Employment Equity Act: Annual Report 2014

Message from the Minister



The Honourable Dr K. Kellie Leitch,

Canada's Labour Minister

The Employment Equity Act: Annual Report 2014 outlines progress made by federally regulated private-sector employers to achieve equality and fairness in the workplace.

All Canadians have the right to work in an environment where opportunities are based on skills and abilities. That’s why it’s important to remove barriers to employment and allow all Canadians to fully participate in the labour market.

By promoting the equitable representation of women, Aboriginal peoples, people with disabilities, and members of visible minorities in federally regulated workplaces, the Employment Equity Act helps employers identify and address workplace barriers by implementing fair practices and policies.

Our efforts are making a difference. The 2014 report indicates that the representation of all four designated groups has increased in the past year. Ensuring that the representation of these groups reflects their labour market availability remains a priority.

To this end, the Labour Program recently launched the Workplace Opportunities: Removing Barriers to Equity grants and contributions program. It is designed to support federally regulated private-sector employers covered by the Employment Equity Act in their efforts to improve designated group representation through partnerships and industry-tailored strategies.

Our Government will continue to work with employers, the province and territories, and other stakeholders to eliminate barriers to employment and give all Canadians access to the same opportunities. It is our duty to keep Canadian workplaces fair, safe and productive.

A workforce that reflects the diversity of our country will grow the economy and ensure the long-term prosperity for all Canadians.

The Honourable Dr K. Kellie Leitch

P.C. O. Ont., M.P.

Minister of Labour and Minister of Status of Women


Introduction

“The purpose of this Act is to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability and, in the fulfilment of that goal, to correct the conditions of disadvantage in employment experienced by women, Aboriginal peoples, persons with disabilities and members of visible minorities by giving effect to the principle that employment equity means more than treating persons in the same way but also requires special measures and the accommodation of differences.”

- Section 2 of the Employment Equity Act

The Minister of Labour is mandated by the Employment Equity Act (the Act) to submit a report to Parliament describing the status of employment equity in the federally regulated private sector Footnote 1 . The Act requires employers in the federally regulated private sector with a workforce of 100 employees or more to file a report with the Minister by June 1 every year. The Employment Equity Act: Annual Report 2014 consolidates the information submitted by employers on June 1, 2014 and highlights the progress that employers have made during the 2013 calendar year in achieving an equitable workforce for the four designated groups: women, Aboriginal peoples, persons with disabilities and members of visible minorities.

The most common indicator of progress is the representation rate. The representation of designated groups is compared to their labour market availability (LMA). Progress has been made when the gap between a group’s representation and its LMA narrows, or when the group’s representation exceeds its LMA.

About the data

This year marks the release of LMA data based on the most recent census and post-censual surveys. The LMA data for women, Aboriginal peoples and members of visible minorities is obtained from Statistics Canada’s 2011 National Household Survey (NHS). Data for persons with disabilities is obtained from the 2012 Canadian Survey on Disability (CSD), also conducted by Statistics Canada.

The 2011 NHS and 2012 CSD show that LMA has increased for all groups except persons with disabilities. The change in LMA for each designated group is indicated in the Chart.

Previous and most recent LMA for each designated group

Representation Progress - description follows image

Representation Progress- *based on the 2006 Census and Participation and Activity Limitation Survey

** based on the 2011 NHS and 2012 CSD

Text description: Previous and most recent LMA for each designated group
Designated group Previous LMA Most recent LMA
(based on the 2006 Census and Participation and Activity Limitation Survey), % (based on the 2011 NHS and 2012 CSD), %
Women 47.9 48.2
Aboriginal peoples 3.1 3.5
Persons with disabilities 4.9 4.9
Members of visible minorities 15.3 17.8

Despite the release of the new LMA data, there remains a time lag in measuring representation gaps because the 2013 representation is being compared to 2011 NHS and 2012 CSD availability data.

Representation

Representation is the share of designated groups in a given labour force (e.g., the entire federally regulated private-sector workforce, the banking sector or an individual bank).

Labour market availability

Labour market availability refers to the share of designated group members in the workforce from which the employers could hire.

Section 1 – Year in review

In 2013, the representation of all four designated groups increased in the federally regulated private sector compared to 2012. Employers continue to make progress towards achieving a fully representative Footnote 2 workforce.

  • Members of visible minorities achieved a representation rate that continued to surpass their LMA. The representation rates for the other designated groups – women, Aboriginal peoples and persons with disabilities – remained below their respective LMA, but were higher than the previous year.
  • The representation of women increased from 40.9% in 2012 to 41.6% in 2013 and remained below their LMA of 48.2%. This represents an LMA attainment rate of 86.3%, a shortfall of 13.7%.
  • The representation of Aboriginal peoples reached 2.1% in 2013 after remaining at 2.0% during the two previous years. This represents an attainment rate of 60.0%, a shortfall of 40.0%.
  • The representation of persons with disabilities increased to 2.7% in 2013 from 2.6% in 2012, a rate that had remained unchanged since 2010. This represents an attainment rate of 55.1%, the lowest attainment rate for all designated groups.
  • The representation of members of visible minorities increased a full percentage point from 2012 to 2013, reaching 19.6%. This surpasses the group’s most recent LMA of 17.8% (LMA in 2006 was 15.3%). Members of visible minorities continue to be the only designated group in the federally regulated private sector whose overall representation surpasses its LMA.

Chart 1: Progress in representation over time in the federally regulated private sector

Chart 1 - Representation Progress - description follows image

* Chart 1 - Representation Progress- Sources: Statistics Canada, 2011 NHS and 2012 CSD.

Text description: Chart 1: Progress in representation over time in the federally regulated private sector
1987 Representation 2012 Representation 2013 Representation Labour Market Availability*
Women 40.9% 40.9% 41.6% 48.2%
Aboriginal peoples 0.7% 2.0% 2.1% 3.5%
Persons with disabilities 1.6% 2.6% 2.7% 4.9%
Members of visible minorities 5.0% 18.6% 19.6% 17.8%

Sectors

The federally regulated private sector is made up of four sectors:

Banking

Includes all major Canadian banks.

Communications

Comprises radio and television broadcasting, telecommunications and postal and courier services.

Transportation

Consists of employers in the air, rail, bus and water transportation industries; inter-provincial trucking; pipelines; and investigation and security services.

'Other'

Encompasses a diverse group of employers working in industries such as nuclear power generation; warehousing and storage; metal ore mining; professional, scientific and technical services; finance; construction management; food, wood, chemical and equipment manufacturing; wholesale trade; waste management; arts, entertainment and recreation; and public administration.

Federally regulated private sector: Overall workforce

A total of 507 employers filed a report with the Minister of Labour for the 2013 calendar year. Together, these employers had a total of 738,053 employees across Canada, representing about 4.1% of the Canadian workforce.

The total number of employers decreased by nine from 2012 to 2013: three in the communications sector, five in the transportation sector and one in the ‘other’ sector Footnote 3 . The transportation sector continued to have the most employers (342 or 67.5%).

Overall, the federally regulated private sector saw a net decrease of 34,427 employees over the previous year. The banking sector is the only sector to have seen a workforce increase (656 employees). The transportation sector had the largest reduction in employees with a decrease of 31,826 employees (a 12.5% reduction from the previous year).

Most workers in the federally regulated private sector are evenly distributed among the banking (30.9%), communications (31.3%) and transportation (30.1%) sectors. The smallest sector, ‘other’, employs 7.7% of the federally regulated private-sector workforce.

Table 1 shows the federally regulated private-sector workforce composition by sector for the 2013 calendar year.

Table 1 : Number of employers and employees (1987, 2012 and 2013) in the federally regulated private sector

Table 1: Representation
Sector Employers Employees
1987

#
2012

#
2013

#
1987

#
2012

#
2013

#
Banking 23 25 25 169,632 227,455 228,111
Communications 90 72 69 179,247 230,819 230,786
Transportation 208 347 342 203,207 254,330 222,504
Other 52 72 71 43,331 59,876 56,652
All sectors 373 516 507 595,417 772,480 738,053

The banking sector has achieved a workforce representation that exceeds LMA for women and members of visible minorities.

The ‘other’ sector has achieved full representation of Aboriginal peoples.

No sector has achieved a level of representation equal to LMA for persons with disabilities.

Table 2: Designated group representation by sector

Table 2: Representation
Sector 2013 Representation
Women

%
Aboriginal peoples

%
Persons with disabilities

%
Members of visible minorities

%
Banking 62.6 1.3 3.8 29.6
Communications 37.7 1.7 2.3 17.7
Transportation 26.9 2.9 2.0 13.4
Other 30.1 4.1 2.6 11.4
All sectors 41.6 2.1 2.7 19.6
Availability* 48.2 3.5 4.9 17.8

*Sources: Statistics Canada, 2011 NHS and 2012 CSD.

Section 2 – Designated groups

Women

From 2012 to 2013, the representation of women increased by 0.7 percentage points to 41.6%, ending the downward trend noted since 2001. The reported increase represents an attainment rate of 86.3% of the group’s LMA of 48.2%.

Chart 2: Representation and availability of women in the federally regulated private sector

Chart 2 - description follows image

* Chart 2- Sources: Statistics Canada, 1986 to 2006 Census and 2011 NHS.

Text description: Chart 2: Representation and availability of women in the federally regulated private sector
Year All employees Women
Total

#
Representation

%
Availability

%
1987 595,417 243,744 40.9 44.0
1988 613,688 257,417 41.9 44.0
1989 631,015 268,340 42.5 44.0
1990 631,423 276,161 43.7 44.0
1991 615,135 271,927 44.2 45.9
1992 602,265 269,089 44.7 45.9
1993 582,363 264,804 45.5 45.9
1994 599,311 265,950 44.4 45.9
1995 588,047 261,437 44.5 45.9
1996 571,883 256,250 44.8 46.4
1997 571,138 254,325 44.5 46.4
1998 589,218 260,204 44.2 46.4
1999 588,759 262,629 44.6 46.4
2000 600,220 262,602 43.8 46.4
2001 634,759 284,720 44.9 47.3
2002 629,916 279,817 44.4 47.3
2003 621,457 273,496 44.0 47.3
2004 651,048 282,747 43.4 47.3
2005 672,652 291,198 43.3 47.3
2006 698,210 300,747 43.1 47.9
2007 733,789 313,385 42.7 47.9
2008 744,011 316,937 42.6 47.9
2009 743,837 314,430 42.3 47.9
2010 755,966 315,109 41.7 47.9
2011 768,547 316,755 41.2 48.2
2012 772,480 315,930 40.9 48.2
2013 738,053 306,763 41.6 48.2

Table 3 provides details on the employment situation of women in overall and in each sector of the federally regulated private sector.

  • There was a net decrease of 34,427 employees (4.5%) in the federally regulated private sector from 2012 to 2013. Of these employees, 9,167 were women.
    • The number of women declined by 9.3% in the transportation sector, by 5.3% in the ‘other’ sector, by 1.4% in the banking sector and by 0.04% in the communications sector.
  • The representation of women increased overall from 40.9% in 2012 to 41.6% in 2013.
    • The representation of women increased in the transportation sector, decreased in the banking sector and remained unchanged in the communications and ‘other’ sectors.
  • The largest proportion of women in the federally regulated private sector continued to be in the banking sector (46.6%). This is followed by the communications, transportation and 'other' sectors with 28.3%, 19.5% and 5.6% respectively.
  • All sectors combined, more women left the federally regulated private-sector workforce than entered it.
    • Only the transportation sector reported a positive net effect between the number of hires and terminations Footnote 4 , meaning that more women entered the workforce in this sector than left it.
    • The banking, communications and ‘other’ sectors reported shares of terminations that exceeded shares of hires.
  • The transportation and ‘other’ sectors reported shares of promotions for women that exceeded their representation.

Table 3: Number, representation, hires, promotions, and terminations of women in the federally regulated private sector by sectors Footnote 5

Table 3: Representation
Women
All sectors Banking Communications Transportation ‘Other’
2012 2013 2012 2013 2012 2013 2012 2013 2012 2013
Number employed 315,930 306,763 144,898 142,883 86,927 86,896 66,068 59,909 18,037 17,075
Representation 40.9% 41.6% 63.7% 62.6% 37.7% 37.7% 26.0% 26.9% 30.1% 30.1%
Number of hires 40,983 38,429 16,859 15,890 9,372 10,079 12,731 10,639 2,021 1,821
Number of promotions 22,527 21,259 15,203 14,498 4,499 3,767 1,789 1,835 1,036 1,159
Number of terminations 41,832 40,981 16,479 17,416 13,196 11,791 10,310 9,283 1,847 2,491
Share of hires 35.4% 35.9% 54.9% 53.7% 33.4% 34.1% 25.7% 25.6% 27.6% 29.0%
Share of promotions 47.2% 47.2% 58.8% 57.6% 36.0% 36.9% 29.8% 29.1% 30.6% 34.3%
Share of terminations 36.9% 37.3% 59.5% 59.5% 38.2% 35.9% 23.5% 23.7% 25.7% 29.1%

A higher proportion of women in permanent full-time positions earned $60,000 or more in 2013 than in 2012. Of women in permanent full-time positions, 40.3% remained in the lowest salary range (below $50,000) compared to 43.4% in 2012. In contrast, 25.0% of men were in this salary range in 2013 compared to 29.3% in 2012. Most men (55.6%) earned $60,000 or more, while only 38.7% of women were in that salary range.

Table 4: Distribution of salary ranges by year and gender

Table 4: Representation
Salary range Distribution of permanent full-time employees
2012 2013
Men

%
Women

%
Men

%
Women

%
$60,000 and above 51.5 35.7 55.6 38.7
$50,000 to $59,999 19.2 20.9 19.4 21.0
Below $50,000 29.3 43.4 25.0 40.3

Aboriginal peoples

The representation of Aboriginal peoples has increased from 2.0% in 2012 to 2.1% in 2013, achieving 60.0% of LMA. LMA for Aboriginal peoples is 3.5%.

Chart 3: Representation and availability of aboriginal peoples in the federally regulated private sector

Chart 3 - description follows image

* Chart 3 Sources: Statistics Canada, 1986 to 2006 Census and 2011 NHS.

