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Employment Equity Act: Annual Report 2020

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List of abbreviations

The Act
Employment Equity Act
LMA
Labour market availability
FCP
Federal Contractors Program
WORBE
Workplace Opportunities: Removing Barriers to Equity
FAA
Financial Administration Act

List of tables

List of charts

2020 message from the Minister

I am pleased to present the Employment Equity Act: Annual Report 2020. This report captures the most recent data on employment equity in federally regulated private sector workplaces. Overall, the report shows that while some progress was made in 2019, there remains work ahead to secure the full inclusion of the 4 designated groups covered under the Employment Equity Act.

In addition to the data presented, we must also recognize the lived experiences of Black, Indigenous and racialized individuals, LGBTQ2 people, women and persons with disabilities in federally regulated workplaces as we work to identify ways to make these spaces more inclusive and representative.

The Government of Canada is taking meaningful action to ensure workplaces are fair, inclusive, diverse, respectful and secure:

We will soon be launching a task force to review the Employment Equity Act. the Act is a critical tool to ensure that our workplaces are equitable, diverse and representative spaces—yet, it has not seen a substantial overhaul since it was introduced 35 years ago. Through consultations and research, the task force will make evidence-based recommendations on how to modernize the Act. It will also advise on how a renewed act can contribute to ensuring that Canada’s economic recovery is equitable, inclusive and fair.

The COVID-19 pandemic has shaken our country and changed the way that many of us work and live. While everyone has been affected in some way, certain groups have felt the impacts more than others. The pandemic has also amplified many of the social and economic barriers that some were already facing. As we look toward our country’s economic recovery and growth, we must work together to build back better with equity and equality at the heart of everything we do.

This has been a challenging time, but I want to recognize the leadership and ongoing efforts of those who have continued working toward greater equity in their workplaces. Their efforts to eliminate barriers to recruitment, promotion and retention in their workplaces are critical to our success. Let’s keep working together to give all Canadians a fair and equal chance to live out their dreams and reach their full potential.

Minister of Labour
Filomena Tassi

Introduction

Under the Employment Equity Act (the Act), the Minister of Labour must prepare and table an annual report to Parliament on the status of employment equity in the federally regulated private sector.Footnote 1 This report consolidates and highlights the results achieved by employers subject to the Legislated Employment Equity ProgramFootnote 2 during the 2019 calendar year for the 4 designated groups:

The Act aims to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability. In the fulfilment of that goal, the Act seeks to correct the conditions of disadvantage in employment experienced by the 4 designated groups.

The Act supports the principle that employment equity means more than not only treating persons in the same way, but also requires special measures and the accommodation of differences.

In addition to presenting consolidated data from 2019, data from 2018 is provided to allow year-to-year comparison. The individual employers’ statistical forms containing the disaggregated data that is consolidated in this report are made available online.

Federally regulated private sector

Employers are grouped by sector, based on the classification of the majority of their workforce using the North American Industry Classification System. The federally regulated private sector workforce comprises 4 industrial sectors:

About the data

Employment equity requires employers to establish working conditions that are free of barriers, and to correct conditions of disadvantage in employment. It also means that equality requires special measures and the accommodation of differences. Employers use their data to assess representation gaps, determine whether there are barriers and identify where progress can be made.

Under the Act, employer reports consist of the following:

A key employment equity performance measurement is the attainment rate,Footnote 3 where the representationFootnote 4 of designated groups is compared to their respective labour market availabilityFootnote 5 (LMA). The attainment rate is used to identify gaps between the representation and LMA of a designated group. Where a designated group’s representation is below LMA, the attainment rate is less than 100%. Progress is considered to have been made when the gap between a designated group’s representation and LMA narrows (that is, the attainment rate approaches 100%) or when a group’s representation equals or exceeds LMA (that is, the attainment rate equals or surpasses 100%). A segment of the workforce is considered representative when the representation of a designated group is equal to its LMA.

For this report, LMA is based on Statistics Canada data at the Canadian or sector level. The 2018 and 2019 employer data is compared to the 2016 Census for women, Aboriginal peoples and members of visible minorities. For persons with disabilities, the 2017 Canadian Survey on Disability (CSD) is used.

Section 1: Federally regulated private sector

For 2019, 595 employers submitted an employment equity annual report to the Minister of Labour. Together, they employed 776,997 employees across Canada, which represents approximately 3.8%Footnote 6 of the Canadian workforce. Of these submissions, 24 were from employers who were reporting for the first time on their 4,595 employees. Therefore, these employers reported statistical information for men and women only and will provide complete reports (that is, on all designated groups) for the 2020 reporting year and subsequent years.

Data from all 595 employers (Table 1A) shows that both the representation and the attainment rate of Canadian LMA of women remained about the same in 2018 and 2019.

Table 1A: Representation and attainment rate of women in 2018 and 2019 (by percentage)
Year Representation LMA
(Canadian)*		 Attainment rate
2018 for all 603 employers 39.3 48.2 81.6
2019 for all 595 employers 39.4 48.2 81.7

* Source: Statistics Canada, 2016 Census.

Complete data from 571 employers, with 772,402 employees, (Table 1B) shows that the representation and attainment rates of women, Aboriginal peoples and persons with disabilities remained about the same between 2018 and 2019. Representation increased for members of visible minorities by +0.6 of a percentage point. Members of visible minorities was the only designated group whose representation exceeded Canadian LMA.

Table 1B: Designated group representation and attainment rate in 2018 and 2019 (by percentage)
Designated groups 2018 representation for 536 employers 2019 representation for 571 employers Change* in representation from 2018 to 2019 LMA (Canadian)** 2018 attainment rate 2019 attainment rate
Women 39.4 39.5 0.0 48.2 81.8 81.9
Aboriginal peoples 2.3 2.3 0.0 4.0 57.1 57.8
Persons with disabilities 3.4 3.5 0.0 9.1 37.5 37.9
Members of visible minorities 23.8 24.4 +0.6 21.3 111.8 114.5

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

From this point forward, this report will cover information on the 571 employers who prepared a full set of employment equity forms (that is, exclude the 24 employers who reported for the first time).

Chart 1 presents the attainment rate for the 4 designated groups at the overall national level since 1987, when employers started reporting under the Act. Values below 100% show that representation is less than LMA.

For women, the attainment rate has been declining since reaching its highest point in 1990 (99.4%), and 2018 marked the lowest rate (81.8%). For 2019, there was a small increase to 81.9%.

From 1987 to 2000, the attainment rate for Aboriginal peoples exhibited an upward trend. The sharp increase of 18.8 percentage points posted from 1995 (39.1%) to 1996 (57.9%) was due to changes made to LMA. Since 2001, the attainment rate has remained stable and, for 2019, was 57.8%.

The attainment rate of persons with disabilities more than doubled from 29.4% in 1987 to 67.0% in 2016. In 2017, because of changes in the collection of LMA data, this measurement increased from 4.9% to 9.1%. Given the new LMA, the attainment rate dropped to 36.4%. However, for 2019, there was a small increase to 37.9%.

For members of visible minorities, the attainment rate has been positive since 2007. While there have been adjustments to attainment rates due to changes to LMA, there continues to be an upward trend with the attainment rate for 2019 at 114.5%.

Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2019 (by percentage)
Chart 1: description follows

* Sources: Statistics Canada, 1986 to 2016 Census; 1986 and 1991 Health and Activity Limitation Survey; 2001 and 2006 Participation and Activity Limitation Survey; 2011 National Household Survey; and 2012 and 2017 Canadian Survey on Disability.

Chart 1: text description
Year Women
(by percentage)		 Aboriginal peoples (by percentage) Persons with disabilities (by percentage) Members of visible minorities (by percentage)
1987 93.0 31.4 29.4 79.3
1988 95.3 34.0 31.2 90.0
1989 96.6 37.7 43.3 105.9
1990 99.4 40.6 44.3 112.5
1991 96.3 32.1 38.6 83.1
1992 97.3 33.7 39.1 86.9
1993 99.1 34.8 39.5 88.5
1994 96.7 36.7 40.4 90.4
1995 96.9 39.1 42.0 97.1
1996 96.6 57.9 40.9 89.3
1997 96.0 61.3 35.6 93.9
1998 95.2 62.7 34.8 95.7
1999 96.1 69.4 36.8 101.2
2000 94.3 70.3 35.7 103.6
2001 94.8 59.8 43.2 92.6
2002 93.9 63.9 44.3 97.0
2003 93.0 63.6 43.8 101.0
2004 91.8 64.7 48.0 105.5
2005 91.5 67.8 50.9 111.6
2006 89.9 57.1 54.5 97.5
2007 89.2 61.2 55.0 103.8
2008 88.9 60.5 54.3 108.3
2009 88.2 60.8 54.2 111.9
2010 87.0 62.7 53.1 116.1
2011 85.5 56.4 52.2 102.1
2012 84.9 58.4 53.5 104.7
2013 86.2 60.7 55.4 110.0
2014 85.8 60.9 56.6 114.7
2015 85.1 63.1 60.4 119.0
2016 84.5 57.0 67.0 104.0
2017 83.3 57.9 36.4 107.1
2018 81.8 57.1 37.5 111.8
2019 81.9 57.8 37.9 114.5

Note: In 1996, the Census methodology for calculating LMA of Aboriginal peoples changed, causing a drop in LMA. In 2001, Statistics Canada began using the World Health Organization’s International Classification of Functioning, Disability and Health framework to define disability rather than the 1980 International Classification of Impairments, Disabilities, and Handicaps; this resulted in a drop in LMA for persons with disabilities. In 2017, Statistics Canada introduced a new methodology for gathering data on persons with disabilities that resulted in a significant increase in LMA for this designated group.

Tables 2A, 2B, 2C and 2D show the distribution and cumulative distribution of permanent full-time designated group and non-designated group employees by salary range: under $15,000, various ranges from $15,000 to $99,999, and $100,000 and over.

The data shows that designated groups had higher concentrations of members in some salary ranges when compared to other groups of employees within the same range. For example:

Table 2A: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2019 (by percentage)
Salary range
(in dollars)		 Women distribution Women cumulative distribution* Men distribution Men cumulative distribution*
Under 15,000 0.5 0.5 0.7 0.7
15,000 to 19,999 0.1 0.6 0.2 0.9
20,000 to 24,999 0.8 1.4 0.4 1.3
25,000 to 29,999 1.9 3.3 1.1 2.5
30,000 to 34,999 3.3 6.6 2.2 4.6
35,000 to 37,499 2.7 9.3 1.7 6.3
37,500 to 39,999 3.2 12.5 2.0 8.3
40,000 to 44,999 8.1 20.6 5.5 13.9
45,000 to 49,999 8.4 29.0 5.7 19.5
50,000 to 59,999 18.4 47.4 14.7 34.3
60,000 to 69,999 13.4 60.8 13.6 47.9
70,000 to 84,999 13.6 74.4 15.2 63.1
85,000 to 99,999 9.1 83.5 11.4 74.5
100,000 and over 16.5 100.0 25.5 100.0

* Each figure in the cumulative percentage columns represents the cumulative total percentage of employees in the identified salary range or lower.

Table 2B: Distribution of Aboriginal and non-Aboriginal peoples in permanent full-time employment by salary range as of December 31, 2019 (by percentage)
Salary range
(in dollars)		 Aboriginal peoples distribution Aboriginal peoples cumulative distribution* Non-Aboriginal peoples distribution Non-Aboriginal peoples cumulative distribution*
Under 15,000 0.8 0.8 0.6 0.6
15,000 to 19,999 0.4 1.2 0.2 0.8
20,000 to 24,999 0.7 1.9 0.5 1.3
25,000 to 29,999 2.0 3.9 1.4 2.7
30,000 to 34,999 3.7 7.7 2.6 5.3
35,000 to 37,499 2.7 10.3 2.1 7.4
37,500 to 39,999 2.8 13.1 2.4 9.8
40,000 to 44,999 6.3 19.4 6.5 16.3
45,000 to 49,999 6.9 26.2 6.7 23.0
50,000 to 59,999 16.3 42.5 16.1 39.2
60,000 to 69,999 14.2 56.8 13.5 52.7
70,000 to 84,999 15.3 72.0 14.6 67.3
85,000 to 99,999 9.8 81.8 10.5 77.8
100,000 and over 18.2 100.0 22.2 100.0

* Each figure in the cumulative percentage columns represents the cumulative total percentage of employees in the identified salary range or lower.

