Employment Equity Act: Annual Report 2015

Message from the Minister of Employment, Workforce Development and Labour

2015

“First and foremost, the Government believes that all Canadians should have a real and fair chance to succeed.”

Speech from the Throne to Open the First Session of the Forty-second Parliament of Canada

As the Minister responsible for employment equity, I present the Employment Equity Act: Annual Report 2015, which outlines the progress made by federally regulated private-sector employers to achieve equality and fairness in workplaces across Canada.

The report indicates that while some progress has been made in some areas, more work is needed to achieve a fully representative workforce. The Government of Canada has made diversity and inclusion a priority, pledging to ensure gender parity and better representation of Indigenous Canadians and minority groups in leadership positions through merit-based appointments. In fact, it is leading by example with an equal number of women and men appointed to Cabinet for the first time.

Moving forward, the Government will continue to work with federally regulated employers to make more progress on equity and inclusion by:

  • introducing a Canadians with disabilities act;
  • renewing its nation-to-nation relationship with Indigenous peoples, one based on recognition, rights, respect, co-operation and partnership; and
  • amending the Canada Labour Code to allow workers to formally request flexible work arrangements.

Through the Labour Program, the Government will continue to work with employers to identify and remove workplace employment barriers to ensure that federally regulated private-sector workplaces are inclusive and provide all Canadians with employment opportunities.

Employment equity is good for business. In a competitive global market, workplace diversity and inclusion provide opportunities to capitalize on the unique talents and contributions that diverse communities offer. Reflecting the rich diversity of our society in our federal workplaces is essential to growing our country’s economy and strengthening the middle class. I look forward to tabling reports in the future that demonstrate further progress in meeting these important goals.

The Honourable MaryAnn Mihychuk, P.C., M.P.

Minister of Employment, Workforce Development and Labour

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 Employment Equity Act requires the Minister of Employment, Workforce Development and Labour to submit a report to Parliament on the status of employment equity in the federally regulated private sector. Footnote 1 Employers in this sector with a workforce of 100 employees or more submit a report to the Minister on or before June 1 of every year.

The Employment Equity Act: Annual Report 2015 consolidates the information submitted by employers on June 1, 2015, and provides an overview of the results achieved by federally regulated private-sector employers during the 2014 calendar year in creating an equitable, diverse and inclusive workforce for the four designated groups: women, Aboriginal peoples, persons with disabilities and members of visible minorities.

Indicators of progress include salary ranges as well as shares of hires, promotions and terminations. However, the most common indicator is the representation rate, which provides effective insights on the status of employment equity at the overall level and in each of the four sectors of the federally regulated private sector. The representation of each designated group 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 a group's representation exceeds its LMA.

About the data

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.

There is a time lag in measuring representation gaps in this report because the 2014 representation is being compared to 2011 NHS and 2012 CSD availability data.

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

Section 1 - Year in review

In 2014, only the representation of persons with disabilities and members of visible minorities increased in the federally regulated private sector compared to 2013. While progress has been made over time, additional efforts are required before a fully representative Footnote 2 workforce is achieved.

  • 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.
  • The representation of women decreased by 0.2 percentage points from 41.6% in 2013 to 41.4% in 2014 and remained below the group's LMA of 48.2%. This represented an LMA attainment rate of 85.9%, a shortfall of 14.1%.
  • The representation of Aboriginal peoples remained at 2.1% in 2014. This represented an attainment rate of 60.0%, a shortfall of 40.0%.
  • The representation of persons with disabilities increased to 2.8% in 2014 from 2.7% in 2013. This represented an attainment rate of 57.1%. Despite the noted progress, this remained the lowest attainment rate for all designated groups.
  • The representation of members of visible minorities increased by almost a full percentage point from 2013 to 2014, reaching 20.4%. Since 2007, members of visible minorities have consistently exceeded the group's LMA of 17.8% and are the only designated group in the federally regulated private sector to have achieved a representation level that surpassed their LMA.
Chart 1: Progress in representation over time in the federally regulated private sector
Chart 1, Progress in representation over time in the federally regulated private sector. Details in table following the chart.

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

Text description of Progress in representation over time in the federally regulated private sector
Chart 1: Progress in representation over time in the federally regulated private sector
1987 Representation 2013 Representation 2014 Representation Labour Market availability Footnote 3
Women 40.9% 41.6% 41.4% 48.2%
Aboriginal peoples 0.7% 2.1% 2.1% 3.5%
Persons with disabilities 1.6% 2.7% 2.8% 4.9%
Members of visible minorities 5.0% 19.6% 20.4% 17.8%

Sectors

The federally regulated private-sector workforce comprises four sectors:

  1. Banking: Includes all major Canadian banks.
  2. Communications: Comprises radio and television broadcasting, telecommunications and postal and courier services.
  3. Transportation: Consists of employers in the air, rail, bus and water transportation industries; inter-provincial trucking; pipelines; and investigation and security services.
  4. '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 501 employers submitted a report to the Minister of Labour for the 2014 calendar year. Together, these employers had a total of 740,740 employees across Canada, representing approximately 4% of the Canadian workforce.

The total number of employers decreased by six from 2013 to 2014. Footnote 4 The communications and the 'other' sectors each increased by two employers. The transportation sector decreased by 10 employers. The transportation sector continued to have the most employers (332 or 66.3%).

From 2013 to 2014, the federally regulated private sector saw a net increase of 2,687 employees. Increases were noted in the workforces of the banking and transportation sectors, while the communications and 'other' sectors reported fewer employees than the previous year.

Most workers in the federally regulated private sector were evenly distributed among the banking (31.3%), communications (30.7%) and transportation (30.5%) sectors. The smallest sector, 'other', employed 7.5% of the federally regulated private-sector workforce.

The workforce composition of the federally regulated private sector for the 2014 calendar year is outlined in Table 1.

