Gender based analysis plus

Expenditure Data, Analysis, Results, and Reviews

Yes

The program provides direction to federal organizations to help them meet the annual reporting requirements under the Canadian Gender Budgeting Act, specifically, the requirement that the President of Treasury Board make available to the public the impacts in terms of gender and diversity of existing expenditure programs.

It also provides guidance to organizations on how to incorporate GBA Plus into program evaluations and reviews Treasury Board submissions to ensure that they contain suitable and sufficient information for decision makers on the potential gender and diversity impacts of proposed programs.

To assess its effectiveness in ensuring that programs are meeting their commitments under the act, the program is monitoring:

• the percentage of programs that have a plan for collecting data on their impacts related to gender and diversity
• the percentage of programs that have at least one indicator for monitoring their impacts related to gender and diversity

TBS will start reporting on these results in its 2021–22 Departmental Results Report. The source of the information will be Departmental Results Reports, starting with the 2020–21 reports.

Government-Wide Funds

No

Not applicable. The program implements Treasury Board decisions that call for allocations to be made from the central votes. The allocations directly support the implementation of programs, initiatives and processes that all have their own GBA Plus considerations.

Oversight and Treasury Board Support

No

The program is continuing to ensure that, in their proposals for new programs or projects, departments:

• identify how their programs or projects will impact different groups based on gender and other identity factors
• identify any outcome indicators for initiatives for the purposes of GBA Plus
• include a GBA Plus data collection and reporting plan

Acquired Services and Assets Policies and Initiatives

Yes

The program is:

• reviewing its program-level performance indicators to identify opportunities to add considerations relating to gender and diversity impacts
• collecting information about gender and diversity in the acquired services and assets communities and in policies and initiatives that affect them, for example:
  • collecting information as part of collective recruitment initiatives and development programs to help reduce diversity gaps in the public service
  • surveying departments on how they are working to increase diversity in procurement, specifically, by purchasing from with Indigenous businesses
• developing a strategy to collect demographic data on the representation of different groups within the acquired services and assets communities

Canadian Digital Service

Yes

The program collects data on its gender and diversity impacts as part of the design research and usability testing for each of its products and services.

For example, it collects data on how the prototypes for a service affect different groups. It tests hypotheses on how these groups might be affected by changes in service delivery. It also conducts usability testing to help ensure that services are accessible and will meet the needs of different groups.

The program balances testing and research cohorts across key demographics to help identify differential impacts on specific groups.

Communications and Federal Identity Policies and Initiatives

Yes

In 2021–22, the program began consulting with departments to collect data on:

• how they apply a GBA Plus lens when developing and implementing communications products and activities
• how they assess the effectiveness of their communications products and activities with intended audiences

In 2022–23, the program will continue:

• gathering and analyzing this data and will share best practices that are identified
• running usability tests with assistive technology users to make sure any changes to the core elements of the Canada.ca design contain the appropriate adjustments

Digital Policy

Yes

The program is:

• collecting data through the Citizens First survey and Government of Canada Service Inventory so that it can monitor and report on the gender and diversity impacts of federal government service delivery
• partnering with stakeholders, civil society and departments to explore innovative, ethical and inclusive ways to collect, publish and use open data

Digital Strategy, Planning, and Oversight

Yes

The program is advancing work on federal data standards to enable data interoperability government‑wide. This work could include setting standards for sex and gender data, which would improve capacity for GBA Plus.

The program is also using data on women and diversity groups in the government’s information management, information technology and cybersecurity communities to inform the program’s efforts to increase their representation in these communities.

Financial Management Policies and Initiatives

Yes

The program is using existing data collected by the Office of the Chief Human Resources Officer on diversity groups in the government’s financial management community to inform the program’s efforts to build a skilled, inclusive, diverse and equitable financial management workforce.

Digital Comptrollership Program

No

The program works to provide improved solutions (for example, data standards, business processes and software technology) to help departments better support modern comptrollership. This work includes ensuring that foundational components are in place so that various data sets can be captured, including data sets on gender and diversity impacts. 

Greening Government Operations

No

The program is working to:

• reduce the federal government’s greenhouse gas (GHG) emissions
• make federal government operations more climate resilient

Generally, reduced GHG emissions and better resilience reduce the adverse consequences of climate change and environmental degradation, which most impact Indigenous communities, seniors, lower-income Canadians, and residents of northern and remote communities.

