Employment Equity in the Public Service of Canada for Fiscal Year 2020 to 2021

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Message from the President of the Treasury Board

As President of the Treasury Board, I present the 29th annual report to Parliament on employment equity in the public service of Canada for fiscal year 2020–21.

The year was marked by hardships stemming from the ongoing COVID-19 pandemic and forced many of us to come to terms with uncomfortable truths and significant representation gaps in our workforce. Our public servants have stepped up and I commend them for the progress made despite the many challenges faced, but there still remains work to be done. As the country’s largest employer, we are committed to building a diverse, accessible, and inclusive federal public service that truly reflects the population we serve. These principles support employment equity, as outlined in the five areas of focus for the public service regarding diversity and inclusion and the 2021-22 Deputy Minister Commitments on Diversity and Inclusion

I truly believe that a diverse, accessible, and inclusive public service improves outcomes for all Canadians. To that end, we are continuing our efforts to create a federal public service that sees our differences as our strengths, and one that provides all public servants with a deep sense of belonging so each individual can contribute to the fullest of their capacities. We will continue to collect and share data that gives a more accurate picture of representation gaps and invest in career pathways of our diverse workforce. 

Indeed, important progress continues to be made:

  • The Government remains committed to hiring 5,000 new employees with disabilities by 2025 to help improve the representation rate of employees with disabilities at all levels of the federal public service.
  • We are supporting the review of the Employment Equity Act to ensure appropriate benchmarks for diversity and to address systemic barriers in the public service.
  • Important programs like Mentorship Plus and the Mosaic Leadership Development Program are helping us become a more diverse, inclusive, accessible, and representative workforce within the public service.

We will continue to listen to the diverse voices of our employees and learn from their lived experiences to create a workplace that is truly inclusive for all.

We remain committed to the journey to increase the diversity of our workforce and I encourage you to read this report to learn how we are building a stronger public service to better serve all Canadians. 

Original signed by

Mona Fortier, P.C., M.P.
President of the Treasury Board of Canada

Employment equity in the public service

In this section

A workplace characterized by respect, dignity and equity is at the heart of one of the fundamental values of the federal public service: respect for people. Inherent in this value are the concepts of diversity and inclusion, which ensure that the public service reflects the composition of the population it serves and that the workplace is one where employees feel they belong and where difference is seen as a valuable resource and an asset.

The Employment Equity Act designates four employment equity groups: women, Indigenous peoples, persons with disabilities and members of visible minorities. The core public administration (CPA) is making targeted efforts to ensure that the public service meets or exceeds the workforce availability (WFA) of the designated groups, that is, their representation in “those segments of the Canadian workforce that are identifiable by qualification, eligibility or geography and from which the employer may reasonably be expected to draw employees.”

The Employment Equity Act is a key element of the legislative authority that ensures equity and justice in the public service. Under the Act, the employer is required to measure progress in terms of representation and continually improve the workplace experience with respect to employment equity. Thus, general representativeness, that is, that designated groups are represented proportionally overall within the public service, is not sufficient; representativeness must be reflected in a more profound and targeted way through various indicators.

This report provides the following:

  • statistics on the performance of the public service in creating a representative workforce
  • examples of current activities and strategies for identifying, preventing and eliminating barriers to the full participation of members of the employment equity groups in all aspects of the workplace and the life cycle of employees within the organization

The statistical tables in this report’s appendix present information as of March 31, 2021, for indeterminate, term employees of three months or more, and seasonal employees of organizations listed in Schedules I and IV of the Financial Administration Act (the CPA). To best understand the tables and data, it is suggested that the section About the data be consulted.

Fiscal year 2020–21 saw increases in both the size of the CPA (by 14,225 employees compared to an increase of 10,852 last year) and the number of employees who identified themselves as belonging to employment equity groups, now accounting for 154,177 out of a total of 228,245 employees, which is a net increase of 11,538.

According to data from the self-identification of employees and assessed against WFA, the targets for women and for members of visible minorities have been met or exceeded for both all employees in general and for executives (EXs).

The situation is not quite as good for Indigenous peoples. While their representation within the CPA is at 5.2%, which is higher than their WFA of 4.0%, their share of hires at 3.8% is below their WFA, calculated at 4.0%. The share of promotions, at 4.9%, is higher compared to the WFA, but lower compared to the representation rate. The share of separations, measured at 4.7%, is lower compared to the share of representation within the CPA and the WFA, which is a positive sign.

For persons with disabilities, the share of hires, calculated at 4.3%, and promotions at 4.7%, are below both their representation within the CPA, at 5.6% for both indicators, and their WFA at 9.0%. While the share of separations, calculated at 6.8% is above their representation within the CPA, it is below their WFA. It must be noted that, as indicated in the About the data section, the WFA estimates for persons with disabilities increased substantially between the last two censuses and the Canadian Survey on Disability. This is because the 2017 Canadian Survey on Disability expanded the definition of “persons with disabilities” to include disabilities relating to pain and mental health. The self-identification data collected for the public service is currently not based on this expanded definition, so particular attention to this difference is required, while work to revise the self-identification form is expected to provide a more accurate picture in relation to this new definition once it has been implemented.

That said, progress could still be made. For instance, the audit undertaken by the Public Service Commission of Canada (PSC), published in January 2021, revealed that some subgroups of visible minorities do not have the same experience as others in the recruitment processes. Persons with disabilities, with 5.6% representation, do not meet the 9.0% WFA for the CPA. Indigenous peoples in executive positions, at 4.4%, do not meet the WFA, at 5.1%. In addition, at the EX-04 and EX-05 levels, Indigenous peoples (EX-04 at 3.5% and EX-05 at 3.8%) and members of visible minorities (EX-04 at 10.1% and EX-05 at 9.2%) are below their respective WFA.

Although the gaps may be caused in part by unconscious prejudices and/or barriers affecting equity-seeking groups,Footnote 1, it is important to remember that many concerted efforts are being made to address these problems and to foster diversity and value inclusion. A major challenge in effecting change in this area is that results are not immediately seen. The integration of change requires time and determination.

Infographic 1: employment equity in the core public administration (2020–21)
Infographic 1. Text version below:
Infographic 1 - Text version

Note: Figures in square brackets represent the change since 2019-20.

Employment equity population: 154,177

3 of the 4 employment equity designated groups are above workforce availability: women, Indigenous peoples and members of visible minorities

Core public administration representation

  • 55.6% have identified as women, which is higher than their workforce availability of 52.7%, and an increase of 0.6 percentage points from last year’s report
  • 5.2% have identified themselves as Indigenous peoples, which is higher than their workforce availability of 4.0% and an increase of 0.1 percentage points from last year’s report
  • 5.6% have identified themselves as a person with disability, which is lower than their workforce availability of 9.0%, however an increase of 0.4 percentage points from last year’s report
  • 18.9% have identified themselves as a member of a visible minority, which is higher than their workforce availability of 15.3% and an increase of 1.1 percentage points from last year’s report
Degree of representation for hirings, promotions and separations

Action Type

Women

Indigenous peoples

Persons with disabilities

Members of visible minorities

Hirings

60.2% [+1.9]

3.8% [-0.2]

4.3% [+0.4]

21.2% [-0.1]

Promotions

60.6% [-0.5]

4.9% [+0.0]

4.7% [+0.5]

21.0% [+1.1]

Separations

56.2 [-0.1]

4.7% [-0.3]

6.8% [-0.3]

10.9% [+0.4]

In these figures for degree of representation, a note of “caution” is indicated for hirings for Indigenous peoples.
A note of “needs attention” is indicated for the following:

  • Hirings for persons with disabilities
  • Separations for members of visible minorities

3 of the 4 employment equity designated groups are above workforce availability in the executive ranks: women, persons with disabilities and members of visible minorities.

Core public administration representation in the executive ranks

  • 52.3% are women, which is higher than their workforce availability of 48.0%, and an increase of 1.2 percentage points from last year’s report
  • 4.4% have identified themselves as Indigenous, which is lower than their workforce availability of 5.1%, however an increase of 0.3 percentage points from last year’s report
  • 5.6% have identified themselves as a person with a disability, which is higher than their workforce availability of 5.3% and an increase of 0.9 percentage points from last year’s report
  • 12.4% have identified themselves as a member of a visible minority, which is higher than their workforce availability of 10.6% and an increase of 0.9 percentage points from last year’s report

The population of the public service overall is 228,345, an increase of 14,225 from last year.

