2025-26 Gender-Based Analysis Plus

Section 1: Institutional GBA Plus governance and capacity

Governance

In 2024, the Military Police Complaints Commission of Canada (MPCC) further refined its governance structure to enhance support for GBA Plus objectives to ensure more effective integration across its operations.

The Chairperson, who also serves as the Deputy Head, remains responsible for all decisions related to the approach and implementation of GBA Plus at the MPCC. The General Counsel and Senior Director of Operations continues to serve as the GBA Plus Champion. The Registrar, as the primary point of contact for Canadians and MPCC users, ensures GBA Plus factors are incorporated into the complaints process.

The Senior Director of Corporate Services manages human resources. Additionally, some staff members in Corporate Services are supporting the establishment of a proposed new personal information bank for GBA Plus data collection.

Further, the MPCC continued its consultation efforts with Treasury Board Secretariat (TBS) and the Office of the Privacy Commissioner (OPC) regarding the collection of GBA Plus data.

In July 2024, TBS confirmed that the MPCC could proceed with data collection as planned and provided updated procedures for implementing a personal information bank.

In August 2024, the OPC issued a recommendation letter on a proposed demographic form to collect GBA Plus data.

Capacity

In 2025, the MPCC will continue making progress in building its capacity to support GBA Plus by improving its processes, training, and approach to diversity and inclusion.

One of the MPCC’s key priorities in the 2025-26 fiscal year is to explore the development of a personal information bank for the disaggregated data it will eventually collect under this initiative. This will enable the MPCC to track, store, and analyze GBA Plus-related information. Once this system is in place and data collection begins, the MPCC will focus on addressing gaps and challenges identified in previous evaluations. This initiative reflects its commitment to safeguarding personal data.

In 2021-22, the MPCC started by looking at factors that could help collect GBA Plus data and worked with stakeholders to refine these factors. In 2022-23, the MPCC completed a Privacy Impact Assessment (PIA) and updated its complaint form to collect disaggregated GBA Plus data.

In 2023-24, consultations with Women and Gender Equality Canada and new submissions to TBS and the Office of the Privacy Commissioner helped refine this approach further.

In 2023-24, the MPCC also looked at how other organizations handle GBA Plus data and improved its own procedures. MPCC staff received training on trauma-informed approaches, and GBA Plus and intersectionality were added to staffing decisions. Operational guidelines for investigating complaints were also updated to include these considerations.

In 2024, the MPCC worked on improving accessibility by making portions of its website and communication tools more user-friendly. It also set up a system to gather feedback from the public on accessibility issues. The MPCC published its first progress report on its Multi-Year Accessibility Plan, and a survey showed that 100% of employees with disabilities felt their accessibility needs were met.

The MPCC also supported government-wide efforts on anti-racism, equity, diversity, and inclusion. It set performance goals for employees in these areas and exceeded government hiring targets, with 32% of employees identifying as a visible minority and 16% as persons with disabilities. The MPCC is also surpassing the aggregated workforce availability estimates for these employment equity groups, where members of visible minorities were represented at 17.3% and persons with disabilities were represented at 9.2%, according to the Employment Equity in the Public Service of Canada for Fiscal Year 2022 to 2023.

Going forward, the MPCC will update its training for new hires to include topics like accessibility, unconscious bias, and diversity. This will also include language training for employees from equity-seeking groups to improve communication. The MPCC will continue to use GBA Plus to improve its processes and aims to update its investigation guidelines in 2025 to make sure GBA Plus is part of all investigations.

Human resources (full-time equivalents) dedicated to GBA Plus

For the 2025-2026 fiscal year, the MPCC estimates that the total number of full-time equivalents (FTEs) directly engaged in GBA Plus activities will be approximately 1.75 FTEs. This includes:

The Chairperson, who oversees and makes decisions regarding the GBA Plus approaches and implementation.

The General Counsel and Senior Director of Operations, serving as the Champion of the GBA Plus initiative.

Two Legal Counsel, who support GBA Plus tasks, conduct related research, correspond with TBS, OPC and other bodies, and review the forms and other documents and procedures generated.

The Registrar, who acts as a Focal Point by interacting with Canadians and MPCC users.

The Senior Director of Corporate Services, who serves as a Focal Point and oversees human resources.

Additional support from 1-2 staff members in Corporate Services to help implement and manage the new personal information bank for GBA Plus data collection.

Section 2: Gender and diversity impacts, by program

Core responsibility: Independent Oversight of the Military Police

Program name: Complaints Resolution

Program goals: To collect identified GBA Plus identity factors and develop a new GBA Plus plan.

GBA Plus data collection plan

A key decision was made in the last fiscal year for disaggregated data to be collected separately from the complaint and review process to further maintain the trust and protect the privacy of those providing information to the MPCC.

Additionally, the MPCC updated its PIA to reflect changes from the introduction of a new demographic form. A new complaint form was completed in 2024, and work is underway to finalize the demographic form and the remainder of the disaggregated data collection plan, which we aim to complete in 2024-25.

The program does not currently collect disaggregated GBA plus data to enable it to monitor or report program impact by gender and diversity.

Date modified:

2025-06-18