Gender-based analysis plus
On this page
List of acronyms and abbreviations
- DICE
- Diverse and Inclusive Pre-cadet Experience
- GBA Plus
- Gender-based Analysis Plus
- RBDC
- Race-Based Data Collection
- RCMP
- Royal Canadian Mounted Police
- UN
- United Nations
List of tables
- Table 1: International Operations – key program impact statistics
- Table 2: Federal Policing National Governance – key program impact statistics
- Table 3: National Cybercrime Coordination Unit – key program impact statistics
- Table 4: Sensitive and Specialized Investigative Services – key program impact statistics
- Table 5: Operational Information Management and Information Technology Services – key program impact statistics
- Table 6: Canadian Intelligence Service Canada – key program impact statistics
- Table 7: Force Generation – key program impact statistics
- Table 8: Indigenous Policing – key program impact statistics
Introduction
In 2018, Parliament passed the Canadian Gender Budgeting Act. The departmental plans and departmental results reports are being used to fulfill the President of the Treasury Board's obligations to make public, every year, analysis on the impacts of expenditure programs on gender and diversity.
Each organization is responsible for conducting their own Gender-based Analysis Plus (GBA Plus)
The Policy on Results indicates that Program officials, as designated by Deputy Heads, are responsible for ensuring data collection for meeting policy requirements.
Applicability
All organizations must complete GBA Plus supplementary information tables in departmental plans and departmental results reports on an annual basis.
Section 1: Institutional GBA Plus governance and capacity
Governance
GBA Plus continues to be an important part of RCMP reform efforts. In May 2023, the Commissioner of the RCMP announced the establishment of a new Reform, Accountability and Culture sector. Within this sector, the Culture, Innovation and Gender-based Analysis Plus team provides strategic advice, oversight and coordination of internal culture change initiatives, and promotes GBA Plus as a key competency through the GBA Plus Centre of Expertise.
In support of increased GBA Plus awareness and implementation, the GBA Plus Centre of Expertise held quarterly meetings of the RCMP GBA Plus Network, for which membership has grown to over 110 employees, convening representatives from throughout the organization to discuss a variety of topics, such as: equity, diversity and inclusion reporting; divisional GBA Plus practices; survey data as a GBA Plus resource; racial equity; and accessibility and disability.
The RCMP GBA Plus Centre of Expertise remains a member of the GBA Plus Interdepartmental Committee, led by Women and Gender Equality Canada, enabling the RCMP to benefit from the exchange of knowledge and tools with federal partners.
In order to strengthen awareness and application of GBA Plus, the GBA Plus Centre of Expertise published the first RCMP Gender-based Analysis Plus Policy Statement in December 2023, formalizing the commitment to implement GBA Plus in all policies, programs, initiatives and operations. The policy was announced by the GBA Champion, the Deputy Commissioner of Contract and Indigenous Policing.
Capacity
In 2023-24, the GBA Plus Centre of Expertise provided GBA Plus support on a variety of initiatives, including: recruitment; the roll-out of body-worn cameras; the renewal of the RCMP’s core values; and the modernization of sex and gender information practices, among others. In addition, training was delivered to RCMP employees to increase their capacity to support GBA Plus implementation, including a tailored session with the RCMP’s Covert Operations program, to provide an overview of GBA Plus and highlight relevant considerations for their work. A variety of GBA Plus awareness sessions were also offered to support business lines and employees in better applying GBA Plus to their work. This included the delivery of an organization-wide information session by Pauktuutit Inuit Women of Canada on its Inuit-specific Gender-based Analysis Plus framework, to highlight culturally competent approaches to GBA Plus.
The RCMP continued to encourage employees across the organization to complete the Canada School of Public Service Introduction to GBA Plus online course. This course is mandatory for all executives and commissioned officers, including members of the RCMP Senior Executive Committee.
Human resources (full-time equivalents) dedicated to GBA Plus
In the 2023-24 fiscal year, there were 8.5 full-time equivalents within the organization playing a key role in supporting GBA Plus implementation.