Table 2C: Distribution of persons with and without disabilities in permanent full-time employment by salary range as of December 31, 2019 (by percentage)
Salary range
(in dollars)		 Persons with disabilities distribution Persons with disabilities cumulative distribution* Persons without disabilities distribution Persons without disabilities cumulative distribution*
Under 15,000 0.3 0.3 0.7 0.7
15,000 to 19,999 0.1 0.4 0.2 0.8
20,000 to 24,999 0.2 0.7 0.6 1.4
25,000 to 29,999 1.0 1.6 1.4 2.8
30,000 to 34,999 2.6 4.2 2.6 5.4
35,000 to 37,499 2.5 6.7 2.1 7.5
37,500 to 39,999 3.0 9.8 2.4 9.9
40,000 to 44,999 8.0 17.8 6.4 16.3
45,000 to 49,999 7.3 25.1 6.7 23.0
50,000 to 59,999 17.5 42.6 16.1 39.1
60,000 to 69,999 13.7 56.2 13.5 52.6
70,000 to 84,999 14.3 70.5 14.6 67.3
85,000 to 99,999 10.3 80.9 10.5 77.8
100,000 and over 19.1 100.0 22.2 100.0

* Each figure in the cumulative percentage columns represents the cumulative total percentage of employees in the identified salary range or lower.

Table 2D: Distribution of members and non-members of visible minorities in permanent full-time employment by salary range as of December 31, 2019 (by percentage)
Salary range
(in dollars)		 Members of visible minorities distribution Members of visible minorities cumulative distribution* Non-members of visible minorities distribution Non-members of visible minorities cumulative distribution*
Under 15,000 0.5 0.5 0.7 0.7
15,000 to 19,999 0.2 0.7 0.2 0.8
20,000 to 24,999 0.6 1.3 0.5 1.4
25,000 to 29,999 1.6 2.9 1.3 2.7
30,000 to 34,999 2.8 5.7 2.5 5.3
35,000 to 37,499 2.4 8.1 2.0 7.3
37,500 to 39,999 2.8 10.9 2.3 9.6
40,000 to 44,999 7.5 18.4 6.2 15.8
45,000 to 49,999 7.3 25.7 6.5 22.3
50,000 to 59,999 16.3 42.0 16.0 38.3
60,000 to 69,999 12.8 54.8 13.8 52.1
70,000 to 84,999 14.1 68.9 14.8 66.9
85,000 to 99,999 10.8 79.7 10.4 77.3
100,000 and over 20.3 100.0 22.7 100.0

* Each figure in the cumulative percentage columns represents the cumulative total percentage of employees in the identified salary range or lower.

Section 2: Sector profiles

Sector employers and employees

This section provides an analysis of the combined federally regulated private sector, as well as its 4 industrial sectors and their subsectors for 2018 and 2019.

Between 2018 and 2019, the overall number of employers increased by +6.5% and the number of employees overall increased by +2.1% (shown in Table 3A and Table 3B, respectively).

While accounting for less than 10% of the employer population, the banking and financial services sector employs nearly a third of all employees. For 2019, there was growth in both the number of employers and employees. For employees, this was the highest growth of all sectors at +3.9%.

In the communications sector, the number of employers increased in 2019, while the number of employees decreased by -1.5%. It remained the third largest sector with nearly 11% of the employer population.

The transportation sector, with 68% of the employer population, continued to have the largest number of employers and of employees, and posted growth in 2019 (+2.3%).

The ‘other’ sector saw an increase in the number of employers and of employees by +11.4% and +1.4% respectively.

Table 3A: Number and percentage distribution of employers* by sector in 2018 and 2019
Sector 2018 number of employers 2019 number of employers Percentage change in number of employers from 2018 to 2019 2018 percentage distribution of employers** 2019 percentage distribution of employers**
Banking and financial services 38 43 +13.2 7.1 7.5
Communications 58 62 +6.9 10.8 10.9
Transportation 370 388 +4.9 69.0 68.0
'Other' 70 78 +11.4 13.1 13.7
All sectors 536 571 +6.5 100.0 100.0

* The number of employers in the federally regulated private sector can change from year to year because of mergers, acquisitions, closures, start-ups or organizations fluctuating above or below the 100-employee threshold.
** Total may not equal the sum of components due to rounding.

Table 3B: Number and percentage distribution of employees by sector in 2018 and 2019
Sector 2018 number of employees 2019 number of employees Percentage change in number of employees from 2018 to 2019 2018 percentage distribution of employees* 2019 percentage distribution of employees*
Banking and financial services 244,910 254,434 +3.9 32.4 32.9
Communications 131,305 129,398 -1.5 17.4 16.8
Transportation 321,707 329,240 +2.3 42.5 42.6
'Other' 58,492 59,330 +1.4 7.7 7.7
All sectors 756,414 772,402 +2.1 100.0 100.0

* Total may not equal the sum of components due to rounding.

Further analysis of the transportation and ‘other’ sectors is shown in Tables 3C to 3F.

Table 3C and Table 3D show the number and distribution of employers and employees by the air, ground and water subsectors of the transportation sector for 2018 and 2019.

Overall, each of the subsectors posted growth in their employer population and number of employees.

The air transportation subsector posted the highest growth in the number of employers at +5.5% and accounted for 29.8% of the transportation workforce in 2019.

Among the subsectors, ground transportation was the largest, comprising 64.3% of the transportation’s workforce in 2019. It also saw the highest increase in the number of employees (+2.7%).

The water transportation subsector was the smallest, with 10.3% of the employer population and 5.9% of the transportation workforce.

Table 3C: Number and percentage distribution of employers* by subsectors of the transportation sector in 2018 and 2019
Subsectors of transportation sector 2018 number of employers 2019 number of employers Percentage change in number of employers from 2018 to 2019 2018 percentage distribution of employers within sector** 2019 percentage distribution of employers within sector**
Air transportation 91 96 +5.5 24.6 24.7
Ground transportation 241 252 +4.6 65.1 64.9
Water transportation 38 40 +5.3 10.3 10.3
Transportation sector 370 388 +4.9 100.0 100.0

* The number of employers in the federally regulated private sector can change from year to year because of mergers, acquisitions, closures, start-ups or organizations fluctuating above or below the 100-employee threshold.
** Total may not equal the sum of components due to rounding.

Table 3D: Number and percentage distribution of employees by subsectors of the transportation sector in 2018 and 2019
Subsectors of transportation sector 2018 number of employees 2019 number of employees Percentage change in number of employees from 2018 to 2019 2018 percentage distribution of employees within sector* 2019 percentage distribution of employees within sector*
Air transportation 96,419 97,969 +1.6 30.0 29.8
Ground transportation 206,160 211,829 +2.7 64.1 64.3
Water transportation 19,128 19,442 +1.6 5.9 5.9
Transportation sector 321,707 329,240 +2.3 100.0 100.0

* Total may not equal the sum of components due to rounding.

Table 3E and Table 3F show the number and distribution of employers and employees by the 2 subsectors of the ‘other’ sector for 2018 and 2019. The production industries subsector includes employers such as those primarily engaged in nuclear power generation, metal ore mining, support activities for crop production, and grain and oilseed milling. The service industries subsector comprises businesses such as those providing professional, scientific and technical services, investigation and security services, public administration, and heritage institutions (museums).

Overall, each of the subsectors posted growth in their employer population and number of employees.

The number of employers in the ‘other’ sector’s subsectors were equally distributed in 2019. The highest proportional increase in the number of employers occurred in the production industries subsector (+14.7%), which saw a +1.4% increase in its number of employees.

The service industries subsector posted growth in the number of employers and of employees amounting to +8.3% and +1.5% respectively.

Table 3E: Number and percentage distribution of employers* by subsectors of the ‘other’ sector in 2018 and 2019
Subsectors of 'other' sector 2018 number of employers 2019 number of employers Percentage change in number of employers from 2018 to 2019 2018 percentage distribution of employers within sector** 2019 percentage distribution of employers within sector**
Production industries 34 39 +14.7 48.6 50.0
Service industries 36 39 +8.3 51.4 50.0
'Other' sector 70 78 +11.4 100.0 100.0

* The number of employers in the federally regulated private sector can change from year to year because of mergers, acquisitions, closures, start-ups or organizations fluctuating above or below the 100-employee threshold.
** Total may not equal the sum of components due to rounding.

Table 3F: Number and percentage distribution of employees by subsectors of the ‘other’ sector in 2018 and 2019
Subsectors of 'other' sector 2018 number of employees 2019 number of employees Percentage change in number of employees from 2018 to 2019 2018 percentage distribution of employees within sector* 2019 percentage distribution of employees within sector*
Production industries 30,525 30,938 +1.4 52.2 52.1
Service industries 27,967 28,392 +1.5 47.8 47.9
'Other' sector 58,492 59,330 +1.4 100.0 100.0

* Total may not equal the sum of components due to rounding.

Sector representation and attainment rates of designated groups

This section provides an analysis of the designated groups’ representation and attainment rates for the 4 industrial sectors and their subsectors in 2018 and 2019, in order to focus on any improvements made by the federally regulated private sector employers when compared to federally and non-federally regulated employers in all sectors at the Canadian or national level (Canadian LMA) and in their respective sector LMA. The sector LMA is used to show how the designated groups in the federally regulated private sector are faring when compared to those employed by all federally and non-federally regulated employers within their sector. Sector LMA differs from Canadian LMA, because each sector has a unique occupational group profile.

Banking and financial services sector

Table 4A presents data on the overall representation and attainment rates (based on Canadian and sector LMA) of the designated groups in the banking and financial services sector between 2018 and 2019.

Table 4A: Representation and attainment rate of designated group members in the banking and financial services sector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (Canadian)** 2018 attainment rate based on LMA (Canadian) 2019 attainment rate based on LMA (Canadian) LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 56.6 56.1 -0.5 48.2 117.4 116.3 58.9 96.1 95.2
Aboriginal peoples 1.2 1.2 0.0 4.0 30.6 30.9 1.7 72.1 72.7
Persons with disabilities 5.0 4.9 -0.1 9.1 54.7 54.1 9.2 54.1 53.5
Members of visible minorities 33.9 34.4 +0.5 21.3 159.0 161.4 31.2 108.5 110.2

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Communications sector

Table 4B presents data on the overall representation and attainment rates (based on Canadian and sector LMA) of the designated groups in the communications sector between 2018 and 2019.

Table 4B: Representation and attainment rate of designated group members in the communications sector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (Canadian)** 2018 attainment rate based on LMA (Canadian) 2019 attainment rate based on LMA (Canadian) LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 34.8 34.9 +0.2 48.2 72.1 72.5 44.1 78.9 79.2
Aboriginal peoples 2.1 2.2 0.0 4.0 52.9 53.8 2.5 84.6 86.1
Persons with disabilities 3.4 3.7 +0.3 9.1 37.5 40.4 11.0 31.0 33.4
Members of visible minorities 23.5 23.8 +0.2 21.3 110.4 111.5 24.8 94.8 95.8

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Transportation sector and subsectors

Table 4C presents data on the overall representation and attainment rates (based on Canadian and sector LMA) of the designated groups in the transportation sector between 2018 and 2019.

Table 4C: Representation and attainment rate of designated group members in the transportation sector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (Canadian)** 2018 attainment rate based on LMA (Canadian) 2019 attainment rate based on LMA (Canadian) LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 30.1 30.1 0.0 48.2 62.4 62.4 25.3 118.9 118.9
Aboriginal peoples 2.9 2.9 0.0 4.0 72.9 73.3 3.9 74.7 75.1
Persons with disabilities 2.5 2.5 0.0 9.1 27.0 27.1 9.8 25.0 25.1
Members of visible minorities 17.7 18.4 +0.7 21.3 83.2 86.3 25.1 70.6 73.2

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Table 4D.1 presents data on the overall representation and attainment rates (based on the transportation sector LMA) of the designated groups in the air transportation subsector between 2018 and 2019.

Table 4D.1: Representation and attainment rate of designated group members in the air transportation subsector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 38.5 38.6 +0.1 25.3 152.0 152.6
Aboriginal peoples 2.8 2.8 0.0 3.9 71.2 72.2
Persons with disabilities 1.6 1.5 -0.1 9.8 16.4 15.8
Members of visible minorities 19.6 20.8 +1.2 25.1 78.0 82.8

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Table 4D.2 presents data on the overall representation and attainment rates (based on the transportation sector LMA) of the designated groups in the ground transportation subsector between 2018 and 2019.

Table 4D.2: Representation and attainment rate of designated group members in the ground transportation subsector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 27.4 27.4 0.0 25.3 108.2 108.1
Aboriginal peoples 2.8 2.8 0.0 3.9 71.7 72.2
Persons with disabilities 2.9 2.9 0.0 9.8 29.3 29.6
Members of visible minorities 17.1 17.6 +0.5 25.1 68.3 70.2

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Table 4D.3 presents data on the overall representation and attainment rates (based on the transportation sector LMA) of the designated groups in the water transportation subsector between 2018 and 2019.

Table 4D.3: Representation and attainment rate of designated group members in the water transportation subsector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 16.9 17.0 +0.1 25.3 66.8 67.1
Aboriginal peoples 4.9 4.8 -0.1 3.9 124.8 122.1
Persons with disabilities 2.2 2.4 +0.2 9.8 22.7 24.3
Members of visible minorities 14.5 14.8 +0.3 25.1 57.6 58.9

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

‘Other’ sector and subsectors

Table 4E presents data on the overall representation and attainment rates (based on Canadian and sector LMA) of the designated groups in the ‘other’ sector between 2018 and 2019.

Table 4E: Representation and attainment rate of designated group members in the ‘other’ sector in 2018 and 2019 (by percentage)

Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (Canadian)** 2018 attainment rate based on LMA (Canadian) 2019 attainment rate based on LMA (Canadian) LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 29.8 30.3 +0.5 48.2 61.7 62.8 34.5 86.2 87.8
Aboriginal peoples 3.6 3.8 +0.2 4.0 90.5 95.4 4.6 78.7 82.9
Persons with disabilities 2.1 2.2 +0.1 9.1 22.6 23.8 8.3 24.7 26.1
Members of visible minorities 15.9 16.2 +0.4 21.3 74.4 76.1 16.0 99.1 101.3

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Table 4F.1 presents data on the overall representation and attainment rates (based on the ‘other’ sector LMA) of the designated groups in the production industries subsector between 2018 and 2019.

Table 4F.1: Representation and attainment rate of designated group members in the production industries subsector in 2018 and 2019 (by percentage)
Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 23.4 23.3 -0.2 34.5 67.9 67.4
Aboriginal peoples 4.3 4.7 +0.4 4.6 93.5 102.7
Persons with disabilities 2.2 2.3 +0.1 8.3 27.0 27.6
Members of visible minorities 12.7 12.8 +0.1 16.0 79.6 80.1

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Table 4F.2 presents data on the overall representation and attainment rates (based on the ‘other’ sector LMA) of the designated groups in the service industries subsector between 2018 and 2019.

Table 4F.2: Representation and attainment rate of designated group members in the service industries subsector in 2018 and 2019 (by percentage)

Designated groups 2018 representation 2019 representation Change* in representation from 2018 to 2019 LMA (sector)** 2018 attainment rate based on LMA (sector) 2019 attainment rate based on LMA (sector)
Women 36.7 37.9 +1.3 34.5 106.3 109.9
Aboriginal peoples 2.9 2.8 -0.1 4.6 62.5 61.3
Persons with disabilities 1.9 2.0 +0.2 8.3 22.3 24.6
Members of visible minorities 19.3 19.9 +0.6 16.0 120.3 124.4

* Change values may not equal the differences between the representation rates due to rounding.
** Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Additional data on the representation, attainment rates, hires, promotions and terminations of employees by designated group and sector is provided in Appendix A.

Section 3: Designated group profiles

Women

The representation of women increased slightly from 39.4% in 2018 to 39.5% in 2019. Overall, between 2013 and 2018, the percentages of women leaving the workforce were higher than the percentages of women entering the workforce, resulting in a decrease in the representation of women. This trend was reversed in 2019, when the percentage of women hired (35.2%) exceeded the percentage of women leaving the workforce (34.6%). Women’s share of promotions decreased from 47.2% in 2018 to 46.8% in 2019, but remained above their representation level. In 2019, in the banking and financial services sector, where the majority of women were employed (46.8%), the number of all employees increased by +3.9% and the number of women also increased by +2.9%, but women’s representation decreased by -0.5 of a percentage point. In this sector, the percentage of women leaving the workforce continued to be higher than the percentage entering the workforce (53.6%, compared to 51.0%), and their share of promotions decreased from 55.9% in 2018 to 55.6% in 2019.

Progress was observed for women in some occupations in the federally regulated private sector. For instance, between 2018 and 2019, the representation of women in the senior managers occupational group continued to exceed this occupational group’s Canadian LMA. During the same period, although the representation of women decreased in the skilled sales and service personnel and in theskilled crafts and trades workers occupational groups, it continued to exceed the corresponding occupational group’s Canadian LMA.

Chart 2 shows that from 1987 onwards, the representation of women increased and peaked in 1993, but the trend has been downward since the early 2000s. The representation of women in 2019 (39.5%) was 1.5 of a percentage point below what it was in 1987 (40.9%).

Chart 2: Representation and Canadian LMA* of women from 1987 to 2019 (by percentage)
Chart 2: description follows

* Sources: Statistics Canada, 1986 to 2016 Census and 2011 National Household Survey.

Chart 2: text description
Year Canadian labour market availability (by percentage) Representation (by percentage)
1987 44.0 40.9
1988 N/A 41.9
1989 N/A 42.5
1990 N/A 43.7
1991 45.9 44.2
1992 N/A 44.7
1993 N/A 45.5
1994 N/A 44.4
1995 N/A 44.5
1996 46.4 44.8
1997 N/A 44.5
1998 N/A 44.2
1999 N/A 44.6
2000 N/A 43.8
2001 47.3 44.9
2002 N/A 44.4
2003 N/A 44.0
2004 N/A 43.4
2005 N/A 43.3
2006 47.9 43.1
2007 N/A 42.7
2008 N/A 42.6
2009 N/A 42.3
2010 N/A 41.7
2011 48.2 41.2
2012 N/A 40.9
2013 N/A 41.6
2014 N/A 41.4
2015 N/A 41.0
2016 48.2 40.7
2017 N/A 40.2
2018 N/A 39.4
2019 N/A 39.5

Occupational group

Chart 3 shows that overall between 2018 and 2019, the representation of women in management and skilled occupational groups continued to exceed the corresponding occupational group’s Canadian LMA (senior managers, middle and other managers, supervisors, skilled sales and service personnel, and skilled crafts and trades workers). Attainment rates in 2 occupational groups (semi-professionals and technicians andother manual workers) remain particularly low. Among the 4 designated groups, women have the highest attainment rate in the senior managers occupational group. Among all occupational groups, the attainment rate is highest for women in the skilled crafts and trades workers group.

Chart 3: Attainment rate (occupational group’s Canadian LMA*) of women in 2018 and 2019 (by percentage)
Chart 3: description follows

* Source: Statistics Canada, 2016 Census.

Chart 3: text description
Employment equity occupational group 2018 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2019 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 101.3 104.0
Middle and other managers 105.0 107.6
Professionals 79.9 79.8
Semi-professionals and technicians 36.1 35.7
Supervisors 104.7 105.8
Supervisors: crafts and trades 78.5 86.1
Administrative and senior clerical personnel 88.7 88.2
Skilled sales and service personnel 106.9 106.5
Skilled crafts and trades workers 120.0 117.7
Clerical personnel 80.6 77.8
Intermediate sales and service personnel 90.9 91.3
Semi-skilled manual workers 68.1 69.0
Other sales and service personnel 72.5 69.6
Other manual workers 44.5 55.6
Total 81.8 81.9

Wage gap

According to Statistics Canada, in 2019, full- and part-time employed women combined (aged 25 to 54) earned an average of $28.06 per hour, while men earned $31.93. Women earned $3.87 less per hour than men, or $0.88 for every dollar earned by men.Footnote 7 That is a wage gap of 12.1%. In the case of full-time workers, for every dollar a man earned, a woman earned $0.89.

Despite narrowing gaps in education and work experience, there continues to be gap in hourly wages between men and women workers in Canada. Some of the reasons cited for this ongoing disparity by Employment and Social Development Canada, Statistics Canada and various academics include:

The wage gap is also reflected in the salary reporting for men and women in permanent full-time positions. According to the 2019 data:

Additional data on the representation, attainment rates, hires, promotions and terminations of employees by designated group and sector is provided in Appendix A.

Aboriginal peoples

For the fourth year in a row, the representation of Aboriginal peoples remained at 2.3%. In 2019, a higher percentage of Aboriginal employees left the workforce than entered it at the overall level and in 3 of the 4 sectors. The only exception was the ‘other’ sector, where the number and percentage of Aboriginal employees who entered the workforce exceeded the number and percentage who left. At the overall level, this designated group’s share of promotions decreased from 1.9% in 2018 to 1.7% in 2019, and continued to be below their representation.

Chart 4 shows that the representation of Aboriginal peoples remained below the 4.0% Canadian LMA; however, the representation of Aboriginal peoples has been increasing steadily since its initial low of 0.7% in 1987.

Chart 4: Representation and Canadian LMA* of Aboriginal peoples from 1987 to 2019 (by percentage)
Chart 4: description follows

* Sources: Statistics Canada, 1986 to 2016 Census and 2011 National Household Survey.

Chart 4: text description
Year Canadian labour market availability (by percentage) Representation (by percentage)
1987 2.1 0.7
1988 N/A 0.7
1989 N/A 0.8
1990 N/A 0.9
1991 3.0 1.0
1992 N/A 1.0
1993 N/A 1.0
1994 N/A 1.1
1995 N/A 1.2
1996 2.1 1.2
1997 N/A 1.3
1998 N/A 1.3
1999 N/A 1.5
2000 N/A 1.5
2001 2.6 1.6
2002 N/A 1.7
2003 N/A 1.7
2004 N/A 1.7
2005 N/A 1.8
2006 3.1 1.8
2007 N/A 1.9
2008 N/A 1.9
2009 N/A 1.9
2010 N/A 1.9
2011 3.5 2.0
2012 N/A 2.0
2013 N/A 2.1
2014 N/A 2.1
2015 N/A 2.2
2016 4.0 2.3
2017 N/A 2.3
2018 N/A 2.3
2019 N/A 2.3

Note: In 1996, the Census methodology for calculating LMA of Aboriginal peoples changed, causing a drop in LMA.

Occupational group

Chart 5 shows that at the overall level between 2018 and 2019, the representation of Aboriginal peoples continued to be below the corresponding occupational group’s Canadian LMA in all occupational groups. Aboriginal peoples’ representation is significantly short of reaching full representation in the senior managers occupational group. Of all occupational groups, the attainment rates are highest for Aboriginal peoples in the supervisors: crafts and trades and other manual workers groups.

Chart 5: Attainment rate (occupational group’s Canadian LMA*) of Aboriginal peoples in 2018 and 2019 (by percentage)
Chart 5: description follows

* Source: Statistics Canada, 2016 Census.

Chart 5: text description
Employment equity occupational group 2018 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2019 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 29.8 35.0
Middle and other managers 49.9 48.8
Professionals 52.8 54.4
Semi-professionals and technicians 60.8 63.4
Supervisors 62.6 58.7
Supervisors: crafts and trades 83.4 82.1
Administrative and senior clerical personnel 52.2 52.4
Skilled sales and service personnel 42.4 43.0
Skilled crafts and trades workers 74.4 76.7
Clerical personnel 50.7 53.2
Intermediate sales and service personnel 54.0 54.4
Semi-skilled manual workers 69.9 71.2
Other sales and service personnel 71.3 59.5
Other manual workers 86.5 88.1
Total 57.1 57.8

Wage gap

The wage gap is reflected in the statistics for Aboriginal women working in permanent full-time positions in 2019:

Additional data on the representation, attainment rates, hires, promotions and terminations of employees by designated group and sector is provided in Appendix A.

Persons with disabilities

The representation of persons with disabilities increased from 3.4% in 2018 to 3.5% in 2019, despite the continued trend over the past decade of a higher number of this designated group leaving than entering the workforce. At the overall level, this designated group’s share of promotions was the same as their representation in 2018 and 2019.

Chart 6 shows that the representation of persons with disabilities reached its highest level of 3.5% in 2019, an increase from the initial low of 1.6% in 1987. The 2019 representation rate is 5.6 percentage points below the 9.1% Canadian LMA.

Chart 6: Representation and Canadian LMA* of persons with disabilities from 1987 to 2019 (by percentage)
Chart 6: description follows

* Sources: Statistics Canada, 1986 and 1991 Health and Activity Limitation Survey; 2001 and 2006 Participation and Activity Limitation Survey; and 2012 and 2017 Canadian Survey on Disability.

Chart 6: text description
Year Canadian labour market availability (by percentage) Representation (by percentage)
1987 5.4 1.6
1988 N/A 1.7
1989 N/A 2.3
1990 N/A 2.4
1991 6.5 2.5
1992 N/A 2.5
1993 N/A 2.6
1994 N/A 2.6
1995 N/A 2.7
1996 N/A 2.7
1997 N/A 2.3
1998 N/A 2.3
1999 N/A 2.4
2000 N/A 2.3
2001 5.3 2.3
2002 N/A 2.3
2003 N/A 2.3
2004 N/A 2.5
2005 N/A 2.7
2006 4.9 2.7
2007 N/A 2.7
2008 N/A 2.7
2009 N/A 2.7
2010 N/A 2.6
2011 N/A 2.6
2012 4.9 2.6
2013 N/A 2.7
2014 N/A 2.8
2015 N/A 3.0
2016 N/A 3.3
2017 9.1 3.3
2018 N/A 3.4
2019 N/A 3.5

Note: In 2001, Statistics Canada began using the World Health Organization’s International Classification of Functioning, Disability and Health framework to define disability rather than the 1980 International Classification of Impairments, Disabilities, and Handicaps; this resulted in a drop in LMA. In 2017, Statistics Canada introduced a new methodology for gathering data on persons with disabilities that resulted in a significant increase in LMA for this designated group.

Occupational Group

Chart 7 shows that at the overall level between 2018 and 2019, the representation of persons with disabilities continued to be below the corresponding occupational group’s Canadian LMA in all occupational groups. Among all occupational groups, the attainment rate is highest for persons with disabilities in the middle and other managers group.

Chart 7: Attainment rate (occupational group’s Canadian LMA*) of persons with disabilities in 2018 and 2019 (by percentage)
Chart 7: description follows

* Source: Statistics Canada, 2017 Canadian Survey on Disability.

Chart 7: text description
Employment equity occupational group 2018 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2019 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 64.6 63.9
Middle and other managers 72.4 73.3
Professionals 40.6 42.1
Semi-professionals and technicians 33.4 33.1
Supervisors 14.6 14.7
Supervisors: crafts and trades 20.8 23.3
Administrative and senior clerical personnel 41.0 44.4
Skilled sales and service personnel 49.3 48.2
Skilled crafts and trades workers 29.3 29.8
Clerical personnel 49.2 49.4
Intermediate sales and service personnel 32.7 32.7
Semi-skilled manual workers 25.1 24.4
Other sales and service personnel 38.5 37.8
Other manual workers 38.2 35.6
Total 37.5 37.9

Wage gap

In 2019,there was a wage gap in the case of women with disabilities working in permanent full-time positions:

Additional data on the representation, attainment rates, hires, promotions and terminations of employees by designated group and sector is provided in Appendix A.

Members of visible minorities

The representation of members of visible minorities in the federally regulated private sector increased from 23.8% in 2018 to 24.4% in 2019. In all sectors combined and in each sector, except for the communications sector, more members of visible minorities entered than left the workforce. This designated group also received a higher share of promotions than their representation level at the overall level and in each sector, with the exception of the ‘other’ sector.

Chart 8 shows that since 1987, the representation of members of visible minorities has been increasing steadily; this designated group has made the most progress in overall representation since 1987.

Chart 8: Representation and Canadian LMA* of members of visible minorities from 1987 to 2019 (by percentage)
Chart 8: description follows

* Sources: Statistics Canada, 1986 to 2016 Census and 2011 National Household Survey.

Chart 8: text description
Year Canadian labour market availability (by percentage) Representation (by percentage)
1987 6.3 5.0
1988 N/A 5.7
1989 N/A 6.7
1990 N/A 7.1
1991 9.1 7.6
1992 N/A 7.9
1993 N/A 8.1
1994 N/A 8.2
1995 N/A 8.8
1996 10.3 9.2
1997 N/A 9.7
1998 N/A 9.9
1999 N/A 10.4
2000 N/A 10.7
2001 12.6 11.7
2002 N/A 12.2
2003 N/A 12.7
2004 N/A 13.3
2005 N/A 14.1
2006 15.3 14.9
2007 N/A 15.9
2008 N/A 16.6
2009 N/A 17.1
2010 N/A 17.8
2011 17.8 18.2
2012 N/A 18.6
2013 N/A 19.6
2014 N/A 20.4
2015 N/A 21.2
2016 21.3 22.2
2017 N/A 22.8
2018 N/A 23.8
2019 N/A 24.4

Occupational Group

Chart 9 shows that at the overall level, the attainment rates (based on occupational groups’ Canadian LMA) of members of visible minorities are above the 100% threshold in 8 of the 14 occupational groups in 2019, and reached full representation and the highest attainment rate in the administrative and senior clerical personnel occupational group. This designated group’s representation continued to exceed the corresponding occupational group’s Canadian LMA in the middle and other managers and professionals occupational groups that are important feeder groups to the senior managers occupational group.

Chart 9: Attainment rate (occupational group’s Canadian LMA*) of members of visible minorities in 2018 and 2019 (by percentage)
Chart 9: description follows

* Source: Statistics Canada, 2016 Census.

Chart 9: text description
Employment equity occupational group 2018 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2019 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 95.5 103.5
Middle and other managers 144.6 149.5
Professionals 139.4 142.2
Semi-professionals and technicians 73.5 73.2
Supervisors 87.9 90.2
Supervisors: crafts and trades 98.1 99.5
Administrative and senior clerical personnel 173.0 167.7
Skilled sales and service personnel 111.1 110.9
Skilled crafts and trades workers 122.4 127.9
Clerical personnel 116.9 120.1
Intermediate sales and service personnel 101.0 103.6
Semi-skilled manual workers 79.7 81.3
Other sales and service personnel 56.8 61.0
Other manual workers 63.7 55.7
Total 111.8 114.5

Wage gap

In 2019, there was a wage gap in the case of visible minority women working in permanent full-time positions:

Additional data on the representation, attainment rates, hires, promotions and terminations of employees by designated group and sector is provided in Appendix A.

Section 4: Employment equity highlights

This section provides an overview of the initiatives and activities that support the achievement of employment equity objectives, including:

Federal Contractors Program

The aim of the Federal Contractors Program (FCP) is to advance social and economic development objectives through government procurement by requiring organizations that are under contract with the Government of Canada to implement employment equity in their workplaces. It applies to provincially regulated employers that have a workforce in Canada of 100 or more employees and have a federal government goods and services contract valued at $1 million or more (including applicable taxes).

As part of their obligations, contractors must collect and analyze data about their workforce and, where gaps in representation exist, set goals to increase representation for the 4 designated groups: women, Aboriginal peoples, persons with disabilities and members of visible minorities. Contractors are required to make progress towards meeting their goals and achieving an equitable workforce.

As of December 31, 2019, 350 (341 certified and 9 voluntary) employers were covered under the FCP. A total of 22 (20 certified and 2 voluntary) employers were added during the 2019 calendar year.

The Labour Program conducts compliance assessments to ensure that contractors fulfill the terms of the FCP. A first compliance assessment is conducted 1 year after an employer has been awarded a contract. Subsequent assessments are conducted 4 years after the contract award date and every 3 years thereafter to verify that progress is being made. In 2019, the Labour Program completed 34 first-year assessments and 71 subsequent assessments for a combined total of 105 compliance assessments, with all contractors found to be in compliance.

Workplace Opportunities: Removing Barriers to Equity

Workplace Opportunities: Removing Barriers to Equity (WORBE) is a grants and contributions initiative designed to support private-sector employers subject to the Act in their efforts to improve the representation and participation of designated group members in areas with low representation through partnerships, information sharing and implementation of industry-tailored strategies.

Up to $500,000 per fiscal year in total funding is currently available to eligible recipients. In the Supporting Canadians and Fighting COVID-19 Fall Economic Statement 2020, the Government of Canada committed $3.6 million on an ongoing basis to expand WORBE, to promote projects that help federally regulated workplaces become more representative of Canada’s diversity.

Since its launch in 2014, WORBE has supported 10 projects, as follows:

In 2018, a contribution agreement valued at nearly $1.5 million with Ryerson University for the ALiGN Network for Employment Equity and Inclusion project began and will conclude in March 2022. The objectives of this project are to:

A new intake process will be launched in 2021 to allocate future WORBE funding.

Pay transparency

In 2018, the Government of Canada undertook to implement new pay transparency measures in federally regulated private-sector workplaces that require employers subject to the Act to report new salary data as part of their annual reporting requirements. The new pay transparency measures will provide Canadians with online and easily comparable information on wage gaps among these employers. Pay transparency will go beyond addressing the gender wage gap by highlighting wage gaps that affect all 4 designated groups, making Canada the first country to make this level of information publicly available. The pay transparency measures will give employers an opportunity to review their practices, show leadership in reducing wage gaps and improve employment outcomes, thus helping to shift business culture and expectations towards greater equality.

After the Employment Equity Regulations were amended in 2020, the new measures came into force on January 1, 2021 and will require employers to report new salary data in their 2021 annual employment equity reports to be submitted by June 1, 2022.

Review of the Employment Equity Act

In the 2020 Fall Economic Statement, the government committed $4 million to support a task force on modernizing the Act. The task force will have a mandate to study, consult and advise on how a renewed Employment Equity Act can help ensure that Canada’s economic recovery is equitable, inclusive and fair. The review of the Act will be supported by a Secretariat housed within the Labour Program.

Other legislative initiatives in support of inclusive workplaces

Over the past few years, a number of legislative and regulatory initiatives have been implemented to further support diversity and inclusion in the federally regulated private sector, including the following:

Conclusion

This report contains a broad analysis of the results that federally regulated private sector employers have achieved in implementing employment equity in their workplaces for the 2019 calendar year. This year’s report covers 571 employers with a combined workforce of 772,402 employees. This is a 29.7% increase in the workforce coverage since the gathering of employment equity data started in 1987, when 373 employers reported on their workforce data for 595,417 employees.

At the overall level, the representation of members of visible minorities has continued to consistently exceed the Canadian LMA since 2007, reaching 24.4% in 2019. Women, Aboriginal peoples and persons with disabilities continue to be under-represented, as their representation remained stable between 2018 and 2019. Increases in representation were observed for all of the designated groups in the communications and ‘other’ sectors at the sector level. Improvements in representation were also noted for women and members of visible minorities in management positions, and Aboriginal peoples and persons with disabilities in the professionals occupational group at the all employers combined level. Although members of visible minorities have attained a representation rate that exceeds LMA at the overall level, they are under-represented in some sectors and occupational groups.

With the spread of COVID-19 in 2020, employers and employees may have faced significant disruptions in the workplace. It is anticipated that the employers’ 2020 annual employment equity reports to be submitted in 2021 will show contractions, especially in some industries that were the most affected by the pandemic. We will be analyzing the impacts on the designated groups and providing the results in next year’s annual report.

Given Canada’s current economic situation, it is important to ensure that everyone has access to equal employment opportunities. Employers are encouraged to continue their efforts to eliminate barriers to recruitment, promotion and retention of the designated groups and contribute to the creation of safe, fair and productive workplaces for all Canadians.

Appendix A: Federally regulated private sector employers tables

The following tables consolidate data from the annual reports submitted by federally regulated private sector employers. To allow for comparative analysis, some of the data from 1987 (the year when data was first collected) is included with 2018 and 2019 data.

Tables 1.1 to 3.4 in this Appendix present data aggregated to include permanent full-time, permanent part-time and temporary employees. Tables 4.1 to 4.10 summarize information for the 4 industrial sectors, including: number, representation, shares of hires, promotions and terminations, as well as the net effect of hires less terminations. Tables 5.1 to 6.4 present salary data for permanent full-time and permanent part-time employees respectively.

