Gender-based analysis plus (GBA Plus)

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Although gender and diversity is integrated into individual operations and planning, this program currently does not have a data collection plan to measure impact by gender and diversity.

In FY 2023-2024, CJOC will develop a database and identify meaningful GBA Plus related indicators to increase operational effectiveness.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Although CJOC does conduct exercises with the North American Aerospace Defence Command (NORAD) and the United States Northern Command (USNORTHCOM), CJOC does not conduct Operations in North America other than domestic Operations (referred to in Program 1.1)

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

CJOC Lessons Learned process currently receives qualitative data. However, it is insufficient to report on impact by gender and diversity. Data collection plans will be amended to increase the amount of quantitative data collected, related to gender and diversity.

CJOC is incorporating lessons learned from CJOC Operations in Poland supporting the arrival of refugees from Ukraine into future Operations, especially with respect to the identification of indicators and clear reporting when encountering incidents of possible organized crime, human trafficking and child soldiers, and assisting people dealing with trauma. Operations in Poland resulted in CJOC starting to collect data on the number of these human security reports and the results of the reports. This includes CJOC Operations, Plans, and Readiness sections reviewing requirements for training before deployment. CJOC plans to use this data in FY 2023-2024 to better prepare for civilian interaction.

The CJOC GENAD will be identifying in FY 2023-2024, a data collection plan that is meaningful and can be analyzed for impact of the program by gender and diversity in order to develop better operational effects.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Once approved, a global engagement strategy (GES) will provide guidance to the Defence Team on the overall priorities for Defence Team engagement internationally. This document was prepared in consultation with departmental GBA Plus advisors, and includes direction on GBA Plus considerations. The strategy is also informed by overall government requirements related to GBA Plus, including Women, Peace, and Security Agenda (WPS) and programs such as the Elsie initiative.  GBA Plus considerations will be managed by the organizations conducting the engagement, vice coordinated collectively. The program provides sufficient guidance to organizations concerning the importance of GBA Plus considerations. However, it is the responsibility of the individual groups to collect relevant data and report, typically as part of their wider reporting on GBA Plus. Moving forward, ensuring that GBA Plus advisors are aware of this guidance and that they ensure that GBA Plus considerations and a data collection plan are part of engagement planning would help increase the positive impact on gender and diversity. 

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Work has started on a multi-year plan to embed GBA Plus within program areas to stabilize data. This work is described in the Assistant Deputy Minister, Information Management (ADM[IM]) GBA Plus Strategy and Transition Plan, internally published in 2018.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

CJOC GENAD, Operational Analysis section and Plans sections is developing a collection plan that can be analyzed for impact and is more meaningful in order to improve command and control decision-making including the allocation of resources.

CJOC staff have been and will continue to be briefed on CJOC GBA Plus initiatives to ensure that GBA Plus awareness is not limited to the GENAD/GFP working group but instead is incorporated by all personnel.

CJOC will gather data related to equipment and infrastructure used on operations, to be reported in future Departmental Results Reports (DRR)

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

CANSOFCOM will continue to manage and monitor the appointment of trained, qualified and mentored GFP personnel across the command functions and units to assess the operational effectiveness of gender and diversity activities. Quarterly meetings with GENADs/GFPs will continue to focus on GBA Plus issues applied to distinct operational contexts. Specialized information technology modules developed in the FY 2022-2023 will be continuously updated for optimal support to the WPS Agenda. Also, supplemental disaggregated data collection on deployed operations will continue to be extracted and analyzed from existing information systems to improve the gender and diversity focus at various decisional levels.

A repository of GBA Plus data categorized by operations is centrally managed through the GENAD and integrated into the current flow of operational deliverables including all stages of the Operational Planning Process and conduct of operations. The information will continue to be accessible 24/7 into FY 2023-2024 to support any decision-making requirements and be used as a technical reference for related intersectional matters.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

There are no planned actions being taken to enable future monitoring or reporting of this program’s impacts by gender and diversity.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

This program collects sufficient data surrounding self-identification as belonging to a designated group to support monitoring and/or reporting on the program. Percentage of designated group members employed at sea or alongside within the RCN are tracked bi-annually by occupation and rank throughout the organization.

