Gender-based analysis plus (GBA Plus)

Introduction

Gender-based analysis plus (GBA Plus) is an analytical process used to assess how diverse groups of women, men and gender-diverse people experience policies, programs and services based on multiple factors including race, ethnicity, religion, age, and mental or physical disability.

The federal government has been committed to using GBA Plus in the development of policies, programs and legislation since 1995. It provides federal officials with the means to continually improve their work and attain better results for Canadians by being more responsive to specific needs and circumstances.

In response to recommendations from the 2015 report of the Auditor General of Canada, the government renewed its commitment to GBA Plus and mandated the Minister for the Status of Women to work with the President of the Treasury Board to ensure that GBA Plus is incorporated into Departmental Results Frameworks, Departmental Plans and Departmental Results Reports, and performance reporting.

In 2018, Parliament passed the Canadian Gender Budgeting Act.Footnote 1  The Departmental Plans and Departmental Results Reports are being used to fulfill the President of the Treasury Board’s obligations to make public analysis of the impacts of expenditure programs on gender and diversity.

GBA Plus supplementary information table

The following table provides information on the Department of National Defence and the Canadian Armed Forces’ (DND/CAF) capacity for GBA Plus and on how DND/CAF plans to improve the governance of GBA Plus within the Department. It also provides the following information for each of DND/CAF’s programs, as applicable:

  • A link to the GC InfoBaseFootnote 2 page for the program, which provides a description of the program’s activities;
  • Whether the program collects sufficient data to enable it to monitor and report on the impacts of the program on diverse groups of people; and
  • Actions or initiatives that enable or expand the program’s capacity to monitor and report on the impacts of the program on diverse groups of people in the future.

Institutional GBA Plus Capacity

The Defence Team will continue to build internal capacity through and expansion of GBA Plus job-specific training as well as tools, and the issue of a Department-wide directive related to GBA Plus to refresh directions issued in 2018. The Defence Team will continue to focus on complying with departmental governance such as the Force Development governance policy, the Project Approval Directive which guides integration of GBA Plus into our Force Development programs, both Major and Minor Capital. As the functional authority for data management within the Defence Team, Assistant Deputy Minister (Data, Innovation and Analytics) (ADM(DIA)) builds the governance and foundational elements of the Department’s data program, and supports L1s with their data challenges through analytics, data tools and data skill development. While the data used comes from other functional authorities within DND/CAF, ADM(DIA) is to work across the enterprise to support the mapping of data across various sources, with data validation and data quality to ensure it is meeting certain governance and stewardship requirements. In FY 2022-23 ADM(DIA) will provide data governance support to the Chief, Professional Conduct and Culture (CPCC), and conduct priority data use case as a priority. ADM(DIA) will work across the organization to initiate a data asset catalogue which will help reference data across Defence making it easier to identify, access and address data quality issues which will enable assessments related to identity factors.

The Defence Team will also continue to expand and leverage the Gender Advisor (GENAD) and Gender Focal Point (GFP) network within L1s and L2s to increase internal capacity and expertise in conducting GBA Plus in all activities and programs, exchanging and learning best practices, identify areas needing more training and support, and finding new opportunities to enhance the integration of GBA Plus and gender perspectives. In particular:

