Gender-based analysis plus
Gender‑based analysis plus (GBA Plus) is an analytical tool used to support the development of responsive and inclusive policies, programs and other initiatives; and to understand how factors such as sex, race, national and ethnic origin, Indigenous origin or identity, age, sexual orientation, socio-economic conditions, geography, culture and disability, impact experiences and outcomes and how they can affect access to and experience of government programs.
About this table
The Treasury Board of Canada Secretariat’s (TBS’s) GBA Plus supplementary information table to its 2023–24 Departmental Results Report has two sections:
Section 1: institutional GBA Plus capacity
This section describes key actions taken by TBS to advance the implementation of GBA Plus.
Section 2: gender and diversity impacts, by program
This section provides the following information for each TBS program:
- a link to the GC InfoBase page for the program, which provides a description of the program’s activities
- a program overview that describes:
- the program’s goals in relation to GBA Plus
- the program’s target population
- specific demographic groups that may benefit from the program
- information on the impacts the program has had in terms of gender and diversity
- any hyperlinks to public reports or other sources with GBA Plus impact analysis for the program
- the program’s GBA Plus data collection plan, which describes actions the program took in 2023–24 or plans to take in the future to develop and improve data collection and analysis tools for assessing the impacts of the program in terms of gender and diversity
Section 1: Institutional GBA Plus governance and capacity
Governance
In 2023–24, TBS focused on the following activities to support GBA Plus governance in the department:
- better coordinating the application of GBA Plus to internal activities
- improving consistency in the guidance that TBS provides to the rest of government
- working through the internal Inclusion, Diversity, Equity and Accessibility Committee to address employment barriers for employees in employment equity and equity-seeking groups
Capacity
TBS continued to work to integrate GBA Plus into government products and processes, such as:
- Treasury Board submissions and regulatory proposals
- research
- corporate reporting
- evaluation planning and design
It also worked to improve GBA Plus capacity by:
- collaborating with Women and Gender Equality Canada and the Privy Council Office to continue to respond to the list of recommendations in the Auditor General of Canada’s Report 3—Follow-up on Gender-Based Analysis Plus
- helping other federal organizations consider the needs of diverse users and stakeholders when developing policies and procedures
- publishing guidance to government institutions about collecting personal information for program performance measurement, including GBA Plus.
- working to enhance GBA Plus analytical tools in collaboration with Women and Gender Equality Canada and the Privy Council Office
Human resources (full-time equivalents) dedicated to GBA Plus
10 FTEs
Section 2: Gender and diversity impacts, by program
Core responsibility 1: Spending oversight
Program 1: Expenditure Data, Analysis, Results, and Reviews
Program overview
Program goals: The program exercises an oversight and challenge function to ensure that government spending achieves results and value for money, and supports implementation of section 5 of the Canadian Gender Budgeting Act. Its leadership in making data on spending and performance more transparent and accessible supports both accountability to Canadians and a decision‑making culture that is based on results.
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
| Statistics | Result | Data source | Comment |
|---|---|---|---|
| Percentage of government programs that have a plan for collecting data on their impacts in terms of gender and diversity | 62% | 2022–23 GBA Plus Supplementary Information Tables to Departmental Results Reports | 65% in 2021–22 |
| Percentage of government programs that have at least one indicator for monitoring their impact in terms of gender and diversity | 38% | 2022–23 GBA Plus Supplementary Information Tables to Departmental Results Reports | 35% in 2021–22 |
Other key program impacts
In 2023–24, the program:
- released the guidance on data‑linking for program monitoring, evaluation and reporting as part of its response to the 2022 report of the Auditor General of Canada on follow-up on gender-based analysis plus
- worked with Women and Gender Equality Canada and the Privy Council Office to enhance GBA Plus analytical tools
- added GBA Plus considerations to the guidance and templates for departmental plans and departmental results reports
- integrated the Quality of Life Framework and GBA Plus into decision‑making and reporting processes to help make sure the government’s investments benefit Canadians
Supplementary information sources
Impacts of Gender‑Based Analysis Plus
GBA Plus data collection plan
In 2023–24, the program analyzed information reported by departments on the impacts of their programs in terms of gender and diversity. It used this information to update the guidance it provides departments on reporting.
In the context of the Canadian Gender Budgeting Act, the program worked with Statistics Canada to integrate census-derived equity, diversity and inclusion indicators into the Business Innovation and Growth Support database. This database is a statistical program designed to help improve the performance of and impact assessments conducted by government programs that support business innovation and growth. The indicators integrated into the database included metrics focused on gender, Indigenous people, official languages and visible minorities. The expanded database helped evaluators and researchers improve the analysis of the participatory and economic impacts of federal innovation programming.
