Gender-based Analysis Plus policy statement

On this page

1. About Gender-based Analysis Plus
2. RCMP Gender-based Analysis Plus policy statement
3. Employee roles and responsibilities
4. Gender-based Analysis Plus Centre of Expertise
5. RCMP Gender-based Analysis Plus Network
6. RCMP Gender-based Analysis Plus Champion
7. Gender-based Analysis Plus in action at the RCMP
8. Gender-based Analysis Plus resources
9. Gender-based Analysis Plus at a glance

About Gender-based Analysis Plus

RCMP Gender-based Analysis Plus policy statement

In support of Government of Canada commitments, the RCMP applies GBA Plus to improve operations, administration, policies, programs and services by identifying, preventing and addressing barriers to equality, as well as potential risks and negative impacts on employees and communities served by the RCMP. GBA Plus is an important competency to foster a more diverse and inclusive workplace, and to better understand and meet varying community needs.

The application of GBA Plus supports RCMP modernization and culture change, and aligns with the RCMP's core values and the RCMP Equity, Diversity and Inclusion Strategy.

RCMP employees apply GBA Plus by:

• challenging assumptions and reflecting on personal bias
• learning about the needs and experiences of diverse groups of people within and outside the organization, including engaging with individuals with lived experience
• considering the broader social, economic and cultural impacts of their work
• using disaggregated data and research to measure impacts of their work on diverse groups of people, and to support evidence-based decision-making

Employee roles and responsibilities

Effectively applying GBA Plus is a shared responsibility for all RCMP employees. The roles and responsibilities for senior leaders, managers and employees are as follows:

Senior leaders (executives and senior officers)

• take the mandatory online Introduction to GBA Plus course and participate in other relevant learning opportunities
• support GBA Plus across the organization and ensure it is used to inform decision-making and management practices
• ensure the application of GBA Plus for all Cabinet submissions, business cases, policies, procedures, program development, and modernization and culture change initiatives
• support GBA Plus integration in their area by ensuring permanent and ongoing representation on the RCMP Gender-based Analysis Plus Network
• ensure RCMP governance committee proposals clearly demonstrate consideration and documentation of GBA Plus analysis and data

Managers

• take the online Introduction to GBA Plus course
• participate in GBA Plus-related training and events, and encourage staff participation
• incorporate GBA Plus considerations (using disaggregated data), in corporate reporting and planning exercises, as well as performance measurement and evaluation exercises where possible
• ensure that the development and revision of RCMP policies and programs uses an evidence-based approach to consider the different impacts on diverse groups of people, including RCMP employees and the communities they serve

Employees

• take the online Introduction to GBA Plus course
• take the mandatory RCMP Cultural Awareness and Humility course and Uniting Against Racism training, and participate in and encourage continuous learning about diversity and inclusion, reconciliation, accessibility, anti-racism, 2SLGBTQIA+ awareness, anti-bias training, and other related issues
• document and integrate GBA Plus considerations into proposals, analysis and advice to RCMP managers and senior leaders
• participate in the RCMP Gender-based Analysis Plus Network and/or email the GBA Plus Centre of Expertise for guidance at gbapluscentreofexpertise_centredexpertisedelacsplus@rcmp-grc.gc.ca

Gender-based Analysis Plus Centre of Expertise

The RCMP GBA Plus Centre of Expertise works to increase GBA Plus capacity within the RCMP by:

• providing centralized advice, support and education on the application of GBA Plus
• providing dedicated GBA Plus support to priority initiatives
• leading the RCMP Gender-based Analysis Plus Network

RCMP Gender-based Analysis Plus Network

The RCMP Gender-based Analysis Plus Network was established in 2020 to strengthen horizontal GBA Plus capacity. The Network is made up of representatives from across the RCMP. It serves as a forum for knowledge exchange, resource-sharing and discussion. Members support the integration of GBA Plus by providing advice to the RCMP employees in their area of work and participating in quarterly Network meetings and other learning opportunities.

RCMP Gender-based Analysis Plus Champion

The RCMP GBA Plus Champion encourages organization-wide support for the application of GBA Plus. As a member of the Senior Executive Committee, the Champion works to integrate GBA Plus into RCMP decision-making at the highest level by ensuring initiatives considered by Senior Executive Committee and other senior decision-making forums include consideration of GBA Plus. The Champion also actively promotes GBA Plus awareness, training and priority initiatives and opportunities across the organization.

Gender-based Analysis Plus in action at the RCMP

• Increase use of Gender-based Analysis Plus across the RCMP
• RCMP Departmental Results Report: Gender-based Analysis Plus
• RCMP Departmental Plan: Gender-based Analysis Plus

Gender-based Analysis Plus resources

• The Canada School of Public Service Gender-based Analysis Plus courseoffers foundational training
• Statistics Canada's Gender, diversity and inclusion statistics hubis a great place to access existing statistics
• Women and Gender Equality Canada provides a variety of Gender-based Analysis Plus resources.

For additional guidance on GBA Plus, please email the RCMP GBA Plus Centre of Expertise at gbapluscentreofexpertise_centredexpertisedelacsplus@rcmp-grc.gc.ca.

Gender-based Analysis Plus at a glance

The GBA Plus process helps deepen your analysis and systematically incorporate important diversity considerations into your work. The process includes the following key elements:

1. Identify the issue
   • what issue are you exploring or what problem are you trying to solve?
2. Challenge assumptions
   • what assumptions do you have about the issue and those who may be impacted?
   • what are you assuming about women, men and gender diverse people and the intersection with other factors (for example: geography, culture, age, religion, race, etc.)?
3. Gather the facts
   1. Research
      • seek out and review a variety of information sources
      • gather data on specific populations to understand how the issue might be experienced differently by diverse groups of people
   2. Consult
      • seek out stakeholder perspectives on the issue, including those with lived experience
      • think about people who may not traditionally be consulted on the issue
      • consider tailoring the engagement process for different stakeholders, as needed, and address any potential barriers to participation
4. Develop options and make recommendations
   • what did you learn about how different groups will be impacted by the issue based on your fact gathering?
   • use that information to develop and justify options and/or recommendations for decision-makers
   • document your research and findings, including any consultations (formal or informal)
5. Monitor and evaluate
   • monitor the impacts of the issue on diverse groups of people over time
   • use disaggregated data to the extent possible if it is not available, think about how to collect disaggregated data in the future
   • use comparative data from other sources
   • monitor impacts so you can make changes along the way and avoid unintended negative impacts