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
In accordance with the Employment Equity Act (EE Act), the Canada Revenue Agency (CRA) submits an annual report to the Treasury Board of Canada Secretariat (TBS). The TBS is responsible for tabling the CRA Employment Equity, Diversity and Inclusion Annual Report in Parliament and the Employment Equity in the Public Service of Canada Annual Report. The CRA publishes its report separately when the TBS publishes the core public service report.
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 peoplesFootnote 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 membersFoonote 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

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Employment equity representation at the CRA
In 2021, there was underrepresentation at the national level for Indigenous peoples, persons with disabilities and women groups. Visible minorities group continues to be fully represented.
Indigenous Peoples | Persons with disabilities | Visible minorities | Women | |
---|---|---|---|---|
Internal representation 2019 (%) |
3.2 | 6.8 | 25.6 | 59.6 |
Internal representation 2020 (%) |
3.2 | 7.0 | 27.1 | 59.3 |
Internal representation 2021 (%) |
3.2 | 9.7 | 30.9 | 59.1 |
LMA (%) | 3.6 | 9.8 | 22.5 | 59.4 |
Internal representation in all EE groups
The numbers of employees in all four EE designated groups at the CRA continue to increase.
Indigenous Peoples | Persons with disabilities | Visible minorities | Women | |
---|---|---|---|---|
2019 | 1,405 | 2,953 | 11,151 | 26,001 |
2020 | 1,419 | 3,131 | 12,113 | 26,509 |
2021 | 1,511 | 4,544 | 14,496 | 27,688 |
Indigenous Peoples | Persons with disabilities | Visible minorities | Women | |
---|---|---|---|---|
Internal representation 2019 (%) |
2.1 | 5.9 | 11.5 | 49.4 |
Internal representation 2020 (%) |
2.1 | 5.5 | 13.8 | 48.3 |
Internal representation 2021 (%) |
2.1 | 8.6 | 14.2 | 49.4 |
LMA (%) | 2.8 | 5.0 | 16.4 | 37.1 |
Average age at the CRA
CRA total population average age is 44.6
Average age at the CRA | |
---|---|
Indigenous Peoples | 44.9 |
Persons with disabilities | 47.1 |
Visible minorities | 42.8 |
Women | 45.1 |
EE flow data analysis
Internal representation remained mostly stable with increases for persons with disabilities and visible minorities groups. In the chart below, a note of "needs attention" indicates when the hiring rate is lower than the LMA, the separation rate is higher than the internal representation and the promotion rate is lower than the internal representation. A note of "caution" indicates when there is less than 1% difference.
Indigenous Peoples |
Note |
Persons with disabilities | Note |
Visible minorities
|
Note |
Women |
Note |
|
---|---|---|---|---|---|---|---|---|
Hirings (%) | 1.3 | Needs attention | 5.5 | Needs attention | 32.5 | On track | 55.8 | Needs attention |
Separations (%) | 3.7 | Caution | 8.6 | On track | 18.8 | On track | 61.4 | Needs attention |
Promotions (%) | 3.9 | On track | 9.4 | Caution | 27.8 | Needs attention | 59.8 | On track |
Source: Data from Corporate Administrative Systems as of March 31, 2021
Representation of Indigenous peoples

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Representation of Indigenous peoples
Annual internal representation of Indigenous peoples (%)
From 2015 to 2018, the CRA's internal representation of Indigenous peoples was stable and above the LMA rate. In 2019, the LMA rose; however, the CRA's internal workforce did not keep pace.
As of March 31, 2021, the internal representation of Indigenous peoples remained stable, they were; however, underrepresented.
Annual internal representation of Indigenous peoples (%) | LMA (%) | |
---|---|---|
2015 | 3.3 | 3.0 |
2016 | 3.3 | 3.0 |
2017 | 3.2 | 3.0 |
2018 | 3.2 | 3.0 |
2019 | 3.2 | 3.6 |
2020 | 3.2 | 3.6 |
2021 | 3.2 | 3.6 |
Indigenous peoples students bridging slightly decreased by 0.3%.
Employment Equity Occupational Groups (EEOG) |
Internal representation 2019 (%) | Internal representation 2020 (%) | Internal representation 2021 (%) | LMA (%) |
---|---|---|---|---|
EEOG02 - Middle and other managers | 2.2 | 2.3 | 2.6 | 2.7 |
EEOG03 -Professionals | 1.7 | 1.5 | 1.5 | 1.5 |
EEOG05 - Supervisors | 6.1 | 6.2 | 6.6 | 4.5 |
EEOG07 - Administrative and senior clerical | 3.7 | 3.6 | 3.5 | 4.0 |
EEOG10 - Clerical personnel | 4.2 | 4.2 | 4.8 | 5.9 |
Of the five major occupational groups, the representation of Indigenous peoples met or exceeded the LMA in the following:
- Supervisors
- Professionals
The representation of Indigenous peoples did not meet the LMA in the following occupational groups:
- Clerical personnel
- Administrative and senior clerical
- Middle and other managers
Indigenous peoples were underrepresented in the executive level.
