Gender-based analysis plus

Section 1: Institutional GBA Plus capacity

Diversity and intersectionality are important considerations in the work of Immigration, Refugees and Citizenship Canada (IRCC) when facilitating the arrival of immigrants, providing protection to refugees, offering settlement programming to newcomers, and granting citizenship and passport services. Under the Immigration and Refugee Protection Act (IRPA), IRCC has a legislative requirement to report on Gender-based Analysis Plus (GBA Plus) activities in the Annual Report to Parliament on Immigration.

Governance

In February 2022, the Equity Policy and GBA Plus Team was created within IRCC to provide advice on policy and operational initiatives, and review relevant aspects of Memoranda to Cabinet, Treasury Board Submissions, and federal budget proposals, as required. To showcase how GBA Plus can support more robust policies, programs and initiatives that aid in reducing inequity, the team led 12 tailored information sessions that engaged staff and IRCC management, including staff in overseas missions.

In December 2021, IRCC implemented the Inclusion, Diversity and Employment Equity Sub-Committee, a sub-committee to the Human Resources National Labour Management Consultation Committee, which is a consultative table co-chaired by a senior manager representative and a union representative to foster effective communication between IRCC management and bargaining agents. Various topics pertaining to equity-seeking groups in the workforce are discussed in this forum.

The Department is also supported by diversity, equity and inclusion champions at the senior management level, as well as a number of employee networks, including the Women’s Network, the Black Employee Network, the Persons with Disabilities Employee Network and Committee, the Jewish Employees Network, the Racialized Employees and Allies Network, the Latino Employee Network, the Indigenous Peoples Circle, and Pride@IRCC.

Anti-racism

IRCC established a governance structure around anti-racism to foster a more inclusive workplace and society. The Department’s Anti-Racism Task Force (ARTF) works collaboratively throughout IRCC to address racism in three key areas: workplace, policy and program design, and service delivery. ARTF is supported in its work through an internal Anti-Racism Task Force Advisory Board, anti-racism leads, and anti-racism working groups throughout the Department.

Notable achievements in 2021–22 to advance anti-racism include:

Data collection

IRCC is a data driven department that collects personal information,Footnote 1 such as sex, age, mother tongue, country of birth and country of citizenship, on immigrants, temporary populations, refugees, asylum seekers, and citizenship and travel document applicants to process applications. Additionally, on an annual basis, IRCC conducts client experience surveys regarding its citizenship, immigration and passport programs, which includes the collection of personal information voluntarily provided by clients on gender, language spoken, age group, disability, racial group, and sexual orientation. The anonymized data is available for research and intersectional analysis for the development of IRCC policies, programs, and services.

To further support evidence-based policymaking and enhanced service delivery, IRCC is developing a Disaggregated Data and Analytics Framework (DDAF) to reveal and address systemic biases, inequities, and outcome gaps for diverse populations (e.g., Indigenous persons, racialized groups, gender, disability status, sexual orientation, official language, children and youth, seniors). The development of the DDAF is possible due to IRCC’s extensive data holdings and its longstanding strategic data partnership with Statistics Canada and other key data partners, including provinces and territories, non-governmental organizations, and academics.

The DDAF’s centrepiece is a disaggregated data policy that will include guidelines and standards for the design, implementation and use of diverse population data within an IRCC context. The DDAF will also include tools, such as a listing of internal and external data sources and a checklist for implementing identity-based questions, as well as support for consistency in data collection, use (analytics), and conceptual comparability across data sources.

The DDAF will align with Statistics Canada’s Disaggregated Data Action Plan, IRCC’s Data Policy, and Statistics Canada data standards.Footnote 2 These principles and standards, as well as requirements under the Privacy Act and the Canadian Charter of Rights and Freedoms, provide guidance for the data to be trusted, accessible, interoperable and used ethically. As an evergreen plan, consultations to develop the Framework will continue through 2022. The Framework will start delivering results in 2022–23; the DDAF policy is planned for implementation by end of 2022–23.

Other capacity building and awareness

IRCC is advancing Diversity and GBA Plus departmental capacity through a Mentorship Plus program. The Department has worked in conjunction with the Treasury Board of Canada Secretariat (TBS) to develop IRCC’s own Mentorship Plus program. It was launched in May 2021 as a response to the calls to action made by employment equity (EE) and EE-seeking groups, regarding their lack of opportunities for career growth. The objective of the program is to increase representation rates of EE and EE-seeking groups within the higher ranks of the public service by gaining access to development opportunities and networks through mentorship and sponsorship. The first cohort was launched in October 2021. Additionally, sponsorship and mentorship programs were launched across the Department, with focus to support junior-level racialized staff.

IRCC also participates in the Mosaic Leadership Development Program, which is a program co-developed by the TBS Centre on Diversity and Inclusion for employees belonging to underrepresented equity-seeking groups at senior management levels in the public service. The program consists of sponsorship, a learning component, coaching, and meaningful experience-building opportunities.

In addition, IRCC participates in two leadership programs from McKinsey’s Leadership Academies, open to employees who self-identify as Black, Asian, Latino or Hispanic. The Executive Leadership Program aims to enhance leadership capabilities and build networks through virtual, expert-led sessions and small group discussions. The Management Accelerator Program is geared towards developing leadership and general management skills, as well as expanding cross-functional knowledge through immersive digital courses, individual and group projects, and virtual workshops.

In November 2021, IRCC launched trauma-informed training and tools for immigration officers who process open work permit applications for vulnerable workers. The training will improve consistency in decision-making while continuing to uphold the integrity of Canada’s immigration system.

In 2021–22, internal communication regularly promoted widespread training (e.g., overcoming biases training, inclusive hiring practices for a diverse workforce, harassment and violence prevention training, middle managers anti-racism training, and anti-racism coaching for Executives) and events related to commemorative periods throughout the year, such as International Women’s Day, GBA Plus Week, Indigenous History Month, Truth and Reconciliation and National Indigenous Day, Black History Month, Asian Heritage Month, Linguistic Duality Day, and International Day of Persons with Disabilities. For example, they planned an all-staff meeting for Black History Month and four anti-black racism events for IRCC’s senior executives. Guest speakers were invited with the purpose of increasing awareness of systemic racism and discrimination faced by the Black community in Canada.

The internal Communications team within IRCC continued to create and update intranet content on GBA Plus, persons with disabilities, anti-racism, the Black Employee Network, the Racialized Employees and Allies Network, the Pride Network, the Jewish Employees Network, the Women’s Network, and the Indigenous People’s Circle. IRCC’s intranet also highlighted personal stories of employee experiences related to ethnicity, gender and ability, with employee engagement (i.e., comments) on those articles increasing in 2021–22.

In 2021, IRCC also created the Employee Support Office to become a centre of expertise and facilitate any Duty to Accommodate requests under the 13 grounds of discrimination prohibited under the Canadian Human Rights Act to ensure employees are provided with the right tools/solutions to perform their tasks and be successful on an equal basis with others. The Employee Support Office is also building capacity in the Department to identify and remove barriers for persons with disabilities and other EE and EE-seeking groups. Additionally, forums across the Department continued as safe spaces for staff to discuss diversity and inclusion topics, including anti-racism initiatives, commitments, and current affairs.

International contributions

On the international front, IRCC has continued to advocate for a gender-responsive approach to the implementation of the Global Compact for Safe, Orderly and Regular Migration (GCM). As a Champion country for the GCM since June 2020, Canada has been advancing gender-responsive migration as one of its key priorities for international engagement in support of the GCM. For example, Canada was proud to co-sponsor a side-event to the regional review of the GCM for the Latin America and Caribbean region in April 2021 dedicated to advancing a gender-responsive approach to migration. The event brought together governments and civil society to share best practices, resources and guidance, so to help build capacity towards the design, implementation and evaluation of gender-responsive migration policies, programmes, and services.

Through the International Migration Capacity Building Program, IRCC has continued to support international work on gender-responsive migration. This includes research work by the International Organization for Migration on the impacts that COVID-19 has had on migration and migrants, from a gender perspective, to inform policy and program responses over the short- and longer-term. IRCC also continued to support the Gender+Migration Hub led by the International Migration Research Centre at Wilfrid Laurier University, which developed tools and compiled resources to advance gender equality and the empowerment of women, girls, and LGBTI people on the move.

Section 2: Gender and diversity impacts, by program

Core Responsibility 1: Visitors, International Students and Temporary Workers

Program: Visitors

Target Population: Eligible foreign nationals seeking to enter Canada as visitors

Distribution of Benefits: Issuance of Temporary Resident Visas and Electronic Travel Authorizations

By Sex: Broadly gender-balanced
By Age Group: Adults

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of temporary resident visas (TRVs) issued, by sex Female: 48%
Male: 52%
Another gender: <1%
Unspecified: <1%
IRCC Global Case Management System (GCMS)

Data indicate a gender-balance of TRV issuance.

Since the gender X option was introduced in 2019, less than 1% of annual TRVs have been issued to applicants with a gender X identifier.

Percentage of TRVs issued at intake, by age 0-17: 10%
18–65: 84%
65+: 6%
GCMS The majority of TRVs were issued to adults (18–65).
Percentage of TRVs issued to those with marital status of single Female: 45%
Male: 56%
GCMS A slightly higher percentage of males who identified as single were issued TRVs compared to females.
Percentage of TRVs issued based on ability to communicate in English and/or French French: 6%
English: 79%
Neither: 11%
Unspecified: 4%
GCMS A large majority of TRVs were issued to clients who indicated they were able to communicate English.
Percentage of super visas issued, by sex Female: 66%
Male: 34%
GCMS Females were issued more super visas compared to males.
Percentage of super visas issued at intake, by age 18-65: 74%
65+: 26%
GCMS A larger percentage of super visas were issued to individuals aged 18–65 (74%).
Percentage of super visas issued to those with marital status of married Female: 60%
Male: 91%
GCMS A much higher percentage of males who identified as married were issued super visas compared to females.
Percentage of super visas issued based on ability to communicate in English and/or French French: 4%
English: 56%
Neither: 40%
GCMS Most super visas were issued to clients who indicated they were able to communicate English.
Percentage of Electronic Travel Authorizations (eTAs) issued, by gender Another gender: <1%
Unspecified: <1%
GCMS

Data indicate a gender-balance for eTA issuance.

Less than 1% of eTAs have been issued annually to applicants with a gender X identifier since the non-binary option was provided in June 2019.

Percentage of eTAs issued at intake, by age 0-17: 10.4%
18-65: 80.3%
65+: 9.3%
GCMS The majority of eTAs were issued to adults (18–65).
Percentage of eTAs issued to those with marital status of single, by gender Female: 44%
Male: 45%
GCMS Data indicate a gender-balance for eTA issuance to single individuals.
Other key program impacts on gender and diversity

The Department is continuing to monitor and evaluate the performance of the framework governing Canada’s visa policy (including the eTA Expansion program) in a pilot project contributing to the Department’s anti-racism work examining real and perceived biases.

GBA Plus data collection plan

The Visitors Program has committed to conducting an internal review in 2022–23 to examine its Performance Measurement Strategy Framework from a GBA Plus and anti-racism perspective. This will ensure that the program continues to build an adequate evidence base to inform policy design and development.

Core Responsibility 1: Visitors, International Students and Temporary Workers

Program: International Students

Target Population: Eligible foreign nationals seeking to enter or remain in Canada as international students

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Age Group: Youth, children; Adults

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of study permits issued, by sex Female: 48%
Male: 52%
GCMS  
Number and percentage of permanent resident admissions who have ever had a study permit, by sex

Total: 157,285

Female: 46%
Male: 54%

GCMS  
Number and percentage of admissions of permanent residents who ever had a study permit, by age group

Total: 157,285

0-14: 8,370 (5%)
15-29: 111,525 (71%)
30-44: 34,525 (22%)
45-59: 2,765 (2%)
60-74: 95 (<1%)
75+: 5 (<1%)

GCMS  
Number of study permits issued at a post-secondary study level to individual under the age of 18 at the time of the application Total: 15,742 GCMS Data include college, university and other post-secondary level study permits but does not include Cégep (Quebec).
Number of study permit holders at a post-secondary study level under the age of 18 Total: 2,725 GCMS Data include college, university and Cégep (Quebec) permit holders.

