Public Services and Procurement Canada
Gender-based Analysis Plus: 2024 to 2025 Departmental Results Report
Introduction
In 2018, Parliament passed the Canadian Gender Budgeting Act. The departmental plans and departmental results reports are being used to fulfill the President of the Treasury Board’s obligations to make public, every year, analysis on the impacts of expenditure programs on gender and diversity.
Each organization is responsible for conducting their own Gender-based Analysis Plus.
The Policy on Results indicates that program officials, as designated by deputy heads, are responsible for ensuring data collection for meeting policy requirements.
Applicability
All organizations must complete Gender-based Analysis Plus (GBA Plus) supplementary information tables in departmental plans and departmental results reports on an annual basis.
Section 1: Institutional Gender-based Analysis Plus governance and capacity
Governance
Public Services and Procurement Canada (PSPC) has a GBA Plus responsibility centre situated within its strategic policy unit to provide oversight, direction and promotion of GBA Plus across PSPC.
PSPC’s GBA Plus community of practice supports the consistent, rigorous and robust implementation of GBA Plus across the department's programs and services. The community of practice includes representatives from all of the department's branches and regions. Representatives from the GBA Plus community of practice share information, exchange best practices and meet to discuss issues related to the implementation of GBA Plus at PSPC.
Capacity
Key developments are reflected in section 2, under each program.
Human resources (full-time equivalents) dedicated to GBA plus
In total, there are approximately 6.0 full-time equivalents (FTE) dedicated to GBA Plus at PSPC. This includes:
- 1.0 FTE within the GBA Plus responsibility centre dedicated to the promotion of GBA Plus
- 0.5 FTE within other branches for training, and applying GBA Plus
- 4.5 FTE from across 18 branches and regions as representatives of the PSPC GBA Plus community of practice
Section 2: Gender and diversity impacts, by program
PSPC has 5 core responsibilities (including 20 programs) supported by internal services:
- Core responsibility 1: Purchase of goods and services
- Core responsibility 2: Payments and accounting
- Core responsibility 3: Property and infrastructure
- Core responsibility 4: Government-wide support
- Core responsibility 5: Procurement Ombud
Core responsibility 1: Purchase of goods and services
Procurement program
Program goals
The program serves Canadians by effectively supporting the daily operations of the Government of Canada as the government’s central purchasing agent and by ensuring the effective management of the procurement function.
Target population
All Canadians
| Distribution | Group |
|---|---|
| By gender | Third group: Broadly gender-balanced |
| By income level | Third group: No significant distributional impacts |
| By age group | Second group: No significant inter-generational impacts or impacts generation between youths and seniors |
Specific demographic group outcomes
Suppliers from underrepresented or equity-deserving groups in the federal procurement process.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Percentage of participation in procurement processes by Indigenous suppliers | In 2024 to 2025, 16% of bids received from businesses in Canada were from Indigenous suppliers | Manual data gathering exercise of PSPC procurement bid information | Not applicable |
| Percentage of participation in procurement processes by suppliers who are women | In 2024 to 2025, 14% of bids received were from suppliers who are women | Manual data gathering exercise of PSPC procurement bid information | The total number of suppliers identified as women-owned increased from 577 to 593 year-over-year. However, the total number of overall identified suppliers increased at a slightly higher, disproportionate rate from 3,957 to 4,192 |
| Percentage of contract value awarded to small and medium businesses. | In 2024 to 2025, 5% of contract value was awarded to small and medium businesses | Acquisition Information System and Electronic Procurement Solution | Fiscal year 2024 to 2025 had the highest total value of procurement awarded ever, with the top 5 Canadian suppliers by value accounting for approximately 57% of the total. These contracts along with various other critical defence-related procurements have limited the awarding of contracts to small and medium enterprises |
Other key program impacts
Integrating GBA Plus considerations in procurement practices is essential to ensuring that procurement is inclusive by design and accessible by default. In 2024 to 2025, PSPC continued to focus on initiatives to increase the diversity of bidders, in particular, businesses owned by women, Indigenous Peoples, persons with disabilities, visible minorities and 2SLGBTQIA+ individuals. Furthermore, the department continued its engagement with procurement officers by delivering targeted support on the integration of GBA Plus into procurement activities. This was achieved through the use of a step-by-step methodology designed to facilitate the consistent application of its principles, thereby advancing inclusive and equitable procurement practices in alignment with federal objectives.
PSPC continued providing enhanced services through Procurement Assistance Canada (PAC) to help small and medium enterprises – including those from underrepresented groups – successfully navigate and participate in federal procurement. For instance, PAC has been successfully operating its coaching service, which aims to provide assistance to experienced bidders from diverse socio-economic groups who have had limited success in bidding on federal government opportunities, via a series of personalized, one-on-one sessions. PSPC also engaged with diverse suppliers through numerous direct communication campaigns and fora, such as the Supplier Advisory Committee, and regularly collaborated with partner organizations representing various equity-deserving groups. All of these collaborations offered PAC opportunities to disseminate information about its initiatives and services supporting the supplier bidding process.
PAC offered even more opportunities for its stakeholders:
- PAC continued the successful Buyers Expo event series, where smaller and diverse suppliers had the opportunity to promote their products and services directly to government buyers
- PAC held 2,143 events, which targeted 1 or more socio-economic group, reaching 31,794 participants
PAC and partners held Indigenous Business Information Sessions to build awareness of the federal procurement. Overall, PAC hosted 554 events with 6,699 attendees from Indigenous businesses and associations across Canada
PAC and partners held 790 events focused on building awareness of the federal procurement process within racialized communities. Over 9,000 Black and other racialized entrepreneurs attended these in-person and virtual events held across Canada
PSPC completed a full year of operations for its Electronic Procurement Solution (EPS) – the default system for goods, services and construction procurement. EPS is a powerful, accessible, and modern, cloud-based procure-to-order solution and supports broader Government priorities to simplify procurement processes. EPS reduces barriers for underrepresented groups in the Government procurement process by providing a web-based procurement platform aligned with industry standards for accessibility. This web-based platform plays an essential role in promoting social procurement and better positioning Indigenous businesses and businesses owned and led by underrepresented groups to successfully participate, and succeed, in procurement opportunities.