  1. Capacity to implement GBA Plus is growing throughout the Royal Canadian Navy (RCN) with the intention of re-establishing a GBA Plus network down to the L4 by end FY 2022-23. Key focus in this next year is to establish a lessons learned sharing system and better training provided to the network. Input from the newly established RCN Diversity and Inclusion Advisory Council aids in prioritizing the GBA Plus workflow across the organization;
  2. Chief Military Personnel (CMP) is building a GBA Plus capacity through the establishment of their GENAD and GFP, with GFPs situated within the L2s and L3s, led by the L1 full time GENAD. Additional GFPs will be identified, ensuring full participation across all levels to ensure capacity for the application of GBA Plus. GFPs will help coordinate GBA Plus training for their L2s, expanding the GBA Plus community of practice. These efforts all support increasing the capabilities within CMP to apply GBA Plus to all policies, programs, and initiatives that impact the Defence Team overall;
  3. In FY 2022-23, the Royal Canadian Air Force (RCAF) will focus heavily on internal governance affecting GBA Plus. Having already created the RCAF Professional Conduct & Culture Team – a dedicated team created to oversee social policy implementation and cultural reform – the RCAF will further grow its internal governance structure for Conduct and Culture. The structure will include designation of GFPs as a role within each Wing-level Professional Conduct and Culture cell to oversee implementation of GBA Plus in the conduct of business of each RCAF wing;
  4. Defence Research and Development Canada (DRDC) established a full-time dedicated GBA Plus Analyst responsible for providing oversight, direction and promotion of and capacity to conduct GBA Plus across the organization. They have also established a Champion for Diversity and Inclusion, a Diversity and Inclusion (D&I) Committee, which oversees progress on GBA Plus initiatives, and a network of GBA Plus Focal Points, who are volunteers that serve as points of contact for GBA Plus advice and guidance within DRDC. The DRDC GBA Plus Analyst, with the support of the D&I Committee, will develop GBA Plus action items within the broader Employment Equity, Diversity and Inclusion Action Plan to ensure that GBA Plus is integrated into DRDC decision-making processes, with an intent to include accountability and monitoring mechanisms; and
  5. Canadian Special Operations Forces Command will continue to develop its partnership with the Global Special Operations Forces (SOF) network to share cultural lessons learned and integrate them in future operations as well as operational training and to leverage the GFP network to find new opportunities to enhance the integration of GBA Plus and gender perspectives into all of our operations.

The Canadian Army is leveraging many of its internal capacities to deliver GBA Plus-informed outcomes and improve governance. While some of these efforts are still nascent, they provide a foundation upon which future work can be built. Some examples include:

  • To promote inclusion and diversity, the Canadian Army is continuing its efforts to remove gender pronouns and gender identifiers where appropriate, referring instead to individuals by title, and collective groups as members, soldiers, leaders, etc. The consideration of a broader range of perspectives is also being used for diversity programs and policies, and especially with regards to Indigenous cultures, traditions, and concerns; and
  • The Canadian Army’s Peace Support Training Centre has expanded its training offerings to include the principles of the Women in Peace and Security agenda as well as the United Nations Training for Engagement Platoons. These training opportunities, which are provided to DND/CAF personnel are also available to other Government of Canada personnel, as well as international allies or partners, will increase the capacity of their respective organizations to integrate gender perspectives in operations.

In support of advancing the implementation of GBA Plus governance within the RCN, complete GBA Plus analyses will be conducted for each new and updated policy (such as Naval Orders) prior to approval. Owners of these policies will be held accountable to conduct a complete GBA Plus, including indicating plans to monitor, through a mandatory GBA Plus Annex submission explaining their findings and what changes or considerations were implemented to the policy. Additionally, a GBA Plus of all governance meetings terms of reference at the L1 (which covers people, operations, procurement) will be conducted by end FY 2022-23 and monitored for effectiveness through percentage of representation, and engagement with governance members to assess the level of inclusion.

Programs

Does this program collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity (GBA Plus)? If no, please describe what actions are being taken to enable future monitoring or reporting of the program’s impacts by gender and diversity. If yes, please describe (as relevant) any notable future initiatives to expand the program’s capacity to report on impacts by gender and diversity and timelines.
Operations in Canada Yes.   The Canadian Joint Operations Command (CJOC) will continue to improve its ability to access gender and diversity information to inform and assess the operational effectiveness of CAF domestic activities through cooperative engagements with other Canadian federal agencies, provincial and local government, and non-governmental organizations.
Operations in North America Yes.   The Canadian Joint Operations Command will continue to improve its ability to access gender and diversity information to inform and assess the operational effectiveness of CAF domestic activities through cooperative engagements with other Canadian federal agencies, provincial and local government, and non-governmental organizations.
Operations in North America No.

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.

 
International operations Yes.   The Canadian Joint Operations Command will continue to improve its ability to access gender and diversity information to inform and assess the operational effectiveness of CAF domestic activities through cooperative engagements with other Canadian federal agencies, provincial and local government, and non-governmental organizations.
Command, Control and Sustainment of Operations No. The Canadian Joint Operations Command has no plans at this time to expand its capacity to assess this program’s impact.  
Special Operations No. The Canadian Special Operations Command is currently developing a module that will provide sex desegregated data for all our deployed operations. The data set will also enable it to increase its capacity to monitor operational training and integrate GBA Plus as well as the WPS agenda into current and planned operations. This module should be ready by the end of FY 2022-23.  
Ready Naval Forces Yes.  