List of tables

Table 1.1: Representation and availability* of women in the federally regulated private sector by census metropolitan area, province and territory in 1987, 2018 and 2019 (by percentage)
Census metropolitan area, province and territory 1987 representation 2018 representation 2019 representation 2016 availability*
Halifax 41.2 40.9 41.1 49.6
Montréal 39.0 39.6 39.4 48.5
Toronto 47.1 43.5 43.8 48.7
Winnipeg 32.7 31.8 32.0 48.6
Regina 42.9 47.2 46.3 48.1
Calgary 47.6 43.0 42.3 47.2
Edmonton 44.5 37.1 38.0 47.1
Vancouver 40.4 37.5 38.1 48.5
Newfoundland and Labrador 38.4 42.9 42.2 48.2
Prince Edward Island 38.0 35.2 34.2 49.4
Nova Scotia 34.4 42.6 41.8 49.2
New Brunswick 32.2 46.7 47.0 48.5
Quebec 39.8 38.3 38.0 48.1
Ontario 44.2 41.6 41.7 48.6
Manitoba 30.5 31.2 31.3 47.9
Saskatchewan 35.1 37.0 37.2 47.5
Alberta 45.3 40.0 39.9 46.7
British Columbia 41.5 36.9 37.4 48.4
Yukon 31.4 40.3 40.8 49.7
Northwest Territories 21.9 27.6 27.4 47.8
Nunavut N/A 26.4 22.3 48.4
Canada 40.9 39.4 39.5 48.2

* Source: Statistics Canada, 2016 Census.

Table 1.2: Representation and availability* of Aboriginal peoples in the federally regulated private sector by census metropolitan area, province and territory in 1987, 2018 and 2019 (by percentage)
Census metropolitan area, province and territory 1987 representation 2018 representation 2019 representation 2016 availability*
Halifax 0.5 2.5 2.6 3.8
Montréal 0.3 0.8 0.8 0.8
Toronto 0.6 1.0 1.0 0.8
Winnipeg 0.8 7.3 7.6 9.8
Regina 0.4 2.9 3.2 6.8
Calgary 0.5 2.1 2.0 2.7
Edmonton 0.7 3.1 3.0 5.0
Vancouver 0.5 2.1 2.1 2.3
Newfoundland and Labrador 0.6 6.1 6.1 8.7
Prince Edward Island 0.2 1.3 1.2 1.8
Nova Scotia 0.4 2.6 2.6 5.3
New Brunswick 0.4 1.4 1.6 3.6
Quebec 0.4 1.1 1.1 2.1
Ontario 0.7 1.5 1.5 2.5
Manitoba 1.0 8.1 8.6 13.2
Saskatchewan 1.4 6.2 6.5 11.1
Alberta 0.7 2.8 2.8 5.2
British Columbia 0.7 3.4 3.3 5.2
Yukon 3.8 7.3 8.3 19.9
Northwest Territories 9.6 9.2 8.4 41.7
Nunavut N/A 32.0 28.1 75.6
Canada 0.7 2.3 2.3 4.0

* Source: Statistics Canada, 2016 Census.

Table 1.3: Representation and availability* of persons with disabilities in the federally regulated private sector by census metropolitan area, province and territory in 1987, 2018 and 2019 (by percentage)
Census metropolitan area, province and territory 1987 representation 2018 representation 2019 representation 2017 availability*
Halifax 1.6 5.6 5.4 N/A
Montréal 1.1 2.3 2.3 N/A
Toronto 1.5 3.6 3.7 N/A
Winnipeg 1.8 3.4 3.4 N/A
Regina 2.4 3.6 3.7 N/A
Calgary 1.9 3.1 3.3 N/A
Edmonton 2.0 3.4 3.6 N/A
Vancouver 1.5 3.0 3.0 N/A
Newfoundland and Labrador 1.0 3.0 2.9 8.9
Prince Edward Island 1.2 2.9 2.4 10.2
Nova Scotia 3.5 5.5 5.3 13.1
New Brunswick 1.8 4.5 4.5 10.7
Quebec 1.1 2.2 2.1 6.1
Ontario 1.6 3.9 4.0 9.6
Manitoba 1.7 3.3 3.4 10.1
Saskatchewan 1.8 3.1 3.4 9.1
Alberta 1.9 3.3 3.4 9.9
British Columbia 1.7 3.3 3.3 11.0
Yukon 0.8 3.2 3.2 11.3
Northwest Territories 1.4 1.6 1.8 9.8
Nunavut N/A 2.1 2.0 8.2
Canada 1.6 3.4 3.5 9.1

* Source: Statistics Canada, 2017 Canadian Survey on Disability.

Table 1.4: Representation and availability* of members of visible minorities in the federally regulated private sector by census metropolitan area, province and territory in 1987, 2018 and 2019 (by percentage)
Census metropolitan area, province and territory 1987 representation 2018 representation 2019 representation 2016 availability*
Halifax 1.9 9.8 10.7 9.7
Montréal 3.0 18.1 19.1 20.7
Toronto 12.0 39.0 39.6 48.8
Winnipeg 2.9 20.9 22.2 25.2
Regina 1.6 18.0 17.1 16.9
Calgary 5.6 24.8 26.0 31.3
Edmonton 4.4 24.2 24.9 26.5
Vancouver 7.9 37.0 37.4 45.9
Newfoundland and Labrador 0.7 2.5 3.4 2.3
Prince Edward Island 1.0 2.8 3.1 4.2
Nova Scotia 1.3 8.5 9.1 5.8
New Brunswick 1.1 5.0 6.4 3.0
Quebec 2.6 15.2 15.9 12.1
Ontario 7.3 29.9 30.4 27.9
Manitoba 2.6 17.6 18.6 17.8
Saskatchewan 1.2 11.0 11.2 10.7
Alberta 4.0 21.5 22.1 22.3
British Columbia 6.2 29.4 29.8 29.2
Yukon 1.4 13.0 12.3 8.5
Northwest Territories 2.5 14.3 16.2 10.5
Nunavut N/A 8.6 8.8 4.0
Canada 5.0 23.8 24.4 21.3

* Source: Statistics Canada, 2016 Census.

Table 2.1: Representation and attainment rate (sector availability)* of women in the banking and financial services sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 36.1 36.5 29.1 124.1 125.5
Middle and other managers 47.5 48.4 53.4 88.8 90.6
Professionals 47.2 47.0 44.9 105.1 104.6
Semi-professionals and technicians 33.1 32.2 40.2 82.3 80.2
Supervisors 71.0 70.4 70.9 100.1 99.3
Supervisors: crafts and trades 15.4 13.3 32.7 47.1 40.8
Administrative and senior clerical personnel 73.6 72.6 76.3 96.5 95.2
Skilled sales and service personnel 61.3 60.6 63.2 97.0 95.9
Skilled crafts and trades workers 7.1 12.5 10.3 69.4 121.4
Clerical personnel 66.9 65.8 76.0 88.0 86.5
Intermediate sales and service personnel 74.6 74.9 77.7 96.1 96.4
Semi-skilled manual workers 15.8 16.2 24.2 65.3 66.9
Other sales and service personnel 28.9 27.8 50.2 57.6 55.3
Other manual workers 66.7 100.0 26.6 250.6 375.9
Total 56.6 56.1 58.9 96.1 95.2

* Source: Statistics Canada, 2016 Census.

Table 2.2: Representation and attainment rate (sector availability)* of women in the communications sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 27.2 28.8 21.8 124.8 132.1
Middle and other managers 37.3 37.8 38.6 96.8 98.0
Professionals 38.3 38.4 44.7 85.7 85.8
Semi-professionals and technicians 27.3 27.5 31.4 87.0 87.6
Supervisors 43.4 43.9 57.7 75.3 76.2
Supervisors: crafts and trades 18.7 17.7 27.1 68.9 65.2
Administrative and senior clerical personnel 74.7 74.5 77.0 97.1 96.7
Skilled sales and service personnel 32.5 32.6 38.6 84.3 84.4
Skilled crafts and trades workers 5.3 5.1 6.6 80.1 78.1
Clerical personnel 66.0 65.3 78.0 84.6 83.7
Intermediate sales and service personnel 45.7 45.2 51.9 88.0 86.9
Semi-skilled manual workers 27.9 34.9 18.2 153.7 191.8
Other sales and service personnel 56.0 52.7 41.4 135.1 127.1
Other manual workers 0.0 0.0 17.3 0.0 0.0
Total 34.8 34.9 44.1 78.9 79.2

* Source: Statistics Canada, 2016 Census.

Table 2.3: Representation and attainment rate (sector availability)* of women in the transportation sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 21.0 21.9 17.0 123.7 128.6
Middle and other managers 31.1 31.9 28.7 108.3 111.3
Professionals 40.4 40.1 39.2 103.1 102.3
Semi-professionals and technicians 11.3 11.5 14.2 79.2 80.6
Supervisors 53.4 53.2 45.1 118.5 118.0
Supervisors: crafts and trades 7.2 8.9 12.7 57.0 70.0
Administrative and senior clerical personnel 70.7 71.6 80.3 88.0 89.1
Skilled sales and service personnel 21.8 24.9 33.8 64.5 73.6
Skilled crafts and trades workers 4.2 4.0 3.2 130.4 126.2
Clerical personnel 48.5 46.5 48.8 99.4 95.2
Intermediate sales and service personnel 71.1 70.8 65.2 109.0 108.5
Semi-skilled manual workers 11.5 11.6 11.0 104.0 105.8
Other sales and service personnel 41.6 39.1 33.2 125.1 117.6
Other manual workers 9.7 12.5 24.7 39.2 50.6
Total 30.1 30.1 25.3 118.9 118.9

* Source: Statistics Canada, 2016 Census.

Table 2.4: Representation and attainment rate (sector availability)* of women in the ‘other’ sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 27.8 27.1 23.3 119.4 116.3
Middle and other managers 25.9 27.0 29.5 87.7 91.4
Professionals 39.1 39.2 41.6 93.9 94.3
Semi-professionals and technicians 24.7 25.0 36.8 67.2 68.1
Supervisors 41.3 44.4 44.8 92.0 99.0
Supervisors: crafts and trades 7.1 6.7 9.1 78.2 73.1
Administrative and senior clerical personnel 74.5 73.8 75.5 98.8 97.8
Skilled sales and service personnel 12.0 13.5 39.2 30.6 34.5
Skilled crafts and trades workers 6.3 6.5 3.4 186.6 194.7
Clerical personnel 70.3 70.6 71.0 99.0 99.4
Intermediate sales and service personnel 34.6 36.8 43.8 79.0 84.0
Semi-skilled manual workers 13.5 13.2 21.5 62.5 61.3
Other sales and service personnel 37.3 36.9 36.7 101.7 100.7
Other manual workers 10.2 12.0 22.1 46.2 54.2
Total 29.8 30.3 34.5 86.2 87.8

* Source: Statistics Canada, 2016 Census.

Table 2.5: Representation and attainment rate (sector availability)* of Aboriginal peoples in the banking and financial services sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 0.7 0.6 1.2 58.5 48.5
Middle and other managers 1.1 1.0 1.5 74.0 72.0
Professionals 0.9 0.9 1.1 84.6 87.0
Semi-professionals and technicians 0.9 1.2 1.6 53.1 75.5
Supervisors 1.6 1.5 2.4 67.7 61.8
Supervisors: crafts and trades 0.0 0.0 3.8 0.0 0.0
Administrative and senior clerical personnel 1.3 1.3 2.0 63.8 66.0
Skilled sales and service personnel 1.4 1.4 2.1 64.8 64.3
Skilled crafts and trades workers 0.0 6.3 5.9 0.0 106.3
Clerical personnel 1.4 1.5 2.0 71.7 74.9
Intermediate sales and service personnel 1.9 2.0 2.7 69.5 72.8
Semi-skilled manual workers 1.5 1.7 2.7 56.9 62.3
Other sales and service personnel 0.0 0.0 3.9 0.0 0.0
Other manual workers 0.0 0.0 7.3 0.0 0.0
Total 1.2 1.2 1.7 72.1 72.7

* Source: Statistics Canada, 2016 Census.

Table 2.6: Representation and attainment rate (sector availability)* of Aboriginal peoples in the communications sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 0.5 1.6 1.0 53.6 167.1
Middle and other managers 1.6 1.6 1.8 85.2 86.4
Professionals 1.7 1.9 1.6 109.3 119.8
Semi-professionals and technicians 2.1 2.2 3.5 61.6 64.6
Supervisors 2.4 2.2 1.0 231.4 211.3
Supervisors: crafts and trades 2.2 1.7 2.1 104.0 81.2
Administrative and senior clerical personnel 1.8 1.8 2.7 67.9 67.5
Skilled sales and service personnel 1.9 1.9 2.2 84.8 85.0
Skilled crafts and trades workers 2.9 2.8 3.1 93.3 92.1
Clerical personnel 2.3 2.3 2.9 80.6 78.6
Intermediate sales and service personnel 2.3 2.3 3.0 77.1 77.5
Semi-skilled manual workers 2.8 1.8 3.7 75.0 48.2
Other sales and service personnel 3.0 2.4 3.4 87.1 70.5
Other manual workers 0.0 0.0 5.5 0.0 0.0
Total 2.1 2.2 2.5 84.6 86.1

* Source: Statistics Canada, 2016 Census.

Table 2.7: Representation and attainment rate (sector availability)* of Aboriginal peoples in the transportation sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 1.3 1.4 2.3 58.0 60.1
Middle and other managers 1.8 1.7 2.7 65.6 61.7
Professionals 1.6 1.6 1.6 101.1 97.9
Semi-professionals and technicians 2.5 2.5 3.7 66.9 67.2
Supervisors 3.0 3.0 3.6 83.5 83.1
Supervisors: crafts and trades 3.8 3.7 4.9 77.7 76.6
Administrative and senior clerical personnel 2.1 2.1 3.2 66.2 67.0
Skilled sales and service personnel 2.8 2.9 3.6 77.5 81.9
Skilled crafts and trades workers 4.0 4.1 4.7 85.8 86.8
Clerical personnel 2.3 2.4 3.5 66.1 69.2
Intermediate sales and service personnel 3.1 3.1 3.6 84.8 85.1
Semi-skilled manual workers 3.2 3.2 4.0 79.4 80.1
Other sales and service personnel 4.4 4.1 5.0 87.3 81.6
Other manual workers 5.8 5.6 9.5 60.4 58.5
Total 2.9 2.9 3.9 74.7 75.1

* Source: Statistics Canada, 2016 Census.

Table 2.8: Representation and attainment rate (sector availability)* of Aboriginal peoples in the ‘other’ sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 0.9 1.4 6.4 14.8 21.2
Middle and other managers 1.6 1.8 2.6 61.1 67.9
Professionals 2.1 2.2 2.4 89.9 91.1
Semi-professionals and technicians 4.5 4.7 4.2 106.3 111.3
Supervisors 2.8 2.3 4.5 60.9 50.0
Supervisors: crafts and trades 3.8 3.9 5.2 73.7 74.9
Administrative and senior clerical personnel 3.6 3.1 5.0 73.3 63.1
Skilled sales and service personnel 3.0 3.6 4.4 68.4 82.5
Skilled crafts and trades workers 6.3 7.0 5.5 113.0 125.6
Clerical personnel 4.1 4.7 6.3 65.4 74.7
Intermediate sales and service personnel 2.2 2.0 5.0 44.4 40.0
Semi-skilled manual workers 7.3 8.3 5.7 127.5 145.2
Other sales and service personnel 3.9 2.2 8.4 45.8 26.6
Other manual workers 6.2 6.8 8.7 71.6 78.2
Total 3.6 3.8 4.6 78.7 82.9

* Source: Statistics Canada, 2016 Census.

Table 2.9: Representation and attainment rate (sector availability)* of members of visible minorities in the banking and financial services sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 16.4 18.5 15.3 107.3 120.5
Middle and other managers 31.0 31.8 27.8 111.4 114.6
Professionals 36.6 37.2 34.9 104.9 106.5
Semi-professionals and technicians 38.2 40.9 35.7 106.8 114.3
Supervisors 32.7 31.9 25.1 130.5 127.0
Supervisors: crafts and trades 61.5 66.7 13.5 457.1 495.2
Administrative and senior clerical personnel 37.6 36.8 24.3 155.1 151.5
Skilled sales and service personnel 34.5 34.6 32.9 105.1 105.4
Skilled crafts and trades workers 7.1 6.3 13.2 54.0 47.2
Clerical personnel 39.8 39.9 33.6 118.3 118.5
Intermediate sales and service personnel 26.6 27.5 32.2 82.8 85.4
Semi-skilled manual workers 62.2 58.1 26.5 234.5 218.9
Other sales and service personnel 39.5 38.9 25.5 154.6 152.4
Other manual workers 0.0 0.0 25.7 0.0 0.0
Total 33.9 34.4 31.2 108.5 110.2

* Source: Statistics Canada, 2016 Census.

Table 2.10: Representation and attainment rate (sector availability)* of members of visible minorities in the communications sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 10.2 10.1 11.7 87.6 86.3
Middle and other managers 23.4 23.7 21.3 109.9 111.2
Professionals 26.7 27.0 27.2 98.3 99.3
Semi-professionals and technicians 18.5 18.3 21.4 86.1 85.5
Supervisors 22.6 23.1 27.5 82.3 84.1
Supervisors: crafts and trades 16.2 17.4 20.3 79.9 85.8
Administrative and senior clerical personnel 22.4 22.6 20.4 109.9 110.7
Skilled sales and service personnel 24.3 22.8 32.2 75.5 70.8
Skilled crafts and trades workers 17.4 18.2 20.6 84.7 88.6
Clerical personnel 22.5 23.2 20.9 107.3 111.0
Intermediate sales and service personnel 28.5 28.4 36.3 78.6 78.3
Semi-skilled manual workers 28.6 29.5 28.1 101.8 105.0
Other sales and service personnel 20.9 14.0 28.7 72.9 48.9
Other manual workers 11.1 0.0 20.9 53.1 0.0
Total 23.5 23.8 24.8 94.8 95.8

* Source: Statistics Canada, 2016 Census.

Table 2.11: Representation and attainment rate (sector availability)* of members of visible minorities in the transportation sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 7.1 7.4 10.8 66.0 68.4
Middle and other managers 14.2 15.1 19.0 75.0 79.6
Professionals 25.9 26.5 31.3 82.5 84.6
Semi-professionals and technicians 9.4 9.9 12.9 72.9 76.8
Supervisors 13.6 13.9 22.8 59.8 61.2
Supervisors: crafts and trades 11.5 11.4 13.9 82.8 81.9
Administrative and senior clerical personnel 19.5 20.2 19.1 101.8 105.7
Skilled sales and service personnel 6.6 6.5 23.2 28.2 28.1
Skilled crafts and trades workers 13.7 14.2 13.8 99.2 102.5
Clerical personnel 20.3 21.6 24.7 82.2 87.3
Intermediate sales and service personnel 23.6 24.7 28.3 83.4 87.3
Semi-skilled manual workers 18.1 18.4 28.6 63.1 64.3
Other sales and service personnel 14.0 16.5 31.2 44.9 52.9
Other manual workers 13.1 12.7 20.6 63.7 61.7
Total 17.7 18.4 25.1 70.6 73.2

* Source: Statistics Canada, 2016 Census.

Table 2.12: Representation and attainment rate (sector availability)* of members of visible minorities in the ‘other’ sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (sector)* 2018 attainment rate 2019 attainment rate
Senior managers 7.6 7.9 10.7 70.7 73.4
Middle and other managers 12.3 12.7 9.6 128.8 132.6
Professionals 22.4 22.8 23.6 94.9 96.6
Semi-professionals and technicians 10.3 10.5 16.0 64.6 65.6
Supervisors 10.1 10.1 17.5 57.9 57.8
Supervisors: crafts and trades 6.5 7.0 7.6 86.0 92.5
Administrative and senior clerical personnel 13.6 14.3 15.0 90.8 95.8
Skilled sales and service personnel 11.7 10.8 17.7 66.0 60.8
Skilled crafts and trades workers 11.1 12.7 9.2 119.7 137.6
Clerical personnel 14.5 15.2 17.9 81.1 85.0
Intermediate sales and service personnel 23.2 24.0 25.2 91.9 95.1
Semi-skilled manual workers 9.4 10.0 15.0 62.3 66.4
Other sales and service personnel 15.6 14.5 15.4 101.5 94.5
Other manual workers 14.0 9.7 16.2 86.3 59.6
Total 15.9 16.2 16.0 99.1 101.3

* Source: Statistics Canada, 2016 Census.

Table 2.13: Representation and attainment rate (Canadian availability)* of women in all sectors by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (Canadian)* 2018 attainment rate 2019 attainment rate
Senior managers 28.0 28.7 27.6 101.3 104.0
Middle and other managers 41.4 42.4 39.4 105.0 107.6
Professionals 44.0 43.9 55.0 79.9 79.8
Semi-professionals and technicians 19.3 19.1 53.5 36.1 35.7
Supervisors 58.1 58.7 55.5 104.7 105.8
Supervisors: crafts and trades 8.4 9.3 10.8 78.5 86.1
Administrative and senior clerical personnel 73.1 72.7 82.4 88.7 88.2
Skilled sales and service personnel 53.1 53.0 49.7 106.9 106.5
Skilled crafts and trades workers 4.8 4.7 4.0 120.0 117.7
Clerical personnel 55.4 53.5 68.7 80.6 77.8
Intermediate sales and service personnel 62.2 62.4 68.4 90.9 91.3
Semi-skilled manual workers 11.6 11.8 17.1 68.1 69.0
Other sales and service personnel 40.8 39.2 56.3 72.5 69.6
Other manual workers 9.8 12.3 22.1 44.5 55.6
Total 39.4 39.5 48.2 81.8 81.9

* Source: Statistics Canada, 2016 Census.

Table 2.14: Representation and attainment rate (Canadian availability)* of Aboriginal peoples in all sectors by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (Canadian)* 2018 attainment rate 2019 attainment rate
Senior managers 1.0 1.1 3.2 29.8 35.0
Middle and other managers 1.3 1.3 2.7 49.9 48.8
Professionals 1.2 1.3 2.4 52.8 54.4
Semi-professionals and technicians 2.5 2.6 4.2 60.8 63.4
Supervisors 2.4 2.3 3.9 62.6 58.7
Supervisors: crafts and trades 3.6 3.6 4.3 83.4 82.1
Administrative and senior clerical personnel 1.8 1.8 3.5 52.2 52.4
Skilled sales and service personnel 1.6 1.6 3.7 42.4 43.0
Skilled crafts and trades workers 3.9 4.0 5.2 74.4 76.7
Clerical personnel 2.1 2.2 4.2 50.7 53.2
Intermediate sales and service personnel 2.4 2.4 4.5 54.0 54.4
Semi-skilled manual workers 3.3 3.4 4.8 69.9 71.2
Other sales and service personnel 4.1 3.5 5.8 71.3 59.5
Other manual workers 5.9 6.0 6.8 86.5 88.1
Total 2.3 2.3 4.0 57.1 57.8

* Source: Statistics Canada, 2016 Census.

Table 2.15: Representation and attainment rate (Canadian availability)* of persons with disabilities in all sectors by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2017 availability (Canadian)* 2018 attainment rate 2019 attainment rate
Senior managers 3.2 3.2 5.0 64.6 63.9
Middle and other managers 3.6 3.7 5.0 72.4 73.3
Professionals 3.6 3.8 8.9 40.6 42.1
Semi-professionals and technicians 2.5 2.5 7.6 33.4 33.1
Supervisors 4.0 4.0 27.5 14.6 14.7
Supervisors: crafts and trades 2.1 2.3 10.1 20.8 23.3
Administrative and senior clerical personnel 4.1 4.5 10.0 41.0 44.4
Skilled sales and service personnel 4.0 3.9 8.0 49.3 48.2
Skilled crafts and trades workers 2.3 2.3 7.8 29.3 29.8
Clerical personnel 4.6 4.6 9.3 49.2 49.4
Intermediate sales and service personnel 3.5 3.5 10.8 32.7 32.7
Semi-skilled manual workers 2.6 2.5 10.3 25.1 24.4
Other sales and service personnel 4.1 4.0 10.7 38.5 37.8
Other manual workers 2.6 2.4 6.8 38.2 35.6
Total 3.4 3.5 9.1 37.5 37.9

* Source: Statistics Canada, 2017 Canadian Survey on Disability.

Table 2.16: Representation and attainment rate (Canadian availability)* of members of visible minorities in all sectors by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 representation 2019 representation 2016 availability (Canadian)* 2018 attainment rate 2019 attainment rate
Senior managers 11.0 11.9 11.5 95.5 103.5
Middle and other managers 25.4 26.3 17.6 144.6 149.5
Professionals 32.4 33.0 23.2 139.4 142.2
Semi-professionals and technicians 14.0 14.0 19.1 73.5 73.2
Supervisors 21.1 21.7 24.0 87.9 90.2
Supervisors: crafts and trades 10.9 11.1 11.1 98.1 99.5
Administrative and senior clerical personnel 28.3 27.4 16.4 173.0 167.7
Skilled sales and service personnel 30.7 30.7 27.7 111.1 110.9
Skilled crafts and trades workers 14.7 15.3 12.0 122.4 127.9
Clerical personnel 25.6 26.4 21.9 116.9 120.1
Intermediate sales and service personnel 25.6 26.3 25.4 101.0 103.6
Semi-skilled manual workers 17.9 18.2 22.4 79.7 81.3
Other sales and service personnel 15.1 16.2 26.5 56.8 61.0
Other manual workers 13.4 11.7 21.0 63.7 55.7
Total 23.8 24.4 21.3 111.8 114.5

* Source: Statistics Canada, 2016 Census.

Table 3.1: Distribution of women and men in the federally regulated private sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 women distribution 2018 men distribution 2019 women distribution 2019 men distribution
Senior managers 0.6 1.0 0.6 1.0
Middle and other managers 11.3 10.5 12.2 10.9
Professionals 21.4 17.8 21.9 18.3
Semi-professionals and technicians 3.2 8.7 3.1 8.6
Supervisors 4.6 2.2 4.9 2.2
Supervisors: crafts and trades 0.3 2.2 0.3 2.2
Administrative and senior clerical personnel 5.4 1.3 4.9 1.2
Skilled sales and service personnel 4.4 2.5 4.3 2.5
Skilled crafts and trades workers 1.0 13.0 1.0 12.6
Clerical personnel 18.0 9.5 17.8 10.1
Intermediate sales and service personnel 25.0 9.9 24.2 9.5
Semi-skilled manual workers 4.0 19.9 3.9 19.1
Other sales and service personnel 0.4 0.4 0.4 0.4
Other manual workers 0.2 1.1 0.3 1.4
Total 100.0 100.0 100.0 100.0
Table 3.2: Distribution of Aboriginal and non-Aboriginal peoples in the federally regulated private sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 Aboriginal peoples distribution 2018 non-Aboriginal peoples distribution 2019 Aboriginal peoples distribution 2019 non-Aboriginal peoples distribution
Senior managers 0.4 0.9 0.4 0.9
Middle and other managers 6.3 10.9 6.4 11.5
Professionals 10.5 19.4 11.0 19.9
Semi-professionals and technicians 7.2 6.5 7.3 6.4
Supervisors 3.3 3.1 3.2 3.3
Supervisors: crafts and trades 2.3 1.5 2.3 1.5
Administrative and senior clerical personnel 2.3 2.9 2.1 2.7
Skilled sales and service personnel 2.3 3.3 2.2 3.2
Skilled crafts and trades workers 14.1 8.2 13.9 7.9
Clerical personnel 11.9 12.9 12.6 13.1
Intermediate sales and service personnel 16.8 15.9 16.1 15.3
Semi-skilled manual workers 19.9 13.5 19.3 12.9
Other sales and service personnel 0.8 0.4 0.7 0.4
Other manual workers 1.9 0.7 2.4 0.9
Total 100.0 100.0 100.0 100.0
Table 3.3: Distribution of persons with and without disabilities in the federally regulated private sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 persons with disabilities distribution 2018 persons without disabilities distribution 2019 persons with disabilities distribution 2019 persons without disabilities distribution
Senior managers 0.8 0.9 0.8 0.9
Middle and other managers 11.4 10.8 12.1 11.4
Professionals 20.5 19.2 21.5 19.7
Semi-professionals and technicians 4.8 6.6 4.7 6.5
Supervisors 3.7 3.1 3.8 3.3
Supervisors: crafts and trades 0.9 1.5 1.0 1.5
Administrative and senior clerical personnel 3.5 2.9 3.4 2.6
Skilled sales and service personnel 3.8 3.2 3.6 3.2
Skilled crafts and trades workers 5.6 8.4 5.4 8.1
Clerical personnel 17.2 12.7 17.4 12.9
Intermediate sales and service personnel 16.4 15.9 15.6 15.3
Semi-skilled manual workers 10.3 13.7 9.5 13.2
Other sales and service personnel 0.5 0.4 0.5 0.4
Other manual workers 0.6 0.7 0.7 1.0
Total 100.0 100.0 100.0 100.0
Table 3.4: Distribution of members and non-members of visible minorities in the federally regulated private sector by occupational group in 2018 and 2019 (by percentage)
Employment equity occupational group 2018 members of visible minorities distribution 2018 non-members of visible minorities distribution 2019 members of visible minorities distribution 2019 non-members of visible minorities distribution
Senior managers 0.4 1.0 0.4 1.0
Middle and other managers 11.6 10.6 12.3 11.1
Professionals 26.1 17.1 26.7 17.5
Semi-professionals and technicians 3.8 7.3 3.7 7.3
Supervisors 2.8 3.3 2.9 3.4
Supervisors: crafts and trades 0.7 1.7 0.7 1.7
Administrative and senior clerical personnel 3.5 2.7 3.0 2.6
Skilled sales and service personnel 4.2 3.0 4.0 2.9
Skilled crafts and trades workers 5.1 9.3 5.0 9.0
Clerical personnel 13.8 12.5 14.2 12.8
Intermediate sales and service personnel 17.1 15.5 16.6 14.9
Semi-skilled manual workers 10.2 14.7 9.8 14.1
Other sales and service personnel 0.3 0.5 0.3 0.5
Other manual workers 0.4 0.8 0.5 1.1
Total 100.0 100.0 100.0 100.0
Table 4.1: Number, hires, promotions, terminations and net effect* of designated group members in the banking and financial services sector in 2018 and 2019**
Designated groups 2018 number of employees 2019 number of employees 2018 number of hires 2019 number of hires 2018 number of promotions 2019 number of promotions 2018 number of terminations 2019 number of terminations 2018 net effect* 2019 net effect*
Women 138,586 142,657 22,763 21,891 21,046 17,866 22,652 20,310 111 1,581
Aboriginal peoples 3,002 3,145 465 512 500 372 559 486 -94 26
Persons with disabilities 12,199 12,520 1,557 1,402 1,475 1,335 1,917 1,844 -360 -442
Members of visible minorities 82,920 87,454 14,603 13,382 13,560 11,878 11,671 12,263 2,932 1,119
All employees 244,910 254,434 45,721 42,895 37,658 32,142 40,533 37,883 5,188 5,012

* The number of employees hired reduced by those terminated.
** The number of employees covers permanent full-time, permanent part-time and temporary employees. The data on hires, promotions, terminations and net effect covers only permanent full-time and permanent part-time employees.

Table 4.2: Representation and shares of hires, promotions and terminations of designated group members in the banking and financial services sector in 2018 and 2019* (by percentage)
Designated groups 2018 representation 2019 representation 2018 share of hires 2019 share of hires 2018 share of promotions 2019 share of promotions 2018 share of terminations 2019 share of terminations
Women 56.6 56.1 49.8 51.0 55.9 55.6 55.9 53.6
Aboriginal peoples 1.2 1.2 1.0 1.2 1.3 1.2 1.4 1.3
Persons with disabilities 5.0 4.9 3.4 3.3 3.9 4.2 4.7 4.9
Members of visible minorities 33.9 34.4 31.9 31.2 36.0 37.0 28.8 32.4
All employees 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

* The data on the representation of designated group employees covers permanent full-time, permanent part-time and temporary employees. The data on the shares of hires, promotions and terminations covers only permanent full-time and permanent part-time employees.

Table 4.3: Number, hires, promotions, terminations and net effect* of designated group members in the communications sector in 2018 and 2019**
Designated groups 2018 number of employees 2019 number of employees 2018 number of hires 2019 number of hires 2018 number of promotions 2019 number of promotions 2018 number of terminations 2019 number of terminations 2018 net effect* 2019 net effect*
Women 45,662 45,204 7,193 6,523 2,955 2,560 9,040 7,176 -1,847 -653
Aboriginal peoples 2,776 2,786 456 289 161 139 624 397 -168 -108
Persons with disabilities 4,484 4,753 571 503 252 205 849 673 -278 -170
Members of visible minorities 30,877 30,738 5,335 4,614 2,127 1,828 5,884 5,000 -549 -386
All employees 131,305 129,398 20,032 17,737 7,783 6,406 24,226 20,270 -4,194 -2,533

* The number of employees hired reduced by those terminated.
** The number of employees covers permanent full-time, permanent part-time and temporary employees. The data on the hires, promotions, terminations and net effect covers only permanent full-time and permanent part-time employees.

Table 4.4: Representation and shares of hires, promotions and terminations of designated group members in the communications sector in 2018 and 2019* (by percentage)
Designated groups 2018 representation 2019 representation 2018 share of hires 2019 share of hires 2018 share of promotions 2019 share of promotions 2018 share of terminations 2019 share of terminations
Women 34.8 34.9 35.9 36.8 38.0 40.0 37.3 35.4
Aboriginal peoples 2.1 2.2 2.3 1.6 2.1 2.2 2.6 2.0
Persons with disabilities 3.4 3.7 2.9 2.8 3.2 3.2 3.5 3.3
Members of visible minorities 23.5 23.8 26.6 26.0 27.3 28.5 24.3 24.7
All employees 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

* The data on the representation of designated group employees covers permanent full-time, permanent part-time and temporary employees. The data on the shares of hires, promotions and terminations covers only permanent full-time and permanent part-time employees.

Table 4.5: Number, hires, promotions, terminations and net effect* of designated group members in the transportation sector in 2018 and 2019**
Designated groups 2018 number of employees 2019 number of employees 2018 number of hires 2019 number of hires 2018 number of promotions 2019 number of promotions 2018 number of terminations 2019 number of terminations 2018 net effect* 2019 net effect*
Women 96,736 99,069 18,739 18,411 3,716 3,802 16,467 17,331 2,272 1,080
Aboriginal peoples 9,375 9,649 2,556 2,215 343 316 2,155 2,259 401 -44
Persons with disabilities 7,895 8,113 1,278 1,381 287 269 1,469 1,629 -191 -248
Members of visible minorities 56,997 60,528 17,694 17,804 2,397 2,439 13,249 14,928 4,445 2,876
All employees 321,707 329,240 74,744 70,878 12,474 12,556 65,584 69,712 9,160 1,166

* The number of employees hired reduced by those terminated.
** The number of employees covers permanent full-time, permanent part-time and temporary employees. The data on the hires, promotions, terminations and net effect covers only permanent full-time and permanent part-time employees.

Table 4.6: Representation and shares of hires, promotions and terminations of designated group members in the transportation sector in 2018 and 2019* (by percentage)
Designated groups 2018 representation 2019 representation 2018 share of hires 2019 share of hires 2018 share of promotions 2019 share of promotions 2018 share of terminations 2019 share of terminations
Women 30.1 30.1 25.1 26.0 29.8 30.3 25.1 24.9
Aboriginal peoples 2.9 2.9 3.4 3.1 2.7 2.5 3.3 3.2
Persons with disabilities 2.5 2.5 1.7 1.9 2.3 2.1 2.2 2.3
Members of visible minorities 17.7 18.4 23.7 25.1 19.2 19.4 20.2 21.4
All employees 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

* The data on the representation of designated group employees covers permanent full-time, permanent part-time and temporary employees. The data on the shares of hires, promotions and terminations covers only permanent full-time and permanent part-time employees.

Table 4.7: Number, hires, promotions, terminations and net effect* of designated group members in the ‘other’ sector in 2018 and 2019**
Designated groups 2018 number of employees 2019 number of employees 2018 number of hires 2019 number of hires 2018 number of promotions 2019 number of promotions 2018 number of terminations 2019 number of terminations 2018 net effect* 2019 net effect*
Women 17,403 17,965 2,698 2,783 869 848 2,289 2,830 409 -47
Aboriginal peoples 2,117 2,263 293 391 129 82 527 342 -234 49
Persons with disabilities 1,201 1,287 88 116 37 53 159 179 -71 -63
Members of visible minorities 9,274 9,615 2,072 2,223 322 363 1,675 1,826 397 397
All employees 58,492 59,330 8,827 9,530 2,690 2,517 8,448 9,921 379 -391

* The number of employees hired reduced by those terminated.
** The number of employees covers permanent full-time, permanent part-time and temporary employees. The data on hires, promotions, terminations and net effect covers only permanent full-time and permanent part-time employees.

