Employment Equity Act: Annual Report 2021

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 2019 and 2020.

• Women: Representation in this sector decreased by 0.7 of a percentage point and continued to exceed Canadian LMA of 48.2%, for an attainment rate of 114.9%. When compared with sector LMA of 58.9%, the attainment rate decreased to 94.0%
• Aboriginal peoples: Representation in this sector increased by 0.2 of a percentage point and remained below Canadian LMA of 4.0%, with a corresponding attainment rate of 35.4%. When compared with sector LMA of 1.7%, the attainment rate increased to 83.3%
• Persons with disabilities: Representation in this sector increased by 0.9 of a percentage point and remained below Canadian LMA of 9.1%, with an attainment rate of 64.0%. When compared with sector LMA of 9.2%, the attainment rate increased to 63.3%
• Members of visible minorities: Representation in this sector increased by 4.2 percentage points and continued to exceed Canadian LMA of 21.3%, for an attainment rate of 180.9%. When compared with sector LMA of 31.2%, the attainment rate increased to 123.5%

* 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.

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 2019 and 2020.

• Women: Representation in this sector increased by 0.7 of a percentage point and continued to be below Canadian LMA of 48.2%, for an attainment rate of 74.0%. When compared with sector LMA of 44.1%, the attainment rate increased to 80.9%
• Aboriginal peoples: Representation in this sector increased by 0.1 of a percentage point and continued to be below Canadian LMA of 4.0%, for an attainment rate of 55.2%. When compared with sector LMA of 2.5%, the attainment rate increased to 88.3%
• Persons with disabilities: Representation in this sector increased by 0.7 of a percentage point and remained below Canadian LMA of 9.1%, for an attainment rate of 48.5%. When compared with sector LMA of 11.0%, the attainment rate increased to 40.2%
• Members of visible minorities: Representation in this sector increased by 0.9 of a percentage point and continued to exceed Canadian LMA of 21.3%, for an attainment rate of 115.5%. When compared with sector LMA of 24.8%, the attainment rate increased to 99.2%

* 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.

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 2019 and 2020.

• Women: Representation in this sector decreased by 1.8 of a percentage point and continued to be below Canadian LMA of 48.2%, for an attainment rate of 58.7%. When compared with sector LMA of 25.3%, the attainment rate decreased to 111.9% from 118.9% in the previous year
• Aboriginal peoples: Representation in this sector remained unchanged and below Canadian LMA of 4.0%, for an attainment rate of 74.2%. When compared with sector LMA of 3.9%, the attainment rate increased to 76.1%
• Persons with disabilities: Representation in this sector remained unchanged and below Canadian LMA of 9.1%, for an attainment rate of 26.9%. When compared with sector LMA of 9.8%, the attainment rate decreased to 24.9%
• Members of visible minorities: Representation in this sector decreased by 0.6 of a percentage point and continued to be below Canadian LMA of 21.3%, for an attainment rate of 83.7%. When compared with sector LMA of 25.1%, the attainment rate decreased to 71.0%

* 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 2019 and 2020.

• Women: Representation in this subsector decreased by 4.1 percentage points and continued to be above sector LMA of 25.3%, for a decrease in the attainment rate to 136.5% from 152.6% in 2019
• Aboriginal peoples: Representation in this subsector increased by 0.4 of a percentage point and remained below sector LMA of 3.9%, for an increase in the attainment rate to 82.9%
• Persons with disabilities: Representation in this subsector increased by 0.1 of a percentage point and continued to be below sector LMA of 9.8%, for an increase in the attainment rate to 17.2%
• Members of visible minorities: Representation in this subsector decreased by 3.0 percentage points and continued to be below sector LMA of 25.1%, for a decrease in the attainment rate to 70.6%

* 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 2019 and 2020.

• Women: Representation in this subsector decreased by 0.1 of a percentage point and continued to be above sector LMA of 25.3%, for a decrease in the attainment rate to 107.9%
• Aboriginal peoples: Representation in this subsector decreased by 0.1 of a percentage point and continued to be below sector LMA of 3.9%, for a decrease in the attainment rate to 69.5%
• Persons with disabilities: Representation in this subsector deceased by 0.2 of a percentage point and continued to be below sector LMA of 9.8%, for a decrease in the attainment rate to 27.5%
• Members of visible minorities: Representation in this subsector increased by 0.4 of a percentage point and continued to be below sector LMA of 25.1%, for an increase in the attainment rate to 71.8%

* 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.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 2019 and 2020.

• Women: Representation in this subsector increased by 0.2 of a percentage point and continued to be below sector LMA of 25.3%, for an increase in the attainment rate to 68.0%
• Aboriginal peoples: Representation in this subsector increased by 0.3 of a percentage point and remained above sector LMA of 3.9%, for an increase in the attainment rate to 128.9%
• Persons with disabilities: Representation in this subsector decreased by 0.1 of a percentage point and continued to be below sector LMA of 9.8%, for a decrease in the attainment rate to 23.5%
• Members of visible minorities: Representation in this subsector increased by 0.9 of a percentage point and continued to be below sector LMA of 25.1%, for an increase in the attainment rate to 62.5%

* 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.

‘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 2019 and 2020.

• Women: Representation in this sector increased by 0.2 of a percentage point and continued to be below Canadian LMA of 48.2%, for an attainment rate of 63.3%. When compared with sector LMA of 34.5%, the attainment rate increased to 88.4%
• Aboriginal peoples: Representation in this sector increased by 0.3 of a percentage point and exceeded Canadian LMA of 4.0%, for an attainment rate of 102.0%. When compared with sector LMA of 4.6%, the attainment rate increased to 88.7%
• Persons with disabilities: Representation in this sector remained unchanged and below Canadian LMA of 9.1%, for an attainment rate of 23.7%. When compared with sector LMA of 8.3%, the attainment rate decreased to 26.0%
• Members of visible minorities: Representation in this sector increased by 0.4 of a percentage point and continued to be below Canadian LMA of 21.3%, for an attainment rate of 77.9%. When compared with sector LMA of 16.0%, the attainment rate increased to 103.7%

* 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 2019 and 2020.

• Women: Representation in this subsector increased by 0.7 of a percentage point and continued to be below sector LMA of 34.5%, for an increase in the attainment rate to 69.5%
• Aboriginal peoples: Representation in this subsector increased by 0.1 of a percentage point and continued to be above sector LMA of 4.6%, for an increase in the attainment rate to 104.1%
• Persons with disabilities: Representation in this subsector decreased by 0.2 of a percentage point and continued to be below sector LMA of 8.3%, for a decrease in the attainment rate to 25.1%
• Members of visible minorities: Representation in this subsector decreased by 0.2 of a percentage point and continued to be below sector LMA of 16.0%, for a decrease in the attainment rate to 78.8%

* 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 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 2019 and 2020.

• Women: Representation in this subsector increased by 0.5 of a percentage point and continued to be above sector LMA of 34.5%, for an increase in the attainment rate to 111.3%
• Aboriginal peoples: Representation in this subsector increased by 0.4 of a percentage point and continued to be below sector LMA of 4.6%, for an increase in the attainment rate to 69.9%
• Persons with disabilities: Representation in this subsector increased by 0.2 of a percentage point and continued to be below sector LMA of 8.3%, for an increase in the attainment rate to 27.1%
• Members of visible minorities: Representation in this subsector increased by 1.5 of a percentage point and continued to be above sector LMA of 16.0%, for an increase in the attainment rate to 133.9%

* 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.

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 number of employed women decreased from 304,895 in 2019 to 287,425 in 2020, with a proportional drop of 5.7%. The representation of women also decreased from 39.5% to 39.1%. This was the only designated group that posted a decrease in representation at the combined workforce level for 2020. According to Statistics Canada, this could be attributed to COVID-19, as women were also leaving the labour market to care for children or others who were ill, uncertain if and when they would able to return to work.^{Footnote 6}

In 2020, the percentages of women leaving the workforce were higher than the percentages of women entering the workforce in all sectors combined and in 3 of the 4 sectors. The only exception was the communications sector, where the percentage of women who entered the workforce exceeded the percentage who left. Women’s share of promotions at the combined workforce level decreased from 46.8% in 2019 to 45.0% in 2020, but remained above their representation level.

Progress was observed for women in some occupations. For instance, between 2019 and 2020, the representation of women increased in 7 of the 14 occupational groups. During the same period, the representation of women in the senior managers occupational group continued to exceed this occupational group’s Canadian LMA. Although the representation of women decreased in the middle and other managers and in the supervisors 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 2020 (39.1%) was 1.9 of a percentage point below what it was in 1987 (40.9%).

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

Occupational group

Chart 3 shows that overall between 2019 and 2020, 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 the semi-professionals and technicians group remains particularly low. Among all occupational groups, the attainment rate is highest for women in the skilled crafts and trades workers group.

* Source: Statistics Canada, 2016 Census.

Salaries

According to Statistics Canada, in 2020, full- and part-time employed women combined (aged 25 to 54) earned an average of $29.87 per hour, while men earned $33.51. Women earned $3.64 less per hour than men, or $0.89 for every dollar earned by men.^{Footnote 7} That is a wage gap of 10.9%.

The pay gap is also reflected in the employers’ annual employment equity reports. According to the salary data reported for women and men in permanent full-time positions in 2020:

• 25.1% of women earned below $50,000, compared to 17.6% of men
• 56.7% of women earned a salary of $50,000 to $99,999, compared to 55.8% of men
• 18.2% of women earned salaries of $100,000 or more, compared to 26.6% of men

The following are the salary analyses of women compared to men in permanent part-time positions in 2020:

• 47.8% of women earned below $25,000, compared to 54.0% of men
• 43.9% of women earned a salary of $25,000 to $49,999, compared to 37.3% of men
• 8.3% of women earned salaries of $50,000 or more, compared to 8.6% of men

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

Between 2019 and 2020, the number of employed Aboriginal peoples decreased from 17,843 to 17,616, with a proportional drop of 1.3%. During the same period, the representation of Aboriginal peoples increased from 2.3% to 2.4%.

In 2020, a higher percentage of Aboriginal employees left the workforce than entered it at the overall workforce 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 combined workforce level, this designated group’s share of promotions increased from 1.7% in 2019 to 2.1% in 2020, 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.

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

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 2019 and 2020, 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 skilled crafts and trades workers groups.

* Source: Statistics Canada, 2016 Census.

Salaries

The pay gap is reflected in the salary data reported for Aboriginal women working in permanent full-time positions in 2020:

• a higher percentage of Aboriginal women (32.1%) earned salaries below $50,000 than Aboriginal men (20.7%), all women (25.1%) and all men (17.6%)
• Aboriginal women were less likely (55.5%) to earn $50,000 to $99,999, compared to Aboriginal men (56.5%), all women (56.7%) and all men (55.8%)
• a smaller percentage of Aboriginal women (12.5%) earned salaries of $100,000 or more, compared to Aboriginal men (22.8%), all women (18.2%) and all men (26.6%)

The following are the salary analyses of Aboriginal women in permanent part-time positions in 2020:

• a higher percentage of Aboriginal women (51.3%) earned salaries below $25,000 than Aboriginal men (48.2%) and all women (47.8%), but not all men (54.0%)
• Aboriginal women were less likely (41.9%) to earn $25,000 to $49,999, compared to Aboriginal men (43.5%) and all women (43.9%), but not all men (37.3%)
• a smaller percentage of Aboriginal women (6.9%) earned salaries of $50,000 or more, compared to Aboriginal men (8.3%), all women (8.3%) and all men (8.6%)

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 number of employed persons with disabilities increased from 26,673 in 2019 to 28,811 in 2020, with a proportional growth of 8.0%. The representation of persons with disabilities also increased from 3.5% in 2019 to 3.9% in 2020.

Over the past decade, a higher number of persons with disabilities left than entered the workforce at the all sectors combined level. This trend continued in 2020, where the number of persons with disabilities who left the workforce was nearly double the number who entered. The percentages of employees with disabilities leaving the workforce also exceeded the percentages of employees with disabilities entering the workforce in all sectors combined and in each of the 4 sectors in 2020. At the overall level, this designated group’s share of promotions has been the same as their representation since 2018.

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.

* 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.

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 2019 and 2020, 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.

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

Salaries

The pay gap is reflected in the salary data reported for women with disabilities working in permanent full-time positions in 2020:

• a higher percentage of women with disabilities (25.9%) earned salaries below $50,000 than men with disabilities (18.3%), all women (25.1%) and all men (17.6%)
• women with disabilities were more likely (57.9%) to earn $50,000 to $99,999, compared to men with disabilities (57.3%), all women (56.7%) and all men (55.8%)
• a smaller percentage of women with disabilities (16.2%) earned salaries of $100,000 or more, compared to men with disabilities (24.4%), all women (18.2%) and all men (26.6%)

The following are the salary analyses of women with disabilities in permanent part-time positions in 2020:

• a smaller percentage of women with disabilities (43.3%) earned salaries below $25,000 than men with disabilities (45.6%), all women (47.8%) and all men (54.0%)
• women with disabilities were more likely (49.4%) to earn $25,000 to $49,999, compared to men with disabilities (45.6%), all women (43.9%) and all men (37.3%)
• a smaller percentage of women with disabilities (7.3%) earned salaries of $50,000 or more, compared to men with disabilities (8.8%), all women (8.3%) and all men (8.6%)

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 number of employed members of visible minorities increased from 188,335 in 2019 to 191,389 in 2020, with a proportional growth of 1.6%. The representation of members of visible minorities also increased from 24.4% to 26.0%.

In 2020, the percentages of members of visible minorities entering the workforce were higher than the percentages of members of visible minorities leaving the workforce in all sectors combined and in 3 of the 4 sectors. The only exception was the transportation sector, where the percentages of members of visible minorities who entered and left the workforce were the same. This designated group also continued to receive 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.

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

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 9 of the 14 occupational groups in 2020, and reached full representation and the highest attainment rate in the administrative and senior clerical personnel occupational group. Among the 4 designated groups, members of visible minorities have the highest attainment rate in the senior managers 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.

* Source: Statistics Canada, 2016 Census.

Salaries

The pay gap is reflected in the salary data reported for visible minority women working in permanent full-time positions in 2020:

• a higher percentage of visible minority women (25.9%) earned salaries below $50,000 than visible minority men (19.7%), all women (25.1%) and all men (17.6%)
• the same percentage of visible minority women and visible minority men (55.9%) earned $50,000 to $99,999, compared to all women (56.7%) and all men (55.8%)
• a smaller percentage of visible minority women (18.1%) earned salaries of $100,000 or more, compared to visible minority men (24.4%), all women (18.2%) and all men (26.6%)

The following are the salary analyses of visible minority women in permanent part-time positions in 2020:

• a smaller percentage of visible minority women (49.7%) earned salaries below $25,000 than visible minority men (50.3%) and all men (54.0%), but not all women (47.8%)
• a higher percentage of visible minority women (44.8%) earned $25,000 to $49,999, compared to visible minority men (43.3%), all women (43.9%) and all men (37.3%)
• a smaller percentage of visible minority women (5.5%) earned salaries of $100,000 or more, compared to visible minority men (6.3%), all women (8.3%) and all men (8.6%)

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:

• the Federal Contractors Program
• the Workplace Opportunities: Removing Barriers to Equity (grants and contributions)
• pay gap reporting
• review of the Employment Equity Act, and
• other legislative initiatives that support diversity and inclusion

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, 2020, 371 (362 certified and 9 voluntary) employers were covered under the FCP. In 2020, a total of 23 certified employers were added and 3 withdrew due to ceasing to operate in Canada or employing fewer than 100 employees.

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 2020, the Labour Program completed 8 first-year assessments and 35 subsequent assessments for a combined total of 43 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 that supports 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. Projects funded through WORBE seek to raise awareness, identify barriers and best practices, or test innovative approaches in employment equity.

Previously, $500,000 per fiscal year in funding was made available, which was later increased to $2 million in 2021-22. Beginning in 2022-23, funding of $3 million per fiscal year is available to eligible recipients, including federally regulated private-sector employers, employer associations or councils, sector associations or councils, non-governmental organizations, not-for-profit organizations, and academic institutions. Each project can receive a maximum of $500,000 per fiscal year and $1.5 million in total contributions funding. Projects must conclude within 60 months.

Since its launch in 2014, WORBE has supported 16 projects, as follows:

• 4 grant projects completed in 2016
• 2 contribution agreements concluded in 2017
• 3 contribution agreements concluded in 2018, and
• 7 projects in progress and will conclude in spring 2022

A contribution agreement valued at nearly $1.5 million with Ryerson University for the ALiGN Network for Employment Equity and Inclusion project began in 2018 and will conclude in 2022. This project focuses on women, Aboriginal peoples and persons with disabilities in the banking and financial services, communications and transportation sectors. The objectives of this project are to:

• improve understanding among stakeholders in the 3 sectors of industry-specific barriers to inclusion, including systemic barriers, implicit bias and non-essential qualifications in high demand occupations, and of effective processes to overcome them
• expand the pool of the 3 designated groups for select job classifications across the 3 sectors using evidence-based recruitment to minimize unconscious bias and industry-tailored skills training, and
• develop new inclusion tools and guides to promote evidence-based approaches to recruitment, based on research and practices for the 3 sectors

An agreement of nearly $140,000 was recently signed with Indigenous Works and 5 projects focusing on Black, Indigenous and People of Colour (BIPOC) for a value of about $1.5 million were put in place in 2021.

For 2022 to 2023, a separate intake process will be conducted to allocate future WORBE funding.

Pay gap reporting

In 2018, the Government of Canada introduced a new pay gap reporting measure that requires federally regulated private-sector employers subject to the Act to report new salary data as part of their annual reporting requirements. The new pay gap reporting measure will provide Canadians with user-friendly and comparable online information on pay gaps among these employers. Pay gap reporting will go beyond addressing the gender wage gap by highlighting pay gaps that affect all 4 designated groups, making Canada the first country to make this level of information publicly available. Further, it will give employers an opportunity to review their practices, show leadership in reducing pay 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 measure 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.

The Workplace Equity Information Management System (WEIMS) that supports employers in meeting their reporting obligations has been modified and was launched in October 2021. The modified WEIMS will facilitate the gathering and reporting of the new salary-related data.

Review of the Employment Equity Act

In 2020, $3.2 million was allocated to support a task force to review the Employment Equity Act. The Employment Equity Act Review Task Force was launched in July 2021 with a mandate to advise the Minister of Labour on how to modernize and strengthen the federal employment equity framework and its supporting programs. The Task Force will study, consult and advise on how a renewed Employment Equity Act could help ensure that Canada’s economic recovery is equitable, inclusive and fair.

The Task Force is composed of 13 members, who have a wide range of expertise and experience related to equity, including workplace equity. A Secretariat, housed within the Labour Program, has been established to support the Task Force and is responsible for providing policy advice, conducting research, facilitating consultations and preparing briefing materials.

Other legislative initiatives in support of inclusive workplaces

Recently, a number of legislative and regulatory initiatives were implemented that further support diversity and inclusion in federally-regulated workplaces, including the following, which are organized by when they came into force:

• September 2020: interns became entitled to full labour standards protections under Part III (labour standards) of the Canada Labour Code, including the right to be paid at least the minimum wage. Student interns who are fulfilling the requirements of an educational program may be unpaid and became entitled to certain labour standards protections, such as standard hours of work, 30-minute breaks and general holidays
• January 2021: amendments to Part II (occupational health and safety) of the Canada Labour Code and new Work Place Harassment and Violence Prevention Regulations came into force to protect workers against all forms of harassment and violence
• August 2021: the Pay Equity Act and supporting regulations came into force to ensure that workers receive equal pay for work of equal value, and
• December 2021: amendments to Part III of the Canada Labour Code introduced a new federal minimum wage ($15 per hour) and extended the maximum duration of medical leave from 17 to 27 weeks.

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 2020 calendar year. This year’s report covers 562 employers with a combined workforce of 735,790 employees, a decrease of 4.7% from the 772,402 employees reported for 2019, which could be attributed to the COVID-19 pandemic; however, specific reasons for this decline are not captured in the reporting process. There is however, a 23.6% 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.

Between 2019 and 2020, the number of employees decreased in 3 of the 4 sectors. The banking and financial services sector was the only sector that saw a proportional increase in its workforce. The highest proportional decreases in the number of employees were observed in the communications and the transportation sectors, especially in the air transportation subsector.

At the overall workforce level, the representation of members of visible minorities has continued to consistently exceed the Canadian LMA since 2007, reaching 26.0% in 2020. Women, Aboriginal peoples and persons with disabilities continue to be under-represented. Women is the only designated group that posted a decrease in representation at the overall workforce level in 2020.

Mixed improvements in the representation of the designated groups were observed at the sector level. Increases in representation were noted for Aboriginal peoples, persons with disabilities and members of visible minorities in the banking and financial services sector. The representation of women, persons with disabilities and members of visible minorities increased in the communications sector. Aboriginal peoples was the only designated group that saw an increase in representation in the transportation sector. The representation of women, Aboriginal peoples and members of visible minorities improved in the ‘other’ sector.

At the occupational group level, improvements in representation were noted for all designated groups in the senior managers, semi-professionals and technicians, and skilled sales and service personnel positions 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, subsectors and occupational groups.

Following the amendments to the Employment Equity Regulations, the 2021 annual employment equity reports to be submitted in 2022 will be requiring employers to provide new salary-related data to support pay gap reporting. The employer reports will give Canadians user-friendly and comparable online information on pay gaps starting next year.

Overall, a number of studies have shown that the COVID-19 pandemic has intensified inequalities for designated group members and other marginalized groups in workplaces throughout Canada to varying degrees. In the federally-regulated private sector, however, the negative impacts were minimal, with only the air transportation sub-sector being greatly impacted by the effects of COVID-19. As we look toward Canada’s economic recovery and growth, it is important to keep on ensuring 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 2019 and 2020 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, 2019 and 2020 (by percentage)
• Table 1.2: Representation and availability of Aboriginal peoples in the federally-regulated private sector by census metropolitan area, province and territory in 1987, 2019 and 2020 (by percentage)
• 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, 2019 and 2020 (by percentage)
• 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, 2019 and 2020 (by percentage)
• Table 2.1: Representation and attainment rate (sector availability) of women in the banking and financial services sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.2: Representation and attainment rate (sector availability) of women in the communications sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.3: Representation and attainment rate (sector availability) of women in the transportation sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.4: Representation and attainment rate (sector availability) of women in the ‘other’ sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.5: Representation and attainment rate (sector availability) of Aboriginal peoples in the banking and financial services sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.6: Representation and attainment rate (sector availability) of Aboriginal peoples in the communications sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.7: Representation and attainment rate (sector availability) of Aboriginal peoples in the transportation sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.8: Representation and attainment rate (sector availability) of Aboriginal peoples in the ‘other’ sector by occupational group in 2019 and 2020 (by percentage)
• 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 2019 and 2020 (by percentage)
• Table 2.10: Representation and attainment rate (sector availability) of members of visible minorities in the communications sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.11: Representation and attainment rate (sector availability) of members of visible minorities in the transportation sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.12: Representation and attainment rate (sector availability) of members of visible minorities in the ‘other’ sector by occupational group in 2019 and 2020 (by percentage)
• Table 2.13: Representation and attainment rate (Canadian availability) of women in all sectors by occupational group in 2019 and 2020 (by percentage)
• Table 2.14: Representation and attainment rate (Canadian availability) of Aboriginal peoples in all sectors by occupational group in 2019 and 2020 (by percentage)
• Table 2.15: Representation and attainment rate (Canadian availability) of persons with disabilities in all sectors by occupational group in 2019 and 2020 (by percentage)
• Table 2.16: Representation and attainment rate (Canadian availability) of members of visible minorities in all sectors by occupational group in 2019 and 2020 (by percentage)
• Table 3.1: Distribution of women and men in the federally-regulated private sector by occupational group in 2019 and 2020 (by percentage)
• Table 3.2: Distribution of Aboriginal and non-Aboriginal peoples in the federally-regulated private sector by occupational group in 2019 and 2020 (by percentage)
• Table 3.3: Distribution of persons with and without disabilities in the federally-regulated private sector by occupational group in 2019 and 2020 (by percentage)
• Table 3.4: Distribution of members and non-members of visible minorities in the federally-regulated private sector by occupational group in 2019 and 2020 (by percentage)
• Table 4.1: Number, hires, promotions, terminations and net effect of designated group members in the banking and financial services sector in 2019 and 2020
• Table 4.2: Representation and shares of hires, promotions and terminations of designated group members in the banking and financial services sector in 2019 and 2020 (by percentage)
• Table 4.3: Number, hires, promotions, terminations and net effect of designated group members in the communications sector in 2019 and 2020
• Table 4.4: Representation and shares of hires, promotions and terminations of designated group members in the communications sector in 2019 and 2020 (by percentage)
• Table 4.5: Number, hires, promotions, terminations and net effect of designated group members in the transportation sector in 2019 and 2020
• Table 4.6: Representation and shares of hires, promotions and terminations of designated group members in the transportation sector in 2019 and 2020 (by percentage)
• Table 4.7: Number, hires, promotions, terminations and net effect of designated group members in the ‘other’ sector in 2019 and 2020
• Table 4.8: Representation and shares of hires, promotions and terminations of designated group members in the ‘other’ sector in 2019 and 2020 (by percentage)
• Table 4.9: Number, hires, promotions, terminations and net effect of designated group members in all sectors in 2019 and 2020
• Table 4.10: Representation and shares of hires, promotions and terminations of designated group members in all sectors in 2019 and 2020 (by percentage)
• 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, 2020
• 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, 2020
• 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, 2020
• 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, 2020
• 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, 2020
• 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, 2020
• 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, 2020
• 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, 2020

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

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

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

* Source: Statistics Canada, 2016 Census.

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

* Source: Statistics Canada, 2016 Census.

* 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.

* 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.

* 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.

* 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.

* 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.

* 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.

* 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.

* 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.

* 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.

* 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.

Appendix B: Technical notes

Employers covered under the Employment Equity Act

The Act covers:

• organizations that employ 100 or more employees in the federally-regulated private sector, federal Crown corporations, other federal consolidated entities (namely, Canada Pension Plan Investment Board, Public Sector Pension Investment Board and St. Lawrence Seaway Management Corporation) and other federal government business enterprises (namely, Montreal Port Authority, PortsToronto and Vancouver Fraser Port Authority)
• core public administration organizations listed in Schedule I or IV of the Financial Administration Act (FAA) (federal government departments and agencies)
• separate employer organizations in the federal public sector with 100 or more employees, listed in Schedule V of the FAA (separate agencies), and
• other public-sector employer organizations with 100 or more employees, including the Canadian Forces (officers and non-commissioned members in the Regular and Reserve Forces) and the Royal Canadian Mounted Police (regular and civilian members, excluding federal public service employees)

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:

• to measure progress of the designated groups, their representation (that is, the number of designated group employees divided by the number of all employees) in the federally-regulated private sector is compared to their availability in the workforce population. Availability data is obtained from censuses or surveys conducted every 5 years by Statistics Canada. As a result, there is a time lag in measuring representation gaps. The current labour market availability (LMA) is based on the 2016 Census and the 2017 Canadian Survey on Disability. More information on LMA can be found in the 2016 Employment Equity Data Report
• the designated groups data is based on self-identification. Some individuals may not self-identify to their employer and/or to Statistics Canada. Therefore, the data on all designated group members may not be gathered by the employers and Statistics Canada
• data is received annually from employers; however, the number of employers may differ from one year to the next
• the Treasury Board of Canada Secretariat is responsible for reporting on employment equity in the federal departments and agencies that make up the core public administration. This information is available on the Employment Equity in the Public Service of Canada website. Other areas of the federal public sector are responsible for preparing their own reports on employment equity, which can be found on their respective websites or obtained upon request directly from the organizations
• federal contractors are not required to report annually