Gender-based analysis plus

In the fall of 2017, SSC’s Diversity Unit took on the responsibility of GBA+ at SSC. Since assuming this responsibility, members of SSC’s Diversity Unit have completed an introductory online GBA+ training as well as attended interdepartmental training and meetings.

Since 2016, SSC has been applying GBA+ in all Treasury Board Submissions and Memoranda to Cabinet including the integration of GBA+ Requirements in the 2018 Budget submission. This integration has allowed SSC to include accountability measures to ensure that GBA+ is applied into departmental decision-making processes. Work continues on the creation of SSC’s official GBA+ implementation plan which has a planned roll out in 2018−19.

SSC’s Diversity Unit, in its position as the GBA+ Responsibility Centre and in collaboration with the Strategy Branch has begun promoting GBA+ awareness.

Although no specific full time equivalents personnel have been dedicated to the implementation of GBA+, employees of the Diversity Unit contribute to the advancement of GBA+ goals on a part time basis. All members of this unit, as well as the Senior Advisor of Cabinet Affairs, have completed an introductory GBA+ online course, and four members have also completed the ‘Capacity Enhancement Training for GBA+ Advisors’. SSC’s Diversity Unit participated in the CSPS event ‘One Year On: Updates on the New Approach to Memoranda to Cabinet’ and the CSPS ‘Executive Panel on GBA+: Beyond the Theory’.

In 2018−19, GBA+ will be applied and monitored as SSC increases recruitment and staffing. This increase in resource levels will have an impact on the representation of designated groups, particularly with respect to women in the Computer Sciences (CS) classification.

The majority (66.83%) of SSC’s employees are within the CS classification. As of August 2017, the departmental representation of women in this occupational group was at 18.00% while the Workforce Availability was at 23.07% leaving a gap of 176 employees. SSC will be leveraging GBA+ to monitor this gap and to identify innovative strategies focused specifically on the recruitment of women into the CS group. Performance will be monitored through the Quarterly Employment Equity reports provided to SSC’s Diversity Unit.