2023-24 Gender-based analysis plus

2023-24Gender-based analysis plus

Section 1: institutional GBA Plus governance and capacity

Governance

The Military Police Complaints Commission of Canada (the MPCC) completed its third year of the GBA+ Strategy in 2022-23. A new three-year strategy was developed in 2023-24 which focused on the development of a disaggregated data collection plan. This plan was modified to coordinate with other similar police oversight bodies to align strategies.

In terms of governance, all decisions regarding approach and implementation are made by the Chairperson who is the Deputy Head. The Champion is the General Counsel and Senior Director of Operations, who ensures a link to the mandate. In addition, in 2023-24, a new legal counsel became an additional resource for this project. Within Operations, the Registrar is a focal point, given that this role interacts with Canadians and users of the MPCC. Furthermore, the Senior Director of Corporate Services is another focal point as head of human resources, which is a key area for the application of GBA+. The MPCC is a micro-organization and GBA+ is managed at the executive level but most employees are engaged in various working groups and committees during which GBA+ issues are discussed.

Capacity

In 2021-22, the MPCC began its GBA+ efforts by conducting an environmental scan to identify potentially relevant factors on which to base the collection of disaggregated data. It then engaged with stakeholders to update and refine them.

In 2022-23, the MPCC completed a Privacy Impact Analysis (PIA) and updated its complaint form to collect and analyze disaggregated GBA+ data. By the end of the year, the approach for 2023-24 was revised, including a new PIA and consultations with Women and Gender Equality Canada were completed prior to the MPCC’s submission to the Treasury Board of Canada Secretariat (TBS) and the Office of the Privacy Commissioner of Canada (OPC) in early 2024-2025.

In 2023-24, the MPCC reviewed practices from similar organizations and improved its procedures which will be used to better collect and analyze disaggregated GBA+ data. The MPCC also advanced its three-year GBA+ strategy by providing trauma-informed training to staff, integrating GBA+ and intersectionality into staffing decisions, and updating operational and procedural guidelines for investigating complaints.

Further, in 2024, the MPCC implemented several improvements, including enhancing the accessibility of its website and communication tools, and setting up a mechanism for external feedback to address accessibility-related issues. The MPCC also published its first progress report on its Multi-Year Accessibility Plan and conducted an employee survey, which revealed that 100% of employees with disabilities felt their accessibility needs were met.

In addition, the MPCC supported government-wide initiatives on anti-racism, equity, diversity, and inclusion, and established performance objectives related to these areas for all employees. It also prioritized the recruitment, retention, and promotion of employees from diverse employment equity groups, exceeding government hiring targets with 32% of employees identifying as visible minorities and 16% as persons with disabilities.

Looking ahead to 2024-25, the MPCC plans to update its internal Learning and Development Directive to include training and information sessions on accessibility, unconscious bias, equity, diversity, and inclusion in the mandatory curriculum for new hires. This update will also provide language training for employees who identify as members of equity-seeking groups, enhancing their engagement capabilities. The MPCC will also further integrate trauma-informed approaches and use disaggregated GBA+ data to enhance its processes both in Operations and Corporate Services. Finally, the MPCC aims to review its investigation guidelines to ensure that GBA+ considerations are integrated in investigations and reports by March 2025.

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

For the 2023-24 fiscal year, the rounded estimate of full-time equivalents (FTE) directly engaged in GBA+ activities, including roles such as GBA+ Focal Points and key contributors to implementation and governance, is 1.50. This includes:

  1. The Chairperson, who oversees and makes decisions regarding the GBA+ approaches and implementation.
  2. The General Counsel and Senior Director of Operations, serving as the Champion of the GBA+ initiative.
  3. Two Legal Counsels, who support GBA+ tasks, conduct related research, handle correspondence with TBS and OPC regarding the PIA submission, and review translations of the French and English forms etc.
  4. The Registrar, who acts as a Focal Point by interacting with Canadians and MPCC users.
  5. The Senior Director of Corporate Services, who serves as a Focal Point and oversees human resources.

Section 2: gender and diversity impacts, by program

Core responsibility: Independent Oversight of the Military Police

Program name: Complaints Resolution

Program goals: To update the GBA+ plan and implement collection of disaggregated data regarding GBA+ identity factors.

Target population: All Canadians

Specific demographic group outcomes

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

Key program impacts on gender and diversity

Not available

Other key program impacts

Not available

GBA Plus data collection plan

By the end of 2023-24, a modified disaggregated data collection plan was in development. The revised plan includes a review of academic work sponsored by similar police and national security oversight organizations and is informed by discussions with Women and Gender Equality Canada. A key decision was made in the last fiscal year for disaggregated information 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 near completion by March 31, 2024, and work is underway to finalize the form and the remainder of the disaggregated data collection plan, which we aim to complete and implement in 2024-25.

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

Definitions

Scales

Gender scale

Income-level scale

Age-group scale

Date modified: