Canada Border Services Agency's 2023 to 2024 Departmental results report: Supplementary information tables

Program goals: The Anti-dumping and Countervailing Program supports Canadian producers from unfair foreign competition in the domestic marketplace, including the dumping and subsidizing of imported goods. A survey was developed to enable data collection that supports impact analysis, facilitates inclusive service delivery, and promotes effective integration of GBA Plus considerations.

Target population: Canadian producers (such as steel producers) constitute the specific sector of the target population affected by the program.

Distribution of benefits: Canadian producers benefit by being protected from border-related risks, specifically the risk of unfairly dumped and subsidized imports, and by having assurance that importers are compliant with Special Import Measures Act measures. The program directly helps to protect Canadian jobs and production levels.

Specific demographic group outcomes: The specific demographic group comprises Canadian enterprises that face unfair foreign competition in the domestic marketplace. The CBSA conducts anti-dumping and countervailing investigations through its administration of the Special Import Measures Act to guard against unfair trade practices, defend domestic producers, and protect Canadian jobs. These investigations are conducted in parallel with the Canadian International Trade Tribunal's investigations into injury to Canadian industry caused by dumping and subsidizing.

Note: Dumping refers to the trading practice by which foreign manufacturers sell their products in Canada for less than the price at which they sell the same products at home. Subsidies in some cases can unfairly distort trade, for example, when subsidies artificially reduce costs for foreign manufacturers so that they can flood the Canadian marketplace with goods at unfairly low prices.

Key program impacts on gender and diversity: Not available. The program is currently in the final approval stages to allow for the implementation of a survey and subsequent data collection that will enable reporting of key program impacts in the 2024 to 2025 fiscal year.

GBA Plus data collection plan:

The Trade and Anti-dumping Programs Directorate (TAPD) implemented a GBA Plus data collection strategy in fiscal year 2023 to 2024 to enable TAPD to identify and address gaps related to gender and diversity (for example, improve education and promotion in specific demographics such as gender, ethnicity, culture, age, language and geographical areas where gaps have been identified). In November 2023, TAPD reviewed available data on various companies and industry sectors, which led to the conclusion that data from external data sources could not be adequately substantiated to the enterprises that are served by TAPD programs. Therefore, the external data are not sufficient evidence to effectively measure program impacts on gender and diversity.

The data collection plan detailed below is based largely on the implementation of a customized survey developed for the TAPD target population to provide feedback on TAPD programs associated to direct and indirect interactions. TAPD will invite 100% of regular users of the anti-dumping program to participate, such as steel producers represented by the Canadian Steel Producers Association and members of other industry-based associations. While participation is voluntary, TAPD aims to base the analysis on a response rate of 56% (a recommended sample size by statistics and market research to ensure relevance). The planned implementation of the survey is July 2024. Once data has been received and analyzed, the results will enable TAPD to work to address previously undetected barriers to inclusive distribution of program benefits.

The TAPD data collection plan was developed with an initial focus on the Trade Facilitation and Compliance Program, which also falls under TAPD's purview. To optimize efficiency, the TAPD data collection tasks that are applicable to the Anti-dumping and Countervailing Program will be implemented in parallel where possible. In summary, the TAPD data collection plan and updates incorporating both programs are as follows:

2023 to 2024 – Data Collection – Notable actions taken:

1. Submit a request to update language in the CARM Client Portal (CCP) to align with GBA Plus considerations that will be implemented in a future CARM release
   • Status: Completed in January 2024, including testing with GBA Plus Accessibility Checklist
2. Investigate how a survey is transmitted through the CCP and if the software can facilitate a data collection process in a future CARM release
   • Status: Completed in October 2023
   • Note: Another method/survey platform to distribute the survey will be investigated (see item 3)
3. Consult with CBSA Communications
   • Status: Completed in November 2023 whereby Communications identified resources to support the development of a survey to be hosted on the branch web platform
4. Conduct an analysis to identify TAPD points of service
   • Status: Completed in December 2023
5. Develop survey data collection framework
   • Status: Completed in December 2023
6. Develop a stand-alone survey for the Trade Facilitation and Compliance Program and data collection framework
   • Status: Completed in February 2024
7. Survey review, consultations and approval (February 2024 to June 2024)
   1. Conduct a program-level review
      • Status: Completed in June 2024
   2. Final review and approval
      • Status: In progress
8. Survey Implementation (planned for May 2024; delayed to July)
   1. Electronic dissemination (in other words, email correspondence)
   2. Web-based resources
9. Share initial results of key impact analysis regarding areas of improvement for the Departmental Results Report Supplementary Information Table (planned for June 2024; delayed, but will leverage a future opportunity to share initial results when available in fiscal year 2024 to 2025)
10. Survey data collection (planned for June 2024 to June 2025; start has been delayed to July 2024)
11. Monitor results and develop program GBA Plus indicators (planned for October 2024)
    • To occur on a quarterly basis beginning in Q3 of fiscal year 2024 to 2025; initial indicator development will be based on results received and best practices from other Government of Canada programs collecting GBA Plus data
12. Conduct survey analysis and produce a report with a recommended action plan (planned for September 2025)
13. TAPD senior management to review and approve the GBA Plus action plan (planned for November 2025)

Note: The data collection plan will be led by two TAPD resources from the Planning, Development and Performance Unit. Additional resources will augment the effort as required by available TAPD staff given the CBSA's high prioritization of the CARM external launch in October 2024.

Program goals: The Buildings and Equipment program oversees infrastructure and equipment maintenance activities and capital investments delivered at air, land and marine ports of entry, at the CBSA College, at immigration holding centers, and at staff housing units. GBA Plus is incorporated into building designs for infrastructure replacements and/or construction, ensuring barrier-free access.

Target population:

• All Canadians

Particular demographic groups:

• Persons with disabilities or health issues or their caregivers
• Women
• Men
• 2SLGBTQI+ persons

Distribution of benefits: The distribution of benefits table below takes into consideration the target population of "All Canadians":

Specific demographic group outcomes: All Canadians, specifically the demographic of those with vision impairment and those facing gender-based barriers will benefit directly from the incorporated GBA Plus elements. By incorporating gender-inclusive design features into the CBSA Design Guide, the agency is proactively creating spaces at ports of entry that eliminate certain gender-based barriers such as exclusively male or female washrooms and change rooms. The incorporation of textured flooring and tactile tiles into the CBSA Design Guide will provide additional way-finding features in ports of entry that will allow Canadians with visual impairments and their caregivers to navigate the space with greater ease and safety.

Key program impacts on gender and diversity: Discussions are underway to develop indicators that will track and report on program impacts on accessibility. The program is working with the GBA Plus CoE to ensure that it will be able to begin reporting on its gender and diversity impacts in the next Departmental Results Report Supplementary Information Table.

Other key program impacts: In terms of changes in its delivery model impacting outcomes on gender and diversity, the design guides for CBSA ports of entry have incorporated elements of gender-neutral washrooms and change rooms, as well as textured flooring, and will incorporate levels of accessibility and accommodation into the built environment for future port of entry construction.

Textured flooring is expected to benefit persons with vision impairment by providing additional sensory input with navigation. The design of interior space layouts will incorporate tactile tiles to assist with way-finding within the port of entry. Non-gendered facilities are expected to benefit broadly gender-balanced groups by removing gender-based barriers that may exclude certain groups from fully utilizing onsite facilities.

GBA Plus data collection plan:

In response to the 2023 CBSA Buildings and Equipment Program Evaluation, the agency has committed to improving its accessibility data collection through two streams:

• Stream 1: Building Condition Reports
  • August to September 2024: Conduct analysis of Building Condition Reports. Working closely with the GBA Plus CoE, the program will develop an analytical tool in a grid format to identify and categorize the data collected regarding accessibility in Building Condition Reports since 2016. The grid will include both qualitative and quantitative assessment, depending on the data available. This will allow the program to map out the existing data available on accessibility
  • October to November 2024: Analyze the data collected in the previous step with the objective to identify opportunities to strengthen accessibility data collection across the portfolio
  • January to February 2025: Create a revised Building Condition Report template and Statement of Work that will include elements of accessibility and data collection to be used for reporting
  • March 2025: Present the analysis results to senior management, informing them of opportunities to strengthen accessibility data collection across the portfolio. Submit the revised Building Condition Report template and recommendations to senior management for review
  • June 2025: Report on progress in the Departmental Results Report Supplementary Information Table
• Stream 2: Management Response Action Plan to Program Evaluation
  • August 2024: Develop a consultation plan that details the list of stakeholders to be consulted and the areas of the Performance Measurement Strategy and Real Property Data Strategy on which they will be consulted
  • September to December 2024: Consult key stakeholders within the CBSA and other departments on the development of a Performance Measurement Strategy including indicators related to accessibility and GBA Plus. Consult key stakeholders from the CBSA on the development of a Real Property Data Strategy
  • January to February 2025: Write a report summarizing the information collected through the stakeholders consultations to better support the development of the Performance Measurement Strategy
  • March to May 2025: Develop a Performance Measurement Strategy to track progress against key performance indicators with consideration for GBA Plus that will report on the expected outcomes of the program, enabling the agency to report on Treasury Board Secretariat requirements. Develop a Real Property Data Strategy that outlines elements of accessibility and GBA Plus that have been integrated into the CBSA Real Property Portfolio, enabling the agency to report on Treasury Board Secretariat requirements
  • June 2025: Report on progress in the Departmental Results Report Supplementary Information Table

Program goals: The Commercial Facilitation and Compliance program contributes to overall border management and assists in the interdiction of risks associated with the free flow of commercial goods into, through and out of Canada. This includes using a risk-based approach, leveraging data analytics, ensuring the consistent application of compliance methods, and using education and industry cooperation as a means to promote fairness and facilitation.

