Gender based analysis plus

The Expenditure Data, Analysis, Results, and Reviews Program will continue to provide direction to departments to help make the impact of government expenditure programs on gender and diversity available to the public annually. This will help to ensure that departments continue to meet their reporting obligations under the Canadian Gender Budgeting Act.

TBS will track the percentage of government programs with a data collection plan and at least 1 indicator for monitoring the program’s impact on gender and diversity. TBS will also provide guidance to departments on incorporating gender-based analysis plus into program evaluations.

It will also work to:

• enhance government-wide reporting on gender and diversity programs and quality of life
• participate in interdepartmental committees to monitor and report on the use of gender-based analysis plus tools
• monitor gender-based analysis plus across government with the Privy Council Office and Women and Gender Equality

TBS will also use new guidance to support these activities in areas such as privacy considerations and data-linking.

The Oversight and Treasury Board Support Program will continue to ensure that proposals for new programs and projects:

• identify their impact on different groups using gender and other identity factors
• include a plan to collect data and report on gender-based analysis plus

The program will develop standards to enable data interoperability government-wide. This includes evaluating the standards associated with Statistics Canada’s Disaggregated Data Action Plan. Disaggregating data supports key gender-based analysis plus outcomes for equity, diversity and inclusion.
The Digital Government Program will continue to use diversity data to track and inform efforts to advance diversity, equity and inclusion in the digital community to inform its efforts to increase their representation in areas including:

• information management
• information technology
• cybersecurity

In 2024–25, the program will also:

• 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
• continue to leverage data from the GC digital talent platform and other data sources to support gender-based analysis plus analysis and actions for the government’s digital community

In 2023–24, the Communications and Federal Identity Policies and Initiatives program released Guidelines for Making Communications Products and Activities Diverse and Inclusive. The guidelines will support the Government of Canada’s efforts to promote inclusion and respect for diversity and serve as a resource for departments in planning and developing communications products and activities. The program will monitor and respond to questions from departments related to the new guidelines and make adjustments as required.

The Comptrollership Program will continue to help departments to build a skilled, inclusive, diverse and equitable comptrollership workforce and to serve diverse stakeholders and communities by:

• collecting and monitoring information about gender and diversity in comptrollership communities including:
• financial management
• assets and acquired services
• internal audit
• departmental audit committees
• analyzing gender and diversity information, such as representation gaps, to inform collective staffing initiatives and professional and leadership development programs

The program will also continue to provide policy guidance and lead initiatives to help departments implement requirements related to gender and diversity by:

• analyzing disaggregated data to better understand the effectiveness of procurement-related policies and initiatives on equity-seeking groups, such as the Directive on Government Contracts, Including Real Property Leases, in the Nunavut Settlement Area
• addressing gaps in learning products for comptrollership communities on:
• financial management
• procurement
• materiel management
• real property
• project management

As part of TBS’s efforts to green federal government operations, the program will also track the percentage of:

• projects funded by the Greening Government Fund that incorporate gender and other identity factors into project development
• fuel suppliers for the Low-carbon Fuel Procurement Program that meet Public Services and Procurement Canada’s criteria for gender-based analysis plus

The Public Service Accessibility Program will continue to monitor and report the impact of gender and diversity on accessibility in the public service using:

• TBS employment equity database
• the Public Service Employee Survey

This program administers 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. This helps support the program’s capacity to report on impacts by gender and diversity.

The Employer Program will continue to monitor and report on program impacts based on gender and other identity factors using:

• Actuarial Report on the Pension Plan for the Public Service
• demographic reports on the public service
• Public Service Pension and Benefits Plan member survey
• Public Service Health Care Plan and Public Service Dental Care Plan data
• employment equity group information from:
• the employment equity database
• Executive Talent Management System application
• public service workforce data and perception data, including:
• Public Service Employee Survey
• Student Experience Survey

The program will also continue to consider data on diversity group membership as part of Executive Leadership Development Program selection, reporting and review, and use it to foster continuous improvement. At least half of the participants in the Executive Leadership Development Program will continue to be from at least 1 of the 3 underrepresented employment equity groups.

The Employer program also applies intersectional perspectives to develop tailored talent enablement strategies, ensuring that talent management, succession planning, and professional visibility initiatives consider multiple diversity factors.

Not applicable. The Public Service Employer Payments Program consists of employer payments of non-salary elements of compensation.

• The Regulatory Policy, Oversight, and Cooperation Program will continue to provide guidance and oversight related to the Cabinet Directive on Regulation, which requires all federal regulators to follow gender-based analysis plus policies, guidance and tools during the regulatory life cycle.
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• In addition, it will continue to report annually on the percentage of:

• final in-scope Governor in Council regulations that provided information on gender-based analysis plus in the corresponding regulatory impact analysis statement
• stakeholders participating in consultations on TBS-led regulatory initiatives who self-identify as belonging to or representing the interests of an equity-seeking group

With a view to using the data to develop a future baseline, TBS will collect additional descriptive or contextual information, including:

• the percentage of final in-scope Governor in Council regulations where the regulatory impact analysis statements indicate the regulation and/or its implementation:
• aim to address or mitigate an issue or risk identified through gender-based analysis plus
• create no anticipated impacts relevant to gender-based analysis

• The program will also continue to consider ways to collect information to support gender-based analysis plus during consultations with Canadians on TBS-led regulatory initiatives.

TBS Human Resources Management Services will continue to publish its interactive Workforce Intelligence dashboard and make it available to all employees.

The dashboard provides insights to all employees about:

• workforce composition
• official languages
• employment equity
• employee mobility
• organizational health

Human Resources Management will also continue to develop data visualization tools to help monitor key initiatives that include gender and diversity data, such as TBS’s departmental response to the Clerk’s Call to Action forward direction message to deputies. These efforts will help to promote evidence-based decision-making that includes gender and diversity considerations.