Gender-based analysis plus

On this page

• Section 1: Institutional GBA Plus governance and capacity
• Section 2: gender and diversity impacts, by program

Section 1: institutional GBA Plus governance and capacity

Governance

In fiscal year (FY) 2024-25, the Defence Team (DT) advanced its commitment to Gender-Based Analysis Plus (GBA Plus) by developing a new Defence Administrative Order and Directive (DAOD), building on the "GBA Plus Enterprise Approach" launched in FY 2022-23. This DAOD establishes governance and a framework for the integration of GBA Plus across all Department of National Defence and the Canadian Armed Forces (DND/CAF) policies, programs, initiatives and operations. These include five focus areas that reinforce the continued application of GBA Plus within the DT:

1. Resourcing
2. Capacity building
3. Enabling leadership
4. Governance and accountability
5. Monitoring and evaluation

To support progress, a Performance Measurement Framework (PMF) was developed to track implementation and integration of GBA Plus across the DT.

The Defence Team continued implementing Canada's third National Action Plan on Women, Peace and Security (C-NAP 3), promoting intersectional analysis within DND/CAF activities. In collaboration with nine federal partners, the DT also contributed to the 2023-24 Bridging Report tabled to Parliament. Results captured in this report demonstrate the continued strategic use of GBA Plus in working towards C-NAP -3 priorities. In addition, consultations were conducted across the DT to collaboratively develop a PMF to support the implementation of the DT's C-NAP -3 commitments. This PMF monitors, among other aspects of the plan, the use and integration of intersectional analysis within DND and CAF activities, including operations.

Capacity

To strengthen GBA Plus capacity, the DT launched an online Resource Centre offering tools, training, resources and guidance. DT organizations staffed Intersectional Advisors and Senior Analyst roles to support GBA Plus application and institutionalization.

The DT also launched the Intersectional Focal Point Network (IFPN), department-wide community of practice for GBA Plus, Women, Peace, and Security (WPS) and intersectional analysis. Organizations established their own networks to support implementation at the local level.

In response to growing demand, the Chief Professional Conduct and Culture (CPCC) offered 40 GBA Plus training sessions to 714 DT members. The Nordic Centre of Gender in Military Operations (NCGM) Gender Advisor (GENAD) course was hosted in Canada for 30 DT members and two Japanese officers.

A new half-day virtual course, Conducting GBA Plus in the Defence Context – Leaders, was launched to help leaders integrate GBA Plus into decision-making and planning. Additionally, Canadian Joint Operations Command (CJOC) and CPCC piloted Gender Focal Point (GFP) training for deployed personnel, with over 45 CAF members participating. This course will become a formal qualification in 2026.

Data limitations continue to challenge the comprehensive GBA Plus application and reporting. The DT is working to enhance its capacity to report on gender and diversity impacts, including modernizing CAF data systems to collect sex, gender, and other intersectional data where feasible.

Human resources (full-time equivalents) dedicated to GBA Plus

41.75

Section 2: gender and diversity impacts, by program

Core responsibility: Operations

Program name: 1.1 - Operations in Canada

Program goals: To support domestic operations of the CAF, integrating gender and intersectional considerations into planning, execution, and post-operation phases, where feasible.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available. No formal assessments were conducted during the reporting period.

Key program impacts^{Footnote 1} on gender and diversity

Other key program impacts

In FY 2024-25, gender and intersectional perspectives were integrated into the planning, execution, and lessons learned phases of individual operations. However, a data collection plan to understand impacts by gender and diversity factors was not developed, due to limited GBA Plus staffing and competing operational priorities.

Where applicable, GBA Plus annexes and other resources were developed for domestic operations to guide planning and provide specific direction. For instance, for operations affecting First Nations and Indigenous communities, the integration of GBA Plus findings resulted in efforts to avoid disrupting traditional hunting, fishing, and cultural practices. The completion of GBA Plus for Arctic operations emphasized environmental stewardship, aiming to leave the land in its original condition. Additionally, the application of GBA Plus on the Canadian Ranger Program supported the integration of culturally relevant perspectives into operational planning. Intersectional considerations were also informally applied in domestic humanitarian and disaster relief efforts.

GBA Plus data collection plan

This program did not have a formal GBA Plus data collection plan in FY 2024-25. Most domestic operations were initiated through Requests for Assistance (RFAs) following emergency events, which limited opportunities for pre-planned disaggregated data collection. Where data was collected, it was often during or after the operation. Policy and legislative constraints further limited the ability to collect identity-based data. Anecdotal qualitative feedback from deployed personnel was used to inform post-operation reflections. Sustained operations, such as Operation PALACI, LIMPID, NEVUS, NANOOK, and BOXTOP, involved minimal civilian interaction, which further limited data collection opportunities.

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Core responsibility: Operations

Program name: 1.2 - Operations in North America

Program goals: To conduct North American operations while incorporating gender and intersectional perspectives in the planning, execution, and lessons learned phases of individual operations.

Target population: Not available

Specific demographic group(s) to be monitored

Not available. No formal assessments were conducted during the reporting period.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, CJOC shared the WPS program direction with the North American Aerospace Defence Command, the United States Northern Command, and the Alaskan Command, to help ensure that GBA Plus and intersectional considerations were reflected in joint operational planning.

GBA Plus data collection plan

This program did not have a GBA Plus data collection plan in FY 2024-25. No formal system was in place to track gender, and diversity impacts within national and binational command structures. Data limitations were influenced by the absence of coordinated planning and resource allocation across partner organizations.

Core responsibility: Operations

Program name: 1.3 - International Operations

Program goals: To conduct international military operations that integrate gender and intersectional considerations into their planning, execution, and lessons learned activities, in alignment with Canada's defence and foreign policy objectives.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Other key program impacts

GBA Plus annexes were developed for select operations to provide culturally and contextually appropriate guidance. The CJOC headquarters-based GENAD and Culture Change Advisor both delivered pre-deployment briefings that addressed intersectional considerations and WPS priorities.

As part of Operation IMPACT, the CAF led the Canadian Training and Assistance Team and Jordan Mentoring Training Team (MTT). The MTT supported gender integration efforts with an all-woman infantry platoon of the Jordanian Armed Forces. CJOC also applied GBA Plus and intersectional approaches in operational contexts including in Poland, Ukraine, Haiti, the Indo-Pacific, and Latvia.

GBA Plus data collection plan

In FY 2024-25, data on gender and diversity was collected through broader operational reporting mechanisms, though capacity to disaggregate and analyze this data varied across missions. Where feasible, specific assessments and persistent reporting structures were supported by the GENAD and Lessons Learned teams, as seen in Operation UNIFIER. However, the absence of dedicated performance measurement resources limited the ability to conduct consistent impact analysis.

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Core responsibility: Operations

Program name: 1.4 - Global Engagement

Program goals: This program promotes Canada's principles in all international defence programs and engagements. The WPS team advocates for the integration of gender and diversity considerations in bilateral and multilateral dialogues, policy discussions, and collaboration with multilateral fora.

Target population: All Canadians along with international partners, with a particular emphasis on Canadian Armed Forces women involved in international operations, as well as women in the defence sectors of partner nations.

Specific demographic group(s) to be monitored

The primary target groups were women working in defence, peace, and security, particularly those serving in armed forces and defence policy environments. Secondary groups included senior leaders in defence ministries and civil society networks focused on women in defence and security, with engagement encouraged to promote inclusive dialogue and collaboration.

Key program impacts on gender and diversity

Other key program impacts

Under C-NAP 3, the Defence Team integrated WPS principles throughout its international engagements. In FY 2024–25, impacts included:

• Greater awareness of the WPS agenda and the barriers faced by women in defence ministries and partner armed forces;
• Reinforcement of gender equity principles and GBA Plus awareness;
• Formation of WPS-focused networks through training and engagements, offering participants a peer support system, opportunities for professional development, and platforms to share best practices;
• Continued DT advocacy for intersectional and gender-responsive approaches in international peace and security processes; and
• Continued advocacy for intersectional and gender-responsive approaches in international peace.

GBA Plus data collection plan

Qualitative data on WPS initiatives was collected systematically through records of discussion, formal submissions, and other reporting tools. These were aligned with the PMF under C-NAP 3 and informed broader departmental reporting efforts.

Core responsibility: Operations

Program name: 1.5 – Cyber Operations

Program goals: Employ cyber forces to detect, deter, defend and defeat threats, adversaries or attacks against DND/CAF, allied organizations and coalitions through the global cyber environment. Assist civil authorities and law enforcement agencies in support of national security.

Target population: All Canadians

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

The Digital Services Group (DSG) currently has limited information related to GBA Plus integration but has developed a strategy and action plan for conducting an organizational GBA Plus needs assessment.

Core responsibility: Operations

Program name: 1.6 - Command, Control, and Sustainment of Operations

Program goals: To sustain and coordinate operational support for CAF deployments, while integrating gender and intersectional perspectives in planning, guidance documents, and operational briefings.

Target population: Defence Team Personnel

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available. No formal demographic outcome data was reported for the period.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024–25, CJOC applied intersectional considerations across deployed operations through the integration of a GENAD or GFPs. CJOC works closely with departmental subject matter experts to develop briefings and other tools aimed at integrating intersectional perspectives in their operations. Feedback from recently deployed personnel was used to prepare outbound leaders for working in diverse operational contexts.

GBA Plus data collection plan

This program did not have a GBA Plus data collection plan due to resourcing constraints. Additional challenges included reduced capacity in lessons learned, assessment, and evaluation, as well as reductions in contracted personnel, which limited CJOC's ability to conduct evidence-based intersectional analysis.

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Core responsibility: Operations

Program name: 1.7 - Special Operations

Program goals: Special Operations Forces are specially selected, trained, and equipped forces held at very high readiness levels to respond to situations that pose an imminent threat to national interests.

Target population: All Canadians

Specific demographic group(s) to be monitored

Canadian Special Operations Forces Command (CANSOFCOM) continued to collaborate within DND and allied partners on the integration of intersectional perspectives in operational and institutional activities, recognizing that diverse teams improve decision-making, adaptability, and mission outcomes.

Key program impacts on gender and diversity

Other key program impacts

Specific actions taken included conducting gender-responsive and intersectional training for personnel, which considers child protection in operational planning to identify and address vulnerabilities. These steps contribute to reducing secondary effects of conflict, such as forced migration, human trafficking, and sexual and gender-based violence, by ensuring that interventions are tailored to the unique needs of different demographic groups.

GBA Plus data collection plan

CANSOFCOM continued with lessons learned from operations to inform subsequent operational planning. This included integrating specific intersectional perspectives such as gender, age, ethnicity, and socio-economic status into operations.

Core responsibility: Ready Forces

Program name: 2.1 - Strategic Command and Control

Program goals: This program ensures that planning, direction, and decision-making processes systematically consider the diverse needs, realities, and potential impacts on various population groups. This enables more informed, inclusive, and operationally effective outcomes across the spectrum of military operations, while reinforcing the CAF commitment to institutional accountability and operational legitimacy.

Target population: Defence Team Personnel and local populations in regions where military operations are conducted.

Distribution of benefits: Due to the nature of the operational structure, the direct distribution of benefits is not always visible at the planning level. While GBA Plus considerations are integrated into the planning process by the Strategic Joint Staff (SJS) team, they do not have direct oversight of implementation outcomes.

Specific demographic group(s) to be monitored

Not applicable.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, GBA Plus was consistently applied throughout the planning of all CAF operations. The conclusions were considered in estimates and Strategic Operational Planning Group deliberations. Additionally, key findings informed all Chief of the Defence Staff (CDS) and Deputy Minister (DM) Directives and Task Orders. SJS also developed new operational plans, drawing on GBA Plus subject matter expert input from CPCC during the operational planning cycle to better account for GBA Plus in new operational design.

GBA Plus data collection plan

Responsibility for monitoring and assessing the program's impact lies with the commands and groups tasked with its execution. Insights from after-action reports and observed lessons contribute to improve future planning processes for similar operations and initiatives. While information is shared among relevant teams, the SJS does not maintain a formal data collection plan, as most insights are drawn from intelligence-based products.

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Core responsibility: Ready Forces

Program name: 2.2 - Ready Naval Forces

Program goals: The Ready Naval Forces program generates, sustains and renews effective and combat-ready naval forces through the removal of barriers to inclusion and employment while at sea and alongside for all Defence Team members.

Target population: All Canadians

Specific demographic group(s) to be monitored

An analysis of career progression for Regular Force Non-Commissioned Members (NCMs) in the Royal Canadian Navy (RCN), examined whether current policies and promotion criteria disproportionately impact members based on sex. Since the CAF systematically collects data on sex (not gender), this was used for the review.

Key findings include:

• Years of Service (YOS): Men had on average, more YOS at each rank from Sailor Second Class to Petty Officer Second Class than women, suggesting no systemic barriers to promotion for women;
• Promotion Rates: While annual percentages varied, overall promotion rates for women were comparable to those for men; and
• Representation: Women consistently made up less than 10% of Sailor Second Class and less than 8% of Sailor First Class to Petty Officer Second Class ranks, indicating that recruitment into RCN trades remains a significant barrier to full participation.

Key program impacts on gender and diversity

Other key program impacts

RCN members participated in the course Conducting GBA Plus in the Defence Context. The Maritime Forces Atlantic Employment Equity, Diversity and Inclusion team conducted five dedicated training sessions for Fleet Maintenance Facility Cape Scott supervisors and managers, educating them on the importance of diversity, equity, and inclusion. These sessions reinforced the legal and operational importance of GBA Plus and provided guidance on how leaders can foster more inclusive workplaces.

The RCN supported the development and delivery of the Directorate Military Training and Cooperation's course, Integration of Women and Gender Perspectives in the Armed Forces, which was hosted in Indonesia and Thailand.

GBA Plus data collection plan

In support of improving data collection, the RCN will continue to track GBA Plus implementation at the branch-level on new and updated RCN policies, programs, and projects. Positions have been identified for GENADs, Intersectional Analysts and Culture Evolution Coordinators (CECs). The implementation of sustainable networks for GENADs, Intersectional Analysts and CECs throughout Defence has informed who is impacted by initiatives, and allowed for GBA Plus to be better implemented and tracked at the unit level.

Core responsibility: Ready Forces

Program name: 2.3 - Ready Land Forces

Program goals: The Ready Land Forces program ensures combat-effective, multi-purpose land forces are trained, equipped, and ready for operations. This enables the Canadian Army (CA) to be scalable, agile, responsive, and interoperable both domestically with civil authorities and internationally with allies and partners.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Other key program impacts

The CA Mentorship Platform was launched in FY 2024-25 to enable individuals from diverse backgrounds to connect for personal and professional development. The platform was designed with a conscious effort to incorporate various perspectives and intersectional factors within the CA, ensuring it is accessible and useful to all, and that everyone can see themselves reflected in the program.

The Director Army Force Readiness embedded GBA Plus considerations in every operational order across the CA. This ensured consistent visibility and integration of GBA Plus principles.

GBA Plus data collection plan

In FY 2024-25, the GBA Plus network began its operations. A main objective of this network is to gather and discuss feedback to improve reports, processes, and ensure the integration of efforts related to GBA Plus.

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Core responsibility: Ready Forces

Program name: 2.4 - Ready Air and Space Forces

Program goals: Generate ready Air and Space Forces through coordinated training to ensure Royal Canadian Air Force (RCAF) mission success and operational advantage. These forces understand the importance of GBA Plus, have access to necessary tools, and can consult trained GFPs and GBA Plus experts to support operations effectively.

Target population: All Canadians

Distribution of benefits

Insufficient disaggregated information exists currently to know which demographic subsets are impacted.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, The Training Modernization Action Plan (TMAP) recognized the importance of applying an intersectional lens to ensure that future training systems and approaches are equitable, accessible, and inclusive. As such, the TMAP began to integrate GBA Plus considerations into program design, delivery, and evaluation frameworks, which included:

• Identification of barriers to access or participate in new training modalities (e.g., digital, distributed, immersive);
• Consideration of diverse learner requirements in the design of future learning ecosystems; and
• Data collection strategies that support disaggregation by gender, age, and other identity factors.

32 RCAF women participated in the Canadian Women in Aviation symposium and highlighted their expertise and contributions to advancing women in aviation. The event provided mentorship opportunities, focusing on removing systemic barriers and increasing knowledge on aviation-related topics. Networking and mentorship were crucial due to the low percentage of women in aviation teams. Attendees learned from best practices and increased awareness of RCAF's efforts to promote inclusion, allyship, and cultural evolution. The symposium also enhanced future readiness by connecting RCAF with civilian aviation students.

GBA Plus data collection plan

RCAF actively tracked GBA Plus qualifications as part of ongoing efforts to enhance data collection. Within the framework of the Culture Progress initiative, RCAF identified potential sources of GBA Plus data to be collected in the future. This approach ensured that RCAF remains committed to integrating GBA Plus into its operations, thereby fostering a more inclusive and data-driven environment.

