2024–2025 GBA Plus supplementary information table

General information: Institutional GBA Plus capacity

Governance

The Responsibility Centre and focal point for GBA Plus lies with the Strategic Policy Division. While CSC does not have employees dedicated full-time to working on GBA Plus, CSC has a national champion and the Strategic Policy Team (11 FTEs) who share the responsibility to support continued awareness, knowledge and application across National Headquarters.

Capacity

CSC remains committed to reviewing its programs, policies and practices with an eye to removing systemic barriers in its fight against racism and discrimination. The Anti-Racism, Diversity and Inclusion Directorate is working on the development of an Anti-Racism, Diversity, Equity and Inclusion (AR/DEI) lens to be applied during the planning and development of CSC strategies, programs, and policies. The aim is to enhance the organization’s capacity for an intersectional gender-based analysis and help mitigate any explicit or inadvertent disadvantages to marginalized groups, thereby improving overall outcomes for CSC employees and offenders.

The organization continues to review its internal policy development framework and internal practices to identify areas for improvement. This includes augmenting training for policy writers with respect to human rights, and standardizing GBA Plus in the development and updating of CSC policies.

In addition, in the summer of 2023, CSC began work on developing a comprehensive strategy that will allow it to advance its GBA Plus capacity to align with the evolution of this framework.

Highlights of GBA Plus results reporting by program

P1: Institutional Management and Support
  1. No
  2. The performance indicators associated with this program do not report on offender-level details as this program area monitors performance at the incident-level. With respect to Structured Intervention Units (SIUs), we do not have specific data points on GBA Plus for inmates in SIUs. However, we do have a stream of the SIU Motivational Module for Indigenous inmates, which includes cultural interventions, in comparison with the non-Indigenous stream. The interventions are also different for women than for men inmates in SIUs. Also included in the SIU policy is the requirement to consider gender considerations, when a decision-maker is assessing transfers to the SIU. Research would, however, have to be done to further monitor and report on the program’s impacts by gender and diversity.
  3. N/A
P2: Supervision
  1. No
  2. The performance indicators associated with this program do not report on offender-level details as this program area monitors performance at the incident-level.
  3. N/A
P23: Preventive Security and Intelligence
  1. No
  2. The performance indicators associated with this program do not report on offender-level details as this program area monitors performance at the incident-level.
  3. N/A
P3: Drug Enforcement
  1. No
  2. The performance indicators associated with this program do not report on offender-level details as this program area monitors performance at the incident-level.
  3. N/A
P4: Clinical Services and Public Health
  1. Yes
  2. N/A
  3. NIL
P5: Mental Health Services
  1. Yes
  2. N/A
  3. NIL
P6: Food Services
  1. Yes
  2. N/A
  3. Food Services now has a national menu that supports the nutritional requirements of its offender population in both the men's and women’s institutions. Since October 2023, the five women institutions have transitioned from a site-specific menu to a modified version of the national menu adapted to their nutritional needs. 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. Yes
  2. N/A
  3. The performance indicators for this program 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
  2. N/A
  3. The performance indicators associated with this program enables reporting on offender-level details and can be disaggregated by gender and other intersectional variables, as CSC must have sufficient information to assess the offender’s risks and needs to be able to provide appropriate interventions. As well, at the beginning of the sentence, when the Parole Officer (PO) completes the Preliminary Assessment with the offender, the PO checks the “Any offender-identified gender considerations?” field and, if there are any, activates the Gender Identity and Expression flag in the Offender Management System. The offender can request one or more gender-related accommodations and CSC staff will, in such a case, complete the “individualized protocol” section in collaboration with the offender. The individualized protocol is reviewed with the offender throughout the sentence, and is subject to modification, per Commissioner’s Directive 100 - Gender Diverse Offenders.
P9: Community Engagement
  1. Yes
  2. N/A
  3. 2021 was the first year that the National Victims Services program was able to report on demographic data related to victims, including ethnicity and gender. The program generated a number of demographic data reports that were shared with Public Safety Canada for publication in its Corrections and Conditional Release Statistical Overview. The reports were also shared with external stakeholders, including members of the Regional Victims Advisory Committees, Citizen Advisory Committees and Regional Ethnocultural Advisory Committees. This has helped to raise awareness of the demographics of registered victims. While the voluntary, self-reported data remains incomplete, as CSC cannot require victims to provide the information, CSC will continue to encourage victims to provide demographic data through ongoing engagement with them. Knowing that, statistically, Indigenous and Black communities suffer victimization of certain types of crime, such as homicide, at a rate much higher per capita than non-Indigenous or non-visible minority counterparts, CSC believes this means we need to do more outreach in these communities to raise awareness of our services and victims' rights under the Canadian Victims Bill of Rights. CSC has placed a priority on outreach to these communities for the next three years (2020–21 to 2023–24). We will be taking an intersectional approach to our outreach, including working with the 2SLGBTQI+ community and looking at how services may need to be tailored culturally or by gender. The values in the Victims Application Module for gender reporting were updated in March 2021 to include ‘another gender’ in addition to 'female', 'male' and ‘does not want to provide’. Given this new data available to the program, CSC will be reviewing its GBA Plus in 2024-25 and updating it as needed.