Program 2: Oversight and Treasury Board Support
Program overview
Program goals: The program reviews Treasury Board submissions from departments to make sure they:
- align with Treasury Board policies and government priorities
- provide good value for money
- clearly explain the expected results and how they would be measured
- contain clear assessments of risks, including financial risks
As part of the review process, the program ensures that the submissions:
- identify their potential impact on different groups based on gender and other identity factors
- include a GBA Plus data collection and reporting plan
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
In 2023–24, the program reviewed more than 370 Treasury Board submissions from departments. In doing so, the program ensured that the submissions considered and measured outcomes based on gender and other identity factors or included a plan to measure them.
GBA Plus data collection plan
Not applicable. The program has no gender-based analysis data collection plan. The program ensures that Treasury Board submissions on proposed initiatives address government‑wide policy considerations adequately, including GBA Plus. It is up to departments to collect data to support gender-based analysis for their proposed initiatives.
Responsibility 2: Administrative leadership
Program 1: Communications and Federal Identity Policies and Initiatives
Program overview
Program goals: The program sets the requirements that enable departments to provide Canadians with information about Government of Canada decisions, policies, programs and services and that support the use of a consistent and coherent identity. The program has mandatory requirements, as well as guidance to support departments in their development of inclusive communications products, including Canada.ca, the Government of Canada’s main website.
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
In 2023–24, the program released the Guidelines on Making Communications Products and Activities Diverse and Inclusive. The guidelines support the Government of Canada’s efforts to promote inclusion and diversity.
GBA Plus data collection plan
Not applicable. Departments are responsible for implementing the requirements set out in the policy instruments related to communications and federal identity and for collecting data on the gender and diversity impacts of their communications products and activities, as appropriate.
Program 2: Comptrollership Program
Program overview
Program goals: The program provides functional direction and assurance for financial management, internal audit, investment planning, procurement, project management, and the management of real property and materiel. As part of this work, the program provides policy guidance and leads initiatives to help departments implement requirements related to gender and diversity. It also helps departments to build a skilled, inclusive, diverse and equitable comptrollership workforce and to serve diverse stakeholders and communities.
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
| Statistics | Result | Data source | Comment |
|---|---|---|---|
| Percentage of departmental audit committee members who are women | 59.9% | Departmental audit committee statistics and demographics report | 2022–23 result: 61.4% |
| Percentage of departmental audit committee members who have French as a first language | 24.7% | Departmental audit committee statistics and demographics report | 2022–23 result: 23.5% |
| Percentage of departmental audit committee members who identify as belonging to a visible minority | 23.5% | Departmental audit committee statistics and demographics report | 2022–23 result: 26.1% |
| Percentage of departmental audit committee members who identify as persons living with a disability | 10.5% | Departmental audit committee statistics and demographics report | 2022–23: 11.1% |
| Percentage of departmental audit committee members who identify as Indigenous | 11.7% | Departmental audit committee statistics and demographics report | 2022–23 result: 13.1% |
| Percentage of departmental audit committee members outside the Ottawa-Montreal-Toronto region | 43.8% | Departmental audit committee statistics and demographics report | 2022–23 result: 41.2% |
| Percentage of departmental internal audit functions where representation of Indigenous employees is lower than labour market availability | 75.0% | Annual survey completed by internal audit functional community. | 2022–23 result: 80% |
| Percentage of departmental internal audit functions where representation of persons with disabilities is lower than labour market availability | 62.5% | Annual survey completed by internal audit functional community. | 2022–23 result: 65% |
| Percentage of departmental internal audit functions where representation of visible minority employees is lower than labour market availability | 20.0% | Annual survey completed by internal audit functional community. | 2022–23 result: 18% |
| Percentage of departmental internal audit functions where representation of women employees is lower than labour market availability | 7.5% | Annual survey completed by internal audit functional community | 2022–23 result: 18% |
Other key program impacts
In 2023–2024, the program:
- continued to work with Indigenous Services Canada, Public Services and Procurement Canada and Indigenous partners to help departments follow the Mandatory Procedures for Contracts Awarded to Indigenous Businesses
- published the Guide to Official Languages in Federal Procurement to help make sure departments meet official languages obligations during the procurement process
- ensured that new financial management systems being adopted by departments were accessible and available in both official languages
- worked with departments on a range of recruitment, talent management and development activities to foster a skilled, inclusive, diverse and equitable comptrollership workforce
GBA Plus data collection plan
In 2023–2024, the program collected and analyzed data on departments’ progress in awarding at least 5% of the total value of their contracts to Indigenous businesses. It also worked with Indigenous Services Canada to consider how data could demonstrate the different impacts of federal procurement activities on Indigenous businesses in modern treaty territories. In addition, the program supported Indigenous Services Canada’s analysis of data from departments on procurement contracts and real property leases in the Nunavut Settlement Area, which informed Indigenous Services Canada’s engagements with Nunavut Tunngavik Incorporated.