Core responsibility: Ready Forces

Program name: 2.5 - Ready Special Operations Forces

Program goals: The Ready Special Operations Forces program generates, sustains, and renews effective special operations forces and capabilities. The program incorporates the application of GBA Plus, providing intersectional insights to assist Special Operations Task Forces in carrying out precise tactical operations and training, both domestically and internationally.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

In FY 2024-25, maintaining high-readiness special operations forces enabled rapid deployment in response to emerging threats at home and abroad. Integrating cultural awareness and consideration of diverse societal contexts enhanced CANSOFCOM ability to protect Canadians and directly strengthened mission effectiveness.

Key program impacts on gender and diversity

Other key program impacts

CANSOFCOM actively sought to create inclusive training and work environments that promoted inclusion and reduced barriers to full participation for all demographic groups, enabling the benefits of diversity to leverage. This included considerations of the GBA Plus identity factors of students and staff when planning for training logistical requirements, working with personnel to accommodate individual needs, and consultation with key experts as needed.

CANSOFCOM supported diversity in training and invested in specialized support programs that promoted a diverse and inclusive organizational culture that has a deeper comprehension of the complex needs of different groups or individuals employed in response to demanding operational tasks.

Challenges identified in training environments included barriers related to infrastructure and capacity when seeking to accommodate unique and gendered requirements of various members of training audiences. The identified challenges were addressed on a case-by-case basis, and the Command employed lessons learned to continue working toward solutions that promote more inclusive environments.

GBA Plus data collection plan

CANSOFCOM implemented after action reporting to capture challenges and successes in training environments. At the Command level, the Optimizing Performance Force and Family program administered the third annual Pulse Survey to capture feedback from across the Command and to inform future personnel support programming. The survey incorporated GBA Plus considerations in the design and analysis processes.

Core responsibility: Ready Forces

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

Program goals: Prepare and sustain combat effective Cyber forces that can respond to a spectrum of tasks, as may be directed by Government, within the required response time. It also delivers strategic level Joint CIS. A needs assessment is planned to identify GBA Plus goals.

Target population: All Canadians

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available as the program is developing a baseline.

Key program impacts on gender and diversity

Not available as the program is currently developing a data collection plan and a baseline.

GBA Plus data collection plan

DSG currently has limited information related to GBA Plus integration but has developed a strategy and action plan for conducting an organizational GBA Plus needs assessment. The needs assessment includes data scoping, analysis and review, which will provide baseline information about what data is already available and where data gaps exist. Possible program-specific data collection approaches will be identified following the needs assessment.

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Core responsibility: Ready Forces

Program name: 2.7 - Ready Intelligence

Program goals: The Ready Intelligence program generates, sustains and renews combat-ready intelligence forces that are operationally ready.

Target population: Defence Team Personnel

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available. At this time, capacity is being developed for disaggregated data collection.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, the Canadian Forces Intelligence Command (CFINTCOM) made efforts to develop capacity to use an intersectional lens towards inclusion and diversity across many demographic groups. Although these efforts remain in the early stages, the full integration of GBA Plus is expected to have many benefits operationally and institutionally.

GBA Plus data collection plan

CFINTCOM integrated gender and intersectional perspectives into policy and strategic advice provided to senior defence leadership and federal decision-makers. Ongoing reinforcement of GBA Plus and intersectional analysis is enhancing operational effectiveness through integration into key business practices, including Intelligence Requirement Management, the Collection Management System, and the Intelligence Cycle.

Core responsibility: Operations

Program name: 2.8 - Ready Joint and Combined Forces

Program goals: To maintain a limited number of ready forces through the 1st Canadian Division, ensuring their operational readiness aligns with gender and intersectionality considerations in accordance with CJOC's standards and practices.

Target population: Defence Team Personnel

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available. No formal assessments were conducted during the reporting period.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, CJOC incorporated GBA Plus considerations into readiness training for deploying CAF members. This work was supported by GENADs across Defence and through collaboration with internal stakeholders, including the Peace Support Training Centre, the Canadian Joint Warfare Centre, and the Dallaire Centre of Excellence for Peace and Security. External collaboration included engagement with the Nordic Centre for Gender in Military Operations to enhance training opportunities aligned with GBA Plus and C-NAP 3.

GBA Plus data collection plan

Not available.

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Core responsibility: Ready Forces

Program name: 2.9 - Ready Health, Military Police and Support Forces

Program goals: To continue to support members in the areas of health and wellness, gender and diversity perspectives have been applied to improving data collection and monitoring, thus enabling leadership to make effective decisions for Chaplain and health services that continue to support all members in being operation ready.

Target population: CAF members

Specific demographic group(s) to be monitored

Although men make up a significant proportion of the CAF, this program continues to make improvements to systems and standards to mitigate barriers faced by underrepresented groups such as women, 2SLGBTQI+, Indigenous Peoples, persons with disabilities, and Racialized persons.

Key program impacts on gender and diversity

GBA Plus data collection plan

Canadian Forces Health Services: Information on improvements to data collection are found in further detail under program 3.3, which includes funding for research on gender and diversity data, specifically for women's health.

Core responsibility: Ready Forces

Program name: 2.10 - Equipment Support

Program goals: The Equipment Support program ensures the weapons systems, defence support systems and associated equipment required by the CAF to meet the training and readiness requirements are made available. The Defence Team continued to use GBA Plus to identify potential deficiencies in equipment used by CAF members and to improve design elements.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

The primary beneficiaries of this program are members of DND/CAF who operate and/or sustain the critical fleets of equipment. While there are direct benefits for several Employment Equity groups and gender diverse people, the predominant demographic group is Caucasian men between the ages of 18-60. The demographic groups that benefit indirectly through employment in the Defence industry include Men (60%-79%), individuals between 18-60 years of age, students and workers, urban populations, individuals with a broad range of education levels, lower income, and middle income. Negative impacts and barriers to access are not expected to affect any groups.

Key program impacts on gender and diversity

Not available

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Core responsibility: Ready Forces

Program name: Program 2.11 - Canadian Forces Liaison Council and Employer Support

Program goals: The Employer Support program aims to enhance the availability of members of the Reserve Force for duties by obtaining the support and cooperation of employers and educators in Canada. GBA Plus has been deliberately considered and no barriers in accessing the Employer Support services were identified.

Target population: There are two target populations: members of the Defence Team (i.e., reservists and DND employees who are also reservists), and the civilian organizations that employ reservists. Employers of reservists are external to the CAF and the impact on gender and diversity is not measured. The distribution of benefits is defined and limited to members of the Reserve Force.

 

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

 

GBA Plus data collection plan

While the program's data collection methodology supported reporting needs, additional performance indicators incorporating GBA Plus considerations were developed during FY 2024-25. To enhance the CAF Exit Survey, new questions were developed to assess voluntary releases linked to unresolved conflicts with civilian employers and educators. The survey already captures gender and diversity data through demographic questions, and these additions will enable deeper intersectional insights related to program outcomes.

Core responsibility: Defence Team

Program name: 3.1 - Recruitment

Program goals: To support the targeted recruitment of women and to modernize recruitment efforts via the newly established Recruitment Modernization Implementation Team. This program utilizes gender and diversity data to track recruitment and development strategies, with the aim of increasing recruitment overall and specific recruitment of women and diverse members.

Target population: All Canadian Citizens and Permanent Residents between 16-57 years of age.

Specific demographic group(s) to be monitored

While the number of men recruited into the CAF during FY 2024-25 is greater than women (81.95% vs. 18.05% as of 27 March 2025), recruitment was greatly focused on increasing the number of women, visible minorities, and Indigenous persons. These groups are more likely to benefit from the efforts of this program.

Key program impacts on gender and diversity

GBA Plus data collection plan

Data on applicants and recruits is systematically captured in the Canadian Forces Recruiting Information Management System, ensuring comprehensive tracking of recruitment metrics. Data is pulled weekly and displayed on the Canadian Forces Recruiting Group dashboard, providing a real-time overview of recruitment trends, particularly focused on Employment Equity groups. This approach allows the department to monitor progress and make informed decisions to enhance diversity and inclusion within our recruitment processes.

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Core responsibility: Defence Team

Program name: 3.2 - Individual Training and Professional Military Education

Program goals: GBA Plus and intersectional perspectives continue to be applied across the CAF professional development system to improve training and education, inform the development of qualification standards, and monitor and improve student well-being.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

The groups most impacted by this program are CAF students, women, men, 2SLGBTQI+ personnel, Indigenous Peoples, and Racialized persons. Statistics for the individual learning institutions are broken down by gender. While disaggregated data for members from underrepresented groups is not available, the program initiatives and impacts as described related to the development and improvement of curriculums and standards represent a benefit for members from underrepresented groups.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, the Canadian Forces College (CFC) created an Equity, Diversity, Inclusion, Indigeneity and Intersectional Analysis Working Group with new terms of reference and representatives that includes staff and students.

