Office of the Auditor General of Canada 2024–25 Departmental Results Report

Supplementary information table—Gender-based analysis plus

Section 1: Institutional gender-based analysis plus governance and capacity

Governance

The Office of the Auditor General of Canada (OAG) has an Executive Sponsor dedicated to supporting equity, diversity, and inclusion and committed to gender-based analysis plus (GBA Plus). The Executive Sponsor ensures that a framework is maintained to integrate GBA Plus into the OAG's audit work and operations and liaises with the Executive Committee on matters related to equity, diversity, and inclusion.

There is a 3-tier governance structure at the OAG. The Executive Committee is supported by the People Management Committee, which submits recommendations on matters concerning people management, including equity, diversity, and inclusion. The People Management Committee is supported by the Equity, Diversity, Inclusion, Accessibility, and Official Languages Committee. This committee provides advice and guidance on the policy suite, strategies, priorities, and action plans related to equity, diversity, inclusion, accessibility, and official languages, including GBA Plus considerations, and collaborates with employee networks to seek feedback from diverse groups.

Capacity

Continued efforts to build GBA Plus capacity to support equity, diversity, and inclusion objectives within the OAG have yielded results. In January 2023, the OAG launched an updated self‑identification questionnaire to better understand the diversity of its employees and to reinforce the confidentiality and safekeeping of collected data. This employee equity data is used to conduct GBA Plus and support decision making.

During the 2024–25 fiscal year, the OAG maintained and strengthened its internal GBA Plus function to support audit teams across all phases of the audit process. This function provided context-specific, tailored guidance to auditors working on direct engagements, enabling the systematic integration of GBA Plus considerations into the audit work.

Work continued on reviewing and adapting guidance and approaches to remain responsive to evolving realities and to better support audit teams in applying a GBA Plus lens. Particular attention was placed on systematically integrating the Indigenous perspective within GBA Plus, ensuring a consistent, respectful, and meaningful engagement with Indigenous communities.

Throughout the year, audit teams engaged with the GBA Plus function to obtain technical advice and support tailored to their specific audits. The function remained available to respond to requests at any phase of the audit process.

Human resources (full-time equivalents) dedicated to GBA Plus

In the 2024–25 fiscal year, our office dedicated a total of 2.25 full‑time equivalents (FTEs) to GBA Plus activities. This included 1.5 FTEs assigned to the audit practices and 0.75 FTEs assigned to the human resources and corporate areas. These employees were consistently involved in various GBA Plus activities, such as applying GBA Plus to various products, assisting audit teams in integrating GBA Plus into their work, organizing and delivering training, and supporting the implementation of GBA Plus in various initiatives.

Section 2: Gender and diversity impacts, by program

Core responsibility: Legislative auditing

Program name: Legislative audit

Program goals: The OAG supports the government-wide commitment to equity, diversity, and inclusion and the use of GBA Plus in both its operations and audit work.

The OAG’s performance audit reports cover various aspects of GBA Plus, highlighting inclusivity initiatives in federal government activities. In the 2024–25 fiscal year, the OAG published 17 performance audits, 3 reports to the northern legislative assemblies, and 3 special examinations, all of which received guidance on GBA Plus.

Of these 23 reports, 16 (or 70%) included findings related to GBA Plus and equity, diversity, and inclusion. These findings addressed efforts to improve representation, remove systemic barriers, and collect disaggregated data. The populations facing systemic barriers that were identified in these reports included the following:

• Indigenous people
• women
• racialized and Black youth
• two‑spirit, lesbian, gay, bisexual, transgender, queer, intersex, and additional sexually and gender diverse (2SLGBTQI+) youth
• people with disabilities
• low-income seniors
• people living in remote or rural communities

Eight reports (35%) included at least 1 recommendation aimed at improving outcomes for these or other equity-deserving groups. These recommendations guided departments, agencies, and Crown corporations in adopting more inclusive practices, programs, and policies.

As part of its commitment to transparency and continuous improvement, the OAG continues to closely monitor the performance of government organizations to ensure that its audit recommendations help foster more inclusive and equitable outcomes for Canadian society.

Target population: The OAG’s legislative audit work is focused on improving outcomes for a diversity of populations within Canada. The target populations for the OAG’s work are parliamentarians, members of the territorial legislative assemblies, boards of Crown and territorial corporations, and all Canadians.

Key program impacts on gender and diversity

Not applicable