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-

council/corporate/clerk/publications/many-voices.html