Discrimination and racism
Data categories
Discrimination is unjust or prejudicial treatment of a person or a group badly for reasons such as their race, age, or disability. The prohibited grounds of discrimination established in the Canadian Human Rights Act are race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics, disability and conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered. Discrimination goes against DND/CAF values and undermines a culture of trust and safety.
Racism is one form of discrimination. As part of the effort to eliminate systemic racism and discrimination in the Defence Team, the Minister's Advisory Panel released the Ministerial Advisory Panel Final Report, which provides recommendations for change in the organization.
The DND/CAF are committed to improving the experiences of all Defence Team members and creating a culture of inclusivity and trust, so everyone who joins the organization has a sense of belonging and can contribute meaningfully to the institution's success.
Sentiment towards discrimination
These metrics are from the 2020-2021 and 2022-2023 Public Service Employee Survey (PSES) and the 2021 Your Say Survey: Programs and Policies.
CAF members
I believe the CAF works hard to create a workplace that prevents discrimination:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2021 | 63% | 37% |
| Gender | All Men | 2021 | 65% | 35% |
| Gender | All Women | 2021 | 57% | 43% |
| Gender | Primary Reserve Men | 2021 | 62% | 38% |
| Gender | Primary Reserve Women | 2021 | 58% | 42% |
| Gender | Regular Force Men | 2021 | 66% | 34% |
| Gender | Regular Force Women | 2021 | 57% | 43% |
| Component | Primary Reserve | 2021 | 62% | 38% |
| Component | Regular Force | 2021 | 64% | 36% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2021 | 58% | 42% |
| CAF Rank | Overall Junior Officer | 2021 | 66% | 34% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2021 | 73% | 28% |
| CAF Rank | Overall Senior Officer | 2021 | 71% | 29% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2021 | 58% | 42% |
| CAF Rank | Primary Reserve Junior Officer | 2021 | 60% | 41% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2021 | 74% | 26% |
| CAF Rank | Primary Reserve Senior Officer | 2021 | 80% | 20% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2021 | 58% | 42% |
| CAF Rank | Regular Force Junior Officer | 2021 | 68% | 32% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2021 | 72% | 28% |
| CAF Rank | Regular Force Senior Officer | 2021 | 69% | 31% |
I am confident that the leadership in my unit would respond appropriately if made aware of a discrimination incident or ongoing situation:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2021 | 70% | 30% |
| Gender | All Men | 2021 | 73% | 27% |
| Gender | All Women | 2021 | 60% | 40% |
| Gender | Primary Reserve Men | 2021 | 80% | 20% |
| Gender | Primary Reserve Women | 2021 | 55% | 45% |
| Gender | Regular Force Men | 2021 | 71% | 29% |
| Gender | Regular Force Women | 2021 | 62% | 38% |
| Component | Primary Reserve | 2021 | 75% | 25% |
| Component | Regular Force | 2021 | 69% | 32% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2021 | 65% | 35% |
| CAF Rank | Overall Junior Officer | 2021 | 75% | 26% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2021 | 78% | 22% |
| CAF Rank | Overall Senior Officer | 2021 | 80% | 20% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2021 | 74% | 26% |
| CAF Rank | Primary Reserve Junior Officer | 2021 | 73% | 27% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2021 | 78% | 22% |
| CAF Rank | Primary Reserve Senior Officer | 2021 | 85% | 15% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2021 | 61% | 40% |
| CAF Rank | Regular Force Junior Officer | 2021 | 75% | 25% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2021 | 78% | 22% |
| CAF Rank | Regular Force Senior Officer | 2021 | 79% | 21% |
Data Source: Your Say Survey: Programs & Policies (2021)
DND public service employees
My department works hard to create a workplace that prevents discrimination:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 74% | 26% |
| Overall | Overall | 2022 | 71% | 29% |
| Age | 24 years and under | 2020 | 85% | 15% |
| Age | 24 years and under | 2022 | 77% | 23% |
| Age | 25 - 29 years | 2020 | 74% | 26% |
| Age | 25 - 29 years | 2022 | 70% | 30% |
| Age | 30 - 34 years | 2020 | 75% | 25% |
| Age | 30 - 34 years | 2022 | 69% | 31% |
| Age | 35 - 39 years | 2020 | 70% | 30% |
| Age | 35 - 39 years | 2022 | 68% | 32% |
| Age | 40 - 44 years | 2020 | 74% | 26% |
| Age | 40 - 44 years | 2022 | 68% | 32% |
| Age | 45 - 49 years | 2020 | 72% | 28% |
| Age | 45 - 49 years | 2022 | 70% | 30% |
| Age | 50 - 54 years | 2020 | 74% | 26% |
| Age | 50 - 54 years | 2022 | 72% | 28% |
| Age | 55 - 59 years | 2020 | 74% | 26% |
| Age | 55 - 59 years | 2022 | 72% | 28% |
| Age | 60 years and over | 2020 | 77% | 23% |
| Age | 60 years and over | 2022 | 75% | 25% |
| First official language | English | 2020 | 73% | 27% |
| First official language | English | 2022 | 70% | 30% |
| First official language | French | 2020 | 77% | 23% |
| First official language | French | 2022 | 74% | 26% |
| Province/territory of work | Alberta | 2020 | 67% | 33% |
| Province/territory of work | Alberta | 2022 | 67% | 33% |
| Province/territory of work | British Columbia | 2020 | 72% | 28% |
| Province/territory of work | British Columbia | 2022 | 66% | 34% |
| Province/territory of work | Manitoba | 2020 | 70% | 30% |
| Province/territory of work | Manitoba | 2022 | 67% | 33% |
| Province/territory of work | National Capital Region | 2020 | 78% | 22% |
| Province/territory of work | National Capital Region | 2022 | 75% | 25% |
| Province/territory of work | New Brunswick | 2020 | 75% | 25% |
| Province/territory of work | New Brunswick | 2022 | 70% | 30% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 85% | 15% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 83% | 17% |
| Province/territory of work | Northwest Territories | 2020 | 90% | 10% |
| Province/territory of work | Northwest Territories | 2022 | 91% | 9% |
| Province/territory of work | Nova Scotia | 2020 | 70% | 30% |
| Province/territory of work | Nova Scotia | 2022 | 67% | 33% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 72% | 28% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 68% | 32% |
| Province/territory of work | Outside of Canada | 2020 | 80% | 20% |
| Province/territory of work | Outside of Canada | 2022 | 86% | 14% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 74% | 26% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 71% | 29% |
| Province/territory of work | Saskatchewan | 2020 | 62% | 38% |
| Province/territory of work | Saskatchewan | 2022 | 69% | 31% |
I am satisfied with how matters related to discrimination are resolved in my department:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 63% | 37% |
| Overall | Overall | 2022 | 57% | 43% |
| Age | 24 years and under | 2020 | 80% | 20% |
| Age | 24 years and under | 2022 | 64% | 36% |
| Age | 25 - 29 years | 2020 | 64% | 36% |
| Age | 25 - 29 years | 2022 | 55% | 45% |
| Age | 30 - 34 years | 2020 | 67% | 33% |
| Age | 30 - 34 years | 2022 | 56% | 44% |
| Age | 35 - 39 years | 2020 | 59% | 41% |
| Age | 35 - 39 years | 2022 | 56% | 44% |
| Age | 40 - 44 years | 2020 | 61% | 39% |
| Age | 40 - 44 years | 2022 | 55% | 45% |
| Age | 45 - 49 years | 2020 | 61% | 39% |
| Age | 45 - 49 years | 2022 | 55% | 45% |
| Age | 50 - 54 years | 2020 | 61% | 39% |
| Age | 50 - 54 years | 2022 | 57% | 43% |
| Age | 55 - 59 years | 2020 | 63% | 37% |
| Age | 55 - 59 years | 2022 | 58% | 42% |
| Age | 60 years and over | 2020 | 68% | 32% |
| Age | 60 years and over | 2022 | 60% | 40% |
| First official language | English | 2020 | 61% | 39% |
| First official language | English | 2022 | 55% | 45% |
| First official language | French | 2020 | 67% | 33% |
| First official language | French | 2022 | 61% | 39% |
| Province/territory of work | Alberta | 2020 | 59% | 41% |
| Province/territory of work | Alberta | 2022 | 53% | 47% |
| Province/territory of work | British Columbia | 2020 | 61% | 39% |
| Province/territory of work | British Columbia | 2022 | 54% | 46% |
| Province/territory of work | Manitoba | 2020 | 60% | 40% |
| Province/territory of work | Manitoba | 2022 | 56% | 44% |
| Province/territory of work | National Capital Region | 2020 | 66% | 34% |
| Province/territory of work | National Capital Region | 2022 | 59% | 41% |
| Province/territory of work | New Brunswick | 2020 | 64% | 36% |
| Province/territory of work | New Brunswick | 2022 | 56% | 44% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 74% | 26% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 81% | 19% |
| Province/territory of work | Northwest Territories | 2020 | 69% | 31% |
| Province/territory of work | Northwest Territories | 2022 | 78% | 22% |
| Province/territory of work | Nova Scotia | 2020 | 60% | 40% |
| Province/territory of work | Nova Scotia | 2022 | 53% | 47% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 62% | 38% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 55% | 45% |
| Province/territory of work | Outside of Canada | 2020 | 58% | 42% |
| Province/territory of work | Outside of Canada | 2022 | 67% | 33% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 64% | 36% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 60% | 40% |
| Province/territory of work | Saskatchewan | 2020 | 55% | 45% |
| Province/territory of work | Saskatchewan | 2022 | 54% | 46% |
Data Source: Public Service Employee Survey (2020-2022)
Discrimination survey reporting
This data is from the 2021 Your Say Survey: Programs and Policies, which is sent to all CAF members, and the 2020-2021 and 2022-2023 Public Service Employee Survey (PSES), which is sent to all DND public service employees. The Methodological Report for the PSES survey provides additional detail about the objective and target population. Individuals were able to select multiple options for the following graphs: a) from whom discrimination was received, b) actions taken, and c) reasons against filing a grievance or complaint. The percentage of each option is represented as a total of those who were discriminated against, not as a total of all DND/CAF employees and members.
