I__. - International Military Testing Association

or 25.6% of foreign horns, :Jero actually non-Canadinns, i.r?., new arrivals
til C.anada . Cut nf 154 foreign horn reserve Eorce NCM applicants, there
were 52 enrolmcnts; and while 196 of these foreign horn i1ppJicant.s were
vi.sihle minorities, 34 were enrnlle%l.
Officers - Reserve Force
Reserve force officer applications roughly par.aJlcl that nf reo11?;1r
0
force officer applications wi.th 76.8% heing Canadian horn, 23.2% Fi)l-;~i~ll
horn and 38.5% members of a visihle minority (or 3.9% of the tot:+J
applicant population). Enrolments for the reserve force officers wer('
similar for both Canadian horns (37.2%) and foreign horns (38.5%), and
much lnigher for visible minority members (60%). Out of 13 foreign horn
reserve force officer applicants, five were enrolled; and while five of
these foreign horn applicants were visi:>le minorities, three were enrnJ.lerl.
nISCUSSION
T!w present review indicates that the CF regular Eorce does not
reflect the Canadian cultllral mosaic. Amongst the under-represented
groups, census figures indicate that Italian, Chinese, Rlack and Sollth
Asian origins tend to he the lowest. This under-representation, combined
with substantial Canadian populations, make these groups of ~peel~1'1
interest for more focussed research. In terms of recruiting initiatives,
all four groups represent a nota3lo, and as yet untapped, snurce 0 f
personnel (Chinese, Black an!1 South Asians make up the largest and f.astest
growing visible minority groups in Cana:i.a).
Although immigrant recruitment at CFRC Toronto does not necessarily
reflect national recruiting norms, tliis preliminary review suggests th.s!:
the NCM reguJar force does not attract immigrants and visi5lc minority
members at a representative rate. mis situation is somewhat improved for
regular force and reserve force officers, and although they remain significantly
below those levels required for representativeness in Censlls
Metropolitan Area Toronto, they are ahove both the 3.986 census and nation;>!
representation levels for CF visible rn1norit.v representation. In contrast,
findings for the reserve force NCM applicant group in Toronto suggest that
this group is actually ever-represented hy both immigrants and v-lsiblll
minority members.
The will.ingneas of individuals from immigrant groups tn apply for
NCSI reserve force service in relatively large numhers, wllile at the ww
time, avoiding regular force application, suggests that the attitrldes held
by these groups regarding regular force employment may he suhstantinlly
different. Since immigrant and viaiSle minority members have nnt shown an
antipathy to apply for military duty per se, it is important to determine
the specific attitudes which are held by these groups which may be acting
as barriers to regular force enrolment. Knowledge gained ahout t':.lcsk>
groups in terms of distinct ethnic attitudes toward the CF may he used t:>
mndify the recrlliting approach to other under-represented groups for w'-~i(*l?
study may he problematic (smaller numhers and wider geographic
dispersion). These findings will have important cnnsequences for futilr~~~
effective ethnic recruiting initiatives.
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