Section 2: Gender and diversity impacts, by program
Core responsibility: Federal Policing
Program name: Federal Policing Investigations
Program goals
Federal Policing Criminal Operations and Federal Policing National Security continued to liaise and collaborate to raise awareness within their program areas
Target population
All Canadians
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
Not available
Other key program impacts
Federal Policing continued targeted staffing efforts to employ members from diverse backgrounds and experiences to better reflect the changing needs of the program and the environment in which it operates. Despite these efforts, ongoing competition in Canada’s employment market frequently impacted recruitment initiatives.
GBA Plus data collection plan
Over the course of 2023-24, the Federal Policing investigations unit used an Equity, Diversity and Inclusivity lens to review all training and collaborated internally to ensure that this lens was taken into consideration when developing and delivering training courses. During this fiscal year, the redeveloped courses provided developmental and mentorship opportunities for both candidates and facilitators. In addition, the unit provided access to wellness, diversity, and anti-racism training by implementing a Mental Wellness Champion, who shared a multitude of wellness resources, disseminated information and documentation on workshops related to Mental Health and Wellness, organized peer recognition events and Health and Wellness training, and continued work to establish a Mental Health and Wellness corner for employees.
Federal Policing collected further information by establishing a Health and Wellness Committee co-chaired by representatives from each employment category at the RCMP, which coordinated information sessions on mental health to inform employees and committed to eliminating barriers to mental health care by addressing the stigmatization of mental health. The committee also encouraged mental health training, which led to numerous employees becoming Peer to Peer coordinators or advisors, and encouraged others to become Mental Health First Aid certified.
Program name: Federal Policing Intelligence
Program goals
Federal Policing National Intelligence was aligned with the RCMP hiring practices and policies that systematically integrate GBA Plus considerations and further reflected Canadian society by diversifying intelligence collection and analysing workforces within the program. In 2023-24, the program’s activities were pre-investigative and thus had limited capacity to identify GBA Plus considerations on either victims or perpetrators of the suspected criminal activities.
Target population
All Canadians
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
Not available
GBA Plus data collection plan
Federal Policing relies on RCMP record management systems for data collection. In 2023-24, these systems were not able to collect data on gender identity as opposed to biological sex at birth. This meant that certain programs could not analyze their work according to current GBA Plus guidelines.
Program name: International Operations
Program goals
The RCMP’s international program aimed to prevent crime, enforce Canadian law and protect Canada and its allies; collect and operationalize criminal intelligence; and represent and promote Canadian law enforcement abroad. In 2023-24, International Operations incorporated GBA Plus considerations in the delivery of its operations at home and abroad, leading Canadian policing’s contributions to Canada’s National Action Plan for Women in Peace and Security.
Target population
Canadian and foreign law enforcement agencies, as well as affected populations in states where Canadian law enforcement and security institutions engage.
Distribution of benefits
- By gender
- Third group: Broadly gender-balanced
Specific demographic group outcomes
The International Operations program is intended to support all Canadians, including those living at home and overseas, and individuals in other countries. The program is a key contributor to the UN’s efforts to increase representation of women from across the world in peace operations.
Key program impacts on gender and diversity
To enhance the ability of RCMP police officers to deliver gender-sensitive programming, the goals set in the United Nations’ Women, Peace and Security agenda continued to be a key pillar within the RCMP’s Pre-Deployment training. In the fiscal year 2023-24, the RCMP facilitated 5 International Peace Support Operations Training courses and a session on the United Nation’s Security Council Resolution 1325 on Women, Peace and Security Implementation, which was delivered to all officers deployed in 2023-24.
