Status of Women Committee on March 1st, 2007

[The Vice-Chair, Conservative, Joy Smith]

I would like to call the meeting to order today. I want to welcome our guests. We're very pleased that you could be here today.

This is a very important time where we have a chance to listen to our guests and a chance to ask questions of our guests. So before we start, I would ask that each one of you, starting with Monique, introduce yourselves and state which department you are from.

Thank you.

[Monique Boudrias, Executive Vice-President, Public Service Human Resources Management Agency of Canada]

Thank you, Madam Chair.

I'm Monique Boudrias and I'm the executive vice-president for the Public Service Human Resources Management Agency. I have some opening remarks. Do you want me to go through them now?

[The Vice-Chair, Conservative, Joy Smith]

No. What we're going to do is have everyone introduce themselves, and then we're going to start with Kathy O'Hara, because I have a list of presenters and the order in which they would like to speak.

So thank you, Monique, for introducing yourself.

The next one?

[Linda Lizotte-MacPherson, Associate Secretary, Treasury Board Secretariat]

Thank you, Madam Chair. I'm Linda Lizotte-MacPherson, associate secretary with the Treasury Board.

[The Vice-Chair, Conservative, Joy Smith]

Thank you, and welcome.

Kathy.

[Kathy O'Hara, Senior Associate Deputy Minister, Department of Human Resources and Social Development]

Kathy O'Hara, senior associate deputy minister at Human Resources and Social Development.

[The Vice-Chair, Conservative, Joy Smith]

I'm glad to have you here today.

[Donna Miller, Associate Deputy Minister, Department of Justice]

Donna Miller, associate deputy minister of Justice Canada.

[The Vice-Chair, Conservative, Joy Smith]

Happy to have you here as well, Donna. Thank you.

[Janet Siddall, Associate Assistant Deputy Minister, Operations, Department of Citizenship and Immigration]

I'm Janet Siddall, the associate assistant deputy minister at Citizenship and Immigration.

[The Vice-Chair, Conservative, Joy Smith]

Great. We have a powerful group of women sitting in front of us today and we can hardly wait to hear you report.

What we'll do is each presenter will have five minutes, and at the end of that time we will open it for questions. We will do what we usually do, having our first round one, round two, round three, and we'll have seven-minute questions and answers, as we usually do.

But to start off, could each of you, starting with Kathy, give a five-minute presentation, please?

Thank you.

[Kathy O'Hara]

Good afternoon.

Thank you for inviting me to speak about the measures our department is taking to ensure that gender-based analysis is applied to our policies and programs. We believe that solid analysis on a wide range of issues, including gender, is key to fulfilling our departmental mandate. As you know, it's a mandate that focuses on Canadians' social and economic well-being and has a very broad impact on Canadians' lives. So given that broad mandate, we realize that gender-based analysis is an integral part of our policy work.

I know that before you prepared your report for 2005, you actually heard from representatives of two departments, Human Resources and Social Development and Skills Development. The representatives of those departments at that time described how the two departments address the issue of gender-based analysis.

Each had a slightly different approach. For example, Social Development Canada focussed on its advisors network and training tools. Human Resources and Skills Development Canada emphasized the responsibility of managers to ensure that GBA was fully addressed in the course of policy and program development, and provided a challenge function through its policy committees.

Then, as you know, in February 2006 the new department of Human Resources and Social Development was announced and was created. Since then the department has worked on integrating its approach, obviously, to gender-based analysis.

Overall, we take an integrated approach to gender-based analysis. We hold all managers responsible for analysis within their mandates. Gender-based analysis is one of the important lenses that they're held responsible for.

In addition to that accountability for each manager, at each manager's level, challenge functions are built into the process. We have policy committees at the DG and ADM levels, and I will talk a little bit more on how that process works.

In addition to that approach, we have a unit of three FTEs in the international social policy and diversity division of the strategic policy branch in our department, and that unit is mandated to coordinate learning events, tools, and other resources to assist employees in performing gender analysis. That's the legacy of the gender analysis and policy division that had been in the old social development department.

During our transition period into the new department, this unit has focused its efforts on meeting interdepartmental reporting requirements such as contributing to Canada's report on our implementation of the UN Convention on the Elimination of All Forms of Discrimination Against Women, but as the new department is coming into place, this unit is going to spend more of its time and resources on learning events and tools.

