General Information
Governance structures
Gender-based analysis plus GBA+ is increasingly being integrated at Veterans Affairs Canada VAC.
VAC's GBA+ Champion (Assistant Deputy Minister level) works to promote GBA+ awareness and disseminates tools and best practices to support consistent implementation of GBA+ throughout the department. The Champion’s work plan outlines activities and strategies for 2019–20 to ensure GBA+ is integrated in departmental decision-making processes.
VAC approach is aligned with Government of Canada guidance on Gender-Based Analysis Plus, including the Treasury Board of Canada Secretariat Expectations for Gender-Based Analysis Plus in Treasury Board Submissions.
- In June 2017, VAC implemented a GBA+ Policy to ensure broad analysis of population groups is included in the development, implementation and evaluation of the department’s research, legislation, policies, programs and services. VAC is revisiting the Policy to ensure it fully aligns with new Government of Canada GBA+ direction.
In 2019–20, all of VAC’s Performance Information Profiles PIPs will be reviewed by the Performance Measurement and Evaluation Committee PMEC. Note: all PIPs contain a minimum of one GBA+ related measure.
- Throughout the 2019–20 fiscal year, PMEC discussions regarding program impact and program/policy effectiveness, as well as from a service delivery lens, will include GBA+ consideration as part of the overall health check. VAC is committed to ensuring that each of its programs are reviewed on an annual basis.
GBA+ training is promoted as part of the departmental learning and development resource guide “Map Your Career” and promoted as part of onboarding, functional readiness, and leadership development.
- The online course “Introduction to GBA+” provides important training for all employees, and VAC has identified key areas where additional training modules will be implemented. GBA+ is also included in the orientation training for all new employees.
- Managers are involved in identifying the level of training required.
In fiscal year 2019–20, the department will develop its own GBA+ Action Plan to outline the activities and strategies for the department.
Human resources
The following resources are dedicated to the implementation of GBA+ at VAC:
- a portion of one Assistant Deputy Minister level resource (departmental GBA+ Champion)
- one full time equivalent (FTE) to support the GBA+ Champion.
- a newly established GBA+ Network with 60 representatives across the department in diverse regions across the country. The GBA+ Network will continue to meet in 2019–20 to discuss current initiatives and share information.
- a portion of one FTE in Human Resources is involved in GBA+ in relation to departmental learning initiatives, promotion of GBA+ training events and the Positive Spaces initiative.
- VAC’s Policy Directorate also continues to carry out GBA+ analysis with respect to policy and program design proposals and modifications. The proportion of FTEs vary from year to year (fluctuating with the number of policy proposals being advanced).
Planned initiatives
VAC’s Strategic Policy Directorate conducts GBA+ analysis in the development and revision of policies for Veterans’ benefits. The Directorate will continue to assess potential impacts of proposed and revised policies and programs on the diverse groups of women and men, taking into account gender and a range of other intersecting identity factors such as sexual orientation, ability, geography, age, and culture/ethnicity.
- GBA+ analysis is embedded in the policy development cycle (start to finish) for proposals to Government such as those for consideration in Federal Budgets, and in the ongoing review of existing programs and policies.
GBA+ is also important to VAC’s internal Human Resources policies and practices.
- VAC is expanding its reach with employees through the “Positive Spaces Initiative”.
- To date, there are over 20 trained Positive Space ambassadors within VAC. These ambassadors assist staff in creating a welcoming and inclusive environment for everyone, including members of the lesbian, gay, bisexual, transgender, queer, two-spirit, intersex and other identity (LGBTQ2I+) communities. This network of ambassadors collaborates with other national networks such as the National Employee Council and the National Employment Equity and Diversity Advisory Council.
- In the Department’s 2017–2022 Employment Equity and Diversity Action Plan, an emphasis is placed on training for GBA+. Supervisors and managers are required to take the Status of Women Canada’s (SWC) Gender-Based Analysis Plus (GBA+) course.
- Executives are required to take SWC’s GBA+ course.
- A GBA+ landing page is in place to direct employees to online training, tools and other resources.
VAC continues to comply with Treasury Board of Canada Secretariat expectations for Gender-Based Analysis Plus in all Treasury Board Submissions.
- This includes identifying GBA+ considerations within the context of policy, program design or implementation, initiatives or services in the development of the Treasury Board Submissions and Memoranda to Cabinet.
In 2019–20, VAC’s Research Division will continue to further the Department’s work in the field of GBA+ through various initiatives and activities such as:
- Presenting VAC research findings, which among other factors, sheds light on female and male veterans; and identifying areas of further research.
- Releasing and disseminating research (e.g. Sex-disaggregated profiles)
VAC will continue to monitor and track staff awareness of GBA+.
- In 2018–19, a new question was included in the Employee Pulse Survey for 2018–19: “what is your level of awareness of GBA+?” The results indicated that 31.71% staff responded that they were aware of GBA+. Additionally, 42.63% of respondents indicated that they were aware of and understood how GBA+ affected their work environment.
In 2019–20, this question will again be included to assess awareness of GBA+ throughout the Department.