Key program impact statistics
| Statistic | Observed results | Data sources |
|---|---|---|
| Percentage (%) of Canadian personnel deployed that are women in peace operations table 1 note 1 | 38% of all officers deployed to Peace Operations last fiscal year were women officers |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in the United Nations Organization Stabilization Mission in the Democratic Republic of the Congo table 1 note 2 |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in the United Nations Integrated Office in Haiti table 1 note 2 | The data set was too small to disclose without risking privacy rights |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in Haiti Support through Haiti field unit, Temporary Liaison officers and International Security Assistance Coordination Group (ISACG) table 1 note 2 |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in Permanent Mission of Canada to the United Nations in New York table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in UN Gratis Positions in New York table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in International Criminal Court table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in the Canadian Police Mission in Ukraine and the European Union Assistance Mission Ukraine table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in Operation PROTEUS and the European Union Coordinating Office for Palestinian Police Support table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in the UN Multidimensional Integrated Stabilization Mission table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in UN Institute for Training and Research table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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| Number of Canadian personnel deployed on international peace operations missions (including ancillary missions) by mission and gender in the UN Mission in Kosovo table 1 note 2 | The data set was too small to disclose without risking privacy rights. |
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Table 1 notes
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GBA Plus data collection plan
In 2023-24, International Special Services developed new GBA Plus performance indicators to enhance understanding of improvement areas at program and mission levels. The GBA Plus data will be systematically collected, analyzed, reported and leveraged for continuous program improvement starting in 2024-25.
Program name: Federal Policing National Governance
Program goals
The Federal Policing National Governance program focused on enhancing leadership and employee development through a wide range of online and in-person learning opportunities, and also improved internal processes and adopted best practices to strengthen accountability and governance. GBA Plus was applied in program areas dealing with workforce modernization and operational policy to ensure that the negative impacts of workplace policies were mitigated for all employees who may have faced barriers to access or participation.
Target population
All Canadians
Distribution of benefits
- By gender
- Third group: broadly gender-balanced
- By income level
- Third group: no significant distributional impacts
- By age group
- Second group: no significant intergenerational impacts or impacts on generations between youths and seniors
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
In 2023-24, Federal Policing Strategic Management promoted and provided access to diversity and GBA Plus awareness training and self-assessment and feedback tools. Throughout the year, the Civilian Criminal Investigator Program also used social media platforms and attended career fairs hosted by colleges and universities as a targeted approach to recruit candidates who can contribute to a diverse and professional workforce. The national collective staffing processes for the Civilian Criminal Investigator Program have been collecting self-identified employment equity data. As of January 2024, approximately 43% of the Civilian Criminal Investigator candidates have self-identified as belonging to an employment equity group.
Key program impact statistics
| Statistic | Observed results | Data source |
|---|---|---|
| Percentage (%) of Federal Policing employees who self-identified to an employment equity group by category of employee table 2 note 1 |
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Report on Employment Equity Representation for all Categories of Employment within Federal Policing as of January 1, 2024 |
Table 2 notes
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GBA Plus data collection plan
In 2023-24, Federal Policing Strategic Management utilized a GBA Plus lens to develop strategies, and perform outreach activities to attract diverse employees. Furthermore, the program area worked with Business Intelligence and Transformation on collecting diversity and Employment Equity information to analyze available disaggregated data and apply an intersectional approach to assess potential impacts on candidates’ selections based on their identity factors and identify challenges in hiring from diverse groups.
Program name: Protective Operations
Program goals
Protective operations operated in a distinct environment servicing multiple level of protected persons integrating GBA Plus in its threat and risk analysis on a daily basis in relation to its clients. All level of protective operations, from training, to equipment, and operational procedures, utilized a GBA Plus lens to ensure that risks were identified and that mitigation strategies were in place for both members and clients.
Target population
All Canadians, international protected persons and protective members.
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
Not available
GBA Plus data collection plan
Federal Policing relies on RCMP record management systems for data collection. In 2023-24, these systems were not able to collect data on gender identity as opposed to biological sex at birth. This meant that certain programs could not analyze their work according to current GBA Plus guidelines.
Core responsibility: Specialized Policing Services
Program name: National Cybercrime Coordination Unit
Program goals
The Canadian Anti-Fraud Centre and the National Cybercrime Coordination Unit work closely together, sharing information, resources, and strategies to help combat cybercrime and fraud in Canada. To inform RCMP GBA Plus activities, the Canadian Anti-Fraud Centre and the National Cybercrime Coordination Unit continues to work on the collection of victim data by gender and diversity through a new National Cybercrime and Fraud Reporting System, planned to be operational for 2024-25.
Target population
Canadian victims of cybercrime and fraud
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
In 2023-24, the National Cybercrime Coordination Unit maintained the operation of the National Cybercrime and Fraud Reporting System.
Key program impact statistics
| Statistic | Observed results |
|---|---|
| Fraud and cyber fraud victim reports by gender |
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| Fraud and cyber fraud victim reports by age range |
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| Fraud and cyber fraud victim reports by language |
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Table 3 notes
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GBA Plus data collection plan
In 2023-24, the National Cybercrime Coordination Unit continued to conduct victim (user) research with different groups and communities to inform the design and implementation of the National Cybercrime and Fraud Reporting System, and to ensure that the new reporting system aligns with victim needs. Development of the National Cybercrime and Fraud Reporting System in 2023-24 will enable the National Cybercrime Coordination Unit to expand on its ability to report on gender and diversity impacts associated with gender identification, age range, ethnicity, Indigenous Person self-identification, and languages spoken indicators for victim reports of cybercrime and fraud.
Program name: Sensitive and Specialized Investigative Services
Program goals
Sensitive and Specialized Investigative Services endeavoured to optimize systems for improved data collection, trend identification, and reporting on impacts by gender for gender-based violence crimes, including online child sexual exploitation, missing persons, unidentified remains, and serious violent and sexual crimes.
Target population
All Canadians and law enforcement
Distribution of benefits
- By gender
- Third group: broadly gender-balanced
- By age group
- First group: primarily benefits youth, children or future generations
Specific demographic group outcomes
The Sensitive and Specialized Investigative Services program is expected to benefit all Canadians.
Key program impacts on gender and diversity
Sensitive and Specialized Investigative Services provided operational support and specialized services to police agencies across Canada. In 2023-24, the program progressed on child sexual exploitation investigations, the identification of victims, and their removal from abusive situations. In addition, the program area conducted operational research, and supported efforts to bring offenders to justice, including those who offend abroad.
Key program impact statistics
| Statistic | Observed results |
|---|---|
| Number of Canadian victims of online child sexual exploitation identified and uploaded to the international database in 2023-24 | Increase by approximately 16% |
Table 4 notes
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GBA Plus data collection plan
Sensitive and Specialized Investigative Services continued to enhance and advance its means of collecting and reporting on statistics related to online child sexual exploitation. This was done through the implementation of an optimized reporting mechanism specific to online child sexual exploitation investigations; increasing capacity within the intelligence unit to contextualize statistics more clearly; and engagement in operational initiatives and research projects.
Program name: Canadian Police College
Program goals
The Canadian Police College continued to modernize its operations to meet the evolving training demands of the growing diverse law enforcement community, supported the need for advanced and specialized training opportunities to be more inclusive, improved accessibility through online learning and regional delivery formats, and increased the availability of French courses.
Target population
Law enforcement
Distribution of benefits
- By gender
- Second group: 60% to 79% men
- By income level
- Third group: No significant distributional impacts
- By age group
- Second group: no significant inter-generational impacts or impacts generation between youth and seniors
Specific demographic group outcomes
The Canadian Police College contributed to mitigating existing GBA Plus gaps by increasing access to advanced and specialized training, thereby increasing expertise in the workforce that is more reflective of the broadening diversity of policing and of communities in Canada and benefiting “all Canadians”. The College also continued to invest in its Digital Strategy to help improve equitable access and participation from the law enforcement community to advanced and specialized training. Digitization is expected to mitigate challenges for participants and subject matter resources who may experience barriers in accessing or participating in Canadian Police College courses, in person.
Key program impacts on gender and diversity
At the Canadian Police College, ongoing challenges remain concerning the attraction and retention of a diverse workforce. In 2023-24, hiring practices prioritized the significant need for expertise in course instructors and subject matter resources to seasoned police officers, where there was less diversity and fewer eligible individuals. Broader access to specialized training through digitization is expected to improve participation of diverse candidates from which expert course instructors and subject matter experts can be then be selected.
GBA Plus data collection plan
The Canadian Police College continued to invest in its Digital Strategy to modernize operations, including the implementation of an agile digital learning platform to meet ongoing training demands of the law enforcement community and improve equitable access to advanced and specialized training.
In 2023-24, the Canadian Police College increased its number of online and hybrid courses and was in the early stages of capturing data, of which a sample will be used in a comparative analysis and to identify specific GBA Plus gaps and trends dating back to 2022. In addition, it also hired a dedicated employee to lead the College’s Leadership, Diversity and Inclusion Center, the Professional Development Center for Indigenous Policing, and chair the College Equity, Diversity and Inclusion Committee, providing support across the breadth of College operations, including where intersectionality may occur.
The Canadian Police College remained engaged in discussions with partners on how to conduct a broader assessment of its operations. This was to determine where GBA Plus analyses could provide the most benefits and where the collection of gender-based data could occur, while continuing to protect the privacy of participants and partners.
Program name: Departmental Security
Program goals
The Departmental Security program continued to prioritize providing a bias-free, GBA Plus informed onboarding process for new employees.
Target population
All Canadians and law enforcement
Distribution of benefits
Not available
Specific demographic group outcomes
All Canadians
Key program impacts on gender and diversity
GBA Plus was applied within the modernization of personnel security tools and processes, including by updating security risk factors and employee questionnaires, which were cornerstone pieces of the program. In addition, the program worked with Human Resources to address GBA Plus issues related to Pre-Cadet Programs and address unique issues which could arise whereby general security requirements could not be met by certain Canadians (including permanent residents) due to factors outside their control, including the acceptance of paper submissions when technology was not readily available.
GBA Plus data collection plan
Departmental Security enhanced GBA Plus awareness to facilitate integration within program culture and business processes.
Program name: Operational Information Management and Information Technology Services
Program goals
The Operational Information Management and Information Technology Services program worked to create an Equity, Diversity and Inclusion Plan focused on increasing awareness and understanding of GBA Plus, and its incorporation into the design and delivery of business services. In addition, the program utilized GBA Plus in the delivery of its Digital Policing Strategy, and incorporated it in the program’s project management framework.
Target population
All Canadians and law enforcement
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
The Operational Information Management and Information Technology Services program continued to ensure gender diversity in its people management practices by targeting new hires and students to remain above labour market availability levels. In addition, the program addressed potential barriers to workforce participation by constantly finding new ways to sustain hybrid and remote working opportunities.
Key program impact statistics
| Statistic | Observed results |
|---|---|
| Maintain a 30% baseline for the overall number of women working in Operational Information Management and Information Technology Services table 5 note 2 |
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Table 5 notes
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Other key program impacts
Roles within the Information Management and Information Technology Services program are typically in the Computer Science and Engineering occupational groups and thus overrepresented by men. To address this, the program launched a mentorship program intending to attract and support a more diverse group of employees applying to selection processes. The program provides employees with the guidance and tools necessary to successfully compete for employment opportunities, the program further promotes equity and diversity in the workplace.
To illustrate, this year, the RCMP increased the hiring of women, particularly in leadership roles. Women now account for 42% of the Information Management and Information Technology Services program leadership team.
GBA Plus data collection plan
Not available
Program name: Canadian Firearms Investigative and Enforcement Services
Program goals
The Canadian Firearms Investigative and Enforcement Services program continued to aid law enforcement and criminal justice partners to combat the smuggling, trafficking, and illegal use of firearms. A GBA Plus lens was applied to the development and maintenance of its training and awareness materials and to enhance service delivery.
Target population
All Canadians and law enforcement
Distribution of benefits
Not available
Specific demographic group outcomes
All Canadians
Key program impacts on gender and diversity
The Canadian Firearms Investigative and Enforcement Services business line largely provided support to law enforcement in technical areas including firearms tracing and firearms inspection and classification, where there was limited scope for GBA Plus analysis. However, the National Weapons Enforcement Support Team, which liaised with provincial and municipal law enforcement partners to provide firearms-related technical advice and assistance to investigators, had greater scope. This included assessing qualitative versus quantitative methodologies, and expanding their use of a GBA Plus lens in the development and maintenance of training and awareness material.
Training modules aimed at educating operators of licenced businesses on how to recognize suspicious behaviours in the context of, for example, straw purchasing activities, continue to be updated to reflect the fact that members of different cultures react differently to certain interpersonal situations (for example, avoiding direct eye contact is not necessarily indicative of deception or ill intent). Similarly, training packages aimed at provincial and municipal law enforcement partners operating in the far north or in areas with higher proportional indigenous populations were updated to ensure that law enforcement officers were aware of how the Firearms Act and its regulations applied differently in certain cases. For example, via special provisions for sustenance hunting, exemptions from licensing fees, or provisions for alternative certification by elders through the Aboriginal Peoples of Canada Adaptation Regulations.
GBA Plus data collection plan
Not available
Program name: Canadian Firearms Licensing and Registration Services
Program goals
The Canadian Firearms Licensing and Registration program oversaw the administration of the Firearms Act and related regulations. A GBA Plus lens was applied to the implementation of regulatory changes to service delivery. Throughout the planning, design and delivery of the Canadian Firearms Digital Services Solution, the program prioritized providing a greater accessibility of services.
Target population
All Canadians and law enforcement
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
The Canadian Firearms Program integrated a GBA Plus approach throughout the planning, design and delivery of the Canadian Firearms Digital Services Solution to enhance services to clients. In 2023-24, seven new online services for individual Canadians were deployed. Prior to deploying these services, user research and usability testing were carried out to inform their design in order to better meet program needs and client expectations. This included conducting interviews with program personnel and subsequently conducting usability testing with individual clients to ensure the new online services are accessible and user-friendly. A GBA Plus analysis was used to develop the recruitment strategy to identify a diverse range of participants.
Four of the new online services were previously only available to specific populations via paper-based applications. As of December 2023, new digital service channels became available, making the Canadian Firearms Program services more accessible to diverse populations, including Indigenous peoples, sustenance hunters, minors, and to individuals requesting an exemption for religious purposes from providing the photograph required with an application for a possession and acquisition licence.
In addition, the Canadian Firearms Licensing and Registration Services business line integrated a GBA Plus approach throughout the planning, design, and delivery of the Canadian Firearms Program to clients. As part of the Canadian Firearms Program’s commitment to increasing access to services to northern and indigenous communities, significant in-person consultations were in progress to inform the ongoing development of strategies to promote firearms safety. In 2023-24, the Canadian Firearms Licensing and Registration Services business line continued work to implement the delivery of firearms safety courses for women, delivered by women, in Nunavut and the Northwest Territories to improve firearms safety knowledge and awareness in communities that have historically been under-represented.
GBA Plus data collection plan
Not available
Program name: Forensic Science and Identification Services
Program goals
The Forensic Science and Identification Services program provided a wide range of forensic programs and services to clients in Canada and internationally and is committed to ensuring that a GBA Plus lens is continuously applied to all programs where applicable.
Target population
All Canadians and law enforcement
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
The Forensic Science and Identification Services program considered the inclusion of target groups on an ongoing basis. In the last four years, the program’s proactive human resource strategy contributed to a 4.4% increase in the representation of women working in Forensic Identification Services. In addition, over 50% of divisional managers and officer-level positions across the country were held by women.
GBA Plus data collection plan
Programs under Forensic Science and Identification Services continued to work on identifying gaps related to GBA Plus analyses, including the examination of methodologies for measuring and capturing relevant data. In 2023-24, programs assessed and have updated GBA Plus terminology in the Canadian Police Information Centre and in the National Repository of Criminal Records. Furthermore, Canadian Police Information Centre training materials and courses have also been updated to ensure consistency with GBA Plus. Canadian Criminal Real Time Identification Services continued work with partners to establish best practices on the collection of sex information when there is either a preference to not provide it, or if there is any apparent discrepancy from identity documents, as part of civil criminal record checks. It is important to note that the Canadian Police Information Centre system and the National Repository of Criminal Records were used to capture information for identification purposes and not for statistical purposes.
Program name: Canadian Intelligence Service Canada
Program goals
The Canadian Criminal Intelligence System modernization project is underway and strives to provide a more accurately sourced picture of the criminal intelligence data for law enforcement partners. The system will only record gender (woman/man/non-binary) information. Qualifiers such as “perceived” or “self-identification” will be added to text when this data type is used to enhance readers’ perspective.
