Now I think this is a touchy subject, and possibly very damaging to the CFS and VFBA. For equity to exist in any organisation it need to firstly recognise it's shortcomings as an organisation, whether it's a volunteer emergency service or a multinational billion dollar company, in the areas of culture, gender, ethics, race, sexuality, and diversity. This should take place as a proactive procedure, not reactive or presumptuous. (That sound almost political in tone doesn't it?)
My believes as follows: 'If' the CFS/MFS has an appropriate code of conduct for its employees (including volunteers) it should cover all aspects of equity for gender, race, culture and creed in its mandate. Having stuctures in place like 'women in the cfs' may have benefit immediate needs of recognition of this group, but from an external point of few the fact that this group exist may mean to people that problems of gender exist, which I don't believe is the case!
I will stand infront, behind, next to any of my piers in the CFS regardless of there culture, gender, race, ethnisity, sexuality, believes because I believe we share some things in common. They are that we wear our uniform to protect our communities, friends and family in times of crisis, and that we do it without thanks, at all times and in all conditions.
Harassment
in the volunteer setting is a whole other topic and is rife through many organisations and dare I say probably in the CFS is certain areas
