclusive leadership; efforts to engage equity-deserving groups; and, plans to develop a 2SLGBTQI+ action plan.
The speaker pointed out that culture change at an organizational level takes time, and that while visible behaviours can be measured and addressed, it is the invisible mindsets that often underlie problematic behaviours. The speaker emphasized that the solution is to create a psychologically safe and well-being focused environment. Dialogue and honest feedback from all members was cited as crucial to any change in the underlying mindsets of servicemembers. Also cited as essential was active and sustained leadership who can model appropriate conduct, hold themselves accountable, and take decisive action, while amplifying the voices of equity-deserving groups.
“Change does take a long time, but the fun thing about change is that tiny things can make a difference.”
FIGURE 8: GRAPHIC VISUALIZATION FROM THE CULTURE CHANGE IN THE CANADIAN ARMED FORCES BREAKOUT SESSION (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 8
There is a drawing of a large iceberg floating in bright blue water in the top lefthand of the infographic. Above the water and beside the iceberg there is text that reads 'what is culture?' - outlined and highlighted in red. Below this it reads 'it has visible aspects such as behaviours'. 'Behaviours' is highlighted in blue. Below the water there is text that reads 'it has invisible aspects such as mindset'. 'Mindset' is highlighted in blue. A red arrow points from this text and additional text reads 'these aspects can be more challenging to shift'. There is a bracketed arrow around all of the text beside the iceberg, that connects to another large red highlighted textbox. This one reads 'inclusive culture is a choice that requires sustained effort'. Below this there is a drawing of a bar graph, with an outline of a person pushing a gear up the slope of the graph.
Below all of this there is a large red highlighted textbox that reads 'culture change is required in the CAF'. Below this there are red squiggly lines surrounding text that reads 'change is not linear or homogenous'. Below this is a red-outlined textbox that reads 'the CAF has multiple organizational streams moving towards the same inclusive vision', with a drawing of an eye beside it. There are five red arrows pointing from this textbox to the following:
- 'providing evidence-based decision support to leaders'
- 'people'
- 'equipment'
- 'infrastructure'
- 'training'
Below this there is a green-outlined textbox with two large green arrows pointing to it on either side. It reads 'integrating the many aspects of culture change requires a comprehensive implementation plan, as well as dedicated resources'.
At the bottom of the infographic there is a drawing of an hourglass with a circular arrow drawn arrow it - half of the arrow is dotted. There is text on either side that reads 'implementing change takes time, especially policy change. Policy change creates reasonable expectation for support, and inaction can cause harm'. 'Policy change' is written in red.
Lastly, the speaker shared that implementing comprehensive training programs focused on inclusivity and respect is essential to culture change. Participants asked about efforts to educate CAF members on the history of the LGBT Purge. The speaker confirmed that the CAF is modernizing both their training and discipline methods to promote positive behaviour change, as well as incorporating microlearning, conversational, and experiential learning into regimens.
Action items
While some questions and concerns were addressed at the Forum, VAC also committed to taking action for long term impact. The list below is not meant to be exhaustive, and changes are ongoing; its purpose is to set goals and promote transparency and accountability.
The following commitments are being worked on in the specified timeline and are being tracked by the Department. VAC's Community Engagement Division plans to communicate progress with attendees and the broader Veteran community.
Action items | Short term | Medium term | Long term |
---|---|---|---|
Create a Women Veterans Council to advise VAC on key issues | ✔ | ||
Create an online hub for research about women Veterans | ✔ | ||
Support research efforts around Veteran homelessness, moral injury, and a longitudinal health study | ✔ |
Action items | Short term | Medium term | Long term |
---|---|---|---|
Provide support for trusted community organizations in delivering programs and services for 2SLGBTQI+ Veterans. | ✔ | ||
Support research that investigates diverse sexual orientations and seeks to understand the impacts of military psychosocial development on sexuality. | ✔ | ||
Support research efforts around Veteran homelessness, moral injury, and a longitudinal health study | ✔ |
Action items | Short term | Medium term | Long term |
---|---|---|---|
Support more events for healing that recognize 2SLGBTQI+ Veterans' many cultures - including Sharing Circles and Sweat Lodges for Indigenous Veterans. | ✔ | ||
Develop supports for family members of LGBT Purge survivors. | ✔ |
Action items | Short term | Medium term | Long term |
---|---|---|---|
Support research that further investigates how minority stress, moral injury, and trauma interact and uniquely impact sexually and/or gender diverse Veterans. | ✔ | ||
Educate all employees about “insidious trauma” and the connection between minority stress, moral injury, and manifestations of trauma. | ✔ |
Action items | Short term | Medium term | Long term |
---|---|---|---|
Collaborate with the Canadian Armed Forces to capture and share the personal stories of LGBT Purge survivors and connect them with the 2SLGBTQI+ military and Veteran community. | ✔ |
Appendix A: Terminology
The following table has been reproduced from its original source - the Canadian Institutes of Health Research.
Sex | Gender | Sexual Orientation | Two-Spirit | |
---|---|---|---|---|
What is it? | Biological attributes, including physical features, chromosomes, gene expression, hormones, and anatomy | A composite of socially constructed roles, behaviours, activities and/or attributes that a given society considers appropriate for members of a given sex | Description of emotional, romantic, or sexual attraction | Community organizing tool for Indigenous Peoples of Turtle Island who embody diverse sexualities, gender identities, roles, and/or expressions |
Who does the term apply to? | All people and animals | Non-Indigenous people and Indigenous people in the Western world | Non-Indigenous people and Indigenous people in the Western world | Indigenous Peoples of Turtle Island with diverse sexualities and genders |
Examples in Western terms | Male, female, intersex | Man, woman, boy, girl, gender diverse, non-binary, transgender, queer | Heterosexual, gay, lesbian, pansexual, asexual, queer | Two-spirit challenges Western terms of gender and sexual orientation. It allows Indigenous Peoples to reconnect with their traditional languages, ways, and cultures within a pre-colonial setting |
Appendix C: Sharing circle
FIGURE 9: GRAPHIC VISUALIZATION OF THE SHARING CIRCLE (VAC 2SLGBTQI+ VETERANS FORUM 2024)

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Transcript - Figure 9
There is a pink-outlined banner across the top of the infographic with the following words written on it, separated by pink dots: truth, humility, honesty, respect, bravery, wisdom, and love. Below this is a pink puzzle piece, with a pink-outlined textbox coming from it that reads 'sharing Indigenous history and traditional practices is like putting together the pieces of an incomplete puzzle'. A pink arrow points to a drawing of beading and a feather with smudge around it. There is also text that reads 'we must prioritize restoring knowledge that originated from Indigenous Peoples'. Below all of this, there is a drawing of a large piece of scroll-like paper. On it, it reads 'the need to write things down is inherently colonial' and in large pink letters, 'our longhouse is our constitution'. A drawing of wind gusts and leaves comes from the paper, along with the text 'teachings from the windbearer'. 'Windbearer' is written in pink. Beside this, there is a drawing of a bonfire with a pink-highlighted textbox that reads 'male and female teachings are needed and you need not identify with one. Roles in the community are focused on the creation of balance, not gender'.
Appendix D: Forum feedback
As is standard procedure after an event, VAC sent attendees an electronic questionnaire to provide feedback. Key results are reviewed in this section, and all responses have been retained. There were 42 respondents to the questionnaire, with 76% being Veterans, 17% being serving members, and 7% being other community members.
“…what so many of us did not expect was the healing power of joy and laughter that happened while attending the Forum…”
The feedback supported that this Forum was an effective way to start conversations and have meaningful interactions. The mood of the room was generally optimistic. Respondents felt that VAC employees created safe and trauma-informed spaces for them to address their concerns without fear of reprisal or judgement. They noted the professionalism, flexibility, and good coordination by VAC employees, that fostered the building of community connections.
Respondents also provided suggestions for change. Many indicated the need for more time to ask questions. While respondents were glad to note the attendance of serving members, some wished that there was more opportunities for Veterans and serving members to share their differing perspectives. Finally, respondents suggested that more LGBT Purge survivors to be invited to future Forums.
“Having been at these Forums since the beginning, this was by far the best one. Very organized, well spoken… most important, informative and on topic.”
Feedback highlights
- 69% of respondents agreed that VAC has advanced on its promise to increase 2SLGBTQI+ engagement since the Forum in 2023.
- 71% of respondents felt recognized by VAC for their contributions to Canadian history.
- 86% of respondents reported a need for more in-depth information on VAC's website about organizations who are recipients of the Veteran and Family Well-being Fund.
- 86% of respondents felt that VAC's efforts to update the Table of Disabilities and Entitlement Eligibility Guidelines are in line with improving 2SLGBTQI+ Veterans' service experience.
- 98% of respondents wanted to see VAC engage 2SLGBTQI+ Veterans on topics like moral injury and minority stress in the future.