Employment Equity, Diversity and Inclusion at the Canada Revenue Agency

Annual Report 2020-2021

Message from the Commissioner and the Deputy Commissioner

I am pleased to present to the Parliament of Canada the Employment Equity, Diversity and Inclusion at the Canada Revenue Agency Annual Report, 2020–2021.

Through this report, the Canada Revenue Agency (CRA) reiterates its commitment to identify and break down internal and external barriers that prevent full participation, equal opportunity, and fair employment for the designated employment equity groups: Indigenous peoples, persons with disabilities, visible minorities and women.

The ongoing COVID-19 pandemic has had a profound impact on the health, life, work and well- being of millions of Canadians and people around the world. This devastating health and economic crisis has brought to light heightened stigmatization of certain communities, systemic racism, intolerance towards cultural and ethnic differences, as well as persistent inequities in our society and our institutions. Senseless acts of violence against racialized and marginalized communities have also brought to light the unwavering determination of people to stand up against intolerance in all its forms.

In Canada and all over the world, millions of people took to the streets this past year, in protest of social injustice, demanding greater equity, diversity, inclusion, and respect for basic fundamental rights to live and work without fear of oppression, discrimination or harassment. This social context has underscored the need for the Public Service of Canada, including us at the CRA, to examine our current state of affairs, build on progress made and tackle discriminatory systemic practices and policies, including unconscious bias.

During the year, we consulted widely with our stakeholders, management, employees and their representatives to identify existing and potential systemic barriers in our organization. We took swift and decisive action to enhance understanding and support employment equity, diversity, inclusion and anti-racism through awareness and education. We also examined our management, recruitment and staffing practices and created measures to increase representation of visible minority groups and Indigenous peoples in the Executive Group. One of our first actions taken was a targeted staffing process to build a richer and more diverse executive talent base.

As noted in this report, the results of our consultations and our renewed efforts toward a more inclusive workforce that is representative of employment equity groups as per their Canadian labour market availability, are highlighted in our Employment Equity, Diversity and Inclusion Action Plan for 2021 to 2025.

In the coming year, the CRA will conduct a thorough employment systems review, through a third party, in support of our commitment to the call to action of January 2021 from the Clerk of the Privy Council and Secretary to the Cabinet. This review will guide us in combatting discrimination and racism, identifying and removing systemic barriers in our formal and informal policies, practices, and systems.

We are making progress, but we have a long way to go as a society and as an organization. Nevertheless, I have great hope in the future of our workforce when I see the incredible dedication, collaboration and efforts that employees and managers at the CRA demonstrate to create a more diverse, respectful and inclusive workplace. I would also like to acknowledge the long-standing work of employment equity and diversity networks at the CRA, specifically the Indigenous Employee Network, and the Persons with Disabilities Network, the Women's Collaborative Network, the Visible Minorities Network, and the LGBTQ2+ Network, among others.

I invite you to read this year's report about the initiatives, activities and measures we put in place at the CRA to align our words and intentions with tangible actions toward a more diverse and equitable workforce and inclusive workplace, where everyone has a sense of belonging and can contribute fully.

Bob Hamilton
Commissioner
Canada Revenue Agency 

Introduction

The Employment Equity, Diversity and Inclusion at the Canada Revenue Agency Annual Report 2019 to 2020 provides an annual update on the CRA’s progress in implementing the requirements of the EE Act and creating a diverse and inclusive workplace.

The Employment Equity, Diversity and Inclusion 2020–2021annual report provides an update of the Canada Revenue Agency's (CRA) progress toward reaching its goals and objectives in support of the legislative requirements of the Employment Equity Act (EE Act). The report also highlights the CRA's achievements in its commitments to:

• promote and foster equity, diversity and inclusion
• create a respectful, culturally competent workplace
• foster health, safety and well-being
• eliminate systemic barriers and make reasonable accommodations
• ensure zero-tolerance of discrimination, harassment and racism

The employment equity data tables in Appendix A illustrate the CRA's progress during the 2020–2021 fiscal year toward achieving and maintaining a representative workforce that reflects Canada's labour market availability (LMA) for the four designated groups of the EE Act: Indigenous peoples^{Footnote 1}, persons with disabilities, visible minorities and women.

This report presents results and analysis for the final reporting year of the CRA Employment Equity, Diversity and Inclusion Action Plan for 2018–2019 to 2020–2021.

Executive summary

On March 11, 2020, the World Health Organization characterized COVID-19 as a pandemic. Throughout this period of instability, the CRA has continued to display its People First philosophy by rapidly finding innovative solutions to adjust its services to meet client needs. As well, these solutions supported the Government of Canada in implementing its economic recovery plan.

The CRA also applied this change management approach to support the health and well-being of its workforce, who were working either virtually or in person in a very different work environment. Amidst this challenging backdrop, the CRA stayed committed to achieving a representative workforce, breaking down barriers to equal employment for all equity-deserving group members^{Foonote 2} and building a diverse and inclusive workplace. In spring 2020, while Canadians mobilized to respond to a heightened awareness of the lingering presence of systemic racism in Canada, the CRA extensively consulted with its National Employment Equity and Diversity Committee (NEEDC), employee networks, union representatives and employees.

These consultations shaped the CRA's Employment Equity (EE), Diversity and Inclusion Action Plan 2021 to 2025. The plan is an evergreen document and will be updated regularly to align with the changing social and demographic landscape. It contains activities to address existing areas of underrepresentation and increase diversity, develop inclusion and address racism.

As of March 31, 2021, the CRA's internal representation of:

• Indigenous peoples remained stable but underrepresented compared to the LMA
• Persons with disabilities increased from 7% to 9.7% over a one-year period, almost attaining the LMA rate of 9.8%
• Visible minorities continued to surpass the LMA
• Women were slightly underrepresented by 0.3% compared to the LMA

This report confirms the national level of representation for non-executive groups of the five major employment equity occupational groups (EEOGs) by designated group, tables found in Section 4 of the report:

• Indigenous peoples are fully represented in two EEOGs: professionals and supervisors. Over a one-year period, gaps have decreased for the middle and other managers, and the clerical personnel group; however; gaps increased slightly for the administrative and senior clerical group.
• Persons with disabilities are fully represented in three EEOGs: middle and other managers, administrative and senior clerical, and clerical personnel. The professionals and supervisors groups remain underrepresented; however, both gaps have decreased over a one-year period.
• Visible minorities are fully represented in four EEOGs. Although progress has been made, the supervisors group remains underrepresented.
• Women are fully represented in four EEOGs, but they remain underrepresented in the administrative and senior clerical group.

In the executive group, persons with disabilities and women remain fully represented and above the LMA. The representation of the Indigenous peoples and visible minorities groups are still below the LMA.

The CRA's national participation rate for self-identification increased to 90.2%, a significant increase of 5.6% over a one-year period. This participation rate exceeds the Canadian Human Rights Commission's 80% requirement. As well, it provides the CRA with data to help it develop strategies and initiatives to address underrepresentation in its workforce.

The CRA's total workforce increased by 4.7%, from 44,732 employees to 46,840, compared to the previous year. The CRA hired 4,088 first-time external employees. This number includes 672 students who were bridged into the workforce.

The CRA has always been at the forefront of employment equity. The important social drivers during the past year and the Clerk of the Privy Council's Call to Action have allowed the Agency to take stock of its strengths and opportunities for improvement as relates to better representation and inclusion of equity-deserving groups. For example, in the coming year, the CRA will conduct an Employment Systems Review. This review will look at the CRA's formal and informal policies, practices, and programs and identify existing or potential barriers that may prevent employees from contributing to their full potential.

The insights gained through this annual report offer invaluable direction to support the CRA in achieving its commitment to providing a workplace that is respectful, free of discrimination and harassment, and which values diversity, inclusion and equal opportunity.

Section 1: CRA results and analysis

Employment equity representation at the CRA

Representation of Indigenous peoples

Representation of persons with disabilities

Representation of visible minorities

Representation of women

Section 2 EE activities and achievements in 2019 to 2020

Voluntary self-identification

CRA's self-identification rates are as follows:

• 2019 - 85.20%
• 2020 - 84.60%
• 2021- 90.20%

Workforce profile questionnaire

The CRA uses a workforce profile questionnaire to collect information on the composition of its workforce to determine how the four designated groups are represented internally. This questionnaire supports the CRA's legislated responsibilities under the EE Act.

Each year, the CRA conducts a campaign to encourage all employees to self-identify by completing the questionnaire. During the 2021 "Count me in" campaign, the CRA focused on increasing awareness of both visible and invisible disabilities. In addition, the campaign highlighted the opportunity self-identification offers for employees to have a voice in shaping future policies and practices. The self-identification participation increased by 5.6% over the previous year and can be attributed to increased awareness and engagement.

Communication, consultation and engagement

The CRA takes active measures to communicate, consult and engage with various stakeholders, including management, employees and employee representatives, on initiatives relating to employment equity, diversity and inclusion. One valuable stakeholder is the National Employment Equity and Diversity Committee (NEEDC). Chaired by a champion at the assistant commissioner level, this committee is made up of branch and regional executive champions, national leads for Indigenous peoples, persons with disabilities, visible minorities, women and LGBTQ2+ group networks as well as representatives from both unions.

With the heightened awareness of systemic racism, particularly anti-black racism, resulting from external events that occurred in 2020, the CRA consulted broadly throughout the year with the NEEDC, employee networks, union representatives and employees.

For example, in October 2020, the CRA launched an online engagement tool to obtain feedback from employees about diversity, inclusion and racism in the workplace. Subsequently, focus group sessions were held with equity-deserving group members and complemented the feedback received.

The NEEDC played a key leadership role by sharing valuable feedback from their branches and regions throughout the consultative process. This contributed to the CRA developing several new initiatives to advance diversity and inclusion, address systemic issues of racism and eliminate barriers in the workplace. Many of these initiatives were completed in 2020–2021, including:

• the CRA's Diversity and Inclusion Framework, and the Taking Action Together: Diversity, Inclusion and Anti-Racism at the CRA – "What We Heard" report;
• a targeted executive-level process to address underrepresentation within the visible minorities and Indigenous peoples designated groups;
• mandatory training on unconscious bias, diversity and inclusion and intercultural effectiveness and awareness for all executive and management staffing board members;
• specific performance measures linked to diversity and inclusion in manager and executive-level performance agreements.

Additionally, on January 21, 2021, Bill C-65 and the Work Place Harassment and Violence Prevention Regulations came into effect. The CRA communicated to all employees the importance of this new legislation and its goal of supporting the prevention of workplace harassment and violence. As a result, all employees have participated or will participate in new mandatory harassment training.

Recruitment and outreach

In response to the pandemic, the CRA adapted many of its resourcing and staffing strategies to reach and attract qualified candidates who represent the Canadian labour market. To overcome the lack of traditional in-person staffing processes because of the pandemic, the CRA started the "Virtual Hiring Project." This initiative successfully overcame the logistical challenges related to the pandemic by using virtual and remote alternatives to meet staffing needs.

Throughout the year, student outreach continued, reaching audiences across Canada through virtual events. Even though the overall number of students hired during this period decreased due to the pandemic, the number of students bridged into the CRA's workforce increased by 43% to 672 students. Among the students bridged in, employment equity group representation increased from the previous year in all but the Indigenous peoples group.

Due to the COVID-19 pandemic, the Student Ambassador program was put on hold for the 2020–2021 academic year. CRA brand ambassadors were tasked with completing the duties previously handled by student ambassadors. These duties included increasing the CRA's visibility on campuses and positioning the CRA as an attractive employment option for students, graduates and mid-career professionals. Additionally, the CRA recruited Indigenous brand ambassadors to attend Indigenous recruitment events and complete the duties that would traditionally be performed by Indigenous student ambassadors for the 2020–2021 academic year. The CRA had 12 Indigenous brand ambassadors, including six in the Western Region, two in the Ontario Region, two in the Quebec Region, and two in Headquarters.

As part of the CRA's commitment to contributing to the government-wide goal of hiring 5,000 persons with disabilities by 2025, the CRA encouraged managers to recruit students with disabilities through the Public Service Commission's Federal Student Work Experience Program, among others. As well, in January and February of 2021, the CRA Outreach team held virtual career fairs at Western University and Lakehead University. The sessions focused on future student and graduate employment opportunities at the CRA and on-the-job support for persons with disabilities and for Indigenous students.

Career development

The CRA establishes strategies to build and sustain the executive and leadership communities to help achieve current and future business priorities and objectives, such as increasing the representation rates for employment equity designated groups.

In the CRA's Agency Leadership Development Program, the participation rates of members of all four employment equity groups has risen slightly over the past three years. Between 2019 and 2021, the rates rose for:

• Indigenous peoples from 8% to 8.5%
• Persons with disabilities from 1% to 3.2%
• Visible minorities from 24% to 26.6%
• Women from 66% to 67%

To help increase representation, the program encourages branches and regions to consider diversity and inclusion when they identify candidates at the intake phase. In addition, the program holds review meetings three times a year with program stakeholders, including Advisory Committee members, alumni, and program leads. These meetings allow the program and stakeholders to explore ideas and strategies to increase diversity and inclusion elements in the program. Various stakeholders are currently reviewing the program's intake and curriculum to enhance elements related to diversity and inclusion within the program.

The CRA's MentorMe initiative is a national database of mentors and mentees. The purpose of the initiative is to establish mentoring relationships and support career conversations on non-technical topics, such as professional development, leadership skills and decision-making. In 2020–2021, a total of 490 mentees and 71 mentors registered for the program. Since the launch of MentorMe in September 2018, a total of 1,700 mentees and 626 mentors have registered. A total of 201 mentors expressed interest in mentoring about creating a culture of inclusion. The MentorMe program will be updated in 2021 to include additional elements of diversity and inclusion.

The Headquarters region's Indigenous Mentoring Initiative (IMI) was launched in late 2020–2021, and the program created 13 pairings. Due to the pandemic, the Indigenous Buddy initiatives for the Western, Atlantic, Quebec and Ontario regions were put on hold.

Employment equity awareness

Across the CRA, management encouraged employees to participate in national and local network events and activities that foster equity, diversity and inclusion. The CRA continues to recognize and promote commemorative events. See Appendix B for the list of recognized events and examples of activities.

The Indigenous Employee Network offers advice and guidance toward the CRA's progress on improving Indigenous inclusion. As a result, the CRA developed and implemented three awareness products:

1. the Seven Grandfather Teachings
2. the Guide for requesting and paying for Indigenous Elder services
3. the information page for Acknowledging Indigenous Peoples' land

The Persons with Disabilities Network organized events, conferences, lunch and learn events, and other activities to discuss grassroots issues that involve their community. For example, the network organized, promoted and shared sessions on "The Power of Personal Testimonies," during which employees shared their own experiences.

The Visible Minorities Network officially launched in August 2020. This network promoted Black History Month by developing a series of infographics and videos highlighting the important contributions of Black Canadians. In addition, it released a powerful video that acknowledged the pain Black employees experienced when witnessing the tragic events in the United States in 2020.

On International Women's Day in March 2021, the Women's Collaborative Network posted quotes from women across the agency on their GCcollab network account in line with the theme "Resilience during the time of COVID-19." The network also represented the CRA at the Federal Champions for Women Group meetings with other government departments.

In 2020–2021, the CRA participated in a consultation to determine the state of inclusion for LGBTQ2+ in the federal workplace. The outcome of the consultation will be a report called "Emerge from the Purge," which will be published in 2021–2022. The report will assess the current state of LGBTQ2+ training as well as equity, diversity and inclusion efforts within the Government of Canada and will recommend how the Government can move forward to make federal workplaces more inclusive for LGBTQ2+ people.

Well-being and accommodations

The CRA provides all employees with resources and services that support personal, professional, and organizational well-being.

Programs and services available to CRA employees include, but are not limited to:

• the Employee Assistance Program, the Informal Conflict Resolution Program and the Occupational Health and Safety programs. These programs give CRA employees and managers the resources they need to contribute to a safe, respectful and inclusive workplace.
• the Information Technology Branch implemented the CRA's Adaptive Technology Directive that came into effect May 2020. The directive guides the CRA's Adaptive Technology Program, which provides resources to employees who have functional limitations or a disability. This support is also available to applicants seeking work at the CRA.
• the Intervention and Return to Work Program coordinators support persons with disabilities by providing advice and guidance to managers and employees through the accommodation process. The coordinators review limitations and restrictions to help managers find reasonable workplace accommodation to help an employee stay at work or return to work. Labour Relations advisors help managers get information to identify medical limitations and restrictions.

Section 3 Diversity and Inclusion at the CRA

The CRA's People First philosophy

The CRA continued to adjust its processes to offer a supportive service culture to its clients and reflect a trusted, helpful, fair and people-centric organization. In fall 2020, the CRA launched empathy workshops to support employees and to promote inclusion and well-being in the changing work environment.

Diversity, Inclusion and Anti-Racism Action Plan

The CRA initiated extensive consultations that contributed to the development of a Diversity, Inclusion and Anti-Racism Action Plan. The CRA has implemented many of the plan's featured initiatives and incorporated others into its broader 2021–2025 Employment Equity, Diversity and Inclusion Action Plan.

The CRA's commitment to Gender-Based Analysis Plus (GBA+)

GBA+ is an approach the CRA uses to develop policies, procedures, and programs. GBA+ examines intersecting identity factors of diverse groups of women, men and gender-diverse people to ensure a more inclusive approach to developing, delivering and evaluating initiatives. The process supports the CRA's alignment toward becoming a more inclusive and diverse organization. For example, to advance gender equality, the CRA has launched an initiative to increase the representation of women in the Information Technology (IT) work stream. For this initiative, the IT Branch partnered with a local university and Advancing New Canadian Women in Technology, a bridging employment program in the private sector. This partnership was a way to reach out to women who have technical skills in engineering, technology, and computer science and information technology. In this way, the IT Branch could match skills and jobs, and ultimately offer employment opportunities.

Language diversity in the workplace

The CRA Action Plan on Official Languages 2020–2021 to 2024–2025 focuses on diversity and equity issues, such as raising awareness of official languages and diversity obligations among recruitment teams.

During the pandemic, the CRA launched the virtual Second Official Language Training (SOLT) in the spring of 2020. The training uses various platforms, such as Microsoft (MS) Teams and Zoom. This virtual option for training strengthened access for all employees. Although in-person SOLT was typically easier to access in larger cities, the CRA was now able to offer SOLT to all CRA learners regardless of location.

Looking ahead

On January 22, 2021, the Clerk of the Privy Council and Secretary to the Cabinet addressed deputy ministers and the heads of federal departments and agencies to commit to combatting all forms of racism and discrimination and to eliminating all systemic barriers by invoking change in their organizations.

To support this commitment, the CRA will take the step of implementing an Employment Systems Review in the coming year. A third party will conduct the review of the CRA's formal and informal policies, practices, and systems. The review's aim is to identify existing or potential barriers that may prevent employees from contributing to their full potential.

The new multi-year CRA Employment Equity, Diversity & Inclusion Action Plan 2021 to 2022 through 2024 to 2025 includes specific, measurable activities to engage managers and employees into taking bolder and more concrete actions. In addition, its goal is to establish meaningful results and progress towards employment equity, diversity, inclusion, and anti-racism. As an evergreen document, it will be regularly updated to ensure it remains relevant and proactive.

Section 4: Appendices

Appendix A: CRA employment equity statistics

A1: Representation of designated groups in the CRA's total workforce as of March 31, 2021

A2 Distribution of employees by designated group and employment equity occupational group (EEOG) as of March 31, 2021

A3 Distribution of employees by designated group and salary range as of March 31, 2021

A4 Distribution of employees by designated group and age groups as of March 31, 2021

A5 Hiring, separation and promotion rates of designated group members

Appendix B: Commemorative events and examples of awareness activities that recognize and promote equity, diversity and inclusion

The CRA commemorative calendar of "Official languages, employment equity and diversity" events consists of 23 recognized and celebrated events.

These events are:

• Canadian Multiculturalism Day
• International Day of Pink
• World Day for Cultural Diversity, Dialogue and Development
• National Coming Out Day
• Transgender Remembrance Day
• Moose Hide Campaign
• Asian Heritage Month
• National Indigenous History Month
• Gender Equality Week
• Women's History Month
• National Disability Employment Awareness Month
• 16 Days of Activism against Gender-Based Violence
• National Day of Remembrance, and Action on Violence against Women
• International Women's Day
• International Day for the Elimination of Racial Discrimination
• International Day of Persons with Disabilities
• Black History Month
• Rendez-vous de la Francophonie
• Journée internationale de la Francophonie
• English Language Day
• National Accessibility Week
• Pride Month
• Linguistic Duality Day

Examples of awareness activities held in the regions and branches include but are not limited to:

• A national video shared with CRA employees that featured a panel discussion on the theme "The impact of inclusion for persons with disabilities in the workplace."
• "Now You Know Inclusion Series" with topics such as Colonialism in Canada, Systemic Racism, Ableism, Empathy, Mental Health, and LGBTQ2+.
• Ted Talks on violence against women as part of the Moose Hide Campaign.
• National webcast hosted by Bill Matthews, Deputy Minister and Ally for the UN Decade for People of African Descent, entitled "Understanding Anti-Black Racism and How to Be an Ally."
• Anti-racism forum discussion in November 2020 that welcomed Associate Deputy Minister Caroline Xavier and Farahldine Boisclair, Director of the Anti-Racism Task Force, from Immigration, Refugees and Citizenship Canada. They explored the presence of racism in the Public Service and engaged the CRA executive community in an insightful dialogue.
• "I Wish You Knew" email containing quotes, feelings, opinions and experiences from employees across Canada to help dispel myths, promote understanding and raise awareness about persons with disabilities in and outside of the workplace.
• Virtual events supporting transgender employees, including the Day of Pink and the International Day against Homophobia, Transphobia and Biphobia.
• Promotion of e-learning opportunities on events focusing on the changing workforce, sexual orientation, gender identity, and expression.
• World Day for Cultural Diversity, Dialogue and Development to raise awareness of different cultures, promote diversity and inclusion, and enhance employee engagement.
• Network conferences, lunch and learn events, and other activities to discuss grassroots issues that involve their communities.

Appendix C: Technical notes

• Period under review

This report covers the April 1, 2020, to March 31, 2021, fiscal year.

• Workforce covered by the report and the source of data

The report is based on the objectives and key activities of the CRA Employment Equity, Diversity and Inclusion Action Plan 2018–2019 to 2020–2021. This report presents the statistical profile of designated groups at the end of the fiscal year. It compares their internal representation rates with their LMA rates. Employment and Social Development Canada provided the LMA rates for each designated group. The LMA rates of Indigenous peoples, visible minorities and women comes from the 2016 Census of Canada. The LMA rate of persons with disabilities comes from the 2017 Canadian Survey on Disability. In both cases, they represent the most recent official LMA numbers.

This report uses 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. It 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 self-identification information (obtained through voluntary disclosure) of employees who are Indigenous peoples, persons with disabilities and visible minorities, is confidential and kept 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.

• Weighting method

The CRA received the new LMA data in 2019 and applied it for the first time to the March 31, 2019, workforce analysis. Therefore, previous years' comparisons are not available, and the March 31, 2019, data will serve as a baseline for the next five years. The March 31, 2020, data in this report shows the CRA's year-one progress using the new LMA benchmarks.

Unless indicated otherwise, the data in this report comes from the CAS as of March 31, 2020.

The CRA workforce analysis uses the national occupational classification system, which Employment and Social Development Canada developed with Statistics Canada. This system classifies occupation 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 how designated group members are represented internally and compares it with their LMA.

Appendix D: Definitions

Employment equity occupational group

The unit group of occupations from the National Occupational Classification that is used by Statistics Canada and regrouped into 14 employment equity occupational groups to reflect the occupational structure within an organization listed under Schedule V of the Finance Administration Act.

Hiring

The staffing action to hire an employee (permanent employee or term employee of three months or more) at the CRA during the fiscal year covered by this report. The figures show the number of employees hired and may include more than one staffing action.

Indigenous peoples

Indigenous peoples means the same as Aboriginal peoples. As stated in the EE 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
• an amount equal to a maximum rate of 4 of the new position

Separation

A permanent employee or a term employee of three months or more who leaves the CRA during the fiscal year covered by this report.

The figures in this report reflect the number of employees who left 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, according to the organization's staffing directives. Workforce availability for employees is based on the figures for the total Canadian workforce (in keeping with the Census of Canada definition) who held employment in the Canadian labour market corresponding to occupations at the CRA.