Abstract: This article examines shortcomings of culture change initiatives within the Department of National Defence (DND) and Canadian Armed Forces (CAF). It argues that current one-size-fits-all approaches fail to address unique cultural dynamics in each institution. Using critical theory and various analytic models, the article highlights how social constructions of power contribute to persistent inequities in military and defence environments. By exploring militarized masculinities and intersectional, institutional, and social identity theories, it demonstrates differences between DND and CAF that need to be considered in culture change strategies. Additionally, analytic models such as Richard Scott?s institutional analysis reveal distinct organizational functions shaping everyday interactions within each entity, just as applications of the gender-based analysis plus (GBA Plus) tool uncovers inequitable experiences based on unique social hierarchies of DND versus CAF. Thus, effective culture change requires tailored approaches that recognize distinctions within DND and CAF. The article argues that to foster equity and belonging, diverse theoretical frameworks and tools are needed to address specific challenges faced by DND members and CAF personnel. A deeper understanding of these localized issues is essential for achieving desired cultural transformations.