Although the program is limited to internal federal operations, it will track the following indicators:

• starting in 2022–23, the percentage of projects funded by the Greening Government Fund that have included gender and other identity factors during project development
• starting in 2023–24, for the Low‑Carbon Fuel Procurement Program, the percentage of fuel suppliers that meet Public Services and Procurement Canada’s criteria for GBA Plus

Internal Audit Policies and Initiatives

Yes

The program uses a self-identification form to collect data on the representativeness of departmental audit committees.

It is also obtaining more specific information from the quantitative and qualitative data collected annually on the performance and capacity of the internal audit function across government. This information may provide insight into talent management and professional designations and into other areas where gender or other identity factors might come into play. For example, it might shed light on whether there are gender or other differences between those who have a professional designation and those who do not.

In addition, the program is enabling and supporting department‑led initiatives through the Inclusion, Diversity, Equity and Accessibility Plan for the Internal Audit Community. The program and departments share responsibility for these initiatives, and they are working together to find ways to gather data to monitor them.

Management Accountability Framework

No

To encourage a broader range of management practices that foster gender diversity and equity, this program is exploring ways to collect data from departments on the outcomes of their diversity and inclusion efforts in areas such as results management, security management, and service management.

Public Service Accessibility

Yes

The program uses administrative and survey data to monitor and report on gender and diversity impacts on accessibility in the public service.

Employee Relations and Total Compensation

Yes

The program uses the following to monitor and report on its gender and diversity impacts:

• Actuarial Report on the Pension Plan for the Public Service
• demographic reports on the public service
• Public Service Pension and Benefits Plan member survey
• data on the use of the Public Service Health Care Plan and the Public Service Dental Care Plan  

In the future, the program will also use information from Labour Canada on various issues related to harassment and occupational health and safety. Departments will report annually to the Labour Program, starting on March 1, 2022, for calendar year 2021. This data will include the number of cases where allegations of harassment and violence are linked to any of the 13 prohibited grounds of the Canadian Human Rights Act.

Executive and Leadership Development

Yes

The program uses administrative data, including data from the Executive Talent Management System to monitor and report on its gender and diversity impacts. It also applies a gender and diversity lens in the talent management and succession planning strategies for executives.

People Management Systems and Processes

Yes

The program uses administrative data from the Public Service Performance Management app and the Executive Talent Management System to monitor and report on its gender and diversity impacts.

Starting in 2022–23, the program will incorporate GBA Plus into the standard criteria for to capturing user needs and business requirements when designing human resources systems and processes.

For example, it will make sure that diversity and inclusion considerations are incorporated into the methodologies for engaging employees, including employees in the four designated employment equity groups, in developing the Next Generation Human Resources and Pay system.

The program also provides human resources data from various systems to policy centres to support the analysis, monitoring and reporting of other programs.

Public Service Employer Payments

No

Not applicable. The program provides funding to supplement appropriations, such as the Employee Relations and Total Compensation program, which collects its own data for GBA Plus.

Research, Planning and Renewal

Yes

The program uses a range of administrative and survey data sources to monitor and report on gender and diversity impacts.

It also supports other programs that fall under the core responsibility of employer to help them measure, monitor and report on their gender and diversity impacts.

Workplace Policies and Services

Yes

The program uses a range of administrative and survey data sources to monitor and report on gender and diversity impacts.

Regulatory Policy, Oversight, and Cooperation

No

The program uses Regulatory Impact Analysis Statements (RIAS) that are produced for each proposed regulation to monitor and report on gender and diversity analysis. Departments are currently required to describe in the RIAS how the regulatory proposal has been developed to mitigate or address potential differential or adverse outcomes for Canadians based on distributional factors such as gender, age, education, language, geography, culture and income. The program is also:

• implementing a new metric to capture regulatory departments’ compliance with the GBA Plus requirements included in the Cabinet Directive on Regulation
• developing a process to capture demographic information for program‑led consultations, where appropriate, to better monitor and improve the diversity of stakeholders engaged in these consultations

Internal services^{table 1 note *}

Yes

TBS’s internal services use a range of administrative and survey data sources to monitor and report on gender and diversity impacts.