Target population: Without targeting a specific population, the program impacts all Canadians from various socio-demographic groups involved in the sending or receiving of electronic or paper communications from the CBSA. The program also impacts a wide range of industry partners across the globe seeking to conduct commercial-based business transactions with the CBSA through the import or export, or both, of goods into and out of Canada.through the import or export, or both, of goods into and out of Canada.

Distribution of benefits: The program has benefits nationally and on a global scale by reaching its facilitation and compliance objectives and aiding in the assurance that commercial goods and conveyances are not considered a health, safety or security threat to Canada and Canadians or to the global population when exiting Canada.

Specific demographic group outcomes: The program is beneficial to business owners who seek to import or export, or both, legitimate goods into, through or out of Canada by providing education, aiding in facilitation, and ensuring voluntary compliance using a risk-based approach. It also benefits all Canadians by offering them a diversity of goods and by preventing dangerous or inadmissible goods from entering Canada, as well as a global advantage on Canadian exports by aligning with international and partnering customs organizations.

Key program impacts on gender and diversity: The program collected data from mid-February 2024 to mid-March 2024 through a survey, after which the data was analyzed from April 2024 to May 2024. The dataset was created in collaboration with the GBA Plus CoE and Communication Services. The survey was created and distributed to external stakeholders to help in identifying and addressing gaps related to the program's four selected identity factors: geographical location, business size, gender, and language. To reduce the risk of inconclusive results, the program formulated a survey that provided clients with space to share additional information/details through open-ended questions. The survey was used to explore potential gaps and address questions with different variables such as Do we have a large business concentration only? Do we deal mainly with companies located in urban areas? Is there a re-occurring issue that is raised by clients from a similar business size?

During the data collection period, the program collected information from the industry sector by surveying 83 stakeholders who voluntarily participated in completing the survey. Once all data was received, Communication Services analyzed and compiled the results. The analysis consisted of identifying conclusive trends and addressing gaps related to the following selected identity factors: geographical location, business size, gender, and language. The survey consisted of 17 questions, including three open-ended questions and 14 single-response/multiple-choice questions. The program is confident that the responses of the 83 participants is an adequate representation of the CBSA's client base. The program has separated each identity factor in the hope of detecting whether there is distinct socio-demographic composition of our industry sectors and what challenges or barriers stakeholders might face.

• Geographical location:
  • The majority of the program's stakeholders are located in Southern Ontario Region and the Greater Toronto Area Region. Although the businesses are concentrated mostly in these regions, the services they provide are offered across Canada
  • More than 85% of the members are located in an urban area. An urban area is defined as a settlement with a large population density and a common use infrastructure
  • Almost half (45%) of the respondents raised that the proximity of their business to a CBSA office positively impacts their accessibility to services, compared to 35% who said that the proximity of their business has no impact on the accessibility to CBSA services
  • Through an open-ended question, 4.8% of program members indicated that their location had a negative impact on their accessibility to services because of the current requirements to submit paper requests in person, as an electronic submission is not available at this time
  • The program members suggested that having the option to submit a request electronically instead of having to submit paper requests in person would be preferred and would result in better efficiency in terms of work, time and resources for their business
• Business size:
  • The program collaborates with various companies of different business sizes
  • 35% of the surveyed members work for a small business (5 to 99 employees), 19% work for a medium-sized business (100 to 499 employees), and 38% work for a large business (500+ employees)
  • 59% of the respondents believe that their business is treated fairly by the CBSA based on their business size
  • With the use of an open-ended question, the program was able to obtain valuable specificity as to how some businesses felt that they were treated unfairly due to the size of their business
  • A few members (4.8%) suggested that the CBSA is more receptive to dealing with larger firms and that there was a lack of consideration for small consulting businesses during the design of the CBSA Assessment and Revenue Management (CARM) portal
• Gender:
  • 71% of the surveyed members mentioned that there is not a noticeable gender gap in their business. Only a small percentage (2.4%) preferred not to respond to this question
  • Only 12 out of the 83 members responded to the question – What is the gender majority in your company? Based on the low percentage of responses to this question, this leads the program to believe that:
    • there is little to no correlation in how the CBSA treats one gender over another (in other words, no discernable differences noted), or
    • the members did not know the accurate gender breakdown of their company and therefore did not answer, or
    • the members did not feel comfortable answering the question, or
    • the question was poorly written/misinterpreted. As a result of these various possible scenarios, it is difficult to see any conclusive trends
• Language:
  • The main language spoken for transacting business is English (91%)
  • Only five of the surveyed members confirmed that their main language is French. These five companies are headquartered in Quebec
  • 48% said that their company does not offer English language training or learning opportunities, compared to 55% that said that French language training was also not offered
  • Only two surveyed members raised that one of their challenges with the CBSA is being able to speak to someone in the language of their choice. Those two business are located in a rural area. A rural area is defined as a geographic area that is located outside towns and cities that have a small population density
  • No concerns were identified regarding CBSA policies and communications being in both official languages
  • With the use of an open-ended question, 28 surveyed members said that it is important that all information, guidance and memoranda be accessible in both official languages so that companies can properly comprehend the information being conveyed to them. This leads to greater compliance with laws, regulations and policies

The survey identified two main issues that members face when dealing with the CBSA. One of the main issues is that, while members do not have difficulty in reading or finding CBSA policies, they encounter difficulties in always being able to understand the policies due to the use of high-level language, making it difficult to come to the correct conclusions. Of the members surveyed, 24% said that what they find the most challenging about their experience with the CBSA is the perception of and understanding of policies. Another main issue is that 31% of the members stated that the most challenging aspect about their experience with the CBSA is the fact that they cannot easily speak to someone by phone or in person.

The program has not identified any gender-based identity factors that face particular challenges. On the contrary, the program has discovered that all surveyed members, although they come from different environments, have the same awareness in regard to the CBSA, do the same type of business in the same geographical location, and do not have any noticeable gender majorities present in their company.

Although the program is not able to deduce concrete conclusions from the single-response/multiple-choice questions, the open-ended questions allowed the program to detect other areas for improvement. In the section below, areas of improvement will be presented, along with possible solutions on how GBA Plus considerations can be better integrated throughout CBSA programs and policies to ensure that a more inclusive environment can be fostered and sustained for everyone.

Mitigation strategies

When the results are analyzed as a whole, the program is pleased with the outcomes and agrees with the trends raised. As a proposed mitigation measure to address the issue related to the challenges of understanding CBSA policies due to high-level language, the program will work collaboratively with Communication Services to ensure that policies are adapted using plain language. Plain language involves techniques to write in a clear, simple and structured way that specifically addresses the audience's needs.

In addition, the program will look into the option of modifying the approach in policy communications by creating a pilot project. This test group will be responsible for reviewing new policies before they become public-facing documents to ensure that the language used is at the appropriate level. The expected outcome is to increase the understanding of policies among internal and external stakeholders. The parameters of the pilot project will be discussed with Communication Services as their expertise is needed. It is expected that the kick-off meeting with Communication Services will happen by September 2024.

Furthermore, the program believes that it would be appropriate to develop a completely new way of communicating with all CBSA stakeholders. For instance, step-by-step instructional tools could be developed that have audio-visual aspects that explain and summarize certain policies that are more complex. The program's priority is to ensure that all communication products and tools follow government-wide accessibility guidelines and standards. Due to the complexity of this idea, it is expected that the program may be able to explore the feasibility of this option in Q3 following the kick-off meeting with Communication Services.

As a proposed mitigation measure to address the issue that surveyed members felt that they could not easily speak to someone by phone or in person, the program will be exploring potential solutions on how to promote and increase the visibility of Border Information Services (BIS) offered to all Canadians and businesses. In collaboration with the Information, Science and Technology Branch, the program will also be looking at options to review the services provided by BIS, and explore the option of providing employees with different scripts or scenarios to ensure their abilities to provide clear, accurate and consistent responses for frequent issues that are encountered.

As a proposed mitigation measure, to address the issue raised by surveyed members in a rural area who suggested that their business was treated unfairly by the CBSA because of their location, the program will continue to alleviate and improve the submission of requests electronically. The program will do so through continued support in the expansion of Electronic Longroom services at CBSA offices nationwide.

The planned actions are:

June 2024:

• Present the findings of the program's completed analysis results in terms of key impacts on gender and diversity to senior management for discussion

July to September 2024:

• Organize the pilot project with Communication Services:
  1. Schedule kick-off meeting
  2. Engage and work closely with the Accessibility Office to establish a plan that aligns with the CBSA Accessibility Plan
  3. Engage with CBSA rural offices to see if they encounter or observe language challenges

October to December 2024:

• Conduct an analysis to determine the feasibility of the proposal:
  1. Schedule meetings with involved partners to discuss potential solutions
     1. Review the program's policies and consider how we can reduce issues of understanding
     2. Create different scripts and scenarios for BIS agents to ensure their abilities to provide clear, accurate and consistent responses for frequent issues that are encountered

May 2025:

• Present completed analysis results in terms of key impacts on gender and diversity to senior management for discussion:
  1. This will include briefing senior management on updates related to the following three identity factors:
     1. Geographical location
     2. Business size
     3. Language
  2. Provide a progress report on Electronic Longroom implementation

June to September 2025:

• Create an action plan to address identified gaps based on the results of the analysis conducted

GBA Plus has helped the Commercial Facilitation and Compliance program to understand the challenges faced by under-represented groups operating within the trade community and how various socio-demographic groups are impacted differently. The findings of this analysis will allow the program to find ways to improve services and processes going forward.

Program goals: The Field Technology Support program (FTSP) is the scientific authority leading the CBSA in using science and engineering for border operations and decision-making. It conducts analytical and forensic analysis to support program legislation, equips frontline operations with tools to conduct examinations safely, and pilots new technological solutions to address evolving threats and business challenges in border management.

Target population: All Canadians is the target population of the FTSP as it supports public safety.

Distribution of benefits:

Specific demographic group outcomes: The FTSP is directly responsible for supporting the health and safety of the scientists who use laboratory instruments to perform analysis, the field technicians who are responsible for repairing and maintaining the deployed equipment in the field, and the border services officers who operate the detection technology equipment at the various ports of entry across Canada. The FTSP indirectly impacts the wellbeing of the Canadian public by providing expert analysis, advice, equipment and tools to conduct business and allow the free flow of people and goods safely into Canada. Collecting survey data on accessibility and functionality will provide the FTSP with a means to quantitatively assess the usability and inclusivity of laboratory instruments and detection technology equipment across the country.

Key program impacts on gender and diversity: Not available at this time. The FTSP is in the process of implementing two surveys as a component of the data collection and analysis strategy. It is anticipated that survey data will be available for analysis in July to August 2024. Delays in the timeline were caused by the need to vet the surveys with internal stakeholders, as well as competing priorities for the one full-time equivalent assigned to the data collection plan and pilot project.

GBA Plus data collection plan:

To align with CBSA priorities, the FTSP has chosen to focus a GBA Plus data collection plan on the lifecycle management of laboratory instruments and detection technology equipment through the procurement of goods and services. To achieve this, a data collection and analysis strategy has been implemented using surveys to determine whether barriers exist in an effort to increase the functionality and/or accessibility of laboratory instruments to perform analysis and detection technology equipment to conduct examinations. It is anticipated that the data received will present an opportunity for the FTSP to explore whether certain laboratory instruments or detection technology equipment could be adjusted to become more accessible to a wider group of people.

The scope of the survey is to determine whether there are any functionality and/or accessibility barriers that exist that may affect the ability of scientists to perform analysis related to the use of laboratory instruments, and border services officers to conduct examinations using detection technology equipment.

The survey data will be used to explore whether there are challenges in using certain laboratory instruments or detection technology equipment and whether, through the procurement process, the instruments and equipment could be designed or adjusted to become more accessible to a wider and more diverse group of people.

A review of the FTSP Performance Information Profile and key performance indicators is currently underway in collaboration with the Enterprise Performance Measurement Unit. The intent is to include GBA Plus within the logic model and to explore whether a key performance indicator for GBA Plus is possible. The inclusion of a GBA Plus component will allow the FTSP to report on progress toward equity and inclusion. The results of the surveys could provide a means to develop a GBA Plus key performance indicator to report on social performance and help mitigate any issues identified within the surveys. However, this cannot be achieved ahead of the survey implementation as it will require a data analysis to identify whether there are people who are impacted by an accessibility issue and the different ways in which they may be impacted.

The 2023 to 2024 data collection and analytical strategy for the FTSP includes the implementation and distribution of two separate surveys. The first survey will be distributed to the chemists and laboratory technicians at the laboratories in Ottawa and at the three Designated Safe Sampling Areas located at the Toronto, Montreal and Vancouver airports. The second survey will be distributed to border services officers at the Marine Container Examination Facilities in the Atlantic, Pacific and Quebec regions. Should a response rate of at least 60% not be received, the scope may be expanded to include land border crossings and airports in 2024 to 2025 and subsequent years. The program will continue to survey all chemists and laboratory technicians.

Based on the data collected in the 2023 to 2024 survey, the responses will be used to identify any barriers or gaps within the FTSP, which will highlight various areas that might benefit from further probing in a focus group context. Focus groups will also provide an opportunity for participants to share ideas among themselves, prompting conversation and information sharing.

Program goals: The Officer Induction Model is a comprehensive approach to recruiting, training and developing CBSA officers suited for service in an armed law-enforcement agency. The model comprises three components: the Officer Trainee Selection Process, the Officer Induction Training Program, and the Officer Induction Development Program.

Target population: All Canadians. Specifically, the Force Generation Program seeks to attract qualified Canadians and permanent residents who are interested in a career in law enforcement at the CBSA.

Distribution of benefits:

Specific demographic group outcomes: The demographic groups directly impacted by the program include eligible Canadians and permanent residents who are interested in a career on the front line at the CBSA. While the CBSA is an equal opportunity employer and seeks to recruit and attract diverse candidates that reflect Canada's population, it recognizes that certain demographic groups may face employment barriers.

The recruitment and development process imposes a number of costs on candidates such as participating in and/or travelling for assessments, and costs to obtain certificates to meet conditions of employment. Once a candidate is selected as a recruit, recruits participate in an 18-week training program, where there is a weekly stipend of $125. They are required to participate in four weeks of facilitated distance learning from home and 14 weeks of on-site training at the CBSA College in Rigaud, Quebec where they live for the remainder of their training. Once successful in the program, recruits are assigned to a pre-determined location, which may be different from the candidate's hometown.

Some of the program factors identified above may create barriers for numerous demographic groups, including Indigenous persons, Black people, racialized people, persons with disabilities, 2SLGBTQI+ people, ethno-religious minorities, lower-income people, unilingual individuals, lone-parent households, etc.

Key program impacts on gender and diversity:

Key program impact statistics:

In fiscal year 2022 to 2023, the National Officer Recruitment Program (NORP) launched the 008 selection process, which ran from June 15, 2023 to July 13, 2023. In total, 17,770 applicants were screened in using the automation feature embedded within the Government's hiring system. Given the volume of candidates who apply to the Officer Trainee Development Process, the NORP only pulls a percentage of screened-in applicants to be assessed in the various stages of the assessment process. NORP continues to assess candidates from this selection process.

A strategy is in place to pull a certain percentage of each key group from the pool of candidates for assessment, which is based on the overall strategy identified in the job advertisement (for example, self-declared applicants belonging to an employment equity); however, operational requirements also play a key role in which candidates are assessed ahead of others. The Force Generation Program must be able to fill vacant positions at ports of entry across Canada, including ports that are small, rural and remote, in addition to bilingual positions in bilingual regions, which can have an impact on the pull strategy.

The Force Generation Program collects employment equity data through the self-declaration process, which is a voluntary process used to understand the diversity of candidates. Data is currently limited to the four designated employment equity groups as per the Employment Equity Act: women, Indigenous peoples, visible minorities, and persons with disabilities.

This self-declaration process is led by the Public Service Commission, which is the body centrally responsible for recruitment and staffing programs within the public service. Self-identification data is collected once a candidate becomes an employee, and is collected voluntarily. The Treasury Board Secretariat's Office of the Chief Human Resources Officer (OCHRO) is currently modernizing the self-identification process to enable broader collection of data as it relates to religious affiliation and gender and sexual identities. The anticipated implementation date of these changes is still to be confirmed; however, data availability will be contingent on the stabilization of the collection of data at the public service level. In the interim, the CBSA uses the data that it collects through its current processes to assess and understand barriers.

Other key program impacts:

The Force Generation Program has implemented a strategy entitled the National Officer Recruitment and Outreach Strategy and Action Plan (2022 to 2025) which strives to strengthen the diversity of its frontline workforce. The strategy specifically aims to reduce and eliminate barriers for recruitment and retention of qualified individuals within four demographic groups: women, Indigenous peoples, persons with disabilities, and bilingual persons. Until 2SLGBTQI+ is included in the Employment Equity Act and data collection becomes possible, this group is included as an equity-deserving group within the strategy where the main goals are building knowledge and awareness of the program's impacts. Finally, the strategy also considers intersectionality to ensure that efforts and processes do not result in further unintended discrimination or disadvantage.

