Focus on Discrimination
The Focus series is a collection of reports that present the results of the 2017 Public Service Employee Survey, broken down by theme. Focus on Discrimination looks at results related to discrimination and examines how they relate to results for other aspects of the workplace.
On this page
- Background
- Incidence of discrimination
- Sources of discrimination
- Types of discrimination
- Actions taken to address the discrimination experienced
- Reasons for not filing a grievance or formal complaint
- Discrimination in current organization
- Satisfaction with organization’s response to discrimination and efforts to prevent it
- Key observations
- Results by demographic factor
- How the percentages were calculated
- Appendix: Occupational groups in each occupational category
Background
Under the Canadian Charter of Rights and Freedoms, individuals are entitled to a work environment that is free of discrimination.
Discrimination means treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others.
There are 13 prohibited grounds of discrimination under the Canadian Human Rights Act:
- race
- national or ethnic origin
- colour
- religion
- age
- sex
- sexual orientation
- gender identity or expression
- marital status
- family status
- genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test)
- disability
- conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered
Incidence of discrimination
8% of employees indicated that they had been the victim of discrimination on the job in the past 2 years, unchanged from 2014.
Sources of discrimination
Employees who indicated that they had been discriminated against on the job in the past 2 years reported the following as the source(s) of the discrimination:
- individuals with authority over them: 79%, similar to 2014 (80%)
- co-workers: 38%, a slight increase from 2014 (36%)
- members of the public: 9%, similar to 2014 (8%)
- individuals from other departments or agencies: 7%, unchanged from 2014
- individuals working for them: 4%, similar to 2014 (3%)
- individuals for whom they have custodial responsibility: 4%, similar to 2014 (3%)
Types of discrimination
Employees who indicated that they had been discriminated against on the job in the past 2 years reported the following type(s) of discrimination:
- sex: 30%, a large increase from 2014 (24%)
- age: 25%, a slight increase from 2014 (23%)
- race: 24%, an increase from 2014 (20%)
- national or ethnic origin: 19%, a slight increase from 2014 (17%)
- disability: 16%, unchanged from 2014
- family status: 16%, unchanged from 2014
- colour: 14%, a slight increase from 2014 (12%)
- marital status: 8%, similar to 2014 (7%)
- religion: 6%, similar to 2014 (5%)
- sexual orientation: 4%, similar to 2014 (3%)
- gender identity: 1%
- genetic characteristics: 1%
- pardoned conviction or suspended record: 0%, similar to 2014 (1%)
20% of employees who indicated that they had been discriminated against indicated “other” as one of the types of discrimination, a large decrease from 2014 (30%).
Actions taken to address the discrimination experienced
Of the 8% of employees who indicated that they had been the victim of discrimination on the job in the past 2 years, 7% indicated that they had filed a grievance or formal complaint, unchanged from 2014.
The other actions taken by employees to address the discrimination were:
- discussed the matter with a supervisor or a senior manager: 31%, a slight increase from 2014 (29%)
- contacted a union representative: 19%, unchanged from 2014
- discussed the matter with the person(s) from whom they experienced the discrimination: 16%, unchanged from 2014
- resolved the matter informally on their own: 9%, unchanged from 2014
- contacted a human resources advisor in their department or agency: 6%, unchanged from 2014
- used an informal conflict resolution process: 6%, unchanged from 2014
48% of employees who indicated that they had been discriminated against took no action, unchanged from 2014.
Reasons for not filing a grievance or formal complaint
Employees who indicated that they had been discriminated against on the job in the past 2 years but did not file a grievance or formal complaint were asked to indicate their reason(s) for not doing so. The following were the most frequently cited reasons:
- did not believe it would make a difference: 61%, a decrease from 2014 (65%)
- fear of reprisal: 44%, unchanged from 2014
- concerns about the formal complaint process: 24%, similar to 2014 (23%)
- did not think the incident was serious enough: 13%, a slight increase from 2014 (11%)
- too distraught: 10%, unchanged from 2014
- advised against filing a complaint: 10%, similar to 2014 (9%)
- did not know what to do, where to go or whom to ask: 10%, similar to 2014 (9%)
Discrimination in current organization
A question was added to the 2017 survey to find out whether the discrimination an employee had experienced had occurred in the employee’s current organization. Of the 8% of employees who indicated that they had been the victim of discrimination on the job in the past 2 years, 93% indicated that it had occurred while they were an employee of their current organization.
Satisfaction with organization’s response to discrimination and efforts to prevent it
Employees were asked about their satisfaction with their organization’s efforts to prevent and respond to discrimination in the workplace. 56% of employees indicated that they were satisfied with how matters related to discrimination are resolved in their organization, similar to 2014 (55%); 30% of employees responded that they didn’t know, similar to 2014 (31%).
72% of employees felt that their organization works hard to create a workplace that prevents discrimination, a slight increase from 2014 (70%) and a large decrease from 2011 (77%); 12% of employees responded that they didn’t know, a decrease from 2014 (15%).
Key observations
The following observations do not necessarily indicate relationships of cause and effect, but they may provide insight into some of the connections between discrimination and different aspects of the workplace.
Respect
Discrimination and organizational efforts to prevent and resolve discrimination are linked to perceptions of respect in the organization.
Discrimination levels tended to be lower among employees who indicated that their workplace is inclusive and respectful.
For example, the incidence of discrimination was lower among employees who agreed than among those who disagreed that:
- in their work unit, every individual is accepted as an equal member of the team (4% compared with 25%)
- their organization implements activities and practices that support a diverse workplace (5% compared with 36%)
- their organization respects individual differences (5% compared with 35%)
Further, employees who agreed that their organization works hard to create a workplace that prevents discrimination were more likely than those who disagreed to indicate that their organization treats them with respect (93% compared with 31%).
Workplace well-being
Discrimination is linked to lower levels of workplace well-being. For example, employees who indicated that they had been discriminated against on the job in the past 2 years also reported having higher levels of stress and emotional exhaustion and were less likely to describe their workplace as psychologically healthy. Further, the incidence of discrimination was lower among employees who viewed their immediate supervisor as approachable or caring.
Employees who had experienced discrimination were more likely than those who had not to indicate that:
- they feel emotionally drained at the end of their workday (56% compared with 26%)
- they have high or very high levels of work-related stress (46% compared with 18%)
Employees who had been discriminated against were more likely than those who had not to indicate that the following factors caused them stress at work to a large or very large extent:
- discrimination or harassment (40% compared with 5%)
- issues with individuals with authority over them (40% compared with 8%)
- issues with co-workers (21% compared with 6%)
22% of employees who had been discriminated against indicated that they would describe their workplace as psychologically healthy, compared with 60% of employees who had not been discriminated against.
Discrimination levels tended to be lower among employees who indicated that their immediate supervisor was approachable or caring. In particular, the incidence of discrimination was lower among employees who agreed than among those who disagreed that:
- their immediate supervisor creates an environment where they feel free to discuss matters that affect their well-being at work (6% compared with 27%)
- their immediate supervisor seems to care about them as a person (6% compared with 28%)
Sense of value and empowerment
Employees who indicated that they had been discriminated against on the job in the past 2 years were less likely than those who had not to feel valued and empowered at work. For example, 30% of employees who had experienced discrimination felt valued at work, compared with 68% of employees who had not experienced discrimination.
Employees who indicated that they had been discriminated against were less likely than those who had not to agree that:
- they feel that they would be supported by their organization if they proposed a new idea (26% compared with 61%)
- they are encouraged to be innovative or to take initiative in their work (37% compared with 70%)
- they have opportunities to provide input into decisions that affect their work (38% compared with 70%)
Performance management
Discrimination is linked to less positive perceptions of recognition and performance management. 29% of employees who had been discriminated against indicated that they receive meaningful recognition for work well done compared with 64% of employees who had not been discriminated against.
Employees who indicated that they had experienced discrimination were less likely than those who had not to feel that:
- they receive useful feedback from their immediate supervisor on their job performance (47% compared with 76%)
- they have clear work objectives (48% compared with 74%)
- unsatisfactory performance is managed effectively in their work unit (16% compared with 42%)
Staffing and career development
Discrimination is linked to less positive perceptions of fair hiring and support for career development.
Employees who had experienced discrimination were less likely than those who had not to agree that, in their work unit:
- they hire people who can do the job (36% compared with 68%)
- the process of selecting a person for a position is done fairly (24% compared with 70%)
Employees who had been discriminated against were less likely than those who had not to indicate that:
- their organization does a good job of supporting employee career development (25% compared with 59%)
- they have opportunities for promotion within their organization, given their education, skills and experience (20% compared with 60%)
Confidence in senior management
Organizational efforts to prevent and resolve discrimination are linked to employees’ perceptions of senior management. Employees who had been discriminated against were less likely than those who had not been discriminated against to have confidence in the senior management of their organization (26% compared with 60%). 72% of employees who agreed that their organization works hard to create a workplace that prevents discrimination had confidence in senior management, compared with 15% of employees who disagreed.
Satisfaction with the organization
Discrimination is linked to lower levels of satisfaction with the organization. 32% of employees who had experienced discrimination indicated that they are satisfied with their organization, compared with 71% of employees who had not experienced discrimination. Similarly, employees who had been discriminated against were less likely than those who had not to indicate that they would recommend their organization as a great place to work (31% compared with 70%).
Fear of reprisal
Employees who have been discriminated against are more likely to fear reprisal than those who have not been discriminated against. For example, 17% of employees who had experienced discrimination felt that they could initiate a formal recourse process such as a grievance, complaint or appeal without fear of reprisal, compared with 51% of employees who had not experienced discrimination.
Harassment
Discrimination and harassment are closely linked. 67% of employees who indicated that they had been discriminated against also indicated that they had been harassed, whereas 14% of employees who indicated that they had not been discriminated against had experienced harassment. Further, 31% of employees who indicated that they had been harassed also indicated that they had been discriminated against; 3% of employees who indicated that they had not been harassed indicated that they had been discriminated against.
Retention
Discrimination is linked to retention issues.
30% of employees who had experienced discrimination indicated that they would prefer to remain with their organization even if a comparable position was available elsewhere, compared with 62% of employees who had not experienced discrimination.
Employees who had been discriminated against were also more likely than those who had not to indicate that they intend to leave their position in the next 2 years (39% compared with 25%). Of those who answered “yes” or “not sure" to the question about whether they intended to leave their position, employees who had experienced discrimination were more likely than those who had not to indicate that they planned to pursue a job in another organization or outside the public service (52% compared with 32%).
Results by demographic factor
Aboriginal people
Incidence of discrimination
As was the case in 2014, employees who identified as Aboriginal were more likely than other employees to indicate that they had been the victim of discrimination on the job in the past 2 years (15% compared with 8%).
Sources of discrimination
Among employees who indicated that they had experienced discrimination, Aboriginal employees were more likely than other employees to indicate that they had experienced discrimination from:
- their colleagues (47% compared with 37%)
- members of the public (14% compared with 8%)
- individuals for whom they have a custodial responsibility (9% compared with 3%)
Types of discrimination
Among employees who indicated that they had been the victim of discrimination, Aboriginal employees were more likely than other employees to indicate that the discrimination was based on:
- race (38% compared with 22%)
- national or ethnic origin (22% compared with 19%)
- sexual orientation (7% compared with 3%)
Actions taken to address the discrimination experienced
Among employees who indicated that they had been discriminated against, Aboriginal employees were less likely than other employees to indicate that they took no action (44% compared with 48%).
Similar proportions of Aboriginal employees and other employees indicated that they filed a grievance or formal complaint (7% and 8%).
Reasons for not filing a grievance or formal complaint
Among employees who indicated that they had been discriminated against, the reasons for not filing a grievance or formal complaint were similar for Aboriginal and other employees, with the most frequently cited reasons being that they did not believe it would make a difference and that they feared reprisal.
Satisfaction with organization’s response to discrimination and efforts to prevent it
Aboriginal employees were less likely than other employees to agree that they are satisfied with how matters related to discrimination are resolved in their organization (50% compared with 57%) and that their organization works hard to create a workplace that prevents discrimination (64% compared with 72%).
Persons with disabilities
Incidence of discrimination
25% of employees with disabilities indicated that they had been the victim of discrimination on the job in the past 2 years, compared with 7% for other employees. These results are similar to those for 2014 (26% and 7%, respectively).
Sources of discrimination
Among employees who indicated that they had been discriminated against, those with disabilities were more likely than other employees to indicate that an individual with authority over them was the source of the discrimination (85% compared with 77%).
Types of discrimination
Among employees who indicated that they had been the victim of discrimination, persons with disabilities were more likely than other employees to indicate disability as one of the types of discrimination (65% compared with 3%).
Actions taken to address the discrimination experienced
Employees with disabilities were more likely than other employees to indicate that they had:
- discussed the matter with their supervisor (38% compared with 29%)
- contacted their union representative (32% compared with 15%)
- filed a grievance or formal complaint (14% compared with 6%)
Among employees who indicated that they had experienced discrimination, those with disabilities were less likely than other employees to indicate that they had taken no action in response to the discrimination (37% compared with 51%).
Reasons for not filing a grievance or formal complaint
Employees with disabilities who indicated that they had been discriminated against but who did not file a grievance or formal complaint were more likely than other employees to indicate that they did not do so because they:
- were afraid of reprisal (53% compared with 42%)
- had concerns about the formal complaint process (31% compared with 22%)
- were too distraught (16% compared with 9%)
Satisfaction with organization’s response to discrimination and efforts to prevent it
Employees with disabilities were less likely than other employees to agree that they are satisfied with how matters related to discrimination are resolved in their organization (42% compared with 58%) and that their organization works hard to create a workplace that prevents discrimination (57% compared with 73%).
Members of visible minorities
Incidence of discrimination
Visible minority employees were more likely than other employees to indicate that they had been the victim of discrimination on the job in the past 2 years (13% compared with 7%). These results are unchanged from 2014.
Sources of discrimination
Among employees who indicated that they had been discriminated against, visible minority employees were slightly more likely than other employees to indicate that they had been discriminated against by their colleagues (42% compared with 37%) and by members of the public (12% compared with 8%).
Types of discrimination
Among employees who indicated that they had been discriminated against, visible minority employees were more likely than other employees to indicate that the discrimination took the form of:
- race (56% compared with 11%)
- national or ethnic origin (42% compared with 11%)
- colour (35% compared with 6%)
- religion (15% compared with 3%)
Actions taken to address the discrimination experienced
Among employees who had been discriminated against, visible minority employees were slightly more likely than other employees to indicate that they had taken no action to address the discrimination (52% compared with 46%). Similar proportions of visible minority and other employees indicated that they filed a grievance or formal complaint (7% and 8%).
Reasons for not filing a grievance or formal complaint
The reasons given for not filing a grievance or formal complaint about the discrimination were similar for visible minority employees and other employees.
Satisfaction with organization’s response to discrimination and efforts to prevent it
Identical proportions of visible minority employees and other employees agreed that they are satisfied with how matters related to discrimination are resolved in their organization (56%). However, visible minority employees were less likely than other employees to agree that their organization works hard to create a workplace that prevents discrimination (69% compared with 72%).
Women
Incidence of discrimination
Identical proportions of women and men indicated that they had experienced discrimination on the job in the past 2 years (8%), unchanged from 2014.
Sources of discrimination
Among employees who indicated that they had been discriminated against, women were less likely than men to indicate that the discrimination had come from their colleagues (35% compared with 41%).
Types of discrimination
Among employees who indicated that they had been the victim of discrimination on the job in the past 2 years, women were less likely than men to indicate that the discrimination was based on:
- race (19% compared with 31%)
- national or ethnic origin (14% compared with 25%)
- colour (10% compared with 20%)
Among employees who indicated that they had been discriminated against, women were more likely than men to indicate that the discrimination was based on:
- sex (36% compared with 22%)
- family status (20% compared with 12%)
Actions taken to address the discrimination experienced
Among employees who indicated that they had been discriminated against, women were less likely than men to indicate that they had taken no action to address the discrimination (46% compared with 52% of men). Similar proportions of women and men indicated that they filed a grievance or formal complaint (7% and 8%).
Reasons for not filing a grievance or formal complaint
Among employees who indicated that they had been the victim of discrimination but who did not file a grievance or formal complaint, women were more likely than men to indicate that they did not do so because they thought the incident wasn’t serious enough (15% compared with 11%) or because they had changed jobs (11% compared to 6%).
Satisfaction with organization’s response to discrimination and efforts to prevent it
Women were less likely than men to agree that they are satisfied with how matters related to discrimination are resolved in their organization (55% compared with 58%), but identical proportions of women and men agreed that their organization works hard to create a workplace that prevents discrimination (72%).
Gender diverse employees
For the 2017 survey, the gender question had 3 options:
- Male
- Female
- Or please specify
Among the employees who responded to this question, 0.2% selected the third option, “Or please specify.” For the purposes of reporting, the group of employees who chose this option is being referred to as “gender diverse.”
Incidence of discrimination
Gender diverse employees were more likely than men or women to indicate that they had been the victim of discrimination on the job in the past 2 years (23% compared with 8% for men and women).
Sources of discrimination
Among employees who indicated that they had been discriminated against, gender diverse employees were more likely than either men or women to indicate that the discrimination had come from their colleagues (52% compared with 35% and 41%, respectively).
Types of discrimination
Among employees who indicated that they had been the victim of discrimination on the job in the past 2 years, gender diverse employees were more likely than men or women to indicate that the discrimination was based on:
- gender identity or expression (29% compared with 2% and 1%, respectively)
- disability (28% compared with 16% and 17%, respectively)
- sexual orientation (20% compared with 6% and 2%, respectively)
- marital status (15% compared with 7% and 8%, respectively)
Actions taken to address the discrimination experienced
Among employees who indicated that they had been discriminated against, similar proportions of gender diverse employees, men and women indicated that they took no action to address the discrimination (49%, 51% and 46%, respectively).
Reasons for not filing a grievance or formal complaint
The reasons for not filing a grievance or formal complaint were fairly similar for gender diverse employees, men and women. The most frequently cited reasons were that:
- they did not believe it would make a difference
- they were afraid of reprisal
Satisfaction with organization’s response to discrimination and efforts to prevent it
Gender diverse employees were less likely than men and women to agree that they are satisfied with how matters related to discrimination are resolved in their organization (34% compared with 58% and 55%, respectively) and to agree that their organization works hard to create a workplace that prevents discrimination (49% compared with 72% for both men and women).
Age
Incidence of discrimination
Younger employees, especially those aged 24 and under, were less likely than older employees to indicate that they had been the victim of discrimination on the job in the past 2 years. This pattern was also observed in past surveys.
Figure 1 shows the incidence of discrimination by age.
Figure 1 - Text version
| 24 years and under | 25 to 29 years | 30 to 34 years | 35 to 39 years | 40 to 44 years | 45 to 49 years | 50 to 54 years | 55 to 59 years | 60 years and over |
|---|---|---|---|---|---|---|---|---|
| 4% | 7% | 8% | 9% | 9% | 9% | 9% | 8% | 9% |
Sources of discrimination
Among employees who indicated that they had been discriminated against, younger employees were:
- more likely than older employees to have been discriminated against by co-workers
- less likely than older employees to have been discriminated against by individuals with authority over them
Figure 2 shows the incidence of discrimination by co-workers and by individuals with authority, broken down by age group.
Figure 2 - Text version
| 24 years and under | 25 to 29 years | 30 to 34 years | 35 to 39 years | 40 to 44 years | 45 to 49 years | 50 to 54 years | 55 to 59 years | 60 years and over | |
|---|---|---|---|---|---|---|---|---|---|
| Co-workers | 60% | 54% | 42% | 39% | 39% | 35% | 35% | 33% | 31% |
| Individuals with authority | 57% | 62% | 75% | 79% | 81% | 81% | 81% | 83% | 82% |
Types of discrimination
Among employees who indicated that they had been discriminated against on the job in the past 2 years, both those in the younger and those in the older age groups were more likely than those in the mid-range groups to indicate that the discrimination was based on age.
Employees aged 39 or under were more likely than older employees to indicate that the discrimination that they experienced was based on sex.
Figure 3 shows the incidence of discrimination based on age and sex, broken down by age group.
Figure 3 - Text version
| 24 years and under | 25 to 29 years | 30 to 34 years | 35 to 39 years | 40 to 44 years | 45 to 49 years | 50 to 54 years | 55 to 59 years | 60 years and over | |
|---|---|---|---|---|---|---|---|---|---|
| Age | 54% | 49% | 27% | 15% | 12% | 13% | 23% | 39% | 55% |
| Sex | 44% | 42% | 42% | 39% | 31% | 29% | 23% | 20% | 16% |
Actions taken to address the discrimination experienced
Among employees who indicated that they had been discriminated against, younger employees were:
- less likely than older employees to have taken action to address the discrimination, including file a grievance or a formal complaint
- more likely than older employees to indicate that they had taken no action to address the discrimination
Figure 4 shows, for each age group, the proportion of employees who:
- filed a grievance or a formal complaint to address the discrimination they had experienced
- took no action
Figure 4 - Text version
| 24 years and under | 25 to 29 years | 30 to 34 years | 35 to 39 years | 40 to 44 years | 45 to 49 years | 50 to 54 years | 55 to 59 years | 60 years and over | |
|---|---|---|---|---|---|---|---|---|---|
| Filed a grievance or formal complaint | 2% | 4% | 6% | 6% | 7% | 8% | 9% | 10% | 7% |
| Took no action | 61% | 59% | 54% | 51% | 49% | 44% | 44% | 41% | 46% |
Reasons for not filing a grievance or formal complaint
The reasons for which employees did not file a grievance or a formal complaint varied by age. For example, the proportion of employees who did not file a grievance or a formal complaint because they did not think the incident was serious enough steadily decreased with age (46% of employees aged 24 and under, compared with 7% of employees aged 60 and over). Fear of reprisal was less often selected as a reason for not filing a grievance or formal complaint by employees aged 24 and under (26%) and by those aged 60 and over (33%) than by those aged 25 to 59 (40% to 49%).
Satisfaction with organization’s response to discrimination and efforts to prevent it
Employees aged 24 years and under were more likely than employees in older age groups to agree that they are satisfied with how matters related to discrimination are resolved in their organization (79% compared with 53% to 66% for employees in older age groups) and that their organization works hard to create a workplace that prevents discrimination (86% compared with 70% to 78% for employees in older age groups).
Occupational category
Across occupational categories,Footnote 1 the largest differences in all results relating to discrimination are between employees in the Operational category and employees in the Executive category.
Incidence of discrimination
Employees in the Executive category were the least likely to indicate that they had been the victim of discrimination on the job in the past 2 years. As in past surveys, employees in the Operational category were more than 3 times as likely as employees in the Executive category to indicate that they had been discriminated against on the job.
Figure 5 shows the incidence of discrimination by occupational category.
Figure 5 - Text version
| Executive | Scientific and Professional | Administration and Foreign Services | Technical | Administrative Support | Operational |
|---|---|---|---|---|---|
| 5% | 8% | 8% | 8% | 8% | 15% |
Sources of discrimination
When asked the source(s) of the discrimination, employees in all occupational categories most often indicated individuals with authority over them (77% to 83%).
Employees in the Operational category were more likely than employees in the other occupational categories to indicate the following as the source(s) of the discrimination:
- individuals for whom they have a custodial responsibility: 15% compared with 1% for employees in the other occupational categories
- members of the public: 13% compared with 2% to 10% for employees in the other occupational categories
Employees in the Executive category were:
- more likely than employees in the other occupational categories to indicate that they had been discriminated against by individuals working for them (11% compared with 2% to 5% for employees in the other occupational categories)
- less likely to indicate they had been discriminated against by co-workers (25% compared with 34% to 46% for employees in the other occupational categories)
Types of discrimination
Among employees who indicated that they had experienced discrimination, employees in the Operational category were more likely than employees in the other occupational categories to indicate the following as the basis of the discrimination:
- colour: 17% compared with 10% to 15% for employees in the other occupational categories
- sexual orientation: 6% compared with 2% to 4% for employees in the other occupational categories
Employees in the Executive category were more likely than employees in the other occupational categories to indicate sex as a type of discrimination (42% compared with 21% to 36% for employees in the other occupational categories) and less likely to indicate the following:
- colour: 10% compared with 12% to 17% for employees in the other occupational categories
- marital status: 4% compared with 7% to 10% for employees in the other occupational categories
- family status: 13% compared with 15% to 18% for employees in the other occupational categories
- disability: 9% compared with 13% to 21% for employees in other the occupational categories
Actions taken to address the discrimination experienced
Among employees who indicated that they had been the victim of discrimination, employees in the Operational category and employees in the Administrative Support category were more likely to indicate that they had contacted their union representative (23% and 24%, respectively) than were employees in the other occupational categories (15% to 18%).
Employees in the Operational category were the most likely to indicate that they had filed a grievance or formal complaint (11% compared with 2% to 8% of employees in the other occupational categories).
Employees in the Executive category were the most likely to indicate that they had contacted a human resources advisor in their department or agency (12% compared with 6% for employees in the other occupational categories). However, they were the least likely to indicate that they had filed a grievance or formal complaint (2% compared with 5% to 11% of employees in the other occupational categories).
Reasons for not filing a grievance or formal complaint
Reasons for not filing a grievance or formal complaint were similar across all occupational categories.
Satisfaction with organization’s response to discrimination and efforts to prevent it
Employees in the Executive category expressed the most positive opinions about their organization’s efforts to resolve and prevent discrimination, whereas employees in the Operational category expressed the least positive opinions.
On the resolution side, 79% of all employees in the Executive category indicated that they are satisfied with how matters related to discrimination are resolved in their organization, compared with:
- 44% of employees in the Operational category
- 53% to 59% of employees in the other occupational categories
On the prevention side, 87% of all employees in the Executive category agreed that their organization works hard to create a workplace that prevents discrimination, compared with:
- 54% of employees in the Operational category
- 70% to 74% of employees in the other occupational categories
How the percentages were calculated
Throughout this report, the totals used to calculate the percentages are based on the following and do not include the responses “Don’t know” and “Not applicable”:
- the sum of “Strongly agree” and “Somewhat agree” responses
- the sum of “Always / Almost always” and “Often” responses
- the sum of “Very high” and “High” responses
- the sum of “To a large extent” and “To a very large extent”
For one question about pay and compensation (question 91), the percentage is based on the sum of “To a small extent,” “To a moderate extent,” “To a large extent” and “To a very large extent.”
For additional results, consult the Public service employee surveys website.
Appendix: Occupational groups in each occupational category
| Occupational category | Occupational groups |
|---|---|
| Executive | CIEXC, DE (NFB), DM, DX, EX, EXPCX, GR-EX, MGT (CNSC), MGT (NRC), PX/AAG/AG, REX, RLE |
| Scientific and Professional | AC, AG, AP-VFM, AR, AU, BI, CH, CISPC, DE, DS, EC, ED, EN, ES, FO, HR, LC, LIB (NRC), LP, LS, MA, MD, MT, ND, NU, OP, PC, PH, PM-MCO, PS, RCO, RO (NRC), SE, SG, SI, SP (NFB), SR (CFIA), SW, UT, VM |
| Administration and Foreign Services | AD (NFB), AP-FIN, AS, CO, CS, FI, FS, HR/RH (CRA), IS, OM, PE, PG, PM, SP (CRA), TR, WP |
| Technical | AI, AO, CIPTC, DD, EG, EL, EU, GT, PI, PY, RO, SO, TC, TI, TO |
| Administrative Support | AD (NRC), AS (NFB), CIASC, CM, CR, DA, OE, ST |
| Operational | CX, FB, FR, GL, GS, HP, HS, LI, OP (NFB), OP (NRC), PO-IMA, PO-TCO, PR, SC, SR |
| Other | AB, ASG, FT, GR, IM, IN, ITS/LA, MG, NB, RE, REG, UNI, Other, Students, Governor in Council Appointees |
Page details
- Date modified: