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Employment Equityin the Public Service
of Canada2018 –2019
ANNUAL REPORT
© Her Majesty the Queen in Right of Canada,
represented by the President of the Treasury Board, 2020
Catalogue No. BT1-28E-PDF
ISSN 1926-2485
This document is available on the Government of Canada website at www.canada.ca
This document is available in alternative formats upon request.
Table of contents
Message from the President of the Treasury Board............................................ 1
Measuring employment equity in the public service ........................................... 2
New workforce availability benchmarks for employment equity reporting .......... 2
Labour market availability and workforce availability ..................................... 2
Representation ........................................................................................ 3
Data disaggregation ................................................................................. 3
New occupational groups for reporting ........................................................ 3
Toward a culture of diversity and inclusion in the public service .......................... 9
Accessibility Strategy for the Public Service .................................................. 9
Centre for Wellness, Inclusion and Diversity ................................................. 9
Centre of Expertise on Mental Health in the Workplace ................................. 10
Leadership development ......................................................................... 10
Consultations between the Treasury Board and its employees’ representatives 11
Recruitment approaches for employment equity ......................................... 11
Learning initiatives: Indigenous Learning Series .......................................... 11
Learning initiatives: respectful and inclusive workplace ................................ 12
Harassment and violence prevention ......................................................... 13
Knowledge Circle for Indigenous Inclusion ................................................. 13
Employee networks ................................................................................... 13
The Indigenous Federal Employee Network ................................................ 13
The Indigenous Federal Executive Network ................................................ 14
Federal Black Employee Caucus ............................................................... 14
The way forward: progress in adopting an inclusive mindset............................. 15
Approach to collecting data on gender-diverse employees ............................ 15
Amendments to people management policies ............................................. 15
Approach to data collection ..................................................................... 16
UN International Decade for People of African Descent ................................. 16
Final word ............................................................................................ 16
About this report ....................................................................................... 17
About the data .......................................................................................... 17
Appendix: statistical tables of employment equity data specific to compliance
requirements of section 21 of the Employment Equity Act ................................ 18
Endnotes ................................................................................................. 30
1
Message from the President of the Treasury Board I am pleased to present the 27th annual report to Parliament on employment equity in the Public
Service of Canada.
Employment equity is an important building block in establishing a diverse and inclusive public
service. The Employment Equity Act requires the public service to meet representation goals for
the four designated employment equity groups.
In 2018–19, the public service was successful in achieving these goals for women, Indigenous
peoples, and members of a visible minority. But more is left to do to welcome into our midst
persons living with disabilities.
The under-representation in that area is in good part due to the widening of the range of
disabilities considered within the Canadian Survey on Disability, and the data has not yet
reflected that new definition. At the Treasury Board of Canada Secretariat, the Office of Public
Service Accessibility has been put in place to help the public service work toward an improved
representation and a more inclusive workplace for this group, to carry out our responsibilities as
an Employer under the Accessible Canada Act.
We also took steps to create safer, healthier and more inclusive and diverse workplaces for all
our employees by launching the Centre for Wellness, Inclusion and Diversity. The Centre offers
support and tools to employees and managers who want to improve their workplace by
exchanging new practices and ideas.
Overall, I am pleased with the progress made by the public service toward recruiting, developing
and retaining a diverse workforce. Looking ahead, departments will need to continue to focus
attention on Canada’s changing population, ensure the public service is representative of the
people it serves and, increasingly, strive to ensure all our employees feel valued. To this end,
managers will need to continue to recruit people who have a variety of experience, backgrounds
and skills, and equip and support them to succeed.
I invite you to read this report and discover for yourself how the government is making progress
in building an inclusive, accessible public service, where all employees can perform to their full
potential for the betterment of Canada.
Original signed by
The Honourable Jean-Yves Duclos
President of the Treasury Board of Canada
2
Measuring employment equity in the public service
New workforce availability benchmarks for employment equity
reporting
With the release of data from the 2016 Census and the 2017 Canadian Survey on Disability,i
workforce availability estimates (WFAs), which are used as benchmarks to measure employment
equity for the public service, have been updated.
While all the WFA estimates have increased, the one for persons with disability has more than
doubled. This is the result of new questions to screen for disabilities in the 2017 Canadian
Survey on Disability and 2016 Census to better reflect the number of persons with a variety of
disabilities available in the workforce.
Table 1: WFA, labour market availability and representation
Employment equity designated groups
Previous WFA benchmark
(Census 2011) WFA
(Census 2016)
Labour market
availability
2018–19 core public
administration representation
Women 52.5% 52.7% 48.2% 54.8%
Indigenous peoples1 3.4% 4.0% 4.0% 5.1%
Persons with disabilities2 4.4% 9.0% 9.1% 5.2%
Members of visible minorities 13.0% 15.3% 21.3% 16.7%
Note: To determine WFA, additional criteria are applied to the LMA population, for example, education levels, citizenship, and
National Occupational Classification code comparisons. While the resulting WFA is a subset of LMA, certain employment equity
groups may present with a greater percentage of the CPA available workforce as a result of the application of these criteria.
1. The term “Indigenous peoples” aligns with international usage and in this report replaces the legislative term “Aboriginal
peoples” that appears in the Employment Equity Act and the Employment Equity Regulations.
2. In the French version of the report, the term “Personnes en situation de handicap” aligns with international usage and in this
report replaces the legislative term “Personnes handicapées” that appears in the Employment Equity Act and the
Employment Equity Regulations. The definition has not changed.
Labour market availability and workforce availability
Labour market availability (LMA) is the share of designated group members in the Canadian
labour market. As mentioned, the federal public service uses WFA, a subset of LMA, as the
benchmark for assessing employment equity of the four designated groups. The Employment
Equity Act does not specify which one to use. WFA considers certain factors, such as citizenship,
location, working age (15 to 64) and education specific to the public service, to determine a more
precise estimate than LMA can provide of designated groups members available for hire in the
3
federal public service. While the resulting WFA is a subset of LMA, certain employment equity
groups, for example, women, may present with a greater percentage of the core public
administration available workforce as a result of the application of these criteria.
Representation
The proportion of women and Indigenous peoples in the public service meets or exceeds both
their estimated WFA and LMA, but additional progress could be made in terms of members of
visible minorities reflecting their LMA. The representation of persons with disabilities is lower
than the new WFA or the LMA.
Data disaggregation
To provide a better understanding of the unique workplace issues and experiences of employees,
this year’s report provides new details on disaggregation of the four designated groups.
It should be noted that Indigenous employees and employees with disabilities had a greater
tendency to identify their subgroup as “other” rather than one of the specific subgroup categories.
As a result, the disaggregated analysis for these two designated groups is more limited.
New occupational groups for reporting
A new occupational group structure has replaced the former occupational categories in
Schedule III of the Employment Equity Regulationsii as a result of an update of the Regulations.
This new structure now has over 30 occupational groups instead of the six previous ones. Both
can be found in this report (see Tables 3.1 and 3.2 in Appendix A). Providing both groups in this
report allows for a more precise understanding of the distribution of the designated groups within
the core public administration.
The following infographics provide further details on the state of designated group representation
in the core public administration.
4
The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.
To learn more
• Centre for Wellness, Inclusion and Diversityiii
• Employment Equity Promotion Rate Studyiv
• Employment equity in federally regulated workplacesv
• Canada Gazette, Part I, Volume 153, Number 32: Regulations Amending the Employment Equity
Regulationsvi
5
The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.
To learn more
• Persistence and Representation of Women in STEM Programsvii
• A Gender Analysis of the Occupational Pathways of STEM Graduates in Canadaviii
6
The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.
To learn more
• Knowledge Circle for Indigenous Inclusionix
7
The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.
To learn more
• Where Departments Should Start: Accessibility Strategy for the Public Service of Canadax
• Opportunities Fund for Persons with Disabilitiesxi
8
The source of the representation data is the Treasury Board of Canada Secretariat Employment Equity Data Bank, which is populated with self-identification information provided by employees.
To learn more
• Building a Foundation for Change: Canada’s Anti-Racism Strategy 2019–2022xii
9
Toward a culture of diversity and inclusion in the public
service Employment equity is one of several closely related concepts that form the foundation of a
diverse and inclusive public service. Other themes such as respect in the workplace, value and
ethics, mental health, and wellness both support and are supported by employment equity.
In order to create the shifts in mindsets and culture required to achieve employment equity,
numerous initiatives have been undertaken, including government-wide strategies and plans,
specific activities for designated groups, and skills development for leaders. Highlights of these
initiatives are provided in the following.
Accessibility Strategy for the Public Service
In 2018–19, the Treasury Board of Canada Secretariat’s (TBS’s) Office of Public Service
Accessibility (OPSA) developed the Accessibility Strategy for the Public Service,xiii which was
launched in May 2019. The Strategy is a roadmap to help the Government of Canada lead by
example in:
removing barriers to accessibility and inclusion
increasing the number of persons with disabilities recruited into the public service
One of the key features of the Strategy is a commitment that the federal public service will hire
an additional 5,000 persons with disabilities by 2025.
To support the implementation of the Strategy, OPSA has established a tiered interdepartmental
governance model to oversee and coordinate planning and actions, and to report on progress and
results. The Centralized Enabling Workplace Fund further advances the federal public service’s
workplace accommodation practices.
Centre for Wellness, Inclusion and Diversity
Following the government announcement through Budget 2018, TBS established and launched
the Centre for Wellness, Inclusion and Diversityxiv (CWInD) in June 2019 to provide leaders at
all levels with tangible solutions to support the wellness, inclusion and diversity agenda.
CWInD has two main functions:
1. support wellness, inclusion and diversity commitments throughout the public service
2. identify innovative ways to create safer, healthier, and more inclusive and diverse workplaces
10
CWInD provides single-window access to resources to departmental leaders on wellness,
inclusion, diversity, and the prevention of harassment and violence. It also uses a qualitative
research approach, referred to as the Smart Dive, to explore ways to bridge the gap between the
intent of the Policy on People Management in the public service and the way that people behave,
work and experience the workplace.
Centre of Expertise on Mental Health in the Workplace
Established in 2017, the Centre of Expertise on Mental Health in the Workplace,xv a collaboration
between departmental officials and bargaining agents, provides support, expertise, guidance and
leadership to address psychological health and safety in Canada’s federal public service.
As part of its mandate, the Centre supports federal organizations to deliver on the objectives of
the Federal Public Service Workplace Mental Health Strategyxvi and align with the National
Standard of Canada for Psychological Health and Safety in the Workplace.xvii In January 2019,
the Centre published the Steering Committee on Mental Health in the Public Service’s third
report, entitled Building Success: A Guide to Establishing and Maintaining a Psychological
Health and Safety Management System in the Federal Public Service.xviii
In addition, the Centre:
manages a best practices repository for managers, employees and organizations
convenes quarterly meetings of the Mental Health and Wellness Champions’ Committee
facilitates the Mental Health Office of Primary Interest Network
supports the Federal Speakers’ Bureau on Healthy Workplaces
Leadership development
The Office of the Chief Human Resources Officer of TBS (OCHRO-TBS) leads an Executive
Leadership Development Program (ELDP), which is a government-wide program to enrich
leadership competencies and build capacity in the executive community. The ELDP targets its
approach to address gaps in skills and diversity among the executive group. In 2018–19,
86 employees participated in the program. Of this group, more than 50% of the participants
represent at least one of the four employment equity designated groups.
In 2018–19, Crown-Indigenous Relations and Northern Affairs Canada continued to support the
public service–wide Aboriginal Leadership Development Initiative (ALDI). ALDI works to
prepare Indigenous employees to assume greater leadership roles and positively impact decision-
making in their respective departments and across the federal public service.
11
Consultations between the Treasury Board and its employees’
representatives
TBS consults and collaborates with bargaining agents through the Joint Employment Equity
Committee, a national forum through which employment equity, wellness, diversity and
inclusion are discussed with employees’ representatives, departments, the Public Service
Commission of Canada (PSC) and TBS. During 2018–19, the committee discussed or held
consultations on:
the mandate and planned activities of CWInD, including the establishment of a senior
executive advisory committee to focus on diversity and inclusion
feedback on Treasury Board policies for managing people, including the new Directive on
Employment Equity, Diversity and Inclusion (April 1, 2020)
Recruitment approaches for employment equity
The government continues to pursue a strategic approach to recruitment that directly engages
certain designated groups, including through the Indigenous Student Employment Opportunity
and the Employment Opportunity for Students with Disabilities, both administered by PSC.
Through these programs, in 2018–19, the government hired 226 Indigenous students and
113 students with disabilities.
In April 2018, TBS and the PSC jointly challenged federal government organizations to hire
100 persons with intellectual disabilities in 2018–19. As a result, 95 persons with intellectual
disabilities have been hired to date, but only four were hired indeterminately. However, the
employment equity data do not reflect the increased integration of persons with intellectual
disabilities, since casual and part-time employees, as well as employees whose term is less than
three months, are not statistically considered. This experience provided valuable lessons and led to
the development of tools to hire, on-board and develop employees with intellectual disabilities.
Learning initiatives: Indigenous Learning Series
In 2018, the Canada School of Public Service (CSPS) declared Indigenous learning as one of its
five distinct business lines. This business line incorporates the Indigenous Learning Series,
which was established in 2016 in response to Call to Action 57 of Truth and Reconciliation
Commission of Canada: Calls to Action.xix
The goals of the CSPS in establishing this distinct business line are to:
promote effective working relationships with diverse Indigenous populations and public
servants
support the development of federal policies and programs that meet the unique needs and
realities of Indigenous peoples across Canada
12
The CSPS’s Indigenous learning business line provides the public service with access to
resources and learning that are designed to:
help public servants develop a deeper understanding of Indigenous cultures, history and
modern-day issues that they will incorporate in their day-to-day work
provide the knowledge, skills and competencies needed to contribute to the Government of
Canada’s reconciliation agenda
support executives to foster changes in behaviours and practices in the public service to be
inclusive of Indigenous employees and Indigenous perspectives
Learning initiatives: respectful and inclusive workplace
In late 2019, CSPS launched its respectful and inclusive workplace business line in support of
the Government of Canada’s ongoing commitment to providing an environment where
employees are treated with respect, dignity and fairness. The overarching expected result is to
create healthy and respectful workplaces across the public service.
The goal of this business line is to develop knowledge, skills and competencies in the
following areas:
harassment prevention
accessibility
occupational health and safety
unconscious bias
mental health
positive space for lesbian, gay, bisexual, trans(gender), queer, two-spirit people and other
people of gender identities or expressions and sexual orientations (LGBTQ2+) individuals
gender-based analysis
Advances in these areas will help organizations and employees create and sustain a culture that
promotes and preserves psychological health, safety and well-being in all aspects of the
workplace through collaboration, inclusivity and respect. Developing such a culture will help the
public service become more agile, inclusive and equipped, in line with the Government of
Canada’s public service renewal efforts outlined in Beyond 2020.xx
13
Harassment and violence prevention
A deputy minister task team on harassment reviewed the public service harassment prevention
policy framework and identified actions that will better support employees in the context of Bill
C-65, An Act to Amend the Canada Labour Code (Harassment and Violence), the Parliamentary
Employment and Staff Relations Act and the Budget Implementation Act, 2017, No. 1.xxi
The products of that review included a report entitled Safe Workspaces: Starting a Dialogue and
Taking Action on Harassment in the Public Service,xxii which included the following proposed
actions that the government continues to undertake:
prevent harassment from occurring
respond to situations in which harassment has occurred
support victims of harassment
Knowledge Circle for Indigenous Inclusion
In June 2019, the Knowledge Circle for Indigenous Inclusionxxiii (KCII) was established as a
result of the Many Voices One Mind: A Pathway to Reconciliationxxiv report recommendation.
The goal of KCII is to act as:
a culturally competent focal point for liaison
a safe space for conversations
a source of expertise for guidance, support and advice for Indigenous employees, managers
and executives in the public service
To support the transformation needed within the public service Indigenous inclusion, the KCII
will also conduct research and analysis to build an inventory of good practices in terms of
recruitment, retention, talent management, career mobility, training and development.
Employee networks Employee engagement is essential in shaping the future of equity, diversity and inclusion in the
Government of Canada. The government continues to support positive approaches and practices
led by employees. The following sections highlight the goals of three of these networks and
some of the activities they carried out this year.
The Indigenous Federal Employee Network
The Indigenous Federal Employee Network (IFEN) brings together public servants from across
Canada to ensure that Indigenous public servants have access to an interdepartmental community
that is healthy, inclusive and supportive, and that addresses the needs and aspirations of all
Indigenous employees.
14
The IFEN aims to:
build a welcoming and collaborative interdepartmental community
contribute to an inclusive workplace, free of lateral violence and discrimination1
contribute to the personal and professional growth and retention of Indigenous public servants
at all levels
offer an advisory function and social support to Indigenous public servants
help Indigenous employees “walk in two worlds” by balancing their indigeneity with being a
public servant
The IFEN also endeavours to bring together individuals within the federal public service, both in
the National Headquarters and in the Regions, to provide a forum and carry out activities in the
following areas:
provide professional networking and information-sharing
support professional development and personal growth
explore career advancement, recruitment and retention practices
make recommendations to senior management in areas that affect First Nations, Inuit and
Métis employees
promote a fair, equitable and respectful work environment through cross-cultural
understanding by supporting learning and teaching activities and events related to First
Nations, Inuit and Métis peoples
The Indigenous Federal Executive Network
In April 2018, the Indigenous Executive Network (IEXN) was launched in response to a
recommendation in Many Voices One Mind: A Pathway to Reconciliationxxv to support, engage
and communicate with Indigenous employees and partners.