Table 1: Number of employers and employees (1987, 2013 and 2014) in the federally regulated private sector
Sector Employers Employees
1987

(#)
2013

(#)
2014

(#)
1987

(#)
2013

(#)
2014

(#)
Banking 23 25 25 169,632 228,111 231,812
Communications 90 69 71 179,247 230,786 227,310
Transportation 208 342 332 203,207 222,504 225,770
'Other' 52 71 73 43,331 56,652 55,848
All sectors 373 507 501 595,417 738,053 740,740

The banking sector maintained a workforce composition that exceeded LMA for women and members of visible minorities.

The communications sector achieved a representation level for members of visible minorities that exceeded the group's LMA.

The 'other' sector's workforce saw representation that surpassed LMA for Aboriginal peoples.

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

Table 2: Designated group representation by sector
Sector 2014 Representation
Women

(%)
Aboriginal peoples

(%)
Persons with disabilities

(%)
Members of visible minorities

(%)
Banking 61.5 1.3 4.0 30.2
Communications 37.4 1.8 2.3 18.6
Transportation 27.2 2.8 2.0 14.2
'Other' 30.9 4.5 2.6 12.2
All sectors 41.4 2.1 2.8 20.4
Availability Footnote 5 48.2 3.5 4.9 17.8

Section 2 - Designated groups

Women

The representation of women decreased from 41.6% in 2013 to 41.4% in 2014, remaining 6.8 percentage points below the current 48.2% LMA. This result represents an LMA attainment rate of 85.9%, a shortfall of 14.1%.

Chart 2: Representation and availability of women in the federally regulated private sector
Chart 2, Representation and availability of women in the federally regulated private sector. Details in table following the chart.

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

Text description - Representation and availability of women in the federally regulated private sector
Chart 2: Representation and availability of women in the federally regulated private sector
Year



All employees



Women
Total

(#)
Representation

(%)
Availability Footnote 6

(%)
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
2014 740,740 306,397 41.4 48.2

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

  • While the total number of employees in the federally regulated private sector increased by 2,687 (0.4%) from 2013 to 2014, there was a net decrease of 366 women (0.1%).
    • At the sector level, the number of women declined by 240 (0.2%) in banking and by 1,915 (2.2%) in communications. Their numbers increased by 1,593 (2.7%) in the transportation sector and by 196 (1.1%) in the 'other' sector.
  • The largest proportion of women in the federally regulated private sector continued to be in the banking sector (46.6%). This was followed by the communications, transportation and 'other' sectors with 27.7%, 20.1% and 5.6% respectively.
  • Overall, the representation of women decreased from 41.6% in 2013 to 41.4% in 2014.
    • The representation of women increased in the transportation and 'other' sectors from the previous year by 0.3 percentage points and 0.8 percentage points respectively and decreased in the banking and communications sectors by 1.1 percentage points and 0.3 percentage points respectively.
  • All sectors combined, more women left the federally regulated private-sector workforce than entered it.
    • The transportation and 'other' sectors reported a positive net effect between the number of hires and terminations Footnote 7 , meaning that more women entered the workforce in these sectors than exited these same sectors.
    • The banking and communications sectors reported shares of terminations that exceeded shares of hires.
  • The transportation and 'other' sectors reported shares of promotions for women that exceeded their internal representation.
Table 3: Number, representation, hires, promotions, and terminations of women in the federally regulated private sector by sector Footnote 8
Women
All sectors Banking Communications Transportation 'Other'
2013 2014 2013 2014 2013 2014 2013 2014 2013 2014
Number employed 306,763 306,397 142,883 142,643 86,896 84,981 59,909 61,502 17,075 17,271
Representation 41.6% 41.4% 62.6% 61.5% 37.7% 37.4% 26.9% 27.2% 30.1% 30.9%
Number of hires 38,429 39,903 15,890 16,862 10,079 9,006 10,639 11,842 1,821 2,193
Number of promotions 21,259 22,716 14,498 16,189 3,767 3,408 1,835 1,814 1,159 1,305
Number of terminations 40,981 41,128 17,416 17,681 11,791 12,154 9,283 9,135 2,491 2,158
Share of hires 35.9% 35.0% 53.7% 51.7% 34.1% 32.0% 25.6% 25.6% 29.0% 31.1%
Share of promotions 47.2% 47.9% 57.6% 57.1% 36.9% 36.1% 29.1% 30.3% 34.3% 35.6%
Share of terminations 37.3% 37.0% 59.5% 59.1% 35.9% 35.4% 23.7% 23.0% 29.1% 29.4%

The 2014 reporting year marks the first time that a higher proportion of women in permanent full-time positions earned a salary within the top range of $60,000 or more (41.5%) compared to the lowest salary range of below $50,000 (38.4%). In contrast, 57.7% of men were in the top salary range in 2014, while only 24.0% of men earned below $50,000.

Table 4: Distribution of salary ranges by year and gender
Salary range Distribution of permanent full-time employees (%)
2013 2014
Men Women Men Women
$60,000 and above 55.6 38.7 57.7 41.5
$50,000 to $59,999 19.4 21.0 18.3 20.1
Below $50,000 25.0 40.3 24.0 38.4

Aboriginal peoples

The representation of Aboriginal peoples remained at 2.1% for the second year in a row. This represents an attainment rate of 60.0% of the group's 3.5% LMA.

Chart 3: Representation and availability of Aboriginal peoples in the federally regulated private sector
Chart 3, Representation and availability of Aboriginal peoples in the federally regulated private sector. Details in table following the chart.

* 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 of Representation and availability of Aboriginal peoples in the federally regulated private sector
Chart 3: Representation and availability of Aboriginal peoples in the federally regulated private sector
Year All employees Aboriginal peoples
Total (#) Representation (%) Availability Footnote 9 (%)
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
2014 740,740 15,786 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.