Intersectionality is considered among employment groups (for example, Indigenous women) but is also considered in other ways. For example:

• Indigenous people who may have lower income, experience high cost of living due to where they live, or experience different norms than in other parts of Canada (for example, not needing a driver's license in the northern territories given that people commute on snowmobiles)
• Candidates whose first language is neither English nor French
• Women who are single parents and have full-time child care responsibilities (for example, ability to reach assessments and do shift work)

The Physical Abilities Requirement Evaluation (PARE) is a good example of how intersectionality has been considered when assessing program impacts. The PARE has historically created a barrier for candidates living in rural, remote or isolated areas that do not have access to a testing center and/or training facilities, and imposed a financial barrier to complete the evaluation (sometimes more than one effort is required) and to travel to a testing center. This has been identified while studying attrition rates. To eliminate this as a barrier, the PARE has been removed as a requirement for the upcoming selection process and candidate performance will be monitored.

The key impacts of this work to date are summarized below:

• Inclusive mindset: All employees who participate in the recruitment and training of officers are required to complete mandatory diversity and equity training, including anti-racism training, GBA Plus training, and Indigenous-related training. Notably, employees in this area indicated that they feel comfortable speaking up against racism in the workplace (80% positive response versus 70% for the CBSA as a whole)

• Inclusive hiring process: Equity, diversity and inclusion considerations are embedded throughout the process. The CBSA has a diverse group of recruiters and interview board members. It has completed a review of the language used in the selection process to ensure that it is more inclusive, and has engaged and consulted with people from negatively impacted communities in the development of recruitment initiatives and communications. This has resulted in more targeted events and activities such as recruitment in Indigenous communities, and the Indigenous Candidate Mentorship (ICM) initiative that connects Indigenous candidates with an Indigenous mentor to provide ongoing support through the various stages of the process. Notably, the attrition rates of ICM mentees are lower than those of all Indigenous candidates, particularly where other forms of attrition are concerned. "Other forms of attrition" refers to candidates becoming inactive for reasons other than failure, such as withdrawals, no-responses and no-shows for assessments.

  ICM mentees who applied in fiscal year 2023 to 2024 had a higher overall success rate (10.2%) than Indigenous candidates who applied during the same time period and did not have a mentor (4.2%).

  Furthermore, ICM mentees who applied in fiscal year 2023 to 2024 have an average other attrition rate of 20.8% at the interview stage compared to 32.5% of Indigenous candidates without a mentee; and 0% at the psychological assessment stage compared to 6.7% of Indigenous candidates without a mentee. Both groups reported 0% other forms of attrition at the additional requirements and Officer Induction Training Program stages.

• Indigenous recruitment: Acknowledging that Indigenous candidates may not have access to or be aware of the CBSA's recruitment process, non-advertised processes can be used to accept Indigenous candidates throughout the year. In 2023 to 2024, 116 Indigenous candidates were included through non-advertised means. A new national Officer Trainee Selection Process is being launched in 2024 to 2025 and will be an inventory open for a period of one year enabling Indigenous candidates to continue to apply at any time and not need to apply via a non-advertised process. This allows for the timely hiring and onboarding of key shortage groups at the CBSA. The CBSA is committed to respecting the unique position of Canada's Indigenous people and their territory. As such, efforts are made to place a candidate at a port of entry near their community if there is a vacancy available in their language profile
• Workforce planning: The CBSA conducts detailed workforce planning, recognizing that the frontline workforce falls short on key designated employment equity groups. The CBSA prioritizes the hiring of qualified candidates within the four designated employment equity groups, and considers employment equity goals when considering the preferences of candidates for placement at ports of entry across Canada
• Student hiring: The CBSA has a robust student employment program to attract and recruit Student Border Services Officers (SBSOs). It works closely with the Federal Student Work Experience Program (FSWEP) to ensure that it attracts and recruits a diverse and talented pool of candidates. It should be noted that SBSOs work in the region where they are recruited and have shorter training periods
• Community partnerships and engagement: Continuous research is conducted on intersectional organizations that can be partnered with in order to help identify barriers and mitigation strategies within the selection process for various identity groups (for example, the Native Women's Association of Canada, which is a national Indigenous organization representing the political voice of Indigenous women, girls and gender-diverse people in Canada)
• Inclusive workplace: An information package has been created for all candidates in the CBSA Officer Trainee Selection Process to provide valuable information, particularly on efforts being made to support various identity groups and accommodations throughout the assessment process. Beyond the recruitment process, the CBSA continues to explore and research different defensive equipment and tools to better meet diverse employee needs. This includes the introduction of lightweight equipment such as defensive batons to support officers and reduce the weight of equipment on duty belts. The Firearm Modernization Strategy will also seek to reduce barriers for employees as the CBSA seeks to reduce trigger pull weight and introduce optical sighting systems for more inclusive and accessible duty firearm platforms
• Addressing recruit attrition: In an effort to address increasing recruit withdrawals, long-term leave and accommodation requests, significant progress in alignment has been made between the geographic distribution of recruit invitations and the regional seat allocation. This alignment is expected to reduce the number of training deferrals and withdrawals as it is generally accepted that candidate preference is to remain closer to their residence

GBA Plus Data Collection Plan:

During fiscal year 2023 to 2024, the CBSA continued and broadened its regular reporting on employment equity goals as it relates to key agency strategies and initiatives. Reports are available on a monthly and quarterly basis and allow for adjustments and corrective action should deficiencies be found. Additionally, weekly updates are provided to senior management on progress against gender parity and employment equity goals for recruits.

For every officer trainee process, NORP tracks self-declaration data and measures the attrition rate of candidates against provided data during the various assessment phases. In addition, the Force Generation Program has started to analyze data from candidate feedback surveys further to better understand their experiences. This includes reviewing data collected from Indigenous candidates through the Indigenous Candidate Form, as well as an exit survey for candidates who withdraw from the process, to identify trends and develop and implement solutions. Data is currently consolidated and analyzed on a periodic basis.

Self-declaration is a voluntary process, so data may not be accurate as not all candidates complete a self-declaration form. For the 008 selection process (BSF23J-019776-000018), 7,177 candidates self-declared (42%). Of those, 6,167 wished to have their self-declaration used for recruitment purposes and the other 1,010 wished to have it used for statistical purposes only.

For the 008-1 selection process (BSF23J-019776-000019), the process was limited to persons belonging to an employment equity group residing within 125km of Windsor, Ontario. As such, 100% of applicants self-declared and opted to use their information for recruitment purposes.

Steps are taken to try to increase the rate of self-declaration, including:

• During recruitment information sessions and throughout the selection process, NORP encourages potential applicants and candidates to self-declare and request accommodations if needed. Information is shared on the confidentiality of the data as well as the benefits of self-declaration
• Providing details in the job advertisement on how to self-declare and the value of doing so, and indicating that candidates who choose to self-declare may be prioritized for assessment
• Messaging on self-declaration is reiterated numerous times through ongoing communication with candidates, including detailed definitions of what is considered a person with a disability

To be able to better report on program impacts on gender and diversity, and gain feedback on the barriers that various intersectional identities face, the CBSA will do the following:

• Collect employment equity data from self-declaration
  • While a CBSA Officer Trainee – Developmental Program selection process is not currently open, self-declaration data continues to be collected for new candidates who apply via non-advertised process (Indigenous people, persons with a priority entitlement) and candidates currently in the selection process who are choosing to self-declare after their application
  • In Q1 of fiscal year 2024 to 2025, NORP will launch a new national CBSA Officer Trainee – Developmental Program selection process to meet organizational priorities and operational needs. A four-pronged approach has been developed to prioritize candidates, one of which being applicants who self-declare as belonging to one or more employment equity groups. Data will be collected, analyzed and reported on a quarterly basis
• Analysis of candidate attrition data
  • Analyze attrition data of candidates on a quarterly basis to identify selection process stages where certain groups experienced higher levels of attrition than others, and implement steps to better support candidates where possible
  • As the PARE is no longer included as an assessment step in the Officer Trainee Selection Process, attrition data at the additional requirements stage will be compared between the 008 process, which included the PARE, and the 009 process, which excludes the PARE, to determine whether there is a change in the overall candidate success at this stage. The additional requirements stage also includes security clearance, Category III health assessment, firearms safety courses, and second language evaluations for candidates who indicated an interest in a bilingual position
  • Analyze experience from candidates and recruits who withdraw from the selection process:
    • Candidate exit questionnaire
      • Q3 fiscal year 2024 to 2025: review and update the candidate exit questionnaire with an inclusive lens and explore ways to increase response rate
      • Q4 fiscal year 2024 to 2025: implement the new questionnaire and train staff on how to use the questionnaire
    • Indigenous feedback form
      • Q3 fiscal year 2024 to 2025: conduct a one-year assessment of the Indigenous feedback form to assess effectiveness
      • Q4 fiscal year 2024 to 2025: identify notable trends and potential solutions to improve data collection and the candidate experience, in addition to assessing the future of the form and more viable options
    • Student Border Services Officers Survey
      • Q3 to Q4 fiscal year 2024 to 2025: explore development of exit survey for SBSOs to assess their recruitment and employment experience, and to understand determining factors in a student's desire to pursue or not pursue further career options at the CBSA
• Produce regular employment equity reports
  • Produce weekly updates to senior management on progress toward meeting gender parity goals in each cohort composition and a separate report summarizing progress toward meeting CBSA priorities and operational needs in staffing the new Gordie Howe International Bridge port of entry
  • Produce ad-hoc and quarterly reports for senior management to provide a snapshot of candidate progress and representation in the assessment process
• When available, launch the modernized self-identification process to collect a broader array of information and data. Timeline to be confirmed once launch date is confirmed by OCHRO. Actions will include:
  • Announcing launch and communicating information to employees on the new self-identification process
  • Hosting information sessions for managers and employees to explain the value of self-identification in supporting program design and improvement
  • Reporting data provided by OCHRO
  • Expanding data collection plan to start collecting data that was not previously collected

Program goals: The Intelligence Collection and Analysis Program collects, analyzes and produces border-related intelligence on people, goods and/or conveyances that may pose a threat to the security of Canada. Information is collected from many sources, one being Confidential Human Sources (CHS). The CHS program is undergoing a GBA Plus analysis.

Target population: All individuals can be recruited and/or volunteer as CHS within the Intelligence Collection and Analysis Program.

Distribution of benefits: The Intelligence Collection and Analysis Program contributes to making Canadian society safer and therefore benefits Canadian society at large.

Specific demographic group outcomes: All Canadians may benefit indirectly from the outcomes of the Intelligence Collection and Analysis Program as the overall goal is to provide intelligence in support of national security and public safety priorities at the border, thus providing safer communities for all Canadians. The program is actively working to apply GBA Plus to its CHS program.

Key program impacts on gender and diversity: Given the sensitivity of the CHS program, results from the 2023 to 2024 GBA Plus efforts cannot be reported publicly. A classified report has been completed. The program was able to identify a baseline for two primary factors and will be expanding one factor in next year's analysis. It is worth noting that following significant research, it has been difficult to compare this data to the results of other organizations as the data is too sensitive for publishing. Comparisons were made to existing population and crime statistics where possible.

GBA Plus Data Collection Plan: Collecting information from CHS is a key activity associated with intelligence production and can potentially help to better understand, shape and influence the program's impacts on gender and diversity. The intelligence community can trace the history of using confidential informants, in some fashion, all the way back to the creation of the Department of Customs in 1867. As such, the Intelligence Collection and Analysis Program has established a plan to apply GBA Plus to its CHS program. The program will look to identity factors included in the GBA Plus framework

Building on efforts from the 2023 to 2024 fiscal year, the program will collect and analyze another year of data to see if patterns can be established:

Program goals: The Recourse Program provides individuals and businesses with an accessible mechanism to seek impartial reviews of CBSA decisions and to voice any feedback or complaints. Feedback from decisions on appeals and complaints results in improvements to CBSA services and program delivery.

Target population: Any individuals or businesses who have had interactions with the CBSA and submit feedback (compliments, comments or complaints) or request a review of certain CBSA decisions or enforcement actions.

Distribution of benefits: Individuals and businesses that interact with the CBSA.

Specific demographic group outcomes: No notable characteristics. Any individuals or businesses who have had interactions with the CBSA may submit feedback (compliments, comments or complaints) or request a review of certain CBSA decisions or enforcement actions.

The Recourse Program is governed by the principles of transparency, accessibility, consistency, impartiality and timeliness. As such, the program strives to ensure that there are no barriers in seeking redress. Border services legislation allows for a reasonable time to request a review, and there are no fees to request a review.

In addition, guidelines are provided on the CBSA website on how to submit appeals or complaints. These are regularly reviewed to ensure they are as comprehensive and simple as possible and to avoid creating barriers for any group. The program accepts feedback and appeals electronically, but also by regular mail. Work is also being done to implement an e-portal for appeals to improve communication with clients who may not wish to use mail or email.

The CBSA also has the Border Information Services (BIS) telephone line and text to voice (TTY) line, plus multiple web and social media channels that clients can contact to request clarification of any program, including appeals, compliments and complaints.

There are additional communication channels beyond the Recourse Program that clients can use to provide feedback. For example, the agency is working toward reducing, removing and preventing barriers for its employees and clients through its Accessibility Plan and feedback process. The CBSA Accessibility Office, through ongoing consultation and collaboration with the persons with disabilities community, has recently published its inaugural three-year plan and accessibility feedback process. Feedback submitted on the plan or to report a barrier will be incorporated into future planning and implementation strategies. The CBSA is committed to developing an equitable and accessible environment for all Canadians.

Key program impacts on gender and diversity: The Recourse Program receives compliments or complaints and the information is relayed to the correct directorate within the CBSA for information purposes and/or corrective measures. The responsibility rests with the directorate in which the compliment or complaint was addressed. As part of the program's commitment to applying GBA Plus, the program has updated its communication templates to ensure that all communications with clients are gender-neutral. Employees have also received training and guidance on ensuring that any non-template communications with clients are respectful of GBA Plus principles, using gender-inclusive language and avoiding gendered pronouns.

Other key program impacts: At the conclusion of ministerial reviews, litigation and complaints, formal feedback is provided to internal stakeholders. The feedback includes key messages to support the CBSA in incorporating GBA Plus into its policies, programs and initiatives. The feedback is based on the findings of the review and may include suggestions for program improvements or identify service- or policy-related gaps. For example, at the outcome of a human rights complaint, the program provides qualitative feedback such as reminding personnel to be mindful when engaging in conversations with travellers and to ask questions in line with the performance of their duties during processing and examinations (for example, it is not necessary to ask travellers about their religious beliefs unless there is a specific reason for the line of questioning.) The program also provides the agency with raw data and qualitative feedback, allowing further analysis by program owners contributing to improving training and service delivery, and/or identifying policy gaps where applicable.

GBA Plus data collection plan: The Recourse Program mandate is to provide an accessible mechanism for individuals and businesses to seek impartial reviews of CBSA decisions or voice any feedback/complaints in accordance with legislation and policies administered by the agency. To ensure that additional biases are not introduced at the redress stage, the program limits the collection of information to what is strictly necessary for the program to be administered, and does not require additional or specific data elements to be provided beyond what the client shares as part of their service request. The program collects data that clients choose to share as part of the appeals process or through their feedback/complaints to the agency (for example, race, gender, socio-economic status, etc.). Of note, the Traveller Facilitation and Compliance Program is establishing a GBA Plus Data Collection Plan that, once in place, could enable further GBA Plus on Recourse Program outcomes as required.

Following a complete and impartial review of CBSA actions and decisions, as well as following complaint investigations, the Recourse Program provides qualitative feedback to CBSA program owners and frontline operations. Case-specific analyses are conducted to identify gaps in policies, procedures or operational processes, which may highlight the need to update written polices that are not aligned with legislation or include reminders to be mindful of the questions posed to travellers and be sensitive to their needs. The information provided by clients, subject to information sharing practices, also contributes to the understanding of diverse client experiences at the border and allows the agency to adjust and mitigate impacts on diverse population groups. For example, monthly dashboards are provided to internal key stakeholders providing the number of service-related complaints received, the type of complaints received, and monthly trends. When individuals provide feedback about their interactions with the CBSA, it offers valuable insights on areas for improvement. The scope of the feedback, which ultimately contributes to improving training and service delivery, will vary depending on the legislative framework of the case/proceedings.

The Recourse Program will be informed by the CBSA's data framework, with the intention to measure the diversity and inclusion impact of decisions and policies. It also aims to identify possible areas of discrimination and bias. The program will also leverage enterprise systems for the purposes of any future data collection.

Program goals: The Centre for Immigration National Security Screening (CINSS) conducts comprehensive security screening when foreign nationals are referred by immigration visa officers, as part of their immigration application, seeking temporary or permanent resident status in Canada. The program also performs security screening of all adult asylum claimants in Canada. Temporary resident and permanent resident applications are referred by Immigration, Refugees and Citizenship Canada (IRCC) on a discretionary basis using tools such as thematic indicator packages (including gender, demographic and geopolitical factors) which are jointly developed by the CBSA and public safety partners. The CINSS, alongside public safety partners, provides training to immigration visa officers on the use of thematic indicators to assist in assessing the admissibility of foreign nationals.

Target population:

• Foreign nationals, above the age of 14, who have been referred for comprehensive security screening as part of their immigration application for temporary or permanent resident status in Canada
• All adult asylum claimants in Canada

Distribution of benefits:

Specific demographic group outcomes: The program benefits all Canadians by conducting a fair, effective and efficient immigration security screening process to facilitate the entry of admissible immigration applicants while protecting the safety and security of Canadians. All Canadians benefit from the outcomes of the program as the overall goal is to provide recommendations on admissibility in support of national security.

Key program impacts on gender and diversity: Relative to the proportion of male and female applications referred by IRCC, both male and female applicants received broadly the same proportion of favourable, non-favourable and inconclusive recommendations. The impact of the program on applicants, relative to the gender distribution of applicants referred by IRCC for comprehensive security screening, is broadly gender-balanced. In relation to age, relative to the age distribution of applicants referred by IRCC, applicants who received non-favourable and inconclusive recommendations tended to be older than those who received favourable recommendations, which is aligned with the inherent nature of inadmissibilities and the expectations and experience of security screening partners.

The CINSS receives referrals for comprehensive security screening from IRCC. The CBSA has no authority over the decision of an immigration visa officer and therefore no control over the distribution of applicants referred by IRCC in relation to any GBA Plus factors. Disproportionate distribution of applicants referred by IRCC across GBA Plus factors, such as age and gender, inherently impact the distribution of any form of recommendation made by the CBSA.

The CBSA's security screening officers analyze information on a wide range of regional, demographic and geopolitical factors throughout the security screening process to provide recommendations on admissibility. The recommendations on an applicant's admissibility is based on a legal threshold of reasonable grounds to believe and is supported by jurisprudence. The program's impacts in relation to all gender and diversity considerations is not known at the moment as the intersectionality of all gender and diversity factors cannot be assessed with the current state of aggregated and disaggregated program data available in the case management system. The program will consult the GBA Plus CoE to ensure that gender and diversity factors that can be considered are incorporated in the implementation of the GBA Plus data collection plan.

Key program impact statistics:

GBA Plus data collection plan:

The 2024 to 2025 GBA Plus data collection plan focuses on elements of the program that are within the CBSA's control. The program has identified various opportunities for key internal activities to be shaped to influence its impacts on gender and diversity, including:

• The development of thematic indicator packages, which are jointly developed by the CBSA and Public Safety as a tool to assist IRCC in assessing the admissibility of applicants and referring to security partners for comprehensive security screening when appropriate
• The training delivered by the CBSA and security partners to immigration visa officers on the use of thematic indicator packages
• The program intends to apply a GBA Plus lens to internal activities over which the CBSA has control to ensure that:
  • Internal policies, processes and procedures are free of individual bias with respect to GBA Plus
  • Individual biases do not influence admissibility recommendations being provided to immigration visa officers
  • GBA Plus identity factors are taken into consideration throughout the program where the CBSA has control

The program has developed a plan to apply a GBA Plus lens to assess internal activities:

Program goals: The CBSA receives advance information from commercial air carriers to identify people for pre-arrival risk assessment purposes. The data is screened through Scenario-Based Targeting (SBT) rules known as scenarios, enabling the CBSA to identify travellers who may pose a risk to national security or may be involved in illicit migration or contraband smuggling. The SBT program is undergoing GBA Plus.

Target population: All Canadians. The SBT program ensures that high-risk individuals are identified prior to arriving at the border to ensure the safety and security of the Canadian population as a whole.

Distribution of benefits: All Canadians benefit from SBT by improving public safety for Canada as a whole.

Specific demographic group outcomes: All Canadians benefit indirectly from SBT as it ensures that high-risk individuals are being identified prior to arriving at the border. Travellers could experience negative impacts such as wait times and secondary examinations should they be referred for an examination due to SBT. The program is actively working to apply GBA Plus to its SBT program.

Key program impacts on gender and diversity: The SBT program considers a wide range of GBA Plus identity factors. The requirement for commercial air carriers to provide Advance Passenger Information (API) and all available Passenger Name Record (PNR) data, concerning all travellers (including crew) to the CBSA before a flight's departure, comes from section 5(a)-(f) of the Passenger Information Customs Regulations and section 269(1)(a)-(f) of the Immigration Refugee Protection Regulations. API and PNR enable the CBSA to identify in advance people who may pose a risk to national security or may be involved in illicit migration or contraband smuggling. Domestic law and international agreements restrict Canada's use of PNR data to preventing and detecting terrorism offences or serious transnational crime while limiting the impact on privacy, civil liberties and human rights.

The API/PNR data is automatically screened through pre-determined SBT rules known as scenarios within the CBSA Passenger Information System (PAXIS). Scenarios are generated upon intelligence, emerging threats, and comparative enforcement analyses that are associated to terrorism offences or serious transnational crime including contraband or illicit migration.

When API/PNR is received by the CBSA, it is processed through all active scenarios. If the traveller's information matches all criteria of a scenario, the traveller is placed on the Scenario Work List in PAXIS. Targeting Officers at the National Targeting Centre (NTC) will conduct comprehensive reviews on travellers who have matched scenarios to confirm or negate the potential risk. In addition to the scenario match, the traveller's information is processed through a number of queries to various internal and external databases either automatically or manually, to provide supplemental information for use during the review by the Targeting Officer. If the risk is determined to be valid, a target will be issued which will enable the interception of the traveller for further processing upon arrival in Canada.

The goal of this data collection plan was to assess the percentage decrease of the use of identity factors gathered for pre-arrival assessment. Scenarios are added, deleted and updated daily and reviewed for operational impacts as well as human rights and GBA Plus. The program was able to identify a baseline and collect data by analyzing and comparing scenarios from fiscal year 2022 to 2023 against 2023 to 2024.

Other key program impacts:

• The NTC uses "they" instead of "he" or "she" to challenge gender-based assumptions when developing and reporting within standard operating procedures and other internal communications
• Written products use generic language when referring to an individual (for example, "subject", "associate", etc.) and care is taken in written/oral communications to use proper spelling and pronunciation of foreign countries and cities
• SBT development procedures will include a challenge function that requires analysts to confirm that human rights and civil liberties are respected, and that GBA Plus considerations are applied

GBA Plus data collection plan:

The program will continue to collect data related to SBT development on an annual basis. The program continues to be dedicated to applying a GBA Plus lens on these activities to ensure that controls are being respected and reinforce that biases toward all GBA Plus identity factors are not being included in scenario development.

As mentioned above, the scenarios are created based on current intelligence, emerging threats, and comparative enforcement analyses; however, the CBSA would like to ensure that GBA Plus identity factors (for example, gender and age) that could be included in the criteria of a scenario are indeed required and that GBA Plus is being considered as often as possible.

Program goals: The Trade Facilitation and Compliance Program ensures that importers comply with revenue requirements and that duties and taxes owed to the Government of Canada are collected. A survey was developed to enable data collection for instrumental impact analysis to facilitate inclusive service delivery and effective integration of GBA Plus considerations.

Target population:The trading community, particularly commercial importers.

Distribution of benefits: The target population benefits from having the means to comply voluntarily with revenue requirements.

Specific demographic group outcomes: The specific demographic group is commercial importers and enterprises that must comply with trade rules.

Key program impacts on gender and diversity: Not available at this time. The program is currently in the final approval stages to allow for the implementation of a survey and subsequent data collection that will enable the reporting of key program impacts in fiscal year 2024 to 2025.

GBA Plus Data Collection Plan:

The Trade and Anti-dumping Programs Directorate (TAPD) implemented a GBA Plus data collection strategy in fiscal year 2023 to 2024 to enable TAPD to identify and address gaps related to gender and diversity (for example, improve education and promotion in specific demographics such as gender, ethnicity, culture, age, language and geographical areas where gaps have been identified). In November 2023, TAPD reviewed available data on various companies and industry sectors, which led to the conclusion that data from external data sources could not be adequately substantiated to the enterprises that are served by TAPD programs. Therefore, the external data are not sufficient evidence to effectively measure program impacts on gender and diversity.

The data collection plan detailed below is based largely on the implementation of a customized survey developed for the TAPD target population to provide feedback on TAPD programs associated to direct and indirect interactions. TAPD will invite 100% of regular users of the anti-dumping program to participate, such as steel producers represented by the Canadian Steel Producers Association and members of other industry-based associations. While participation is voluntary, TAPD aims to base the analysis on a response rate of 56% (a recommended sample size by statistics and market research to ensure relevance). The planned implementation of the survey is July 2024. Once data has been received and analyzed, the results will enable TAPD to work to address previously undetected barriers to inclusive distribution of program benefits.