The IEXN meets quarterly, with additional special meetings convened on an as-needed basis. At
least one meeting a year is dedicated to a specific learning and development priority identified by
the IEXN community.
Federal Black Employee Caucus
The Federal Black Employee Caucus (FBEC) was established in January 2018 and supports
efforts nationally, regionally and locally to address issues faced by Black federal public servants.
1. Lateral violence and discrimination are displaced violence and discrimination toward one’s peers.
15
The two main objectives of the FBEC are to:
1. collect disaggregated employment equity data to better understand the challenges faced by
Black federal public service employees within the federal public service
2. support the mental health of Black employees by focusing on government initiatives to
reduce harassment and discrimination in the workplace
Over the last year, the FBEC raised awareness on issues of concern among Black public servants
and, in January 2019, hosted a national symposium to engage Black federal public servants and
allies in examining the reality of Black employees in the federal public service. Topics of
discussion included data and representation, Black women and intersectionality, mental health,
and discrimination. The FBEC also contributed to the preparation of the Senior Leaders Learning
Session on anti-Black racism in February 2019.
The way forward: progress in adopting an inclusive
mindset
Approach to collecting data on gender-diverse employees
The term “gender equality” has a meaning that is broader than that of the traditional binary male
and female definitions. The federal public service is studying various aspects of gender, including
gender diversity, to support the conditions for greater equality in the core public administration.
TBS is participating in a government-wide approach to examine how federal programs and
services collect, use and display sex and gender information. The vision is to promote respect for
and inclusion of gender-diverse people living in Canada, including federal public servants. At the
same time, these efforts will support the collection of accurate disaggregated data on sex and
gender for program operations, policy and planning, analysis, and evidence-based
decision-making.
Amendments to people management policies
TBS is pleased to announce an update of the Treasury Board Policy on People Management and
Policy on the Management of Executives, as of April 1, 2020. These policy suites include the
modernized and broadened Directive on Employment Equity, Diversity and Inclusion and
Directive on the Duty to Accommodate. For example, the new Directive on the Duty to
Accommodate applies to all employees instead of persons with disabilities only. TBS is working
with core public administration organizations to support the implementation of these new policy
suites, with a view to focus on changing mindsets and behaviours across the enterprise and
maximizing the new flexibilities provided by these instruments in support of building an agile,
inclusive and equipped public service.
16
Approach to data collection
TBS is working to modernize self-identification processes and forms to better capture subgroup
data that would allow the public service to design tailored strategies and programs.
UN International Decade for People of African Descent
In 2018, the Government of Canada officially recognized the UN International Decade for
People of African Descent (UNDPAD) 2015–2024, which:
recognizes people of African descent as a distinct group whose human rights must be
promoted and protected
highlights the important contributions of people of African descent
provides a framework under the pillars of “recognition, justice, and development” that
encourages countries to address anti-Black racism and discrimination
TBS committed to collect subgroup data to better understand the challenges faced by Black
Canadians in the federal public service.
Final word
As we look to the next year, the government will continue to strengthen its efforts to advance
diversity and inclusion in recognizing the benefits of having a diverse talent pool that reflects the
composition of the Canadian population that it serves.
Overall, while three of the four employment equity designated groups exceeded WFA in
2018–19, a number of areas require our sustained attention, including for Indigenous peoples
and persons with disabilities.
Given these challenges, TBS encourages departments and agencies to:
ensure that employment equity considerations are built into their integrated human resources
and business planning
promote employee self-identification, especially at the subgroup levels
continue to identify and remove barriers for the four designated groups
undertake operational and strategic human resources employment equity planning
include diversity and inclusion in strategic recruitment plans
review learning, development, and education and awareness initiatives with a diversity and
inclusion lens
TBS and its partners at OPSA, PSC and CSPS, offer several internal tools and support to assist
departments in meeting their roles and responsibilities.
17
About this report The Employment Equity Act came into force in 1986 with the goal of achieving equality in the
workplace. It seeks to correct the conditions of disadvantage experienced by four designated
groups by giving effect to the principles that employment equity requires special measures and
the accommodation of differences. The four employment equity groups are:
women
Indigenous peoples
persons with disabilities
members of visible minorities
In 1996, Canada’s federal public service became subject to the Act and the Employment Equity
Regulations.
Each fiscal year, the President of the Treasury Board must table a report in Parliament on the
state of employment equity of the four designated groups within the core public administration,2
as well as similar reports produced by separate operating agencies with 100 or more employees.3
About the data The data in this report focuses on employees to whom the Regulations apply, namely:
indeterminate employees
employees on a term of three months or more
seasonal employees
These three categories comprise 92.3% of the overall population of the core public administration.
The data in this report on representation of employees in the four designated groups is based on a
mandatory self-identification form (paper or electronic) provided to all new employees.
Employees may voluntarily self-identify as belonging to more than one of the designated groups.
On average, 88.3% of core public service employees complete the self-identification questionnaire.
This high rate of self-identification allows for a high degree of confidence in the analysis.
2. The core public administration comprises the 67 departments and agencies listed in Schedule I and Schedule IV
of the Financial Administration Act.
3. Separate operating agencies comprise the federal organizations listed in Schedule V of the Financial
