Gender-based analysis plus

1. No
   
   
2. In support of the RCMP's Equity, Diversity and Inclusion (EDI) Strategy, Federal Policing (FP) will continue to roll out its EDI Implementation Plan and advance the following GBA Plus initiatives related to staffing efforts:
   
   
   • incorporate GBA Plus considerations, best practices and lessons learned to committee and staffing selection processes, as well as talent management and succession planning processes, to ensure a bias-free environment; implement strategies and diversify approaches, methods and outreach materials to attract diverse applicants. These include the development of bias-free FP recruitment material promoting the organization's diversity through portraying different gender and ethnic groups; and
     
     
   • promote and provide access to diversity and GBA Plus awareness training, self-assessment and feedback tools.
     
     
3. N/A

1. No.
   
   
2. In support of the RCMP's Equity, Diversity and Inclusion (EDI) Strategy, Federal Policing (FP) will continue to roll out its EDI Implementation Plan and advance the following GBA Plus initiatives related to staffing efforts.
   
   
   • incorporate GBA Plus considerations, best practices and lessons learned to committee and staffing selection processes, as well as talent management and succession planning processes, to ensure a bias-free environment; implement strategies and diversify approaches, methods and outreach materials to attract diverse applicants. These include the development of bias-free FP recruitment material promoting the organization's diversity through portraying different gender and ethnic groups; and
     
     
   • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.
     
     
3. N/A

1. No.
   
   
2. In support of the RCMP Equity, Diversity and Inclusion (EDI) Strategy, Federal Policing (FP) will continue to roll out its EDI Implementation Plan and advance the following GBA Plus initiatives related to staffing efforts.
   
   
   • incorporate GBA Plus considerations, best practices and lessons learned to committee and staffing selection processes, as well as talent management and succession planning processes, to ensure a bias-free environment; implement strategies and diversify approaches, methods and outreach materials to attract diverse applicants. These include the development of bias-free FP recruitment material promoting the organization's diversity through portraying different gender and ethnic groups; and
     
     
   • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.
     
     
3. N/A

1. No.
   
   
2. In support of the RCMP Equity, Diversity and Inclusion (EDI) Strategy, Federal Policing (FP) will continue to roll out its EDI Implementation Plan and advance the following GBA Plus initiatives related to staffing efforts.
   
   
   • incorporate GBA Plus considerations, best practices and lessons learned to committee and staffing selection processes, as well as talent management and succession planning processes, to ensure a bias-free environment; implement strategies and diversify approaches, methods and outreach materials to attract diverse applicants. These include the development of bias-free FP recruitment material promoting the organization's diversity through portraying different gender and ethnic groups; and
     
     
   • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.
     
     
3. N/A

1. No.
   
   
2. In support of the RCMP Equity, Diversity and Inclusion (EDI) Strategy, Federal Policing (FP) will continue to roll out its EDI Implementation Plan and advance the following GBA Plus initiatives related to staffing efforts.
   
   
   • incorporate GBA Plus considerations, best practices and lessons learned to committee and staffing selection processes, as well as talent management and succession planning processes, to ensure a bias-free environment; implement strategies and diversify approaches, methods and outreach materials to attract diverse applicants. These include the development of bias-free FP recruitment material promoting the organization's diversity through portraying different gender and ethnic groups; and
     
     
   • promote and provide access to diversity and GBA Plus awareness training and self-assessment and feedback tools.
     
     
3. N/A

1. No.
   
   
2. The Canadian Firearms Investigative and Enforcement Services (CFIES) 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 law enforcement, such as promoting greater use of its tracing services and engaging with firearms trafficking working groups to sensitize retailers to the risks of straw and bulk purchasing of firearms. Additionally, presentation module design will incorporate indigenous considerations for outreach to detachments in areas with a significant indigenous population.
   
   
3. N/A

1. No.
   
   
2. Criminal Intelligence Service Canada (CISC) continues to advance the Canadian Criminal Intelligence System (CCIS) Project to replace its current outdated database with a modern system. The CCIS will be designed to offer more flexibility and modifiability, which will enable the system to be easily modified to adapt to changing requirements, such as capturing the necessary range of GBA Plus relevant information.
   
   
3. N/A

1. No.
   
   
2. Forensic Science and Identification Services (FS&IS) programs, through strategic planning processes, will collectively determine possible GBA Plus initiatives and will examine methodologies for measuring and capturing relevant data requirements for future GBA Plus monitoring and reporting.
   
   
3. N/A

1. Yes.
   
   
2. N/A
   
   
3. The Canadian Police College (CPC) is in the process of hiring a new Director of Leadership Development and Diversity and Inclusion. This position will oversee the Equity, Diversity and Inclusion (EDI) program portfolio for the CPC. A current consideration is to find innovative ways to strengthen the GBA Plus process applied to CPC courses and curriculum, and to expand its application beyond course training standards. A proposed next step is to conduct an assessment of course content, including delivery practices and training material, all while applying an EDI lens.
   
   The CPC is also expanding capacity through increased regional training opportunities, which help improve access for students who would not otherwise be able to travel and/or attend CPC campuses in-person. This includes developing important partnerships with external stakeholders to leverage the use of local training venues, which helps reduce potential barriers to education and training. Agencies can then support more of their employees to attend training and professional development opportunities that are offered locally and delivered by the CPC.
   
   The CPC continues to consider potential opportunities and best practices in collecting anonymized GBA Plus and EDI information – through tools such as employee surveys and course registrations – to help ensure that the data being gathered adequately reflects the various sources of client and stakeholder diversity at the College.
   
   With the recent addition of an HR advisor, the CPC continues to monitor its hiring practices to attract and retain a diverse workforce, reflective of the diversity of law enforcement clients and the community of practice.
   
   In following with the government priority of implementing a GC workplace of the Future, the CPC is designing its customized activity-based workplace plan through a GBA Plus/EDI lens, promoting a safe, healthy and inclusive work environment.

1. Yes.
   
   
2. N/A
   
   
3. Sensitive and Specialized Investigative Services (SSIS) regularly seeks to integrate GBA Plus considerations into its work. SSIS 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 (sex, age etc.) as applicable, which allows SSIS to monitor the gender-based nature of these crime.
   
   SSIS is enhancing its means of collecting and reporting on statistics related to the 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 SSIS to more effectively identify trends within these crime types, enhance its ability to report on the impacts by gender, and as a result, have a more effective law enforcement response based on those observed trends.
   
   Dedicated federal funding (through the Gender Based Violence Initiatives funded through Budgets 2018 and 2021) for SSIS and the accompanying increase in resource levels will allow SSIS to enhance its capacity even further to monitor and report on impacts by gender and diversity.

Air Services Branch

1. Yes.
   
   
2. N/A
   
   
3. The program will use common work descriptions tailored to diverse pilot skills, aircraft maintenance engineers, aviation administrations and support skills to be as inclusive as possible while meeting essential competencies. All employment initiatives will reflect government standards for hiring.

Technical Investigation Services Branch

1. No.
   
   
2. At this time, TIS does not have the authority or mechanism in place to collect this information.
   
   TIS will follow direction on GBA Plus related standards within TIS workspaces. In addition, TIS has created a strategic plan that will require each program line within TIS to review all national policies to ensure that they are compliant with GBA Plus best practices and in line with RCMP and TBS policies and direction on GBA Plus. TIS has sought assistance from AIM on how to best analyze these policies. This review will begin in early 2022 and every policy will be examined for continued compliance annually, or when a policy update is released.
   
   The TIS Strategic Plan will require every program within TIS to conduct an environmental scan and gap analysis to identify areas for innovation. Mitigation strategies resulting from the environmental scan and gap analysis will be reviewed for potential barriers to diverse groups of people in the workplace, specifically in the areas of leadership, training, accountability and culture change.
   
   TIS will continue to ensure a healthy and respectful workplace by ensuring all employees have taken the workplace violence and harassment training on Agora. TIS will also ensure compliance with any additional training put in place by the RCMP.
   
   
3. N/A

1. Yes.
   
   
2. As a part of Departmental Security (DS) governance renewal, GBA Plus is being applied on multiple personnel security processes, including but not limited to security questionnaires, security screening guide, and security screening processes.
   
   In the development of the Security Screening Management System (SSMS), GBA Plus elements were taken into consideration which included the development of an additional category to enable the individual to identify other than male or female.
   
