Gender-based analysis plus

Introduction

In 2018, Parliament passed the Canadian Gender Budgeting Act. The departmental plans and departmental results reports are being used to fulfill the President of the Treasury Board's obligations to make public, every year, analysis on the impacts of expenditure programs on gender and diversity.

Each organization is responsible for conducting their own Gender-based Analysis Plus (GBA Plus)

Applicability

All organizations must complete GBA Plus supplementary information tables in departmental plans and departmental results reports on an annual basis.

General information

Institutional GBA Plus Capacity

In 2024-25, the Defence Team will continue to ensure the effective institutionalization of Gender-Based Analysis Plus (GBA Plus) through the implementation of a GBA Plus Enterprise Approach (GBA Plus EA), led by the Chief of Professional Conduct and Culture (CPCC) and launched in the fall of 2023.

The Defence Team (DT) will begin the implementation of activities outlined in their Implementation Plans, in alignment with the five Lines of Effort of the GBA Plus EA: 1) capacity building, 2) enabling leaders, 3) resourcing, 4) governance and accountability, and 5) monitoring and evaluation. CPCC will work with representatives to monitor progress toward objectives outlined in the GBA Plus EA on an annual basis.

This work will not only measure progress in the maturity of GBA Plus application. It will also support corporate reporting requirements. CPCC will maintain a critical enabling function in support of DT success by:

  • Developing and facilitating new training opportunities and capacity-building tools tailored to Defence leaders at all levels.
  • Establishing a partnership approach with relevant DT groups to enhance the GBA Plus governance and accountability structures.
  • Designing and implementing a performance measurement for the GBA Plus EA, with a goal to support and streamline GBA Plus corporate reporting more broadly.

Other initiatives are planned within the Defence Team for 2024-25 that will contribute to many of the elements of the GBA Plus Framework, including accountability (through governance), GBA Plus training and tools, and ongoing monitoring of progress.

Broader Institutionalization

In 2024-25, the Assistant Deputy Minister (Human Resources - Civilian) (ADM(HR-Civ)) expects to complete a Culture Diagnostic and GBA Plus Implementation Plan. The current ADM(HR-Civ) Employment Equity Diversity and Inclusion (EEDI) team will fill the roles required by the Conduct and Culture Support Structure. ADM (HR-Civ's) Internal Communications Team applies GBA Plus to all internal communication releases.

The Assistant Deputy Minister (Infrastructure and Environment) (ADM-IE) will, in 2024-25, be incorporating institutional GBA Plus through several organizational practices. This will primarily involve improved staffing processes and workplace training. GBA Plus will be leveraged through the installation of menstrual hygiene product dispensers on all bases and wings, the encouragement of self-identification from all current staff members, as well as those applying to roles within the Department, continuing ongoing support for GBA Plus training amongst all staff as well as the development of a new organizational framework to meet the needs of CPCC initiatives.

The top three priorities for the Canadian Special Operations Forces Command (CANSOFCOM) in institutionalizing GBA Plus are 1) the refinement of the GBA Plus governance structure, 2) the development of intersectional training resources and tools tailored to special operations needs, and 3) the sustained implementation of CANSOFCOM's integrated accountability framework. For example, by creating training material to operationalize previously developed GBA Plus Key Performance Indicators (KPIs), CANSOFCOM will institutionalize current best practices and provide a baseline that can be refined over time.

The Defence Research and Development Canada (DRDC) GBA Plus Analyst, with the support of the EEDI Committee, will develop the DRDC GBA Plus Implementation Plan that responds to the strategic objectives of the Culture Evolution Strategy and GBA Plus EA. The GBA Plus Analyst, in collaboration with HR Management, will continue conducting a GBA Plus of existing DRDC recruitment and retention processes. Building out of the commitments of the EEDI Action Plan and the recent Public Service Employment Act amendments, this GBA Plus will identify and bridge gaps in Employment Equity through intersectional analysis. Further to this, the GBA Plus Analyst will continue to provide GBA Plus support to the Continental Defence (ConDI) (NORAD Modernization) initiatives, including providing GBA Plus input and advice.

The Royal Canadian Air Force's (RCAF), with support from CPCC, intends to use every available means to involve GBA Plus Analysts in the ongoing Force Structure Review process. This engagement will ensure that future systemic changes to the organizational structure of the RCAF will fully consider intersectional perspectives during the analysis and planning of what will be required to meet future air and space challenges. RCAF will also continue efforts initiated in 2022-23 to incorporate GBA Plus into RCAF governance structures and decision-making bodies. As part of their GBA Plus Enterprise Approach Implementation Plan, RCAF intends to identify key internal governance and decision-making bodies and fora that require GBA Plus expertise. Once those fora have been identified, recommendations will be made as to whether there should be a GBA Plus expert as a standing member or whether expertise can be provided on an ad hoc basis. Supporting new requirements where additional expertise is needed will be dependent on available expertise from centre organizations and/or approval of additional resources requested in the RCAF's annual Business Plan submission.

In support of the GBA Plus EA, the Royal Canadian Navy (RCN) will be developing an RCN Culture Evolution Implementation Plan, which will include details on how the RCN will achieve the five lines of effort outlined in the GBA Plus EA. Additionally, a fulsome GBA Plus will be conducted for each new and updated policy prior to approval to ensure that intersectional perspectives are integrated into the policy. Owners of these policies will be held accountable through the submission of their findings and what changes or considerations were implemented to the policy. GBA Plus will be incorporated in governance meetings with the increased presence of the Intersectional Advisor to fulfill a challenge function while monitoring representation.

The Sexual Misconduct Support and Resource Centre (SMSRC)'s GBA Plus Advisor will continue sharing GBA Plus tools, information, and training products related to promoting greater awareness and integration of GBA Plus across all the SMSRC's program areas and initiatives. The SMSRC will also continue to support the development of its Diversity and Inclusion (D&I) Plan, as well as requirements for new or updated GBA Plus assessments for each of the SMSRC's services and program areas to ensure that its activities are aligned with the Government of Canada's commitments to GBA Plus. The SMSRC will further ensure that subject matter expertise provided to the Defence Team will incorporate GBA Plus principles. Additionally, the SMSRC will continue to ensure that program delivery uses trauma-informed practices and considers the diverse intersecting identity factors of its clientele.

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Governance

In 2024-25, the Cabinet Liaison within Assistant Deputy Minister (Policy) - ADM (Pol) will continue to provide high-level guidance to lead subject matter experts charged with developing Memoranda to Cabinet, and facilitate discussions between the lead subject matter expert, GBA Plus experts in CPCC, and Gender Advisors (GENADs). As required, Cabinet Liaison will also exercise their challenge function to ensure the GBA Plus assessments are robustly reflected in relevant sections of documents and described appropriately for the Cabinet audience.