Under the National Shipbuilding Strategy (NSS), PSPC continues to hold regular discussions on diversity and inclusion with marine industry stakeholders and departmental partners to identify barriers, common definitions and opportunities to collaborate and address these barriers, while sharing best practices with the Marine Industry Advisory Committee (MIAC) Human Resources Working Group. These activities enable marine industry stakeholders to identify factors that influence how diverse groups of people experience HR-related initiatives, and tailor them to encourage workplace diversity. The diversity and inclusion resources that have been shared to date with the MIAC HR Working Group and NSS shipyards to support those discussions have now been collated in a new Marine Industry Human Resources Compendium, which is available to marine sector stakeholders and allows them to access targeted resources that reflect challenges faced by the industry. PSPC conducts regular maintenance of its Marine Industry HR Compendium to ensure resources are accurate and up to date. The products that have been made available are:
- links to federal programs to help build an inclusive, diverse and sustainable labour force
- resources to foster positive workplace environment and support retention
- a calendar of diversity and inclusion themes to help build a welcoming workplace
- international scan of diversity and inclusion best practices (i.e., Australia, New Zealand, the United States, United Kingdom)
- Canadian sectoral scan of the mining, construction, electrical and agricultural sectors, outlining diversity and inclusion best practices and lessons learned
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
The Policy on Social Procurement (the Policy) provides PSPC with the authorities necessary to collect personal data, including information on ethnicity, gender and other socio-economic characteristics of bidders and suppliers essential to administering the Policy, its related instruments and programs. It also supports the development of a baseline to effectively carry out social procurement objectives.
In alignment with the Policy, PSPC conducted pilot procurements that incorporated supplier diversity considerations and involved the collection of personal data from bidders. These pilot initiatives were carried out in accordance with all applicable privacy and data governance requirements and provided insights into the application of social procurement strategies in federal contracting.
PSPC collected organizational data from suppliers, including information on ethnicity, gender and other socio-economic characteristics. This data is used for both administrative and statistical purposes, helping PSPC better understand the supplier landscape and inform procurement decision-making. To complement these efforts, PSPC partnered with Statistics Canada to establish a baseline on supplier diversity using procurement data from fiscal years 2022 to 2023 and 2023 to 2024. This collaboration enables PSPC to assess levels of participation by diverse suppliers.
In 2024 to 2025, PSPC collaborated with Statistics Canada on the administration of the 2025 Survey on Canadian Business Perspectives on Federal Procurement. The results will provide PSPC with a more nuanced understanding of the needs of Canadian businesses, as well as the challenges they face in federal procurement. The survey results will also inform policy around support for small and medium enterprises and combined with other data to facilitate targeted outreach efforts to businesses in specific commodity groups.
As part of PSPC’s commitment to modernize and simplify procurement, its EPS provides capabilities to support, advance and track social procurement initiatives on an ongoing basis through improved data sets and the ability to embed social procurement requirements into contract requirements.
Core responsibility 2: Payments and accounting
Cape Breton Operations: Human resources legacy benefits
Program goals
Upon the closure of the Cape Breton Development Corporation, a range of post-employment benefits were provided to the displaced workers to assist in their transition from the coal mining industry. These benefits are delivered by the Human Resources Legacy unit of Cape Breton Operations (CBO), which falls under PSPC’s Atlantic regional office.
Target population
This program targets a specific region (Atlantic region, Nova Scotia and specifically, Cape Breton Island) and targets a particular demographic group – lower income males.
| Distribution | Group |
|---|---|
| By gender | First group – predominantly men |
| By income level | First group – strongly benefits low-income individuals (strongly progressive) |
| By age group | Third group – primarily benefits seniors or the baby boomer generation |
Specific demographic group outcomes
This program targets a specific region (Atlantic region, Nova Scotia and specifically, Cape Breton Island) and targets a particular demographic group – lower income males.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Gender distribution of HR beneficiaries | Former employees benefiting from the HR programs are:
|
HR Information System | HR benefit programs resulted from the closure of the Cape Breton Development Corporation’s mining operations in Cape Breton, Nova Scotia. The majority of the miners were men and therefore they are the main beneficiary populations. Upon their death, some benefits are transferred to their spouses (most are women) and therefore the benefit program indirectly benefits female recipients. |
| Age distribution of beneficiaries |
|
HR Information System | HR benefit programs resulted from the closure of the Cape Breton Development Corporation’s mining operations in Cape Breton, Nova Scotia. The recipients are aging, and the majority of the beneficiaries are over 65 years of age. |
Other key program impacts
The Director of CBO meets regularly with Membertou Mi’kmaw Economic Benefits Office (MEBO) to seek opportunities for local Indigenous communities to participate in CBO programs and contracts. CBO has linked MEBO into PSPC hiring practices, which in 2024 to 2025 included MEBO representatives participating in Indigenous hiring and interview boards for selection of Indigenous students to fill CBO work placements.
The Atlantic Region has developed and staffed an Indigenous coordinator position, responsible for reviewing and revamping the procurement tools within the region with the goal of expanding Indigenous participation in federal contracts/projects.
CBO continues to work with the Atlantic region’s Indigenous coordinator ensuring that Indigenous clauses are included in all CBO procurement tools.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
CBO completed a review of all program spending (what financial resources were spent, through which contracting mechanisms, and to whom the contracts were awarded) and shared this information with the PAC team in the Atlantic Region. PAC Atlantic analyzed the information and provided a list of Indigenous businesses in Cape Breton, and the Atlantic Region, that sell the types of goods and services that CBO purchases. The goal is to increase the number of Indigenous businesses providing services to CBO. The data collected as part of this pilot project, and the expected outcomes of increased representation in the Government of Canada contracting practices will help address systemic inequalities for Indigenous entrepreneurs and support regional, departmental, and government-wide efforts to have a minimum value of 5% of federal contracts being awarded to Indigenous businesses.