The Royal Military College of Canada's (RMC) Saint-Jean, Quebec campus, implemented several initiatives to promote sexual violence prevention and a positive institutional culture. These included workshops and training opportunities for staff, and Naval and Officer Cadets (NCdts / OCdts) on topics such as bystander intervention, consent, and trauma-informed responses. A permanent committee was established to address sexual misconduct at the College. In addition, a dedicated working group was formed to explore the provision of menstrual products and to support the creation of gender-inclusive sanitary spaces.

Supplementary information sources

The Canadian Military Colleges Review Board (CMCRB) was established on 6 December 2023, and convened on 15 January 2024, to begin a 12-month mandate to examine whether the CMC's should continue to exist as undergraduate degree granting institutions, to what extent, and how they should be reformed. In March 2025, the CMCRB issued its report which included a report 49 recommendations. The Minister of National Defence welcomed the report, and analysis is underway to better understand feasibility of the different recommendations, including intersectional considerations.

GBA Plus data collection plan

Through the GENAD/GFP Network, continued efforts are performed to understand, identify, and create value-added processes to collect, analyze, evaluate, and monitor new and existing data. The RMCC, the RMC Saint-Jean, the CFC, and the Osside Institute, continue to collect disaggregated information in the form of student entry and exit surveys with the intent of optimizing student experience and the learning environment.

In direct response to Recommendation 29 of the Arbour Report within the Independent External Comprehensive Review (IECR), a Canadian Military College (CMC) Student Experience, Health, and Well-being Survey was developed. The survey was first delivered to Naval/Officer Cadets from both CMCs in Spring of 2023, and is now conducted annually to better understand the lived experiences of a diverse student population. Results are analyzed by the Director General Military Personnel Research and Analysis and shared with the Colleges through a series of briefings to staff and NCdts / OCdts. Findings from the surveys have informed institutional changes aimed at more effectively addressing the needs of the Colleges' diverse communities.

Core responsibility: Defence Team

Program name: 3.3 - Total Health Care

Program goals: To support CAF member health and service access, this program continues to develop and improve on the areas of women and diverse members health needs, applying GBA Plus to better enable data collection and analysis of services, programs, and initiatives overall.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

The intent of the program is to optimise health and wellness services to the following groups to ensure equity and inclusion: women, 2SLGBTQI+, persons with disabilities or health issues, Racialized persons, and Indigenous Peoples.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The Canadian Forces Health Services Directorate of Women and Diversity Health launched a Women and Diversity Health webpage for CAF members to optimize prevention and care for women and diverse members, using an intersectional lens to improve their physical, mental, and psychosocial wellbeing.

In addition, the Directorate introduced a grant funding opportunity for researchers to conduct a focused, comprehensive or multivariable analysis using data from the 2019 CAF Health Survey. These projects aim to explore health trends and factors affecting CAF women and gender-diverse members. A list of currently funded projects can be accessed at Women and Diversity Health - Research.

GBA Plus data collection plan

The Office of Disability Management currently collects limited GBA Plus data to provide disability management services to DND public service employees. The program will explore additional opportunities to collect self-identification data, enabling DND to monitor program impacts through a gender and diversity lens.

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Core responsibility: Defence Team

Program name: 3.4 - Defence Team Management

Program goals: Focused on the development of Defence Team policies and strategies to manage the diverse needs of members, GBA Plus has been integrated into the policy development framework, while training on GBA Plus continues to be provided to policy analysts.

Target population: Defence Team Personnel. The Sexual Misconduct Support and Resource Centre (SMSRC) provides resources and support services to current and former CAF members, current and former Public Service employees, Cadets, Junior Canadian Rangers, and family members of the greater Defence community. Services are currently available to those who are 16 years of age and older, and are either directly affected by sexual misconduct or are supporting a loved one who is affected.

Specific demographic group(s) to be monitored

While demographic group outcomes are not tracked in the form of data for this program, it is designed to benefit all members of the Defence Team, including women, men, and gender-diverse individuals, by fostering an inclusive and supportive environment.

Key program impacts on gender and diversity

Other Key program impacts

In FY 2024-25, the Intersectional Advisor for the SMSRC developed and delivered a training event focused on the integration of intersectional GBA Plus considerations for Strategic Policy, Research, Quality and Program Development for SMSRC personnel.

Through the Restorative Engagement Program, the SMSRC:

• Established program-wide national equity discussions for staff as a collaborative learning opportunity on intersectionality and equity-related topics; and
• Developed an Executive Reflective Circle process that applies an intersectional approach to identifying class member participants.

GBA Plus data collection plan

The department continued to collect Self-identification (Self-ID) data through the Human Resources Management System (HRMS) both digitally and through an analogue (paper-based) process—to improve the ability to report on the diversity of the civilian workforce. However, delays in the Government of Canada's efforts to further digitize Self-ID, have limited the Department's ability to collect and monitor data with greater detail and precision.

In January 2025, DND launched the 2024-2027 DND Employment Equity, Diversity and Inclusion Strategy (EEDI) Plan for the Public Service Workforce. As a part of the departmental EEDI Plan, DND introduced a PMF that leverages existing data collection to report on the Department's EEDI progress. The Plan also includes a Line of Effort focused on improving data quality, underscoring the importance of having sufficient data to inform DND decision-making, measure program impacts, and assess the effectiveness of EEDI programs for all equity-seeking groups through a GBA Plus and intersectionality lens.

As part of ongoing efforts to enhance capacity for disaggregated data analyses, using data from various sources and to the extent possible, the SMSRC undertook the following initiatives in FY 2024-25:

• Launched a client experience survey which gathered insights into client experiences around service quality, accessibility, responsiveness and other aspects. Data was collected on intersectional factors such as gender, race, region, and language to help identify areas where the SMSRC can adapt their approach to better meet the needs of and to reduce barriers to the diverse communities it serves; and
• Examined demographic data from the third cycle of the Survey on Sexual Misconduct in the CAF, launched by Statistics Canada in 2022, to assist in the development of initiatives and service offerings. This survey showed that compared to women, men accounted for a larger share of the increase in sexual assault from 2018 to 2022. The SMSRC has been working to further develop support services for men, such as by undertaking training related to sexual trauma and recovery in men and organizing peer support activities for men.

Core responsibility: Defence Team

Program name: 3.5 - Military Transition

Program goals: GBA Plus is conducted on all new transition policies and programs. The application of gender perspectives and intersectional analysis supports continued service improvements to members undergoing transition, ensuring the needs of diverse members and members from underrepresented groups are also being met.

Target population: CAF members

Specific demographic group(s) to be monitored

The program benefits all CAF personnel inclusive of gender (men, women, gender-diverse), members of the 2SLGBTQI+ community, Black or other Racialized persons, persons with disabilities or health issues, and Indigenous Peoples. Further, it places an intersectional lens on its services, such as accounting for demographic group factors related specifically to rank, occupation, and years of service.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The CAF is committed to providing services and support that are personalized and unique to the circumstances and needs of its members throughout their journey to post-military life, with special attention provided to ill and injured individuals. The Canadian Armed Forces Transition Group (CAF TG) continues to advance a renewed culture of transition, grounded in the seven domains of well-being, to support a seamless and comprehensive transition experience for its members.

Current CAF TG military transition programs continue to be flexible, resourceful and are designed to facilitate CAF members' transition to post military life with dignity and pride. Program supports are intended to address the spectrum of needs for all CAF members, equitably and across all identity characteristics. While the Military to Civilian Transition (MCT) process is for all members, CAF TG still recognizes the unique needs of injured and ill members and seeks to maximize transition outcomes and enhanced well-being by reducing any stigmas associated with disabilities, including operational stress injuries. The programs available are aimed at supporting the well-being of the member and their families.

To support programs, policies, and initiatives development, a thorough GBA Plus is conducted during the development, implementation, and post-promulgation of each policy, program, and initiative to ensure that they are inclusive, equitable and offer the type of support that meet the diverse needs of the persons it intends to support. Monthly reports on military transition to civilian life include a section that is dedicated to sociodemographic variables to obtain a better understanding of the diverse needs of the transitioning members.

A Due Diligence Tool, the integration of the GBA plus document, and the Problem Identification and the Articulation Form, is completed to challenge assumptions and to anticipate and mitigate any barriers in accessing the policy, program, or initiative that it intends to support. The tool outlines the research and data conducted to date on the item and identifies future research needs, and sets out how the policy will be monitored and evaluated post promulgation. This is an evergreen document and is reviewed during subsequent reviews or as needed, of the policy, program, and/or initiative. The Chief of Military Personnel's (CMP) Gender Advisor is consulted throughout the development process of the Due Diligence Tool.