An ongoing process into FY 2023-2024, 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 continue to include identifying impacts due to varying lived experiences and sharing of lessons learned from previous operations.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

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:

• Proportion of Regular Force personnel by gender deployed from the Canadian Army during fiscal year 2021-2022;
• Proportion of Reserve Force personnel by gender deployed from the Canadian Army during fiscal year 2021-2022;
• Proportion of Reserve Force personnel employment by gender during Full-Time Summer Employment during fiscal year 2021-2022;
• Growth of the Proportion of Reserve Force employment during Full-Time Summer Employment during fiscal year 2021-2022 compared to previous fiscal years by gender; and
• Proportion of Honorary Appointments by gender.

In FY 2023-2024, the Canadian Army will continue efforts to improve or add to the reporting of statistics disaggregated by gender and other identity markers as part of governance processes concerning all performance measurement.  

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, the RCAF-wide Professional Conduct and Culture Team and extended GFP network will undergo formalized GBA Plus training when this training is made available by the Defence Team. This will be in order to gain necessary background to enable the development of an RCAF data collection plan to improve the capacity to measure and assess the impacts of the program on gender and diversity in the future.

Personnel within RCAF who are directly involved with personnel policy development will be given opportunities for advanced GBA Plus training in FY 2023-2024 when formalized/provided by Defence Team so as to better enable project-level data collection. Collection will include gathering/reviewing gender-disaggregated data for RCAF managed trades, as a first step to identifying potential barriers for members of designated groups, as well as identifying gaps in data currently in use.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, CANSOFCOM will continue to use integral information technology modules to enable optimal support for the inclusion of diverse perspectives. Disaggregated data collection, extraction and analysis of the Ready Forces program will continue to provide support to the identification of priorities and to related decision-making processes, through the provision of a supplemental outlook based on the GBA Plus performance measurement framework. For example, reporting the proportion of Special Operations Force personnel by gender and by unit, or the proportion of specialized GBA Plus qualified personnel by unit and by period will be used to compare growth in these specific areas from year to year. The current information system does not enable the identification of factors such as race, ethnicity or religion.

The inclusive participation of women in Ready Special Operations Forces initiatives, research projects and/or learning exchange forums form the basis upon which the WPS Agenda is supported internally. For example, the integration of qualitative and quantitative assessments related to women’s perspectives and satisfaction in all aspects of Force Generation, Force Employment, and Force Management enables the continued integration of women’s perspectives to meet the demand of today’s security challenges. These assessments constitute, key performance indicators (KPIs) of CANSOFCOM’s continuous progress towards the inclusive participation of women in deployments, and also in key leadership roles.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Work was started on a multi-year plan to embed GBA Plus within program areas to stabilize data. This work is described in the ADM(IM) GBA Plus Strategy and Transition Plan, internally published in 2018.              

When providing training for program personnel, collecting identifying data on both who requires training and to what extent would allow the identification of existing educational barriers for this specialized field. However, further assessment of how this data could be collected without infringing on privacy will need to be conducted.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

There are currently no plans to expand on the program’s capacity to report on impacts related to gender and diversity. The current data collection is sufficient to inform and report by gender and diversity to meet the needs of the program.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, CJOC will develop a database that will better collect disaggregated data through the completion of GBA Plus so that better operational decisions can be made including training requirements for future operations. CJOC will incorporate Exercise Instructions with a GBA Plus nexus and scenarios by CAF and partners in order to collect relevant data.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

There are no planned actions being taken to enable future monitoring or reporting of this program’s impacts by gender and diversity.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Equipment Support program ensures the weapons systems, defence support systems and associated equipment required by the Canadian Armed Forces to meet the training and readiness requirements are made available.

Over the course of FY 2023-2024, The Defence Team will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

• An Assistant Deputy Minister, Materiel (ADM[MAT]) Working Group on GBA Plus has been established and will produce guidance to both strengthen GBA Plus governance and improve knowledge and awareness of GBA Plus across the group managing Equipment Support. 
• GBA Plus Lessons Learned will be collected through the Defence Lessons Learned System (DLLS).
• A Centre of Expertise, comprised of Subject Matter Experts in the areas of procurement, contracts, minor and major projects, and Human Factors Integration, will be established to provide assistance to personnel on GBA Plus. Additionally, a network of GBA Plus Focal Points will be established.

A repository will be created to facilitate the storing and sharing of practical examples of GBA Plus for minor projects. The feasibility of expanding the repository to include Equipment Support will also be explored in FY 2023-24.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Data on gender is disaggregated internally during the verification process. There is no plan to update this method, as it meets current direction and requirements to execute the program’s mandate. However, work is underway to develop meaningful performance indicators to quantify success of this program. Notably, the CAF Exit Survey will include a series of questions to measure voluntary releases attributable to unresolved conflicts with civilian employers and educators. The survey already collects gender and diversity disaggregated data through demographical/identity questions, but these additional questions will allow the Defence Team to assess the impact of the employer support program on those target groups.

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

There are no plans to expand on the program’s capacity to report impacts. The current data collection is sufficient to inform and report by gender and diversity to meet the needs of the program. Data is collected on age, citizenship, education, language, and diversity. Diversity considerations include gender, Indigenous Status, and Visible Minority Status, with subcategories under the latter two.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Through the GENAD/GFP Network and Working Group, efforts will continue to understand, identify, and create value-added processes to collect, analyze, evaluate, and monitor new and existing data.

The Royal Military College (RMC) of Canada, the 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. The surveys collect gender and diversity disaggregated data through statistical identity questions, as well as qualitative experiential questions. Establishing a data collection process is a key initiative that will be looked at by the newly appointed full-time Canadian Defence Academy (CDA) GENAD, along with GFPs at RMC, RMC (St-Jean), and the CFC, in light of the Independent External Comprehensive Review (IECR) and its recommendations.

The collection of disaggregated data and information will be prioritized as part of CDA’s Digital Transformation Strategy currently being elaborated, and will be extended to all programs.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Office of Disability Management (ODM) provides tools and guidance, to both employees and managers, to enable employees to either stay at work, or to support them from the onset of leave through to a safe and successful return to the workplace. This will continue into FY 2023-2024. The ODM Workplace Case Management System (WCMS) integrates Self-Identification (Self-ID) data into an employee’s WCMS profile. The Self-ID data is then reflected in a dashboard which is used to monitor and track trends across ODM cases. The integration of Self-ID data positions ODM to better assess program impacts through a gender and diversity lens. This data will continue to be used to support Total Health Care in FY 2023-2024.

In FY 2023-2024, current actions to enable future data collection for gender and diversity factors to be continued include: Supplementing data collection and data fields in Canadian Forces Health Information System (CFHIS) to include gender. Identity factors relevant to health, as well as preferred pronouns to facilitate respectful interactions with members are under consideration. Examples of identity factors other than gender and sex that may be relevant to health include sexual orientation, including members of 2SLGBTQIA+ communities. This will facilitate care and respectful interactions with patients, and enable the study of program impacts by gender factors; and Directorate of Force Health Protection and Surgeon General’s Health Research endeavours to incorporate gender and diversity variables into research and health surveillance. Topics for research that have a gender or diversity health nexus will be prioritized. 

For FY 2023-2024, gender and diversity considerations should be taken into account in planning phases, study implementation and scientific reporting, as well as in general health and science communication to the Defence Team and the general public. Guidelines exist, such as those produced by the Canadian Institutes of Health Research (CIHR), that provide comprehensive recommendations on how to integrate sex and gender in study design, data analyses, results interpretation, and communications.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Annual Employment Equity (EE) data provided by TBS currently supports descriptive analysis along gender and diversity lines. Internally, steps are being taken for FY 2023-2024 to provide quarterly Employment Equity snapshots for more timely information. This information informs departmental Civilian Diversity and Inclusion Action Plans.

In alignment with TBS’s Self-Identification Modernization Project, the Department will coordinate a department-wide self-identification campaign to promote the new Self-ID form. The new Self-ID form was designed to increase rates of self-identification by reducing the stigma associated with self-identification. More specifically, the new Self-ID Form will be inclusive of a variety of identities and align with modernized EE definitions, provide disaggregated and real-time data for all groups, be made available on a government-wide centralized platform, and will be fully accessible. Higher rates of self-identification will increase the accuracy, depth and breadth of the Employment Equity data which will provide the Department with greater insight on representation within the organization to support current and future diversity and inclusion initiatives.

Total Health and Wellness (THW) is making continuous efforts in the development of new and existing tools to monitor gender and diversity parameters in terms of reporting and measuring progress. For example, action item owners will have to report whether their initiatives are aligned with GBA Plus. It is also continuing to place emphasis on the importance of the work related to GBA Plus awareness and the sharing of best practices with stakeholders. The Suicide Prevention Action Plan (SPAP) initiatives will have to include additional information regarding GBA Plus in their annual reporting going forward.