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

Text description: Chart 3: Representation and availability of aboriginal peoples in the federally regulated private sector
Year All employees Aboriginal peoples
Total

#
Representation

%
Availability

%
1987 595,417 3,921 0.7 2.1
1988 613,688 4,386 0.7 2.1
1989 631,015 4,993 0.8 2.1
1990 631,423 5,387 0.9 2.1
1991 615,135 5,923 1.0 3.0
1992 602,265 6,092 1.0 3.0
1993 582,363 6,079 1.0 3.0
1994 599,311 6,600 1.1 3.0
1995 588,047 6,895 1.2 3.0
1996 571,883 6,955 1.2 2.1
1997 571,138 7,354 1.3 2.1
1998 589,218 7,764 1.3 2.1
1999 588,759 8,581 1.5 2.1
2000 600,220 8,867 1.5 2.1
2001 634,759 9,865 1.6 2.6
2002 629,916 10,468 1.7 2.6
2003 621,457 10,276 1.7 2.6
2004 651,048 10,956 1.7 2.6
2005 672,652 11,854 1.8 2.6
2006 698,210 12,364 1.8 3.1
2007 733,789 13,920 1.9 3.1
2008 744,011 13,958 1.9 3.1
2009 743,837 14,013 1.9 3.1
2010 755,966 14,686 1.9 3.1
2011 768,547 15,166 2.0 3.5
2012 772,480 15,778 2.0 3.5
2013 738,053 15,669 2.1 3.5

Table 5 provides details on the employment situation of Aboriginal peoples overall and in each of the four sectors comprising the federally regulated private sector.

  • Similar to the net decrease in the number of employees in the federally regulated private sector from 2012 to 2013, the total number of Aboriginal employees also decreased by 109 (0.7%).
    • At the sector level, the number of Aboriginal employees decreased only in the transportation sector, by 233 (3.5%). Their numbers increased in the banking, communications and ‘other’ sectors.
  • The representation of Aboriginal peoples continues to be highest in the ‘other’ and transportation sectors (4.1% and 2.9% respectively). Representation increased by 0.3 percentage points in each of these two sectors, while remaining steady in the banking (1.3%) and communications (1.7%) sectors.
  • The largest proportion of Aboriginal peoples in the federally regulated private sector is in the transportation sector (41.2%).
  • The ‘other’ sector has the smallest proportion of Aboriginal peoples (14.9%), yet is the only sector to have achieved a representation level that exceeded LMA (4.1% representation compared to 3.5% LMA).
  • The ‘other’ sector reported shares of hires that surpassed LMA and that also exceeded shares of terminations. This means that Aboriginal peoples are being hired at an equitable level and are entering the sector’s workforce at a higher rate than they are leaving it.
  • Each of the sectors reported that shares of promotions for Aboriginal peoples are at least equal to their internal representation.

Table 5: Number, representation, hires, promotions, and terminations of aboriginal peoples in the federally regulated private sector by sector

Table 5: Representation
Aboriginal peoples
All sectors Banking Communications Transportation ‘Other’
2012 2013 2012 2013 2012 2013 2012 2013 2012 2013
Number employed 15,778 15,669 2,887 2,917 3,907 3,957 6,686 6,453 2,298 2,342
Representation 2.0% 2.1% 1.3% 1.3% 1.7% 1.7% 2.6% 2.9% 3.8% 4.1%
Number of hires 3,088 2,667 341 395 489 513 1,970 1,445 288 314
Number of promotions 846 889 344 371 232 189 141 182 129 147
Number of terminations 2,839 2,834 428 455 604 609 1,556 1,419 251 351
Share of hires 2.7% 2.5% 1.1% 1.3% 1.7% 1.7% 4.0% 3.5% 3.9% 5.0%
Share of promotions 1.8% 2.0% 1.3% 1.5% 1.9% 1.9% 2.3% 2.9% 3.8% 4.3%
Share of terminations 2.5% 2.6% 1.5% 1.6% 1.7% 1.9% 3.5% 3.6% 3.5% 4.1%

A higher proportion of Aboriginal peoples in permanent full-time positions earned $60,000 or more in 2013 than in 2012. However, the proportion of Aboriginal men and women in this salary range continues to be lower than all men and all women respectively. Aboriginal women in particular are much less likely (29.2%) to earn $60,000 or more compared to Aboriginal men (51.2%) and to all women (38.7%). As is the case for all women, the largest proportion of Aboriginal women (49.4%) earn salaries below $50,000.

Table 6: Distribution of salary ranges by year and gender

Table 6: Representation
Salary range Distribution of permanent full-time employees
2012 2013
Men



%
Women



%
Aboriginal men

%
Aboriginal women

%
Men



%
Women



%
Aboriginal men

%
Aboriginal women

%
$60,000 and above 51.5 35.7 47.6 27.2 55.6 38.7 51.2 29.2
$50,000 to $59,999 19.2 20.9 20.4 20.9 19.4 21.0 19.1 21.4
Below $50,000 29.3 43.4 32.0 51.9 25.0 40.3 29.6 49.4

Persons with disabilities

In 2013, the representation of persons with disabilities increased to 2.7% after remaining at 2.6% for the previous three years. This represents an attainment rate of 55.1% of the group’s 4.9% LMA.

Chart 4: Representation and availability of persons with disabilities in the federally regulated private sector

 Chart 4 - Representation Progress - description follows image

Chart 4 *Sources: Statistics Canada, 1986 and 1991 Health and Activity Limitation Survey (HALS), 2001 and 2006 Participation and Activity Limitation Survey (PALS) and 2012 CSD.

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.

Text description: Chart 4: Representation and availability of persons with disabilities in the federally regulated private sector
Year All employees Persons with disabilities
Total

#
Representation

%
Availability

%
1987 595,417 9,440 1.6 5.4
1988 613,688 10,343 1.7 5.4
1989 631,015 14,746 2.3 5.4
1990 631,423 15,119 2.4 5.4
1991 615,135 15,438 2.5 6.5
1992 602,265 15,318 2.5 6.5
1993 582,363 14,937 2.6 6.5
1994 599,311 15,736 2.6 6.5
1995 588,047 16,063 2.7 6.5
1996 571,883 15,207 2.7 6.5
1997 571,138 13,228 2.3 6.5
1998 589,218 13,319 2.3 6.5
1999 588,759 14,068 2.4 6.5
2000 600,220 13,929 2.3 6.5
2001 634,759 14,519 2.3 5.8
2002 629,916 14,793 2.3 5.8
2003 621,457 14,425 2.3 5.8
2004 651,048 16,558 2.5 5.8
2005 672,652 18,163 2.7 5.8
2006 698,210 18,662 2.7 4.9
2007 733,789 19,777 2.7 4.9
2008 744,011 19,786 2.7 4.9
2009 743,837 19,758 2.7 4.9
2010 755,966 19,658 2.6 4.9
2011 768,547 19,649 2.6 4.9
2012 772,480 20,232 2.6 4.9
2013 738,053 20,053 2.7 4.9

Table 7 provides details on the employment situation of persons with disabilities overall and in each of the four sectors comprising the federally regulated private sector.

