Gender-based analysis plus Supplementary Information Table

Section 1: Institutional GBA Plus Capacity

The Defence Research and Development Canada (DRDC) GBA Plus analyst, with the support of the DRDC Diversity and Inclusion Committee, has developed GBA Plus action items within the broader employment equity, diversity, and inclusion (EEDI) action plan at DRDC. This activity will promote greater awareness and improved integration of GBA Plus across the organization, as well as the integration of GBA Plus into DRDC decision-making processes, programs and initiatives. These action items include building GBA Plus capacity and awareness across the organization by promoting information, training, and resources on GBA Plus; promoting and supporting greater awareness of how to apply GBA Plus and integrate the findings in different functional areas; and strengthening and supporting the network of GBA Plus practitioners across the organization This includes expanding and supporting DRDC’s network of Gender Focal Point’s(GFP’s) in their role as volunteer GBA Plus advisors for colleagues across the organization.

Within Royal Canadian Navy (RCN) Headquarters, the Employment Equity, Diversity, and Inclusion (EDI) portfolio, previously assigned to a full-time lieutenant commander (LCdr), was augmented by a full-time commander (Cdr), public service employee (AS-04), and part time Federal Student Work Experience Program (FSWEP) Indigenous student for the creation of a RCN Diversity and Inclusion Team. The team is accountable to the commander RCN (CRCN) for the strategic oversight and implementation of EDI programs and policies, in order to lead EDI initiatives which impact civilian and military members employed within the RCN and report on EDI activities on behalf of CRCN. One key aspect of the portfolio is the implementation and monitoring of GBA Plus within the RCN with the role of Gender Advisor (GENAD) held by the new full-time Cdr assigned to the portfolio. The intention is to implement a GBA Plus network down to the unit throughout 2022-23 combined with part- and full-time members in order to effect better implementation of GBA Plus down throughout the RCN.

The Royal Canadian Air Force (RCAF) made significant progress in 2021-22 to improve GBA Plus governance. Within RCAF Headquarters, staff were assembled to establish a permanent RCAF Professional Conduct and Culture Team (RCAF PCC Team). The team is accountable to the commander RCAF for the strategic oversight and implementation of programs and policies directed by the chief Professional Conduct and Culture, in order to synchronize RCAF initiatives in pursuit of cultural reform and organize and report on activities mandated by current legislation. Part of the portfolio managed by the RCAF PCC Team is to monitor RCAF implementation of GBA Plus within the RCAF. The role of RCAF GFP is held by the team lead. Additionally, within headquarters staff, a new RCAF Reserve position was established within the directorate responsible for strategic management of personnel, to ensure a GBA Plus is conducted for all future workforce issues. Progress was also made with the development of a GFP network within the RCAF via the creation of formation and wing PCC officers. These positions will act as a distributed network of the RCAF PCC Team and advance conduct and culture files, including GBA Plus objectives, by facilitating work at the local wing level. By late 2021-22, eighteen new RCAF Reserve positions were created for this purpose, one at each formation and wing. 

The Canadian Defence Academy (CDA) continued to establish its gender and intersectional structure by formalizing its GENAD and GFP network. In the last year, a system was developed which helped incorporate GFP input across CDA to mainstream GBA Plus into all programs, policies and plans. A full-time GENAD position reporting directly to commander CDA was established.

Universal accessibility and inclusive design will be leveraged in all of DND's workplace modernization efforts. These efforts will directly support broader Government of Canada objectives and ensure a more modern and effective workplace for everyone. In addition to supporting the rationalization, consolidation and modernization of the DND/CAF accommodation portfolio, the adoption of space standards will establish innovative activity-based work environments that accommodate diverse work styles, meet accessibility requirements, support flexible work strategies and incorporate modern technology. The new National Defence Headquarters (NDHQ) (Carling Campus) has been modernized and informed by GBA Plus findings, in order to meet accessibility needs of CAF and civilian members, as well as other inclusivity measures (to name a few, all bathrooms have been made universal and, elevators in each building have been brought up to the accessibility standard, universal change rooms have been built, wide hallways have been designed).

ADM (IM) continued to advance GBA Plus in all programs within all directorates by embedding it into every business plan and other spheres of business. All divisions continued to track and report progress and search for opportunities to ensure continued advancement. GBA Plus was considered in program assessments. To inform business resumption plans, analyses on project funding submissions, contributions to employment equity and diversity inclusion were factored into guidance on the return to workplace strategy and in the work related to the ADM’s role as the Defence Champion for Accessibility. ADM (IM) continued to develop GBA Plus training outreach and started work on a multi-year plan to embed GBA Plus within program areas to stabilize data collection.

The Information Management Group (IM Group) actively promoted the Women in STEM (Science, Technology, Engineering, and Math) program, which looks to celebrate and drive participation of women in the STEM fields of study and work, as women remain outnumbered by men in those fields. Finally, the IM Group assigned GBA Plus points of contact and, in an effort to become more inclusive, we created a Diversity, Equality and Inclusion Committee to highlight the ways in which it can further these goals.  

Canadian Special Operations Forces Command (CANSOFCOM) is contributing to the advancement of GBA Plus within the department through key actions:

• Continuing to provide gender-based analysis tools, training opportunities and knowledge to CANSOFCOM personnel by employing a full-time GENAD and through the GFP network;
• Supporting our partnership with national and international organizations as well as the Global Special Operations Forces (SOF) network to continue to advance NATO’s Women, Peace and Security agenda;
• Conducting a GBA Plus focused review of CANSOFCOM’s directives, policies and processes in order to assess if they adversely affect CANSOFCOM members; and 
• Collaborating with Directorate Gender Equality and Intersectional Analysis (DGEIA) to integrate gender perspectives into CANSOFCOM operations, governance, and processes.

Canadian Forces Intelligence Command (CFINTCOM) made positive steps forward in incorporating and advancing GBA Plus capacity and governance. The vast majority of effort was focused on training enhancements, human resource management and improvements in analytical supports. During the past fiscal year, CFINTCOM continued to provide guidance and direction concerning GBA Plus sustainable initiatives and established clear objectives and benchmarks to ensure the incorporation of completed activities and encouraged the development of new initiatives. During the past fiscal year, CFINTCOM and its directorates continued to remain dependent on the GBA Plus Subject Matter Experts (SMEs) within DGEIA

Canadian Joint Operations Command (CJOC) continues to contribute to the advancement of GBA Plus and the Women, Peace and Security Agenda:

• CJOC has increased its GENAD / GFP working group, led by the CJOC full time GENAD from 12 to 24 people. This has increased the awareness of GBA Plus into planning and operations in an effort to better understand the needs of the local population and the impact of operations. This working group provides GBA Plus tools, training opportunities and knowledge to CJOC personnel and those deploying on operations;
• CJOC has increased its international GENAD partnerships by supporting our national and international partners, such as US Indo-Pacific Command (USINDOPACOM) and the Nordic Centre for Gender in Military Operations (NCGM), to advance the UN’s and NATO’s Women, Peace and Security agenda; and
• Collaboration is ongoing with DGEIA to integrate gender perspectives into CJOC operations, governance and processes. This expands CJOC staff awareness of gender topics and ensures that planners have access to the latest ideas and academic publications.

Section 2: Gender and Diversity Impacts, by Program

Program 1.1: Operations in Canada

Target Population: All Canadians

Distribution of Benefits

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		X	-	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Other Key Program Impacts on Gender and Diversity: CJOC integrates GBA Plus in the Operational Planning Process and produces GBA Plus annexes in orders for all domestic operations. Special consideration was given to those operations impacting Canada’s First Nation and Indigenous Peoples, especially Op NANOOK, Op LASER, Op VECTOR and Op LENTUS. As a result of the GBA Plus conducted, Canadian Rangers were employed to provide support and act as sentinels on First Nations territories, providing accurate analysis of the situation in the community, and improve communication with the local population. CAF personnel deployed on operations have the required evidence-based information to ensure the needs of the target audience are taken into consideration in designing the tasks to be accomplished to achieve the mission objectives. 

GBA Plus Data Collection Plan: Although gender and diversity are integrated into individual operations and planning, this program currently does not have a data collection plan, as the operations are a result of requests for assistance and are being handled on short notice. Locations and exact requirements change from one operation to the next, preventing the development of meaningful indicators and data collection plans. 

Program 1.2: Operations in North America

Target Population: All individuals in North America. Although CJOC does conduct exercises with NORAD and USNORTHCOM, CJOC does not conduct Operations in North America other than domestic operations (Program 1.1), as the focus is on domestic operations.

Distribution of Benefits

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		X	-	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Other Key Program Impacts on Gender and Diversity: CJOC applies GBA Plus and integrates findings in the operational planning process and produces GBA Plus annexes in orders for all domestic operations. Special consideration was given to those operations impacting Canada’s First Nation and Indigenous Peoples, especially Op NANOOK, Op LASER, Op VECTOR and Op LENTUS. As a result of the GBA Plus, Canadian Rangers were employed to provide support and act as sentinels on First Nations territories, providing accurate analysis of the situation in the community, and improve communication with the local population. CAF personnel deployed on operations have the required evidence-based information to ensure the needs of the target audience are taken into consideration in designing the tasks to be accomplished to achieve the mission objectives. 

GBA Plus Data Collection Plan: Although gender and diversity are integrated into individual operations and planning, this program currently does not have a data collection plan as the operations are a result of requests for assistance and are being handled on short notice. Locations and exact requirements change from one operation to the next, preventing the development of meaningful indicators and data collection plans. 

Program 1.3: International Operations

Target Population: Host Country Population.

Distribution of Benefits

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		X	-	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Portion of Women deployed on international Operations	2 CAF women senior officers commanded UN missions during 2021/22, accounting for 50% of CAF senior officers in command of UN missions during that timeframe. 3 CAF women served MCDV Ship’s CO for Op CARIBBE 2 CAF women served as Task Force commander for Op UNIFER 1 CAF woman served as Task Force commander for Op PRESENCE (TPSO)	Canadian Forces Taskings, Plans and Operations (CFTPO) database CFTPO Database	The missions commanded by CAF women senior officers were Op SOPRANO (Sudan) and Op CROCODILE (DRC) Op CARIBBE is Canada's participation in U.S.-led enhanced counter-narcotics operations in the Caribbean Sea and the Eastern Pacific Ocean Op UNIFIER is Canada’s support to training of Ukrainian Armed Forces Op Presence (TPSO) is Canada’s support for creating Engagement Platoon courses for UN Peace Support Training Centers

Other Key Program Impacts on Gender and Diversity: GBA Plus is included in the Operational Planning Process, including GBA Plus annexes in orders for all operations.