In particular, the predecessor to the Department of Social Development Canada had a lot of success with what they called “learning events”. For example, just before the new department was created in January 2006, a gender-based analysis training session was held. It was actually open to employees of both of the former departments. It was basically a course that used case studies and exercises to demonstrate the process of incorporating gender and other diversity considerations at the various stages of the policy development process. About 25 people attended, and the evaluations show that it was actually quite a useful session. People learned a lot about it and got the tools they need to be able to take the integrated approach to gender-based analysis.

So this is the kind of thing we think we need to do more of, given that we've taken an integrated approach to gender-based analysis.

That's generally how we approach gender-based analysis. What I'd like to do fairly quickly, if I can, is address specifically the recommendations in your report to demonstrate how we have responded to those recommendations. There was a recommendation with respect to having a designated responsibility centre for gender-based analysis in the department, and while I've said that each manager is responsible for gender-based analysis, we have placed the gender-based unit in the branch. It's called our strategic policy branch. So it's the assistant deputy minister of strategic policy who has particular responsibility for coordinating that unit, making sure the tools and resources are provided.

There was a recommendation with respect to participation in the interdepartmental committee on gender-based analysis. We are a member. Originally, it was in two departments. Now the one department is a member of that committee and participates actively.

[The Vice-Chair, Conservative, Joy Smith]

You're going to the end of your time, if you could wrap up, Kathy, please.

[Kathy O'Hara]

I'll quickly do that.

I just want to make sure I touch upon the challenge function.

So we take this integrated approach to gender-based analysis, but then each policy or program proposal first goes through a DG-level committee, and it gets challenged with respect to a whole range of issues, including gender. That then happens at the ADM level, and then we move up to a committee that's chaired by the deputies.

Thank you.

[The Vice-Chair, Conservative, Joy Smith]

Thank you so much.

Please keep in mind, too, that during the Q and A period, when you're asked questions, if you feel there's a point you want to get across, you can integrate that into your answer.

Donna Miller, associate deputy minister, please.

[Donna Miller]

Madam Chair, with your approval, rather than taking the time of the committee to read my entire statement, which has been submitted to the committee, perhaps it might be more beneficial if I were to highlight the key points of my statement for a few minutes.

In Justice Canada, we have a fully integrated model of gender-based analysis. We think this model works well, mainly for a couple of reasons. First, it's built upon the premise that GBA must be everybody's concern, that you cannot build sound analysis unless everyone is sensitized to gender and diversity issues across the department and the requirement to be sensitive is owned by everybody, not just a few. This way, we think that GBA becomes a routine and substantive consideration in all the work we do.

Second, the fully integrated model works because of the extensive building blocks we put in place before we moved to an integrated model. This included 15 years spent developing our expertise and during which time we instituted a special gender and diversity unit, as well as delivered extensive training to our employees. Without these extensive building blocks in the formative years, our fully integrated model would have been almost impossible to implement. We needed this ground work to be done—to evolve as an organization in our sensitivity, in other words—in order for the fully integrated model to function successfully.

My statement contains a few examples of how our integrated GBA justice policy works in practice. I'll highlight two of them.

One example concerns former Bill C-2, on the protection of children and other vulnerable persons. That legislation, you'll recall, contained many important measures, but one of the areas where GBA was front and centre was on the changes to facilitate the receipt of testimony by vulnerable victim witnesses in specific types of offences like spousal abuse, like sexual assault, where women are the primary victims. GBA played an integral role in the development of our better policy in those areas.

Another example concerns the work of the Policy Centre for Victim Issues, which is part of our policy division in the department and which provides the victim lens for all criminal law reform and criminal justice policy development. Again, GBA is an integral part of the work done by this group, where the needs of women as victims are well documented.

Finally, to have a successful, integrated GBA model, one must have employees who are sensitized to these issues. Training helps, and we've done a lot of this over the years, but changing demographics have played a very key role in supporting our goals on GBA.

First, we are witnessing a new generation that views the world globally and conducts integrated comprehensive analysis as a matter of course and with much practicality. Just as importantly, the roles and representation of women in the Department have changed considerably. There are more women than men in the Department and there are now more women lawyers and women executives than there are men lawyers or men executives. Even at the Governing Council table—our most senior executive body chaired by the Deputy Minister—women now occupy one half of all positions. This shift in demographics has facilitated the success of the integrated GBA model.