Table 4.8: Representation and shares of hires, promotions and terminations of designated group members in the ‘other’ sector in 2018 and 2019* (by percentage)
Designated groups 2018 representation 2019 representation 2018 share of hires 2019 share of hires 2018 share of promotions 2019 share of promotions 2018 share of terminations 2019 share of terminations
Women 29.8 30.3 30.6 29.2 32.3 33.7 27.1 28.5
Aboriginal peoples 3.6 3.8 3.3 4.1 4.8 3.3 6.2 3.4
Persons with disabilities 2.1 2.2 1.0 1.2 1.4 2.1 1.9 1.8
Members of visible minorities 15.9 16.2 23.5 23.3 12.0 14.4 19.8 18.4
All employees 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

* The data on the representation of designated group employees covers permanent full-time, permanent part-time and temporary employees. The data on the shares of hires, promotions and terminations covers only permanent full-time and permanent part-time employees.

Table 4.9: Number, hires, promotions, terminations and net effect* of designated group members in all sectors in 2018 and 2019**
Designated groups 2018 number of employees 2019 number of employees 2018 number of hires 2019 number of hires 2018 number of promotions 2019 number of promotions 2018 number of terminations 2019 number of terminations 2018 net effect* 2019 net effect*
Women 298,387 304,895 51,393 49,608 28,586 25,076 50,448 47,647 945 1,961
Aboriginal peoples 17,270 17,843 3,770 3,407 1,133 909 3,865 3,484 -95 -77
Persons with disabilities 25,779 26,673 3,494 3,402 2,051 1,862 4,394 4,325 -900 -923
Members of visible minorities 180,068 188,335 39,704 38,023 18,406 16,508 32,479 34,017 7,225 4,006
All employees 756,414 772,402 149,324 141,040 60,605 53,621 138,791 137,786 10,533 3,254

* The number of employees hired reduced by those terminated.
** The number of employees covers permanent full-time, permanent part-time and temporary employees. The data on hires, promotions, terminations and net effect covers only permanent full-time and permanent part-time employees.

Table 4.10: Representation and shares of hires, promotions and terminations of designated group members in all sectors in 2018 and 2019* (by percentage)
Designated groups 2018 representation 2019 representation 2018 share of hires 2019 share of hires 2018 share of promotions 2019 share of promotions 2018 share of terminations 2019 share of terminations
Women 39.4 39.5 34.4 35.2 47.2 46.8 36.3 34.6
Aboriginal peoples 2.3 2.3 2.5 2.4 1.9 1.7 2.8 2.5
Persons with disabilities 3.4 3.5 2.3 2.4 3.4 3.5 3.2 3.1
Members of visible minorities 23.8 24.4 26.6 27.0 30.4 30.8 23.4 24.7
All employees 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

* The data on the representation of designated group employees covers permanent full-time, permanent part-time and temporary employees. The data on the shares of hires, promotions and terminations covers only permanent full-time and permanent part-time employees.

Table 5.1: Number and representation of men and women in permanent full-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of men Representation of men (by percentage) Number of Women Representation of women (by percentage)
Under 15,000 4,269 3,116 73.0 1,153 27.0
15,000 to 19,999 1,144 801 70.0 343 30.0
20,000 to 24,999 3,620 1,679 46.4 1,941 53.6
25,000 to 29,999 9,431 4,673 49.5 4,758 50.5
30,000 to 34,999 17,341 8,995 51.9 8,346 48.1
35,000 to 37,499 13,962 7,068 50.6 6,894 49.4
37,500 to 39,999 16,225 8,255 50.9 7,970 49.1
40,000 to 44,999 43,235 22,999 53.2 20,236 46.8
45,000 to 49,999 44,802 23,669 52.8 21,133 47.2
50,000 to 59,999 107,462 61,286 57.0 46,176 43.0
60,000 to 69,999 90,204 56,559 62.7 33,645 37.3
70,000 to 84,999 97,363 63,354 65.1 34,009 34.9
85,000 to 99,999 70,150 47,295 67.4 22,855 32.6
100,000 and over 147,400 105,948 71.9 41,452 28.1
Total 666,608 415,697 62.4 250,911 37.6
Table 5.2: Number and representation of Aboriginal peoples in permanent full-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of Aboriginal peoples Representation of Aboriginal peoples (by percentage) Number of Aboriginal men Number of Aboriginal women
Under 15,000 4,269 124 2.9 90 34
15,000 to 19,999 1,144 55 4.8 36 19
20,000 to 24,999 3,620 108 3.0 70 38
25,000 to 29,999 9,431 306 3.2 155 151
30,000 to 34,999 17,341 562 3.2 304 258
35,000 to 37,499 13,962 401 2.9 204 197
37,500 to 39,999 16,225 417 2.6 219 198
40,000 to 44,999 43,235 944 2.2 519 425
45,000 to 49,999 44,802 1,036 2.3 532 504
50,000 to 59,999 107,462 2,454 2.3 1,430 1,024
60,000 to 69,999 90,204 2,141 2.4 1,399 742
70,000 to 84,999 97,363 2,301 2.4 1,608 693
85,000 to 99,999 70,150 1,477 2.1 1,062 415
100,000 and over 147,400 2,735 1.9 2,129 606
Total 666,608 15,061 2.3 9,757 5,304
Table 5.3: Number and representation of persons with disabilities in permanent full-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of persons with disabilities Representation of persons with disabilities (by percentage) Number of men with disabilities Number of women with disabilities
Under 15,000 4,269 73 1.7 48 25
15,000 to 19,999 1,144 22 1.9 19 3
20,000 to 24,999 3,620 54 1.5 27 27
25,000 to 29,999 9,431 222 2.4 118 104
30,000 to 34,999 17,341 586 3.4 250 336
35,000 to 37,499 13,962 580 4.2 237 343
37,500 to 39,999 16,225 698 4.3 295 403
40,000 to 44,999 43,235 1,837 4.2 813 1,024
45,000 to 49,999 44,802 1,673 3.7 757 916
50,000 to 59,999 107,462 4,009 3.7 1,996 2,013
60,000 to 69,999 90,204 3,127 3.5 1,701 1,426
70,000 to 84,999 97,363 3,271 3.4 1,873 1,398
85,000 to 99,999 70,150 2,370 3.4 1,418 952
100,000 and over 147,400 4,385 3.0 2,807 1,578
Total 666,608 22,907 3.4 12,359 10,548
Table 5.4: Number and representation of members of visible minorities in permanent full-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of members of visible minorities Representation of members of visible minorities (by percentage) Number of visible minority men Number of visible minority women
Under 15,000 4,269 883 20.7 641 242
15,000 to 19,999 1,144 254 22.2 190 64
20,000 to 24,999 3,620 918 25.4 386 532
25,000 to 29,999 9,431 2,664 28.2 1,302 1,362
30,000 to 34,999 17,341 4,525 26.1 2,510 2,015
35,000 to 37,499 13,962 3,917 28.1 1,994 1,923
37,500 to 39,999 16,225 4,521 27.9 2,300 2,221
40,000 to 44,999 43,235 12,102 28.0 6,228 5,874
45,000 to 49,999 44,802 11,884 26.5 6,191 5,693
50,000 to 59,999 107,462 26,522 24.7 14,803 11,719
60,000 to 69,999 90,204 20,773 23.0 12,496 8,277
70,000 to 84,999 97,363 22,831 23.4 13,962 8,869
85,000 to 99,999 70,150 17,564 25.0 11,166 6,398
100,000 and over 147,400 32,940 22.3 22,132 10,808
Total 666,608 162,298 24.3 96,301 65,997
Table 6.1: Number and representation of men and women in permanent part-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of men Representation of men (by percentage) Number of Women Representation of women (by percentage)
Under 5,000 2,720 1,650 60.7 1,070 39.3
5,000 to 7,499 1,821 908 49.9 913 50.1
7,500 to 9,999 1,847 950 51.4 897 48.6
10,000 to 12,499 2,521 1,316 52.2 1,205 47.8
12,500 to 14,999 10,393 5,892 56.7 4,501 43.3
15,000 to 17,499 8,346 4,126 49.4 4,220 50.6
17,500 to 19,999 8,625 4,290 49.7 4,335 50.3
20,000 to 22,499 8,043 3,722 46.3 4,321 53.7
22,500 to 24,999 6,992 3,116 44.6 3,876 55.4
25,000 to 29,999 15,999 7,485 46.8 8,514 53.2
30,000 to 34,999 10,261 4,344 42.3 5,917 57.7
35,000 to 39,999 7,143 3,118 43.7 4,025 56.3
40,000 to 49,999 7,552 3,479 46.1 4,073 53.9
50,000 and over 7,212 3,392 47.0 3,820 53.0
Total 99,475 47,788 48.0 51,687 52.0
Table 6.2: Number and representation of Aboriginal Peoples in permanent part-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of Aboriginal peoples Representation of Aboriginal peoples (by percentage) Number of Aboriginal men Number of Aboriginal women
Under 5,000 2,720 120 4.4 74 46
5,000 to 7,499 1,821 61 3.3 34 27
7,500 to 9,999 1,847 70 3.8 32 38
10,000 to 12,499 2,521 84 3.3 50 34
12,500 to 14,999 10,393 246 2.4 129 117
15,000 to 17,499 8,346 240 2.9 111 129
17,500 to 19,999 8,625 249 2.9 109 140
20,000 to 22,499 8,043 208 2.6 83 125
22,500 to 24,999 6,992 178 2.5 73 105
25,000 to 29,999 15,999 406 2.5 172 234
30,000 to 34,999 10,261 253 2.5 108 145
35,000 to 39,999 7,143 177 2.5 79 98
40,000 to 49,999 7,552 171 2.3 67 104
50,000 and over 7,212 180 2.5 80 100
Total 99,475 2,643 2.7 1,201 1,442
Table 6.3: Number and representation of persons with disabilities in permanent part-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of persons with disabilities Representation of persons with disabilities (by percentage) Number of men with disabilities Number of women with disabilities
Under 5,000 2,720 81 3.0 49 32
5,000 to 7,499 1,821 51 2.8 26 25
7,500 to 9,999 1,847 55 3.0 29 26
10,000 to 12,499 2,521 116 4.6 48 68
12,500 to 14,999 10,393 346 3.3 171 175
15,000 to 17,499 8,346 276 3.3 110 166
17,500 to 19,999 8,625 278 3.2 120 158
20,000 to 22,499 8,043 292 3.6 95 197
22,500 to 24,999 6,992 273 3.9 91 182
25,000 to 29,999 15,999 689 4.3 259 430
30,000 to 34,999 10,261 400 3.9 141 259
35,000 to 39,999 7,143 271 3.8 98 173
40,000 to 49,999 7,552 265 3.5 108 157
50,000 and over 7,212 272 3.8 108 164
Total 99,475 3,665 3.7 1,453 2,212
Table 6.4: Number and representation of members of visible minorities in permanent part-time employment in the federally regulated private sector by salary range as of December 31, 2019
Salary range
(in dollars)		 Number of all employees Number of members of visible minorities Representation of members of visible minorities (by percentage) Number of visible minority men Number of visible minority women
Under 5,000 2,720 571 21.0 404 167
5,000 to 7,499 1,821 328 18.0 203 125
7,500 to 9,999 1,847 359 19.4 221 138
10,000 to 12,499 2,521 509 20.2 287 222
12,500 to 14,999 10,393 3,279 31.6 2,078 1,201
15,000 to 17,499 8,346 2,370 28.4 1,293 1,077
17,500 to 19,999 8,625 2,390 27.7 1,324 1,066
20,000 to 22,499 8,043 2,198 27.3 1,124 1,074
22,500 to 24,999 6,992 1,879 26.9 974 905
25,000 to 29,999 15,999 4,579 28.6 2,664 1,915
30,000 to 34,999 10,261 2,420 23.6 1,185 1,235
35,000 to 39,999 7,143 1,635 22.9 820 815
40,000 to 49,999 7,552 1,521 20.1 852 669
50,000 and over 7,212 1,232 17.1 712 520
Total 99,475 25,270 25.4 14,141 11,129

Appendix B: Technical notes

Employers covered under the Employment Equity Act

the Act covers:

Limitations of the employment equity data

This report provides the most recent information on employment equity data for the federally regulated private sector, with the following limitations:

Page details

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