Federal pay administration
Program goals
To provide accurate and timely pay to all public servants. PSPC is in the process of expanding the program’s GBA Plus, and related metrics are tracked to ensure that all groups of public servants receive equal service. It focuses specifically on pay processing at the Pay Centre. Generally, the demographics of the queue closely reflect the most recent demographics of the public service.
Target population
The target population of this program is the average 360,000 federal public service employees paid by the Phoenix pay system.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant inter-generational impacts or impacts generation between youth and seniors |
Specific demographic group outcomes
Public Servants benefit directly from federal pay administration.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Sex demographics of the pay cases queue | Cases in the pay queue have a demographic breakdown of 60.6% females, compared to 39.1% males (with 0.3% unreported). This generally reflects the breakdown of employees in the public service (57.8% female, 42.1% male, and 0.1% unreported, as per data accessed from Phoenix) and in departments serviced by the Pay Centre (59.0% female, 40.9% male, and 0.1% unreported, as per data accessed from Phoenix). Cases in the 1 year plus backlog have a similar demographic breakdown as the queue, with 60.2% cases belonging to females and 39.6% belonging to males (0.2 unreported). The mean number of cases awaiting processing for individuals with a case in the queue is 2.02. Females and males with a case in the queue have a similar mean number of cases awaiting processing (2.04 and 2.02 respectively). |
|
Not applicable |
| Age demographics of the pay cases queue | Cases in the pay queue have a demographic breakdown of 12.4% for 29 and under; 25.4% for 30 to 39; 28.4% for 40 to 49; 20.2% for 50 to 59; and 13.5% for 60 and over (with 0.2% unreported). This generally reflects the breakdown of employees in public service by age, as per data accessed through Phoenix (13.0% are 29 and under; 26.6% are 30 to 39; 29.4% are 40 to 49; 22.3% are 50 to 59; and 8.7% are over 60) and in departments serviced by the Pay Centre (12.9% are 29 and under;, 26.7% are 30 to 39; 29.5% are 40 to 49; 22.4% are 50 to 59; and 8.5% are over 60), however employees aged 60 or more are overrepresented in the queue. Cases belonging to public servants over the age of 60 are similarly overrepresented in the 1 year plus backlog (15.1%). The mean number of cases awaiting processing for individuals with a case in the queue is 2.02. Public servants over 60 years of age and under 29 years of age with a case in the queue have a low mean number of cases (1.73 and 1.72 respectively) compared to other age groups. |
|
Not applicable |
| Official language demographics of the pay cases queue | Cases in the pay queue have a demographic breakdown of 68.7% English compared to 31.1% French (with 0.2% unreported). Although French employees make up a smaller percentage of the public service (23.0% French and 77.0% English employees) and those in Pay Centre departments (23.7% French and 76.3% English employees), French cases are overrepresented in the queue. French cases are slightly overrepresented in the 1 year plus backlog (33.2% French and 66.6% English cases, with 0.2% unreported) when compared to the queue. The mean number of cases awaiting processing for individuals with a case in the queue is 2.02. French employees with a case in the queue have a higher mean number of open cases when compared to their English counterparts (2.24 versus 1.94). |
|
Not applicable |
Other key program impacts
Not applicable
Supplementary information sources
Not applicable
Gender-based Analysis Plus data collection plan
In 2024 to 2025, PSPC will continue the GBA Plus of pay administration, which will include evaluating the demographics of queue composition, the length of time employees have had a case in the queue, demographics of calls to the Client Contact Centre, escalation cases, and language profiles of the pay-processing workforce.
Federal pension administration
Program goals
The Pension Program performs day-to-day pension and benefit administration for federal public sector pension plan members and beneficiaries. Pension administration includes the provision of payments and services to over 1 million plan members, survivors and beneficiaries.
Target population
Federal Public Service employees and retired members of the Federal Public Service.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender-balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant inter-generational impacts or impacts generation between youth and seniors |
Specific demographic group outcomes
Not applicable
Key program impacts on gender and diversity (2024 to 2025 or most recent)
PSPC has worked with internal stakeholders and the Treasury Board of Canada Secretariat (TBS) to provide information on the Pension Program’s ability to receive plan members’ preferred names in place of legal names for correspondence purposes.
The new employee pension web portal, launched in June 2024, is accessible to plan members who use assistive devices or technologies to interact with the portal.
Federal pension administration: Key program impacts statistics
Not applicable
Other key program impacts
In support of its digital-first strategy, the Pension Program is advancing web renewal initiatives to expand digital service delivery to employees and retirees. A new employee web portal was launched in June 2024, and a retiree portal is in development for launch in 2026 to 2027.
The pension portal conforms with Web Content Accessibility Guidelines 2.1 level A and AA standards, ensuring that content and online services are accessible to individuals with disabilities
Supplementary information sources
Not applicable
Gender-based Analysis Plus data collection plan
The Government of Canada Pension Program conducts client service feedback surveys to gather member feedback and measure plan members’ satisfaction with the Government of Canada Pension Centre and the secure employee web portal.
In 2024 to 2025, the Program received feedback from 6,693 active and retired members across the Public Service, Canadian Armed Forces, and Royal Canadian Mounted Police pension plans. Across these surveys, 87% of respondents reported they were satisfied with the service they received when calling the Pension Centre, and 83% were satisfied with their experience using the employee web portal.
Demographic and diversity-related data, such as age, gender, and identifying as a member of a visible minority, persons with disabilities, 2SLGBTQIA+, or Indigenous
Government-wide accounting and reporting
Program goals
The Public Accounts of Canada is the annual financial report to Canadians covering the fiscal year of the Government, ending March 31. The Receiver General, as the Government’s accountant, is responsible for preparing and publishing the report. Sections 63, 64, and 65 of the Financial Administration Act provide the Receiver General with the authority to maintain accounts, to prepare the Public Accounts report and to request financial information from departments and agencies.
Target population
Not applicable
Government-wide accounting and reporting: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable
Other key program impacts
Not applicable
Supplementary information sources
Not applicable
Gender-based Analysis Plus data collection plan
As part of the provision of its public accounts services and in line with its mandate, the Receiver General does not gather demographic information on individuals.
