2019 to 2020 Departmental Results Report: Canada Border Services Agency
Supplementary information tables

Gender-based analysis plus (GBA+)

Institutional GBA+ capacity

In fiscal year 2019 to 2020, the CBSA continued making GBA+ an integral part of its policies, programs and initiatives to ensure an understanding of the impacts on gender and diversity, and to make better decisions and achieve better results for its clients, stakeholders and all Canadians. To fulfill this policy statement and advance its GBA+ institutional capacity, the CBSA undertook the following activities:

Highlights of GBA+ results by program
Border Management Reconciliation
 
  • The CBSA's Indigenous Affairs Secretariat launched Knowledge Sharing Sessions to share information about its role and discuss how Indigenous considerations can be reflected horizontally across the CBSA
  • The Indigenous Affairs Secretariat created 17 Community Information Sheets to enhance knowledge of Indigenous partners in various areas of the CBSA, including assisting Real Property in their ongoing respectful engagement with Indigenous partners
  • In partnership with the Mohawk Council of Akwesasne, the CBSA participated in a two-day facilitated dialogue with members of the Mohawks of Akwesasne. This dialogue led to the launch of a Border Collaboration Initiative in , which establishes a cooperative governance structure and joint work plan
  • The CBSA undertook Nation-to-Nation engagement with the Nisga'a Lisims Government to understand the border crossing needs of modern First Nations. The CBSA also facilitated approval for a written collaborative arrangement between the Blood Tribe and the CBSA
  • In partnership with Crown-Indigenous Relations and Northern Affairs Canada, the CBSA participated in the Northern Tribal Border Alliance Summit in to discuss inherent border crossing rights and the implementation of the Minister's Special Representative's Report on First Nation Border Crossing Issues
  • The CBSA staffed additional Regional Indigenous Affairs Advisor positions across the country to address local and regional concerns
  • The CBSA completed a review of its People Processing Manual for colonial language and implications
  • The CBSA commemorated Orange Shirt Day in at all levels and across all regions. For the first time, border services officers were able to wear Orange Shirt pins on their uniforms, which were noticed and appreciated by many Indigenous travellers

Gender identity (Sex and gender information)

In support of the Policy Direction to Modernize the Government of Canada's Sex and Gender Information Practices, the CBSA:

  • undertook internal consultations and identified areas most impacted by the policy
  • amended all templates for its Recourse Program to ensure gender-neutral correspondence with clients
Border Enforcement Immigration Enforcement Policy
 

In support of the National Strategy to Combat Human Trafficking, the CBSA enhanced its capacity to ensure the protection of victims of gender-based violence. This will assist the CBSA in assessing the differential impacts of gender-based violence, including human trafficking, throughout its immigration enforcement and inadmissibility policy frameworks.
Internal Services Recruitment
 
  • The CBSA created a new internal GBA+ Working Group responsible for developing a multi-year action plan to address GBA+ in the CBSA's Officer Induction Model
  • The CBSA regularly reviews its recruitment initiatives to ensure participation in events tailored toward historically underrepresented groups such as young women in the fields of public safety and law enforcement
    • The CBSA continues to work closely with the Government of Canada's security and intelligence community on targeted recruitment events for women, placing focus on how branding is perceived from a GBA+ perspective
    • Focused recruitment is being used to address gaps and reduce barriers to maximize the pool of candidates. For example, outreach sessions have been delivered to demystify the Physical Abilities Requirements Exam for women and encourage women who are interested in applying to the CBSA recruitment process
  • All board members and regional recruiters that participate in selection process interviews for officer trainees must complete both the GBA+ and Objective Eye courses prior to being calibrated for the interview process. Furthermore, recruiters from all regions have been asked to dedicate a portion of their activities to attracting women, Indigenous and bilingual candidates
  • The CBSA reviewed its communications to ensure the use of inclusive language and eliminated gender-based salutations on candidate letters
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