As the Canadian Armed ForcesCanadian Armed Forces (CAF) engages in activities to address behaviours broadly grouped as unprofessional conductUnprofessional conduct across the ranks, there is need to shift the spotlight from the problems of the individual to the problems of the institution. Against the backdrop of the #MeToo and Black Lives Matter movements, successive reports on conduct in the CAF (Arbour, 2022; Deschamps, 2015; Minister’s Advisory Board on Systemic RacismRacism and Discrimination, 2022) highlight significant and large-scale issues related to sexual harassmentSexual harassment, a sexualized cultureCulture, and racismRacism in Canada’s militaryMilitary. In response, the CAF has expressed the intent to achieve changes in the operant cultureCulture and to set the conditions for more inclusive teamsTeams. This chapter presents an assessment of the CAF approach by moving from a focus on correcting the behaviours of a few ‘bad apples’ to assessing the problems of putting good apples in bad barrels. We highlight how the use of institutional analysisInstitutional analysis as a method to critically assess the broader institutional socio-cultural and structural factors can better explain the conditions in which racismRacism, sexismSexism, discrimination, and marginalization continue to occur. The first section of the chapter advances the reframing of sexismSexism and racismRacism as institutional rather than individuated issues. It does so by drawing from relevant literatures and examples about systemic and socio-cultural organizational functioning in the CAF. The second section demonstrates that in reframing the problem, we can perceive a related need to apply broader institutional analysesInstitutional analysis in order to better understand the behaviours of individuals situated within a context of militaryMilitary rules, norms, and cultureCulture.