Payments and revenue collection
Program goals
The Receiver General provides payment services to Government of Canada departments and agencies. Those services allow departments to issue payments to individuals and businesses and for Canadians and for individuals and businesses to remit money to those departments and agencies.
Target population
Not applicable
Payments and revenue collection: Distribution of benefits
Not applicable
Specific demographic group outcomes
Not applicable
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable
Other key program impacts
Not applicable
Supplementary information sources
Not applicable
Gender-based Analysis Plus data collection plan
The gathering of demographic data related to any given payment program is the responsibility of the department or agency managing that program. The Receiver General has no role in determining entitlement. It is the responsibility of the department or agency responsible for a program to determine the entitlement of recipients to payment, or the requirement for them to remit funds to the Government of Canada.
Payments instead of property taxes to local governments
Program goals
The Payments Instead of Property Taxes to Local Governments Program issues payments to taxing authorities under the authority of the Payments in Lieu of Taxes Act. Local governments receive payments in recognition of the services they provide to federal property located in their jurisdictions because the Government of Canada property is exempt from taxation. Taxing authorities manage the payments to fund municipal programs, services and infrastructure.
Target population
The target population consists of Canadian taxing authorities hosting a federal property in their jurisdiction. Taxing authorities include municipalities, school boards, provincial governments, services boards, First Nations bands and any other bodies authorized to levy and collect property taxes in Canada.
Payments instead of property taxes to local governments: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Payments instead of property taxes to local governments: Key program impacts statistics
Not applicable.
Other key program impacts
Taxing authorities manage the payments to fund municipal programs, services and infrastructure. As such, PSPC cannot assess the impact on gender and diversity concerning Payments instead of property taxes to local governments.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Nothing to report in 2024 to 2025.
Core responsibility 3: Property and infrastructure
Cape Breton Operations: Portfolio management
Program goals
Upon the closure of Cape Breton Development Corporation, a diverse property portfolio was transferred to PSPC. While some properties are retained to meet environmental obligations, the majority of properties are considered surplus and are part of a comprehensive divestiture strategy. The environmental obligation is to manage the impacts of 200 years of coal mining.
Target population
This program targets a specific region (Atlantic region, Nova Scotia and specifically Cape Breton Island)
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant intergenerational impacts or impacts on generations between youths and seniors |
Specific demographic group outcomes
This program targets a specific region (Atlantic region, Nova Scotia and specifically Cape Breton Island)
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
The Director of CBO meets regularly with MEBO to seek opportunities for local Indigenous communities to participate in CBO programs and contracts. CBO has linked MEBO into PSPC hiring practices, which in 2024 to 2025 included MEBO representatives participating in Indigenous hiring and interview boards for selection of Indigenous students to fill CBO work placements.
CBO previously coordinated a meeting of PSPC office accommodations and Membertou office accommodations to discuss the potential of erecting a new office building in Membertou. This project is near completion and will house PSPC, Atlantic Canada Opportunities Agency, National Research Council, Shared Services Canada and Veterans Affairs Canada. The in-service date is February 2026.
CBO, in support of the departmental affordable housing initiative, undertook custodial real property asset review of its surplus and underutilized lands. Thirteen potential sites within the Cape Breton Regional Municipality (CBRM) have been identified for addition to the national database. CBRM currently has a significant need for affordable housing, in particular for seniors and low-income families. This initial phase was recently completed and plans are to engage MEBO as the project continues to take part in project construction, planning and/or potential partnership opportunities.
CBO has screened its real property surplus holdings in a search for lands that have potential to house green energy-based projects, including solar, wind and emerging energy production technologies. An inventory of suitable sites has been established for use by local developers, including the not-for-profit group, New Dawn, also engaged on CBO’s affordable housing initiatives. Energy poverty is a well documented concern within CBRM and has an enhanced negative effect on those on fixed incomes (seniors) and lower income families.
CBO continues to work with the Unama’ki Institute of Natural Resources, utilizing the technical skills that were previously developed through this partnership. In 2024 to 2025, a Memorandum of Understanding was signed for Unama’ki resources to complete work in the subsidence monitoring program.
CBO continues to work with the Atlantic region’s Indigenous coordinator ensuring that Indigenous clauses are included in all CBO procurement tools.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Each year, CBO completes a review of all program spending (what financial resources were spent, through what contracting mechanisms, and to whom the contracts were awarded) and shares this information with the PAC team in the Atlantic Region. PAC Atlantic analyzes the information and provides a list of Indigenous businesses in Cape Breton and the Atlantic Region who sell the types of goods and services that CBO purchases. The goal is to increase the number of Indigenous businesses providing services to CBO. The data collected as part of this project and the expected outcomes of increased representation in Government of Canada contracting practices will help address systemic inequalities for Indigenous entrepreneurs and support regional, departmental, and government-wide efforts to have a minimum value of 5% of federal contracts being awarded to Indigenous businesses. CBO is currently analyzing the 2024 to 2025 expenses and will be forwarding this information to PAC so the list of Indigenous companies can be updated for future reference.
Federal accommodation and infrastructure
Program goals
The Federal Accommodation and Infrastructure Program provides accommodation services to federal organizations. The program includes a diverse portfolio of federal facilities and activities, such as the stewardship and management of major engineering assets and wharves, along with the administration, capital management and leasing services for residential housing units in the Northwest Territories and Nunavut to support the delivery of federal government programs. The Program also includes appraisals for all acquisitions, dispositions and transfers of real estate; expropriating land or properties on behalf of the federal government, including interpreting expropriation legislation and regulations.
