Employment Equity Act: Annual Report 2024

List of abbreviations
2024 Minister's message
Introduction
Section 1: Federally regulated private-sector employers
- Representation and attainment
- Distribution of employers by sector and subsector
Section 2: Women
Section 3: Aboriginal peoples
Section 4: Persons with disabilities
Section 5: Members of visible minorities
Conclusion
Appendix A: Tables of Federally regulated private-sector employer data

Alternate formats

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List of abbreviations

The Act: Employment Equity Act
CSD: Canadian Survey on Disability
LMA: Labour market availability
NAICS: North American Industry Classification System

List of tables

Table 1A: Representation and attainment rate of women, 2022 and 2023 (percentage)
Table 1B: Designated group representation and attainment rate, 2022 and 2023 (percentage)
Table 1C: Distribution of employers* by sector and subsector, 2022 and 2023
Table 1D: Distribution of employees* by sector and subsector, 2022 and 2023
Table 2A: Representation, labour market availability, and attainment rate of women by sector and subsector, 2022 and 2023 (percentage)
Table 2B: Hourly wage of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Table 2C: Bonus pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Table 2D: Overtime pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Table 3A: Representation, labour market availability, and attainment rate of Aboriginal peoples by sector and subsector, 2022 and 2023 (percentage)
Table 3B: Hourly wage of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Table 3C: Bonus pay of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Table 3D: Overtime pay of the median Aboriginal person for each $1.00 paid to the median non- Aboriginal person, including distribution of employers, by sector
Table 4A: Representation, labour market availability, and attainment rate of persons with disabilities by sector and subsector, 2022 and 2023 (percentage)
Table 4B: Hourly wage 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
Table 4C: 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
Table 4D: 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
Table 5A: Representation, labour market availability, and attainment rate of members of visible minorities by sector and subsector, 2022 and 2023 (percentage)
Table 5B: Hourly wage 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
Table 5C: 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
Table 5D: 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
Table 1.1: Representation and availability* of women by census metropolitan area, province and territory in 1987, 2022 and 2023 (percentage)
Table 1.2: Representation and availability* of Aboriginal peoples by census metropolitan area, province and territory in 1987, 2022 and 2023 (percentage)
Table 1.3: Representation and availability* of persons with disabilities by census metropolitan area, province and territory in 1987, 2022 and 2023 (percentage)
Table 1.4: Representation and availability* of members of visible minorities by census metropolitan area, province and territory in 1987, 2022 and 2023 (percentage)
Table 2.1: Representation and attainment rate (sector availability)* of women in the banking and financial services sector by occupational group in 2022 and 2023 (percentage)
Table 2.2: Representation and attainment rate (sector availability)* of women in the communications sector by occupational group in 2022 and 2023 (percentage)
Table 2.3: Representation and attainment rate (sector availability)* of women in the transportation sector by occupational group in 2022 and 2023 (percentage)
Table 2.4: Representation and attainment rate (sector availability)* of women in the 'other' sector by occupational group in 2022 and 2023 (percentage)
Table 2.5: Representation and attainment rate (sector availability)* of Aboriginal peoples in the banking and financial services sector by occupational group in 2022 and 2023 (percentage)
Table 2.6: Representation and attainment rate (sector availability)* of Aboriginal peoples in the communications sector by occupational group in 2022 and 2023 (percentage)
Table 2.7: Representation and attainment rate (sector availability)* of Aboriginal peoples in the transportation sector by occupational group in 2022 and 2023 (percentage)
Table 2.8: Representation and attainment rate (sector availability)* of Aboriginal peoples in the 'other' sector by occupational group in 2022 and 2023 (percentage)
Table 2.9: Representation and attainment rate (sector availability)* of members of visible minorities in the banking and financial services sector by occupational group in 2022 and 2023 (percentage)
Table 2.10: Representation and attainment rate (sector availability)* of members of visible minorities in the communications sector by occupational group in 2022 and 2023 (percentage)
Table 2.11: Representation and attainment rate (sector availability)* of members of visible minorities in the transportation sector by occupational group in 2022 and 2023 (percentage)
Table 2.12: Representation and attainment rate (sector availability)* of members of visible minorities in the 'other' sector by occupational group in 2022 and 2023 (percentage)
Table 2.13: Representation and attainment rate (Canadian availability)* of women by occupational group in 2022 and 2023 (percentage)
Table 2.14: Representation and attainment rate (Canadian availability)* of Aboriginal peoples by occupational group in 2022 and 2023 (percentage)
Table 2.15: Representation and attainment rate (Canadian availability)* of persons with disabilities by occupational group in 2022 and 2023 (percentage)
Table 2.16: Representation and attainment rate (Canadian availability)* of members of visible minorities by occupational group in 2022 and 2023 (percentage)
Table 3.1: Distribution of women and men by occupational group in 2022 and 2023 (percentage)
Table 3.2: Distribution of Aboriginal and non-Aboriginal peoples by occupational group in 2022 and 2023 (percentage)