Province |
Internal representation 2019 (%) | Note 2019 |
Internal representation 2020 (%) | Note 2020 |
Internal representation 2021 (%) | Note 2021 |
LMA (%) |
---|---|---|---|---|---|---|---|
Alberta | 4.4 | On track | 4.1 | On track | 3.8 | Caution | 4.1 |
British Columbia | 3.3 | On track | 3.3 | On track | 3.2 | On track | 2.8 |
Manitoba | 6.9 | Needs attention | 7.5 | Needs attention | 8.2 | Needs attention | 9.2 |
New Brunswick | 2.5 | On track | 1.8 | On track | 2.3 | On track | 0.9 |
National Capital Region | 2.3 | Caution | 2.1 | Caution | 2.1 | Caution | 2.4 |
Newfoundland and Labrador | 4.2 | On track | 4.2 | On track | 3.8 | Caution | 4.1 |
Nova Scotia | 5.4 | Needs attention | 5.6 | Needs attention | 6.1 | Needs attention | 7.6 |
Ontario | 3.0 | Needs attention | 3.0 | Needs attention | 3.2 | Caution | 3.7 |
Prince Edward Island | 1.9 | Caution | 1.8 | Caution | 1.7 | Caution | 2.0 |
Quebec | 1.7 | Needs attention | 1.7 | Needs attention | 1.7 | Needs attention | 2.4 |
Saskatchewan | 7.1 | Caution | 7.2 | Caution | 8.1 | On track | 7.6 |
Source: Data from Corporate Administrative Systems as of March 31, 2021
Representation of persons with disabilities

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Representation of Persons with disabilities
Annual internal representation of persons with disabilities (%)
From 2015 to 2018, the CRA's internal representation of persons with disabilities was stable and above the LMA rate.
In 2019, the LMA rose; however, the CRA's internal workforce had been slower to keep pace.
As of March 31, 2021, the internal representation of persons with disabilities steadily increased and moved closer to the LMA; however, they were still slightly underrepresented.
Annual internal representation of persons with disabilities (%) | LMA (%) | |
---|---|---|
2015 | 7.1 | 4.6 |
2016 | 7.1 | 4.6 |
2017 | 7.1 | 4.6 |
2018 | 6.9 | 4.6 |
2019 | 6.8 | 9.8 |
2020 | 7.0 | 9.8 |
2021 | 9.7 | 9.8 |
Persons with disabilities student bridging increased by 2.5%.
Employment Equity Occupational Groups (EEOG) | Internal representation 2019 (%) | Internal representation 2020 (%) | Internal representation 2021 (%) | LMA 2020 (%) |
---|---|---|---|---|
EEOG02 - Middle and other managers | 5.8 | 5.6 | 7.7 | 5.0 |
EEOG03 -Professionals | 5.3 | 5.5 | 6.9 | 8.9 |
EEOG05 -Supervisors | 12.7 | 13.0 | 18.1 | 27.5 |
EEOG07 -Administrative and senior clerical | 7.2 | 7.5 | 10.5 | 10.0 |
EEOG10 - Clerical personnel | 6.8 | 7.5 | 11.2 | 9.3 |
Of the five major occupational groups, the representation of persons with disabilities met or exceeded the LMA in the following groups:
- Clerical personnel
- Administrative and senior clerical
- Middle and other managers
The representation of persons with disabilities did not meet the LMA in the following groups:
- Supervisors
- Professionals
Persons with disabilities were fully represented in the executive level.
Province |
Internal representation 2019 (%) | Note 2019 |
Internal representation 2020 (%) | Note 2020 |
Internal representation 2021 (%) | Note 2021 |
LMA (%) |
---|---|---|---|---|---|---|---|
Alberta | 7.6 | Needs attention | 7.4 | Needs attention | 9.8 | Caution | 9.9 |
British Columbia | 5.9 | Needs attention | 6.3 | Needs attention | 9.0 | Needs attention | 10.1 |
Manitoba | 5.8 | Needs attention | 6.3 | Needs attention | 9.4 | Needs attention | 10.4 |
New Brunswick | 10.1 | Caution | 9.9 | Caution | 12.3 | On track | 10.3 |
National Capital Region | 6.2 | Needs attention | 6.1 | Needs attention | 7.9 | Needs attention | 9.0 |
Newfoundland and Labrador | 7.7 | Needs attention | 9.0 | Needs attention | 14.0 | On track | 10.2 |
Nova Scotia | 10.6 | On track | 10.2 | On track | 14.6 | On track | 9.7 |
Ontario | 7.3 | Needs attention | 7.7 | Needs attention | 9.8 | Caution | 10.0 |
Prince Edward Island | 8.1 | Needs attention | 8.5 | Needs attention | 14.8 | On track | 10.2 |
Quebec | 5.7 | Needs attention | 6.1 | Needs attention | 9.5 | Caution | 10.0 |
Saskatchewan | 11.8 | On track | 10.7 | On track | 14.3 | On track | 9.9 |
Source: Data from Corporate Administrative Systems as of March 31, 2021
Representation of visible minorities

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Representation of Visible Minorities
Annual internal representation of visible minorities vs LMA (%)
From 2015 to 2018, the CRA's internal representation of visible minorities increased steadily and remained above the LMA rate.
In 2019, the LMA rose and the CRA's internal workforce has maintained representation.
As of March 31, 2021, visible minorities were fully represented at the national level.
Annual internal representation of visible minorities (%) | LMA (%) | |
---|---|---|
2015 | 23.9 | 19.5 |
2016 | 25.4 | 19.5 |
2017 | 25.9 | 19.5 |
2018 | 25.2 | 19.5 |
2019 | 25.6 | 22.5 |
2020 | 27.1 | 22.5 |
2021 | 30.9 | 22.5 |
Visible minorities students bridging increased by 16.7%
Employment Equity Occupational Groups (EEOG) |
Internal representation 2019 (%) |
Internal representation 2020 (%) |
Internal representation 2021 (%) |
LMA (%) |
---|---|---|---|---|
EEOG02 - Middle and other managers | 19.2 | 21.1 | 22.8 | 17.6 |
EEOG03 -Professionals | 36.4 | 37.0 | 39.5 | 32.0 |
EEOG05 -Supervisors | 17.7 | 18.5 | 20.3 | 21.5 |
EEOG07 Administrative and senior clerical | 24.1 | 25.7 | 30.4 | 20.5 |
EEOG10 - Clerical personnel | 16.6 | 18.7 | 23.3 | 15.3 |
Of the five major occupational groups, the representation of visible minorities met or exceeded the LMA in the following:
- Clerical personnel
- Administrative and senior clerical
- Professionals
- Middle and other managers
The representation of visible minorities did not meet the LMA in the following group:
- Supervisors
Visible minorities were underrepresented in the executive level.
