Gender-based analysis plus
Each organization is responsible for conducting their own Gender-based Analysis Plus (GBA Plus). The Shared Services Canada (SSC) has established a GBA Plus Guidance Unit, a group dedicated to strengthening GBA+ capacity at SSC and work horizontally with relevant programs to support incorporation of a GBA Plus lens into the departmental operations and initiatives. The Unit has validated a tool-kit of departmental GBA Plus resources and continues to prepare GBA Plus content for cabinet documents that support the advancement of ongoing and new services and programs (for example, through Budget proposals and Treasury Board of Canada Secretariat submissions).
General information: Institutional GBA Plus capacity
Governance
In fiscal year 2024-25, SSC will continue to support robust implementation of GBA Plus through the GBA Plus focal point and responsibility centre (that is, the GBA Plus Guidance Unit). The Unit will continue to play a vital role in the institutionalization of GBA Plus. The Unit will continue to integrate GBA Plus considerations into the planning and decision-making processes of the Department.
The findings of the comprehensive review will be brought through governance in order to raise awareness of the GBA Plus tool-kit and the human impacts of SSC’s operations and initiatives. Additional details on the comprehensive review can be found in the main report of the 2024-25 Departmental Plan. This review of SSC’s programs will also act as an organizational needs-assessment to inform future workplans.
Institutional GBA Plus Capacity
In 2024-25, SSC plans to increase its institutional capacity regarding GBA Plus through:
- Advancement of a comprehensive review of GBA Plus considerations in the service lines and the recommendation of strategies to support a GBA lens in service delivery.
- The ongoing development and/or evaluation of GBA plus training, including through the Canada School of Public Service course offerings or from third-party vendors.
- The development and publication of a suite of socio-economic policy instruments which clearly articulate the commitment to GBA Plus and provides all SSC employees with the mandate to implement GBA Plus in their workplace.
Accessibility
SSC will continue implementing its first Accessibility Plan 2022 to 2025 published on December 16, 2022. The Plan identifies the actions SSC will take to identify, remove, and prevent barriers to accessibility in SSC and as a service provider, in accordance with the Accessible Canada Act.
In 2024-25, SSC will undertake consultations on accessibility and disability inclusion, and publish the next iteration of the Accessibility Plan for 2025 to 28.
Human Resources and Workplace (HRW)
In 2024-25, SSC will ensure fair and equitable human resources (HR) practices, and will promote accessibility and delivery of the internal-facing Departmental Employment Equity, Diversity and Inclusion (EEDI) Action Plan. From an HR perspective, initiatives include:
- Increase network membership
- Collaborate with the Accessibility Management Program to ensure feedback is addressed in a timely manner
- Measure accessibilities progress
- Promote strategic recruitment and accommodations, such as the Duty to Accommodate Centre of Expertise
- Implement talent management initiatives, including official languages training and leadership development programs such as Character Based Leadership, Mentorship Plus, and Aspiring Leaders Program
SSC will continue to support the advancement of marginalized groups in the following ways:
- 2SLGBTQ+: Supported by the Champion and Network, gender identity equity will continue to be advanced through inclusive and accessible bathrooms, pronoun use and promotion, and supporting 2024 commemorative dates of importance as identified by the community and active participation in engagements representing SSC’s 2SLGBTQI+ initiatives. The SSC Pride Network will continue to collaborate with the Public Service Pride Network as necessary to progress in the PSPN Call to Action, the Clerk’s Call to Action and SSC’s EEDI Action Plan.
- Women: One of SSC’s GBA Plus goals is to actively promote topics of interest and concern for women to achieve gender equity and decrease discrimination in the workplace. The Champion for Women will continue to lead a comprehensive strategy in partnership with public, private, and academic sectors focused on recruiting women in science, technology, engineering and math (STEM), professional development, and collaborative opportunities within government. The importance of intersectionality is also being addressed through network event topics, such as: anti-racism, perimenopause/menopause, holistic approaches to mental health and wellness for women, and workplace inclusion for neurodivergent employees.
- Indigenous Peoples: SSC will continue to promote related commemorative events, traditional teachings and ways of doing, develop strategies to increase sustainable recruitment pipelines and talent management (including official languages training options), and addressing issues highlighted in the Many Voices One Mind report.
- Visible Minority Employees: SSC is committed to build a workforce that is reflective of the Canadian population, addressing intersectional gaps involving the Visible Minority group, in collaboration with SSC’s Visible Minority Champions and Network. Some of these goals include: promoting related commemorative events and employment equity initiatives in collaboration with other networks for increased awareness; developing strategies to decrease discrimination; promoting consultation and training to improve the Department’s recruitment and staffing processes, addressing gaps in representation and encouraging career development.
- Black Employees: SSC is committed to supporting Black employees and providing opportunities for their development, recognition, well-being, and career advancement. SSC will work with the Black Employee Network (BEN) and communities of practice to bring about bold and meaningful action to address the systemic challenges faced by Black employees in the workplace as recognised in the Clerk’s Call to Action on Anti-Racism, Equity and Inclusion. BEN will also continue to amplify the voices of Black employees by creating safe spaces to share ideas, raise awareness on key development. This will ensure that leaders at all levels within SSC take responsibility for achieving an inclusive workplace that is free of anti-Black racism.
Highlights of GBA Plus results reporting by program
In 2024-25, the GBA Plus Guidance Unit will continue to:
- support programs in implementing a GBA Plus lens
- develop key performance indicators
- support the incorporation of GBA Plus considerations into the program information profiles
- develop data collection processes
- integrate these processes into ongoing reporting cycles
Some program information profiles include considerations of identity factors in terms of accessibility, diversity of geographic location of service recipients, and Indigenous reconciliation. These programs include:
- Enterprise Services Design (that is, accessibility considerations)
- Telecommunications (that is, accessibility considerations, Indigenous considerations)
- Networks (that is, diversity of recipient geographic locations)
SSC will continue to support the capacity of programs and projects to incorporate a GBA Plus lens through reviews of completed GBA Plus assessments, and guidance into ongoing reporting cycles.
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