The program also collected data on the representation of employment equity groups in the different comptrollership communities. It used this data to identify and address representation gaps in these communities.
In addition, the program plans to collect and track the following data:
- the percentage of projects funded by the Greening Government Fund that have incorporated gender and other identity factors into project development
- for the Low‑Carbon Fuel Procurement Program, the percentage of fuel suppliers that meet Public Services and Procurement Canada’s criteria related to GBA Plus
Program 3: Digital Government Program
Program overview
Program goals: To accelerate the shift to simpler and more modern, secure and efficient government services to Canadians, the Digital Government Program provides all departments with a government-wide vision and tools for advancing digital service delivery, cybersecurity, recruitment of IT professionals, and privacy. The program promotes and integrates diversity and inclusion as it undertakes its work.
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
In 2023–24, the program amended the Directive on Automated Decision-Making to require that departments perform GBA Plus when developing or modifying automated decision systems.
The program also worked with Statistics Canada on developing the Data reference standard on person(s): gender and the Data reference standard on person(s): sex assigned at birth, which took effect in September 2024. These standards support the sharing and analysis of data in the federal government by providing common ways of categorizing data.
In addition, the program worked to enhance diversity and inclusion in the Multi-Stakeholder Forum on Open Government and to help make sure diversity and inclusion goals are considered when the next National Action Plan on Open Government is being developed.
GBA Plus data collection plan
Through the Citizens First survey, the program collects data on how different population groups perceive the government services they use. The program shares the results of the survey with departments.
Program 4: Public Service Accessibility
Program overview
Program goals: The program aims to help departments and agencies create a barrier-free environment for employees with disabilities. Applying an accessibility lens in line with GBA Plus is central to the development of barrier‑free programs and services.
Target population: all Canadians
Specific demographic group outcomes: creating a barrier-free environment for employees with disabilities
Key program impacts on gender and diversity
| Statistics | Result | Data source | Comment |
|---|---|---|---|
| Overall representation of persons with disabilities in the federal public service | 6.9% | TBS employment equity database | Increase from 2021–22 result (6.2%), but the result is still below workforce availability (9.2%) |
Other key program impacts
In 2023–24, the program:
- provided leadership to support departments in reaching the overall public service target of hiring 5,000 net new public servants with disabilities
- collaborated with McMaster University’s IDEA (Inclusive Design for Employment Access) Lab to improve the recruitment, retention and advancement of employees with disabilities in the federal public service
- developed tools and resources to improve the well-being of employees with disabilities, including:
- the Accessibility Self-Assessment Tool
- the Accessibility Measurement Framework Synthesis
Supplementary information sources
Public Service Diversity and Inclusion statistics
GBA Plus data collection plan
The program collects data on its gender and diversity impacts using:
- the TBS employment equity database
- the Public Service Employee Survey
The program also collaborates with the Public Service Commission to track hiring rates of persons with disabilities across the public service.
Core responsibility 3: Employer
Program 1: Employer Program
Program overview
Program goals: The program provides advisory support to the Treasury Board and to departments, with a view to continuously improving people management in the public service. As part of this support, the program fosters equity, diversity, accessibility and inclusion in the public service.
