FOR IMMEDIATE RELEASE
June 15, 2006
OTTAWA , ONTARIO — The Honourable Jean-Pierre Blackburn, Minister of Labour and Minister of the Economic Development Agency of Canada for the Regions of Quebec, today tabled the latest edition of the Annual Report of the Employment Equity Act for the Government of Canada. This year ' s report commemorates the 20 th anniversary of the Act.
"The findings in this latest report show undeniable progress since the four designated groups are now better represented," said Minister Blackburn. "I spoke in favour of the Act when it came into force in 1986, and I remain a strong supporter of full participation by all Canadians in our economy and society. I would like to commend employers for their continuous efforts and commitment to ensure fairness, inclusion and equity in the workplace, and I encourage them to pursue their efforts."
This report, like previous ones, shows sustained improvements in the representation of the four designated groups: women, members of visible minorities, Aboriginal peoples and persons with disabilities. Compared with 1987, the latest figures indicate advances in workplace representation levels for all designated groups. There are 38.3 percent more members of designated groups employed in workplaces covered by the Act. Representation levels rose as follows:
women — up from 40.9 percent to 43.4 percent;
members of visible minorities — up from 5.0 percent to 13.3 percent;
Aboriginal peoples — up from 0.7 percent to 1.7 percent; and
persons with disabilities — up from 1.6 percent to 2.5 percent.
"In the new globalized economy, inclusive workplaces that support fairness and the full participation of all workers make employers more competitive. The removal of employment barriers contributes to productivity," added Minister Blackburn. "Canada 's strength as a nation lies in its diversity and in fully utilizing the skills of its workers."
According to the report, a total of 1 million people were employed in federally regulated workplaces, and members of the four designated groups accounted for more than 60 percent of that workforce.
To consult the 2005 Annual Report as well as information on the Employment Equity Act and the Racism-Free Workplace Strategy, visit the Web site of Human Resources and Social Development Canada at www.hrsdc.gc.ca and click " Labour and Workplace."
For more information:
Roxane Marchand
Office of the Minister of Labour
(819) 953-5646
BACKGROUNDER
2005 Annual Report of the Employment Equity Act
The Employment Equity Act requires federally regulated private-sector employers and Crown corporations with 100 or more employees to submit a report on their workforce to the Minister of Labour by June 1 of each year.
The 2005 Annual Report describes the progress achieved by employers during 2004 regarding the representation, hiring and promotion of the four designated groups: women, members of visible minorities, Aboriginal peoples and persons with disabilities.
Summary statistics for all employers
subject to the Employment Equity Act, 2004
Employers
All employees
Women
Members of visible minorities
Aboriginal peoples
Persons with disabilities
R*
A**
R*
A**
R*
A**
R*
A**
Federally regulated private-sector firms & Crown corporations
650,987
43.4%
47.3%
13.3%
12.6%
1.7%
2.6%
2.5%
5.3%
Federal public service
165,976
53.1%
52.2%
7.8%
10.4%
4.1%
2.5%
5.7%
3.6%
Separate employers
67,259
55.1%
47.3%
10.8%
12.6%
2.6%
2.6%
4.8%
5.3%
Other public-sector employers †
130,136
18.0%
47.3%
2.7%
10.3%
2.9%
2.7%
1.8%
5.3%
Total
1,014,358
42.5%
48.1%
10.9%
11.9%
2.3%
2.6%
3.1%
5.0%
Federal contractors±
1,121,965
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Grand Total
2,136,323
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* "R" refers to the representation of each designated group as a percentage of all employees in the employer's workforce.
** "A" refers to the group's workforce availability as a percentage of total workforce availability, according to the 2001 Census of Canada and the 2001 Participation and Activity Limitation Survey.
† "Other public-sector employers" include the Canadian Forces and the Royal Canadian Mounted Police.
± Data are not available on the representation of the designated groups in the federal contractors workforce overall.
Key findings for 2004 compared to 1987 1
In 2004, there were 100,000 more members of designated groups employed in the federally regulated private sector than in 1987.
Since the Act came into force in 1986, all designated groups have made progress in terms of representation. Following is a comparison of 1987 and 2004 representation levels by designated group in the federally regulated private sector:
Women's representation within the workforce increased from 40.9 percent to 43.4 percent; their labour market availability was 47.3 percent.
Representation of members of visible minorities increased from 5.0 percent to 13.3 percent; their labour market availability was 12.6 percent.
Aboriginal peoples' representation increased from 0.7 percent to 1.7 percent; their labour market availability was 2.6 percent.
Representation of persons with disabilities increased from 1.6 percent to 2.5 percent; their labour market availability was 5.3 percent.
Employment opportunities
Progress in employment opportunities (hires and promotions) with federally regulated private-sector employers and Crown corporations under the Act was mixed from 1987 to 2004.
Hires
Following are the designated groups' hiring opportunities in 2004 and 1987, compared to their labour market availability (as of 2001):
There was an increase in hires of women, from 33,020 to 37,003; however, their share of hires decreased from 42.7 percent to 37.9 percent. Their labour market availability was 47.3 percent.
Hires of members of visible minorities rose from 4,027 (5.2 percent) to 13,862 (14.2 percent). Their labour market availability was 12.6 percent.
Hires of Aboriginal people rose from 415 (0.5 percent) to 1,712 (1.8 percent). Their labour market availability was 2.6 percent.
Hires of persons with disabilities rose from 442 (0.6 percent) to 1,102 (1.1 percent). Their labour market availability was 5.3 percent.
Promotion
Following are the designated groups' promotion opportunities in 2004 compared to 1987:
Promotion opportunities for women decreased from 36,010 (52.5 percent of the total) to 21,441 (52.1 percent).
Promotion opportunities for members of visible minorities rose from 4,684 (6.8 percent) to 8,084 (19.7 percent).
Promotion opportunities for Aboriginal people rose from 405 (0.6 percent) to 738 (1.8 percent).
Promotion opportunities for persons with disabilities decreased from 981 to 816; however, their share of promotions rose from 1.4 percent to 2.0 percent.
June 2006
1"Federally regulated private-sector employers and Crown corporations" are the only group of employers subject to the Act for all of the past 20 years.
BACKGROUNDER
Employment Equity Act
Overview of the Act
The Government of Canada enacted the first Employment Equity Act in 1986 as follow-up to the Royal Commission on Equality in Employment. After a Parliamentary review in 1995, a new Act came into force in October 1996.
"Employment equity" is the term coined by Judge Rosalie Silberman Abella, Commissioner of the Royal Commission on Equality in Employment, to describe a distinctly Canadian process for achieving equality in employment.
The process involves the removal of barriers to the employment and advancement of designated group members, without imposing quotas on employers.
Canadian employers are required to conduct an analysis of their workforce and are expected to lessen gaps in designated groups' representation based on labour market availability in the recruitment area, as determined by Census data.
Goals of the Act
Achieve equality in the workplace by removing employment barriers.
Correct the conditions of disadvantage in employment for the four designated groups: women, members of visible minorities, Aboriginal peoples and persons with disabilities.
Give effect to the principle that employment equity means more than treating people in the same way; it also requires special measures and the accommodation of differences.
Employers subject to the Act
Federally regulated private-sector employers (including Crown corporations) with 100 or more employees.
The federal public service and separate employers.
Provincially regulated employers with 100 or more employees, who contract with the federal government for a value of $200,000 or more under the Federal Contractors Program.
Scope of the Act
The total workforce covered by the Act and the Federal Contractors Program is over 2 million people, or 13 percent of Canada 's labour force.
Obligations of employers subject to the Act
Conduct a workforce survey.
Undertake a workforce analysis.
Conduct an employment systems review of their human resources policies and practices.
Consult with employee representatives on their employment equity plan.
Accommodate the four designated groups through positive measures.
Prepare an employment equity plan that includes short- and long-term numerical goals to close gaps in representation of the different groups.
Report annually to the Minister of Labour by June 1.
Submit to an audit by the Canadian Human Rights Commission.
Compliance
The Act mandates the Canadian Human Rights Commission to carry out on-site audits of employers in order to determine whether they have met their statutory obligations.
Under the Federal Contractors Program, the Minister of Labour is responsible for conducting employment equity audits of federal contractors subject to the Act.
Mandatory review
Parliament reviews the Act every five years. The next review is due later this year.
June 2006