Target population
All Canadians.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender-balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant intergenerational impacts or impacts generation between youth and seniors |
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Total accessibility score of PSPC Crown-owned and lease purchase buildings assessed against the 2018 Canadian Standards Association standard for Accessibility (CSA B651-2018). | Not available | Not available | PSPC assesses accessibility on a 5-year cycle, followed by a 1-year pause to re-evaluate the assessment program. The 1 year pause took place during fiscal year 2024 to 2025. PSPC will restart assessments in fiscal year 2025 to 2026 |
| Percentage of complete Fit-up projects (each year) since 2019 that are compliant with the Government of Canada Workplace Fit-up Standards known as the GCworkplace approach, including accessible and inclusive design | 100% of modernized space in square meters (m2) delivered in 2024 to 2025 | Data Analytics Reporting Team Accrual reports for fiscal year end 2019 to 2020, 2020 to 2021, 2021 to 2022, 2022 to 2023, 2023 to 2024, and 2024 to 2025 actual square meters delivered (Fit-up Program of work) | Compliance with the Government of Canada Workplace Fit-up Standards (percentage of modernized space in square meters delivered):
|
| Percentage of PSPC Crown-owned buildings that have at least 1 All Access washroom | 83% of PSPC national crown-owned inventory now has at least 1 All Access washroom | National washroom count | PSPC’s strategy for inclusive washrooms is to add universal washrooms in new buildings, as well as recapitalizations and major renovations (with base building upgrades) of its Crown-owned buildings. This complies with the Canadian National Building Code 2020 and the CSA B651-23 standard |
Other key program impacts
PSPC is finalizing an inclusive washroom guide and strategy, which is expected to be published in 2025 to 2026. This strategy outlines the department’s approach to integrating inclusive washrooms into new construction, major rehabilitation and modernization projects, in alignment with current building codes and accessibility standards. Gendered (men’s and women’s) multi-stall washrooms will continue to be available across PSPC’s Crown-owned real property portfolio to accommodate a range of preferences and needs.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
PSPC’s Accessibility and Inclusivity Office (AIO) supports the implementation of the Accessible Government Built Environment Initiative. For example, AIO is responsible for the program for technical accessibility assessments in PSPC Crown-owned real property portfolio to assess and identify improvements to ensure compliance with the latest CSA B651 accessibility standards.
PSPC will continue to track and report on accessibility performance with the following indicators:
- total accessibility score of PSPC Crown-owned and lease purchase buildings assessed against the 2018 Canadian Standards Association standard for Accessibility (CSA B651-2018) standard
- percentage of complete Fit-up projects (each year) since 2019 that are compliant with the Government of Canada Workplace Fit-up Standards known as the GCworkplace approach, including accessible and inclusive design
- percentage of PSPC Crown-owned buildings that have at least 1 All Access washroom
Parliament Hill and surroundings and Laboratories Canada
Program goals
PSPC is delivering a Long Term Vision and Plan (LTVP) for both the Parliamentary Precinct and Laboratories Canada (LabsCanada). The LTVPs outline both long-term and short-term goals for implementing GBA Plus initiatives. Through these programs, PSPC intends to demonstrate leadership in accessibility, sustainability, and inclusivity while restoring existing assets and building new ones.
Target population
All Canadians.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender-balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant intergenerational impacts or impacts generation between youth and seniors |
Specific demographic group outcomes
Accessibility in the Built Environment
PSPC continues to implement the Universal Accessibility Strategy and Action Plan within the Parliamentary Precinct to enhance accessibility to all sites and buildings. Key to the action plan is a commitment to completing building-specific audits of Crown-owned buildings to assess current and potential accessibility barriers. As of fiscal year 2024 to 2025, 83% of Crown-owned buildings within the Parliamentary Precinct campus have audits completed. Accessibility upgrades are incorporated into the design for the Centre Block and include the addition of accessible elevators, universal washrooms, and family rooms. In 2024 to 2025, 45 small interventions in universal accessibility (UA) were carried out throughout the Precinct and included repairing door signs, adding family-friendly accommodations, and improving barrier-free access.
Through LabsCanada, PSPC continues to develop modern and accessible research facilities. The LabsCanada Repeatable Laboratory Design Framework ensures that facilities are accessible while encompassing building design requirements and performance objectives derived from building codes. PSPC also supports underrepresented groups by emphasizing flexibility, safety and inclusivity within Canadian laboratories and science facilities. For example, the TerraCanada Mississauga and Regulatory Security Science Sidney facilities are designed with height adjustable fume hoods, benches, and cabinetry along with tactile wayfinding. The Atlantic Science Enterprise Centre (ASEC) project also incorporates design elements that support individuals with neurodiversity (for example, color and lighting) along with the inclusion of gender-neutral washrooms. PSPC continues to work with internal teams and external partners to implement UA best practices in Canadian laboratories. For example, PSPC supports the University of Toronto’s research on the accessibility of academic and government laboratories, which is funded by Accessibility Standards Canada (ASC). LabsCanada has also partnered with Natural Resources Canada to form the inclusive science and accessible laboratories community of practice.
Engagement of Indigenous Peoples and underrepresented groups
The LTVPs continue to advance reconciliation with Indigenous Peoples by weaving Indigenous perspectives into design and planning. In fiscal year 2024 to 2025, PSPC engaged with the National Indigenous Organizations, Algonquin Anishinabeg Nation Tribal Council (AANTC), and other Indigenous partners in more than 90 touchpoints. These engagement activities included milestone events, such as design feedback sessions with AANTC for the Parliament Welcome Centre as well as Center Block update reports from previous design sessions with Inuit Tapiriit Kanatami and Métis National Council. These discussions have guided the design and planning of a permanent land acknowledgement to be integrated around the entrance of the Parliamentary Welcome Centre as well as the planning for the Centre Block landscape design.
These touchpoints also include biweekly meetings held with the National Indigenous Organizations and AANTC regarding the national space for Indigenous Peoples and the dedicated Algonquin Space. In addition, weekly and biweekly tables with AANTC’s Consultation and Economic Development teams are held to support all Science and Parliamentary Infrastructure branch projects in the National Capital region (NCR). PSPC has implemented strategies to mitigate gaps, enhance participation, and work with Indigenous partners to improve processes.
PSPC remains committed to ensuring Indigenous business involvement in major projects. For example, the Centre Block Rehabilitation Program has awarded $35 million to support Indigenous business initiatives while the Block 2 construction management contract includes $15.5 million in Indigenous Procurement Plans commitments.