Table 3.3: Distribution of persons with and without disabilities by occupational group in 2022 and 2023 (percentage)
Table 3.4: Distribution of members and non-members of visible minorities by occupational group in 2022 and 2023 (percentage)
Table 4.1: Number, hires, promotions, terminations and net effect* of designated group members in the banking and financial services sector in 2022 and 2023**
Table 4.2: Representation and share of hires, promotions and terminations of designated group members in the banking and financial services sector in 2022 and 2023* (percentage)
Table 4.3: Number, hires, promotions, terminations and net effect* of designated group members in the communications sector in 2022 and 2023**
Table 4.4: Representation and share of hires, promotions and terminations of designated group members in the communications sector in 2022 and 2023* (percentage)
Table 4.5: Number, hires, promotions, terminations and net effect* of designated group members in the transportation sector in 2022 and 2023**
Table 4.6: Representation and share of hires, promotions and terminations of designated group members in the transportation sector in 2022 and 2023* (percentage)
Table 4.7: Number, hires, promotions, terminations and net effect* of designated group members in the 'other' sector in 2022 and 2023**
Table 4.8: Representation and share of hires, promotions and terminations of designated group members in the 'other' sector in 2022 and 2023* (percentage)
Table 4.9: Number, hires, promotions, terminations and net effect* of designated group members in all sectors in 2022 and 2023**
Table 4.10: Representation and share of hires, promotions and terminations of designated group members in all sectors in 2022 and 2023* (percentage)
Table 5.1: Number, share, and representation of men and women in permanent full-time employment by salary range as of December 31, 2023
Table 5.2: Number, share, and representation of Aboriginal peoples, including Aboriginal men and Aboriginal women, in permanent full-time employment by salary range as of December 31, 2023
Table 5.3: Number, share, and representation of persons with disabilities, including men with disabilities and women with disabilities, in permanent full-time employment by salary range as of December 31, 2023
Table 5.4: Number, share, and representation of members of visible minorities, including visible minority men and visible minority women, in permanent full-time employment by salary range as of December 31, 2023
Table 6.1: Number, share, and representation of men and women in permanent part-time employment by salary range as of December 31, 2023
Table 6.2: Number, share, and representation of Aboriginal peoples, including Aboriginal men and Aboriginal women, in permanent part-time employment by salary range as of December 31, 2023
Table 6.3: Number, share, and representation of persons with disabilities, including men with disabilities and women with disabilities, in permanent part-time employment by salary range as of December 31, 2023
Table 6.4: Number, share, and representation of members of visible minorities, including visible minority men and visible minority women, in permanent part-time employment by salary range as of December 31, 2023
Table 7.1: Hourly wage of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.2: Bonus pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.3A: Percentage of women receiving bonus pay, including distribution of employers, by sector
Table 7.3B: Percentage of men receiving bonus pay, including distribution of employers, by sector
Table 7.4: Overtime pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.5: Overtime hours worked by the mean woman compared to the mean man, including distribution of employers, by sector
Table 7.6: Overtime hours worked by the median woman compared to the median man, including distribution of employers, by sector
Table 7.7A: Percentage of women receiving overtime pay, including distribution of employers, by sector
Table 7.7B: Percentage of men receiving overtime pay, including distribution of employers, by sector
Table 8.1: Hourly wage of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.2: Bonus pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.3: Percentage of Aboriginal peoples receiving bonus pay, including distribution of employers, by sector
Table 8.4: Overtime pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.5: Overtime hours worked by the mean Aboriginal person compared to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.6: Overtime hours worked by the median Aboriginal person compared to the median non-Aboriginal person, including distribution of employers, by sector
Table 8.7: Percentage of Aboriginal peoples receiving overtime pay, including distribution of employers, by sector
Table 9.1: Hourly wage 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
Table 9.2: 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
Table 9.3: Percentage of persons with disabilities receiving bonus pay, including distribution of employers, by sector
Table 9.4: 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
Table 9.5: Overtime hours worked by the mean person with a disability compared to the mean person without a disability, including distribution of employers, by sector
Table 9.6: Overtime hours worked by the median person with a disability compared to the median person without a disability, including distribution of employers, by sector
Table 9.7: Percentage of persons with disabilities receiving overtime pay, including distribution of employers, by sector
Table 10.1: Hourly wage 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
Table 10.2: 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
Table 10.3: Percentage of members of visible minorities receiving bonus pay, including distribution of employers, by sector
Table 10.4: 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
Table 10.5: 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
Table 10.6: 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
Table 10.7: Percentage of members of visible minorities receiving overtime pay, including distribution of employers, by sector

List of charts

Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2023 (percentage)
Chart 2A: Representation and Canadian LMA* of women from 1987 to 2023 (percentage)
Chart 2B: Attainment rate (compared to the Canadian LMA* for each occupational group) of women, 2022 and 2023 (percentage)
Chart 2C: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2023 (percentage)
Chart 2D: Distribution of employers by hourly wage of the median woman for each $1.00 paid to the median man (percentage)
Chart 3A: Representation and Canadian LMA* of Aboriginal peoples from 1987 to 2023 (percentage)
Chart 3B: Attainment rate (compared to the Canadian LMA* for each occupational group) of Aboriginal peoples, 2022 and 2023 (percentage)
Chart 3C: Distribution of Aboriginal peoples and non-Aboriginal peoples in permanent full-time employment by salary range as of December 31, 2023 (percentage)
Chart 3D: Distribution of employers by hourly wage of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person (percentage)
Chart 4A: Representation and Canadian LMA* of persons with disabilities from 1987 to 2023 (percentage)
Chart 4B: Attainment rate (compared to the Canadian LMA* for each occupational group) of persons with disabilities, 2022 and 2023 (percentage)
Chart 4C: Distribution of persons with disabilities and persons without disabilities in permanent full-time employment by salary range as of December 31, 2023 (percentage)
Chart 4D: Distribution of employers by hourly wage of the median person with a disability for each $1.00 paid to the median person without a disability (percentage)
Chart 5A: Representation and Canadian LMA* of members of visible minorities from 1987 to 2023 (percentage)
Chart 5B: Attainment rate (compared to the Canadian LMA* for each occupational group) of members of visible minorities, 2022 and 2023 (percentage)
Chart 5C: Distribution of members of visible minorities and non-members of visible minorities in permanent full-time employment by salary range as of December 31, 2023 (percentage)
Chart 5D: Distribution of employers by hourly wage of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority (percentage)

2024 Minister's message

Inclusive workplaces don't just reflect our values, they help drive Canada's success.

When opportunities are in reach for everyone, our economy grows, our communities thrive and our country moves forward together. That's why we remain focused on building a labour market where equity isn't a goal, it's a given.

The Employment Equity Act: Annual Report 2024 reflects both progress and the work still ahead. This year's data shows continued growth in representation for some designated groups in federally regulated workplaces. Persons with disabilities now make up 5.2% of the workforce, continuing a steady upward trend. Representation of members of visible minorities also grew, reaching 30.1%. While women's representation dipped slightly, it remains consistent with 2020 levels, and the representation of Indigenous Peoples held steady for the third consecutive year.

These results are something we can all be proud of. They reflect the real efforts being made by employers who understand that we all benefit from measures that promote equity and inclusion in the workplace. They also reinforce the need for sustained, focused action to advance equity across the board. While progress has been made, pay gaps remain and systemic barriers still stand in the way of too many workers. Through programs like Workplace Opportunities: Removing Barriers to Equity, we're funding innovative projects that break down employment barriers. With a new call for concepts launching this fall, we're opening the door to even more ideas that will make a difference.

We're also driving accountability. Our Equi'Vision platform now publicly shares representation and pay gap data from all federally regulated private sector employers with 100 or more employees, covering three full years. This transparency is helping to identify gaps and support meaningful change in Canadian workplaces.

In May of this year, we brought together employers, equity leaders and stakeholders at Canada's first-ever Employment Equity Employers' Forum. Their insights left more than 120 employers and industry stakeholders feeling inspired to continue advancing workplace equity through innovative approaches and contributing to building an inclusive Canadian workforce.

This work is not just about policies, it's about people. It's about building a future where everyone can contribute, grow and succeed. We're proud of the work that we've done, and we're committed to going even further.

The Honourable Patty Hajdu

Minister of Jobs and Families and Minister responsible for the Federal Economic Development Agency for Northern Ontario

Introduction

About the Employment Equity Act

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 peoples^{Footnote 1}
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, it also requires special measures and the accommodation of differences.

Under the Act, federally regulated private-sector employers^{Footnote 2} who employ 100 or more employees must report annually on employment equity to the Minister of Jobs and Families. 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 2023 calendar year.

This is the third year for which pay gap data was included in this report. The data includes information on the hourly wage gaps, bonus pay gaps, overtime pay and hours gaps of employers for each of the 4 designated groups. The report consolidates the pay gap information reported by employers. Individual employer data can be accessed on Equi'Vision - the Government of Canada's data visualization tool for employment equity data. The website includes the representation rates and pay gaps experienced by members of the 4 designated groups for each private-sector employer subject to the Act.

In addition to presenting consolidated data from 2023, the report also presents data from 2022 and earlier to allow year-to-year comparisons.

Some of the statistics presented in this report are also available on the Equi'Vision platform. While all efforts are made to ensure consistency in the published data, there may be minor differences between the consolidated data published on Equi'Vision and those contained in the Annual Report. These variations typically occur in relation to overall statistics provided for general comparison purposes and are not statistically significant. Users are encouraged to consider these minor variations when analyzing and presenting these overall statistics in other research or publications.

About the federally regulated private-sector

The federally regulated private-sector includes approximately 19,000 employers and 950,000 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 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 and 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
- service providers in public administration, including defense services

About the data

Under the Act, employers must collect data on their workforce. They use this data to assess representation and pay gaps, identify barriers to employment, set goals and monitor progress in implementing employment equity. Under the Act, employer reports consist of the following:

statistical forms showing the total number of employees and the representation of members of designated groups, organized by industry, geography, gender, occupational group, salary ranges and employment status (permanent full-time, permanent part-time and temporary)
statistical forms on hires, promotions, and terminations among all employees and members of designated groups, organized in a manner similar to the representation data
statistical forms showing gaps in hourly wage, bonus pay, overtime pay, and overtime hours worked for each designated group, as well as the incidence of bonus pay and overtime pay, all organized in a manner similar to the representation data
a narrative report providing information on consultations with employees' representatives, measures taken to implement employment equity and the results achieved

While this data provides a comprehensive view of equity among private-sector workplaces subject to the Act, there are 2 major limitations. First, Aboriginal peoples, persons with disabilities and members of visible minorities are counted through self-identification, meaning that employees who choose not to self-identify will not be captured in these statistics. Second, the data are reported annually, and reflect workforces as they existed on specific dates during the year; any variations in representation throughout the calendar year are not reflected in the report.

A key performance measure for employment equity is the attainment rate,^{Footnote 3} which is a designated group's representation rate^{Footnote 4} divided by their labour market availability^{Footnote 5} (LMA). When the attainment rate is 100%, it suggests that a group’s representation among the sector’s employees is the same as their representation among potential hires. An attainment rate below 100% shows that there is a shortfall between a group's level of employment and their availability. Progress is considered to have been made when a designated group's attainment rate approaches 100%; that is, when a designated group's representation rate grows closer to their LMA.

For this report, LMA is based on Statistics Canada data at the national level (for all of Canada). In some cases, specific LMA is used for certain sectors and occupations. For women, Aboriginal peoples, and members of visible minorities, LMA in this report is based on the 2021 Census. For persons with disabilities, LMA is based on the 2022 Canadian Survey on Disability (CSD).

About the term "employer"

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

Although the Federal Public Sector is subject to the Act, no public sector data is included in this report. 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.^{Footnote 6} 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.

Section 1: Federally regulated private-sector employers

Representation and attainment

In 2023, 563 federally regulated private-sector employers with 100 or more employees submitted employment equity annual reports. Together, the 2023 reports covered 796,905 employees across Canada (a decrease of 1.6% from the 809,836 employees reported for 2022), which represents approximately 3.7% of the Canadian labour force.^{Footnote 7}

Data from all employers (Table 1A) shows that the representation of women decreased from 39.7% in 2022 to 39.4% in 2023, and the attainment rate based on the Canadian LMA decreased from 82.4% to 81.8%.

Table 1A: Representation and attainment rate of women, 2022 and 2023 (percentage)
Year	Representation	LMA (Canadian)*	Attainment rate
2022 (representing 566 employers)	39.7	48.2	82.4
2023 (representing 563 employers)	39.4	48.2	81.8

^* Source: Statistics Canada, 2021 Census. This chart presents updated attainment rates for 2022, using the 2021 Census. That means statistics for that year may not match statistics in previous publications of the Employment Equity Act: Annual Report.

Employers reporting for the first year are only required to report data for men and women, not for the other 3 designated groups. In 2023, there were 23 first-time employers with a combined workforce of 4,371 employees. For continuity and comparability purposes, the rest of this report will only consider the 540 employers who reported data for all 4 designated groups. These employers have a combined workforce of 792,534 employees, which is a decrease of 11,837 (or 1.5%) from the 804,371 employees covered by 534 employers for 2022. Some of this difference is due to fluctuation in employers' workforces. The rest is due to changes in the group of employers included in these statistics; these changes can happen when employers enter or exit the market, acquire or merge with other employers, or cross above or below the 100-employee threshold.

