Women and Gender Equality Canada’s 2024-25 Departmental results report

© His Majesty the King in Right of Canada, as represented by the Minister for Women and Gender Equality and Secretary of State (Small Business and Tourism), 2025

ISSN 2562-9220

Aussi disponible en français sous le titre : Rapport sur les résultats ministériels 2024-2025 de Femmes et Égalité des genres Canada

Results achieved 

• Promoting and advancing women and gender equality
  • In its capacity builder role, WAGE implemented the $100 million Women’s Economic and Leadership Opportunities Fund, supporting over 160 organizations to launch or scale up projects that address or remove the systemic barriers to gender equality. Funded projects worked to change gender norms and attitudes, change policies and practices to address sexism, and increase women’s representation as leaders and decision-makers.
  • Implemented the $40 million Women’s Capacity Fund, funding over 170 women’s organizations to help them establish partnerships and formal networks, develop strategic and financial plans, and improve technical skills and tools for more effective organizational management, to help increase participation of women in Canada’s economic, social, and democratic life.
  • Provided $6.9 million in funding to Food Banks Canada in 2024-25 to continue the Menstrual Equity Fund pilot, providing free access to menstrual products and increasing education and awareness and reducing stigma. Analyzed reporting to inform planning for continued implementation and approach for future policy considerations.
  • As a convener, WAGE played a key role in supporting the 42nd Annual Federal-Provincial-Territorial (FPT) Forum of Ministers Responsible for the Status of Women in July 2024, which deepened its engagement with National Indigenous Leaders and Representatives (NILRs) to better understand the distinct priorities of Indigenous women, girls, and 2SLGBTQI+ people. These engagements informed the development and refinement of jurisdictional and collective initiatives, for cultural relevance, inclusivity, and impact.
  • The Department renewed the membership of the Indigenous Women’s Circle (IWC), which began discussions on its priorities and engagement strategy for the 2025-26 term, to consider Indigenous perspectives in federal gender equality initiatives.
  • WAGE engaged with domestic and international partners to advance gender equality for Canada and globally.
    • In partnership with stakeholders, led the development of Canada’s Fifth National Review on the implementation of the Beijing Declaration and Platform for Action and the outcomes of the 23rd Special Session of the General Assembly.
    • Led and coordinated Canada’s engagement in international forums (e.g., the 69th Session of the United Nations Commission on the Status of Women [UNCSW69], the 89th Session of the United Nations Committee on the Elimination of Discrimination Against Women). Represented Canada’s gender equality priorities on the global stage, helping to shape multilateral commitments on advancing women’s rights and empowerment worldwide.
    • Being a knowledge broker, provided input into international agreements, documents, and reports (e.g., the Political Declaration adopted at UNCSW69, the G20 Rio de Janeiro Leaders’ Declaration), to uphold and advance gender equality, 2SLGBTQI+ human rights and values and stop regression on human rights.
    • Participated in interdepartmental working groups, supporting gender equality efforts across government to integrate the perspectives of women and girls, including Indigenous women and 2SLGBTQI+ people. This approach strengthened Canada’s domestic and international policy coherence and responsiveness.
  • Published six issues of WAGE’s Equality Matters newsletter to raise awareness about commemorative events, highlight Equality in Action articles, funding announcements, and other government initiatives. Through promotional activities and social media platforms, subscribers grew from approximately 3,300 to 4,000, an increase of 700 over the year.

• Preventing and addressing GBV
  • Continued to lead the implementation of the National Action Plan to End Gender-Based Violence. In its role as a convener, WAGE developed and published the 2023-2024 Annual Progress Report on the National Action Plan to End Gender-Based Violence, highlighting the actions taken by jurisdictions in the first year of implementation of their respective bilateral agreements under the Action Plan.
  • Being a capacity builder, WAGE funded organizations in the GBV sector to address gaps in support for underserved and at-risk populations and provide them with more well-adapted resources. As of March 2025, 120 organizations received $22.5 million to develop promising practices and undertake community-based research. These projects are supporting survivors, engaging men and boys as allies in the prevention of GBV, addressing human trafficking, and generating knowledge to better address the needs of those most impacted by GBV.
  • As a knowledge broker, WAGE collaborated with Statistics Canada to:
    • Carry out the second cycle of the Survey of Safety in Public and Private Spaces. Contributed to making survey content responsive to emerging forms of GBV, strengthening Canada’s evidence base on GBV.
    • Advance the Femicide Information System. Built a comprehensive national picture of femicide and gender-related homicide through the integration of police, court, and demographic data, strengthening Canada’s capacity to understand and respond to gender-based homicides.
  • Launched another phase of the It’s Not Just awareness campaign in April 2024, which seeks to empower youth to call out and help end the behaviours and attitudes contributing to GBV, by providing them with the support needed to get help for themselves or people they know. Campaign achievements included:
    • Over 4,600 printed materials (posters, fact sheets, mirror clings, stickers) were distributed to over 85 secondary and post-secondary institutions across Canada to engage youth and young people about the campaign and GBV.
    • Over 73,000 unique visitors to all It’s Not Just webpages during the fiscal year.
    • 42% of all visits to the English website and 27% of visits to the French website resulted in the download of one or more learning modules designed to expand one’s understanding of GBV – one of the campaign’s main resources.
  • Mobilized knowledge through the GBV Knowledge Centre.
    • Held five events on topics including GBV and Youth (highlighting the It’s Not Just awareness campaign), the GBV GCXchange webpage, GBV and Sport, Economic Abuse, and Teen Dating Violence and Technology-facilitated GBV. The events promoted projects and research, shared resources and tools, and highlighted support services. There were 922 participants from federal government employees, provincial and territorial partners, Indigenous partners, stakeholders, and civil society organizations.
    • Launched the GBV Knowledge Centre GCXchange webpage to share knowledge, tools, and resources among federal employees collaborating to prevent and address GBV. Introduced in October 2024, the webpage received over 7,500 views in its first year.

• Promoting and advancing 2SLGBTQI+ equality. 
  • Released a progress report on the implementation of the Federal 2SLGBTQI+ Action Plan, outlining the Government of Canada’s actions and progress in the first two years of the Action Plan across the six priority areas.
  • Brokered knowledge and provided policy advice across the federal government on issues impacting 2SLGBTQI+ people, which was incorporated into the development and launch of Canada’s Action Plan on Combatting Hate and the Government of Canada's Sexually Transmitted and Blood-Borne Infections Action Plan 2024-2030.
  • Led research and analysis on 2SLGBTQI+ community priorities and participated in interdepartmental working groups on issues such as 2SLGBTQI+ data and research priorities, housing and homelessness, and international 2SLGBTQI+ rights.
  • Implemented a new $7.7 million 2SLGBTQI+ Data Strategy as part of the Federal 2SLGBTQI+ Action Plan, in collaboration with Statistics Canada and community partners, advancing efforts to strengthen disaggregated data and evidence-based policy making.
    • Awarded $1.5 million to five community-led and academic projects from the Intersectional Community-Based Research call for proposals, which aimed to address critical data gaps and explore the lived experiences of 2SLGBTQI+ people in the areas of health, housing, employment, and safety.
  • As a capacity builder, WAGE provided $1.5 million to Fierté Canada Pride to support 58 Pride organizations in safety planning, infrastructure and direct interventions for Pride festivals. This resulted in safer, more responsive environments for 2SLGBTQI+ communities. 
  • Provided $10.5 million in funding through the 2SLGBTQI+ Community Capacity Fund to support 100 projects to build the capacity of 2SLGBTQI+ community organizations and networks to protect rights and advance equality across Canada.
  • Provided $11.7 million in funding through the 2SLGBTQI+ Projects Fund, supporting 59 projects, 11 of which worked to address anti-2SLGBTQI+ hate, to help 2SLGBTQI+ communities feel safe, valued, and empowered to thrive.
  • Launched the Unity awareness campaign in November 2024 to enhance inclusion and break down stigma and discrimination against 2SLGBTQI+ communities. 