PSPC continues to collaborate with Indigenous partners to ensure Indigenous engagement remains an integral component of the LabsCanada program. For instance, the ASEC in Moncton leveraged Indigenous feedback to design cultural safe spaces for Indigenous employees and visitors. Additionally, to support economic inclusion, ASEC currently includes contract commitments that include more than $60 million in Indigenous benefits. In addition, the Canadian Food Inspection Agency's newly completed and opened Centre for Plant Health in North Saanich, British Columbia is the first LabsCanada facility to be gifted a name ‘ÍY ̧ NONET ̧ ÁUTW̱ E TŦE SJESENENEȻ’ in an Indigenous language. Its new name, given by a council of local W̱SÁNEĆ Elders, means the place that is good for the plants in the SENĆOŦEN language.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
Gender-based Analysis Plus of the Parliamentary Precinct Long Term Vision Plan update
In 2024, PSPC contracted Canadian Equity Consulting to undertake a GBA Plus assessment of the Parliamentary Precinct LTVP. The results of the analysis affirmed PSPC’s commitment to advancing GBA Plus objectives. It concluded that the LTVP has produced more accessible buildings and a Parliamentary campus that better reflects Canada's evolving demographics. The GBA Plus analysis of the LTVP has demonstrated how the implementation of UA practices and reconciliation initiatives has shaped the way forward for future projects. It also highlighted the potential for increased participation of vulnerable groups through targeted recruitment and procurement strategies.
Overall, the 2024 GBA Plus analysis found that PSPC via the LTVP has taken purposeful steps on reconciliation, accessibility, and diversity since the 2017 GBA Plus assessment. Using its guiding principles of inclusivity, sustainability, access and security, stewardship, and integrated campus, ensures that the LTVP continues its ongoing alignment with the needs of Canadians and Parliament.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
PSPC is committed to collecting data in support of its GBA Plus initiatives by consulting with third-party groups. The 2024 GBA Plus analysis of the Parliamentary Precinct LTVP update included research and data gathering to assess GBA Plus initiatives within the LTVP program, identify any opportunities for growth, and recognize any gaps. The analysis highlighted the importance of Indigenous ownership, access, and control over data and data collection. PSPC continues to work on a department-wide plan to support Indigenous data sovereignty through training and collaboration with the interdepartmental Indigenous Science, Mathematics, Engineering and Technology (I-STEM) cluster.
Real Property Services
Program goals
The Real Property Services Program provides real property services (project delivery and property management) to government programs that have custody of real property assets. Client programs are situated in other government departments, as well as within PSPC.
Target population
All Canadians.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender-balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant intergenerational impacts or impacts generation between youth and seniors |
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Service contracts for managing large facilities that include accessibility standards, indigenous and diversity components. | New strategic sourcing real property initiatives included accessibility standards, as well as Indigenous and diversity components. In 2024 to 2025, PSPC enhanced Indigenous participation in federal procurement by awarding over $42 million in contracts to Indigenous businesses, representing 4.2% of total eligible spending | Real Property Contractors database and reports. | PSPC is working to integrate accessibility standards, Indigenous and diversity components commitments into its existing large contracts. One major project, in service since 2015, has expanded its performance measurement regime to include 4 new pillars: social, Indigenous, sustainability, and accessibility and inclusion. Performance measures have been developed for each pillar, and data is collected annually to monitor progress and ensure targets are being met |
Other key program impacts
Not applicable.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
PSPC is committed to including accessibility standards, and Indigenous and diversity components in new strategic real property initiatives. The department is also working to embed these commitments into existing major contracts. Data is collected annually to track progress and ensure compliance with established targets.
Core responsibility 4: Government-wide support
Asset disposal
Program goals
PSPC is responsible, under the authority of the Seized Property Management Act, for managing assets seized or restrained by law enforcement organizations, federal departments and agencies, provincial/municipal institutions and foreign governments.
GCSurplus is responsible, under the authority of the Seized Property Management Act, for the divestment of surplus moveable assets through transfer, sale, donation and recycling to obtain the best overall value for the Crown. GCSurplus also handles the sale of surplus controlled and specialized goods.
Target population
All Canadians.
Asset disposal: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
Not applicable.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
GBA Plus data is not collected for the Seized Property Management Directorate.
Although data does not inform the identification of the highest bidder, GCSurplus is improving data collection methods about its clientele and continues to identify opportunities to better inform and assess program impacts on diverse communities.
Canadian General Standards Board
Program goals
The Canadian General Standards Board (CGSB) focuses on services in the field of standards development. CGSB administers the standards development process and then publishes national standards of Canada that are written by technical committees of experts from across the country. National standards are written largely as product specifications. This includes, for example, the chemical components of gasoline, the fire resistance properties of textiles, and what chemicals are allowable when growing organic food.
Target population
Not applicable.
Canadian General Standards Board: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
The National Standards System as a whole (led by the Standards Council of Canada) has been actively working to better incorporate gender-neutral terminology, involve a more diverse selection of technical committee members, and be inclusive in the overall approach to developing national standards. CGSB is actively participating in these discussions with a goal of implementing best practices but is not required to independently collect data.
The Standards Council of Canada has recently developed new requirements related to GBA Plus and guidance on underrepresented groups, which will come into effect on October 31, 2027. All Canadian standards development organizations, like CGSB, will be required to have a robust process to develop gender-responsive standards and to ensure standards have been gender assessed. They will also have to ensure underrepresented groups are engaged in standards development and that they seek alternative methods of engagement.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Not applicable.
Document imaging services
Program goals
Document Imaging Services transform government records into useable electronic formats, provide digital mailroom services, make documents accessible, and provide electronic secure storage and retrieval services to other government bodies.
Target population
Not applicable.
Document imaging services: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
With regards to accessibility, the Document Imaging Services has been working in collaboration with Innovative Solutions Canada to develop a cost-effective, industrial conversion platform using machine learning to remediate flat PDFs into a usable format like HTML 5 for use by screen readers. The completion for phase 2 is scheduled for 2026 to 2027.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Not applicable.