There is continuous monitoring and adjusting of surveys’ demographic questions, survey frequency, and sampling approaches in order to ensure the collection of sufficient data to best enable analysis of impacts by gender and diversity on select programs.

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 program development from various CAF/DND stakeholders.

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 and 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 team is committed to continuing to integrate GBA Plus into its data collection tools. Future versions 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 trends and impacts of the program by gender. It also 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) provides support services to currently serving and former members of the Canadian Armed Forces (CAF) and to Department of National Defence (DND) public service employees who are affected by sexual misconduct. To that end, the SMRC collects sufficient data to enable it to monitor and report on program impacts by gender and diversity. The SMRC is currently improving its capacity to collect disaggregated data on current and future SMRC initiatives. The third iteration of the Survey on Sexual Misconduct in the Canadian Armed Forces (SSMCAF) was launched by Statistics Canada in October 2022, with results to become available in 2023-24. As with the SSMCAF 2016 and 2018, the SSMCAF 2022 includes demographic data that will be used to further inform the development of SMRC initiatives, along with findings from other disaggregated data collection efforts, such as engagement processes and program development efforts.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Previous reporting mentioned the creation of a new Directive and Administrative Procedure (DAP) for GBA Plus, specific to the Canadian Armed Forces Transition Group. This DAP has been drafted and is in the last stages of finalization prior to publishing. It will be complete by FY 2023-2024.

A Transition Support and Wellbeing Survey has been created, which asks questions related to gender and the four Defence Advisory Groups (DAGs). Transitioning members are asked to fill out this survey after they have been referred to a Transition Advisor at one of the Transition Centres across the country. The data set has not yet been looked at as the survey was only launched in April 2022. It was felt that at least six months of data collection was required before going back to Director General Military Personnel Research and Analysis (DGMPRA) to look at the initial returns. The survey will continue to run into FY 2023-2024 and may be subject to some revisions.

Data collection has also started for the Tranche One Transition Centres with respect to the delivery of transition services. The data being collected includes total release numbers, release items, and various transition service utilization data under the Military to Civilian Transition (MCT) process. The reports include a demographics section which breaks down the total number of released Transition Centre clients by gender and some other factors, but the data could be further disaggregated to identify services utilization rates, retention rates, or other outputs/outcomes by gender. This reporting capability is limited at this time while work continues on stabilizing and maturing the data going into the Canadian Armed Forces Release Administration (CAFRA).

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Feedback received from the Community of Practice (CoP), user data from the Healthy Relationships Campaign, as well as GBA Plus on policies and programs for families, shapes future approaches/adjustments to services and information specifically gender and diversity. The CoP is on gender-based violence, family violence, and gender equality. It consists of social workers and other staff from CAF health services, and other staff from Military Family Services and Military Family Resource Centres, Personnel Support Programs Health Promotion, Chaplains, Military Policy, and the Sexual Misconduct Response Centre.

For example, the content /messaging within the Healthy Relationships Campaign evolves each year with new focus/emerging themes based on feedback received/generated from previous and current year user metrics. A research study is underway from which data will be used to inform the way forward. Updates will be provided on this in FY 2023-2024.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

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.

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). Given that the majority of CAF badges were created many years ago, GBA Plus was not conducted during their design. However, going forward, all new badge requests or requests for updates are now subject to GBA Plus. Each review will be documented and the results retained in the appropriate file for future reference.

Extensive GBA Plus was conducted during the revision of the CAF Dress Instructions. The Offices of Primary Interest (OPIs) consulted with all the DAGs to solicit input, which was recorded and incorporated as appropriate. Going forward, as other publications are updated and revised within this program, a GBA Plus lens will be applied. Any recommendations and consultations will be documented as part of the review process.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The notable actions that are planned to develop and improve data collection and analysis tools are the implementation of the Justice Administration and Information Management System (JAIMS). JAIMS is designed to produce dashboards with disaggregated data. There are plans for a sexual misconduct dashboard that will be further upgraded and refined in new versions of JAIMS based on feedback from JAIMS users, victims and internal stakeholder engagement, particularly with representatives of the Canadian Military Prosecution Service, Chief Professional Conduct and Culture and the Military Police. The JAIMS project Team is currently working on the development of sexual misconduct dash boards and examining options for sourcing the disaggregated data required to produce the most detailed dashboards and reports.