Target population
All Canadians and law enforcement
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
Not available
Key program impact statistics
| Statistic | Observed results |
|---|---|
| Human resource data to monitor demographics (inclusive of gender) for leadership positions. table 6 note 2 | Out of a total of 10 leadership positions, 7 are held by women. |
Table 6 notes
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Other key program impacts
The Criminal Intelligence Service Canada program supported access to justice and the fight against gender-based violence as it provided intelligence assessments on serious and organized crime groups involved in criminal markets, which by extension increased the level of risk for vulnerable communities. This included intelligence products on various illicit drug markets, street gangs, as well as firearms violence. The program recognizes that some organized crime groups are involved in criminal activities disproportionally impacting women and girls, such as human trafficking. Criminal Intelligence Service Canada’s assessments equip police services with important information to prioritize police resources to more effectively combat organized crime in communities across Canada.
GBA Plus data collection plan
The program ensured a GBA Plus analysis was included in its ongoing project to modernize its database with the Canadian Criminal Intelligence System.
Core responsibility: Contract and Indigenous Policing
Program name: Force Generation
Program goals
Force Generation worked to ensure that Canadian communities had access to trusted, adequate and effective policing services by meeting resource requirements in terms of demand, skills and diversity, and establishing a variety of engagement strategies and engagement with employment equity communities for attracting and recruiting talent to the organization.
Target population
All Canadians
Distribution of benefits
Not available
Specific demographic group outcomes
Force Generation benefitted Canadians between the ages of 18 and 55 who demonstrated the four ideal characteristics as identified in the RCMP’s Cossette Market Research Report in 2023. These include being an individual who is open to diversity, physically fit, emotionally intelligent, and seeking societal justice.
Key program impacts on gender and diversity
In 2023-24, the RCMP continued efforts to promote the RCMP as a career of choice among Canadian citizens and permanent residents, with a focus on attracting applicants from Black, Indigenous, women, and other racialized groups. This resulted in a 54% increase in Indigenous cadets between 2022 and 2023.
In 2023-24, the RCMP hosted two Diverse and Inclusive Pre-cadet Experience (DICE) programs for racialized and underrepresented populations. The first troop contained 32 candidates, representing 12 countries of origin, and spoke 19 different languages. The second troop also contained candidates, representing a total of 19 countries of origin, and ability to speak 20 different languages. Overall, 60 pre-cadets graduated from this program, and 70% applied to become regular members in the RCMP.
Key program impact statistics
| Statistic | Observed results |
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| Applicants received who self-identified as a member of an equity group table 7 note 1 table 7 note 2 |
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| Applicants hired who self-identified as a member of an equity group table 7 note 1 table 7 note 3 |
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| Socio-demographic information of the DICE Candidates who participated in the first two troops table 7 note 3 table 7 note 4 table 7 note 5 |
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Table 7 notes
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GBA Plus data collection plan
In 2023-24, the National Recruiting Program continued to collect data relating to gender and diversity on applications to the regular member recruitment General Duty positions and throughout the recruitment process to examine employment equity trends. The National Recruiting Program also commissioned a market research report to identify potential eligible regular member candidates from a wide variety of backgrounds, including Indigenous, Asian, Black and racialized peoples within Canada and identified their employment desires and potential barriers preventing individuals from applying to regular member positions. The study supported the newly established Recruitment Evaluation Centre, a model targeted to the needs of certain equity groups and applicants from rural and remote areas to further reduce barriers, expedite application process, and provide enhanced insight to make a suitability assessment.
In addition, the National Recruiting Program, and the Addressing Racism, Equity, Diversity and Inclusion Secretariat, implemented divisional employment equity recruitment targets for gender groups, racialized persons and First Nations. Consultation with the Indigenous Policing Services Outreach and Engagement unit, also led to the implementation of a First Nations, Inuit, and Métis Recruitment Strategy with associated metric collection strategies.
Program name: Indigenous Policing
Program goals
In 2023-24, Indigenous Policing supported and developed programs and policies that:
- are culturally responsive to the diverse needs of First Nations, Inuit and Métis Nation
- encouraged the recruitment, retention and advancement of Indigenous peoples to and in the RCMP
- engaged with Indigenous organizations and communities to support development of policing programs and policies
- supported reconciliation initiatives across all RCMP divisions.