Table 1B shows that between 2022 and 2023, representation and attainment rates decreased for women, remained constant for Aboriginal peoples, and increased for persons with disabilities and members of visible minorities. Members of visible minorities saw the largest increase, with representation going up by 1.3 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, 2022 and 2023 (percentage)
Designated groups	2022 representation for 532 employers	2023 representation for 540 employers	Change* in representation from 2022 to 2023	LMA (Canadian)**	2022 attainment rate	2023 attainment rate
Women	39.7	39.4	-0.4	48.2	82.6	81.7
Aboriginal peoples	2.4	2.4	+0.0	4.2	58.8	58.5
Persons with disabilities	4.9	5.2	+0.3	12.3	40.2	42.2
Members of visible minorities	28.7	30.1	+1.3	26.8	107.6	112.6

^* Change values may not equal the differences between the representation rates due to rounding. The values "+0.0" and "-0.0" show increases or decreases, respectively, that were less than 0.1 of a percentage point.
^** Sources: Statistics Canada, 2021 Census and 2022 Canadian Survey on Disability. This chart presents updated attainment rates for 2022, using the 2021 Census and the 2022 CSD. That means statistics for that year may not match statistics in previous publications of the Employment Equity Act: Annual Report.

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

The attainment rate for women has been in a steady decline, falling from 93.0% in 1987 to 81.7% in 2023. This is up slightly from the low of 81.0% in 2020, but below the high of 99.4% observed in 1990.

From 1987 to 2000, the attainment rate for Aboriginal peoples exhibited an upward trend. This holds even when considering the change in LMA calculations in 1996, which was responsible for most of the sharp increase from 39.1% in 1995 to 57.9% in 1996. The attainment rate for 2023 was 58.5%, similar to the 57.9% observed in 2001.

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 method for collecting data on persons with disabilities, which increased the LMA from 4.9% to 9.1%. The 2022 CSD, which was the second survey using the new method, produced an LMA of 12.3%. Since this change, the attainment rate for persons with disabilities has continued trending upward, from 36.4% in 2017 to 42.2% in 2023.

For members of visible minorities, the attainment rate remains above 100.0%. The LMA for members of visible minorities changes significantly from one Census to the next, which is why the attainment rate seems to drop every 5 years. However, the positive trend for members of visible minorities continues, with an attainment rate of 112.6% for 2023.

Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2023 (percentage): description follows — **Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2023 (percentage)**

Year	Women	Aboriginal peoples	Persons with disabilities	Members of visible minorities
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	58.3	48.1	102.2
2022	82.7	58.7	40.2	107.7
2023	81.7	58.5	42.2	112.6

Distribution of employers by sector and subsector

The majority of employers are in the transportation sector; 360, or 66.7%. The banking and financial services sector and communications sector saw slight decreases of 1 employer and 6 employers, respectively. The ‘other' sector added 5 employers.

Within transportation, most employers (223) are in the ground transportation subsector. Air transportation and water transportation make up smaller proportions, with 93 and 44 employers respectively. The ‘other' sector is more evenly divided between its subsectors: other production industries and other service industries had 41 and 46 employers, respectively, in 2023.

Table 1C: Distribution of employers* by sector and subsector, 2022 and 2023
Sector	2022 number of employers	2023 number of employers	Percentage change in number of employers from 2022 to 2023	2022 percentage of employers**	2023 percentage of employers**
Banking and financial services	43	42	-2.3	8.1	7.8
Communications	57	51	-10.5	10.7	9.4
Transportation	352	360	+2.3	65.9	66.7
Air transportation subsector	90	93	+3.3	16.9	17.2
Ground transportation subsector	220	223	+1.4	41.2	41.3
Water transportation subsector	42	44	+4.8	7.9	8.1
'Other'	82	87	+6.1	15.4	16.1
Other production industries subsector	39	41	+5.1	7.3	7.6
Other service industries subsector	43	46	+7.0	8.1	8.5
All sectors	534	540	+1.1	100.0	100.0

^* The number of private-sector employers subject to the Act 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.

Despite containing just 7.8% of employers, the banking and financial services sector account for 34.9% of all employees. This is because the sector contains several large employers. The opposite is true of transportation: it accounts for 66.7% of employers, but because they are mostly small employers, the sector accounts for just 42.9% of employees. The communications and ‘other' sectors account for 13.7% and 8.5% of employees, respectively.

