In 2018, Parliament passed the Canadian Gender Budgeting Act. The departmental plans and departmental results reports are being used to fulfill the President of the Treasury Board’s obligations to make public, every year, analysis on the impacts of expenditure programs on gender and diversity.

Each organization is responsible for conducting their own Gender-based Analysis Plus (GBA Plus).

All organizations must complete GBA Plus supplementary information tables in departmental plans and departmental results reports on an annual basis.

Implementation of GBA Plus and equity, diversity and inclusion (EDI) at NSERC is guided by the Tri-agency Equity, Diversity and Inclusion (EDI) Action Plan for 2018–25, which outlines measures to increase fair access to agency funding opportunities and to promote equitable and inclusive participation in the Canadian post-secondary research community. In addition, NSERC’s strategic plan, NSERC 2030: Discovery, innovation, inclusion, emphasizes the overarching importance of equity, diversity, accessibility, and inclusion across all our programs and throughout the research ecosystem. It also commits to developing deeper and more meaningful engagement with Indigenous communities, organizations, researchers and trainees and to exploring the role of science and research in the journey towards reconciliation.

NSERC’s co-champions for GBA Plus/EDI are the Associate Vice-President, Research Grants and Scholarships, and the Vice-President, Research Partnerships. The Committee on Equity, Diversity and Inclusion is a standing committee of NSERC Council that provides advice to NSERC’s Council and Vice-Presidents on funding opportunities that support discovery, innovation, and equity, diversity and inclusion, as well as other related policy issues. NSERC has several committees in place that support and coordinate implementation of GBA Plus/EDI, including the NSERC Coordination Table on EDI, the Interagency Committee on EDI and the Interagency EDI Policy Group. In addition, NSERC has a GBA Plus Community of Practice, and a person acting as the Gender Focal Point, who maintains contact with WAGE through their Interdepartmental Meetings for Gender Focal Points.

GBA Plus and EDI in the workplace are operationalized through federal legislation such as the Employment Equity Act, the Canadian Multiculturalism Act, the Official Languages Act, and the Accessibility Act. Internally, some Tri-agency EDI Action Plan initiatives are inclusive of staff, such as 1.2.1: Provide staff, peer review/selection committee members and advisory/governance board members with EDI resources and training; and 1.2.2 Apply EDI analysis to agency policies, plans, programs and processes to identify and address barriers to equitable participation of members from underrepresented groups. There are also several employee-led equity groups to foster a sense of community and belonging for equity-deserving employees.

In support of GBA Plus capacity, NSERC collects data through the Tri-agency self-identification questionnaire from people engaging in NSERC funding opportunities. This information helps NSERC to identify, understand and address systemic barriers and to design new measures to help ensure that the agency equitably supports the full pool of research talent. Aggregate results of self-identification data collection are reported through an interactive dashboard launched in June 2023 as well as in the Canada Research Coordinating Committee annual progress reports and in four related indicators in the Departmental Results Framework. Additional program-specific dashboards are linked below under Section 2.

An integral element of GBA Plus at NSERC is the GBA Plus Community of Practice through which staff can meet to share ideas and expertise regarding applying GBA Plus and using the results to inform program and policy changes. In 2023–24, NSERC synthesized key findings from GBA Plus assessments conducted on 14 NSERC funding opportunities over the past five years. Once complete, this public report will enable the agency to share progress with stakeholders, partners and the research community, promoting transparency in its work.

Mandatory training for NSERC staff includes the Introduction to GBA Plus (INC101) as well as Addressing Disability Inclusion and Barriers to Accessibility (INC115). By March 31, 2024, 79.2% of NSERC staff had completed the Introduction to GBA Plus training course. Staff members who handle self-identification data must take the Equity, Diversity and Inclusion Data and Privacy Protection course. Peer reviewers are provided with training on recognizing and mitigating unconscious bias, with updates to an expanded tri-agency "Bias in Peer Review" training module planned to be published in 2025. A suite of other courses related to topics such as anti-racism, anti-ableism and accessibility, gender inclusivity, reconciliation and Indigenous Rights are also available for staff.

NSERC’s Evaluation Division conducts program evaluations using a GBA Plus protocol that includes standardized sub-questions and data collection tools to identify any potential differential impacts of NSERC’s programs with respect to research, research training and research careers.

In 2023–24, an estimated 12.5 FTEs at NSERC were dedicated to working on GBA Plus at NSERC. Application of GBA Plus and EDI analyses are embedded in many functions across policy, program development/delivery and operations divisions.

Core responsibility: Funding Natural Sciences and Engineering Research and Training

Program goals: This program provides grants to researchers and universities to maintain a diverse and competitive research base in Canada and support global excellence and leadership in discovery research. The creation and advancement of knowledge generated by these grants is necessary to fuel a strong, globally competitive research and innovation system in Canada. Funding allows researchers the freedom to explore and be less risk averse, train students in the art of creative and critical thinking for tomorrow’s challenges, support research salaries, purchase or develop research equipment, and facilitate national and international research collaboration.

Target population: Members of the research community in Canada

Barriers to access or participation in the Discovery Research program may be experienced by individuals from demographic groups that are underrepresented in the fields of natural sciences and engineering research, including but not limited to the following: women; 2SLGBTQI+; Indigenous Peoples; Black or other racialized / visible minority communities; Persons with disabilities.

• In 2023–24, a new NSERC definition of Indigenous research was used in the Discovery Grants and Discovery Horizons programs. The definition was developed in collaboration with the Reference Group for the Appropriate Review of Indigenous Research and is aligned across the federal granting agencies. This will allow NSERC to better understand how it currently supports Indigenous research across its programs and continue to improve its support in the future.
• For competition year 2024, all applicants were asked to provide consent for NSERC to potentially use their self-identification information to improve equity, diversity and inclusion in funding decisions.
• Improved internal mechanisms were established for collection and reporting of self-identification data from members of peer review/selection committees.

• Self-Identification Data Reporting in Support of Equity, Diversity, and Inclusion
• Dashboards with competition results: Discovery Grants, Research Tools and Instruments, Subatomic Physics Grants
• Canada Research Coordinating Committee 2023-24 Annual Progress Summary

Applicants and peer reviewers for funding opportunities included under the Discovery Research Program are required to complete the self-identification questionnaire.

NSERC’s Chief Data Office has developed a secure repository of self-identification data in a standardized, linkable, and analysis-ready format to facilitate GBA Plus and EDI analyses using data collected in NSERC funding opportunities.

Program goals: This program provides grants, scholarships and fellowships to attract, retain and develop the next generation of scientists and engineers, as well as to promote science to Canadian youth to encourage an early interest in science. The student support provided at all postsecondary levels helps Canada develop a talented, skilled and inclusive workforce.

Target population: All Canadians, students, members of the research community

• Black scholars are largely underrepresented as recipients of NSERC’s scholarship and fellowship funding. Budget 2022 provided funds to increase the number of Black research trainees directly supported by the three federal granting agencies’ scholarships and fellowships programs. In 2023–24, NSERC provided 126 additional awards to meritorious Black students and fellows.
• In 2023–24, NSERC used the Indigenous Scholars Awards and Supplements Pilot Initiative, to increase the number of awards offered to Indigenous applicants. This pilot leveraged the Canada Graduate Scholarships—Master’s (CGS M) program by awarding all meritorious Indigenous applicants with a scholarship and a supplement.Overall, 18 Indigenous students received awards through the CGS M program.

• In response to the recommendations of the 2021 Chairs for Women in Science and Engineering (CWSE) evaluation, NSERC piloted the Chairs for Inclusion in Science and Engineering (CISE) initiative, extending support to a broader spectrum of underrepresented groups while continuing to champion gender equity, diversity and inclusion in science and engineering.

• Self-Identification Data Reporting in Support of Equity, Diversity, and Inclusion
• Dashboards with competition results: Postdoctoral Fellowships; Doctoral scholarships
• Canada Research Coordinating Committee 2023-24 Annual Progress Summary

Applicants to funding opportunities included under the Research Training and Talent Development program are required to complete the self-identification questionnaire.

NSERC’s Chief Data Office has developed a secure repository of self-identification data in a standardized, linkable, and analysis-ready format to facilitate GBA Plus and EDI analysis using data collected in NSERC funding opportunities.

Program goals: This program supports research partnerships between postsecondary researchers and partner organizations from the private, public or not-for-profit sectors to generate new knowledge and accelerate the application of research results to create benefits for Canada. The program enhances the investments partners make in research by adding value and supporting innovation on the path from ideas to commercialization. These partnerships also allow organizations from the private, public or not-for-profit sectors to access the knowledge base supported through the Discovery Research program.

Target population: All Canadians, members of the research community

Barriers to access or participation in the Research Partnerships program may be experienced by individuals from demographic groups that are underrepresented in the fields of natural sciences and engineering research, including but not limited to the following: women; 2SLGBTQI+; Indigenous Peoples; Black or other racialized / visible minority communities; Persons with disabilities.