JAIMS is integrated with Guardian software and draws demographic information from that system, some of which may be usable in desegregating data for dashboards and other reports. Information collected in a new version of JAIMS will help identify what groups are most at risk of being subjected to sexual misconduct and those who are most likely to offend. With information about who in the CAF is most likely to be either a victim or a perpetrator, resources and training can be directed towards those groups to help change the culture of sexual misconduct in the CAF. New JAIMS users with the authority to open a military justice case in JAIMS will be advised that the threshold for opening a case is very low, such that any incident or report, no matter how minor, must lead to a case being opened. Decisions may be taken after that point with respect to the assignment of an investigator, but in order to capture all possible misconduct, a case must be opened in JAIMS. JAIMS cannot, however, address incidents where no one reports. Education and training related to duty to report or the importance of reporting all incidents is beyond the scope of JAIMS training. It is anticipated that the JAIMS Performance Monitoring Framework will be fully implemented in 2025.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

There are no planned actions being taken to enable future monitoring or reporting of this program’s impacts by gender and diversity.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Cadet and Junior Canadian Ranger (CJCR) program has been consistently and systematically collecting identifying data on its participants since 2010, including participant gender at birth. Research and analysis have been conducted on the program’s impact on participants, with data disaggregated by girls/women and by boys/men as seen in a recent study conducted by Defence Research and Development Canada which focused on the Program’s impact on former cadets.

CJCR has added an internal survey upon program entry and exit which includes multiple self-identification questions to augment the study’s data. CJCR’s corporate registration and administration tools are in the process of being updated to reflect self-identification data points to better reflect the program’s population. GBA Plus related topics have been added to the multiple other methods of data collection by CJCR; to include Lessons Learned submissions and training critiques. Impact of this data collection on the program will be reported in FY 2023-2024.

CJCR developed and launched a voluntary self-identification process for Cadet Program participants in 2022 that has provided valuable insight into the program’s diversity. These surveys, combined with readily available Statistics 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.

Considering the size and scope of the Department’s Youth Program, CJCR established a full-time National Professional Conduct and Culture Advisor position focused on the development and health of a positive culture within the organization. Within the position’s mandate sits the requirement to establish metrics for cultural health to include equity, diversity, and inclusion. In addition, two CJCR Diversity and Inclusion Advisory Groups will be set up in early 2023 consisting of members at all levels and will mirror the Defence Advisory Groups established within the institution. The Groups will provide advice and information to ensure CJCR is an inclusive organization that authentically leverages and celebrates diversity while maintaining a positive culture and will provide recommendations for positive change.

Concurrently, CJCR will work with the Canadian Army to institute a similar self-identification approach for the Junior Canadian Rangers Program for FY 2023-2024.

This program does not collect sufficient data to enable it to monitor and/or report 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) to conduct a more rigorous and formalized GBA Plus in supporting some of the decision-making products generated by Chief Force Development (CFD) for Defence Team 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 to enable it to monitor and/or report program impacts by gender and diversity.

This program collects sufficient data surrounding self-identification of belonging to a designated group to support monitoring and/or reporting on the program. Percentage of designated group members employed at sea or alongside within the RCN are tracked bi-annually by occupation and rank down to the L2 level which enables a comparison of who will be using which equipment by many identity factors.

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 (CSC).  

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

All Army procurement projects are subject to a formal GBA Plus, 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 and for monitoring impacts by gender and diversity, and may range from formal surveys or scientific research to informal ad hoc feedback from stakeholders.

In FY 2023-2024, the Canadian Army will continue efforts to improve or add to the reporting of impacts by gender and diversity as part of governance processes concerning all performance measurement.  

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, RCAF-wide Professional Conduct and Culture Team and extended GFP network will undergo formalized GBA Plus training when this training is made available by the Defence Team in order to gain necessary background to enable the development of RCAF data collection plan to improve the capacity to measure and assess the impacts of the program on gender and diversity in the future. Personnel within RCAF who are directly involved with personnel policy development will be given opportunities for advanced GBA Plus training in FY 2023-2024 when formalized/provided by the Defence Team so as to better enable project-level data collection.

One of the key challenges for contemporary militaries is to ensure that diversity and inclusion considerations are integrated into the design, acquisition, and supply of materiel such as clothing and individual equipment, and that relevant Science & Technology (S&T) takes such considerations into account.  To address this challenge, Defence Research and Development Canada (DRDC) is undertaking a research activity that aims to deliver a comprehensive methodology that reflects best practices for integrating GBA Plus considerations into human systems integration and human factors S&T.  

