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Employment Equity Act: Annual Report 2022

From: Employment and Social Development Canada

Overview of the 2022 Employment Equity Act Report

Read the Overview of the 2022 Employment Equity Act Report for key highlights related to employment equity, including hourly wage gaps (new).

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List of abbreviations
The Act
Employment Equity Act
LMA
Labour market availability
FAA
Financial Administration Act

List of tables

List of charts

2022 message from the Minister

Everyone deserves a fair and equal chance at success in the workforce. Because if you don’t include everyone, you aren’t getting the best. The Employment Equity Act helps us accomplish this in federally regulated workplaces — because no one should go to work in fear of discrimination.

The Employment Equity Act: Annual Report 2022 shows the progress we’ve made in the representation of equity groups in the federally regulated private sector. However, there is still work to be done to further increase the representation for all designated groups – women, Indigenous peoples, persons with disabilities and members of visible minorities.

In 2021, Canada became the first country to institute pay gap reporting measures for all designated groups. Through this year’s report, we are sharing the first round of pay gap information. Knowing the facts about pay gaps will help workplaces shift their business culture and expectations towards greater equity. Because when we know better, we can do better.

The expansion of the Workplace Opportunities: Removing Barriers to Equity funding program has also allowed us to support more projects across Canada that are breaking down barriers to equity. Understanding the challenges faced by workers is how we are going to champion equity, diversity and inclusion in our workplaces.

As part of the ongoing review of the Act, the government looks forward to reviewing recommendations from the independent Employment Equity Act Review Task Force in the coming months. The Task Force undertook a wide-ranging, broad-based consultation process for this review, informed by the lived experiences of members of the public and stakeholders from a variety of equity groups in Canada. These recommendations will help us keep pace with a Canadian society that has greatly evolved since the introduction of the Act in 1986.

It will take all of us to build a better country where our workplaces celebrate the diversity that makes us who we are. It’s no small task, but together we’ll get it done right.

The Honourable Seamus O’Regan Jr.

Minister of Labour

Introduction

The Employment Equity Act (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:

  • women
  • Aboriginal peoplesFootnote1
  • persons with disabilities, and
  • members of visible minorities

The Act supports the principle that employment equity means more than treating persons in the same way, but also requires special measures and the accommodation of differences.

Under the Act, federally regulated private-sector employersFootnote2 who employ 100 or more employees must report annually on employment equity to the Minister of Labour. The Minister must then prepare and table an annual report in Parliament that consolidates and analyzes these employer reports. In accordance with the Act, this report presents employers’ employment equity data from the 2021 calendar year.

In addition to presenting consolidated data from 2021, the report also presents data from 2020 to allow year-to-year comparisons.

About the federally regulated private-sector

The federally regulated private-sector includes approximately 19,000 employers and 945,000 employees. Employers are grouped by sector, based on the industry with the largest employee population within their workforce, using the North American Industry Classification System (NAICS). The federally regulated private-sector workforce comprises 4 industrial sectors:

  • Banking and financial services: All major Canadian banks and other establishments primarily engaged in financial transactions or in facilitating financial transactions.
  • Communications: Businesses that operate radio and television broadcasting studios and facilities, as well as telecommunications services providers.
  • Transportation: Establishments primarily engaged in transporting passengers and goods, warehousing and storing goods, and providing services to these establishments. These establishments are engaged in:
    • Air, rail, bus, water, and pipeline transportation industries
    • Inter-provincial trucking
    • Postal service
    • Couriers
    • Warehousing and storage
  • Other: Federally regulated entities not included in the other 3 sectors. This includes:
    • Companies in production industries, including construction, manufacturing, natural resources, and nuclear power generation.
    • Companies in service industries, including health services, arts and heritage, architecture, real estate, and other professional services.
    • Services providers in public administration, including defense services.

About the data

Employers use their data to assess representation gaps, determine where there are barriers, set goals and monitor progress in implementing employment equity. Under the Act, employer reports consist of the following:

  • statistical forms containing data on the number of employees and members of designated groups, organized by gender, occupational group, salary ranges and pay gap data, employment status (permanent full-time, permanent part-time and temporary), industry and geography, as well as data on hires, promotions, and terminations
  • narrative reports providing information on consultations with employee representatives, measures taken to implement employment equity and the results achieved

A key performance measure for employment equity is the attainment rate,Footnote3 where the representationFootnote4 of designated groups is compared to their respective labour market availabilityFootnote5 (LMA). The attainment rate is used to identify gaps between the representation and LMA of a designated group. An attainment rate below 100% shows that a designated group’s representation is below their LMA. 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 (national) or sector level. The 2020 and 2021 employer data is compared to 2016 Census data for women, Aboriginal peoples, and members of visible minorities. For persons with disabilities, 2017 Canadian Survey on Disability (CSD) data is used.

About the term “employer”

Throughout this report, the term “employer” refers only to private-sector employers subject to the Act; that is, employers in the federally regulated sectors who have at least 100 employees. Any employer who does not meet this definition – meaning employers in other sectors, employers with fewer than 100 employees, or public-sector employers – are not considered in this report.

Section 1: Federally regulated private-sector employers subject to the Act

In 2021, 551 federally regulated private-sector employers with 100 or more employees submitted employment equity annual reports. By comparison, 575 employers reported in 2020. Together, the 2021 reports covered 742,506 employees across Canada (an increase of 0.5% from the 739,067 employees reported for 2020), which represents approximately 3.6% of the Canadian workforceFootnote6.

Data from all employers (Table 1A) shows that the representation of women increased from 39.0% in 2020 to 39.2% in 2021, and the attainment rate based on the Canadian LMA increased from 80.9% to 81.3%.

Table 1A: Representation and attainment rate of women in 2020 and 2021 (by percentage)
Year Representation LMA (Canadian)* Attainment rate
2020 for all 575 employers 39.0 48.2 80.9
2021 for all 551 employers 39.2 48.2 81.3

*Source: Statistics Canada, 2016 Census.

In 2021, submissions included 21 from employers who were reporting for the first time. These 21 employers had a combined workforce of 3,903 employees. Given their first-year status, these employers only reported statistical information for men and women and will provide data on the 4 designated groups in their reports for the 2022 reporting year and going forward.

For continuity and comparability purposes, this report will cover data submitted by the 530 employers who reported on all 4 designated groups for 2021. These employers reported data on 738,356 employees, a gain of 2,566 employees (or an increase of 0.3%) from the 735,790 employees reported by 562 employers for 2020. Overall, 146,197 employees were hired and 140,557 left the workforce (a net gain of 5,640 employees). Only persons with disabilities left the workforce in higher numbers than those entering – 4,284 left the workforce, compared to 3,755 hired (a net loss of 529 employees). All designated groups have seen their representation and attainment rate surpass their 2020 levels in 2021, as shown in Table 1B.

Table 1B shows that between 2020 and 2021, the representation and attainment rate of all designated groups increased. Members of visible minorities saw the largest increase, with representation going up by 1.4 percentage points. This was the only designated group whose representation exceeded Canadian LMA (that is, the only designated group with an attainment rate above 100%).

Table 1B: Designated group representation and attainment rate in 2020 and 2021 (by percentage)
Designated groups 2020 representation for 562 employers 2021 representation for 530 employers Change* in representation from 2020 to 2021 LMA (Canadian)** 2020 attainment rate 2021 attainment rate
Women 39.1 39.3 +0.3 48.2 81.0 81.5
Aboriginal peoples 2.4 2.4 +0.1 4.0 59.9 60.0
Persons with disabilities 3.9 4.4 +0.5 9.1 43.0 48.4
Members of visible minorities 26.0 27.4 +1.4 21.3 122.1 128.6
  • *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.

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

For women, the attainment rate has been declining since reaching its highest point in 1990 (99.4%). For 2021, there has been an increase from 81.0% to 81.6%.

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 calculations. Since 2001, the attainment rate has remained stable and, for 2021, was 61.2%.

The attainment rate of persons with disabilities more than doubled from 29.4% in 1987 to 67.0% in 2016. In 2017, Statistics Canada changed their collection method for data on persons with disabilities resulting in an LMA increase from 4.9% to 9.1%. This redefined LMA meant that the attainment rate for persons with disabilities dropped to 36.4% in 2017 but has since trended upward to 48.1% in 2021.

For members of visible minorities, the attainment rate has been over 100% since 2007. While there have been adjustments to attainment rates due to changes to LMA, there continues to be a positive trend with the attainment rate for 2021 at 128.5%.

Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2021 (percentage)
Chart 1

*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 (percentage) Aboriginal peoples (percentage) Persons with disabilities (percentage) Members of visible minorities (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
2020 81.0 59.9 43.0 122.1
2021 81.6 61.2 48.1 128.5

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 number of permanent full-time employees from each designated group that fall into each of the 13 salary ranges.

The “distribution” columns show the percentage of a given group making the listed amount – for example, 38.2% of women were paid between $50,000 and $74,999. The “cumulative distribution” column shows the percentage of a given group who were paid anything less than the listed amount – for example, 65.8% of women were paid $74,999 or less. Each designated group is also compared to the non-designated group that represents the rest of the population: women are compared to men, Aboriginal peoples to non-Aboriginal peoples, and so on.

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

  • the proportion of women (15.2%) who earned $100,000 and over was the lowest, compared to 24.1% of men, 16.9% of Aboriginal peoples, 20.8% of non-Aboriginal peoples, 18.0% of persons with disabilities, 20.9% of persons without disabilities, 18.5% of members of visible minorities and 21.6% of non-members of visible minorities
  • the proportion of women (27.7%) who earned a salary below $50,000 was the highest, compared to 17.6% of men, 24.3% of Aboriginal peoples, 21.4% of non-Aboriginal peoples, 21.8% of persons with disabilities, 21.4% of persons without disabilities, 24.1% of members of visible minorities and 20.4% of non-members of visible minorities
  • the proportion of Aboriginal peoples (5.5%) who earned a salary below $35,000 was the highest, compared to 3.8% of non-Aboriginal peoples, 5.0% of women, 3.1% of men, 2.9% of persons with disabilities, 3.9% of persons without disabilities, 3.8% of members of visible minorities and 3.8% of non-members of visible minorities
  • the proportion of women (60.9%) who earned a salary between $35,000 and $74,999 was the highest, compared to 48.5% of men, 55.2% of Aboriginal peoples, 53.2% of non-Aboriginal peoples, 55.5% of members of visible minorities and 52.4% of non-members of visible minorities
  • the proportion of women (30.8%) who earned a salary between $75,000 and $149,999 was the lowest, compared to 41.8% of men, 35.9% of Aboriginal peoples, 37.7% of non-Aboriginal peoples, 36.9% of persons with disabilities, 37.7% of persons without disabilities, 37.2% members of visible minorities and 37.8% of non-members of visible minorities
Table 2A: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2021 (by percentage)
Salary range (in dollars) Women distribution Women cumulative distribution* Men distribution Men cumulative distribution*
Under $5,000 0.1 0.1 0.1 0.1
$5,000 - $9,999 0.1 0.1 0.1 0.1
$10,000 - $14,999 0.1 0.3 0.1 0.3
$15,000 - $19,999 0.2 0.4 0.2 0.4
$20,000 - $24,999 0.4 0.8 0.3 0.8
$25,000 - $34,999 4.2 5.0 2.4 3.1
$35,000 - $49,999 22.7 27.7 14.5 17.6
$50,000 - $74,999 38.2 65.8 34.0 51.7
$75,000 - $99,999 18.9 84.8 24.2 75.9
$100,000 - $149,999 11.9 96.6 17.6 93.5
$150,000 - $199,999 2.1 98.7 4.1 97.6
$200,000 - $249,999 0.5 99.2 1.0 98.6
$250,000 and over 0.8 100.0 1.4 100.0

*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, 2021 (by percentage)
Salary range (in dollars) Aboriginal peoples distribution Aboriginal peoples cumulative distribution* Non-Aboriginal peoples distribution Non-Aboriginal peoples cumulative distribution*
Under $5,000 0.1 0.1 0.1 0.1
$5,000 - $9,999 0.1 0.2 0.1 0.1
$10,000 - $14,999 0.3 0.5 0.1 0.3
$15,000 - $19,999 0.3 0.8 0.2 0.4
$20,000 - $24,999 0.4 1.2 0.3 0.8
$25,000 - $34,999 4.3 5.5 3.0 3.8
$35,000 - $49,999 18.8 24.3 17.6 21.4
$50,000 - $74,999 36.4 60.7 35.6 57.0
$75,000 - $99,999 22.4 83.1 22.2 79.2
$100,000 - $149,999 13.5 96.6 15.5 94.6
$150,000 - $199,999 2.3 99.0 3.3 98.0
$200,000 - $249,999 0.5 99.5 0.8 98.8
$250,000 and over 0.5 100.0 1.2 100.0

*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, 2021 (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 $5,000 0.0 0.0 0.1 0.1
$5,000 - $9,999 0.1 0.1 0.1 0.1
$10,000 - $14,999 0.1 0.2 0.1 0.3
$15,000 - $19,999 0.1 0.3 0.2 0.4
$20,000 - $24,999 0.2 0.5 0.3 0.8
$25,000 - $34,999 2.4 2.9 3.1 3.9
$35,000 - $49,999 18.9 21.8 17.6 21.4
$50,000 - $74,999 37.7 59.6 35.5 56.9
$75,000 - $99,999 22.4 82.0 22.2 79.1
$100,000 - $149,999 14.5 96.4 15.5 94.6
$150,000 - $199,999 2.4 98.8 3.4 98.0
$200,000 - $249,999 0.5 99.3 0.8 98.8
$250,000 and over 0.7 100.0 1.2 100.0

*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, 2021 (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 $5,000 0.1 0.1 0.1 0.1
$5,000 - $9,999 0.1 0.1 0.1 0.1
$10,000 - $14,999 0.1 0.2 0.1 0.3
$15,000 - $19,999 0.2 0.4 0.2 0.5
$20,000 - $24,999 0.3 0.7 0.3 0.8
$25,000 - $34,999 3.1 3.8 3.0 3.8
$35,000 - $49,999 20.3 24.1 16.6 20.4
$50,000 - $74,999 35.2 59.3 35.8 56.2
$75,000 - $99,999 22.2 81.5 22.2 78.4
$100,000 - $149,999 15.0 96.5 15.6 94.0
$150,000 - $199,999 2.2 98.7 3.8 97.7
$200,000 - $249,999 0.5 99.2 1.0 98.7
$250,000 and over 0.8 100.0 1.3 100.0

*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 a combined analysis of all private-sector employers subject to the Act, as well as the 4 federally regulated sectors and their subsectors, for 2020 and 2021.

Between 2020 and 2021, the overall number of employers decreased by 5.3% but the overall number of employees increased by 0.4% (shown in Table 3A and Table 3B, respectively).

While accounting for less than 10.0% of the employer population, the banking and financial services sector employed over a third of all employees in the federally regulated private-sector, pointing to a concentration of large employers in that sector. For 2021, the number of banking and financial services employers remained unchanged, but there was growth in the number of employees (+1.1%).

The communications sector remained the third largest sector, accounting for 10.9% of the employer population and 15.9% of the combined workforce in 2021. The number of employers and employees in this sector decreased by 4.9% and 1.5% respectively since 2020. It is the only sector to experience a decrease in the number of employees in 2021.

The transportation sector saw the largest decrease in its number of employers (-7.9%) but the number of employees increased by 0.3%. With 65.4% of the employer population and 41.2% of the combined workforce, the sector continued to have the largest number of employers and employees in 2021.

The ‘other’ sector saw the only increase in the number of employers (+3.8%) and the largest percentage point increase in the number of employees (+1.4%).

Table 3A: Number and percentage distribution of employers* by sector in 2020 and 2021
Sector 2020 number of employers 2021 number of employers Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employers** 2021 percentage distribution of employers**
Banking and financial services 43 43 0.0 7.7 8.1
Communications 61 58 -4.9 10.9 10.9
Transportation 378 346 -8.5 67.3 65.3
'Other' 80 83 +3.8 14.2 15.7
All sectors 562 530 -5.7 100.0 100.0
  • *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 2020 and 2021
Sector 2020 number of employees 2021 number of employees Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employees* 2021 percentage distribution of employees*
Banking and financial services 255,560 258,291 +1.1 34.7 35.0
Communications 118,905 117,123 -1.5 16.2 15.9
Transportation 303,071 303,859 +0.3 41.2 41.2
'Other' 58,254 59,083 +1.4 7.9 8.0
All sectors 735,790 738,356 +0.3 100.0 100.0

*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 2020 and 2021.

The air transportation subsector accounted for 25.0% of employers and employees in the transportation sector in 2021. It saw a decrease in the number of employers by 8.4% but an increase in the number of employees by 12.3%.

Among the subsectors, ground transportation was the largest, comprising 63.2% of employers and 68.8% of employees in the transportation sector in 2021. It saw a decrease of 9.5% in its employer population and was the only subsector that experienced a decline in the number of employees (-3.6%).

The water transportation subsector was the smallest, with 11.8% of the employer population and 6.2% of the transportation workforce. It was the only subsector that saw increases in both the number of employers (+2.5%) and the number of employees (+2.3%).

Table 3C: Number and percentage distribution of employers* by subsectors of the transportation sector in 2020 and 2021
Subsectors of transportation sector 2020 number of employers 2021 number of employers Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employers within sector** 2021 percentage distribution of employers within sector**
Air transportation 95 87 -8.4 25.1 25.1
Ground transportation 243 218 -10.3 64.3 63.0
Water transportation 40 41 +2.5 10.6 11.8
Transportation sector 378 346 -8.5 100.0 100.0
  • *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 3D: Number and percentage distribution of employees by subsectors of the transportation sector in 2020 and 2021
Subsectors of transportation sector 2020 number of employees 2021 number of employees Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employees within sector* 2021 percentage distribution of employees within sector*
Air transportation 67,787 76,100 +12.3 22.4 25.0
Ground transportation 216,884 208,945 -3.7 71.6 68.8
Water transportation 18,400 18,814 +2.3 6.1 6.2
Transportation sector 303,071 303,859 +0.3 100.0 100.0

*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 2020 and 2021. 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 including museums.

The production industries subsector experienced a decrease in the number of employers (-2.4%) but an increase in the number of employees (+0.9%). This subsector accounted for 48.2% of the employer population and 54.6% of the employees in the ‘other’ sector in 2021.

In the service industries subsector, the number of employers increased by 10.3% and the number of employees increased by 2.1% in 2021. This subsector constituted 51.8% of the employer population and 45.4% of the ‘other’ sector workforce.

Table 3E: Number and percentage distribution of employers* by subsectors of the ‘other’ sector in 2020 and 2021
Subsectors of 'other' sector 2020 number of employers 2021 number of employers Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employers within sector** 2021 percentage distribution of employers within sector**
Production industries 41 40 -2.4 51.3 48.2
Service industries 39 43 +10.3 48.8 51.8
'Other' sector 80 83 +3.8 100.0 100.0
  • *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 2020 and 2021
Subsectors of 'other' sector 2020 number of employees 2021 number of employees Percentage change in number of employers from 2020 to 2021 2020 percentage distribution of employees within sector* 2021 percentage distribution of employees within sector*
Production industries 31,961 32,239 +0.9 54.9 54.6
Service industries 26,293 26,844 +2.1 45.1 45.4
'Other' sector 58,254 59,083 +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 2020 and 2021. Attainment rates are presented two ways:

  • Attainment rates based on the Canadian LMA show a designated group’s representation in the sector, compared to their LMA across the whole Canadian workforce. This is the same LMA used in 1A and 1B, and in Chart 1.
  • Attainment rates based on the sector LMA show a designated group’s representation in the sector, compared to their LMA within that sector. This includes the federally and non-federally regulated parts of each sector. Sector LMA includes only persons in the workforce who had relevant work experience in relevant sectors. Members of designated groups in the Canadian workforce are not represented at the same rate in all sectors. As such, sector LMAs differ from the Canadian LMA for each designated group

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 2020 and 2021.

  • Women: Representation in this sector decreased by 0.6 of a percentage point but continued to exceed the Canadian LMA of 48.2%, for an attainment rate of 113.6%. When compared with sector LMA of 58.9%, the attainment rate is 93.0%.
  • Aboriginal peoples: Representation in this sector increased slightly but remained below Canadian LMA of 4.0%, with an attainment rate of 36.1%. When compared with sector LMA of 1.7%, the attainment rate is 84.8%.
  • Persons with disabilities: Representation in this sector increased slightly but remained below Canadian LMA of 9.1%, with an attainment rate of 64.4%. When compared with sector LMA of 9.2%, the attainment rate is 63.7%.
  • Members of visible minorities: Representation in this sector increased by 1.0 percentage point and continued to exceed Canadian LMA of 21.3%, for an attainment rate of 185.4%. When compared with sector LMA of 31.2%, the attainment rate is 126.6%.
Table 4A: Representation and attainment rate of designated group members in the banking and financial services sector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (Canadian)** 2020 attainment rate based on LMA (Canadian) 2021 attainment rate based on LMA (Canadian) LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 55.4 54.8 -0.6 48.2 114.9 113.6 58.9 94.0 93.0
Aboriginal peoples 1.4 1.4 +0.0 4.0 35.4 36.1 1.7 83.3 84.8
Persons with disabilities 5.8 5.9 +0.0 9.1 64.0 64.4 9.2 63.3 63.7
Members of visible minorities 38.5 39.5 +1.0 21.3 180.9 185.4 31.2 123.5 126.6
  • *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.

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 2020 and 2021.

  • Women: Representation in this sector increased by 0.7 of a percentage point and remained below Canadian LMA of 48.2%, for an attainment rate of 74.4%. When compared with sector LMA of 44.1%, the attainment rate is 81.3%.
  • Aboriginal peoples: Representation in this sector increased marginally and continued to be below Canadian LMA of 4.0%, for an attainment rate of 55.3%. When compared with sector LMA of 2.5%, the attainment rate is 88.4%.
  • Persons with disabilities: Representation in this sector increased by 0.5 of a percentage point and remained below Canadian LMA of 9.1%, for an attainment rate of 54.2%. When compared with sector LMA of 11.0%, the attainment rate is 44.9%.
  • Members of visible minorities: Representation in this sector increased by 1.0 percentage point and continued to exceed Canadian LMA of 21.3%, for an attainment rate of 120.2%. When compared with sector LMA of 24.8%, the attainment rate is 103.2%.
Table 4B: Representation and attainment rate of designated group members in the communications sector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (Canadian)** 2020 attainment rate based on LMA (Canadian) 2021 attainment rate based on LMA (Canadian) LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 35.7 35.9 +0.2 48.2 74.0 74.4 44.1 80.9 81.3
Aboriginal peoples 2.2 2.2 +0.0 4.0 55.2 55.3 2.5 88.3 88.4
Persons with disabilities 4.4 4.9 +0.5 9.1 48.5 54.2 11.0 40.2 44.9
Members of visible minorities 24.6 25.6 +1.0 21.3 115.5 120.2 24.8 99.2 103.2
  • *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 2020 and 2021.

  • Women: Representation in this sector increased by 0.9 of a percentage point and continued to be below Canadian LMA of 48.2%, for an attainment rate of 60.5%. When compared with sector LMA of 25.3%, the attainment rate increased to 115.2% from 111.9% in the previous year.
  • Aboriginal peoples: Representation in this sector increased by 0.1 of a percentage point and remained below Canadian LMA of 4.0%, for an attainment rate of 76.4%. When compared with sector LMA of 3.9%, the attainment rate increased to 78.4%.
  • 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 34.7%. When compared with sector LMA of 9.8%, the attainment rate increased to 32.2%.
  • Members of visible minorities: Representation in this sector increased 1.9 percentage points and continued to be below Canadian LMA of 21.3%, for an attainment rate of 92.5%. When compared with sector LMA of 25.1%, the attainment rate increased to 78.5%.
Table 4C: Representation and attainment rate of designated group members in the transportation sector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (Canadian)** 2020 attainment rate based on LMA (Canadian) 2021 attainment rate based on LMA (Canadian) LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 28.3 29.2 +0.9 48.2 58.7 60.5 25.3 111.9 115.3
Aboriginal peoples 3.0 3.1 +0.1 4.0 74.2 76.5 3.9 76.1 78.4
Persons with disabilities 2.4 3.2 +0.7 9.1 26.9 34.7 9.8 24.9 32.3
Members of visible minorities 17.8 19.7 +1.9 21.3 83.7 92.5 25.1 71.0 78.5
  • *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.

Table 4D.1 presents data on the overall representation and attainment rates of the designated groups in the air transportation subsector between 2020 and 2021. The sector LMA used in table 4D.1 is the LMA for the transportation sector as a whole, not just the air transportation subsector.

  • Women: Representation in this subsector increased by 2.3 percentage points, remaining above the sector LMA of 25.3%, increasing the attainment rate to 145.8%.
  • Aboriginal peoples: Representation in this subsector decreased by 0.3 of a percentage point and remained below the sector LMA of 3.9%, decreasing the attainment rate to 76.0%.
  • Persons with disabilities: Representation in this subsector increased by 0.2 of a percentage point and remained below the sector LMA of 9.8%, increasing the attainment rate to 19.4%.
  • Members of visible minorities: Representation in this subsector increased by 3.6 percentage points and remained below the sector LMA of 25.1%, increasing the attainment rate to 84.9%.
Table 4D.1: Representation and attainment rate of designated group members in the air transportation subsector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 34.5 36.9 +2.3 25.3 136.5 145.8
Aboriginal peoples 3.2 3.0 -0.3 3.9 82.9 76.0
Persons with disabilities 1.7 1.9 +0.2 9.8 17.2 19.4
Members of visible minorities 17.7 21.3 +3.6 25.1 70.6 84.9
  • *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.

Table 4D.2 presents data on the overall representation and attainment rates of the designated groups in the ground transportation subsector between 2020 and 2021. Of note, in 2021, increases in attainment rate for all for designated groups was identified. The sector LMA used in table 4D.1 is the LMA for the transportation sector as a whole, not just the ground transportation subsector.

  • Women: Representation in this subsector increased by 0.1 of a percentage point and continued to be above sector LMA of 25.3%, increasing the attainment rate to 108.3%.
  • Aboriginal peoples: Representation in this subsector increased by 0.3 of a percentage point and continued to be below sector LMA of 3.9%, increasing the attainment rate to 76.2%.
  • Persons with disabilities: Representation in this subsector increased by 1.0 percentage point and continued to be below sector LMA of 9.8%, increasing the attainment rate to 37.9%.
  • Members of visible minorities: Representation in this subsector increased by 1.5 percentage points and continued to be below sector LMA of 25.1%, increasing the attainment rate to 77.6%.
Table 4D.2: Representation and attainment rate of designated group members in the ground transportation subsector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 27.3 27.4 +0.1 25.3 107.9 108.4
Aboriginal peoples 2.7 3.0 +0.3 3.9 69.5 76.3
Persons with disabilities 2.7 3.7 +1.0 9.8 27.5 38.0
Members of visible minorities 18.0 19.5 +1.5 25.1 71.8 77.7
  • *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 4D.3 presents data on the overall representation and attainment rates of the designated groups in the water transportation subsector between 2020 and 2021. The sector LMA used in table 4D.1 is the LMA for the transportation sector as a whole, not just the water transportation subsector.

  • Women: Representation in this subsector increased by 0.1 of a percentage point and continued to be below sector LMA of 25.3%, increasing the attainment rate to 68.3%.
  • Aboriginal peoples: Representation in this subsector decreased by 0.7 of a percentage point and remained above sector LMA of 3.9%, decreasing the attainment rate to 112.2%.
  • Persons with disabilities: Representation in this subsector decreased by 0.2 of a percentage point and continued to be below sector LMA of 9.8%, decreasing the attainment rate to 20.9%.
  • Members of visible minorities: Representation in this subsector decreased marginally and continued to be below sector LMA of 25.1%, decreasing the attainment rate to 62.4%.
Table 4D.3: Representation and attainment rate of designated group members in the water transportation subsector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 17.2 17.3 +0.1 25.3 68.0 68.3
Aboriginal peoples 5.0 4.4 -0.7 3.9 128.9 112.2
Persons with disabilities 2.3 2.1 -0.2 9.8 23.5 20.9
Members of visible minorities 15.7 15.7 -0.0 25.1 62.5 62.4
  • *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.

‘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 2020 and 2021. Attainment rates increased for all 4 designated groups in this sector, with the greatest gains in the production industries subsector.

  • Women: Representation in this sector increased by 0.4 of a percentage point and continued to be below Canadian LMA of 48.2%, for an attainment rate of 64.1%. When compared with sector LMA of 34.5%, the attainment rate increased to 89.6%.
  • Aboriginal peoples: Representation in this sector increased by 0.1 of a percentage point and exceeded Canadian LMA of 4.0%, for an attainment rate of 104.6%. When compared with sector LMA of 4.6%, the attainment rate increased to 90.9%.
  • Persons with disabilities: Representation in this sector increased by 0.8 of a percentage point and remained below Canadian LMA of 9.1%, for an attainment rate of 33.0%. When compared with sector LMA of 8.3%, the attainment rate increased to 36.2%.
  • Members of visible minorities: Representation in this sector increased by 0.8 of a percentage point and continued to be below Canadian LMA of 21.3%, for an attainment rate of 81.8%. When compared with sector LMA of 16.0%, increasing the attainment rate to 108.9%.
Table 4E: Representation and attainment rate of designated group members in the ‘other’ sector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (Canadian)** 2020 attainment rate based on LMA (Canadian) 2021 attainment rate based on LMA (Canadian) LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 30.5 30.9 +0.4 48.2 63.3 64.1 34.5 88.4 89.6
Aboriginal peoples 4.1 4.2 +0.1 4.0 102.0 104.6 4.6 88.7 90.9
Persons with disabilities 2.2 3.0 +0.8 9.1 23.7 33.0 8.3 26.0 36.2
Members of visible minorities 16.6 17.4 +0.8 21.3 77.9 81.8 16.0 103.7 108.9
  • *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.

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 2020 and 2021.

  • Women: Representation in this subsector increased by 0.4 of a percentage point and continued to be below sector LMA of 34.5%, increasing the attainment rate to 70.6%.
  • Aboriginal peoples: Representation in this subsector increased by 0.4 of a percentage point and continued to be above sector LMA of 4.6%, increasing the attainment rate to 113.6%.
  • Persons with disabilities: Representation in this subsector increased by 1.6 percentage points and continued to be below sector LMA of 8.3%, increasing the attainment rate to 44.7%.
  • Members of visible minorities: Representation in this subsector increased by 2.7 percentage points and continued to be below sector LMA of 16.0%, increasing the attainment rate to 95.9%.
Table 4F.1: Representation and attainment rate of designated group members in the production industries subsector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 24.0 24.4 +0.4 34.5 69.5 70.6
Aboriginal peoples 4.8 5.2 +0.4 4.6 104.1 113.6
Persons with disabilities 2.1 3.7 +1.6 8.3 25.1 44.7
Members of visible minorities 12.6 15.3 +2.7 16.0 78.8 95.9
  • *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.

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 2020 and 2021.

  • Women: Representation in this subsector increased by 0.4 of a percentage point and continued to be above sector LMA of 34.5%, increasing the attainment rate to 112.4%.
  • Aboriginal peoples: Representation in this subsector decreased by 0.3 of a percentage point and continued to be below sector LMA of 4.6%, decreasing the attainment rate to 63.7%.
  • Persons with disabilities: Representation in this subsector decreased by 0.1 of a percentage point and continued to be below sector LMA of 8.3%, decreasing the attainment rate to 26.0%.
  • Members of visible minorities: Representation in this subsector decreased by 1.5 percentage points and continued to be above sector LMA of 16.0%, decreasing the attainment rate to 124.5%.
Table 4F.2: Representation and attainment rate of designated group members in the service industries subsector in 2020 and 2021 (by percentage)
Designated groups 2020 representation 2021 representation Change* in representation from 2020 to 2021 LMA (sector)** 2020 attainment rate based on LMA (sector) 2021 attainment rate based on LMA (sector)
Women 38.4 38.8 +0.4 34.5 111.3 112.4
Aboriginal peoples 3.2 2.9 -0.3 4.6 69.9 63.7
Persons with disabilities 2.2 2.2 -0.1 8.3 27.1 26.0
Members of visible minorities 21.4 19.9 -1.5 16.0 133.9 124.5
  • *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.

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 women employed by federally regulated private-sector employers increased from 287,425 in 2020 to 290,341 in 2021, for a gain of 1.0%. This increase raised the representation of women from 39.1% to 39.3%. These trends represent a change from the declines observed for women in 2020, but they are not sufficient to reach 2019 levels (304,895 women; representation of 39.5%).

In 2021, women’s share of hires was higher than their share of terminations, overall and in 3 of the 4 sectors. The only exception was the banking and financial services sector, where women’s share of terminations exceeded the share of hires. Women’s share of promotions at the combined workforce level increased from 45.0% in 2020 to 49.4% in 2021, and remained above their representation level, meaning that women within the federally regulated workforce are more likely to get promoted than men.

Women made progress in some occupations. Between 2020 and 2021, the representation and attainment rates of women increased in 9 of the 14 occupational groups. This includes senior managers and middle and other managers; in those occupational groups, women’s attainment rate (based on Canadian LMA) was over 100%. Although the representation of women decreased among supervisors, it continued to exceed women’s Canadian LMA in that occupational group.

Chart 2 shows that the representation of women increased from 1987 until its peak in 1993 and has trended downward since the early 2000s. The representation of women in 2021 (39.1%) was 1.9 of a percentage point below what it was in 1987 (40.9%).

Chart 2: Representation and Canadian LMA* of women from 1987 to 2021 (percentage)
Chart 2

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

Chart 2: text description
Year Canadian labour market availability (percentage) Representation (percentage)
1987 44.0 40.9
1988 44.0 41.9
1989 44.0 42.5
1990 44.0 43.7
1991* 45.9 44.2
1992 45.9 44.7
1993 45.9 45.5
1994 45.9 44.4
1995 45.9 44.5
1996* 46.4 44.8
1997 46.4 44.5
1998 46.4 44.2
1999 46.4 44.6
2000 46.4 43.8
2001* 47.3 44.9
2002 47.3 44.4
2003 47.3 44.0
2004 47.3 43.4
2005 47.3 43.3
2006* 47.9 43.1
2007 47.9 42.7
2008 47.9 42.6
2009 47.9 42.3
2010 47.9 41.7
2011* 48.2 41.2
2012 48.2 40.9
2013 48.2 41.6
2014 48.2 41.4
2015 48.2 41.0
2016* 48.2 40.7
2017 48.2 40.2
2018 48.2 39.4
2019 48.2 39.5
2020 48.2 39.1
2021 48.2 39.3

*Indicates years in which LMA was updated

Occupational group

Chart 3 shows that, between 2020 and 2021, the representation of women in management and skilled occupational groups continued to exceed their Canadian LMA in those occupational groups (senior managers, middle and other managers, supervisors, skilled sales and service personnel, and skilled crafts and trades workers). The attainment rate in the semi-professionals and technicians group increased but remained particularly low, with an attainment rate of 40.9% (compared to Canadian LMA). Among all occupational groups, the attainment rate was highest for women in the senior managers group.

Chart 3: Attainment rate (compared to the Canadian LMA for each occupational group) of women in 2020 and 2021 (percentage)
Chart 3

*Source: Statistics Canada, 2016 Census.

Chart 3: text description
Employment equity occupational group 2020 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2021 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 105.8 109.7
Middle and other managers 107.2 108.0
Professionals 79.9 80.6
Semi-professionals and technicians 36.7 40.9
Supervisors 104.9 102.9
Supervisors: crafts and trades 97.8 91.8
Administrative and senior clerical personnel 87.4 86.8
Skilled sales and service personnel 106.9 109.7
Skilled crafts and trades workers 125.9 109.1
Clerical personnel 77.1 76.0
Intermediate sales and service personnel 90.9 91.0
Semi-skilled manual workers 73.1 75.2
Other sales and service personnel 65.2 68.0
Other manual workers 66.3 76.4
Total 81.0 81.6

Aboriginal peoples

Between 2020 and 2021, the number of Aboriginal peoples employed by federally regulated employers increased from 17,616 to 18,081, a gain of 2.6%. During the same period, the attainment rate of Aboriginal peoples increased from 59.9% to 61.2%.

In 2021, Aboriginal peoples’ share of terminations was slightly higher than their share of hires, overall and in 3 of the 4 sectors. The only exception was the ‘other’ sector, where Aboriginal peoples’ share of hires exceeded their share of terminations. At the combined workforce level, Aboriginal peoples’ share of promotions decreased from 2.1% in 2020 to 2.0% in 2021 and continued to be below their representation.

Chart 4 shows that the representation of Aboriginal peoples remained below their 4.0% Canadian LMA; however, the representation of Aboriginal peoples has been increasing steadily since its low of 0.7% when employment equity data were first published in 1987.

Chart 4: Representation and Canadian LMA* of Aboriginal peoples from 1987 to 2021 (percentage)
Chart 4

*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 2.1 0.7
1989 2.1 0.8
1990 2.1 0.9
1991* 3.0 1.0
1992 3.0 1.0
1993 3.0 1.0
1994 3.0 1.1
1995 3.0 1.2
1996* 2.1 1.2
1997 2.1 1.3
1998 2.1 1.3
1999 2.1 1.5
2000 2.1 1.5
2001* 2.6 1.6
2002 2.6 1.7
2003 2.6 1.7
2004 2.6 1.7
2005 2.6 1.8
2006* 3.1 1.8
2007 3.1 1.9
2008 3.1 1.9
2009 3.1 1.9
2010 3.1 1.9
2011* 3.5 2.0
2012 3.5 2.0
2013 3.5 2.1
2014 3.5 2.1
2015 3.5 2.2
2016* 4.0 2.3
2017 4.0 2.3
2018 4.0 2.3
2019 4.0 2.3
2020 4.0 2.4
2021 4.0 2.4
  • *Indicates years in which LMA was updated
  • Note: In 1996, the Census methodology for calculating LMA of Aboriginal peoples changed, causing a drop in LMA.

Occupational group

Chart 5 shows that, between 2020 and 2021, the representation and attainment rates of Aboriginal peoples increased in 9 of 14 occupational groups. However, Aboriginal peoples’ representation remains below the Canadian LMA for all 14 occupational groups. Aboriginal peoples’ attainment rate was significantly short of 100% in the senior managers occupational group but did increase by 0.7 of a percentage point from 2020 to 2021. Attainment rates were highest for Aboriginal peoples in the supervisors: crafts and trades and skilled crafts and trades workers groups.

Chart 5: Attainment rate (compared to the Canadian LMA for each occupational group) of Aboriginal peoples in 2020 and 2021 (percentage)
Chart 5

*Source: Statistics Canada, 2016 Census.

Chart 5: text description
Employment equity occupational group 2020 attainment rate based on occupational group's Canadian labour market availability (percentage) 2021 attainment rate based on occupational group's Canadian labour market availability (percentage)
Senior managers 41.5 42.2
Middle and other managers 49.3 54.1
Professionals 56.1 54.9
Semi-professionals and technicians 65.2 63.8
Supervisors 63.5 70.2
Supervisors: crafts and trades 82.5 95.6
Administrative and senior clerical personnel 57.5 62.9
Skilled sales and service personnel 54.4 57.0
Skilled crafts and trades workers 83.8 82.4
Clerical personnel 52.5 55.5
Intermediate sales and service personnel 62.4 59.7
Semi-skilled manual workers 71.5 75.9
Other sales and service personnel 67.9 65.7
Other manual workers 68.6 71.6
Total 59.9 61.2

Persons with disabilities

The number persons with disabilities employed by federally regulated employers increased from 28,811 in 2020 to 32,299 in 2021, for a growth of 12.1%. The representation of persons with disabilities also increased from 3.9% in 2020 to 4.4% in 2021.

Over the past decade, more persons with disabilities left the federally regulated private-sector workforce than entered it. This trend continued in 2021: 3,755 persons with disabilities were hired and 4,284 left, for a net loss of 529 employees. Persons with disabilities left more than they were hired in 3 of the 4 sectors; banking and finance saw a small net gain of 5 employees. At the overall level, this designated group’s share of promotions increased from 3.9% in 2020 to 4.8% in 2021, which is now above their representation.

Chart 6 shows that the representation of persons with disabilities reached a new high of 4.4% in 2021, an increase from the initial point of 1.6% in 1987. The 2021 representation rate is 4.7 percentage points below the 9.1% Canadian LMA.

Chart 6: Representation and Canadian LMA* of persons with disabilities from 1987 to 2021 (by percentage)
Chart 6

*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 5.4 1.7
1989 5.4 2.3
1990 5.4 2.4
1991* 6.5 2.5
1992 6.5 2.5
1993 6.5 2.6
1994 6.5 2.6
1995 6.5 2.7
1996 6.5 2.7
1997 6.5 2.3
1998 6.5 2.3
1999 6.5 2.4
2000 6.5 2.3
2001* 5.3 2.3
2002 5.3 2.3
2003 5.3 2.3
2004 5.3 2.5
2005 5.3 2.7
2006* 4.9 2.7
2007 4.9 2.7
2008 4.9 2.7
2009 4.9 2.7
2010 4.9 2.6
2011 4.9 2.6
2012* 4.9 2.6
2013 4.9 2.7
2014 4.9 2.8
2015 4.9 3.0
2016 4.9 3.3
2017* 9.1 3.3
2018 9.1 3.4
2019 9.1 3.5
2020 9.1 3.9
2021 9.1 4.4
  • *Indicates years in which LMA was updated
  • 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, between 2020 and 2021, the representation of persons with disabilities increased in 13 of 14 occupational groups. Although this means attainment rates also improved, they remain below 100% in all 14 occupational groups. The only occupational group in which the representation and attainment rates decreased was the semi-skilled manual workers group, which is also the group where persons with disabilities have their lowest attainment rate. Persons with disabilities had their highest attainment rate, 96.4%, in the middle and other managers group.

Chart 7: Attainment rate (compared to the Canadian LMA for each occupational group) of persons with disabilities in 2020 and 2021 (by percentage)
Chart 7

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

Chart 7: text description
Employment equity occupational group 2020 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2021 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 68.4 83.6
Middle and other managers 85.9 96.4
Professionals 50.0 54.4
Semi-professionals and technicians 35.7 43.6
Supervisors 17.3 23.4
Supervisors: crafts and trades 23.1 34.8
Administrative and senior clerical personnel 46.8 53.0
Skilled sales and service personnel 57.5 62.7
Skilled crafts and trades workers 34.6 41.0
Clerical personnel 51.5 60.8
Intermediate sales and service personnel 41.8 42.8
Semi-skilled manual workers 23.1 22.7
Other sales and service personnel 42.2 45.5
Other manual workers 34.4 40.5
Total 43.0 48.1

Members of visible minorities

The number of members of visible minorities employed by federally regulated employers increased from 191,389 in 2020 to 202,180 in 2021, for an increase of 5.6%. The representation of members of visible minorities also increased from 26.0% to 27.4%.

In 2021, members of visible minorities were hired more often than they left or were terminated, overall and in each of the 4 sectors. Members of visible minorities also continued to receive a higher share of promotions compared to their representation, both overall and in each sector besides the ‘other’ sector.

Chart 8 shows that since 1987, the representation of members of visible minorities has been increasing steadily. Of the 4 designated groups, members of visible minorities have made the most progress in overall representation since 1987.

Chart 8: Representation and Canadian LMA* of members of visible minorities from 1987 to 2021 (by percentage)
Chart 8

*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 6.3 5.7
1989 6.3 6.7
1990 6.3 7.1
1991* 9.1 7.6
1992 9.1 7.9
1993 9.1 8.1
1994 9.1 8.2
1995 9.1 8.8
1996* 10.3 9.2
1997 10.3 9.7
1998 10.3 9.9
1999 10.3 10.4
2000 10.3 10.7
2001* 12.6 11.7
2002 12.6 12.2
2003 12.6 12.7
2004 12.6 13.3
2005 12.6 14.1
2006* 15.3 14.9
2007 15.3 15.9
2008 15.3 16.6
2009 15.3 17.1
2010 15.3 17.8
2011* 17.8 18.2
2012 17.8 18.6
2013 17.8 19.6
2014 17.8 20.4
2015 17.8 21.2
2016* 21.3 22.2
2017 21.3 22.8
2018 21.3 23.8
2019 21.3 24.4
2020 21.3 26.0
2021 21.3 27.4

*Indicates years in which LMA was updated

Occupational group

Chart 9 shows that, between 2020 and 2021, the representation of members of visible minorities increased in all occupational groups. Visible minorities are now above the Canadian LMA for 10 of the 14 groups. The highest attainment rate was in the administrative and senior clerical personnel occupational group. Visible minorities have a higher attainment rate among senior managers than any other designated group. This designated group’s representation continued to exceed the occupational group Canadian LMA among senior managers, middle and other managers, professionals, and supervisors.

Chart 9: Attainment rate (compared to the Canadian LMA for each occupational group) of members of visible minorities in 2020 and 2021 (by percentage)
Chart 9

*Source: Statistics Canada, 2016 Census.

Chart 9: text description
Employment equity occupational group 2020 attainment rate based on occupational group's Canadian labour market availability (by percentage) 2021 attainment rate based on occupational group's Canadian labour market availability (by percentage)
Senior managers 113.4 125.7
Middle and other managers 166.9 174.0
Professionals 154.7 162.1
Semi-professionals and technicians 77.0 89.4
Supervisors 98.5 102.6
Supervisors: crafts and trades 103.2 115.1
Administrative and senior clerical personnel 185.5 191.5
Skilled sales and service personnel 121.3 133.7
Skilled crafts and trades workers 125.5 136.5
Clerical personnel 126.3 128.3
Intermediate sales and service personnel 111.2 116.0
Semi-skilled manual workers 77.1 82.6
Other sales and service personnel 54.8 68.1
Other manual workers 50.7 59.4
Total 122.1 128.5

Section 4: Designated groups pay gap profiles

In 2018, the Government of Canada introduced a new measure to require federally regulated private-sector employers subject to the Act to include pay gap information as part of their annual employment equity reports. The Employment Equity Regulations were amended in 2020 and the new measure came into force on January 1, 2021. As a result, private-sector employers subject to the Act reported pay gap information for the first time in their 2021 annual reports. In addition to the consolidated data contained in this report, the pay gap information will be made available on a new government website. The new website is planned for launch by the end of 2023.

Pay gap reporting goes 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. This will give employers an opportunity to review their practices, show leadership in reducing pay gaps and improve employment outcomes. It will help to shift business culture and expectations towards greater equality.

This section presents highlights from the consolidation of the pay gap information submitted by employers under the Act. Additional data is provided in Tables 7 to 10.7 of Appendix A. Pay gap data is presented for employers’ overall workforce of permanent and temporary employees. Pay gap information for specific employment equity occupational groups, employment status, sector or region will be made available on the new website.

What are pay gaps?

A pay gap is the difference between what two groups typically earn. This difference is shown as the amount one group earns for every $1.00 earned by the other group. Private-sector employers subject to the Act report hourly wage gaps, bonus pay gaps, overtime pay gaps and overtime hours gaps that affect the 4 designated groups. They also report the proportions of employees who received bonus pay or overtime pay.

Median pay gaps

Median pay gaps compare the pay of employees in the middle of the pay distribution of each group. For example, if a group has 11 employees, the pay of the sixth highest-paid employee is used for calculating the median pay gap. Because medians are not affected by very high-paid or low-paid employees, they are useful for exploring the situation affecting employees in the middle of the distribution. This section of the report uses median gaps to discuss the consolidated pay gap data.

Mean pay gaps

Mean pay gaps measure salary differences by comparing the mean, or average, pay in each group. They take into account the amounts paid to all employees and are sensitive to the presence of a small group of very high-paid people. Mean gaps are useful for understanding differences in overall amounts paid to the two groups. Data on mean gaps are presentation Tables 7.1 to 10.7 in Appendix A.

Hourly wage gaps

An hourly wage represents pay for 1 hour of work. Calculating hourly wage gaps allows for salary comparisons between employees. Hourly wages are used rather than weekly or annual earnings so that the results are not affected by differences in the numbers of hours worked.

Bonus pay gap information

Bonus pay reporting includes:

  • mean and median gaps in annual amounts of bonus pay among employees who received bonus pay during the reporting year, and
  • proportions of employees who received bonus pay during the reporting year

Bonus pay gaps are only calculated and reported for employees who received bonus pay.

Overtime gap information

Overtime gap reporting includes:

  • mean and median gaps in annual amounts of overtime pay among employees who received pay for overtime worked during the reporting year, and
  • mean and median gaps in the number of annual overtime hours worked among employees who received pay for overtime worked during the reporting year
  • proportions of employees who received pay for overtime worked during the reporting year

Overtime gaps are only calculated and reported for employees who received overtime pay.

Consolidated data

These pay gap data do not enable the calculation of pay gaps for all employers subject to the Act, nor for sectors taken as a whole. Employers report pay gap percentages that represent their organization’s pay gaps. They do not report individual salaries of their employees. Since mean and median pay gaps rely on the number of employees and amounts paid to these employees, no mean or median pay gap can be calculated for the employees of all employers or specific sectors taken as a whole when the individual salaries of each employee are not included in the individual employer reports.

Consolidated data presented in this section therefore focus on the gaps of median employers and how employers are distributed around these median employers’ gaps. This provides an overview of pay gaps among all employers subject to the Act, as well as among employers of specific sectors, by drawing attention to the pay gap in the middle of the distribution and examining how other employers are distributed around this middle point.

In the tables below, employers subject to the Act are divided into 8 groups based on the size of their pay gaps for each designated group. The pay gap of the median employer is also presented, as well as the percentage of employers for whom no pay gap could be calculated.

Women

Hourly wage gaps

In 2021, for the median employer subject to the Act, the median woman made $0.89 for every $1.00 paid to the median man. Employers in the federally regulated private-sector had a wide range of median hourly wage gaps:

  • 18.3% of employers had no median hourly wage gap or had a gap in favour of women (meaning they paid the median women more than the median man)
  • Almost two-thirds of employers (65.8%) paid the median woman $0.76 to $0.99 for every $1.00 they paid the median man
    • For 34.0% of employers, this number was between $0.76 and $0.88 – that is, at least $0.76 but less than the median
    • For 34.0% of employers, this number was between $0.90 and $0.99 – that is, more than the median but less than $1.00.
  • 15.8% of employers paid the median woman $0.75 or less for each $1.00 they paid the median man
Chart 10: Distribution of employers by hourly wage paid to the median woman for each $1.00 paid to the median man
Chart 10
Chart 10: Text Description
Amount paid by the median employer $0.89
Percentage of employers paying $0.25 or less 0.2
Percentage of employers paying $0.26 to $0.50 0.8
Percentage of employers paying $0.51 to $0.75 14.9
Percentage of employers paying $0.76 to $0.99 65.8
Percentage of employers with no pay gap (paying $1.00) 2.6
Percentage of employers paying $1.01 to $1.24 14.7
Percentage of employers paying $1.25 to $1.49 0.6
Percentage of employers paying $1.50 or more 0.4
Percentage of employers with no applicable pay gap 0.0

Median hourly wage gaps varied by sector:

  • The banking and financial services sector had the largest hourly wage gap; the median employer paid the median woman $0.80 for each $1.00 they paid the median man. This sector also had the smallest percentage of employers (2.3%) which had no gap or gaps in favour of women (meaning the median woman was paid more than the median man)
  • The median gap in the communications sector is similar to the overall gap, with a figure of $0.90
  • The transportation sector had the largest percentage of employers with no gap or a gap in favour of women at 21.5%, including 3.2 % with no gap
  • The median employer in the ‘other’ sector had the smallest hourly wage gap, paying the median woman $0.91 for each $1.00 they paid the median man. However, this sector also had the largest percentage (8.8%) of employers paying the median woman $0.50 or less for each $1.00 they paid the median man

Mean hourly wage gaps show similar tendencies, though the gaps are generally larger. These figures are found in Table 8.1 in Appendix A.

Table 5A: Hourly wage paid to the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.80 0.0 0.0 23.3 74.4 0.0 2.3 0.0 0.0 0.0
Communications $0.90 0.0 0.0 6.9 79.3 1.7 10.3 1.7 0.0 0.0
Transportation $0.89 0.3 0.9 17.3 60.1 3.2 17.1 0.6 0.6 0.0
Other $0.91 0.0 1.2 6.0 75.9 2.4 14.5 0.0 0.0 0.0
All sectors $0.89 0.2 0.8 14.9 65.8 2.6 14.7 0.6 0.4 0.0

Bonus pay gaps

In 2021, 78.1% of employers subject to the Act paid a bonus to both men and women in their organization. For the median employer, bonus pay for the median woman was $0.89 for every $1.00 made by the median man. The median gender bonus pay gaps were more evenly spread across the range than the median hourly wage gaps:

  • 31.7% of employers had no bonus pay gap, or had a gap in favour of women (meaning the median woman made more in bonus pay than the median man)
  • Among 17.2% of employers, the bonus pay of the median woman was $0.76 to $0.99 for every $1.00 paid to the median man
  • Among 29.2% of employers, this number was $0.75 or less

Median bonus pay gaps varied greatly across sectors:  

  • The median employer in the banking and financial services sector had the largest bonus pay gap; the bonus pay of the median woman was just $0.64 for every $1.00 paid to the median man
    • This sector had the largest percentage of employers (20.9%) for which this number was $0.50 or less
    • It also had the smallest percentage (6.9%) of employers with no gap or a gap in favour of women (meaning the bonus pay of the median woman was higher than that of the median man)
  • The communications sector had the highest percentage of employers with no pay gap (meaning the bonus pay of the median woman was the same as that of the median man). The 12.1% in this sector is slightly higher than the 12.0% in the ‘other’ sector
  • The transportation sector and the ‘other’ sector are tied for the largest bonus pay gap. For the median employer in each sector, the bonus pay of the median woman was $0.98 for every $1.00 paid to the median man
    • The ‘other’ sector also had the smallest percentage of employers (7.2%) for which this number of $0.50 or less, and the largest percentage (39.8%) with no bonus pay gap or a gap in favour of women (meaning the bonus pay of the median woman was higher than that of the median man)

Similar tendencies can be observed with mean bonus pay gaps but with gaps being generally larger (see Table 8.2 of Appendix A).

Additional context is provided by data on proportions of men and women who received bonus pay (see Tables 8.3 and 8.4 of Appendix A).

Table 5B: Bonus pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.64 0.0 20.9 48.8 20.9 0.0 2.3 2.3 2.3 2.3
Communications $0.82 5.2 6.9 17.2 37.9 12.1 5.2 0.0 6.9 8.6
Transportation $0.98 5.8 10.4 10.4 11.3 8.7 6.6 6.9 11.8 28.0
Other $0.98 2.4 4.8 12.0 25.3 12.0 10.8 6.0 10.8 15.7
All sectors $0.89 4.7 10.0 14.5 17.2 8.9 6.8 5.7 10.4 21.9

Overtime pay gaps

In 2021, 83.4% of employers subject to the Act paid overtime to both men and women in their organization. For the median employer, the overtime pay of the median woman was $0.57 for every $1.00 made by the median man. Median overtime pay gaps were more concentrated in the high end of the range than the other gaps:

  • 15.7% of employers had no gap or a gap in favour of women (meaning the overtime pay of the median woman was higher than that of the median man)
    • Only 13.4% of employers paid the median woman $0.76 to $0.99 in overtime pay for every $1.00 paid to the median man
  • For 54.3% of employers, this number was $0.75 or less

In the banking and financial services sector, median overtime pay gaps were generally smaller that the other 3 sectors:

  • The median employer paid the median woman $0.84 in overtime pay for every $1.00 paid to the median man
  • This number was $0.50 or less among just 14.0% of employers
  • 30.2% of employers in this sector had no gap or a gap in favour of women (meaning the overtime pay of the median woman was higher than that of the median man)

Whereas median overtime pay gaps were similarly distributed in the communications, transportation, and ‘other’ sectors:

  • Among the median employers in those sectors, the overtime pay of the median woman was between $0.53 and $0.56 for every $1.00 paid to the median man
  • Among many employers (between 34.4% and 44.6%) in those sectors, this number was $0.50 or less
  • Relatively few employers (between 10.3% and 15.7%) in those sectors had no gap or gaps in favour of women (meaning the overtime pay of the median woman was higher than that of the median man)

Similar tendencies can be observed with mean overtime pay gaps (see Table 8.5 of Appendix A).

For the median employer, the median woman worked 16 fewer overtime hours per year than the median man; in the banking and financial services sector, it was only 3 fewer hours. Additional context is provided by data on overtime hours gaps and proportions of men and women who received overtime pay (see Tables 8.6 to 8.9 of Appendix A).

Table 5C: Overtime pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to  $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.84 7.0 7.0 20.9 25.6 0.0 16.3 4.7 9.3 9.3
Communications $0.53 12.1 25.9 20.7 12.1 0.0 5.2 3.4 1.7 19.0
Transportation $0.56 13.6 20.8 19.9 11.0 0.0 6.1 2.6 6.1 19.9
Other $0.55 16.9 27.7 16.9 18.1 0.0 6.0 6.0 3.6 4.8
All sectors $0.57 13.4 21.3 19.6 13.4 0.0 6.8 3.4 5.5 16.6

Aboriginal peoples

Hourly wage gaps

In 2021, for the median employer subject to the Act, the median Aboriginal employee made $0.98 per hour for each $1.00 paid to the median non-Aboriginal employee.

  • 35.1% of employers had no hourly wage gap, or a gap in favour of Aboriginal peoples (meaning the median Aboriginal person made more than the median non-Aboriginal person)
  • Almost 7 out of 10 employers (69.6%) paid the median Aboriginal person between $0.76 and $1.24 for every $1.00 they paid the median non-Aboriginal person
  • Among 36.0% of employers, this number was between $0.76 and $0.97 – that is, between $0.76 and the median of $0.98
  • Just 5.8% of employers had a figure of $0.99 – that is, more than the median but less than $1.00
  • Among 4.9% of employers, this number was $0.75 or less

It should be noted that 18.1% of employers did not report having any Aboriginal employees and therefore did not have an hourly wage gap for Aboriginal peoples.  

Chart 11: Distribution of employers by hourly wage paid to the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person
Chart 11
Chart 11: Text Description
Amount paid by the median employer $0.98
Percentage of employers paying $0.25 or less 0.0
Percentage of employers paying $0.26 to $0.50 0.4
Percentage of employers paying $0.51 to $0.75 4.5
Percentage of employers paying $0.76 to $0.99 41.9
Percentage of employers with no pay gap (paying $1.00) 3.8
Percentage of employers paying $1.01 to $1.24 24.0
Percentage of employers paying $1.25 to $1.49 3.6
Percentage of employers paying $1.50 or more 3.8

Median hourly wage gaps varied by sector:

  • The median employer in the banking and financial services sector had the largest hourly wage gap, paying the median Aboriginal employee $0.91 for every $1.00 they paid the median non-Aboriginal employee
  • The communications sector had the smallest percentage of employers (22.4%) with no gap or a gap in favour of Aboriginal peoples
  • For the median employer in the transportation sector this number was $0.99, giving that sector the smallest hourly wage gap
  • The ‘other’ sector had the most even distribution of employers across the range of hourly wage gaps
    • This sector had the largest percentage of employers (38.6%) with no gap or a gap in favour of Aboriginal peoples (meaning the median Aboriginal person made more than the median non-Aboriginal person)
    • This sector also had the largest percentage of employers (10.8%) which paid the median Aboriginal person $0.75 or less for every $1.00 they paid the median non-Aboriginal person

Similar tendencies for employers overall can be observed with mean hourly wage gaps but with gaps being generally larger (see Table 9.1 of Appendix A).

Table 6A: Hourly wage paid to the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.91 0.0 0.0 4.7 46.5 0.0 18.6 4.7 4.7 20.9
Communications $0.95 0.0 0.0 1.7 53.4 3.4 8.6 5.2 5.2 22.4
Transportation $0.99 0.0 0.3 3.8 39.9 4.6 26.3 3.2 3.2 18.8
Other $0.96 0.0 1.2 9.6 39.8 2.4 27.7 3.6 4.8 10.8
All sectors $0.98 0.0 0.4 4.5 41.9 3.8 24.0 3.6 3.8 18.1

Bonus pay gaps

In 2021, 55.8% of employers subject to the Act paid bonuses to both Aboriginal and non-Aboriginal employees. For the median employer, the bonus pay of the median Aboriginal person was $0.93 for every $1.00 paid to non-Aboriginal person. The median bonus pay gaps were more evenly spread across the range than the median hourly wage gaps:

  • Among 17.0% of employers, the bonus pay of the median Aboriginal person was $0.75 or less for every $1.00 they paid the median non-Aboriginal person
  • For only 15.1% of employers, this number was between $0.76 and $0.99
  • 23.8% of employers had no gap or a gap in favour of Aboriginal peoples (meaning the bonus pay of the median Aboriginal person was higher than that of the median non-Aboriginal person)

Median bonus pay gaps varied greatly across sectors:

  • The banking and financial services sector had the largest bonus pay gap; the median employer paid the median Aboriginal employee $0.82 in bonus pay for every $1.00 they paid the median non-Aboriginal employee. This sector also had the largest percentage of employers (27.9%) with no gap or a gap in favour of Aboriginal peoples (meaning the bonus pay of the median Aboriginal person was higher than that of the median non-Aboriginal person)
  • This percentage was lowest in the communications sector at 19.0%
  • In the transportation sector, the median employer paid the median Aboriginal person $0.98, for every $1.00 they paid the median non-Aboriginal person, giving that sector the smallest bonus pay gap
  • In the ‘other’ sector this number was $0.86 and 20.4% of employers had no gap or a gap in favour of Aboriginal peoples, both similar statistics to the communications sector

Mean bonus pay gaps tended to be larger (see Table 9.2 of Appendix A). For the median employer, the bonus pay of the mean Aboriginal person was just $0.64 for every $1.00 paid to the mean non-Aboriginal person. Trends across sectors were also different for mean gaps, suggesting that patterns among middle-paid Aboriginal peoples are not reflected among highly-paid Aboriginal peoples.

Additional context is provided by data on proportions of Aboriginal employees who received bonus pay (see Table 9.3 of Appendix A).

Table 6B: Bonus pay of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.82 0.0 7.0 23.3 16.3 0.0 9.3 4.7 14.0 25.6
Communications $0.84 1.7 5.2 12.1 20.7 3.4 6.9 1.7 6.9 41.4
Transportation $0.98 2.0 4.9 5.2 14.2 8.4 4.9 4.0 7.5 48.8
Other $0.86 7.2 10.8 10.8 14.5 3.6 6.0 1.2 9.6 36.1
All sectors $0.93 2.6 6.0 8.3 15.1 6.4 5.7 3.4 8.3 44.2

Overtime pay gaps

In 2021, 60.0% of employers subject to the Act paid overtime to both Aboriginal and non-Aboriginal employees in their organization. For the median employer, the overtime pay of the median Aboriginal employee was $0.97 for every $1.00 paid to the median non-Aboriginal employee. The median overtime pay gaps were relatively evenly distributed:

  • 28.5% of employers had no gap or a gap in favour of Aboriginal peoples (meaning the overtime payoff the median Aboriginal person was higher than that of the median non-Aboriginal person)
  • Among 17.2% of employers, the overtime pay of the median Aboriginal person was $1.50 for every $1.00 they paid the median non-Aboriginal person
  • Among 21.5% of employers, this number was $0.75 or less
  • Only 10.0% of employers had numbers between $0.76 and $0.99

In all 4 sectors, the median employer paid the median Aboriginal person at least $0.90 in overtime pay for every $1.00 they paid the median non-Aboriginal person. This number was lowest in the banking and financial services sector at $0.92; the communications sector and transportation sector had the smallest gaps, with numbers of $0.97 and $0.98 respectively.

The ‘other’ sector had the largest percentage of employers (36.1%) with no gap or a gap in favour of Aboriginal peoples (meaning the overtime pay of the median Aboriginal person was higher than that of the median non-Aboriginal person). However, this sector also had the largest percentage of employers (14.5%) which paid the median Aboriginal person $0.50 or less in overtime pay for every $1.00 they paid the median non-Aboriginal person.

Similar trends can be observed in mean overtime pay gaps, though the gaps are generally larger (see Table 9.4 of Appendix A).

For the median employer, the median Aboriginal person worked the same number of overtime hours as the median non-Aboriginal person. In the banking and financial services sector, it they worked 5 more overtime hours per year. Additional context is provided by data on overtime hours gaps and the proportions of Aboriginal employees who received overtime pay (see Tables 9.5 to 9.7 of Appendix A).

Table 6C: Overtime pay of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.92 2.3 9.3 11.6 4.7 0.0 4.7 0.0 18.6 48.8
Communications $0.98 3.4 5.2 3.4 17.2 0.0 5.2 3.4 13.8 48.3
Transportation $0.97 5.5 6.1 9.2 9.8 0.0 7.2 3.5 17.6 41.0
Other $0.94 4.8 9.6 15.7 8.4 0.0 13.3 6.0 16.9 25.3
All sectors $0.97 4.9 6.8 9.8 10.0 0.0 7.7 3.6 17.2 40.0

Persons with disabilities

Hourly wage gaps

In 2021, the median employer subject to the Act paid the median person with a disability $0.99 per hour for every $1.00 paid to a person without a disability.

  • For almost 7 out of 10 employers (69.6%), this number was between $0.75 and $1.25
  • 34.7% of employers had figures between $0.76 and $0.98 – that is, at least $0.76 but less than the median
  • For 6.6% of employers, this number was below $0.75
  • 35.1% of employers had no hourly wage gap or a gap in favour of persons with disabilities (meaning the median person with a disability made more than the median person without a disability)

It should be noted that 17.4% of employers did not report having any employees with disabilities and therefore did not have an hourly wage gap for persons with disabilities.

Chart 12: Distribution of employers by hourly wage paid to the median person with a disability for each $1.00 paid to the median person without a disability
Chart 12
Chart 12: Text Description
Amount paid by the median employer $0.99
Percentage of employers paying $0.25 or less 0.0
Percentage of employers paying $0.26 to $0.50 0.6
Percentage of employers paying $0.51 to $0.75 6.0
Percentage of employers paying $0.76 to $0.99 40.0
Percentage of employers with no pay gap (paying $1.00) 3.2
Percentage of employers paying $1.01 to $1.24 25.5
Percentage of employers paying $1.25 to $1.49 3.8
Percentage of employers paying $1.50 or more 3.6

Median hourly wage gaps varied slightly across sectors:

  • The banking and financial services sector had the largest percentage of employers (16.3%) which paid the median person with a disability $0.50 or less per hour for every $1.00 they paid the median person without a disability
  • The median employer in the communications sector had the largest hourly wage gap; the median employer paid the median person with a disability $0.93 per hour for every $1.00 they paid the median person without a disability
  • The median employer in the transportation sector has effectively no hourly wage gap
  • The gap in the ‘other’ sector was similar to the overall gap; the median employer in that sector paid the median person with a disability $0.97 for every $1.00 they paid the median person without a disability

Similar trends for employers overall can be observed with mean hourly wage gaps, though the gaps are generally larger (see Table 10.1 of Appendix A). The median employer paid the mean person with a disability $0.92 per hour for every $1.00 they paid the mean person without a disability. Trends across sectors were also different for mean gaps, suggesting that patterns among middle-paid persons with disabilities are not reflected among highly-paid persons with disabilities.

Table 7A: Hourly wage paid to the median person with a disability for each $1.00 paid to the median person without a disability, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.97 0.0 0.0 16.3 44.2 0.0 20.9 7.0 7.0 4.7
Communications $0.93 0.0 0.0 5.2 56.9 3.4 19.0 3.4 1.7 10.3
Transportation $1.00 0.0 0.6 4.9 35.0 3.5 27.7 3.5 4.0 20.8
Other $0.97 0.0 1.2 6.0 47.0 3.6 22.9 3.6 1.2 14.5
All sectors $0.99 0.0 0.6 6.0 40.0 3.2 25.5 3.8 3.6 17.4

Bonus pay gaps

In 2021, 55.7% of employers subject to the Act paid a bonus to both employees with disabilities and employees without disabilities in their organization. For the median employer, the bonus pay of the median person with a disability was the same as that of the median person without a disability. The median bonus pay gaps were more evenly spread across the range than the median hourly wage gaps:

  • 30.2% of employers had no gap or a gap in favour of persons with disabilities (meaning the median person with a disability made more than the median person without a disability)
  • Only 13.0% of employers paid the median person with a disability between $0.76 and $0.99 per hour for every $1.00 they paid the median person without a disability
  • For 12.5% of employers, that number was $0.75 or less

There was little variation in bonus pay gaps across sectors. In the banking and financial services sector and the communications sector, the median employer paid the median person with a disability $0.95 in bonus pay for every $1.00 they paid the median person without a disability. In the transportation sector and the ‘other’ sector, the median employer paid the same amount of bonus pay to persons with and without disabilities.

There was also little variation in the percentage of employers with no bonus pay gap or a gap in favour of persons with disabilities (meaning the bonus pay of the median person with a disability was higher than the median person without a disability). This number was 32.7% in banking and financial services; 21.0% in communications; 29.2% in transportation; and 32.4% in the ‘other’ sector.

Mean bonus pay gaps were generally larger than median pay gaps (see Table 10.2 of Appendix A). The median employer paid the mean person with a disability $0.73 in bonus pay for every $1.00 they paid the median person without a disability.

Additional context is provided by data on proportions of employees who received bonus pay (see Table 10.3 of Appendix A).

Table 7B: Bonus pay of the median person with a disability for each $1.00 paid to the median person without a disability, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.95 9.3 7.0 9.3 23.3 4.7 14.0 4.7 9.3 18.6
Communications $0.95 3.4 6.9 8.6 27.6 8.6 5.2 3.4 13.8 22.4
Transportation $1.00 1.7 4.0 4.3 8.1 8.1 7.2 4.3 9.5 52.6
Other $1.00 4.8 4.8 1.2 18.1 10.8 8.4 2.4 10.8 38.6
All sectors $1.00 3.0 4.7 4.7 13.0 8.3 7.7 4.0 10.2 44.3

Overtime pay gaps

In 2021, 61.1% of employers subject to the Act paid overtime to both employees with disabilities and employees without disabilities in their organization. The median employer paid the median employee with a disability $0.86 in overtime pay for every $1.00 they paid the median employee without a disability. The median overtime pay gaps were relatively evenly distributed:

  • Among 26.0% of employers, the overtime pay of the median person with a disability was $0.75 or less for every $1.00 they paid the median person without a disability
  • For only 10.6% of employers, this number was between $0.76 and $0.99
  • 24.5% of employers had no gap or a gap in favour of persons with disabilities (meaning the overtime pay of the median person with a disability was higher than that of the median person without a disability)

Median overtime pay gaps were similarly distributed in the banking and financial services, communications, and transportation sectors. The median employer in those sector paid the median person with a disability between $0.88 and $0.95 for each $1.00 they paid the median person without a disability. The percentage of employers with no gap or a gap in favour of persons with disabilities (meaning the overtime pay of the median person with a disability was higher than that of the median person without a disability) ranged from 23.3% to 25.8%.

However, for the median employer in the ‘other’ sector, the overtime pay of the median person with a disability was $0.71 for every $1.00 paid to the median person without a disability. This sector also had the largest percentage of employers (27.7%) for which the number was $0.50 or less.

Similar trends can be observed in mean overtime pay gaps, though the gaps are generally larger (see Table 10.4 of Appendix A).

For the median employer, the median person with a disability worked 4 fewer overtime hours per year than the median person without a disability. In the ‘other’ sector, it was 14 fewer hours. Additional context is provided by data on overtime hours gaps and proportions of employees with disabilities who received overtime pay (see Tables 10.5 to 10.7 of Appendix A).

Table 7C: Overtime pay of the median person with a disability for each $1.00 paid to the median person without a disability, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.90 4.7 7.0 11.6 14.0 0.0 4.7 7.0 11.6 39.5
Communications $0.95 3.4 8.6 10.3 12.1 0.0 6.9 3.4 15.5 39.7
Transportation $0.88 6.6 6.6 10.4 10.1 0.0 7.5 4.0 12.7 41.9
Other $0.71 9.6 18.1 12.0 9.6 0.0 10.8 3.6 10.8 25.3
All sectors $0.86 6.6 8.7 10.8 10.6 0.0 7.7 4.2 12.6 38.9

Members of visible minorities

Hourly wage gaps

In 2021, the median employer subject to the Act paid the median member of a visible minority $0.95 per hour for every $1.00 they paid the median non-member of a visible minority.

  • For 85.0% of employers, this number was between $0.75 and $1.25
  • 39.4% had numbers between $0.76 and $0.94 – that is, at least $0.76 but lower than the median
  • 17.9% had numbers between $0.95 and $0.99 – that is, lower than $1.00 but higher than the median
  • Among 7.2% of employers, the number was $0.75 or less
  • 28.5% of employers had no median hourly wage gap or a gap in favour of members of visible minorities (meaning the median member of a visibly minority made more per hour than the median non-member of a visible minority)

It should be noted that 5.8% of employers did not have both visible minority and non-visible minority employees and could therefore not have an hourly wage gap for members of visible minorities. 

Chart 13: Distribution of employers by hourly wage paid to the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority
Chart 13
Chart 13: Text Description
Amount paid by the median employer $0.95
Percentage of employers paying $0.25 or less 0.0
Percentage of employers paying $0.26 to $0.50 0.8
Percentage of employers paying $0.51 to $0.75 6.4
Percentage of employers paying $0.76 to $0.99 58.5
Percentage of employers with no pay gap (paying $1.00) 4.3
Percentage of employers paying $1.01 to $1.24 21.5
Percentage of employers paying $1.25 to $1.49 1.1
Percentage of employers paying $1.50 or more 1.5

Median hourly wages varied slightly across sectors:

  • The banking and financial services sector had the smallest percentage of employers (23.2%) with no gap or a gap in favour of members of visible minorities (meaning the median member of a visible minority had a higher hourly wage than the median non-member of a visible minority)
  • The communications and transportation sectors were tied for the smallest pay gap. The median employer in each sector paid the median member of a visible minority $0.96 for every $1.00 they paid the median non-member of a visible minority
  • The communications sector also had the largest percentage of employers (36.2%) with no gap or a gap in favour of members of visible minorities (meaning the median member of a visibly minority made more per hour than the median non-member of a visible minority)
  • The ‘other’ sector had the largest hourly wage gap; the median employer paid the median member of a visible minority $0.92 per hour for every $1.00 they paid the median non-member of a visible minority

Similar trends can be observed in mean hourly wage gaps, though the gaps are generally larger (see Table 11.1 of Appendix A). Trends across sectors were also different for mean gaps, suggesting that patterns among middle-paid members of visible minorities are not reflected among highly-paid members of visible minorities.

Table 8A: Hourly wage paid to the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.94 0.0 4.7 4.7 65.1 0.0 20.9 0.0 2.3 2.3
Communications $0.96 0.0 1.7 5.2 51.7 6.9 27.6 0.0 1.7 5.2
Transportation $0.96 0.0 0.3 6.1 58.1 4.6 21.7 1.4 1.2 6.6
Other $0.92 0.0 0.0 9.6 61.4 3.6 16.9 1.2 2.4 4.8
All sectors $0.95 0.0 0.8 6.4 58.5 4.3 21.5 1.1 1.5 5.8

Bonus pay gaps

In 2021, 69.6% of employers subject to the Act paid a bonus to both visible minority and non-visible minority employees in their organization. The median employer paid the median member of a visible minority $0.92 for every $1.00 they paid the median non-member of a visible minority. The median bonus pay gaps were more evenly spread across the range than the median hourly wage gaps:

  • Among 23.6% of employers, the bonus pay of the median member of a visible minority was $0.75 or less for every $1.00 they paid the median non-member of a visible minority
  • Among 19.1% of employers, this number was between $0.76 and $0.99
  • 27.0% of employers had no pay gap or a gap in favour of visible minorities (meaning the median member of a visible minority made more than the median non-member)

Median bonus pay gaps varied across sectors:

  • The banking and financial services sector had the largest gap; the median employer paid the median member of a visible minority $0.85 for every $1.00 they paid the median non-member of a visible minority. This sector also had the largest percentage of employers (34.9%) for which that number was $0.75 or less
  • The number for the communications sector was $0.88, slightly behind banking and financial services. Communications was also slightly behind banking and financial services in the percentage of employers (25.8%) for which the number was $0.75 or less
  • The transportation sector had the higher percentage of employers (11.8%) with no pay gap (that is, where the bonus pay of the median member of a visible minority was the same as the median non-member of a visible minority)
  • In the ‘other’ sector this number was $0.96, giving that sector the smallest gap. This sector also had the largest percentage of employers (32.5%) with no gap or a gap in favour of visible minorities (meaning the median member of a visible minority made more than the median non-member)

Similar trends can be observed in mean hourly wage gaps, though the gaps are generally larger (see Table 11.2 of Appendix A). The median employer paid the mean member of a visible minority $0.62 for every $1.00 they paid the median non-member of a visible minority. Similar trends can be observed in mean hourly wage gaps, though the gaps are generally larger (see Table 11.2 of Appendix A). For the median employer, the bonus pay of the mean member of a visible minority was $0.62 for every $1.00 paid to the mean non-member of a visible minority. Trends across sectors were also different for mean gaps, suggesting that patterns among middle-paid members of visible minorities are not reflected among highly-paid members of visible minorities.

Additional context is provided by data on proportions of visible minority employees who received bonus pay (see Table 11.3 of Appendix A).

Table 8B: Bonus pay of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.85 4.7 9.3 20.9 41.9 0.0 7.0 2.3 7.0 7.0
Communications $0.88 3.4 6.9 15.5 27.6 10.3 10.3 0.0 5.2 20.7
Transportation $0.94 2.3 9.8 9.8 15.0 11.8 7.2 2.6 5.5 35.8
Other $0.96 3.6 8.4 10.8 18.1 9.6 12.0 3.6 7.2 26.5
All sectors $0.92 2.8 9.2 11.5 19.1 10.4 8.3 2.5 5.8 30.4

Overtime pay gaps

In 2021, 77.3% of employers subject to the Act paid overtime to both visible minority and non-visible minority employees in their organization. The median employer paid the median member of a visible minority $1.04 for every $1.00 they paid the median non-member of a visible minority. Overtime pay gaps were relatively evenly distributed, with a slight concentration at the bottom of the range:

  • Among 22.3% of employers, the overtime pay of the median member of a visible minority was $0.75 or less for ever $1.00 they paid the median non-member of a visible minority
  • For just 14.5% of employers, this number was between $0.76 and $0.99
  • 40.8% of employers had no gap or a gap in favour of members of visible minorities (meaning the median member of a visible minority made more than the median non-member of a visible minority)

In 3 of the 4 sectors, the median employer paid the median member of a visible minority more overtime pay than the median non-member of a visible minority.

  • For the median employer in the banking and financial services sector, the bonus pay of the median member of a visible minority was $1.05 for every $1.00 paid to the median non-member of a visible minority.
    • This sector also had the largest percentage of employers (48.8%) with no gap or a gap in favour of members of visible minorities (meaning the median member of a visible minority made more than the median non-member of a visible minority)
  • For the median employer in the communications sector, the bonus pay of the median member of a visible minority was $1.14 for every $1.00 paid to the median non-member of a visible minority. That gives the communications sector the largest gap in favour of members of visible minorities
  • In the transportation sector, the number was $1.05
  • The ‘other’ sector is the only one in which members of visible minorities received less bonus pay than non-members of visible minorities. For the median employer in this sector, the overtime pay of the median member of a visible minority was $0.96 for every $1.00 they paid the median non-member of a visible minority

Similar trends can be observed in mean overtime pay gaps, though the gaps are generally larger (see Table 11.4 of Appendix A). Trends across sectors were also different for mean gaps, suggesting that patterns among middle-paid members of visible minorities are not reflected among highly-paid members of visible minorities.

For the median employer, the median member of a visible minority worked 2 more overtime hours per year than the median non-member of a visible minority. In the ‘other’ sector, it was 2 fewer hours. Additional context is provided by data on overtime hours gaps and proportions of visible minority employees who received overtime pay (see Tables 11.5 to 11.7 of Appendix A).

Table 8C: Overtime pay of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the median employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $1.05 0.0 9.3 7.0 20.9 2.3 25.6 7.0 14.0 14.0
Communications $1.14 1.7 6.9 8.6 15.5 0.0 6.9 15.5 19.0 25.9
Transportation $1.05 4.9 6.1 11.6 12.4 0.3 13.0 10.4 15.3 26.0
Other $0.96 6.0 8.4 13.3 19.3 0.0 12.0 8.4 22.9 9.6
All sectors $1.04 4.3 6.8 11.1 14.5 0.4 13.2 10.4 16.8 22.5

Conclusion

This report contains an analysis of the representation and pay gap data that federally regulated private-sector employers reported for the 2021 calendar year. This year’s report covers 551 employers with a combined workforce of 742,259 employees, an increase of 0.9% from the 735,790 employees reported for 2020. Overall, the 2021 workforce total represents a 24.7% increase compared to when the gathering of employment equity data started in 1987, with 373 employers reporting 595,417 employees.

Between 2020 and 2021, the number of employees increased in 3 of the 4 sectors. The communications sector was the only sector that saw an overall decrease in its workforce. The highest percentage increase in the number of employees was in the air transportation subsector.

At the overall workforce level, all designated groups increased their representation in 2021. The representation of members of visible minorities reached 27.4% in 2021, continuing to exceed the Canadian LMA, a trend started in 2007. Women, Aboriginal peoples, and persons with disabilities continued to be underrepresented with attainment rates of 81.6%, 61.2% and 48.1% respectively.

At the sector level, almost all designated groups experienced improvements in their representation in each of the 4 sectors. The only exception was women in the banking and financial services sector, who saw a decrease in representation but remained above their Canadian sector LMA of 58.9%. However, some decreases in representation were observed at the subsector levels – meaning the decrease was not consistent throughout the sector. Aboriginal peoples decreased in representation in air transportation, water transportation and service industries subsectors. Persons with disabilities and members of visible minorities decreased in representation in both the water transportation and service industries subsectors.

At the occupational group level, improvements in representation were noted for all designated groups in the senior managers, middle and other managers, skilled sales and service personnel, and other manual workers positions. Although women have a representation rate below LMA at the overall level, they exceed LMA in 5 occupational groups, including senior managers, middle and other managers, and supervisors. As for members of visible minorities, while their representation rate exceeds LMA at the overall level, they are still underrepresented in 4 occupational groups, such as semi-professionals and technicians and semi-skilled manual workers.

Following the amendments to the Employment Equity Regulations, the 2021 annual employment equity reports were the first to include pay gap information. This pay gap information will be made available on a new government website by the end of 2023. It will provide Canadians with a user-friendly way to view and compare pay gaps among private-sector employers that are subject to the Act.

Consolidated data from this first year of employer pay gap reporting show that, for each of the 4 designated groups, a majority of employers reported that members of designated groups earn less per hour than other employees. For bonus pay gaps, only persons with disabilities had most employers reporting that there was no gap or a gap in favour of that designated group, when comparing the bonus pay of median employees. For overtime pay gaps, only members of visible minorities had most employers reporting that there were gaps in favour of that designated group. In general, mean pay gaps were larger than median pay gaps, indicating the amplifying effect of pay above or below the median.

As we pursue Canada’s economic recovery and growth, it is important to keep ensuring that everyone has equal access to employment opportunities and benefits. Employers are encouraged to continue their efforts to eliminate employment barriers for members of the designated groups and contribute to the creation of safe, fair, and productive workplaces for all Canadians.

Federally regulated private-sector employers tables

The following tables consolidate data from the annual reports submitted by federally regulated private-sector employers with at least 100 employees who are subject to the Act. To allow for comparative analysis, some of the data from 1987 (the year when data was first collected) is included with 2020 and 2021 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. Tables 7 to 11.7 present mean and median gaps in hourly wages, bonus pay, overtime pay, and overtime hours worked, as well as the incidence of bonus pay and overtime, for each of the four designated groups.

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, 2020 and 2021 (by percentage)
Census metropolitan area, province, and territory 1987 representation 2020 representation 2021 representation 2016 availability*
Halifax 41.2 40.5 41.5 49.6
Montréal 39.0 39.3 39.6 48.5
Toronto 47.1 43.7 44.1 48.7
Winnipeg 32.7 31.9 32.3 48.6
Regina 42.9 47.3 46.2 48.1
Calgary 47.6 41.3 41.0 47.2
Edmonton 44.5 37.2 38.0 47.1
Vancouver 40.4 37.2 37.8 48.5
Newfoundland and Labrador 38.4 42.9 42.0 48.2
Prince Edward Island 38.0 31.7 32.0 49.4
Nova Scotia 34.4 41.1 41.6 49.2
New Brunswick 32.2 45.8 46.6 48.5
Quebec 39.8 37.7 37.8 48.1
Ontario 44.2 41.4 41.6 48.6
Manitoba 30.5 31.4 31.3 47.9
Saskatchewan 35.1 36.7 36.6 47.5
Alberta 45.3 39.2 39.7 46.7
British Columbia 41.5 36.4 36.8 48.4
Yukon 31.4 38.9 40.1 49.7
Northwest Territories 21.9 27.7 25.4 47.8
Nunavut N/A 22.8 23.2 48.4
Canada 40.9 39.1 39.3 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, 2020 and 2021 (by percentage)
Census metropolitan area, province, and territory 1987 representation 2020 representation 2021 representation 2016 availability*
Halifax 0.5 2.7 3.0 3.8
Montréal 0.3 0.9 0.9 0.8
Toronto 0.6 1.1 1.2 0.8
Winnipeg 0.8 7.3 7.3 9.8
Regina 0.4 3.6 4.2 6.8
Calgary 0.5 2.0 2.2 2.7
Edmonton 0.7 3.2 3.4 5.0
Vancouver 0.5 2.0 2.0 2.3
Newfoundland and Labrador 0.6 6.3 6.5 8.7
Prince Edward Island 0.2 0.9 0.8 1.8
Nova Scotia 0.4 2.8 2.9 5.3
New Brunswick 0.4 1.7 1.7 3.6
Quebec 0.4 1.2 1.2 2.1
Ontario 0.7 1.6 1.7 2.5
Manitoba 1.0 8.3 8.6 13.2
Saskatchewan 1.4 6.7 7.6 11.1
Alberta 0.7 2.8 3.0 5.2
British Columbia 0.7 3.5 3.5 5.2
Yukon 3.8 6.0 6.2 19.9
Northwest Territories 9.6 9.7 12.1 41.7
Nunavut N/A 33.0 34.2 75.6
Canada 0.7 2.4 2.4 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, 2020 and 2021 (by percentage)
Census metropolitan area, province, and territory 1987 representation 2020 representation 2021 representation 2017 availability*
Halifax 1.6 7.0 7.3 N/A
Montréal 1.1 2.6 2.9 N/A
Toronto 1.5 4.3 4.8 N/A
Winnipeg 1.8 3.7 4.4 N/A
Regina 2.4 3.9 4.6 N/A
Calgary 1.9 3.8 4.4 N/A
Edmonton 2.0 4.1 5.3 N/A
Vancouver 1.5 3.3 3.6 N/A
Newfoundland and Labrador 1.0 3.5 3.8 8.9
Prince Edward Island 1.2 2.3 3.5 10.2
Nova Scotia 3.5 6.7 7.2 13.1
New Brunswick 1.8 5.3 5.5 10.7
Quebec 1.1 2.4 2.7 6.1
Ontario 1.6 4.5 5.0 9.6
Manitoba 1.7 3.5 4.2 10.1
Saskatchewan 1.8 3.6 4.1 9.1
Alberta 1.9 3.9 4.7 9.9
British Columbia 1.7 3.6 4.1 11.0
Yukon 0.8 4.8 6.0 11.3
Northwest Territories 1.4 2.5 2.1 9.8
Nunavut N/A 1.9 3.3 8.2
Canada 1.6 3.9 4.4 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, 2020 and 2021 (by percentage)
Census metropolitan area, province, and territory 1987 representation 2020 representation 2021 representation 2016 availability*
Halifax 1.9 12.1 14.2 9.7
Montréal 3.0 20.0 21.1 20.7
Toronto 12.0 43.4 44.4 48.8
Winnipeg 2.9 23.9 25.8 25.2
Regina 1.6 19.2 20.5 16.9
Calgary 5.6 26.8 29.3 31.3
Edmonton 4.4 26.1 27.7 26.5
Vancouver 7.9 39.1 39.3 45.9
Newfoundland and Labrador 0.7 3.4 3.8 2.3
Prince Edward Island 1.0 3.3 3.9 4.2
Nova Scotia 1.3 10.2 11.6 5.8
New Brunswick 1.1 8.0 8.6 3.0
Quebec 2.6 16.4 17.4 12.1
Ontario 7.3 33.0 34.4 27.9
Manitoba 2.6 19.9 21.4 17.8
Saskatchewan 1.2 12.5 13.4 10.7
Alberta 4.0 23.2 25.3 22.3
British Columbia 6.2 30.4 31.4 29.2
Yukon 1.4 16.5 19.4 8.5
Northwest Territories 2.5 15.9 17.8 10.5
Nunavut N/A 10.6 10.0 4.0
Canada 5.0 26.0 27.4 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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 37.5 38.0 29.1 128.7 130.5
Middle and other managers 48.1 48.2 53.4 89.9 90.2
Professionals 46.5 46.6 44.9 103.5 103.7
Semi-professionals and technicians 32.3 36.3 40.2 80.4 90.4
Supervisors 70.2 69.5 70.9 98.9 98.0
Supervisors: crafts and trades 21.4 21.4 32.7 65.5 65.5
Administrative and senior clerical personnel 72.2 71.8 76.3 94.6 94.1
Skilled sales and service personnel 59.9 59.5 63.2 94.8 94.2
Skilled crafts and trades workers 6.7 7.7 10.3 64.8 74.8
Clerical personnel 66.0 66.7 76.0 86.9 87.8
Intermediate sales and service personnel 74.7 72.6 77.7 96.2 93.5
Semi-skilled manual workers 14.5 17.0 24.2 59.6 70.2
Other sales and service personnel 26.4 26.0 50.2 52.6 51.7
Other manual workers 100.0 100.0 26.6 375.9 375.9
Total 55.4 54.8 58.9 94.0 93.0

*Source: Statistics Canada, 2016 Census.

Table 2.2: Representation and attainment rate (sector availability)* of women in the communications sector by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 29.3 29.9 21.8 134.4 137.0
Middle and other managers 37.3 37.6 38.6 96.7 97.5
Professionals 39.1 39.4 44.7 87.5 88.1
Semi-professionals and technicians 27.0 31.2 31.4 86.1 99.5
Supervisors 45.3 45.1 57.7 78.6 78.2
Supervisors: crafts and trades 19.6 20.5 27.1 72.4 75.6
Administrative and senior clerical personnel 75.1 74.3 77.0 97.5 96.5
Skilled sales and service personnel 33.1 35.0 38.6 85.9 90.7
Skilled crafts and trades workers 5.8 4.1 6.6 87.4 62.2
Clerical personnel 64.0 60.5 78.0 82.1 77.6
Intermediate sales and service personnel 47.1 49.6 51.9 90.6 95.5
Semi-skilled manual workers 36.4 41.0 18.2 200.4 225.5
Other sales and service personnel 56.7 50.3 41.4 136.8 121.4
Other manual workers 0.0 0.0 17.3 0.0 0.0
Total 35.7 35.9 44.1 80.9 81.4

*Source: Statistics Canada, 2016 Census.

Table 2.3: Representation and attainment rate (sector availability)* of women in the transportation sector by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 22.0 23.1 17.0 129.2 135.8
Middle and other managers 31.3 32.0 28.7 109.3 111.6
Professionals 40.5 40.3 39.2 103.1 102.7
Semi-professionals and technicians 12.0 11.9 14.2 84.0 83.7
Supervisors 51.7 50.7 45.1 114.8 112.5
Supervisors: crafts and trades 10.4 9.4 12.7 81.7 73.9
Administrative and senior clerical personnel 69.8 69.1 80.3 86.9 86.0
Skilled sales and service personnel 26.1 25.1 33.8 77.0 74.2
Skilled crafts and trades workers 4.2 4.1 3.2 130.4 128.1
Clerical personnel 46.0 45.6 48.8 94.2 93.4
Intermediate sales and service personnel 68.4 68.8 65.2 104.9 105.5
Semi-skilled manual workers 12.4 12.8 11.0 112.6 116.3
Other sales and service personnel 34.4 36.0 33.2 103.5 108.3
Other manual workers 15.4 17.4 24.7 62.6 70.5
Total 28.3 29.2 25.3 111.9 115.4

*Source: Statistics Canada, 2016 Census.