Core Responsibility 1: Visitors, International Students and Temporary Workers

Program: Temporary Workers

Target Population: Vulnerable workers in Canada

Distribution of Benefits:

By Sex: 60%-79% male

Key Impacts
Indicators Results 2021 Data Source Comments
Number of open work permit holders under vulnerable workers by gender

Total: 589

Female: 153 (26%)
Male: 436 (74%)

GCMS  
Other key program impacts on gender and diversity

The open work permit for vulnerable workers (OWP-V) facilitated temporary foreign workers in leaving abusive employment in Canada and work for another employer, without compromising their authorization to work in Canada. In 2021, there were 589 vulnerable workers who were open work permit (OWP-V) holders.

GBA Plus data collection plan

Significant data analysis of anonymized data on gender, age, country of citizenship, ability to speak in English/French, and location of work (in Canada) has been conducted to better understand program barriers for clients. This analysis also helps to identify opportunities to improve the OWP-V program for clients, including the development of training to support immigration officers when assessing applications for the OWP-V. In November 2021, IRCC launched a trauma-informed training course for immigration officers who process OWP-V applications.

Core Responsibility1 : Visitors, International Students and Temporary Workers

Program: Temporary Workers

Target Population: Foreign youth (ages 18–35) citizens from International Experience Canada countries and territories

Distribution of Benefits:

By Age Group: Youth, children

Other key program impacts on diversity and gender

In 2021–22, International Experience Canada (IEC) partnered with key stakeholders in various communities of interest to identify and address information gaps. This included working with the National Aboriginal Trust Officers Association to develop a financial planning guide targeting Indigenous youth, titled Moccasin Adventures: A Guide for Working Abroad (PDF, 8.99 MB). The guide supports early planning for international experience through IEC and features stories from former Indigenous IEC participants.

IEC promotional and engagement activities in 2021–22 included six events directed to Indigenous youth: five to LGBTIFootnote 3 youth and two to disadvantaged youth.

Diversity and GBA Plus data collection plan

Anonymized data exchanges with partner countries, including on age and gender, are included in each of the youth mobility arrangements of the IEC. In Spring 2022, IEC started the annual data exchange with partner countries for the 2020 season.

IEC also commissioned secondary analysis on the Brainstorm Strategies Group’s student career interests survey, which surveyed over 15,000 Canadian university students. The data collected was disaggregated, which allowed IEC to assess responses from LGBTQ2 respondents. Findings from this secondary analysis supported IEC’s work on the need for, and considerations around, planning early for international travel.

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Federal Economic Immigration

Target Population: Foreign national of working age

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Income level: No significant distributional impacts
By Age Group: Adults

Key Impacts
Indicators Results 2021 Data Source Comments
Federal economic immigration admissions, by sex Female: 46%
Male: 54%
GCMS 8% more males were admitted as federal economic immigrants.
Other key internal services impacts on diversity and gender

In April 2021, in support of economic recovery, the Government introduced the time-limited Temporary Resident to Permanent Resident Pathway to help retain the talent across skill levels of temporary residents already living and working in Canada. In 2021, the majority of the admissions included individuals aged 15–29 years (75% overall), followed by those aged 30–44 years (19%). This influx of young permanent residents provides an opportunity to address Canada’s aging workforce.

In February 2022, IRCC analyzed the high human capital model of immigration from a GBA Plus and anti racism lens by looking at criteria such as language and education. Findings were that the federal high skilled immigration system favours those able to accumulate high levels of human capital abroad or in Canada, an ability that may be impacted by gender and race. This work will inform ongoing discussions on the future of Canada’s federal economic immigration system.

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Regional Economic Immigration

Target Population: Foreign nationals of employment age

Distribution of Benefits: Total number of permanent resident admissions, against the annual immigration levels plan

By Sex: 60%-79% male
By Income level: No significant distributional impacts
By Age Group: Adults

Key Impacts
Indicator Results 2021 Data Source Comments
Principal applicant admissions of the Provincial Nominee Program, by sex

Total: 28,939

Male: 18,542 (64%)
Female: 10,397 (36%)

GCMS A higher percentage of males (64%) were admitted under to the Provincial Nominee Program in 2022.
Principal applicant admissions of Atlantic Immigration Program, by sex

Total: 2,912

Male: 1,647 (57%)
Female: 1,265 (43%)

GCMS  
Principal applicant admissions of Rural and Northern Immigration Pilot, by sex

Total: 232

Male: 129 (56%)
Female: 103 (44%)

GCMS  

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Family Reunification

Target Population: Foreign nationals who have family members in Canada (Canadian citizens or permanent residents)

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Age Group: Adults

Key Impacts
Indicators Results 2021–22 Data Source Comments
Percentage of family reunification (spousal) applications finalized, by sex Female 58%
Male: 42%
GCMS Broadly gender-balanced program.
Percentage of family reunification (parents and grandparents) applications finalized, by sex Female 58%
Male: 42%
GCMS Broadly gender-balanced program.
Top source countries of birth at admissions India, China and the Philippines GCMS  

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Resettled Refugees

Target Population: Resettled refugees

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Age Group: Youth, children; Adults; Seniors

Key Impacts
Indicators Results 2021–22 Data Source Comments

Number of resettled refugee admissions by type and sexFootnote 4

  • Government-assisted refugees (GAR)
  • Blended visa office-referred refugees (BVOR)
  • Private sponsorship refugees (PSR)

BVOR
Total: 76
Female: 37 (49%)
Male: 39 (51%)

GAR
Total: 10,811
Female: 5,337 (49%)
Male: 5,474 (51%)

PSR
Total: 9,541
Female: 4,244 (44%)
Male: 5,294 (55%)
Other: 3 (<1%)

GCMS  
Number of GARs receiving Resettlement Assistance Program (RAP), by sexFootnote 5

Total: 13,008 (97%)

Female: 6422 (49%)
Male: 6,583 (51%)

Immigration Contribution Agreement Reporting Environment (iCARE) Among GARs, female and male clients were almost at parity. In 2021–22 none of the GARs identified themselves as another gender.
Number of GARs who received Settlement ProgramFootnote 6 services within the first year of arrival

Total: 12,094 (92%)

Female: 5,955 (49%)
Male: 6,131 (51%)

iCARE Female and male clients were almost at parity.
Percentage of GARs receiving Settlement Program services in the first year of arrival who accessed support services, such as childcare, interpretation etc., by sex

Total: 77%

Female: 76%
Male: 77%

iCARE

Out of all immigration categories, resettled refugees, particularly GARs, had the highest percentage of support service usage.

Male and female clients used most types of support services at the same rate however, female clients received more childcare services.

Number of eligible in-Canada resettled refugees Interim Federal Health Program (IFHP) beneficiaries, by gender and ageFootnote 7

Total: 33,205
≤5: 3,255 (10%)
6-12: 5,599 (17%)
13-18: 4,166 (13%)
19-44: 16,010 (48%)
45-64: 3,459 (10%)
65+: 716 (2%)

Female: 15,733
≤5: 1,565 (10%)
6-12: 2,700 (17%)
13-18: 2,000 (13%)
19-44: 7,427 (47%)
45-64: 1,684 (11%)
65+: 357 (2%)

Male: 17,468
≤5: 1,690 (10%)
6-12: 2,899 (17%)
13-18: 2,166 (12%)
19-44: 8,579 (49%)
45-64: 1,775 (10%)
65+: 359 (2%)

Unknown: 4
19-44: 4 (100%)

GCMS  
Number of eligible overseas resettled refugees IFHP beneficiaries, by gender and ageFootnote 8 Footnote 9

Total: 40,928
≤5: 3,932 (5%)
6-12: 6,696 (11%)
13-18: 5,427 (7%)
19-44: 19,372 (56%)
45-64: 4,575 (18%)
65+: 926 (3%)

Female: 21,235
≤5: 2,025 (5%)
6-12: 3,469 (12%)
13-18: 2,831 (8%)
19-44: 10,207 (53%)
45-64: 2,241 (18%)
65+: 462 (4%)

Male: 19,680
≤5: 1,905 (4%)
6-12: 3,227 (10%)
13-18: 2,595 (7%)
19-44: 9,155 (58%)
45-64: 2,334 (19%)
65+: 464 (2%)

Unknown: 13
≤5: 2 (15%)
6-12: 1 (8%)
13-18: 10 (77%)

GCMS  
Number of resettled refugees IFHP user, by gender and ageFootnote 10 Footnote 11

Total: 21,507
≤5: 1,975 (9%)
6-12: 3,621 (17%)
13-18: 2,640 (12%)
19-44: 10,011 (47%)
45-64: 2,653 (12%)
65+: 607 (3%)

Female: 10,724
≤5: 1,015 (9.5%)
6-12: 1,872 (17.5%)
13-18: 1,330 (12%)
19-44: 4,885 (46%)
45-64: 1,311 (12%)
65+: 311 (3%)

Male: 10,778
≤5: 960 (9%)
6-12: 1,749 (16%)
13-18: 1,309 (12%)
19-44: 5,122 (48%)
45-64: 1,342 (12%)
65+: 296 (3%)

Unknown: 5
13-18: 1 (20%)
19-44: 4 (80%)

GCMS  
Number of resettled refugees who received Settlement Program services

Total: 110,087

Female: 55,983 (50%)
Male: 54,883 (50%)
Another: 7 (0%)

iCARE  
Percentage of Newcomer Outcomes Survey resettled refugee respondents who have been in Canada longer than three years and who reported that they have the ability to communicate independently in an official language in social situations, by sex

English
Female: 92%
Male: 92%

French
Female: 88%
Male: 84%

2020 Newcomer Outcomes Survey,Footnote 12 based on services provided in 2019–20  
Percentage of Newcomer Outcomes Survey resettled refugees respondents who reported that they participate in the Canadian labour market two or more years after landing, by sex Female: 74%
Male: 91%
2020 Newcomer Outcomes Survey, based on services provided in 2019–20  
Other key program impacts on diversity and gender

In 2020–21, the Resettlement Assistance Program (RAP) started a review to identify key issues related to services and service delivery of the program. The research activities captured a variety of identities, experiences, vulnerabilities, and diversity factors, including gender, age, race, sexual orientation, country of origin, official language ability, and disability factors to ensure broad representation. The first phase of the review, completed in fall 2021, included a summary of key findings associated with the needs of GARs, RAP service provider organizations, community capacity, and IRCC program administration. It also included a risk assessment of the most commonly raised and salient issues, including identifying instances where diversity factors may contribute to higher levels of risk for meeting GAR needs. For example, the findings suggested that securing suitable housing for large families or individuals with disabilities requires a higher intensity of services to achieve program objectives.

Established in 2020, the Rainbow Refugee Assistance Partnership built on the success of the Rainbow Refugee Assistance Pilot by increasing the number of privately sponsored refugees from 15 to 50 per year. The Partnership was established in cooperation with the Rainbow Refugee Society, with the aim of encouraging more Canadians to support LGBTQ2 refugees and strengthening collaboration between LGBTQ2 organizations and the refugee settlement community in Canada. Through the Rainbow Refugee Assistance Partnership, the Government provides start-up costs and three months of income support, while private sponsors offer nine months of income support. In 2021, there were only 13 landings of refugees through this partnership due to COVID-19 travel restrictions. However, in 2021, the partnership was also expanded in response to the crisis in Afghanistan, providing an additional 150 spaces per year between 2022 and 2024.

Diversity and GBA Plus data collection plan

In 2021, the annual voluntary IRCC Newcomer Outcomes Survey included a question on race for the second time, resulting in the collection of race disaggregated data for newcomers, both non-clients and clients of the Resettlement Assistance Program. Anonymized data analysis is currently underway. Once available, these data will contribute to a more comprehensive picture of the barriers faced by racialized newcomers. It will also provide evidence to inform potential programming and policy changes for future grants and contributions funding processes, both to address racial biases and to support targeted programming. An intersectional lens will be used to better address the needs of racialized newcomers from all equity-seeking groups.

In Spring 2021, IRCC analyzed RAP operational anonymized data against client characteristics such as gender, age, education levels, mother tongue, knowledge of official languages, and country of birth. Information will be shared with partners involved in the delivery of RAP, and the results will contribute to policy and operational decision-making.

Throughout 2021–22, IRCC continued to include disaggregated data in evaluations. For example, the Evaluation of the Blended Visa Office-Referred (BVOR) Program found that of the surveyed applicants who reported needing referrals to specialized services, 14% required referrals to LGBTQ2 organizations, 9% to special schools (e.g., hearing impaired, sight impaired, learning disabilities), and 7% to women’s shelters/transition houses.

