Gender-based Analysis Plus

Federal Policing Investigations

• Federal Policing continues to roll out its Equity, Diversity, and Inclusion Implementation Plan and advance the following GBA Plus initiatives:
  • create a Microsoft Teams Employee Reconciliation Network with the RCMP-Indigenous Collaboration, Co-development and Accountability office to advance Indigenous Reconciliation, with consideration of Indigenous identity factors;
  • incorporate GBA Plus considerations, best practices, and lessons learned to committee and staffing selection processes, such as including measures to promote an equal opportunity to every candidate, and to monitor and correct possible gaps in accessibility or unintended barriers for diverse groups;
  • analyze available disaggregated Equity, Diversity, and Inclusion data as part of staffing processes to assess potential impacts on candidate selection based on their identity factors and identify challenges in hiring from diverse groups; and
  • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.
• The Witness Protection Program continues to apply GBA Plus as part of its protectee admission process. During the year, each protectee will undergo a series of assessments, and the program will create a plan to address their safety, security, and unique needs.
• Furthermore, the program will continue its targeted staffing efforts to employ members from diverse backgrounds and experiences to better reflect the changing needs of the program and the environment in which it operates.

Federal Policing Intelligence

• Federal Policing continues to roll out its Equity, Diversity, and Inclusion Implementation Plan and advance the following GBA Plus initiatives:
  • create a Microsoft Teams Employee Reconciliation Network with the RCMP-Indigenous Collaboration, Co-development and Accountability office to advance Indigenous Reconciliation, with consideration of Indigenous identity factors;
  • incorporate GBA Plus considerations, best practices, and lessons learned to committee and staffing selection processes, such as including measures to promote an equal opportunity to every candidate, and to monitor and correct possible gaps in accessibility or unintended barriers for diverse groups;
  • analyze available disaggregated Equity, Diversity, and Inclusion data as part of staffing processes to assess potential impacts on candidate selection based on their identity factors and identify challenges in hiring from diverse groups; and
  • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.

Protective Operations

• Federal Policing continues to roll out its Equity, Diversity, and Inclusion Implementation Plan and advance the following GBA Plus initiatives:
  • create a Microsoft Teams Employee Reconciliation Network with the RCMP-Indigenous Collaboration, Co-development and Accountability office to advance Indigenous Reconciliation, with consideration of Indigenous identity factors;
  • incorporate GBA Plus considerations, best practices, and lessons learned to committee and staffing selection processes, such as including measures to promote an equal opportunity to every candidate, and to monitor and correct possible gaps in accessibility or unintended barriers for diverse groups;
  • analyze available disaggregated Equity, Diversity, and Inclusion data as part of staffing processes to assess potential impacts on candidate selection based on their identity factors and identify challenges in hiring from diverse groups; and
  • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.

International Operations

• In 2022-23, as part of the review of the Performance Information Profile for International Operations and of the Action Plan for strengthening the Canadian Police Arrangement Reporting, the International Program developed new GBA Plus performance indicators to better capture the impact of the program and the lessons learned at both the program and mission levels.
• Performance measurement objectives were identified and subsequent GBA Plus data will be systematically collected, analyzed, reported, and leveraged for continuous program improvement starting in 2023-24.

Federal Policing National Governance

• Federal Policing continues to roll out its Equity, Diversity, and Inclusion Implementation Plan and advance the following GBA Plus initiatives:
  • create a Microsoft Teams Employee Reconciliation Network with the RCMP-Indigenous Collaboration, Co-development and Accountability office to advance Indigenous Reconciliation, with consideration of Indigenous identity factors;
  • incorporate GBA Plus considerations, best practices, and lessons learned to committee and staffing selection processes, such as including measures to promote an equal opportunity to every candidate, and to monitor and correct possible gaps in accessibility or unintended barriers for diverse groups;
  • ensure that GBA Plus is integrated into all Federal Policing policy initiatives;
  • analyze available disaggregated Equity, Diversity, and Inclusion data as part of staffing processes to assess potential impacts on candidate selection based on their identity factors and identify challenges in hiring from diverse groups; and
  • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.

Canadian Firearms Investigative and Enforcement Services

• Canadian Firearms Investigative and Enforcement Services will continue to advance a GBA Plus lens in the development and maintenance of its training and awareness material to support ongoing and new outreach initiatives with front-line law enforcement agencies.
• Presentation module design will incorporate Indigenous considerations for agencies in areas with a significant Indigenous population.
• As well, in response to an operational review of the National Weapons Enforcement Support Team, some resources will be reallocated to increase the availability of services to northern and Indigenous communities.

Criminal Intelligence Service Canada

• The Criminal Intelligence Service Canada continues to advance the Canadian Criminal Intelligence System Project, which will replace the current outdated database with a modern system.
• With respect to the operational capabilities of the system itself, the system will be designed to offer more flexibility and modifiability. This will make it easier to modify the system to capture a range of relevant GBA Plus information.
• The project management team is ensuring that GBA Plus considerations are made as the project progresses.

Forensic Science and Identification Services

• Canadian Police Information Centre training courses and material are being updated to ensure content is consistent with GBA Plus. Assessments are ongoing to update GBA Plus terminology in the Canadian Police Information Centre and Real Time Identification Programs, including policies on the collection and display of sex and gender information.
• Canadian Criminal Real Time Identification Services continues to work with partners to provide best practices on the collection of sex information when there is either a preference to not provide it, or if there is any apparent discrepancy from identity documents, as part of a civil criminal record check.
• Additionally, Forensic Science and Identification Services, through its strategic planning process, will continue to work on GBA Plus initiatives, including examining methodologies for measuring and capturing relevant data requirements for monitoring and reporting.

Canadian Police College

• The Canadian Police College will continue to advance efforts to develop GBA Plus initiatives to monitor and report on impacts by gender and other diversity elements.
• The College recently filled the position of Director, Leadership, Inclusion and Diversity, with responsibilities that will include:
  • championing a comprehensive multi-phased approach to identify and review program areas where impacts by gender and diversity elements may be enabled;
  • ongoing expansion of Indigenous-led professional development programming within the Professional Development Centre for Indigenous Policing; and
  • chairing a committee established to review existing GBA Plus policies and process and provide recommendations on measuring impacts across the scope of College client services, campus facilities, and programming.
• A draft framework for future initiatives, made in consultation with the RCMP’s GBA Plus Centre of Expertise, is anticipated in early 2023-24.

Sensitive and Specialized Investigative Services

• Sensitive and Specialized Investigative Services regularly seeks to integrate GBA Plus considerations into its work.
• Sensitive and Specialized Investigative Services currently collects statistics related to a number of gender-based violence crimes, such as online child sexual exploitation, missing persons/unidentified remains, and serious violent and sexual crimes.
• These statistics include GBA Plus elements such as sex and age, as applicable, which allows Sensitive and Specialized Investigative Services to monitor the gender-based nature of these crimes.
• Sensitive and Specialized Investigative Services is enhancing its means of collecting and reporting on statistics related to crime types that fall within its mandate. This is being done through a number of different initiatives, including:
  • the implementation of a more automated, accurate, and accessible reporting mechanism within the case management system specific to online child sexual exploitation investigations;
  • expanding capacity within the intelligence unit, which will serve to contextualize statistics more clearly; and
  • engaging in operational initiatives and research projects, while also expanding its capacity to do so.
• These initiatives will allow Sensitive and Specialized Investigative Services to more effectively identify trends within these crime types, enhance its ability to report on impacts by gender, and as a result, have a more effective law enforcement response based on those observed trends.
• Dedicated federal funding (through Canada’s Strategy to Prevent and Address Gender Based Violence and the National Action Plan to End Gender-Based Violence Initiatives funded through Budgets 2018 and 2021) and the accompanying increase in resource levels will allow Sensitive and Specialized Investigative Services to enhance its capacity even further to monitor and report on impacts as it pertains to gender and diversity.

Specialized Technical Investigative Services

• The program continues to review GBA Plus considerations and how it can be reflected in program activities. The program will ensure guidelines are applied in future program and policy design and reviews.

Departmental Security

• As a part of the Departmental Security governance renewal, GBA Plus is being applied on multiple personnel security processes, including but not limited to security questionnaires, the security screening guide, and security screening processes.
• In the development of the Security Screening Management System, GBA Plus elements were taken into consideration, which include the development of an additional category to enable the individual to identify other than male or female.
• Departmental Security will continue to implement key foundational GBA Plus concepts and processes into the policy renewal initiative to remove unconscious biases in security documents and processes.
• Departmental Security will also continue to enhance GBA Plus awareness to facilitate integration within program culture and business processes.

Operational IM/IT Services

• The IM/IT Program does not currently collect gender or diversity data. Relevant data collection related to the IM/IT Program workforce is done through Human Resources processes and self-identification on applications.
• Information Technology and other Science, Technology, Engineering, Math fields are known to be lacking in diversity and minority representation. As such, the IM/IT Program will partner with Human Resources and academia to improve the recruitment of diverse talent.
• IM/IT will review when and where gender and diversity data can be ethically collected in the interest of advancing Equity, Diversity and Inclusion outcomes to ensure that IM/IT services and solutions are developed with an inclusive lens. Once a baseline is established, the IM/IT Program will monitor and report against indicators and establish action plans to address insights derived from the assessment.
• In 2023-24, the IM/IT Program, in collaboration with key business lines, will ensure that gender, race, and other relevant diversity data points are integrated into enterprise data standards, forms design, data governance, data ethics frameworks, etc. This will ensure that not only the IM/IT Program expands its ability to measure, but that all business lines apply enterprise data standards relevant to diversity and inclusion for consistency in reporting and insights for action.