All personnel on international operations complete the NATO advance distance learning courses. The use of GBA Plus in operations is not limited to the GENAD / GFP but instead, it is understood and incorporated by all deployed personnel. This allows CAF personnel to better integrate into the host communities and to increase awareness of the positive impact of integrating gender perspectives into operations with allies and partners.

CAF personnel delivered infantry training to an all-woman platoon in Jordan as part of the Canadian Training Assistance Team in that country. This allowed Jordanian military to better include women in its armed forces in occupations other than traditional military roles for Jordanian women, and to continue to meet the goals set out by the WPSAgenda.

CAF personnel aided in the development of engagement platoon course training plans and delivered train-the-trainer sessions for the Peace Support Training Centre in Rwanda and Uganda. This enabled Uganda and Rwanda to have effective engagement platoons for UN peacekeeping mission which facilitate military peacekeepers connecting with host-state populations and assess their gendered needs.

As part of Op IMPACT capacity building initiatives, CAF members attended gender integration seminars in Lebanon and Jordan, sharing Canadian experiences and best practices. This enabled other countries to improve their gender perspectives and integration into their armed forces. 

CJOC HQ has reviewed the requirements of positions on deployed operations, such as those identified as “must be combat arms” where the restriction is not necessary, so that there are fewer barriers for women to deploy on military operations, since the proportion of women in those occupations is very low. CJOC is also reviewing the screening process and criteria for the selection of personnel for deployment on operation to further eliminate barriers. CJOC is also expanding the selection pool to a wider audience, across the DND/CAF, making deployment on military operations available to a larger audience. 

GBA Plus Data Collection Plan: The current CJOC data collection plan is limited to the breakdown of CAF members deployed by men and women based on the data currently available in the Human Resources Management System. This data provides good information on trends and potential barriers. CJOC GENAD will increase the frequency of data collection to better identify trends and issues. In the next fiscal year, the CJOC Operational Analysis Section and J5 Plans Section will develop a data collection plan that is meaningful and can be analyzed in terms of the impact of the program by GBA Plus measures. 

Program 1.4: Global Engagement

Target Population: The Global Engagement Strategy, which is still in the process of being defined and remains un-approved, will target all Canadians, as it supports the broader values of Canadian society.

Distribution of Benefits: Given its intended broad international audience, the Global Engagement Strategy is yet to be approved. As a result, the distribution of benefits cannot be articulated.

Key Program Impacts on Gender and Diversity: Not available. The Strategy remains in the definition stage. As it nears approval, we will be able to determine and deliver metrics over the course of the next year. 

GBA Plus Data Collection Plan: The GBA Plus Data Collection Plan will continue to develop as the Strategy becomes defined. Currently, the data collection plan cannot be finalized as the development is not complete. As we approach greater clarity in 2023-24, we will define both the metrics and the data collection plan that will support the Strategy’s implementation.

Program 1.5: Cyber Operations

Target Population: Canadians, Government of Canada partners and allies

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program by gender. A contractor was hired to look closely at the GBA Plus findings to create and implement a GBA Plus data collection plan across ADM (IM), which will be implemented beginning in 2022/23.

Program 1.6: Command, Control and Sustainment of Operations

Target Population: CAF/DND personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Other Key Program Impacts on Gender and Diversity: Operation BOXTOP is the CJOC operation for sustainment of CFS Alert. Special consideration is given to the impact of flying operations on Canada’s northern communities and Indigenous peoples in the planning and conducting of Operation BOXTOP to ensure that flights had minimal impact on northern communities and the day-to-day lives of residents.

The Operational Support Hub (OSH) framework working group review of the OSH process included GBA Plus, which identified matters regarding relation with the communities and contracting practices, which requires close monitoring. This will increase support to women-owned business and ensure that contractors used by Canada provide gender equity in the employment of staff.

GBA Plus Data Collection Plan:  The current CJOC collection plan is limited to the breakdown of CAF deployed personnel and leadership by men and women. The impact of sustainment is very small and there is no meaningful quantitative measure of its impact on GBA Plus perspectives. This fiscal year, the CJOC Operational Analysis Section and Plans Section are developing a collection plan that can be analyzed for impact and is more meaningful.

Program 1.7: Special Operations

Target Population: All Canadians

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: CANSOFCOM initiated and released the GBA Plus review action plan on the Command directives, initiatives and policies. This action plan is intended to enhance the integration of gender perspectives into all of Command’s directives, initiatives and policies to better support the promotion of an inclusive culture. CANSOFCOM integrated GBA Plus early into the planning stage of all operations, in order to develop regional understanding of our areas of operation. The findings were, and continue to be, integrated into the conduct of operations and the delivery of training to partner forces. All CANSOFCOM operations employed a GFP to assist task forces in integrating gender perspectives throughout deployments. CANSOFCOM continued to leverage the GFP network by providing tools, training and lessons learned to CANSOFCOM personnel.

GBA Plus Data Collection Plan: CANSOFCOM is currently developing a module that will provide sex disaggregated data for all our deployed operations. The data set will enable us to increase our ability to integrate GBA Plus findings as well as goals of the WPS agenda into current and planned operations. This module should be ready by late 2022-23.

Core Responsibility 2: Ready Forces

Program 2.1 Strategic Command and Control

Target Population: DND/CAF members and local populations where military operations are conducted.

Distribution of Benefits: Since the target audience includes DND/CAP personnel and the area of operations is varied, it is not feasible nor useful to define the distribution of benefits.

Key Program Impacts on Gender and Diversity: GBA Plus has been conducted for the planning and conduct of all CAF operations. GBA Plus findings are considered in all estimates and Strategic Operation Planning Groups (SOPGs), and have been taken into account for all Chief of Defence Staff (CDS) / Deputy Minister (DM) Directives and CDS Task Orders. In particular, they were central to the CDS/DM Directive for Public Health Measures produced in 2021 and for the CDS/DM Initiating Directive for Professional Conduct and Culture issued on 30 April 2021. 

GBA Plus Data Collection Plan: SJS is responsible for the planning of operations and advises the Chief of Defence Staff and the Deputy Minister on the development of DND/CAF-wide directive and orders related to this program. The impact of this program is actually monitored and assessed by those commands and groups within DND/CAF charged with the program’s delivery. A system of after-action reports and lessons observed serves to inform similar planning processes for future operations and activities within this program. SJS does not maintain a data collection plan.

Program 2.2 Ready Naval Forces

Target Population: CAF personnel at sea and DND/CAF members in support of readying naval forces ashore

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The Royal Canadian Navy (RCN) initiated an “Integrated Messing” study with Director General Military Personnel Research and Analysis (DGMPRA), to be conducted in 2022. This study will identify the impacts of gendered sleeping and living accommodations within the RCN fleet and provide a feasibility study for moving towards integrated messing in current and future fleets. This may maximize the number of sailors onboard in support of force generation and increase training opportunities to crew force elements.

The RCN has drafted and conducted consultations on the RCN Employment Equity, Diversity, and Inclusion (EEDI) Action Plan. Intended to be implemented in 2022-23, the action plan tasks organizations within the RCN to increase targeted attraction and recruitment; instill awareness, inculcate education and training; validate policy, accommodations and personnel management; maximize self-identification and focus research; and empower voices. All Halifax and Esquimalt Defence Advisory Groups were consulted in order to ensure that diverse points of view and voices were incorporated into the RCN EEDI Action Plan.

Supplementary Information Sources: CAF Employment Equity (EE) Statistics (mil.ca)

GBA Plus Data Collection Plan: GBA Plus will be incorporated into RCN annual military occupation reviews (AMOR), where the data to be collected will help identify systemic barriers in RCN occupations. Additionally, the RCN will develop and implement a RCN military personnel data governance framework, which may provide desegregated data on the employment of military personnel that can be used to better conduct a fulsome GBA Plus. Promulgation and how this data will be required, collected and processed is still under review.

Program 2.3 Ready Land Forces

Target Population: Military members within the Canadian Army (CA).

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	-	X		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Proportion of women (from the Regular Force and Army Reserve) deployed on international missions from the Canadian Army during 2021-22	9.5%	Canadian Forces Task Plans and Operations	2020-21 result was 9.21%.
Proportion of Reserve Force women employment during Full-Time Summer Employment in 2021-22	15%	Various sources	This is a slight increase above a trend of 13% which has been consistent since data was first collected in 2018.
Number of DND/CAF personnel who completed Canadian Army Hateful Conduct Awareness Interim Training during the 2021-22	36,000	Various	Includes different categories of the Defence Team: Regular Force, Army Reserve and Public Service.
Number of DND/CAF personnel who completed Front-Line Workshop Uniform Sexual Trauma First Aid and Intervention training during the 2021-22	320	Military Individual Training and Education (MITE) system	15 serials of the training were conducted during 2021-22.

Other Key Program Impacts on Gender and Diversity:

Army instructors have improved their emotional intelligence, their understanding of the effects of power imbalance, and differences in lived realities by attending the CA’s Instructor Development Program. One serial of this new initiative has been delivered, aiming to ensure that every Canadian can feel welcomed and valued as they serve within the CA, whether they have just been recruited or have served for many years. The program is the result of the Canadian Army’s Individual Training Authority review of its training methodology and how it prepares its instructors to educate, instruct and train the CA’s soldiers, with a view to creating conditions for inclusion and respect.

In general, Individual Training and Education in the Canadian Army has been changed in the following ways:

•  Military personnel working at the tactical level use GBA Plus / gender perspectives as an essential and integrated aspect of the planning process. These perspectives are reinforced through simulated exercises;
• Personnel requiring the flexibility to move between delivery methods (residential vs. distance learning) of some courses are receiving improved support as course prerequisites are adjusted to be more inclusive; and
• Qualification standards are being updated to be void of gendered language.

CA personnel enabled peacekeeping units in United Nation missions to better understand the human dimension of their operating environments through engagement with a more diverse range of community members. In 2021-22, the Canadian Army’s Peace Support and Training Center (PSTC) was involved in the force generation of a task force which led United Nations Engagement Platoon (UNEP) training development, delivered a proof-of-concept course in Rwanda and provided training validation support to Op PRESENCE in Entebbe, Uganda. The task force, like the UNEP themselves, was generated with gender parity in mind and consisted of at least 50% women. This is an example of the PSTC’s overall efforts to integrate GBA Plus and gender perspectives in the content of many of their courses, such as Civil-Military Cooperation (CIMIC), Psychological Operations (PSYOPS) and Information Operations (Info Ops). These courses also include gender and vulnerable sector-related issues in their scenarios during practical portions of the training.

The Canadian Army talent management process was adapted to incorporate GBA Plus findings to ensure a bias-free environment during selection. The talent management process was designed to generate pools of talent for the selection of personnel for key, senior and command appointments in the CA and the CAF. The bias-free selection process is guided by succession planning directives and materials promoting diversity and inclusion. Furthermore, we capture relevant data requirements to support the GBA Plus findings in order to ensure talent management continues to modernize the succession process in support of sustainable change.

During 2021-22, CA personnel delivered infantry training to an all-woman platoon in Jordan as part of the Canadian Training Assistance Team in that country. The CA force generated two Female Engagement Teams for international deployments. These teams were employed by Canadian Joint Operations Command (CJOC) within DND and the CAF.

Specific to support to Professional Conduct and Culture Change (CPCC), the Canadian Army has led a number of initiatives, namely:

• Members provided their views or shared the voices of others to advise leaders on challenges and solutions, through the establishment and/or reinforcement of advisory groups. Specific examples include Defence Women’s Advisory Organization within 4^th Canadian Division, and the Royal Canadian Electrical Mechanical Engineer Corps Culture Change Advisory Organization;
• Improved the ability of CA personnel to provide victim-centred responses to personnel who experience or witness inappropriate behaviour. As many as 320 personnel across the CA attended 15 serials of the Front-Line Workshop – Uniform Sexual Trauma First Aid and Intervention training; 
• Command teams at higher levels have a more uniform understanding of professional conduct and culture change in the CA. The introduction of the Formation Command Team course provided a venue for discussion of these two key themes, among other course content;
• CA leader selection is more oriented to choose personnel who espouse expected behaviours, ethics and leadership traits. As part of the Canadian Army succession selection process for unit- and formation-level command teams, the Canadian Army continues to optimize the measurement of inclusive behaviours. These efforts will continued to be developed;
• Members of the One Army Team now have access to a wider variety of support materials. Support materials developed at local levels are being considered for wider adoption. An example is the Soldier Information Handbook developed in 3^rd Canadian Division in response to feedback from women soldiers in the Primary Reserves.

GBA Plus Data Collection Plan: The CA continues to refine GBA Plus performance measurement as experience and best practices contribute to the body of knowledge regarding the topic. If certain indicators are found to have significant value over time, efforts will be taken to formalize them.  In the meantime, it is likely that the indicators provided in the Key Program Impacts table above will form the basis of data collection in 2022-23.

Program 2.4 Ready Air and Space Forces

Target Population: DND/CAF RCAF personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Advanced Distributed Combat Training System (ADCTS) Project – A GBA Plus was conducted in support of the requirement to procure training services for CF-188 pilots using the ADCTS system. This included consulting with senior representatives from both DGEIA and the RCAF’s Chief of Air Force Staff with respect to any ongoing efforts at identifying and addressing systemic barriers that diverse communities face when accessing required training. The Commanding Officer for 410 Tactical Fighter Operational Training Squadron (410 Sqn) was also consulted on pilot training specifically as it relates to the CF-188. As most contracted aircrew training will eventually fall under the Future Aircrew Training (FAcT) Project, their work was proactively assessed to ensure GBA Plus findings were considered. Finally, the analysis also referenced the Treasury Board Secretariat’s “Building a Diverse and Inclusive Public Service: Final Report of the Joint Union/Management Task Force on Diversity and Inclusion.”

Flexible working hours and location – Several of our members are primary caregivers for either dependent children or other close family relations. As such, they frequently require adjusted work-day schedules, or the flexibility to work from home from time to time or on a more regular basis. Our flight commanders have been directed to consider those individual requirements on a case-by-case basis and to put into place practical arrangements that can meet the member’s needs while still achieving the RCAF’s mission, in accordance with relevant regulations and collective bargaining unit rules as appropriate. As one of the few bright sides of our COVID-19 experience, by issuing laptops we have found that such accommodation is normally well within our capacity, and we have seen no associated drop in output.

Flexibility in succession planning – Efforts were made to ensure that personal fertility decisions on the part of a member, specifically women and gender non-conforming persons, to become pregnant did not hinder them from being succession-planned into a command position. A GBA Plus was conducted on the succession plan for these members. The findings were applied, resulting in members not being negatively impacted by their decision to become pregnant.

GBA Plus Data Collection Plan: In 2022-23 RCAF-wide PCC Team will undergo formalized GBA Plus training in order to gain necessary abilities 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 analysis training in 2022-23 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.

Program 2.5 Ready Special Operations Forces

Target Population: All CANSOFCOM members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: CANSOFCOM conducts GBA Plus against all procurement and contracting activities by using anthropometric survey data. All genders are considered for all purchases, as well as diverse users involved in all trials.

GBA Plus Data Collection Plan: CANSOFCOM is collecting input from end-users when purchasing clothing and protection equipment to ensure the right fit for all personnel. CANSOFCOM will be refining the data collection methodology to include a satisfaction data set by late 2022-23.   

Program 2.6 Ready Cyber and Joint Communication Information Systems (CIS) Forces

Target Population: Canadians, Government of Canada partners and allies.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program by gender. A contractor was hired to look closely at GBA Plus to create and implement a GBA Plus data collection plan across ADM (IM), which will be implemented beginning in 2022-23.

Program 2.7 Ready Intelligence Forces

Target Population: DND/CAF members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

In an effort to modernize recruitment of civilian intelligence analysts, CFINTCOM reviewed hiring process for the Defence Intelligence Officer Recruitment Program (DIORP) to increase the diversity of candidates. The intent was to encourage applications from visible minorities and women, as well as diversify the backgrounds (education and experience) of candidates.

In line with commander CFINTCOM guidance, the Draft Intelligence Personnel Management Board (IPMB) terms of reference defined the composition for IPMB participants to ensure the board included representation of both genders. All board members were to complete Bias Awareness Training prior to joining the board. The IPMB is the main succession management forum within the Intelligence Personnel Management construct.

A Hateful Conduct training package was developed, in line with CAF policies and instructions, and delivered Command-wide as an info brief during a CFINTCOM town hall (spring 2021). This was followed by a facilitator-guided discussion. The brief was sent to 300 CFINTCOM personnel, who were in attendance at the town hall, while the facilitator-guided discussion included 80 participants.

A GBA Plus was conducted as part of the review of the Strategic Intelligence Analyst Qualification (SDIAQ) with the goal of improving courseware and content. A module on GBA Plus in intelligence analysis was incorporated into the SDIAQ Strategic Writing Course, which was completed for the first time in 2021-22.

A Diversity and Inclusion Advisory Committee (DIAC) has been created as CFINTCOM's advisory body to the Commander, through which the Command's Diversity and Inclusion (D&I) efforts and initiatives, including intersectionality (where different factors such as age, race, gender, sex, religion, etc. intersect), are directed and sustained.

GBA Plus Data Collection Plan: Measured over 2022-23, a program will be created to screen public service manager candidates and their ability to apply GBA Plus during the hiring selection process. The goal will be to identify candidates who already possess a GBA Plus aptitude while equally understanding the shortfall in knowledge and training, which will better align and focus resources. Statistics on training hour requirements will be sought. Additionally, the development of the Senior Analyst Intelligence Training Program is to begin in 2022-23; it will incorporate a GBA Plus tool. Student throughput will be collected over 2022-23 to demonstrate distribution of knowledge. Lastly, CFINTCOM will seek to offer Hateful Conduct Training to approximately 200 personnel within CFINTCOM, with a view to continuing the momentum of this training from this past year while also capturing new members of the CFINTCOM HQ team. The number of successful completions will be collected.

Program 2.8 Ready Joint and Combined Forces

Target Population: CAF personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available

GBA Plus Data Collection Plan: A specific data collection plan has not been developed for this population, as there are no specific intersectionality perspectives for this group until deployed. Data on standard GBA Plus and NATO Advance Delivery Learning (ADL) courses for all CAF personnel is collected by the force generators.

CJOC is responsible for establishing readiness standards for military operations. The Force Generation of CAF personnel is conducted by other commands or groups within DND/CAF that are monitoring and assessing the impact of this program.  A system of after-action reports and lessons observed serves to review the readiness standards as needed. CJOC does not maintain a data collection plan.

Program 2.9 Ready Health, Military Police and Support Forces

Target Population: All CAF members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity

Statistics	Observed Results	Data Source	Comment
Chaplains recruited by spiritual/faith tradition (S/FT); biological sex and visible minority/Black; Indigenous; and People of Colour (BIPOC) status	The Royal Canadian Chaplain Services (RCChS) recruited 10 new Chaplains into the Regular Force in 2021-22 (seven from Subsidized Education Entry Level Masters (SEELM) and three from the Regular Force). For SEELM: S/FT: six Christian and one non-Christian: Sex: two females and five males; and Visible minorities/BIPOC: two individuals. For the Regular Force: S/FT: three Christians; Sex: three males; and Visible minorities/BIPOC: two individuals. The Primary Reserve (P Res) recruited 13 Chaplains in 2021-22 (S/FT: 13 Christian; and sex: 1 female and 12 male). Data on visible minority/BIPOC status was not available.	Director Chaplain Services Recruitment Stats	In accordance with the direction of the Chaplain General (Chap Gen), the RCChS focused recruitment and attraction efforts on women, spiritual leaders coming from growing but minority faith traditions, and on people from spiritual communities not recognized as religious but spiritual.

GBA Plus Data Collection Plan: In 2021, the position of Director Women and Diversity Health was established and Canadian Forces Health Services (CFHS) established a GFP. These positions will support improved data collection and analysis tools and help to assess impacts on gender and diversity in the future.

Program 2.10 Equipment Support

Target Population: All members of the Department of National Defence

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The DND/CAF continued to use GBA Plus to support the diagnosis of potential deficiencies and to improve the design of equipment and services procured for CAF members. Conducting GBA Plus helped the DND/CAF procure equipment and services that take users’ diverse needs into account.

Examples of these types of initiatives include the following:

• Continuous with the Defence Advisory Groups (DAG’s) continued to inform Soldier Systems Program activities. The department hosted a Diversity and Inclusion Outlook Day event that saw over 120 participants from across the CAF connect with industry on the importance of understanding and applying GBA Plus in clothing and equipment design. Additionally, several focus groups were conducted across the CAF to solicit feedback and information from women and gender diverse population which ensured that GBA Plus findings informed and will continue to inform procurement activities;
• Previously, there were two clothing catalogues for the non-operational clothing online program—one for men and one for women, to which access was limited to members of these two gender groups. In 2021-22, to remove the gender barrier, these catalogues were opened to every member, allowing them not only access to, but the ability to order from, their catalogue of choice; and
• The Munitions Supply Program (MSP), through DND, is working with companies to enhance the social economic outcomes for communities and promote gender diversity, as well as other intersectionality factors, within these companies. The gender breakdown for employees of MSP companies in 2020 was 70% men and 30% women, as compared to 80% men and 20% women reported in 2019. DND continues to strive for equality and partners with like-minded organization. Further, the MSP strategic source agreements now require the collection and monitoring of performance metrics in the areas of gender representation and diversity, and employment of women in STEM. Progress continues to be made on the GBA Plus front.

GBA Plus Data Collection Plan: Over the course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus findings and related program activities to impacts on gender and other intersectionality factors.

Program 2.11 Canadian Forces Liaison Council and Employer Support

Target Population: There are two target populations: primarily, members of the DND/CAF – reservists as well as DND employees who are also reservists, and then civilian employers who employ reservists. Employers of reservists are external to the CAF and the impact on gender and diversity is not measured. Therefore, the distribution of benefits is defined and limited to members of the Reserve.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Gender Representation	Gender breakdown – target reservist population:   17.1 % women / 82.9 % men	Guardian DHRD CAF Employment Equity statistics	The population of women that could potentially benefit from the program in the Reservists was approximately 5,100.

Other Key Program Impacts on Gender and Diversity: The Employer Support (ES) programs aim to enhance the availability of members of the Reserve for military duties by obtaining the support and cooperation of employers and educators in Canada. Reservist members are encouraged to use the tools and resources provided by ES and their chain of command to try and resolve any conflicts that may arise between their civilian careers/studies and their military training and service. When conflict cannot be resolved, reservists can request support from the ES Network.

Reserve Assistance Program (RAP): The unit ES representatives and ES liaison officers deliver this program by communicating with employers or educators to demonstrate the validity and necessity of the request for time off; by providing information on the Compensation for Employers of Reservists Program and on military leave policies and labour laws surrounding time off for military duty; and by providing in-person support such as mediation. In 2021-22, of the 33 requests for assistance, 27 were from men and 6 were from women reservists.

Compensation for Employers of Reservists Program (CERP): CERP provides financial support to civilian employers and self-employed reservists to help offset operational costs that their businesses may incur when a reservist employee is deployed away from work on a named international or domestic operation for a minimum of 30 days. In 2021-22, of the 22 approved applications, 19 were associated with men and 3 were associated with women reservist employees.

GBA Plus Data Collection Plan: Currently, there is no self-identification form on gender and intersectionality to complete in order to apply or request support for this program. 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, which will help to assess the impact on those target groups.

Core Responsibility 3: Defence Team

Program 3.1 Recruitment

Target Population: All Canadians (between 16-57 years of age), specifically women

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity

Statistics	Observed Results	Data Source	Comment
Number of members recruited by declared gender, for the Regular Force	688 women were enrolled, making up 14.4% of total recruitments, compared with 4,090 men recruits, or 85.6%.	Canadian Forces Recruiting Information Management System (CFRIMS)	The 688 women enrolments in 2021-22 was an increase from the previous year. As a percentage, however, this number is lower as a result of an overall increase in the number of enrolments.
Number of Regular Force members recruited as recognized visible minorities	813 racialized peoples and members of other marginalized groups were enrolled, or 17% of total recruitment. Women made up 17% of visible minority recruitment.	CFRIMS	-
Number of Regular Force Indigenous recruits enrolled	213 Indigenous persons were recruited, or 4.46% of total recruitment. Women made up 10.3% of all Indigenous recruitment.	CFRIMS	-
Number of Regular Force members recruited by First Official Language (OL)	3,709 Anglophones and 1,069 Francophone were recruited, or 77.6% and 22.4%, respectively.	CFRIMS	-
Average age of Regular Force recruits enrolled	The average age of women recruits to the Regular Force was 26; and for men, it was 24 years.	CFRIMS	For women, the median recruit age was 24, the minimum was 17, and the maximum was 53 years. In contrast but similarly for men, the median recruit age was 22, the minimum was 17, and the maximum was 56 years.
Most popular Regular Force occupation choices for women enrollees	The following accounted for 31.5% of women enrolments: Human Resources Administrator (HRA) – 58; Medical Technician – 36; Material Management Technician (MMT) – 57; Financial Services Administrator (FSA) – 31 Logistics Officer (Log O) – 35	CFRIMS	-

Other Key Program Impacts on Gender and Diversity: The recruitment and retention of underrepresented demographic groups was conducted in accordance with Canada’s Employment Equity Act (1995), Canada’s Defence Policy, Strong, Secure, Engaged (SSE) (2017), and in alignment with Canada’s National Action Plan (NAP) on Women, Peace and Security (WPS) (2017-2022). While the COVID-19 pandemic imposed barriers to recruiting, particularly in-person attraction initiatives, throughout 2021-22, the Canadian Forces Recruiting Group (CFRG) made progress. Synchronized efforts focused on employment equity (EE) goals for women continued through strategic-level advertising campaigns, reflected at the operational level on the “Women in the CAF” page on the forces.gc.ca website and at the tactical level through virtual information sessions for women recruits.

GBA Plus Data Collection Plan: CFRG utilizes a self-identification form as the standardized data collection method for gender (man/woman) and diversity as part of the CAF enrolment process. There are no notable actions presently underway to update this method, as it meets current direction and requirements. Based on direction from the Commander of the Military Personnel Command (MPC), CFRG does not have applicants self-identify in terms of sexual orientation or gender/non-binary as part of the fifth EE group for the CAF. Currently, there are no notable actions that will be undertaken to develop and improve data collection and analysis tools for a program measure, to assess the impacts of the program on sexual orientation and gender/non-binary data collection, since applicants are not asked to self-identify based on these factors, as part of the fifth EE group for the CAF.

Program 3.2 Individual Training and Professional Military Educations

Target Population: DND/CAF personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The Canadian Defence Academy (CDA), via its GENAD and GFP Network, further supported the institutionalization of GBA Plus as part of business planning, programs and policies, and the development and validation of CAF-common professional development training and education.

CDA developed new capstone Profession of Arms doctrine, focused on integrating and expanding the CAF Ethos, the CAF and DND Code of Values and Ethics, and leadership responsibilities for stewardship of the renewed ethos. Subjected to a multi-year internal development process, with intersectional analysis (GBA Plus) considered throughout, as well as rigorous external reviews, Trusted to Serve reframes the ethical principles, military values and professional expectations that define professionalism. It balances conduct and performance, with special attention paid to the incorporation of character as a requirement of equal importance to professional competence. Trusted to Serve was released digitally on 9 June 2022. 

CDA established a new section focused on adult future learning, an important catalyst to enable culture change within CAF leader development across systems, networks and people, and with a wider lens on intersectional analysis and GBA Plus. Learning innovation projects, community of practice partnerships, iconography change studies in CDA education colleges/centres, and development of a micro-credential opportunity framework all advanced in 2021-22. The Military Dilemmas Application was designed to support work on the CAF Ethos and entered a testing phase. Enhancements informed by GBA Plus were implemented on CDA-managed professional self-development knowledge and networking online portals on a number of curated culture change topics: notably, misinformation and disinformation, hateful conduct, and anti-racism.

GBA Plus was used to ensure intersectionality was considered in the analysis, design, development, conduct and validation of applicable CAF-common professional development (PD). This included looking beyond specific programs to take into account the span of an Officer’s or non-commissioned member’s (NCM) Developmental Period (DP), and the supporting pillars within (education, training, job experience and self-development). Specifically, the Officer/NCM Qualification Standard (QS) review boards for CAF-common professional development (in DP2, which focuses on training and job experience oriented to occupation and environmental requirements) were supported with GENAD advice. The Path to Dignity and Respect will be a mandatory training gateway to granting all DP2 leader qualifications in 2022.

The Dallaire Centre of Excellence for Peace and Security drafted a CAF joint doctrine note (JDN) on the Vancouver Principles, informed by a GBA Plus of both the doctrine note itself and the process by which the doctrine was developed. The robust application of GBA Plus to the JDN will have CAF-wide effects, as it contains clear guidance for GBA Plus considerations in all related military tasks. The JDN annex, which describes how GBA Plus was applied from the outset of the process to influence the doctrine is both unique and rare in this context, and therefore also offers a potential example from which future efforts can draw. It has been shared with the United Nations (UN) at its request to assist on related efforts.

The Dallaire Centre of Excellence for Peace and Security finalized the exportable WPS Curriculum Framework Mainstreaming Gender Perspectives in Operations for the Chief of Defence Staff (CDS) in support of the CDS’s role as Chair of the WPS Agenda Chiefs of Defence Staff (CHOD) Network. This Curriculum Framework will help mitigate an identified gap in gender perspectives training and education opportunities for junior officers and NCMs, thus increasing awareness and capacity to include gender perspectives in military operational planning and missions.

The Canadian Forces College (CFC) established a culture change governance process. It is in the final stages of developing a culture change roadmap. The CFC has commenced a two-year program to integrate GBA Plus and equity, diversity, inclusion and Indigeneity (EDII) initiatives across all programs; has integrated emotional intelligence coaching across both the National Security Program (NSP) and the Joint Command and Staff Program (JCSP) (aiming to increase empathy and self-awareness across future leaders); and has sought to increase diversity across the CFC guest lecture program. Culture change advances to date are modest, but there is potential for this program to accelerate now that culture change expertise has been hired to assist with these initiatives.

The Royal Military College (RMC) and the Royal Military College Saint-Jean (RMC-SJ) have continued to expand their training and events to increase awareness and understanding of intersectionality and identity issues, including the experiences of women, Indigenous Peoples, and other racialized and marginalized peoples in defence, aimed at producing Junior Officers capable of leading in a diverse and inclusive environment.

GBA Plus Data Collection Plan: Since 2016-17 (CANFORGEN 154/16 Addition of Gender Based Analysis Plus (GBA Plus) Training to CAF Common PD Programs, 24 August 2016), all CAF Officers and NCMs with leadership responsibilities have been mandated to complete the Introduction to GBA Plus course delivered by the Department of Women and Gender Equality Canada (WAGE). CDA is continuing to work with Chief Military Personnel (CMP) to gain access to partially disaggregated data on this course for civilian statistics specifically.

CFC and RMC continue to refine mechanisms to collect disaggregated data through voluntary entry and exit surveys. These surveys are being used to better understand the lived experiences with curricula and the learning environment across diverse student populations. The surveys collect gender and diversity disaggregated data through statistical identity questions, as well as qualitative experiential questions.

Program 3.3 Total Health Care

Target Population: All eligible CAF members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Data collection and analysis tools as program measures related to gender and diversity considerations have been considered for program management, but are in the early stages of development. Associated activities include the establishment of the position of Director Women and Diversity Health and two GFP’s within Canadian Forces Health Services (CFHS). The intent is for these individuals to develop a data collection plan in the next year, which remains contingent on adequate funding, staffing and resourcing through the Women and Diversity Health Program. The Directorate of Health Services Quality and Performance initiated a review of Transgender Care, and an analysis of the appropriate use of sex and gender in the electronic health record was commenced..

GBA Plus Data Collection Plan: With the establishment of the Women and Diversity Core Team, further GBA Plus data collection and analysis will be optimized, in conjunction with an enhanced Electronic Health Record Platform, to inform health program planning for marginalized groups. The only data and analytics tools (i.e. Canadian Forces Health Services Information System, Guardian and Statistics Canada) lack full analytics capabilities but were utilized to provide data to inform program planning and policy development.

Program 3.4 Defence Team Management

Target Population: DND/CAF personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity

Statistics	Observed Results	Data Source	Comment
Number of executive briefs that included GBA Plus considerations	27	Directorate Military Personnel Policy Integration (DMPPI) internal collection	-
Number of policy analysts who completed the Policy Toolbox Course that included GBA Plus training	27	DMPPI internal collection	-

GBA Plus Data Collection Plan: The Military Personnel Command (MPC) governance structures within Director General Military Personnel Strategy (DGMP Strat) include the Canadian Forces Personnel Management Council (CPMC), the Military Personnel Strategy and Policy Committee (MPSPC) and the CHARGE! Working Group Committee, which cover MPC functional areas and offer a transparent process that promotes proper integration and synchronization, while minimizing organizational friction throughout the analysis, development, production and maintenance phases in the continuum of the policy development process. These Committees promote the continued and consistent integration of GBA Plus, at all phases of the policy development process.

DMPPI has sought to integrate GBA Plus into its resources and supportive frameworks, including the Policy Playbook and Military Personnel Command Orders (MPCOs), respectively. DMPPI offered two iterations of a policy toolbox course to help analysts understand, incorporate and apply GBA Plus to their work, as well as executive briefs to managers. DMPPI also requires a documented GBA Plus for all policy drafts seeking CHARGE! Committee endorsement.

DGMP Strat and DMPPI leverage data from Director General Military Personnel Research and Analysis (DGMPRA) data collection to support the policy development process. There are currently no plans to develop or improve other data collection and analysis tools specific to a program measure to assess the impact of the program on gender and diversity in the future, as current data is deemed sufficient for the requirements of this program.

Program 3.5 Military Transition

Target Population: CAF members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The Military Transition Program (TP) sought to support force generation and retention efforts by ensuring members explore all retention options, prior to initiating the release process.

The personalized transition consultation and planning process provided members with an opportunity to discuss gender and identity-based experiences that have impacted their careers and their decision to transition to civilian life, including sexual misconduct and gender-based violence, harassment, discrimination, and experience with the grievance process. The opportunity to share such experiences during the transition process in turn provided a possible avenue for members to seek support or redress, if that was their choice, as well as presented opportunities to inform institutional change in the CAF through lessons learned.

This program acknowledged that men, women and gender-diverse people may experience transition differently and as a result, the need to carefully monitor outcomes to ensure equitable and inclusive access to appropriate resources and supports that contribute to a successful transition. As recruitment strategies aim to change the demographic makeup of the CAF, the CAF Transition Group (CAF TG) remains vigilant to ensure that transition is personalized, professional and standardized, to maximize positive outcomes for all uniformed members releasing from the CAF to civilian life.

As noted under Program 3.2, the CAF TG, Canadian Defence Academy (CDA), and Chief Military Personnel (CMP) Gender Advisors (GENADs) organized a professional development (PD) session on GBA Plus in early 2022.

GBA Plus Data Collection Plan: In late 2021-22, all new policies and initiatives within the Military Transition Program were subject to a GBA Plus, with the support of CAF TG’s GFP and GENAD. Meanwhile, CAF TG established the secondary duty position of GENAD in 2021.

Performance evaluation through a GBA Plus is being prioritized for all policies, programs and services, and is being implemented on an ongoing basis to the greatest extent possible in line with departmental capabilities vis-à-vis the collection of required data.

In the past year, the Military Transition Program worked with Defence Scientists to develop and launch the Transition Support and Wellbeing Survey, which tracks members’ experiences and feedback from their engagement with the program. The study allows members to self-identify for gender and diversity in order to cross-reference program outcomes across different segments of the population. A usable initial dataset is expected to be available in 2022-23.

 

Program 3.6 Military Member and Family Support

Target Population: DND/CAF personnel and families

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity

Statistics	Observed Results	Data Source	Comment
The number of Chaplain interventions (support to those affected by suicide / suicidal ideation)	590	The Royal Canadian Chaplain Services (RCChS) Annual Report 2021	A disproportionate number of interventions came from composite reports from military personnel generation (MPG) (44.8%).
Support to 2SLGBTQIA+  members	257	RCChS Annual Report 2021	-
Support to those experiencing or who have experienced sexual misconduct	395	RCChS Annual Report 2021	-
Support to those who have experienced domestic violence	291	RCChS Annual Report 2021	-
After hours call/emergency contact	5,359	RCChS Annual Report 2021	-

Other Key Program Impacts on Gender and Diversity: On average across all programs, Canadian Forces Morale and Welfare Services (CFMWS) sought to serve a balanced distribution of clients across gender, income and age groups. However, specific programs, such as the Spousal Employment Program, targeted more women than men, just as children and youth programming targeted a younger population.

Chaplain services are offered indiscriminately to all DND employees and CAF members and their families. The primary goal of the RCChS is to support the spiritual and holistic health of all CAF members and their families. This is accomplished through direct pastoral care, referrals to other helping agencies, chaplain mental health counselling, non-violent after hour’s crisis intervention, teaching/consciousness raising, and advocacy/advice to the Chain of Command (CoC).

In 2021-22, the RCChS trained 2,556 SENTINELs (a peer support network designed to detect and prevent distress among military members provide them with support. There is no statistical breakdown of those trained by gender, sex, age, official language, members of marginalized groups or Employment Equity (EE) group.

GBA Plus Data Collection Plan: The RCChS is currently developing a data collection tool that will permit real time data input related to Chaplain counselling, advisement, SENTINEL training, Chaplain-led training, religious services and Chaplain interventions, broken down by type of intervention. This will replace the RCChS Annual Report.

In 2022-23, CFMWS will continue to actively explore data collection options on program users, with the aim of improving client experiences.

Program 3.7 Military History and Heritage

Target Population: Canadian public, the DND/CAF

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity

Statistics	Observed Results	Data Source	Comment
Representation of women in the 2021 Order of Military Merit (ORMM) list	31.73%	Directorate of Honours and Recognitions (DH&R) internal statistics	Representation of women on the ORMM list has exceeded representation rates annually for the past five consecutive years.

Other Key Program Impacts on Gender and Diversity: The program aimed to ensure that the selection process is free from discrimination. Efforts related to the ORMM have been longstanding and remain ongoing for DH&R. For example, in the ORMM Nomination Call letter, DH&R has provided targets for the following: Primary Reservist, first Official Language, gender, and lower ranks, at the request of the ORMM Advisory Council. It is DH&R’s responsibility to review nominations and ensure targets are met. If targets are not met, DH&R is responsible for returning to the commands to ask for justifications or to request alternates nominations. The goal is to ensure appropriate representation in every respect so the Order is truly representative of the fabric of the CAF and Canada, which includes ensuring that no group is unfairly disadvantaged.

In order for honours to be effective motivators, members need to see them as credible and achievable. The Canadian Forces Decorations Advisory Committee (CFDAC) has advised that more diverse ORMM nominations are required, so DH&R is cognizant of the work that remains. In 2021-22, more diverse nominations have been received for the Meritorious Service Decorations.

In 2021-22, the Directorate History and Heritage (DHH) completed substantive work toward overhauling the CAF Dress Guidance and Appearance Instruction to promote respect, diversity and inclusion. In the first major update to this policy in over 50 years, the proposed revisions to the Policy and Appearance chapter of the document make the policy more inclusive and less prohibitive, allowing CAF members more freedom to make personal choices regarding their appearance. The draft revisions propose an inclusive, single standard for all, focused on removing the barriers to members’ choice of clothing and other aspects of appearance, honouring the diversity of people in uniform while continuing to prioritize operational effectiveness and safety. Extensive consultations were carried out in 2021-22 in the drafting of revisions. The following Defence Advisory Groups were consulted on multiple occasions: Defence Aboriginal Advisory Group (DAAG), Defence Advisory Group for Persons with Disabilities (DAGPWD), Defence Team Pride Advisory Organization (DTPAO), Defence Women’s Advisory Organization (DWAO), and Defence Visible Minority Advisory Group (DVMAG), in addition to the Directorate of Human Rights and Diversity (DHRD). A team was convened, consisting of a cross-section of CAF members from multiple environments and ranks. Padres from various faiths were also consulted. The Armed Forces Executive Council (AFCX) gave approval in principle for the revised policy direction in January 2022, and the National Defence Clothing and Dress Committee (NDCDC) approved draft revisions in March 2022. Given the nature of the subject matter and the importance of inclusivity, NDCDC took the unusual step of opening the meeting and inviting Defence Advisory Groups to observe deliberations. The finalized dress instructions will be promulgated in 2022. A video by the Chief of Defence Staff (CDS) and CAF Chief Warrant Officer (CWO) along with a CANFORGEN will announce the update. A communications approach has been developed, including an educational package for distribution to the Assistant Deputy Ministers (ADMs) and Commanders.

GBA Plus Data Collection Plan: DH&R does not engage in data collection and analysis itself for all honours. As a result, there are no plans for developing or improving data collection and analysis tools for a program measure to assess the impact of the program on gender and diversity in the future. At the end of each year, DH&R requests and receives a report with disaggregated demographic data on CAF members. This data is used to identify ORMM targets for the following year. Chief Military Personnel Command’s (CMPC) Analytics Support Centre (ASC) provides DH&R with the report and ad hoc data. DH&R keeps statistics on gender for ORMM appointments only to ensure the targets set by the Advisory Council are met and for future reference. Some statistics have been compiled for a select few honours on the occasion of special events, but this is done on an ad hoc basis and not annually. DH&R cannot collect data on other diversity groups, as they are not recorded in the CAF Human Resources System of record.

With respect to the revised CAF Dress Guidance and Appearance Instruction, DHH does not engage in any data collection and analysis itself. As a result, there are no current plans for developing or improving data collection and analysis tools for a program measure to assess the impact of the program on gender and diversity in the future. Implementation of this policy will take place in a horizontal, highly decentralized manner across the entire CAF. Individual CAF members will be impacted in unique, specific, and personal ways; and in 2022-23, DHH will actively explore how other directorates can capture and assess these impacts.

Program 3.8 Military Law Services/Military Justice Superintendence

Target Population: The Governor General, the Minister of National Defence and members of the Canadian Armed Forces

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: The notable actions that are planned to be taken to develop and improve data collection and analysis tools include 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 (CPCC) and the Military Police. Further, the JAIMS Performance Monitoring Framework will be continually updated to reflect new version of JAIMS as well as data and reporting demands of the Office of the Judge Advocate General (OJAG) and other DND/CAF stakeholders.  

Stakeholder surveys will be used to determine how the implementation of Bill C-77 has affected participant perception of the Military Justice System. 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. The JAIMS Performance Monitoring Framework is expected to be fully implemented in 2025.

The OJAG has also requested a military GENAD position through the Defence Team Establishment Plan (DTEP). This will help the CAF determine who is most at risk and who is most likely to perpetrate sexual misconduct. The position will help 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 policies. This can be resolved by including members experienced in developing policies informed by a GBA Plus.

Program 3.9 Ombudsman

Target Population: The target population for the National Defence and Canadian Armed Forces Ombudsman is:

• Current and former members of the:
  • CAF (Regular Force, Primary Reserve, Canadian Rangers, Cadet Organization Administration and Training Service, and Supplementary Reserve) or the;
  • Cadets and Junior Canadian Rangers;
• Current and former employees of the DND and the Staff of the Non-Public Funds;
• A person applying to become a CAF member;
• A member of the immediate family of any of the above-mentioned categories; and
• Individuals on exchange or secondment with the Canadian Armed Forces.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: For 2021-22, the Department of National Defence and Canadian Armed Forces Ombudsman have implemented improved data collection methods to assess impacts on gender and diversity. Constituents who submit a complaint with the organization are now offered an opportunity to conduct a voluntary survey to collect GBA Plus related data. This data is used to make the organization more equitable, diverse and inclusive to better support its constituents.

Program 3.10 Cadets and Junior Canadian Rangers

Target Population: Youth in Canada not less than twelve years of age who have not attained the age of nineteen years

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women

-		-		First group		Second group		Third group		-
By age group		Youth		X		-		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Gender Representation	Gender Breakdown -Target Youth Population: 48.5 % female / 52.5 % male. Gender Breakdown of Current CJCR Population: 33.5 % female / 66.5 % male	Available STATSCAN Census Data on Youth Population extrapolated from CAF’s FORTRESS software application (Cadet Specific Human Resources System) & Yearly	-

GBA Plus Data Collection Plan:

National Defence published a scientific report in 2021, Former Cadet Survey Development and Comparisons to the Canadian Population: An evaluation of the Cadet Program's effectiveness in attaining its mandated aim and intended participant outcomes.

Cadets and Junior Canadian Rangers (CJCR) developed a voluntary self-identification process for Cadet Program participants in 2021-22 that builds upon its existing data collection and analysis tools to improve its capacity to measure and assess the impacts of the program on gender and diversity.

This insight, combined with readily available Statistics Canada census data, allows for evidence-based decision-making to ensure CJCR programs remain relevant for and more representative of the target youth population in Canada in terms of diversity and inclusiveness.

Implementation timelines include:

• Spring 2022 – Launch of a self-identification survey for registered cadets that includes topics such as gender identity, Indigenous identity, marginalized or racialized groups identity and disability;
• Summer 2022 – Analysis of initial survey results to establish to what extent CJCR are being reached in terms of these additional dimensions of diversity;
• Fall 2023 – Launch of the an entrance and exit survey, including the existing self-identification components, for the Cadet Program to better understand what motivates youth to join and pushes them to leave the program;
• Spring 2023 – IInclusion of the self-identification statistics collected in the existing CJCR Population Placemat and corresponding Statistical Report on the Royal Canadian Sea, Army and Air Cadets.; and
• Summer 2024 – Trial implementation of a self-identification data collection approach for the Junior Canadian Rangers (JCR) Program in collaboration with the Canadian Army / Directorate of Canadian Rangers.

Core Responsibility 4: Future Force Design

Program 4.1 Joint Force Development

Target Population: CAF/DND Senior Leadership

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women

Key Program Impacts on Gender and Diversity: Not available

GBA Plus Data Collection Plan: Nothing to report for 2021-22. Although Chief Force Development (CFD) incorporates GBA Plus in the decision-making products generated for Commands and Group Principal Organizations, CFD currently has limited capability to collect sufficient data to enable the complete monitoring and/or reporting of program impacts by gender and diversity. This said, CFD will initiate a review of its Program Outcome Indicators (POIs) with a view to incorporating GBA Plus findings into the reported results. The review process is expected to be completed by 2025-26.

4.2 Naval Force Development

Target Population: DND/CAF member

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		X		-		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Royal Canadian Navy (RCN) projects which implemented GBA Plus	100%	-	All projects under the Project Approval Directive require GBA Plus annex upon submission.

Other Key Program Impacts on Gender and Diversity: In support of the RCN future fleet, GBA Plus has been incorporated into multiple aspects of CSC design, such as operations room layout planning (which included CAF anthropometric considerations), consideration of minimizing gendered bunking and wash place usage and safety of personnel to minimize gender-based violence. The future fleet is to be more inclusive of current and future sailors of the RCN.

GBA Plus Data Collection Plan:The intention is to work with Director Human Rights and Diversity (DHRD) to provide desegregated data pulled from the voluntary CAF Employment Equity census to better inform who will be impacted by specific projects and space design within new classes of ships. In addition, GFP’s from within RCN Force Development will undertake GBA Plus training throughout 2022-23, which will focus on the implementation of GBA Plus in projects.

Program 4.3 Land Force Development

Target Population: DND/CAF members within the Canadian Army, DND/CAF members who use materiel procured by the Canadian Army for use in the CAF

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	-	X		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Members with cultural beards and/or non-average face sizes are being considered in Canadian Army (CA) work on Chemical, Biological, Radiological and Nuclear equipment projects. Two notable projects are for a powered air-purifying respirator that will accommodate these personnel and the second project will also be for a respirator that addresses the same needs but does not have the powered air-purifying feature.

Soldier Operational Clothing and Equipment Modernization (SOCEM) initiative:

• Clothing and equipment fit, comfort and usability issues are being addressed through this initiative. Planning has continued throughout 2021-22 in order to address GBA Plus-informed observations. Planning has also included work related to the preparation of statement of requirements files;
• The Canadian Combat Uniform Ensemble, otherwise known as the operational clothing aspect of the SOCEM initiative, has made preparations to develop uniforms suitable for women soldiers. Based on GBA Plus and planning conducted in 2021-22, a separate GBA Plus portion has been added to the project documents for this plan;
• Uniforms are being adapted to be more inclusive of body shapes and types. The SOCEM initiative has been examining the full range of personal protective equipment, load carriage, and clothing to determine if any items need to be redesigned to accommodate different body shapes or gender considerations. Also, combat uniform sizing is being modified from the NATO-standard four-inch increments to two-inch increments, effectively doubling the available number of sizes, to enable individuals to select a better fitting uniform. Planning has also continued for future trials related to the combat uniform; and
• Modernization efforts incorporate GBA Plus findings to identify and eliminate barriers to inclusivity. GBA Plus efforts in Program 2.3 Ready Land Forces are generating findings that are being considered as part of Land Force Development planning, especially for the CA’s Force 2025 modernization initiative. Identification of these findings will ensure that long-term plans for the future of the Canadian Army are inclusive of the varied perspectives and needs of a diverse CA.

GBA Plus Data Collection Plan: The Canadian Army continues to refine GBA Plus performance measurement as experience and best practices contribute to the body of knowledge regarding the topic. If certain indicators are found to have significant value over time, efforts will be taken to formalize them. 

Program 4.4 Air and Space Force Development

Target Population: Royal Canadian Air Force (RCAF).

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		X		-		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
RCAF projects which implemented GBA Plus	100%	-	All projects under the Project Approval Directive require GBA Plus annex upon submission.

Other Key Program Impacts on Gender and Diversity:

All Major and Minor Projects initiated and approved in 2021-22 included a GBA Plus to ensure gender issues and intersectionality were duly considered in the options analysis, definition and implementation phases of RCAF-led minor projects.

Directorate Air Requirements (DAR) Major Capital and Minor Projects made use of available resources to ensure that they benefitted from a formal GBA Plus and Human Factor Engineering. The goal is to limit or remove gender-based, cultural or racial biases or inequalities in the operators and maintainers populations, and to accommodate 90-95% of the CAF population, when practical. DAR projects include explicit requirements to include GBA Plus and gender, diversity and inclusion objectives in proposals. This also applies to ensuring that training scenarios do not unfairly disadvantage or target specific cultures or demographics. When applicable, DGEIAis also engaged to assist in determining the risk level related to the use of certain processes, terms or decisions, with respect to gender, diversity and inclusion. 

The Future Aircrew Training (FAcT) – The request for proposal package contains general and specific GBA Plus criteria which are mandatory. A winning bidder must be in compliance with all GBA Plus criteria. The contractor must develop and implement a GBA Plus Plan which describes the development, implementation, ongoing operation, monitoring and pro-active reporting and resolutions for a GBA Plus framework system. The scope of the GBA Plus Plan will include initial design for and continuous monitoring and improvement of federally mandated GBA Plus frameworks within the entirety of the FAcT Program timeframe, to include but not be limited to, aircraft and ground-based trainers, training systems, accommodations, messing and infrastructure. These criteria apply to both DND and contractor personnel.

Spatial Disorientation Trainer (SDT) - Based on the preliminary analysis conducted, there are no net positive or negative demographic impacts anticipated with respect to gender, race or diversity. The SDT project will deliver high-fidelity collimated devices that will not be gender-specific. The project’s main focus is the Human Machine Interface (HMI) workstation, equipment compartmental spaces and maintenance and support of the associated equipment.

431 Sqn Snowbird Ejection Equipment - During the operational test and evaluation of a new parachute harness, GBA Plus was applied to assess the potential impact, when spread across a broad spectrum of personnel, to highlight any deficiencies. It was determined that the pack tray sizing was not a universal fit and that implementing additional sizes would be necessary to meet the needs of the CAF Snowbirds pilots.

Clothing - The DAR Senior Project Advisor participated in a GBA Plus consultation session in December 2021 with the specific goal of developing a GBA Plus methodology for ensuring the fit, form and function of clothing and individual equipment for a diverse force. DAR personnel have engaged multiple organizations within DND to plan the way forward on the design and implementation of future clothing ensembles expected to be delivered to the RCAF, to continue to take human factors into consideration.

Griffon Limited Life Extension (GLLE) project. The project deliverable (upgraded Griffon helicopter) will have its cockpit ergonomics certified to existing design standards based on anthropomorphic criteria in common use across the aviation industry. The requirements of specific military standards with respect to general human engineering design criteria for military systems, subsystems, equipment and facilities will also be met, which ensures the continued accommodation of the widest practicable population of aircrew: from the 5% women to the 95% men.

GBA Plus Data Collection Plan: In 2022-23, the RCAF-wide PCC Team will undergo formalized GBA Plus training in order gain necessary abilities 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 Force Development activities will be given opportunities for advanced GBA Plus training in 2022-23 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 and 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. 

Program 4.5 Special Operations Force Development

Target Population: All CANSOFCOM members

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: CANSOFCOM is ensuring that GBA Plus is appropriately considered for Force Development projects by: 

• Reviewing the maternity uniform policies and supporting change through new initiatives;
• Acquiring small and medium-sized ballistic plates. In addition, CANSOFCOM is exploring alternative shapes of ballistic plates that may better fit all body sizes and shapes;
• Introducing a wider variety of equipment sizes and cuts such as for the upcoming Chemical Protective Combat Uniform;
• Acquiring weapons with a wider variety of handgrips and functionality; and
• Acquiring ballistic helmets with better fit and function.

GBA Plus Data Collection Plan: CANSOFCOM will develop a module to track all future capability (equipment) development, research and findings. This will enable the monitoring of all Force Development GBA Plus activities and the building of historical data from which we will leverage lessons learned and develop baseline data. The intent is for the module to be operational by late 2022-23.

Program 4.6 Cyber and Joint Communication Information Systems (CIS) Force Development

Target Population: Canadians, Government of Canada partners and allies

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program by gender. A contractor was hired to look closely at GBA Plus to create and implement a GBA Plus data collection plan across ADM (IM), which will be implemented beginning in 2022-23.

Program 4.7: Intelligence Force Development

Target Population:  All members of the Defence Intelligence Enterprise

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within CFINTCOM, we were not able to collect the data required to assess the impact of the program by gender. CFINTCOM will seek to hire a contractor or reassign a position to look closely at GBA Plus to create and implement a GBA Plus data collection plan across the greater Defence Intelligence Enterprise, which will be implemented beginning in 2022-23.

Program 4.8 Science, Technology and Innovation

Target Population: There are three main groups which are impacted by this initiative: 1) DND/CAF stakeholders (i.e. improving their capabilities and safety), 2) Canadian innovators (i.e. investing in and supporting Canadian innovation in defense) and 3) the Canadian population as a whole (i.e. improvements in defence capabilities translate into a safer Canada and Canadians).

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Proportion of Innovators with at least one owner of the company who identified as women	32.5%	Competitive Projects Innovator Statistics	Recently, the IDEAS program began tracking the representation of women, youth, marginalized people, Indigenous Peoples and those with some form of disability within the company ownership of the innovation teams that we work with. To date, these statistics have been reported for 375 companies and the observed results are reported in this table. Please note that duplicate responses were permitted. These statistics will be collected on a continual basis going forward.
Proportion of Innovators with at least one owner of the company who identified as a visible minority.	28.5%
Proportion of Innovators with at least one owner of the company who identified as an indigenous person.	10.1%
Proportion of Innovators with at least one owner of the company who identified as having some form of disability	9.6%
Proportion of Innovators with at least one owner of the company who identified as being a youth.	25%

Other Key Program Impacts on Gender and Diversity: Several cchallenges have been addressed so far, including improving outcomes for DND/CAF members in relation to mental health impacts and increasing the representation of women in the CAF. In addition, Innovation for Defence Excellence and Security (IDEaS) has launched four challenges related to COVID-19, which could benefit Canadians as a whole, as well as several other initiatives aimed at reducing the DND/CAF’s impact on the environment. In addition, GBA Plus is one of the rated criteria for all our calls for proposals (CFPs) and is thus part of the evaluation process for the IDEaS program.

GBA Plus Data Collection Plan: As noted in the Key Program Impacts section, statistics will be collected regarding the core GBA Plus characteristics of the companies we work with going forward.

Core Responsibility 5: Procurement and Capabilities

Program 5.1 Maritime Equipment Acquisition

Target Population: All members of the DND/CAF delivering the projects, members of the Royal Canadian Navy (RCN), and DND/CAF partners

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The DND/CAF continued to use GBA Plus to support the diagnosis of potential deficiencies and to improve the design of equipment and services procured for CAF members. Using GBA Plus helped the DND/CAF procure equipment and services that take users’ diverse needs into account and improved the efficiency of the process. For example:

• Canadian Surface Combatant ships are being specially designed to ensure equality and accommodation of gender and cultural and religious minorities. Some specific examples of GBA Plus considerations being addressed in the Canadian Surface Combatant design include:
  • Berths, wash places, washrooms, medical facilities and off-duty areas are being designed to accommodate all genders and promote privacy;
  • Flexible spaces are being included to allow for religious and spiritual accommodation; and,
  • Integrated Wi-Fi is being designed to facilitate crew communications with partners and families back home.
• The Joint Support Ship project was designed specifically to:
  • Accommodate a mixed-gender crew by including gender-inclusive toilets and wash places; private showers and changing areas; and chair heights and sightlines that are suitable for all statures; 
  • Provide Wi-Fi to facilitate crew communications with partners and families back home; and,
  • Include modern fitness facilities, a library, and a computer lab.
• The Arctic and Offshore Patrol Ship project was designed after a full GBA Plus to support diversity and inclusiveness. The design includes GBA Plus findings similar to those for the Joint Support Ship and adheres to human engineering standard practice. 

GBA Plus Data Collection Plan: Over tthe course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus advice and relating program activities to impacts on gender and diversity.

Program 5.2 Land Equipment Acquisition

Target Population: All members of the DND/CAF delivering the projects, members of the Canadian Army (CA) and DND/CAF partners

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The DND/CAF continued to use GBA Plus to support the diagnosis of potential deficiencies and to improve the design of equipment and services procured for CAF members. Using GBA Plus helped the DND/CAF procure equipment and services that take users’ diverse needs into account and improved the efficiency of the process.

GBA Plus Data Collection Plan Over the course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus advice and relating program activities to impacts on gender and diversity.

Program 5.3 Aerospace Equipment Acquisition

Target Population: All members of the DND/CAF delivering the projects, members of the Royal Canadian Air Force (RCAF) and DND/CAF partners.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The DND/CAF continued to use GBA Plus to support the diagnosis of potential deficiencies and to improve the design of equipment and services procured for CAF members. Using GBA Plus helped DND/CAF procure equipment and services that take users’ diverse needs into account and improved the efficiency of the process.

GBA Plus Data Collection Plan: Over the course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus advice and relating program activities to impacts on gender and diversity.

Program 5.4 Defence Information Technology Systems Acquisition, Design and Delivery

Target Population: All CAF and DND staff in support of the Department’s mission

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program desegregated by gender. A contractor was hired to look closely at GBA Plus to create and implement a GBA Plus informed data collection plan across ADM (IM), which will be implemented beginning in 2022-23.

ADM (MAT) – Program 5.5 Defence Materiel Management

Target Population: All members of the Department of National Defence.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Over the course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus advice and relating program activities to impacts on gender and diversity.

Program 5.4 Defence Information Technology Systems Acquisition, Design and Delivery

Target Population: All CAF and DND staff in support of the Department’s mission

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program by gender. A contractor was hired to look closely at GBA Plus to create and implement a GBA Plus data collection plan across ADM (IM), which will be implemented beginning in 2022-23.

Program 5.5 Defence Materiel Management

Target Population: All members of the Department of National Defence

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Over the course of 2022-23, the Materiel Group will establish a more formal structure for the provision of GBA Plus advice and relating program activities to impacts on gender and diversity.

Core Responsibility 6: Sustainable Bases, Information Technology Systems and Infrastructure

Program 6.1 Defence Infrastructure Program Management

Target Population: Primarily DND employees and CAF members. Externalities and population segments indirectly impacted are not known.

Distribution of Benefits: While DND has data for DND employees and CAF members, data on the Canadian population impacted by the various projects within this program is not being tracked at the program level. The information below is based on anecdotal estimates and is not empirically supported.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The DND/CAF applies GBA Plus to inform the development and management of modern, operational and sustainable bases and infrastructure, and to respond to the needs of a diverse DND/CAF. Universal accessibility and inclusive design will continue to be used in all DND's workplace modernization efforts. These efforts directly support broader Government of Canada objectives and ensure a more modern and effective workplace for everyone.

In addition to helping modernize and consolidate the DND/CAF accommodation portfolio, adopting space standards (e.g., GC Workplace) will help create office environments that support a hybrid workforce which will better support diverse work styles, meet accessibility requirements, support flexible work strategies and incorporate modern technology. This will create various touch points across the physical workplace to best accommodate the workforce throughout a given day’s different type of activities. This will also impact employees working from different physical locations both on and off Defence establishments, including working from home, when feasible.

GBA Plus Data Collection Plan: This program does not collect sufficient data to enable it to monitor or report program impacts by gender and diversity. The reporting is done at the individual operational infrastructure requirement or project level. While GBA Plus is conducted in development plans, there is an insufficient level of detailed, segregated data captured at the program management level to support data-driven decision making and reporting of a comprehensive GBA Plus.

In 2022-23, the program will aspire to identify the data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity. The program’s data collection plan will be compared with other ADM (IE) programs to become more consistent and to identify any remaining gaps.

Program 6.2 Defence Infrastructure Construction, Recapitalization and Investment

Target Population: Primarily DND employees and CAF members. Externalities and population segments indirectly impacted are not known.

Distribution of Benefits: While DND has data for DND employees and CAF members, date on the Canadian population impacted by the various projects within this program is not being tracked at the program level. The information below is based on anecdotal estimates and is not empirically supported.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The program impacts future occupants of new DND/CAF buildings. The two main GBA Plus considerations are:

• provide an environment where identification as gender non-conforming, nonbinary, or transgender is not a barrier to accessing hygiene facilities (washroom, change room, showers); and
• ensure that buildings meet accessibility standards that aim to mitigate barriers to mobility or other accessibility related challenges.

Programs Officials conduct GBA Plus analyses to ensure relevant factors are considered during the planning and execution of the program at the individual project level. This includes, but is not limited to, analyses of facilities, including washrooms, change rooms and showers, to ensure they are designed and built as gender neutral or gender inclusive. These considerations ensure that people of all gender identities and/or expressions are comfortable in their work environment.

GBA Plus considerations will continue incorporating considerations from the Canadian Human Rights Act, which recognizes gender expression and gender identity as prohibited grounds of discrimination.

The ADM (IE) Engineering Services group is proceeding with research and development of an Inclusive Design Standard that includes GBA Plus, to replace the current Construction Engineering Technical Order – Universal Design Barrier-Free Access.

GBA Plus Data Collection Plan: This program does not collect sufficient data to enable it to monitor or report program impacts by gender and diversity. While GBA Plus is conducted in development plans, there is an insufficient level of detailed, disaggregated data captured at the program management level to support data-driven decision making and reporting of a comprehensive GBA Plus. The program plans to continue obtaining fulsome and disaggregated data once building occupancy resumes.

In 2022-23, the program’s data collection plan will be compared with other ADM (IE) programs to become more consistent and to identify solutions to data collection challenges.

Program 6.3 Defence Infrastructure Maintenance, Support and Operations

Target Population: Primarily DND employees and CAF members. The development of lactation rooms primarily impacts women employees and members, however, any gender identity can benefit from the rooms if they are chest-feeding. The development of places for observance of cultural and spiritual practices primarily impacts Muslim, Christian and Indigenous employees and members. Externalities and population segments indirectly impacted are unknown.

Distribution of Benefits:  The information below is based on anecdotal estimates and is not empirically supported.

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: ADM (IE) has implemented many projects and several initiatives that will make life easier for all those who must work in or visit our facilities. We have set up a special access program facility in the National Capital Region (NCR). Following the publication of a Canadian Forces general message (CANFORGEN), we participated in the development of lactation rooms, a designated space with a comfortable chair with arms, near an electrical outlet, a mini fridge to store milk and a locking door for privacy.

We have integrated GBA Plus in our program planning and in our decision-making processes, resulting in plans to enhance safety along walking routes, multi-use pathways and parking lots. More and more places, such as Carling Campus in the NCR, have spaces for observance of cultural and spiritual practices. We included a specific GBA Plus section in the project approval template for minor new construction (MNC), and a new initiative is in place to track the number of gender-neutral washrooms across DND/CAF facilities, which has positive impact on the users of the infrastructure.

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

The program’s existing data collection plan will be compared with other ADM (IE) programs to become more consistent and to identify any remaining gaps.

Program 6.4 Military Family Housing

Target Population: DND/CAF member and their household members/families.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: While the CAF is composed predominantly of men, military families and dependents are representative of the Canadian population and as such figure into most of the characteristics identified in Canadian Forces Housing Agency (CFHA) investment plans. Rental Crown housing is available to all members of the CAF and is allocated on a first-come, first-served basis. Housing entitlement is determined solely based on household composition; this means that the size of the house allocated (number of bedrooms) is dependent on the number of people who will be living in it so that the family is not over- or under-housed.

A portion of the housing portfolio is barrier-free and compliant with DND Construction Engineering and Technical Orders (CETOs) and Canadian Standards Association (CSA) standards, but not all locations have barrier-free housing available. CFHA makes efforts to accommodate special needs and accessibility requirements (e.g., installing a wheelchair ramp) where possible when barrier-free housing is not available. These solutions are implemented based on individual needs and circumstances.

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

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

The program’s existing data collection plan will be compared with other ADM (IE) programs to become more consistent and to identify any remaining gaps.

Program 6.5 Defence Information Technology Services and Program Management

Target Population: All CAF and DND staff in support of the Department’s mission. 

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Due to the immaturity of our GBA Plus program within ADM (IM), we were not able to collect the data required to assess the impact of the program by gender. A contractor was hired to look closely at GBA Plus to create and implement a GBA Plus data collection plan across ADM (IM), which will be implemented beginning in 2022-23.

Program 6.6 Environmental Sustainability and Protection

Target Population: All Canadians.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	-	X		-		Women
By income level	Low		X		-	-	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Youth and future generations benefit the most from remediation, 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.

Key impacts of the remediation of contaminated sites include the following:

• Decrease in associated human health risks;
• Improvement in community well-being;
• Increase in economic opportunities in terms of employment and business growth; and
• Support for the development of innovative technology. 

The employment and training opportunities generated by managing and remediating contaminated sites tend to indirectly benefit men at a higher rate than women, as the types of jobs and skills required (e.g., construction, science, engineering) are in fields that are dominated by men. Indigenous Peoples are also currently underrepresented in the educational programs required for these jobs.

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

GBA Plus Data Collection Plan: In 2022-23, the program will aspire to identify the desegregated data collection necessary and means to collect it to appropriately monitor and report on the program’s impacts by gender and diversity which the program currently is not collecting.

The program’s existing data collection plan will be compared with other ADM (IE) programs to become more consistent and to identify any remaining gaps.

Program 6.7: Indigenous Affairs

Target Population: Primarily DND employees, CAF members and Indigenous Peoples of Canada.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		X	-	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The Indigenous Affairs program predominantly impacts Indigenous Peoples in Canada. Over the course of the 2021-22 fiscal year:

• The program continued implementation of the United Nations Declaration on the Rights of Indigenous Peoples (UNDRIP) and DND/CAF’s participation in the drafting of the associated action plan and interim report on the adoption of UNDRIP. Benefits include greater employment diversity through an Indigenous recruitment and retention plan, improved Indigenous historical and cultural understanding within DND/CAF through the adoption of a stronger Indigenous learning framework and promotion of Indigenous business capacity using a suite of Indigenous procurement policy instruments;

• The program advised bases and wings on issues related to their duty to consult Indigenous Peoples. As a result, Indigenous communities were consulted on planned DND/CAF activities. They were given the opportunity to identify any impacts to the community and to work with the base or wing to mitigate any negative impact or amplify any positive outcomes;
• The program reviewed the majority of Memorandum to Cabinet submitted to identify any potential conflicts with modern treaty obligations to Indigenous communities and potential negative impacts on members of these communities. The program worked with Defence Construction Canada to hold workshops for Indigenous businesses, resulting in over 90 new entries to the Indigenous Business Registry between 2020 and summer 2021 in support of Indigenous Procurement Modernization. This initiative includes a mandatory minimum 5% mandate commitment to increase federal contracts to Indigenous businesses via the existing Procurement Strategy for Indigenous Business (PSIB) and Indigenous Benefits Plans;
• The program developed a proposal for a funding mechanism announced in Budget 2022 to support Indigenous engagement and consultation activities. The funding mechanism will allow Indigenous communities to receive funding from DND to fully participate in consultation activities. A secondary benefit of the program will be the increase in community capacity to participate in future consultation activities.

GBA Plus Data Collection Plan: In 2022-23, the program will aspire to identify the desegregated data collection necessary and means to collect data to appropriately monitor and report on the program’s impacts by gender and diversity. The program’s existing data collection plan will be compared with other ADM (IE) programs to become more consistent and identify any remaining gaps.

Program 6.8 Naval Bases

Target Population: All DND/CAF members and the general public who utilize Base services

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	-	X		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity:

Statistics	Observed Results	Data Source	Comment
Number of lactating spaces / 400 members	100%	Reporting from CFB Esquimalt and Halifax	-

Other Key Program Impacts on Gender and Diversity: Lactating rooms/spaces: The Royal Canadian Navy (RCN) has installed pumping and human milk storage spaces at each Naval Base in accordance with Canadian Forces General Message (CANFORGEN) 116/21, making post-natal return to work more accessible.

GBA Plus Data Collection Plan: The RCN will continue to utilize representation data from both ADM (HR-Civ) and Director Human Rights and Diversity (DHRD) to better inform who is impacted with initiatives and to better inform Employment Equity, Diversity, and Inclusion priorities. Additionally, the implementation of a GBA Plus network down to the unit will enable GBA Plus to be better implemented and tracked at the base level through training and experience.

Program 6.9 Land Bases

Target Population: DND/CAF members within the Canadian Army (CA), DND/CAF members who receive support from Canadian Army land bases

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		-	X	-		-		Women
By income level	Low		-		-	-	X		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: The CA continued to work with stakeholders to identify program considerations and project requirements derived from GBA Plus considerations. For example, future CA infrastructure projects should include more inclusive facilities or even improved exterior or parking lot lighting.

GBA Plus Data Collection Plan: The CA continues to refine GBA Plus related performance measurement as experience and best practices contribute to the body of knowledge regarding the topic. If certain indicators are found to have significant value over time, efforts will be made to formalize them. 

Program 6.10 Air and Space Wings

Target Population: Royal Canadian Air Force (RCAF)

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women
By income level	Low		-		-	X	-		-		High

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Many Wings were able to implement inclusive practices such as planning construction of multi-faith rooms, gender-inclusive facilities, locker rooms, and lactation rooms in 2021-22.

In keeping with Future Fighter Capability Project (FFCP) consultations with the Defence Aboriginal Advisory Group (DAAG) on requirements related to the Indigenous Smudging Ceremony for Infrastructure design in 3 Wing Bagotville and 4 Wing Cold Lake, Fighter Capability Office assessed and endorsed specific room locations and designs for Smudging Ceremonies while respecting operational, security and fire safety protocols.

Many RCAF Wings implemented CAF policy issued in 2021 pertaining to support for postpartum members and are now in the process of establishing lactation rooms and other necessary infrastructure to support lactating mothers. Additionally, many RCAF Wings established expectant mother parking spaces nearest to building access points to better support pregnant members.

GBA Plus Data Collection Plan: In 2022-23, the RCAF-wide PCC Team will undergo formalized GBA Plus training in order gain the necessary abilities 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 infrastructure development will be given opportunities for advanced GBA Plus training in 2022- 23 so as to better enable project-level data collection. 

Program 6.11 Joint, Common and International Bases

Target Population: CAF and DND personnel.

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: The program incorporates bases both in Canada and abroad and requires a consolidated effort to develop a comprehensive and all-encompassing GBA Plus collection plan. Discussions have been undertaken to develop this consolidated collection plan, to be completed by fiscal year 2023-24.

Program 6.12 Military Police Institutional Operations

Target Population: CAF personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		X		-	-	-		-		Women

-		-		First group		Second group		Third group		-
By age group		Youth		-		X		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: On 3 September 2021, the Canadian Forces Provost Marshal (CFPM) issued an order related to CPCC that included specific direction regarding the collection, anonymizing and analysis of intersectional data with the aim of determining whether there is a correlation between outcomes and various intersectionality factors. This plan will be coordinated with Statistic Canada and the larger policing community of practice and is expected to take three to five years before it is fully implemented.

Program 6.13 Safety

Target Population: CAF and DND personnel

Distribution of Benefits:

-	-		First group		Second group	Third group	Fourth group		Fifth group		-
By gender	Men		-		X	-	-		-		Women

-		-		First group		Second group		Third group		-
By age group		Youth		-		-		-		Senior

Key Program Impacts on Gender and Diversity: Not available.

GBA Plus Data Collection Plan: Nothing to report for 2021-22. Director of General Safety’s (D Safe G) current data collection plan does not support the monitoring and reporting of safety incidents by gender; however, D Safe G will work towards this with the intention of implementing these elements within the next three fiscal years.