The TAPD data collection plan was developed with an initial focus on the Trade Facilitation and Compliance Program, which also falls under TAPD's purview. To optimize efficiency, the TAPD data collection tasks that are applicable to the Anti-dumping and Countervailing Program will be implemented in parallel where possible. In summary, the TAPD data collection plan and updates incorporating both programs are as follows:

2023 to 2024 – Data Collection – Notable actions taken:

1. Submit a request to update language in the CARM Client Portal (CCP) to align with GBA Plus considerations that will be implemented in a future CARM release
   • Status: Completed in January 2024, including testing with GBA Plus Accessibility Checklist
2. Investigate how a survey is transmitted through the CCP and if the software can facilitate a data collection process in a future CARM release
   • Status: Completed in October 2023
   • Note: Another method/survey platform to distribute the survey will be investigated (see item 3)
3. Consult with CBSA Communications
   • Status: Completed in November 2023 whereby Communications identified resources to support the development of a survey to be hosted on the branch web platform
4. Conduct an analysis to identify TAPD points of service
   • Status: Completed in December 2023
5. Develop survey data collection framework
   • Status: Completed in December 2023
6. Develop a stand-alone survey for the Trade Facilitation and Compliance Program and data collection framework
   • Status: Completed in February 2024
7. Survey review, consultations and approval (February 2024 to June 2024)
   1. Conduct a program-level review
      • Status: Completed in June 2024
   2. Final review and approval
      • Status: In progress
8. Survey Implementation (planned for May 2024; delayed to July)
   1. Electronic dissemination (in other words, email correspondence)
   2. Web-based resources
9. Share initial results of key impact analysis regarding areas of improvement for the Departmental Results Report Supplementary Information Table (planned for June 2024; delayed, but will leverage a future opportunity to share initial results when available in fiscal year 2024 to 2025)
10. Survey data collection (planned for June 2024 to June 2025; start has been delayed to July 2024)
11. Monitor results and develop program GBA Plus indicators (planned for October 2024)
    • To occur on a quarterly basis beginning in Q3 of fiscal year 2024 to 2025; initial indicator development will be based on results received and best practices from other Government of Canada programs collecting GBA Plus data
12. Conduct survey analysis and produce a report with a recommended action plan (planned for September 2025)
13. TAPD senior management to review and approve the GBA Plus action plan (planned for November 2025)

Note: The data collection plan will be led by two TAPD resources from the Planning, Development and Performance Unit. Additional resources will augment the effort as required by available TAPD staff given the CBSA's high prioritization of the CARM external launch in October 2024.

Program goals: The Traveller Facilitation and Compliance Program supports the facilitation of travellers and goods and the protection of Canada's population from border-related risks. The program is responsible for administering the laws and program requirements, including customs and immigration laws, that apply to travellers and their goods crossing the border (goods imported for commercial purposes are a separate program). Border services are delivered by approximately 6,500 uniformed CBSA officers across Canada. In fiscal year 2022 to 2023, the CBSA processed approximately 70.5 million travellers and their goods.

Target population:All Canadians, permanent residents and foreign nationals bound for Canada.

Distribution of benefits:

Specific demographic group outcomes: The group has no notable characteristics beyond stating that all populations travelling to Canada are intended to be processed in an equitable manner, even where mode-specific processes might vary. This includes Canadians and permanent residents, who enter Canada by right, and foreign nationals.

Key program impacts on gender and diversity: The program does not currently measure its impact on gender and diversity, but through ongoing GBA Plus-related management response action plans and the data collection plan set out below, it is aiming to address this shortcoming by the end of fiscal year 2024 to 2025. The breadth of the program and the size of the dataset make comprehensive data collection and analysis difficult. This is complicated by the fact that the data resides in different CBSA systems where the platforms are not compatible for the purposes of integrated data reporting across the program.

Other key program impacts: To help ensure consistent program delivery, the CBSA continues to work on a number of GBA Plus activities initiated in 2023 and continuing in 2024 to 2025:

• Ensuring that national training standards for officers (mandatory training) include the following courses related to GBA Plus: Accessible Transportation Obligations, Processing of Indigenous Travellers and their Sacred Goods, Preventing Racial Profiling, and Introduction to GBA Plus (Canada School of Public Service). This will help officers address any internal bias, increase sensitivity to different cultural and/or gender-based factors, and reduce the potential for incidents where a traveller may feel mistreated and/or discriminated against while crossing the border
• Ensuring that CBSA signage at airports and terminals is accessible in compliance with the Accessible Transportation for Persons with Disability Regulations. The CBSA has updated signage where feasible to comply. In addition to the Université Laval study mentioned in the next section, the CBSA will consult directly with accessibility advocacy communities to explore alternative tactile signage to address their needs
• Conducting research through the CBSA's Office of Biometrics and Identity Management on software performance in primary inspection kiosks (PIK), which are used to process travellers entering Canada in the air mode by matching the image in their e-passport to confirm identity. The information for travellers entering Canada and using PIK (in other words, gender, age, citizenship and language selected at the kiosk) forms part of the program's data collection plan; however, the research specifically looking at the performance of the facial recognition software is treated separately because it only relates to identity validation (it is not used in all modes and the technology is not owned by the CBSA). Nonetheless, should the research highlight any potential demographic biases, the CBSA would address them with individual airport authorities

GBA Plus Data Collection Plan:

Processing at the border involves the compulsory collection of certain information that is necessary for the administration of the CBSA's program legislation, including customs and immigration laws. Expanding data collection beyond the legally required information can only be done on a voluntary basis, in a manner that is clearly differentiated from the traveller's legal obligations. This would also need to be done in a manner that ensures processing times and service standards for travellers are not compromised.

While there are constraints on what GBA Plus data elements the CBSA is collecting, the program has existing data that would enable it to monitor and report on impacts by gender and diversity. The program is also working to implement a data strategy through the Chief Data Office to improve the availability of GBA Plus data elements through analytical tools and/or updates to legacy systems under the Traveller Modernization project. Because the CBSA can already query its systems for gender, age and language (in some processing contexts), the program will draw on existing data collected to identify whether there are any trends or differential impacts based on GBA Plus identity factors.

The program will look at the data that is already tracked on selective and random referrals for secondary processing. Random referrals are typically system-generated at a set percentage rate, whereas selective referrals are based on indicators that require additional examination to confirm compliance with admissibility requirements of the person and/or their goods.

The program will analyze this data to identify trends related to gender, age, language, citizenship and, where information is available, income and persons with a disability. These analysis activities align closely with the logic model around traveller information and intelligence collection, risk assessments prior to entry into Canada, and primary and secondary inspections. These activities will ultimately help the program achieve the outcome of facilitating travellers and goods as well as protecting Canada's population from border-related risks through enhanced understanding of trends or potential differential impacts related to GBA Plus identity factors. It will also provide a baseline for analysis of any future impacts of the Traveller Modernization suite of new processes and technology. Planned actions include:

• July 2024: Obtain traveller counts for persons entering Canada for fiscal years 2022 to 2023 and 2023 to 2024 by gender, age and citizenship (all modes), and choice of language at kiosk (air mode only), as well as customs referral and immigration referral counts
• August 2024: Once the data is cleaned, the program will seek assistance from the Chief Data Office to conduct a quantitative analysis of this baseline data to identify any trends or patterns. This will also identify challenges and/or limitations with the data. There are noted issues with how referral information is captured in different CBSA systems
• September 2024: Present results of the intersectional analysis to senior management via Traveller Modernization project governance. The results will provide a project baseline and help to identify specific aspects of border processing that may require an action plan and/or future quantitative or qualitative inquiry to fully understand GBA Plus issues
• October 2024: Review quantitative and qualitative data sources external to the CBSA to determine whether the baseline data analysis can be supplemented with alternative sources to provide insight into GBA Plus issues
• January 2025: Consult internally with CBSA data analysts on potential integration of external data with CBSA baseline for future enhancement of data collection plan and reporting
• March 2025: Review the memorandum of understanding with Statistics Canada and consult to see whether there are plans for current frontier survey efforts to expand into GBA Plus data elements for future enhancement of the data collection plan
• April 2025: Brief senior management on potential for future enhancement of data collection plan and anticipated reporting in the GBA Plus Supplementary Information Table
• June 2025: Report on key program impacts on gender and diversity in the next GBA Plus Supplementary Information Table, including any interim results from the Université Laval study detailed below, qualitative feedback from our direct consultation with accessibility communities, and forward plans for future analysis

To expand upon existing baseline data collection efforts, the CBSA is also participating in the Inclusive Airports research project with Université Laval under the umbrella of the Accessibility Canada Act and associated regulations and standards. This research project will provide scientific evidence, identify barriers and find solutions to assist in the review of the agency's policies and programs and implementation of actions and tools using an accessibility lens. It will also contribute to the ability of frontline officers to deliver inclusive services.

The project started in September 2023 and will run until March 2026. The research team will use the "Walking Interviews" method at three different airports that have been chosen based on their size, passenger traffic, and number of airlines (outlined below with projected timelines). This methodology consists of taking participants on a predetermined path through the traveller processing continuum to identify any barriers they encounter and facilitate possible solutions. The three airports are:

• Québec City Jean Lesage International Airport – Winter 2024
• Calgary International Airport – Winter 2024
• Toronto Pearson International Airport – Autumn 2024

Program goals: The Trusted Trader Program aimed to answer the question: Does the program inadvertently create barriers to participation for Canadian businesses? The program's impact on gender, Indigenous or immigrant identity, employee ability or disability status, business size, and geographic location (urban or rural) were evaluated by interviewing a group of Senior Trusted Trader Officers (STTOs) on a voluntary basis.

Target population: Members of the CBSA's Trusted Trader programs (Partners in Protection and Customs Self-Assessment). These are mostly Canadian carrier and import businesses, but exporters, warehouse operators, customs brokers, and freight forwarders also participate.