Table 2.4: Representation and attainment rate (sector availability)* of women in the ‘other’ sector by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 26.6 31.3 23.3 114.2 134.2
Middle and other managers 27.4 28.0 29.5 93.1 95.0
Professionals 39.8 40.1 41.6 95.7 96.3
Semi-professionals and technicians 24.3 24.2 36.8 66.0 65.8
Supervisors 44.9 43.6 44.8 100.0 97.2
Supervisors: crafts and trades 6.9 7.3 9.1 75.4 80.0
Administrative and senior clerical personnel 73.2 73.1 75.5 97.0 96.9
Skilled sales and service personnel 15.0 23.4 39.2 38.2 59.7
Skilled crafts and trades workers 6.9 6.0 3.4 206.1 178.5
Clerical personnel 70.0 65.4 71.0 98.5 92.1
Intermediate sales and service personnel 39.6 37.3 43.8 90.4 85.2
Semi-skilled manual workers 12.5 12.2 21.5 57.9 56.7
Other sales and service personnel 36.2 37.9 36.7 98.8 103.4
Other manual workers 12.9 15.9 22.1 58.6 72.0
Total 30.5 30.9 34.5 88.4 89.6

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 0.7 0.8 1.2 58.7 65.3
Middle and other managers 1.1 1.2 1.5 75.4 82.5
Professionals 1.0 1.0 1.1 95.5 93.0
Semi-professionals and technicians 1.7 1.4 1.6 106.7 86.0
Supervisors 1.9 1.8 2.4 79.6 76.4
Supervisors: crafts and trades 0.0 0.0 3.8 0.0 0.0
Administrative and senior clerical personnel 1.8 1.8 2.0 90.0 90.2
Skilled sales and service personnel 2.0 2.1 2.1 93.2 99.3
Skilled crafts and trades workers 6.7 7.7 5.9 113.3 130.9
Clerical personnel 1.5 1.5 2.0 75.8 74.8
Intermediate sales and service personnel 2.4 2.5 2.7 87.6 92.9
Semi-skilled manual workers 1.7 1.9 2.7 64.4 70.6
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 1.4 1.4 1.7 83.3 82.4

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 1.9 1.9 1.0 193.4 192.7
Middle and other managers 1.4 1.5 1.8 77.6 81.6
Professionals 1.9 1.8 1.6 117.1 113.4
Semi-professionals and technicians 2.1 2.1 3.5 61.1 60.4
Supervisors 2.2 2.0 1.0 215.4 195.3
Supervisors: crafts and trades 2.3 2.4 2.1 107.8 113.1
Administrative and senior clerical personnel 1.9 2.7 2.7 69.8 101.2
Skilled sales and service personnel 1.9 1.9 2.2 86.7 86.3
Skilled crafts and trades workers 3.5 3.4 3.1 113.3 110.9
Clerical personnel 2.3 2.4 2.9 79.9 83.0
Intermediate sales and service personnel 2.4 2.3 3.0 79.8 76.9
Semi-skilled manual workers 2.3 4.0 3.7 63.0 108.3
Other sales and service personnel 0.5 2.3 3.4 13.9 67.1
Other manual workers 0.0 0.0 5.5 0.0 0.0
Total 2.2 2.2 2.5 88.3 88.0

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 1.7 1.5 2.3 74.4 66.5
Middle and other managers 1.7 2.1 2.7 63.7 76.6
Professionals 1.5 1.7 1.6 93.8 105.9
Semi-professionals and technicians 2.7 2.7 3.7 71.8 72.6
Supervisors 3.0 3.6 3.6 83.1 100.5
Supervisors: crafts and trades 3.7 4.3 4.9 76.6 88.4
Administrative and senior clerical personnel 1.8 1.8 3.2 56.4 57.0
Skilled sales and service personnel 1.9 1.9 3.6 51.8 53.1
Skilled crafts and trades workers 4.2 4.3 4.7 90.1 91.8
Clerical personnel 2.3 2.6 3.5 67.1 74.7
Intermediate sales and service personnel 3.8 3.1 3.6 104.2 85.4
Semi-skilled manual workers 3.2 3.3 4.0 80.0 82.3
Other sales and service personnel 4.6 3.8 5.0 90.1 75.2
Other manual workers 3.9 4.2 9.5 40.5 44.0
Total 3.0 3.1 3.9 76.1 79.5

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 1.4 2.2 6.4 21.3 34.2
Middle and other managers 2.0 2.3 2.6 76.4 87.2
Professionals 2.3 2.1 2.4 95.3 88.0
Semi-professionals and technicians 4.7 4.7 4.2 109.6 110.8
Supervisors 2.3 2.6 4.5 50.7 57.3
Supervisors: crafts and trades 3.7 4.3 5.2 71.9 83.4
Administrative and senior clerical personnel 3.4 3.8 5.0 67.7 76.8
Skilled sales and service personnel 3.2 4.3 4.4 73.8 98.0
Skilled crafts and trades workers 7.2 6.9 5.5 130.1 124.6
Clerical personnel 4.9 3.4 6.3 78.0 54.3
Intermediate sales and service personnel 2.7 2.6 5.0 53.4 51.8
Semi-skilled manual workers 7.9 9.7 5.7 138.3 169.4
Other sales and service personnel 4.0 4.5 8.4 47.7 53.5
Other manual workers 6.5 6.3 8.7 74.5 72.6
Total 4.1 4.2 4.6 88.7 91.3

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 20.8 21.9 15.3 135.8 142.9
Middle and other managers 36.2 36.8 27.8 130.2 132.5
Professionals 40.9 42.0 34.9 117.3 120.4
Semi-professionals and technicians 44.3 44.9 35.7 124.0 125.7
Supervisors 37.1 37.3 25.1 147.7 148.7
Supervisors: crafts and trades 64.3 64.3 13.5 477.6 477.7
Administrative and senior clerical personnel 41.0 41.4 24.3 168.8 170.6
Skilled sales and service personnel 38.0 40.9 32.9 115.7 124.5
Skilled crafts and trades workers 13.3 7.7 13.2 100.7 58.2
Clerical personnel 44.1 44.2 33.6 131.2 131.4
Intermediate sales and service personnel 32.1 33.2 32.2 99.8 103.3
Semi-skilled manual workers 58.4 59.1 26.5 220.0 222.7
Other sales and service personnel 39.6 32.0 25.5 155.2 125.4
Other manual workers 0.0 0.0 25.7 0.0 0.0
Total 38.5 39.5 31.2 123.5 126.6

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 11.0 12.1 11.7 94.2 103.5
Middle and other managers 23.9 26.4 21.3 112.6 124.2
Professionals 28.0 29.6 27.2 103.2 108.9
Semi-professionals and technicians 18.7 21.8 21.4 87.3 101.7
Supervisors 24.4 25.3 27.5 88.7 92.1
Supervisors: crafts and trades 20.7 20.9 20.3 102.0 103.0
Administrative and senior clerical personnel 24.3 24.8 20.4 119.0 121.5
Skilled sales and service personnel 23.4 22.6 32.2 72.9 70.3
Skilled crafts and trades workers 18.7 18.5 20.6 91.1 89.9
Clerical personnel 23.5 22.2 20.9 112.4 106.0
Intermediate sales and service personnel 29.8 31.0 36.3 82.2 85.5
Semi-skilled manual workers 31.4 29.7 28.1 111.6 105.6
Other sales and service personnel 22.9 36.4 28.7 79.8 127.0
Other manual workers 0.0 0.0 20.9 0.0 0.0
Total 24.6 25.6 24.8 99.2 103.2

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 7.8 9.5 10.8 71.9 87.8
Middle and other managers 15.8 17.6 19.0 83.0 92.7
Professionals 27.7 29.1 31.3 88.5 92.9
Semi-professionals and technicians 9.9 11.2 12.9 76.6 86.8
Supervisors 14.1 15.9 22.8 61.8 69.8
Supervisors: crafts and trades 11.6 13.3 13.9 83.3 95.7
Administrative and senior clerical personnel 21.7 23.2 19.1 113.4 121.4
Skilled sales and service personnel 6.5 9.0 23.2 27.9 38.7
Skilled crafts and trades workers 13.6 15.6 13.8 98.7 112.9
Clerical personnel 22.1 23.7 24.7 89.3 95.5
Intermediate sales and service personnel 22.3 26.7 28.3 78.9 94.2
Semi-skilled manual workers 17.5 18.8 28.6 61.1 65.6
Other sales and service personnel 14.5 14.5 31.2 46.3 46.4
Other manual workers 10.6 12.4 20.6 51.3 60.1
Total 17.8 19.7 25.1 71.0 78.5

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (sector)* 2020 attainment rate 2021 attainment rate
Senior managers 7.0 9.4 10.7 65.2 87.5
Middle and other managers 13.4 15.0 9.6 140.2 156.6
Professionals 23.7 27.4 23.6 100.3 115.9
Semi-professionals and technicians 10.9 11.5 16.0 67.9 71.8
Supervisors 9.3 11.0 17.5 53.1 62.9
Supervisors: crafts and trades 6.9 8.2 7.6 91.2 108.1
Administrative and senior clerical personnel 16.8 18.1 15.0 112.3 121.0
Skilled sales and service personnel 8.2 13.3 17.7 46.0 75.0
Skilled crafts and trades workers 12.1 13.8 9.2 130.5 149.2
Clerical personnel 15.9 18.8 17.9 88.6 105.0
Intermediate sales and service personnel 26.5 22.8 25.2 105.0 90.3
Semi-skilled manual workers 10.0 10.1 15.0 66.6 67.2
Other sales and service personnel 10.6 16.2 15.4 68.6 105.2
Other manual workers 10.8 12.7 16.2 66.8 78.4
Total 16.6 17.4 16.0 103.7 108.8

*Source: Statistics Canada, 2016 Census.

Table 2.13: Representation and attainment rate (Canadian availability)* of women in all sectors by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (Canadian)* 2020 attainment rate 2021 attainment rate
Senior managers 29.2 30.3 27.6 105.8 109.7
Middle and other managers 42.3 42.6 39.4 107.2 108.1
Professionals 43.9 44.3 55.0 79.9 80.5
Semi-professionals and technicians 19.7 21.9 53.5 36.7 40.9
Supervisors 58.2 57.1 55.5 104.9 102.9
Supervisors: crafts and trades 10.5 9.9 10.8 97.8 92.1
Administrative and senior clerical personnel 72.0 71.5 82.4 87.4 86.8
Skilled sales and service personnel 53.1 54.6 49.7 106.9 109.8
Skilled crafts and trades workers 5.0 4.4 4.0 125.9 110.2
Clerical personnel 53.0 52.2 68.7 77.1 76.0
Intermediate sales and service personnel 62.1 62.2 68.4 90.9 90.9
Semi-skilled manual workers 12.5 12.8 17.1 73.1 75.0
Other sales and service personnel 36.7 38.3 56.3 65.2 68.0
Other manual workers 14.7 16.9 22.1 66.3 76.4
Total 39.1 39.3 48.2 81.0 81.5

*Source: Statistics Canada, 2016 Census.

Table 2.14: Representation and attainment rate (Canadian availability)* of Aboriginal peoples in all sectors by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (Canadian)* 2020 attainment rate 2021 attainment rate
Senior managers 1.3 1.3 3.2 41.4 40.7
Middle and other managers 1.3 1.4 2.7 49.3 52.6
Professionals 1.3 1.3 2.4 56.1 55.0
Semi-professionals and technicians 2.7 2.6 4.2 65.2 62.6
Supervisors 2.5 2.7 3.9 63.5 69.8
Supervisors: crafts and trades 3.6 4.1 4.3 82.5 94.6
Administrative and senior clerical personnel 2.0 2.2 3.5 57.5 63.1
Skilled sales and service personnel 2.0 2.1 3.7 54.4 56.2
Skilled crafts and trades workers 4.4 4.3 5.2 83.8 82.4
Clerical personnel 2.2 2.3 4.2 52.5 55.0
Intermediate sales and service personnel 2.8 2.7 4.5 62.4 60.4
Semi-skilled manual workers 3.4 3.6 4.8 71.5 75.3
Other sales and service personnel 3.9 3.8 5.8 67.9 65.4
Other manual workers 4.7 4.9 6.8 68.6 72.1
Total 2.4 2.4 4.0 59.9 60.0

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2017 availability (Canadian)* 2020 attainment rate 2021 attainment rate
Senior managers 3.4 4.2 5.0 68.4 84.4
Middle and other managers 4.3 4.8 5.0 85.9 96.4
Professionals 4.5 4.9 8.9 50.0 54.8
Semi-professionals and technicians 2.7 3.3 7.6 35.7 43.7
Supervisors 4.7 6.4 27.5 17.3 23.3
Supervisors: crafts and trades 2.3 3.5 10.1 23.1 34.7
Administrative and senior clerical personnel 4.7 5.3 10.0 46.8 52.9
Skilled sales and service personnel 4.6 5.0 8.0 57.5 62.3
Skilled crafts and trades workers 2.7 3.2 7.8 34.6 41.0
Clerical personnel 4.8 5.6 9.3 51.5 60.2
Intermediate sales and service personnel 4.5 4.6 10.8 41.8 42.8
Semi-skilled manual workers 2.4 2.3 10.3 23.1 22.4
Other sales and service personnel 4.5 4.9 10.7 42.2 45.8
Other manual workers 2.3 2.8 6.8 34.4 41.0
Total 3.9 4.4 9.1 43.0 48.4

*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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 representation 2021 representation 2016 availability (Canadian)* 2020 attainment rate 2021 attainment rate
Senior managers 13.0 14.4 11.5 113.4 125.5
Middle and other managers 29.4 30.6 17.6 166.9 173.9
Professionals 35.9 37.7 23.2 154.7 162.4
Semi-professionals and technicians 14.7 17.1 19.1 77.0 89.6
Supervisors 23.7 24.7 24.0 98.5 102.8
Supervisors: crafts and trades 11.5 12.8 11.1 103.2 115.1
Administrative and senior clerical personnel 30.4 31.4 16.4 185.5 191.9
Skilled sales and service personnel 33.6 37.1 27.7 121.3 134.0
Skilled crafts and trades workers 15.0 16.4 12.0 125.5 136.9
Clerical personnel 27.7 28.2 21.9 126.3 128.5
Intermediate sales and service personnel 28.2 29.5 25.4 111.2 116.1
Semi-skilled manual workers 17.3 18.5 22.4 77.1 82.6
Other sales and service personnel 14.5 18.1 26.5 54.8 68.2
Other manual workers 10.6 12.5 21.0 50.7 59.6
Total 26.0 27.4 21.3 122.1 128.6

*Source: Statistics Canada, 2016 Census.

Table 3.1: Distribution of women and men in the federally regulated private-sector by occupational group in 2020 and 2021 (by percentage)
Employment equity occupational group 2020 women distribution 2020 men distribution 2021 women distribution 2021 men distribution
Senior managers 0.7 1.1 0.7 1.0
Middle and other managers 12.7 11.1 12.9 11.3
Professionals 23.5 19.2 23.2 18.9
Semi-professionals and technicians 3.1 8.2 3.8 8.8
Supervisors 5.1 2.4 5.1 2.5
Supervisors: crafts and trades 0.4 2.4 0.4 2.3
Administrative and senior clerical personnel 4.8 1.2 4.6 1.2
Skilled sales and service personnel 5.0 2.8 5.3 2.9
Skilled crafts and trades workers 1.0 11.8 0.8 11.5
Clerical personnel 18.3 10.4 17.1 10.1
Intermediate sales and service personnel 20.3 7.9 20.9 8.2
Semi-skilled manual workers 4.4 19.9 4.5 19.7
Other sales and service personnel 0.3 0.3 0.4 0.4
Other manual workers 0.4 1.3 0.4 1.2
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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 Aboriginal peoples distribution 2020 non-Aboriginal peoples distribution 2021 Aboriginal peoples distribution 2021 non-Aboriginal peoples distribution
Senior managers 0.5 0.9 0.5 0.9
Middle and other managers 6.4 11.8 7.0 12.0
Professionals 11.6 21.1 10.9 20.9
Semi-professionals and technicians 7.0 6.2 7.4 6.8
Supervisors 3.5 3.4 3.9 3.5
Supervisors: crafts and trades 2.4 1.6 2.7 1.5
Administrative and senior clerical personnel 2.2 2.6 2.3 2.5
Skilled sales and service personnel 3.1 3.7 3.3 3.8
Skilled crafts and trades workers 13.8 7.4 12.9 7.2
Clerical personnel 12.3 13.5 12.2 12.9
Intermediate sales and service personnel 14.8 12.7 14.4 13.2
Semi-skilled manual workers 19.8 13.7 20.3 13.5
Other sales and service personnel 0.6 0.3 0.7 0.4
Other manual workers 1.9 0.9 1.7 0.8
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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 persons with disabilities distribution 2020 persons without disabilities distribution 2021 persons with disabilities distribution 2021 persons without disabilities distribution
Senior managers 0.8 0.9 0.9 0.9
Middle and other managers 12.8 11.7 13.1 11.9
Professionals 23.8 20.7 22.9 20.5
Semi-professionals and technicians 4.3 6.3 5.1 6.9
Supervisors 4.2 3.4 5.2 3.4
Supervisors: crafts and trades 1.0 1.6 1.3 1.6
Administrative and senior clerical personnel 3.1 2.6 3.1 2.5
Skilled sales and service personnel 4.4 3.7 4.4 3.8
Skilled crafts and trades workers 5.2 7.7 5.4 7.4
Clerical personnel 16.5 13.3 16.6 12.7
Intermediate sales and service personnel 14.6 12.7 13.9 13.2
Semi-skilled manual workers 8.4 14.1 7.3 14.0
Other sales and service personnel 0.4 0.3 0.5 0.4
Other manual workers 0.6 1.0 0.5 0.9
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 2020 and 2021 (by percentage)
Employment equity occupational group 2020 members of visible minorities distribution 2020 non-members of visible minorities distribution 2021 members of visible minorities distribution 2021 non-members of visible minorities distribution
Senior managers 0.5 1.1 0.5 1.1
Middle and other managers 13.2 11.2 13.3 11.4
Professionals 28.8 18.1 28.3 17.7
Semi-professionals and technicians 3.5 7.2 4.2 7.8
Supervisors 3.1 3.6 3.2 3.6
Supervisors: crafts and trades 0.7 1.9 0.7 1.9
Administrative and senior clerical personnel 3.1 2.5 2.9 2.4
Skilled sales and service personnel 4.8 3.3 5.2 3.3
Skilled crafts and trades workers 4.4 8.7 4.4 8.4
Clerical personnel 14.4 13.2 13.2 12.7
Intermediate sales and service personnel 13.8 12.4 14.2 12.8
Semi-skilled manual workers 9.2 15.5 9.3 15.4
Other sales and service personnel 0.2 0.4 0.3 0.5
Other manual workers 0.4 1.2 0.4 1.0
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 2020 and 2021**
Designated groups 2020 number of employees 2021 number of employees 2020 number of hires 2021 number of hires 2020 number of promotions 2021 number of promotions 2020 number of terminations 2021 number of terminations 2020 net effect* 2021 net effect*
Women 141,488 141,444 14,095 24,960 13,237 25,139 15,881 20,768 -1,786 4,192
Aboriginal peoples 3,619 3,725 339 684 312 704 398 558 -59 126
Persons with disabilities 14,891 15,139 910 1,926 1,155 2,408 1,536 1,921 -626 5
Members of visible minorities 98,463 102,002 10,302 20,226 10,408 18,041 9,554 14,389 748 5,837
All employees 255,560 258,291 28,129 49,031 24,617 43,436 28,986 39,952 -857 9,079
  • *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 2020 and 2021* (by percentage)
Designated groups 2020 representation 2021 representation 2020 share of hires 2021 share of hires 2020 share of promotions 2021 share of promotions 2020 share of terminations 2021 share of terminations
Women 55.4 54.8 50.1 50.9 53.8 57.9 54.8 52.0
Aboriginal peoples 1.4 1.4 1.2 1.4 1.3 1.6 1.4 1.4
Persons with disabilities 5.8 5.9 3.2 3.9 4.7 5.5 5.3 4.8
Members of visible minorities 38.5 39.5 36.6 41.3 42.3 41.5 33.0 36.0
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 2020 and 2021**
Designated groups 2020 number of employees 2021 number of employees 2020 number of hires 2021 number of hires 2020 number of promotions 2021 number of promotions 2020 number of terminations 2021 number of terminations 2020 net effect* 2021 net effect*
Women 42,406 42,006 3,661 5,984 1,918 4,045 6,222 6,658 -2,561 -674
Aboriginal peoples 2,625 2,589 143 237 107 179 354 349 -211 -112
Persons with disabilities 5,253 5,779 272 590 198 493 735 805 -463 -215
Members of visible minorities 29,262 29,983 2,512 4,403 1,369 3,360 4,419 4,891 -1,907 -488
All employees 118,905 117,123 9,297 15,126 5,023 9,899 18,090 18,078 -8,793 -2,952
  • *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 4.4: Representation and shares of hires, promotions, and terminations of designated group members in the communications sector in 2020 and 2021* (by percentage)
Designated groups 2020 representation 2021 representation 2020 share of hires 2021 share of hires 2020 share of promotions 2021 share of promotions 2020 share of terminations 2021 share of terminations
Women 35.7 35.9 39.4 39.6 38.2 40.9 34.4 36.8
Aboriginal peoples 2.2 2.2 1.5 1.6 2.1 1.8 2.0 1.9
Persons with disabilities 4.4 4.9 2.9 3.9 3.9 5.0 4.1 4.5
Members of visible minorities 24.6 25.6 27.0 29.1 27.3 33.9 24.4 27.1
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 2020 and 2021**
Designated groups 2020 number of employees 2021 number of employees 2020 number of hires 2021 number of hires 2020 number of promotions 2021 number of promotions 2020 number of terminations 2021 number of terminations 2020 net effect* 2021 net effect*
Women 85,767 88,602 13,370 20,379 2,885 3,864 17,746 19,478 -4,376 901
Aboriginal peoples 8,995 9,295 1,513 2,267 323 319 1,982 2,264 -469 3
Persons with disabilities 7,410 9,605 792 1,090 221 353 1,579 1,399 -787 -309
Members of visible minorities 54,002 59,893 10,850 15,148 2,042 2,867 12,668 13,000 -1,818 2,148
All employees 303,071 303,859 56,838 73,574 9,779 12,457 66,292 74,462 -9,454 -888
  • *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 4.6: Representation and shares of hires, promotions, and terminations of designated group members in the transportation sector in 2020 and 2021* (by percentage)
Designated groups 2020 representation 2021 representation 2020 share of hires 2021 share of hires 2020 share of promotions 2021 share of promotions 2020 share of terminations 2021 share of terminations
Women 28.3 29.2 23.5 27.7 29.5 31.0 26.8 26.2
Aboriginal peoples 3.0 3.1 2.7 3.1 3.3 2.6 3.0 3.0
Persons with disabilities 2.4 3.2 1.4 1.5 2.3 2.8 2.4 1.9
Members of visible minorities 17.8 19.7 19.1 20.6 20.9 23.0 19.1 17.5
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 2020 and 2021**
Designated groups 2020 number of employees 2021 number of employees 2020 number of hires 2021 number of hires 2020 number of promotions 2021 number of promotions 2020 number of terminations 2021 number of terminations 2020 net effect* 2021 net effect*
Women 17,764 18,264 1,922 2,886 744 956 2,851 2,387 -929 499
Aboriginal peoples 2,377 2,471 449 414 150 184 358 365 91 49
Persons with disabilities 1,257 1,776 92 149 40 78 169 159 -77 -10
Members of visible minorities 9,662 10,291 1,470 1,682 359 516 1,760 1,514 -290 168
All employees 58,254 59,083 6,769 8,466 2,365 3,055 9,883 8,065 -3,114 401
  • *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 2020 and 2021* (by percentage)
Designated groups 2020 representation 2021 representation 2020 share of hires 2021 share of hires 2020 share of promotions 2021 share of promotions 2020 share of terminations 2021 share of terminations
Women 30.5 30.9 28.4 34.1 31.5 31.3 28.8 29.6
Aboriginal peoples 4.1 4.2 6.6 4.9 6.3 6.0 3.6 4.5
Persons with disabilities 2.2 3.0 1.4 1.8 1.7 2.6 1.7 2.0
Members of visible minorities 16.6 17.4 21.7 19.9 15.2 16.9 17.8 18.8
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 2020 and 2021**
Designated groups 2020 number of employees 2021 number of employees 2020 number of hires 2021 number of hires 2020 number of promotions 2021 number of promotions 2020 number of terminations 2021 number of terminations 2020 net effect* 2021 net effect*
Women 287,425 290,316 33,048 54,209 18,784 34,004 42,700 49,291 -9,652 4,918
Aboriginal peoples 17,616 18,080 2,444 3,602 892 1,386 3,092 3,536 -648 66
Persons with disabilities 28,811 32,299 2,066 3,755 1,614 3,332 4,019 4,284 -1,953 -529
Members of visible minorities 191,389 202,169 25,134 41,459 14,178 24,784 28,401 33,794 -3,267 7,665
All employees 735,790 738,356 101,033 146,197 41,784 68,847 123,251 140,557 -22,218 5,640
  • *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 2020 and 2021* (by percentage)
Designated groups 2020 representation 2021 representation 2020 share of hires 2021 share of hires 2020 share of promotions 2021 share of promotions 2020 share of terminations 2021 share of terminations
Women 39.1 39.3 32.7 37.1 45.0 49.4 34.6 35.1
Aboriginal peoples 2.4 2.4 2.4 2.5 2.1 2.0 2.5 2.5
Persons with disabilities 3.9 4.4 2.0 2.6 3.9 4.8 3.3 3.0
Members of visible minorities 26.0 27.4 24.9 28.4 33.9 36.0 23.0 24.0
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, 2021
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 $5,000 398 253 63.6 145 36.4
$5,000 - $9,999 469 310 66.1 159 33.9
$10,000 - $14,999 774 450 58.1 324 41.9
$15,000 - $19,999 1,192 754 63.3 438 36.7
$20,000 - $24,999 2,112 1,218 57.7 894 42.3
$25,000 - $34,999 19,530 9,417 48.2 10,113 51.8
$35,000 - $49,999 112,750 57,412 50.9 55,340 49.1
$50,000 - $74,999 227,869 134,865 59.2 93,004 40.8
$75,000 - $99,999 142,091 95,931 67.5 46,160 32.5
$100,000 - $149,999 98,697 69,801 70.7 28,896 29.3
$150,000 - $199,999 21,263 16,268 76.5 4,995 23.5
$200,000 - $249,999 5,236 3,946 75.4 1,290 24.6
$250,000 and over 7,525 5,607 74.5 1,918 25.5
Total 639,906 396,232 61.9 243,676 38.1
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, 2021
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 $5,000 398 12 3.0 11 1
$5,000 - $9,999 469 19 4.1 13 6
$10,000 - $14,999 774 40 5.2 30 10
$15,000 - $19,999 1,192 44 3.7 33 11
$20,000 - $24,999 2,112 64 3.0 34 30
$25,000 - $34,999 19,530 651 3.3 339 312
$35,000 - $49,999 112,750 2,841 2.5 1,433 1,408
$50,000 - $74,999 227,869 5,509 2.4 3,347 2,162
$75,000 - $99,999 142,091 3,381 2.4 2,460 921
$100,000 - $149,999 98,697 2,046 2.1 1,579 467
$150,000 - $199,999 21,263 355 1.7 293 62
$200,000 - $249,999 5,236 78 1.5 54 24
$250,000 and over 7,525 80 1.1 58 22
Total 639,906 15,120 2.4 9,684 5,436
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, 2021
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 $5,000 398 3 0.8 3 0
$5,000 - $9,999 469 16 3.4 7 9
$10,000 - $14,999 774 29 3.7 13 16
$15,000 - $19,999 1,192 36 3.0 24 12
$20,000 - $24,999 2,112 67 3.2 35 32
$25,000 - $34,999 19,530 667 3.4 305 362
$35,000 - $49,999 112,750 5,336 4.7 2,212 3,124
$50,000 - $74,999 227,869 10,637 4.7 5,194 5,443
$75,000 - $99,999 142,091 6,322 4.4 3,749 2,573
$100,000 - $149,999 98,697 4,076 4.1 2,510 1,566
$150,000 - $199,999 21,263 666 3.1 439 227
$200,000 - $249,999 5,236 146 2.8 94 52
$250,000 and over 7,525 191 2.5 130 61
Total 639,906 28,192 4.4 14,715 13,477
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, 2021
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 $5,000 398 108 27.1 62 46
$5,000 - $9,999 469 118 25.2 74 44
$10,000 - $14,999 774 183 23.6 101 82
$15,000 - $19,999 1,192 316 26.5 202 114
$20,000 - $24,999 2,112 539 25.5 282 257
$25,000 - $34,999 19,530 5,471 28.0 2,591 2,880
$35,000 - $49,999 112,750 35,921 31.9 17,786 18,135
$50,000 - $74,999 227,869 62,372 27.4 35,956 26,416
$75,000 - $99,999 142,091 39,416 27.7 24,773 14,643
$100,000 - $149,999 98,697 26,571 26.9 17,730 8,841
$150,000 - $199,999 21,263 3,893 18.3 2,725 1,168
$200,000 - $249,999 5,236 818 15.6 559 259
$250,000 and over 7,525 1,489 19.8 940 549
Total 639,906 177,215 27.7 103,781 73,434
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, 2021
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 1,545 895 57.9 650 42.1
$5,000 - $9,999 2,992 1,682 56.2 1,310 43.8
$10,000 - $14,999 6,326 3,311 52.3 3,015 47.7
$15,000 - $19,999 14,928 8,155 54.6 6,773 45.4
$20,000 - $24,999 10,162 4,753 46.8 5,409 53.2
$25,000 - $34,999 18,762 8,422 44.9 10,340 55.1
$35,000 - $49,999 21,980 10,832 49.3 11,148 50.7
$50,000 - $74,999 9,616 5,175 53.8 4,444 46.2
$75,000 - $99,999 1,406 866 61.6 540 38.4
$100,000 - $149,999 712 468 65.7 244 34.3
$150,000 - $199,999 87 64 73.6 23 26.4
$200,000 - $249,999 24 17 70.8 7 29.2
$250,000 and over 56 47 83.9 9 16.1
Total 88,596 44,687 50.4 43,912 49.6
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, 2021
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 1,545 39 2.5 15 0
$5,000 - $9,999 2,992 80 2.7 30 0
$10,000 - $14,999 6,326 208 3.3 77 0
$15,000 - $19,999 14,928 441 3.0 200 0
$20,000 - $24,999 10,162 329 3.2 123 0
$25,000 - $34,999 18,762 654 3.5 319 0
$35,000 - $49,999 21,980 609 2.8 268 0
$50,000 - $74,999 9,616 273 2.8 152 0
$75,000 - $99,999 1,406 80 5.7 46 0
$100,000 - $149,999 712 49 6.9 38 0
$150,000 - $199,999 87 5 5.7 4 0
$200,000 - $249,999 24 1 4.2 1 0
$250,000 and over 56 0 0.0 0 0
Total 88,596 2,768 3.1 1,273 0
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, 2021
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 1,545 49 3.2 33 16
$5,000 - $9,999 2,992 82 2.7 38 44
$10,000 - $14,999 6,326 218 3.4 72 146
$15,000 - $19,999 14,928 485 3.2 179 306
$20,000 - $24,999 10,162 451 4.4 165 286
$25,000 - $34,999 18,762 939 5.0 316 623
$35,000 - $49,999 21,980 1,122 5.1 387 735
$50,000 - $74,999 9,616 409 4.3 178 231
$75,000 - $99,999 1,406 54 3.8 22 32
$100,000 - $149,999 712 28 3.9 18 10
$150,000 - $199,999 87 3 3.4 2 1
$200,000 - $249,999 24 0 0.0 0 0
$250,000 and over 56 0 0.0 0 0
Total 88,596 3,840 4.3 1,410 2,430
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, 2021
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 1,545 333 21.6 213 120
$5,000 - $9,999 2,992 599 20.0 351 248
$10,000 - $14,999 6,326 1,569 24.8 886 683
$15,000 - $19,999 14,928 4,114 27.6 2,406 1,708
$20,000 - $24,999 10,162 2,643 26.0 1,323 1,320
$25,000 - $34,999 18,762 5,300 28.2 2,666 2,634
$35,000 - $49,999 21,980 6,152 28.0 3,364 2,788
$50,000 - $74,999 9,616 2,190 22.8 1,416 774
$75,000 - $99,999 1,406 245 17.4 177 68
$100,000 - $149,999 712 134 18.8 98 36
$150,000 - $199,999 87 15 17.2 13 2
$200,000 - $249,999 24 0 0.0 0 0
$250,000 and over 56 4 7.1 3 1
Total 88,596 23,298 26.3 12,916 10,382
Table 7: Distribution of employers and employees across sectors in consolidated pay gap data
Sector Number of employers Percentage of LEEP employers Percentage of LEEP employees
Banking & Financial Services 43 8% 35%
Communications 58 11% 16%
Transportation 346 65% 41%
Other 83 16% 8%
Total 530 100% 100%
Table 8.1: Hourly wage paid to the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more
Banking & Financial Services $0.82 0.0 0.0 16.3 79.1 0.0 4.7 0.0 0.0
Communications $0.89 0.0 0.0 12.1 75.9 0.0 8.6 3.4 0.0
Transportation $0.86 0.9 2.3 19.7 60.1 0.0 14.5 0.9 1.7
Other $0.89 2.4 3.6 8.4 75.9 0.0 7.2 1.2 1.2
All sectors $0.87 0.9 2.1 16.8 65.8 0.0 11.9 1.1 1.3
Table 8.2: Bonus pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more
Banking & Financial Services $0.53 4.7 34.9 37.2 16.3 0.0 2.3 0.0 2.3
Communications $0.71 6.9 15.5 24.1 22.4 0.0 6.9 1.7 13.8
Transportation $0.77 5.2 12.1 16.8 14.2 0.0 9.0 3.8 11.0
Other $0.87 2.4 12.0 14.5 25.3 0.0 16.9 8.4 4.8
All sectors $0.76 4.9 14.3 18.9 17.0 0.0 9.4 4.0 9.6
Table 8.3: % of women receiving bonus pay, including distribution of employers, by sector
Sector % receiving bonus pay in the median employer % of employers where 0% receive bonus pay % of employers where 1% to 25% receive bonus pay % of employers where 26% to 50% receive bonus pay % of employers where 51% to 75% bonus pay % of employers where 76% to 99% bonus pay % of employers where 100% receive bonus pay % of employer with no data available
Banking & Financial Services 86% 2.3 4.7 0.0 16.3 76.7 0.0 0.0
Communications 49% 8.6 25.9 17.2 13.8 34.5 0.0 0.0
Transportation 17% 26.3 29.8 11.0 10.1 19.7 3.2 0.0
Other 25% 15.7 34.9 8.4 12.0 26.5 2.4 0.0
All sectors 27% 20.8 28.1 10.4 11.3 27.0 2.5 0.0
Table 8.4: % of men receiving bonus pay, including distribution of employers, by sector
Sector % receiving bonus pay in the median employer % of employers where 0% receive bonus pay % of employers where 1% to 25% receive bonus pay % of employers where 26% to 50% receive bonus pay % of employers where 51% to 75% bonus pay % of employers where 76% to 99% bonus pay % of employers where 100% receive bonus pay % of employer with no data available
Banking & Financial Services 85% 2.3 4.7 2.3 14.0 76.7 0.0 0.0
Communications 59% 3.4 27.6 13.8 19.0 36.2 0.0 0.0
Transportation 23% 23.7 27.5 14.2 11.3 22.5 0.9 0.0
Other 27% 9.6 34.9 14.5 13.3 27.7 0.0 0.0
All sectors 35% 17.5 26.8 13.2 12.6 29.2 0.6 0.0
Table 8.5: Overtime pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more
Banking & Financial Services $0.78 2.3 11.6 23.3 37.2 0.0 7.0 2.3 7.0
Communications $0.55 8.6 24.1 31.0 8.6 0.0 5.2 0.0 3.4
Transportation $0.56 9.2 24.6 21.1 11.0 0.3 7.5 1.7 4.6
Other $0.57 10.8 27.7 21.7 20.5 0.0 2.4 4.8 7.2
All sectors $0.57 8.9 24.0 22.5 14.3 0.2 6.4 2.1 5.1
Table 8.6: Annual overtime hours worked by the mean woman compared to the mean man, including distribution of employers, by sector