  • From 2013 to 2014, the total number of Aboriginal employees increased by 117 (0.7%) in the federally regulated private sector.
    • At the sector level, the number of Aboriginal employees decreased only in the transportation sector by 108 (1.7%). Their numbers increased in the banking, communications and 'other' sectors by 17, 52 and 156 respectively.
  • The largest proportion of Aboriginal peoples in the federally regulated private sector was in the transportation sector (40.2%).
  • The representation of Aboriginal peoples continued to be highest in the 'other' and transportation sectors (4.5% and 2.8% respectively).
    • Representation increased by 0.4 percentage points in the 'other' sector and by 0.1 percentage point in the communications sector.
    • Representation remained stable at 1.3% in the banking sector and decreased by 0.1 percentage point in the transportation sector.
  • The 'other' sector continued to have the smallest proportion of Aboriginal peoples (15.8%), yet was the only sector to have maintained a representation level that exceeded LMA (4.5% representation compared to 3.5% LMA).
  • All sectors combined, Aboriginal peoples received shares of hires that were equal to their shares of terminations.
    • The 'other' sector reported shares of hires that surpassed LMA and that also exceeded shares of terminations. This means that Aboriginal peoples were being hired at an equitable level and were entering the sector's workforce at a higher rate than they were leaving it.
  • The banking, communications and transportation sectors reported shares of promotions for Aboriginal employees that were 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
Aboriginal peoples
All sectors Banking Communications Transportation 'Other'
2013 2014 2013 2014 2013 2014 2013 2014 2013 2014
Number employed 15,669 15,786 2,917 2,934 3,957 4,009 6,453 6,345 2,342 2,498
Representation 2.1% 2.1% 1.3% 1.3% 1.7% 1.8% 2.9% 2.8% 4.1% 4.5%
Number of hires 2,667 2,912 395 368 513 624 1,445 1,570 314 350
Number of promotions 889 913 371 360 189 193 182 202 147 158
Number of terminations 2,834 2,907 455 447 609 733 1,419 1,468 351 259
Share of hires 2.5% 2.6% 1.3% 1.1% 1.7% 2.2% 3.5% 3.4% 5.0% 5.0%
Share of promotions 2.0% 1.9% 1.5% 1.3% 1.9% 2.0% 2.9% 3.4% 4.3% 4.3%
Share of terminations 2.6% 2.6% 1.6% 1.5% 1.9% 2.1% 3.6% 3.7% 4.1% 3.5%

A higher proportion of Aboriginal peoples in permanent full-time positions earned $60,000 or more in 2014 than in 2013. However, the proportion of Aboriginal men and women in this salary range continued to be lower than all men and all women respectively. Aboriginal women in particular remained much less likely (32.2%) to earn $60,000 or more compared to Aboriginal men (55.5%) and to all women (41.5%). The largest proportion of Aboriginal women (46.9%) earned salaries below $50,000.

Table 6: Distribution of salary ranges by year and gender
Salary range Distribution of permanent full-time employees (%)
2013 2014
Men Women Aboriginal men Aboriginal women Men Women Aboriginal men Aboriginal women
$60,000 and above 55.6 38.7 51.2 29.2 57.7 41.5 55.5 32.2
$50,000 to $59,999 19.4 21.0 19.1 21.4 18.3 20.1 17.6 20.9
Below $50,000 25.0 40.3 29.6 49.4 24.0 38.4 26.8 46.9

Persons with disabilities

The representation of persons with disabilities increased from 2.7% in 2013 to 2.8% in 2014. This represents an attainment rate of 57.1% 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 and availability of persons with disabilities in the federally regulated private sector. Details in table following the chart.

* Sources: Statistics Canada, 1986 and 1991 Health and Activity Limitation Survey, 2001 and 2006 Participation and Activity Limitation Survey 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 of Representation and availability of persons with disabilities in the federally regulated private sector
Chart 4: Representation and availability of persons with disabilities in the federally regulated private sector
Year



All employees



Persons with disabilities
Total

(#)
Representation

(%)
Availability Footnote 10

(%)
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
2014 740,740 20,556 2.8 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 increased by 503 (2.5%) from 2013 to 2014.
    • The number of persons with disabilities decreased by 99 (1.9%) in the communications sector and by 54 (3.6%) in the 'other' sector. Their numbers increased by 593 (6.8%) in banking and by 63 (1.4%) in transportation.
  • The largest proportion of persons with disabilities in the federally regulated private sector was found in the banking sector (45.3%). This was followed by the communications, transportation and 'other' sectors with 25.4%, 22.4% and 6.9% respectively.
  • From 2013 to 2014, the representation of persons with disabilities increased in the banking sector from 3.8% to 4.0%. The communications, transportation and 'other' sectors maintained their representation levels from the previous year at 2.3%, 2.0% and 2.6% respectively.
  • The shares of terminations for persons with disabilities (overall and in each sector) continued to exceed their shares of hires. This means that persons with disabilities were leaving the workforce at a higher rate than they were entering it.
  • All sectors reported shares of promotions for persons with disabilities that were below their internal representation.
    • The shares of promotions for persons with disabilities have increased when compared to the previous year in the banking, communications and 'other' sectors.
Table 7: Number, representation, hires, promotions, and terminations of persons with disabilities in the federally regulated private sector by sector
Persons with disabilities
All sectors Banking Communications Transportation 'Other'
2013 2014 2013 2014 2013 2014 2013 2014 2013 2014
Number employed 20,053 20,556 8,714 9,307 5,323 5,224 4,536 4,599 1,480 1,426
Representation 2.7% 2.8% 3.8% 4.0% 2.3% 2.3% 2.0% 2.0% 2.6% 2.6%
Number of hires 1,714 1,849 716 654 382 439 531 667 85 89
Number of promotions 969 1,202 648 848 168 187 92 92 61 75
Number of terminations 2,821 2,793 1,122 1,078 761 828 734 695 204 192
Share of hires 1.6% 1.6% 2.4% 2.0% 1.3% 1.6% 1.3% 1.4% 1.4% 1.3%
Share of promotions 2.2% 2.5% 2.6% 3.0% 1.6% 2.0% 1.5% 1.5% 1.8% 2.0%
Share of terminations 2.6% 2.5% 3.8% 3.6% 2.3% 2.4% 1.9% 1.8% 2.4% 2.6%

A higher proportion of persons with disabilities in permanent full-time positions earned $60,000 or more in 2014 than in 2013. The proportion of men with disabilities earning a salary of $60,000 or more increased from 51.2% to 54.4%; the proportion of women with disabilities with earnings in that range increased from 34.3% to 37.3%. Men with disabilities fared better than women with disabilities: the highest proportion of men with disabilities was in the top salary range, while the highest proportion of women with disabilities was in the lowest salary range.