Government-wide corporate services
Program goals
The Government-Wide Corporate Services Program provides federal organizations with services, tools and systems for travel, information management, human resources, business processes and financial and materiel management. This program allows federal organizations to adopt modern, consolidated systems based on standard business processes, which can reduce administrative or back-office costs, enhance employee productivity and reduce overall government spending on internal services.
Target population
The target populations of the program are PSPC employees as well as other federal public servants across the Government of Canada.
Government-wide corporate services: Distribution of benefits
Gender or sex information is not collected for the Government-Wide Corporate Services Programs. There is no data on the distribution of benefits.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
Not applicable.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Services under the Government-Wide Corporate Services programs do not collect sex or gender information as they are primarily digital-based services bound by regulations and legislation. Considerations for GBA Plus could be related to accessibility when it comes to user experience.
Information services
Program goals
The Public Opinion Research and the Advertising services programs provide a pan-governmental service focusing on advisory and technical services. In addition, the Copyright Media Clearance supports clients on an ongoing basis by providing access to a selection of news sources.
PSPC is also responsible for publishing the Canada Gazette, the official newspaper of the Government of Canada, in which are published new statutes, new and proposed regulations, and various government and public notices. The Canada Gazette provide information about government activities and gives stakeholders the opportunity to comment on proposed regulations.
Target population
Not applicable.
Information Services: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
The responsibility for conducting GBA Plus in relation to the Public Opinion Research and the Advertising services rests with other government departments that plan and implement the advertising or public opinion research.
The Copyright Media Clearance and the Public Opinion Research programs support clients on an ongoing basis to ensure their environmental analysis activities take into consideration a range of elements, including related to GBA Plus. Data, however, is not collected internally and rests with the clients. PSPC provides centralized access to and assistance in locating Government of Canada’s publications through the publications.gc.ca website.
Due to its mandate, the Canada Gazette does not gather demographic information on individuals. Information Services is currently working with several stakeholders to enhance the accessibility components of its tools and ensuring that the publications on its website are in accessible format.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Not applicable.
Linguistic services
Program goals
Government wide support / Federal organizations have access to high quality linguistic services.
Target population
All Canadians.
| Distribution | Group |
|---|---|
| By gender | Third group: broadly gender balanced |
| By income level | Third group: no significant distributional impacts |
| By age group | Second group: no significant intergenerational impacts or impacts on generations between youths and seniors |
In addition to official languages, the Translation Bureau provides translation and interpretation services in Indigenous languages, reinforcing its commitment to enhancing the visibility of these languages and supporting the efforts of Indigenous Peoples in the reclamation, revitalization, and strengthening of Indigenous languages as a foundation for culture and identity. These services play a crucial role in preserving indigenous languages, which are fundamental to cultural identity.
Another focal point has been the work of the Translation Bureau in its provision of interpretation services in American Sign Language (ASL) and langue des signes québécoise (LSQ) at major Government of Canada events, providing equitable access to information to individuals whose primary language is ASL or LSQ. In addition, the Bureau offers remote simultaneous interpretation for sign language interpretation services.
To support the growing demand for qualified interpreters, the Translation Bureau prepared for the delivery of its next ASL-English accreditation exam, scheduled for April 2025. This initiative aims to expand the pool of certified professionals available to support federal institutions.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Other key program impacts
Not applicable.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
Not applicable.
Security and oversight services
Program goals
Security and Oversight Services support the ethical and secure management of Government of Canada activities. This program is responsible for inspections, investigations and integrity verifications for the department, other government departments and Canadians. It aims at providing programs and services that ensure government operations are carried out securely, and ensures the government does business with ethical suppliers.
Target population
The direct target population of the program is suppliers or businesses and corporations that do business with the government.
Security and oversight services: Distribution of benefits
Not applicable.
Specific demographic group outcomes
The program interacts mostly with entities (businesses and corporations) that the government does business with. The program is committed to only collecting personal information that is necessary to determine whether a supplier is ineligible under the Ineligibility and Suspension Policy and only using the information for the purpose for which it is intended. As such, there are no plans to collect personal information such as income, gender or level of education from suppliers.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
Not applicable.
Supplementary information sources
Not applicable.
Gender-based Analysis Plus data collection plan
The Contract Security service line adheres to requirements under TBS policies and standards and the Program data collection is based on government-wide standardized forms. Any plans for the Contract Security service line to change data collection require engagement with representatives from TBS as they are the current owners of the data collection tools and forms.
Information specifically addressing gender metrics for registered individuals and organizations of the Controlled Goods Program is limited.
The 2 programs are awaiting a new information technology solution that would enable improved data capture, mining, and reporting on GBA Plus Plus metrics, for example, gender and age.
Service management
Program goals
The Service Management Program enables the centralized functions of the department designated service management official to meet the requirements of TBS Policy on Service and Digital. The Service Management Program enables the designated service official to deliver programs of work, and data for departmental service results reporting.
Target population
The target populations of the program are PSPC employees as well as other federal public servants across the Government of Canada.
Service management: Distribution of benefits
Gender or sex information is not collected for the Service Management Program. There is no data on the distribution of benefits.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Not applicable.
Other key program impacts
GBA Plus services are no longer part of the required reporting scope under the updated risk and impact-based framework.
Supplementary information sources
Not applicable.
Gender-based Analysis 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; GBA Plus services are no longer part of the required reporting scope under the updated risk and impact-based framework.
Core responsibility 5: Procurement Ombud
Procurement Ombud
Program goals
The Office of the Procurement Ombud (OPO) is a neutral and independent organization of the Government of Canada that works collaboratively with federal departments and Canadian businesses to promote fairness, openness and transparency in federal procurement. OPO delivers on this mandate by connecting stakeholders, investigating complaints, resolving problems, making recommendations and sharing good practices.
Target population
Canadian businesses and the federal government
Procurement Ombud: Distribution of benefits
Not applicable.
Specific demographic group outcomes
Not applicable.
Key program impacts on gender and diversity (2024 to 2025 or most recent)
Procurement Ombud: Key program impacts statistics
In 2024, OPO administered a survey following the 2 Diversifying the federal supply chain mentoring sessions it hosted in Gatineau (September 10) and Calgary (October 18), with approximately 50 and 37 participants respectively.