To support a broader consultation and support system for GBA Plus, the CAF TG GENAD attends biweekly GBA Plus drop-in sessions with other GENADs and GFPs, as committed to through the CMP/ Military Personnel Command (MILPERSCOM) Culture and GBA Plus Implementation Plan. These sessions aimed to support the confrontation of biases and assumptions, promote critical reflexivity, discuss challenges and facilitation of research and data, and mechanisms of monitoring and evaluating. Lastly, the CAF TG continues to sit on various governance committees and working groups where their expertise and support in policy development and analytics can be provided.

GBA Plus data collection plan

The CAF TG utilized a GBA Plus lens in the review and analysis of all new and existing policies, programs, and services when updates are required. Furthermore, performance evaluations of programs, policies, and services utilizing a GBA Plus lens is continually evolving. For example, monthly reports on military transition to civilian life include a dedicated section on sociodemographic variables to gain a better understanding of the diverse needs of members who have reached a point of release. The CAF TG also made progress in developing data collection and reporting capabilities related to the new Military-to-Civilian service model. The CAF TG Analytics Support Centre (ASC) has developed data collection and reporting capabilities to provide intersectional analysis and insights for its programs and services. This reporting capability has already provided CAF TG with the opportunity to perform intersectional analysis and insights on how CAF members of different backgrounds, identities and social groups are engaging with transition services.

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Core responsibility: Defence Team

Program name: 3.6 - Military Member and Family Support

Program goals: As the program provides a wide range of resources related to wellness and family services, GBA Plus continues to be applied into research studies and programs to support the development of tools and resources to meet the needs of diverse members and their families.

Target population: Defence Team Personnel and their families

Specific demographic group(s) to be monitored

Given the nature of this program, the specific demographic groups most impacted by the program are women, men, and youth, as these groups can include spouses or partners of the military members, parents of military members, the military members themselves, as well as their dependents. Some statistics on service use are found below.

Key program impacts on gender and diversity

Other key program impacts

The GBV team engaged a contractor to conduct a GBA Plus on the Healthy Relationships campaign, and the findings and recommendations will inform the 2025-26 campaign. The GBV team also engaged an external organization (WomenACT) to conduct a review of the online course, Intimate Partner Violence: Supporting Friends in Unhealthy Relationships (you are now leaving the Government of Canada website), to provide recommendations to improve the content from a GBA Plus and inclusion/accessibility lens.

GBA Plus data collection plan

Military Family Services does not have consistent measures tracking gender or other identity factors across programming. The division is currently reviewing its overall data collection plan. Data is not available for Personnel Support Services.

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Core responsibility: Defence Team

Program name: 3.7 - Military History and Heritage

Program goals: Through disaggregated data tracking and consultation with the diverse groups, this program continues to provide oversight and guidance on appearance, badges, honours, and recognition.

Target population: All Canadians and Defence Team Personnel

Specific demographic group(s) to be monitored

As the scope of the program encompasses all CAF personnel, its impacts extend to women, men, 2SLGBTQI+ individuals, and Indigenous, Black and Racialized members. Although men are the majority recipients of the Order of Military Merit, as shown below, this reflects their higher representation within the overall CAF population. Currently, data on merit appointments for underrepresented groups is not tracked.

Key program impacts on gender and diversity

Other key program impacts

Recent efforts have advanced the integration of GBA Plus considerations into CAF recognition, heritage, and dress regulations, including:

• A broader range of nominations received for the Meritorious Service Decorations;
• The Director History and Heritage now applies a GBA Plus lens to proposed badge designs as part of the CAF badge creation and approval process, an initiative still in early implementation; and
• The National Defence Clothing and Dress Committee (NDCDC) approved updates to regulation on medal mounting, undress ribbons, and neck badge ribbons across all Orders of Dress, incorporating GBA Plus considerations.

GBA Plus data collection plan

The Directorate of Honours and Recognitions does not conduct or analyze data for all honours and awards; however, it does for select distinctions. At the end of each calendar year, it receives disaggregated demographic data on CAF members to inform Order of Military Merit targets for the following year. It also tracks gender statistics for Order of Military Merit Appointments to ensure alignment with the targets set by the Advisory Council. Data on other diversity groups cannot be collected, as this information is not captured in the CAF's human resources system of record. While there is no formal data collection plan for GBA Plus analyses related to badges and insignia, each completed analysis is documented and retained for reference.

Core responsibility: Defence Team

Program name: 3.8 - Military Law Services/Military Justice Superintendence

Program goals: Justice Administration and Information Management System (JAIMS) is designed to produce detailed, on-demand reporting that empowers data-driven decision making and GBA Plus in relation to military justice matters.

Target population: CAF members, including chains of command, victims of service offences and infractions, and representatives of the Canadian Military Prosecution Service, CPCC, and the Military Police.

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

This program is not currently collecting sufficient data to enable it to monitor and/or report on program impacts by gender and diversity.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

With the implementation of JAIMS in FY 2024-25, the Project team began work on the development of sexual misconduct dashboards and examining options for sourcing the disaggregated data required to produce the most detailed dashboards and reports.

By integrating JAIMS with Guardian software it draws demographic information from that system, some of which may be usable in desegregating/disaggregating demographic data for dashboards and other reports. Information collected in the new version of JAIMS will assist in identifying 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.

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Core responsibility: Defence Team

Program name: 3.9 - Ombudsman

Program goals: The Ombudsman's (OMB) GBA Plus activities aim to ensure that all members of the Defence Team can access the office's services, and that service delivery considers identity factors where relevant.

Target population: Defence Team Personnel

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not applicable. No formal assessments were conducted during the reporting period.

Key program impacts on gender and diversity

Not applicable. No formal assessment of gender and diversity impacts was conducted during the reporting period.

GBA Plus data collection plan

No formal data collection plan was in place during the reporting period. The OMB used informal feedback to support continuous improvement. This included employee discussions, participation in outreach events, and input from the GBA Plus committee.

Core responsibility: Defence Team

Program name: 3.10 - Cadets and Junior Canadian Rangers (Youth Program)

Program goals: The Cadets and Junior Canadians Rangers Group offer Canadian youth, aged 12 to 18, a physically challenging, mentally stimulating, structured environment that promotes community and environmental responsibility, as well as personal health and well-being. DND is committed to expanding the reach of these important programs.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Other key program impacts

In FY 2024-25, updates to the national policy review process included inputs from diverse voices that were representative of impacted audiences and end-users. Moreover, a review was conducted by Youth advisors from the Cadet and Adult National Diversity and Inclusion Advisors Group. Program audiences and end-users reported that the review of the updates to the national policy review process were both enriching and affirming. This feedback impacted decision-making in relation to the national policy development process which was updated in January 2025 to include Advisory Group members.

Supplementary information sources

National Cadet Advisory Council - Canada.ca

GBA Plus data collection plan

The Cadets and Junior Canadian Rangers program continued to utilize Entry and Exit surveys that were completed by cadets who are enrolling and leaving the program.

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Core responsibility: Future Force Design

Program name: 4.1 - Joint Force Development

Program goals: The Joint Force Development Program synchronizes and integrates all force development activities across the CAF to develop the capabilities required to produce strategically relevant, operationally responsive, and decisive military forces.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

The Chief of Force Development (CFD) explored sustainable options to develop the necessary level of data collection for GBA Plus. However, following this review, CFD concluded that the business model is not conducive to collecting any required data to enable the monitoring and/or reporting of program impacts by gender and diversity.

Core responsibility: Future Force Design

Program name: 4.2 - Naval Force Development

Program goals: The RCN conducts, applies, and monitors GBA Plus findings and conclusions to decision-making for shipbuilding and other maritime equipment acquisitions and materiel support activities.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Other key program impacts

The future fleet has prioritized GBA Plus in the options analysis and design process with a view to ensuring that ships are an inclusive environment in which to live and work. The River-class Destroyer (RCD), formerly called The Canadian Surface Combatant (CSC) employed an outside agency which specializes in human factors integration to conduct GBA Plus of the RCD design. Following this analysis, several changes, both structural and procedural, were identified for consideration for inclusion into the final design of the ship. Additionally, a GBA Plus was completed for the periscope replacement project for the existing Victoria-Class Submarine.

GBA Plus data collection plan

In support of improving data collection, the RCN will track GBA Plus implementation at the branch-level on all new and updated RCN policies, programs, and projects. Current and future project teams will be responsible for tracking feedback from users within the GBA Plus monitoring and implementation phase using feedback loop processes already in place, such as Statements of Capability Deficiencies.

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Core responsibility: Future Force Design

Program name: 4.3 - Land Force Development

Program goals: The Land Force Development program develops and manages the execution of activities that introduce new or modified capabilities to achieve desired effects during Defence operations, activities or services.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available

Other key program impacts

The CA supports GBA Plus throughout DOTMLPF-PI (Doctrine and Concepts, Organization, Training, Materiel, Leadership and Education, Personnel, Facilities – Policy and Interoperability) framework, which guides capability development and analysis. GBA Plus considerations are embedded across all project cycles under Canadian Army responsibility.