The following are subtotals by province, territory and other categories:

  • Newfoundland and Labrador: 3,906 [+413]
  • Prince Edward Island: 2,208 [+162]
  • Nova Scotia: 9,266 [+392]
  • New Brunswick: 9,046 [+472]
  • Quebec (without the National Capital Region): 23,963 [+1,834]
  • National Capital Region: 105,303 [+6,807]
  • Ontario (without the National Capital Region): 27,363 [+1,582]
  • Manitoba: 7,377 [+411]
  • Saskatchewan: 5,017 [+224]
  • Alberta : 11,466 [+893]
  • British Columbia: 19,018 [+1,378]
  • Yukon: 339 [+13]
  • Northwest Territories: 454 [+43]
  • Nunavut: 268 [+16]
  • Outside Canada: 1,304 [+135]
  • Not available: 2,047 [-280]
Salary distribution

Salary range

Women

Indigenous peoples

Persons with disabilities

Members of visible minorities

Core public administration population

Under $50,000

2.9%

2.5%

3.0%

2.0%

2.4%

$50,000 to $74,999

47.6%

43.8%

44.2%

45.6%

41.3%

$75,000 to $99,999

29.5%

36.7%

30.9%

30.7%

33.0%

$100,000 and over

20.0%

17.0%

21.9%

21.7%

23.3%

Representation in the largest 5 occupational groups

Occupational group

Women

Indigenous peoples

Persons with disabilities

Members of visible minorities

PA: Programs and Administrative Services

72.7% [-0.1]

6.4% [+0.1]

6.7% [+0.5]

19.7% [+1.1]

EC: Economics and Social Sciences Services

58.6% [+0.4]

3.9% [+0.3]

6.1% [+0.8]

24.2% [+1.1]

IT: Information Technology

22.9% [-0.1]

3.2% [+0.1]

6.1% [+0.2]

24.1% [+1.2]

TC: Technical Services

32.2% [+0.6]

5.1% [+0.2]

4.2% [+0.1]

11.8% [+0.6]

SV: Operational Services

21.3% [+0.7]

5.3% [+0.1]

4.3% [-0.2]

5.2% [+0.2]

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

To learn more

Diversity and inclusion statistics

Announcement of the diversity and inclusion areas of focus for the public service

Through the Centre on Diversity and Inclusion, the Treasury Board of Canada Secretariat has implemented government-wide initiatives co-developed with employees from equity-seeking groups to foster diversity and inclusion. It has expanded the discussion to equity-seeking groups, such as the LGBTQ2+Footnote 2 community and networks of employees from specific visible minorities. This important exchange of ideas and information has led to concrete initiatives (for example, the Mentorship Plus program and the publication of disaggregated data) and is supporting deputy heads in making lasting change in their organizations. It is framed by the five areas of focus for the public service on diversity and inclusion announced in January 2021:

  1. generating and publishing data for a more accurate picture of representation gaps
  2. ensuring the right benchmarks
  3. increasing the diversity of the senior leaders of the public service
  4. engagement and awareness
  5. addressing systemic barriers

Audit of employment equity representation in recruitment

The PSC published an audit report on employment equity representation in January 2021. This study examined more than 15,000 job applications from 181 externally advertised appointment processes from 30 departments and agencies to determine where there may be potential barriers in the staffing system for members of employment equity groups. The conclusions were that employment equity groups were not represented proportionally throughout the five key stages of the appointment process (job application, automated screening, organizational screening, assessment, appointment).

In response to the results and recommendations of the audit, the PSC updated directives on staffing options to increase representation. The PSC also issued three recommendations to ensure that barriers and biases are identified and eliminated in appointment processes:

  1. Deputy heads should review their staffing framework and practices to ensure that appointment processes are barrier-free for employment equity groups, including subgroups of visible minorities.
  2. The PSC should work with other central agencies and employment equity groups to identify factors in the hiring process that affect the success rate of those groups and of subgroups of visible minorities to implement the established solutions.
  3. The PSC should redouble its efforts to design and promote systems, tools and guidance that will support inclusive external recruitment processes by focusing on barrier-free assessment approaches.

Generating and publishing data for a more accurate picture of representation gaps

Support for departments: more disaggregated data

The Treasury Board of Canada Secretariat has made significant progress by publishing eight sets of disaggregated data, thus offering a first-ever overview of the composition of 21 employment equity subgroups, including Black, Métis and Inuit employees, and employees with hearing impairment or mobility issues. This type of data responds to requests from stakeholders to facilitate more specific analysis. It also provides a basis for better evidence-based decision-making. These data are available to the public on the Human resources statistics web page. In addition, a data visualization tool has been put online to guide the development of departmental plans and make it easier to meet obligations under the Employment Equity Regulations. The PSC has created an interdepartmental working group on research for employment equity experts, economists and statisticians to discuss and share information on barriers that affect employment equity groups. The PSC’s workforce macrosimulation tool projects the renewal and representation of the public service based on various scenarios, including employment equity representation.

Modernizing the self-identification process

As noted, access to disaggregated data is key to understanding the gaps in representation of subgroups and equity sub-issues, and to determining the measures that are needed. They are a condition for the effective and efficient evolution of our evidence-based policies and initiatives.

However, our data is based on people who chose to identify. The effectiveness of the voluntary self-identification process is therefore essential for measuring the actual situation and the progress achieved. In September 2020, the Treasury Board of Canada Secretariat launched the Self-Identification Modernization Project to increase the accuracy of data and reduce the perception of the risk associated with voluntary self-identification. With this project, there is hope for collecting more comprehensive data for persons with disabilities and for other equity-seeking groups. For example, the Canadian Survey on Disability conducted by Statistics Canada in 2017 revealed that 15.6% of the Canadian workforce are persons with disabilities. However, in the 2017–18 fiscal year, only 5.3% of public service employees self-identified as persons with disabilities, and only 2.9% self-identified as persons with disabilities when applying for a position. Therefore, a new questionnaire is being designed to capture more relevant data.

Senior officials responsible for employment equity, diversity and inclusion

As part of the reset of Treasury Board human resources policies, the Policy on People Management came into effect on April 1, 2021, and introduced the requirement that deputy heads designate a senior official responsible for employment equity, diversity, and inclusion (SDOEEDI) within their organization. The accompanying Directive on Employment Equity, Diversity and Inclusion also describes the responsibilities of SDOEEDIs. This emphasis on the accountability of deputy heads and SDOEEDIs highlights the importance of the employment equity program and the steps needed to implement it consistently and effectively across the public service. At the same time, members of equity-seeking groups created several employee networks as well as formal and informal committees. These forums offered employees opportunities to discuss and better understand the issues and barriers encountered by members, discuss best practices, and propose solutions.

Increasing the diversity of the senior leaders of the public service

Unite efforts to diversify senior levels

To achieve greater representation at all levels and in all occupational groups, the Treasury Board of Canada Secretariat supported the creation of a pool of talented candidates at all levels of the public service and developed a system-wide approach for succession planning, in two streams, one at the EX-01 to EX-03 levels and one at the EX-04 and EX-05 levels. In September 2020, the Executive Leadership Development Program was modified to include a requirement that at least 50% of program participants from a department at the EX-01 to EX-03 levels must be persons with disabilities, Indigenous peoples or members of visible minorities. As a result, the 2020 cohort was the most diverse since the program was created in 2016, with 52% of participants being from at least one of the most under-represented employment equity groups, 7% being Black executives and 63% being women.Footnote 3

Creation and activities of the Centre on Diversity and Inclusion

The Centre on Diversity and Inclusion was created in August 2020 to co-develop programs, help coordinate other diversity and inclusion initiatives across the public service, and support the SDOEEDI community of practice. One initiative launched by the Centre in 2020–21 is the Mentorship Plus program, which supports leadership development for employees at the EX minus-one level and fosters access to the EX group for equity-seeking employees. That program improves upon traditional mentoring by adding the senior executive sponsor element.

Engagement and awareness

Another initiative launched by the Centre in 2020–21 is the Federal Speakers’ Forum on Diversity and Inclusion, which provides a platform for public servants who want to share their expertise and lived experience. The purpose of the initiative is to increase awareness on topics related to diversity and inclusion and change attitudes and behaviours.

Ensuring the right benchmarks

The Office of the Chief Human Resource Officer (OCHRO) has reviewed the benchmarks used for measuring representativeness in the public service and how they could be modernized to reflect the current context. Given the increase in diversity in the Canadian population and commitment by the government to achieve a representative workforce, modernized benchmarks may be more effective for the federal public service. OCHRO expects more work on this will be reflected in the 2021–22 report.

Addressing systemic barriers

In this section

Public Service Employment Act

Following engagement sessions organized with employee networks, key stakeholders and bargaining agents on the experiences of members of employment equity or equity-seeking groups in the staffing process, the legislative reform planned for 2021 is underway (Bill C-30). The amendments to the Act will effectively increase the representation of equity-seeking groups in the public service by incorporating new requirements for assessing biases and barriers in the staffing process while seeking to eliminate them. The PSC is preparing for the implementation of the amendments by strengthening its ability to support departments. This will also have an impact on representativeness for the 2021–22 report.

Employment and Social Development Canada

In the Fall Economic Statement 2020, the government announced funding for a review of the Employment Equity Act. In 2021, a Task Force launched by the Minister of Labour was tasked with a comprehensive review of the Act, which will consider the lived experiences of women, LGBTQ2+ Canadians, Indigenous peoples, Black and racialized Canadians, persons with disabilities, and other under-represented groups in federally regulated workplaces, to ensure that the Act reflects the realities of today’s workplaces. The Task Force was tasked with making concrete, independent and evidence-based recommendations to the Minister of Labour on how to modernize the Act.

Women

In this section

For several years, the vast majority of the main indicators for women have indicated representation rates that meet or exceed their workplace availability for all indicators. In 2021, women in executive positions have a share of hires (49.1%) and promotions (60.9%) that exceeds their WFA (48.0%). However, the share of hires does not reach the representation rate in the CPA (52.3%). The attrition indicator shows an increase of 4.6% between 2020, estimated at 45.3%, and 2021, estimated at 49.9%, but does not point to anything that will threaten representation in the near future.

Excerpt from the analysis of the employment process: 2021 PSC Audit

The results show that, at the organizational screening stage, women had a greater success rate than men. This is also true for women in the other three employment equity groups (Indigenous women, women from visible minorities and women with disabilities). At the assessment stage, women from visible minorities succeeded more than men from visible minorities, and women with disabilities succeeded more than men with disabilities. However, Indigenous women had a success rate that was similar to that of Indigenous men.

Infographic 2: women working in the core public administration (2020–21)
Infographic 2. Text version below:
Infographic 2 - Text version

Note: Figures in square brackets represent the change since 2019-20.

55.6% of employees in the core public administration are women, an increase of 0.6 percentage points from last year’s report and higher than their workforce availability of 52.7%.

Degree of representation for hirings, promotions and separations

Action Type

Women

Hirings

60.2% [+1.9]

Promotions

60.6% [-0.5]

Separations

56.2% [-1.0]

In these figures for degree of representation, a note of “Caution” is indicated for promotions and a note of “Needs attention” is indicated for separations.

52.3% of executive positions are occupied by women, an increase of 1.2 percentage points from last year’s report and higher than their workforce availability of 48.0%.

Degree of representation for hirings, promotions and separations in the executive ranks

Action Type

Women

Hirings

49.1% [+4.2]

Promotions

60.9% [+7.3]

Separations

49.9% [+4.6]

In these figures for degree of representation, a note of “Needs attention” is indicated for separations.

Cross-sectional analysis for women

  • 5.9% have identified themselves as Indigenous, an increase of 0.2 percentage points from last year
  • 5.6% have identified themselves as a person with a disability, an increase of 0.6 percentage points from last year
  • 19.3% have identified themselves as a member of visible minorities, an increase of 1.2 percentage points from last year

The population of women in the public service population is 127,043, an increase of 9,283 from last year.

The following are subtotals by province, territory and other categories:

  • Newfoundland and Labrador: 1,930 [+261]
  • Prince Edward Island: 1,439 [+144]
  • Nova Scotia: 4,372 [+242]
  • New Brunswick: 5,374 [+363]
  • Quebec (without the National Capital Region): 12,922 [+1,265]
  • National Capital Region: 59,497 [+4,180]
  • Ontario (without the National Capital Region): 15,493 [+1,090]
  • Manitoba: 4,291 [+280]
  • Saskatchewan: 3,085 [+174]
  • Alberta: 6,585 [+603]
  • British Columbia: 9,681 [+934]
  • Yukon: 219 [+15]
  • Northwest Territories: 279 [+26]
  • Nunavut: 169 [+13]
  • outside Canada: 628 [-101]
  • not available: 1,079 [-206]
Salary distribution

Salary range

Women

Core Public Adminstration

Under $50,000

2.9% [-3.1]

2.4%

$50,000 to $74,999

47.6% [-1.6]

41.3%

$75,000 to $99,999

29.5% [+1.8]

33.0%

$100,000 and over

20.0% [+2.9]

23.3%

Occupational groups with highest proportion of women (100 and more employees)

  • HM - Human Resources Management: 81.0% [+0.7]
  • SH - Health Services: 80.8% [+0.8]
  • TR - Translation: 76.4% [+0.6]
  • PO - Police Operations Support: 74.1% [+2.3]
  • PA - Program and Administrative Services: 72.7% [-0.1]

Occupational groups with lowest proportion of women (100 and more employees)

  • CX - Correctional Services: 28.2% [-0.2]
  • NR - Architecture, Engineering and Land Survey: 25.0% [+0.6]
  • IT - Information Technology: 22.9% [-0.1]
  • SV - Operational Services: 21.3% [+0.7]
  • SO - Ships’ Officers: 11.5% [-0.1]

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

To learn more

Diversity and inclusion statistics

Initiatives to support women

Amendments to the Pay Equity Act were adopted and came into effect on August 31, 2021.

For information on pay equity, see the Equal pay for work of equal value web page.

Indigenous peoples

In this section

On all indicators, the situation of Indigenous public servants is fairly consistent with WFA rates, with some disparities. Progress has been maintained since last year. Only the Northwest Territories, despite an increase in representation of ten people, is not meeting its estimated WFA of 29.0%, with representation of only 17.0%.

There are notable differences between Indigenous employees and executives. For employees, the general representation of Indigenous peoples within the CPA of 5.2% exceeds their WFA of 4.0%; the share of hires of 3.8% is below the representation within the CPA as well as the WFA. The share of promotions at 4.9% is above their WFA but below their representation within the CPA. As for the share of separations, estimated at 4.7%, it is above their WFA but below their representation. The share of EX hires, estimated at 7.0%, is well above their WFA of 5.1% and their representation of 4.4%. For the share of promotions for EXs at 4.7%, it is above their representation but below their WFA. As for the departure indicator of 4.8%, although above their representation, it remains below their WFA.

In terms of salaries, Indigenous employees are almost at parity with employees in general for the lowest level. They are over-represented in the second and third levels, while they remain under-represented in the category of $100,000 or more. This was also the case for 2019–20, where 31% of all employees fell into the $75,000 to $99,000 range compared to 34% of Indigenous peoples.

Excerpt from the analysis of the employment process: 2021 PSC Audit

Indigenous candidates saw their only decline in representation during the assessment stage (a decline from 4.0% to 2.9%), and that decline was related to interviews. However, their representation rate remained stable between assessment and appointment.

Infographic 3: Indigenous peoples working in the core public administration (2020–21)
Infographic 3. Text version below:
Infographic 3 - Text version

Note: Figures in square brackets represent a change since 2019-2020.

5.2% of employees in the core public administration have identified themselves as Indigenous, an increase of 0.1 percentage points over last year’s report and higher than their workforce availability of 4.0%.

Degree of representation for hirings, promotions and separations

Action Type

Indigenous peoples

Hirings

3.8% [-0.2]

Promotions

4.9% [0.0]

Separations

4.7% [-0.6]

In these figures for degree of representation, a note of “caution” is indicated for hirings.

4.4% of executive positions are occupied by Indigenous employees, an increase of 0.3 percentage points over last year’s report and lower than their workforce availability of 5.1%.

Degree of representation for hirings, promotions and separations in the executive ranks:

Action Type

Indigenous peoples

Hirings

7.0% [Figure 3 note *+ --]

Promotions

4.7% [+0.8]

Separations

4.8% [-0.1]

Figure 3 Notes

Figure 3 Note 1

Data from last year are not available for confidentiality reasons.

Return to figure 3 note * referrer

In these figures for degree of representation, a note of “caution” is indicated for promotions.

Cross-sectional analysis for Indigenous peoples

  • 62.4% are women, an increase of 0.8 percentage points from last year’s report
  • 9.7% have identified themselves as a person with a disability, an increase of 2.8 percentage points from last year’s report
  • 10.5% have identified themselves as a member of a visible minority, an increase of 2.1 percentage points from last year’s report

The population of Indigenous peoples in the public service is 11,977, an increase of 1,089 from last year.

The following are subtotals by province, territory and other categories:

  • Newfoundland and Labrador: 278 [+33]
  • Prince Edward Island: 58 [+8]
  • Nova Scotia: 547 [+45]
  • New Brunswick: 339 [+35]
  • Quebec (without the National Capital Region): 605 [+54]
  • National Capital Region: 4,331 [+438]
  • Ontario (without the National Capital Region): 1,345 [+110]
  • Manitoba: 1,103 [+113]
  • Saskatchewan: 903 [+49]
  • Alberta: 922 [+88]
  • British Columbia: 1,139 [+86]
  • Yukon: 52 [+1]
  • Northwest Territories: 79 [+10]
  • Nunavut: 134 [+21]
  • outside Canada: 54 [+5]
  • not available: 88 [-7]
Salary distribution
Salary

Indigenous employees

Core public administration population

Under $50,000

2.5% [-2.8]

2.4%

$50,000 to $74,999

43.8% [-3.4]

41.3%

$75,000 to $99,999

36.7% [+2.9]

33.0%

$100,000 and over

17.0% [+3.2]

23.3%

Subgroup distribution for Indigenous peoples

  • Métis: 2.2% [+0.1]
  • North American Indian / First Nation: 2.2% [+0.1]
  • other: 0.7% [0.0]
  • Inuit: 0.2% [0.0]

Occupational groups with highest proportion of Indigenous employees (100 and more employees)

  • EB - Education and Library Science: 12.3% [+0.4]
  • CX - Correctional Services: 11.4% [0.0]
  • SH - Health Services: 7.1% [+0.6]
  • PA - Programs and Administrative Services: 6.4% [+0.1]
  • SV - Operational Services: 5.3% [+0.1]

Occupational groups with lowest proportion of Indigenous employees (100 and more employees)

  • FB - Border Services: 4.1% [+0.2]
  • EC - Economics and Social Sciences Services: 3.9% [+0.2]
  • FI - Financial Management: 3.3% [+0.1]
  • IT - Information Technology: 3.2% [+0.1]
  • SP - Applied Science and Patent Examination: 1.9% [+0.1]

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

To learn more

Diversity and inclusion statistics

Initiatives to support Indigenous peoples

Pilimmaksaivik

In 2020–21, Pilimmaksaivik, the Federal Centre of Excellence for Inuit Employment in Nunavut, worked to advance measures to increase Inuit employment in the federal public service in Nunavut through outreach and promotional activities with Inuit people in Nunavut. This was done by coordinating across the federal public service, providing advice and support to departments and agencies, and monitoring progress. Thus, Pilimmaksaivik coordinated the third cohort of the Inuit Learning and Development Program, a pre-employment training initiative that recruits Inuit individuals for professional placements in four federal departments and agencies in Nunavut. In response to the under‑representation of Indigenous peoples in scientific positions, a scientific stream was added to the cohort.

Pilimmaksaivik supports the retention of Inuit employees in Nunavut by coordinating learning events and opportunities that celebrate Inuit cultures and traditions. In 2020–21, public service employees took part in interdepartmental learning events designed to celebrate the Inuit culture. Pilimmaksaivik also ensures that Inuit people in Nunavut have access to culturally sensitive talent management practices and opportunities for advancement. The organization indicated that most Inuit candidates not selected in external hiring processes were not selected because their resumé or application did not sufficiently meet the screening criteria (for example, education, experience and so on), and it is addressing the gap in education of Inuit people in Nunavut through the Education Support fund, which helps Inuit employees complete their post-secondary education.

For its part, the Treasury Board of Canada Secretariat has begun to develop diversity and inclusion strategies related to, for example, the financial management and internal audit communities, the goods and services community, and the communications professionals community, and has continued to partner with Indigenous employee networks to develop various measures related to diversity and inclusion.

Official Languages Centre of Excellence

The 2020–21 fiscal year was also characterized by engagement and reflection on issues that affect Indigenous federal employees. Included in the initiatives are some that stem in particular from requests from Indigenous employees to eliminate barriers to employment due to official languages requirements and to better understand the scope and value of the use of Indigenous languages by employees in the public service. As a result, the Working Group for Amendments to Official Language Requirements for Indigenous Employees was created in the fall of 2020 to eliminate barriers related to official languages and promote career advancement for Indigenous employees. It is made up of the Indigenous Federal Employees Network, the Indigenous Executive Network, representatives of PSC and OCHRO, and chaired by the Knowledge Circle for Indigenous Inclusion.

The Working Group for the Incentivization of Inuktitut in the Federal Public Service in Nunavut, co‑chaired by OCHRO and Pilimmaksaivik (Federal Centre of Excellence for Inuit Employment in Nunavut), was also created in the summer of 2020. The group examined how incentivizing the use of Inuktitut in the federal government workplace could help advance Inuit representativeness objectives.

Finally, the Joint Committee on the Use of Indigenous Languages in the Public Service, co-chaired by OCHRO and the Public Service Alliance of Canada, in cooperation with Parks Canada, was created to obtain information on the extent to which Indigenous languages are used in the public service, in accordance with a commitment made as part of collective bargaining.

Persons with disabilities

In this section

In 2020–21, the representation rates of persons with disabilities were lower than their WFA across Canada. Although we are seeing a slight increase in the number of members from this group in some regions, such as the National Capital Region, which has nearly 1,000 additional members, we are not seeing this trend in other regions across Canada.

The overall representation of employees with disabilities (5.6%) is below their WFA, calculated at 9.0%. The share of hiring (4.3%) and promotions (4.7%) is below their representation, while departures, at 6.8%, are above. Among executives, the representation of persons with disabilities (5.6%) exceeds their WFA (5.3%), as do promotions (5.4%), while hirings are equal to WFA (5.3%). Departures (7.2%) are more frequent, with an increase of 1.1% compared to 2019–20 and exceeding all indicators.

In terms of salaries, the 2020–21 fiscal year saw little change for persons with disabilities. They continue to be over-represented in the two lowest salary levels and under-represented in the two highest salary levels.

In 2020–21, the representation of persons with disabilities did not improve considerably in relation to the distribution of occupational groups. The representation of persons with disabilities still corresponds to their WFA, regardless of occupational group, with the exception of the SRC group (Ship Repair Chargehands and Production Supervisors (East)), estimated at 12.1% in representation.

Excerpt from the analysis of the employment process: 2021 PSC Audit

For persons with disabilities, representation decreased in the assessment and appointment stages. The lower success rate for persons with disabilities in the assessment stage highlights the need to better understand accommodation services for assessment. Given the small sample and the limited information in the staffing files, the factors that led to the decrease in representation for persons with disabilities in the appointment stage could not be identified. Given the importance that the federal public service places on increased representation of persons with disabilities, this issue requires further examination.

Infographic 4: persons with disabilities working in the core public administration (2020–21)
Infographic 4. Text version below:
Infographic 4 - Text version

Note:  Figures in square brackets represent the change since 2019-20

5.6% of employees in the core public administration have identified themselves as having a disability, an increase of 0.4 percentage points over last year’s report, and lower than their workforce availability of 9.0%.

Degree of representation for hirings, promotions and separations

Action Type

Persons with disabilities

Hirings

4.3% [+0.4]

Promotions

4.7% [+0.5]

Separations

6.8% [-0.3]

In these figures for degree of representation, a note of “caution” is indicated for hirings and promotions.

5.6% of executive positions are occupied by persons with disabilities, an increase of 0.9 percentage points from last year’s report and higher than their workforce availability of 5.3%.

Degree of representation for hirings, promotions and separations in the executive ranks

Action Type

Persons with disabilities

Hirings

5.3% [Figure 4 note *+ --]

Promotions

5.4% [+1.9]

Separations

7.2% [+1.1]

Figure 4 Notes

Figure 4 Note 1

Data from last year are not available for confidentiality reasons.

Return to figure 4 note * referrer

In these figures for degree of representation, a note of “needs attention” is indicated for separations.

Cross-sectional analysis for persons with disabilities

  • 55.5% are women, an increase of 2.1 percentage points from last year’s report
  • 9.0% have identified themselves as Indigenous, an increase of 2.2 percentage points from last year
  • 14.6% have identified themselves as a member of a visible minority, an increase of 3.8 percentage points from last year

The population of persons with disabilities in the public service population is 12,893, an increase of 1,806 from last year.

The following are subtotals by province, territory and other categories:

  • Newfoundland and Labrador: 199 [+25]
  • Prince Edward Island: 142 [+18]
  • Nova Scotia: 689 [+68]
  • New Brunswick: 494 [+99]
  • Quebec (without the National Capital Region): 871 [+127]
  • National Capital Region: 6,196 [+946]
  • Ontario (without the National Capital Region): 1,667 [+185]
  • Manitoba: 465 [+67]
  • Saskatchewan: 283 [+43]
  • Alberta : 720 [+108]
  • British Columbia: 952 [+124]
  • Yukon: 23 [+1]
  • Northwest Territories: 21 [+0]
  • Nunavut: 10 [0]
  • Outside Canada: 39 [-1]
  • Not available: 122 [-4]
Salary distribution

Salary range

Persons with disabilities

Core public administration population

Under $50,000

3.0% [-2.6]

2.4%

$50,000 to $74,999

44.2% [-3.0]

41.3%

$75,000 to $99,999

30.9% [+1.7]

33.0%

$100,000 and over

21.9% [+3.9]

23.3%

Subgroup distribution for persons with disabilities

  • Other disability: 3.7% [+0.6]
  • Mobility: 1.0% [+0.2]
  • Deaf or hearing impaired: 0.8% [+0.1]
  • Coordination or dexterity 0.5% [+0.1]
  • Blind or visually impaired: 0.4% [0.0]
  • Language disorders: 0.1% [0.0]

Occupational groups with the highest proportion of persons with disabilities (100 and more employees)

  • HM: Human Resources Management: 8.7% [+1.7]
  • PA: Program and Administrative Services: 6.7% [+0.5]
  • LP: Law Practitioner: 6.2% [+0.4]
  • IT: Information Technology: 6.1% [+0.3]
  • EC: Economics and Social Sciences Services: 6.1% [+0.8]

Occupational groups with the lowest proportion of persons with disabilities (100 and more employees)

  • CX: Correctional Services: 4.1% [+0.3]
  • FB: Border Services: 3.8% [+0.4]
  • FI: Financial Management: 3.6% [+0.2]
  • SP: Applied Science and Patent Examination: 3.4% [+0.4]
  • NR: Architecture, Engineering and Land Survey: 3.2% [+0.1]

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

To learn more

Diversity and inclusion statistics - Canada.ca

Initiatives for people with disabilities

Office of Public Service Accessibility, Treasury Board of Canada Secretariat

With respect to accessibility, the Office of Public Service Accessibility is leading efforts to eliminate barriers to accessibility and inclusion of persons with disabilities in the public service. The Accessible Canada Act, which came into force in 2019, aims to make Canada barrier-free by January 1, 2040. In May 2020, in response to the legislation, the Government of Canada launched the Accessibility Strategy for the Public Service of Canada, also known as “Nothing Without Us,” as a roadmap for the public service to be an example and become a model of accessibility.

This year, to support the strategy, the Office of Public Service Accessibility:

  • Continues to manage the Centralized Enabling Workforce Fund (2019–2024). That fund supports departments and agencies through workplace accommodation projects to develop new tools and advice, improve existing processes, and experiment with innovative solutions to allow employees to contribute to their full potential. Led by Shared Services Canada, one example of a project funded by the Centralized Enabling Workforce Fund is the library loan service, which provides employees with quick access to short-term accommodation, adaptive technology and services, at no cost to their department.
  • Promotes the new GC Workplace Accessibility Passport that follows employees when they change jobs and documents the support measures they need to succeed in their work.

The President of the PSC and the Deputy Minister, Public Service Accessibility, sent letters to all deputy heads of federal departments to indicate the number of employees with disabilities that they should hire to address their gaps in representation and provide them with concrete tools and support to comply with the commitment to hire 5,000 persons with disabilities by 2025.

The Digital careers for persons with disabilities website is intended to facilitate hiring in specific areas. Three targeted pools were launched to recruit persons with disabilities in the public service in the following areas:

Since the launch of the Accessibility Strategy, organizations across the government have begun examining accommodation practices, and some have established centralized accommodation processes to help reduce wait times and improve results for employees. However, new data gathered through the Management Accountability Framework in 2020 indicate that departments and agencies continue to face some operational challenges in adopting an effective approach to accommodation. For instance, some organizations reported the following difficulties:

  • lack of knowledge and lack of expertise in complex cases
  • lack of centralized data collection to identify barriers
  • difficulty obtaining feedback (no employee network, no use cases)

It is therefore clear that more work is needed on workplace accommodation practices to support a consistent and timely approach across the public service. Such work includes more in-depth data collection and analysis, and the sharing of best practices between federal organizations.Footnote 4

Federal Internship Program for Canadians with Disabilities

The Federal Internship Program for Canadians with Disabilities (FIPCD) supports the Government of Canada’s commitment to hire 5,000 new people with disabilities by 2025 through 125 two-year internships over a five-year period (2019–24).

Through assessment, coaching and training boards, the FIPCD helps Canadians with disabilities who have little or no professional experience to develop their skills while providing hiring managers with experience in the integration and development of people with disabilities in the workplace and in their teams. Moreover, the FIPCD contributes to increased diversity through intersectionality, given that many interns also self-identify as visible minorities, Indigenous peoples and/or women.

The Employment Opportunity for Students with Disabilities (EOSD), which is part of the Federal Student Work Experience Program (FSWEP), is a program designed to reduce barriers to the full participation of post-secondary students in the public service and improve their workplace experience. In 2020–21, students hired under the EOSD participated in activities such as training activities, a mentoring program and networking events.

The online portal for disability talent facilitates the hiring of former FSWEP students with public service work experience who can be hired through student bridging after graduation. Candidates establish a profile in which they specify their field of study, preferred workplaces, spoken and written languages, and skills, and managers can review and select suitable candidates for potential positions. In the context of a pilot project, the inventory includes graduates who participated in the EOSD, and several have received job offers with the public service.

The Human Resources Council and PSC created and co-chaired a working group in 2020 to establish inventories targeted throughout the government to help departments and agencies hire individuals with disabilities. In 2020–21, two new inventories were launched for persons with disabilities in the data and political fields. In the spring of 2021, these inventories were widely promoted on the PSC self-reporting web page, on social media, and with educational institutions and associations through an advertising campaign that was also designed to encourage candidates to self‑declare when applying for government jobs. In March 2021, the proportion of candidates across the government of Canada where candidates self-identified as individuals with disabilities exceeded the 5% mark for the first time.

Canada School of Public Service

The Canada School of Public Service launched a variety of learning products related to accessibility and inclusion of persons with disabilities to highlight the barriers that people with disabilities face every day and how public servants can reduce, remove and report barriers to foster a more inclusive public service.

Members of visible minorities

In this section

Generally speaking, visible minorities were well represented in the public service in 2020–21, with respect to all key indicators for employees and executives. Their overall representation, hiring, promotions and departures are favourable in comparison to their respective WFA. The statistics from the last three years provide a similar picture. In terms of salaries, members of visible minorities are over-represented in the second level and under-represented in the third and fourth levels.

Excerpt from the Job Process Analysis: PSC Audit 2021

The results show that of all visible minority subgroups, Black candidates experienced the greatest decrease in representation between the job application and appointment stages (from 10.3% to 6.6%). In the audit sample, 30 Black candidates out of the 1,570 applicants were appointed into positions. For their part, applicants from South Asia or East India and those from China experienced an overall increase in their representation. Candidates from the West Asian, North African or non-white Arab subgroup experienced an overall decrease in representation between the job application and appointment stages (from 4.6% to 3.3%). These results show that within visible minorities, subgroups have different experiences in an advertised external appointment process. This highlights the importance of examining data related to visible minority subgroups. The results of the PSC audit show that visible minority applicants were screened out more often than their counterparts in terms of experience qualifications, and were also ultimately less successful than their counterparts, regardless of whether they had experience in the federal public service.

Infographic 5: members of visible minorities working in the core public administration (2020–21)
Infographic 5. Text version below:
Infographic 5 - Text version

Note: Figures in square brackets represent the change since 2019-20

18.9% of employees in the core public administration have identified themselves as a member of a visible minority, an increase of 1.1 percentage points from last year’s report and higher than their workforce availability of 15.3%.

Degree of representation for hirings, promotions and separations

Action Type

Members of visible minorities

Hirings

21.2% [-1.0]

Promotions

21.0% [+1.1]

Separations

10.9% [-0.4]

12.4% of executive positions are occupied by members of visible minorities, an increase of 0.9 percentage points from last year’s report and higher than their workforce availability of 10.6%.

Degree of representation for hirings, promotions and separations in the executive ranks

Action Type

Members of visible minorities

Hirings

14.0% [Figure 5 note *+ --]

Promotions

15.6% [+2.6]

Separations

8.8% [+2.3]

Figure 5 Notes

Figure 5 Note 1

Data from last year are not available for confidentiality reasons.

Return to figure 5 note * referrer

In these figures for degree of representation, a note of “Caution” is indicated for separations.

Cross-sectional analysis for members of visible minorities

  • 56.7% have identified as women, an increase of 0.8 percentage points from last year’s report
  • 2.9% have identified themselves as Indigenous, an increase of 0.5 percentage points from last year’s report
  • 4.4% have identified themselves as a person with a disability, an increase of 1.3 percentage points from last year’s report

The population of members of visible minorities in the public service population is 43,122, an increase of 4,977 from last year.

The following are subtotals by province, territory and other categories:

  • Newfoundland and Labrador: 100 [+19]
  • Prince Edward Island: 87 [+14]
  • Nova Scotia: 629 [+63]
  • New Brunswick: 319 [+19]
  • Quebec (without the National Capital Region): 3,443 [+468]
  • National Capital Region: 22,268 [+2,544]
  • Ontario (without the National Capital Region): 6,860 [+768]
  • Manitoba: 1,043 [+126]
  • Saskatchewan: 487 [+67]
  • Alberta : 2,275 [+398]
  • British Columbia: 4,846 [+560]
  • Yukon: 30 [+2]
  • Northwest Territories: 44 [+8]
  • Nunavut: 31 [+2]
  • Outside Canada: 288 [-10]
  • Not available: 372 [-71]
Salary distribution

Salary range

Members of visible minorities

Core public administration population

Under $50,000

2.0% [-2.7]

2.4%

$50,000 to $74,999

45.6% [-0.7]

41.3%

$75,000 to $99,999

30.7% [+1.0]

33.0%

$100,000 and over

21.7% [+2.4]

23.3%

Subgroup distribution for members of visible minorities

  • Black: 3.8% [+0.3]
  • South Asian/East Indian: 3.3% [+0.3]
  • Chinese: 3.2% [+0.2]
  • Other visible minority group: 2.1% [-0.2]
  • Non-white West Asian, North African or Arab: 2.1% [+0.1]
  • Person of mixed origin: 1.5% [+0.1]
  • Southeast Asian: 0.8% [0.0]
  • Non-white Latin American: 0.8% [+0.1]
  • Filipino: 0.7% [0.0]
  • Korean: 0.3% [+0.1]
  • Japanese: 0.1% [0.0]

Occupational groups with the highest proportion of members of visible minorities (100 and more employees)

  • FI - Financial Management: 33.1% [+0.9]
  • EC - Economics and Social Sciences Services: 24.2% [+1.1]
  • IT - Information Technology: 24.0% [+1.3]
  • SP: Applied Science and Patent Examination: 23.8% [+1.4]
  • NR: Architecture, Engineering and Land Survey: 23.7% [+0.2]

Occupational groups with the lowest proportion of members of visible minorities (100 and more employees)

  • CX - Correctional Services: 12.5% [+1.1]
  • EX - Executive: 12.4% [+0.9]
  • TC - Technical Services: 11.8% [+0.6]
  • EL - Electronics: 11.1% [+0.8]
  • SV - Operational Services: 5.2% [+0.1]

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

To learn more

Diversity and inclusion statistics

Initiatives in support of visible minorities

Several initiatives were undertaken by different stakeholders in 2020–21 that affected members of visible minorities.

The Canada School of Public Service has developed and provided various learning opportunities to promote an inclusive and fair workplace for all public servants. This programming supported the renewed focus on anti-racism and equity in the public service, including increasing representation of Black, Indigenous and other racialized employees, as outlined in the Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service.

For example, the School published A Guide to Leading Conversations on Systemic Racism and Racial Discrimination, as well as videos on understanding anti-Black racism and how to be an ally. The School also organized a series of anti-racism events to raise awareness of the importance of understanding the history, contributions, challenges and opportunities of people of African descent within the federal public service and beyond. Furthermore, the School launched a course to support a better understanding of the importance and impact of unconscious bias in the federal workplace.

The Federal Anti-Racism Secretariat and the Social Sciences and Humanities Research Council of Canada jointly organized a series of research roundtables that reached thousands of public servants across Canada, mobilizing research knowledge and proposing anti-racism activities to federal institutions. Research presentations focused on the history, contributions and persistent barriers of systemic racism in Canada, and allowed for sharing experiences and solutions for racialized communities and religious minorities, such as Indigenous, Black, Asian, Jewish and Muslim communities.

In July 2020, the Canadian Human Rights Commission launched an audit of the representation of racialized persons in the federal public service. The objective of this horizontal compliance audit is to identify disparities and barriers to employment in the recruitment, promotion and retention of racialized individuals in executive and managerial positions. The results will be available in 2022.

What to expect in the future (2021–22)

In 2021–22, it is expected that even greater progress could be made through a variety of actions, starting with awareness and reviews of hiring processes, to overcome biases and barriers. Amendments to the Public Service Employment Act, which received royal assent in June 2021, will also have an impact. Furthermore, the collection and tracking of disaggregated and detailed data, combined with collaboration between partners, will allow for the identification and implementation of targeted and effective measures, including, for example, a focus on occupational groups. The public service is already reviewing factors affecting designated groups and taking concrete steps to ensure that its future actions are achieving their intended effects and outcomes.

Among the other main areas of action, renewed attention will be given to the well-being of members of the designated groups. Public Service Employee Survey data will be used to inform the management and evolution of human resources practices. The recommendations of the 2021 PSC Audit will be reviewed and implemented to further reduce existing barriers. Progress is also expected to address senior leadership commitments on equity, diversity and inclusion, as well as the efforts of departmental secretariats on combating racism to have a positive impact in the coming year and beyond.

About this report

The Employment Equity Act came into force in 1986 with the goal of achieving equality in the workplace. It seeks to correct the conditions of disadvantage experienced by four designated groups by giving effect to the principles that employment equity requires special measures and the accommodation of differences. The four employment equity groups are:

  1. women
  2. Indigenous peoples
  3. persons with disabilities
  4. members of visible minorities
The federal public service of Canada has been subject to the Employment Equity Act and its associated regulations since 1996. Each fiscal year, the President of the Treasury Board must table a report in Parliament on the state of employment equity of the four designated groups within the CPA,Footnote 5 as well as similar reports produced by separate agencies with 100 or more employees.Footnote 6

About the data

In this section

Population covered

The statistical tables in this report’s appendix present information as of March 31, 2021, for indeterminate, term employees of three months or more, and seasonal employees of organizations listed in Schedules I and IV of the Financial Administration Act (the CPA).

Notes on terms and data sources

  • The source of representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which contains self-identification information provided by employees.
  • The sum of designated groups does not equal the total (“all employees”) because employees may have voluntarily chosen to self-identify in more than one designated group, and men are included in the total.
  • “Hirings” refers to employees who were added to the public service of Canada payroll between April 1, 2020, and March 31, 2021.
  • Data on promotions are obtained from the PSC and include information from departments and agencies that fall under both the Financial Administration Act, Schedules I and IV, and the Public Service Employment Act.
  • “Separations” refers to employees who left the public service of Canada payroll between April 1, 2020, and March 31, 2021.

Workforce availability

Workforce availability (WFA) estimates are used as a benchmark to assess the representativeness of employment equity designated groups within the CPA (organizations listed in Schedule I and IV of the Financial Administration Act) in accordance with the Employment Equity Act . Indeed, the dynamics of hiring depend on the availability of designated group members for public service employment. The WFA varies geographically (national or by province or territory) or by the specific qualifications that organizations have to fill. Four filters are taken into account:

  1. citizenship: this filter is applied because the Public Service Employment Act gives preference to the hiring of Canadian citizens (section 39.1.c); this preference was extended to permanent residents as of June 29, 2021, which is outside the reporting period
  2. classification: this filter narrows consideration to occupations that the government deems relevant to the public service
  3. education: this filter is used for some classifications to include only persons who have an educational degree for scientific and professional occupations, taking into account the public service qualification standards for jobs (educational requirements)
  4. geography: this filter assumes that most organizational hiring will be done locally for most occupational groups, rather than from wider geographic areas

WFA estimates are derived from the Labour Market Availability, which is derived from the 2016 Census and the 2017 Canadian Survey on Disability, which is performed every five years. The WFA includes Canadian citizens active in the labour market who are at least 15 years of age and is based on occupations in the Canadian workforce corresponding to the occupations in the public service.

Note on workforce availability for persons with disabilities and visible minorities

The estimate of the WFA for persons with disabilities increased significantly between the two censuses (as a result of the Canadian Survey on Disability), from 4.4% in 2011 to 9.0% in 2017. This is because the 2017 Canadian Survey on Disability expanded the definition of persons with disabilities to include persons with disabilities related to pain and mental health. As this more inclusive definition has not yet been incorporated into the federal public service voluntary reporting exercise, it is impossible to predict the variance when the new definition is reflected in voluntary reporting. Significant work has been done on the new reporting form in 2021–22.

For visible minorities, it should be noted that the current WFA does not yet reflect the potential workforce of permanent residents. In fact, until recently (June 2021), the Public Service Employment Act required that Canadian citizens be given a hiring preference over permanent residents for selection processes advertised to the public, which will no longer be the case and will impact representation and the WFA for subsequent years’ reports.

Self-identification

All data presented on designated groups are based on voluntary self-identification by individuals. The self-identification form is mandatory for new employees. It allows them to choose whether or not to identify themselves as belonging to one or more of the designated groups.

Appendix: statistical tables of employment equity data specific to compliance requirements of section 21 of the Employment Equity Act

In this section

Table 1: distribution of public service of Canada employees by designated group according to department or agency

The following table contains information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Department or agency All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Overall WFA 52.7% 4.0% 9.0% 15.3%
Number Number % Number % Number % Number %
Employment and Social Development Canada 30,711 20,750 67.6 1,390 4.5 2,060 6.7 7,878 25.7
National DefenceFootnote 1 25,442 10,515 41.3 899 3.5 1,419 5.6 2,679 10.5
Correctional Service Canada 17,489 8,739 50.0 1,866 10.7 1,156 6.6 2,117 12.1
Public Services and Procurement Canada 16,253 9,700 59.7 567 3.5 925 5.7 2,941 18.1
Canada Border Services Agency 14,241 6,744 47.4 539 3.8 603 4.2 2,656 18.7
Fisheries and Oceans CanadaFootnote 2 12,650 5,291 41.8 619 4.9 512 4.0 983 7.8
Health CanadaFootnote 3 8,486 5,495 64.8 214 2.5 508 6.0 2,524 29.7
Royal Canadian Mounted Police (Civilian Staff) 8,162 6,058 74.2 475 5.8 343 4.2 1,284 15.7
Immigration, Refugees and Citizenship Canada 7,850 5,025 64.0 237 3.0 378 4.8 2,612 33.3
Shared Services Canada 7,095 2,409 34.0 250 3.5 502 7.1 1,473 20.8
Environment and Climate Change Canada 6,943 3,572 51.4 214 3.1 407 5.9 1,309 18.9
Global Affairs Canada 6,371 3,587 56.3 448 7.0 239 3.8 1,636 25.7
Indigenous Services CanadaFootnote 3 6,273 4,299 68.5 1,790 28.5 373 5.9 1,107 17.6
Statistics Canada 5,946 3,077 51.7 168 2.8 343 5.8 1,421 23.9
Transport Canada 5,942 2,718 45.7 244 4.1 264 4.4 1,118 18.8
Innovation, Science and Economic Development Canada 5,231 2,662 50.9 154 2.9 274 5.2 1,234 23.6
Agriculture and Agri-Food Canada 4,882 2,536 51.9 183 3.7 250 5.1 909 18.6
Department of Justice Canada 4,832 3,303 68.4 207 4.3 310 6.4 1,020 21.1
Natural Resources Canada 4,296 2,019 47.0 124 2.9 201 4.7 739 17.2
Veterans Affairs Canada 3,622 2,642 72.9 152 4.2 282 7.8 370 10.2
Public Health Agency of Canada 2,713 1,883 69.4 94 3.5 154 5.7 671 24.7
Treasury Board of Canada Secretariat 2,215 1,343 60.6 66 3.0 147 6.6 466 21.0
Crown-Indigenous Relations and Northern Affairs CanadaFootnote 3 1,864 1,242 66.6 325 17.4 106 5.7 309 16.6
Canadian Heritage 1,776 1,200 67.6 81 4.6 117 6.6 294 16.6
Immigration and Refugee Board of Canada 1,584 1,004 63.4 50 3.2 79 5.0 578 36.5
Public Safety Canada 1,130 668 59.1 54 4.8 83 7.3 207 18.3
Public Prosecution Service of Canada 1,049 691 65.9 69 6.6 59 5.6 175 16.7
Privy Council Office 964 517 53.6 35 3.6 37 3.8 192 19.9
Library and Archives Canada 909 573 63.0 38 4.2 43 4.7 81 8.9
Elections Canada 876 460 52.5 24 2.7 54 6.2 186 21.2
Public Service Commission of Canada 840 549 65.4 35 4.2 83 9.9 187 22.3
Department of Finance Canada 817 385 47.1 21 2.6 41 5.0 153 18.7
Courts Administration Service 718 469 65.3 19 2.6 38 5.3 180 25.1
Canadian Space Agency 638 286 44.8 10 1.6 42 6.6 117 18.3
Infrastructure Canada 628 385 61.3 16 2.5 34 5.4 118 18.8
Canada School of Public Service 598 390 65.2 26 4.3 42 7.0 110 18.4
Atlantic Canada Opportunities Agency 593 379 63.9 25 4.2 42 7.1 37 6.2
Canadian Radio-television and Telecommunications Commission 512 277 54.1 26 5.1 29 5.7 100 19.5
Administrative Tribunals Support Service of Canada 494 324 65.6 12 2.4 29 5.9 79 16.0
Canadian Grain Commission 433 209 48.3 21 4.8 16 3.7 114 26.3
lmpact Assessment Agency of CanadaFootnote 4 423 275 65.0 22 5.2 29 6.9 82 19.4
Parole Board of Canada 418 329 78.7 24 5.7 24 5.7 63 15.1
Western Economic Diversification Canada 350 194 55.4 24 6.9 12 3.4 89 25.4
Canada Economic Development for Quebec Regions 337 193 57.3 Footnote * Footnote * 17 5.0 66 19.6
Canadian Transportation Agency 301 163 54.2 6 2.0 17 5.6 57 18.9
Offices of the Information and Privacy Commissioners of Canada 297 173 58.2 15 5.1 13 4.4 39 13.1
Women and Gender Equality Canada 292 246 84.2 12 4.1 17 5.8 65 22.3
Federal Economic Development Agency for Southern Ontario 272 170 62.5 10 3.7 25 9.2 78 28.7
Canadian Human Rights Commission 218 152 69.7 8 3.7 36 16.5 45 20.6
Transportation Safety Board of Canada 218 82 37.6 Footnote * Footnote * 10 4.6 26 11.9
Registrar of the Supreme Court of Canada 209 130 62.2 11 5.3 19 9.1 20 9.6
Office of the Commissioner of Official Languages 153 99 64.7 Footnote * Footnote * Footnote * Footnote * 17 11.1
Office of the Governor General’s Secretary 141 84 59.6 Footnote * Footnote * 10 7.1 21 14.9
Canadian Northern Economic Development Agency 105 68 64.8 27 25.7 Footnote * Footnote * 19 18.1
Patented Medicine Prices Review Board Canada 74 37 50.0 Footnote * Footnote * Footnote * Footnote * 13 17.6
Civilian Review and Complaints Commission for the RCMP 74 44 59.5 Footnote * Footnote * Footnote * Footnote * 15 20.3
Veterans Review and Appeal Board 70 47 67.1 Footnote * Footnote * 7 10.0 Footnote * Footnote *
Canadian Dairy Commission 69 38 55.1 Footnote * Footnote * Footnote * Footnote * 11 15.9
Office of the Commissioner for Federal Judicial Affairs Canada 58 40 69.0 Footnote * Footnote * Footnote * Footnote * 7 12.1
Military Grievances External Review Committee 39 21 53.8 Footnote * Footnote * Footnote * Footnote * Footnote * Footnote *
Office of the Public Sector Integrity Commissioner of Canada 33 20 60.6 Footnote * Footnote * Footnote * Footnote * Footnote * Footnote *
International Joint Commission 26 13 50.0 0 0.0 Footnote * Footnote * Footnote * Footnote *
Office of the Commissioner of Lobbying of Canada 23 12 52.2 0 0.0 Footnote * Footnote * Footnote * Footnote *
Military Police Complaints Commission of Canada 22 12 54.5 0 0.0 Footnote * Footnote * 6 27.3
Canadian Intergovernmental Conference Secretariat 20 9 45.0 Footnote * Footnote * 0 0.0 Footnote * Footnote *
Copyright Board Canada 15 Footnote * Footnote * 0 0.0 Footnote * Footnote * Footnote * Footnote *
RCMP External Review Committee 14 9 64.3 0 0.0 0 0.0 Footnote * Footnote *
Secretariat of the National Security and Intelligence Committee of Parliamentarians 6 Footnote * Footnote * 0 0.0 0 0.0 0 0.0
Total 228,345 127,043 55.6 11,977 5.2 12,893 5.6 43,122 18.9

Table 2: distribution of public service of Canada employees by designated group and region of work

The following table contains information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Region of work All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number Number % Number % Number % Number %
Newfoundland and Labrador 3,906 1,930 49.4  278 7.1  199 5.1  100 2.6
Prince Edward Island 2,208 1,439 65.2  58 2.6  142 6.4  87 3.9
Nova Scotia 9,266 4,372 47.2  547 5.9  689 7.4  629 6.8
New Brunswick 9,046 5,374 59.4  339 3.7  494 5.5  319 3.5
Quebec (without the NCR)Footnote 1 23,963 12,922 53.9  605 2.5  871 3.6  3,443 14.4
NCR (Quebec)Footnote 1 31,207 18,022 57.7  1,661 5.3  1,856 5.9  6,088 19.5
NCR (Ontario)Footnote 1 74,096 41,475 56.0  2,670 3.6  4,340 5.9  16,180 21.8
NCRFootnote 1 105,303 59,497 56.5  4,331 4.1  6,196 5.9  22,268 21.1
Ontario (without the NCR)Footnote 1 27,363 15,493 56.6 1,345 4.9 1,667 6.1 6,860 25.1
Manitoba 7,377 4,291 58.2 1,103 15.0 465 6.3 1,043 14.1
Saskatchewan 5,017 3,085 61.5 903 18.0 283 5.6 487 9.7
Alberta 11,466 6,585 57.4 922 8.0 720 6.3 2,275 19.8
British Columbia 19,018 9,681 50.9 1,139 6.0 952 5.0 4,846 25.5
Yukon 339 219 64.6  52 15.3  23 6.8  30 8.8
Northwest Territories 454 279 61.5  79 17.4  21 4.6  44 9.7
Nunavut 268 169 63.1  134 50.0  10 3.7  31 11.6
Outside Canada 1,304 628 48.2  54 4.1  39 3.0  288 22.1
Not availableFootnote 2 2,047 1,079 52.7  88 4.3  122 6.0  372 18.2
Total 228,345 127,043 55.6  11,977 5.2  12,893 5.6  43,122 18.9

Table 3.1: distribution of public service of Canada employees by designated group and occupational groups in force

The following table contains information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Occupational group All employees Women Men Indigenous peoples Persons with disabilities Members of visible minorities
Number Number % Number % Number % Number % Number %
AI: Air Traffic Control 10 Footnote * Footnote * Footnote * Footnote * 0 0.0 0 0.0 0 0.0
AO: Aircraft Operations 399 39 9.8 360 90.2 12 3.0 Footnote * Footnote * 10 2.5
AU: Audit 163 85 52.1 78 47.9 Footnote * Footnote * Footnote * Footnote * 42 25.8
AV: Commerce and Purchasing 6,605 3,462 52.4 3,140 47.5 293 4.4 375 5.7 1,254 19.0
CX: Correctional Services 6,960 1,961 28.2 4,995 71.8 790 11.4 285 4.1 869 12.5
EB: Education and Library Services 1,133 770 68.0 363 32.0 139 12.3 47 4.1 167 14.7
EC: Economics and Social Science Services 20,104 11,784 58.6 8,316 41.4 780 3.9 1,223 6.1 4,868 24.2
EL: Electronics 1,101 73 6.6 1,027 93.3 37 3.4 48 4.4 122 11.1
EX: Executive 6,378 3,304 51.8 3,074 48.2 286 4.5 358 5.6 793 12.4
FB: Border Services 9,805 4,001 40,8 5,804 59,2 401 4,1 376 3,8 1,565 16.0
FI: Financial Management 5,682 3,240 57.0 2,440 42.9 190 3.3 203 3.6 1,880 33.1
FS: Foreign Service 1,891 1,038 54.9 853 45.1 85 4.5 73 3.9 433 22.9
HM: Human Resources Management 4,547 3,685 81.0 861 18.9 236 5.2 394 8.7 871 19.2
IT: Information Technology 17,277 3,956 22.9 13,311 77.0 557 3.2 1,062 6.1 4,169 24.1
LC: Law Management 339 209 61.7 130 38.3 11 3.2 19 5.6 37 10.9
LP: Law Practitioner 3,192 1,883 59.0 1,304 40.8 135 4.2 199 6.2 582 18.2
NR: Architecture, Engineering and Land Survey 4,199 1,048 25.0 3,150 75.0 75 1.8 133 3.2 996 23.7
PA: Programs and Administrative Services 96,916 70,452 72.7 26,416 27.3 6,230 6.4 6,507 6.7 19,050 19.7
PM-MCO: Negotiation, Mediation and Conciliation Officers 40 22 55.0 18 45.0 Footnote * Footnote * Footnote * Footnote * Footnote * Footnote *
PO: Police Operations Support 425 315 74.1 107 25.2 19 4.5 Footnote * Footnote * 57 13.4
PR: Non-supervisory Printing Services 3 Footnote * Footnote * Footnote * Footnote * 0 0.0 0 0.0 0 0.0
RE: Research 2,724 898 33.0 1,826 67.0 34 1.2 74 2.7 592 21.7
RO: Radio Operations 281 92 32.7 189 67.3 21 7.5 13 4.6 6 2.1
SH: Health Services 3,799 3,068 80.8 728 19.2 271 7.1 165 4.3 532 14.0
SO: Ships Officers 1,283 147 11.5 1,135 88.5 22 1.7 22 1.7 47 3.7
SP: Applied Science and Patent Examination 9,252 4,975 53.8 4,277 46.2 180 1.9 316 3.4 2,199 23.8
SR(C): Ship Repair Chargehands and Production Supervisors East 58 Footnote * Footnote * Footnote * Footnote * 5 8.6 7 12.1 Footnote * Footnote *
SR(E): Ship Repair East 587 38 6.5 549 93.5 22 3.7 27 4.6 17 2.9
SR(W): Ship Repair West 706 34 4.8 671 95.0 20 2.8 16 2.3 25 3.5
SV: Operational Services 10,485 2,231 21.3 8,244 78.6 555 5.3 453 4.3 543 5.2
TC: Technical Services 10,905 3,514 32.2 7,385 67.7 559 5.1 457 4.2 1,287 11.8
TR: Translation 860 657 76.4 203 23.6 6 0.7 23 2.7 56 6.5
UT: University Teaching 226 53 23.5 170 75.2 Footnote * Footnote * 7 3.1 49 21.7
Unknown 10 Footnote * Footnote * Footnote * Footnote * 1 10.0 0 0.0 1 10.0
Total 228,345 127,043 55.6 101,196 44.3 11,977 5.2 12,893 5.6 43,122 18.9

Table 3.2: distribution of public service of Canada employees by designated group and (outdated) occupational category

The following table contains information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Occupational category (outdated) All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number Number % Number % Number % Number %
ExecutivesFootnote 1 6,717 3,513 52.3 297 4.4 377 5.6 830 12.4
EX (Executive)
6,378 3,304 51.8 286 4.5 358 5.6 793 12.4
LC (Law Management)
339 209 61,7 11 3,2 19 5.6 37 10.9
Scientific and Professional 44,756 24,532 54.8 1,599 3.6 2,167 4.8 10,022 22.4
Administrative and Foreign Service 115,114 72,086 62.6 6,355 5.5 7,230 6.3 24,022 20.9
Technical 14,014 3,897 27.8 670 4.8 545 3.9 1,477 10.5
Administrative Support 18,705 14,427 77.1 1,243 6.6 1,408 7.5 3,693 19.7
Operational 29,029 8,582 29.6 1,812 6.2 1,166 4.0 3,077 10.6
Undetermined 10 6 60.0 1 10.0 0 0.0 1 10.0
Total 228,345 127,043 55.6 11,977 5.2 12,893 5.6 43,122 18.9

Table 4: distribution of public service of Canada employees by designated group and salary range

The following table contains information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Salary range ($) All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number % of all employees Number % of salary range % of EEFootnote group Number % of salary range % of EEFootnote group Number % of salary range % of EEFootnote group Number % of salary range % of EEFootnote group
Under 5,000 54 0.0 Footnote *Footnote Footnote * Footnote * 0 0.0 0.0 0 0.0 0.0 Footnote * Footnote * Footnote *
5,000 to 9,999 148 0.1 38 25.7 0.0 0 0.0 0.0 6 4.1 0.0 Footnote * Footnote * Footnote *
10,000 to 14,999 57 0.0 23 40.4 0.0 Footnote * Footnote * Footnote * 9 15.8 0.1 Footnote * Footnote * Footnote *
15,000 to 19,999 154 0.1 90 58.4 0.1 Footnote * Footnote * Footnote * 11 7.1 0.1 31 20.1 0.1
20,000 to 24,999 228 0.1 157 68.9 0.1 10 4.4 0.1 15 6.6 0.1 39 17.1 0.1
25,000 to 34,999 509 0.2 397 78.0 0.3 47 9.2 0.4 41 8.1 0.3 85 16.7 0.2
35,000 to 49,999 4,326 1.9 2,975 68.8 2.3 239 5.5 2.0 301 7.0 2.3 697 16.1 1.6
50,000 to 74,999 94,309 41.3 60,463 64.1 47.6 5,243 5.6 43.8 5,704 6.0 44.2 19,668 20.9 45.6
75,000 to 99,999 75,358 33.0 37,530 49.8 29.5 4,392 5.8 36.7 3,983 5.3 30.9 13,238 17.6 30.7
100,000 to 149,999 49,221 21.6 23,400 47.5 18.4 1,903 3.9 15.9 2,598 5.3 20.2 8,819 17.9 20.5
150,000 to 199,999 3,634 1.6 1,805 49.7 1.4 130 3.6 1.1 209 5.8 1.6 498 13.7 1.2
200,000 to 249,999 342 0.1 151 44.2 0.1 9 2.6 0.1 16 4.7 0.1 35 10.2 0.1
250,000 and over 5 0.0 Footnote * Footnote * Footnote * 0 0.0 0.0 0 0.0 0.0 Footnote * Footnote * Footnote *
Total 228,345 100.0 127,043 55.6 100.0 11,977 5.2 100.0 12,893 5.6 100.0 43,122 18.9 100.0

Table 5: hirings into, promotions within and separations from the public service of Canada by designated group

The following table includes information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Action type All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number Number % Number % Number % Number %
Hirings 24,229 14,592 60.2 927 3.8 1,053 4.3 5,148 21.2
Promotions 24,919 15,106 60.6 1,223 4.9 1,181 4.7 5,227 21.0
Separations 12,446 6,996 56.2 590 4.7 841 6.8 1,354 10.9

Notes

The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.

The sum of designated groups does not equal the total (“all employees”) because employees may have voluntarily chosen to self-identify in more than one designated group, and men are included in the total.

“Hirings” refers to employees who were added to the public service of Canada payroll between April 1, 2020, and March 31, 2021.

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the Financial Administration Act, Schedules I and IV, and the Public Service Employment Act.

“Separations” refers to employees who left the public service of Canada payroll between April 1, 2020 and March 31, 2021.

Percentages are that designated group’s share of all actions of the given type.

Table 6: distribution of public service of Canada employees by designated group and age range

The following table includes information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Age range All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number % of all employees Number % of age range % of EEFootnote group Number % of age range % of EEFootnote group Number % of age range % of EEFootnote group Number % of age range % of EEFootnote group
Under 20 95 0.0 35 36.8 0.0 Footnote * Footnote * Footnote * Footnote * Footnote * Footnote * Footnote * Footnote * Footnote *
20 to 24 6,167 2.7 3,721 60.3 2.9 275 4.5 2.3 222 3.6 1.7 1,440 23.4 3.3
25 to 29 21,591 9.5 12,934 59.9 10.2 911 4.2 7.6 845 3.9 6.6 5,528 25.6 12.8
30 to 34 23,801 10.4 13,467 56.6 10.6 1,114 4.7 9.3 888 3.7 6.9 5,250 22.1 12.2
35 to 39 30,916 13.5 17,646 57.1 13.9 1,547 5.0 12.9 1,351 4.4 10.5 6,317 20.4 14.6
40 to 44 35,502 15.5 20,521 57.8 16.2 1,800 5.1 15.0 1,709 4.8 13.3 6,940 19.5 16.1
45 to 49 34,124 14.9 19,307 56.6 15.2 1,951 5.7 16.3 1,988 5.8 15.4 6,158 18.0 14.3
50 to 54 31,248 13.7 17,175 55.0 13.5 1,968 6.3 16.4 2,149 6.9 16.7 5,008 16.0 11.6
55 to 59 26,612 11.7 13,575 51.0 10.7 1,506 5.7 12.6 2,091 7.9 16.2 3,640 13.7 8.4
60 to 64 13,041 5.7 6,363 48.8 5.0 664 5.1 5.5 1,160 8.9 9.0 1,935 14.8 4.5
65 to 69 4,116 1.8 1,827 44.4 1.4 197 4.8 1.6 378 9.2 2.9 677 16.4 1.6
70+ 1,131 0.5 471 41.6 0.4 Footnote * Footnote * Footnote * 108 9.5 0.8 223 19.7 0.5
Unknown 1 0.0 1 100.0 0.0 0 0.0 0.0 Footnote * Footnote * Footnote * Footnote * Footnote * Footnote *
Total 228,345 100.0 127,043 55.6 100.0 11,977 5.2 100.0 12,893 5.6 100.0 43,122 18.9 100.0

Table 7: representation in the public service of Canada by designated group and fiscal year

The following table includes information (as of March 31, 2021) regarding indeterminates, terms of three months or more, and seasonal employees of organizations captured under the Financial Administration Act, Schedules I and IV (core public administration).

Public service representation All employees Women Indigenous peoples Persons with disabilities Members of visible minorities
Number Number % Number % Number % Number %
As at March 31, 2021 228,345 127,043 55.6 11,977 5.2 12,893 5.6 43,122 18.9
As at March 31, 2020 214,120 117,760 55.0 10,888 5.1 11,087 5.2 38,145 17.8
As at March 31, 2019 203,268 111,332 54.8 10,435 5.1 10,622 5.2 34,004 16.7
As at March 31, 2018 192,467 105,465 54.8 9,876 5.1 10,181 5.3 30,273 15.7
As at March 31, 2017 185,484 101,136 54.5 9,726 5.2 10,259 5.5 28,058 15.1
As at March 31, 2016 181,674 98,846 54.4 9,358 5.2 10,092 5.6 26,336 14.5
As at March 31, 2015 180,681 98,051 54.3 9,232 5.1 10,204 5.6 24,849 13.8
As at March 31, 2014 181,356 98,078 54.1 9,239 5.1 10,390 5.7 23,919 13.2
As at March 31, 2013 188,342 102,124 54.2 9,491 5.0 10,871 5.8 23,812 12.6
As at March 31, 2012 198,793 108,620 54.6 9,785 4.9 11,418 5.7 23,978 12.1
As at March 31, 2011 202,631 111,051 54.8 9,486 4.7 11,388 5.6 22,998 11.3
As at March 31, 2010 202,386 110,867 54.8 9,307 4.6 11,620 5.7 21,567 10.7
As at March 31, 2009 195,667 107,089 54.7 8,892 4.5 11,468 5.9 19,264 9.8
As at March 31, 2008 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2
As at March 31, 2007 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8
As at March 31, 2006 176,630 95,013 53.8 7,381 4.2 10,169 5.8 15,112 8.6
As at March 31, 2005 165,856 88,702 53.5 6,886 4.2 9,626 5.8 13,498 8.1
As at March 31, 2004 165,976 88,175 53.1 6,723 4.1 9,452 5.7 13,001 7.8
As at March 31, 2003 163,314 86,162 52.8 6,426 3.9 9,155 5.6 12,058 7.4
As at March 31, 2002 157,510 82,663 52.5 5,980 3.8 8,331 5.3 10,772 6.8
As at March 31, 2001 149,339 77,785 52.1 5,316 3.6 7,621 5.1 9,143 6.1
As at March 31, 2000Footnote (Revenue Canada excluded) 141,253 72,549 51.4 4,639 3.3 6,687 4.7 7,764 5.5
As at March 31, 1999 (Revenue Canada included) 178,340 91,856 51.5 5,124 2.9 8,137 4.6 10,557 5.9
Workforce availability
2016 Census and 2017 Canadian Survey on Disability n/a n/a 52.7 n/a 4.0 n/a 9.0 n/a 15.3
2011 National Household Survey and 2012 Canadian Survey on Disability n/a n/a 52.5 n/a 3.4 n/a 4.4 n/a 13.0
2006 Census and Participation and Activity Limitation Survey (PALS) n/a n/a 52.3 n/a 3.0 n/a 4.0 n/a 12.4
2001 Census and PALS n/a n/a 52.2 n/a 2.5 n/a 3.6 n/a 10.4
1996 Census and 1991 Health and Activity Limitation Survey (HALS) n/a n/a 48.7 n/a 1.7 n/a 4.8 n/a 8.7
1991 Census and HALS n/a n/a 47.3 n/a 2.6 n/a 4.8 n/a 9.0

Footnotes

© Her Majesty the Queen in Right of Canada, represented by the President of the Treasury Board, 2022
ISSN: 1926-2485

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