Canadian Forces Intelligence Command (CFINTCOM) is committed to the implementation and operationalization of GBA Plus in all policies, programs and training and defence operations within the Command. CFINTCOM implemented a Governance Management Board, CFINTCOM Culture Evolution Management Board, that will manage all Culture Evolution including the GBA Plus implementation and operationalization within the Command.

The Chief of Military Personnel (CMP) has developed tools that require evidence of a GBA Plus for all policies going through, as part of the policy governance process. Progress will continue to be made on this front to improve the tools and develop guidance to help support the application of GBA Plus. To enhance governance, the CMP's GENAD continues to participate at governance committees which oversee policy development and endorsement.

Capacity Building

In 2024-25, the Assistant Deputy Minister (Materiel) - ADM (Mat) will launch several initiatives to continue building GBA Plus capacity including a GBA Plus knowledge sharing network and the development of capacity specific key performance indicators. A dedicated resource is in place and will continue to ensure that equipment acquisition and materiel support professionals have access to the specialized training, tools and resources necessary to build expertise in GBA Plus.

The ADM (Pol) has recently hired a GENAD, who will conduct a needs assessment, focusing on employee experiences, to better understand the work environment and culture, processes and supports in place, and to identify gaps. The assessment will result in an Action Report including proposed activities and training opportunities to ensure the workplace is one that is characterized by diversity, where all employees feel a sense of belonging. The GENAD will also provide organizational accountability to the incorporation of responsible GBA Plus in policy and ensure senior management can empower their teams to consistently and meaningfully apply GBA Plus.

The Canadian Forces Housing Agency (CFHA) has recently engaged a GBA Plus consultant to support GBA Plus activities within the Agency. The GBA Plus consultant will assist CFHA in fulfilling its commitment to integrate GBA Plus principles in all organizational activities, by reviewing its external-facing programs, projects and services. CFHA's GBA Plus consultant will assist the Agency in fulfilling the GBA Plus EA in consistently integrating GBA Plus into our corporate activities, provision of training and building in-house capacity.

The Canadian Forces Intelligence Command (CFINTCOM) has also implemented a full-time GENAD position and has a Gender Focal Point Advisor within the Command. The Command is developing a GBA Plus Implementation Plan and, in 2024-25, will be establishing additional full-time positions that specifically focus on GBA Plus implementation, operationalization, monitoring and reporting structures.

Capacity for GBA Plus within the Chief Information Officer (CIO) Group is growing. It continues to be considered in analyses on project funding submissions, program assessments, and EEDI contributions. We continue to seek out new and innovative entry points for GBA Plus across CIO Group. We recognize that women remain underrepresented in STEM (Science Technology Engineering and Math) fields of study and work. As such, we will continue to centre, celebrate and support women's participation through the active promotion of the Women in STEM program. CIO Group will develop a GBA Plus Implementation Plan (GBA Plus IP), providing a strategic and outcome-oriented action plan that demonstrates how CIO Group will support the Department to achieve the desired effects in each line of effort of the GBA Plus Enterprise Approach. Incorporation of GBA Plus into all lines of business is ongoing, while the divisions are considering new and innovative entry points for GBA Plus incorporation into projects and programs. GBA Plus comments are requested from DG-level directorates and we are exploring integration options for current ADM-level reporting. Progress on GBA Plus integration has varied among divisions; however, we are developing case studies that exemplify GBA Plus integration in Information Technology (IT) contexts and are discovering entry points. All divisions continue to monitor and search for opportunities to ensure that advances are made. GBA Plus integration will be important for digital transformation efforts moving forward.

The Chief of Military Personnel (CMP) will be taking the new CPCC course Institutionalization of GBA Plus in Defence. Members responsible for program development and implementation as well as policy analysis are encouraged to attend to obtain a better understanding of how to incorporate GBA Plus in the Canadian Armed Forces (CAF). Further work will also be done to expand Gender Advisors and Gender Focal Points within the DG-level directorates to increase the capacity for supporting and reviewing GBA Plus.

Within Defence Research and Development Canada (DRDC), the Scientific Integrity Policy, Conduct and Culture (SIPCC) team will, in 2024-25, provide advice, oversight, and direction in accordance with GBA Plus applicable legislation, guidelines, policy, procedures, programs and projects across DRDC, including the Department of National Defence / CAF (DND/CAF) GBA Plus Enterprise Approach (GBA Plus EA). This group will also increase awareness and capacity of GBA Plus at DRDC through active promotion and engagement.

The operations group within the Ombudsman's office will be hiring a GBA Plus consultant to help formalize some of the things we have been doing and helping us to make our GBA Plus work more robust. The office will also be leveraging the use of an accessibility contractor to ensure that considerations and adjustments are made from an accessibility lens for all external constituents and internal employees.

The Royal Canadian Air Force (RCAF) will continue to build capacity and expertise for GBA Plus across an expanded network of Gender Focal Points (GFPs) at RCAF Wings. This will be dependent on the approval of additional resources requested in the RCAF annual Business Plan submission. The Royal Canadian Navy (RCN) will continue to expand and leverage the Gender Focal Point Network, and institute an Intersectional Focal Point Network to increase internal capacity and expertise in conducting GBA Plus in all programs, policies, projects, governance, and Force Generation. By exchanging best practices, this network will identify opportunities to enhance the integration of GBA Plus and intersectional perspectives into the decision making of all members. In particular, the RCN's capacity to implement GBA Plus is growing, as seen by the planned establishment of Intersectional Advisor and Senior Intersectional Analyst positions down through the institution.

GBA Plus Training and Tools

Canadian Joint Operations Command (CJOC) continues to employ CAF personnel domestically and abroad in accordance with CAF leadership priorities and direction based on Government of Canada intent. Acknowledging the challenges of CAF Reconstitution efforts and overall limitations on resources, CJOC intends to move forward in 2024-25 to clarify the requirements for GBA Plus training and experience amongst individual and unit deployers. In doing so, it will be key to leverage national and alliance partnerships for suitable training and education while working with allies at the Canadian Defence Academy and CPCC to inform the development of national/CAF GBA Plus training tools and education that are tailored to our culture, environment and needs. Additionally, CJOC will champion further coordination of the individual and existing Gender Focal Point and Gender Advisor networks to facilitate the best use of limited trained and experienced personnel against domestic and international tasks, while growing a cadre of experienced leaders for future assignments.

The Scientific Integrity Policy, Conduct and Culture (SIPCC) team within DRDC will develop and provide GBA Plus tools and resources as well as functional guidance to the DRDC organization.

From an external constituent perspective, the Ombudsman's office will continue to offer all outreach sessions in a hybrid format to increase inclusivity and access. Also, all staff responsible for providing external services will continue to take bias awareness training.

The RCAF Professional Conduct and Culture Team will work to establish an optimal GFP training plan as part of the RCAF GBA Plus Implementation Plan. As a starting point to expand GBA Plus capacity across RCAF Wings, RCAF Professional Conduct and Culture Officers (PCCOs) are expected to attend the new CPCC/ Directorate Gender Equality and Intersectional Analysis (DGEIA) course Institutionalization of GBA Plus in Defence. This course is also meant to be part of the RCAF staff working on projects, procurements and program and policy development. PCCOs will also help identify new GFPs at Operational Support Squadrons across all RCAF Wings; these GFPs will be prioritized for NATO training on Gender perspectives in operations. As the RCAF works to grow its ranks to continue to meet the demands of the contemporary security environment, the RCAF Attractions Team is connecting with potential applicants at various events and activities across the country. RCAF Professional Conduct and Culture team will engage with Force Development staff to help them determine what level of GBA Plus expertise will be required based on the scale and scope of upcoming projects. The team will then work with force developers to ensure that they have access to the tools and resources being developed and provided by CPCC as part of the GBA Plus EA.

A key focus in 2024-25 for the RCN is to establish a lesson learned sharing system through increased communication with like-minded nations and better incorporating advanced GBA Plus training into RCN career courses. Providing enhanced training in addition to the Department of Women and Gender Equality's online GBA Plus course will enable the Defence Team's collective understanding of GBA Plus and Women Peace and Security (WPS) objectives, encourage all members to apply GBA Plus findings in their daily work and ensure they are better prepared to meet the demand of today's complex security challenges. Additionally, the RCN will continue to remove usage of gendered terms from the RCN terminology and review Naval occupations with an intersectional lens to remove barriers to career progression. Input from the RCN Diversity and Inclusion Advisory Council will continue to aid in prioritizing and highlighting GBA Plus initiatives across the organization.

Monitoring

The Employment Equity and Diversity and Inclusion Action Plan (EEDIAP) continues to guide GBA Plus in the Chief Information Officer (CIO) Group and divisions are encouraged to include intersectional considerations in their business planning. The EEDIAP is tracked and reported on every two years by each division.

Within Defence Research and Development Canada (DRDC), the SIPCC team will advance the following in 2024-25:

  • Conducting organizational needs assessments to determine existing gaps in GBA Plus application, capacity and resources in DRDC to further the integration of GBA Plus.
  • Ensuring monitoring and evaluation on the application of GBA Plus and compliance with government direction on GBA Plus and the GBA Plus EA.

The Ombudsman's office has developed an Employment Equity, Diversity, and Inclusion (EEDI) Strategic Plan that outlines areas of action and provides tangible, measurable key performance indicators. All action items were developed in consultation with different committees within the office, including our internal GBA Plus committee, to ensure that action items were developed while considering a GBA Plus lens. Action items within the document include our continued effort to incorporate diversity considerations, in line with the amendments to the Public Service Employment Act, into our assessment tools to eliminate biases or barriers that disadvantage persons belonging to an equity-deserving group. The action items also address initiatives, under a GBA Plus lens, related to conducting performance reviews and offering talent management plans, ensuring diversity in our assessment panels for staffing processes, and giving priority to employees under employment equity groups as demonstrated in many of our recent appointments. The office will aim to provide annual report cards on the results of the action items set out in the EEDI action plan and develop supporting initiatives where required.

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Highlights of GBA Plus Results Reporting Capacity by Program

Operations

Program 1.1 - Operations in Canada

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. Gender and intersectional perspectives are integrated into the planning, execution and lessons learned aspects of individual operations. A data collection plan to measure operational effects and impacts by gender and diversity remains an aspirational goal for 2024-25; however, both limited staffing resources and the need to establish clear data collection goals before activities are conducted remain key challenges to be addressed.

Program 1.2 - Operations in North America

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. The Canadian Joint Operations Command (CJOC) continues to conduct exercises in company with the North American Aerospace Defense Command (NORAD) and the United States Northern Command (USNORTHCOM).

Program 1.3 - International Operations

This program collects only basic information from post-action reporting and analysis, limiting the ability to report program effects and impacts by gender and diversity.

CJOC's Lessons Learned process currently receives qualitative data through end tour reporting and focused queries, however, it is insufficient to report on impact by gender and diversity. A detailed data collection plan to measure operational effects and impacts by gender and diversity remains an aspirational goal for 2024-25; however, both limited staffing resources and the need to establish clear data collection goals before activities are conducted remain key challenges to be addressed.

CJOC is incorporating lessons learned and observations from the North Atlantic Treaty Organization (NATO), CAF and partner nation activities underway in support of Ukraine. This includes the identification of strategies for documenting, collating, reporting and analyzing organized crime, human trafficking, child protection issues, trauma and abuse events, and the vulnerability of women and children in conflict areas.

Program 1.4 - Global Engagement

This program does collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. However, data collected is much more qualitative than quantitative. For example, ADM(Pol) will continue to advocate for and advance the Women Peace and Security (WPS) agenda in bilateral, multilateral and regional dialogues, and work towards the sharing of best practices on the meaningful inclusion of women in security and defence domains with partners and allies. Global engagements related to WPS will be tracked through its inclusion in dialogues, and through our further and deepened partnerships in the gender space. The Defence Team will continue to proactively raise the WPS agenda and the mainstreaming of gender considerations in discussions and presentations and ensure that gender is also mainstreamed across thematic issues (e.g., cyber, space, climate change). The Defence Team will also be able to monitor the advancement of gender considerations and the WPS agenda through its inclusion and advancement in international agreements (e.g., Memoranda of Understanding, NATO policies, United Nations (UN) guidelines and policies).

Program 1.5 - Cyber Operations

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. An environmental scan of data availability yielded inconclusive results. CIO Group continues to look for entry points for GBA Plus data collection, monitoring and evaluation. CIO Group has been participating in the development of an Enterprise Approach to GBA Plus Implementation led by CPCC. Through this initiative, monitoring and reporting on this program will be improved.

Program 1.6 - Command, Control, and Sustainment of Operations

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

All detailed data collection plans to measure operational effects and impacts by gender and diversity remain aspirational goals for 2024-25; however, both limited staffing resources and the need to establish clear data collection goals before activities are conducted remain key challenges to be addressed. As part of this, CJOC aspires to gather data related to equipment and infrastructure used on operations, to be reported in future Departmental Results Reports (DRR).

Annually, CJOC Headquarters (HQ) staff receive briefs from a team of advisors and supporters, in the interest of updating baseline knowledge with regard to initiatives and programs, and to further the mainstreaming of gender and intersectional perspectives. The Human Security/Gender Advisor (GENAD) speaks to Gender Perspectives, especially in operations, the applicability of GBA Plus in daily activities and provides background on national WPS agendas, and updates on the implementation of the Vancouver Principles. The GENAD also provides an update on the Elsie Initiative and Operation (ELSIE). Other members of the CJOC team bring forth knowledge of the wider CAF Culture Change implementation program for action within CJOC, as well as covering diversity, inclusion, alternative options to engage leaders with concerns, and workplace advisory teams. This annual update seeks to ensure the entire CJOC staff team is updated and aware of ideal and optimal use of tools and strategies in the fields of human security and intersectionality.