Results achieved 

• Leading and advancing GBA Plus implementation throughout the Government of Canada.
  • As a convener and knowledge broker, WAGE launched a new governance structure to convene federal partners and improve interdepartmental and stakeholder information sharing on GBA Plus and gender equality.
    • Developed a new GBA Plus Resource Centre, a dedicated space to share tools and resources. This enabled federal departments and agencies to exchange knowledge, best practices, and expertise, thereby advancing GBA Plus across the Government of Canada network.
    • Launched a GBA Plus Quarterly Bulletin to keep interdepartmental committee members informed of updates on GBA Plus implementation.
  • In its knowledge broker role, the Department delivered GBA Plus Awareness Week 2024 and co-hosted a virtual event with the Canada School of Public Service titled Intersectionality in Action: Moving Forward on an Enhanced Approach to GBA Plus, attended by over 1,700 public servants.
  • Launched the 6th annual GBA Plus Implementation Survey, collecting information from federal departments and agencies on their organizational GBA Plus capacity, training, application, best practices and barriers. WAGE monitors and publicly reports on how GBA Plus is being implemented across the federal government to confirm that the federal government is meeting its commitments to enhance GBA Plus.
  • Launched a dedicated webpage for the GBA Plus Implementation Surveys to make publicly available the overview results from the past five surveys.
  • Being a capacity builder, WAGE collaborated with Statistics Canada on Canada’s first Disaggregated Data Action Plan, supporting efforts to include questions on gender identity and sexual orientation in national surveys. Provided funding to oversample populations of strategic interest, including 2SLGBTQI+ communities, Indigenous Peoples, and individuals living in rural, remote, or northern regions.
  • Supported GBA Plus legislative requirements under two Acts:
    • Canadian Gender Budgeting Act: WAGE reviewed and commented on budget proposals from departments to strengthen their capacity to integrate gender and diversity into policy development within a budgetary context.
      • Impact Assessment Act: WAGE provided expert advice to the Impact Assessment Agency of Canada to uphold GBA Plus legislative obligations, reviewing and commenting on impact assessment requests.  

In 2024-25, WAGE continued to fulfill its mandate by collaborating with Central Agencies and other federal organizations so that government initiatives, including policies, programs, and legislation, were informed by a GBA Plus assessment to support the development of responsive and inclusive initiatives.

WAGE applied GBA Plus systematically across its work, with a departmental evidence base that was inclusive, intersectional, and reflective of the lived experiences of diverse populations in Canada. WAGE advanced GBA Plus through the following initiatives:

• Disaggregated Data Investments: Through WAGE’s $7.7 million Research Strategy under the Federal 2SLGBTQI+ Action Plan, the Department funded community-led projects and supported Statistics Canada initiatives that enhanced data availability on sex, gender, sexual orientation, and other intersecting identity factors (e.g., race, disability, geographic region). This included funding a feasibility study and standards development on intersex data collection.
• Support for Disaggregated Survey Work: WAGE collaborated with Statistics Canada on the second cycle of the Survey of Safety in Public and Private Spaces, which included oversampling of underrepresented populations and new modules addressing technology-facilitated GBV. Preliminary waves completed in 2024–25 focused on capturing diverse experiences of safety, including those of 2SLGBTQI+ individuals, Indigenous women, and persons with disabilities.
• Femicide Information System: The Department partnered with Statistics Canada to produce intersectional analyses across five national reports, including variables such as race, Indigenous identity, gender, and prior police contact. These data informed targeted GBV prevention strategies and helped close gaps in Canada's national homicide reporting systems.
• Capacity Building via Community-Based Research: WAGE funded over $1.5 million in intersectional, community-led research projects to strengthen the 2SLGBTQI+ evidence base. These projects focused on historically underserved populations, including racialized and Indigenous 2SLGBTQI+ communities, and will inform equitable policymaking and programming in 2025–26 and beyond.

Together, these initiatives strengthened the Department’s ability to conduct meaningful intersectional analysis, identify systemic inequities, and maintain GBA Plus as a central component to research and data efforts. WAGE also regularly advised on GBA Plus considerations for funded projects, internal policy development, and interdepartmental collaborations.

WAGE leveraged its internal governance, including its committees and networks, to promote the application of GBA Plus across its activities and to grow departmental capacity to advance GBA Plus in various functional communities. The Department integrated GBA Plus in decision-making; raising awareness of diversity, inclusion, and accessibility challenges; providing guidance and expertise to shape departmental efforts to address systemic inequalities; and supporting an inclusive work environment and celebrating diversity. These communities include the:

• Black Employees Network
• Inclusion, Diversity, Equity, and Accessibility Committee
• Indigenous Employee Network
• Indigenous Women’s Circle
• Persons with Disabilities Network
• Pride Network

In 2024-25, WAGE continued to contribute to Canada’s progress on the United Nations Sustainable Development Goals (SDGs). As the federal lead on SDG 5: Advance Gender Equality and Empower All Women and Girls, WAGE furthered this goal through a wide range of activities, including:

• Coordinated the federal government’s reporting on progress made towards SDG 5 for Canada’s annual report on the 2030 Agenda.
• Collaborated with provincial and territorial governments to implement the National Action Plan to End Gender-Based Violence.
• Expanded efforts to share knowledge on GBV and raise public awareness through campaigns and commemorative activities.
• Funded projects that aim to create systemic change for 2SLGBTQI+ communities and address rising hate targeting 2SLGBTQI+ people.
• Continued to strengthen GBA Plus as Canada marked the 30th anniversary of the tool.
• Supported evidence-based, gender-responsive and equitable policies through funded research.
• Provided funding to organizations that advance gender equality and support the participation of women, girls, and 2SLGBTQI+ communities in Canadian society.
• Supported Canada’s gender equality objectives abroad through participation in international forums and bilateral engagements.

WAGE directly supported the implementation of SDG 10: Reducing Inequalities Within and Among Countries through its continued enhancement of GBA Plus’s framing and parameters. This robust analytical tool serves as Canada’s approach to intersectional equality and inclusion, guiding government actions so that policies, programs, and initiatives are responsive to the diverse needs of people in Canada. The Department also contributed to this SDG by supporting the National Action Plan on Missing and Murdered Indigenous Women, Girls, and 2SLGBTQI+ People through targeted data collection and intersectional analysis. In addition, WAGE continued to engage with other departments to support gender equality targets across all 17 SDGs. For example, WAGE prioritized the economic empowerment of women, particularly those belonging to equity-deserving groups, and worked to advance awareness of barriers and opportunities for justice for persons experiencing GBV. 

More information on WAGE’s contributions to Canada’s Federal Implementation Plan on the 2030 Agenda and the Federal Sustainable Development Strategy can be found in our Departmental Sustainable Development Strategy.

Federal departments are invited to input into the Annual Report on the Operation of the Canadian Multiculturalism Act, through which the Government of Canada highlights the important work the federal public service is doing to promote multiculturalism within its workforce and society at large. For 2024-25, WAGE is reporting its contributions to this initiative via this Departmental Results Report.

WAGE undertook the following activities: 

• Employees were required to complete training related to inclusion, diversity, equity, and accessibility. This involved:
  • Learning on anti-racism, diversity, inclusion, accessibility, or reconciliation.
  • Positive Space Initiative: 2SLGBTQI+ Awareness training.
  • Values and Ethics Code for the Public Sector training.
• Organized initiatives to educate and raise awareness on ethnocultural and racial diversity and the challenges diverse groups may face.
  • Hosted a virtual panel discussion for Public Service Pride Week in August 2024 titled “Queering Care in These Challenging Times”, on how 2SLGBTQI+ public servants can care for themselves and for each other.
  • Partnered with the Muslim Federal Employees Network to sponsor their Islamic History Month event in October 2024 titled “Shakespeare Through Islamic Worlds with Professor Ambereen Dadabhoy”.
  • Hosted two panel discussions for Black History Month in February 2025, titled “Removing systemic barriers for Black women in the Canadian economy” and “Understanding and recognizing the various forms of anti-black racism and their collateral effects in the workplace”.
  • Organized public-facing commemorations and celebrations throughout the year to celebrate women’s achievements, 2SLGBTQI+ communities, the progress Canada has made towards advancing gender equality, and to remember the victims and survivors of GBV.
• Developed the Inclusion, Diversity, Equity, and Accessibility Strategy and Action Plan 2024-2027 in consultation with various networks including the Black Employees Network and the Indigenous Employee Network, which focuses on activities around employee retention, advancement, and recruitment.
• Funded and supported research projects that promote the recognition, respect, and equitable involvement of Canada’s diverse cultural communities. These initiatives advanced multiculturalism through community-led, culturally sensitive approaches that aim to reduce barriers, inform policy, and improve services for diverse populations.

In 2024-25, WAGE demonstrated innovation through the strategic design and implementation of inclusive, intersectional research funding mechanisms that catalyzed broader federal investments and responded directly to Government of Canada priorities on equity, diversity, and inclusion. A key innovation was enhanced data inclusivity and methodologies. In collaboration with Statistics Canada, WAGE advanced the integration of gender identity, sexual orientation, and Indigenous identity variables into national surveys and prioritized oversampling of key populations. This innovation enabled the collection of representative, intersectional data to better inform federal programs and policies.

• Description
• Progress on results
• Resources required to achieve results
• Contracts awarded to Indigenous business

• Spending
• Funding
• Financial statement highlights
• Human resources

In this graph, financial amounts from 2022-23 to 2024-25 represent actual spending incurred by the Department. Financial amounts from 2025-26 to 2027-28 represent planned spending.