Table 8: Distribution of salary ranges by year and gender
Salary range Distribution of permanent full-time employees (%)
2013 2014
Men Women Men with disabilities Women with disabilities Men Women Men with disabilities Women with disabilities
$60,000 and above 55.6 38.7 51.2 34.3 57.7 41.5 54.4 37.3
$50,000 to $59,999 19.4 21.0 21.9 23.7 18.3 20.1 19.8 22.6
Below $50,000 25.0 40.3 26.9 41.9 24.0 38.4 25.8 40.1

Members of visible minorities

The representation of members of visible minorities increased from 19.6% in 2013 to 20.4% in 2014, surpassing the group's LMA of 17.8%. Members of visible minorities was the only designated group to have achieved a representation level that was above LMA, a trend that has continued since 2007.

Chart 5: Representation and availability of members of visible minorities in the federally regulated private sector
Chart 5, Representation and availability of persons with disabilities in the federally regulated private sector. Details in table following the chart.

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

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



All employees



Members of visible minorities
Total

(#)
Representation

(%)
Availability Footnote 11

(%)
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
2014 740,740 151,185 20.4 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.

  • The total number of members of visible minorities increased by 6,697 (4.6%) in the overall workforce of the federally regulated private sector from 2013 to 2014.
    • All four sectors-banking, communications, transportation and 'other' - saw an increase in the number of members of visible minorities in their workforce.
  • The largest proportion of members of visible minorities in the federally regulated private sector continued to be in the banking sector (46.4%). This was followed by the communications, transportation and 'other' sectors with 27.9%, 21.2% and 4.5%, respectively.
  • The communications sector successfully met and surpassed the 0.1 percentage point gap between the representation and LMA reported in the previous annual report for members of visible minorities. In 2014, the communications sector achieved an 18.6% representation rate for this designated group, surpassing the 17.8% LMA.
    • The banking sector maintained a workforce representation of members of visible minorities above the group's LMA (30.2% representation compared to 17.8% LMA).
    • The representation rate of members of visible minorities increased in the transportation sector (from 13.4% in 2013 to 14.2% in 2014) and in the 'other' sector (from 11.4% in 2013 to 12.2% in 2014).
  • All sectors reported that shares of hires for members of visible minorities were higher than their shares of terminations. This means that members of visible minorities were entering the workforce at a greater rate than their rate of departure from these sectors.
    • The banking, communications and transportation sectors reported recruitment levels that exceeded the group's LMA.
  • The banking, transportation and 'other' sectors reported shares of promotions that surpassed 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
Members of visible minorities
All sectors Banking Communications Transportation 'Other'
2013 2014 2013 2014 2013 2014 2013 2014 2013 2014
Number employed 144,488 151,185 67,413 70,097 40,819 42,171 29,817 32,121 6,439 6,796
Representation 19.6% 20.4% 29.6% 30.2% 17.7% 18.6% 13.4% 14.2% 11.4% 12.2%
Number of hires 22,928 26,101 7,797 8,689 6,940 7,439 7,381 8,924 810 1,049
Number of promotions 11,427 12,647 8,289 9,555 1,856 1,718 897 894 385 480
Number of terminations 20,586 22,560 7,623 7,696 6,718 7,642 5,480 6,367 765 855
Share of hirings 21.4% 22.9% 26.3% 26.6% 23.5% 26.5% 17.8% 19.3% 12.9% 14.9%
Share of promotions 25.4% 26.7% 32.9% 33.7% 18.2% 18.2% 14.2% 14.9% 11.4% 13.1%
Share of terminations 18.7% 20.3% 26.1% 25.7% 20.5% 22.3% 14.0% 16.0% 8.9% 11.7%

A higher proportion of members of visible minorities in permanent full-time positions earned $60,000 or more in 2014 than in 2013. The proportion of visible minority men earning a salary of $60,000 or more increased from 49.3% to 52.1%, and the proportion of visible minority women with earnings in that salary range increased from 36.4% to 39.8%. Visible minority men fared better than visible minority women: the highest proportion of visible minority men (52.1%) was in the top salary range, while the highest proportion of visible minority women (41.7%) was in the lowest salary range.

Table 10: Distribution of salary ranges by year and gender
Salary range Distribution of permanent full-time employees (%)
2013 2014
Men Women Visible minority men Visible minority women Men Women Visible minority men Visible minority women
$60,000 and above 55.6 38.7 49.3 36.4 57.7 41.5 52.1 39.8
$50,000 to $59,999 19.4 21.0 18.5 19.0 18.3 20.1 17.2 18.5
Below $50,000 25.0 40.3 32.2 44.6 24.0 38.4 30.6 41.7

Conclusion

The Employment Equity Act: Annual Report 2015 indicates that progress has been made in equity and that each designated group has experienced important gains, particularly in some relevant areas. For example, for the first time since reporting began, more women are earning salaries in the highest salary range ($60,000 and over) than ever before. Also, the 'other' sector continues to be a leader in the employment of Aboriginal peoples, with representation levels well above their LMA; while at the overall level, the representation of persons with disabilities has increased 0.1 percentage point for the second year in a row. Finally, members of visible minorities have achieved a representation rate that is above their LMA in the communications sector.