GBA Plus data collection plan

Not Available.

Core responsibility: Future Force Design

Program name: 4.4 - Air and Space Force Development

Program goals: The Air and Space Force Development program develops and manages the execution of activities that introduce new or modified capabilities to achieve desired effects during Defence operations, activities, or services.

Target population: All Canadians

Distribution of benefits

Insufficient disaggregated information exists currently to know which demographic subsets are impacted.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

In FY 2024-25, the RCAF developed a Progress Monitoring Framework. Although Key Performance Indicators (KPIs) have not yet been established, GBA Plus was considered and will be integrated. Additionally, the RCAF identified the need for a governance structure for the framework to ensure centralized awareness of GBA Plus initiatives, which will facilitate effective data collection.

Core responsibility: Future Force Design

Program name: 4.5 - Special Operations Force Development

Program goals: This program develops and manages the execution of activities that introduce new or modified capabilities to achieve desired effects during special operations, activities or services. The integration of GBA Plus within the procurement process provides an enhanced intersectional understanding of the varied requirements for all members.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

Other key program impacts

In FY 2024-25, progress was made on designing new helmets for special operations forces that are designed to reduce the impact of low-level blast from high velocity impacts and rotational loads. The development of the new helmet included a detailed anthropomorphic analysis to ensure the helmets are designed to be adjustable for head shapes and sizes.

GBA Plus data collection plan

Not available.

Supplementary information sources

Military hopes new helmet will protect special forces from traumatic brain injuries. (you are now leaving the Government of Canada website)

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Core responsibility: Future Force Design

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

Program goals: The Cyber and Joint (CIS) Force Development program is responsible for developing and managing the execution of Cyber and Joint CIS force development activities to be integrated and implemented into the CAF.

Target population: All Canadians

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

The DSG currently has limited information related to GBA Plus integration but has developed a strategy and action plan for conducting an organizational GBA Plus needs assessment. The needs assessment includes data scoping, analysis and review, which will provide baseline information about what data is already available and where data gaps exist. Possible, program-specific data collection approaches will be identified following the needs assessment.

Core responsibility: Future Force Design

Program name: 4.7 - Intelligence Force Development

Program goals: The Intelligence Force Development program develops and manages the execution of activities that introduce new or modified capabilities to achieve desired effects during Defence operations, activities or services.

Target population: Defence Team Personnel

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

This program does not collect sufficient data to enable it to monitor and/or report program impacts by gender and diversity. CFINTCOM is making deliberate efforts to formalize the GBA Plus / Intersectional Focal Point Network to integrate intersectional factors into current and future Defence Intelligence projects.

Core responsibility: Future Force Design

Program name: 4.8 - Science, Technology and Innovation

Program goals: The Science, Technology and Innovation program collects employment equity statistics per government directives. GBA Plus employment data is not tracked at the initiative level, as equity data is centrally managed. The Innovation for Defence and Security (IDEaS) program incorporates GBA Plus data collection in the delivery of its activities.

Target population: The IDEaS program continued to deliver meaningful impacts in FY 2024-25 across three groups, including:

• DND/CAF Stakeholders — by enhancing defence and security capabilities through innovative solutions;
• Canadian Innovators — by investing in Canadian innovation and ensuring the program remains accessible and inclusive for all Canadians; and
• The Canadian public — by contributing to a safer, more secure Canada through advancements in defence capabilities.

As the impacts of the program are generally considered to be equal regardless of gender, income and age group, the 'balanced' category has been selected for all.

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The IDEaS program continued to compile statistics on both successful and unsuccessful proposals against companies' percent ownership by diversity group. Accomplishments included two innovators which progressed to the Component 1b stage – one company's percentage of female ownership was 50% or greater, while the other company's percentage of disability ownership was 50% or greater. This data continues to reveal the profile of participants in the program, and to track possible trends in the diversity of participants over time.

Supplementary information sources

Departmental Results Report (DRR) 2023-24. These results are included in the DRR each FY.

GBA Plus data collection plan

In FY 2024-25, equity, diversity, and inclusion continued to be prioritized by integrating intersectional considerations in decision-making, routine activities, and strategic collaborative relationships. The IDEaS program maintained its application and evaluation processes for proposals and continued to integrate GBA Plus requirements within its point-rated criterion, as an instrumental step in the selection process. Additionally, the IDEaS program continued to collect data to monitor and report program impacts for various diversity groups. The application form included an optional request for companies to include information on percentage (%) ownership based on various identity factors, including % of Female Ownership, Youth, Persons with Disabilities, Indigenous People, and Visible Minorities. In addition, the program-initiated work to further refine the application form and expand this question to include a more extensive list of diversity groups, which will be implemented in future years.

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Core responsibility: Procurement of Capabilities

Program name: 5.1 - Maritime Equipment Acquisition

Program goals: The Maritime Equipment Acquisition program acquires new or modernized equipment required by the CAF in response to evolving Defence requirements. The Defence Team continued to use GBA Plus to support the identification of potential deficiencies and to improve design elements.

Target population: Defence Team Personnel and partners

 

Specific demographic group(s) to be monitored

The primary beneficiaries of this program are DND/CAF personnel who operate and/or sustain the critical fleets of equipment. While several Employment Equity groups and gender diverse people benefit from this program, the predominant demographic group is Caucasian men between the ages of 18-60. The following demographic benefit indirectly through employment in the Defence industry: Men (60%-79%), individuals between 18-60 years of age, students and workers, urban populations, individuals with a broad range of education levels, lower income, and middle income. Negative impacts and barriers to access are not expected to affect any groups.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The River-class destroyer ship design continued to progress towards build, with GBA Plus continuing through ship design reviews. In addition to ship design, GBA Plus considerations have also been identified for new and modified infrastructure. These infrastructure projects must comply with Government of Canada GBA Plus and universal design and barrier-free policies. A preliminary GBA Plus assessment was conducted to determine whether the Land-Based Test Facility project could have differential impacts based on identity factors and intersectional considerations typically affected by infrastructure design.

Joint Support Ship (JSS): The JSS is being constructed with GBA Plus design considerations.

GBA Plus data collection plan

All procurement projects continued to document and maintain a record of GBA Plus in FY 2024-25. This includes data collected through all project phases, consultations, findings and identified issues, options considered and proposed, and details on how GBA Plus has informed the design and implementation of the project. This data was incorporated into all project documentation and work, including business case analyses and the Treasury Board of Canada Secretariat and ministerial submissions.

Core responsibility: Procurement of Capabilities

Program name: 5.2 - Land Equipment Acquisition

Program goals: The Land Equipment Acquisition program acquires new or modernized equipment required by the CAF in response to evolving Defence requirements. The Defence Team continued to use GBA Plus to support the identification of potential deficiencies and to improve the design of equipment and services procured for CAF members.

Target population: Defence Team Personnel and Defence team partners

Specific demographic group(s) to be monitored

The primary beneficiaries of this program are members of the DND/CAF who operate and/or sustain the critical fleets of equipment. While several Employment Equity groups and gender diverse people benefit from this program, the predominant demographic group is Caucasian men between the ages of 18-60. The following demographics benefit indirectly through employment in the Defence industry: Males (60%-79%), individuals between 18-60 years of age, students and workers, urban populations, individuals with a broad range of education levels, lower income, and middle income. Negative impacts and barriers to access are not expected to affect any of these demographics.

Key program impacts on gender and diversity

Not available.

Other key program impacts

Logistics Vehicle Modernization (LVM): The LVM project contract awarded to General Dynamics Land Systems Canada and Marshall Canada in May 2024, includes GBA Plus considerations. The equipment design accommodates a wide range of physical characteristics, from the 5th percentile female to the 95th percentile male. The contractor must integrate GBA Plus into operating and training materials, ensuring inclusivity and gender neutrality. New LVM infrastructure will adhere to provincial accessibility standards, featuring gender-neutral washrooms, ramps, elevators, automatic doors, and flexible spaces for religious worship or breastfeeding.

GBA Plus data collection plan

All procurement projects continued to document and maintain a record of GBA Plus in FY 2024-25. This includes data collected throughout all phases of the project, consultations undertaken, findings, options considered and proposed and details on how GBA Plus has informed the design and implementation of the project. This data was incorporated into all project documentation and work, including business case analyses and the Treasury Board of Canada Secretariat and ministerial submissions.