Prior to deployments, all deploying Task Force Commanders (TFCs) and their Key Leaders are provided opportunity for interaction with CJOC leadership and subject matter experts including the GENAD during Key Leader Engagements (KLEs). In addition to the aforementioned items that form part of the CJOC HQ yearly staff update, observations from recent TFCs are used to prepare out-bound leaders for the challenges of working with partner nations and alliances. It is acknowledged that CAF personnel are often exposed to different norms than those currently found within the CAF, especially related to gender perspectives, identity and our culture change priorities. TFCs are therefore armed with tools, contacts on the staff, and the responsibility to be open and aware of the challenges their teams, and themselves, will face in the operational environment.

The GENAD maintains a CJOC HQ and operations GFP and GENAD network, to promote the sharing of ideas, lessons and support for the mainstreaming of gender perspectives.

CJOC HQ continue to evaluate and update Operational Orders (OPORDS) and the associated documents and annexes to ensure gender and diversity perspectives are properly mandated and included in all aspects of deployed operations. Additionally in 2024-25, CJOC HQ will implement strategies to commence GBA Plus Enterprise Approach reporting as part of a multi-year implementation roadmap.

Program 1.7 - Special Operations

This program collects sufficient data to monitor and report program impacts by gender and diversity.

In the 2024-25 reporting period, CANSOFCOM will enhance efforts to manage and monitor the appointment of personnel trained and qualified on gender and diversity across all organizational levels. CANSOFCOM will continue to assess the effectiveness of gender and diversity activities ensuring they are specially tailored to meet CANSOFCOM's unique operational needs. The continued development of webinars, interactive training guides and resources will supplement all activities in support of emerging special operations needs. Ongoing governance activities, including quarterly meetings focusing on intersectional issues, will continue. Specialized information technology modules developed in the previous reporting periods will be continuously updated to ensure alignment with the WPS agenda and desired outcomes. In addition, disaggregated data will be collected on deployed operations and analyzed to improve the gender and diversity focus and enable decision-makers.

CANSOFCOM has a centrally managed repository of intersectional research, reports and analysis accessible to operational planners. This information will continue to be accessible to all members in 2024-25.

Concurrently, a new adapted reporting tool will be developed to support future intersectional decision making.

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Ready Forces

Program 2.1 - Strategic Command and Control

This program does not directly affect the selection of personnel supporting readiness remits, which is rather controlled by the other force-generating ADM-level groups under Programs 2.2 to 2.10. The Strategic Joint Staff (SJS) provides generic guidance to ensure L1s include GBA Plus considerations in their support to readiness overall. Data supporting Program 2.1 are insufficient to drive any analytics or decisions on GBA Plus matters in readiness. There are no planned actions being taken to enable future monitoring or reporting of this program's impacts by gender and other intersections.

Program 2.2 - Ready Naval Forces

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 Director level.

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. Specifically, guidance for the employment and living arrangements of transgender members onboard ship is intended to be released.

Program 2.3 - Ready Land Forces

This program does collect 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 2024-25 will include:

  1. Proportion of Regular Force personnel by gender deployed from the Canadian Army;
  2. Proportion of Reserve Force personnel by gender deployed from the Canadian Army;
  3. Proportion of Reserve Force personnel employment by gender during Full-Time Summer Employment;
  4. Growth of the Proportion of Reserve Force employment during Full-Time Summer Employment compared to previous fiscal years by gender; and
  5. Proportion of Honorary Appointments by gender. In 2024-25, 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 measurements.

Program 2.4 - Ready Air and Space Forces

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. In 2024-25, the RCAF Senior Intersectional Analyst will continue to work with the RCAF data analytics and workforce data teams to improve collection of and equitable access to disaggregated data to inform quality GBA Plus. The team is also working to establish a trends analysis related to diverse representation on RCAF command teams, on key courses and across RCAF occupations as a means of better understanding the impacts of efforts to increase representation of women and members of underrepresented groups across the RCAF.

Program 2.5 - Ready Special Operations Forces

This program collects sufficient data to monitor and report program impacts by gender and diversity.

In 2024-25, CANSOFCOM will increase the use of disaggregated data and associated analytical methods to support intersectional analysis with a view to enhancing the Ready Special Operations Forces program.

CANSOFCOM will help to advance the WPS agenda by monitoring the participation of women in Ready Special Operations Forces initiatives. Furthermore, the command will continue to meaningfully contribute to research projects and learning exchange forums. These activities contribute to assessments of key performance indicators of CANSOFCOM's progress towards the inclusive participation of women in deployments and in key leadership roles. CANSOFCOM will integrate women's and other intersectional perspectives in all aspects of Force Generation, Force Employment, and Force Management to ensure that members are empowered to meet the demands of today's security challenges.

Program 2.6 - Ready Cyber and Joint Communication Information Systems Forces

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. An environmental scan of data availability yielded inconclusive results. Chief Information Officer (CIO) Group continues to look for entry points for GBA Plus data collection, monitoring and evaluation.

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, privacy concerns continue to be a barrier to data collection in IT training. We are currently working to ensure anonymity in self-identification data related to training that is provided.

Program 2.7 - Ready Intelligence

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity. For 2024-25, Canadian Forces Intelligence Command (CFINTCOM) will continue to improve the current integral methods surrounding self-identification, to enable support for the inclusion of diverse perspectives. CFINTCOM will dedicate a concerted effort in 2024-25, to better enable the Defence Team through an increased operationalization of GBA Plus, to include better understanding and identification of impacts as well as informing policies, programs, training and Defence operations. CFINTCOM will expand the GBA Plus network by increasing the number of full-time personnel focused on GBA Plus initiatives within the Command, including analysis, monitoring and reporting.

Program 2.8 - Ready Joint and Combined Forces

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. CJOC maintains very limited ready forces in the form of 1st Canadian Division, and all policies and procedures for their readiness and deployment will continue to be in step with standards for gender perspectives in CJOC operations.

Program 2.10 - Equipment Support

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

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

Over the course of 2024-25, DND will continue to review the processes to improve data collection and conduct follow-on review of the impact of GBA Plus-based decision making to equipment acquisition and materiel management and support activities. Ongoing review will support decision making for requirements and/or evaluation criteria of future Requests for Proposals to ensure equipment meets the needs of diverse members of the CAF.