Target population
Indigenous peoples
Distribution of benefits
- By gender
- Third group: broadly gender-balanced
- By income level
- Third group: no significant distributional impacts
- By age group
- Second group: no significant intergenerational impacts or impacts on generations between youths and seniors
Specific demographic group outcomes
In 2023-24, the demographic groups expected to be impacted by program and policy area were First Nations, Inuit and Métis Nation. In recent years, the RCMP applied GBA Plus with a distinctions-based lens to ensure programs and police service delivery were professional, dedicated and culturally responsive to the diverse needs of the First Nation, Inuit and Métis Nation the RCMP serves and employs. In addition, the work and initiatives in Indigenous Policing frequently relied on support from policies and programs within Contract and Indigenous Policing to best support the generally younger populations in First Nations, Inuit and Métis communities.
Key program impacts on gender and diversity
In 2023-24, Indigenous Policing continued to provide support on monitoring and reporting on responses related to policing Indigenous peoples. In addition, it continued support for reconciliation and the National Inquiry into Missing and Murdered Indigenous Women and Girls Calls for Justice by monitoring, tracking progress, and reporting on national and divisional efforts that were made in response to the Calls for Justice.
Throughout the year, the RCMP also co-developed the National Reconciliation Pathway with the assistance of the Indigenous consulting firm Innovation Seven. This process involved extensive engagements with internal and divisional program areas, and National Indigenous Organizations, including the Assembly of First Nations, the Native Women’s Association of Canada, the Congress of Aboriginal Peoples, Inuit Tapiriit Kanatami, Pauktuuitit, the Métis National Council, and the Métis Nation of Saskatchewan. This collaboration helped ensure that a broad distinctions-based lens was prioritized throughout the creation of the National Reconciliation Pathway.
Indigenous Policing was also supported by two Commissioner’s National Indigenous Advisory Committee meetings. In the first event, the Committee helped advance priorities through discussions on creating a systemic approach to training and increasing awareness on the benefits of posting new regular members to communities that are training grounds. In addition, the meetings included space for suggestions on the implementation of improved tools for collecting and sharing reconciliation actions. At the second event, the Committee engaged in a special purpose meeting for the ongoing development of the National Reconciliation Pathway.
Key program impact statistics
| Statistic | Observed results |
|---|---|
| Number of Indigenous Pre-Cadet Training Program candidates per year, by self-identified gender. table 8 note 1 table 8 note 2 |
|
| Number of self-identified Indigenous Pre-Cadet Training Program candidates per year, distinctions-based. table 8 note 1 table 8 note 3 |
|
| Number of Commissioner’s National Indigenous Advisory Committee meetings held per year table 8 note 4 | 2 meetings were held in fiscal year 2023-24 table 8 note 5 |
| National Indigenous Organization(s) Engagements on development of the Reconciliation Pathway table 8 note 6 | Approximately 7 engagements with National Indigenous Organizations took place in fiscal year 2023-24 |
| Number of community consultations table 8 note 6 | 5 communities in 2023-24 table 8 note 7 |
| Number of recruiting/engagement events attended |
11 events attended:
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Table 8 notes
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GBA Plus data collection plan
In 2023-24, the Indigenous Policing program worked to develop a tool which will be used to efficiently manage interactions with Indigenous peoples and communities unrelated to police occurrences. The Police Reporting and Occurrence System is the operational electronic documents and records management system that captures police occurrences, but that does not allow for administrative or non-operational data to be maintained. The RCMP will begin proactively managing its non-operational/non-investigational interactions with Indigenous communities. This information will be used to identify best practices in outreach activities and any issues that were raised during interactions, and propose changes to policies and practices.
Program name: Provincial/Territorial Policing and Municipal Policing
Program goals
The Provincial/Territorial and Municipal Policing programs were guided by the Provincial, Territorial and Municipal Police Service Agreements. GBA Plus was not applied to the agreements themselves, but rather to the various components of providing service that is captured through three of Contract and Indigenous Policing’s other programs within its Program Inventory.
Target population
All Canadians in contract policing jurisdictions
Distribution of benefits
Not available
Specific demographic group outcomes
Not available
Key program impacts on gender and diversity
Not available
GBA Plus data collection plan
Not available
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