Province |
Internal representation 2019 (%) | Note 2019 |
Internal representation 2020 (%) | Note 2020 |
Internal representation 2021 (%) | Note 2021 |
LMA (%) |
---|---|---|---|---|---|---|---|
Alberta | 36.7 | On track | 37.6 | On track | 42.5 | On track | 28.3 |
British Columbia | 45.5 | On track | 48.7 | On track | 53.0 | On track | 40.7 |
Manitoba | 23.1 | Caution | 27.7 | On track | 35.6 | On track | 23.2 |
New Brunswick | 1.7 | On track | 2.6 | On track | 4.7 | On track | 1.2 |
National Capital Region | 24.8 | On track | 26.1 | On track | 29.4 | On track | 20.5 |
Newfoundland and Labrador | 3.7 | On track | 3.9 | On track | 5.5 | On track | 3.2 |
Nova Scotia | 10.5 | On track | 11.0 | On track | 13.2 | On track | 6.8 |
Ontario | 28.9 | On track | 29.6 | On track | 33.8 | On track | 24.9 |
Prince Edward Island | 2.2 | On track | 2.5 | On track | 3.3 | On track | 2.0 |
Quebec | 16.6 | On track | 18.4 | On track | 23.1 | On track | 10.7 |
Saskatchewan | 16.1 | On track | 18.9 | On track | 21.9 | On track | 12.9 |
Source: Data from Corporate Administrative Systems as of March 31, 2021
Representation of women

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Representation of women
Annual internal representation of women vs LMA (%)
From 2015 to 2018, the CRA's internal representation of women was stable and above LMA rate.
In 2019, there was a slight rise in the LMA; however, the CRA's internal workforce has been slightly declining since then.
As of March 31, 2021, the internal representation of women remained stable; however, they were underrepresented.
Annual internal representation of women (%) | LMA (%) | |
---|---|---|
2015 | 60.8 | 59.0 |
2016 | 60.7 | 59.0 |
2017 | 60.3 | 59.0 |
2018 | 60.2 | 59.0 |
2019 | 59.6 | 59.4 |
2020 | 59.3 | 59.4 |
2021 | 59.1 | 59.4 |
Women student bridging increased by 2.0%
Employment Equity Occupational Groups (EEOG) |
Internal representation 2019 (%) | Internal representation 2020 (%) | Internal representation 2021 (%) | LMA (%) |
---|---|---|---|---|
EEOG02 - Middle and other managers | 50.3 | 51.8 | 52.1 | 39.4 |
EEOG03 - Professionals | 49.0 | 48.5 | 48.3 | 47.1 |
EEOG05 - Supervisors | 65.3 | 65.7 | 65.5 | 55.6 |
EEOG07 -Administrative and senior clerical | 62.8 | 65.9 | 62.4 | 65.9 |
EEOG10 - Clerical personnel | 69.9 | 68.7 | 69.9 | 68.9 |
Of the five major occupational groups, the representation of women met or exceed the LMA in the
following groups:
- Clerical personnel
- Supervisors
- Professionals
- Middle and other managers
The representation of women did not meet the LMA in the following group:
- Administrative and senior clerical
Women were fully represented in the executive level.
Province |
Internal representation 2019 (%) | Note 2019 |
Internal representation 2020 (%) | Note 2020 |
Internal representation 2021 (%) | Note 2021 |
LMA (%) |
---|---|---|---|---|---|---|---|
Alberta | 60.6 | On track | 60.5 | On track | 60.2 | On track | 59.0 |
British Columbia | 58.8 | Caution | 57.5 | Needs attention | 57.9 | Caution | 58.3 |
Manitoba | 63.2 | Needs attention | 62.8 | Needs attention | 62.1 | Needs attention | 64.0 |
New Brunswick | 64.3 | On track | 64.1 | On track | 62.6 | On track | 59.9 |
National Capital Region | 54.4 | On track | 54.3 | On track | 54.1 | On track | 50.7 |
Newfoundland and Labrador | 66.9 | On track | 67.8 | On track | 66.4 | On track | 64.8 |
Nova Scotia | 59.7 | Needs attention | 60.2 | Needs attention | 58.9 | Needs attention | 67.5 |
Ontario | 61.4 | Caution | 60.9 | Needs attention | 61.1 | Needs attention | 61.8 |
Prince Edward Island | 71.7 | Caution | 70.3 | Needs attention | 70.1 | Needs attention | 72.1 |
Quebec | 59.4 | Needs attention | 58.8 | Needs attention | 58.3 | Needs attention | 64.0 |
Saskatchewan | 55.6 | Needs attention | 55.7 | Needs attention | 55.9 | Needs attention | 64.7 |
Source: Data from Corporate Administrative Systems as of March 31, 2021
Section 2 EE activities and achievements in 2019 to 2020

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EE activities and achievements in 2020 to 2021
What is the CRA doing for the Accessible Canada Act?
The CRA is working with persons with disabilities community to identify, eliminate and prevent barriers and enable everyone's full participation in our workplace.
In the past year, the CRA completed the ‘What We Heard' report and is working on its accessibility strategy.
CRA milestones
Completed:
- Working group
- Portfolio lead
- Enactment
- Employee network
- Employee consultation
- What we heard report
In progress:
- CRA strategy
To come:
- Action plan
- Implementation
- Progress report
Student recruitment and bridging
Students hired (%) | Students bridged (%) | |
---|---|---|
Indigenous peoples | 2.1 | 2.7 |
Persons with disabilities | 2.3 | 4.0 |
Visible minorities | 23.5 | 38.2 |
Women | 44.3 | 50.4 |
Source: Data from Corporate Administrative Systems as of March 31, 2021.