The ground transportation sector still accounts for most transportation employees: 217,557 out of 339,753. However, the air transportation sector grew by 9.1% from 2022 to 2023, from 94,357 employees to 102,986. The ‘other' subsectors are similar in terms of employee count, though the other service industries subsector grew by 7.0% from 31,413 in 2022 to 33,597 in 2023.

Table 1D: Distribution of employees* by sector and subsector, 2022 and 2023
Sector	2022 number of employees	2023 number of employees	Percentage change in number of employees from 2022 to 2023	2022 percentage of employees**	2023 percentage of employees**
Banking and financial services	281,073	276,879	-1.5	34.9	34.9
Communications	118,515	108,844	-8.2	14.7	13.7
Transportation	341,003	339,753	-0.4	42.4	42.9
Air transportation subsector	94,357	102,986	+9.1	11.7	13.0
Ground transportation subsector	227,011	217,557	-4.2	28.2	27.5
Water transportation subsector	19,635	19,210	-2.2	2.4	2.4
'Other'	63,780	67,058	+5.1	7.9	8.5
Other production industries subsector	32,367	33,461	+3.4	4.0	4.2
Other service industries subsector	31,413	33,597	+7.0	3.9	4.2
All sectors	804,371	792,534	-1.5	100.0	100.0

^* The number of employees in private sector workplaces subject to the Act 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.

Section 2: Women

Representation and attainment rate

Women's representation dropped by 0.4 of a percentage point, from 39.8% in 2022 to 39.4% in 2023. Chart 2A shows that the representation rate for women has largely trended downward since its peak of 45.5% in 1993. The 2023 rate of 39.4% was slightly above the lowest reported rate of 39.1% in 2020.

Chart of insert chart title: description follows — **Chart 2A: Representation and Canadian LMA^* of women from 1987 to 2023 (percentage)**

Year	Canadian LMA* (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
2022	48.2	39.8
2023	48.2	39.4

Attainment rate by occupational group

Chart 2B shows that, from 2022 to 2023, the representation of women continued to exceed their Canadian LMA for most management and supervisory occupational groups (the LMA shown in this chart is specific to each occupational group). This includes senior managers, middle and other managers, and supervisors. The highest attainment rate for women in 2022 was among supervisors, at 106.3%.

Women's attainment rates increased in 4 occupational groups:

senior managers (from 101.7% to 105.8%)
administrative and senior clerical personnel (from 84.3% to 84.9%)
skilled crafts and trades workers (from 82.2% to 82.9%)
other manual workers (from 47.4% to 48.8%)

The attainment rates remained constant among intermediate sales and service personnel (at 94.3%). The lowest attainment rate was among semi-professionals and technicians, at 37.9%, which was down from 39.6% in 2022.

The Employment Equity Annual Report 2023 showed an attainment rate of 110.2% for women among skilled crafts and trades workers. That estimate was based on the 2016 Census, which yielded an LMA of 4.0% for women in that occupational group. The revised estimate shown here is based on the 2021 Census, which puts the LMA at 5.3% and drops women's 2022 attainment rate among skilled crafts and trades workers to 82.2%.

Employment equity occupational group	2022 attainment rate (compared to the occupational group's Canadian LMA*)	2023 attainment rate (compared to the occupational group's Canadian LMA*)
Senior managers	101.7	105.8
Middle and other managers	106.9	106.1
Professionals	80.7	80.4
Semi-professionals and technicians	39.6	37.9
Supervisors	107.3	106.3
Supervisors: crafts and trades	93.6	86.7
Administrative and senior clerical personnel	84.3	84.9
Skilled sales and service personnel	101.9	101.1
Skilled crafts and trades workers	82.2	82.9
Clerical personnel	78.0	77.8
Intermediate sales and service personnel	94.3	94.3
Semi-skilled manual workers	83.3	68.3
Other sales and service personnel	70.4	67.3
Other manual workers	47.4	48.8
Total	82.6	81.7

Representation and attainment rate by sector and subsector

In 2023, women were better represented in banking and financial services than any other sector, with a representation rate of 53.8%. However, this representation rate was slightly below the sector LMA, meaning women's attainment rate in banking and financial services was 95.4%.

Transportation was the only sector in which women's representation exceeded their LMA, for an attainment rate of 122.7%. The attainment rates were also above 100.0% in the air and ground transportation subsectors. The water transportation subsector had an attainment rate of 71.9% in 2023, up from 68.1% in 2022.