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.

 

Ready Land Forces Yes.  

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.

Ready Air and Space Forces No. 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.  
Ready Special Operations Forces Yes, partially. The Canadian Special Operations Forces Command (CANSOFCOM) is not currently collecting sufficient data to enable it to monitor and/or report on impacts by gender and diversity for this program. At this time, CANSOFCOM is developing methodologies to collect and analyze data on multiple initiatives for this program. For example, recruitment and training data collection should be implemented by end of FY 2022-23. CANSOFCOM is collecting input from end-users when purchasing clothing and protection equipment to ensure compliance.
Ready Intelligence Forces Yes.   There are no plans to expand on the program’s capacity to report on impacts. The current data collection is sufficient to inform and report by gender to meet the needs of the program.
Ready Joint and Combined Forces Yes. The Canadian Joint Operations Command has no plans at this time to expand its capacity to assess this program’s impact.  
Recruitment Yes.   The Canadian Forces Recruiting Group and The Royal Canadian Chaplain Services have no plans to expand on the program’s capacity to report on impacts. The current data collection is sufficient to inform and report by gender and diversity to meet the needs of the program.
Individual Training and Professional Military Education No.

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.

 
Total Health Care No.

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.
 
Defence Team Management Yes.   There is a deliberate commitment from the CAF in the Employment Equity Plan 2021-2026 to modernize the Self-Identification Form to collect more data related to various identity factors. This new Self-Identification form may support research and analysis related to employment equity with a focus on intersectionality. It will also provide a more robust overview of the CAF demographic composition which can be used in support of policy and programs development from various CAF/DND stakeholders.
Defence Team Management Partially.  

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.

Defence Team Management Yes.  

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.

Military Transition No.

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.

 
Military Member and Family Support Partially.

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.

 
Military History and Heritage No.

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). 

 
Military Law Services/Military Justice Superintendence No. The Judge Advocate General is not currently collecting sufficient data to enable it to monitor and/or report on program impacts by gender and diversity and will put in place in 2022-23 a mandatory requirement to identify the relevance of GBA Plus for this program and when applicable, develop and implement the data collection necessary to appropriately monitor and report on the program’s impacts by gender and diversity.  
Cadets and Junior Canadian Rangers (Youth Program) No.

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.

 
Joint Force Development No.

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.

 
Naval Force Development Yes.  

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.

Land Force Development Yes.  

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.

 

Air and Space Force Development No. 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.  
The Canadian Special Operations Forces are equipped to fulfill the CANSOFCOM mandate No. The Canadian Special Operations Command (CANSOFCOM) will develop a module to track all future capability (equipment) development, research and findings. This will enable monitoring of all Force Development GBA Plus activities and build historical data to leverage lessons learned and develop baseline data. The intent is for the module to be operational by the end of FY 2022-23.  
Future Intelligence Force Development No. Canadian Forces Intelligence Command is currently conducting redevelopment/rewrite for this program and thus is not currently collecting data to enable it to monitor and/or report on program impacts by gender and diversity. Once the program rewrite has been completed and approved, the OPI will put in place in a mandatory requirement to identify the relevance of GBA Plus for this program and develop the data collection necessary to appropriately monitor and report on the program’s impacts by gender and diversity.  
Science, Technology and Innovation Yes.  

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.

Land Equipment Acquisition No.

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.

 
Defence Information Technology Systems Acquisition, Design and Delivery No.

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.  
Defence Infrastructure Program Management No.

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.

 
Defence Infrastructure Construction, Recapitalization and Investment Yes.  

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.
Defence Infrastructure Maintenance, Support and Operations No. 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.  
Military Family Housing No.

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.

 
Environmental Sustainability and Protection No.

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.

 
Indigenous Affairs No.

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.

 
Naval Bases Yes.  

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.

Land Bases No. The Canadian Army is currently investigating potential program impacts regarding gender and diversity with the aim of identifying possible performance measurement indicators.  
Ready Air and Space Forces No.

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.

 
Joint, Common and International Bases No.

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.

 
Military Police Institutional Operations Yes, partially.

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.

Safety No.

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.

 
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