Public Services and Procurement Canada
Gender-based analysis plus

Institutional gender-based analysis plus capacity

Public Services and Procurement Canada (PSPC) has a gender-based analysis plus (GBA Plus) responsibility centre situated within its strategic policy unit to provide oversight, direction and promotion of GBA Plus across PSPC.

PSPC’s GBA Plus community of practice supports the consistent, rigorous and robust implementation of GBA Plus across the department's programs and services. The community of practice includes representatives from all of the department's branches and regions. Representatives from the GBA Plus community of practice share information, exchange best practices and meet several times annually to discuss issues related to the implementation of GBA Plus at PSPC.

Together, the PSPC GBA Plus responsibility centre and community of practice will:

• continue to support GBA Plus capacity building at PSPC
• increase awareness of GBA Plus across the department
• support the tailored application of GBA Plus to the various PSPC lines of business
• improve the availability of data for GBA Plus
• improve monitoring and reporting on the use of GBA Plus at PSPC

Gender and diversity impacts, by program, by core responsibility

PSPC has 5 core responsibilities (including 21 programs) supported by Internal Services:

• Core responsibility: Purchase of goods and services
  • Procurement leadership
  • Procurement services
• Core responsibility: Payments and accounting
  • Federal pay administration
  • Federal pension administration
  • Payments instead of property taxes to local governments
  • Payments and revenue collection
  • Government-wide accounting and reporting
  • Cape Breton Operations: Human resources legacy benefits
• Core responsibility: Property and infrastructure
  • Federal accommodation and infrastructure
  • Real Property Services
  • Parliament hill and surroundings
  • Cape Breton Operations: Portfolio management
• Core responsibility: Government-wide support
  • Linguistic services
  • Communications Services
  • Government-wide corporate services
  • Document imaging services
  • Asset disposal
  • Service strategy
  • Canadian General Standards Board
  • Security and oversight services
• Core responsibility: Procurement Ombudsman
  • Procurement Ombudsman
• Internal services

Core responsibility: Purchase of goods and services

Procurement leadership

Target population

All Canadians.

1. the self-declaration provided with registration in PSPC’s Supplier Registration Index (Buyandsell)
2. the Indigenous Business Directory managed by Indigenous Services Canada
3. the self-declaration provided with registration in PSPC’s Electronic Procurement Solution (CanadaBuys), as well as any validation exercise performed by Indigenous Services Canada

Other key program impacts on gender and diversity

In 2021 to 2022, PSPC launched its Supplier Diversity Action Plan, which outlines concrete steps to increase the participation of businesses from underrepresented groups in federal procurement, a cornerstone of which is the Policy on Social Procurement. The policy allows the department to create targeted approaches to increase diversity and inclusion in PSPC procurement and leverage trade agreements that permit socio-economic procurement.

PSPC also enhanced the services delivered through Procurement Assistance Canada (PAC) to help underrepresented groups successfully participate in federal procurement. In 2021 to 2022, PAC piloted a new coaching service in partnership with Women Business Enterprises Canada. This new service aims to provide assistance to experienced bidders from diverse socio-economic groups who have had limited success in bidding on federal government opportunities, via a series of personalized sessions. PAC also continued to engage with underrepresented groups to guide the department’s efforts to advance supplier diversity.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

PSPC’s new Policy on Social Procurement provides the authorities necessary to collect personal data, including information on ethnicity, gender and other socio-economic characteristics of bidders and suppliers to develop a baseline to effectively carry out social procurement.

In 2021 to 2022, PSPC also continued with the phased deployment of the Electronic Procurement Solution (EPS), with significant advancement in the onboarding of suppliers and government buyers onto the platform. The EPS will be a critical tool with respect to enhancing the department’s procurement data holdings, and its capacity to measure and assess gender and diversity in its procurement activities. In addition, PSPC works with partners at Indigenous Services Canada and Statistics Canada to support its analyses, as required.

Procurement services

Target population

All Canadians.