  • The total number of persons with disabilities in the federally regulated private sector decreased by 179 (0.9%) from 2012 to 2013.
    • The number of persons with disabilities decreased in three of the sectors and showed a slight increase in the banking sector by 28 (0.3%).
  • The representation of persons with disabilities increased in the transportation and ‘other’ sectors. The banking and communications sectors maintained their representation levels from the previous year.
  • The largest proportion of persons with disabilities in the federally regulated private sector was found in the banking sector (43.5%). This is followed by the communications, transportation and ‘other’ sectors with 26.5%, 22.6% and 7.4% respectively.
  • The shares of terminations for persons with disabilities (overall and in each sector) exceeded their shares of hires. This means that persons with disabilities are leaving the workforce at a higher rate than they are entering it.
  • Overall, as well as in each sector, the share of hires for persons with disabilities is well below their LMA of 4.9%.
    • The banking sector reported the highest share of hires at 2.4%. This is followed by the ‘other’ sector with a share of 1.4%, and the communications and transportation sectors with shares of 1.3% each.
  • All sectors have reported that shares of promotions for persons with disabilities are below their internal representation.

Table 7: Number, representation, hires, promotions, and terminations of persons with disabilities in the federally regulated private sector by sector

Table 7: Representation
Persons with disabilities
All sectors Banking Communications Transportation ‘Other’
2012 2013 2012 2013 2012 2013 2012 2013 2012 2013
Number employed 20,232 20,053 8,686 8,714 5,396 5,323 4,639 4,536 1,511 1,480
Representation 2.6% 2.7% 3.8% 3.8% 2.3% 2.3% 1.8% 2.0% 2.5% 2.6%
Number of hires 1,594 1,714 507 716 315 382 696 531 76 85
Number of promotions 1,080 969 695 648 238 168 83 92 64 61
Number of terminations 2,662 2,821 870 1,122 818 761 784 734 190 204
Share of hires 1.4% 1.6% 1.7% 2.4% 1.1% 1.3% 1.4% 1.3% 1.0% 1.4%
Share of promotions 2.3% 2.2% 2.7% 2.6% 1.9% 1.6% 1.4% 1.5% 1.9% 1.8%
Share of terminations 2.3% 2.6% 3.1% 3.8% 2.4% 2.3% 1.8% 1.9% 2.6% 2.4%

A higher proportion of persons with disabilities in permanent full-time positions earned $60,000 or more in 2013 than in 2012. The proportion of men with disabilities earning a salary of $60,000 or more increased from 48.9% to 51.2%; the proportion of women with disabilities with earnings in that range increased from 32.5% to 34.3%. Similar to all men and all women, men with disabilities fare better than women with disabilities: the highest proportion of men with disabilities is in the top salary range, while the highest proportion of women with disabilities is in the lowest salary range.

Table 8: Distribution of salary ranges by year and gender

Table 8: Representation
Salary range Distribution of permanent full-time employees
2012 2013
Men



%
Women



%
Men with disabilities

%
Women with disabilities

%
Men



%
Women



%
Men with disabilities

%
Women with disabilities

%
$60,000 and above 51.5 35.7 48.9 32.5 55.6 38.7 51.2 34.3
$50,000 to $59,999 19.2 20.9 23.6 24.2 19.4 21.0 21.9 23.7
Below $50,000 29.3 43.4 27.5 43.3 25.0 40.3 26.9 41.9

Members of visible minorities

From 2012 to 2013, the representation of members of visible minorities has increased a full percentage point to 19.6%, surpassing its LMA of 17.8%. Members of visible minorities are the only designated group to have achieved a representation level that is above their LMA.

Chart 5: Representation and availability of members of visible minorities in the federally regulated private sector

Chart 4 - Representation Progress - description follows image

Chart 5 * Sources: Statistics Canada, 1986 to 2006 Census and 2011 NHS.

Text description: Chart 5: Representation and availability of members of visible minorities in the federally regulated private sectorr
Year All employees Members of visible minorities
Total

#
Representation

%
Availability

%
1987 595,417 29,760 5.0 6.3
1988 613,688 34,785 5.7 6.3
1989 631,015 42,092 6.7 6.3
1990 631,423 44,768 7.1 6.3
1991 615,135 46,542 7.6 9.1
1992 602,265 47,618 7.9 9.1
1993 582,363 46,895 8.1 9.1
1994 599,311 49,324 8.2 9.1
1995 588,047 51,967 8.8 9.1
1996 571,883 52,600 9.2 10.3
1997 571,138 55,236 9.7 10.3
1998 589,218 58,078 9.9 10.3
1999 588,759 61,379 10.4 10.3
2000 600,220 64,072 10.7 10.3
2001 634,759 74,049 11.7 12.6
2002 629,916 76,952 12.2 12.6
2003 621,457 79,119 12.7 12.6
2004 651,048 86,572 13.3 12.6
2005 672,652 94,573 14.1 12.6
2006 698,210 104,114 14.9 15.3
2007 733,789 116,491 15.9 15.3
2008 744,011 123,262 16.6 15.3
2009 743,837 127,302 17.1 15.3
2010 755,966 134,256 17.8 15.3
2011 768,547 139,665 18.2 17.8
2012 772,480 143,968 18.6 17.8
2013 738,053 144,488 19.6 17.8

Table 9 provides details on the employment situation of members of visible minorities overall and in each of the four sectors comprising the federally regulated private sector.

  • Members of visible minorities are the only designated group whose number increased (by 0.4% or 520 people) in spite of the overall workforce decrease in the federally regulated private sector.
    • The transportation sector is the only sector that reported a decrease in the number of members of visible minorities employed compared to 2012. This decrease (12.3%) is comparable to the decrease in the overall transportation sector’s workforce (12.5%).
  • Only the banking sector has achieved a workforce representation of members of visible minorities above the group’s LMA (29.6% representation compared to 17.8% LMA).
    • With the release of the most recent LMA estimates, the communications sector is 0.1 percentage points away from reaching LMA, reporting a representation of 17.7% (an increase of 0.6 percentage points from the previous year).
    • The representation rate of members of visible minorities has remained the same in the transportation sector (13.4%) and increased from 10.7% to 11.4% in the ‘other’ sector.
  • The largest proportion of members of visible minorities in the federally regulated private sector continued to be in the banking sector (46.7%). This is followed by the communications, transportation and ‘other’ sectors with 28.3%, 20.6% and 4.4%, respectively.
  • All sectors reported that shares of hires for members of visible minorities are higher than their shares of terminations. This means that members of visible minorities are entering the workforce at a greater rate than they are leaving it.
    • The banking, communications and transportation sectors reported recruitment levels that are at least equal to the group’s LMA.
  • All sectors reported shares of promotions that are at least equal to their representation of members of visible minorities.

