Gender-based analysis plus

Responsibility for Gender-based analysis plus (GBA+) implementation and governance within the RCMP resides with the Action, Innovation and Modernization (AIM) Office. The AIM Office reports directly to a senior executive position established to oversee modernization within the RCMP, which includes coordination and support for GBA+ implementation. In addition, the RCMP GBA+ Champion is a member of the RCMP's Senior Executive Committee, which ensures GBA+ considerations are integrated within departmental deliberations and decision-making processes at the highest level of the organization.

Dedicated GBA+ resources within the AIM Office help support the coordination and implementation of GBA+ activities within the RCMP, including the conduct of strategic GBA+ projects. These GBA+ resources provide centralized advice and support on the application of GBA+ across the RCMP, including reporting on GBA+ initiatives to the RCMP Senior Executive Committee, and serve as the primary contact point for all matters related to GBA+ for the Department of Women and Gender Equality, central agencies, and broader Government of Canada GBA+ Networks. The team works with subject matter experts to integrate GBA+ into departmental decision-making documents, including the completion of GBA+ for: Memoranda to Cabinet; Treasury Board Submissions; budget proposals; business cases; policies and procedures; and the conduct of strategic in-depth GBA+ projects.

Completion of the Department of Women and Gender Equality's Introduction to GBA+ online course is now mandatory for all Commissioned Officers (executive equivalent) as well as members of the RCMP's Senior Executive Committee. To date, over 7,700 RCMP employees have completed the course and several internal GBA+ awareness sessions have been delivered across RCMP business lines at National Headquarters, and with senior executive teams in the divisions.

The RCMP remains a member of the Federal GBA+ Interdepartmental Committee (Defence and Security cluster) to facilitate the sharing of GBA+ best practices and strategies, and to identify opportunities for collaboration on specific objectives and projects. The RCMP will also continue to participate in other intra- and inter-departmental forums related to departmental and government-wide GBA+, gender, diversity, and inclusion priorities and objectives.

Within the RCMP, GBA+ resources will continue to be engaged in targeted projects to provide evidence-based assessments and recommendations to support RCMP modernization efforts.

Four FTEs will be primarily dedicated to GBA+ implementation within the RCMP in 2020-21.

In support of ongoing RCMP transformation efforts, GBA+ will continue to be used as a key modernization tool to help ensure gender, diversity, and inclusion considerations are integrated in the development and renewal of RCMP policies, programs, and services.

The GBA+ initiatives planned for 2020-21 are provided below.

Uniform Modernization

The RCMP's GBA+ Responsibility Centre will further examine the RCMP Uniform and Dress Policy to increase its inclusiveness as new pieces for the uniform are being designed and tested.

Mandatory Applicant Requirements

The impact of mandatory recruitment requirements on RCMP applicants will be examined further to inform RCMP recruitment policies and processes, including the RCMP entrance exam, to ensure it is modern and inclusive..

Awards

The RCMP will implement the findings of the GBA+ of the Awards and Recognition Policy, including the eligibility for periods of leave without pay (such as for parental leave) for the RCMP's Long Service Award. The policy will be aligned with Public Service best practices and consideration will be extended to previously excluded employees.

Network and Focal Points

An intra-departmental GBA+ Network and departmental Gender Focal Points will be identified and implemented across the organization to ensure greater distribution and availability of GBA+ expertise and capacity.

Training

The RCMP GBA+ Responsibility Centre will develop and distribute GBA+ resources and guidance tools and identify GBA+ training opportunities for the RCMP GBA+ Network in an effort to support the sustainable implementation of GBA+ within the Department.

Inclusive Design

The RCMP will also pilot inclusive facility design projects, which will be aligned with the RCMP-wide implementation of GBA+, with best practices applied to new and existing detachments. These efforts will focus on ensuring facilities – including change rooms, showers, and washrooms – are inclusive for people of all genders.