Distribution of benefits:

Specific demographic group outcomes: All research findings are qualitative, based on the observations of STTOs:

• Immigrant-owned businesses – This group makes up a large part of the program's carrier members. Officers noted that language barriers and cultural differences could affect this group in their perception of authority
• Women-owned businesses – STTOs reported that women are underrepresented in program membership both as business owners/operators and as employees. A future question is: What can the program do to specifically benefit women working in the carrier and import/export industries? To answer this question, the program will conduct further interviews or a survey depending on the resources available
• Indigenous-owned businesses – This group appears to be absent from the program membership. To better assess this group's experience in the program, future GBA Plus work will ask the following questions via interview or survey:
  • Are program policies or practices preventing Indigenous businesses from participating?
  • Can the program be more inclusive of Indigenous businesses? If so, how (for example, communications, targeted outreach and/or benefits)?
• Rural businesses – Some officers report that the CBSA may be less able to provide services to these businesses due to their location. This is for future study
• Business size and type – Carriers and importers are very different businesses and the program serves both. Officers note that different business types and sizes have different resources, both human and financial, and different business needs. Carriers can range in size from family-owned to large (500 or more employees). The former can have as few as two people running the whole enterprise. In contrast, importers are often medium (100 to 499 employees) or large multinationals with finance, legal, IT and HR departments that more often have the monetary and human resources to devote to the program. This is another area for future study

Key program impacts on gender and diversity: STTOs were asked to describe their experiences and impressions of the members they work with, particularly in regard to gender and business ownership, Indigenous-owned businesses, immigrant-owned businesses, employee ability/disability status, geographic setting (rural or urban), employee language proficiency (English or French), and business size.

Overall, STTOs reported that women- and Indigenous-owned businesses are lacking in the program membership and that business size and rural location can affect how much the officers can support those members. It was noted that program requirements are often not written in plain language. French/English as a second language combined with different cultural expectations can limit STTOs' communication with immigrant-owned businesses.

GBA Plus data collection plan:

The program must first create a means for members to communicate the barriers that they experience so that it can design and develop a data collection plan for program analysis. Once this is achieved, the program will be able to measure its impact on gender and diversity.

Based on the STTO interviews, public resources on the program requirements and application process are not written in accessible language. In response, the program plans to produce plain language guides for members and applicants explaining the program requirements (September 2025). These will be edited to a level that is clear to a broader range of readers, such as those for whom English or French is their second language.

In addition, more qualitative research will be initiated seeking to understand the experiences of women in ownership and/or operator roles who belong to Trusted Trader programs (July 2025). The program will interview at least one stakeholder to learn about her experience and help identify possible barriers women face accessing the program (October 2024). The results may be shared in the program's newsletter (distributed to all program members) to highlight a woman-owned business and/or member of a trade association representing trusted members, raising awareness of their experience in the program (July 2025).

The program will create a question grid (October 2024) for semi-directed interviews with STTOs who have been working in the role for less than one year. The goal is to determine whether the training they receive today includes information on navigating language and cultural barriers with members. The program will analyze the results (January 2025) and present the findings to management (April 2025). Recommendations to improve training will be made based on the findings.

The program will also collaborate with other CBSA commercial programs and their GBA Plus initiatives in order to identify synergies.

Program goals: The CBSA's Trusted Traveller Programs seek to simplify and expedite the border clearance process for pre-approved, low-risk travellers entering Canada. Since participation in these programs is voluntary, no changes are being sought as the programs currently fulfill their intended purpose effectively.

Target population: Pre-approved, low-risk travellers who meet program eligibility criteria.

Distribution of benefits: The Canadian society at large benefits from Trusted Traveller programs, which support the facilitation of travellers and goods and the protection of Canada's population from border-related risks.

Specific demographic group outcomes:

NEXUS

• Benefiting groups: With 79% membership, Canadian citizens benefit from the NEXUS program's popularity and effectiveness. Both males (52%) and females (48%) have balanced representation, indicating the program's wide appeal. Significant participation from various age groups suggests that the program caters to travellers of all ages. High membership from Ontario and British Columbia reflects their active role in cross-border travel. The program appears equitable with no specific group disproportionately impacted negatively
• Barriers to access or participation: Application fees and travel for interviews may be barriers for low-income individuals. Remote-area residents or those living far from enrolment centers may face difficulties in accessing the program since an in-person interview at an enrolment centre is required. They may also lack the need for the program as it is intended for frequent cross-border travellers. The location of NEXUS highway lanes may not be in close proximity and may impact the program's appeal

FAST

• Benefiting groups: The program's focus on commercial shipments benefits primarily Canadian commercial drivers (making up 90% of the membership)
• Barriers to access or participation: With only 4% female membership, there is a significant gender disparity, reflecting broader issues in the trucking industry with female representation. Skewed age distribution toward older drivers may indicate barriers for younger or less experienced drivers

Remote Area Border Crossing Program

• Benefiting groups: While the bulk of the program membership is American, most of those members reside in Ontario, constituting 79.8% of the total membership, indicating that they benefit from easier access to remote Canadian areas. High representation from individuals aged 50 and above, particularly 60 to 69, indicates benefits for senior travellers
• Barriers to access or participation: The skew toward older demographics may suggest a lack of interest or need among younger demographics for this particular program

Commercial Driver Registration Program

• Benefiting groups: With 63% Canadian members, the program effectively supports Canadian freight transporters. Predominantly male membership (93%) indicates benefits for men in the commercial freight industry
• Barriers to access or participation: Similar to the FAST program, a significant gender disparity (7% female) suggests barriers for women in this field, which indicates broader systemic issues within the industries served by the program. The age skew toward older individuals (50 and above) may indicate barriers for younger drivers entering the industry or a lack of young drivers in the commercial freight industry

CANPASS Private Aircraft Program

• Benefiting groups: Both Canadian (55%) and U.S. (45%) citizens benefit from this program. The program predominantly serves older individuals, especially those aged 50 and above, with a high participation rate (23.32%) of members from Ontario. The program appeals to those who can afford a private aircraft, are experienced operators, or are established business persons or owners
• Barriers to access or participation: The significant gender disparity (70% male, 30% female) suggests a lack of female representation in the aviation community. The program likely does not appeal to those in the lower income bracket or those who do not fit within the niche served by the program

CANPASS Corporate Aircraft Program

• Benefiting groups: Both Canadian (56%) and U.S. (44%) citizens benefit from this program designed for company owners or operators of corporate aircrafts. It predominantly serves individuals aged 40 to 69 who are likely to be experienced operators or established business owners. There is a high concentration of members in Ontario (57%), reflecting its role as a major transportation and trade hub
• Barriers to access or participation: There is a significant gender disparity with 84% male and 16% female membership, reflecting broader trends in business ownership and corporate aviation

Pilot Project for Travellers in Remote Areas – Quebec

• Benefiting groups: Specific regions and travellers in remote areas benefit from this program, specifically in the Quebec region, which the program serves
• Barriers to access or participation: Despite equal availability of program membership to both genders, the significant majority (85%) of members being male suggests an underrepresentation of females in the commercial freight transport industry

Key program impacts on gender and diversity and key program impact statistics:

Other key program impacts: This year, the program focused on quantitative data collection and analysis. In subsequent phases, it will aim to fill in gaps in quantitative data before looking to gather qualitative data to better understand the gender and diversity impacts of the program.

Future iterations of the data plan, anticipated for 2025 or 2026, may include detailed reports on lived experiences shared by target populations while accessing the program. This approach will allow the program to assess how its delivery model has affected program outcomes related to gender and diversity.

GBA Plus data collection plan:

On an ongoing basis, members and applicants to Trusted Traveller Programs submit their information to the CBSA for program administration purposes. Currently, there are 1,947,000 active members across these programs. The Trusted Traveller Program Unit within the Travellers Branch conducted an analysis of GBA Plus data pulled from the following programs: NEXUS, FAST, Commercial Driver Registration Program (CDRP), Pilot Project for Travellers in Remote Areas – Quebec (PPTRA-Q), Remote Area Border Crossing (RABC), CANPASS Corporate Aircraft, and CANPASS Private Aircraft.

The analysis of the trusted traveller membership demographic involved gathering data on the citizenship, gender, age and geographic representation of program participants, without indicating any need for program modifications as these programs are voluntary and tailored to specific travel or work needs.

Membership data was retrieved from the Global Enrolment Component (GEC) system, the Canadian Processing Centre System (CPCS), and the RABC application portal. The data reflects all membership currently in the system (as of November 2023), with the exception of RABC which reflects membership between March 1, 2023 and March 28, 2024.

Since participation in these programs is voluntary, no changes are being sought based on data retrieved as these programs were designed to meet the specialized needs of certain populations and currently fulfill their intended purpose effectively.

In 2023 to 2024, it was noted that the aspect of data collection pertaining to gender is currently under review by the CBSA and was therefore not included in this analysis. Gender data will likely not be collected in time for the 2024 data cycle but may be in place for 2025.

Additionally, Gender X data will start to be collected for NEXUS to ensure consistent reporting with other NEXUS data. Since Gender X is a new selection option added to the NEXUS application process, the data is limited and pulled separately from other program data. A system change was implemented to allow for the integrated collection and reporting of Gender X information in the future so it can be collected along with all other data.