2018-19 Gender-Based Analysis table

Gender-based analysis plus

Governance structures	The nature of the Commission’s work as Canada’s national human rights institution puts us in a unique position. At least 60% of employees already have significant expertise in the analysis and assessment of the grounds of discrimination, including intersectionality, which far surpasses specific GBA+ training. The organization is more sensitive to GBA+ issues generally, as such; we are able to incorporate this knowledge into the Commission’s day to day operations. 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 has named a GBA+ champion responsible for the application and monitoring of this approach.
Human resources	There are 105 FTEs that perform analysis beyond what is required by GBA+ as part of their day to day work.
Planned initiatives	The following initiatives aim to advance GBA+ and will be applied and monitored in 2018–19. Two new prohibited grounds of discrimination were added to the Canadian Human Rights Act in 2017, Genetic Discrimination and Gender Identity or Expression. The Commission is implementing these new grounds into its complaint process. Their inclusion in the Act will expand human rights protections to an even larger group of people within Canada. Appearances before Parliamentary Committee meetings on the upcoming Accessibility Act, Proactive Pay Equity Legislation and a possible review of the Employment Equity Act, all of which will require in depth analysis of the impacts on particular segments of the population, including men, women, transgender, children, seniors, immigrants, racialized minorities, persons with disabilities, etc. Conduct reviews of the Commission's Special Program Policy and the Indigenous Employment Preferences Policy and submitting reports to UN Universal Periodic Review and the UN Committee Against Torture. The Commission will introduce issue-based employment equity audits that include a gender-based lens to better understand the situations and experiences of women across designated groups. It will also have a diversity and leadership lens to promote a higher representation of designated group members in management. Issue-based audits aim to increase their impact by identifying barriers and measures across sectors and industries. All of these initiatives are part of the core work of the Commission. Performance indicators have been established and will be monitored and reported in the Departmental Results Report.

Governance structures

The nature of the Commission’s work as Canada’s national human rights institution puts us in a unique position. At least 60% of employees already have significant expertise in the analysis and assessment of the grounds of discrimination, including intersectionality, which far surpasses specific GBA+ training.

The organization is more sensitive to GBA+ issues generally, as such; we are able to incorporate this knowledge into the Commission’s day to day operations.

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 has named a GBA+ champion responsible for the application and monitoring of this approach.

Human resources

There are 105 FTEs that perform analysis beyond what is required by GBA+ as part of their day to day work.

Planned initiatives

The following initiatives aim to advance GBA+ and will be applied and monitored in 2018–19.

Two new prohibited grounds of discrimination were added to the Canadian Human Rights Act in 2017, Genetic Discrimination and Gender Identity or Expression. The Commission is implementing these new grounds into its complaint process. Their inclusion in the Act will expand human rights protections to an even larger group of people within Canada.
Appearances before Parliamentary Committee meetings on the upcoming Accessibility Act, Proactive Pay Equity Legislation and a possible review of the Employment Equity Act, all of which will require in depth analysis of the impacts on particular segments of the population, including men, women, transgender, children, seniors, immigrants, racialized minorities, persons with disabilities, etc.
Conduct reviews of the Commission's Special Program Policy and the Indigenous Employment Preferences Policy and submitting reports to UN Universal Periodic Review and the UN Committee Against Torture.
The Commission will introduce issue-based employment equity audits that include a gender-based lens to better understand the situations and experiences of women across designated groups. It will also have a diversity and leadership lens to promote a higher representation of designated group members in management. Issue-based audits aim to increase their impact by identifying barriers and measures across sectors and industries.

All of these initiatives are part of the core work of the Commission. Performance indicators have been established and will be monitored and reported in the Departmental Results Report.