Program 2.11 - Canadian Forces Liaison Council and Employer Support

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. The reason data collection is not currently possible is because the Program does not own the Reserves. There are many ongoing GBA Plus initiatives, but they are all owned and reported on by their respective L1s (Army, Navy, Air force, etc.). If they reported to this Program, on top of their L1s, a concern exists that there would be a duplication of data and a risk of lack of transparency which may preclude from having a proper vision. At this time, there is no central data that are being collected or shared which would allow for a holistic vision of GBA Plus initiatives.

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Defence Team

Program 3.1 - Recruitment

The Canadian Forces Recruiting Group (CFRG) collects sufficient data to enable monitoring and reporting of impacts by gender and diversity. As current data collection is sufficient, CFRG has no plans to expand on the program's capacity to inform and report on gender and diversity impacts to meet the needs of the program.

Program 3.2 - Individual Training and Professional Military Education

This program does not currently collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. Through the GENAD/GFP Network, continued efforts are being made 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 Saint-Jean, the Canadian Forces College (CFC), and the Osside Institute are currently collecting disaggregated information in the form of student entry as well as 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. Optimizing the data collection process is a key initiative that is being looked at by the Canadian Defence Academy (CDA) GENAD, along with GFPs at RMC, RMC Saint-Jean, CFC, and Osside Institute. The collection of disaggregated data and information is also prioritized considering the Independent External Comprehensive Review (IECR) and its recommendations.

Program 3.3 - Total Health Care

Office of Disability Management (ODM): This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity (GBA Plus). The 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 to a safe and successful return to the workplace. The ODM Workplace Case Management System (WCMS) integrates Self-Identification (Self-ID) data into an employee's WCMS profile. The Self-ID data are 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.

Canadian Forces Health Services (CFHS): This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity (GBA Plus). The Canadian Forces Health Services (CFHS) has been increasingly integrating GBA Plus into programs and services; however, CFHS does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity variables. More comprehensive data collection and analytics are needed to make disaggregated data available. The task is complex as the spectrum of health-related GBA Plus and intersectionality variables is broad, including sex, gender, ethnicity, rank, language, Two Spirit, Lesbian, Gay, Bisexual, Trans, Queer, Questioning, Intersex and more (2SLGBTQI+), Black, Indigenous, and people of colour (BIPOC), etc.

Notably, many health services digital repositories for personal information of CAF members are populated by Guardian (a human resource management system). The associated gender and diversity fields in the Canadian Forces Health Information System (CFHIS) are automatically populated and updated via Guardian and cannot be edited by health services personnel.

Women's and Diversity Health is a newly assembled CFHS capability that will drive research and health surveillance activity, and support efforts spanning CFHS clinical and delivery domains.

There is currently work to supplement data collection and data fields in the CFHIS to include gender. This will facilitate care and respectful interactions with patients and enable the study of program impacts by sex and gender. Additionally, there is proposed future investment in an enhanced Electronic Health Record Platform (EHRP) that will help inform health program planning for equity-deserving groups in the CAF by integrating a broader set of identity factors and integrating more analysis functions.

Conversely, efforts are ongoing to meet Assistant Deputy Minister (Information Management) ADM (IM) mandate to remove sex/gender identifiers and stop collecting sex/gender information in accordance with recently updated Government of Canada diversity and equity standards, unless it is required for a viable reason.

Directorate of Force Health Protection and Surgeon General's Health Research endeavors to incorporate gender and diversity variables in research and health surveillance.

The Directorate of Mental Health's The Road to Mental Readiness (R2MR) Program has recently updated their evaluation plan to include several GBA Plus-related questions, so we now can run analyses on those factors as we continue to collect outcome data.

Defence Team-Complaint Process Transformation Program: Throughout the development of this initiative, efforts have been made to apply a GBA Plus lens including: consultation with the CPCC Intersectional Advisor to review project documentation and participate in meetings; engagement with the Director Anti-Racism Implementation for feedback on Business Requirements; seeking input across the Defence Team; soliciting and creating a diverse project team; documenting and tracking GBA Plus actions, and applying a GBA Plus lens to the project material. As part of the planned development, there will be scheduled GBA Plus reviews throughout the iterative process to ensure the project is aligned with GBA Plus principles. Aside from tracking the steps to ensure integration of GBA Plus, the impact of these steps specific to GBA Plus will be realizable only once the system is functional and generating data and performance metrics related to Defence Team culture evolution. The program will collect data based on gender as it pertains to professional misconduct and grievances in DND/CAF. The program, by its nature, includes the tracking of incidents of misconduct and grievance by gender and leads to improved support, which will, in turn, contribute to a more fulsome understanding and supportive experience for all DND/CAF members.

Victim Liaison Officer Program: Since its inception in June 2022, the Victim Liaison Officer (VLO) Program has collected disaggregated data on sex, official languages spoken, age, racial identity, indigenous identity, disability, sexual orientation, and geography of Victim Liaison Officers, to ensure a diverse roster of VLOs was established. As of August 2023, the VLO program collects disaggregated data on age, sex, sexuality, gender identity, preferred official language, languages spoken, ethnicity, culture, geography, disability, rank, religion, occupation, and years of service, for both Victim Liaison Officers and victims requesting services. VLO applicants are selected for their ability to engage with victims in a trauma-informed manner, as well as to ensure the VLO roster is increasingly diverse. Victims are then empowered to choose a VLO they feel safe and comfortable interacting with. A review of the Interim VLO policy will be undertaken in 2024-25, including a GBA Plus, and the development of GBA Plus performance metrics, to measure the impact of the VLO program, informing policy and program delivery improvements.

Policy Monitoring and Evaluation: A GBA Plus lens is being applied throughout the policy development phase of implementing recommendations from external reviews related to sexual misconduct. The Sexual Misconduct Support and Resource Centre's GBA Plus Advisor provided guidance to inform the consultations on the policy changes related to the implementation of external recommendations with people with lived experience and survivors of Military Sexual Trauma (MST). The CPCC Intersectional Advisor provided input into the development of the revised policies. An engagement strategy was actioned, ensuring that survivors of MST, people with lived experience, scholars with subject-matter expertise in sexual misconduct and MST, culture teams, Defence Employment Equity Advisory Groups, L1s, and Defence Team members had an opportunity to provide input and recommendations into the policy development phase. As this program moves into policy monitoring and evaluation, this approach will continue to ensure the policy changes have the intended effect of creating a safe and healthy workplace.