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Core responsibility: Procurement of Capabilities

Program name: 5.3 - Aerospace Equipment Acquisition

Program goals: The Aerospace Equipment Acquisition program acquires new or modernized equipment required by the CAF in response to evolving Defence requirements. The Defence Team continued to use GBA Plus to support the identification of potential deficiencies and to improve design elements.

Target population: Defence Team Personnel and partners

Specific demographic group(s) to be monitored

The primary beneficiaries of this program are DND/CAF personnel who operate and/or sustain the critical fleets of equipment. While several Employment Equity groups and gender diverse people benefit, the predominant demographic group is Caucasian men between the ages of 18-60. The following demographics benefit indirectly through employment in the Defence industry: Men (60%-79%), individuals between 18-60 years of age, students and workers, urban populations, individuals with a broad range of education levels, lower income, and middle income. Negative impacts/barriers to access are not expected to affect any of these demographics.

Key program impacts on gender and diversity

Not available.

Other key program impacts

Canadian Multi-Mission Aircraft (CMMA): The CMMA project has included GBA Plus within the Statement of Requirements for Infrastructure and has provided GBA Plus consideration throughout the design and construction phases.

Strategic Tanker Transport Capability (STTC): Key GBA Plus considerations are being included in the design and development of the new 8 Wing Trenton CC-330 hangar facility including lactation room, cultural room and single-user gender-neutral washrooms, in addition to due consideration for diverse members of the RCAF CC-330 Husky crews in designing accommodation spaces that serve to support readiness posture operations.

GBA Plus data collection plan

All procurement projects continued to document and maintain a record of GBA Plus in FY 2024-25. This included data collected throughout all phases of the project, consultations undertaken, findings, options considered and proposed and details on how GBA Plus has informed the design and implementation of the project. This data was incorporated into all project documentation and work, including business case analyses and the Treasury Board of Canada Secretariat and ministerial submissions.

Core responsibility: Procurement of Capabilities

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

Program goals: The Defence Information Technology Systems Acquisition, Design and Delivery program acquires, designs, builds and delivers information systems and applications in support of future force capabilities and enhancement. A needs assessment is planned to identify GBA Plus goals.

Target population: All Canadians

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

The DSG currently has limited information related to GBA Plus integration but has developed a strategy and action plan for conducting an organizational GBA Plus needs assessment. The needs assessment includes data scoping, analysis and review, which will provide baseline information about what data is already available and where data gaps exist. Possible, program-specific data collection approaches will be identified following the needs assessment.

Core responsibility: Procurement of Capabilities

Program name: 5.5 - Defence Material Management

Program goals: The Defence Materiel Management program ensures that materiel is effectively and efficiently managed across the supply chain to support the CAF. The Defence Team uses GBA Plus to identify potential deficiencies and to improve the design of equipment and services procured for CAF members.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

The primary beneficiaries of this program are DND/CAF personnel who operate and/or sustain the critical fleets of equipment. While several Employment Equity groups and gender diverse people benefit from this program, the predominant demographic is Caucasian men between the ages of 18-60. The following demographics benefit indirectly through employment in the Defence industry: Men (60%-79%), individuals between 18-60 years of age, students and workers, urban populations, individuals with a broad range of education levels, lower income, and middle income. Negative impacts/barriers to access are not expected to affect any of these demographics.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

All procurement projects continued to document and maintain a record of GBA Plus in FY 2024-25. This includes data collected throughout all phases of the project, consultations, findings, options considered and proposed and details on how GBA Plus has informed the design and implementation of the project. This data was incorporated into all project documentation and work, including business case analyses and the Treasury Board of Canada Secretariat and ministerial submissions.

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Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.1 - Defence Infrastructure Program Management

Program goals: The Defence Infrastructure Program Management manages, coordinates and oversees the Department's Real Property portfolio in a holistic manner that supports the Department of National Defence and the Canadian Armed Forces strategies and priorities. This program also includes divestment activities.

Target population: Defence Team Personnel

Distribution of benefits: While DND has data for civilian employees and military members, 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 estimation and is not empirically supported.

Specific demographic group(s) to be monitored

No monitoring data is currently collected and evaluated at the program level.

Key program impacts on gender and diversity

Not available.

Other key program impacts

To modernize and streamline the DND/CAF accommodation portfolio, Assistant Deputy Minister (Infrastructure and Environment (ADM [IE]), has adopted space standards such as GC Workplace to foster office spaces that support a hybrid workforce. The organization established designs to accommodate a variety of work styles, meet accessibility needs, enable flexible work arrangements, and integrate modern technology.

GBA Plus data collection plan

Individual operational infrastructure requirements and projects complete research and data collection in support of GBA Plus, but the information is not currently disaggregated or available on a larger scale. ADM(IE) approved a new GBA Plus implementation plan 2023-2027 (IP2) containing steps to identify and address remaining gaps to fully institutionalize GBA Plus. The organizational needs assessment committed to in the IP2 was initiated in February 2025, ahead of schedule. Tasks completed include setting clear objectives, creating measurable, time-bound goals, defining data collection categories, and creating a detailed needs assessment project outline with desired targets for each small-scale action.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.2 - Defence Infrastructure Construction, Recapitalization and Investment

Program goals: The Defence Infrastructure Construction, Recapitalization and Investment program allows Defence to expand, enhance and renew its existing real property portfolio. Each capital construction project implemented was the object of a GBA Plus to identify intersectional perspectives that could either inform the infrastructure solution or be addressed through its implementation.

Target population: Defence Team Personnel

Distribution of benefits

Specific demographic group(s) to be monitored

The program benefits are limited to DND/CAF personnel. Increasing the availability of female and gender-neutral facilities ensures that employees of all genders and gender expressions do not require additional travel time to access facilities and are less likely to encounter hazardous environments such as dead ends, vacant hallways or poorly lit areas. In addition, the inclusion of gender-neutral and accessible facilities is now standard for new projects.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The program impacts future occupants of new DND/CAF buildings. The two main GBA Plus considerations are to provide an environment where gender fluidity and being non-binary is not a barrier to accessing hygiene facilities such as washrooms, change rooms, or showers, and to ensure that buildings meet the accessibility standards aiming to mitigate barriers to mobility or other challenges. Individual projects complete research and data collection in support of GBA Plus, but the information is not currently disaggregated or available on a larger scale to support to empirically demonstrate outcomes.

The Engineering Services group within ADM (IE) published a new Standard on Accessible and Inclusive Design for DND Immovables to replace the current Construction Engineering Technical Order Universal Design Barrier-Free Access. DND facilities must be accessible and inclusive for diverse users, which includes not only the principal occupants of a facility but also operations and maintenance staff, contractors, consultants, and other visitors. ADM (IE) continues to incorporate considerations from the Canadian Human Rights Act, which recognizes gender expression and gender identity as prohibited grounds of discrimination.

DND's internal policy to provide an equal number of male and female facilities, regardless of the actual population within a building, continues to be applied. This equal distribution ensures that employees of all genders and gender expressions will not need additional travel time to access facilities and are less likely to encounter hazardous environments such as dead ends, vacant hallways or poorly lit areas. In addition, the inclusion of gender-neutral and accessible facilities is standard for new projects.

ADM (IE) continues to follow mandates from the Canada Labour Code, to include access to free menstrual products in all facilities, regardless of the most common patrons of those facilities, to ensure that transgender and genderqueer employees can meet their basic hygienic needs without discrimination or hardship.

In FY 2024-25, GBA Plus considerations were incorporated into Assistant Deputy Minister (Defence Research and Development Canada's) (ADM (DRDC)) Chemical and Biological project development. During project development, stakeholders, including ADM (DRDC)'s scientific research staff, were consulted to incorporate specific design considerations into the facility. This led to the inclusion of sex and gender ratio, transgender and disability aspects in the planning of spaces. Design considerations include diversity, universal design and accessibility, gender-neutral public and staff washrooms, locker and shower facilities, barrier-free accessibility, parking, interfaith and lactation rooms. The project also leverages industry best practices to ensure GBA Plus principles meet current and future concerns.

GBA Plus data collection plan

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. Without stable and dedicated resourcing allocated for disaggregated data collection for GBA Plus, significant improvements in GBA plus data collection, analysis, and reporting are challenging.

In FY 2024-25, ADM (IE) approved a new GBA Plus implementation plan 2023-2027 (IP2) containing defined steps to identify and address remaining gaps to fully institutionalize GBA Plus. The organizational needs assessment committed to in the IP2 was initiated in February 2025, ahead of schedule. Tasks completed include setting clear objectives, creating measurable, time-bound goals, defining data collection categories, and creating a detailed needs assessment project outline with desired targets for each small-scale action.