Employers are showing greater interest and awareness in employment equity through their commitment to implementing short-term and long-term measures in the workplace including improvements to hiring and retention processes, accessible training and networking opportunities for advancement, and overall evidence of employment equity integration into day-to-day activities. Building on these positive successes will lead to greater employment equity results for all four designated group members.

The Labour Program will continue to work with federally regulated private-sector employers to remove barriers to the recruitment, promotion and retention of designated group members. Ensuring that employment equity, diversity and inclusion continue to be embedded into everyday business will contribute to Canada's long-term economic stability, growth and prosperity.

Appendix A

Tables - Federally regulated private-sector employers

The following tables 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 2013 and 2014 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.

List of tables :

Table A: Representation (1987, 2013 and 2014) 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 13 Representation Availability Footnote 13 Representation Availability Footnote 13 Representation Availability Footnote 13
1987

(%)
2013

(%)
2014

(%)
2011

(%)
1987

(%)
2013

(%)
2014

(%)
2011

(%)
1987

(%)
2013

(%)
2014

(%)
2012

(%)
1987

(%)
2013

(%)
2014

(%)
2011

(%)
Halifax 41.2 42.6 42.6 49.6 0.5 2.1 2.1 2.6 1.6 4.2 4.2 N/A 1.9 6.8 7.0 7.6
Montréal 39.0 42.0 41.6 48.4 0.3 0.7 0.7 0.7 1.1 1.7 1.7 N/A 3.0 14.2 14.9 18.0
Toronto 47.1 44.8 44.8 48.7 0.6 0.9 0.9 0.6 1.5 2.7 2.8 N/A 12.0 35.3 36.1 44.1
Winnipeg 32.7 33.7 33.7 48.8 0.8 6.5 6.7 9.0 1.8 3.2 3.2 N/A 2.9 14.2 15.7 18.9
Regina 42.9 45.7 46.1 48.6 0.4 3.5 3.3 7.2 2.4 4.1 3.8 N/A 1.6 10.4 11.5 9.8
Calgary 47.6 44.5 43.8 47.1 0.5 1.9 1.9 2.5 1.9 2.4 2.4 N/A 5.6 19.4 20.6 25.7
Edmonton 44.5 41.0 40.8 47.1 0.7 2.8 2.7 4.5 2.0 2.7 2.6 N/A 4.4 17.7 20.2 21.0
Vancouver 40.4 38.2 38.7 48.6 0.5 1.9 1.8 2.1 1.5 2.7 2.7 N/A 7.9 33.6 34.7 41.8
Newfoundland and Labrador 38.4 46.7 47.2 48.2 0.6 5.9 5.6 6.7 1.0 2.7 2.7 5.6 0.7 1.7 2.0 1.3
Prince Edward Island 38.0 34.2 34.8 49.5 0.2 0.4 0.5 1.4 1.2 1.7 1.6 5.7 1.0 1.1 1.2 2.4
Nova Scotia 34.4 45.0 44.4 49.2 0.4 2.0 2.1 3.4 3.5 4.2 4.3 7.2 1.3 5.6 5.9 4.5
New Brunswick 32.2 49.3 49.5 48.3 0.4 1.2 1.2 2.6 1.8 3.3 3.3 5.3 1.1 2.6 2.9 2.2
Quebec 39.8 41.0 40.8 47.9 0.4 0.9 0.9 1.6 1.1 1.6 1.6 3.0 2.6 11.6 12.2 9.8
Ontario 44.2 43.6 43.4 48.7 0.7 1.4 1.4 2.1 1.6 3.0 3.1 5.5 7.3 25.5 26.2 24.4
Manitoba 30.5 33.4 33.6 48.0 1.0 7.5 7.7 12.1 1.7 3.2 3.3 5.9 2.6 11.9 13.2 13.2
Saskatchewan 35.1 37.2 36.5 47.3 1.4 8.3 8.6 10.4 1.8 3.0 2.9 5.6 1.2 6.9 8.0 6.3
Alberta 45.3 42.0 41.7 46.6 0.7 2.5 2.5 4.7 1.9 2.6 2.6 4.9 4.0 16.5 18.1 17.3
British Columbia 41.5 38.9 39.0 48.5 0.7 2.6 2.6 4.6 1.7 2.9 2.9 5.8 6.2 26.0 27.0 25.8
Yukon 31.4 41.1 41.6 49.5 3.8 8.6 9.0 19.0 0.8 3.5 3.2 6.9 1.4 11.3 12.0 5.9
Northwest Territories 21.9 23.7 24.2 47.8 9.6 9.8 10.0 40.3 1.4 1.5 1.7 3.6 2.5 7.7 8.4 7.8
Nunavut N/A 24.1 26.0 46.9 N/A 35.5 35.6 75.1 N/A 3.2 2.8 2.6 N/A 7.6 7.7 2.6
Canada 40.9 41.6 41.4 48.2 0.7 2.1 2.1 3.5 1.6 2.7 2.8 4.9 5.0 19.6 20.4 17.8
Table B: Representation (2013 and 2014) and availability (2011/2012) 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 14 Representation Availability Footnote 14 Representation Availability Footnote 14 Representation Availability Footnote 14
2013

(%)
2014

(%)
2011

(%)
2013

(%)
2014

(%)
2011

(%)
2013

(%)
2014

(%)
2012

(%)
2013

(%)
2014

(%)
2011

(%)
Senior managers 23.8 24.8 27.4 0.7 0.8 2.9 2.4 2.6 4.3 7.2 8.1 10.1
Middle and other managers 43.3 42.0 38.9 1.2 1.2 2.2 2.7 2.9 4.3 18.3 20.4 15.0
Professionals 44.5 45.5 55.0 1.0 1.1 2.1 2.4 2.7 3.8 27.0 28.3 19.9
Semi-professionals and technicians 18.9 19.7 52.0 2.1 2.3 3.7 1.9 2.0 4.6 11.3 11.6 16.3
Supervisors 60.0 63.9 56.5 2.2 2.2 3.6 3.1 3.2 13.9 19.8 18.8 18.5
Supervisors: Crafts and trades 7.8 8.1 11.2 3.1 3.2 3.7 2.2 2.0 7.8 9.4 8.1 9.5
Administrative and senior clerical personnel 72.8 76.8 82.6 1.7 1.9 3.0 3.0 3.1 3.4 26.0 24.7 14.1
Skilled sales and service personnel 30.2 55.6 49.9 1.7 1.7 3.2 1.6 3.2 3.5 10.6 26.9 22.8
Skilled crafts and trades workers 3.7 4.7 3.9 3.5 3.6 4.5 2.1 2.0 3.8 10.9 11.8 10.3
Clerical personnel 65.0 54.6 68.4 1.9 1.9 3.4 3.8 3.8 7.0 22.7 21.3 19.0
Intermediate sales and service personnel 66.2 65.9 66.8 3.0 2.3 3.7 1.6 2.7 5.6 19.9 23.2 20.7
Semi-skilled manual workers 13.2 13.3 17.9 3.2 3.1 4.1 2.3 2.3 4.8 15.7 16.3 18.7
Other sales and service personnel 34.5 40.2 57.5 3.4 5.0 5.1 2.2 3.9 6.3 22.0 13.3 21.9
Other manual workers 10.9 11.3 22.7 5.5 5.6 6.0 2.7 2.7 5.3 15.1 15.5 17.3
Total 41.6 41.4 48.2 2.1 2.1 3.5 2.7 2.8 4.9 19.6 20.4 17.8
Table C: Distribution of federally regulated private-sector employees by designated group and occupational group (2013 and 2014)
Occupational group Women



Men



Aboriginal peoples Non-aboriginal peoples
2013

(%)
2014

(%)
2013

(%)
2014

(%)
2013

(%)
2014

(%)
2013

(%)
2014

(%)
Senior managers 0.5 0.5 1.1 1.1 0.3 0.3 0.8 0.8
Middle and other managers 11.6 10.0 10.8 9.8 6.5 5.4 11.2 10.0
Professionals 17.7 18.6 15.7 15.7 8.1 8.4 16.7 17.1
Semi-professionals and technicians 3.0 3.1 9.3 9.0 6.7 7.2 6.7 6.6
Supervisors 4.2 5.2 2.0 2.1 3.1 3.4 2.9 3.3
Supervisors: Crafts and trades 0.3 0.3 2.4 2.4 2.2 2.3 1.5 1.5
Administrative and senior clerical personnel 7.5 5.3 2.0 1.1 3.5 2.6 4.3 2.9
Skilled sales and service personnel 0.9 3.9 1.4 2.2 1.0 2.3 1.2 2.9
Skilled crafts and trades workers 0.8 0.9 14.1 13.1 13.9 13.6 8.4 8.0
Clerical personnel 39.7 21.9 15.2 12.8 22.7 14.8 25.5 16.6
Intermediate sales and service personnel 8.0 25.3 2.9 9.2 7.0 16.9 5.0 15.9
Semi-skilled manual workers 4.2 4.3 19.9 19.6 19.9 19.3 13.2 13.1
Other sales and service personnel 1.4 0.4 1.9 0.5 2.7 1.0 1.7 0.4
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 C: Distribution of federally regulated private-sector employees by designated group and occupational group (2013 and 2014)
Occupational group Persons with disabilities Persons without disabilities Members of visible minorities Non-visible minority members
2013

(%)
2014

(%)
2013

(%)
2014

(%)
2013

(%)
2014

(%)
2013

(%)
2014

(%)
Senior managers 0.7 0.8 0.8 0.8 0.3 0.3 1.0 1.0
Middle and other managers 11.1 10.3 11.1 9.9 10.4 9.9 11.3 9.9
Professionals 14.8 16.4 16.6 17.0 22.8 23.5 15.0 15.3
Semi-professionals and technicians 4.7 4.7 6.7 6.7 3.9 3.8 7.4 7.3
Supervisors 3.3 3.9 2.9 3.3 3.0 3.1 2.9 3.4
Supervisors: Crafts and trades 1.2 1.1 1.5 1.5 0.7 0.6 1.7 1.8
Administrative and senior clerical personnel 4.7 3.2 4.3 2.9 5.7 3.5 3.9 2.7
Skilled sales and service personnel 0.7 3.4 1.2 2.9 0.6 3.8 1.3 2.6
Skilled crafts and trades workers 6.6 5.8 8.6 8.1 4.7 4.7 9.5 9.0
Clerical personnel 35.3 22.5 25.1 16.4 29.4 17.4 24.4 16.4
Intermediate sales and service personnel 3.0 15.4 5.1 15.9 5.1 18.0 5.0 15.3
Semi-skilled manual workers 11.5 11.0 13.4 13.3 10.7 10.6 14.0 13.9
Other sales and service personnel 1.4 0.6 1.7 0.4 1.9 0.3 1.6 0.5
Other manual workers 0.9 0.9 0.9 0.9 0.7 0.7 1.0 1.0
Total 100.0 100.0 100.0 100.0 100.0 100.0 100.0 100.0
Table D: Federally regulated private-sector employees by designated group and sector - Number, representation, hires, promotions, terminations and net effect (1987, 2001, 2013 and 2014) Footnote 15
All employees Women Aboriginal peoples Persons with disabilities Members of visible minorities
1987 2013 2014 1987 2013 2014 1987 2013 2014 1987 2013 2014 1987 2013 2014
Banking (#)
Employees 169,632 228,111 231,812 129,076 142,883 142,643 951 2,917 2,934 3,053 8,714 9,307 16,062 67,413 70,097
Hires 21,879 29,615 32,617 16,704 15,890 16,862 109 395 368 158 716 654 2,211 7,797 8,689
Promotions 39,456 25,165 28,349 27,599 14,498 16,189 204 371 360 607 648 848 3,778 8,289 9,555
Terminations 21,715 29,256 29,892 16,819 17,416 17,681 150 455 447 331 1,122 1,078 1,432 7,623 7,696
Net effect Footnote 16 164 359 2,725 -115 -1,526 -819 -41 -60 -79 -173 -406 -424 779 174 993
Banking (%)
Representation 100.0 100.0 100.0 76.1 62.6 61.5 0.6 1.3 1.3 1.8 3.8 4.0 9.5 29.6 30.2
Share of hires 100.0 100.0 100.0 76.3 53.7 51.7 0.5 1.3 1.1 0.7 2.4 2.0 10.1 26.3 26.6
Share of promotions 100.0 100.0 100.0 69.9 57.6 57.1 0.5 1.5 1.3 1.5 2.6 3.0 9.6 32.9 33.7
Share of terminations 100.0 100.0 100.0 77.5 59.5 59.1 0.7 1.6 1.5 1.5 3.8 3.6 6.6 26.1 25.7
Communications (#)
Employees 179,247 230,786 227,310 71,038 86,896 84,981 1,090 3,957 4,009 2,512 5,323 5,224 7,257 40,819 42,171
Hires 17,416 29,564 28,120 7,515 10,079 9,006 49 513 624 129 382 439 975 6,940 7,439
Promotions 11,099 10,202 9,444 4,900 3,767 3,408 55 189 193 112 168 187 445 1,856 1,718
Terminations 16,020 32,848 34,311 6,176 11,791 12,154 36 609 733 112 761 828 437 6,718 7,642
Net effect Footnote 16 1,396 -3,284 -6,191 1,339 -1,712 -3,148 13 -96 -109 17 -379 -389 538 222 -203
Communications (%)
Representation 100.0 100.0 100.0 39.6 37.7 37.4 0.6 1.7 1.8 1.4 2.3 2.3 4.0 17.7 18.6
Share of hires 100.0 100.0 100.0 43.1 34.1 32.0 0.3 1.7 2.2 0.7 1.3 1.6 5.6 23.5 26.5
Share of promotions 100.0 100.0 100.0 44.1 36.9 36.1 0.5 1.9 2.0 1.0 1.6 2.0 4.0 18.2 18.2
Share of terminations 100.0 100.0 100.0 38.6 35.9 35.4 0.2 1.9 2.1 0.7 2.3 2.4 2.7 20.5 22.3
Transportation (#)
Employees 203,207 222,504 225,770 34,423 59,909 61,502 1,479 6,453 6,345 2,892 4,536 4,599 5,318 29,817 32,121
Hires 33,535 41,565 46,326 7,316 10,639 11,842 211 1,445 1,570 118 531 667 691 7,381 8,924
Promotions 14,723 6,315 5,992 2,655 1,835 1,814 123 182 202 198 92 92 376 897 894
Terminations 32,588 39,148 39,714 6,028 9,283 9,135 168 1,419 1,468 231 734 695 478 5,480 6,367
Net effect Footnote 16 947 2,417 6,612 1,288 1,356 2,707 43 26 102 -113 -203 -28 213 1,901 2,557
Transportation (%)
Representation 100.0 100.0 100.0 16.9 26.9 27.2 0.7 2.9 2.8 1.4 2.0 2.0 2.6 13.4 14.2
Share of hires 100.0 100.0 100.0 21.8 25.6 25.6 0.6 3.5 3.4 0.4 1.3 1.4 2.1 17.8 19.3
Share of promotions 100.0 100.0 100.0 18.0 29.1 30.3 0.8 2.9 3.4 1.3 1.5 1.5 2.6 14.2 14.9
Share of terminations 100.0 100.0 100.0 18.5 23.7 23.0 0.5 3.6 3.7 0.7 1.9 1.8 1.5 14.0 16.0
'Other' (#)
Employees 43,331 56,652 55,848 9,207 17,075 17,271 401 2,342 2,498 983 1,480 1,426 1,123 6,439 6,796
Hires 4,500 6,288 7,041 1,485 1,821 2,193 46 314 350 37 85 89 150 810 1,049
Promotions 3,248 3,383 3,667 856 1,159 1,305 23 147 158 64 61 75 85 385 480
Terminations 5,080 8,560 7,339 1,402 2,491 2,158 40 351 259 93 204 192 86 765 855
Net effect Footnote 16 -580 -2,272 -298 83 -670 35 6 -37 91 -56 -119 -103 64 45 194
'Other' (%)
Representation 100.0 100.0 100.0 21.2 30.1 30.9 0.9 4.1 4.5 2.3 2.6 2.6 2.6 11.4 12.2
Share of hires 100.0 100.0 100.0 33.0 29.0 31.1 1.0 5.0 5.0 0.8 1.4 1.3 3.3 12.9 14.9
Share of promotions 100.0 100.0 100.0 26.4 34.3 35.6 0.7 4.3 4.3 2.0 1.8 2.0 2.6 11.4 13.1
Share of terminations 100.0 100.0 100.0 27.6 29.1 29.4 0.8 4.1 3.5 1.8 2.4 2.6 1.7 8.9 11.7
All sectors (#)
Employees 595,417 738,053 740,740 243,744 306,763 306,397 3,921 15,669 15,786 9,440 20,053 20,556 29,760 144,488 151,185
Hires 77,330 107,032 114,104 33,020 38,429 39,903 415 2,667 2,912 442 1,714 1,849 4,027 22,928 26,101
Promotions 68,526 45,065 47,452 36,010 21,259 22,716 405 889 913 981 969 1,202 4,684 11,427 12,647
Terminations 75,403 109,812 111,256 30,425 40,981 41,128 394 2,834 2,907 767 2,821 2,793 2,433 20,586 22,560
Net effect Footnote 16 1,927 -2,780 2,848 2,595 -2,552 -1,225 21 -167 5 -325 -1,107 -944 1,594 2,342 3,541
All sectors (%)
Representation 100.0 100.0 100.0 40.9 41.6 41.4 0.7 2.1 2.1 1.6 2.7 2.8 5.0 19.6 20.4
Share of hires 100.0 100.0 100.0 42.7 35.9 35.0 0.5 2.5 2.6 0.6 1.6 1.6 5.2 21.4 22.9
Share of promotions 100.0 100.0 100.0 52.5 47.2 47.9 0.6 2.0 1.9 1.4 2.2 2.5 6.8 25.4 26.7
Share of terminations 100.0 100.0 100.0 40.4 37.3 37.0 0.5 2.6 2.6 1.0 2.6 2.5 3.2 18.7 20.3
Table E: Federally regulated private-sector employees in permanent full-time employment by designated group, gender and salary range as of December 31, 2014
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 3,534 2,257 1,277 36.1 141 4.0 95 46 67 1.9 50 17 723 20.5 525 198
$15,000 - $19,999 1,341 724 617 46.0 52 3.9 29 23 39 2.9 18 21 248 18.5 154 94
$20,000 - $24,999 4,579 2,369 2,210 48.3 149 3.3 96 53 130 2.8 53 77 1,046 22.8 562 484
$25,000 - $29,999 11,844 5,730 6,114 51.6 338 2.9 167 171 337 2.8 160 177 2,783 23.5 1,523 1,260
$30,000 - $34,999 25,868 11,701 14,167 54.8 785 3.0 357 428 888 3.4 352 536 6,492 25.1 3,127 3,365
$35,000 - $37,499 19,575 9,196 10,379 53.0 522 2.7 234 288 653 3.3 280 373 4,865 24.9 2,365 2,500
$37,500 - $39,999 21,820 10,409 11,411 52.3 473 2.2 206 267 690 3.2 300 390 5,436 24.9 2,531 2,905
$40,000 - $44,999 49,536 25,013 24,523 49.5 1,088 2.2 563 525 1,424 2.9 642 782 11,738 23.7 5,881 5,857
$45,000 - $49,999 45,897 24,258 21,639 47.1 913 2.0 486 427 1,376 3.0 675 701 11,027 24.0 5,502 5,525
$50,000 - $59,999 118,111 69,785 48,326 40.9 2,464 2.1 1,470 994 3,668 3.1 1,935 1,733 22,304 18.9 12,473 9,831
$60,000 - $69,999 80,446 51,280 29,166 36.3 1,719 2.1 1,215 504 2,191 2.7 1,330 861 14,473 18.0 8,546 5,927
$70,000 - $84,999 82,073 55,175 26,898 32.8 1,654 2.0 1,203 451 2,154 2.6 1,381 773 16,036 19.5 10,058 5,978
$85,000 - $99,999 53,516 36,602 16,914 31.6 1,164 2.2 906 258 1,351 2.5 868 483 11,151 20.8 7,195 3,956
$100,000 and over 104,242 77,401 26,841 25.7 1,620 1.6 1,302 318 2,484 2.4 1,745 739 17,256 16.6 11,925 5,331
Total 622,382 381,900 240,482 38.6 13,082 2.1 8,329 4,753 17,452 2.8 9,789 7,663 125,578 20.2 72,367 53,211
Table F: Federally regulated private-sector employees in permanent part-time employment by designated group, gender and salary range as of December 31, 2014
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 3,607 1,907 1,700 47.1 76 2.1 25 51 79 2.2 41 38 709 19.7 435 274
$5,000 - $7,499 2,550 1,097 1,453 57.0 48 1.9 10 38 53 2.1 21 32 393 15.4 207 186
$7,500 - $9,999 3,326 1,452 1,874 56.3 73 2.2 29 44 56 1.7 30 26 486 14.6 261 225
$10,000 - $12,499 9,546 5,278 4,268 44.7 240 2.5 135 105 189 2.0 99 90 2,113 22.1 1,404 709
$12,500 - $14,999 7,625 3,539 4,086 53.6 183 2.4 70 113 144 1.9 52 92 1,892 24.8 1,073 819
$15,000 - $17,499 8,435 3,900 4,535 53.8 284 3.4 127 157 214 2.5 87 127 2,119 25.1 1,194 925
$17,500 - $19,999 8,111 3,264 4,847 59.8 230 2.8 109 121 249 3.1 67 182 1,965 24.2 1,001 964
$20,000 - $22,499 10,779 5,191 5,588 51.8 257 2.4 108 149 284 2.6 119 165 2,936 27.2 1,800 1,136
$22,500 - $24,999 8,976 3,348 5,628 62.7 209 2.3 63 146 261 2.9 86 175 2,305 25.7 1,054 1,251
$25,000 - $29,999 15,338 5,130 10,208 66.6 368 2.4 110 258 501 3.3 148 353 3,318 21.6 1,476 1,842
$30,000 - $34,999 12,019 4,752 7,267 60.5 241 2.0 94 147 396 3.3 138 258 2,649 22.0 1,361 1,288
$35,000 - $39,999 9,023 3,720 5,303 58.8 166 1.8 67 99 252 2.8 80 172 1,795 19.9 910 885
$40,000 - $49,999 8,533 3,860 4,673 54.8 140 1.6 61 79 234 2.7 97 137 1,691 19.8 990 701
$50,000 and over 4,560 2,086 2,474 54.3 87 1.9 40 47 139 3.0 63 76 621 13.6 340 281
Total 112,428 48,524 63,904 56.8 2,602 2.3 1,048 1,554 3,051 2.7 1,128 1,923 24,992 22.2 13,506 11,486

Appendix B

Technical notes

Employers covered under the Employment Equity Act

The Act covers:

  • federally regulated private-sector employers, federal Crown corporations and other federal government business enterprises 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 permanent full-time and/or permanent part-time employees in Canada that receive contracts at or above $1 million 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 2011 National Household Survey and 2012 Canadian Survey on Disability. More information on LMA 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, there may be differences 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.

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