Training and Education related to Professional Conduct: All new Training and Education (T&E) products developed by the Chief, Professional Conduct and Culture (CPCC) begin with consultation by the CPCC Intersectionality Advisor (IAd) as early as possible in the process to provide guidance that informs the final product to be made available to DND/CAF. In addition, when T&E products are developed with the aim to prevent sexual misconduct, CPCC actively seeks the expertise, advice and guidance of the SMSRC to be certain that a trauma-informed approach is taken to support affected persons' participation in a psychologically safe learning experience. In 2024-25, there is a plan to review the T&E material that has already been developed and is currently available for DND/CAF to ensure the latest changes reflect GBA Plus requirements. As the program moves forward with enhancing the development and the delivery of Training and Education products, as well as the monitoring and oversight of existing programs, the approach will continue to ensure that the learning materials and the facilitators/instructors' approach to the topics have the intended effect of creating a safe and healthy workplace environment.

Currently, T&E can gather data for the following products:

  1. Respect in the CAF workshop
  2. Inclusive Behaviour Workshop for executives
  3. Professional Development Library
  4. Professional conduct scenarios
  5. Professional conduct and culture T&E resources
  6. The Path online course
  7. Victim Liaison officer course
  8. GBA Plus Advanced course

In 2024-25, for 1, 2, 6, 7 and 8 (above), T&E will be able to gather data filtered by identity factors, including: military, civilian and/or gender.

Civilian Diversity and Inclusion: Sufficient data are collected to monitor and/or report program impacts by gender and diversity (GBA Plus). Self-ID data are collected through the Human Resources Management System (HRMS) both digitally and through an analogue (paper-based) process. These data are validated annually against Treasury Board Secretariat (TBS) data holdings. As the Department moves towards greater use of digitization for self-ID, a new self-ID module will allow for greater granularity and specificity in self-description for public service employees.

Sexual Misconduct Support and Resource Centre (SMSRC): SMSRC provides resources and support services to current and former CAF, current and former Public Service employees, Cadets, Junior Canadian Rangers, and family members of the wider Defence community. Services are currently available to those who are 16 years of age and older and are either directly affected by sexual misconduct or are supporting a loved one who is directly affected. To that end, the SMSRC collects data to enable it to monitor and report on program impacts by gender and diversity:

  • Demographic data from the third iteration, results available in 2023-24, of the Survey on Sexual Misconduct in the Canadian Armed Forces (SSMCAF) launched by Statistics Canada (StatCan) in 2022 will be used to further inform the development of SMSRC initiatives and service offerings;
  • Feedback from participants of the SMSRC's Community Consultations, including information regarding identity factors, are collected to ascertain the diversity of participants involved in the consultations and to implement strategies to increase diversity as needed;
  • The SMSRC's new Grant Program will also collect data from grant recipients regarding how their funded projects are addressing gaps and needs identified in their project proposals, including on gender and diversity; and
  • Efforts to improve the SMSRC's capacity to collect disaggregated data by amending its client-centered data base system(s) are underway, with implementation expected beyond 2024-25.

Director General Military Personnel Research and Analysis (DGMPRA): DGMPRA can collect sufficient data through survey administration to enable analysis of impacts by gender and diversity on select programs. DGMPRA continuously monitors and adjusts its surveys' demographic questions, survey frequency, and sampling approaches to ensure that we can collect sufficient data to best enable analysis of impacts by gender and diversity on select programs.

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Program 3.5 - Military Transition

The CAF Transition Group does collect sufficient data to enable it to monitor and report program impacts by gender and diversity. To support program, policy and initiative development, a thorough GBA Plus is conducted during the development, implementation and post-promulgation of each policy, program, and initiative to ensure that they are inclusive and tailored to meet the diverse needs of the people impacted. The GBA Plus document challenges assumptions to anticipate and mitigate any barriers in accessing the policy, program and initiative in question, and outlines the research/data conducted to date on the item as well as identifies future research needs, and how the policy will be monitored and evaluated post promulgation are outlined in the document. This is an evergreen document and is reviewed during subsequent reviews and updates of the policy, program and/or initiative. The Chief of Military Personnel's Gender Advisor is consulted throughout the development process of the GBA Plus document.

Program 3.6 - Military Member and Family Support

Canadian Forces Morale and Welfare Services (CFMWS): CFMWS does collect sufficient data by identifying factors including gender, language, and relationship status. Feedback received from the Community of Practice, user data from the Healthy Relationships Campaign, as well as GBA Plus on policies and programs for families shapes our future approaches/adjustments to services and information, specifically gender and diversity. For example, 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.

Recent research focused on family violence and family breakdown is disaggregated by gender, relationship status, connection to the military, command and location. Research results will be analyzed by these factors to inform future programming, with a view towards improving program offerings/service delivery to meet the needs of diverse military families and contribute to reconstitution.

Within CFMWS, Military Family Services (MFS) has developed a data strategy.

Directorate of Honours and Recognition (DH&R): DH&R has some capacity to report on gender and diversity impacts. This is a long standing and ongoing effort for the DH&R. In order for honours to be effective as tools of motivation, people have to see them as credible and achievable, which means they have to see themselves in them. Women recipients are tracked for all major honours. For some of the other groups (Indigenous members, ethnic minorities, 2SLGBTQI+), we cannot track current status and progress as these factors are not recorded within Guardian.

A lot of effort has been expended to try to make the recipients of honours more representative of the CAF demography and we have made good progress, especially with the Order of Military Merit. More work needs to be done, for Meritorious Service Decorations, for example. Canadian Forces Decorations Advisory Committee (CFDAC) keeps on pushing for more diverse nominations and we are starting to see the effect of this. Again this year, a record number of women were nominated to the Order of Military Merit with 31% when the target was 18%.

Program 3.7 - Military History and Heritage

There is limited capability to collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity, within Director History and Heritage (DHH). 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. 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, DHH is now subjecting any new badge requests (or requests for update) to GBA Plus. Each review will be documented and the results retained on 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 Defence Advisory Groups (DAGs) to solicit input, which was recorded and incorporated as appropriate. Going forward, as DHH's other publications are updated and revised, a GBA Plus lens will be applied. Any recommendations and consultations will be documented as part of the review process.

Program 3.8 - Military Law Services/Military Justice Superintendence

This program is not currently collecting sufficient data to enable it to monitor and/or report on program impacts by gender and diversity. The notable actions that are planned to develop and improve data collection and analysis tools is 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 dashboards 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 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.

The Office of the Judge Advocate General will also be requesting a civilian Intersectional Advisor position through the Business Plan. This will help the CAF determine who is most at risk, and who is most likely to perpetrate sexual misconduct and will assist senior leadership with creating new policies to eliminate sexual misconduct in the CAF. There is currently a lack of demographic information on victims of sexual misconduct, which hampers the ability of leadership to create such polices, which can be resolved by including members experienced in developing policies informed by a GBA Plus.

Program 3.9 - Ombudsman

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. The organization is currently in the early stages of developing goals and key performance indicators (KPIs). It has yet to determine specific details/timelines that will allow for tracking and/or monitoring of the organization's impact by gender and other intersections.

