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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 Diversity 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 continued to work closely with the non-profit organization Specialisterne on a neurodiversity initiative, which facilitates 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.

As part of the renewal of the Centre's People Management Framework, the People, Culture and Workplace sector, in collaboration with the Legal Team, completed a review and updated the FINTRAC Code of Conduct, Values and Ethics during 2022-23. The updated Code integrates the FINTRAC Values Statement that was developed by employees and introduced in December 2020. The values statement complements the public sector values and reinforces a culture where all voices are heard, respected and valued.

The Centre is also committed to taking action to create a diverse and inclusive workplace for employees of all backgrounds and walks of life. An Executive Cadre Pledge on Diversity and Inclusion at FINTRAC outlines 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. Signatures from the Centre's executives were added to the Pledge and it has been published to employees in September 2022 and to the general public in February 2023.

As part of the Centre's continued participation in the Innovation, Science and Economic Development Canada's 50-30 challenge, opportunities to participate in committees and other corporate opportunities are strategically discussed to align with the goal to be reflective of the workforce's diversity, including working towards achieving gender parity on committee's and increased representation from employment equity and equity seeking groups.

The Centre is also 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 and developmental opportunities to better support leadership development, with specific emphasis on supporting members of underrepresented groups who aspire to leadership and executive positions.

For example, Pink Careers is a 6-month group coaching leadership program for high-potential women who want to skillfully advance their careers and reach executive positions, designed to close the gender gap. The founder of this leadership development program, Richa Bansal, presented to the Management Advisory Committee in February 2023 in order to explain the program's methodology and showcase the results thus far. The People, Culture and Workplace sector is now supporting the founder of PinkCareers to scale this program to other departments and agencies through a variety of forums, including an upcoming presentation at the Head of Federal Agencies committee.

Lastly, FINTRAC continued to provide 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.

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:

Specific demographic group outcomes:
No demographic groups benefit directly or indirectly. FINTRAC's goal is to build a workplace that will support FINTRAC and continue to retain existing employees but also attract new employees by becoming an employer that incorporates all types of demographic groups in the hiring process.

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:

Specific demographic group outcomes:
No demographic groups benefit directly or indirectly. FINTRAC's goal is to build a workplace that will support FINTRAC and continue to retain existing employees but also attract new employees by becoming an employer that incorporates all types of demographic groups in the hiring process.

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

Target Population: All Canadians

Distribution of Benefits:

Specific demographic group outcomes:
No demographic groups benefit directly or indirectly. FINTRAC's goal is to build a workplace that will support FINTRAC and continue to retain existing employees but also attract new employees by becoming an employer that incorporates all types of demographic groups in the hiring process.

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:

Specific demographic group outcomes:
No demographic groups benefit directly or indirectly. FINTRAC's goal is to build a workplace that will support FINTRAC and continue to retain existing employees but also attract new employees by becoming an employer that incorporates all types of demographic groups in the hiring process.

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

Specific demographic group outcomes:
No demographic groups benefit directly or indirectly. FINTRAC's goal is to build a workplace that will support FINTRAC and continue to retain existing employees but also attract new employees by becoming an employer that incorporates all types of demographic groups in the hiring process.

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: