Gender based analysis plus

The program provides direction to federal organizations to help them meet the annual reporting requirements under the Canadian Gender Budgeting Act to make available to the public the impacts of government expenditure programs in terms of gender and diversity.

The program will track the percentage of government programs that:

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

It will also:

• provide guidance to organizations on how to incorporate GBA Plus into program evaluations
• review Treasury Board submissions to make sure they contain suitable and sufficient information for decision makers on the potential gender and diversity impacts of proposed programs
• participate in interdepartmental committees to monitor and implement GBA Plus tools and to report on their implementation, as it committed to do in its response to the Auditor General’s 2022 report on GBA Plus implementation
• enhance different government-wide reports on gender and diversity program impacts and quality‑of‑life impacts

• identify how the programs and projects will impact different groups based on gender and other identity factors
• include a GBA Plus data collection and reporting plan

The program will continue to collect 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 strives to make sure its recruitment processes improve diversity, equity and inclusion at TBS. It has established an annual diversity, equity and inclusion survey to identify priority actions and monitor progress in areas such as leadership, decision‑making, communication, accessibility, learning and development.

In 2023–24, the program will continue to analyze feedback received from consultations held in 2022–23 with select departments on how to develop communications products and activities for diverse audiences. The consultations covered following areas:

• tailoring communications to reach different audience groups
• testing messages
• using plain and inclusive language
• using inclusive images
• evaluating the effectiveness of communications products
• available training and tools

The program will work with the participating departments to create best practices and will then share them with communications branches in all departments.

The program is developing data standards to enable data interoperability government‑wide. This work includes setting standards for sex and gender data, which will improve capacity for GBA Plus.

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

In 2023–24, the program will:

• use data from the Institute for Citizen-Centred Service’s Citizens First Survey and collect enterprise-level data from the Government of Canada Service Inventory so that it can monitor and report on the gender and diversity impacts of federal government service delivery
• partner with stakeholders, civil society and departments to explore innovative, ethical and inclusive ways to collect, publish and use open data in a manner that respects government privacy obligations
• act as public sector champion for a program for women, non‑binary and gender‑diverse people working in science, technology, engineering or mathematics
• explores mandating the completion of GBA Plus for automation initiatives as part of departmental efforts to understand and manage algorithmic impacts

The program will continue to collect information about gender and diversity in the comptrollership community. It will also continue to lead policies and initiatives to help departments in implement policy requirements related to GBA Plus and build a skilled, inclusive, diverse and equitable comptrollership workforce. For example, the program will:

• analyze available disaggregated data to better understand how under-represented groups, such as Indigenous businesses, are affected by various procurement-related policies and initiatives (for example, how Inuit firms are affected by the Treasury Board Directive on Government Contracts, Including Real Property Leases, in the Nunavut Settlement Area)
• work with departments to increase diversity in procurement
• develop guidance that includes gender and other considerations, where appropriate, to support departments as they implement policy requirements
• monitor the representativeness of the different comptrollership communities, including the financial management, procurement and internal audit groups, as well as the membership on departmental audit committees
• collect information and analyze GBA Plus gaps as part of collective staffing initiatives and professional development programs to increase diversity in leadership development programs
• address gaps in the GBA Plus done on learning products for the following communities: financial management, procurement, materiel management, real property, and project management.

The program will also track the following indicators as part of efforts to green federal government operations:

• the percentage of projects funded by the Greening Government Fund that have incorporated gender and other identity factors into 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

The program uses administrative and survey data to monitor and report on gender and diversity impacts on accessibility in the public service. The program uses the following data sources to enable monitoring and reporting on program impacts by gender and other identity factors:

• the TBS Employment Equity database
• the Public Service Employee Survey

To support the program’s capacity to report on impacts by gender and other identity factors in the future, the program will continue to administer the Centralized Enabling Workplace Fund, which invests in research, tools and innovation aimed at improving workplace accommodation practices and removing barriers that create a need for accommodation.

The program will continue to use data from a range of public service and other sources to monitor and report on program impacts based on gender and other identity factors. Data sources include:

• the Actuarial Report on the Pension Plan for the Public Service  
• demographic reports on the public service  
• departmental responses to Employment Equity questions in the Management Accountability Framework
• results from targeted engagement with employment equity and equity-seeking employee networks
• the Public Service Pension and Benefits Plan Member Survey  
• Public Service Health Care Plan and Public Service Dental Care Plan data  
• the Public Service Employee Survey
• the Student Exit Survey
• the Modernized Self-Identification System
• the Executive Talent Management System

Starting in 2023–24, the program will collect and report information annually to Labour Canada on various issues related to harassment and occupational health and safety. This data will include the number of cases where allegations of harassment and violence are linked to the 13 prohibited grounds of the Canadian Human Rights Act.

The program uses Regulatory Impact Analysis Statements (RIAS) that are produced for each proposed regulation to monitor and report on the gender and diversity impacts of proposed regulations. Departments are required to describe in the RIAS how their regulatory proposals mitigate or address potential differential or adverse outcomes for Canadians based on factors such as gender, age, education, language, geography, culture and income. Before a department seeks Governor in Council approval, TBS reviews the RIAS for alignment with GBA Plus related requirements and instructions under the Cabinet Directive on Regulation.

The program will continue to report the following:

• the percentage of final in-scope Governor in Council regulations that provided information on GBA Plus in the corresponding RIAS
• the percentage of stakeholders that participated in online consultations on TBS-led regulatory initiatives that self‑identified as or represented the interests of an under‑represented demographic (for example, Indigenous people, members of visible minorities, women and gender diverse people, persons with disabilities)