It seems that the departments genuinely want to do good GBA, but they are very much at the mercy of their political masters.
Reference has been made here to the Public Sector Equitable Compensation Act. It's interesting, because we heard very clearly in the committee on the status of women that unions--the women who are actually governed by that--were very much in opposition to having pay equity or equitable compensation as part of the collective bargaining process with the market forces process that was in place, because collective bargaining is about wages and benefits, and pay equity falls off the table.
It feels very much like the government is trying to avoid GBA as much as they were trying to avoid anything real in pay equity. The reasons are numerous on GBA--policy environment, departmental leadership, the degree of understanding of GBA, the extent to which GBA framework is in place, the availability of analytical tools, practices, and even the impact of reorganizations in departments and agencies. Are any of these legitimate excuses?