1. the self-declaration provided with registration in PSPC’s Supplier Registration Index (Buyandsell)
2. the Indigenous Business Directory managed by Indigenous Services Canada
3. the self-declaration provided with registration in PSPC’s Electronic Procurement Solution (CanadaBuys), as well as any validation exercise performed by Indigenous Services Canada

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

On May 3, 2021, PSPC’s Policy on Social Procurement came into effect. The policy provides the authorities necessary to collect personal data, including information on ethnicity, gender and other socio-economic characteristics of bidders and suppliers to develop a baseline to effectively carry out social procurement.

In 2021 to 2022, PSPC also continued with the phased deployment of the Electronic Procurement Solution (EPS), with significant advancement in the onboarding of suppliers and government buyers onto the platform. The EPS will be a critical tool with respect to enhancing the department’s procurement data holdings, and its capacity to measure and assess gender and diversity in its procurement activities. In addition, PSPC works with partners at Indigenous Services Canada and Statistics Canada to support its analyses, as required.

Core responsibility: Payments and accounting

Federal pay administration

Target population

Approximately 380,000 federal public service employees.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In 2022 to 2023, PSPC will undertake a refresh and expansion of the GBA Plus of pay administration, which could include the exploration of the demographics of escalation cases, return from leave cases, employees with more than 2 cases, the oldest cases by year, as well as the language profile of the pay-processing workforce.

Federal pension administration

Target population

Federal Public Service employees and retired members of the Federal Public Service.

Key program impacts on gender and diversity

Nothing to report.

Other key program impacts on gender and diversity

In 2021 to 2022, the Pension Excellence Sector established an Engagement, Diversity and Inclusion Committee. This committee aims to positively impact employee representation and advance a barrier-free and inclusive environment through engagement, education, and personal accountability.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In 2021 to 2022, a client service feedback survey was administered among 1,622 pension plan members to assess members’ satisfaction with the Pension Program’s service delivery channels. Demographic data on gender and diversity were included in the data collection. Member feedback will enable the Pension Program to evaluate current services and identify opportunities for improvement and innovation.

Payments instead of property taxes to local governments

Target population

Canadian taxing authorities hosting a federal property in their jurisdiction. Taxing authorities include municipalities, school boards, provincial governments, services boards, First Nations bands and any other bodies authorized to levy and collect property taxes in Canada.

Distribution of benefits

Not available.

The program issues payments to taxing authorities under the authority of the Payments in Lieu of Taxes Act. Local governments receive payments in recognition of the services they provide to federal property located in their jurisdictions because the Government of Canada is exempt from taxation. The objective of the program is to provide fair and equitable administration of payments to taxing authorities on behalf of federal custodian departments and agencies. Taxing authorities are managing the payments to fund municipal programs, services and infrastructure; as such, PSPC cannot assess the impact on gender and diversity with regards to payments.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report in 2021 to 2022.

Payments and revenue collection

Target population

All Canadians. All individuals and businesses receiving money from or remitting payments to the Government of Canada.

Distribution of benefits

Not applicable.

The Receiver General is a service provider to the Government of Canada departments and agencies that manage the individual programs. Those departments and agencies determine the entitlement of recipients to benefits, or the requirement for Canadians to remit funds to the Government of Canada. The Receiver General does not gather demographic information on these individuals as part of the provision of its payment services.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Government-wide accounting and reporting

Target population

All Canadians. This program supports government operations by monitoring and reporting on the state of Canada’s finances.

Distribution of benefits

Not applicable. Since this program supports federal government operations, its target is all Canadians and there is no sub-target demographic for consideration.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Cape Breton Operations: Human resources legacy benefits

Target population

This program targets a specific region (Atlantic Region, Nova Scotia and, specifically, Cape Breton Island) and targets predominately lower income senior males.

Other key program impacts on gender and diversity

All Cape Breton Operations employees were required to take diversity training in the 2021 to 2022 fiscal year. In addition, all the employees received a half-day Indigenous based cultural awareness training at the Membertou Mi'kmaw Economic Benefits Office (MEBO). The director of the operations meets regularly with MEBO to seek opportunities for local Indigenous communities to participate in Cape Breton Operations programs and contracts. Since September 2020, a local Indigenous student who identifies on the autism spectrum has been working full time with the program during his work terms, and part time during his school year, in order to obtain relevant work experience related to his field of study. The program management team has equal gender representation: female (50%) and male (50%).