The increase from 2022-23 to 2025-26 is due to additional funding received in Budget 2022 to work with provinces and territories to implement the National Action Plan to End Gender-Based Violence and the first Federal 2SLGBTQI+ Action Plan, additional funding received in Budget 2023 to advance gender equality in Canada, and additional funding received in Budget 2024 to support the security needs for Pride festivals and for projects aimed at combatting hate against the 2SLGBTQI+ community.

The decrease starting in 2026-27 is due to the current scheduled end of time-limited initiatives. This includes Budget 2024 funding to support the security needs for Pride festivals and for projects aimed at combatting hate against the 2SLGBTQI+ community, Budget 2023 funding to advance gender equality in Canada, Budget 2022 funding to support the implementation of the first Federal 2SLGBTQI+ Action Plan, Budget 2021 funding to advance the National Action Plan to End Gender-Based Violence, and the Menstrual Equity Fund supported in the 2024 Fall Economic Statement.

The difference between the 2024-25 actual results and the 2024-25 planned results is due to a decrease in operating expenses including a reduction in full-time equivalents (FTEs) in order to respond to the current planned ending of time-limited funding and additional funding received in Budget 2024 for projects aimed at combatting hate against the 2SLGBTQI+ community.

The difference between the 2024-25 actual results and the 2023-24 actual results is mainly attributable to increases in transfer payments due to additional funding for 2024-25.

The difference for total net liabilities shows a significant decrease compared to the previous year. This is due to a reduction in accounts payable and accrued liabilities. The decrease is due to reduced contributions payable at year-end, decrease in salary expenditures, and fewer outstanding amounts owed to other departments, reflecting the end of time-limited funding and efficient financial processing. The difference for total net financial assets is largely due to the decrease of liabilities. It is also related to a decrease in accounts receivable, stemming from lower salary expenditures, in combination with consistent and timely salary recoveries carried out throughout the year.

Overall, the Department’s net financial position reflects the combined impact of lower liabilities, reduced financial assets, partially offset by an increase in tangible capital assets (total non-financial assets), reflecting continued investment in the development of the grants and contributions management system.

The decrease in 2024-25 FTEs is primarily due to the planned ending of time-limited funding.

Planned 2026-27 FTEs as included in the 2025-26 Department Plan are decreasing due to the current planned ending of time-limited funding. This ending of time-limited funding results in a reduction of 130 FTEs in 2026-27 compared to 2025-26 and another reduction of 60 FTEs by 2027-28.

Appropriate minister(s): The Honourable Rechie Valdez

Institutional head: Frances McRae

Ministerial portfolio: Department for Women and Gender Equality

Enabling instrument(s): Department for Women and Gender Equality Act

Year of incorporation / commencement: 2018

Mailing address: Women and Gender Equality Canada

P.O. Box 8097, Station T CSC

Ottawa, ON  K1G 3H6

Telephone: Toll Free: 1-855-969-9922; Local: 613-995-7835

TTY: 819-420-6905

Fax: 819-420-6906

Email: FEGC.Info.WAGE@fegc-wage.gc.ca

Website(s): https://www.canada.ca/en/women-gender-equality.html

2SLGBTQI+ (2ELGBTQI+)

Two-spirit people, lesbian, gay, bisexual, transgender, queer, intersex and the “+” is inclusive of people who identify as part of sexual and gender diverse communities, who use additional terminologies. Note: the evolution of language within communities may inform future evolutions of this acronym.

appropriation (crédit)

Any authority of Parliament to pay money out of the Consolidated Revenue Fund.

budgetary expenditures (dépenses budgétaires)

Operating and capital expenditures; transfer payments to other levels of government, departments or individuals; and payments to Crown corporations.

capacity builder (agent de renforcement des capacités)

As a capacity builder, WAGE plays a role in empowering equality-seeking organizations and other stakeholders through key investments, partnerships, and knowledge sharing to amplify the impact of their work in addressing barriers for women and 2SLGBTQI+ communities. In addition, WAGE builds federal capacity to implement a robust application of Gender-based Analysis Plus to policies, programs, and initiatives.

convener (rassembleur)

As a convener, WAGE leads a coordinated approach to advancing women’s and 2SLGBTQI+ equality by working with diverse stakeholders to leverage their resources and strengths and to influence meaningful progress on key gender equality issues.

core responsibility (responsabilité essentielle)

An enduring function or role of a department. The departmental results listed for a core responsibility reflect the outcomes that the department seeks to influence or achieve.