Selection Processes

The Canadian Criminal Real Time Identification Services (CCRTIS) is piloting two practices with respect to employee selection processes including:

• Using a blind evaluation process to establish the results of all written competitions. This approach will minimize bias on the part of the evaluator and may help to increase opportunities for candidates who could be disadvantaged based on disability, gender identity, sexual orientation, Indigenous identity, immigrant status, and visible minority status.
• Using Board+ candidates for interview selection. Board+ is a pool of profiles of federal public servants representing Indigenous peoples, disabled persons, visible minorities and official language minority communities (OLMC) who are interested in sitting on a selection board. A diverse selection board helps to ensure that candidates are evaluated fairly from a wide range of perspectives.

RCMP IM/IT Program – Digital Policing Strategy

The RCMP will use GBA+ in the delivery of its newly released Digital Policing Strategy (DPS), "The Connected RCMP", which has specific demographic considerations for RCMP employees and Canadian citizens. Proactive action will be taken to ensure technology is usable by all and to identify and address impacts of the strategy on diverse groups.

The DPS is aligned with the Gender Results Framework goal of "Eliminating gender-based violence and harassment, and promoting security of the person and access to justice." Access to and confidence in the criminal justice system by Canadian society is foundational to the DPS.

Technology is typically male-dominated and the gender issue is prominent. It is further understood that new technology can be experienced differently by various communities (e.g., the use of video surveillance analytics). The DPS was finalized in early 2020 and specific measures and results have yet to be defined but are expected during the next cycle as various capabilities are implemented, subject to investment. Resulting projects will utilize the GC Digital Standards with a focus on user experience, accessibility, and ethical design from the start.

National Cybercrime Coordination Unit

The RCMP established the National Cybercrime Coordination Unit (NC3) to coordinate Canadian law enforcement cybercrime operations and collaborate with international partners. The NC3 is a complex initiative with a five-year implementation plan. It will reach initial operating capability by April 2020 and full operating capability by April 2023.

The NC3 initiative will analyze GBA+ considerations from an internal workforce and diversity perspective, and will aim for workforce diversity. As at October 2019, women comprise 44% of the NC3 workforce, and 28% are visible minorities. In comparison, public reports indicate that women comprise as low as 11% of the global workforce in cyber security. The NC3 will continue to address the lack of female representation in cyber-related fields by examining opportunities for targeted recruitment initiatives that promote and support gender parity and workforce diversity, such as opportunities involving the Women in Communications and Technology National Public Sector Network. The NC3 will continue to monitor its internal workforce demographics and apply a GBA+ lens throughout 2020-21 and beyond.

By full operating capability (April 2023), the NC3 initiative will include additional measures to assess other GBA+ considerations, such as data on targeted victims of cybercrime by age and other factors, and a GBA+ examination of cybercrime perpetrators based on available data. For example, targeted analysis on sub-populations of cybercriminals will inform the NC3's operations, such as intelligence analysis and referrals for investigative action.

Once fully operational, the NC3 initiative will also include the implementation of new information sharing, case management, and advanced analytic systems, including a new public reporting system for cybercrime victims. These systems will improve the RCMP's ability to analyze disparate and varied data sources on cybercrime victims and cybercriminals, including those with GBA+ implications. In particular, the new public reporting system will improve victim reporting and usability, and enable the NC3 and Canadian police partners to better understand who is being victimized by cybercrime. In turn, this will contribute to more targeted and effective intelligence analysis, situational awareness, prevention, and outreach efforts to combat cybercrime, such as advanced analytics on vulnerable demographics (e.g., youth, elderly) and targeted sectors (e.g., critical infrastructure, small and medium-sized businesses) affected by cybercrime.

Sexual and Gender-Based Violence (GBV)

Addressing violence affecting women and children is a major factor in empowering gender equality and improving the rule of law. Unfortunately, sexual and gender-based violence (SGBV) remains a significant issue in many areas of conflict around the world. The RCMP provides peace operations specialist teams to help address this issue by working with local police services, through the International Police Peacekeeping and Peace Operations Program.

In 2020-21, the RCMP will develop and implement training for Canadian police officers, who are deploying overseas on peace operations and missions, to increase their awareness of indicators of SGBV as well as improve the reporting and managing of incidents in conflict environments.

Programs do not collect individual recipient microdata information to undertake GBA+. Programs do not provide services or benefits to individual Canadians or Canadian corporations. Programs/services provided are delivered to all Canadians.