Sector Difference in the median employer % of employers where women work at least 100 fewer overtime hours % of employers where women work 50 to 99 fewer overtime hours % of employers where women work 1 to 49 fewer overtime hours % of employers where women work the same number of overtime hours % of employers where women work 1 to 49 more overtime hours % of employers where women work 50 to 99 more overtime hours % of employers where women work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services 6 fewer hours 0.0 4.7 55.8 0.0 25.6 4.7 0.0 9.3
Communications 22 fewer hours 5.2 5.2 62.1 0.0 8.6 0.0 0.0 19.0
Transportation 37 fewer hours 16.5 14.5 33.5 0.0 11.8 2.3 1.4 19.9
Other 40 fewer hours 20.5 18.1 42.2 0.0 12.0 0.0 2.4 4.8
All sectors 31 fewer hours 14.5 13.2 39.8 0.0 12.6 1.9 1.3 16.6
Table 8.7: Annual overtime hours worked by the median woman compared to the median man, including distribution of employers, by sector
Sector Difference in the mean employer % of employers where women work at least 100 fewer overtime hours % of employers where women work 50 to 99 fewer overtime hours % of employers where women work 1 to 49 fewer overtime hours % of employers where women work the same number of overtime hours % of employers where women work 1 to 49 more overtime hours % of employers where women work 50 to 99 more overtime hours % of employers where women work at least 100 more overtime hours = % of employers with no applicable overtime hours gap
Banking & Financial Services 3 fewer hours 0.0 0.0 51.2 0.0 39.5 0.0 0.0 9.3
Communications 16 fewer hours 1.7 5.2 62.1 1.7 10.3 0.0 0.0 19.0
Transportation 22 fewer hours 10.4 11.8 40.2 0.6 13.6 2.6 0.9 19.9
Other 20 fewer hours 16.9 15.7 43.4 0.0 15.7 0.0 3.6 4.8
All sectors 16 fewer hours 9.6 10.8 44.0 0.6 15.7 1.7 1.1 16.6
Table 8.8: % of women receiving overtime pay, including distribution of employers, by sector
Sector % receiving overtime pay in the median employer % of employers where 0% receive overtime pay % of employers where 1% to 25% receive overtime pay % of employers where 26% to 50% receive overtime pay % of employers where 51% to 75% overtime pay % of employers where 76% to 99% overtime pay % of employers where 100% receive overtime pay % of employer with no data available
Banking & Financial Services 20% 7.0 58.1 30.2 4.7 0.0 0.0 0.0
Communications 26% 17.2 31.0 27.6 22.4 1.7 0.0 0.0
Transportation 33% 18.8 23.4 24.9 25.4 6.6 0.9 0.0
Other 33% 4.8 27.7 42.2 18.1 7.2 0.0 0.0
All sectors 31% 15.5 27.7 28.3 22.3 5.7 0.6 0.0
Table 8.9: % of men receiving overtime pay, including distribution of employers, by sector
Sector % receiving overtime pay in the median employer % of employers where 0% receive overtime pay % of employers where 1% to 25% receive overtime pay % of employers where 26% to 50% receive overtime pay % of employers where 51% to 75% overtime pay % of employers where 76% to 99% overtime pay % of employers where 100% receive overtime pay % of employer with no data available
Banking & Financial Services 20% 7.0 58.1 30.2 4.7 0.0 0.0 0.0
Communications 26% 17.2 31.0 27.6 22.4 1.7 0.0 0.0
Transportation 33% 18.8 23.4 24.9 25.4 6.6 0.9 0.0
Other 33% 4.8 27.7 42.2 18.1 7.2 0.0 0.0
All sectors 31% 15.5 27.7 28.3 22.3 5.7 0.6 0.0
Table 9.1: Hourly wage paid to the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.89 0.0 0.0 9.3 51.2 0.0 14.0 2.3 2.3 20.9
Communications $0.91 0.0 1.7 8.6 41.4 0.0 15.5 1.7 8.6 22.4
Transportation $0.93 0.6 2.0 9.0 44.8 0.3 19.1 3.2 2.3 18.8
Other $0.89 0.0 8.4 12.0 47.0 0.0 16.9 2.4 2.4 10.8
All sectors $0.92 0.4 2.8 9.4 45.3 0.2 17.9 2.8 3.0 18.1
Table 9.2: Bonus pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.70 7.0 16.3 18.6 20.9 0.0 2.3 2.3 7.0 25.6
Communications $0.59 13.8 13.8 15.5 5.2 0.0 3.4 1.7 5.2 41.4
Transportation $0.67 8.4 11.0 11.8 7.2 0.0 6.1 2.3 4.3 48.8
Other $0.55 9.6 14.5 19.3 6.0 0.0 6.0 2.4 6.0 36.1
All sectors $0.64 9.1 12.3 14.0 7.9 0.0 5.5 2.3 4.9 44.2
Table 9.3: % of Aboriginal peoples receiving bonus pay, including distribution of employers, by sector
Sector % receiving bonus pay in the median employer % of employers where 0% receive bonus pay % of employers where 1% to 25% receive bonus pay % of employers where 26% to 50% receive bonus pay % of employers where 51% to 75% bonus pay % of employers where 76% to 99% bonus pay % of employers where 100% receive bonus pay % of employer with no data available
Banking & Financial Services 84% 25.6 0.0 4.7 14.0 30.2 25.6 0.0
Communications 17% 41.4 10.3 6.9 15.5 8.6 17.2 0.0
Transportation 4% 48.6 13.0 9.0 9.5 7.2 12.7 0.0
Other 21% 34.9 24.1 7.2 9.6 12.0 12.0 0.0
All sectors 12% 43.8 13.4 8.1 10.6 10.0 14.2 0.0
Table 9.4: Overtime pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.92 7.0 2.3 7.0 16.3 0.0 7.0 0.0 11.6 48.8
Communications $0.93 3.4 6.9 6.9 10.3 0.0 10.3 3.4 10.3 48.3
Transportation $0.89 7.2 6.4 10.1 11.8 0.0 7.8 5.8 9.8 41.0
Other $0.77 8.4 7.2 21.7 12.0 0.0 6.0 13.3 6.0 25.3
All sectors $0.89 7.0 6.2 11.3 12.1 0.0 7.7 6.2 9.4 40.0
Table 9.5: Annual overtime hours worked by the mean Aboriginal person compared to the mean non-Aboriginal person, including distribution of employers, by sector
Sector Difference in the mean employer % of employers where women work at least 100 fewer overtime hours % of employers where women work 50 to 99 fewer overtime hours % of employers where women work 1 to 49 fewer overtime hours % of employers where women work the same number of overtime hours % of employers where women work 1 to 49 more overtime hours % of employers where women work 50 to 99 more overtime hours % of employers where women work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services 4 more hours 2.3 0.0 14.0 0.0 30.2 4.7 0.0 48.8
Communications 2 more hours 1.7 3.4 17.2 0.0 24.1 5.2 0.0 48.3
Transportation 6 fewer hours 4.0 6.9 22.5 0.0 13.6 4.9 6.9 41.0
Other 10 fewer hours 9.6 10.8 22.9 0.0 19.3 3.6 8.4 25.3
All sectors 4 fewer hours 4.5 6.6 21.3 0.0 17.0 4.7 5.8 40.0
Table 9.6: Annual overtime hours worked by the median Aboriginal person compared to the median non-Aboriginal person, including distribution of employers, by sector
Sector Difference in the median employer % of employers where Aboriginal peoples work at least 100 fewer overtime hours % of employers where Aboriginal peoples work 50 to 99 fewer overtime hours % of employers where Aboriginal peoples work 1 to 49 fewer overtime hours % of employers where Aboriginal peoples work the same number of overtime hours % of employers where Aboriginal peoples work 1 to 49 more overtime hours % of employers where Aboriginal peoples work 50 to 99 more overtime hours % of employers where Aboriginal peoples work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services 5 more hours 0.0 2.3 20.9 0.0 25.6 2.3 0.0 48.8
Communications 1 fewer hour 0.0 0.0 27.6 0.0 20.7 3.4 0.0 48.3
Transportation 1 more hour 2.6 2.9 22.8 0.6 16.2 5.8 8.1 41.0
Other 1 fewer hour 7.2 8.4 22.9 0.0 19.3 7.2 9.6 25.3
All sectors 0 more hours 2.8 3.4 23.2 0.4 17.9 5.5 6.8 40.0
Table 9.7: % of Aboriginal peoples receiving overtime pay, including distribution of employers, by sector
Sector % receiving overtime pay in the median employer % of employers where 0% receive overtime pay % of employers where 1% to 25% receive overtime pay % of employers where 26% to 50% receive overtime pay % of employers where 51% to 75% overtime pay % of employers where 76% to 99% overtime pay % of employers where 100% receive overtime pay % of employer with no data available
Banking & Financial Services 7% 48.8 20.9 23.3 7.0 0.0 0.0 0.0
Communications 8% 48.3 10.3 6.9 24.1 5.2 5.2 0.0
Transportation 35% 40.5 4.9 12.1 17.1 15.3 10.1 0.0
Other 50% 24.1 12.0 14.5 19.3 16.9 13.3 0.0
All sectors 33% 39.4 7.9 12.8 17.4 13.2 9.2 0.0
Table 10.1: Hourly wage paid to the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.97 0.0 2.3 14.0 44.2 0.0 25.6 4.7 4.7 4.7
Communications $0.88 0.0 1.7 17.2 50.0 0.0 19.0 0.0 1.7 10.3
Transportation $0.92 0.9 2.3 10.1 40.5 0.6 18.8 3.8 2.3 20.8
Other $0.93 2.4 3.6 14.5 43.4 0.0 19.3 2.4 0.0 14.5
All sectors $0.92 0.9 2.5 11.9 42.3 0.4 19.4 3.2 2.1 17.4
Table 10.2: Bonus pay of the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.86 11.6 4.7 16.3 20.9 0.0 9.3 11.6 7.0 18.6
Communications $0.53 19.0 19.0 19.0 12.1 1.7 0.0 1.7 5.2 22.4
Transportation $0.76 5.5 6.9 11.0 7.8 0.0 5.5 2.3 8.4 52.6
Other $0.74 7.2 9.6 14.5 7.2 0.0 10.8 3.6 8.4 38.6
All sectors $0.73 7.7 8.5 12.8 9.2 0.2 6.0 3.2 7.9 44.3
Table 10.3: % of Aboriginal peoples receiving bonus pay, including distribution of employers, by sector
Sector % receiving bonus pay in the median employer % of employers where 0% receive bonus pay % of employers where 1% to 25% receive bonus pay % of employers where 26% to 50% receive bonus pay % of employers where 51% to 75% bonus pay % of employers where 76% to 99% bonus pay % of employers where 100% receive bonus pay % of employer with no data available
Banking & Financial Services 86% 18.6 0.0 7.0 14.0 41.9 18.6 0.0
Communications 45% 22.4 22.4 10.3 8.6 19.0 17.2 0.0
Transportation 0% 52.6 8.7 9.5 6.6 9.0 13.6 0.0
Other 18% 37.3 20.5 9.6 4.8 14.5 13.3 0.0
All sectors 14% 44.2 11.3 9.4 7.2 13.6 14.3 0.0
Table 10.4: Overtime pay of the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.81 2.3 9.3 14.0 14.0 0.0 4.7 2.3 14.0 39.5
Communications $0.80 3.4 3.4 15.5 20.7 0.0 6.9 0.0 10.3 39.7
Transportation $0.79 10.7 9.0 8.1 11.3 0.0 8.1 4.0 6.9 41.9
Other $0.66 14.5 12.0 19.3 3.6 0.0 13.3 4.8 7.2 25.3
All sectors $0.77 9.8 8.9 11.1 11.3 0.0 8.5 3.6 7.9 38.9
Table 10.5: Annual overtime hours worked by the mean person with a disability compared to the mean person without a disability, including distribution of employers, by sector
Sector Difference in the mean employer % of employers where persons with disabilities work at least 100 fewer overtime hours % of employers where persons with disabilities work 50 to 99 fewer overtime hours % of employers where persons with disabilities work 1 to 49 fewer overtime hours % of employers where persons with disabilities work the same number of overtime hours % of employers where persons with disabilities work 1 to 49 more overtime hours % of employers where persons with disabilities work 50 to 99 more overtime hours % of employers where persons with disabilities work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services 7 fewer hours 0.0 4.7 37.2 0.0 9.3 4.7 4.7 39.5
Communications  7 fewer hours 0.0 3.4 39.7 0.0 13.8 3.4 0.0 39.7
Transportation  17 fewer hours 6.4 9.5 22.3 0.0 13.9 2.9 3.2 41.9
Other 23 fewer hours 12.0 14.5 24.1 0.0 15.7 3.6 4.8 25.3
All sectors 14 fewer hours 6.0 9.2 25.7 0.0 13.8 3.2 3.2 38.9
Table 10.6: Annual overtime hours worked by the median person with a disability compared to the median person without a disability, including distribution of employers, by sector
Sector Difference in the median employer % of employers where Aboriginal peoples work at least 100 fewer overtime hours % of employers where Aboriginal peoples work 50 to 99 fewer overtime hours % of employers where Aboriginal peoples work 1 to 49 fewer overtime hours % of employers where Aboriginal peoples work the same number of overtime hours % of employers where Aboriginal peoples work 1 to 49 more overtime hours % of employers where Aboriginal peoples work 50 to 99 more overtime hours % of employers where Aboriginal peoples work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services 2 fewer hours 0.0 0.0 37.2 0.0 16.3 4.7 2.3 39.5
Communications 2 fewer hours 0.0 1.7 32.8 1.7 17.2 5.2 1.7 39.7
Transportation 3 fewer hours 3.5 4.9 25.1 0.9 14.2 4.0 5.5 41.9
Other 14 fewer hours 8.4 6.0 34.9 0.0 15.7 3.6 6.0 25.3
All sectors 4 fewer hours 3.6 4.3 28.5 0.8 14.9 4.2 4.9 38.9
Table 10.7: % of Aboriginal peoples receiving overtime pay, including distribution of employers, by sector
Sector % receiving overtime pay in the median employer % of employers where 0% receive overtime pay % of employers where 1% to 25% receive overtime pay % of employers where 26% to 50% receive overtime pay % of employers where 51% to 75% overtime pay % of employers where 76% to 99% overtime pay % of employers where 100% receive overtime pay % of employer with no data available
Banking & Financial Services 14% 39.5 30.2 23.3 7.0 0.0 0.0 0.0
Communications 23% 39.7 12.1 15.5 19.0 8.6 5.2 0.0
Transportation 33% 41.3 6.4 16.8 16.2 9.2 10.1 0.0
Other 50% 24.1 13.3 16.9 21.7 13.3 10.8 0.0
All sectors 33% 38.3 10.0 17.2 16.6 9.1 8.9 0.0
Table 11.1: Hourly wage paid to the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.89 0.0 4.7 4.7 76.7 0.0 11.6 0.0 0.0 2.3
Communications $0.94 0.0 1.7 12.1 55.2 0.0 24.1 0.0 1.7 5.2
Transportation $0.92 0.3 1.7 10.4 61.6 0.3 16.5 1.4 1.2 6.6
Other $0.91 1.2 3.6 12.0 63.9 0.0 10.8 1.2 2.4 4.8
All sectors $0.91 0.4 2.3 10.4 62.5 0.2 16.0 1.1 1.3 5.8
Table 11.2: Bonus pay of the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $0.65 7.0 20.9 37.2 18.6 0.0 4.7 0.0 4.7 7.0
Communications $0.58 15.5 15.5 25.9 12.1 0.0 3.4 0.0 6.9 20.7
Transportation $0.61 7.8 15.0 19.9 11.8 0.0 3.8 2.9 2.9 35.8
Other $0.78 1.2 15.7 18.1 16.9 0.0 12.0 3.6 6.0 26.5
All sectors $0.62 7.5 15.7 21.7 13.2 0.0 5.1 2.5 4.0 0.0
Table 11.3: % of members of visible minorities receiving bonus pay, including distribution of employers, by sector
Sector % receiving bonus pay in the median employer % of employers where 0% receive bonus pay % of employers where 1% to 25% receive bonus pay % of employers where 26% to 50% receive bonus pay % of employers where 51% to 75% bonus pay % of employers where 76% to 99% bonus pay % of employers where 100% receive bonus pay % of employer with no data available
Banking & Financial Services 87% 4.7 2.3 4.7 18.6 69.8 0.0 0.0
Communications 47% 17.2 24.1 12.1 17.2 25.9 3.4 0.0
Transportation 14% 35.3 20.5 15.9 7.8 15.6 4.9 0.0
Other 18% 24.1 30.1 8.4 14.5 18.1 4.8 0.0
All sectors 25% 29.1 20.9 13.4 10.8 21.5 4.3 0.0
Table 11.4: Overtime pay of the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Sector Amount paid by the mean employer % of employers paying $0.25 or less % of employers paying $0.26 to $0.50 % of employers paying $0.51 to $0.75 % of employers paying $0.76 to $0.99 % of employers with no pay gap (paying $1.00) % of employers paying $1.01 to $1.24 % of employers paying $1.25 to $1.49 % of employers paying $1.50 or more % of employers with no applicable pay gap
Banking & Financial Services $1.00 2.3 0.0 20.9 20.9 0.0 18.6 9.3 14.0 14.0
Communications $1.05 3.4 5.2 12.1 12.1 0.0 17.2 13.8 10.3 25.9
Transportation $1.01 3.8 8.4 9.0 15.3 0.0 18.2 10.4 9.0 26.0
Other $0.93 3.6 4.8 12.0 28.9 0.0 15.7 9.6 15.7 9.6
All sectors $1.00 3.6 6.8 10.8 17.5 0.0 17.7 10.6 10.6 0.0
Table 11.5: Annual overtime hours worked by the mean member of a visible minority compared to the mean non-member of a visible minority, including distribution of employers, by sector
Sector Difference in the mean employer % of employers where members of visible minorities work at least 100 fewer overtime hours % of employers where members of visible minorities work 50 to 99 fewer overtime hours % of employers where members of visible minorities work 1 to 49 fewer overtime hours % of employers where members of visible minorities work the same number of overtime hours % of employers where members of visible minorities work 1 to 49 more overtime hours % of employers where members of visible minorities work 50 to 99 more overtime hours % of employers where members of visible minorities work at least 100 more overtime  hours % of employers with no applicable overtime hours gap
Banking & Financial Services  0 fewer hours 0.0 2.3 41.9 0.0 41.9 0.0 0.0 14.0
Communications  4 more hours 0.0 0.0 29.3 1.7 36.2 5.2 1.7 25.9
Transportation  2 more hours 4.9 6.1 23.1 0.0 28.0 6.6 5.2 26.0
Other  2 fewer hours 6.0 6.0 36.1 0.0 24.1 9.6 8.4 9.6
All sectors  2 more hours 4.2 5.1 27.4 0.2 29.4 6.4 4.9 22.5
Table 11.6: Annual overtime hours worked by the median member of a visible minority compared to the median non-member of a visible minority, including distribution of employers, by sector
Sector Difference in the median employer % of employers where Aboriginal peoples work at least 100 fewer overtime hours % of employers where Aboriginal peoples work 50 to 99 fewer overtime hours % of employers where Aboriginal peoples work 1 to 49 fewer overtime hours % of employers where Aboriginal peoples work the same number of overtime hours % of employers where Aboriginal peoples work 1 to 49 more overtime hours % of employers where Aboriginal peoples work 50 to 99 more overtime hours % of employers where Aboriginal peoples work at least 100 more overtime hours % of employers with no applicable overtime hours gap
Banking & Financial Services  1 more hour 0.0 0.0 37.2 0.0 48.8 0.0 0.0 14.0
Communications  3 more hours 0.0 0.0 27.6 1.7 39.7 3.4 1.7 25.9
Transportation  4 more hours 2.9 5.5 24.3 0.6 30.3 5.2 5.2 26.0
Other  2 fewer hours 7.2 2.4 38.6 0.0 25.3 8.4 8.4 9.6
All sectors 2 more hours 3.0 4.0 27.9 0.6 32.1 5.1 4.9 22.5
Table 11.7: % of members of visible minorities receiving overtime pay, including distribution of employers, by sector
Sector % receiving overtime pay in the median employer % of employers where 0% receive overtime pay % of employers where 1% to 25% receive overtime pay % of employers where 26% to 50% receive overtime pay % of employers where 51% to 75% overtime pay % of employers where 76% to 99% overtime pay % of employers where 100% receive overtime pay % of employer with no data available
Banking & Financial Services 20% 4.7 55.8 34.9 4.7 0.0 0.0 0.0
Communications 35% 22.4 20.7 25.9 22.4 6.9 1.7 0.0
Transportation 44% 25.1 12.7 16.5 26.9 15.0 3.8 0.0
Other 50% 8.4 16.9 25.3 31.3 15.7 2.4 0.0
All sectors 39% 20.6 17.7 20.4 25.3 13.0 3.0 0.0

Appendix B: Technical notes

Employers subject to the Employment Equity Act

The Act applies to:

  • employers with 100 or more employees in the federally regulated private-sector, including federal Crown corporations, other federal consolidated entities (currently, the St. Lawrence Seaway Management Corporation) and other federal government business enterprises (namely, Montreal Port Authority, Ports Toronto, and Vancouver Fraser Port Authority)
  • core federal public administration organizations listed in Schedule I or IV of the Financial Administration Act (FAA) (federal government departments and agencies)
  • separate employers with 100 or more employees in the federally regulated public sector, listed in Schedule V of the FAA (separate agencies), and
  • other employers with 100 or more employees in the federally regulated public sector, namely 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 and identity 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

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