Program 3.10 - Cadets and Junior Canadian

Rangers Cadet and Junior Canadian Rangers (CJCR) Support Group 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 Group to monitor program impacts by gender and diversity, but it will also allow for evidence-based decision making. This will further ensure that the Program remains relevant for all young Canadians and help the CJCR Group 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 Group established on 1 May 2022 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 Group Diversity and Inclusion Advisory Groups have been stood up consisting of members at all levels and will mirror the Defense Advisory Groups established within the Defence Team. The Groups will provide advice and information to ensure CJCR Group is an inclusive organization that authentically leverages and celebrates diversity while maintaining a positive culture and will provide recommendations for positive change.

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

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Future Force Design

Program 4.1 - Joint Force Development

This program currently has limited capacity to collect sufficient data to enable the complete monitoring and/or reporting of program impacts by gender and diversity. The Defence Team Establishment Plan (DTEP), one of our main activities within program 4.1, has an ongoing consult with Directorate of Gender Equality and Intersectional Analysis (DGEIA) to conduct a more rigorous and formalized GBA Plus to support this critical decision-making product generated by the Chief of Force Development (CFD) for L1 consumption. CFD is committed to continue exploring additional sustainable options to develop the necessary level of data collection to carry on with the required coverage of GBA Plus for most supporting services and products offered.

Program 4.2 - Naval Force Development

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 Royal Canadian Navy (RCN) are tracked bi-annually by occupation and rank down to the L2 level which enables analyses 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. The future fleet has prioritized GBA Plus in the options analysis and design process with a view to ensuring that ships are an inclusive environment in which to live and work. The Canadian Surface Combatant (CSC) will be employing an outside agency which specializes in human factors integration to conduct GBA Plus of its design, collecting data on the needs of diverse personnel through formal interviews, tours of existing ship facilities as well as the application of scientific research. The RCN will continue to ensure that inclusivity is a mandatory requirement in the selection criteria of future ship designs. Engineering Changes to existing ships will be implemented to increase availability of inclusive toilet and washing facilities. Statements of Capability Deficiencies, Unsatisfactory Condition Reports, and Engineering Changes associated with gender and diversity will be collected to monitor the effectiveness of GBA Plus conducted during the design and procurement process.

Program 4.3 - Land Force Development

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

In 2024-25, 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.

Canadian Army Land Warfare Center (CALWC) will engage with the Defence Research and Development Canada (DRDC) researcher leading the DND analysis of GBA Plus and bring DRDC analysis into several work efforts – foresight and horizon scanning, as well as getting DRDC perspective input on our various concept, design and experimentation analysis.

Program 4.4 - Air and Space Force Development

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. In 2024-25, the RCAF Workforce Data Team will advocate for improved access to disaggregated data held by other DND/CAF organizations as a means of improving the quality and quantity of information that both staff and RCAF leadership has ready access to so that they can reach decisions informed by GBA Plus.

Program 4.5 - Special Operations Force Development

This program partially collects sufficient data to monitor and report program impacts by gender and diversity.

The full-scale assessment of program impacts by gender and diversity for Special Operations Forces (SOF) Future Forces Design requires resources that exceed the Command's current resources. Data collection for the Future Forces Design program will, together with other available data points, support decision-makers. The establishment of a dedicated human factors employee has enabled CANSOFCOM to appropriately examine the limitations of current capabilities and pursue future capability that accounts for factors related to gender and diverse body morphology of serving members. In pursuing the optimization of formalized information technology modules designed to track all future capability development, it is projected that in the 2024-25 reporting period, CANSOFCOM will be able to consolidate key intersectional considerations into a single report. Ongoing consultation with the broader intersectional subject matter experts' network by the CANSOFCOM GENAD and force developers through all phases of the Project Management process will ensure that GBA Plus requirements identified in the early phases of the project are considered throughout and delivered as part of the capability. The continued application of GBA Plus in our Force Development activities, coupled with the collection of intersectional data through the CANSOFCOM GFP network, will enable leaders to make better Force Development decisions in 2024-25.

Program 4.6 - Cyber and Joint Communication Information System Force Development

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. Employment and self-identification data from Human Resources – Civilian (HR-Civ) and Military Personnel Command (MILPERSCOM) has been requested to begin developing a monitoring and evaluation plan.

The Information Management Group continues to rely on the Defence Team Human Resources Management System (HRMS) 8.9 and Guardian for data. CIO Group has been participating in the development of an Enterprise Approach to GBA Plus Implementation led by CPCC. Through this initiative, monitoring and reporting on this program will be improved.

Program 4.7 - Intelligence Force Development

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. In 2023-24, CFINTCOM implemented a Strategic Human Resource Cell that is committed to creating a more diverse (gender, ethnic, cultural, educational, etc.) Intelligence workforce through a detailed and extensive Campaign Plan that will Evolve the Defence Intelligence Enterprise Workforce. CFINTCOM implemented a Governance event, CFINTCOM Culture Evolution Management Board, and in 2024-25 the Governance function will manage all Culture Evolution, including the GBA Plus Implementation Plan, and operationalization within the Command specifically regarding future workforce, force development and procurement projects. These efforts will enable the continued monitoring of all Force Development GBA Plus activities to build baseline data.

Program 4.8 - Science Technology and Innovation

This program does collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. The Innovation for Defence Excellence and Security (IDEaS) 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 (PRC-5).

  • Application Form (Competitive Projects/Innovation Networks): 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.

Therefore, in 2024-25, 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 2024-25. These data could be used to reveal the profile of participants in the program, and to track possible trends in the diversity of participants' overtime.

For the Continental Defence Science and Technology (S&T) Initiative and pursuant to the Treasury Board Directive on Employment Equity, Diversity and Inclusion, the CAF/DND will continue to report on employment equity statistics, with the view to aligning as closely as possible to government-wide targets for employment equity. To this end, the CAF/DND GBA Plus data collection and reporting plan will pull metrics from existing Program Inventory 3.4: Defence Team Management. There is not a plan to track GBA Plus data at the initiative level because employment equity statistics are tracked centrally through corporate services systems. GBA Plus tracking will include, but not be specific to, this science and technology investment.

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Procurement of Capabilities

Program 5.1 - Maritime Equipment Acquisition

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

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

Over the course of 2024-25, DND will continue to review processes to improve data collection and conduct follow-on review of the impact of GBA Plus-based decision making to equipment acquisition and materiel management and support activities. Ongoing review will support decision making for requirements and/or evaluation criteria of future Requests for Proposals to ensure equipment meets the needs of diverse members of the CAF.

DND will undertake the following activities to advance GBA Plus capacity and improve GBA Plus integration within this program:

  • GBA Plus Lessons Learned will be collected and documented through the Defence Lessons Learned System (DLLS).
  • A central repository of project management relevant GBA Plus tools, training, guides, templates, and examples of best practices will be created and shared through Project Management Seminar presentations.
  • Updates on GBA Plus assessments, including Lessons Learned, will be integrated into each equipment acquisition project's annual governance cycle.