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Despite limited capability to collect sufficient data to enable the full-scale monitoring and/or reporting of program impacts by gender and diversity in the significantly fast-paced arena of Special Operations Forces (SOF) Future Forces Design, the Canadian Special Operations Forces Command (CANSOFCOM) will continue the optimization of a formalized information technology module designed to track all future capability development. Ongoing technical consultation with the GENAD who has the integral support of the CANSOFCOM GFP network and the Directorate of Gender Equality and Intersectional Analysis (DGEIA) will continue to occur as needed in all phases of the Project Management process. 

Supplemental data collection on the Future Forces Design program will continue to be carried out concurrently with other existing information systems from which disaggregated data can be extracted, analyzed and cross-examined to support decision-making. The GBA Plus submission with each project enables the tracking over time of Statements of Capability Deficiencies (SOCD) specifically associated with gender and diversity. The SOCD is designed to comply with the Treasury Board’s stewardship and accountability standards. 

Altogether, these deliberate efforts will enable the continued monitoring of all Force Development GBA Plus activities to build baseline data and identify lessons learned into FY 2023-2024.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Information Management Group continues to rely on the Defence Team Human Resources Management System (HRMS) 8.9 and Guardian for data to be supplemented by work that was started on a multi-year plan to embed GBA Plus within program areas to stabilize data. This work is described in the ADM(IM) GBA Plus Strategy and Transition Plan, internally published in 2018.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Program is currently undergoing redevelopment/rewrite 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 program 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.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

For the Defence and Security Science and Technology (DSST) Program, the consideration of GBA Plus in scientific research activities at Defence Research and Development Canada (DRDC) has been growing over the past few years and is in early stages of development. To that end, the People Strategic Focus Area (SFA), in consultation with DRDC’s Diversity and Inclusion Advisor and a GBA Plus Focal Point, has started to develop a process for applying GBA Plus to program formulation and scientific delivery. The process is meant to guide both program formulation (e.g., Program Managers) and the Science and Technology (S&T) workers (e.g., the defence scientists, engineers, etc.) who deliver defence scientific research on how to incorporate and consider GBA Plus at the Research Proposal, Research Design, Methodology and Data Collection, and Analysis and Reporting of Results phases of the research.  This process will contribute to the implementation and institutionalization of GBA Plus throughout the DRDC organization, starting from the strategic level of program formulation to the more operational and tactical levels of scientific delivery of research programs.

In regards to the Innovation for Defence Excellence and Security (IDEaS) program, this program continues to advance equity, diversity, and inclusion in its day-to-day activities, decisions and partnerships choices. More specifically, the IDEaS application and evaluation process for proposals continues to include Gender-Based Analysis Plus (GBA Plus) requirements and point-rated criterion.

• Application Form (Competitive Projects): Companies are asked to select the statement that best reflects how GBA Plus and its factors have been considered and incorporated within the proposed solution. They are also asked to substantiate their choice by including specifics on what GBA Plus has been conducted and the associated results to demonstrate GBA Plus considerations or what analysis is planned to demonstrate future GBA Plus considerations.
• Evaluation Form (Competitive Projects): Evaluators are required to rate this answer on a scale of 0-5 points, ranging from “No GBA Plus analysis was undertaken and there is no plan to do so” (0 points) to “GBA Plus considerations have been identified and incorporated into the proposed solution” (5 points).

Further, the IDEaS program continues to collect data to monitor and report program impacts by various diversity groups. For instance, the application form includes an optional request for companies to include information on % ownership based on various identity factors, such as:

-          % of Female Ownership

-          % of Youth Ownership    

-          % of Persons with Disabilities Ownership

-          % of Indigenous Peoples Ownership

-          % of Visible Minorities Ownership

The IDEaS program has launched several challenges that employ a GBA Plus lens and are aimed at improving outcomes for DND/CAF members in relation to mental health impacts, as well as to increase the representation of women in the CAF. Work is still ongoing for each of these challenges. Therefore, in FY 2023-2024, IDEaS will be tracking the number of contracts and total dollar value invested in these GBA Plus related challenges. As a further step, IDEaS will be able to track the percent of successful proposals that included a GBA Plus. Finally, IDEaS will be able to compile statistics on both successful and unsuccessful proposals against companies’ percent ownership by diversity group, from program launch date to end of FY 2023-2024, or in year to FY 2023-2024, if preferable. This data could be used to reveal the profile of participants in the program, and to track possible trends in the diversity of participants’ overtime.

Finally, for the Canadian Safety and Security Program, GBA Plus is included as a Point Rated Criteria to be filled out by all applicants seeking funding from the Canadian Safety and Security Program (CSSP) Call for Proposals. Applicants are required to articulate how GBA Plus considerations are incorporated into the proposed work and/or proposed solution or on what basis GBA Plus considerations are deemed to be inapplicable to the project. CSSP and IDEaS are working together to better align their respective evaluation criteria, including the criteria on GBA Plus, in their Calls for Proposals.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Maritime Equipment Acquisition program acquires through the definition and implementation of approved capital equipment projects, new or modernized equipment required by the Canadian Armed Forces in response to evolving Defence requirements. 

Over the course of FY 2023-2024, the Defence Team will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

• An ADM(MAT) Working Group on GBA Plus has been established and will produce guidance to both strengthen GBA Plus governance and improve knowledge and awareness of GBA Plus across the group managing Aerospace Equipment Acquisition. 
• GBA Plus Lessons Learned will be collected through the Defence Lessons Learned System (DLLS).
• A Centre of Expertise, comprised of Subject Matter Experts in the areas of procurement, contracts, minor and major projects, and Human Factors Integration, will be established to provide assistance to personnel on GBA Plus. Additionally, a network of GBA Plus Focal Points will be established.

A repository will be created to facilitate the storing and sharing of practical examples of GBA Plus for minor projects.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Land Equipment Acquisition program acquires through the definition and implementation of approved capital equipment projects, new or modernized equipment required by the Canadian Armed Forces in response to evolving Defence requirements.

Over the course of FY 2023-2024, the Defence Team will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

• An ADM(MAT) Working Group on GBA Plus has been established and will produce guidance to both strengthen GBA Plus governance and improve knowledge and awareness of GBA Plus across the group managing Land Equipment Acquisition. 
• GBA Plus Lessons Learned will be collected through the Defence Lessons Learned System (DLLS).
• A Centre of Expertise, comprised of Subject Matter Experts in the areas of procurement, contracts, minor and major projects, and Human Factors Integration, will be established to provide assistance to personnel on GBA Plus. Additionally, a network of GBA Plus Focal Points will be established.

A repository will be created to facilitate the storing and sharing of practical examples of GBA Plus for minor projects.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Aerospace Equipment Acquisition program acquires through the definition and implementation of approved capital equipment projects, new or modernized equipment required by the Canadian Armed Forces in response to evolving Defence requirements. 

Over the course of FY 2023-2024, the Defence Team will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

• An ADM(MAT) Working Group on GBA Plus has been established and will produce guidance to both strengthen GBA Plus governance and improve knowledge and awareness of GBA Plus across the group managing Aerospace Equipment Acquisition. 
• GBA Plus Lessons Learned will be collected through the Defence Lessons Learned System (DLLS).
• A Centre of Expertise, comprised of Subject Matter Experts in the areas of procurement, contracts, minor and major projects, and Human Factors Integration, will be established to provide assistance to personnel on GBA Plus. Additionally, a network of GBA Plus Focal Points will be established.

A repository will be created to facilitate the storing and sharing of practical examples of GBA Plus for minor projects.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Work was started on a multi-year plan to embed GBA Plus within program areas to stabilize data. This work is described in the ADM(IM) GBA Plus Strategy and Transition Plan, internally published in 2018.

Enabling future monitoring or reporting of this program’s impacts by gender and diversity could be achieved through current departmental GBA Plus initiatives. The majority of the activities associated with this program will be completed no later than 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 and/or report program impacts by gender and diversity.

The Defence Materiel Management program ensures that materiel is effectively and efficiently managed across the supply chain to support Canadian Armed Forces training, readiness and employment in accordance with Government of Canada priorities, policies and regulations.

Over the course of FY 2023-2024, the Defence Team will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

• An ADM(MAT) Working Group on GBA Plus has been established and will produce guidance to both strengthen GBA Plus governance and improve knowledge and awareness of GBA Plus across the group managing Defence Materiel Management.
• GBA Plus Lessons Learned will be collected through the Defence Lessons Learned System (DLLS).

A Centre of Expertise, comprised of Subject Matter Experts in the areas of procurement, contracts, minor and major projects, and Human Factors Integration, will be established to provide assistance to personnel on GBA Plus. Additionally, a network of GBA Plus Focal Points will be established.

