Gender-based analysis plus (GBA Plus)

With NORAD being a bi-national command, alignment with American Element NORAD is paramount and so Canadian Element NORAD will not unilaterally institute any measures. However, with the increased emphasis being paid to diversity and inclusion within both militaries, there are efforts underway to ensure that all NORAD operational plans and orders are reviewed with the GBA Plus lens to ensure the Command is tracking impacts to its members as it executes its mission.

Through the GBA Plus program in Canadian Element NORAD, we are leveraging professional development opportunities by engaging with professors at local universities to broaden our knowledge and develop out abilities to integrate GBA Plus in our planning and execution. Additionally we are looking to leverage the GBA Plus program that our American colleagues have developed and broaden our engagements with our recently created Diversity and Inclusion team.

Our next step is to nominate and train Gender Focal Points (GFP) at all the detachments. Once this is accomplished we will have quarterly Gender Advisor (GENAD)/GFPs virtual meetings to discuss Detachment Gender Focused issues and GBA Plus environment / survey. Once enough data has been collected and analyzed from GBA Plus surveys at the Detachments/HQ then we can properly advise the CoC on the impact and future enablers to improve gender and diversity focus at the Detachment / Canadian Element NORAD HQ.

In 2020, Canadian Element NORAD brought diversity and inclusion to the forefront and a formal Diversity & Inclusion program for the formation was initiated. As one of the first steps, the Commander Canadian Element NORAD appointed a Gender Advisor (GENAD) in order to work with its US military partner to ensure synchronization of effort across the bi-national command. So far the GENAD: has engaged with USNORTHCOM Women Peace and Security (WPS) colleagues. Several VTCs have occurred concerning WPS issues under the USNORTHCOM and NORAD portfolios. The GENAD has provided them with NATO GENAD training material to help train their GENAD and GFPs. This should help provide some binational focus on the GFP side for the HQ. The GENAD has also reached out to other national GENAD to identify the kind of resources (surveys and data analysis professionals) Canadian Element NORAD can draw from to help us with our own program. The GENAD also has NATO GENAD contacts, which provide essential knowledge to ensure Canadian Element NORAD will be moving in the right direction.

This program collects sufficient data to monitor and/or report by gender but not diversity. Percentage of women (both military and civilian) employed at sea or alongside within the Royal Canadian Navy (RCN) are tracked monthly by occupation and rank.

The RCN will better enable combat-ready forces through the removal of barriers to inclusion while at sea and alongside, identified and monitored through an increased implementation of GBA Plus into direction and guidance down to the unit level. This will include identifying impacts due to different lived experiences, lessons learned from previous operations, and working with Director Human Rights and Diversity (DHRD) to produce reports of representation (using Self ID forms) down to the unit level.

The program is complex with many different outcomes and outputs. Some segments within the program are more appropriate for data collection than others, and these have been prioritized for performance measurement.

Examples of this monitoring and reporting performance measurement in the past and future include:

1. Proportion of Regular Force personnel by gender deployed from the Canadian Army during fiscal year 2020-21;
2. Proportion of Reserve Force personnel by gender deployed from the Canadian Army during fiscal year 2020-21;
3. Proportion of Reserve Force personnel employment by gender during Full-Time Summer Employment during fiscal year 2020-21;
4. Growth of the Proportion of Reserve Force employment during Full-Time Summer Employment during FY 2020-21 compared to previous fiscal years by gender; and
5. Proportion of Honorary Appointments by gender.

The Canadian Army will continue to evaluate existing performance measurement as well as opportunities to add indicators to other segments within the program, to ensure that reporting is effective. For instance, new impacts may be identified within the Canadian Army or by external processes or initiatives. These impacts will be evaluated for inclusion in the performance measurement framework.

Through its recently established Gender Advisor (GENAD) and Gender Focal Point (GFP) Network and Working Group, Chief Military Personnel initiated focused effort to understand, identify and create value-added processes to collect, analyze, evaluate, and monitor new and existing data. The Royal Military College of Canada, Royal Military College (St-Jean), and the Canadian Forces College (CFC) have begun to collect disaggregated information in the form of student entry and exit surveys with the intent of optimizing student experience of both programs and the learning environment; and

Once the full-time Canadian Defence Academy GENAD and the GENAD/Intersectional Analyst positions are filled at the Royal Military College of Canada, Royal Military College (St-Jean), and Canadian Forces College, a number of GBA Plus related initiatives will be undertaken. Establishing a data collection process will be an initiative to be considered early in their tenure.