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In spring and summer 2022, a document was completed containing information on Cape Breton Operations expenditures in 2021 to 2022 (what financial resources were spent, through what contracting mechanisms, and to whom the contracts were awarded). This information was shared with the Procurement Assistance Canada (PAC) team in the Atlantic Region. Currently, PAC Atlantic is analyzing the information to identify opportunities to diversify the program’s supply chain. The goal is to increase the number of equity-deserving groups (Indigenous, women, racialized Canadians, including Black Canadians, persons with disabilities, and LGBTQ) that could provide services to the Operations. Once PAC’s analysis is complete, there will be an assessment to determine if PSPC Atlantic can engage these diverse companies in contracting opportunities to provide services to Cape Breton Operations. The data collected as part of this pilot project and the expected outcomes to increase representation in Government of Canada contracting practices will help address systemic inequalities; not just related to gender but to a variety of identity factors including race, ethnicity, and mental or physical disability.

Core responsibility: Property and infrastructure

Federal accommodation and infrastructure

Target population

All Canadians. The Federal accommodation and infrastructure (FAI) Program does not benefit a particular target population. It benefits all users equally.

Other key program impacts on gender and diversity

The FAI Program provides accommodation services to federal organizations through a portfolio of office facilities and common use assets, including the stewardship and management of heritage assets. The program includes a diverse portfolio of federal facilities and activities, such as

• the stewardship and management of major engineering assets and wharves
• the administration, capital management and leasing services for residential housing units in the Northwest Territories and Nunavut to support the delivery of federal government programs
• the appraisals for all acquisitions, dispositions and transfers of real estate

There are several initiatives underway to support the Government of Canada priorities with respect to accessibility and diversity. In line with TBS’ Accessibility Strategy for the Public Service of Canada, PSPC continues to contribute to the goal of enhancing the accessibility of the built environment through accessible and inclusive workplace designs, following consultations held with employee networks and professionals across the country.

Building on the GCworkplace consultation series on accessibility that was conducted in 2020 to 2021, PSPC continues with its holistic integration of accessible and inclusive design practices in federal accommodations, where the GCworkplace Design is the mandatory standard, which is accessible and inclusive by default.

PSPC is also developing GCworkplace Indigenous Design Guidelines to provide direction to project teams with strategies to honour First Nations, Métis, and Inuit communities in Canada by incorporating culturally relevant designs into GCworkplace projects across Canada.

All access washrooms

PSPC developed the Functional Direction on all access washrooms in May 2021, which includes direction to implement 1 or more of the following options in each of its Crown-owned buildings:

• All existing base building stand-alone universal washrooms (separated from the female and male washrooms) meeting National Building Code of Canada (NBCC) and CSA standards are to be designated all access washrooms
  • this will require replacement of the universal washroom signs with all access washroom signs
• In facilities where there are no existing stand-alone universal washrooms, the installation of separate all access washrooms shall be undertaken to provide inclusivity to all genders, to comply with current legislation
• For any new construction, major rehabilitation or retrofits involving work on existing washrooms, consideration will be given to designing and installing fully accessible multi-stall all access washrooms, which are to be included as part of both the feasibility and investment analysis reports

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In 2021 to 2022, PSPC released its second interim Accessibility Plan. Building on the first interim Accessibility Plan (2020), this continues to actively support the implementation of the Treasury Board of Canada Secretariat (TBS) Public Service Accessibility Strategy. It includes activities to advance accessibility under PSPC’s 8 priority areas, including in the Built Environment and Transportation, which will carry the department through until the adoption of its 3-year accessibility plan, expected at the end of the 2022. To establish baseline data to measure success and highlight opportunities to address accessibility gaps, PSPC developed a performance measurement framework (PMF) in 2020 to 2021.