Administration Act. In 2018–19, 20 such agencies had 100 or more employees.
18
Appendix: statistical tables of employment equity data
specific to compliance requirements of section 21 of the
Employment Equity Act
Tab
le 1
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loyees
by d
esig
nate
d g
rou
p a
cco
rdin
g t
o d
ep
art
men
t o
r ag
en
cy
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Dep
art
men
t o
r ag
en
cy
All
em
plo
yee
s
Wo
men
In
dig
en
ou
s
peo
ple
s
Pers
on
s w
ith
d
isab
ilit
ies
M
em
bers
of
vis
ible
min
ori
tie
s
Ov
era
ll W
FA
52.7
%
4.0
%
9.0
%
15.3
%
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Em
plo
ym
ent
and
Socia
l D
eve
lopm
ent C
anad
a
24,1
42
16,3
78
67.8
1,0
91
4.5
1,5
02
6.2
5,5
53
23.0
Nationa
l D
efe
nce
†
23,9
96
9,6
85
40.4
845
3.5
1,4
18
5.9
2,3
06
9.6
Corr
ection
al S
erv
ice C
an
ad
a
17,0
71
8,3
13
48.7
1,7
75
10.4
1,0
15
5.9
1,8
27
10.7
Pub
lic S
erv
ices a
nd P
rocure
ment C
anad
a
14,5
49
8,6
78
59.6
506
3.5
747
5.1
2,2
57
15.5
Cana
da B
ord
er
Serv
ices A
gency
13,2
46
6,1
76
46.6
464
3.5
468
3.5
2,2
74
17.2
Fis
heries a
nd O
ce
ans C
an
ada
‡
11,2
11
4,4
97
40.1
529
4.7
465
4.1
741
6.6
Health C
ana
da
10,1
22
6,7
67
66.9
825
8.2
544
5.4
2,4
21
23.9
Ro
ya
l C
ana
dia
n M
ou
nte
d P
olic
e (
Civ
ilian S
taff
) 7,2
71
5,5
27
76.0
425
5.8
285
3.9
982
13.5
Imm
igra
tion, R
efu
ge
es a
nd
Citiz
enship
Ca
na
da
6,8
96
4,4
76
64.9
230
3.3
310
4.5
2,0
90
30.3
En
viro
nm
ent and C
limate
Chang
e C
anad
a
6,4
36
3,2
24
50.1
192
3.0
308
4.8
1,1
12
17.3
Share
d S
erv
ices C
an
ad
a
6,0
71
1,9
33
31.8
202
3.3
364
6.0
1,1
20
18.4
Glo
ba
l A
ffairs C
anada
5,8
73
3,2
59
55.5
336
5.7
220
3.7
1,3
45
22.9
Tra
nsport
Canad
a
5,2
99
2,3
53
44.4
199
3.8
224
4.2
905
17.1
Sta
tistics C
an
ad
a
5,0
08
2,4
93
49.8
127
2.5
293
5.9
1,2
16
24.3
Inno
vatio
n, S
cie
nce
an
d E
conom
ic D
eve
lopm
ent C
ana
da
4,9
86
2,5
36
50.9
144
2.9
220
4.4
1,0
31
20.7
Agricu
lture
an
d A
gri
-Foo
d C
ana
da
4,6
36
2,3
99
51.7
151
3.3
197
4.2
754
16.3
Cro
wn-I
nd
igeno
us R
ela
tion
s a
nd N
ort
hern
Aff
airs
4,5
51
2,9
59
65.0
1,2
09
26.6
240
5.3
687
15.1
Depart
ment of
Justice C
an
ada
4,4
33
3,0
54
68.9
178
4.0
278
6.3
880
19.9
Natu
ral R
eso
urc
es C
an
ada
4,0
95
1,9
04
46.5
108
2.6
186
4.5
643
15.7
Vete
rans A
ffairs C
ana
da
2,8
83
2,1
06
73.0
117
4.1
222
7.7
263
9.1
Pub
lic H
ea
lth A
ge
ncy o
f C
anada
2,1
12
1,4
43
68.3
65
3.1
116
5.5
452
21.4
Tre
asury
Board
of
Cana
da S
ecre
tari
at
1,9
41
1,1
65
60.0
55
2.8
123
6.3
383
19.7
Cana
dia
n H
eri
tage
1,7
00
1,1
37
66.9
78
4.6
89
5.2
241
14.2
Pub
lic S
afe
ty C
an
ada
1,1
50
67
8
59.0
54
4.7
76
6.6
180
15.7
Imm
igra
tion a
nd R
efu
ge
e B
oard
of
Can
ad
a
1,0
83
679
62.7
43
4.0
50
4.6
362
33.4
Pub
lic P
rosecution S
erv
ice o
f C
anad
a
970
642
66.2
63
6.5
62
6.4
137
14.1
19
Tab
le 1
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loyees
by d
esig
nate
d g
rou
p a
cco
rdin
g t
o d
ep
art
men
t o
r ag
en
cy
(co
nt’
d)
Dep
art
men
t o
r ag
en
cy
All
em
plo
yee
s
Wo
men
In
dig
en
ou
s
peo
ple
s
Pers
on
s w
ith
d
isab
ilit
ies
M
em
bers
of
vis
ible
min
ori
tie
s
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Pri
vy C
ou
ncil
Off
ice
962
546
56.8
37
3.8
35
3.6
161
16.7
Lib
rary
and A
rchiv
es C
ana
da
897
55
7
62.1
37
4.1
40
4.5
77
8.6
Pub
lic S
erv
ice C
om
mis
sio
n o
f C
anad
a
799
53
0
66.3
36
4.5
55
6.9
164
20.5
Depart
ment of
Fin
ance C
anada
764
34
9
45.7
16
2.1
26
3.4
142
18.6
Court
s A
dm
inis
tratio
n S
erv
ice
638
41
4
64.9
15
2.4
40
6.3
130
20.4
Cana
dia
n S
pace A
gency
605
26
9
44.5
7
1.2
33
5.5
106
17.5
Ele
ctions C
an
ada
598
31
7
53.0
18
3.0
37
6.2
106
17.7
Atlantic C
an
ada
Opport
un
itie
s A
ge
ncy
551
35
7
64.8
14
2.5
31
5.6
26
4.7
Cana
da S
choo
l of
Pub
lic S
erv
ice
530
35
6
67.2
20
3.8
31
5.8
102
19.2
Cana
dia
n R
adio
-tele
vis
ion a
nd T
ele
com
munic
atio
ns C
om
mis
sio
n
446
24
5
54.9
24
5.4
15
3.4
72
16.1
Infr
astr
uctu
re C
ana
da
442
28
2
63.8
14
3.2
22
5.0
84
19.0
Adm
inis
trative
Tribuna
ls S
upport
Serv
ice o
f C
anad
a
435
28
1
64.6
11
2.5
27
6.2
62
14.3
Cana
dia
n G
rain
Com
mis
sio
n
418
20
2
48.3
25
6.0
18
4.3
101
24.2
Paro
le B
oard
of
Cana
da
388
31
2
80.4
26
6.7
22
5.7
58
14.9
Cana
dia
n E
nviro
nm
enta
l A
ssessm
ent A
gency
§
295
19
1
64.7
16
5.4
7
2.4
31
10.5
Econom
ic D
evelo
pm
ent A
gency o
f C
anad
a f
or
the
Reg
ions o
f Q
uebec
293
16
3
55.6
*
* 11
3.8
40
13.7
Weste
rn E
conom
ic D
ivers
ific
ation
Can
ada
281
16
7
59.4
19
6.8
11
3.9
56
19.9
Cana
dia
n T
ransport
ation A
gency
243
13
9
57.2
*
* 13
5.3
46
18.9
Off
ices o
f th
e I
nfo
rmation a
nd P
rivacy C
om
mis
sio
ners
of
Canad
a
223
13
7
61.4
10
4.5
7
3.1
28
12.6
Federa
l E
co
nom
ic D
eve
lop
ment A
gency f
or
South
ern
Onta
rio
208
13
7
65.9
5
2.4
18
8.7
51
24.5
Tra
nsport
ation
Safe
ty B
oard
of
Cana
da
199
73
36.7
*
* 8
4.0
25
12.6
Regis
trar
of
the S
upre
me C
ourt
of
Can
ada
189
11
4
60.3
12
6.3
12
6.3
11
5.8
Cana
dia
n H
um
an R
ights
Com
mis
sio
n
184
129
70.1
8
4.3
32
17.4
33
17.9
Off
ice o
f th
e C
om
mis
sio
ner
of
Off
icia
l La
ngu
ages
153
102
66.7
5
3.3
7
4.6
16
10.5
Off
ice o
f th
e G
overn
or
Ge
nera
l’s S
ecre
tary
123
80
65.0
*
* 11
8.9
17
13.8
Sta
tus o
f W
om
en C
anada
117
103
88.0
*
* *
* 25
21.4
Cana
dia
n N
ort
hern
Econ
om
ic D
evelo
pm
ent A
ge
ncy
68
43
63.2
20
29.4
*
* 13
19.1
20
Tab
le 1
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loyees
by d
esig
nate
d g
rou
p a
cco
rdin
g t
o d
ep
art
men
t o
r ag
en
cy
(co
nt’
d)
Dep
art
men
t o
r ag
en
cy
All
em
plo
yee
s
Wo
men
In
dig
en
ou
s
peo
ple
s
Pers
on
s w
ith
d
isab
ilit
ies
M
em
bers
of
vis
ible
min
ori
tie
s
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Pate
nte
d M
edic
ine P
rices R
evie
w B
oard
Ca
na
da
68
35
51.5
*
* *
* 10
14.7
Vete
rans R
evie
w a
nd A
ppe
al B
oard
65
49
75.4
*
* 7
10.8
0
0.0
Civ
ilia
n R
evie
w a
nd C
om
pla
ints
Com
mis
sio
n f
or
the R
CM
P
65
33
50.8
*
* *
* 12
18.5
Cana
dia
n D
air
y C
om
mis
sio
n
63
35
55.6
*
* *
* 12
19.0
Off
ice o
f th
e C
om
mis
sio
ner
for
Federa
l Ju
dic
ial A
ffairs C
ana
da
54
36
66.7
*
* *
* 7
13.0
Mili
tary
Grie
vances E
xte
rna
l R
evie
w C
om
mitte
e
32
18
56.3
*
* *
* *
*
Inte
rna
tio
na
l Join
t C
om
mis
sio
n
27
13
48.1
0
0.0
*
* *
*
Off
ice o
f th
e P
ublic
Secto
r In
tegri
ty C
om
mis
sio
ner
of
Canad
a
23
11
47.8
*
* *
* *
*
Off
ice o
f th
e C
om
mis
sio
ner
of
Lobb
yin
g o
f C
anad
a
23
9
39.1
0
0.0
*
* *
*
Mili
tary
Po
lice C
om
pla
ints
Com
mis
sio
n o
f C
ana
da
22
14
63.6
*
* *
* 5
22.7
Cana
dia
n In
terg
overn
menta
l C
onfe
rence S
ecre
tari
at
20
13
65.0
*
* *
* *
*
Cop
yri
ght B
oard
Can
ada
14
6
42.9
0
0.0
0
0.0
*
*
RC
MP
Exte
rnal R
evie
w C
om
mitte
e
7
* *
0
0.0
0
0.0
0
0.0
Secre
tari
at of
the N
atio
na
l S
ecurity
and I
nte
llig
ence C
om
mitte
e o
f P
arl
iam
enta
ria
ns
5
* *
0
0.0
0
0.0
0
0.0
To
tal
203,2
68
111,3
32
54.8
10,4
35
5.1
10,6
22
5.2
34,0
04
16.7
Note
s
WF
A: w
ork
forc
e a
vaila
bili
ty
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yee
s m
ay h
ave c
hosen t
o s
elf-identify
in m
ore
than o
ne d
esig
nate
d g
roup,
and m
en a
re inclu
ded in the t
ota
l.
† N
ational D
efe
nce
inclu
des c
ivili
an s
taff o
nly
(data
for
mem
bers
of th
e C
anadia
n A
rmed F
orc
es a
re n
ot
inclu
ded b
ecause t
he T
reasury
Board
is n
ot th
e e
mplo
yer)
.
‡ F
isheries a
nd O
ceans C
anada d
ata
inclu
de d
ata
for
the C
anadia
n C
oast
Guard
.
§ R
enam
ed t
he Im
pact A
ssessm
ent
Agency o
f C
anada in the T
reasury
Board
of
Canada
Secre
tariat’s R
egis
try o
f A
pplie
d T
itle
s o
n S
epte
mber
3,
2019.
* In
form
atio
n f
or
smal
l nu
mb
ers
has
bee
n s
up
pre
ssed
.
21
Ta
ble
2:
dis
trib
uti
on
of
pu
bli
c s
erv
ice o
f C
an
ad
a e
mp
loy
ee
s b
y d
es
ign
ate
d g
rou
p a
nd
re
gio
n o
f w
ork
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Re
gio
n o
f w
ork
A
ll e
mp
loy
ee
s
Wo
me
n
Ind
ige
no
us
pe
op
les
P
ers
on
s w
ith
d
isab
ilit
ies
M
em
be
rs o
f v
isib
le
min
ori
tie
s
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Ne
wfo
un
dla
nd
an
d L
ab
rad
or
3,3
15
1,5
65
47.2
227
6.8
163
4.9
78
2.4
Prin
ce
Ed
wa
rd Isla
nd
1,9
03
1,2
15
63.8
44
2.3
115
6.0
63
3.3
No
va
Sco
tia
8,5
87
3,9
46
46.0
475
5.5
609
7.1
538
6.3
Ne
w B
runsw
ick
8,1
72
4,7
60
58.2
298
3.6
388
4.7
279
3.4
Qu
eb
ec (
with
ou
t th
e N
CR
)†
21,3
24
1
1,1
15
52.1
520
2.4
715
3.4
2,6
48
12.4
NC
R (
Qu
eb
ec)†
2
8,7
05
1
6,5
63
57.7
1,4
83
5.2
1,4
64
5.1
4,9
87
17.4
NC
R (
On
tari
o)†
6
4,0
73
3
5,4
84
55.4
2,2
16
3.5
3,4
88
5.4
1
2,4
36
19.4
NC
R†
92,7
78
5
2,0
47
56.1
3,6
99
4.0
4,9
52
5.3
1
7,4
23
18.8
On
tario
(w
ith
out
the N
CR
)†
24,4
52
1
3,5
34
55.3
1,1
99
4.9
1,4
37
5.9
5,4
29
22.2
Man
ito
ba
6,6
87
3,8
19
57.1
968
14.5
378
5.7
820
12.3
Sa
ska
tch
ew
an
4,6
54
2,8
05
60.3
824
17.7
244
5.2
396
8.5
Alb
ert
a
10,1
35
5,6
84
56.1
822
8.1
606
6.0
1,7
10
16.9
British
Co
lum
bia
1
6,9
31
8,4
24
49.8
1,0
06
5.9
824
4.9
3,9
48
23.3
Yu
ko
n
305
192
63.0
52
17.0
23
7.5
18
5.9
No
rth
we
st
Te
rrito
rie
s
410
251
61.2
69
16.8
25
6.1
36
8.8
Nu
na
vu
t 236
145
61.4
105
44.5
8
3.4
25
10.6
Ou
tsid
e C
an
ada
1,3
75
677
49.2
45
3.3
41
3.0
274
19.9
No
t a
va
ilable
*
2,0
04
1,1
53
57.5
82
4.1
94
4.7
319
15.9
To
tal
203
,268
1
11
,332
54.8
1
0,4
35
5.1
1
0,6
22
5.2
3
4,0
04
16.7
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yees m
ay h
ave c
hosen t
o s
elf
-id
entify
in m
ore
than o
ne d
esig
nate
d g
roups, and m
en a
re inclu
ded in the t
ota
l.
Repre
senta
tion b
y r
egio
n is p
rovid
ed f
or
info
rmation t
o s
upport
data
report
ing a
lthough W
FA
is p
rovid
ed o
nly
at th
e n
ational, a
ggre
gate
level fo
r th
e p
ublic
serv
ice o
f C
anada.
† “N
CR
” sta
nds for
National C
ap
ital R
egio
n a
nd inclu
des N
CR
(Q
uebec)
and N
CR
(O
nta
rio).
* A
port
ion o
f th
e 2
018 g
eogra
phic
data
is n
ot
availa
ble
due t
o c
hanges in t
he c
entr
al data
syste
ms.
22
Tab
le 3
.1:
dis
trib
uti
on
of
pu
blic s
erv
ice o
f C
an
ad
a e
mp
loyee
s b
y d
esig
nate
d g
rou
p a
nd
occu
pati
on
al
gro
up
s in
fo
rce
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Occu
pati
on
al g
rou
p
All
em
plo
yee
s
Wo
men
M
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
d
isab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
AI: A
ir T
raff
ic C
ontr
ol
10
0
0.0
10
100.0
0
0.0
0
0.0
0
0.0
AO
: A
ircra
ft O
pera
tio
ns
389
39
10.0
350
9
0.0
10
2.6
5
1.3
12
3.1
AU
: A
ud
itin
g
142
70
49.3
72
5
0.7
*
* *
* 38
26.8
AV
: C
om
merc
e a
nd P
urc
ha
sin
g
5,9
25
3,0
93
52.2
2,8
32
4
7.8
230
3.9
326
5.5
984
16.6
CX
: C
orr
ectio
nal S
erv
ices
7,1
90
2,0
27
28.2
5,1
59
7
1.8
817
11.4
262
3.6
779
10.8
EB
: E
ducation a
nd
Lib
rary
Scie
nce
1,0
60
744
70.2
316
2
9.8
129
12.2
47
4.4
125
11.8
EC
: E
conom
ics a
nd S
ocia
l S
cie
nce
S
erv
ices
16,5
03
9,5
68
58.0
6,9
32
4
2.0
568
3.4
818
5.0
3,6
08
21.9
EL:
Ele
ctr
onic
s
1,0
74
67
6.2
1,0
05
9
3.6
35
3.3
48
4.5
113
10.5
EX
: E
xecutive
5,5
94
2,7
72
49.6
2,8
22
5
0.4
230
4.1
253
4.5
628
11.2
FB
: B
ord
er
Serv
ices
9,6
28
3,9
64
41.2
5,6
64
5
8.8
364
3.8
314
3.3
1,4
45
15.0
FI: F
ina
ncia
l M
an
agem
ent
4,9
84
2,8
55
57.3
2,1
26
4
2.7
156
3.1
176
3.5
1,5
18
30.5
FS
: F
ore
ign
Serv
ice
1,5
58
801
51.4
757
4
8.6
56
3.6
54
3.5
318
20.4
HM
: H
um
an R
eso
urc
es
Mana
gem
ent
4,1
12
3,2
83
79.8
829
2
0.2
192
4.7
290
7.1
708
17.2
IT: In
form
ation T
echnolo
gy
15,0
29
3,5
22
23.4
11,4
99
7
6.5
462
3.1
878
5.8
3,2
38
21.5
LC
: L
aw
Mana
gem
ent
293
184
62.8
109
3
7.2
9
3.1
15
5.1
28
9.6
LP
: La
w P
ractitio
ner
2,8
93
1,6
94
58.6
1,1
97
4
1.4
122
4.2
181
6.3
471
16.3
NR
: A
rch
itectu
re,
Engin
eeri
ng a
nd
Land
Surv
ey
3,8
09
894
23.5
2,9
14
7
6.5
68
1.8
124
3.3
840
22.1
PA
: P
rogra
m a
nd A
dm
inis
trative
Serv
ices
84,0
27
61,4
79
73.2
22,5
10
2
6.8
5,4
31
6.5
5,3
26
6.3
14,6
21
17.4
PM
-MC
O:
Neg
otiation,
Me
dia
tio
n
and C
oncili
ation O
ffic
er
41
22
53.7
19
4
6.3
0
0.0
*
* *
*
PO
: P
olic
e O
pera
tions S
up
port
343
241
70.3
100
2
9.2
11
3.2
*
* 29
8.5
PR
: N
on-S
uperv
isory
Pri
nting
Serv
ices
* *
* *
* *
* 0
0.0
0
0.0
RE
: R
esearc
h
2,6
69
863
32.3
1,8
05
6
7.6
31
1.2
66
2.5
564
21.1
23
Tab
le 3
.1:
dis
trib
uti
on
of
pu
blic s
erv
ice o
f C
an
ad
a e
mp
loyee
s b
y d
esig
nate
d g
rou
p a
nd
occu
pati
on
al
gro
up
s in
fo
rce (
co
nt’
d)
Occu
pati
on
al g
rou
p
All
em
plo
yee
s
Wo
men
M
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
d
isab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
RO
: R
ad
io O
pera
tions
266
88
33.1
178
66.9
20
7.5
15
5.6
*
*
SH
: H
ealth S
erv
ices
3,1
51
2,4
96
79.2
652
2
0.7
214
6.8
133
4.2
349
11.1
SO
: S
hip
s’ O
ffic
ers
1,2
14
137
11.3
1,0
77
8
8.7
21
1.7
25
2.1
40
3.3
SP
: A
pplie
d S
cie
nce a
nd
Pate
nt
Exam
inatio
n
8,2
16
4,3
01
52.3
3,9
13
4
7.6
148
1.8
248
3.0
1,8
03
21.9
SR
(C):
Ship
Re
pair C
harg
ehands
and P
rod
uctio
n S
uperv
isors
– E
ast
53
*
* 49
9
2.5
*
* 6
11.3
0
0.0
SR
(E):
Sh
ip R
epa
ir E
ast
608
37
6.1
571
9
3.9
23
3.8
27
4.4
17
2.8
SR
(W):
Ship
Repa
ir W
est
671
34
5.1
635
9
4.6
21
3.1
21
3.1
22
3.3
SV
: O
pera
tion
al S
erv
ices
10,2
76
2,0
82
20.3
8,1
86
7
9.7
525
5.1
478
4.7
484
4.7
TC
: T
echnic
al S
erv
ices
10,4
77
3,2
85
31.4
7,1
89
6
8.6
529
5.0
454
4.3
1,1
28
10.8
TR
: T
ransla
tio
n
837
630
75.3
207
2
4.7
6
0.7
20
2.4
48
5.7
UT
: U
niv
ers
ity T
each
ing
204
47
23.0
157
7
7.0
*
* 6
2.9
37
18.1
Unknow
n
18
7
38.9
11
6
1.1
0
0.0
0
0.0
*
*
To
tal
203,2
68
111,3
32
54.8
91,8
54
4
5.2
10,4
35
5.1
10,6
22
5.2
34,0
04
16.7
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
an
ada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
24
Ta
ble
3.2
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loye
es
by d
esig
na
ted
gro
up
an
d (
ou
tda
ted
) o
cc
up
ati
on
al c
ate
go
ry
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Oc
cu
pa
tio
na
l c
ate
go
ry (
ou
tda
ted
) A
ll e
mp
loy
ee
s
Wo
me
n
Ind
ige
no
us
pe
op
les
P
ers
on
s w
ith
d
isab
ilit
ies
M
em
be
rs o
f v
isib
le
min
ori
ties
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Exe
cu
tive
s
5,8
87
2,9
56
50.2
239
4.1
268
4.6
656
11.1
EX
(E
xe
cu
tive
) 5,5
94
2,7
72
49.6
230
4.1
253
4.5
628
11.1
LC
(L
aw
Ma
nag
em
ent)
†
293
184
62.8
9
3.1
15
5.1
28
9.6
Scie
ntific a
nd
Pro
fessio
na
l 38
,612
2
0,6
44
53.5
1,2
60
3.3
1,6
25
4.2
7,8
32
20.3
Ad
min
istr
ative
an
d F
ore
ign S
erv
ice
96
,616
6
0,3
49
62.5
5,2
56
5.4
5,6
84
5.9
1
7,7
62
18.4
Te
ch
nic
al
13
,475
3,6
53
27.1
637
4.7
549
4.1
1,3
00
9.6
Ad
min
istr
ative
Su
ppo
rt
19
,900
1
5,3
37
77.1
1,2
77
6.4
1,3
87
7.0
3,6
78
18.5
Op
era
tio
na
l 28
,775
8,3
91
29.2
1,7
66
6.1
1,1
09
3.9
2,7
76
9.6
Un
dete
rmin
ed
*
* *
0
0.0
0
0.0
0
0.0
To
tal
203
,268
1
11
,332
54.8
1
0,4
35
5.1
1
0,6
22
5.2
3
4,0
04
16.7
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
taria
t E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted
with s
elf-identification info
rmatio
n p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yees m
ay h
ave c
hosen t
o s
elf-id
entify
in m
ore
than o
ne d
esig
nate
d g
roup,
and m
en a
re inclu
ded in the t
ota
l.
† LC
s h
ave b
een inclu
ded in the E
xecutive G
roup s
ince
the 2
011 t
o 2
012 f
iscal year.
25
Tab
le 4
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loyees
by d
esig
nate
d g
rou
p a
nd
sala
ry r
an
ge
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Sala
ry r
an
ge (
$)
All
em
plo
yees
W
om
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
dis
ab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
% o
f a
ll
em
plo
yee
s
Nu
mb
er
% o
f sala
ry
ran
ge
% o
f E
E†
gro
up
N
um
ber
% o
f sala
ry
ran
ge
% o
f E
E†
gro
up
N
um
ber
% o
f sala
ry
ran
ge
% o
f E
E†
gro
up
N
um
ber
% o
f sala
ry
ran
ge
% o
f E
E†
gro
up
Under
5,0
00
70
0.0
13
18.6
0.0
*
* 0.0
0
0.0
0.0
*
* 0.0
5,0
00 to 9
,999
142
0.1
43
30.3
0.0
*
* 0.0
6
4.2
0.1
5
3.5
0.0
10,0
00 t
o 1
4,9
99
92
0.0
45
48.9
0.0
*
* 0.0
11
12.0
0.1
14
15.2
0.0
15,0
00 t
o 1
9,9
99
176
0.1
108
61.4
0.1
9
5.1
0.1
11
6.3
0.1
36
20.5
0.1
20,0
00 t
o 2
4,9
99
181
0.1
121
66.9
0.1
6
3.3
0.1
11
6.1
0.1
35
19.3
0.1
25,0
00 t
o 3
4,9
99
585
0.3
495
84.6
0.4
39
6.7
0.4
39
6.7
0.4
88
15
0.3
35,0
00 t
o 4
9,9
99
9,6
85
4.8
6,6
62
68.8
6.0
549
5.7
5.3
580
6.0
5.5
1,7
08
17.6
5.0
50,0
00 t
o 7
4,9
99
88,9
42
43.8
55,8
94
62.8
50.2
5,0
23
5.6
48.1
5,0
26
5.7
47.3
15,7
19
17.7
46.2
75,0
00 t
o 9
9,9
99
66,2
03
32.6
31,3
76
47.4
28.2
3,5
50
5.4
34.0
3,1
59
4.8
29.7
10,5
12
15.9
30.9
100,0
00 t
o 1
49,9
99
34,8
24
17.1
15,4
44
44.3
13.9
1,1
93
3.4
11.4
1,6
51
4.7
15.5
5,6
24
16.1
16.5
150,0
00 t
o 1
99,9
99
2,2
20
1.1
1,0
80
48.6
1.0
59
2.7
0.6
121
5.5
1.1
245
11
0.7
200,0
00 t
o 2
49,9
99
145
0.1
49
34.5
0.0
*
* 0.0
7
4.7
0.1
15
11.5
0.0
250,0
00 a
nd
over
* 0.0
*
0.0
0.0
0
0.0
0.0
0
0.0
0.0
*
0
0.0
To
tal
203,2
68
100.0
111,3
32
54.8
100.0
10,4
35
5.1
100.0
10,6
22
5.2
100.0
34,0
04
16.7
100.0
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yees m
ay h
ave c
hosen t
o s
elf-identify
in m
ore
than o
ne d
esig
nate
d g
roup,
and m
en a
re inclu
ded in the t
ota
l.
† E
E:
em
plo
ym
ent equity
* In
form
ation for
sm
all
num
bers
is s
uppre
ssed.
26
Tab
le 5
: h
irin
gs in
to, p
rom
oti
on
s w
ith
in a
nd
sep
ara
tio
ns f
rom
th
e p
ub
lic
se
rvic
e o
f C
an
ad
a b
y d
es
ign
ate
d g
rou
p
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Acti
on
typ
e
All
em
plo
yees
W
om
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
dis
ab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Hirin
gs
23,3
34
13,1
81
56.5
962
4.1
866
3.7
4,5
10
19.3
Pro
motions
25,4
89
15,3
90
60.4
1,2
17
4.8
1,0
97
4.3
4,7
70
18.7
Sep
ara
tions
13,0
30
7,4
70
57.3
665
5.1
859
6.6
1,2
75
9.8
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yees m
ay h
ave v
olu
nta
rily
chosen to s
elf-identify
in m
ore
than o
ne d
esig
nate
d g
roup
, and m
en a
re inclu
ded in
the t
ota
l.
“Hirin
gs”
refe
rs t
o e
mplo
yees w
ho w
ere
added t
o t
he p
ublic
serv
ice o
f C
anada p
ayro
ll betw
een A
pril 1, 2018
, and M
arc
h 3
1, 2019.
Data
on p
rom
otions a
re o
bta
ined fro
m t
he P
ublic
Serv
ice C
om
mis
sio
n o
f C
anada a
nd inclu
de info
rmation f
rom
depart
ments
and a
gencie
s that fa
ll und
er
both
the F
inancia
l A
dm
inis
tration A
ct,
Schedule
s I
and I
V,
and the P
ublic
Serv
ice E
mplo
ym
ent
Act.
“Separa
tions”
refe
rs to
em
plo
yees w
ho left
the p
ublic
serv
ice o
f C
anada p
ayro
ll betw
een A
pril 1, 2018
, and M
arc
h 3
1,
2019.
Perc
enta
ges a
re that desig
nate
d g
roup
’s s
hare
of
all
actions o
f th
e g
iven t
ype.
See t
he d
efinitio
ns o
f “h
irin
gs,”
“pro
motions”
and “
separa
tions”
in A
ppendix
C:
Definitio
ns o
f E
mplo
ym
ent
Equity in t
he P
ublic
Serv
ice o
f C
anada f
or
Fis
cal Y
ear
2016 t
o 2
017
.
27
Tab
le 6
: d
istr
ibu
tio
n o
f p
ub
lic s
erv
ice o
f C
an
ad
a e
mp
loyees
by d
esig
nate
d g
rou
p a
nd
ag
e r
an
ge
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Ag
e r
an
ge
All
em
plo
yees
W
om
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
dis
ab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
% o
f a
ll
em
plo
yee
s
Nu
mb
er
% o
f ag
e
ran
ge
%
of
EE
†
gro
up
N
um
ber
% o
f ag
e
ran
ge
%
of
EE
†
gro
up
N
um
ber
% o
f ag
e
ran
ge
%
of
EE
†
gro
up
N
um
ber
% o
f ag
e
ran
ge
%
of
EE
†
gro
up
Under
20
104
0.1
39
37.5
0.0
*
* 0.0
*
0.0
0.0
9
8.7
0.0
20 to
24
4,9
33
2.4
2,9
27
59.3
2.6
205
4.2
2.0
131
2.7
1.2
1,0
58
21.4
3.1
25 to
29
15,7
67
7.8
9,3
94
59.6
8.4
657
4.2
6.3
456
2.9
4.3
3,5
55
22.5
10.5
30 to
34
20,7
36
10.2
11,4
18
55.1
10.3
956
4.6
9.2
629
3.0
5.9
4,1
31
19.9
12.1
35 to
39
28,4
42
14.0
16,0
26
56.3
14.4
1,3
76
4.8
13.2
1,0
14
3.6
9.5
5,2
77
18.6
15.5
40 to
44
32,2
35
15.9
18,4
29
57.2
16.6
1,6
82
5.2
16.1
1,4
47
4.5
13.6
5,7
31
17.8
16.9
45 to
49
30,7
48
15.1
17,0
40
55.4
15.3
1,8
30
6.0
17.5
1,6
76
5.5
15.8
4,9
49
16.1
14.6
50 to
54
30,2
97
14.9
16,4
38
54.3
14.8
1,7
89
5.9
17.1
1,9
60
6.5
18.5
4,1
49
13.7
12.2
55 to
59
24,8
07
12.2
12,5
98
50.8
11.3
1,2
62
5.1
12.1
1,9
70
7.9
18.5
2,9
74
12.0
8.7
60 to
64
11,1
89
5.5
5,2
85
47.2
4.7
513
4.6
4.9
972
8.7
9.2
1,5
13
13.5
4.4
65 to
69
3,1
93
1.6
1,4
08
44.1
1.3
136
4.3
1.3
297
9.3
2.8
497
15.6
1.5
70+
815
0.4
32
9
40.4
0.3
25
3.1
0.2
70
8.6
0.7
160
19.6
0.5
Unknow
n
* 0.0
*
* 0.0
0
0.0
0.0
0
0.0
0.0
*
* 0.0
To
tal
203,2
68
100.0
111,3
32
54.8
100.0
10,4
35
5.1
100.0
10,6
22
5.2
100.0
34,0
04
16.7
100.0
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The s
um
of
desig
nate
d g
roups d
oes n
ot equal th
e t
ota
l (“
all
em
plo
yees”)
because e
mplo
yees m
ay h
ave c
hose
n t
o s
elf-identify
in m
ore
than o
ne d
esig
nate
d g
roup,
and m
en a
re inclu
ded in the t
ota
l.
† E
E: em
plo
ym
ent
equity
* In
form
ation for
sm
all
num
bers
is s
uppre
ssed.
28
Tab
le 7
: re
pre
sen
tati
on
in
th
e p
ub
lic s
erv
ice o
f C
an
ad
a b
y d
esig
nate
d g
rou
p a
nd
fis
ca
l ye
ar
The f
ollow
ing t
able
inclu
des info
rmation (
as o
f M
arc
h 3
1,
2019)
regard
ing indete
rmin
ate
s,
term
s o
f th
ree m
onth
s o
r m
ore
, and s
easonal
em
plo
yees o
f org
aniz
ations c
aptu
red u
nder
the F
inancia
l Adm
inis
tration A
ct,
Schedule
s I
and I
V
Pu
blic s
erv
ice
re
pre
sen
tati
on
All
em
plo
yee
s
Wo
me
n
Ind
ige
no
us
pe
op
les
P
ers
on
s w
ith
dis
ab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
As a
t M
arc
h 3
1,
20
19
2
03
,26
8
111,3
32
54.8
1
0,4
35
5.1
10,6
22
5.2
3
4,0
04
16.7
As a
t M
arc
h 3
1, 20
18
1
92
,467
1
05,4
65
54.8
9
,87
6
5.1
10,1
81
5.3
3
0,2
73
15.7
As a
t M
arc
h 3
1, 20
17
1
85
,484
1
01,1
36
54.5
9
,72
6
5.2
10,2
59
5.5
2
8,0
58
15.1
As a
t M
arc
h 3
1, 20
16
1
81
,674
9
8,8
46
54.4
9
,35
8
5.2
10,0
92
5.6
2
6,3
36
14.5
As a
t M
arc
h 3
1, 20
15
1
80
,681
9
8,0
51
54.3
9
,23
2
5.1
10,2
04
5.6
24,8
49
13.8
As a
t M
arc
h 3
1, 20
14
1
81
,356
9
8,0
78
54.1
9
,23
9
5.1
10,3
90
5.7
2
3,9
19
13.2
As a
t M
arc
h 3
1, 20
13
1
88
,342
1
02,1
24
54.2
9
,49
1
5.0
10,8
71
5.8
2
3,8
12
12.6
As a
t M
arc
h 3
1, 20
12
1
98
,793
1
08,6
20
54.6
9
,78
5
4.9
11,4
18
5.7
2
3,9
78
12.1
As a
t M
arc
h 3
1, 20
11
2
02
,631
1
11,0
51
54.8
9
,48
6
4.7
11,3
88
5.6
2
2,9
98
11.3
As a
t M
arc
h 3
1, 20
10
2
02
,386
1
10,8
67
54.8
9
,30
7
4.6
11,6
20
5.7
2
1,5
67
10.7
As a
t M
arc
h 3
1, 20
09
1
95
,667
1
07,0
89
54.7
8
,89
2
4.5
11,4
68
5.9
1
9,2
64
9.8
As a
t M
arc
h 3
1, 20
08
1
86
,754
1
01,5
89
54.4
8
,19
0
4.4
11,0
01
5.9
1
7,2
07
9.2
As a
t M
arc
h 3
1, 20
07
1
79
,540
9
6,8
16
53.9
7
,61
0
4.2
10,1
92
5.7
1
5,7
87
8.8
As a
t M
arc
h 3
1, 20
06
1
76
,630
9
5,0
13
53.8
7
,38
1
4.2
10,1
69
5.8
1
5,1
12
8.6
As a
t M
arc
h 3
1, 20
05
1
65
,856
8
8,7
02
53.5
6
,88
6
4.2
9,6
26
5.8
1
3,4
98
8.1
As a
t M
arc
h 3
1, 20
04
1
65
,976
8
8,1
75
53.1
6
,72
3
4.1
9,4
52
5.7
1
3,0
01
7.8
As a
t M
arc
h 3
1, 20
03
1
63
,314
8
6,1
62
52.8
6
,42
6
3.9
9,1
55
5.6
1
2,0
58
7.4
As a
t M
arc
h 3
1, 20
02
1
57
,510
8
2,6
63
52.5
5
,98
0
3.8
8,3
31
5.3
1
0,7
72
6.8
As a
t M
arc
h 3
1, 20
01
1
49
,339
7
7,7
85
52.1
5
,31
6
3.6
7,6
21
5.1
9,1
43
6.1
As a
t M
arc
h 3
1, 20
00
* (R
eve
nue
Can
ada
exclu
de
d)
141
,253
7
2,5
49
51.4
4
,63
9
3.3
6,6
87
4.7
7,7
64
5.5
As a
t M
arc
h 3
1, 19
99
(R
eve
nue
Can
ada
inclu
ded
) 1
78
,340
9
1,8
56
51.5
5
,12
4
2.9
8,1
37
4.6
1
0,5
57
5.9
As a
t M
arc
h 3
1, 19
98
1
79
,831
90,8
01
50.5
4
,77
0
2.7
6,9
43
3.9
9,2
60
5.1
29
Tab
le 7
: re
pre
sen
tati
on
in
th
e p
ub
lic s
erv
ice o
f C
an
ad
a b
y d
esig
nate
d g
rou
p a
nd
fis
cal
ye
ar
(co
nt’
d)
Wo
rkfo
rce a
vailab
ilit
y
All
em
plo
yees
W
om
en
In
dig
en
ou
s p
eo
ple
s
Pers
on
s w
ith
dis
ab
ilit
ies
M
em
bers
of
vis
ible
m
ino
riti
es
Nu
mb
er
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
Nu
mb
er
%
2016
Census a
nd 2
017
Cana
dia
n S
urv
ey o
n D
isab
ility
n/a
n/a
52.6
n/a
4.0
n/a
9.0
n/a
15.3
2011
Nation
al H
ouse
ho
ld
Surv
ey a
nd
20
12 C
an
adia
n
Surv
ey o
n D
isab
ility
n/a
n/a
52.5
n/a
3.4
n/a
4.4
n/a
13.0
2006
Census a
nd
Part
icip
atio
n a
nd A
ctivity
Lim
itatio
n S
urv
ey (
PA
LS
) n/a
n/a
52.3
n/a
3.0
n/a
4.0
n/a
12.4
2001
Census a
nd P
AL
S
n/a
n/a
52.2
n/a
2.5
n/a
3.6
n/a
10.4
1996
Census a
nd
19
91
Health a
nd A
ctivity L
imitation
Surv
ey (
HA
LS
) n/a
n/a
48.7
n/a
1.7
n/a
4.8
n/a
8.7
1991
Census a
nd H
ALS
n/a
n/a
47.3
n/a
2.6
n/a
4.8
n/a
9.0
* R
evenue C
anada b
ecam
e a
separa
te e
mplo
yer,
the n
ew
Canada C
usto
ms a
nd R
evenue A
gency, on N
ovem
ber
1,
1999.
n/a
: not
applic
able
Note
s
The s
ourc
e o
f th
e r
epre
senta
tion d
ata
is the T
reasury
Board
of C
anada S
ecre
tariat E
mplo
ym
ent E
quity D
ata
Bank,
whic
h is p
opula
ted w
ith s
elf-identification info
rmation p
rovid
ed b
y e
mplo
yees.
The d
ata
in t
his
and o
ther
table
s in t
his
report
cover
em
plo
yees identified f
or
the p
urp
ose o
f em
plo
ym
ent
equity in t
he E
mplo
ym
ent
Equity R
egula
tions a
nd t
he E
mplo
ym
ent E
quity A
ct.
The e
stim
ate
s o
f
work
forc
e a
vaila
bili
ty a
re b
ased o
n info
rmation fro
m the
2016 C
ensus o
f C
anada a
nd t
he
2017C
anadia
n S
urv
ey o
n D
isabili
ty a
nd t
he p
ost-
Census P
art
icip
ation a
nd A
ctivity L
imitation S
urv
ey (
PA
LS
).
Estim
ate
s inclu
de o
nly
Canadia
n c
itiz
ens in those o
ccupations in t
he C
anadia
n w
ork
forc
e t
hat corr
espond t
o o
ccupations in the federa
l p
ublic
serv
ice.
30
Endnotes
i. 2017 Canadian Survey on Disability, https://www150.statcan.gc.ca/n1/pub/89-654-x/89-654-x2018002-
eng.htm
ii. Employment Equity Regulations, https://laws-lois.justice.gc.ca/eng/regulations/sor-96-470/index.html
iii. Centre for Wellness, Inclusion and Diversity, https://www.canada.ca/en/treasury-board-
secretariat/corporate/organization/centre-wellness-inclusion-diversity.html
iv. Employment Equity Promotion Rate Study, https://www.canada.ca/en/public-service-
commission/services/publications/employment-equity-promotion-rate-study.html
v. Employment equity in federally regulated workplaces, https://www.canada.ca/en/employment-social-
development/programs/employment-equity.html
vi. Canada Gazette, Part 1, Volume 153, Number 32: Regulations Amending the Employment Equity
Regulations, http://www.gazette.gc.ca/rp-pr/p1/2019/2019-08-10/html/reg1-eng.html
vii. Persistence and Representation of Women in STEM Programs, http://www.gazette.gc.ca/rp-
pr/p1/2019/2019-08-10/html/reg1-eng.html
viii. A Gender Analysis of the Occupational Pathways of STEM Graduates in Canada,
https://www150.statcan.gc.ca/n1/pub/11f0019m/11f0019m2019017-eng.pdf
ix. Knowledge Circle for Indigenous Inclusion, https://www.canada.ca/en/government/publicservice/wellness-
inclusion-diversity-public-service/diversity-inclusion-public-service/knowledge-circle.html
x. Where Departments Should Start: Accessibility Strategy for the Public Service of Canada,
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/diversity-
inclusion-public-service/accessibility-public-service/accessibility-strategy-public-service-where-
departments-should-start.html
xi. Opportunities Fund for Persons with Disabilities, https://www.canada.ca/en/employment-social-
development/programs/opportunity-fund-disability.html
xii. Building a Foundation for Change: Canada’s Anti-Racism Strategy 2019–2022,
https://www.canada.ca/en/canadian-heritage/campaigns/anti-racism-engagement/anti-racism-strategy.html
xiii. Accessibility Strategy for the Public Service,
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/diversity-
inclusion-public-service/accessibility-public-service/accessibility-strategy-public-service-where-
departments-should-start.html
xiv. Centre for Wellness, Inclusion and Diversity, https://www.canada.ca/en/treasury-board-
secretariat/corporate/organization/centre-wellness-inclusion-diversity.html
xv. Centre of Expertise on Mental Health in the Workplace,
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/health-
wellness-public-servants/mental-health-workplace.html
xvi. Federal Public Service Workplace Mental Health Strategy,
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/health-
wellness-public-servants/mental-health-workplace/federal-public-service-workplace-mental-health-
strategy.html
xvii. National Standard of Canada for Psychological Health and Safety in the Workplace,
https://www.csagroup.org/store-resources/documents/codes-and-standards/2421865.pdf
xviii. Building Success: A Guide to Establishing and Maintaining a Psychological Health and Safety
Management System in the Federal Public Service,
https://www.canada.ca/en/government/publicservice/wellness-inclusion-diversity-public-service/health-
wellness-public-servants/mental-health-workplace/guide-psychological-health-safety-management-
system.html
xix. Truth and Reconciliation Commission of Canada: Calls to Action,
http://nctr.ca/assets/reports/Calls_to_Action_English2.pdf
xx. Beyond 2020, https://www.canada.ca/en/privy-council/services/blueprint-2020/beyond-2020.html
31
xxi. An Act to Amend the Canada Labour Code (Harassment and Violence), the Parliamentary Employment
and Staff Relations Act and the Budget Implementation Act, 2017, No. 1,
https://www.parl.ca/DocumentViewer/en/42-1/bill/C-65/royal-assent
xxii. Safe Workspaces: Starting a Dialogue and Taking Action on Harassment in the Public Service,
https://www.canada.ca/en/privy-council/corporate/clerk/publications/safe-workspaces.html
xxiii. Knowledge Circle for Indigenous Inclusion, https://www.canada.ca/en/government/publicservice/wellness-
inclusion-diversity-public-service/diversity-inclusion-public-service/knowledge-circle.html
xxiv. Many Voices One Mind: A Pathway to Reconciliation, https://www.canada.ca/en/privy-
council/corporate/clerk/publications/many-voices.html
xxv. Many Voices One Mind: A Pathway to Reconciliation, https://www.canada.ca/en/privy-
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