Note: The total number of student hired was 876 and the total number of students bridged was 672. The total number of students hired includes external hires only.
The Seven Grandfather Teachings
In 2020, the CRA continued to highlight the importance of Indigenous culture with the Seven Grandfather Teachings, which are part of First Nation, Métis and Inuit cultures.
The CRA, in collaboration with the Indigenous Employee Network, integrated the fundamental elements in the Character Leadership model values.
Guiding principles central to CRA's values :
- Integrity
- Professionalism
- Collaboration
- Respect
The Seven Grandfather Teachings are:
- Humility: Humility is to know that you are a sacred part of creation. To demonstrate humility is to consider yourself equal to one another and to show empathy. Humility is represented by the Wolf.
- Wisdom: Wisdom is the ability to make decisions based on personal knowledge and experience for the betterment of those around you. It comes in all shapes, sizes, forms, and ages, and is given to you by the Creator to be used for good. The Beaver represents wisdom.
- Honesty: To be truly honest is to keep the promises you make to others and to yourself. Recognize and accept who you are and trust the abilities and skills you have been given. As long as you are honest, you will succeed. Honesty is represented by either the Raven or the Kitch-Sabe.
- Courage: Courage is to defend what you believe in and what is right for you, your community and your family. Facing a problem with integrity is a true demonstration of courage. Make positive choices and have conviction in your decisions. The Bear carries courage.
- Love: To love and accept yourself is to live at peace with the Creator and in harmony with all of creation. Love has endless possibilities, accept it sincerely and give it freely and unconditionally. Love is the gift from the Eagle.
- Respect: A way to honour creation is by showing respect. With respect, you honour and value differences and similarities. Treat yourself, the environment, and those around you the way you would like to be treated. Respect is represented by the Buffalo.
- Truth: Truth is to know and understand all the seven teachings given to you, and to remain faithful to them. By knowing your place in this life and who you are in your heart, you also know the truth. Being here since the creation of Earth, the Turtle carries the teachings of life on its back and represents Truth.
The CRA embraces the spirit of the Seven Grandfather Teachings as they inspire us to cultivate positive and respectful relationships.
Strength lies in a diverse and inclusive workplace!
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:
- the Seven Grandfather Teachings
- the Guide for requesting and paying for Indigenous Elder services
- 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

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Diversity and Inclusion at the CRA
Diversity, inclusion and Anti-Racism
Moving Forward
The CRA is proactively taking steps to continue to advance and strengthen employment equity, diversity and inclusion. The Agency will continue to review formal and informal policies, practices and systems to identify existing potential that may prevent employees from contributing to their full potential, as described in the EEDI Action Plan.
The following initiatives were implemented:
- Commissioner's Call to Action
- NEEDC consultations
- What We Heard Report
- Diversity and Inclusion Framework
- Online Engagement Tool
- Focus Group
- Employment Equity, Diversity and Inclusion Action Plan
Public Service Employee Survey results 2020
- 77% of CRA respondents versus 70% of Public Service believe senior managers in my department or agency take adequate steps to support the mental health of employees during the COVID-19 pandemic.
- 89% of CRA respondents versus 81% of Public Service are satisfied with the measures my department or agency is taking to protect my physical health and safety during the COVID-19 pandemic.
- 83% of CRA respondents versus 75% of Public Service agree that the department and the Agency implements initiatives that promote anti-racism in the workplace.
CRA Networks
- Since the launch of the Visible Minorities Network in August 2020, the network gained almost 280 members.
- The Indigenous Employee Network has grown to approximately 300 members since its inception in 2018.
- After launching last year, the Persons with Disabilities Network has reached over 230 members.
- Following the launch in 2019, the Women's Collaborative Network has grown to over 260 members.
- The LGBTQ2+ network has grown to 209 members. The Positive Space initiative awareness sessions have been given to 8,321 employees, 1,995 trained as program ambassadors, and 178 trained as awareness session trainers.
Awards
The Agency received four awards:
- Top 100 Employer in Canada four years in a row
- Canada's Top Employers for Young People five times overall
- National Capital Region's Top Employers eight years in a row
- Canada's Top Employers Over 40 four years in a row
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
Employment equity designated groups | Number of CRA employeesFootnote * | Representation of designated group members (%) | LMA (%)Footnote ** |
---|---|---|---|
Indigenous peoples | 1,511 | 3.2 | 3.6 |
Persons with disabilities | 4,544 | 9.7 | 9.8 |
Visible minorities | 14,496 | 30.9 | 22.5 |
Women | 27,688 | 59.1 | 59.4 |
Total number of employees | 46,840 |
Work location |
Number of CRA employeesFootnote * | Number of Indigenous peoples | Representation of Indigenous peoples (%) |
---|---|---|---|
Alberta | 3,101 | 117 | 3.8 |
British Columbia | 5,357 | 169 | 3.2 |
Manitoba | 3,408 | 278 | 8.2 |
New Brunswick | 877 | 20 | 2.3 |
National Capital Region (NCR) | 11,350 | 243 | 2.1 |
Newfoundland and Labrador | 2,195 | 83 | 3.8 |
Nova Scotia | 841 | 51 | 6.1 |
Ontario minus NCR | 11,571 | 376 | 3.2 |
Prince Edward Island | 1,332 | 22 | 1.7 |
Quebec minus NCR | 6,235 | 105 | 1.7 |
Saskatchewan | 567 | 46 | 8.1 |
Work location |
Number of CRA employeesFootnote * | Number of persons with disabilities | Representation of persons with disabilities (%) |
---|---|---|---|
Alberta | 3,101 | 304 | 9.8 |
British Columbia | 5,357 | 484 | 9.0 |
Manitoba | 3,408 | 322 | 9.4 |
New Brunswick | 877 | 108 | 12.3 |
National Capital Region | 11,350 | 898 | 7.9 |
Newfoundland and Labrador | 2,195 | 307 | 14.0 |
Nova Scotia | 841 | 123 | 14.6 |
Ontario minus NCR | 11,571 | 1,130 | 9.8 |
Prince Edward Island | 1,332 | 197 | 14.8 |
Quebec minus NCR | 6,235 | 590 | 9.5 |
Saskatchewan | 567 | 81 | 14.3 |
Work location |
Number of CRA employeesFootnote * | Number of visible minorities | Representation of visible minorities (%) |
---|---|---|---|
Alberta | 3,101 | 1,319 | 42.5 |
British Columbia | 5,357 | 2,841 | 53.0 |
Manitoba | 3,408 | 1,213 | 35.6 |
New Brunswick | 877 | 41 | 4.7 |
National Capital Region | 11,350 | 3,334 | 29.4 |
Newfoundland and Labrador | 2,195 | 121 | 5.5 |
Nova Scotia | 841 | 111 | 13.2 |
Ontario minus NCR | 11,571 | 3,907 | 33.8 |
Prince Edward Island | 1,332 | 44 | 3.3 |
Quebec minus NCR | 6,235 | 1,440 | 23.1 |
Saskatchewan | 567 | 124 | 21.9 |
Work location | Number of CRA employeesFootnote * | Number of women | Representation of women (%) |
---|---|---|---|
Alberta | 3,101 | 1,867 | 60.2 |
British Columbia | 5,357 | 3,102 | 57.9 |
Manitoba | 3,408 | 2,117 | 62.1 |
New Brunswick | 877 | 549 | 62.6 |
National Capital Region | 11,350 | 6,140 | 54.1 |
Newfoundland and Labrador | 2,195 | 1,457 | 66.4 |
Nova Scotia | 841 | 495 | 58.9 |
Ontario minus NCR | 11,571 | 7,069 | 61.1 |
Prince Edward Island | 1,332 | 934 | 70.1 |
Quebec minus NCR | 6,235 | 3,638 | 58.3 |
Saskatchewan | 567 | 317 | 55.9 |
Date source for tables 1.1 to 1.5: Corporate Administrative Systems as of March 31, 2021
Notes: The National Capital Region (NCR) includes Ottawa, Gatineau and surrounding areas. Province and territories with less than 10 employees are not included to respect the confidentiality of information.
Columns reflecting internal representation and LMA are not to be calculated vertically.
- Footnote tbl1
-
Does not include the executive group (EX, EC and DM). The number of employees include CRA permanent and term employees who did not self-identify as an employment equity designated group member.
- Footnote tbl2
-
The LMA rate for Indigenous peoples, visible minorities and women is from the 2016 Census. The LMA rate for persons with disabilities is from the 2017 Canadian Survey on Disability.
A2 Distribution of employees by designated group and employment equity occupational group (EEOG) as of March 31, 2021
Employment equity designated group |
Number of CRA employees in executive cadre |
Representation in executive cadreFootnote * (%) |
LMAFootnote ** (%) |
---|---|---|---|
Indigenous peoples | Footnote SUPP | Footnote SUPP | 2.8 |
Persons with disabilities | 37 | 8.6 | 5.0 |
Visible minorities | 61 | 14.2 | 16.4 |
Women | 213 | 49.4 | 37.1 |
Data source: Corporate Administrative Systems as of March 31, 2021.
- Footnote tbl3
-
The total number of CRA executives as of March 31, 2021, was 431. Representation is the proportion of executives who self-identified as designated group members. Data is not to be calculated vertically.
- Footnote tbl4
-
The LMA rate for Indigenous peoples, visible minorities and women is based on the 2016 Census. The LMA rate for persons with disabilities is based on the 2017 Canadian Survey on Disability.
- Footnote tbl5
-
To respect confidentiality, the employment equity numbers have been suppressed.
Employment equity occupational group |
Number of CRA employeesFootnote * | Proportion of total CRA employeesFootnote * (%) |
Number of Indigenous peoples |
Representation of Indigenous peoples
(%) |
LMA of Indigenous peoplesFootnote ** (%) |
---|---|---|---|---|---|
Middle and other managers (EEOG02) | 3,138 | 6.7 | 83 | 2.6 | 2.7 |
Professionals (EEOG03) | 12,173 | 26.0 | 185 | 1.5 | 1.5 |
Semi-professionals and technicians (EEOG04) | 138 | 0.3 | 8 | 5.8 | 3.6 |
Supervisors (EEOG05) | 1,295 | 2.8 | 86 | 6.6 | 4.5 |
Administrative and senior clerical (EEOG07) | 23,383 | 49.9 | 829 | 3.5 | 4.0 |
Clerical personnel (EEOG10) | 6,701 | 14.3 | 320 | 4.8 | 5.9 |
Semi-skilled manual workers (EEOG12) | 4 | 0.0 | Footnote SUPP | Footnote SUPP | 4.7 |
Other sales and service personnel (EEOG13) | 8 | 0.0 | Footnote SUPP | Footnote SUPP | 2.3 |
Total number of employees | 46,840 | 100.0 | 1,511 | 3.2 | 3.6 |
Employment equity occupational group |
Number of CRA employeesFootnote * | Proportion of total CRA employeesFootnote * (%) | Number of persons with disabilities |
Representation of persons with disabilities (%) | LMA of persons with disabilitiesFootnote * (%) |
---|---|---|---|---|---|
Middle and other managers (EEOG02) | 3,138 | 6.7 | 241 | 7.7 | 5.0 |
Professionals (EEOG03) | 12,173 | 26.0 | 845 | 6.9 | 8.9 |
Semi-professionals and technicians (EEOG04) | 138 | 0.3 | 18 | 13.0 | 7.6 |
Supervisors (EEOG05) | 1,295 | 2.8 | 234 | 18.1 | 27.5 |
Administrative and senior clerical (EEOG07) | 23,383 | 49.9 | 2,453 | 10.5 | 10.0 |
Clerical personnel (EEOG10) | 6,701 | 14.3 | 752 | 11.2 | 9.3 |
Semi-skilled manual workers (EEOG12) | 4 | 0.0 | Footnote SUPP | Footnote SUPP | 10.3 |
Other sales and service personnel (EEOG13) | 8 | 0.0 | Footnote SUPP | Footnote SUPP | 10.7 |
Total number of employees | 46,840 | 100.0 | 4,544 | 9.7 | 9.8 |
Employment equity occupational group |
Number of CRA employees Footnote * | Proportion of total CRA employeesFootnote * (%) |
Number of visible minorities |
Representation of visible minorities (%) |
LMA of visible minoritiesFootnote * (%) |
---|---|---|---|---|---|
Middle and other managers (EEOG02) | 3,138 | 6.7 | 715 | 22.8 | 17.6 |
Professionals (EEOG03) | 12,173 | 26.0 | 4,806 | 39.5 | 32.0 |
Semi-professionals and technicians (EEOG04) | 138 | 0.3 | 40 | 29.0 | 26.2 |
Supervisors (EEOG05) | 1,295 | 2.8 | 263 | 20.3 | 21.5 |
Administrative and senior clerical (EEOG07) | 23,383 | 49.9 | 7,114 | 30.4 | 20.5 |
Clerical personnel (EEOG10) | 6,701 | 14.3 | 1,558 | 23.3 | 15.3 |
Semi-skilled manual workers (EEOG12) | 4 | 0.0 | Footnote SUPP | Footnote SUPP | 9.0 |
Other sales and service personnel (EEOG13) | 8 | 0.0 | Footnote SUPP | Footnote SUPP | 4.9 |
Total number of employees | 46,840 | 100.0 | 14,496 | 30.9 | 22.5 |
Employment equity occupational group |
Number of CRA employees Footnote * |
Proportion of total CRA employeesFootnote * (%) |
Number of women |
Representation of women (%) |
LMA of womenFootnote * (%) |
---|---|---|---|---|---|
Middle and other managers (EEOG02) | 3,138 | 6.7 | 1,636 | 52.1 | 39.4 |
Professionals (EEOG03) | 12,173 | 26.0 | 5,880 | 48.3 | 47.1 |
Semi-professionals and technicians (EEOG04) | 138 | 0.3 | 96 | 69.6 | 52.5 |
Supervisors (EEOG05) | 1,295 | 2.8 | 848 | 65.5 | 55.6 |
Administrative and senior clerical (EEOG07) | 23,383 | 49.9 | 14,600 | 62.4 | 65.9 |
Clerical personnel (EEOG10) | 6,701 | 14.3 | 4,627 | 69.0 | 68.9 |
Semi-skilled manual workers (EEOG12) | 4 | 0.0 | Footnote SUPP | Footnote SUPP | 13.3 |
Other sales and service personnel (EEOG13) | 8 | 0.0 | Footnote SUPP | Footnote SUPP | 63.2 |
Total number of employees | 46,840 | 100.0 | 27,688 | 59.1 | 59.4 |
Data source for tables 2.2 to 2.5: Corporate Administrative Systems, as of March 31, 2021 Note: Columns reflecting internal representation and LMA are not to be calculated vertically.
- Footnote tbl6
-
Does not include the executive group (EX, EC and DM).
- Footnote tbl7
-
The LMA rate for Indigenous peoples, visible minorities, and women is from the 2016 Census. The LMA rate for persons with disabilities is from the 2017 Canadian Survey on Disability..
- Footnote tbl8
-
To respect confidentiality, the employment equity numbers have been suppressed.
A3 Distribution of employees by designated group and salary range as of March 31, 2021
Salary band ($) |
Number of CRA employees | Cumulative proportion of CRA employees (%) |
Number of Indigenous peoples |
Indigenous peoples (%) |
Cumulative proportion of Indigenous peoples (%) |
---|---|---|---|---|---|
35,000 to 39,999 | 50 | 0.1 | Footnote SUPP | Footnote SUPP | Footnote SUPP |
40,000 to 44,999 | 559 | 1.3 | 24 | 4.3 | 1.6 |
45,000 to 49,999 | 854 | 3.1 | 37 | 4.3 | 4.1 |
50,000 to 54,999 | 2,725 | 8.9 | 124 | 4.6 | 12.2 |
55,000 to 59,999 | 8,272 | 26.4 | 244 | 2.9 | 28.3 |
60,000 to 64,999 | 4,661 | 36.2 | 153 | 3.3 | 38.4 |
65,000 to 69,999 | 6,325 | 49.6 | 252 | 4.0 | 54.9 |
70,000 to 74,999 | 5,084 | 60.4 | 232 | 4.6 | 70.2 |
75,000 to 79,999 | 2,479 | 65.6 | 79 | 3.2 | 75.4 |
80,000 to 84,999 | 2,634 | 71.2 | 91 | 3.5 | 81.4 |
85,000 to 89,999 | 1,122 | 73.5 | 29 | 2.6 | 83.3 |
90,000 to 94,999 | 2,606 | 79.1 | 64 | 2.5 | 87.5 |
95,000 to 99,999 | 2,113 | 83.5 | 44 | 2.1 | 90.4 |
100,000 to 104,999 | 846 | 85.3 | 20 | 2.4 | 91.7 |
105,000 to 109,999 | 1,615 | 88.7 | 40 | 2.5 | 94.3 |
110,000 to 114,999 | 1,202 | 91.3 | 16 | 1.3 | 95.4 |
115,000 to 119,999 | 1,680 | 94.8 | 21 | 1.3 | 96.8 |
120,000 and over | 2,444 | 100.0 | 49 | 2.0 | 100.0 |
Total | 47,271 | 1,520 | 3.2 | . |
Salary band ($) | Number of CRA employees | Cumulative proportion of CRA employees (%) | Number of persons with disabilities | Persons with disabilities (%) | Cumulative proportion of persons with disabilities (%) |
---|---|---|---|---|---|
35,000 to 39,999 | 50 | 0.1 | Footnote SUPP | Footnote SUPP | Footnote SUPP |
40,000 to 44,999 | 559 | 1.3 | 49 | 8.8 | 1.1 |
45,000 to 49,999 | 854 | 3.1 | 98 | 11.5 | 3.3 |
50,000 to 54,999 | 2,725 | 8.9 | 276 | 10.1 | 9.3 |
55,000 to 59,999 | 8,272 | 26.4 | 791 | 9.6 | 26.6 |
60,000 to 64,999 | 4,661 | 36.2 | 378 | 8.1 | 34.8 |
65,000 to 69,999 | 6,325 | 49.6 | 718 | 11.4 | 50.5 |
70,000 to 74,999 | 5,084 | 60.4 | 608 | 12.0 | 63.8 |
75,000 to 79,999 | 2,479 | 65.6 | 250 | 10.1 | 69.2 |
80,000 to 84,999 | 2,634 | 71.2 | 324 | 12.3 | 76.3 |
85,000 to 89,999 | 1,122 | 73.5 | 81 | 7.2 | 78.1 |
90,000 to 94,999 | 2,606 | 79.1 | 256 | 9.8 | 83.6 |
95,000 to 99,999 | 2,113 | 83.5 | 193 | 9.1 | 87.9 |
100,000 to 104,999 | 846 | 85.3 | 68 | 8.0 | 89.3 |
105,000 to 109,999 | 1,615 | 88.7 | 128 | 7.9 | 92.1 |
110,000 to 114,999 | 1,202 | 91.3 | 80 | 6.7 | 93.9 |
115,000 to 119,999 | 1,680 | 94.8 | 105 | 6.3 | 96.2 |
120,000 and over | 2,444 | 100.0 | 175 | 7.2 | 100.0 |
Total | 47,271 | 4,581 | 9.7 |
Salary band ($) |
Number of CRA employees | Cumulative proportion of CRA employees (%) |
Number of visible minorities | Visible minorities (%) | Cumulative proportion of visible minorities (%) |
---|---|---|---|---|---|
35,000 to 39,999 | 50 | 0.1 | Footnote SUPP | Footnote SUPP | Footnote SUPP |
40,000 to 44,999 | 559 | 1.3 | 99 | 17.7 | 0.7 |
45,000 to 49,999 | 854 | 3.1 | 150 | 17.6 | 1.7 |
50,000 to 54,999 | 2,725 | 8.9 | 683 | 25.1 | 6.4 |
55,000 to 59,999 | 8,272 | 26.4 | 2,621 | 31.7 | 24.4 |
60,000 to 64,999 | 4,661 | 36.2 | 1,618 | 34.7 | 35.6 |
65,000 to 69,999 | 6,325 | 49.6 | 1,943 | 30.7 | 48.9 |
70,000 to 74,999 | 5,084 | 60.4 | 1,547 | 30.4 | 59.5 |
75,000 to 79,999 | 2,479 | 65.6 | 854 | 34.4 | 65.4 |
80,000 to 84,999 | 2,634 | 71.2 | 838 | 31.8 | 71.2 |
85,000 to 89,999 | 1,122 | 73.5 | 374 | 33.3 | 73.7 |
90,000 to 94,999 | 2,606 | 79.1 | 886 | 34.0 | 79.8 |
95,000 to 99,999 | 2,113 | 83.5 | 609 | 28.8 | 84.0 |
100,000 to 104,999 | 846 | 85.3 | 259 | 30.6 | 85.8 |
105,000 to 109,999 | 1,615 | 88.7 | 642 | 39.8 | 90.2 |
110,000 to 114,999 | 1,202 | 91.3 | 334 | 27.8 | 92.5 |
115,000 to 119,999 | 1,680 | 94.8 | 616 | 36.7 | 96.7 |
120,000 and over | 2,444 | 100.0 | 479 | 19.6 | 100.0 |
Total | 47,271 | 14,557 | 30.8 |
Salary band ($) | Number of CRA employees | Cumulative proportion of CRA employees (%) | Number of women | Women (%) | Cumulative proportion of women (%) |
---|---|---|---|---|---|
35,000 to 39,999 | 50 | 0.1 | 41 | 82.0 | 0.1 |
40,000 to 44,999 | 559 | 1.3 | 397 | 71.0 | 1.6 |
45,000 to 49,999 | 854 | 3.1 | 577 | 67.6 | 3.6 |
50,000 to 54,999 | 2,725 | 8.9 | 1,774 | 65.1 | 10.0 |
55,000 to 59,999 | 8,272 | 26.4 | 5,212 | 63.0 | 28.7 |
60,000 to 64,999 | 4,661 | 36.2 | 2,719 | 58.3 | 38.4 |
65,000 to 69,999 | 6,325 | 49.6 | 3,983 | 63.0 | 52.7 |
70,000 to 74,999 | 5,084 | 60.4 | 3,158 | 62.1 | 64.0 |
75,000 to 79,999 | 2,479 | 65.6 | 1,353 | 54.6 | 68.9 |
80,000 to 84,999 | 2,634 | 71.2 | 1,592 | 60.4 | 74.6 |
85,000 to 89,999 | 1,122 | 73.5 | 615 | 54.8 | 76.8 |
90,000 to 94,999 | 2,606 | 79.1 | 1,299 | 49.8 | 81.4 |
95,000 to 99,999 | 2,113 | 83.5 | 1,299 | 61.5 | 86.1 |
100,000 to 104,999 | 846 | 85.3 | 487 | 57.6 | 87.8 |
105,000 to 109,999 | 1,615 | 88.7 | 818 | 50.7 | 90.8 |
110,000 to 114,999 | 1,202 | 91.3 | 539 | 44.8 | 92.7 |
115,000 to 119,999 | 1,680 | 94.8 | 864 | 51.4 | 95.8 |
120,000 and over | 2,444 | 100.0 | 1,174 | 48.0 | 100.0 |
Total | 47,271 | 27,901 | 59.0 |
Data source for tables 3.1 to 3.4: Corporate Administrative Systems, as of March 31, 2021.
