2022-23 Gender-based analysis plus reporting

Section 1: institutional GBA Plus governance and capacity

Governance

The Commission is pleased to have a GBA Plus Champion, who is responsible for the promotion of GBA Plus at the Commission, including disseminating relevant information to support GBA Plus awareness and implementation across the organization. The Commission also has a GBA Plus Focal Point, who is responsible for participating in the GBA Plus Focal Points Meetings and sharing relevant updates, resources, and events.

Capacity

The nature of the Commission's work as Canada's national human rights institution puts us in a unique position. As the grounds of discrimination enumerated in the Canadian Human Rights Act include sex and gender identity or expression, as well as race, religion, age, disability and others, the majority of employees have robust expertise in gender-based and intersectional analysis and assessment. Additionally, the Pay Equity Commissioner, who is supported by a dedicated Pay Equity Unit within the Commission, is entirely focused on addressing systemic gender-based discrimination in the compensation practices and systems of federally regulated employers.

The Commission is therefore especially sensitive to GBA Plus issues generally and, as such, we are able to incorporate this knowledge into our day-to-day operations and apply an intersectional lens to all areas of our work.

The Commission is committed to ensuring that the differential impacts on diverse groups of people are considered when policies, programs and initiatives are developed. The Commission's GBA Plus Champion is responsible for the application and monitoring of this approach.

Section 2: gender and diversity impacts, by program

Core responsibility: Engagement and advocacy

Program name

Promotion Program

Program goals

The Promotion Program contributes to a more inclusive Canada by raising awareness about Canadian human rights and responsibilities through its public advocacy and engagement efforts. The program engages civil society, governments, employers and other stakeholders to work together in identifying approaches to eliminate barriers to social inclusion that people in vulnerable circumstances face in today's society. The program advances human rights by developing statements, positions, approaches and tools to influence public debate on emerging, immediate and long-term human rights issues and represents the public interest in courts and tribunals to support the advancement of human rights, pay equity and accessibility. The program uses GBA Plus in all of its activities as the Commission is committed to ensuring that the differential impacts on diverse groups of people are considered when policies, programs and initiatives are developed.

Target population

All Canadians

Key program impacts* on gender and diversity

Other key program impacts

The Commission is committed to considering the differential impacts on diverse groups of people when policies, programs and initiatives are developed.

Intersectionality is one of the key guiding principles of the Commission's work to monitor the implementation of the Convention on the Rights of Persons with Disabilities (CRPD). In the Commission's engagement work in 2022–23, participants re-emphasized the importance of taking into account the intersecting identities of persons with disabilities. As such, the Commission continues to apply an intersectional lens to its work in monitoring the CRPD. It also continues to apply an intersectional lens to its monitoring and reporting of Canada's other human rights obligations as reflected in our submissions to the UN.

GBA Plus data collection plan

The Commission through the Office of the Federal Housing Advocate is required to collect disaggregated data based on the legislative need to examine systemic housing issues of the progressive realization of the right to housing in Canada. More specifically, the legislation and National Housing Strategy identifies a need to look at the housing needs of equity seeking populations such as women and children fleeing violence, gender diverse peoples, racialized people, newcomers, seniors, veterans, and people with mental health issues and addictions. Housing submissions are accepted from the public and identity characteristics are collected to better understand the housing issues facing equity deserving groups and Canadians more generally.

Core responsibility: Complaints

Program name

Protection Program

Program goals

The Protection Program contributes to a diverse society that promotes social inclusion by providing People in Canada with a human rights complaint resolution system, so that people in vulnerable circumstances can bring forward the human rights issues or challenges they face.

Target population

All Canadians

Key program impacts* on gender and diversity

Supplementary information sources

The Commission's Anti-Racism Action Plan is the result of an ongoing commitment by the Chief Commissioner, our commissioners, our leadership team and all our staff to “walk the talk” of addressing the effects of societal systemic racism and discrimination across our three roles: employer, service provider and regulator, and human rights advocate. This plan incorporates a GBA Plus lens in its commitments and actions. Collecting demographic data on complainants was a commitment under the Action Plan.

Additionally, to better understand and address human rights issues in Canada, we are asking each person who has filed a complaint with the Commission to complete a Complainant Survey. This data is used to assess any gaps using a GBA Plus lens.

GBA Plus data collection plan

In March 2023, the Commission began sending a survey to complainants following receipt of their complaint. The survey collects demographic data including whether complainants identify as Indigenous, Black or racialized. It also collects information on their gender identity, age, sexual orientation, disability and religion. This data will allow us to know who is using our complaints process and identify trends. This enhancement will also help us consider possible barriers to those we serve and improve our processes as a national human rights organization committed to challenging discrimination. In fiscal year 2023-2024, we are investing in technology to improve our ability to analyze our survey data and improve data management and analysis more broadly.

Core responsibility: Proactive compliance

Program name

Audit Program

Program goals

Audit Program contributes to the establishment of a diverse society that promotes social inclusion and a fair labour market by ensuring that federally regulated workplaces are free of barriers for women, Indigenous Peoples, persons with disabilities and racialized people. In conducting audits of federally regulated organizations for compliance with the requirements of the Employment Equity Act, the Pay Equity Act and the Accessible Canada Act, the program helps them achieve reasonable progress toward the creation of environments that foster equality of opportunity and respect for human rights.

Target population

All Canadians

Key program impacts* on gender and diversity

Other key program impacts

The Proactive Compliance Branch supports the Pay Equity Commissioner and the Accessibility Commissioner and in carrying out their mandates. It also includes Employment Equity.

In support of the Program Links identified in the Gender Results Framework in Section 3, the Pay Equity Act will have a direct impact on the economic participation and prosperity of diverse groups of women by reducing the portion of the gender wage gap that is due to the historic undervaluing of “women's work” in federally regulated workplaces. To amplify this impact, the Pay Equity Unit is working directly with workplace parties on tools, resources and training to ensure enforcement and compliance with the Pay Equity Act.

By utilizing educational materials, awareness, outreach and engagement activities, the goal is for the Pay Equity Unit to promote equal pay for work of equal value while also highlighting the detrimental effects of occupational segregation and gender stereotypes in the workplace. These efforts seek to promote education and skill development by creating diverse educational opportunities and expanding career choices. Through these efforts, we aim to not only shift public perceptions and social dialogue surrounding traditional gender-based roles but also promote gender equality in leadership roles. By challenging the notion of “women's work” and “men's work,” we strive to make women's contributions more visible and duly recognized.

In addition, the Pay Equity Commissioner continues to actively cultivate relationships and participate as a speaker in international events, aiming to learn and share best practices.

Accessibility plans that federally regulated employers must develop need to provide an explanation on how they are identifying, removing and preventing barriers in their policies, programs and services. Accessibility plans must include information about:

• how to contact the organization;
• how the organization consulted people with disabilities; and,
• how the organization identified and plans to remove and prevent barriers in its policies, programs and services in certain areas

People with disabilities are often also members of other equity-deserving groups – including women, Indigenous people, racialized groups and 2SLGBTQI+ communities. Therefore, organizations must also consider the unique barriers faced by individuals from diverse communities and with different lived experiences. Entities must take care not to exclude certain people with disabilities because they have failed to appreciate diversity, in its broadest sense.

Finally, we ensure compliance of federally regulated employers on the employment condition and opportunities for “women” under the Employment Equity Act. Although the term is not defined, it does not exclude the inclusion and diversity of gender identity. Employment equity audits promote gender diversity and ensure that federally regulated organizations meet their legislative obligations by:

• collecting information on their workforce;
• identifying and removing barriers of employment from their internal policies, procedures and practices;
• putting in place, when required, special measures and accommodation of differences; and
• fostering a workforce that is more representative of the Canadian society.