PSPC’s Office of Accessibility in the Built Environment (OABE) supports the implementation of the Accessible Government Built Environment Initiative. For example, OABE conducts technical accessibility assessments in PSPC Crown-owned real property portfolio to assess and identify improvements to ensure compliance and exceed the latest accessibility standards.

PSPC will continue to track and report on accessibility performance with the following indicators:

• total compliance score of PSPC owned and lease purchase buildings assessed against the Canadian Standards Association 2018 standard
• percentage of modernized space (in square metres) that are compliant with the Government of Canada Workplace Fit-up Standards
• number of all access washrooms in PSPC Crown-owned buildings (or percentage of PSPC Crown-owned buildings that have all access washrooms)

Real Property Services

The Real Property Services Program provides real property services (project delivery and property management) to government programs that have custody of real property assets. Client programs are situated in other government departments, as well as within PSPC.

Target population

All Canadians.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

The Real Property Services (RPS) Branch has designated a diversity champion and a mental health champion that actively seek out and organize engagements, training, workshops and information sessions that promote diversity, inclusion, multiculturalism, anti-racism or anti-discrimination, Indigenous Reconciliation, accessibility, LGBTQ2+ awareness, mental health and well-being for Real Property employees. Employees are continuously encouraged to participate in these initiatives and relevant courses; the knowledge gained within these courses and workshops is being incorporated into processes, documents and personal/professional well-being.

In March 2022, RPS also launched its own civility and inclusion charter, with supporting tools, to assist managers in promoting and ensuring respect, empathy, inclusivity, recognition and accountability in the workplace.

Further, RPS organized information sessions to promote the PSPC Guide on equity, diversity and inclusion terminology, the result of a close collaboration between more than 20 federal organizations as a response to the Clerk of the Privy Council’s 2021 Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

As of 2022 to 2023, for its data collection strategy, RPS will be collecting information on future service contracts for managing large facilities that include accessibility standards, indigenous benefits and diversity components.

Parliament hill and surroundings

Target population

All Canadians.

The evidence that informed GBA Plus as part of the Long Term Vision and Plan for the Parliament hill and surroundings Program and Laboratories Canada Strategy was gathered from research and consultations with various stakeholders as well as through the 2021 GBA Plus review.

Other key program impacts on gender and diversity

Under this program, PSPC administers 2 separate programs through its Science and Parliamentary Infrastructure Branch (SPIB): the Parliamentary Precinct and Laboratories Canada. A Long Term Vision and Plan (LTVP) has been developed for each of these programs and provides a flexible framework guiding the government’s efforts to restore and modernize the Parliamentary Precinct and federal science facilities, as well as an established governance structure at the project, program and broader LTVP levels.

The LTVPs aim to increase socio-economic participation in the federal procurement process for both programs by developing broader strategies to increase skills development, as well as apprenticeship and employment opportunities for Indigenous Peoples and firms.

In 2021, a GBA Plus review was completed, which found that SPIB’s desire to create an inclusive environment is evidenced through its focus on the built environment and its impact on all demographics.

A working group was established to examine existing practices and create next steps to improve GBA Plus for the Parliamentary Precinct and Laboratories Canada LTVPs. SPIB has a designated GBA Plus representative to ensure increased awareness, promote training opportunities, explore how to improve the availability of data and research in support of GBA Plus analysis within its portfolios.

Accessibility in the built environment and gender-based analysis plus

Work continues to ensure that Canada’s Parliamentary Precinct becomes universally accessible for persons of all abilities and SPIB has made significant progress to remove barriers in the Parliamentary Precinct. Its universal accessibility action plan outlines audits of the grounds and facilities, engagement with the Parliamentary partners and the disability community as well as develops tools to support the implementation of the universal accessibility best practices for the Parliamentary Precinct.

The Laboratories Canada strategy provides a significant opportunity to create workspaces and infrastructure that ensure accessibility and inclusion by accounting for these factors in the early design and planning stages and piloting new approaches for design and implementation—including local community representatives as pathfinders for standards development in building design. The Laboratories Canada LTVP will significantly benefit diverse user groups by improving the design of science facilities to ensure they are accessible, modern, inclusive and collaborative from accessible laboratories to gender-neutral washrooms.