Within the ‘other' sector, there was a clear divide between the production and service industries subsectors. Women's attainment rate in the production industries subsector was just 67.4% (based on a representation rate of 24.8%), while in the services industries subsector it was 104.0% (based on a representation rate of 38.2%).

Table 2A: Representation, Labour Market Availability, and attainment rate of women by sector and subsector, 2022 and 2023 (percentage)
Sector or subsector	2022 representation	2023 representation	Change* in representation from 2022 to 2023	LMA (Canadian)**	2022 attainment rate based on LMA (Canadian)	2023 attainment rate based on LMA (Canadian)	LMA (sector)**	2022 attainment rate based on LMA (sector)	2023 attainment rate based on LMA (sector)
Banking and financial services	54.2	53.8	-0.3	48.2	112.4	111.7	56.4	96.0	95.4
Communications	35.2	34.5	-0.7	48.2	73.1	71.6	43.6	80.7	79.0
Transportation	31.0	30.7	-0.3	48.2	64.4	63.8	25.0	123.8	122.7
Air Transportation subsector	38.3	38.2	-0.1	n/a	n/a	n/a	25.0	153.0	152.5
Ground Transportation subsector	29.2	28.3	-0.8	n/a	n/a	n/a	25.0	116.5	113.1
Water Transportation subsector	17.1	18.0	+1.0	n/a	n/a	n/a	25.0	68.1	71.9
'Other'	32.0	31.5	-0.5	48.2	66.4	65.4	36.8	87.0	85.7
Other production industries subsector	25.1	24.8	-0.4	n/a	n/a	n/a	36.8	68.4	67.4
Other service industries subsector	39.1	38.2	-0.8	n/a	n/a	n/a	36.8	106.2	104.0

^* Change values may not equal the differences between the representation rates due to rounding.
^** Source: Statistics Canada, 2021 Census. This table presents updated attainment rates for 2022, using the 2021 Census. That means statistics for these years may not match statistics in previous publications of the Employment Equity Act: Annual Report.

Salary ranges

Chart 2C shows the percentage of women and men in each of the 9 salary ranges, among those in permanent full-time employment. The chart shows that women were 8.9 percentage points more likely than men to be paid less than $50,000 (22.2% compared to 13.3%). Women were also 9.7 percentage points more likely to be paid less than $100,000 (79.3% compared to 69.6%).

More detailed salary information, including distribution and cumulative distribution across 13 salary ranges, is available in Tables 5.1 and 6.1 in Appendix A.

Chart 2C: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2023 (percentage): description follows — **Chart 2C: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2023 (percentage)**

Salary range	Distribution of women (percentage)	Distribution of men (percentage)
Under $25,000	0.4	0.2
Under $35,000	3.3	1.6
Under $50,000	22.2	13.3
Under $75,000	59.5	46.1
Under $100,000	79.3	69.6
Under $150,000	95.5	91.0
Under $200,000	98.7	96.9
Under $250,000	99.4	98.3
All salary ranges	100.0	100.0

Hourly wage gaps

The median employer paid the median woman $0.91 per hour for every $1.00 they paid the median man. Employers had a wide range of median hourly wage gaps:

18.2% of employers paid the median woman at least as much per hour as they paid the median man
over two-thirds of employers (67.0%) paid the median woman $0.76 to $0.99 per hour for every $1.00 they paid the median man
14.8% of employers paid the median woman $0.75 or less per hour for each $1.00 they paid the median man

Amount paid by the median employer	$0.91
Percentage of employers paying $0.25 or less	0.0
Percentage of employers paying $0.26 to $0.50	0.9
Percentage of employers paying $0.51 to $0.75	13.9
Percentage of employers paying $0.76 to $0.99	67.0
Percentage of employers with no pay gap (paying $1.00)	1.9
Percentage of employers paying $1.01 to $1.24	15.6
Percentage of employers paying $1.25 to $1.49	0.7
Percentage of employers paying $1.50 or more	0.0
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 per hour for each $1.00 they paid the median man. This sector was also the least likely to pay the median woman at least as much per hour as the median man; 2.4% of employers did so
the median employer in the communications sector paid the median woman $0.90 per hour for every $1.00 they paid the median man
the transportation sector was the most likely to pay the median women at least as much per hour as the median man; 19.4% of employers did so
the ‘other' sector had the smallest hourly wage gap; the median employer paid the median woman $0.93 per hour for each $1.00 they paid the median man

Data on mean hourly wage gaps can be found in Table 7.1 in Appendix A.

Table 2B: Hourly wage 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	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers with no pay gap (paying $1.00)	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49
Banking and Financial Services	$0.80	0.0	19.0	78.6	0.0	2.4	0.0
Communications	$0.90	0.0	5.9	80.4	0.0	13.7	0.0
Transportation	$0.91	0.8	16.4	63.3	2.5	16.1	0.8
‘Other'	$0.93	2.3	5.8	68.6	1.2	20.9	1.2
All sectors	$0.91	0.9	13.9	67.0	1.9	15.6	0.7

Bonus pay gaps

In 2023, 81.8% of employers subject to the Act paid a bonus to both women and men in their organization. For the median employer, bonus pay for the median woman was $0.90 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:

31.4% of employers paid the median woman at least as much bonus pay as they paid the median man
among 21.2% 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 29.3% of employers, this number was $0.75 or less

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 woman $0.67 in bonus pay for every $1.00 they paid the median man. This sector was also least likely to pay the median woman at least as much in bonus pay as the median man; 4.8% of employers did so
the communications sector and ‘other' sector had the smallest bonus pay gaps; the median employer in each sector paid the median woman $0.94 in bonus pay for every $1.00 they paid the median man. The communications sector was also most likely to pay the median woman at least as much in bonus pay as the median man; 35.3% of employers did so
the median employer in the transportation sector paid the median woman $0.93 in bonus pay for every $1.00 they paid the median man
the ‘other' sector had the highest concentration of small pay gaps; 55.8% of employers in this sector paid the median woman $0.76 to $1.24 in bonus pay for every $1.00 they paid the median man

Data on mean bonus pay gaps can be found in Table 7.2 in Appendix A. Additional context is provided by data on proportions of men and women who received bonus pay (see Tables 7.3A and 7.3B of Appendix A).

Table 2C: 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	Percentage of employers paying $0.25 or less	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers with no pay gap (paying $1.00)	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49	Percentage of employers paying $1.50 or more	Percentage of employers with no applicable pay gap
Banking and Financial Services	$0.67	0.0	23.8	42.9	28.6	0.0	2.4	0.0	2.4	0.0
Communications	$0.94	2.0	2.0	17.6	35.3	7.8	9.8	0.0	17.6	7.8
Transportation	$0.93	3.1	11.1	13.1	15.6	7.2	9.2	4.4	13.1	23.3
‘Other'	$0.94	1.2	3.5	19.8	32.6	8.1	15.1	4.7	3.5	11.6
All sectors	$0.90	2.4	10.0	16.9	21.2	6.9	9.6	3.7	11.1	18.2

Overtime pay gaps

In 2023, 85.7% of employers subject to the Act paid overtime to both women and men in their organization. For the median employer, the overtime pay of the median woman was $0.53 for every $1.00 made by the median man. Median overtime pay gaps were more likely to be large, compared to hourly wage and bonus pay gaps.

13.7% of employers paid the median woman at least as much per hour of overtime as they paid the median man
39.3% of employers paid the median woman $0.50 or less per hour of overtime for every $1.00 they paid the median man

Median overtime pay gaps varied greatly across sectors:

the banking and financial services sector had the smallest overtime pay gap; the median employer paid the median woman $0.67 per hour of overtime for every $1.00 they paid the median man. This sector was also most likely to pay the median woman at least as much per hour of overtime as the median man; 16.7% of employers did so
the communications sector was least likely to pay the median woman at least as much per hour of overtime as the median man; 9.8% of employers did so
the median employer in the transportation sector paid the median woman $0.53 per hour of overtime for every $1.00 they paid the median man
the ‘other' sector had the largest overtime pay gap; the median employer paid the median woman $0.47 per hour of overtime for every $1.00 they paid the median man

Data on mean overtime pay gaps can be found in Table 7.4 in Appendix A.

Table 2D: 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	Percentage of employers paying $0.25 or less	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49	Percentage of employers paying $1.50 or more	Percentage of employers with no applicable pay gap
Banking and Financial Services	$0.67	4.8	23.8	26.2	19.0	7.1	0.0	9.5	9.5
Communications	$0.50	11.8	31.4	19.6	13.7	3.9	0.0	5.9	13.7
Transportation	$0.53	18.1	19.4	24.2	7.2	4.2	3.3	6.4	17.2
‘Other'	$0.47	16.3	33.7	20.9	11.6	8.1	3.5	1.2	4.7
All sectors	$0.53	16.1	23.2	23.4	9.5	5.0	2.8	5.8	14.3

Overtime hours gaps

For the median employer, the median woman worked 20 fewer hours of overtime during the year than the median man.

Additional data on overtime hours gaps and proportions of men and women who received overtime pay is available in Appendix A (see Tables 7.5 to 7.7B of Appendix A).