Employment Equity Annual Report 2020 to 2021

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©Her Majesty the Queen in Right of Canada, as represented by the Minister of Finance Canada, March, 2022.

Aussi disponible en français sous le titre : Rapport annuel sur l’équité en matière d’emploi 2020-2021

Executive summary

The Employment Equity Annual Report 2020-2021 prepared by the Financial Consumer Agency of Canada (FCAC) provides an analysis of the workforce representation of the four designated groups (Women, Members of Visible Minorities, Aboriginal Peoples, and Persons with Disabilities). It also includes statistical information related to hiring, promotions and separations during the fiscal period.

Section I of the report provides an overview of the organization, Section II includes the Agency’s approach to Employment Equity (EE), and Section III focuses on a quantitative analysis of the workforce demographics. Finally, Section IV details future strategies which will support our commitment to strengthening EE and diversity.

As of March 31, 2021, FCAC’s population increased to 163 employees. The graph below illustrates the workforce representation at FCAC, as compared to the Canadian workforce availability data adapted from the Statistics Canada 2016 Census and 2017 Canadian Survey on Disability. In 2020-2021, Women continue to be well represented at FCAC relative to the workforce availability, and representation remained 56.4%. The representation of Persons with Disabilities increased from 6.7% to 9.8%, and now exceeds workforce availability. Representation of Visible Minorities increased from 14.1% to 16.6% but remains below workforce availability. Representation of Aboriginal Peoples also increased but remains slightly below workforce availability.

Bar chart: Percentage Representation of Employment Equity Groups

Adapted from Statistics Canada, the 2016 Census and the 2017 Canadian Survey on Disabilities

Data is suppressed (S) to protect confidentiality of information when the representation number was five or less.

Text version: Percentage Representation of Employment Equity Groups
  Workforce availability
%
FCAC employees
%
Women 48.2 56.4
Visible minorities 21.3 16.6
Persons with disabilities 9.1 9.8
Aboriginal peoples 4 (This result is suppressed.)

1 General overview

The Financial Consumer Agency of Canada (FCAC or the Agency) ensures federally regulated financial entities comply with consumer protection measures, promotes financial education and raises consumers’ awareness of their rights and responsibilities. FCAC derives its mandate from the Financial Consumer Agency of Canada Act, which outlines FCAC’s functions, administration, and enforcement powers, and lists the sections of federal laws and regulations under its supervision.

Listed in Schedule I.1 of the Financial Administration Act, FCAC is an independent agency, reporting to Parliament through the Minister of Finance. FCAC has a non-unionized workforce and is subject to the Public Service Employment Act (PSEA). The Agency’s only office is located in Ottawa (National Capital Region). During 2020-2021, FCAC’s population grew by 9.4%. As of March 31, 2021, there were 163 employees.

In 2019-2020, the Agency renewed it vision and mission statements and introduced its first People Management Framework. As we create and adapt our foundational people management policies and programs, we are steadfast in our commitment to be a diverse, inclusive and values-based organization.

In 2020-2021, as a result of the COVID-19 pandemic, the Human Resources (HR) Branch and management had to quickly pivot in order to provide much-needed advice, guidance and support to a workforce that now found themselves working remotely. Some priorities shifted but we remained committed to making inroads on our journey.

Building on already established practices, the Agency continued to address representation gaps for underrepresented designated groups and endeavoured to introduce new and innovative initiatives to foster diversity and inclusion.

2 Approach to Employment Equity

FCAC has always strived to reflect the principles surrounding employment equity, diversity, and inclusion in our people management policies and processes. As part of its “one mandate, one team” approach, we are committed to prioritizing people management as a shared responsibility and core capability that enables us to achieve our vision and strategic goals. Continuing to strengthen our people management capabilities will enable the Agency to better capitalize on the diverse talents of our employees.

Employee self-identification

Rather than relying solely on employees to self-identify through MyGCHR, FCAC continues to use the personalized approach to promoting self-identification launched in 2019-2020. Packages, which include the self-identification questionnaire, a comprehensive Frequently Asked Questions (FAQ) and a participation guide, are provided to all new employees and students upon arrival. This approach has resulted in a completion rate of 100%, which provides us with a complete and accurate picture of our workforce.

Public Service Employee Survey (PSES)

The PSES provides insights into various dimensions of people management and enables comparisons to the overall results of the public service. Eighty-nine percent (89%) of FCAC’s personnel completed the 2020 survey (versus a 61% response rate for the public service). FCAC’s results were enviable, particularly on the questions related to diversity and inclusion. Ninety-three percent (93%) of FCAC respondents agreed that individuals in their work unit behave in a respectful manner and 92% agreed that, overall, the Agency treats them with respect. Ninety percent (90%) of FCAC respondents also agreed that the people they work with value their ideas and opinions and that the Agency implements activities and practices that support a diverse workforce.

Our results on the questions related to anti-racism were on par with or higher than those of the public service, with 84% of respondents agreeing that they would feel free to speak about racism in the workplace without fear of reprisal and eighty-two percent (82%) would feel comfortable sharing concerns about issues related to racism in the workplace with a person in authority.

The Agency continued to engage with employees on the survey results and track progress made on the 2019-2022 PSES action plan. The plan has four areas of focus:

The PSES Action Plan clearly demonstrates the Agency’s commitment to addressing areas that are of specific interest to employees. Timelines for implementation are established and progress is closely monitored, with employees continuing to have a voice throughout the process.

Merit and values-based staffing

As the FCAC is subject to the PSEA, recruitment practices are non-partisan and merit-based, with the goal of ensuring a workforce that is representative of the diversity, linguistic duality and range of backgrounds and skills of Canadians. Furthermore, the Agency’s appointment processes are designed to prevent discrimination and systemic barriers.

In addition to posting jobs on jobs.gc.ca, opportunities continue to be promoted on the home page of the FCAC intranet site. When an external staffing opportunity is advertised, the opportunity is posted on the FCAC external facing website and some specialized positions are promoted through various social media platforms such as Twitter, Facebook and LinkedIn.

Our job posters include the following statement: “The Public Service of Canada is committed to building a skilled and diverse workforce that reflects the Canadians we serve. We promote employment equity and encourage you to indicate if you belong to one of the designated groups when you apply.” Applicants are encouraged to self-identify as appropriate, and the Agency implements measures to ensure candidates are assessed in a fair and equitable manner. Additionally, FCAC accepts foreign credentials with sufficient proof of Canadian equivalency.

The Agency continues to promote EE groups as a first consideration in screening, assessment, and appointments of candidates. In 2020-2021, the Agency exercised its flexibility to appoint members of EE designated groups on a non-advertised basis in order to address representation gaps. In advertised processes, the Agency continues to promote diverse selection boards for candidates whenever possible.

At FCAC, only executives (REX-07 and above) have sub-delegated staffing authority. However, as all new managers are onboarded, they are briefed by HR on their role and responsibilities, including their obligations with respect to EE. They must also sign an attestation that confirms that they will consider EE objectives in staffing, and ensure that assessments are conducted in good faith, free from bias and personal favouritism, and in a manner that is supportive of an individual’s right to accommodation.

Workplace accommodation and accessibility

Recognizing that accommodation measures are a key component of creating a healthy and enabling workplace, FCAC is committed to ensuring that all employees and prospective employees are aware of their rights and opportunities.

From the time prospective employees apply on an advertised process, we inform them that the organization will ensure that their needs are accommodated. Our posters include the following: “We are committed to providing an inclusive and barrier-free work environment, starting with the hiring process. If you need to be accommodated during any phase of the evaluation process, please use the Contact information below to request specialized accommodation. All information received in relation to accommodation will be kept confidential.”

These offers of accommodation are continued throughout the process, including during all assessment phases and with the letter of offer inviting them to raise their accommodations needs with their new supervisor. The need to consider accommodations requirements is also included in the new Onboarding checklists for hiring managers and new employees introduced in late 2020.

Individual ergonomic assessments are readily available and performed as required. Since the onset of the pandemic, virtual ergonomic assessments have been provided to ensure employee needs are accommodated while working remotely. Examples of common equipment supplied as a result included specialized chairs, sit-to-stand workstations, computer equipment, and footrests. Employees were able to retrieve equipment from the office following public health authority guidelines and internal occupational health and safety procedures. IT equipment and office supplies have also been shipped directly to employees’ home and approximately 20 sit-to-stand desk attachments were provided to employees who requested them. Reminders were posted on the intranet to contact Accommodations Services for support and assistance regarding one’s physical workspace and ergo tips for remote work were also shared.

Although, as a separate employer we are not subject to the Treasury Board of Canada Secretariat (TBS) Directive on the Duty to Accommodate, we adhere to the same principles. As we continue to implement our People Management Framework and build its foundational components, we will be articulating a policy that is more specific to our needs and context.

Celebrating diversity

FCAC is committed to creating a healthy, diverse, inclusive and respectful environment that raises awareness of the richness and value our diversity brings to our employees, our teams, and the organization as a whole.

In 2020-2021, the Agency continued to use the calendar of commemorative events to promote diversity and inclusion in the workplace. Twenty-two (22) celebrations or observances were highlighted with specific messages on the FCAC intranet site. In addition to cross-promoting external resources and events, the Agency organized the following activities and events:

The Clerk’s call to action on anti-racism, equity, and inclusion in the Federal Public Service

After reviewing the Clerk of the Privy Council and Secretary to the Cabinet’s Call to Action in January 2021, FCAC decided to focus on three of the actions:

Promoting a healthy, inclusive and respectful workplace

The Agency’s second champion of Mental Health and Wellness was appointed in 2020-2021. The pandemic dramatically changed the landscape of how we live and work. FCAC quickly realized that the way we previously worked and managed stress may no longer apply, which increased the need to foster greater employee awareness of mental health and wellness and the resources available to support them and their families during challenging times.

Launched in November 2020, the FCAC Mental Health and Wellness Action Plan 2020-2023 was developed based on continual employee input and engagement. Implementation will be supported by the WAC and the Occupational Health and Safety Committee (OHSC). The WAC will provide guidance on recommendations on policy, activities, employee concerns, and will sponsor certain activities. The OHSC will ensure that health and safety protocols are implemented to support mental health and wellness. Its three-year time horizon reflects the investment required to act quickly while prioritizing lasting change. It is an evergreen document that will be reviewed periodically by the Champion and WAC to ensure relevancy and employee input and may evolve based on research and new information.

The action plan focuses on three strategic goals that align with the Federal Public Service Workplace Mental Health Strategy:

FCAC supports flexible work arrangements such as telework, compressed work schedules, flexible hours of work and leave with income averaging as part of the continuous effort to promote a healthy work-life balance. As remote work continued in 2020-2021, the Agency began looking ahead to the future of work and initiated development of a new policy on Flexible Work Arrangements and Telework. Additional research and consultation will take place in the context of workplace modernization with a view to implementing the new policy in summer 2021.

3 Quantitative information

In keeping with its obligations under the Employment Equity Act and its desire to be a diverse and inclusive employer, FCAC strives to have a workforce that reflects the availability of the four designated groups of the Canadian workforce.

In 2020-2021, FCAC grew from 149 to 163 employees, an increase of 9.4%. Given that FCAC is a small organization, it takes a minimal amount of employee movement to affect representation. Following up on our highly successful 2019-2020 self-identification campaign, we continue to contact each new employee via email, providing them with additional context regarding the importance of completing the self-identification form.

In order to determine if the four designated groups are equitably represented at the Agency, their representation was compared to the 2016 Census and the 2017 Canadian Survey on Disabilities.

The EE program at FCAC is still in the early stages of development but we are pleased with the progress that we made this year in having solid and reliable information on all our EE occupational groups (EEOG). In 2019-2020, we were only able to provide information for two EEOGs: Senior Managers and Middle and Other Managers. We are now able to report on all eight EEOGs that are applicable to our workforce. Having a complete and accurate picture of our workforce will assist us in developing and implementing more targeted EE and diversity initiatives in support of ensuring a representative and inclusive workforce.

The data presented in this report relates to the 163 employees in indeterminate positions and terms over three months on strength as of March 31, 2021, who self-identified as belonging to one or more of the four EE designated groups.

Highlights

For the fiscal year 2020-2021, FCAC’s representation of the four designated groups is as follows:

Bar chart: Percentage Representation of Employment Equity Groups
Text version: Percentage Representation of Employment Equity Groups
  Workforce availability
%
FCAC employees
%
Women 48.2 56.4
Visible minorities 21.3 16.6
Persons with disabilities 9.1 9.8
Aboriginal peoples 4 (This result is suppressed.)

Notes: Workforce availability data (WFA) is based on the 2016 Census and the 2017 Canadian Survey on Disabilities. Data is suppressed (S) to protect confidentiality of information when the representation number was five or less.

Women

Globally, this designated group is well represented and has remained stable. Women constitute 56.4% of the Agency’s workforce, which is 8.2 percentage points above the availability of 48.2%. Women are represented in all occupational groups. However, specific representation data is suppressed for some groups to protect confidentiality.

Aboriginal Peoples

The number of FCAC employees who identified as Aboriginal Peoples increased but remains below the workforce availability of 4%. However, the number gap is less than three. Aboriginal Peoples are represented in the Senior Managers, Professionals and Admin and Senior Clerical Personnel occupational groups. However, specific representation data is suppressed to protect the confidentiality of the information.

Persons with Disabilities

The overall representation of Persons with Disabilities increased from 6.7% to 9.8% and now exceeds the workforce availability of 9.1%. Of the employees in the Professionals occupational group, 8.5% are Persons with Disabilities. Representation in other occupational groups, including Senior, Middle and Other Managers, Admin and Senior Clerical Personnel and Semi-Professionals and Technical, is suppressed to protect confidentiality.

Members of Visible Minorities

The overall representation of Members of Visible Minorities increased from 14.1% to 16.6% but remains lower than the workforce availability of 21.3%. This will be an area of sustained focus in 2021-2022.

Members of Visible Minorities are represented in all but two occupational groups. 14.9% of employees in the Professionals occupational group are Members of Visible Minorities. However, all other representation data is suppressed to protect the confidentiality of the information.

New Hires

Of the 28 new hires in 2020-2021, all (100%) were members of one or more of the four designated groups. 71.4% were Women and 25% were Members of Visible Minorities. The numbers for Persons with Disabilities and Aboriginal Peoples are suppressed to protect confidentiality.

Promotions

In 2020-2021, there were a total of 8 promotions, of which 62.5% were members of one or more of the designated groups. The numbers for Women and Members of Visible Minorities have been suppressed. There were no promotions of Aboriginal Peoples or Persons with Disabilities.

Separations

There were 15 departures in 2020-2021, of which 73.3% were Women. The numbers are suppressed for Persons with Disabilities and there were no departures of Aboriginal Peoples or Members of Visible Minorities.

4 Future strategies

Diversity and inclusion have always been part of our culture, and as we continue to implement our People Management Framework, our approaches are evolving and our efforts are becoming more proactive. The Agency is committed to continuing its progress towards ensuring that the four designated groups either match or exceed workforce availability.

While some of these have already been briefly mentioned in previous sections, our focus in 2021-2022 will be on the following priorities:

At FCAC, we recognize that our diversity is one of our greatest assets as it enriches us as individuals and strengthens our teams, partnerships and, ultimately, our service to Canadians. Employment Equity is at the foundation of building a representative workforce and FCAC is committed to the development and implementation of measures that will address our identified gaps and further our commitment to diversity and inclusion.

Annex 1

The following tables are based on FCAC data as of March 31, 2021.

Table 1 – Representation of the Designated Groups at FCAC
Representation
March 31, 2021
FCAC Representation Workforce
Availability (WFA)
Representation
of WFA
# % # % # %
Women 92 56.4 78.6 48.2 13.4 117.1
Aboriginal Peoples * * 6.5 4.0 * *
Persons with Disabilities 16 9.8 14.8 9.1 1.2 107.9
Visible Minorities 27 16.6 34.7 21.3 -7.7 77,8

*Data is suppressed to protect confidentiality of information when the representation number was five or less. 

Table 2 – Representation of the Designated Groups in the National Capital Region (NCR)
Representation
March 31, 2021
Total
Employees
Women Aboriginal
Peoples
Persons with
disabilities
Visible
Minorities
# % # % # % # %
FCAC 163 92 56.4 * * 16 9.8 27 16.6
WFA N/A 78.6 48.2 6.5 4.0 14.8 9.1 34.7 21.3

FCAC does not have any regional offices.

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 3 – Representation of the FCAC Designated Groups by EE Occupational Groups (EEOG)
Representation
March 31, 2021
Total
Employees
Women Aboriginal
Peoples
Persons with
disabilities
Visible
Minorities
# % # % # % # %
All Occupations 163 92 56.4 * * 16 9.8 27 16.6
Senior Managers 12 6 50.0 * * * * * *
Middle and Other Managers 21 9 42.9 0 0.0 * * * *
Professionals 94 56 59.6 * * 8 8.5 14 14.9
Supervisors * * * 0 0.0 0 0.0 0 0.0
Clerical Personnel * * * 0 0.0 0 0.0 * *
Admin and Senior Clerical Personnel 19 12 63.2 * * * * * *
Semi-Professional and Technical 6 * * 0 0.0 * * 0 0.0
Intermediate Sales and Service Personnel * * * 0 0.0 0 0.0 * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less. 

Table 4 – Representation of Women by EE Occupational Groups (EEOG)
Representation
March 31, 2021
Total
Employees
FCAC
Representation
Women
Workplace
Availability
(WFA)
Representation
of WFA
# % # % # %
All occupations 163 92 56.4 78.6 48.2 13.4 117.1
Senior Managers 12 6 50.0 3.3 27.6 2.7 181.2
Middle and Other Managers 21 9 42.9 8.3 39.4 0.7 108.8
Professionals 94 56 59.6 51.7 55.0 4.3 108.3
Supervisors * * * * 55.5 * *
Clerical Personnel * * * * 68.7 * *
Admin and Senior Clerical Personnel 19 12 63.2 15.7 82.4 -3.7 76.6
Semi-Professional and Technical 6 * * 3.2 53.5 * *
Intermediate Sales and Service Personnel * * * * 68.4 * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 5 – Representation of Aboriginal Peoples by EE Occupational Groups (EEOG)
Representation
March 31, 2021
Total
Employees
FCAC Representation
Aboriginal People
Workforce
Availability (WFA)
Representation
of WFA
# % # % # %
All occupations 163 * * * 4.0 * *
Senior Managers 12 * * * 3.2 * *
Middle and Other Managers 21 0 0.0 0.6 2.7 -0.6 0
Professionals 94 * * 2.3 2.4 * *
Supervisors * 0 0.0 * 3.9 * *
Clerical Personnel * 0 0.0 * 4.2 * *
Admin and Senior Clerical Personnel 19 * * 0.7 3.5 * *
Semi-Professional and Technical 6 0 0.0 0.3 4.2 -0.3 0.0
Intermediate Sales and Service Personnel * 0 0.0 * 4.5 * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 6 – Representation of Persons with Disabilities by EE Occupational Groups (EEOG)
Representation
March 31, 2021
Total
Employees
FCAC
Representation
PWD
Workforce
Availability (WFA)
Representation
of WFA
# % # % # %
All occupations 163 16 9.8 14.8 9.1 1.2 107.9
Senior, Middle and
Other Managers
33 * * * 5.0 * *
Professionals 94 8 8.5 8.4 8.9 -0.4 95.6
Supervisors * 0 0.0 0.3 27.5 * *
Clerical Personnel * 0 0.0 0.5 9.3 * *
Admin and Senior Clerical Personnel 19 * * 1.9 10.0 * *
Semi-Professionals and Technical 6 * * 0.5 7.6 * *
Intermediate Sales and Service Personnel * 0 0.0 * 10.8 * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 7 – Representation of Visible Minorities by EE Occupational Groups (EEOG)
Representation
March 31, 2021
Total Employees FCAC Representation Visible Minorities Workforce Availability (WFA) Representation of WFA
# % # % # %
All Occupations 163 27 16.6 34.7 21.3 -7.7 77.8
Senior Managers 12 * * 1.4 11.5 * *
Middle and Other Managers 21 * * 3.7 17.6 * *
Professionals 94 14 14.9 21.8 23.2 -7.8 64.2
Supervisors * 0 0.0 * 24.0 * *
Clerical Personnel * * * * 21.9 * *
Admin and Senior Clerical Personnel 19 * * 3.1 16.4 * *
Semi-Professional and Technical 6 0 0.0 1.1 19.1 * *
Intermediate Sales and Service Personnel * * * * 25.4 * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 8 –   Representation of the FCAC Designated Groups by Salary Bands (RE Group)
Representation
March 31, 2021
$
Total
Employees
Women Aboriginal
Peoples
Persons with
Disabilities
Visible
Minorities
# % # % # % # %
49,800 - 62,100 12 8 66.7 0 0 * * * *
60,600 - 76,100 22 14 63.6 0 0 * * 6 27.3
71,600 - 92,200 32 18 56.3 * * * * 7 21.9
90,100 - 114,400 66 37 56.1 * * * * 6 9.1
106,700 - 135,800 19 9 47.4 0 0 * * * *
Total 151 86 57.0 * * 15 9.9 25 16.6

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 9 – Representation of the FCAC Designated Groups by Salary Bands (REX Group)
Representation
March 31, 2021
($)
Total
Employees
Women Aboriginal
Peoples
Persons with
disabilities
Visible
Minorities
# % # % # % # %
121,500 - 151,800 6 * * * * 0 0 * *
141,000 - 175,900 * * * 0 0 0 0 0 0
162,800 - 203,400 * * * * * * * * *
GCQ and OCQ * * * 0 0 0 0 0 0
Total 12 6 50.0 * * * * * *

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

Table 10 – Representation of the FCAC Designated Groups by New hires, Promotions and Separations
Representation
April 1, 2020 to
March 31, 2021
All Employees Women Aboriginal
Peoples
Persons with
Disabilities
Visible
Minorities
# % # % # % # %
New hires 28 20 71.4 * * * * 7 25.0
Promotions 8 * * 0 0 0 0 * *
Separations 15 11 73.3 0 0 * * 0 0.0

*Data is suppressed to protect confidentiality of information when the representation number was five or less.

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