Engagement of Indigenous Peoples and underrepresented groups

SPIB has implemented Indigenous provisions in the procurement of services for all its major projects. SPIB continues to look at ways to increase the number of meaningful economic opportunities for Indigenous business, employment, capacity building and inclusivity.

SPIB also continues to advance the modernization of the Parliamentary Precinct and the revitalization of federal science infrastructure while also focusing on ways to create new opportunities for underrepresented groups.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In 2021, the program developed a series of recommendations with key activities and detailed actions identified to adapt GBA Plus lens for processes and procedures, community engagement, operationalization of the application of GBA Plus and adaptation of processes by community, and leveraging the GBA Plus working group structure to assist employees and partners in the adaptation of GBA Plus, were developed.

Cape Breton Operations: Portfolio management

Target population

This program targets a specific region (Atlantic Region, Nova Scotia, Cape Breton Island).

Other key program impacts on gender and diversity

All Cape Breton Operations (CBO) employees were required to take diversity training in the 2021 to 2022 fiscal year. As well, all the employees received a half-day Indigenous based cultural awareness training at the Membertou Mi'kmaw Economic Benefits Office (MEBO). The director of the operations meets regularly with MEBO to seek opportunities for local Indigenous communities to participate in CBO programs/contracts. Since September 2020, a local Indigenous student who identifies on the autism spectrum has been working full time with CBO during his work terms, and part time during his school year, in order to obtain relevant work experience related to his field of study (finance/accounting). The CBO management team has equitable gender representation: female (50%) and male (50%).

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In spring and summer 2022, a document was completed containing information on CBO expenditures in 2021 to 2022 (what financial resources were spent, through what contracting mechanisms, and to whom the contracts were awarded). This information was shared with Procurement Assistance Canada (PAC) team in the Atlantic Region. Currently, PAC Atlantic is analyzing the information to identify opportunities to diversify CBO’s supply chain. The goal is to increase the number of equity-deserving groups (Indigenous, women, racialized Canadians, including Black Canadians, persons with disabilities, and LGBTQ) that could provide services to the operations. Once PAC’s analysis is complete, there will be an assessment to determine if PSPC Atlantic can engage these diverse companies in contracting opportunities to provide services to CBO. The data collected as part of this pilot project and the expected outcomes to increase representation in the Government of Canada contracting practices will help address systemic inequalities, not just related to gender, but to a variety of identity factors including race, ethnicity, and mental or physical disability.

Core responsibility: Government-wide support

Linguistic services

Target population

All Canadians.

Other key program impacts on gender and diversity

Indigenous languages

Indigenous languages are an integral part of Indigenous Peoples’ cultures and identities, and of Canada’s society. Of the 90 different living Indigenous languages and dialects in Canada identified by UNESCO, 3 out of 4 are endangered. The Linguistic Services Program provides translation and interpretation services in Indigenous languages to Parliament and government departments and agencies, enhancing visibility and supporting the efforts of Indigenous Peoples in the reclamation, revitalization, and strengthening of Indigenous languages as a foundation for culture and identity. It plays a role in the Government of Canada’s Reconciliation engagements and supports the Indigenous Languages Act.

Completed relevant projects include the provision of Indigenous languages interpretation services for the federal leaders’ debates during the federal elections in 2019 and 2021, the translation of COVID-19 related documents into more than 20 Indigenous languages, and the translation of the Canadian Food Guide in 9 Indigenous languages for Health Canada.