CAF members
CAF members having experienced discrimination (2021)
I have experienced discrimination:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2021 | 15% | 85% |
| Gender | All Men | 2021 | 12% | 88% |
| Gender | All Women | 2021 | 25% | 76% |
| Gender | Primary Reserve Men | 2021 | 10% | 90% |
| Gender | Regular Force Men | 2021 | 13% | 87% |
| Gender | Regular Force Women | 2021 | 29% | 71% |
| Component | Primary Reserve | 2021 | 11% | 90% |
| Component | Regular Force | 2021 | 17% | 84% |
| CAF Rank | Overall Junior Non-Commissioned Member | 2021 | 17% | 83% |
| CAF Rank | Overall Junior Officer | 2021 | 13% | 87% |
| CAF Rank | Overall Senior Non-Commissioned Member | 2021 | 10% | 90% |
| CAF Rank | Overall Senior Officer | 2021 | 13% | 87% |
| CAF Rank | Primary Reserve Junior Non-Commissioned Member | 2021 | 11% | 89% |
| CAF Rank | Primary Reserve Junior Officer | 2021 | 13% | 87% |
| CAF Rank | Primary Reserve Senior Non-Commissioned Member | 2021 | 6% | 94% |
| CAF Rank | Primary Reserve Senior Officer | 2021 | 8% | 92% |
| CAF Rank | Regular Force Junior Non-Commissioned Member | 2021 | 20% | 80% |
| CAF Rank | Regular Force Junior Officer | 2021 | 13% | 87% |
| CAF Rank | Regular Force Senior Non-Commissioned Member | 2021 | 11% | 89% |
| CAF Rank | Regular Force Senior Officer | 2021 | 14% | 86% |
Data Source: Your Say Survey: Programs & Policies (2021)
DND public service employees
DND public service employees having experienced discrimination
This survey question asks whether DND public service employees have experienced discrimination. This filter shows the percentage of DND public service employees overall.
| type of discrimination | Year | % Agree | % Other |
|---|---|---|---|
| All Types | 2020 | 7% | 93% |
| All Types | 2022 | 8% | 92% |
| Age | 2020 | 25% | 75% |
| Age | 2022 | 26% | 74% |
| Colour | 2020 | 11% | 89% |
| Colour | 2022 | 11% | 89% |
| Disability | 2020 | 14% | 86% |
| Disability | 2022 | 16% | 84% |
| Family status | 2020 | 17% | 83% |
| Family status | 2022 | 14% | 86% |
| Gender identity or expression | 2020 | 2% | 98% |
| Gender identity or expression | 2022 | 3% | 97% |
| Genetic characteristics | 2020 | 1% | 99% |
| Genetic characteristics | 2022 | 4% | 96% |
| Marital status | 2020 | 9% | 91% |
| Marital status | 2022 | 9% | 91% |
| National or ethnic origin | 2020 | 15% | 85% |
| National or ethnic origin | 2022 | 14% | 86% |
| Pardoned conviction or suspended record | 2022 | 0% | 100% |
| Race | 2020 | 18% | 82% |
| Race | 2022 | 17% | 83% |
| Religion | 2020 | 5% | 95% |
| Religion | 2022 | 10% | 90% |
| Sex | 2020 | 26% | 74% |
| Sex | 2022 | 28% | 72% |
| Sexual orientation | 2020 | 3% | 97% |
| Sexual orientation | 2022 | 4% | 96% |
| Other | 2020 | 15% | 85% |
| Other | 2022 | 18% | 82% |
Data Source: Public Service Employee Survey (2020-2022)
DND public service employees
From whom did you experience discrimination?
| category | subcategory | Discrimination from | %Agree |
|---|---|---|---|
| Overall | Overall | Individuals with authority over me | 74% |
| Overall | Overall | Co-workers | 37% |
| Overall | Overall | Individuals from other departments or agencies | 13% |
| Overall | Overall | Other | 13% |
| Overall | Overall | Members of the public | 8% |
| Overall | Overall | Individuals working for me | 5% |
| Overall | Overall | Individuals for whom I have a custodial responsibility | 1% |
| Age | 35 - 39 years | Individuals with authority over me | 74% |
| Age | 35 - 39 years | Co-workers | 40% |
| Age | 35 - 39 years | Individuals from other departments or agencies | 17% |
| Age | 35 - 39 years | Other | 15% |
| Age | 35 - 39 years | Members of the public | 14% |
| Age | 35 - 39 years | Individuals for whom I have a custodial responsibility | 6% |
| Age | 35 - 39 years | Individuals working for me | 1% |
| Age | 40 - 44 years | Individuals with authority over me | 68% |
| Age | 40 - 44 years | Co-workers | 39% |
| Age | 40 - 44 years | Individuals from other departments or agencies | 15% |
| Age | 40 - 44 years | Other | 14% |
| Age | 40 - 44 years | Members of the public | 10% |
| Age | 40 - 44 years | Individuals working for me | 5% |
| Age | 40 - 44 years | Individuals for whom I have a custodial responsibility | 1% |
| Age | 45 - 49 years | Individuals with authority over me | 76% |
| Age | 45 - 49 years | Co-workers | 35% |
| Age | 45 - 49 years | Individuals from other departments or agencies | 17% |
| Age | 45 - 49 years | Other | 15% |
| Age | 45 - 49 years | Individuals working for me | 11% |
| Age | 45 - 49 years | Members of the public | 8% |
| Age | 45 - 49 years | Individuals for whom I have a custodial responsibility | 0% |
| Age | 50 - 54 years | Individuals with authority over me | 80% |
| Age | 50 - 54 years | Co-workers | 31% |
| Age | 50 - 54 years | Other | 11% |
| Age | 50 - 54 years | Individuals from other departments or agencies | 10% |
| Age | 50 - 54 years | Members of the public | 6% |
| Age | 50 - 54 years | Individuals working for me | 4% |
| Age | 50 - 54 years | Individuals for whom I have a custodial responsibility | 0% |
| Age | 55 - 59 years | Individuals with authority over me | 80% |
| Age | 55 - 59 years | Co-workers | 32% |
| Age | 55 - 59 years | Other | 12% |
| Age | 55 - 59 years | Individuals from other departments or agencies | 9% |
| Age | 55 - 59 years | Individuals working for me | 4% |
| Age | 55 - 59 years | Members of the public | 3% |
| Age | 55 - 59 years | Individuals for whom I have a custodial responsibility | 0% |
| Age | 60 years and over | Individuals with authority over me | 77% |
| Age | 60 years and over | Co-workers | 33% |
| Age | 60 years and over | Other | 11% |
| Age | 60 years and over | Individuals from other departments or agencies | 10% |
| Age | 60 years and over | Members of the public | 6% |
| Age | 60 years and over | Individuals for whom I have a custodial responsibility | 1% |
| Age | 60 years and over | Individuals working for me | 1% |
| Disability | Persons with a disability (total) | Individuals with authority over me | 77% |
| Disability | Persons with a disability (total) | Co-workers | 42% |
| Disability | Persons with a disability (total) | Individuals from other departments or agencies | 12% |
| Disability | Persons with a disability (total) | Other | 11% |
| Disability | Persons with a disability (total) | Members of the public | 8% |
| Disability | Persons with a disability (total) | Individuals working for me | 4% |
| Disability | Persons with a disability (total) | Individuals for whom I have a custodial responsibility | 1% |
| Disability | Persons without a disability | Individuals with authority over me | 72% |
| Disability | Persons without a disability | Co-workers | 37% |
| Disability | Persons without a disability | Individuals from other departments or agencies | 13% |
| Disability | Persons without a disability | Other | 13% |
| Disability | Persons without a disability | Members of the public | 8% |
| Disability | Persons without a disability | Individuals working for me | 5% |
| Disability | Persons without a disability | Individuals for whom I have a custodial responsibility | 1% |
| First official language | English | Individuals with authority over me | 74% |
| First official language | English | Co-workers | 39% |
| First official language | English | Individuals from other departments or agencies | 15% |
| First official language | English | Other | 12% |
| First official language | English | Members of the public | 9% |
| First official language | English | Individuals working for me | 5% |
| First official language | English | Individuals for whom I have a custodial responsibility | 1% |
| First official language | French | Individuals with authority over me | 73% |
| First official language | French | Co-workers | 32% |
| First official language | French | Other | 16% |
| First official language | French | Individuals from other departments or agencies | 8% |
| First official language | French | Members of the public | 6% |
| First official language | French | Individuals working for me | 4% |
| First official language | French | Individuals for whom I have a custodial responsibility | 1% |
| Gender | Man | Individuals with authority over me | 75% |
| Gender | Man | Co-workers | 34% |
| Gender | Man | Individuals from other departments or agencies | 14% |
| Gender | Man | Other | 14% |
| Gender | Man | Members of the public | 9% |
| Gender | Man | Individuals working for me | 4% |
| Gender | Man | Individuals for whom I have a custodial responsibility | 0% |
| Gender | Women | Individuals with authority over me | 71% |
| Gender | Women | Co workers | 42% |
| Gender | Women | Individuals from other departments or agencies | 12% |
| Gender | Women | Other | 11% |
| Gender | Women | Members of the public | 8% |
| Gender | Women | Individuals working for me | 5% |
| Gender | Women | Individuals for whom I have a custodial responsibility | 2% |
| Indigenous | Indigenous People | Individuals with authority over me | 79% |
| Indigenous | Indigenous People | Co-workers | 41% |
| Indigenous | Indigenous People | Individuals from other departments or agencies | 17% |
| Indigenous | Indigenous People | Members of the public | 12% |
| Indigenous | Indigenous People | Other | 9% |
| Indigenous | Indigenous People | Individuals working for me | 4% |
| Indigenous | Indigenous People | Individuals for whom I have a custodial responsibility | 0% |
| Indigenous | Non-Indigenous People | Individuals with authority over me | 73% |
| Indigenous | Non-Indigenous People | Co-workers | 38% |
| Indigenous | Non-Indigenous People | Individuals from other departments or agencies | 13% |
| Indigenous | Non-Indigenous People | Other | 12% |
| Indigenous | Non-Indigenous People | Members of the public | 8% |
| Indigenous | Non-Indigenous People | Individuals working for me | 5% |
| Indigenous | Non-Indigenous People | Individuals for whom I have a custodial responsibility | 1% |
| Province/territory of work | Alberta | Individuals with authority over me | 76% |
| Province/territory of work | Alberta | Co-workers | 41% |
| Province/territory of work | Alberta | Other | 20% |
| Province/territory of work | Alberta | Individuals from other departments or agencies | 18% |
| Province/territory of work | Alberta | Members of the public | 10% |
| Province/territory of work | Alberta | Individuals working for me | 2% |
| Province/territory of work | Alberta | Individuals for whom I have a custodial responsibility | 0% |
