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Gender-based analysis plus 2021-2022

Institutional GBA+ Capacity

In 2020-2021, CSC created the Gender Considerations Secretariat, which operates as a central point of contact within the organization to provide timely and consistent support and guidance to the field on gender-related issues. The Secretariat informs policy development, helps establish the organizational direction and makes recommendations on the management of offenders with gender considerations. The Secretariat has representation from key Sectors including Policy, Correctional Operations and Programs, and Women Offenders. CSC is considering allocating three FTEs (within existing reference levels) dedicated exclusively to this new Secretariat, on an ongoing basis.

The joint Correctional Service of Canada and Parole Board of Canada committee reviewing systemic racism supports GBA+ capacity.

Highlights of GBA+ Results Reporting Capacity by Program

For each program in the department's Program Inventory, the following questions are answered:

  1. Does this program have impacts that support the pillars and goals of the Gender Results Framework? [Yes/No]. Which ones?
  2. Does this program collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity (GBA+)? [Yes / No]
  3. If no, please describe what actions are being taken to enable future monitoring or reporting of the program's impacts by gender and diversity.
  4. If yes, please describe (as relevant) any notable initiatives to expand the program's capacity to report on impacts by gender and diversity in the future.

Note: While for the purpose of this template, the term "gender" is used interchangeably with "sex", CSC distinguishes between the two terms: "sex" (biological) and "gender" (psycho-social). CSC's Offender Management System captures sex for all its offenders, and "gender" only for offenders who have expressed gender identity or expression related accommodation needs. CSC is considering making enhancements to its data collection policy to ask each offender, on a voluntary basis, to disclose their gender for the purpose of GBA+ analysis.

P1: Institutional Management and Support
  1. No
  2. No
  3. The performance indicators associated with this Program do not report on offender-level details as this program area monitors performance at the incident-level.
  4. N/A
P2: Intelligence and Supervision
  1. Yes: Gender-based Violence and Access to Justice
  2. No
  3. The performance indicators associated with this Program do not report on offender-level details as this program area monitors performance at the incident-level.
  4. N/A
P3: Drug Interdiction
  1. No
  2. No
  3. The performance indicators associated with this Program do not report on offender-level details as this program area monitors performance at the incident-level.
  4. N/A
P4: Clinical and Public Health Services
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P5: Mental Health Services
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P6: Food Services
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. Food Services has a national menu that supports the nutritional requirement of its offender population in the men's institutions. Each women's institution has their own menu that is reviewed and supported by a regional dietitian. Regions expressed the desire for a national menu at their women's institutions. National Headquarters Food Services plans to start a working group in the near future to work on this. The Food Services Management Information System has the capacity to report on religious diets, diets of conscience, by gender type, and by aging population.
P7: Accommodation Services
  1. No
  2. Yes
  3. N/A
  4. The data for the indicators for this Program Activity can be disaggregated for women and Indigenous offenders. The only caveat is that since the number of "accommodation services" grievances from women offenders will likely be quite low, the rates per 1,000 may not be very meaningful.
    The 2020-2025 Accommodation Plan estimates accommodation requirements for three sub-populations (women, Indigenous and aging offenders) and for specialized health services.
P8: Offender Case Management
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P9: Community Engagement
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P10: Chaplaincy
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P11: Elder Services
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P22: Correctional Programs
  1. Yes: Education and Skills Development; Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P15: Offender Education
  1. Yes: Education and Skills Development; Economic Participation and Prosperity
  2. Yes
  3. N/A
  4. NIL
P16: CORCAN Employment and Employability
  1. Yes: Education and Skills Development
  2. Yes
  3. N/A
  4. NIL
P17: Social Program
  1. Yes: Education and Skills Development; Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P18: Community Management and Security
  1. Yes: Gender-based Violence and Access to Justice
  2. Yes
  3. N/A
  4. NIL
P19: Community Residential Facilities
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P20: Community Correctional Centres
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
P21: Community Health Services
  1. Yes: Poverty Reduction, Health and Well-Being
  2. Yes
  3. N/A
  4. NIL
Internal Services: Human Resources Management (HRM)
  1. Yes: Economic Participation and Prosperity; Leadership and Democratic Participation; Gender-Based Violence and Access to Justice
  2. Yes
  3. N/A
  4. The HRM program aims to leverage existing datasets to increase capacity to report on gender and diversity. For example, CSC's Working Group for Women aims to address barriers and gaps facing women in the workplace using demographic information from the Public Service Employee Survey, Employee Departure Questionnaire and other people management data sources. CSC's National Comprehensive Strategy on Workplace Wellness and Employee Wellbeing is built on a foundation of measuring performance, and will monitor a number of wellness indicators for diverse groups to reduce harassment, discrimination and violence.

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