Accessibility

The Linguistic Services Program assists Parliament and government departments and agencies in meeting their obligations under the Accessible Canada Act through its provision of interpretation services in American Sign Language (ASL) and Langue des signes québécoise (LSQ) at major events organized by the Government of Canada, providing access to information to individuals whose primary language is ASL or LSQ. In addition, the Linguistic Services Program also offers video remote interpretation for sign language interpretation services. It is also supporting the development and implementation of a standing offer process through which all departments will be able to obtain communication access real-time translation (CART) and postproduction closed captioning services. These services support the equal access to government information to Canadians who are deaf, deafblind, deafened and hard of hearing.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Linguistic Services obtain GBA Plus data from PSPC’s Human Resources system. The Program works with academia and professional associations to ensure that the next generation of language specialists adapt to the rapid evolution required to meet the evolving needs of Canadians. As the Program’s workforce is female-dominated, this contributes to advancing the gender equality goals for Canada as outlined in Canada’s gender results framework, specifically for the pillars of economic participation and prosperity of women in the workforce and education and skills development.

Communications Services

Target population

All Canadians. The program provides services to federal departments and agencies, federal public servants, members of Parliament, and the Canadian public.

Distribution of benefits

Not applicable. Through the role of the program as a common service provider to the federal government, it supports government operations and thus all Canadians. The activities of the program are managed by the Government Information Services Sector, which does not collect data on benefit distribution. The program also provides some services, such as the Canada Gazette, which can be accessed by members of the general public.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Government-wide corporate services

Target population

The target populations of the program are PSPC employees as well as other federal public servants across the Government of Canada.

Distribution of benefits

The program has not yet collected data on distribution of benefits.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Document imaging services

Target population

All Canadians. The program supports federal government operations by providing high quality imaging and data capture services to other federal departments and organizations.

Distribution of benefits

Not applicable. Information on benefit distribution is not collected as it is not relevant to the program as it operates as a common service provider to other government departments.

Key program impacts on gender and diversity

Not applicable.

Other key program impacts on gender and diversity

The program is developing a solution that integrates robotic automation, artificial intelligence and optical character recognition to process large quantities of documents in compliance with the global accessibility standard that the federal government wants to apply to documents made available online.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Asset disposal

Target population

All Canadians.

Distribution of benefits

GCSurplus, managed by this program, is a service available to all Canadians and international clients who wish to purchase surplus assets. It has no target demographic. The program started collecting information on age and gender (see below) in 2021 to 2022, but only with respect to new registrants to the website. As such, this information is incomplete and cannot be deemed representative of our client base. It is therefore not possible to complete an analysis on the program at this time.

Key program impacts on gender and diversity

GCSurplus is evaluating the impact of moving to a cashless environment potentially moving to only accepting electronic payments.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

In 2021 to 2022, GCSurplus developed a new customer registration survey that would enable us to better identify our customer market and allow us to communicate and serve them more effectively. The survey includes a question on gender identity and age of respondents. However, the survey has not been administered yet.

Service strategy

Target population

The target populations of the program are PSPC employees as well as other federal public servants across the Government of Canada.

Distribution of benefits

The program has not yet collected data on distribution of benefits.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Nothing to report.

Canadian General Standards Board

Target population

Specific sectors of the economy (manufacturing industry) and federal departments and agencies.

Distribution of benefits

Not applicable. Information on benefit distribution is not collected as it is not relevant to the program.

Key program impacts on gender and diversity

Not applicable.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

Not applicable, as the collection of GBA Plus data is not relevant to the activities of this program.

Security and oversight services

Target population

All Canadians.

Distribution of benefits

Information on the distribution of benefits is not available. The program requirements are applied equally to all individuals, regardless of their gender or ethnicity.

Key program impacts on gender and diversity

Not available.

Other key program impacts on gender and diversity

Nothing to report.

Supplementary information sources

Nothing to report.

Gender-based analysis plus data collection plan

The program will closely examine the need to collect gender-based information as part of the personnel security screening process to ensure that it is collecting the correct level of data required for program delivery purposes. This requires engagement with representatives from the Treasury Board of Canada Secretariat as they are the current owners of the data collection tools and forms. The program will also review its evidentiary requirements as part of the personnel security screening process to ensure its policy and practices are not foreseen as being intrusive to the individual as sex or gender identification. The program currently does not collect sufficient gender-related data to enable monitoring or reporting its activities. The inclusion of this kind of data could be included in our review process.

Core responsibility: Procurement Ombudsman

Procurement Ombudsman

Target population

Canadian businesses and the federal government.

