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Found 10 records similar to Audit of Employment Equity Representation in Recruitment
Representation by Employment Equity occupational groups for visible minorities, Aboriginal Peoples, persons with disabilities and women and by fiscal year at the Canada School of Public Service.
The total number of employees in each group represents only those who have self-identified in accordance with the Employment Equity Act and who are not on leave without pay. The base Employment Equity population used to calculate representation excludes employees on leave without pay.
Under the Employment Act, separate employers covered under Schedule 4 of the Financial Administration Act that have more than 100 employees are required to provide their reports to the Office of the Chief Human Resources Officer (OCHRO) of the Treasury Board of Canada Secretariat only for the purposes of tabling in Parliament at the same time as the Public Service of Canada report. No information is reported on students, casual workers or employees on leave without pay, such as those on care and nurturing leave and educational leave. As required by the Employment Equity Act, annual reports to Parliament present information for the fiscal year beginning April 1 and ending March 31. All tabulations, other than those for women, contain data obtained through self-identification.
Percentage of visible minorities by occupational group
This dataset provides statistics for SSC’s Employment Equity related to the following groups:
Women, Aboriginal People, Visible Minorities and Persons with Disabilities.
Workforce Availability between 2016 and 2019 is based on the 2011 census.
* Workforce Availability for 2020 is based on the 2016 census.
Representation by Employment Equity occupational groups for visible minorities, Aboriginal Peoples, persons with disabilities and women and by fiscal year at Veterans Affairs Canada. The total number of employees in each group represents only those who have self-identified in accordance with the Employment Equity Act and who are not on leave without pay. The base Employment Equity population used to calculate representation excludes employees on leave without pay.
This report looks at the use of non-advertised appointments by employment equity group before and after the implementation of the New Direction in Staffing.
The overarching goal of this study was to determine current gaps in the promotion rates of employment equity groups when compared to their counterparts, and to assess progress in promotion rates of employment equity groups over the past 30 years. The study relied on survival analysis techniques to estimate the differences in promotion rates between the 4 employment equity groups and their counterparts.
As required under the Employment Equity Act, the NRC reports annually on its progress towards achieving a representative workforce.
The objective of the NBR Pilot Project was to determine whether concealing personal information (NBR assessment method) which could lead to the identification of a candidate’s origin from job applications, had an impact on the screening decisions made by reviewers when compared to the Traditional assessment method where all personal information was presented.
The data table is adapted from the 2006 Census showing workforce population and representation by Employment Equity Occupational Groups (2006 NOC) for visible minorities group and sub-groups.