Gender-based analysis plus

Governance structures

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:

These initiatives will be supported by SSC governance bodies, internal and external partnerships.

Human resources

SSC continues to promote GBA+ awareness and its implementation across initiatives.

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.

Indigenous Peoples

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.

Regional Capacity

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.

Employment Equity

SSC has demonstrated a significant increase in its Employment Equity representation during the reporting period as shown below:

  March 31st, 2018 March 31st, 2019
SSC population 5,427 6,425
Women 1,730 2,155
Indigenous People 171 193
Visible Minorities 865 1,094
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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