Distribution of benefits

Not applicable. The mandate of Procurement Ombudsman is to provide services to Canadian businesses as well as the federal government.

Other key program impacts on gender and diversity

Diversifying the federal supply chain summit

The summit is geared towards underrepresented suppliers such as Indigenous Peoples, LGBTQ2+, racialized people, persons with disabilities, and other minority groups interested in doing business with the federal government. It seeks to share information regarding the tools and programs that are available to support an understanding of the federal procurement process and help suppliers within these groups obtain federal contracts. To date, Procurement Ombudsman hosted 4 summits and is now planning its 5th summit scheduled for early 2023.

Knowledge deepening and sharing initiative

In 2018 to 2019, Procurement Ombudsman launched the initiative to better understand and share information on various aspects or issues in the procurement process. In 2019 to 2020, Procurement Ombudsman completed its first study of social procurement, which is the practice of using procurement to achieve strategic social, economic, and workforce development objectives. The follow-up study explored the programs dedicated to increasing procurement opportunities for underrepresented and/or diverse and Indigenous suppliers. Procurement Ombudsman consulted with members of the Persons with disabilities network as well as the Public Service Accessibility Team to discuss the adoption of the accessibility passport at Procurement Ombudsman which helps address obstacles federal public service employees and applicants with disabilities face.

Gender-based analysis plus data collection plan

The Office of the Procurement Ombudsman’s (OPO’s) ongoing commitment to GBA Plus data collection includes:

• capturing additional information through the annual outreach calendar such as where outreach activities are being conducted in order to provide additional information on the number of awareness-building activities and engagements per year specifically with businesses owned or led by:
  • Indigenous Peoples
  • Black and racialized Canadians
  • women
  • LGBTQ2 Canadians
  • other underrepresented groups
• seeking feedback from our staff internally through the employee survey pertaining to their accessibility requirements on an annual basis
• seeking feedback from suppliers at town hall meetings and diversity summits regarding potential barriers they are facing in the areas of GBA Plus and reporting on them annually
• tracking progress on OPO’s commitment of having women represent 50% of members within the office, and individuals from underrepresented groups representing 30% (by 2025)

Internal services

To integrate GBA Plus into human resources planning, PSPC’s Human Resources Branch (HRB) analyzes data gathered from employee representation and employee diversity promotion surveys. This information is incorporated into departmental and branch-level environmental scanning. In summer 2020, HRB undertook an internal consultation with HR partners to complete the Gender-inclusive Services self-assessment tool and used the tool as the basis for identifying areas for improvement.

PSPC’s Digital Services Branch developed an internal GBA Plus action plan to support implementation efforts and also leads an Interdepartmental Knowledge Share Working Group for GBA Plus.

PSPC also organized events and learning activities to engage employees on matters related to accessibility and inclusion. The Accessibility Office launched the PSPC Accessibility and Inclusion online course and developed a suite of accessibility tools to raise awareness about inclusive workplace and about unconscious bias towards people with disabilities. The office drafted PSPC’s first multi-year accessibility plan to be published by December 31, 2022. The plan advocates for a fairer and more inclusive department for persons of all abilities in the services that the department provides to employees and Canadians. While it focuses on PSPC activities to advance the priorities of the Accessible Canada Act, the accessibility plan also supports broader departmental efforts to build a more diverse and inclusive PSPC. Consultations with employees with and without disabilities, internal networks and committees, and external experts were key to the development of the accessibility plan and allows the Accessibility Office to maintain a general awareness of diversity and inclusion issues affecting persons with disabilities at PSPC relating to accessibility. Perspectives encompassing gender and diversity were welcomed throughout the consultation process.

PSPC’s Ombud for Mental Health promotes a workplace where people come first and where their dignity is respected. The office is exploring the GBA Plus tools to strengthen its analysis and reporting. Staffing actions were leveraged towards achieving a more equitable employee representation within the office. The Ombud continued to promote a safe space for all employees where they are free to speak, without fear of reprisals or judgment, about any issue that is affecting their mental health and that is keeping them from being able to fully contribute to the workplace.