Target population: employees of the core public administration
Specific demographic group outcomes: identifying, eliminating and preventing barriers to the full participation of members of employment equity groups in the public service
Key program impacts on gender and diversity
| Statistics | Result | Data source | Comment |
|---|---|---|---|
| Percentage of employees who believe their workplace is psychologically healthy | Overall: 68% Indigenous public servants: 62% Racialized employees: 73% Persons with a disability: 57% Women: 70% |
2022 Public Service Employee Survey | The overall result has fallen short of target levels since 2020–21 but has been improvingtable 1 note * |
| Percentage of employees who responded positively to “my department or agency implements activities and practices that support a diverse workforce” | Overall: 79% Indigenous public servants: 75% Racialized employees: 79% Persons with a disability: 72% Women: 80% |
2022 Public Service Employee Survey | The overall result has fallen short of target levels since 2020–21 but has been improvingtable 1 note * |
| Percentage of employees who indicate that their organization respects individual differences (for example, culture, workstyles and ideas) | Overall: 75% Indigenous public servants: 70% Racialized employees: 77% Persons with a disability: 65% Women: 78% |
2022 Public Service Employee Survey | The overall result has fallen short of target levels since 2020–21 but has been improvingtable 1 note * |
Table 1 Notes
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Other key program impacts
In 2023–24, the program:
- continued to work with departments to ensure that the representation of employees in employment equity groups in the public service meets or exceeds their workforce availability, including in leadership positions
- provided programs to support a public service that is equitable, diverse and inclusive, and that is free of discrimination, racism and harassment, including by:
- partnering with Health Canada to make the Employee Assistance Program more responsive to the needs of Black employees
- partnering with the Canada School of Public Service to improve access to executive leadership development programs for people in equity-seeking groups and to increase their representation in these programs, particularly the representation of Black and Indigenous participants
- disseminated unprecedented levels of disaggregated data on the composition and experience of employment equity groups and subgroups in the public service
- continued to develop two pay equity plans to ensure fair and equal pay for women in the public service: one for the core public administration, the other for the RCMP
Supplementary information sources
Employment Equity in the Public Service of Canada for Fiscal Year 2022 to 2023
2022 Public Service Employee Survey Results for the Public Service by Demographic Characteristics
GBA Plus data collection plan
In 2023–24, the program continued to monitor and report on the program’s impacts on different groups based on gender and other identity factors using a variety of data sources, including:
- the Actuarial Report on the Pension Plan for the Public Service
- demographic reports on the public service
- a survey of members of the Public Service Pension and Benefits Plan
- Public Service Health Care Plan and Public Service Dental Care Plan data
- the employment equity database
- the Executive Talent Management System
- the Public Service Employee Survey
- the Student Experience Survey
Program 2: Public Service Employer Payments
Program overview
Program goals: The program holds funds centrally to supplement appropriations, from which allocations are made on behalf of other federal organizations. Payments can also be made and receipts can be issued on behalf of these organizations. These funds provide payments for the employer’s share of health, income maintenance, and life insurance premiums; payments to or in respect of provincial health insurance plans, payroll taxes and provincial taxes; the reimbursement of employment insurance premium rebates; and payments of administration costs.
Target population:
- All contributors and beneficiaries recognized by the Public Service Superannuation Act to whom pension benefits are owed
- Active and retired employees and their eligible dependents who are entitled to health and dental benefits
Specific demographic group outcomes: not applicable.
Key program impacts on gender and diversity
Not applicable.
GBA Plus data collection plan
Not applicable. The program provides funding to supplement appropriations for programs such as the Employer program, which collects its own data on impacts based on gender and diversity factors.
Core responsibility 4: Regulatory Oversight
Program 1: Regulatory Policy, Oversight and Cooperation
Program overview
Program goals: The program provides leadership and management of the government’s regulatory function. It is responsible for:
- federal regulatory policy and oversight to promote good regulatory practice
- targeted regulatory reviews
- Canada’s Centre for Regulatory Innovation
- the Annual Regulatory Modernization Bill process
- supporting the External Advisory Committee on Regulatory Competitiveness, as well as national and international regulatory reconciliation and cooperation forums
Engagement with stakeholders (the Canadian public, industry associations, businesses and other groups) plays an important role in the achievement of program objectives.
It also supports Treasury Board in making recommendations on proposed regulations and on most Orders in Council.
Treasury Board ministers and federal departments and agencies are the primary clients of the program.
Target population: all Canadians
Specific demographic group outcomes: not applicable
Key program impacts on gender and diversity
| Statistics | Result | Data source | Comment |
|---|---|---|---|
| Percentage of final in-scope Governor in Council regulations that provided information on GBA Plus in the corresponding regulatory impact analysis statement | 100% (168/168) |
Canada Gazette, Part II |
For clarity, a regulatory impact analysis statement receives a positive score, when it includes a GBA Plus section. This section might indicate that no impacts based on gender and other identity factors were identified. |
| Percentage of stakeholders that participated in consultations on regulatory initiatives led by TBS that identified as or that represented the interests of an under‑represented demographic (for example, women, Indigenous people, members of visible minorities, gender‑diverse people, people with disabilities) |
|
Let’s Talk Federal Regulations platform | The information includes stakeholders who submitted input to a consultation through the Let’s Talk Federal Regulations platform. It excludes stakeholders who:
The demographic information provided through the online platform by stakeholders who chose to self-identify as being a member of one or more under-represented groups |
Other key program impacts
The program used regulatory impact analysis statements produced for each proposed regulation to monitor and report on the gender and diversity impacts of proposed regulations. Regulatory impact analysis statements required departments to describe the ways 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, the program reviews the regulatory impact analysis statements for alignment with requirements and instructions related to GBA Plus in the Cabinet Directive on Regulation.
GBA Plus data collection plan
In 2023–24, the program expanded its metrics related to GBA Plus for regulatory proposals. As a result, it started collecting more information about efforts to address or mitigate the impacts of certain Governor in Council regulations based on different identity factors. The program also started identifying instances where a regulation, the implementation of it, or both, was expected to have no impact based on different identity factors.