Employment Equity, Diversity and Inclusion at the Canada Revenue Agency
Annual report 2017–2018
Message from the Commissioner and the Deputy Commissioner
We are pleased to present to the Parliament of Canada the Employment Equity, Diversity and Inclusion at the Canada Revenue Agency Annual Report 2017–2018.
The Canada Revenue Agency (CRA) values the diversity of talents, skills and perspectives, as well as the true collaboration and innovation that CRA employees and managers demonstrate every day in the work they do in support of Government of Canada programs and services. The CRA’s success at maintaining a diverse and representative workforce is due to every CRA employee’s and manager’s engagement in creating a workplace of inclusion, equal opportunity, fair employment, mutual respect, and appreciation for cultural, generational, and gender differences, that goes far beyond legislative requirements.
For the 15th consecutive year, all four employment equity groups—Indigenous peoples, persons with disabilities, visible minorities, and women—were fully represented within the CRA, exceeding their Canadian labour market availability. We are pleased to report that women and persons with disabilities are fully represented in the Executive Group at the CRA.
In 2017-2018, the CRA continued to proactively foster an inclusive, open-minded, and accommodating workplace, free of discrimination and harassment. Among others, the CRA pursued its efforts to target recruitment and employment equity as a staffing requirement where it identified underrepresentation in some occupational groups, to eliminate barriers for employment, and to expand mindsets both at the individual and organizational levels by raising awareness against gender bias and sexual prejudice.
In the years to come, we will continue to aim at increasing the representation of certain designated groups and encourage managers to hire qualified individuals who self-identified as being part of an employment equity group. This year, more than 89.8% of CRA employees across the country self-identified and completed the Workforce Profile Questionnaire.
We invite you to read this year’s report to get an appreciation of the measures and initiatives the CRA is implementing to ensure its workforce remains diverse, inclusive and representative of the Canadian population it serves.
Bob Hamilton, Commissioner and Chief Executive Officer
Christine Donoghue, Deputy Commissioner
Table of contents
- Executive summary
- Key performance highlights
- Key achievements
- Employment equity at the CRA by the numbers
- Representation of designated group members at the CRA
- Representation of hiring, promotion, and separation of designated group members at the CRA
- Representation of designated group members at the CRA by region
- Representation of designated group members at the CRA by employment equity occupational group (EEOG)
- Distribution of designated group members at the CRA by salary range
- Distribution of designated group members at the CRA by age groups
- Appendix A – Technical notes
- Appendix B – Definitions
Executive summary
The Employment Equity, Diversity and Inclusion at the Canada Revenue Agency Annual Report 2017–2018 has been prepared according to section 21 of the Employment Equity Act. The Canada Revenue Agency (CRA) produces an employment equity report for submission to the Treasury Board of Canada Secretariat that is tabled in the Parliament of Canada.
This report outlines results and progress on the representation rates of the four employment equity groups: Indigenous peoples, persons with disabilities, visible minorities, and women. It also highlights diversity and inclusion awareness initiatives. The report presents some of the key achievements realized by the CRA in 2017–2018 in support of the national multi-year Employment Equity and Diversity Action Plan 2015–2016 to 2017–2018.
The Employment Equity and Diversity Action Plan 2015–2016 to 2017–2018 contains objectives and key activities aligned with the CRA Workforce Plan and the CRA Corporate Business Plan. These plans ensure that all employees have equal access to employment opportunities and work in a respectful and inclusive workplace environment that supports recruitment, development, and retention of individuals in the four designated groups.
Consultations on the Employment Equity, Diversity and Inclusion Action Plan 2018–2019 to 2020–2021 took place with employment equity experts across the CRA branches and regions, the National Employment Equity and Diversity Committee, the Young Professionals Network, key human resources partners, and with the CRA’s two bargaining agents, the Public Service Alliance of Canada – Union of Taxation Employees and the Professional Institute of the Public Service of Canada – Audit, Financial and Scientific.
In the 2015‑2016 to 2017‑2018 Action Plan, the CRA introduced the principle of inclusion in employment equity and diversity. To ensure that the benefits of diversity and inclusion in the workforce are fostered, understood and integrated within the CRA’s business priorities and culture, the principle of inclusion was integrated into the current action plan to emphasize its importance. Consequently, the name of this report has been changed. The language in this report reflects the broadened definition of diversity that goes beyond the four designated equity groups to include the diversity communities of the CRA.
Considered a successful employer by the Canadian Human Rights Commission for its employment equity and diversity program, the CRA continues to take proactive measures towards a barrier-free, respectful, and inclusive work environment for all CRA employees and take pride in breaking down barriers and addressing myths and fears.
Key performance highlights
- At the national level, full representation of designated group members at the CRA continues to exceed their respective labour market availability.
- The CRA has full representation of designated groups in four of the five employment equity occupational groups.
- In the executive group, women and persons with disabilities are fully represented.
The CRA values diversity as a strength and focused on creating a workplace environment that is respectful, inclusive, and that reaches beyond the legal definitions of employment equity.
The CRA continued to encourage hiring managers to pursue targeted recruitment and employment equity as a staffing requirement when an area of underrepresentation was identified in workforce plans. This approach to hiring qualified individuals who self-identified as being part of an employment equity group contributed to reducing or eliminating the CRA’s underrepresentation overall and across the four employment equity groups. Through online training and awareness briefings, staffing board members realized the importance and benefits of employment equity.
Through Indigenous career fairs and programs, such as the Indigenous Student Employment Program, the Indigenous Mentorship Initiative, and the Indigenous Buddy Initiative, the CRA demonstrated its commitment to recruit, develop, and retain Indigenous peoples.
The CRA also pursued its efforts to develop employment equity sensitivity and awareness training sessions and offer them to employees and managers across the country on topics such as duty to accommodate, Indigenous cultures, diversity, and mental health.
For the first time, the CRA was recognized as one of Canada’s Top 100 Employers, and one of the Top Employers for Canadians over 40. It was also chosen as one of the National Capital Region’s Top Employers for the fifth year in a row. This achievement was the result of the hard work and dedication of all employees to make the CRA a great place to work.
Key achievements
Self-identification
As part of its legislated activities under the Employment Equity Act, the CRA uses a workforce profile questionnaire to collect information on the composition of its workforce to determine the internal representation of designated group members. Although completing the questionnaire is optional, the Canadian Human Rights Commission requires a minimum participation rate of 80% so that the public service of Canada reflects Canadian labour market availability.
The questionnaire helps the CRA focus its efforts on recruiting, developing, and maintaining a competent workforce that is representative of the Canadian labour market. Through ongoing targeted and automated communication efforts, the self-identification participation rate from 2017–2018 reached a level of 89.8%.
With its annual self-identification campaign to encourage employee participation, the CRA aims to promote inclusivity and diversity, foster a positive and respectful workplace, and sustain a diverse workforce that is representative of the needs of Canadians. In addition, employees who self-identify and consent to the use of the information can be asked to participate in an advisory committee or provide input on employment equity topics.
Employment systems review
According to the Employment Equity Regulations, when the employment equity groups in any occupational group are underrepresented, the employer must search its employment systems, policies, and practices for anything that may constitute an employment barrier against persons in the employment equity groups.
In 2015, the CRA commissioned an independent third-party employment systems review. The purpose of the review was to determine any areas of concerns and recommend proactive measures to improve the work environment for members of the four designated groups. The review also considered the perspectives of young professionals and of the lesbian, gay, bisexual, transgender, queer/questioning, two-spirit, and others (LGBTQ2) community, among others. The review indicated that the CRA was successful in its efforts to have a diverse and representative workforce through targeted recruitment activities, training and education, and employment equity initiatives.
The CRA continued to implement the employment systems review’s recommendations in the following target areas:
- Employment equity distribution: Strategies to increase the number of visible minorities and persons with disabilities within the executive group have been incorporated into the CRA Employment Equity, Diversity and Inclusion Action Plan 2018–2019 to 2020-2021 as well as the CRA Workforce Plan 2018–2019 to 2020–2021.
- Employment equity awareness: Employment equity events and activities at the national, regional, and local level, such as National Indigenous History Month and International Day of Persons with Disabilities, were recognized and promoted through the CRA intranet and on social media to provide awareness and education to current and to future employees.
- Work environment: Mental health issues in the workplace tend to be multi-faceted and often touch on aspects of workplace relations where accommodation is key for a collaborative, inclusive, and healthy work environment. The Discrimination and Harassment Centre of Expertise reviewed and assessed employee allegations of discrimination and harassment, provided advice and guidance on the topic of discrimination and harassment, and assisted in awareness sessions, as requested, to increase understanding of their role, as well as discrimination and harassment.
- Mental health in the workplace: The CRA Respectful Workplace and Well-Being Strategy was developed to promote the psychological well-being of the CRA’s workforce and to ensure employee health and success remain priorities. This strategy includes a range of educational, awareness, communication and sensitization activities to increase employee understanding of mental health in the workplace. An executive champion was identified to help promote and raise awareness of the well-being strategy. Mental health training offered by the CRA, the Canada School of Public Service and other sources is continually promoted and employees are encouraged to participate.
- Accommodation for persons with disabilities: In addition to the Directive on Early Intervention and Return to Work as well as the review of all human resources policy instruments, the CRA continues to identify ways to make the accommodation policies, processes, and practices more effective and efficient to support employee productivity and morale and to allow persons with disabilities to participate fully on the same level playing field as their colleagues.
Employment equity and diversity-related networks, committees and consultations
The CRA continued to promote and support initiatives for inclusiveness and diversity, notably through the National Employment Equity and Diversity Committee, the human resources community, the Young Professionals Network, the management community, and the unions (the Public Service Alliance of Canada and the Professional Institute of the Public Service of Canada).
The National Employment Equity and Diversity Committee is a forum chaired by an executive champion and composed of regional employment equity and diversity champions, designated group and diversity group representatives, and members of both bargaining agents. The committee consults and collaborates to move the CRA beyond the requirements of the employment equity legislation by assuming a leadership role in providing advice and recommendations on national equity and diversity matters. The LGBTQ2 community is also represented on the Committee, further to the creation of a LGBTQ2 network for employees.
The CRA branches and regions held employment equity forums and meetings to discuss their workforce analysis, develop or modify action plans to address areas of underrepresentation, and share best practices. Regional union representatives also participated in these meetings.
Through the Young Professionals Network, CRA employees share best practices, link their local activities to national initiatives, and support a young and diverse network of professionals across the CRA and on interdepartmental committees. Participants also promote career development by networking, creating partnerships, mentoring, coaching, and learning.
The CRA continued to maintain strong relationships with several employment equity and diversity committees from other federal organizations: Visible Minorities Champions and Chairs Committee, Persons with Disabilities Champions and Chairs Committee, and Champions and Chairs Circle for Indigenous Peoples, and the Council of the Network of Official Languages Champions. Each committee has established priorities, taken stock of progress against employment equity and diversity objectives, and developed strategies and activities to address employment equity challenges in the federal public service.
Diversity and inclusion
For the CRA, diversity and inclusion encourage innovation, create a healthy and respectful workforce, and foster a sense of belonging. The CRA recognizes that diversity and inclusion are essential for building a high-performing and representative workforce. In its pursuit of reducing or eliminating barriers, the CRA continued to reach beyond the legal definitions of employment equity:
- Positive Space Initiative: The national Positive Space Initiative aims to create a safer, more tolerant, and open-minded environment, regardless of sexual orientation or gender identity. By enhancing awareness of LGBTQ2 issues and furthering the inclusion of that community, the CRA is encouraging employees to bring their full selves to work. In 2017–2018, 99 Positive Space trainers were certified to deliver awareness sessions to 1,464 employees and ambassador training to 543 employees nationally. The initiative continues to be supported by a national LGBTQ2 network.
- LGBTQ2 Network: The LGBTQ2 Network has approximately 135 members from all CRA branches and regions. The network provides a forum for LGBTQ2 employees, their allies, and their supporters to connect and promote a healthy and inclusive work environment at the CRA. Activities included developing a newsletter, developing a repository of queer events to provide ideas for other offices and regions, and connecting with other CRA networking groups, such as the Young Professionals Network, the Managers Network, and local and regional employment equity and diversity committees.
- Support for Transgender and Gender Variant Employees: To outline some of the practical considerations relating to supporting transgender and gender-variant employees in the workplace, a guide called “Support for Transgender and Gender-Variant Employees: A Guide for Employees and Managers”is currently in development. The guide will reflect the CRA’s commitment to support and assist all employees and their managers in contributing to a safe and healthy work environment that promotes engagement, openness, and transparency.
In addition to the LGBTQ2 community initiatives, the CRA continued to promote events related to its workforce that represent its unique mix of identities, experiences and perspectives. The CRA appreciates differences in identity, such as age, gender, ethnicity, disability, indigenous status, and other dimensions, that are intrinsic to its employees. A healthy workplace where people feel heard, valued, and respected is of the utmost importance to the organization.
Commemorative events
The CRA is committed to creating a respectful, healthy, and empowering environment that raises awareness around differences, challenges, employment equity groups, diversity, and the LGBTQ2 community. To foster and build a modern and high-performing workforce that supports and respects its employees and managers, the CRA promoted and commemorated the following annual events:
- Black History Month
- International Women’s Week
- Les Rendez-vous de la Francophonie
- International Day for the Elimination of Racial Discrimination
- Day of Pink - International Day against Bullying, Discrimination, Homophobia, Transphobia, and Transmisogyny
- Asian Heritage Month
- International Day against Homophobia, Transphobia and Biphobia
- World Day for Cultural Diversity and Dialogue and Development
- National AccessAbility Week
- National Indigenous History Month
- Pride Month
- National Indigenous Peoples Day
- Women’s History Month
- The 16 Days of Activism Against Gender-Based Violence
- International Day of Persons with Disabilities
- National Day of Remembrance and Action on Violence against Women
Employment equity and diversity champions raised awareness and encouraged employee engagement by promoting events and sharing information via Twitter and email.
Indigenous peoples
In 2017–2018, the CRA continued to enhance its recruitment approach and practices for Indigenous cultures to set the stage for stronger, longer-term relations with Indigenous communities. Posters and a pamphlet highlighting Indigenous languages were used to promote the CRA as an employer of choice.
Indigenous-employee champions bring forth suggestions and provide input on recruitment, retention, and advancement of employees, and on the creation of a workplace that is respectful and welcoming to all Indigenous employees. A working group organizes events annually to celebrate the heritage, contributions, and cultures of First Nations, Inuit and Métis communities.
The 2017–2020 strategy for the recruitment, inclusion, and retention of Indigenous peoples is currently being implemented to strengthen relations with Indigenous peoples and maintain a positive work environment.
The CRA promoted the Indigenous awareness training course to its employees.
Indigenous programs and initiatives
Indigenous programs like the Indigenous Student Employment Program, the Indigenous Mentorship Initiative, and the Indigenous Buddy Initiative form part of the CRA’s ongoing efforts to achieve full representation of Indigenous peoples.
Senior management and hiring managers along with members of the CRA’s Indigenous committees are key in developing strong relationships with various local groups and organizations serving Indigenous communities within each region to promote the CRA’s employment opportunities.
Student hiring
The CRA continues to strengthen its relationship with colleges, universities, and friendship centres. By self‑identifying on the Federal Student Work Employment Program application form on the jobs.gc.ca website, students are automatically considered for the post-secondary Indigenous Student Employment Program at the CRA. Every year through this program, challenging work assignments are provided to Indigenous youth in various areas of the CRA during the school year in preparation for future career opportunities.
The CRA hired 57 new Indigenous students through the program in 2017–2018. The CRA also hired three students through the Treasury Board of Canada Secretariat’s Indigenous Youth Summer Employment Opportunity initiative.
An Indigenous student recruitment handout, including Indigenous words and stories, was developed and the external Indigenous student recruitment webpage was redesigned. They were used to promote the CRA as an employer of choice and as a means of outreach to target students at universities, colleges, and community centres. This generated an increase in referrals.
The CRA also launched an Indigenous Buddy Initiative where new Indigenous students were paired with Indigenous employees to facilitate their onboarding.
Indigenous Mentorship Initiative
The CRA continued to recruit, retain, and promote Indigenous students and employees and promote the CRA Indigenous Mentorship Initiative. This initiative fosters an inclusive work environment for Indigenous employees and helps to establish a sense of community. It is a mutually beneficial program where employees can engage with their mentors and advance their personal development, and where mentors can develop an appreciation for Indigenous points of view and gain an increased cultural awareness. It also benefits students in their onboarding journey at the CRA.
Managers provide advice and support to individuals on personal and career development and Indigenous employees and students have the opportunity to share their perspectives.
Indigenous awareness training
The CRA continued to raise awareness among employees and managers about Indigenous peoples from a historical, cultural and contemporary perspective through its online Indigenous awareness course. A total of 762 employees took the course in 2017–2018.
Persons with disabilities
The CRA is committed to fostering a workplace where persons with disabilities are able to participate fully on the same level playing field as their colleagues. Accommodation and accessibility, as well as sensitivity and awareness training, remain key priorities the CRA focused on to build and maintain the representation of persons with disabilities. The Workplace Accommodation Fund, the Adaptive Technology Program, the awareness of disability management, and the duty to accommodate remain as initiatives that support these priorities.
Workplace Accommodation Fund
To help create a more accessible workplace for persons with disabilities, the Workplace Accommodation Fund covers some of the costs associated with providing work-related non-standard aids to make their work environment equal to the experience of other employees at the CRA. Requests for items must meet established criteria. Some of the tools and services available include training for adaptive technology software, attendant services, captioning services, and specialized computer equipment. In 2017–2018, 8 of the 10 requests made to the Fund were approved. The approximate amount of the fund used was $19,200.
Adaptive Technology Program
The Adaptive Technology Program, which supports employees who have disabilities when using work‑related technology, provides software and hardware that have been designed to help them do their work according to their unique abilities, qualifications, and experience. The CRA provided adaptive technology services to 993 employees. For 2017–2018, the CRA allocated $105,000 to the program.
Disability management
Early Intervention and Return to Work Program coordinators provide advice and guidance to managers and employees through the accommodation process. The coordinators review known limitations and restrictions to help managers determine reasonable workplace accommodation to support an employee in staying at work or returning to work. Labour relations advisors support managers in obtaining information to identify medical limitations and restrictions.
Managers are encouraged to follow a step-by-step process for managing early intervention and return to work situations. They must ensure they adhere to the Early Intervention and Return to Work Program, the Directive on Discrimination and Harassment Free Workplace, and the Procedures on the Duty to Accommodate.
Both the Directive on Discrimination and Harassment Free Workplace and the Procedures on the Duty to Accommodate support a workplace that recognizes and welcomes differences, promotes diversity, and encourages ongoing communication and engagement regarding workplace accommodation. The directive and procedures also promote the consistent resolution of issues associated with inappropriate behaviour and employment barriers, including those that may contravene the Employment Equity Act and the Canadian Human Rights Act. The directive and the procedures were developed in consultation with an external harassment investigation consultant.
Sensitivity awareness training
Information sessions and workshops on accommodation and disability issues have helped to:
- raise awareness and understanding of the strengths and challenges of persons with disabilities;
- address concerns, stereotypes, and misconceptions; and
- create an open, accommodating, and respectful work environment.
In 2016–2017, the CRA’s online course on workplace accommodation was replaced with the Canada School of Public Service’s “Workplace Accommodation for Federal Public Service Employees” course. To date, 324 CRA employees have completed the course. The course raises awareness and understanding among Public Service of Canada managers of the underlying principles of workplace accommodation and the importance and benefits of those principles.
The CRA’s Employee Assistance Program continued to promote a psychologically healthy work environment by offering workshops and information sessions to employees and managers and fostering a culture of acceptance and support for those who face challenges with their mental health.
Visible minorities
For the past several years, the CRA has been effective in maintaining the representation of visible minorities within four of the five occupational groups and in increasing temporary and permanent appointments of post-secondary graduates from visible minorities. To reduce their underrepresentation in the supervisor’s occupational group, the CRA has focused its efforts on helping visible minorities acquire leadership skills and competencies as part of developmental assignments and opportunities.
Career development
The CRA continued to offer developmental assignments to help visible minority employees develop the competencies and gain the experience needed in management positions.
As of March 31, 2018, visible minorities were represented at 17.5% in the Agency Leadership Development Program, an accelerated development program for emerging and rising leaders who have the potential to succeed at higher levels.
Student hiring
The CRA participated in career fairs and recruitment outreach on post- secondary campuses and community centres across the country as part of its post-secondary recruitment strategy. In 2017–2018, the CRA hired 1,382 students, of whom 239 were visible minorities. Of the 447 students bridged into temporary or permanent appointments, 25.1% (112) were from visible minorities.
Diversity sensitivity training
The CRA offered diversity awareness training to managers and employees across the country to promote an inclusive and respectful workplace. In 2017–2018, 2,046 employees and managers took the online course “Diversity: Our Differences, Our Similarities.” This course gives employees strategies to improve service delivery to an increasingly diverse population and to improve communication with their co-workers. The CRA also continued to promote “My Guide,” a national onboarding program for newly hired employees and their supervisors to help orient employees to the CRA and their job, and to provide information about federal legislation such as the Employment Equity Act.
Women
The CRA has maintained a workforce that is well represented by women at all levels. It fosters an environment that is conscious of the hurdles women face in the workplace. The CRA continues to build off this success by:
- supporting the professional managerial and leadership development of women in the workforce through mentoring and coaching, learning activities, and leadership developmental opportunities;
- ensuring a strong replenishment of the workforce through the recruitment and retention of post-secondary women graduates; and
- keeping women’s issues at the forefront through awareness events and the celebration of commemorative dates related to women’s issues.
Career development
In 2017–2018, the internal representation of women at the executive level (49.1%) exceeded the labour market availability (37.7%). The CRA remains poised to maintain a strong representation of women in all ranks of the CRA, as shown by the participation rate of women in the Agency Leadership Development Program, which stood at 63.9% on March 31, 2018. In addition, to improve representation of women in the professional occupational group, various development opportunities were provided in the CRA’s tax centres to women pursuing professional accounting designations.
Opportunities from mentoring and coaching programs continue to be offered nationally to women who have showed an interest in becoming managers, including through the YPN, development learning circles, and employee orientation sessions. As a result of these initiatives, the CRA currently exceeds the labour market availability for women in all major employment equity occupational groups, with the exception of the Administrative and Senior Clerical group where the internal representation is below the labour market availability rate by 1.0% (63.7% versus 64.7%).
Awareness activities
The CRA continues to conduct engagement activities at the national and local levels for the promotion of women’s issues. Local level activities, such as lunch and learns, viewings of women issues documentaries, and charity drives, are often conducted on commemorative dates such as Women’s History Month and the National Day of Remembrance and Action on Violence Against Women, which are celebrated at the national level across the CRA.
Student hiring
In 2017–2018, of the 1,382 students that the CRA hired, 677 were women. Among the 447 students bridged into temporary or permanent appointments, 49.7% (222) of them were women.
Employment equity at the CRA by the numbers
Representation of designated group members at the CRA
| Total Number | Number of Indigenous Peoples | % of Indigenous Peoples | Number of Persons with Disabilities | %of Persons with Disabilities | Number of Visible Minorities | % of Visible Minorities | Number of Women | % of Women | |
|---|---|---|---|---|---|---|---|---|---|
| Internal Representation* | 42,102 | 1,343 | 3.2% | 2,916 | 6.9% | 10,618 | 25.2% | 25,326 | 60.2% |
| Labour Market Availability (LMA)** | 3.0% | 4.6% | 19.5% | 59.0% |
Source: Data from Corporate Administrative Systems, as of March 31, 2018
* Representation at the CRA includes permanent employees and term employees of three months or more. It does not include the executive group (EX, EC, and DM).
** The labour market availability (LMA) for Indigenous peoples, visible minorities, and women is from the 2011 National Household Survey. The LMA for persons with disabilities is from the 2012 Canadian Survey on Disability. In both cases, they represent the most recent official LMA numbers.
Representation of hiring, promotion, and separation of designated group members at the CRA
| Number of Total CRA* | Number of Indigenous Peoples | % of Indigenous Peoples | Number of Persons with Disabilities | % of Persons with Disabilities | Number of Visible Minorities | % of Visible Minorities | Number of Women | % of Women | |
|---|---|---|---|---|---|---|---|---|---|
| Hiring | 3,163 | 59 | 1.9% | 77 | 2.4% | 480 | 15.2% | 1,827 | 57.8% |
| Separation | 5,364 | 140 | 2.6% | 371 | 6.9% | 1,261 | 23.5% | 3,362 | 62.7% |
| Promotion | 2,852 | 110 | 3.9% | 174 | 6.1% | 713 | 25.0% | 1,809 | 63.4% |
Source: Data from Corporate Administrative Systems, as of March 31, 2018.
* Representation at the CRA includes permanent employees and term employees of three months or more. It includes the executive group (EX, EC, and DM).
Representation of designated group members at the CRA by Region
| Region | Number of Total Employees* | Number of Indigenous Peoples | % of Indigenous Peoples | Number of Persons with Disabilities | % of Persons with Disabilities | Number of Visible Minorities | % of Visible Minorities | Number of Women | % of Women |
|---|---|---|---|---|---|---|---|---|---|
| Atlantic | 4,000 | 124 | 3.1% | 324 | 8.1% | 158 | 4.0% | 2,748 | 68.7% |
| Quebec | 5,069 | 81 | 1.6% | 305 | 6.0% | 778 | 15.3% | 3,148 | 62.1% |
| Headquarters | 11,077 | 276 | 2.5% | 708 | 6.4% | 2,434 | 22.0% | 5,994 | 54.1% |
| Ontario | 11,474 | 347 | 3.0% | 879 | 7.7% | 3,528 | 30.7% | 7,022 | 61.2% |
| Prairie | 5,985 | 363 | 6.1% | 430 | 7.2% | 1,654 | 27.6% | 3,749 | 62.6% |
| Pacific | 4,497 | 152 | 3.4% | 270 | 6.0% | 2,066 | 45.9% | 2,665 | 59.3% |
| Total | 42,102 | 1,343 | 3.2% | 2,916 | 6.9% | 10,618 | 25.2% | 25,326 | 60.2% |
Source: Data from Corporate Administrative Systems, as of March 31, 2018.
* Representation at the CRA includes permanent employees and term employees of three months or more. It does not include the executive group (EX, EC, and DM).
Representation of designated group members at the CRA by employment equity occupational group (EEOG)
| Employment Equity Occupational Group (EEOG) | Number of Total Employees* | % of Total Employees* | Number of Internal Representation | % of Internal Representation | % of LMA** |
|---|---|---|---|---|---|
| Executives | 434 | 100.0% | SUP*** |
SUP*** |
2.3% |
| EEOG 02 - Middle and Other Managers | 2,706 | 6.4% | 66 | 2.4% | 2.2% |
| EEOG 03 - Professionals | 12,689 | 30.1% | 209 | 1.6% | 2.1% |
| EEOG 04 - Semi-Professionals and Technicians | 40 | 0.1% | SUP*** | SUP*** | 1.5% |
| EEOG 05 - Supervisors | 1,312 | 3.1% | 72 | 5.5% | 3.7% |
| EEOG 07 - Administrative and Senior Clerical | 18,752 | 44.5% | 705 | 3.8% | 3.2% |
| EEOG 10 - Clerical Personnel | 6,588 | 15.6% | 290 | 4.4% | 3.9% |
| EEOG 12 - Semi-Skilled Manual Workers | 7 | 0.0% | SUP*** | SUP*** | 3.0% |
| EEOG 13 - Other Sales and Service Personnel | 8 | 0.0% | SUP*** | SUP*** | 2.0% |
| CRA Total | 42,102 | 100.0% | 1,343 | 3.2% | 3.0% |
| Employment Equity Occupational Group (EEOG) | Number of Total Employees* | % of Total Employees* | Number of Internal Representation | % of Internal Representation | % of LMA** |
|---|---|---|---|---|---|
| Executives | 434 |
100% |
20 |
4.6% |
4.3% |
| EEOG 02 - Middle and Other Managers | 2,706 | 6.4% | 150 | 5.5% | 4.3% |
| EEOG 03 - Professionals | 12,689 | 30.1% | 708 | 5.6% | 3.8% |
| EEOG 04 - Semi-Professionals and Technicians | 40 | 0.1% | SUP*** | SUP*** | 4.6% |
| EEOG 05 - Supervisors | 1,312 | 3.1% | 166 | 12.7% | 13.9% |
| EEOG 07 - Administrative and Senior Clerical | 18,752 | 44.5% | 1,421 | 7.6% | 3.4% |
| EEOG 10 - Clerical Personnel | 6,588 | 15.6% | 465 | 7.1% | 7.0% |
| EEOG 12 - Semi-Skilled Manual Workers | 7 | 0.0% | SUP*** | SUP*** | 4.8% |
| EEOG 13 - Other Sales and Service Personnel | 8 | 0.0% | SUP*** | SUP*** | 6.3% |
| CRA Total | 42,102 | 100.0% | 2,916 | 6.9% | 4.6% |
| Employment Equity Occupational Group (EEOG) | Number of Total Employees* | % of Total Employees* | Number of Internal Representation | % of Internal Representation | % of LMA** |
|---|---|---|---|---|---|
| Executives | 434 | 100% | 55 | 12.7% | 14.5% |
| EEOG 02 - Middle and Other Managers | 2,706 | 6.4% | 506 | 18.7% | 15.0% |
| EEOG 03 - Professionals | 12,689 | 30.1% | 4,192 | 33.0% | 26.1% |
| EEOG 04 - Semi-Professionals and Technicians | 40 | 0.1% | SUP*** | SUP*** | 28.2% |
| EEOG 05 - Supervisors | 1,312 | 3.1% | 215 | 16.4% | 17.7% |
| EEOG 07 - Administrative and Senior Clerical | 18,752 | 44.5% | 4,618 | 24.6% | 18.2% |
| EEOG 10 - Clerical Personnel | 6,588 | 15.6% | 1,085 | 16.5% | 14.0% |
| EEOG 12 - Semi-Skilled Manual Workers | 7 | 0.0% | SUP*** | SUP*** | 9.2% |
| EEOG 13 - Other Sales and Service Personnel | 8 | 0.0% | SUP*** | SUP*** | 9.2% |
| CRA Total | 42,102 | 100.0% | 10,618 | 25.2% | 19.5% |
| Employment Equity Occupational Group (EEOG) | Number of Total Employees* | % of Total Employees* | Number of Internal Representation | % of Internal Representation | % of LMA** |
|---|---|---|---|---|---|
| Executives | 434 | 100% | 213 | 49.1% | 37.7% |
| EEOG 02 - Middle and Other Managers | 2,706 | 6.4% | 1,331 | 49.2% | 38.9% |
| EEOG 03 - Professionals | 12,689 | 30.1% | 6,423 | 50.6% | 50.5% |
| EEOG 04 - Semi-Professionals and Technicians | 40 | 0.1% | 29 | 72.5% | 37.4% |
| EEOG 05 - Supervisors | 1,312 | 3.1% | 851 | 64.9% | 55.4% |
| EEOG 07 - Administrative and Senior Clerical | 18,752 | 44.5% | 11,941 | 63.7% | 64.7% |
| EEOG 10 - Clerical Personnel | 6,588 | 15.6% | 4,750 | 72.1% | 68.0% |
| EEOG 12 - Semi-Skilled Manual Workers | 7 | 0.0% | SUP*** | SUP*** | 14.2% |
| EEOG 13 - Other Sales and Service Personnel | 8 | 0.0% | SUP*** | SUP*** | 61.6% |
| CRA Total | 42,102 | 100.0% | 25,326 | 60.2% | 59.0% |
Source: Data from Corporate Administrative Systems, as of March 31, 2018.
* Does not include the executive group (EX, EC, and DM).
** The Labour Market Availability (LMA) for Indigenous peoples, visible minorities, and women is from the 2011 National Household Survey. The LMA for persons with disabilities is from the 2012 Canadian Survey on Disability.
*** To respect the confidentiality of information and to follow best practices by Statistics Canada, ESDC, and CHRC, and as established from the creation of the CRA, the employment equity numbers between one and nine inclusively are suppressed (SUP).
Distribution of designated group members at the CRA by salary range
| Salary Band $ | Number of Internal Population* | CUM % of Internal Population* | Number | % | CUM % |
|---|---|---|---|---|---|
| 35,000 – 39,999 | 324 | 0.8% | 19 | 5.9% | 1.4% |
| 40,000 – 44,999 | 948 | 3.0% | 31 | 3.3% | 3.7% |
| 45,000 – 49,999 | 2,656 | 9.2% | 129 | 4.9% | 13.2% |
| 50,000 – 54,999 | 5,815 | 22.9% | 165 | 2.8% | 25.4% |
| 55,000 – 59,999 | 9,064 | 44.2% | 351 | 3.9% | 51.4% |
| 60,000 – 64,999 | 5,311 | 56.7% | 233 | 4.4% | 68.6% |
| 65,000 – 69,999 | 2,661 | 63.0% | 80 | 3.0% | 74.6% |
| 70,000 – 74,999 | 2,709 | 69.3% | 72 | 2.7% | 79.9% |
| 75,000 – 79,999 | 1,317 | 72.4% | 42 | 3.2% | 83.0% |
| 80,000 – 84,999 | 2,863 | 79.2% | 69 | 2.4% | 88.1% |
| 85,000 – 89,999 | 1,903 | 83.6% | 48 | 2.5% | 91.6% |
| 90,000 – 94,999 | 1,880 | 88.0% | 28 | 1.5% | 93.7% |
| 95,000 – 99,999 | 1,012 | 90.4% | 16 | 1.6% | 94.9% |
| 100,000 – 104,999 | 1,568 | 94.1% | 16 | 1.0% | 96.1% |
| 105,000 – 109,999 | 940 | 96.3% | 26 | 2.8% | 98.0% |
| 110,000 – 114,999 | 407 | 97.3% | SUP** | SUP** | 98.4% |
| 115,000 – 119,999 | 620 | 98.7% | 13 | 2.1% | 99.3% |
| 120,000 and over | 538 | 100.0% | SUP** | SUP** | 100.0% |
| Total | 42,536 | 1,352 | 3.2% |
| Salary Band $ | Number of Internal Population* | CUM % of Internal Population* | Number | % | CUM % |
|---|---|---|---|---|---|
| 35,000 – 39,999 | 324 | 0.8% | 13 | 4.0% | 0.4% |
| 40,000 – 44,999 | 948 | 3.0% | 58 | 6.1% | 2.4% |
| 45,000 – 49,999 | 2,656 | 9.2% | 187 | 7.0% | 8.8% |
| 50,000 – 54,999 | 5,815 | 22.9% | 311 | 5.3% | 19.4% |
| 55,000 – 59,999 | 9,064 | 44.2% | 676 | 7.5% | 42.4% |
| 60,000 – 64,999 | 5,311 | 56.7% | 477 | 9.0% | 58.7% |
| 65,000 – 69,999 | 2,661 | 63.0% | 187 | 7.0% | 65.0% |
| 70,000 – 74,999 | 2,709 | 69.3% | 208 | 7.7% | 72.1% |
| 75,000 – 79,999 | 1,317 | 72.4% | 74 | 5.6% | 74.6% |
| 80,000 – 84,999 | 2,863 | 79.2% | 223 | 7.8% | 82.2% |
| 85,000 – 89,999 | 1,903 | 83.6% | 141 | 7.4% | 87.0% |
| 90,000 – 94,999 | 1,880 | 88.0% | 103 | 5.5% | 90.5% |
| 95,000 – 99,999 | 1,012 | 90.4% | 60 | 5.9% | 92.6% |
| 100,000 – 104,999 | 1,568 | 94.1% | 83 | 5.3% | 95.4% |
| 105,000 – 109,999 | 940 | 96.3% | 64 | 6.8% | 97.6% |
| 110,000 – 114,999 | 407 | 97.3% | 13 | 3.2% | 98.0% |
| 115,000 – 119,999 | 620 | 98.7% | 38 | 6.1% | 99.3% |
| 120,000 and over | 538 | 100.0% | 20 | 3.7% | 100.0% |
| Total | 42,536 | 2,936 | 6.9% |
| Salary Band $ | Number of Internal Population* | CUM % of Internal Population* | Number | % | CUM % |
|---|---|---|---|---|---|
| 35,000 – 39,999 | 324 | 0.8% | 29 | 9.0% | 0.3% |
| 40,000 – 44,999 | 948 | 3.0% | 116 | 12.2% | 1.4% |
| 45,000 – 49,999 | 2,656 | 9.2% | 416 | 15.7% | 5.3% |
| 50,000 – 54,999 | 5,815 | 22.9% | 1,243 | 21.4% | 16.9% |
| 55,000 – 59,999 | 9,064 | 44.2% | 2,474 | 27.3% | 40.1% |
| 60,000 – 64,999 | 5,311 | 56.7% | 1,388 | 26.1% | 53.1% |
| 65,000 – 69,999 | 2,661 | 63.0% | 757 | 28.4% | 60.2% |
| 70,000 – 74,999 | 2,709 | 69.3% | 744 | 27.5% | 67.2% |
| 75,000 – 79,999 | 1,317 | 72.4% | 421 | 32.0% | 71.1% |
| 80,000 – 84,999 | 2,863 | 79.2% | 864 | 30.2% | 79.2% |
| 85,000 – 89,999 | 1,903 | 83.6% | 412 | 21.7% | 83.1% |
| 90,000 – 94,999 | 1,880 | 88.0% | 652 | 34.7% | 89.2% |
| 95,000 – 99,999 | 1,012 | 90.4% | 224 | 22.1% | 91.3% |
| 100,000 – 104,999 | 1,568 | 94.1% | 520 | 33.2% | 96.1% |
| 105,000 – 109,999 | 940 | 96.3% | 170 | 18.1% | 97.7% |
| 110,000 – 114,999 | 407 | 97.3% | 70 | 17.2% | 98.4% |
| 115,000 – 119,999 | 620 | 98.7% | 94 | 15.2% | 99.3% |
| 120,000 and over | 538 | 100.0% | 79 | 14.7% | 100.0% |
| Total | 42,536 | 10,673 | 25.1% |
| Salary Band $ | Number of Internal Population* | CUM % of Internal Population* | Number | % | CUM % |
|---|---|---|---|---|---|
| 35,000 – 39,999 | 324 | 0.8% | 233 | 71.9% | 0.9% |
| 40,000 – 44,999 | 948 | 3.0% | 686 | 72.4% | 3.6% |
| 45,000 – 49,999 | 2,656 | 9.2% | 1,759 | 66.2% | 10.5% |
| 50,000 – 54,999 | 5,815 | 22.9% | 3,854 | 66.3% | 25.6% |
| 55,000 – 59,999 | 9,064 | 44.2% | 5,890 | 65.0% | 48.6% |
| 60,000 – 64,999 | 5,311 | 56.7% | 3,361 | 63.3% | 61.8% |
| 65,000 – 69,999 | 2,661 | 63.0% | 1,438 | 54.0% | 67.4% |
| 70,000 – 74,999 | 2,709 | 69.3% | 1,626 | 60.0% | 73.8% |
| 75,000 – 79,999 | 1,317 | 72.4% | 773 | 58.7% | 76.8% |
| 80,000 – 84,999 | 2,863 | 79.2% | 1,415 | 49.4% | 82.4% |
| 85,000 – 89,999 | 1,903 | 83.6% | 1,183 | 62.2% | 87.0% |
| 90,000 – 94,999 | 1,880 | 88.0% | 955 | 50.8% | 90.7% |
| 95,000 – 99,999 | 1,012 | 90.4% | 432 | 42.7% | 92.4% |
| 100,000 – 104,999 | 1,568 | 94.1% | 762 | 48.6% | 95.4% |
| 105,000 – 109,999 | 940 | 96.3% | 449 | 47.8% | 97.2% |
| 110,000 – 114,999 | 407 | 97.3% | 168 | 41.3% | 97.8% |
| 115,000 – 119,999 | 620 | 98.7% | 309 | 49.8% | 99.0% |
| 120,000 and over | 538 | 100.0% | 246 | 45.7% | 100.0% |
| Total | 42,536 | 25,539 | 60.0% |
Source: Data from Corporate Administrative Systems, as of March 31, 2018
Notes:
The % column represents the designated group’s share of each salary band. For example, in the % column under Women, 66.3% represents the percentage of women in the $50,000 – $54,999 salary range.
The total % column represents the cumulative total percentage of the designated group’s share up to and including the identified salary band. For example, in the CUM % column under Women, 25.6% of all women earned less than $55,000, as of March 31, 2018.
* Includes the executive group (EX, EC, and DM).
** To respect the confidentiality of information and to follow best practices by Statistics Canada, ESDC, CHRC, and as established from the creation of the CRA, the employment equity numbers between one and nine inclusively are suppressed (SUP).
Distribution of designated group members at the CRA by age groups
| Age Group | Total of All Employees | Number of Indigenous Peoples | % of Indigenous Peoples | Number of Persons with Disabilities | % of Persons with Disabilities | Number of Visible Minorities | % of Visible Minorities | Number of Women | % of Women |
|---|---|---|---|---|---|---|---|---|---|
| 16-19 | 34 | SUP** | SUP** | SUP** | SUP** | SUP** | SUP** | 20 | 58.8% |
| 20-24 | 1,125 | 26 | 2.3% | 25 | 2.2% | 262 | 23.3% | 625 | 55.6% |
| 25-29 | 3,154 | 78 | 2.5% | 89 | 2.8% | 914 | 29.0% | 1,664 | 52.8% |
| 30-34 | 4,278 | 140 | 3.3% | 152 | 3.6% | 1,315 | 30.7% | 2,442 | 57.1% |
| 35-39 | 5,279 | 195 | 3.7% | 273 | 5.2% | 1,525 | 28.9% | 3,170 | 60.0% |
| 40-44 | 5,652 | 169 | 3.0% | 360 | 6.4% | 1,679 | 29.7% | 3,482 | 61.6% |
| 45-49 | 6,210 | 220 | 3.5% | 427 | 6.9% | 1,635 | 26.3% | 3,869 | 62.3% |
| 50-54 | 7,033 | 210 | 3.0% | 589 | 8.4% | 1,385 | 19.7% | 4,453 | 63.3% |
| 55-59 | 6,113 | 214 | 3.5% | 600 | 9.8% | 1,062 | 17.4% | 3,730 | 61.0% |
| 60-64 | 2,658 | 75 | 2.8% | 312 | 11.7% | 563 | 21.2% | 1,573 | 59.2% |
| 65-69 | 803 | 21 | 2.6% | 92 | 11.5% | 258 | 32.1% | 420 | 52.3% |
| 70+ | 197 | SUP** | SUP** | 16 | 8.1% | 73 | 37.1% | 91 | 46.2% |
| Total of CRA* | 42,536 | 1,352 | 3.2% | 2,936 | 6.9% | 10,673 | 25.1% | 25,539 | 60.0% |
| All Employees | Indigenous Peoples | Persons with Disabilities | Visible Minorities | Women | |
|---|---|---|---|---|---|
| Average Age | 45.6 | 45.8 | 49.8 | 44.2 | 45.9 |
Source: Data from Corporate Administrative Systems, as of March 31, 2018.
* Includes the executive group (EX, EC, and DM).
** To respect the confidentiality of information and to follow best practices by Statistics Canada, ESDC, CHRC, and as established from the creation of the CRA, the employment equity numbers between one and nine inclusively are suppressed (SUP)
Appendix A – Technical notes
Period under review
This report covers the fiscal year April 1, 2017, to March 31, 2018.
Workforce covered by the report and the source of data
This report used the 2011 federal census data and is based on the objectives and key activities mentioned in the CRA Employment Equity and Diversity Action Plan 2015–2016 to 2017–2018.
This report contains information on permanent employees and term employees of three months or more. It takes into account active and temporarily inactive employees, such as employees on maternity leave and people on leave for the care and nurturing of preschool children.
This report does not include data on students or term employees of less than three months.
The data in this report comes from the CRA’s Corporate Administrative Systems (CAS).
The data related to the executive group is provided by the CRA Executive Programs and Leadership Development Directorate, and the data includes EX-01 to EX-05, EC-01, and DM.
The self-identification information (obtained through voluntary disclosure) of employees who are Indigenous peoples, persons with disabilities, and visible minorities is kept confidential and secure. Only authorized employees in the Human Resources Branch and CRA employees responsible for maintaining and supporting CAS employment equity data have access to the data. The data on women comes from employee files.
This report presents the statistical profile of the members of the four designated groups at the end of the fiscal year and compares their internal representation rates with their labour market availability (LMA) rates. Employment and Social Development Canada provided the LMA rates for members of the four designated groups. The LMA rates of Indigenous peoples, visible minorities, and women comes from the 2011 National Household Survey from the Census of Canada. The LMA rate of persons with disabilities derives from the 2012 Canadian Survey on Disability.
Weighting method
The CRA workforce analysis uses the national occupational classification system, developed by Employment and Social Development Canada in cooperation with Statistics Canada. This system classifies occupations using two criteria: type of skills (type of occupation or field of work) and level of skills (time and length of training). The CRA workforce analysis measures the internal representation of members of the designated groups and compares it with their LMA.
Appendix B – Definitions
Employment equity occupational group
The unit group of occupations from the National Occupational Classification, used by Statistics Canada, and regrouped into 14 employment equity occupational groups to reflect the occupational structure within an organization under Schedule V of the Finance Administration Act.
Hiring
An employee (permanent employee or term employee of three months or more) hired at the CRA during the fiscal year this report covers. The figures reflect the number of employees hired and may include more than one staffing action.
Indigenous peoples
Indigenous peoples and Aboriginal peoples are one and the same. As stated in the Employment Equity Act, “Aboriginal peoples means persons who are Indians, Inuit or Métis.”
Permanent employee
An employee appointed to the CRA for an unspecified time.
Promotion
A permanent appointment to a new position where the maximum rate of pay is greater than that of the employee’s substantive position by one of the following:
- an amount equal to the lowest increase in the new position; or
- an amount equal to a maximum rate of 4% of the new position.
Separation
A permanent employee or term employee of three months or more who leaves the CRA during the fiscal year covered by this report. The figures reflect the number of employees who leave the CRA and may include more than one staffing action for term employees. The number of separations includes people who retired or resigned and those whose term employment ended. People on leave without pay are not included in the separation data because their leave is temporary.
Workforce availability
The CRA workforce availability includes the distribution of persons in the designated groups as a percentage of the entire Canadian workforce. This includes data for Canadian citizens and landed immigrants, which is reflected in the organization’s staffing directives. Workforce availability for employees is based on the figures for the total Canadian workforce (in accordance with the Census of Canada definition) who held employment in the Canadian labour market corresponding to the occupations at the CRA.
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