Research summary: Underreporting by members of designated groups
Official title of the report: Underreporting by members of designated groups: Estimates and solutions among Indigenous peoples, persons with disabilities, and members of visible minorities
Author of the report: R.A. Malatest & Associates Ltd.
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Underreporting by members of designated groups [PDF - 242 KB]
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Why this study
Employment equity seeks to achieve equality in the workplace. It covers 4 groups:
- women
- Indigenous peoples
- persons with disabilities, and
- members of visible minorities
To do so, employers use information on employees who identify as members of these groups.
Some employees do not identify as Indigenous peoples, persons with disabilities or members of visible minorities despite how they appear.
This study looked into:
- how often this happens
- why it happens, and
- what can be done about it
What we did
The study included 5 main research activities:
- interviews of 39 key stakeholders
- survey of 139 employers
- survey of 978 employees
- focus groups and interviews with 35 members of the 3 designated groups, and
- tests of different survey approaches with 2,301 Canadians
What we found
The study found that 69% of employees in designated groups identified to their employers.
Employers who have strong equity, diversity and inclusion programs have higher rates of identification. Employees whose identity is visible to others are more likely to identify to their employers.
Employee resource groups can promote identification by members of the 3 designated groups. Questionnaires using lists of identity options can also increase identification to employers.
What it means
This study looks at the extent of underreporting by Indigenous peoples, persons with disabilities and members of visible minorities. It provides useful evidence to support employers in gathering accurate workforce data. Accurate data helps employers in their efforts to achieve equality in the workplace.
This study shows that combining research methods and using experimental designs hold promise. These practices deliver the type of solid evidence that can improve government and employer policies.
Contact us
Labour Program, Compliance, Operations and Program Development, Federal Programs, Workplace Equity Division
Email: esdc.nc.sspb.research-recherche.dgpss.cn.edsc@hrsdc-rhdcc.gc.ca
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