Of course, there's always room for improvement. We have new things to learn. We continue to evaluate ourselves, we assess whether we have it right, but we feel we're well positioned to face any challenges.

Thank you for your time and the opportunity to appear before you today. I'd be pleased to answer any questions.

[The Vice-Chair, Conservative, Joy Smith]

Thank you for that very insightful presentation.

Now we will go to Janet Siddall, the associate assistant deputy minister of operations.

[Janet Siddall]

Thank you very much, Madam Chair and honourable members. Thank you for this opportunity to provide you with an update on the progress we have been making with gender-based analysis in CIC since we last appeared before this committee.

May I draw your attention to the fact that we do have a handout for you, which I will be making reference to in my remarks.

As you know, CIC is the only federal department required by law to analyze and report to Parliament on gender-based impacts of our policies and programs, and this legislative requirement is quite unprecedented in federal statutes. We certainly take this requirement very seriously at CIC. Our work in response to this opportunity is ongoing, and as I will outline further, we have continued to make progress since we last appeared before the committee.

As you may recall, the function of gender-based analysis was first established in 2000 in Citizenship and Immigration. In 2005, we centralized this responsibility in a gender-based analysis unit within our strategic policy branch, and at the same time we launched our five-year strategic plan. In addition to conducting this analysis on behalf of the department, the unit also provides the tools, training, and support necessary to maintain and indeed strengthen our capacity for gender-based analysis throughout the department.

Establishing the unit was a great start, but we realized that we needed to do more and do things a bit differently. So last spring, following a reorganization in our department, we decided to move the gender-based analysis unit to provide greater opportunities to strengthen and integrate it into all existing departmental planning and reporting processes. The responsibility now falls under the corporate planning and reporting group, and their responsibilities now include providing guidance, planning, reporting, and capacity building for gender-based analysis.

The gender-based analysis is now carried out at the branch level, where most of our department's policy and program work occurs. We are looking forward to implementing gender-based analysis throughout the department and finding ways to make it part of our day-to-day business at CIC. For example, gender issues are included as part of the general discussions taking place in our policy committee, a new decision-making forum to discuss departmental policy directions for CIC.

As I have mentioned, the analysis is taking place at the branch level. Our five policy branches in the strategic and program policy sector have gender-based analysis plans and are in the process of updating them on an annual basis. These plans have resulted in tangible results, some of which were outlined in the annual report to Parliament on immigration, which was tabled in Parliament on October 31, and we've included it in your information package.

I am pleased to report that the results of gender-based analysis were included in our annual report of 2006 for the first time. For example, possible gender and diversity issues were analyzed by us in 2006 when we responded to the plight of some 800 Karen refugees who were going to be resettled from Thailand. The analysis allowed us to address and mitigate any issues that may arise during their settlement process.

Further analysis is under way to help us work more effectively with the sponsoring groups and service providers to ensure that these new arrivals to Canada receive effective support targeted to their individual needs.

A second example: we have used gender-based analysis to help us deal more effectively with the issue of human trafficking victims, most of whom are women. We recognize that women who are victims of this crime have unique protection needs. Instructions have been sent to all of our officers advising them on appropriate interview techniques and the importance of informing victims about counselling and other resources available to them as traumatized victims of crime.

To further assist the victims of trafficking, we have instituted a temporary resident permit for 120 days to ensure that victims have protection and legal status in Canada. This status also affords victims access to medical and psychological services as required to deal with their experiences.

This 120-day period of reflection gives victims the time they need to assess how they would like to move forward with their lives, including the choice of whether or not to assist with any prosecution of their trafficker. For those who wish to remain permanently in Canada, CIC provides them with the information required as to how to proceed. In addition to the initiatives outlined in the annual report, you can find other examples of GBA taking place in our department.

We continue to use gender-based data in our Facts and Figures publication, which provides information on new permanent residents in Canada, as well as temporary residents entering Canada to work or study.

[The Vice-Chair, Conservative, Joy Smith]

Janet, we're getting close to the end now. If you could just quickly wrap up, I'd appreciate it.