| Province/territory of work | British Columbia | Individuals with authority over me | 75% |
| Province/territory of work | British Columbia | Co-workers | 44% |
| Province/territory of work | British Columbia | Individuals from other departments or agencies | 20% |
| Province/territory of work | British Columbia | Members of the public | 14% |
| Province/territory of work | British Columbia | Other | 12% |
| Province/territory of work | British Columbia | Individuals working for me | 2% |
| Province/territory of work | British Columbia | Individuals for whom I have a custodial responsibility | 0% |
| Province/territory of work | Manitoba | Individuals with authority over me | 65% |
| Province/territory of work | Manitoba | Co-workers | 42% |
| Province/territory of work | Manitoba | Individuals for whom I have a custodial responsibility | 7% |
| Province/territory of work | Manitoba | Individuals from other departments or agencies | 6% |
| Province/territory of work | Manitoba | Individuals working for me | 3% |
| Province/territory of work | Manitoba | Members of the public | 3% |
| Province/territory of work | Manitoba | Other | 0% |
| Province/territory of work | National Capital Region | Individuals with authority over me | 73% |
| Province/territory of work | National Capital Region | Co-workers | 32% |
| Province/territory of work | National Capital Region | Other | 14% |
| Province/territory of work | National Capital Region | Individuals from other departments or agencies | 10% |
| Province/territory of work | National Capital Region | Individuals working for me | 7% |
| Province/territory of work | National Capital Region | Members of the public | 5% |
| Province/territory of work | National Capital Region | Individuals for whom I have a custodial responsibility | 0% |
| Province/territory of work | New Brunswick | Individuals with authority over me | 69% |
| Province/territory of work | New Brunswick | Co-workers | 41% |
| Province/territory of work | New Brunswick | Individuals from other departments or agencies | 17% |
| Province/territory of work | New Brunswick | Members of the public | 16% |
| Province/territory of work | New Brunswick | Individuals for whom I have a custodial responsibility | 9% |
| Province/territory of work | New Brunswick | Individuals working for me | 9% |
| Province/territory of work | New Brunswick | Other | 9% |
| Province/territory of work | Ontario (excluding National Capital Region) | Individuals with authority over me | 76% |
| Province/territory of work | Ontario (excluding National Capital Region) | Co-workers | 39% |
| Province/territory of work | Ontario (excluding National Capital Region) | Individuals from other departments or agencies | 14% |
| Province/territory of work | Ontario (excluding National Capital Region) | Other | 13% |
| Province/territory of work | Ontario (excluding National Capital Region) | Members of the public | 10% |
| Province/territory of work | Ontario (excluding National Capital Region) | Individuals working for me | 2% |
| Province/territory of work | Ontario (excluding National Capital Region) | Individuals for whom I have a custodial responsibility | 1% |
| Province/territory of work | Quebec (excluding National Capital Region) | Individuals with authority over me | 80% |
| Province/territory of work | Quebec (excluding National Capital Region) | Co-workers | 30% |
| Province/territory of work | Quebec (excluding National Capital Region) | Other | 13% |
| Province/territory of work | Quebec (excluding National Capital Region) | Individuals from other departments or agencies | 8% |
| Province/territory of work | Quebec (excluding National Capital Region) | Members of the public | 6% |
| Province/territory of work | Quebec (excluding National Capital Region) | Individuals working for me | 4% |
| Province/territory of work | Quebec (excluding National Capital Region) | Individuals for whom I have a custodial responsibility | 1% |
| Racialized group | Non-racialized, non-Indigenous people population | Individuals with authority over me | 72% |
| Racialized group | Non-racialized, non-Indigenous people population | Co-workers | 40% |
| Racialized group | Non-racialized, non-Indigenous people population | Other | 14% |
| Racialized group | Non-racialized, non-Indigenous people population | Individuals from other departments or agencies | 12% |
| Racialized group | Non-racialized, non-Indigenous people population | Members of the public | 7% |
| Racialized group | Non-racialized, non-Indigenous people population | Individuals working for me | 4% |
| Racialized group | Non-racialized, non-Indigenous people population | Individuals for whom I have a custodial responsibility | 1% |
| Racialized group | Racialized, non-Indigenous people population | Individuals with authority over me | 76% |
| Racialized group | Racialized, non-Indigenous people population | Co-workers | 35% |
| Racialized group | Racialized, non-Indigenous people population | Individuals from other departments or agencies | 14% |
| Racialized group | Racialized, non-Indigenous people population | Members of the public | 12% |
| Racialized group | Racialized, non-Indigenous people population | Individuals working for me | 7% |
| Racialized group | Racialized, non-Indigenous people population | Other | 7% |
| Racialized group | Racialized, non-Indigenous people population | Individuals for whom I have a custodial responsibility | 2% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Individuals with authority over me | 74% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Co-workers | 36% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Individuals from other departments or agencies | 13% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Other | 13% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Members of the public | 8% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Individuals working for me | 5% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Individuals for whom I have a custodial responsibility | 1% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Individuals with authority over me | 61% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Co-workers | 59% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Individuals from other departments or agencies | 11% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Individuals working for me | 7% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Members of the public | 6% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Other | 6% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Individuals for whom I have a custodial responsibility | 2% |
Data Source: Public Service Employee Survey (2020-2022)
What action(s) did you take to address the discrimination?
| category | subcategory | Action taken | %Agree |
|---|---|---|---|
| Overall | Overall | No action | 42% |
| Overall | Overall | Discussed with supervisor or senior manager | 38% |
| Overall | Overall | Contacted union representative | 22% |
| Overall | Overall | Discussed with person(s) from whom I experienced the discrimination | 14% |
| Overall | Overall | Filed a grievance or formal complaint | 13% |
| Overall | Overall | Other | 10% |
| Overall | Overall | Contacted HR advisor | 8% |
| Overall | Overall | Resolved the matter informally on my own | 7% |
| Overall | Overall | Used an informal conflict resolution process | 6% |
| Age | 35 - 39 years | No action | 48% |
| Age | 35 - 39 years | Discussed with supervisor or senior manager | 31% |
| Age | 35 - 39 years | Contacted union representative | 21% |
| Age | 35 - 39 years | Filed a grievance or formal complaint | 16% |
| Age | 35 - 39 years | Discussed with person(s) from whom I experienced the discrimination | 12% |
| Age | 35 - 39 years | Resolved the matter informally on my own | 10% |
| Age | 35 - 39 years | Contacted HR advisor | 8% |
| Age | 35 - 39 years | Used an informal conflict resolution process | 6% |
| Age | 35 - 39 years | Other | 5% |
| Age | 40 - 44 years | Discussed with supervisor or senior manager | 40% |
| Age | 40 - 44 years | No action | 38% |
| Age | 40 - 44 years | Contacted union representative | 24% |
| Age | 40 - 44 years | Discussed with person(s) from whom I experienced the discrimination | 22% |
| Age | 40 - 44 years | Other | 14% |
| Age | 40 - 44 years | Filed a grievance or formal complaint | 13% |
| Age | 40 - 44 years | Resolved the matter informally on my own | 11% |
| Age | 40 - 44 years | Contacted HR advisor | 7% |
| Age | 40 - 44 years | Used an informal conflict resolution process | 7% |
| Age | 45 - 49 years | Discussed with supervisor or senior manager | 43% |
| Age | 45 - 49 years | No action | 34% |
| Age | 45 - 49 years | Contacted union representative | 21% |
| Age | 45 - 49 years | Contacted HR advisor | 13% |
| Age | 45 - 49 years | Filed a grievance or formal complaint | 13% |
| Age | 45 - 49 years | Discussed with person(s) from whom I experienced the discrimination | 12% |
| Age | 45 - 49 years | Other | 12% |
| Age | 45 - 49 years | Used an informal conflict resolution process | 8% |
| Age | 45 - 49 years | Resolved the matter informally on my own | 6% |
| Age | 50 - 54 years | No action | 44% |
| Age | 50 - 54 years | Discussed with supervisor or senior manager | 31% |
| Age | 50 - 54 years | Contacted union representative | 21% |
| Age | 50 - 54 years | Discussed with person(s) from whom I experienced the discrimination | 15% |
| Age | 50 - 54 years | Filed a grievance or formal complaint | 14% |
| Age | 50 - 54 years | Other | 12% |
| Age | 50 - 54 years | Contacted HR advisor | 8% |
| Age | 50 - 54 years | Resolved the matter informally on my own | 5% |
| Age | 50 - 54 years | Used an informal conflict resolution process | 5% |
| Age | 55 - 59 years | Discussed with supervisor or senior manager | 43% |
| Age | 55 - 59 years | No action | 40% |
| Age | 55 - 59 years | Contacted union representative | 23% |
| Age | 55 - 59 years | Filed a grievance or formal complaint | 13% |
| Age | 55 - 59 years | Other | 13% |
| Age | 55 - 59 years | Discussed with person(s) from whom I experienced the discrimination | 12% |
| Age | 55 - 59 years | Contacted HR advisor | 10% |
| Age | 55 - 59 years | Used an informal conflict resolution process | 8% |
| Age | 55 - 59 years | Resolved the matter informally on my own | 7% |
| Age | 60 years and over | Discussed with supervisor or senior manager | 41% |
| Age | 60 years and over | No action | 35% |