• In 2023–24, GBA Plus assessment of the Alliance funding opportunity was ongoing. Plans were developed for a second phase of GBA Plus for the College and Community Innovation funding opportunity.

• Self-Identification Data Reporting in Support of Equity, Diversity, and Inclusion
• Canada Research Coordinating Committee 2023-24 Annual Progress Summary

Applicants to funding opportunities included under the Research Partnerships program are required to complete the self-identification questionnaire.

NSERC’s Chief Data Office has developed a secure repository of self-identification data in a standardized, linkable, and analysis-ready format to facilitate GBA Plus and EDI analysis using data collected in NSERC funding opportunities.

Program goals: Internal Services are groups of related activities and resources that are administered to support the needs of programs and other corporate obligations of the agency, such as communications services, financial management, human resources management, information management, information technology, management and oversight services, material, travel and other administrative services. Internal Services include only those activities and resources that apply across an organization and not to those provided specifically to a program.

Target population: All Canadians, NSERC staff

One of the pillars of NSERC’s new Strategic Plan, NSERC 2030, is to empower our organization and our people. By promoting GBA Plus, EDI, bilingualism and accessibility in the workplace, and by identifying and removing barriers so employees can achieve their full potential, NSERC cultivates a working environment that fosters creativity and excellence, promotes employee well-being and rewards all forms of success.

In 2023–24, NSERC continued to advance its important work in strengthening leadership and accountability in relation to EDI, removing barriers to employment, enhancing professional development programs and creating safe spaces for ongoing dialogue. In support of its inaugural accessibility plan, NSERC developed a multi-year action plan and began implementation of specific accessibility measures, such as increasing accessibility and disability training and awareness, renewing the Duty to Accommodate policy and process, implementing accessible collaborative tools and making improvements on physical accessibility in the building.

NSERC promotes GBA Plus and EDI internally and externally. Engaging people in Canada with clear messaging that is relevant to everyday priorities demonstrates the impact of natural sciences and engineering research and helps keep our research ecosystem robust and active. In 2023–24 the following initiatives were completed:

• Promoting GBA Plus Awareness Week and associated events to all NSERC staff (May 2023) and the president mentioned it in his Weekly Message to staff
• Publishing a research story featuring students awarded Indigenous student internships (December 2023)
• Promoting National Indigenous History Month and National Indigenous Peoples Day on social media, highlighting a research story featuring an NSERC Indigenous Student Ambassador (June 2023) Internally, we promoted a panel featuring Indigenous guests intended for staff professional development organized by the Indigenous Employee Network and the president added a mention to his Weekly Message.
• Ongoing communications efforts to encourage diversity in nominations for NSERC Prizes (August to December 2023)
• Updating NSERC’s social media avatars for Pride in STEM Day (November 18)
• International Day for Persons with Disabilities (December 3); publishing an original impact story featuring a researcher with disabilities
• Marking the National Day of Remembrance and Action on Violence Against Women (December 6)
• Promoting the role and work of the chairholders of the NSERC Chairs for Women in Science and Engineering and the NSERC Chairs for Inclusion in Science and Engineering programs with a special presentation for NSERC staff and promotion on social media. (February 2024)
• Social media campaign to highlight Black History Month (February 2024)
• Social media campaigns to highlight International Day for Women and Girls in Science (February 11) and International Women’s Day (March 8)
• Cultural calendar highlighting a series of holidays and notable days/weeks and months on the intranet
• Acknowledged National Day for Truth and Reconciliation with an all-staff message from the two presidents and a personal article authored by NSERC’s Indigenous Scholar in Residence on the meaning of the day to him (posted on the intranet)
• Factor in diversity when featuring researchers at ministerial announcements, in Research Stories or communications products

• First group: predominantly men (80% or more men)
• Second group: 60% to 79% men
• Third group: broadly gender-balanced
• Fourth group: 60% to 79% women
• Fifth group: predominantly women (80% or more women)

• First group: strongly benefits low-income individuals (strongly progressive)
• Second group: somewhat benefits low-income individuals (somewhat progressive)
• Third group: no significant distributional impacts
• Fourth group: somewhat benefits high-income individuals (somewhat regressive)
• Fifth group: strongly benefits high-income individuals (strongly regressive)

• First group: primarily benefits youth, children or future generations
• Second group: no significant intergenerational impacts or impacts on generations between youths and seniors
• Third group: primarily benefits seniors or the baby boom generation