Table 9: Number, representation, hires, promotions, and terminations of members of visible minorities in the federally regulated private sector by sector

Table 9: Representation
Members of visible minorities
All sectors Banking Communications Transportation Other
2012 2013 2012 2013 2012 2013 2012 2013 2012 2013
Number employed 143,968 144,488 64,141 67,413 39,434 40,819 33,983 29,817 6,410 6,439
Representation 18.6% 19.6% 28.2% 29.6% 17.1% 17.7% 13.4% 13.4% 10.7% 11.4%
Number of hires 21,462 22,928 6,161 7,797 6,226 6,940 8,201 7,381 874 810
Number of promotions 11,383 11,427 8,097 8,289 2,158 1,856 779 897 349 385
Number of terminations 20,067 20,586 6,862 7,623 6,914 6,718 5,641 5,480 650 765
Share of hires 18.6% 21.4% 20.1% 26.3% 22.2% 23.5% 16.6% 17.8% 11.9% 12.9%
Share of promotions 23.8% 25.4% 31.3% 32.9% 17.3% 18.2% 13.0% 14.2% 10.3% 11.4%
Share of terminations 17.7% 18.7% 24.8% 26.1% 20.0% 20.5% 12.8% 14.0% 9.0% 8.9%

A higher proportion of members of visible minorities in permanent full-time positions earned $60,000 or more in 2013 than in 2012. The proportion of visible minority men earning a salary of $60,000 or more increased from 45.3% to 49.3% and the proportion of visible minority women with earnings in that salary range increased from 34.1% to 36.4%. Visible minority men fare better than visible minority women: the highest proportion of visible minority men (49.3%) is in the top salary range while the highest proportion of visible minority women (44.6%) is in the lowest salary range. This finding is also true for all men and women.

Table 10: Distribution of salary ranges by year and gender

Table 10: Representation
Salary range Distribution of permanent full-time employees %
2012 2013
Men





%
Women





%
Visible minority men



%
Visible minority women

%
Men





%
Women





%
Visible minority men



%
Visible minority women

%
$60,000 and above 51.5 35.7 45.3 34.1 55.6 38.7 49.3 36.4
$50,000 to $59,999 19.2 20.9 18.0 18.7 19.4 21.0 18.5 19.0
Below $50,000 29.3 43.4 36.7 47.3 25.0 40.3 32.2 44.6

Conclusion

Each year, the Employment Equity Act Annual Report presents the progress made by federally regulated private-sector employers in achieving employment equity. The report highlights the representation of each designated group as well as other indicators of equity such as salary and shares of hires, promotions and terminations.

The 2014 Employment Equity Act Annual Report indicates that progress is being made but more work needs to be done. From 2012 to 2013, the representation of all four designated groups increased in the federally regulated private sector – a trend that has not been observed since 2001.

Building diverse and inclusive workplaces where each person is valued for their skills and contributions will bring benefits to individuals and their families, to employers, and to the Canadian workforce as a whole. Employers are encouraged to continue their efforts to eliminate barriers to the recruitment, promotion and retention of under-represented groups and contribute to the creation of safe, fair and productive workplaces for all Canadians.

Appendix A

Tables – Federally regulated private-sector employers

Tables A to F consolidate data from the annual reports submitted by federally regulated private-sector employers. To allow for comparative analysis, data from 1987 (the year data was first collected) is included with 2012 and 2013 data.

Tables A to C in this appendix present data aggregated to include permanent full-time, permanent part-time and temporary employees. Table D summarizes information for the four industrial sectors: number, representation, hires, promotions, terminations and the net effect of hires less terminations. Tables E and F present salary data for permanent full-time and permanent part-time employees respectively.

Appendix B: Technical notes

Employers covered under the Act

The Act covers:

  • federally regulated private-sector employers, Crown corporations and other federal organizations with 100 or more employees;
  • core public administration organizations listed under Schedule I or IV of the Financial Administration Act (FAA) (federal government departments and agencies);
  • separate employer organizations in the federal public sector with 100 or more employees listed in Schedule V of the FAA (separate agencies);
  • other public sector employer organizations with 100 or more employees, including the Canadian Forces (officers and non-commissioned members in the Regular and Reserve Forces) and the Royal Canadian Mounted Police (regular and civilian members, excluding federal public service employees); and
  • federal contractor organizations that are provincially regulated suppliers of goods and services with at least 100 employees in Canada that receive contracts at or above $1M from the federal government.

Limitations of the employment equity data

While this report provides the most recent information on employment equity data, it has the following limitations:

  • To measure the progress of the designated groups covered by the Act, their percentage representation (i.e. 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 five years by Statistics Canada. As a result, there is a time lag in measuring representation gaps. The current LMA is based on the 2006 Census and 2006 PALS. More information on availability can be found in the 2011 Employment Equity Data Report .
  • In some cases, data reported by employers is received after publication deadlines. As a result, differences may exist in the data reported in annual reports for particular years.
  • Data is received annually from employers; however, the number of employers may differ from one year to the next.
  • The Treasury Board of Canada Secretariat (TBS) is responsible for reporting on employment equity in the federal departments, agencies and commissions that make up the core public administration. This information is available on the TBS website. Other areas of the federal public sector are responsible for preparing their own employment equity reports, which can be found on their respective websites or obtained upon request. Federal contractors are not required to report annually.
  • Data on the investigation and security services subsector was reclassified in 2011 to the transportation sector. Prior to 2011, it was classified under the ‘other’ sector.

For detailed descriptions of the terms and statistical approaches used in this report, please refer to the Employment Equity Technical Guide.

Appendix A - Employment Equity Act: Annual report 2014 - Table A

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Table A: Representation (1987, 2012 and 2013) and availability (2011) of federally regulated private-sector employees by designated group, census metropolitan area, province and territory
Census metropolitan area and province/territory Women Aboriginal peoples Persons with disabilities Members of visible minorities
Representation Availability* Footnote 9 Representation Availability* Footnote 9 Representation Availability* Footnote 9 Representation Availability* Footnote 9
1987

(%)
2012

(%)
2013

(%)
2011

(%)
1987

(%)
2012

(%)
2013

(%)
2011

(%)
1987

(%)
2012

(%)
2013

(%)
2012

(%)
1987

(%)
2012

(%)
2013

(%)
2011

(%)
Halifax 41.2 43.1 42.6 49.6 0.5 1.8 2.1 2.6 1.6 4.3 4.2 N/A 1.9 6.4 6.8 7.6
Montréal 39.0 40.6 42.0 48.4 0.3 0.7 0.7 0.7 1.1 1.7 1.7 N/A 3.0 14.4 14.2 18.0
Toronto 47.1 44.1 44.8 48.7 0.6 0.9 0.9 0.6 1.5 2.7 2.7 N/A 12.0 34.2 35.3 44.1
Winnipeg 32.7 33.7 33.7 48.8 0.8 6.3 6.5 9.0 1.8 3.2 3.2 N/A 2.9 13.3 14.2 18.9
Regina 42.9 44.7 45.7 48.6 0.4 3.3 3.5 7.2 2.4 3.4 4.1 N/A 1.6 8.9 10.4 9.8
Calgary 47.6 43.8 44.5 47.1 0.5 1.9 1.9 2.5 1.9 2.4 2.4 N/A 5.6 18.6 19.4 25.7
Edmonton 44.5 39.9 41.0 47.1 0.7 2.5 2.8 4.5 2.0 2.4 2.7 N/A 4.4 17.2 17.7 21.0
Vancouver 40.4 38.3 38.2 48.6 0.5 2.0 1.9 2.1 1.5 2.7 2.7 N/A 7.9 32.4 33.6 41.8
Newfoundland and Labrador 38.4 45.5 46.7 48.2 0.6 4.6 5.9 6.7 1.0 1.8 2.7 5.6 0.7 1.6 1.7 1.3
Prince Edward Island 38.0 34.7 34.2 49.5 0.2 0.5 0.4 1.4 1.2 2.0 1.7 5.7 1.0 1.1 1.1 2.4
Nova Scotia 34.4 45.6 45.0 49.2 0.4 1.8 2.0 3.4 3.5 4.1 4.2 7.2 1.3 5.1 5.6 4.5
New Brunswick 32.2 49.6 49.3 48.3 0.4 1.2 1.2 2.6 1.8 3.3 3.3 5.3 1.1 2.2 2.6 2.2
Quebec 39.8 39.2 41.0 47.9 0.4 0.9 0.9 1.6 1.1 1.5 1.6 3.0 2.6 11.3 11.6 9.8
Ontario 44.2 43.1 43.6 48.7 0.7 1.4 1.4 2.1 1.6 3.0 3.0 5.5 7.3 24.5 25.5 24.4
Manitoba 30.5 33.4 33.4 48.0 1.0 7.1 7.5 12.1 1.7 3.1 3.2 5.9 2.6 11.2 11.9 13.2
Saskatchewan 35.1 37.1 37.2 47.3 1.4 7.8 8.3 10.4 1.8 2.8 3.0 5.6 1.2 5.9 6.9 6.3
Alberta 45.3 41.3 42.0 46.6 0.7 2.4 2.5 4.7 1.9 2.5 2.6 4.9 4.0 15.7 16.5 17.3
British Columbia 41.5 39.0 38.9 48.5 0.7 2.5 2.6 4.6 1.7 2.8 2.9 5.8 6.2 25.0 26.0 25.8
Yukon 31.4 44.5 41.1 49.5 3.8 9.5 8.6 19.0 0.8 4.0 3.5 6.9 1.4 10.3 11.3 5.9
Northwest Territories 21.9 24.5 23.7 47.8 9.6 9.4 9.8 40.3 1.4 1.6 1.5 3.6 2.5 8.0 7.7 7.8
Nunavut N/A 25.5 24.1 46.9 N/A 34.7 35.5 75.1 N/A 1.3 3.2 2.6 N/A 4.2 7.6 2.6
Canada 40.9 40.9 41.6 48.2 0.7 2.0 2.1 3.5 1.6 2.6 2.7 4.9 5.0 18.6 19.6 17.8

* Source: Statistics Canada, 2011 National Household Survey (NHS) and 2012 Canadian Survey on Disability (CSD).

Appendix A - Employment Equity Act: Annual Report 2014 - Table B

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Table B: Representation (2012 and 2013) and availability (2011) of federally regulated private-sector employees by designated group and occupational group
Occupational group Women Aboriginal peoples Persons with disabilities Members of visible minorities
Representation Availability* Footnote 6 Representation Availability* Footnote 6 Representation Availability* Footnote 6 Representation Availability* Footnote 6
2012 2013 2011 2012 2013 2011 2012 2013 2012 2012 2013 2011
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Senior managers 23.5 23.8 27.4 0.7 0.7 2.9 2.5 2.4 4.3 6.9 7.2 10.1
Middle and Other managers 43.6 43.3 38.9 1.2 1.2 2.2 2.8 2.7 4.3 17.4 18.3 15.0
Professionals 44.4 44.5 55.0 1.0 1.0 2.1 2.5 2.4 3.8 26.2 27.0 19.9
Semi-Professionals and Technicians 18.6 18.9 52.0 2.1 2.1 3.7 1.8 1.9 4.6 10.9 11.3 16.3
Supervisors 59.7 60.0 56.5 2.0 2.2 3.6 3.0 3.1 13.9 19.0 19.8 18.5
Supervisors: Crafts and trades 8.1 7.8 11.2 2.9 3.1 3.7 2.2 2.2 7.8 8.8 9.4 9.5
Administrative and senior clerical personnel 73.6 72.8 82.6 1.7 1.7 3.0 3.0 3.0 3.4 24.4 26.0 14.1
Skilled sales and service personnel 29.1 30.2 49.9 2.0 1.7 3.2 1.6 1.6 3.5 10.3 10.6 22.8
Skilled crafts and trades workers 3.6 3.7 3.9 3.4 3.5 4.5 2.2 2.1 3.8 10.6 10.9 10.3
Clerical personnel 65.8 65.0 68.4 1.8 1.9 3.4 3.7 3.8 7.0 21.5 22.7 19.0
Intermediate Sales and Service Personnel 67.1 66.2 66.8 2.9 3.0 3.7 1.5 1.6 5.6 18.5 19.9 20.7
Semi-skilled manual workers 13.3 13.2 17.9 3.0 3.2 4.1 2.3 2.3 4.8 14.3 15.7 18.7
Other sales and service personnel 23.8 34.5 57.5 1.9 3.4 5.1 1.0 2.2 6.3 20.7 22.0 21.9
Other manual workers 10.5 10.9 22.7 5.4 5.5 6.0 2.8 2.7 5.3 13.0 15.1 17.3
Total Number of Employees 40.9 41.6 48.2 2.0 2.1 3.5 2.6 2.7 4.9 18.6 19.6 17.8

* Source: Statistics Canada, 2011 NHS and 2012 CSD.

Appendix A - Employment Equity Act: Annual report 2014 - Table C

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Table 3A
Occupational group Women Men Aboriginal peoples Non-Aboriginal peoples
2012

(%)
2013

(%)
2012

(%)
2013

(%)
2012

(%)
2013

(%)
2012

(%)
2013

(%)
Senior managers 0.4 0.5 1.0 1.1 0.3 0.3 0.8 0.8
Middle and other managers 11.2 11.6 10.0 10.8 6.4 6.5 10.6 11.2
Professionals 16.7 17.7 14.5 15.7 7.8 8.1 15.5 16.7
Semi-professionals and technicians 3.0 3.0 8.9 9.3 6.5 6.7 6.5 6.7
Supervisors 4.2 4.2 2.0 2.0 2.8 3.1 2.9 2.9
Supervisors: Crafts and trades 0.3 0.3 2.3 2.4 2.1 2.2 1.5 1.5
Administrative and senior clerical personnel 7.3 7.5 1.8 2.0 3.4 3.5 4.0 4.3
Skilled sales and service personnel 0.8 0.9 1.4 1.4 1.1 1.0 1.1 1.2
Skilled crafts and trades workers 0.7 0.8 13.4 14.1 13.8 13.9 8.1 8.4
Clerical personnel 40.3 39.7 14.5 15.2 22.6 22.7 25.1 25.5
Intermediate sales and service personnel 7.5 8.0 2.5 2.9 6.5 7.0 4.5 5.0
Semi-skilled manual workers 4.3 4.2 19.2 19.9 19.2 19.9 13.0 13.2
Other sales and service personnel 3.2 1.4 7.0 1.9 5.0 2.7 5.4 1.7
Other manual workers 0.2 0.2 1.4 1.4 2.4 2.4 0.9 0.9
Total 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
Table 3B
Occupational group Persons with disabilities Persons without disabilities Members of visible minorities Non-visible minority members
2012

(%)
2013

(%)
2012

(%)
2013

(%)
2012

(%)
2013

(%)
2012

(%)
2013

(%)
(%) (%) (%) (%) (%) (%) (%) (%)
Senior managers 0.7 0.7 0.8 0.8 0.3 0.3 0.9 1.0
Middle and other managers 11.1 11.1 10.5 11.1 9.8 10.4 10.7 11.3
Professionals 14.4 14.8 15.4 16.6 21.7 22.8 13.9 15.0
Semi-professionals and technicians 4.6 4.7 6.5 6.7 3.8 3.9 7.1 7.4
Supervisors 3.3 3.3 2.9 2.9 2.9 3.0 2.9 2.9
Supervisors: Crafts and trades 1.3 1.2 1.5 1.5 0.7 0.7 1.7 1.7
Administrative and senior clerical personnel 4.6 4.7 4.0 4.3 5.3 5.7 3.7 3.9
Skilled sales and service personnel 0.7 0.7 1.2 1.2 0.6 0.6 1.3 1.3
Skilled crafts and trades workers 6.9 6.6 8.3 8.6 4.7 4.7 9.1 9.5
Clerical personnel 35.6 35.3 24.8 25.1 28.9 29.4 24.2 24.4
Intermediate sales and service personnel 2.6 3.0 4.6 5.1 4.5 5.1 4.6 5.0
Semi-skilled manual workers 11.3 11.5 13.1 13.4 10.1 10.7 13.8 14.0
Other sales and service personnel 2.0 1.4 5.5 1.7 6.0 1.9 5.3 1.6
Other manual workers 1.0 0.9 0.9 0.9 0.6 0.7 1.0 1.0
Total 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0

Appendix A - Employment Equity Act: Annual report 2014 - Table D Footnote 7

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Table D: Federally regulated private-sector employees by designated group and sector: Number, representation, hires, promotions, terminations and net effect (1987, 2012 and 2013)*
All employees Women Aboriginal peoples Persons with disabilities Members of visible minorities
1987 2012 2013 1987 2012 2013 1987 2012 2013 1987 2012 2013 1987 2012 2013
Banking (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#)
Employees 169,632 227,455 228,111 129,076 144,898 142,883 951 2,887 2,917 3,053 8,686 8,714 16,062 64,141 67,413
Hires 21,879 30,709 29,615 16,704 16,859 15,890 109 341 395 158 507 716 2,211 6,161 7,797
Promotions 39,456 25,866 25,165 27,599 15,203 14,498 204 344 371 607 695 648 3,778 8,097 8,289
Terminations 21,715 27,716 29,256 16,819 16,479 17,416 150 428 455 331 870 1,122 1,432 6,862 7,623
Net effect** Footnote 8 164 2,993 359 -115 380 -1,526 -41 -87 -60 -173 -363 -406 779 -701 174
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Representation 100.0 100.0 100.0 76.1 63.7 62.6 0.6 1.3 1.3 1.8 3.8 3.8 9.5 28.2 29.6
Share of hires 100.0 100.0 100.0 76.3 54.9 53.7 0.5 1.1 1.3 0.7 1.7 2.4 10.1 20.1 26.3
Share of promotions 100.0 100.0 100.0 69.9 58.8 57.6 0.5 1.3 1.5 1.5 2.7 2.6 9.6 31.3 32.9
Share of terminations 100.0 100.0 100.0 77.5 59.5 59.5 0.7 1.5 1.6 1.5 3.1 3.8 6.6 24.8 26.1
Communications (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#)
Employees 179,247 230,819 230,786 71,038 86,927 86,896 1,090 3,907 3,957 2,512 5,396 5,323 7,257 39,434 40,819
Hires 17,416 28,049 29,564 7,515 9,372 10,079 49 489 513 129 315 382 975 6,226 6,940
Promotions 11,099 12,505 10,202 4,900 4,499 3,767 55 232 189 112 238 168 445 2,158 1,856
Terminations 16,020 34,517 32,848 6,176 13,196 11,791 36 604 609 112 818 761 437 6,914 6,718
Net effect** Footnote 3 1,396 -6,468 -3,284 1,339 -3,824 -1,712 13 -115 -96 17 -503 -379 538 -688 222
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Representation 100.0 100.0 100.0 39.6 37.7 37.7 0.6 1.7 1.7 1.4 2.3 2.3 4.0 17.1 17.7
Share of hires 100.0 100.0 100.0 43.1 33.4 34.1 0.3 1.7 1.7 0.7 1.1 1.3 5.6 22.2 23.5
Share of Promotions 100.0 100.0 100.0 44.1 36.0 36.9 0.5 1.9 1.9 1.0 1.9 1.6 4.0 17.3 18.2
Share of terminations 100.0 100.0 100.0 38.6 38.2 35.9 0.2 1.7 1.9 0.7 2.4 2.3 2.7 20.0 20.5
Transportation (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#)
Employees 203,207 254,330 222,504 34,423 66,068 59,909 1,479 6,686 6,453 2,892 4,639 4,536 5,318 33,983 29,817
Hires 33,535 49,536 41,565 7,316 12,731 10,639 211 1,970 1,445 118 696 531 691 8,201 7,381
Promotions 14,723 6,007 6,315 2,655 1,789 1,835 123 141 182 198 83 92 376 779 897
Terminations 32,588 43,913 39,148 6,028 10,310 9,283 168 1,556 1,419 231 784 734 478 5,641 5,480
Net effect** Footnote 3 947 5,623 2,417 1,288 2,421 1,356 43 414 26 -113 -88 -203 213 2,560 1,901
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Representation 100.0 100.0 100.0 16.9 26.0 26.9 0.7 2.6 2.9 1.4 1.8 2.0 2.6 13.4 13.4
Share of hires 100.0 100.0 100.0 21.8 25.7 25.6 0.6 4.0 3.5 0.4 1.4 1.3 2.1 16.6 17.8
Share of promotions 100.0 100.0 100.0 18.0 29.8 29.1 0.8 2.3 2.9 1.3 1.4 1.5 2.6 13.0 14.2
Share of Terminations 100.0 100.0 100.0 18.5 23.5 23.7 0.5 3.5 3.6 0.7 1.8 1.9 1.5 12.8 14.0
‘Other’ (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#)
Employees 43,331 59,876 56,652 9,207 18,037 17,075 401 2,298 2,342 983 1,511 1,480 1,123 6,410 6,439
Hires 4,500 7,333 6,288 1,485 2,021 1,821 46 288 314 37 76 85 150 874 810
Promotions 3,248 3,383 3,383 856 1,036 1,159 23 129 147 64 64 61 85 349 385
Terminations 5,080 7,187 8,560 1,402 1,847 2,491 40 251 351 93 190 204 86 650 765
Net effect** Footnote 3 -580 146 -2,272 83 174 -670 6 37 -37 -56 -114 -119 64 224 45
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Representation 100.0 100.0 100.0 21.2 30.1 30.1 0.9 3.8 4.1 2.3 2.5 2.6 2.6 10.7 11.4
Share of hires 100.0 100.0 100.0 33.0 27.6 29.0 1.0 3.9 5.0 0.8 1.0 1.4 3.3 11.9 12.9
Share of promotions 100.0 100.0 100.0 26.4 30.6 34.3 0.7 3.8 4.3 2.0 1.9 1.8 2.6 10.3 11.4
Share of terminations 100.0 100.0 100.0 27.6 25.7 29.1 0.8 3.5 4.1 1.8 2.6 2.4 1.7 9.0 8.9
All sectors (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#) (#)
Employees 595,417 772,480 738,053 243,744 315,930 306,763 3,921 15,778 15,669 9,440 20,232 20,053 29,760 143,968 144,488
Hires 77,330 115,627 107,032 33,020 40,983 38,429 415 3,088 2,667 442 1,594 1,714 4,027 21,462 22,928
Promotions 68,526 47,761 45,065 36,010 22,527 21,259 405 846 889 981 1,080 969 4,684 11,383 11,427
Terminations 75,403 113,333 109,812 30,425 41,832 40,981 394 2,839 2,834 767 2,662 2,821 2,433 20,067 20,586
Net effect** Footnote 3 1,927 2,294 -2,780 2,595 -849 -2,552 21 249 -167 -325 -1,068 -1,107 1,594 1,395 2,342
(%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%) (%)
Representation 100.0 100.0 100.0 40.9 40.9 41.6 0.7 2.0 2.1 1.6 2.6 2.7 5.0 18.6 19.6
Share of hires 100.0 100.0 100.0 42.7 35.4 35.9 0.5 2.7 2.5 0.6 1.4 1.6 5.2 18.6 21.4
Share of promotions 100.0 100.0 100.0 52.5 47.2 47.2 0.6 1.8 2.0 1.4 2.3 2.2 6.8 23.8 25.4
Share of terminations 100.0 100.0 100.0 40.4 36.9 37.3 0.5 2.5 2.6 1.0 2.3 2.6 3.2 17.7 18.7

Appendix A - Employment Equity Act: Annual report 2014 - Table E

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Table E: Federally regulated private-sector employees in permanent full-time employment by designated group, gender and salary range as of December 31, 2013
Salary range All employees Aboriginal peoples Persons with disabilities Members of visible minorities
Total Men Women (%) Total (%) Men Women Total (%) Men Women Total (%) Men Women
Under $15,000 3,452 2,125 1,327 38.4 183 5.3 125 58 65 1.9 46 19 531 15.4 352 179
$15,000 - $19,999 1,605 788 817 50.9 70 4.4 43 27 47 2.9 25 22 333 20.7 161 172
$20,000 - $24,999 5,374 3,095 2,279 42.4 197 3.7 135 62 131 2.4 75 56 1,451 27.0 898 553
$25,000 - $29,999 13,382 6,350 7,032 52.5 458 3.4 225 233 414 3.1 211 203 3,165 23.7 1,679 1,486
$30,000 - $34,999 28,317 12,359 15,958 56.4 851 3.0 370 481 965 3.4 382 583 7,132 25.2 3,328 3,804
$35,000 - $37,499 20,170 9,400 10,770 53.4 478 2.4 241 237 623 3.1 254 369 5,012 24.8 2,337 2,675
$37,500 - $39,999 22,765 10,789 11,976 52.6 510 2.2 243 267 687 3.0 284 403 5,524 24.3 2,637 2,887
$40,000 - $44,999 48,911 24,945 23,966 49.0 1,060 2.2 573 487 1,401 2.9 641 760 11,247 23.0 5,450 5,797
$45,000 - $49,999 46,749 24,617 22,132 47.3 915 2.0 480 435 1,316 2.8 667 649 10,431 22.3 5,078 5,353
$50,000 - $59,999 123,457 73,286 50,171 40.6 2,567 2.1 1,574 993 3,843 3.1 2,111 1,732 22,372 18.1 12,595 9,777
$60,000 - $69,999 76,238 49,462 26,776 35.1 1,624 2.1 1,188 436 2,042 2.7 1,304 738 13,110 17.2 7,709 5,401
$70,000 - $84,999 79,314 53,739 25,575 32.2 1,460 1.8 1,026 434 1,950 2.5 1,244 706 14,490 18.3 9,138 5,352
$85,000 - $99,999 50,657 34,756 15,901 31.4 928 1.8 712 216 1,213 2.4 759 454 9,954 19.6 6,400 3,554
$100,000 and over 96,158 72,122 24,036 25.0 1,554 1.6 1,288 266 2,226 2.3 1,616 610 14,774 15.4 10,377 4,397
Total 616,549 377,833 238,716 38.7 12,855 2.1 8,223 4,632 16,923 2.7 9,619 7,304 119,526 19.4 68,139 51,387

Appendix A - Employment Equity Act: Annual Report 2014 - Table F

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Table F: Federally regulated private-sector employees in permanent part-time employment by designated group, gender and salary range as of December 31, 2013
Salary range All employees Aboriginal peoples Persons with disabilities Members of visible minorities
Total Men Women (%) Total (%) Men Women Total (%) Men Women Total (%) Men Women
Under $5,000 3,134 1,551 1,583 50.5 70 2.2 30 40 72 2.3 36 36 329 10.5 173 156
$5,000 - $7,499 2,669 1,085 1,584 59.3 75 2.8 26 49 49 1.8 26 23 343 12.9 157 186
$7,500 - $9,999 3,381 1,452 1,929 57.1 73 2.2 23 50 63 1.9 28 35 396 11.7 189 207
$10,000 - $12,499 10,534 5,765 4,769 45.3 267 2.5 143 124 225 2.1 129 96 2,418 23.0 1,599 819
$12,500 - $14,999 8,025 3,799 4,226 52.7 214 2.7 98 116 199 2.5 79 120 1,855 23.1 1,052 803
$15,000 - $17,499 8,747 3,898 4,849 55.4 247 2.8 109 138 212 2.4 84 128 2,166 24.8 1,190 976
$17,500 - $19,999 8,653 3,426 5,227 60.4 218 2.5 92 126 251 2.9 82 169 1,993 23.0 947 1,046
$20,000 - $22,499 11,824 5,589 6,235 52.7 255 2.2 120 135 297 2.5 118 179 3,117 26.4 1,861 1,256
$22,500 - $24,999 8,204 2,831 5,373 65.5 204 2.5 65 139 260 3.2 62 198 1,881 22.9 807 1,074
$25,000 - $29,999 15,994 5,372 10,622 66.4 367 2.3 103 264 495 3.1 152 343 3,282 20.5 1,450 1,832
$30,000 - $34,999 12,085 4,846 7,239 59.9 252 2.1 97 155 354 2.9 121 233 2,573 21.3 1,314 1,259
$35,000 - $39,999 8,810 3,557 5,253 59.6 175 2.0 71 104 246 2.8 84 162 1,569 17.8 825 744
$40,000 - $49,999 7,187 3,062 4,125 57.4 139 1.9 50 89 197 2.7 83 114 1,200 16.7 659 541
$50,000 and over 4,436 1,947 2,489 56.1 82 1.8 35 47 120 2.7 52 68 502 11.3 247 255
Total 113,683 48,180 65,503 57.6 2,638 2.3 1,062 1,576 3,040 2.7 1,136 1,904 23,624 20.8 12,470 11,154
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