Program 5.2 - Land Equipment Acquisition

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

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

Over the course of 2024-25, DND will continue to review processes to improve data collection and conduct follow-on review of the impact of GBA Plus-based decision making to equipment acquisition and materiel management and support activities. Ongoing review will support decision making for requirements and/or evaluation criteria of future Requests for Proposals to ensure equipment meets the needs of diverse members of the CAF.

DND will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

  • GBA Plus Lessons Learned will be collected and documented through the DLLS.
  • A central repository of project management relevant GBA Plus tools, training, guides, templates, and examples of best practices will be created and shared through Project Management Seminar presentations.
  • Updates on GBA Plus assessments, including Lessons Learned, will be integrated into each equipment acquisition project's annual governance cycle.

Program 5.3 - Aerospace Equipment Acquisition

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

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

Over the course of 2024-25, DND will continue to review processes to improve data collection and conduct follow-on review of the impact of GBA Plus-based decision making to equipment acquisition and materiel management and support activities. Ongoing review will support decision making for requirements and/or evaluation criteria of future Requests for Proposals to ensure equipment meets the needs of diverse members of the CAF.

DND will undertake the following activities to advance GBA Plus capacity, and improve GBA Plus integration within this program:

  • GBA Plus Lessons Learned will be collected and documented through the DLLS.
  • A central repository of project management relevant GBA Plus tools, training, guides, templates, and examples of best practices will be created and shared through Project Management Seminar presentations.
  • Updates on GBA Plus assessments, including Lessons Learned, will be integrated into each equipment acquisition project's annual governance cycle.

Program 5.4 - Defence Information Technology Systems Acquisition, Design, and Delivery

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. An environmental scan of data availability yielded inconclusive results. CIO Group continues to look for entry points for GBA Plus data collection, monitoring and evaluation.

CIO Group has been participating in the development of an Enterprise Approach to GBA Plus Implementation led CPCC. Through this initiative, monitoring and reporting on this program will be improved and sufficient as the majority of the activities associated with this program are to be completed by March 2025.

Program 5.5 - Defence Materiel Management

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

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

Over the course of 2024-25, DND will continue to review processes to improve data collection and conduct follow-on review of the impact of GBA Plus-based decision making to equipment acquisition and materiel management and support activities. Ongoing review will support decision making for requirements and/or evaluation criteria of future Requests for Proposals to ensure equipment meets the needs of diverse members of the CAF.

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Sustainable Bases, IT Systems, and Infrastructure

Program 6.4 - Defence Residential Housing Program

The Canadian Forces Housing Agency (CFHA) does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. To support the requirements of the varied needs of CAF members and their families, CFHA is committed to assessing how different groups of people may experience our policies, programs and projects. The GBA Plus consultant will identify existing KPIs, to measure CFHA's compliance with federal and departmental GBA Plus metrics.

Program 6.5 - Defence Information Systems, Services, and Program Management

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. An environmental scan of data availability yielded inconclusive results. CIO Group continues to look for entry points for GBA Plus data collection, monitoring and evaluation. CIO Group has been participating in the development of an Enterprise Approach to GBA Plus Implementation led by CPCC. Through this initiative, monitoring and reporting on this program will be improved.

Program 6.8 - Naval Bases

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 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. The modernization of bases and infrastructure will ensure that physical spaces are effectively designed to be accessible, safe and inclusive for all; ensuring persons of all gender expressions are comfortable in their work environment. Monitoring will be conducted through maintaining an open dialogue with coastal Defence Advisory Groups to identify solutions to issues.

Program 6.9 - Land Bases

This program collects sufficient data to enable it to monitor and/or report program impacts by gender and diversity. For 2024-25, the Canadian Army will incorporate considerations of physical/mental disabilities, religious and spiritual accommodation, gender and other aspects of diversity and inclusion as part of the analysis of the provision of transportation, accommodations, and personnel and human resources support on land bases. Quantitative metrics will be established where feasible to offer data-enabled monitoring and guide subsequent change efforts.

Program 6.10 - Air and Space Wings

This program does not yet collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. In 2024-25, the RCAF Professional Conduct and Culture Team will support 2 CAD in developing a training curriculum pathway as part of the GBA Plus Implementation Plan. The RCAF Workforce Data Analysis Team will continue to collect and analyze available disaggregated data and make this information available to GBA Plus analysts across the RCAF, particularly those who are working on personnel policy development. This includes working with other DND/CAF organizations such as the CAF Recruiting Group, DGMPRA, and the teams responsible for the Military Command Software, to better understand what RCAF-specific data are being collected and analyzed outside of the RCAF. Ongoing collection and trend analysis, just begun in 2023-24, will continue to enable RCAF to better measure and assess the differential impacts of policy and program implementation and updates.

Program 6.11 - Joint, Common and International Bases

There are limited programs and data to enable monitoring and/or reporting by gender and diversity. Initiatives are in the discussion stage to determine if there is a support capability which will provide insight into the Program's gender and diversity.

Program 6.12 - Military Police and Institutional Operations

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. The Program Outcome Indicator is currently limited to a single weighted number and does not distinguish any particular outcome related to GBA Plus. It is estimated that all victims of crimes need closure and resolution, and a distinction in clearance rate would not improve the service. The current indicator will not change, but there are improvements in our policies, and we must provide better data to Statistics Canada relating to population groups, victims and gender. The following highlight recent initiatives related to these improvements:

  1. Drafting of a Military Police Group Order related to interactions with Transgender and Non-Confirming Persons (2-351). Final reviews ongoing, and publication is planned before March 2024.
  2. Military Police training on the application of the Declaration of Victims' Rights. Implemented in the base training of all military police personnel since March 2023.
  3. The Military Police working toward complying with recommendation 35 of Judge Fish Independent Recommendation 3, by improving the fidelity of data collected on persons arrested or detained. This will include the collection and distribution to Statistics Canada of specific data compliant with the Uniform Crime Reporting Expectations of UCR 2.5. This effort will occur over the next 12 months while we adjust the military police record management system, provide training to all users, and disclose data through the Canadian Centre for Justice and Community Safety Statistics (CCJCSS).
  4. Military police members also participate in broader CAF initiatives, namely the Positive Space Ambassador Course.
  5. Military police detachments and military police units participate in local 2SLGBTQ+ activities (raising of the flag, participation in some parades and conferences).

Program 6.13 - Safety

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. Currently, the program is not able to provide results from a GBA Plus perspective; however, we will continue to work towards this with the intention of implementing these GBA Plus elements within the next three fiscal years. The Program is committed to working towards the implementation of a data collection plan which will enable the monitoring and reporting of safety incidents by gender.

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