Departmental Plan (plan ministériel)

A report that outlines the anticipated activities and expected performance of an appropriated department over a 3-year period. Departmental Plans are usually tabled in Parliament in spring.

departmental priority (priorité)

A plan, project or activity that a department focuses and reports on during a specific planning period. Priorities represent the most important things to be done or those to be addressed first to help achieve the desired departmental results.

departmental result (résultat ministériel)

A high-level outcome related to the core responsibilities of a department.

departmental result indicator (indicateur de résultat ministériel)

A quantitative or qualitative measure that assesses progress toward a departmental result.

departmental results framework (cadre ministériel des résultats)

A framework that connects the department’s core responsibilities to its departmental results and departmental result indicators.

Departmental Results Report (rapport sur les résultats ministériels)

A report outlining a department’s accomplishments against the plans, priorities and expected results set out in the corresponding Departmental Plan.

Full-time equivalent (équivalent temps plein)

Measures the person years in a departmental budget.  An employee's scheduled hours per week divided by the employer's hours for a full-time workweek calculates a full-time equivalent. For example, an employee who works 20 hours in a 40-hour standard workweek represents a 0.5 full-time equivalent.

Gender-based Analysis Plus (GBA Plus) (analyse comparative entre les sexes plus [ACS Plus])

An analytical tool that helps to understand the ways diverse individuals experience policies, programs and other initiatives. Applying GBA Plus to policies, programs and other initiatives helps to identify the different needs of the people affected, the ways to be more responsive and inclusive, and the methods to anticipate and mitigate potential barriers to accessing or benefitting from the initiative. GBA Plus goes beyond biological (sex) and socio-cultural (gender) differences to consider other factors, such as age, disability, education, ethnicity, economic status, geography (including rurality), language, race, religion, and sexual orientation.

government priorities (priorités pangouvernementales)

For the purpose of the 2024–25 Departmental Results Report, government priorities are the high-level themes outlining the government’s agenda as announced in the 2021 Speech from the Throne.

horizontal initiative (initiative horizontale)

A program, project or other initiative where two or more federal departments receive funding to work collaboratively on a shared outcome usually linked to a government priority, and where the ministers involved agree to designate it as horizontal. Specific reporting requirements apply, including that the lead department must report on combined expenditures and results.

Indigenous business (entreprise autochtones)

For the purposes of a Departmental Result Report, this includes any entity that meets the Indigenous Services Canada’s criteria of being owned and operated by Elders, band and tribal councils, registered in the Indigenous Business Directory or registered on a modern treaty beneficiary business list.

knowledge broker (courtier de connaissances)

As a knowledge broker, WAGE brings forward evidence-based practices to inform decision-making. Gathering, synthesizing, and communicating knowledge, best practices and policy expertise to advance women’s and 2SLGBTQI+ equality and support early integration of intersectional considerations throughout government systems, policies, and processes for greater inclusive policy making.

non‑budgetary expenditures (dépenses non budgétaires)

Net outlays and receipts related to loans, investments and advances, which change the composition of the financial assets of the Government of Canada.

performance (rendement)

What a department did with its resources to achieve its results, how well those results compare to what the department intended to achieve, and how well lessons learned have been identified.

performance indicator (indicateur de rendement)

A qualitative or quantitative measure that assesses progress toward a departmental-level or program-level result, or the expected outputs or outcomes of a program, policy or initiative.

plan (plan)

The articulation of strategic choices, which provides information on how a department intends to achieve its priorities and associated results. Generally, a plan will explain the logic behind the strategies chosen and tend to focus on actions that lead to the expected result.

planned spending (dépenses prévues)

For Departmental Plans and Departmental Results Reports, planned spending refers to the amounts presented in Main Estimates. Departments must determine their planned spending and be able to defend the financial numbers presented in their Departmental Plans and Departmental Results Reports.

program (programme)

An Individual, group, or combination of services and activities managed together within a department and focused on a specific set of outputs, outcomes or service levels.

program inventory (répertoire des programmes)

A listing that identifies all the department’s programs and the resources that contribute to delivering on the department’s core responsibilities and achieving its results.

result (résultat)

An outcome or output related to the activities of a department, policy, program or initiative.

statutory expenditures (dépenses législatives)

Spending approved through legislation passed in Parliament, other than appropriation acts. The legislation sets out the purpose and the terms and conditions of the expenditures.

target (cible)

A quantitative or qualitative, measurable goal that a department, program or initiative plans to achieve within a specified time period.

voted expenditures (dépenses votées)

Spending approved annually through an appropriation act passed in Parliament. The vote also outlines the conditions that govern the spending.