   DS 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.
   
   DS continues to enhance GBA Plus awareness to facilitate integration within program culture and business processes.
   
   
3. N/A

1. Yes.
   
   
2. N/A
   
   
3. Data is collected within the IM/IT Program to provide management with employee GBA Plus information, including demographics of various employment equity (EE) groups (i.e., women, visible minorities, Indigenous Peoples and Persons with disabilities). It is important to note that even if the data is largely based on employee self-reporting, the information is used to compare the RCMP to the Labour Market Availability (LMA). Despite the fact that Computer Science and Engineering is a male-dominated field, statistics show the IM/IT program is exceeding the average on hiring women and Indigenous Peoples.
   
   As a next step, the program will devise a GBA Plus Strategy aimed at incorporating GBA Plus in its activities, thereupon advancing equality and inclusion for employees of all sexes, genders, and sexual orientations. The strategy will include initiatives primarily focused on: increasing awareness and understanding of GBA Plus; accounting for the differing needs and experiences of women, men, gender-diverse people, and other represented groups in the design and delivery business services; and, enhancing the well-being and equitable outcomes for all IM/IT program employees.

1. Yes. The Canadian Firearms Program (CFP) 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.
   
   
2. N/A
   
   
3. In 2022-23, the CFP will deliver the first phase of the Canadian Firearms Digital Services Solution (CFDSS) to enhance service delivery to all 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 CFP (e.g., online, phone or mail).
   
   Additionally, the CFP is building program capacity to conduct user research to improve service delivery. With baseline user feedback data, the CFP will be better positioned to monitor and assess progress to address service delivery gaps.

1. No.
   
   
2. The National Cybercrime Coordination Unit (NC3) includes several aspects with GBA Plus implications, such as advanced statistical analysis and business intelligence functions to analyze cybercrime reporting and data in Canada.
   
   The NC3 is still in initial operating capability (IOC).
   
   GBA Plus capabilities, including employee workforce and victim and suspect GBA Plus data, will be available by 2023-24 when NC3 is at full operating capability (FOC).
   
   The National Cybercrime and Fraud Reporting System also seeks to collect data from reporting Canadians on their gender and 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 were developed in consultation with Statistics Canada and the RCMP Diversity and Inclusion program as well as the RCMP Vulnerable Persons Unit (Community and Indigenous Policing). GBA Plus reporting will be available by FOC.
   
   
3. N/A

1. Yes. GBA Plus is not something applied to the Agreements themselves but rather to the various components of providing the service.
   
   
2. N/A
   
   
3. While it is not possible to assign indicators or apply a GBA Plus lens to the overall Contract Policing Program as guided by the Police Service Agreements, there are many programs involved in the delivery of policing in contract jurisdictions that do. These programs, which 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; and learning and development, among others. Given the scope of Provincial/Territorial and Municipal Policing is a combination of multiple initiatives and programs, there is no single GBA Plus analysis for all of Contract Policing. However, it should be noted that when new initiatives are undertaken and GBA Plus reporting can be conducted/ is applicable, it is considered.

1. Yes. GBA Plus is not something applied to the Agreements themselves but rather to the various components of providing the service.
   
   
2. N/A
   
   
3. While it is not possible to assign indicators or apply a GBA Plus lens to the overall Contract Policing Program as guided by the Police Service Agreements, there are many programs involved in the delivery of policing in contract jurisdictions that do. These programs, which 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; and learning and development, among others. Given the scope of Provincial/Territorial and Municipal Policing is a combination of multiple initiatives and programs, there is no single GBA Plus analysis for all of Contract Policing. However, it should be noted that when new initiatives are undertaken and GBA Plus reporting can be conducted/ is applicable, it is considered.

Reconciliation

1. No. A GBA Plus lens is applied to all national actions and initiatives that advance reconciliation. Gender and diversity impacts, and the intersectionality of such considerations, are the cornerstones of the RCMP's responses to the Missing and Murdered Indigenous Women and Girls (MMIWG) Calls to Justice.
   
   
2. The RCMP notes the lack of distinctions-based data in police reporting and statistics, which has been highlighted by many Indigenous organizations, particularly by Les Femmes Michif (Métis) response to the MMIWG Calls for Justice. As the RCMP moves forward with a pilot in the race-based data collection initiative, this will be an important consideration for program impacts in Indigenous Policing units and monitoring progress in reconciliation as well. The co-development of the RCMP's National Reconciliation Strategic Plan with an Indigenous consulting firm is one future initiative being developed with the Indigenous Strategic Operations that will consider the capacity to report impacts of reconciliation actions on gender. Future reconciliation reporting potentially expands the ability to collect and report on gender in the context of reconciliation actions.
   
   
3. N/A

1. No. At present time, only age and gender may be collected. However, as part of the Family Violence Initiative Fund (FVIF) application process, the following GBA Plus factors are currently collected:
   
   
   • gender (e.g., girls, boys, women, men);
     
     
   • age (e.g., children, youth, adults, seniors); as well as,
     
     
   • ethnicity (e.g., First Nations, other cultures).
     
     
2. To enable future monitoring and reporting of the program's impacts by gender and diversity, Contract and Indigenous Policing Operations Support will focus on the following:
   
   
   • In accordance with the RCMP's bias-free policing policy, the RCMP's police intervention reporting (known as Subject Behaviour/Officer Response [SB/OR] 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. To learn more about this initiative, see: https://www.rcmp-grc.gc.ca/vision150/tracker-suivi-eng.htm
     
     
   • To promote trust, transparency, and accountability for the Canadian public, the RCMP is committed to open, proactive, and routine disclosure of police intervention option data. Following last year's release of data from 2010-2019, the 2020 Police Intervention Options Report will now include reporting on a greater number of situational factors, including gender, substance use, emotionally disturbed persons, and weapons. The future the goal is to develop an approach to collecting and reporting race-based data for police interactions and interventions.
     
     
   • An additional GBA Plus field (i.e., LGBTQ2+) is currently being added to the Family Violence Fund Application form, expanding capacity to report on the GBA Plus factor of sexual orientation.
     
     
3. N/A

1. Yes. The data collected examines gender and employment equity group trends. It informs the efforts to promote the RCMP as a career of choice amongst Canadian citizens and permanent residents, with a focus on attracting applicants from Black, Indigenous and other racialized groups.
   
   
2. N/A
   
   
3. With modernization, the RCMP will establish and benefit from clear criteria to assess and hire candidates with the key characteristics and attributes required to police in a modern policing organization as a General Duty Constable, as well as in various specialized positions. While the initial modernization focus is on General Duty Constables, this will undoubtedly have positive impacts on future leadership of the RCMP. Clear 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 of other racialized communities. Successful modernization of the police officer recruitment process will enhance recognition of the RCMP as an inclusive employer that values diversity.

1. Yes.
   
   
2. N/A
   
   
3. The RCMP will implement a robust framework for the collection, analysis, and reporting of disaggregated race-based data on the use of police intervention options and policing occurrences; including modifications to the RCMP's major operational records management systems, developing supporting information technology, and analytical tools and capacity. This will provide senior management with recommendations of changes where this data presents evidence of systemic racism and other forms of discrimination, such as by gender. Using the results of the latest RCMP Employment Equity Report, the RCMP aims to hire more women and persons with disabilities intersectionality, promote women at the Sergeant level and above, and promote more Indigenous peoples at the executive levels. Performance metrics will track progress based on employment-equity and equity-seeking baselines and targets.
   
   The RCMP is committed to addressing systemic barriers to equity and inclusivity within the organization, such as changing RCMP HR systems to represent "gender" instead of "sex". The RCMP will strengthen the organizational policy framework for the Special Program on Regular Member Employment Equity Staffing and Promotions by renewing it and developing guidance to equip and empower hiring managers to address representation gaps, including the intersection with gender. The RCMP will also be modernizing its systems, policies, and practices in support of sustainable cultural change. These actions will be supported by developing and resourcing equity, diversity and inclusion (EDI) expertise to rebuild trust with Black, Indigenous and racialized communities, and deliver culturally competent services that are reflective of and adapted to the needs of these communities. Along with employment-equity groups, we also seek to support equity-seeking groups, such as members of LGBTQ2+ communities, with modifications to our policies and procedures to ensure inclusivity.