Gender-Based Analysis plus (GBA+) Action Plan 2019-21

Table of Contents

• 1. Context
• 1.1. What is Gender-Based Analysis plus (GBA+)?
• 1.2. Government direction
• 2. Implementing GBA+ at the Public Service Commission
• 2.1. PSC GBA+ Statement of Intent
• 2.2. How is GBA+ connected to diversity and inclusion at the PSC?
• 2.3. PSC foundations in implementing GBA+
• 2.4. Planned approach to implement the GBA+ Action Plan
• 3. GBA+ Action Plan
• 3.1. Governance and Capacity
• 3.2. Awareness and Training
• 3.3. Integration and Impact
• 3.4. Data and Research
• 3.5. Monitoring and Reporting
• 3.6. List of acronyms mentioned in the Action Plan

1. Context

1.1. What is Gender-Based Analysis plus (GBA+)?

We all have multiple identity factors that make us who we are, and shape how we experience the world around us.

Gender-Based Analysis plus (GBA+) is a whole-of-government approach that aims to ensure that the potential impacts of government decisions on diverse groups of the population (e.g. based on their gender, ethnicity, geographic area, mental or physical disability, etc.) are considered and addressed as systematically as possible in the development and implementation of policies, programs and services (including internal services).

Alternative Text

Intersectionality image: graphic illustrating some of the identity factors considered in GBA+

This figure illustrates some of the factors which can intersect with sex and gender. Six oblong shapes of differing colors overlap and fan out. Each oblong has two identity factors written on it. The top oblong has “sex and gender” written in a larger font. Starting below sex and gender and going clockwise, the additional identities identified are: geography, culture, income, sexual orientation, education, ethnicity, ability, age, religion and language.

Source: Department for Women and Gender Equality

We can think of GBA+ as an equity-based assessment of our activities and business processes, with a special lens on gender and diversity.

As a « lens » for how we approach our work, GBA+ invites us to:

• challenge our assumptions and unconscious bias;
• systematically ask ourselves the right questions, and ensure that the answers are informed by disaggregated data (when possible and appropriate);
• consider how key demographic and identity factors, as well as their intersections may impact the distribution of opportunities or disadvantages in the population (e.g. regarding hiring and appointments in the federal public service); and
• identify mitigation strategies, whenever possible.

Source: Department for Women and Gender Equality

1.2. Government direction

In an effort to eliminate systemic barriers and support equality of outcomes for all Canadians, the Government of Canada has committed to using GBA+ in the development of policies, programs and legislation to mitigate potentially negative impacts on diverse groups of Canadians. There has been an increase momentum over the recent years in government direction to formally integrate GBA+ in departmental work.

2. Implementing GBA+ at the Public Service Commission

2.1. PSC GBA+ Statement of Intent

The Public Service Commission of Canada (PSC) is committed to meaningfully integrate Gender-Based Analysis plus (GBA+) into its policies, programs and services in support of its efforts to promote and safeguard a merit-based, representative and non-partisan public service that delivers results for all Canadians. The PSC will also use GBA+ to work towards reducing systemic barriers in areas under its responsibility, and to support equality results for Canadians.

2.2. How is GBA+ connected to diversity and inclusion at the PSC?

Diversity & Inclusion (D&I) is a whole-of-organization effortto foster a federal public service that is inclusive and representative of the Canadian population. Within the PSC, D&I structures and activities span across areas such as strategic policy directions, central recruitment programs delivery, and internal human resources.

Gender-Based Analysis plus (GBA+) is an analytical lens that supports D&I by promoting thoroughness in ensuring that gender and other intersecting factors are systematically and meaningfully considered to identify and mitigate (when possible) the potential impacts of our policies, programs and services for diverse groups of Canadians and PSC employees.

2.3. PSC foundations in implementing GBA+

In 2018, the PSC committed in its 2018-19 Departmental Plan to integrate GBA+ into its key activities and processes.

GBA+ Integration Framework

In March 2018, PSC’s Executive Management Committee approved the GBA+ Integration Framework (GC Docs #4736539), which includes five components (see figure). For the first full year of implementing GBA+, the PSC chose to focus its efforts on the Integration & Impact component of the Framework, while also advancing work on the other dimensions. Applying GBA+ in several key initiatives allows to experiment various approaches and identify the most fruitful strategies to meaningfully integrate GBA+ considerations into PSC activities and decision-making processes.

This Action Plan identifies a set of initiatives that will allow the PSC to deliver on the set of measures identified in its GBA+ Integration Framework, for all five components.

GBA+ Responsibility Centre

In August 2018, the PSC established a GBA+ Responsibility Centre (0.75 FTE) as an office of first responsibility for supporting and habilitating the integration of GBA+ across the organization. The location of the GBA+ Responsibility Centre within PSC’s Results and Delivery division (Corporate Affairs Sector) supports a horizontal and results-oriented approach to integrating GBA+ into PSC activities and decision-making processes.