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.

Although GBA Plus is conducted as part of any infrastructure project requirement, there is an insufficient level of detailed data at the program management level to support data-driven decision-making and reporting of a comprehensive GBA Plus. However, Functional Planning Guidance and planning documents such as the Master Real Property Development Plans direct GBA Plus action via projects for program impacts.

In FY 2023-24, 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.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

A GBA Plus data collection plan is not currently in place. However, the Project Delivery System will be updated over the coming year to amend the Project Completion Report work instructions to include reporting requirements for both greening initiatives and GBA Plus as part of the overall project closeout phase.

The program impacts future occupants of new buildings constructed by ADM(IE). For GBA Plus, the main focus is to provide an environment where gender fluidity 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.

Program officials will continue to conduct GBA Plus 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 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 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.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, 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. ADM(IE) will support the advancement of this program’s data collection plan and compare it with other ADM(IE) programs for consistency and to identify any remaining gaps.

This 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, gender (or other GBA Plus areas of interest) for the occupants of Defence housing.

In FY 2023-2024, 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.

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 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.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

Work was started on a multi-year plan to embed GBA Plus within program areas to stabilize data. This work is described in the ADM(IM) GBA Plus Strategy and Transition Plan, internally published in 2018.

This program does not collect sufficient data to enable it to monitor and/or report program 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 2023-2024, key impacts of the remediation of contaminated sites will include the following:

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

For the renewal of the Federal Contaminated Sites Action Plan program, a GBA Plus 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.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024, 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 Defence Team activities, operations, policies and programs with government-wide reconciliation commitments and obligations to Indigenous Peoples. Moving forward in 2022-23, focus will be on implementing the United Nations Declaration on the Rights of Indigenous Peoples Act and the Defence Team’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, and other key priorities.   

In alignment with GBA Plus, this program will support senior Defence Team leadership when considering the impact of the design, delivery of policy and programs and initiatives on Indigenous Peoples, communities and businesses.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

This program collects sufficient data to monitor and/or report by gender but not diversity of uniformed personnel. 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 Assistant Deputy Minister, Human Resources - Civilian (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 continue to be conducted through maintaining an open dialogue with local Defence Advisory Groups (DAGs) to identify and quickly remove barriers.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

The Canadian Army will continue efforts to improve or add to the reporting of impacts by gender and diversity as part of governance processes concerning all performance measurement.

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

In FY 2023-2024 RCAF-wide Professional Conduct and Culture Team and extended GFP network will undergo formalized GBA Plus training when this training is made available by the Defence Team in order to gain necessary background to enable the development of RCAF data collection plan to improve the capacity to measure and assess the impacts of the program on gender and diversity in the future. Personnel within RCAF who are directly involved with personnel policy development will be given opportunities for advanced GBA Plus training in FY 2023-2024 when formalized/provided by the Defence Team so as to better enable project-level data collection.

This program does not 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.

This program only partially collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity.

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.

The records management system (SAMPIS) is based on a commercial off-the-shelf solution used by civilian police for operational reporting. It has capacity to record some information such as ethnicity and either gender or sex. This data collection is founded on the Statistics Canada (StatCan) Uniform Crime Reporting (UCR) Survey. The UCR Survey is a collaboration between the Police Information and Statistics Committee (POLIS) of the Canadian Association of Chiefs of Police and StatCan. The Military Police have recently joined POLIS to ensure that the needs of the Department and the Canadian Armed Forces are taken into consideration in the development of measures.

The military police use the gender field to collect gender identity. Gender identity is being expanded to include “gender diverse” in addition to the current options of women and man, consistent with the StatCan reporting requirements under the UCR Survey. Due to delays in upgrading our RMS to the latest version, this option is not yet available. These upgrades are anticipated for Spring FY 2023-2024.

Also, StatCan and POLIS are currently engaged in research and consultations concerning Police-reported Indigenous and ethno-cultural group statistics. The aim of this project is to develop a standardized methodology to collect this information in a respectful manner, to enable police reporting on the representation of these groups across the criminal justice system. Updates on this project will be ready for reporting in FY 2023-2024.

Finally, where there is an allegation of offences related to hateful conduct, data is collected on the specific type(s) of discrimination, including, but not limited to: ageism, racism, sexism or anti-queer. There are currently no plans to capture religion or sexual orientation data, except where this pertains to victims of hateful conduct.

This program does not 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.