    With respect to CSC’s volunteers, while CSC collects information by gender and diversity, it does not collect sufficient data to be able to monitor or report on program impacts. Data can be extracted from the Volunteer Module in HRMS (VHRMS), which includes self-reported data for (dis)ability, visible minority and gender for all CSC volunteers, including members of the Citizen Advisory Committees. In 2022, a report with the information from VHRMS identified that our data is limited. This can be attributed to lack of requesting the information from volunteers and/or volunteers having chosen not to self-identify. To improve our data for future monitoring and reporting, we are working on transitioning from the existing self-identification form to a voluntary (digital and anonymous) self-identification survey. The survey is expected to be issued every two years starting in FY 2024-25, with questions relating to gender, race and disability. Results will assist in identifying potential gaps and opportunities with respect to demographics; more specifically, to ensure that volunteers reflect diversity in geographical area and offender population profiles and needs. Given the anonymity of the survey, we are hoping for increased participation and information.

P10: Chaplaincy
  1. Yes
  2. N/A
  3. Chaplaincy Services has been working with the OMS-M team to explore options to capture inmate participation in religious/spiritual activities. This enhanced reporting would provide increased capacity to report on impacts by gender and diversity.
P11: Elder Services
  1. Yes
  2. N/A
  3. NIL
P22: Correctional Programs
  1. Yes
  2. N/A
  3. NIL
P15: Offender Education
  1. Yes
  2. N/A
  3. NIL
P16: CORCAN Employment and Employability
  1. Yes
  2. N/A
  3. NIL
P17: Social Program
  1. Yes
  2. N/A
  3. NIL
P18: Community Management and Security
  1. Yes
  2. N/A
  3. The performance indicators associated with this program enables reporting on offender-level details and can be disaggregated by gender. CSC must have sufficient information to assess the offender’s risks and needs to be able to provide the appropriate interventions. At any time during an offender’s sentence, the offender can request one or more gender-related accommodations and the individualized protocol will be completed and updated throughout the offender’s sentence, as needed.
P19: Community-Based Residential Facilities
  1. Yes
  2. N/A
  3. NIL
P20: Community Correctional Centres
  1. Yes
  2. N/A
  3. NIL
P21: Community Health Services
  1. Yes
  2. N/A
  3. NIL
Note: While for the purpose of this template, the term "gender" is used interchangeably with "sex" (unless otherwise specified). CSC distinguishes between the two terms: "sex" (biological) and "gender" (psycho-social). CSC's Offender Management System currently captures sex for all its offenders, and "gender" for offenders who have requested gender identity or expression-related
accommodation needs.

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