Target Population: Afghan foreign nationals

Following the fall of Kabul in August 2021, IRCC announced a special humanitarian initiative in response to the situation in Afghanistan, as part of broader Afghanistan commitments up to 2024. In particular, the program aims to resettle vulnerable and at-risk groups, including women leaders, LGBTQI people, human rights defenders, journalists, and members of religious and ethnic minorities. IRCC worked to reduce the administrative and financial burden on Afghans inside and outside of Canada at various points along the resettlement continuum, by waiving various application and biometrics fees in 2021–22. IRCC also exempted Afghan nationals from COVID-19-related entry restrictions through the National Interest Exemptions (NIE) in order to facilitate their entry into Canada. In accordance with public health protocols, those who were not fully vaccinated were quarantined in hotels upon arrival, while onsite nurses provided health assessments, including COVID-19 testing. Access to vaccination as part of Canada’s domestic vaccination strategy was also facilitated. By March 30, 2022, Canada had welcomed over 10,000 Afghan refugees under the initiative.

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Humanitarian/ Compassionate and Discretionary

Target Population: Asylum claimants across the country in the health-care sector

Distribution of Benefits:

By Sex: 60%-79% female

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of Guardian Angels Public Policy immigration principal applicants (excluding Quebec), by sex

Total: 3,535

Female: 2,481 (70%)
Male: 1,053 (30%)
Unknown: 1 (<1%)

GCMS While the aim of this policy was not created with the intent of targeting women, females benefitted the most. This reflects the larger proportion of women working in the health care occupations specified under the public policy.
Key program impacts on diversity and gender

Many humanitarian-based public policies are used to facilitate immigration for at-risk populations with protection needs. For example, in recognition of their exceptional contribution to Canada during the COVID-19 pandemic, on December 14, 2020, IRCC implemented a special measure to provide a pathway to permanent residence for asylum claimants across the country working in the health-care sector providing direct patient care, known as the Guardian Angels Public Policy. While the aim of the policy was not created with the intent of targeting women, 70% of principal applicants in 2021 were females. The initiative ended August 31, 2021.

Target Population: Hong Kong foreign national youth with high human capital

Distribution of Benefits:

By Age Group: Youth

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of Hong Kong Public Policy immigration applications approved, by age group

Total: 668

0-35: 595 (89%)
36-55: 71 (11%)
56+: 2 (0%)

GCMS  
Key program impacts on diversity and gender:

The Temporary Public Policy Immigration Initiative for Hong Kong nationals targets youth with high human capital. The measure facilitates permanent residency to Hong Kong residents at risk of being imprisoned following China’s adoption of a controversial national security law introduced in Hong Kong in June 2020. It is also aligned with Canada's interest in supporting its own economy and democracy worldwide. In 2021, out of the 536 Hong Kongers who came to Canada under the special immigration policy, 74% were 35 years of age and under. The policy expires in February 2023.

Target Population: Foreign nationals in vulnerable situations

Key program impacts on diversity and gender

In 2019, the Department implemented initiatives to support foreign nationals in Canada who are in situations of family violence in finding safety, including an expedited process to apply for permanent residence on humanitarian and compassionate grounds. These measures specifically support those whose immigration status may be precarious, due to their reliance on an abusive spouse or partner for their status in Canada (including, but not limited to, sponsored spouses and partners). In 2021, 84 Humanitarian and Compassionate immigration applicants for victims of family violence were approved.

Target Population: Out-of-status construction workers in the Greater Toronto Area

Distribution of Benefits:

By Sex: ≥ 80% male; ≥ 80% female

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of Out-of-Status Construction Workers Policy immigration applicants approved, by gender

Total: 171
Female: 85 (50%)
Male: 86 (50%)

Breakdown by Principal Applicants:
Total: 69
Female: 3 (4%)
Male: 66 (96%)

Breakdown by related dependant:
Total: 102
Female: 82 (80%)
Male: 20 (20%)

GCMS While this policy targeted a male dominated industry, it also provided an opportunity for their dependents to attain Permanent Resident status.

On July 30, 2021, the Temporary Public Policy for Out-of-Status Construction Workers in the Greater Toronto Area was implemented. While the policy targets a male dominated industry, it also provides an opportunity for their dependents to attain permanent resident status. In 2021, while 96% of principal applicants were male, 80% of the related dependents were female. This public policy will end on January 2, 2023, or once 500 principal applicants have been granted permanent residence.

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Asylum/Protected Persons

Target Population: Asylum claimants

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Income level: Strongly benefits low income individuals; Somewhat benefits low income individuals
By Age Group: Youth, children; Adults; Seniors

Key Impacts
Indicators Results 2021 Data Source Comments
Percentage of asylum claims, by sex Female: 44%
Male: 56%
GCMS  
Percentage of asylum claims, by reason

Females who claimed asylum due to persecution based on domestic violence: 18%

Sexual orientation or gender identity: 8%

Immigration and Refugee Board Canada  
Top source countries of asylum claims referred to the Immigration and Refugee Board Mexico, India, Iran, Colombia, Turkey, Haiti, China, Pakistan, Venezuela, and Sri Lanka GCMS  
Percentage of asylum claims, by age 0-17: 20%
18-55: 72%
55+: 8%
GCMS  
Percentage of asylum claims filed, by type of family Individual: 58%
Family of 2: 12%
Family of 3: 12%
Family of 4: 11%
Family of 5+: 7%
GCMS  
Percentage of asylum claims, by marital status Single: 49%
Married: 32%
Divorced/Separated/Annulled: 5%
Common law: 6%
Widowed: 2%
Unknown/Unspecified: 6%
GCMS  
Number of eligible asylum seekers (and others) Interim Federal Health Program (IFHP) beneficiaries, by gender and ageFootnote 13

Total: 167,605
≤5: 7,558 (5%)
6-12: 18,530 (11%)
13-18: 12,450 (7%)
19-44: 93,325 (56%)
45-64: 30,958 (18%)
65+: 4,784 (3%)

Female: 72,637
≤5: 3,669 (5%)
6-12: 8,948 (12%)
13-18: 5,963 (8%)
19-44: 38,292 (53%)
45-64: 12,959 (18%)
65+: 2,806 (4%)

Male: 94,922
≤5: 3,889 (4%)
6-12: 9,581 (10%)
13-18: 6,487 (7%)
19-44: 54,996 (58%)
45-64: 17,991 (19%)
65+: 1,978 (2%)