The role of PSC’s GBA+ Responsibility Centreis tohabilitate, drive and monitor the implementation of each component of the GBA+ framework, which includes to support the sectors in integrating GBA+ into their work in a timely and meaningful way, by:

In fulfilling these roles, PSC’s GBA+ Responsibility Centre will focus on an approach that is:

• Collaborative;
• Meaningful;
• Evidence-based;
• Built on lessons learned and best practices;
• Sustainable; and
• Results-oriented.

2.4. Planned approach to implement the GBA+ Action Plan

This GBA+ Action Plan (2019-21) outlines key goals and planned initiatives for implementing its GBA+ Integration Framework.

The PSC is well-positioned to undertake this work given:

• its mandate on employment equity and a representative public service;
• the expertise of its Personnel Psychology Centre in fair and accessible assessment practices;
• its data-rich environment and capacity;
• its GBA+ Centre of Responsibility;
• its expected results which include a public service that reflects Canada’s diversity; and
• the support of its senior management for diversity, inclusion and innovation.

During the 2019-20 fiscal year, 0.75 of a full-time employee will be dedicated to GBA+ implementation across the PSC. Additional resources from the Results and Delivery division may periodically be engaged in supporting these efforts. PSC staff across sectors will also be involved in integrating GBA+ considerations in their work, as relevant.

Existing senior management committees will monitor progress in GBA+ implementation. The PSC will report internally and externally on the implementation of the GBA+ activities and initiatives from the Action Plan, and will track how GBA+ considerations have concretely informed the development and implementation of key PSC policies, programs and services.

Expected outcomes

The ultimate outcome intended for the implementation of GBA+ is for all key PSC programs, policies and services to be informed by an evidence-based assessment of their direct and indirect benefits or disadvantages for diverse groups of Canadians (including the consideration of the intersections of multiple demographic and identity factors).

Intermediate outcomes in progressing towards this goal have been identified for each component of PSC’s GBA+ Integration Framework:

3. GBA+ Action Plan

PSC’s GBA+ Action Plan is structured along the same key components as the GBA+ Integration Framework adopted by PSC senior management, and covers the measures that were outlined in that Framework.

3.1. Governance and Capacity

In 2018, the PSC made a clear commitment to integrate GBA+ across its key activities and processes, and established a GBA+ Responsibility Centre (RC) to support and monitor the implementation of GBA+ practices across the organization. A GBA+ Champion at the vice-president level also provides senior management leadership in applying this lens in decision-making processes. Additional activities that will support GBA+ governance and capacity at the PSC are outlined below.

3.2. Awareness and Training

The implementation of GBA+ at the PSC is intended to be carried out by various internal stakeholders across all sectors. To build the capacity and comfort of employees in integrating GBA+ considerations in their activities and decision-making, the PSC has engaged in developing and promoting various resources, tools and learning opportunities. For example, the foundational GBA+ online course is now mandatory for all PSC employees, and the GBA+ Responsibility Centre has developed a set of internal resources to introduce GBA+ in the context of PSC activities. The awareness and training initiatives outlined below are expected to further enhance the development of GBA+ capacity across PSC sectors.

3.3. Integration and Impact

In alignment with PSC’s results-oriented approach to GBA+ implementation, the GBA+ Responsibility Centre has been prioritizing opportunities to support a meaningful integration of GBA+ considerations in key initiatives and internal mechanisms. Leadership and guidance will be provided to ensure that new and existing PSC activities and initiatives are sensitive to the different impacts that decisions can have on diverse groups of women, men and non-binary persons.

3.4. Data and Research

As an analytical approach, GBA+ is most effective when supported by disaggregated data and relevant research, to help identify the opportunities and inequities that more aggregated data might conceal. The activities below are intended to support the gathering and use of disaggregated data by PSC staff to take into consideration key factors (e.g. gender, disability, age, education and language) in their activities and decision-making.

3.5. Monitoring and Reporting

The PSC will continue to track and communicate its progress on integrating GBA+ into its activities and decision-making processes. The PSC will also document, on an ongoing basis, the concrete ways in which the integration of GBA+ considerations have resulted in an improved activity or initiative.

3.6. List of acronyms mentioned in the Action Plan

Corporate Affairs Sector (CAS)
Finance and Administration Directorate (FAD)
Results and Delivery division (RDD)
GBA+ Responsibility Centre (GBA+ RC)

Oversight and Investigations Sector (OIS)
Audit Directorate (AD)
Data Services and Analysis Directorate (DSAD)

Policy and Communications Sector (PCS)
Communications and Parliamentary Affairs Directorate (CPAD)

Services and Business Development Sector (SBDS)
Personnel Psychology Centre (PPC)

Corporate Secretariat (CS)

Internal Audit and Evaluation Directorate (IAED)