Notes: The percentage column represents the designated group's share of each salary band. For example, 65.1% represents the percentage of women in the $50,000 to $54,999 salary range. The percentage column is not to be calculated vertically.
The cumulative percentage column represents the cumulative total percentage of the designated group's share up to and including the identified salary band. For example, 28.7% of all women earned less than $55,000, as of March 31, 2021.
Totals include the executive group (EX, EC, and DM).
- Footnote tbl9
-
To respect confidentiality, the employment equity numbers have been suppressed.
A4 Distribution of employees by designated group and age groups as of March 31, 2021
Age groups |
Number of CRA employees |
Number of Indigenous peoples |
Indigenous peoples (%) |
Number of persons with disabilities |
Persons with disabilities (%) | Number of visible minorities |
Visible minorities (%) |
Number of women |
Women (%) |
---|---|---|---|---|---|---|---|---|---|
16 to 19 | 23 | Footnote SUPP | Footnote SUPP | Footnote SUPP | Footnote SUPP | Footnote SUPP | Footnote SUPP | 12 | 52.2 |
20 to 24 | 1,550 | 52 | 3.4 | 92 | 5.9 | 476 | 30.7 | 843 | 54.4 |
25 to 29 | 4,630 | 128 | 2.8 | 321 | 6.9 | 1,697 | 36.7 | 2,451 | 52.9 |
30 to 34 | 5,237 | 140 | 2.7 | 369 | 7.0 | 1,939 | 37.0 | 2,905 | 55.5 |
35 to 39 | 6,068 | 208 | 3.4 | 487 | 8.0 | 2,255 | 37.2 | 3,499 | 57.7 |
40 to 44 | 6,382 | 213 | 3.3 | 620 | 9.7 | 2,122 | 33.2 | 3,900 | 61.1 |
45 to 49 | 6,264 | 209 | 3.3 | 672 | 10.7 | 1,998 | 31.9 | 3,815 | 60.9 |
50 to 54 | 6,622 | 261 | 3.9 | 708 | 10.7 | 1,721 | 26.0 | 4,178 | 63.1 |
55 to 59 | 6,081 | 177 | 2.9 | 739 | 12.2 | 1,275 | 21.0 | 3,722 | 61.2 |
60 to 64 | 3,152 | 93 | 3.0 | 397 | 12.6 | 673 | 21.4 | 1,917 | 60.8 |
65 to 69 | 986 | 30 | 3.0 | 138 | 14.0 | 288 | 29.2 | 533 | 54.1 |
70+ | 276 | Footnote SUPP | Footnote SUPP | 35 | 12.7 | 112 | 40.6 | 126 | 45.7 |
Total | 47,271 | 1,520 | 3.2 | 4,581 | 9.7 | 14,557 | 30.8 | 27,901 | 59.0 |
All CRA employees | Indigenous peoples | Persons with disabilities | Visible minorities | Women | |
---|---|---|---|---|---|
Average ageFootnote * (years) |
44.6 | 44.9 | 47.1 | 42.8 | 45.1 |
Data Source for tables 4.1 to 4.2: Corporate Administrative Systems, as of March 31, 2021
- Footnote tbl10
-
To respect confidentiality, the employment equity numbers have been suppressed.
- Footnote tbl11
-
Includes the executive group (EX, EC and DM).
A5 Hiring, separation and promotion rates of designated group members
Number of CRA employees |
Number of Indigenous peoples |
Indigenous peoples (%) |
Number of persons with disabilities | Persons with disabilities (%) | Number of visible minorities |
Visible minorities (%) |
Number of Women |
Women (%) | |
---|---|---|---|---|---|---|---|---|---|
HiringFootnote * | 4,088 | 55 | 1.3 | 225 | 5.5 | 1,327 | 32.5 | 2,282 | 55.8 |
SeparationFootnote * | 5,056 | 187 | 3.7 | 436 | 8.6 | 953 | 18.8 | 3,102 | 61.4 |
PromotionFootnote * | 2,324 | 90 | 3.9 | 218 | 9.4 | 645 | 27.8 | 1,389 | 59.8 |
Data source: Corporate Administrative Systems from April 1, 2020, to March 31, 2021
Note: Representation at the CRA includes permanent employees and term employees of three months or more. It includes the executive group (EX, EC and DM).
- Footnote tbl12
-
Hiring only includes first-time/new external hires to the CRA as well as "students bridged." Hiring cannot be compared to separation as it is based on a different sample of information.
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.
© Her Majesty the Queen in Right of Canada, represented by the Minister of National Revenue, 2020.
You can copy this publication without permission for internal use, as long as you acknowledge the source. However, making many copies of parts or all of this publication to sell or redistribute requires written permission from the Minister of National Revenue. You can write to the Minister at Ottawa ON K1A 0L5.
La version française de cette publication est intitulée Équité en matière d’emploi, diversité et inclusion à l’Agence du revenu du Canada – Rapport annuel 2020-2021.
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