| Age | 60 years and over | Contacted union representative | 24% |
| Age | 60 years and over | Discussed with person(s) from whom I experienced the discrimination | 18% |
| Age | 60 years and over | Filed a grievance or formal complaint | 17% |
| Age | 60 years and over | Other | 9% |
| Age | 60 years and over | Resolved the matter informally on my own | 8% |
| Age | 60 years and over | Used an informal conflict resolution process | 5% |
| Age | 60 years and over | Contacted HR advisor | 4% |
| Disability | Persons with a disability (total) | Discussed with supervisor or senior manager | 40% |
| Disability | Persons with a disability (total) | Discussed with person(s) from whom I experienced the discrimination | 17% |
| Disability | Persons with a disability (total) | Contacted HR advisor | 7% |
| Disability | Persons without a disability | Discussed with supervisor or senior manager | 36% |
| Disability | Persons without a disability | Discussed with person(s) from whom I experienced the discrimination | 14% |
| First official language | English | No action | 42% |
| First official language | English | Discussed with supervisor or senior manager | 38% |
| First official language | English | Contacted union representative | 23% |
| First official language | English | Discussed with person(s) from whom I experienced the discrimination | 15% |
| First official language | English | Filed a grievance or formal complaint | 13% |
| First official language | English | Other | 10% |
| First official language | English | Contacted HR advisor | 8% |
| First official language | English | Resolved the matter informally on my own | 7% |
| First official language | English | Used an informal conflict resolution process | 7% |
| First official language | French | No action | 42% |
| First official language | French | Discussed with supervisor or senior manager | 35% |
| First official language | French | Contacted union representative | 18% |
| First official language | French | Filed a grievance or formal complaint | 14% |
| First official language | French | Discussed with person(s) from whom I experienced the discrimination | 13% |
| First official language | French | Other | 12% |
| First official language | French | Contacted HR advisor | 8% |
| First official language | French | Resolved the matter informally on my own | 6% |
| First official language | French | Used an informal conflict resolution process | 4% |
| Gender | Man | Discussed with supervisor or senior manager | 36% |
| Gender | Man | Discussed with person(s) from whom I experienced the discrimination | 15% |
| Gender | Man | Contacted HR advisor | 10% |
| Gender | Women | Discussed with supervisor or senior manager | 39% |
| Gender | Women | Discussed with person(s) from whom I experienced the discrimination | 14% |
| Gender | Women | Contacted HR advisor | 7% |
| Indigenous | Indigenous People | Discussed with supervisor or senior manager | 47% |
| Indigenous | Indigenous People | Discussed with person(s) from whom I experienced the discrimination | 24% |
| Indigenous | Non-Indigenous People | Discussed with supervisor or senior manager | 37% |
| Indigenous | Non-Indigenous People | Discussed with person(s) from whom I experienced the discrimination | 14% |
| Province/territory of work | Alberta | Discussed with supervisor or senior manager | 44% |
| Province/territory of work | Alberta | No action | 34% |
| Province/territory of work | Alberta | Contacted union representative | 26% |
| Province/territory of work | Alberta | Discussed with person(s) from whom I experienced the discrimination | 19% |
| Province/territory of work | Alberta | Filed a grievance or formal complaint | 14% |
| Province/territory of work | Alberta | Contacted HR advisor | 13% |
| Province/territory of work | Alberta | Resolved the matter informally on my own | 11% |
| Province/territory of work | Alberta | Other | 10% |
| Province/territory of work | Alberta | Used an informal conflict resolution process | 4% |
| Province/territory of work | British Columbia | No action | 48% |
| Province/territory of work | British Columbia | Discussed with supervisor or senior manager | 33% |
| Province/territory of work | British Columbia | Contacted union representative | 23% |
| Province/territory of work | British Columbia | Discussed with person(s) from whom I experienced the discrimination | 18% |
| Province/territory of work | British Columbia | Filed a grievance or formal complaint | 11% |
| Province/territory of work | British Columbia | Other | 10% |
| Province/territory of work | British Columbia | Resolved the matter informally on my own | 8% |
| Province/territory of work | British Columbia | Contacted HR advisor | 7% |
| Province/territory of work | British Columbia | Used an informal conflict resolution process | 7% |
| Province/territory of work | Manitoba | No action | 42% |
| Province/territory of work | Manitoba | Discussed with supervisor or senior manager | 33% |
| Province/territory of work | Manitoba | Discussed with person(s) from whom I experienced the discrimination | 22% |
| Province/territory of work | Manitoba | Other | 16% |
| Province/territory of work | Manitoba | Filed a grievance or formal complaint | 13% |
| Province/territory of work | Manitoba | Contacted union representative | 9% |
| Province/territory of work | Manitoba | Resolved the matter informally on my own | 6% |
| Province/territory of work | Manitoba | Contacted HR advisor | 3% |
| Province/territory of work | Manitoba | Used an informal conflict resolution process | 3% |
| Province/territory of work | National Capital Region | No action | 46% |
| Province/territory of work | National Capital Region | Discussed with supervisor or senior manager | 36% |
| Province/territory of work | National Capital Region | Contacted union representative | 15% |
| Province/territory of work | National Capital Region | Discussed with person(s) from whom I experienced the discrimination | 13% |
| Province/territory of work | National Capital Region | Other | 10% |
| Province/territory of work | National Capital Region | Filed a grievance or formal complaint | 9% |
| Province/territory of work | National Capital Region | Resolved the matter informally on my own | 7% |
| Province/territory of work | National Capital Region | Contacted HR advisor | 6% |
| Province/territory of work | National Capital Region | Used an informal conflict resolution process | 5% |
| Province/territory of work | New Brunswick | Discussed with supervisor or senior manager | 48% |
| Province/territory of work | New Brunswick | No action | 35% |
| Province/territory of work | New Brunswick | Contacted union representative | 21% |
| Province/territory of work | New Brunswick | Filed a grievance or formal complaint | 21% |
| Province/territory of work | New Brunswick | Discussed with person(s) from whom I experienced the discrimination | 20% |
| Province/territory of work | New Brunswick | Resolved the matter informally on my own | 12% |
| Province/territory of work | New Brunswick | Other | 7% |
| Province/territory of work | New Brunswick | Used an informal conflict resolution process | 6% |
| Province/territory of work | New Brunswick | Contacted HR advisor | 4% |
| Province/territory of work | Ontario (excluding National Capital Region) | Discussed with supervisor or senior manager | 38% |
| Province/territory of work | Ontario (excluding National Capital Region) | No action | 37% |
| Province/territory of work | Ontario (excluding National Capital Region) | Contacted union representative | 31% |
| Province/territory of work | Ontario (excluding National Capital Region) | Filed a grievance or formal complaint | 16% |
| Province/territory of work | Ontario (excluding National Capital Region) | Other | 13% |
| Province/territory of work | Ontario (excluding National Capital Region) | Discussed with person(s) from whom I experienced the discrimination | 10% |
| Province/territory of work | Ontario (excluding National Capital Region) | Contacted HR advisor | 8% |
| Province/territory of work | Ontario (excluding National Capital Region) | Used an informal conflict resolution process | 7% |
| Province/territory of work | Ontario (excluding National Capital Region) | Resolved the matter informally on my own | 5% |
| Province/territory of work | Quebec (excluding National Capital Region) | No action | 42% |
| Province/territory of work | Quebec (excluding National Capital Region) | Discussed with supervisor or senior manager | 32% |
| Province/territory of work | Quebec (excluding National Capital Region) | Contacted union representative | 18% |
| Province/territory of work | Quebec (excluding National Capital Region) | Filed a grievance or formal complaint | 12% |
| Province/territory of work | Quebec (excluding National Capital Region) | Other | 11% |
| Province/territory of work | Quebec (excluding National Capital Region) | Discussed with person(s) from whom I experienced the discrimination | 10% |
| Province/territory of work | Quebec (excluding National Capital Region) | Contacted HR advisor | 9% |
| Province/territory of work | Quebec (excluding National Capital Region) | Resolved the matter informally on my own | 4% |
| Province/territory of work | Quebec (excluding National Capital Region) | Used an informal conflict resolution process | 4% |
| Racialized group | Non-racialized, non-Indigenous people population | Discussed with supervisor or senior manager | 36% |
| Racialized group | Non-racialized, non-Indigenous people population | Discussed with person(s) from whom I experienced the discrimination | 13% |
| Racialized group | Racialized, non-Indigenous people population | Discussed with supervisor or senior manager | 37% |
| Racialized group | Racialized, non-Indigenous people population | Discussed with person(s) from whom I experienced the discrimination | 15% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Discussed with supervisor or senior manager | 38% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | Discussed with person(s) from whom I experienced the discrimination | 15% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Discussed with supervisor or senior manager | 38% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | Discussed with person(s) from whom I experienced the discrimination | 9% |
Data Source: Public Service Employee Survey (2020-2022)
Why did you not file a grievance or formal complaint about the discrimination you experienced?
| category | subcategory | Reason for not filing grievance | %Agree |
|---|---|---|---|
| Overall | Overall | I did not believe it would make a difference | 61% |
| Overall | Overall | I was afraid of reprisal | 39% |
| Overall | Overall | Had concerns about formal complaint process | 25% |
| Overall | Overall | Other | 19% |
| Overall | Overall | Did not think the incident was serious enough | 13% |
| Overall | Overall | I did not know what to do, where to go, or whom to ask | 11% |
| Overall | Overall | I was too distraught | 11% |
| Overall | Overall | I was advised against filing a complaint | 10% |
| Overall | Overall | I changed jobs | 6% |
| Overall | Overall | The issue was resolved | 6% |
| Overall | Overall | Management intervened | 4% |
| Overall | Overall | The behaviour stopped | 4% |
| Overall | Overall | The individual left or changed jobs | 4% |
| Overall | Overall | The individual apologized | 3% |
| Overall | Overall | The time limit to file a grievance or a formal complaint had passed | 2% |
| Overall | Overall | Someone threatened me | 1% |
| Age | 35-39 | I did not believe it would make a difference | 63% |
| Age | 35-39 | I was afraid of reprisal | 45% |
| Age | 35-39 | Had concerns about formal complaint process | 34% |
| Age | 35-39 | Other | 23% |
| Age | 35-39 | Did not think the incident was serious enough | 11% |
| Age | 35-39 | I was advised against filing a complaint | 11% |
| Age | 35-39 | I did not know what to do, where to go, or whom to ask | 10% |
| Age | 35-39 | I was too distraught | 9% |
| Age | 35-39 | I changed jobs | 7% |
| Age | 35-39 | The time limit to file a grievance or a formal complaint had passed | 6% |
| Age | 35-39 | The behaviour stopped | 5% |
| Age | 35-39 | The issue was resolved | 4% |
| Age | 35-39 | Management intervened | 2% |
| Age | 35-39 | The individual apologized | 2% |
| Age | 35-39 | The individual left or changed jobs | 2% |
| Age | 35-39 | Someone threatened me | 1% |
| Age | 40-44 | I did not believe it would make a difference | 58% |
| Age | 40-44 | I was afraid of reprisal | 43% |
| Age | 40-44 | Had concerns about formal complaint process | 26% |
| Age | 40-44 | Other | 20% |
| Age | 40-44 | Did not think the incident was serious enough | 12% |
| Age | 40-44 | I did not know what to do, where to go, or whom to ask | 11% |
| Age | 40-44 | I was too distraught | 11% |
| Age | 40-44 | I changed jobs | 7% |
| Age | 40-44 | I was advised against filing a complaint | 7% |
| Age | 40-44 | The individual left or changed jobs | 6% |
| Age | 40-44 | The issue was resolved | 6% |
| Age | 40-44 | The behaviour stopped | 5% |
| Age | 40-44 | Management intervened | 4% |
| Age | 40-44 | The individual apologized | 3% |
| Age | 40-44 | The time limit to file a grievance or a formal complaint had passed | 1% |
| Age | 40-44 | Someone threatened me | 0% |
| Age | 45-49 | I did not believe it would make a difference | 60% |
| Age | 45-49 | I was afraid of reprisal | 41% |
| Age | 45-49 | Had concerns about formal complaint process | 23% |
| Age | 45-49 | Other | 22% |
| Age | 45-49 | Did not think the incident was serious enough | 13% |
| Age | 45-49 | I did not know what to do, where to go, or whom to ask | 11% |
| Age | 45-49 | I was advised against filing a complaint | 11% |
| Age | 45-49 | I was too distraught | 10% |
| Age | 45-49 | I changed jobs | 7% |
| Age | 45-49 | The issue was resolved | 5% |
| Age | 45-49 | Management intervened | 4% |
| Age | 45-49 | Someone threatened me | 4% |
| Age | 45-49 | The individual apologized | 2% |
| Age | 45-49 | The individual left or changed jobs | 2% |
| Age | 45-49 | The behaviour stopped | 1% |
| Age | 45-49 | The time limit to file a grievance or a formal complaint had passed | 1% |
| Age | 50-54 | I did not believe it would make a difference | 59% |
| Age | 50-54 | I was afraid of reprisal | 39% |
| Age | 50-54 | Other | 24% |
| Age | 50-54 | Had concerns about formal complaint process | 23% |
| Age | 50-54 | I was too distraught | 14% |
| Age | 50-54 | Did not think the incident was serious enough | 9% |
| Age | 50-54 | I changed jobs | 8% |
| Age | 50-54 | I was advised against filing a complaint | 7% |
| Age | 50-54 | I did not know what to do, where to go, or whom to ask | 5% |
| Age | 50-54 | The individual apologized | 5% |
| Age | 50-54 | The issue was resolved | 5% |
| Age | 50-54 | The individual left or changed jobs | 4% |
| Age | 50-54 | The time limit to file a grievance or a formal complaint had passed | 4% |
| Age | 50-54 | Management intervened | 3% |
| Age | 50-54 | The behaviour stopped | 3% |
| Age | 50-54 | Someone threatened me | 2% |
| Age | 55-59 | I did not believe it would make a difference | 66% |
| Age | 55-59 | I was afraid of reprisal | 37% |
| Age | 55-59 | Other | 23% |
| Age | 55-59 | Had concerns about formal complaint process | 18% |
| Age | 55-59 | I did not know what to do, where to go, or whom to ask | 12% |
| Age | 55-59 | I was too distraught | 9% |
| Age | 55-59 | I was advised against filing a complaint | 8% |
| Age | 55-59 | I changed jobs | 5% |
| Age | 55-59 | Management intervened | 4% |
| Age | 55-59 | Did not think the incident was serious enough | 3% |
| Age | 55-59 | Someone threatened me | 2% |
| Age | 55-59 | The behaviour stopped | 2% |
| Age | 55-59 | The individual left or changed jobs | 2% |
| Age | 55-59 | The issue was resolved | 2% |
| Age | 55-59 | The individual apologized | 1% |
| Age | 55-59 | The time limit to file a grievance or a formal complaint had passed | 0% |
| Age | 60 years and over | I did not believe it would make a difference | 59% |
| Age | 60 years and over | I was afraid of reprisal | 35% |
| Age | 60 years and over | Had concerns about formal complaint process | 20% |
| Age | 60 years and over | I was too distraught | 14% |
| Age | 60 years and over | The issue was resolved | 13% |
| Age | 60 years and over | I was advised against filing a complaint | 11% |
| Age | 60 years and over | Did not think the incident was serious enough | 9% |
| Age | 60 years and over | I did not know what to do, where to go, or whom to ask | 8% |
| Age | 60 years and over | The individual left or changed jobs | 8% |
| Age | 60 years and over | Other | 8% |
| Age | 60 years and over | I changed jobs | 7% |
| Age | 60 years and over | The behaviour stopped | 7% |
| Age | 60 years and over | Management intervened | 6% |
| Age | 60 years and over | The individual apologized | 5% |
| Age | 60 years and over | The time limit to file a grievance or a formal complaint had passed | 3% |
| Age | 60 years and over | Someone threatened me | 0% |
| First official language | English | I did not believe it would make a difference | 65% |
| First official language | English | I was afraid of reprisal | 40% |
| First official language | English | Had concerns about formal complaint process | 27% |
| First official language | English | Other | 18% |
| First official language | English | Did not think the incident was serious enough | 12% |
| First official language | English | I did not know what to do, where to go, or whom to ask | 12% |
| First official language | English | I was too distraught | 11% |
| First official language | English | I was advised against filing a complaint | 10% |
| First official language | English | I changed jobs | 6% |
| First official language | English | The issue was resolved | 6% |
| First official language | English | The behaviour stopped | 5% |
| First official language | English | Management intervened | 4% |
| First official language | English | The individual apologized | 4% |
| First official language | English | The individual left or changed jobs | 4% |
| First official language | English | The time limit to file a grievance or a formal complaint had passed | 2% |
| First official language | English | Someone threatened me | 1% |
| First official language | French | I did not believe it would make a difference | 50% |
| First official language | French | I was afraid of reprisal | 35% |
| First official language | French | Other | 22% |
| First official language | French | Had concerns about formal complaint process | 17% |
| First official language | French | Did not think the incident was serious enough | 14% |
| First official language | French | I was too distraught | 12% |
| First official language | French | I did not know what to do, where to go, or whom to ask | 10% |
| First official language | French | I changed jobs | 8% |
| First official language | French | I was advised against filing a complaint | 7% |
| First official language | French | The issue was resolved | 5% |
| First official language | French | Management intervened | 4% |
| First official language | French | The individual left or changed jobs | 4% |
| First official language | French | The behaviour stopped | 2% |
| First official language | French | The individual apologized | 2% |
| First official language | French | The time limit to file a grievance or a formal complaint had passed | 1% |
| First official language | French | Someone threatened me | 0% |
| Province/territory of work | Alberta | I did not believe it would make a difference | 70% |
| Province/territory of work | Alberta | I was afraid of reprisal | 29% |
| Province/territory of work | Alberta | Had concerns about formal complaint process | 23% |
| Province/territory of work | Alberta | Other | 18% |
| Province/territory of work | Alberta | Did not think the incident was serious enough | 12% |
| Province/territory of work | Alberta | I was advised against filing a complaint | 11% |
| Province/territory of work | Alberta | Management intervened | 10% |
| Province/territory of work | Alberta | The behaviour stopped | 10% |
| Province/territory of work | Alberta | I did not know what to do, where to go, or whom to ask | 7% |
| Province/territory of work | Alberta | I was too distraught | 7% |
| Province/territory of work | Alberta | The issue was resolved | 7% |
| Province/territory of work | Alberta | I changed jobs | 6% |
| Province/territory of work | Alberta | The individual apologized | 5% |
| Province/territory of work | Alberta | The individual left or changed jobs | 3% |
| Province/territory of work | Alberta | The time limit to file a grievance or a formal complaint had passed | 2% |
| Province/territory of work | Alberta | Someone threatened me | 0% |
| Province/territory of work | British Columbia | I did not believe it would make a difference | 65% |
| Province/territory of work | British Columbia | I was afraid of reprisal | 47% |
| Province/territory of work | British Columbia | Had concerns about formal complaint process | 27% |
| Province/territory of work | British Columbia | Other | 22% |
| Province/territory of work | British Columbia | I was advised against filing a complaint | 13% |
| Province/territory of work | British Columbia | I was too distraught | 13% |
| Province/territory of work | British Columbia | I did not know what to do, where to go, or whom to ask | 11% |
| Province/territory of work | British Columbia | Did not think the incident was serious enough | 8% |
| Province/territory of work | British Columbia | The behaviour stopped | 8% |
| Province/territory of work | British Columbia | The issue was resolved | 8% |
| Province/territory of work | British Columbia | The individual left or changed jobs | 6% |
| Province/territory of work | British Columbia | I changed jobs | 5% |
| Province/territory of work | British Columbia | The individual apologized | 4% |
| Province/territory of work | British Columbia | The time limit to file a grievance or a formal complaint had passed | 3% |
| Province/territory of work | British Columbia | Someone threatened me | 2% |
| Province/territory of work | British Columbia | Management intervened | 1% |
| Province/territory of work | Manitoba | I did not believe it would make a difference | 59% |
| Province/territory of work | Manitoba | I was afraid of reprisal | 28% |
| Province/territory of work | Manitoba | Had concerns about formal complaint process | 19% |
| Province/territory of work | Manitoba | I was too distraught | 18% |
| Province/territory of work | Manitoba | Other | 18% |
| Province/territory of work | Manitoba | I was advised against filing a complaint | 10% |
| Province/territory of work | Manitoba | I did not know what to do, where to go, or whom to ask | 9% |
| Province/territory of work | Manitoba | Did not think the incident was serious enough | 7% |
| Province/territory of work | Manitoba | The individual left or changed jobs | 6% |
| Province/territory of work | Manitoba | The behaviour stopped | 4% |
| Province/territory of work | Manitoba | The issue was resolved | 4% |
| Province/territory of work | Manitoba | I changed jobs | 0% |
| Province/territory of work | Manitoba | Management intervened | 0% |
| Province/territory of work | Manitoba | Someone threatened me | 0% |
| Province/territory of work | Manitoba | The individual apologized | 0% |
| Province/territory of work | Manitoba | The time limit to file a grievance or a formal complaint had passed | 0% |
| Province/territory of work | National Capital Region | I did not believe it would make a difference | 63% |
| Province/territory of work | National Capital Region | I was afraid of reprisal | 40% |
| Province/territory of work | National Capital Region | Had concerns about formal complaint process | 24% |
| Province/territory of work | National Capital Region | Did not think the incident was serious enough | 16% |
| Province/territory of work | National Capital Region | Other | 16% |
| Province/territory of work | National Capital Region | I did not know what to do, where to go, or whom to ask | 13% |
| Province/territory of work | National Capital Region | I was too distraught | 11% |
| Province/territory of work | National Capital Region | I changed jobs | 9% |
| Province/territory of work | National Capital Region | I was advised against filing a complaint | 9% |
| Province/territory of work | National Capital Region | The issue was resolved | 6% |
| Province/territory of work | National Capital Region | Management intervened | 4% |
| Province/territory of work | National Capital Region | The behaviour stopped | 4% |
| Province/territory of work | National Capital Region | The individual left or changed jobs | 4% |
| Province/territory of work | National Capital Region | The individual apologized | 3% |
| Province/territory of work | National Capital Region | Someone threatened me | 2% |
| Province/territory of work | National Capital Region | The time limit to file a grievance or a formal complaint had passed | 1% |
| Province/territory of work | New Brunswick | I did not believe it would make a difference | 72% |
| Province/territory of work | New Brunswick | I was afraid of reprisal | 40% |
| Province/territory of work | New Brunswick | Had concerns about formal complaint process | 27% |
| Province/territory of work | New Brunswick | Other | 15% |
| Province/territory of work | New Brunswick | The time limit to file a grievance or a formal complaint had passed | 14% |
| Province/territory of work | New Brunswick | I was advised against filing a complaint | 11% |
| Province/territory of work | New Brunswick | The issue was resolved | 10% |
| Province/territory of work | New Brunswick | I changed jobs | 9% |
| Province/territory of work | New Brunswick | I was too distraught | 8% |
| Province/territory of work | New Brunswick | I did not know what to do, where to go, or whom to ask | 3% |
| Province/territory of work | New Brunswick | Did not think the incident was serious enough | 0% |
| Province/territory of work | New Brunswick | Management intervened | 0% |
| Province/territory of work | New Brunswick | Someone threatened me | 0% |
| Province/territory of work | New Brunswick | The behaviour stopped | 0% |
| Province/territory of work | New Brunswick | The individual apologized | 0% |
| Province/territory of work | New Brunswick | The individual left or changed jobs | 0% |
| Province/territory of work | Ontario (excluding National Capital Region) | I did not believe it would make a difference | 66% |
| Province/territory of work | Ontario (excluding National Capital Region) | I was afraid of reprisal | 45% |
| Province/territory of work | Ontario (excluding National Capital Region) | Had concerns about formal complaint process | 35% |
| Province/territory of work | Ontario (excluding National Capital Region) | Other | 15% |
| Province/territory of work | Ontario (excluding National Capital Region) | I was too distraught | 14% |
| Province/territory of work | Ontario (excluding National Capital Region) | I did not know what to do, where to go, or whom to ask | 12% |
| Province/territory of work | Ontario (excluding National Capital Region) | I was advised against filing a complaint | 11% |
| Province/territory of work | Ontario (excluding National Capital Region) | Did not think the incident was serious enough | 7% |
| Province/territory of work | Ontario (excluding National Capital Region) | The individual left or changed jobs | 7% |
| Province/territory of work | Ontario (excluding National Capital Region) | I changed jobs | 5% |
| Province/territory of work | Ontario (excluding National Capital Region) | The issue was resolved | 4% |
| Province/territory of work | Ontario (excluding National Capital Region) | Management intervened | 3% |
| Province/territory of work | Ontario (excluding National Capital Region) | The behaviour stopped | 3% |
| Province/territory of work | Ontario (excluding National Capital Region) | The time limit to file a grievance or a formal complaint had passed | 3% |
| Province/territory of work | Ontario (excluding National Capital Region) | The individual apologized | 2% |
| Province/territory of work | Ontario (excluding National Capital Region) | Someone threatened me | 1% |
| Province/territory of work | Quebec (excluding National Capital Region) | I did not believe it would make a difference | 44% |
| Province/territory of work | Quebec (excluding National Capital Region) | I was afraid of reprisal | 36% |
| Province/territory of work | Quebec (excluding National Capital Region) | Other | 32% |
| Province/territory of work | Quebec (excluding National Capital Region) | Had concerns about formal complaint process | 16% |
| Province/territory of work | Quebec (excluding National Capital Region) | I was too distraught | 12% |
| Province/territory of work | Quebec (excluding National Capital Region) | I did not know what to do, where to go, or whom to ask | 11% |
| Province/territory of work | Quebec (excluding National Capital Region) | Did not think the incident was serious enough | 9% |
| Province/territory of work | Quebec (excluding National Capital Region) | I changed jobs | 6% |
| Province/territory of work | Quebec (excluding National Capital Region) | I was advised against filing a complaint | 5% |
| Province/territory of work | Quebec (excluding National Capital Region) | Management intervened | 4% |
| Province/territory of work | Quebec (excluding National Capital Region) | The behaviour stopped | 2% |
| Province/territory of work | Quebec (excluding National Capital Region) | The individual apologized | 2% |
| Province/territory of work | Quebec (excluding National Capital Region) | The individual left or changed jobs | 2% |
| Province/territory of work | Quebec (excluding National Capital Region) | The issue was resolved | 2% |
| Province/territory of work | Quebec (excluding National Capital Region) | The time limit to file a grievance or a formal complaint had passed | 1% |
| Province/territory of work | Quebec (excluding National Capital Region) | Someone threatened me | 0% |
Data Source: Public Service Employee Survey (2020-2022)
Sentiment towards racism
These metrics are from the 2022-2023 Views of the CAF Tracking Study and the 2020-2021 and 2022-2023 Public Service Employee Survey (PSES).
Canadian public
Systemic racism in the Canadian Armed Forces is something I am concerned about:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 56% | 44% |
| Overall | Overall | 2023 | 54% | 46% |
| Age | 18-24 | 2022 | 64% | 36% |
| Age | 18-24 | 2023 | 54% | 46% |
| Age | 25-34 | 2022 | 52% | 48% |
| Age | 25-34 | 2023 | 48% | 52% |
| Age | 35-44 | 2022 | 54% | 46% |
| Age | 35-44 | 2023 | 54% | 46% |
| Age | 45-54 | 2022 | 54% | 46% |
| Age | 45-54 | 2023 | 49% | 51% |
| Age | 55-64 | 2022 | 58% | 42% |
| Age | 55-64 | 2023 | 62% | 38% |
| Age | 65+ | 2022 | 57% | 43% |
| Age | 65+ | 2023 | 57% | 43% |
| Education | College/CEGEP | 2022 | 55% | 45% |
| Education | College/CEGEP | 2023 | 46% | 54% |
| Education | Currently a student | 2023 | 54% | 46% |
| Education | High School | 2022 | 54% | 46% |
| Education | High School | 2023 | 55% | 45% |
| Education | University | 2022 | 58% | 42% |
| Education | University | 2023 | 59% | 41% |
| Gender | Another gender | 2022 | 100% | 0% |
| Gender | Another gender | 2023 | 41% | 59% |
| Gender | Men | 2022 | 50% | 50% |
| Gender | Men | 2023 | 51% | 49% |
| Gender | Women | 2022 | 62% | 38% |
| Gender | Women | 2023 | 57% | 43% |
| Race | Asian | 2022 | 59% | 41% |
| Race | Asian | 2023 | 69% | 31% |
| Race | Black | 2022 | 74% | 26% |
| Race | Black | 2023 | 70% | 30% |
| Race | Chinese | 2022 | 69% | 31% |
| Race | Chinese | 2023 | 69% | 31% |
| Race | Indigenous | 2022 | 60% | 40% |
| Race | Indigenous | 2023 | 57% | 43% |
| Race | Other | 2022 | 52% | 48% |
| Race | Other | 2023 | 58% | 42% |
| Race | White | 2022 | 54% | 46% |
| Race | White | 2023 | 52% | 48% |
| Region | Alberta/Northwest Territories | 2022 | 49% | 51% |
| Region | Alberta/Northwest Territories | 2023 | 48% | 52% |
| Region | Atlantic Canada | 2022 | 54% | 46% |
| Region | Atlantic Canada | 2023 | 63% | 37% |
| Region | British Columbia/Yukon | 2022 | 60% | 40% |
| Region | British Columbia/Yukon | 2023 | 59% | 41% |
| Region | Manitoba/Saskatchewan | 2022 | 46% | 54% |
| Region | Manitoba/Saskatchewan | 2023 | 50% | 50% |
| Region | Ontario/Nunavut | 2022 | 60% | 40% |
| Region | Ontario/Nunavut | 2023 | 56% | 44% |
| Region | Quebec | 2022 | 55% | 45% |
| Region | Quebec | 2023 | 52% | 48% |
Racist or hateful attitudes or behaviours are not tolerated in the CAF:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 46% | 54% |
| Overall | Overall | 2023 | 52% | 48% |
| Age | 18-24 | 2022 | 58% | 42% |
| Age | 18-24 | 2023 | 57% | 43% |
| Age | 25-34 | 2022 | 51% | 49% |
| Age | 25-34 | 2023 | 57% | 43% |
| Age | 35-44 | 2022 | 43% | 57% |
| Age | 35-44 | 2023 | 54% | 46% |
| Age | 45-54 | 2022 | 44% | 56% |
| Age | 45-54 | 2023 | 50% | 50% |
| Age | 55-64 | 2022 | 47% | 53% |
| Age | 55-64 | 2023 | 48% | 52% |
| Age | 65+ | 2022 | 40% | 60% |
| Age | 65+ | 2023 | 48% | 52% |
| Education | College/CEGEP | 2022 | 43% | 57% |
| Education | College/CEGEP | 2023 | 56% | 44% |
| Education | Currently a student | 2023 | 31% | 69% |
| Education | High School | 2022 | 55% | 45% |
| Education | High School | 2023 | 61% | 39% |
| Education | University | 2022 | 44% | 56% |
| Education | University | 2023 | 47% | 53% |
| Gender | Another gender | 2022 | 37% | 63% |
| Gender | Another gender | 2023 | 32% | 68% |
| Gender | Men | 2022 | 54% | 46% |
| Gender | Men | 2023 | 60% | 40% |
| Gender | Women | 2022 | 39% | 61% |
| Gender | Women | 2023 | 45% | 55% |
| Race | Asian | 2022 | 57% | 43% |
| Race | Asian | 2023 | 64% | 36% |
| Race | Black | 2022 | 54% | 46% |
| Race | Black | 2023 | 55% | 45% |
| Race | Chinese | 2022 | 46% | 54% |
| Race | Chinese | 2023 | 36% | 64% |
| Race | Indigenous | 2022 | 46% | 54% |
| Race | Indigenous | 2023 | 60% | 40% |
| Race | Other | 2022 | 55% | 45% |
| Race | Other | 2023 | 57% | 43% |
| Race | White | 2022 | 44% | 56% |
| Race | White | 2023 | 52% | 48% |
| Region | Alberta/Northwest Territories | 2022 | 41% | 59% |
| Region | Alberta/Northwest Territories | 2023 | 57% | 43% |
| Region | Atlantic Canada | 2022 | 45% | 55% |
| Region | Atlantic Canada | 2023 | 53% | 47% |
| Region | British Columbia/Yukon | 2022 | 45% | 55% |
| Region | British Columbia/Yukon | 2023 | 47% | 53% |
| Region | Manitoba/Saskatchewan | 2022 | 48% | 52% |
| Region | Manitoba/Saskatchewan | 2023 | 55% | 45% |
| Region | Ontario/Nunavut | 2022 | 46% | 54% |
| Region | Ontario/Nunavut | 2023 | 51% | 49% |
| Region | Quebec | 2022 | 49% | 51% |
| Region | Quebec | 2023 | 53% | 47% |
Data Source: Views of the CAF Tracking Study (2022-2023)
DND public service employees
I would feel free to speak about racism without fear of reprisal or negative impact on my career:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2022 | 77% | 23% |
| Age | 24 years and under | 2022 | 83% | 17% |
| Age | 25 - 29 years | 2022 | 82% | 18% |
| Age | 30 - 34 years | 2022 | 79% | 21% |
| Age | 35 - 39 years | 2022 | 77% | 23% |
| Age | 40 - 44 years | 2022 | 77% | 23% |
| Age | 45 - 49 years | 2022 | 78% | 22% |
| Age | 50 - 54 years | 2022 | 77% | 23% |
| Age | 55 - 59 years | 2022 | 75% | 25% |
| Age | 60 years and over | 2022 | 76% | 24% |
| Disability | Persons with a disability (total) | 2022 | 72% | 28% |
| Disability | Persons without a disability | 2022 | 79% | 21% |
| First official language | English | 2022 | 77% | 23% |
| First official language | French | 2022 | 77% | 23% |
| Gender | Another Gender | 2022 | 76% | 24% |
| Gender | Man | 2022 | 77% | 23% |
| Gender | Women | 2022 | 79% | 21% |
| Indigenous | Indigenous People | 2022 | 77% | 23% |
| Indigenous | Non-Indigenous People | 2022 | 78% | 22% |
| Province/territory of work | Alberta | 2022 | 74% | 26% |
| Province/territory of work | British Columbia | 2022 | 76% | 24% |
| Province/territory of work | Manitoba | 2022 | 77% | 23% |
| Province/territory of work | National Capital Region | 2022 | 79% | 21% |
| Province/territory of work | New Brunswick | 2022 | 81% | 19% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 74% | 26% |
| Province/territory of work | Northwest Territories | 2022 | 90% | 10% |
| Province/territory of work | Nova Scotia | 2022 | 76% | 24% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 75% | 25% |
| Province/territory of work | Outside of Canada | 2022 | 81% | 19% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 76% | 24% |
| Province/territory of work | Saskatchewan | 2022 | 85% | 15% |
| Racialized group | Non-racialized, non-Indigenous people population | 2022 | 80% | 20% |
| Racialized group | Racialized, non-Indigenous people population | 2022 | 69% | 31% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | 2022 | 78% | 22% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | 2022 | 76% | 24% |
I would feel comfortable sharing concerns about racism in the workplace with a person of authority:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 79% | 21% |
| Overall | Overall | 2022 | 80% | 20% |
| Age | 24 years and under | 2020 | 88% | 12% |
| Age | 24 years and under | 2022 | 89% | 11% |
| Age | 25 - 29 years | 2020 | 82% | 18% |
| Age | 25 - 29 years | 2022 | 81% | 19% |
| Age | 30 - 34 years | 2020 | 82% | 18% |
| Age | 30 - 34 years | 2022 | 81% | 19% |
| Age | 35 - 39 years | 2020 | 78% | 22% |
| Age | 35 - 39 years | 2022 | 78% | 22% |
| Age | 40 - 44 years | 2020 | 81% | 19% |
| Age | 40 - 44 years | 2022 | 80% | 20% |
| Age | 45 - 49 years | 2020 | 79% | 21% |
| Age | 45 - 49 years | 2022 | 80% | 20% |
| Age | 50 - 54 years | 2020 | 80% | 20% |
| Age | 50 - 54 years | 2022 | 79% | 21% |
| Age | 55 - 59 years | 2020 | 77% | 23% |
| Age | 55 - 59 years | 2022 | 78% | 22% |
| Age | 60 years and over | 2020 | 80% | 20% |
| Age | 60 years and over | 2022 | 80% | 20% |
| Disability | Persons with a disability (total) | 2020 | 72% | 28% |
| Disability | Persons with a disability (total) | 2022 | 75% | 25% |
| Disability | Persons without a disability | 2020 | 80% | 20% |
| Disability | Persons without a disability | 2022 | 81% | 19% |
| First official language | English | 2020 | 79% | 21% |
| First official language | English | 2022 | 79% | 21% |
| First official language | French | 2020 | 82% | 18% |
| First official language | French | 2022 | 82% | 18% |
| Gender | Another Gender | 2020 | 72% | 28% |
| Gender | Another Gender | 2022 | 74% | 26% |
| Gender | Man | 2020 | 79% | 21% |
| Gender | Man | 2022 | 80% | 20% |
| Gender | Women | 2020 | 81% | 19% |
| Gender | Women | 2022 | 81% | 19% |
| Indigenous | Indigenous People | 2020 | 70% | 30% |
| Indigenous | Indigenous People | 2022 | 77% | 23% |
| Indigenous | Non-Indigenous People | 2020 | 80% | 20% |
| Indigenous | Non-Indigenous People | 2022 | 80% | 20% |
| Province/territory of work | Alberta | 2020 | 73% | 27% |
| Province/territory of work | Alberta | 2022 | 75% | 25% |
| Province/territory of work | British Columbia | 2020 | 79% | 21% |
| Province/territory of work | British Columbia | 2022 | 77% | 23% |
| Province/territory of work | Manitoba | 2020 | 80% | 20% |
| Province/territory of work | Manitoba | 2022 | 80% | 20% |
| Province/territory of work | National Capital Region | 2020 | 82% | 18% |
| Province/territory of work | National Capital Region | 2022 | 81% | 19% |
| Province/territory of work | New Brunswick | 2020 | 79% | 21% |
| Province/territory of work | New Brunswick | 2022 | 81% | 19% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 83% | 17% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 86% | 14% |
| Province/territory of work | Northwest Territories | 2020 | 84% | 16% |
| Province/territory of work | Northwest Territories | 2022 | 100% | 0% |
| Province/territory of work | Nova Scotia | 2020 | 75% | 25% |
| Province/territory of work | Nova Scotia | 2022 | 78% | 22% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 79% | 21% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 78% | 22% |
| Province/territory of work | Outside of Canada | 2020 | 96% | 4% |
| Province/territory of work | Outside of Canada | 2022 | 96% | 4% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 80% | 20% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 80% | 20% |
| Province/territory of work | Saskatchewan | 2020 | 83% | 17% |
| Province/territory of work | Saskatchewan | 2022 | 75% | 25% |
| Racialized group | Non-racialized, non-Indigenous people population | 2022 | 82% | 18% |
| Racialized group | Racialized, non-Indigenous people population | 2022 | 69% | 31% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | 2022 | 80% | 20% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | 2022 | 79% | 21% |
My department implements initiatives that promote anti-racism in the workplace:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 75% | 25% |
| Overall | Overall | 2022 | 65% | 35% |
| Age | 24 years and under | 2020 | 79% | 21% |
| Age | 24 years and under | 2022 | 69% | 31% |
| Age | 25 - 29 years | 2020 | 71% | 29% |
| Age | 25 - 29 years | 2022 | 53% | 47% |
| Age | 30 - 34 years | 2020 | 74% | 26% |
| Age | 30 - 34 years | 2022 | 59% | 41% |
| Age | 35 - 39 years | 2020 | 72% | 28% |
| Age | 35 - 39 years | 2022 | 59% | 41% |
| Age | 40 - 44 years | 2020 | 75% | 25% |
| Age | 40 - 44 years | 2022 | 59% | 41% |
| Age | 45 - 49 years | 2020 | 73% | 27% |
| Age | 45 - 49 years | 2022 | 63% | 37% |
| Age | 50 - 54 years | 2020 | 76% | 24% |
| Age | 50 - 54 years | 2022 | 69% | 31% |
| Age | 55 - 59 years | 2020 | 77% | 23% |
| Age | 55 - 59 years | 2022 | 71% | 29% |
| Age | 60 years and over | 2020 | 79% | 21% |
| Age | 60 years and over | 2022 | 74% | 26% |
| Disability | Persons with a disability (total) | 2020 | 69% | 31% |
| Disability | Persons with a disability (total) | 2022 | 59% | 41% |
| Disability | Persons without a disability | 2020 | 76% | 24% |
| Disability | Persons without a disability | 2022 | 67% | 33% |
| First official language | English | 2020 | 74% | 26% |
| First official language | English | 2022 | 64% | 36% |
| First official language | French | 2020 | 78% | 22% |
| First official language | French | 2022 | 69% | 31% |
| Gender | Another Gender | 2020 | 75% | 25% |
| Gender | Another Gender | 2022 | 45% | 55% |
| Gender | Man | 2020 | 75% | 25% |
| Gender | Man | 2022 | 67% | 33% |
| Gender | Women | 2020 | 75% | 25% |
| Gender | Women | 2022 | 63% | 37% |
| Indigenous | Indigenous People | 2020 | 68% | 32% |
| Indigenous | Indigenous People | 2022 | 61% | 39% |
| Indigenous | Non-Indigenous People | 2020 | 76% | 24% |
| Indigenous | Non-Indigenous People | 2022 | 66% | 34% |
| Province/territory of work | Alberta | 2020 | 68% | 32% |
| Province/territory of work | Alberta | 2022 | 61% | 39% |
| Province/territory of work | British Columbia | 2020 | 72% | 28% |
| Province/territory of work | British Columbia | 2022 | 61% | 39% |
| Province/territory of work | Manitoba | 2020 | 74% | 26% |
| Province/territory of work | Manitoba | 2022 | 62% | 38% |
| Province/territory of work | National Capital Region | 2020 | 79% | 21% |
| Province/territory of work | National Capital Region | 2022 | 69% | 31% |
| Province/territory of work | New Brunswick | 2020 | 75% | 25% |
| Province/territory of work | New Brunswick | 2022 | 69% | 31% |
| Province/territory of work | Newfoundland and Labrador | 2020 | 89% | 11% |
| Province/territory of work | Newfoundland and Labrador | 2022 | 70% | 30% |
| Province/territory of work | Northwest Territories | 2020 | 90% | 10% |
| Province/territory of work | Northwest Territories | 2022 | 100% | 0% |
| Province/territory of work | Nova Scotia | 2020 | 70% | 30% |
| Province/territory of work | Nova Scotia | 2022 | 58% | 42% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 75% | 25% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 63% | 37% |
| Province/territory of work | Outside of Canada | 2020 | 79% | 21% |
| Province/territory of work | Outside of Canada | 2022 | 77% | 23% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 77% | 23% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 66% | 34% |
| Province/territory of work | Saskatchewan | 2020 | 72% | 28% |
| Province/territory of work | Saskatchewan | 2022 | 62% | 38% |
| Racialized group | Non-racialized, non-Indigenous people population | 2022 | 67% | 33% |
| Racialized group | Racialized, non-Indigenous people population | 2022 | 58% | 42% |
| Sexual orientation | Does not identify as 2SLGBTQIA+ | 2022 | 66% | 34% |
| Sexual orientation | Identifies as 2SLGBTQIA+ | 2022 | 49% | 51% |
I am satisfied with how concerns or complaints about racism in the workplace are resolved in my department:
| category | subcategory | Year | %Agree | %Other |
|---|---|---|---|---|
| Overall | Overall | 2020 | 10% | 90% |
| Overall | Overall | 2022 | 15% | 85% |
| Age | 30 - 34 years | 2020 | 13% | 87% |
| Age | 30 - 34 years | 2022 | 19% | 81% |
| Age | 35 - 39 years | 2020 | 10% | 90% |
| Age | 35 - 39 years | 2022 | 20% | 80% |
| Age | 40 - 44 years | 2020 | 10% | 90% |
| Age | 40 - 44 years | 2022 | 9% | 91% |
| Age | 45 - 49 years | 2020 | 6% | 94% |
| Age | 45 - 49 years | 2022 | 13% | 87% |
| Age | 50 - 54 years | 2020 | 9% | 91% |
| Age | 50 - 54 years | 2022 | 14% | 86% |
| Age | 55 - 59 years | 2020 | 15% | 85% |
| Age | 55 - 59 years | 2022 | 24% | 76% |
| Age | 60 years and over | 2020 | 6% | 94% |
| Age | 60 years and over | 2022 | 11% | 89% |
| First official language | English | 2020 | 4% | 96% |
| First official language | English | 2022 | 13% | 87% |
| First official language | French | 2020 | 27% | 73% |
| First official language | French | 2022 | 22% | 78% |
| Province/territory of work | Alberta | 2020 | 9% | 91% |
| Province/territory of work | British Columbia | 2022 | 0% | 100% |
| Province/territory of work | National Capital Region | 2020 | 8% | 92% |
| Province/territory of work | National Capital Region | 2022 | 14% | 86% |
| Province/territory of work | Nova Scotia | 2020 | 6% | 94% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2020 | 10% | 90% |
| Province/territory of work | Ontario (excluding National Capital Region) | 2022 | 6% | 94% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2020 | 13% | 87% |
| Province/territory of work | Quebec (excluding National Capital Region) | 2022 | 19% | 81% |
Data Source: Public Service Employee Survey (2020-2022)
More information: Combatting systemic racism and racial discrimination in the Defence Team
Context
The Chief, Professional Conduct and Culture (CPCC) is leading efforts to evolve DND/CAF culture and generate meaningful change to ensure the Defence Team is a safe and inclusive workplace. This includes measures to eradicate systemic racism and discrimination, guided by reports from both the National Apology Advisory Committee and the Minister of National Defence Advisory Panel on Systemic Racism and Discrimination. The recommendations provided in these reports are the foundation guiding DND/CAF's anti-racism efforts.
To this end, the Director Anti-Racism Implementation (DARI), within CPCC, works to identify, create and support measures to remove barriers and increase representation and advancement of Indigenous, Black, and racialized members and employees.
Learn more: Combatting systemic racism and racial discrimination in the Defence Team.
Recent actions
To enhance the Defence Team capacity in fostering a diverse, equitable, inclusive and harassment-free workplace, DARI is developing tools, training materials, and resources to increase awareness and understanding of racial equity issues. DARI has developed an Anti-Racism Toolkit with resources to understand the systemic barriers caused by racism and racial discrimination. The Toolkit contains resources for identifying and addressing biases and unfair power dynamics in the workplace.
The Anti-Racism Toolkit includes a guide to courageous conversations on racism and discrimination, to increase self-awareness and situational awareness to raise and address difficult/uncomfortable issues. Another resource is an anti-racism lexicon, a dictionary of common words and terminologies related to diversity, equity and inclusion. The toolkit also includes quick tips and insights, such as tips on how to be an ally and essential questions to apply an anti-racism lens.
These guides, tip sheets and activities help to encourage ongoing dialogue among Defence Team members and accelerate culture evolution within DND/CAF.
Data sources
For details on the methodology of data analysis, including descriptions of each data source, please visit the List of data sources page.
Page details
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