Canadian Firearms Licensing and Registration

• The Canadian Firearms Program collects data from applicants for licenses, certificates, and authorizations in support of its regulatory mandate.
  • Application data is intended for decision making and may also be used for organizational and government statistical and research purposes.
  • Data collected through user research is intended to inform improvements to service delivery.
• In 2023-24, the program will continue to implement the Canadian Firearms Digital Services Solution by automating certain client-facing services, such as minor and business licences, to enhance service delivery to clients.
• The findings of a GBA Plus assessment supported the development of this solution to provide a digital first, multi-channel service delivery to enable clients to choose their method of interacting with the program (for example, online, phone, or mail).
• All web services will adhere to existing standards to ensure they are accessible, usable, interoperable, mobile friendly, and multilingual.
• Additionally, the design and development of online services will be informed by user research and usability testing.
• To encourage input from participants across different social sectors, a GBA Plus lens will be used to develop a recruitment strategy for user research and usability testing.

National Cybercrime Coordination Unit

• The National Cybercrime Coordination Unit includes several functions with GBA Plus implications, such as victim reporting, advanced statistical analysis, and business intelligence functions to analyze cybercrime victim reporting and data in Canada.
• The program is working towards full operating capability by 2024. At that time, it will be better positioned to conduct GBA Plus analysis on its data, including workforce, victim and suspect data.
• Specifically, the National Cybercrime and Fraud Reporting System (currently under development) will collect data from reporting victims on gender, identity, Indigenous identity, age, languages spoken, ethnicity, and potential heightened risk factors for victimization such as newcomers or people with lower incomes.
• Data collection questions and informed consent requirements (privacy statement) were developed in consultation with Statistics Canada, the RCMP Diversity and Inclusion program, the RCMP Vulnerable Persons Unit (Community and Indigenous Policing), and the Office of the Privacy Commissioner of Canada.

Provincial/Territorial Policing

• GBA Plus is not applied to the agreements themselves, but rather to the various components of providing the service.
• While it is not possible to assign indicators or apply a GBA Plus lens to the overall Contract Policing Program as guided by the Provincial and Territorial Police Service Agreements, many programs involved in the delivery of policing in contract jurisdictions apply this lens.
• The programs that report on GBA Plus initiatives separately include all aspects of the delivery of contract policing services, including the National Recruiting Program at Depot, equipment for Regular Members facilitated by the National Police Intervention Unit, Learning and Development, among others.
• Given that the scope of Provincial/Territorial Policing is a combination of multiple initiatives and programs, there is no single GBA Plus analysis for all of Contract Policing.
• It should be noted that when new initiatives are undertaken and GBA Plus reporting is applicable and can be conducted, it is considered.

Municipal Policing

• GBA Plus is not applied to the agreements themselves, but rather to the various components of providing the service.
• While it is not possible to assign indicators or apply a GBA Plus lens to the overall Contract Policing Program as guided by the Municipal Police Service Agreements, many programs involved in the delivery of policing in contract jurisdictions apply this lens.
• The programs that report on GBA Plus initiatives separately include all aspects of the delivery of contract policing services, including the National Recruiting Program at Depot, equipment for Regular Members facilitated by the National Police Intervention Unit, Learning and Development, among others.
• Given that the scope of Provincial/Territorial Policing is a combination of multiple initiatives and programs, there is no single GBA Plus analysis for all of Contract Policing.
• It should be noted that when new initiatives are undertaken and GBA Plus reporting is applicable and can be conducted, it is considered.

Indigenous Policing

Contract and Indigenous Policing Operations Support

• In accordance with the RCMP's bias-free policing policy, the RCMP's reporting does not currently capture the racialized or ethnic identity of the subjects that officers interact with.
• However, during RCMP Commissioner Lucki's June 23, 2020 testimony before the Standing Committee on Public Safety and National Security, she committed to working with the Federal Privacy Commissioner to review this reporting practice with the goal of developing an approach to collecting and reporting race-based data for police interactions and interventions.
• There are currently no plans to collect data on other areas of diversity such as disability, gender identity, or gender expression.

Force generation

• The data collected examines gender and employment equity group trends.
• It informs the efforts to promote the RCMP as a career of choice among Canadian citizens and permanent residents, with a focus on attracting applicants from Black, Indigenous, and other racialized groups.
• The RCMP has established bias-free and culturally sensitive criteria to assess and hire candidates with the key characteristics and attributes required to police in a modern policing organization. The criteria will enhance the RCMP’s ability to effectively target, process, and retain sufficient numbers of promising and broadly diverse applicants including candidates from Black, Indigenous, or other racialized communities.
• Successful modernization of the police officer recruitment process will enhance recognition of the RCMP as an inclusive employer that values diversity.

Internal services

• The RCMP Equity, Diversity and Inclusion Strategy emphasizes the need to value diversity and serve both our employees and communities with dignity and respect. It also focuses on identifying and reducing workplace and service delivery barriers for Black, Indigenous, and racialized people, women, persons with disabilities, and members of 2SLGBTQI+ communities.
• Under this strategy, the RCMP's 10 business lines and 16 divisions will continue to progress on their implementation plans that include hundreds of action items in support of improving equity, diversity, and inclusion within the RCMP.
• These plans are accompanied by a suite of performance indicators to measure progress on targeted outcomes identified in the strategy.