[Janet Siddall]

Sure.

CIC is proud of the accomplishments that we've made to date, but we realize there is much more work to be done. We are happy to be here to provide you with further information on some of the steps we're planning to take.

[The Vice-Chair, Conservative, Joy Smith]

Thank you very much, and we look forward to the question period time.

I would ask Linda Lizotte-MacPherson, the associate secretary of the Treasury Board Secretariat, to present next.

[Linda Lizotte-MacPherson]

Thank you for the invitation to appear before your committee on the Treasury Board Secretariat's progress in the area of gender-based analysis.

I am pleased to have with me Monique Boudrias from the Public Service Human Resources Management Agency of Canada. As part of the Treasury Board portfolio, the agency is responsible for a number of human resources policies, including the employment equity policy.

Also with me is Jeanne Flemming, assistant secretary and the TBS gender-based analysis champion; as well as Hélène Laurendeau, assistant secretary of our labour relations and compensation operations branch.

Today I'd like to update you on the progress we have made in implementing our commitments on gender-based analysis. The committee may also be interested in some of our recent findings on the closing of the gender wage gap, and this is actually very good news.

I'll begin with our commitments as set out in the government's response to your committee's report, “Gender-Based Analysis: Building Blocks for Success”. In this document, the secretariat laid out four areas that we were committed to working on.

First, training staff on the use of gender-based analysis within the context of our mandate.

Second, screening the Treasury Board management policies to ensure that there are no unintended gender impacts.

The third is using the management, resources, and results structure policy, also known as the MRRS policy, which requires departments to use performance information in the management of their programs, including those with gender-specific objectives.

Our fourth commitment was ensuring that the management accountability framework, or MAF for short, makes reference to assessing analytical capacity and practices in departments.

Madam Chair, TBS is committed to gender equality. I think our accomplishments speak to that commitment.

Before I go into detail, I'd like to quickly outline the division of roles and responsibilities between departments, the Privy Council Office, and Treasury Board in respect to this matter.

Departments are responsible for the application of gender-based analysis and for the inclusion of gender considerations in their policies and programs.

The Privy Council Office oversees and supports the process of policy-making government-wide, specifically the considerations that have to be applied consistently in the development of public policy. Our role at TBS is to ensure value for money in government programs and oversight in the management functions. Once programs are approved by cabinet, we perform a challenge function on the implementation of these programs.

Now, let me review our accomplishments, beginning with our commitment to training.

We've organized our training into two different streams, based on our two main responsibilities. The first role is really the challenge function that we perform on the Treasury Board submissions we receive from departments. The second is our management policy development and oversight role.

This summer, we ran a pilot project on gender-based analysis for the analysts who perform the challenge function. We would like to thank Status of Women Canada for sharing its valuable tools, expertise and support in that area. They made it possible to ensure the success of this pilot project. We are now developing additional training events based on the results of the pilot session, and are incorporating this training into our annual cycle.

The second group, those responsible for renewing and reviewing the management policies, receive training at the outset of the policy renewal initiative, and in fact we'll be conducting two training sessions specifically on gender-based analysis later this month.

Our second commitment was to ensure that management policies do not include any unintended consequences from a gender perspective. In the federal accountability action plan, the government committed to reviewing and renewing the entire suite of management policies to make sure that accountabilities and responsibilities are clear.

In addition to the training that I just mentioned, we've also put in place tools and a rigorous process to make sure that our policies don't include unintended gender consequences. In each policy we actually go through a very rigorous process and analyze them.

[The Vice-Chair, Conservative, Joy Smith]

Madam, I'm sorry to interrupt you, but your time has run out. Could you just wrap up?

[Linda Lizotte-MacPherson]

Okay.

We have a tool we use that specifically asks if there is a potential impact, and if there is, there has to be a thorough analysis done. We also have a broad manage-the-MRRS policy that really requires the department to lay out the specific performance indicators.

[The Vice-Chair, Conservative, Joy Smith]

Thank you very much. I'm sorry to interrupt you. We have to keep within a time constraint. Thank you for that very insightful presentation. I'm sure that members around the table will be anxious to ask you questions, at which time you can also fill in some factual information.

I would like now to call on Monique Boudrias for her presentation. Monique is the executive vice-president of the Public Service Human Resources Management Agency.