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Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.3 - Defence Infrastructure Maintenance, Support and Operations

Program goals: The Defence Infrastructure Maintenance, Support and Operations program operates and maintains the realty portfolio by implementing maintenance, repair and infrastructure support activities on bases and wings.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available

Other key program impacts

ADM (IE) does not currently collect and evaluate monitoring data at the program level. However, they have continued to implement many previous GBA Plus directives through the Maintenance and Repair and Minor Capital programs. Integration of GBA Plus considerations into governing standards and directives has allowed for increased application gradually across the entire program, including during FY 2024-25, despite not having targeted sub-programs for individual requirements nor having completed a gap analysis.

GBA Plus data collection plan

Significant challenges include capacity constraints and ongoing development of specific auditing processes. ADM (IE) will continue working towards developing audit programs in accordance with the implementation of GBA Plus influenced standards, codes, and directives to better capture any remaining compliance gaps.

ADM (IE) approved a new GBA Plus implementation plan 2023-2027 (IP2) containing defined steps to identify and address remaining steps to fully institutionalize GBA Plus. The organizational needs assessment committed to in the IP2 has been initiated ahead of schedule. One of the primary objectives of the needs assessment is to identify existing data sources and gaps. Following the assessment, a plan will be developed to better align data with reporting requirements.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.4 - Defence Residential Housing Program

Program goals: The Defence Residential Housing Program ensures the viability and availability of the Canadian Forces Housing Agency (CFHA) providing residential accommodations to enable CAF operations. It serves to provide members and their families housing options to support military operational requirements and in locations where the private sector cannot provide.

Target population: CAF Members and their families

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

Not available.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.5 - Defence Information Technology Services and Programme Management

Program goals: Defence Information Technology Services and Programme Management includes activities related to the existing Information Technology services and the management of the Defence Information Technology Programme. It ensures that existing platforms and systems are available, healthy, secure, integrated and interoperable. A needs assessment is planned to identify GBA Plus goals.

Target population: All Canadians

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

The DSG currently has limited information related to GBA Plus integration but has developed a strategy and action plan for conducting an organizational GBA Plus needs assessment. The needs assessment includes data scoping, analysis and review, which will provide baseline information about what data is already available and where data gaps exist. Possible, program-specific data collection approaches will be identified following the needs assessment.

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Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.7 - Indigenous Affairs

Program goals: The Indigenous Affairs program seeks to promote the alignment of DND/CAF activities, operations, policies and programs with government-wide reconciliation commitments and obligations with respect to Indigenous Peoples.

Target Population: Defence Team Personnel and Indigenous peoples of Canada

Distribution of benefits

Not available.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

Other Key Program Impacts: The Director General of Indigenous Affairs (DGIA) has identified two representatives to advance Culture Evolution work within its organization. This includes efforts to better integrate GBA Plus into its day-to-day work, including work to incorporate GBA Plus into policy development.

GBA Plus data collection plan

Significant challenges include capacity constraints and ongoing development of specific auditing processes. ADM (IE) will continue working towards developing audit programs in accordance with the implementation of GBA Plus influenced standards, codes, and directives to better capture any remaining compliance gaps.

In FY 2024-25, ADM (IE) approved a new GBA Plus implementation plan 2023-2027 (IP2) containing defined steps to identify and address remaining steps to fully institutionalize GBA Plus. The organizational needs assessment committed to in the IP2 has been initiated ahead of schedule. One of the primary objectives of the needs assessment is to identify existing data sources and gaps. Following the assessment, a plan will be developed to better align data with reporting requirements.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.8 - Naval Bases

Program goals: The Royal Canadian Navy continues to progress GBA Plus on all current infrastructure to identify and remove barriers to inclusion for members of the entire Defence Team.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Other key program impacts

At Canadian Forces Base (CFB) Esquimalt, British Columbia, Maritime Forces Atlantic (MARLANT) has been working with parking management to implement expectant parent parking spaces and has established two officially recognized smudging sites at CFB Halifax, Nova Scotia. The first Sweat Lodge ceremony took place at the 12 Wing Shearwater Sweat Lodge.

MARLANT has created a Black, Indigenous and People of Colour (BIPOC) health clinic which aims to address racial health disparities and provide culturally competent care.

Fleet Maintenance Facility Cape Scott has implemented new policies for gender-inclusive changing spaces, requiring all personnel to change within individual stalls to prioritize privacy and safety for gender-diverse members.

GBA Plus data collection plan

Monitoring will be conducted through maintaining open dialogue with local Defence Advisory Groups to identify barriers and accessibility concerns. Progress and initiatives will be tracked through the RCN's Diversity and Inclusion Advisory Council records of discussion, published after each biannual meeting. Additional oversight will be provided by regular meetings between Defence Advisory Groups and Base Commanders, as well as through monthly reporting between coastal units and Employment Equity, Diversity and Inclusion (EEDI) representatives in the National Capital Region.

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Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.9 - Land Bases

Program goals: The Land Bases program provides and hosts a variety of support services to its assigned dependencies which, depending on the specific base, includes Navy, Army, and Air Force Regular and Reserve formations and units.

Target population: All Canadians

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

Other key program impacts

In FY 2024-25, GBA Plus was presented as a tool that could be used as a preventive measure during a mandated discussion on anti-racism. The goal was to raise staff awareness of the potential impacts of a project on individuals based on their identity factors and to identify action steps to mitigate any negative impacts on individuals.

GBA Plus data collection plan

Not available.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.10 - Air and Space Wings

Program goals: The Air and Space Wings program provides and hosts a variety of support services to its assigned dependencies which, depending on the specific base, includes Navy, Army, and Air Force Regular and Reserve formations and units.

Target population: All Canadians

Distribution of benefits

Insufficient disaggregated information exists currently to know which demographic subsets are impacted.

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

Other key program impacts

The RCAF Path to Net-Zero Strategy (PTNZ) is the RCAF response to the priorities set out in the Defence Climate and Sustainability Strategy and the Federal Sustainable Development Strategy, which situates the RCAF's efforts in the global context of a changing climate. It provides a whole-of-government view, bringing programs, priorities, and implementation strategies to advance sustainable development together in one place while balancing the three pillars: environmental, social and economic dimensions.

Rapid climate changes in the North are causing far-reaching impacts to infrastructure, landscapes, ecosystems, water and ice systems, and traditional ways of life, which in turn affects Northerners' social, economic, and cultural well-being. RCAF is aware that various demographic groups might be more interested in certain issues addressed in the PTNZ relative to others. Northern communities and Indigenous Peoples were identified as a target group because they are most impacted by climate change. RCAF acknowledged that input from Northern communities can be difficult but necessary with further PTNZ work, as different demographic groups encounter unique barriers to participating in consultation and engagement processes.

GBA Plus data collection plan

In FY 2024-25, RCAF developed a Progress Monitoring Framework. Although KPIs have not yet been established, GBA Plus was considered and will be integrated. Additionally, the RCAF identified the need for a governance structure for the framework to ensure centralized awareness of GBA Plus initiatives, to facilitate effective data collection.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.11 - Joint, Common and International Bases

Program goals: This program provides and hosts a variety of support services to its assigned dependencies which, depending on the specific base, includes Navy, Army, and Air Force Regular and Reserve formations and units.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

This program targets internal members of the Defence Team and not a specific demographic group, hence there are no specific demographic group outcomes for this program.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

In FY 2024-25, there were intentions to have all base owner elements (Navy, Army, Air Force, Vice Chief of the Defence Staff (VCDS)), to pool together to create a GBA Plus data collection plan. Due to capacity constraints, no advancements were made.

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Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.12 - Military Police Institutional Operations

Program goals: The Military Police Institutional Operations program assists the CAF in enforcing discipline and maintaining security both domestically and internationally. Subsequently this program assists the CAF in maintaining positive morale.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

During FY 2024-25, the VCDS continued efforts to integrate GBA Plus considerations into Military Police (MP) policies. The VCDS worked to improve the disaggregation of data provided to Statistics Canada related to population groups, victims of crimes, as well as gender and diversity related concerns. Moreover, the MP leaned into improving the reliability of data collected on arrested and detained persons, in alignment with Recommendation 35 of the Independent Review by the Honourable Judge Fish, as it relates to Recommendation 3 on improved data collection and reporting practices. This also included the collection and distribution to Statistics Canada of specific data compliant with the Uniform Crime Reporting (UCR) expectations of UCR 2.5.

Core responsibility: Sustainable Bases, Information Technology Systems and Infrastructure

Program name: 6.13 - Safety

Program goals: The Department's Safety program's purpose is to enhance the health, safety and well-being of the Defence Team.

Target population: Defence Team Personnel

Specific demographic group(s) to be monitored

Not available.

Key program impacts on gender and diversity

Not available.

GBA Plus data collection plan

In FY 2024-25, there was no GBA Plus data collection plan in place for this program; however, the Director of General Safety remained committed to working towards the development of one.

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