GBA Plus Supplementary Information Table

Gender-based analysis plus

Section 1: Institutional GBA Plus governance and capacity

Governance

In 2025-26, the Public Service Commission of Canada (PSC) aims to continue providing strategic direction and leadership in integrating Gender-Based Analysis Plus (GBA Plus) throughout the organization.
The GBA Plus Responsibility Centre provides applied knowledge and guidance to help integrate GBA Plus concretely, by:

• providing expert advice to support the inclusion of GBA Plus measures at the early stages of initiatives
• leveraging GBA Plus interdepartmental meetings for best practices and tools

It will also develop a consistent internal results framework based on lessons learned from other departments and agencies. The framework will include quantitative and qualitative targets to document the integration of GBA Plus into PSC policies, programs, operations and services.

Our Diversity and Inclusion Champion will continue to engage with the interdepartmental GBA Plus champions network and create opportunities to raise awareness on GBA Plus implementation. The GBA Plus Responsibility Centre will continue to participate, as a focal point, in interdepartmental discussions led by Women and Gender Equality Canada to ensure that the PSC learns from best practices and has the most current set of enabling tools and guidance to integrate GBA Plus within the PSC. The PSC will also actively participate in the GBA Plus survey launched annually by Women and Gender Equality Canada to support our commitment to monitor and showcase our implementation of GBA Plus.

Capacity

Departmental GBA Plus capacity will be further solidified by the support provided by the GBA Plus Centre of Expertise, as well as the advocacy work by the PSC’s Diversity and Inclusion Champion. Information shared by other government departments and by Women and Gender Equality Canada will be leveraged to integrate best practices within the PSC. Concerted efforts are planned to include the GBA Plus lens early in program planning and implementation to ensure GBA Plus considerations are integrated up front in the planning cycle.

Planned initiatives and programs to further strengthen our departmental GBA Plus capacity include:

• improving the Candidate Assessment Tool testing platform to increase its accessibility features to remove barriers to assessment
• reviewing and consulting on Indigenous identity in hiring, including working closely with Indigenous partners to develop measures that ensure positions designated for Indigenous individuals are filled by Indigenous candidates
• collecting information on equity-seeking groups through the 2025 Staffing and Non-Partisanship Survey
• the survey will gather employees’ perceptions of departmental diversity and inclusion initiatives related to staffing
• this information will allow the PSC to apply a wider, equity-based lens to focus future work
• providing ongoing, independent oversight on the staffing system’s performance, supported by our diversity and inclusion focused research that centers on analytical products and surveys
• modernizing systems and processes to increase efficiency and improve the experience of persons with disabilities when requesting assessment accommodation measures in a staffing process

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

1.75

Section 2: Gender and diversity impacts, by program

Core responsibility: Public Service Hiring and Non-Partisanship

Program name: Oversight and Monitoring Program

Program goals: Effective organizational oversight of staffing, data and information are accessible to Canadians and there is an efficient approach to oversight.

GBA Plus data collection plan

The Oversight and Monitoring Program continues to collect sufficient data to support GBA Plus considerations. The expansion of data collection on equity-seeking groups will allow for more disaggregated analysis and deeper insights.

Through its Oversight and Investigations Program, the PSC will continue to conduct surveys that provide a diversity-driven and intersectional perspective of the staffing environment. The program will analyze results of the 2025 Staffing and Non-Partisanship Survey, which includes questions for equity-seeking groups related to sexual orientation and religion and interactions between gender and other characteristics, including for employment equity-seeking groups. The survey will also gather employees’ perceptions of departmental diversity and inclusion initiatives related to staffing. This information will allow the PSC to apply a wider, equity-based lens to focus future work. The expansion of data collection on equity-seeking groups will enhance the ability to disaggregate analysis and results, offering more granular insights into the experiences of diverse groups within the staffing process.

The program will share relevant staffing-related data for each department and agency on the Open Government Portal, while respecting privacy standards. This will allow departments to conduct their own analyses and draw their own conclusions from the data, facilitating evidence-based decision-making across the public service. By providing detailed, disaggregated data, departments and agencies can better identify and address specific barriers faced by different equity-seeking groups.

In addition, the program will continue to conduct research on public service hiring and will monitor the integrity of the staffing system. It will analyze recruitment trends from a diversity lens, considering employment equity group membership, educational level, language of use, area of residence and other diversity factors where possible.

The program will also conduct the first investigations into errors, omissions or improper conduct resulting from a bias or barrier that disadvantaged members of equity-seeking groups in external appointment processes. It will report the nature and findings of these investigations to other areas of the PSC, enhancing their ability to support departments effectively. Anonymous summaries of these investigations will be published on the PSC website, providing a resource for departments and agencies to understand and address these issues systematically.

Core responsibility: Public Service Hiring and Non-Partisanship

Program name: Policy Direction and Support Program

Program goals: Confidence in the staffing system and a diverse public service. The Canadian government retains skilled employees. Efficient public service staffing. The public service hiring is seen to be non-partisan.

GBA Plus data collection plan

The Policy Direction and Support Program will continue to use existing data. As well, the expansion of data collection on equity-seeking groups will allow for more disaggregated analysis and deeper insights.

As part of the Policy Direction and Support Program, the PSC will continue to oversee and monitor data linked to the Priority Information Management System, including population demographics such as employment equity status. The PSC is currently looking at expanding data collection to include a broader range of equity-seeking groups beyond those designated under the Employment Equity Act. This expanded data collection will enhance the PSC’s ability to conduct GBA Plus, offering deeper insights into the diverse experiences and challenges faced by various groups. As such, GBA Plus will be incorporated into all regulatory initiatives.

The program will also apply a GBA Plus lens in regulatory work. Regulatory proposals will be informed by this expanded data, ensuring that potential barriers to the full participation of members of both employment equity and equity-seeking groups are identified and addressed effectively.

By increasing the breadth of data to include a wider range of equity-seeking groups, the PSC will be better equipped to identify and mitigate systemic barriers and promote a more inclusive and equitable public service. This comprehensive approach will enable evidence-based decision-making and support the development of policies and practices that foster full participation across all groups.

Core responsibility: Public Service Hiring and Non-Partisanship

Program name: Recruitment and Assessment Services Program

Program goals: Achieve the strategic recruitment priorities of the Government of Canada, and the renewal of the public service. Reduce barriers for Canadians to have access to public service jobs. and qualified individuals are hired to deliver results for Canadians.

GBA Plus data collection plan

In addition to existing data, Recruitment and Assessment Services will collect disaggregated data, allowing the PSC to monitor the program’s impact on diversity.

By focusing on inclusive recruitment, and through ongoing work to increase the hiring of employment equity groups, the PSC has embedded consideration of GBA Plus impacts into the planning and design of our programs, services, advice, guidance and products.

The PSC’s recruitment and assessment functions are informed by employment equity data, as well as in-house research and analysis. The program will continue to include employment equity candidates in all PSC candidate pools and inventories (link available only on the Government of Canada network). It will also continue to offer targeted inventories and specialized initiatives for diverse candidates, including:

• the Employment Opportunity for Students with Disability and the Indigenous Student Employment Opportunity (links available only on the Government of Canada network), as well as Federal Student Work Experience Program initiatives featuring an onboarding process, training, a mentorship program and activities for students, managers and supervisors
• the Virtual Door to Talent with Disabilities, a one-stop-shop for access to inventories of people with disabilities
• the Inuksugait Resume Inventory, a hiring initiative designed in partnership with Pilimmaksaivik (Federal Centre of Excellence for Inuit Employment in Nunavut) to support Indigenous career pathways and help federal departments and agencies meet their obligations under Article 23 of the Nunavut Agreement
• the Federal Internship Program for Canadians with Disabilities , a national program that enables 18-month internships for persons with disabilities across the federal public service
• roughly 25 interns each year will have the opportunity to develop their work skills and increase their employability
• the Public Service Resourcing System may be leveraged for future participants, allowing for the collection of GBA Plus data

In providing personnel assessment tools and services, the program will:

• monitor data on the performance of members of all employment equity groups, to help proactively identify and remove barriers
• collect data by equity-seeking groups and sub-groups on the extent to which candidates found that their assessment gave them a fair opportunity to demonstrate their ability
• fully review assessment tools to enhance inclusiveness and accessibility beyond employment equity objectives
• enhance assessment accommodation systems and services to departments and agencies for candidates applying to federal public service jobs
• monitor assessment accommodation services using a GBA Plus lens to ensure equitable and accessible assessments.