Chief Military Personnel initiatives to enable future data collection for gender and diversity factors include:

1. Supplementing data collection and data fields in CF Health Information System (CFHIS) to include gender. This will facilitate care and respectful interactions with patients, and enable the study of program impacts by gender and diversity factors; and
2. Directorate of Force Health Protection and Surgeon General’s Health Research endeavours will incorporate gender and diversity variables in research and health surveillance.

The Integrated Complaint Registration and Tracking System (ICRTS) captures data and information in relation to CAF grievances, CAF harassment complaints, and informal resolutions (collaborative or facilitated resolutions and Alternative Dispute Resolution). The ICRTS has a field to capture gender; it is not however a mandatory field, therefore can be left blank. There are no other diversity-related fields in ICRTS.

ICRTS was launched in July 2018 and this initial version offered baseline data capture on the conflict and complaint portfolio. Version 2 of ICRTS was launched in June 2021 and while this version offered broader data capture, the system has not yet reached maturity. The Integrated Conflict and Complaint Management is committed to continuing to integrate GBA Plus into its data collection tools. Future version of ICRTS will continue to refine data capturing with fields relating to gender and diversity as appropriate.

The tracking and analysis system for sexual misconduct launched in January 2018 currently collects sufficient data to inform the CAF leadership on trend and impact of the program by gender. In addition, it collects additional data points including rank, unit, environment, age and component and sub-component of the CAF (Regular Force, Primary Reserve, Cadets Organization and Administration Support). There is currently no plan to expand the data collection.

The Sexual Misconduct Response Centre (SMRC) leads a range of victim and survivor services for Defence Team members. To that end, the SMRC collects sufficient data to enable it to monitor and report on program impacts by gender and diversity, notably:

1. SMRC initiatives are informed by analysis and advice from internal and external experts, including the External Advisory Council, a group of experts who work with different population groups such as survivors and perpetrators of sexual misconduct;
2. Demographic data from the Heyder Beattie Litigation Claims Case Management System is being used to inform planning for the Restorative Engagement program, and further demographic information collection is planned with those class members who choose to participate in the program in order to inform ongoing program improvements; and
3. The Statistics Canada Survey on Sexual Misconduct in the Canadian Armed Forces (SSMCAF; 2016 & 2018) and the Survey on Experiences of Unwanted Sexualized and Discriminatory Behaviours and Sexual Assault Among Students at Canadian Military Colleges (2019) include demographic data that has been used to inform the development of SMRC initiatives. The third iteration of the SSMCAF will be launched in FY 2022-2023.

Current SMRC actions to enable future data collection for victim and survivor services for gender and diversity factors include:

1. Disaggregated data collection will be built into the performance measurement framework for current and future SMRC initiatives, with a particular focus on high-risk population categories, to enable the investigation of initiative impacts by gender and diversity factors.

The SMRC also collects and maintains training statistics on the number of Canadian Armed Forces members who have attended a training session related to sexual misconduct, this information is disaggregated by gender.

At this time, the SMRC does not plan to expand training data collection capacity to report on impacts by gender and diversity. The current data collection is sufficient to inform and report by gender and diversity to meet its needs.

Director General Military Transition (DGMT) continues to incorporate GBA Plus into all areas of research, policy development and rollout of new and updated services related to Military Transition to ensure the appropriate data is collected to measure program impacts by gender, diversity and culture.

Moreover, a new Directive and Procedures (DAP) for GBA Plus, specific to the Canadian Armed Forces Transition Group, will pave the way for new human and material resources to further support personnel at incorporating GBA Plus into their day-to-day work, including reporting standards and templates, frequently asked questions and guidance documents, as well as new roles such as a GBA Plus Champion, a GFP, and GENAD.

All of these new tools, resources and expertise anticipated to follow with the promulgation of the DAP will lead to improved data capture and analysis capabilities as well as improved data quality for measuring program impacts by gender and diversity.

While some of the Canadian Forces Morale and Welfare Services (CFMWS) programs collect data to enable monitoring impacts by gender, only a few are able to address broader diversity/intersectional aspects. For example, for some programs such as fitness evaluations or financial counselling, participation by gender can be reported.

The key obstacle to reporting informed by GBA Plus is data. A CFMWS enterprise data strategy, as well as divisional data strategy for Military Family Services program has been recently developed. Together, they will improve CFMWS’ ability to report on outcomes and impact by gender and diversity. However, the rapid execution of data strategy will require time and resources.

Furthermore, a GBA Plus working group was stood up in the Military Family Services division in 2019, focusing on enhancing staff capacity to better incorporate GBA Plus in all phases of program and policy design, implementation, and evaluation.

The Royal Canadian Chaplain Service (RCChS) does not currently have a framework in place from which data can be collected on gender and diversity within its training/educational programs.

The RCChS has appointed an OPI Data and Analytics to work with the Canadian Forces Chaplain School and Centre (CFChSC) and Director Chaplaincy Operations (D Chap Ops) to develop processes for the data collection by gender and diversity.

The RCChS is developing an Exit Survey and interview process to collect relevant information about members who are leaving the RCChS/CAF. As such, the RCChS Data and Analytic office of primary responsibility will be working with their counterpart of the International Military.

The Director History and Heritage has limited capability to collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Analysis on gender, diversity, ethnicity or similar factors which are commonplace today were not always recorded or examined in the past. Researchers will continue to make recommendations on data that could be collected in the future to expand the capacity of reports and decisions related to gender and diversity factors; and

Related to history, it should be noted that the presentation of History examines facts as preserved by those present at a time in the past, and the Historian is limited by what information was preserved. The historical researcher can only take the data available and draw conclusions based on what is available – and on what is not available (e.g., highlighting gaps). 

The Cadet and Junior Canadian Ranger (CJCR) program has been consistently and systematically collecting identifying data on its participants since 2010, including participants’ gender. Although research and analysis have been conducted on the program's impact on participants, with data aggregated by male/female gender, as seen in a recent study conducted by Defence Research and Development Canada focused on the Program’s impact on former cadets, CJCR’s current data collection is considered insufficient to truly enable the monitoring and analysis of the Program’s impact on youth aggregated by contemporary genders and diversity.

CJCR has developed a voluntary self-identification process for Cadet Program participants which is expected to be launched in 2022. Once launched, each new participant to the Cadet Program, as well as their parent(s)/guardian(s) will receive an entrance survey which includes multiple self-identification questions.

A similar approach will be taken with participants that decide to leave the program. Although answering the survey, or any of its questions, will be voluntary, considering to the size and scope of the Department’s Youth Program, the data collected through these initiatives will provide CJCR and the Department with valuable insight into the Program’s diversity. This insight, combined with readily available Statistic Canada census data, will not only allow CJCR to monitor program impacts by gender and diversity, it will allow for evidence-based decision-making to ensure the Program remains relevant for all young Canadians and help CJCR become more representative of the Canadian youth population in the many served communities.

Concurrently, CJCR will work with the Canadian Army to institute a similar self-identification approach for the Junior Canadian Rangers Program.

Chief Force Development (CFD) currently has a limited capability to collect sufficient data to enable the complete monitoring and/or reporting of program impacts by gender and diversity.

Some lines of effort within this program, including Objective Force 2030 (OF30), the Defence Team Establishment Plan (DTEP) and Force Mix and Structure Design (FMSD), already have an ongoing consult with the Directorate of Gender Equality and Intersectional Analysis (DGEIA) in conducting a more rigorous and formalized GBA Plus in supporting some of the decision-making products generated by CFD for L1 consumption.

CFD is committed to continue exploring additional sustainable options in developing the necessary level of data collection in order to carry on with the required coverage of GBA Plus for all supporting services and products offered.

This program collects sufficient data surrounding gender to support monitoring and/or reporting on the program but insufficient for diversity. Percentage of women (both military and civilian) employed at sea or alongside within the Royal Canadian Navy (RCN) are tracked monthly by occupation and rank which enables a comparison of who will be using which equipment by gender.

RCN will continue to conduct, apply, and monitor GBA Plus findings and conclusions to decision-making for shipbuilding and other maritime equipment acquisitions and materiel support activities, such as the Canadian Surface Combatant and development of the Navy Enhanced Combat Uniform. Through FY 2022-23, there will be more focus in monitoring the submissions of a GBA Plus Annex with each project in order to provide data indicating the percentage of GBA Plus conducted. Additional data, such as tracking of Statements of Capability Deficiencies associated with gender and diversity, will be collected to monitor the effectiveness of GBA Plus conducted during the design and procurement process.

All Army procurement projects are subject to a formal GBA Plus analysis, which is incorporated into all project documentation and work, including the Business Case Analysis, Treasury Board and Ministerial Submissions, and in the identification of planning focus analysis, with an additional focus on GBA Plus. This ensures that issues of gender equality, diversity and human rights, as well as risks of unequal benefit, harm or exclusion, are addressed. The analysis is iterative during the full length of the project, from inception through to project closeout, including monitoring of impact by gender and any evaluation or review of the project. Furthermore, data is gathered according to the needs of individual projects or initiatives in order to conduct the GBA Plus analysis and for monitoring impacts by gender and diversity, and may range from formal surveys or scientific research to informal ad-hoc feedback from stakeholders.

Canadian Army’s Soldier Operational Clothing & Equipment Modernization. This initiative aims to deliver an integrated suite of modern operational clothing, personal protective equipment, and load carriage equipment that focuses on GBA Plus and improving performance and comfort of the soldier. The initiative is seeking an iterative, developmental approach, which relies on evergreen requirements that can be updated according to new reflect new GBA Plus data, feedback, or impacts. In FY 2022-23, the Canadian Army anticipates that a Departmental procurement concept will be determined, enabling definition and implementation activities to continue.

GBA Plus is included as a Point rated criteria to be filled by all applicants seeking funding from the Innovation for Defence, Excellence and Security (IDEaS) program, and applicants are required to substantiate their GBA Plus analysis in their application for funding. Substantiation must include specifics on what GBA Plus analysis has been conducted and the associated results to demonstrate GBA Plus considerations, and what analysis is planned to demonstrate future GBA Plus considerations.

The IDEaS program also tracks applicant information including % of female ownership, % of persons with disabilities ownership, % of indigenous ownership, and % of visible minorities ownership.

DRDC has hired in FY 2021-22 a dedicated GBA Plus Analyst who will explore opportunities to improve the way GBA Plus is integrated into calls/requests for proposals, including those created in the context of the IDEaS program, as well as the way GBA Plus considerations are evaluated in Call for Proposal (CFP)/Request for Proposal (RFP) submissions.

All Major Capital Projects are subject to a formal GBA Plus analysis, which is incorporated into all project documentation and work, including the Business Case Analysis, Treasury Board and Ministerial Submissions, and in the identification of planning focus analysis, with an additional focus on GBA Plus. This ensures that issues of gender equality, diversity and human rights, as well as risks of unequal benefit, harm or exclusion, are addressed. The analysis covers the full length of the project, from inception through to project closeout, including any evaluation or review of the project.

Public Services and Procurement Canada (PSPC), supported by TBS, is developing a policy suite with respect to social procurement that intends to reduce barriers for underrepresented groups. DND will monitor these developments and make changes to support GC objectives.

Enabling future monitoring or reporting of this program’s impacts by gender and diversity will be achieved through the implementation of a Department-wide Directive on GBA Plus and WPS, within which the majority of the activities associated with this program will be completed NLT March 2025. These activities will help identify the extent to which GBA Plus should be monitored for this program, and help guide the development and implementation of the data collection necessary to appropriately monitor and report.

This program does not collect sufficient data to enable it to monitor or report program impacts by gender and diversity as the reporting is done at the individual operational infrastructure requirement or project level. Essentially any infrastructure project requirements must undergo a GBA Plus analysis to determine how to address any existing gaps through the requirements development process. This is not captured at the program management level. However, Functional Planning Guidance and planning documents such as the Master Real Property Development Plans direct action via projects for program impacts.

The Defence Team will continue to apply GBA Plus to inform the development and management of modern, operational, and sustainable bases and infrastructure and respond to the needs of a diverse Defence Team.

Universal accessibility and inclusive design will be used in all of DND's workplace modernization efforts. These efforts will directly support broader Government of Canada objectives and ensure a more modern and effective workplace for everyone.

In addition to helping modernize and consolidate the DND/CAF accommodation portfolio, adopting space standards (ex. GC Workplace) will help create office environments that support a hybrid workforce which will better support diverse work styles, meet accessibility requirements, support flexible work strategies and incorporate modern technology. This will create various touch points across the physical workplace to best accommodate the workforce throughout a given day’s different type of work activities as well as support the workforce in working from different physical locations at defence establishments or off of defence establishments such as working from home where it would be feasible to do so.

In FY 2022-23, the program will aspire to identify the data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity.

The program impacts future occupants of new buildings constructed by Assistant Deputy Minister (Infrastructure and Environment (ADM (IE)). The main GBA Plus aspects that are targeted is to provide an environment where gender fluidity and non-binary is not a barrier to accessing hygiene facilities (washroom, change room, showers), as well as ensuring that the buildings constructed meet the accessibility standard aiming to eliminate barriers to mobility or other challenges.

Programs officials will continue to conduct GBA Plus analyses in this program to ensure relevant factors are considered during the planning and execution of the program. This includes, but is not limited to GBA Plus analyses on facilities, including toilet rooms, change rooms, and showers, to ensure they are designed and built as non-binary (gender neutral or gender inclusive), and ensuring persons of all gender expressions are comfortable in their work environment.

GBA Plus considerations will continue incorporating considerations from the Canadian Human Rights Amendment, which recognizes gender expression and gender identity as areas we cannot discriminate against.

ADM (IE)’s Engineering Services group is proceeding with research and development of an Inclusive Design Standard to replace the current Construction Engineering Technical Order Universal Design Barrier-Free Access – GBA Plus is a major component.

The GBA Plus Data Collection Plan is to obtain meaningful data once building occupancy resumes, using the following data collection methods:

1. Initial surveys;
2. Inspections; and
3. Sampling interviews.

The program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity as there is no collection of data on age, income level, and gender (or other GBA Plus areas of interest) for the occupants of DND and CAF housing.

To ensure that housing assets will continue to be suitable for National Defence and Canadian Armed Force’s needs, rental crown housing will continue to be available to all members of the CAF. Allocation will continue on a first-come, first-served, basis and will ensure that the size of the house allocated (number of bedrooms) will be dependent on the number of people who will be living in it so that the family is not over or under housed.

The housing portfolio will continue, subject to availability, to provide barrier-free housing that is compliant with DND Construction Engineering and Technical Order (CETO) and the Canadian Standards Association. This program is making efforts to accommodate special needs and accessibility requirements (e.g. install a wheelchair ramp) where possible when barrier-free housing is not available. These solutions will be implemented based on individual needs and circumstances.

In FY 2022-23, the program will aspire to identify the data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity.

Remediation activities will continue, which bring significant benefits to youth and future generations – especially those who live near sites with long-term environmental monitoring in place, as they will have assurance that their food and drinking water sources will remain protected.

In FY 2022-23, key impacts of the remediation of contaminated sites will include the following:

1. Decrease in associated human health risks;
2. Improvement in community wellbeing;
3. Increase in economic opportunities in terms of employment and business growth
4. Supporting the development of innovative technology.

For the renewal of the Federal Contaminated Sites Action Plan program, a GBA Plus analysis was conducted, supported by the comprehensive review of available evidence. The analysis includes Statistics Canada and other data, as well as academic and scientific research.

The program’s data indicates that employment and training opportunities generated by managing and remediating contaminated sites indirectly benefit predominantly men and also indicate that indigenous peoples are underrepresented in the educational programs required for these jobs.

In FY 2022-2023, the program will aspire to identify the data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity.

The Indigenous Affairs program will continue promoting the alignment of DND and the CAF activities, operations, policies and programs with government-wide reconciliation commitments and obligations to Indigenous Peoples. Moving forward in FY 2022-23, focus will be on implementing the United Nations Declaration on the Rights of Indigenous Peoples Act and DND/CAF’s participation in the associated Action Plan. This includes providing leadership across the Defence Team in support of advancing the Government of Canada’s Indigenous reconciliation agenda in a way that enables Strong, Secure, Engaged: Canada's Defence Policy,^{Footnote 3} and other key priorities.

In alignment with GBA Plus, this program will support senior DND/CAF leadership when considering the impact of the design, delivery of policy and programs and initiatives on Indigenous Peoples, communities and businesses. In FY 2022-23, the program will aspire to identify the data collection necessary and means to collect it to appropriately to monitor and report on the program’s impacts by gender and diversity.

In FY 2022-23, the program will aspire to identify the data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity.

The Royal Canadian Navy (RCN) is monitoring the percentage of uniformed women by rank and trade who are employed within Naval Bases, and civilian Defence Team members from across the employment equity seeking groups. Civilian data at this time is identifying gaps between current representation and ADM (HR-Civ) goals based on local labour market availability (LMA).

RCN continues to progress GBA Plus on all current infrastructure to identify and remove barriers to inclusion for members of the entire Defence Team. Monitoring will be conducted through maintaining an open dialogue with local Defence Advisory Groups to identify cases of barriers, tracking of negative impacts of multi-person gendered sleeping quarters and impacts of an increase in availability of inclusive bathrooms.

RCN will work with Director Human Rights and Diversity to produce reports of representation (using Self ID forms) down to the unit level in order to gain better data for diversity.

The Royal Canadian Air Force (RCAF) is not currently collecting sufficient data to enable it to monitor and/or report on program impacts by gender and diversity. The RCAF is still in early maturity stages vis-à-vis its full adoption of GBA Plus and while there are several active initiatives underway, monitoring and reporting have posed a challenge.

In FY 2022-23, the RCAF will continue to focus on improvement and will put in place a formal requirement to identify the relevance of GBA Plus to this program and when applicable, develop and implement the data collection necessary for compliance with the GBA Plus governance structure.

There is limited capability to collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Current initiatives are in the planning stages in order to support some of the decision-making products through data collection which will provide insight into the Program’s impact by gender and diversity.

The records management system (SAMPIS) is based on a commercial off-the-shelf solution used by civilian police and founded on the Statistic Canada (StatCan) Uniform Crime Reporting (UCR) Survey. It does not currently have the capacity to document the religion or sexual orientation of clients and justice system participants.

Gender identity is being expanded to include “gender diverse” in addition to male/female options, consistent with the StatCan reporting requirements under the UCR Survey. This should be complete prior to the end of December 2021, and is currently with the software developer Versaterm. In any event, this revision will be in place with the update to SAMPIS version 8.0 early next FY.

Military Policy (MP) Institutional Operations represent a diverse cross-section of programs. The critical program- delivery of professional policing services to the CAF currently collects data on gender identity and ethnicity regarding clients and justice system participants involved in investigations and judicial matters.

Additionally, where there is an allegation of offences related to hateful conduct, data is collected on the type of discrimination, including, but not limited to: ageism, racism, sexism or anti-2SLGBTQ+.

Detention operations also collect information on gender and ethnicity of individuals serving periods of detention.

There are currently no plans to capture religion or sexual orientation data, except where this pertains to victims of hateful conduct.

The Canadian Forces Provost Marshal (CFPM) is committed to understanding intersectionality factors to ensure that our program outcomes are evaluated with recognition on how different groups are affected by criminality. On 3 September 2021, the CFPM issued an order related to Professional Conduct and Culture that included specific direction regarding the collection, anonymizing and analysis of intersectionality data with aim to view if there is a correlation between outcomes and intersectionality factors.

Enhancements/modernization of descriptors for ethnicity are pending from StatCan. For reasons of both legal compliance with StatCan reporting and adoption of best practices developed by the professionals at StatCan in consultation with experts, currently the CF MP Group is awaiting further direction from StatCan. We anticipate future direction to improve data collection by better defining groups.

There are currently no plans to capture religion or sexual orientation data, except where this pertains to victims of hateful conduct.

As performance measures are developed or refined, GBA Plus is embedded in the development.

Director General Safety has limited capability to collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Current initiatives are in the planning stages in order to better monitor and report program impacts by gender and diversity.