Unknown: 46
6-12: 1 (2.2%)
19-44: 37 (80.4%)
45-64: 8 (17.4%)

GCMS  
Number of eligible asylum seekers (and others) IFHP user, by gender and ageFootnote 14 Footnote 15

Total: 128,114
≤5: 6,555 (5%)
6-12: 11,776 (9%)
13-18: 8,642 (7%)
19-44: 69,825 (55%)
45-64: 26,215 (20%)
65+: 5,101 (4%)

Female: 67,287
≤5: 3,430 (5%)
6-12: 6,061 (9%)
13-18: 4,390 (6%)
19-44: 37,202 (55%)
45-64: 13,902 (21%)
65+: 2,302 (3%)

Male: 60,802
≤5: 3,125 (5%)
6-12: 5,714 (9%)
13-18: 4,252 (7%)
19-44: 32,603 (54%)
45-64: 12,309 (20%)
65+: 2,799 (5%)

Unknown: 25
6-12: 1 (4%)
19-44: 20 (80%)
45-64: 4 (16%)

GCMS  
Other key program impacts on diversity and gender

The in-Canada asylum system provides specific protection to in-Canada refugee claimants who have fled conflicts or fragile states, supported by the Immigration and Refugee Board’s Chairperson Guidelines on women refugee claimants fearing gender-related persecution, sexual orientation and gender identity and expression, and with respect to vulnerable persons. Moreover, IRCC has developed specific program delivery instructions with respect to processing in-Canada claims for refugee protection of minors and other vulnerable persons.

Core Responsibility 2: Immigrant and Refugee Selection and Integration

Program: Settlement

Target Population: Permanent Residents and some Temporary Residents

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Age Group: Youth, children; Adults; Seniors

Key Impacts
Indicators Results 2021–22 Data Source Comments
Number of Settlement Program project specific contribution agreements targeting vulnerable newcomers
  • Domestic Violence Prevention/Gender-Based Violence Prevention: 37
  • Anti-racism: 79
  • Indigenous component: 80
  • Mental health and well-being services: 85
  • LGBTQ2 focus: 25
  • Case Management for GARs and other vulnerable newcomers: 66
Grants and Contributions System (GCS)  
Number of Settlement Workers in School projects targeting student and parents in elementary and secondary schools 160 projects GCS  
Number of newcomers who received Settlement Program services, by sex

Total: 428,648

Females: 243,546 (57%)
Males: 181,689 (42%)
Another: 20 (<1%)
Not stated: 3,393Footnote 16 (0.8%)

iCARE In 2020–21, 20 individuals reported their sex as “other,” while in 2021–22, 19 did so.
Number of Settlement Program clients, by sex and age group

Child (0-14)
Total: 60,449 (14%)
Females: 28,630 (47%)
Males: 30,956 (51%)
Not stated:863 (2%)

Youth 15-29
Total: 91,072 (21%)
Females: 52,143 (57%)
Males: 38,738 (43%)
Another: 8 (0%)
Not stated: 133 (0%)

Adult (30-59)
Total: 243,611 (60%)
Females: 146,880 (60%)
Males: 99,168 (40%)
Another: 12 (0%)
Not stated: 251 (0%)

Seniors >60
Total: 29,289 (5%)
Females: 16,323(56%)
Males: 12,932 (44%)
Not stated: 34 (0%)

Age not stated
Total: 14 (0%)
Females: 5 (36%)
Males: 9 (64%)

iCARE 35% of Settlement Program services were provided to children and youth (ages 0-29).
Number of Settlement Program clients who received Needs and Assets Assessment services, by sex

Total: 201,096

Females: 112,398 (56%)
Males: 86,274 (43%)
Another: 15 (0%)
Not stated: 2,409 (1%)

Types of needs identified (top 3)
Increase knowledge of community and government services:
Females: 80%
Males: 80%

Increase connection to local community services:
Females: 55%
Males: 54%

Increase knowledge of life in Canada services:
Females: 51%
Males: 51%

iCARE

IRCC delivers needs and asset assessment services to understand the needs of clients and ensure services provided are effective.

The type of needs identified by female and male clients were almost identical.

Number of Settlement Program clients receiving information and orientations services, by sex

Total 351,804

Females: 197,714 (56%)
Males: 151,909 (43%)
Another: 19 (0%)
Not stated: 2,162 (1%)

Types of information received (top 3)
Sources of information
Females: 78%
Males: 77%
Another: 83%

Important documents
Females: 52%
Males: 55%
Another: 72%

Education
Female: 46%
Males: 47%
Another: 33%

iCARE Generally gender balanced.
Number of Settlement Program clients who received community connection services, by sex

Total: 71,837

Females: 43,842 (61%)
Males: 27,730 (39%)
Another: 1 (0%)
Not stated: 264 (0%)

iCARE A slight majority of those who received community connection services were females.
Number of Settlement Program clients who received language assessment services, by gender

Total: 49,582

Females: 31,427 (63%)
Males: 18,140 (37%)

iCARE

About 2/3 of clients receiving language assessment were female.

Of those who were assessed at each Canadian Language Benchmark level, both females and males received similar language assessment results with less than a 2% difference.

Number of Settlement Program clients who received language training services, by gender

Total:76,467

Female: 53,581 (70%)
Male: 22,872 (30%)
Another gender: 3 (0%)
Not stated: 11 (0%)

iCARE Almost 2/3 of clients accessing language training were females.
Number of Settlement Program clients who received employment-related services, by gender

Total: 49,359

Female: 29,091 (59%)
Male: 20,234 (41%)
Not stated: 34 (0%)

iCARE Female clients participated in employment activities at a higher percentage than male clients.
Number of Settlement Program clients who received support services, by type and sex

Childcare support services
Total: 9,089

Females: 7,449 (82%)
Males: 1,624 (18%)
Not stated: 16

Disability support services:
Total: 1,859

Females: 1,084 (58%)
Males: 770 (41%)
Another: 1 (0%)
Not stated: 4 (0%)

iCARE Child care services were provided to female clients at much higher percentage than male clients.
Percentage of Newcomer Outcomes Survey respondents who reported that they participated in the Canadian labour market Female: 81%
Male: 92%
2020 Newcomer Outcomes Survey based on services provided in 2019–20 More males reported that they participated in the Canadian labour market. The disparity is in line with the overall difference in the Canadian labour market (10% in 2019).
Percentage of Newcomer Outcomes Survey respondents who reported that they have sense of belonging to Canada, by gender Female: 93%
Male: 93%
2020 Newcomer Outcomes Survey based on services provided in 2019–20 The percentage of respondents who indicated that they feel a sense of belonging was identical between females and males.
Percentage of Newcomer Outcomes Survey respondents who reported that they can use English or French in social situations to at least some degree

English (out of those who indicated they wanted/needed to speak English):
Female: 94%
Male: 95%

French (out of those who indicated they wanted/needed to speak French):
Female: 75%
Male: 78%

2020 Newcomer Outcomes Survey based on services provided in 2019–20 While the ability to speak English in social situations was similar for both female and male survey respondents, a slightly higher percentage of males reported that they can use French in social situations, to at least some degree.
Other key program impacts on diversity and gender

For populations that face additional barriers to services and are at increased risk of marginalization, a range of tailored settlement supports, such as women’s only language programming, peer mentoring, provisions for persons with disabilities, translation/interpretation, short-term counselling and child care services, are available. In 2021–22, 82% of childcare services were provided to female clients and 1,859 newcomers received disability services. About 25% of Settlement Program clients were resettled refugees who are considered more vulnerable than many other immigration categories.

Diversity and GBA Plus data collection plan

In 2021, the annual IRCC Newcomer Outcomes Survey included a question on race for the second time, resulting in the collection of race disaggregated data for newcomers, both non-clients and clients of the Settlement Program.

Target Population: Permanent Residents and some Temporary Residents experiencing gender-based violence

Other key program impacts on diversity and gender

Under the Government of Canada strategy It’s Time: Canada’s Strategy to Prevent and Address Gender-Based Violence announced in 2017, IRCC received $1.5 million in funding over five years (2017–22) to further enhance the Settlement Program. The funding supports implementation of a settlement sector strategy on gender-based violence through a coordinated partnership of settlement and anti-violence sector organizations. During the pandemic, IRCC issued guidance to the sector to continue providing critical support and resources to newcomers experiencing, or at risk of experiencing, violence. Over 30 funding recipients provide tailored supports and activities to address gender-based violence (GBV), in addition to service provider organizations across the sector that provide referrals to community-based GBV resources.

Target Population: Racialized Newcomer Women

Distribution of Benefits:

By Sex: ≥ 80% female

Key Impacts
Indicators Results 2021–22 Data Source Comments
Number Racialized Newcomer Women Pilot participants Total: 1,335 participants iCARE  
Percentage of Racialized Newcomer Women Pilot participants surveyed who reported that services meet their needs
  • In-class/virtual training/workshops: 90%
  • Workplace training: 90%
  • Career development: 89%
  • Developing essential skills: 83%
  • Support in finding job: 79%
  • Networking events: 74%
  • Work placement: 72%
Career Pathways for Visible Minority Newcomer Women Pilot, Project Implementation Report, March 2021 The majority of participants surveyed reported that they “agreed” or “strongly agreed” that most of the main activities of the pilot were useful.
Percentage of Racialized Newcomer Women Pilot participants surveyed who reported that they “strongly agreed” or “agreed” that they enhanced their employment preparation, readiness or confidence to work in Canada and their job search and interview skills 85% Visible Minority Newcomer Women Pilot: Lessons Learned – Retrospective Study of the New Partners Initiative: Final Report, May 2021 Among survey respondents, a high proportion (85%) “strongly agreed” or “agreed” that they enhanced their employment preparation, readiness or confidence to work in Canada and their job search and interview skills.
Percentage of Racialized Newcomer Women Pilot participants surveyed who indicated that they found work, and/or participated in activities that could lead to employment
  • Employed: 41%
  • Self-employed: 5%
  • Enrolled in training to enhance their human capital: 29%
  • Volunteering: 14%
Visible Minority Newcomer Women Pilot: Lessons Learned – Retrospective Study of the New Partners Initiative: Final Report. May 2021  
Other key program impacts on diversity and gender:

Programming under the Racialized Newcomer Women Pilot (formerly the Visible Minority Newcomer Women Pilot) continued to support employment outcomes and career advancement for racialized newcomer women through the delivery of targeted settlement services, including work placements and employment counselling. Services under the pilot contributed to Canada’s efforts to achieve gender equity by addressing barriers faced by many racialized newcomer women, such as gender and race-based discrimination, precarious or low-income employment, lack of affordable childcare, and inadequate social supports. Participants also benefitted from learning about the Canadian workplace culture and environment. In 2021–22, 1,335 recipients received supports under the Racialized Newcomer Women Pilot.

Target Population: Immigrant students and their parents

Other key program impacts on diversity and gender

The Evaluation of the Settlement Workers in School, completed in 2022, found that the program is essential for integrating newcomer youth into Canadian society and the Canadian education system. Ninety-seven percent (97%) of former students who participated in an event aimed at preparing for/learning more about school felt the event was “at least somewhat helpful.” Similarly, 99% of former students who received help from a school settlement worker felt that the “help and support provided by the school settlement worker” was “at least somewhat useful.”

Core Responsibility 3: Citizenship and Passports

Program: Citizenship

Target Population: Permanent residents for citizenship grant; Canadians citizens for other citizenship services (proofs, renunciation and revocation, citizenship promotion).

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Income level: No significant distributional impacts

Key Impacts
Indicators Results 2021–22 Data Source Comments
Number of citizenship grants granted by gender

Total: 254,722

Female: 131,306 (52%)
Male: 123,404 (48%)
Other: 8 (0%)
Unknown: 4 (0%)

GCMS  
Number of new citizens by gender

Total: 222,731

Female: 114,436 (51%)
Male: 108,282 (49%)
Other: 9 (0%)
Unknown: 4 (0%)

GCMS  
Other key program impacts on diversity and gender

In 2021–22, a review of the Canadian Citizenship Guide was undertaken to ensure adequate representation of diversity in content and images. As a result of the review, and to provide a more balanced depiction of Canada’s history, the guide will include new content on the history and cultures of First Nations, Inuit and Métis peoples, and the history and legacy of colonialism and residential schools. The guide will also include the influence of cultures other than British and French, showcasing how Canada became one of the most multicultural and diverse countries in the world, while addressing serious injustices that occurred historically and the challenges that remain. The guide will also speak to the evolution of civic rights and freedoms, especially those of racialized minorities, LGBTQ2 communities, women, and individuals with disabilities.

Workshops with citizenship partners were held in 2021–22. The workshops focused on assessing the feasibility of further disaggregating data for key program performance indicators in order to better support diversity, including anti racism. Final recommendations for updated performance indicators are planned for the end of 2022–23.

Core Responsibility 3: Citizenship and Passports

Program: Passport

Target Population: The number of Canadian Citizens, combined with the number of non-Canadians eligible for Canadian passport or travel document services, is impossible to accurately calculate due to many different avenues and eligibilities to these services. According to Statistics Canada, the total number of Canadian Citizens is 38.8 million.

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Age Group: Youth, children; Adults; Seniors

Key Impacts
Indicators Results 2021 Data Source Comments
Number of adult passports issued, by sex

Total: 634,852

Female: 329,944 (52%)
Male: 304,699 (48%)
Other: 209 (0%)

Integrated Retrieval Information System (IRIS) and GCMS 52% of adult passports were issued to females, compared to 48% for males.
Number of child passports issued, by sex

Total: 495,075

Female: 243,888 (49%)
Male: 251,139 (51%)
Other: 48 (0%)

IRIS and GCMS 49% of child passports were issued to females, compared to 51% for males.
Number of passports issued, by type, sex and age

Total: 1,129,927

Female
Child: 243,888 (43%)
Adult: 329,944 (57%)
 16-24: 109,245 (19%)
 25-34: 64,926 (11%)
 35-44: 52,494 (9%)
 45-54: 37,524 (7%)
 55-65: 28,719 (5%)
 65-74: 19,089 (3%)
 75+: 17,947 (3%)
Total: 573,832

Male
Child: 251,139 (45%)
Adult: 304,699 (55%)
 16-24: 105,603 (19%)
 25-34: 54,870 (10%)
 35-44: 47,846 (9%)
 45-54: 35,757 (6%)
 55-65: 28,446 (5%)
 65-74: 17,447 (3%)
 75+: 14,730 (3%)
Total: 555,838

Other Sex
Child: 48 (19%)
Adult: 209 (81%)
 16-24: 114 (44%)
 25-34: 61 (24%)
 35-44: 18 (7%)
 45-54: 8 (3%)
 55-65: 6 (2%)
 65-74: 2 (1%)
 75+: 0 (0%)
Total: 257

IRIS and GCMS

44% of passports were issued to children.

73% of passports were issued to those under the age of 35.

The largest discrepancy between age groups from female to males was in the 25 to 34 age group, where 10,056 more female than males were issued passports.

94% of all Gender X passports were issued to individuals under the age of 44.

Core Responsibility: Internal Service

Program: Acquisition Management Services

Target Population: Indigenous populations

Other key internal services impacts on diversity and gender

In 2021–22, IRCC awarded $11.4 million to Indigenous businesses, surpassing the target of $9.6 million. IRCC is implementing the mandatory minimum target of 5% of the value of federal procurement awarded to Indigenous businesses by 2022–23. Additionally, 31 IRCC Requests for Proposals included diversity evaluation criteria reflected in targeted questions on social procurement, diversity, and accessibility in the Request for Information (industry engagement) for the IRCC Digital Platform Modernization Phase III procurement. In 2022–23, 100% of IRCC Requests for Proposals with technical rated evaluation will include the diversity criteria.

Program: Communications Services

Target Population: IRCC stakeholders and clients

Diversity and GBA Plus data collection plan

As a result of IRCC’s commitment to review its policies for bias and better understand the impact of bias on clients, the Department sought input through its public opinion research surveys and public engagement activities. For example, IRCC’s 2021 immigration levels consultation involved a request for stakeholder feedback on how to improve equitable access to opportunities for permanent residence through economic immigration. the 2022 survey on newcomers’ experiences of discrimination in their communities sought IRCC client feedback on discrimination based on the diverse identity factors of respondents.

Program: Human Resources Management Service

Target Population: IRCC employees

Distribution of Benefits:

By Sex: 60%-79% female
By Income level: No significant distributional impacts
By Age Group: Adults

Other key internal services impacts on diversity and gender

Human Resources continues to work closely with the Anti-Racism Taskforce to address bias within processes that could negatively affect individuals from a racialized group. In 2021–22, this involved implementing recruitment initiatives for the Department where consideration was given to equity-seeking groups. The Department was also represented at career fairs targeted towards increasing the representation of equity-seeking groups in underrepresented areas, such as information technology. In addition, the Department expanded its leadership program offerings by focusing on building leadership capabilities, networks and sponsorship of members within racialized groups to support their career progression.

Program: Management and Oversight Services – Evaluation

Target Population: IRCC programs, newcomers to Canada and all Canadians

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Income level: No significant distributional impacts
By Age Group: Adults

Other key program impacts on diversity and gender

IRCC’s Inclusive Evaluation and Performance Measurement Guide includes techniques for applying diversity analysis and GBA Plus at different phases during the development of an evaluation or logic model. The guide also includes key diversity-related questions to ask when conducting evaluations and performance measurement activities. The techniques in the guide were applied to the planning stages of four evaluations in 2021–22. For example, the Evaluation of the Settlement Workers in Schools Initiative incorporated a GBA Plus lens, which included, among other factors, consideration of client: age, gender, immigration status, country of origin, mother tongue/linguistic profile and geographic location (i.e., urban and rural).

Program: Administration, Security and Accommodation (ASA)

Target Population: IRCC employees

Distribution of Benefits:

By Sex: Broadly gender-balanced
By Income level: No significant distributional impacts
By Age Group: Adults

Other key program impacts on diversity and gender:

An Accommodation Strategy aimed at consolidating and modernizing IRCC’s office space will support a remote workforce that has access to modern, accessible and agile workspaces. IRCC is continuing to include diversity considerations in workplace design. Universal accessible washrooms with gender neutral signage, privacy film and glazing on boardroom windows, and modesty panels on collaborative tables are under development. GBA Plus has been integrated in the development of security policy instruments by consulting with subject-matter experts. In addition, Officers undertake training to ensure a screening process that is conducted without bias.

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