Gender-based analysis plus
Shared Services Canada (SSC) has been increasingly integrating Gender Based Analysis plus (GBA+) into programs and services since 2016. All Treasury Board Memoranda to Cabinet and Submissions continue to include comprehensive GBA+. The GBA+ Responsibility Centre currently resides in Strategic Services within Human Resources and Workplace (HRW). They collaborate closely with the Strategy Branch, ensuring that GBA+ is incorporated where possible based on data availability and leveraging existing governance structures.
The 2019─20 GBA+ action plan will serve as an integrative mechanism to encourage comprehensive GBA+ practices across the department services and programs. Among the strategic initiatives incorporated in the Action Plan draft are:
- Increase Awareness, Capacity and Training
- Improve the Quality and Increase the Application of GBA+
- Improve Monitoring, Reporting, Evaluation and Data Quality
These initiatives will be supported by SSC governance bodies, internal and external partnerships.
SSC continues to promote GBA+ awareness and its implementation across initiatives.
- Specific employees (1.5 Full-Time Equivalents) within HRW, serve as the Focal Points and support implementation across the department.
- GBA+ is addressed through existing departmental governance structures, including eight Diversity and Inclusion Champions and five Advisory Committees
- SSC participates in three interdepartmental GBA + committees: Women and Gender Equality, Science, Economics and Research, and Defence and Security.
Major initiatives: results achieved
During 2018–19, GBA+ analysis and implementation have continued to have a direct impact repercussion on decisions, actions and results fostering gender equality within SSC. While continued deliberate efforts are needed to address GBA+ issues, SSC employees are increasingly diverse and employment survey results are improving.
Below you will find SSC initiatives and results for the following intersectional groups, during this reporting cycle.
SSC successfully achieved several GBA+ goals including promoting Women in Science, Technology, Engineering, and Mathematics (STEM) fields, increased representation of women in Information Technology (IT) and development of women to achieve gender equality and decrease discrimination. The Champion for Women hosted and promoted a number of women in STEM/IT events in partnership with public, private and academic sectors as well as development opportunities.
SSC strategies and priorities in regards to Indigenous Peoples GBA+ intersectional goals are achieved in collaboration with Diversity and Inclusion Champions and advisory committees. Some of these goals include: promoting related commemorative events, developing strategies to decrease discrimination, and addressing issues highlighted in Public Service Employee Survey results. One highlight includes the Moose Hide Campaign: a grassroots movement of Indigenous and non-Indigenous men and boys who are standing up against violence towards women and children.
Persons with Disabilities
GBA+ goals in relation to employees with disabilities have been achieved in collaboration with SSC’s Persons with Disabilities Champion and Advisory Committee. SCC has worked to identify solutions to challenges that impact SSC employees with disabilities. Notably, the Accessibility Accommodation and Adaptive Computer Technology Program provided 482 training sessions to approximately 1,456 public servants and approximately 9,700 requests for information.
Visible Minority Employees
SSC is addressing intersectional gaps involving the Visible Minority group, in collaboration with SSC’s Visible Minority Champion and Advisory Committee. Some of these goals include: promoting related commemorative events; developing strategies to decrease discrimination; promoting consultation and training in order to improve the department recruitment and staffing processes. Examples including Federal Internship for Newcomers Program Promotion, Discrimination and Harassment Case Study and Cultural Food and Language Day.
SSC continues to build regional capacity through recruitment, engagement and investments in learning and development. As well, employees are enabled by technical and logistical support where ever they are located.
SSC has demonstrated a significant increase in its Employment Equity representation during the reporting period as shown below:
|March 31st, 2018||March 31st, 2019|
|Persons with disabilities||308||360|
SSC will be leveraging GBA+ to monitor gaps and to identify innovative strategies to address them, i.e. focusing specifically on the recruitment of women into the CS group, continue increasing the intake of Indigenous employees, removing technological barriers to help fully integrate employees with disabilities, preventing and eliminating discrimination, and providing support to employees and victims of discrimination. Progress will be monitored through Human Resources Dashboards.
Reporting capacity and data
SSC’s mandate is to provide IT infrastructure and services to other federal government departments. As such, the Department does not provide services directly to individual Canadians.
HRW collects and maintains the departmental microdata which forms the basis of GBA+ (i.e., self-identification information: a woman, an Indigenous person, a person with a disability, a member of a visible minority group, age, official languages, location)
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