The survey was administered to determine if the businesses were small and medium sized enterprises, and whether they were Indigenous or diverse-owned or led (for example, women, Black, 2SLGBTQIA+, persons with disabilities, etc.). This information was recorded in OPO’s database to guide the planning of future conferences and summits to help further diversify the federal supply chain.
| Statistics | Observed results in 2024 to 2025 or most recent | Data source | Comment |
|---|---|---|---|
| Number of awareness-building activities and engagements per year specifically with businesses owned or led by Indigenous Peoples, Black and racialized Canadians, women, 2SLGBTQIA+, Canadians, and other underrepresented groups | OPO held 18 awareness-building activities and engagements specifically with businesses owned or led by Indigenous Peoples, Black and racialized Canadians, women, 2SLGBTQIA+ Canadians, and other underrepresented groups | OPO’s internal outreach tracker | None |
| OPO committed to having women represent 50% of members within the office and individuals from underrepresented groups representing 30% | As of March 31, 2025, 65% of OPO employees that self-identified did so as female, and 45% of OPO employees that self-identified, identified as being a visible minority, an Indigenous person, or a person with a disability | Employment Equity Report provided by the Employment Equity, Diversity and Inclusion Division within the Human Resources Branch and reported on through OPO’s Annual Report | None |
Other key program impacts
OPO is committed to proactively identifying, removing, and preventing barriers for employees and Canadians in support of the Government’s priority to create a barrier-free Canada by 2040. To support this commitment internally, OPO will continue to seek feedback from its employees through OPO’s annual employee survey on current barriers. Externally, OPO will continue seeking input from stakeholders on barriers that they have faced or can identify and will capture this information in the Procurement Ombud’s database (POD). Any information shared with OPO is anonymized and will be reported on through OPO’s follow-up reports on its accessibility plan. The next update on OPO’s progress will be published by December 31, 2025.
In 2023, OPO weaved diversity and inclusion into its daily operations by adding diversity as 1 of its 5 essential pillars guiding OPO’s activities, along with simplification, transparency, growth in dispute resolution services, and knowledge deepening and sharing (KDS) research papers. While there has been progress, much work remains ahead and OPO will continue to look for opportunities to best support in its capacity
Diversifying the Federal Supply Chain
Since 2018 to 2019, OPO has hosted 5 iterations of its Diversifying the federal supply chain summit, which garnered over 2,000 participants over the years. The Diversifying the federal supply chain summit was geared towards underrepresented suppliers such as Indigenous Peoples, two-spirit, lesbian, gay, bisexual, transgender, queer, intersex, and additional people who identify as part of sexual and gender diverse communities (2SLGBTQI+), racialized people, persons with disabilities, and other minority groups interested in doing business with the federal government. Due to budget restrictions and limited resources, OPO’s fifth iteration of the summit was postponed from 2022 to 2023 until 2023 to 2024, when it was held virtually.
OPO hosted speed mentoring sessions with underrepresented businesses in Ottawa, Montreal, Gatineau and Calgary in 2023 to 2024 and in 2024 to 2025 to increase awareness of the office’s services to its stakeholders. This approach was a new outreach activity for the office to continue raising awareness of the various federal Government programs and tools that support an understanding of the federal procurement process and help suppliers within these groups obtain federal contracts.
Knowledge Deepening and Sharing initiative
In 2018 to 2019, OPO launched the KDS initiative, in an effort to better understand and share information on various aspects or issues in the procurement process. These studies are a result of the information that was gathered through monitoring and tracking of procurement trends and issues via OPO’s environmental scanning function. To date, OPO has published 10 KDS studies on its website, which include:
- a study on social procurement, which looked at the success factors for organizations considering social procurement practices
- a follow-up study entitled Social Procurement - Set-aside Programs, which explored the programs dedicated to increasing procurement opportunities for underrepresented and/or diverse and Indigenous suppliers
In 2024 to 2025, OPO launched the following 4 KDS research studies, which will all be published by July 2025:
- Negotiated requests for proposals
- Best value
- Construction administration
- Time for solutions: Top 5 foundational changes needed in federal procurement
Internal Human Resources
- since 2021, OPO has been including information specifically geared towards employment equity (EE) groups through OPO job opportunities posted on jobs.gc.ca
- since 2021, OPO has also prioritized hiring individuals who self-identify as a member of 1 of the following employment equity groups: Indigenous peoples, persons with disabilities or visible minorities. This information has been included in job posters that have been advertised for OPO
- OPO is committed to having women represent 50% of members within the office and individuals from underrepresented groups representing 30%. As of March 31, 2025, 45% of OPO employees have self-identified as being a visible minority, an Indigenous person, or a person with a disability, and 65% have identified as female
Supplementary information sources
- OPO’s internal outreach calendar
- OPO’s annual survey
- OPO’s outreach survey
- PSPC’s Employment Equity report
- OPO’s annual report
Gender-based Analysis Plus data collection plan
OPO’s ongoing commitment to GBA Plus data collection includes:
- allocating 30% of its total advertising budget to promote OPO’s services to underrepresented suppliers
- capturing additional information through the annual Outreach Calendar such as where outreach activities are conducted, in order to provide additional information on the number of awareness-building activities and engagements per year specifically with businesses owned or led by:
- Indigenous Peoples
- Black and racialized Canadians
- women
- 2SLGBTQIA+ Canadians
- other underrepresented groups
- seeking feedback from staff internally through the employee survey pertaining to their accessibility requirements on an annual basis
- seeking feedback from suppliers at Town Hall meetings and diversity summits regarding potential barriers they are facing in the areas of GBA Plus and reporting this annually through the Accessibility Plan
- tracking progress on OPO’s commitment to having women represent 50% of members within the office and individuals from underrepresented groups representing 30%
- monitoring GBA Plus in procurement via environmental scanning. OPO tracks this information and reports it internally to staff on a semi-annual basis. This information is also collected as a source for producing OPO’s KDS studies which raise awareness on topics and issues relevant to the procurement community