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Gender-based analysis plus

Section 1: Institutional GBA Plus Capacity

In its role as Canada’s financial intelligence unit and anti-money laundering and anti-terrorist financing regulator, FINTRAC has limited ability to directly influence the economic and social outcomes of GBA Plus in Canadian society. Integrating the objectives of GBA Plus into its program outcomes, as well as policy and legislation/regulation development is difficult given that the primary focus of its business is the receipt and analysis of financial transaction reports submitted by reporting entities. Reporting entities are not required to identify a client’s gender in these reports, and as a result, this dimension cannot be systematically analyzed to produce strategic intelligence or to inform decisions. However, FINTRAC remains committed to supporting the objectives of GBA Plus and continues to move forward with initiatives to promote diversity, employment equity and multiculturalism within its workforce and to provide employees with a workplace that is inclusive, diverse, safe and healthy.

As part of this ongoing commitment, the Centre has a number of Executive Champions that play a role in supporting and enhancing this culture of inclusion, diversity and wellness. The Wellness and Culture Champion promotes the mental and physical health of our employees. The Official Languages Champion encourages the use of both official languages in the Centre. The Values and Ethics Champion supports the values and ethics program to make it meaningful for employees. The GBA Plus Champion supports the Centre’s ongoing GBA Plus efforts and brings GBA Plus awareness and tools for employees. Moreover, our Employment Equity, Diversity and Inclusion Champion actively promotes FINTRAC’s Employment Equity and Multiculturalism Action Plan and engages in discussions and considerations focused around the topic of GBA Plus.

Furthermore, FINTRAC’s Director is the Deputy Minister Champion for the University of Ottawa strengthening their relationship with the Government of Canada, focussing on student mental health and recruitment. She is a strong advocate for women in Science, Technology, Engineering and Mathematics (STEM).

FINTRAC has carried out a number of initiatives to promote diversity and inclusion in the Centre and to support the commitment to a safe and healthy workplace.

FINTRAC has been working closely with the Office of Public Service Accessibility (OPSA) from the Treasury Board of Canada Secretariat and non-profit organization Specialisterne on a neurodiversity initiative, which will facilitate the recruitment and retention of individuals on the autism spectrum, or with similar neurodiversities (neurodivergent) in professional positions. FINTRAC also continues to promote diversity and employment equity through its job posters, selection processes, job fairs and open houses.

Following broad consultations with a diverse segment of its workforce, FINTRAC developed and implemented a new values statement that aligns with the Centre’s Code of Conduct, Values and Ethics Policy. The new values statement reinforces the core values of the organization to foster a workforce that is respectful and inclusive and one that embraces its diverse backgrounds.

To support employee mental health and well-being during the pandemic, the Centre conducted an employee COVID-19 Pulse Check-in Survey, which helped guide FINTRAC in adapting to new working environments both in the workplace and when working remotely. Additionally, an employee survey was conducted to understand their needs and to help inform business resumption strategies and action. FINTRAC’s Ombuds and Mental Health and Wellness Champion were actively engaged in assisting, supporting and listening to individual employees and promoting, more broadly, information and advice to help staff manage the significant personal and professional challenges associated with the global pandemic. Employees were reminded, in various communication, of the extensive mental health supports available for employees and their families.

In 2021-22, FINTRAC was one of the first public sector organizations to join Innovation, Science and Economic Development Canada’s 50-30 challenge. A Leadership Pledge on employment equity, diversity and inclusion has also been developed and will outline the actions, beliefs and commitments of the executive cadre. The Pledge acknowledges the gaps that exist and the work that remains in order to move the dial forwards and have a workforce that is reflective of Canada’s diversity.

The Centre is investing in developing inclusive leadership skills and in establishing a sense of belonging and trust for all employees, as well as those joining us now and in the future, regardless of race, ethnicity, sex, age, disability, sexual orientation or gender expression by taking concrete and transparent steps. The Centre has promoted a wide variety of learning opportunities to increase employee knowledge and provide information on mental health, diversity and inclusion. For example, to learn about fostering a more inclusive workplace, the Executive Committee and 40 employees participated in Positive Space Training. This training raised awareness of the importance of creating positive space for all, regardless of sexual orientation, gender identity, or gender expression and adopting a culture of inclusivity. FINTRAC provided funding to support the programming of both the Knowledge Circle for Indigenous Inclusion (KCII) and the Federal Youth Network (FYN). The partnership with KCII has strengthened networking, engagement, and communication opportunities with and for Indigenous employees. Other opportunities included the language buddy program, the Exchange Program and the Mentorship program all with a goal to strengthen employee knowledge and skills.

The Centre’s participates in Public Safety’s Working Group on Bias Sensitivity, Diversity and Identity (BSDI) in National Security (NS). This Working Group offers various resources and tools to navigate the GBA Plus space in NS.

Section 2: Gender and Diversity Impacts, by Program

Core Responsibility: Compliance with Anti-Money Laundering and Anti-Terrorism Financing Legislation and Regulations

Program Name: Compliance

Target Population: All Canadians

Distribution of Benefits:

First group Second group Third group Fourth group Fifth group
By gender Men X Women
By income level Low X High
First group Second group Third group
By age group Youth X Senior

Key Program impacts on Gender and diversity:

Not available

Other Key Program impacts on gender and diversity:

Training on diversity and inclusion has been provided. All firms have organized discussions on unconscious bias with employees.

Core Responsibility: Compliance with Anti-Money Laundering and Anti-Terrorism Financing Legislation

Program Name: Strategic Policy and Reviews

Target Population: All Canadians

Distribution of Benefits:

First group Second group Third group Fourth group Fifth group
By gender Men X Women
By income level Low X High
First group Second group Third group
By age group Youth X Senior

Key Program impacts on Gender and diversity:

Not available

Other Key Program impacts on gender and diversity:

Training on diversity and inclusion has been provided. All firms have organized discussions on unconscious bias with employees.

FINTRAC received funding from the fiscal framework in 2020 to support its functions, and not for any public-facing program or service. As such, FINTRAC completed the required GBA Plus Annex in its Treasury Board Submission. The analysis that was completed for the Treasury Board Submission and found neutral GBA Plus impacts.

GBA Plus Data Collection Plan:

In 2021–22, data requirements to measure impacts have been finalized. The program as part of a network on Innovation will participate in the development of a framework to measure the net impact of the different programs on gender and diversity. The analysis plan was developed in 2021-22.

Core Responsibility: Production and Dissemination of Financial Intelligence

Program Name: Financial Intelligence Program

Target Population: All Canadians

Distribution of Benefits:

First group Second group Third group Fourth group Fifth group
By gender Men X Women
By income level Low X High
First group Second group Third group
By age group Youth X Senior

Key Program impacts on Gender and diversity:

Not available

Other Key Program impacts on gender and diversity:

Although not driven solely by GBA Plus, FINTRAC’s contributions to project level investigations can have the ability to result in an indirect positive impact as it relates to GBA Plus. One example of this would be Project PROTECT. This Project is an ongoing initiative that mobilizes partners from across the country – including FINTRAC, financial institutions, police, and law enforcement – to counter human trafficking in the sex trade. This is a crime where the victims are largely vulnerable women and girls, and FINTRAC’s contributions are evident in the way that the Centre aids its partners in following the money trail so that they may seek justice for the victims and prevent others from falling prey.

GBA Plus Data Collection Plan:

In 2021–22, data requirements to measure impacts have been finalized. The program as part of a network on Innovation will participate in the development of a framework to measure the net impact of the different programs on gender and diversity. The analysis plan was developed in 2021-22.

Core Responsibility: Production and Dissemination of Financial Intelligence

Program Name: Strategic Intelligence and Research

Target Population: All Canadians

Distribution of Benefits:

First group Second group Third group Fourth group Fifth group
By gender Men X Women
By income level Low X High
First group Second group Third group
By age group Youth X Senior

Key Program impacts on Gender and diversity:

Not available

GBA Plus Data Collection Plan:

In 2021–22, data requirements to measure impacts have been finalized. The program as part of a network on Innovation will participate in the development of a framework to measure the net impact of the different programs on gender and diversity. The analysis plan was developed in 2021-22.

Core Responsibility: Internal Services

Key Program impacts on Gender and diversity:

Not available

GBA Plus Data Collection Plan:

In 2021–22, data requirements to measure impacts have been finalized. The program as part of a network on Innovation will participate in the development of a framework to measure the net impact of the different programs on gender and diversity. The analysis plan was developed in 2021-22.

Definitions

Target Population: See Finance Canada definition of Target Group in the User Instructions for the GBA Plus Departmental Summary)

Gender Scale:

Income Level Scale:

Age Group Scale:

Date Modified: