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Employment Equity in the Public Service of Canada 2006–2007 and 2007–2008

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President's Message

The Honourable Vic Toews, P.C.,Q.C.,M.P. President of the Treasury BoardAs President of the Treasury Board of Canada, I am pleased to present this report on employment equity in the Public Service of Canada, which combines the 15th and 16th annual reports for 2006–2007 and 2007–2008.

This report details the continuing progress of the Public Service of Canada toward becoming a workplace that is fully representative of Canadian society. We are committed to drawing on the talents, ideas, experiences and perspectives of Canadians of all origins, cultures and views. Only in this way can we ensure that the Government’s policies, programs and services reflect the expectations of all Canadians.

We continue to make progress. The representation of women, persons with disabilities and Aboriginal peoples continues to meet or exceed estimates of their availability in the Canadian workforce. Representation of visible minority groups is increasing; their members participate fully in the Executive cadre and in some occupational categories. We must continue to work to ensure that they are fully represented in all occupational categories.

I am firmly convinced that our partnerships and broad measures will continue to improve the diversity of the Public Service. Our goal is an institution that is dynamic, fresh, respected and more responsive to all Canadians.

The Honourable Vic Toews, P.C., Q.C., M.P.
President of the Treasury Board

2009

Speaker of the Senate

Dear Mr. Speaker:

Pursuant to subsection 21(1) of the Employment Equity Act, I have the honour of submitting to Parliament, through your good offices, a report on employment equity in the Public Service of Canada combining the annual reports of 2006–2007 and 2007–2008.

Yours sincerely,

The Honourable Vic Toews, P.C., Q.C., M.P.
President of the Treasury Board

2009

Speaker of the House of Commons

Dear Mr. Speaker:

Pursuant to subsection 21(1) of the Employment Equity Act , I have the honour of submitting to Parliament, through your good offices, a report on employment equity in the Public Service of Canada combining the annual reports of 2006–2007 and 2007–2008.

Yours sincerely,

The Honourable Vic Toews, P.C., Q.C., M.P.
President of the Treasury Board

2009

Introduction


Employment equity contributes to a strong and sustainable Public Service of Canada [1] by ensuring that the workforce reflects the rich diversity of Canada’s population. The achievement of employment equity continues to be an objective of the Public Service and is closely aligned with the Government’s objective of Public Service renewal.

In the Fourteenth Annual Report to the Prime Minister on the Public Service of Canada, Mr. Kevin Lynch, Clerk of the Privy Council and Secretary to the Cabinet, described the benefits of a workforce that is diverse in origins, cultures, views, ideas, experiences and perspectives, and identified workforce diversity as central to Public Service renewal. In his report, Mr. Lynch reiterated the importance of working toward the equitable representation across the federal public service of women, Aboriginal peoples, persons with disabilities and members of visible minority groups in accordance with the requirements of the Employment Equity Act.

The federal public service continues to work toward closing gaps in the representation of the four designated employment equity groups and in creating a truly inclusive and diverse workplace.

An Overview of Employment Equity from April 2006 through March 2008

This report covers two fiscal years, 2006–2007 and 2007–2008.

The Employment Equity Act requires the employer to provide consolidation and analysis of a great deal of numerical information. It is important, therefore, to explain from where and how this data is derived.

The Employment Equity Act requires the Public Service to monitor and, where necessary, enhance the representativeness of its workforce. Workforce availability estimates assist in this process by allowing a comparison between representation in the Public Service workforce of the designated employment equity groups (women, Aboriginal peoples, members of visible minorities and persons with disabilities) and workforce availability of these groups in the labour pool from which the Public Service can recruit.

Workforce availability estimates shown in this report are derived from the population aged 15 years and older who have had some work experience in the 16 months prior to the 2001 Census (for women, Aboriginal peoples, and members of a visible minority group) and in the five years prior to the 2001 post-censal Participation and Limitation Survey (PALS) for persons with a disability. Workforce availability estimates also take into account the preference accorded to Canadian citizens when making external-to-government hiring decisions and are also based on the population of Canadian citizens from designated groups with the skills and work experience relevant to the occupational groups found in the Public Service.

Currently, representation related to Aboriginal peoples, persons with disabilities and members of visible minority groups rely on the self-identification process. Pursuant to the Employment Equity Act, this process is voluntary with limits put on how this information may be used. Unlike the calculation of the representation of women in the Public Service, which comes from the pay file and is, therefore, reliable, the voluntary nature of the self-identification process makes the determination of the representation of the other three groups less precise. Work began in 2007–2008 and continues today to improve the process for voluntary self-identification.

Over the two-year period of this report, three of the four designated groups remained well represented when compared with workforce availability estimates derived from the 2001 Census and the PALS for persons with disabilities. The representation of women increased to 53.9 percent by March 2007 and further still to 54.4 percent by the end of March 2008. Although at March 31, 2007, Aboriginal representation had not increased from the 4.2 percent level first established in March 2005, by the end of 2007–2008, Aboriginal representation had increased to 4.4 percent. The representation of persons with disabilities decreased for the first time in 2006–2007 from 5.8 percent to 5.7 percent. In 2007–2008, however, the representation rebounded to its highest level at 5.9 percent. These representation levels exceed their respective workforce availability estimates of 52.2 percent (women), 2.5 percent (Aboriginal peoples) and 3.6 percent (persons with disabilities).

The Public Service still has work to do in various aspects for all four groups, but especially for members of visible minority groups. The representation of employees from visible minority groups increased to 8.8 percent in 2006–2007 and again to 9.2 percent in 2007–2008. Although representation continues to climb, its level continues to be well below a workforce availability estimate of 10.4 percent as derived from the 2001 Census.

The workforce availability estimates derived from the 2006 Census and post-censal PALS were not yet available when this report was drafted. However, these data are expected to reveal an even greater gap between the workforce availability estimates of visible minority Canadians and their representation in the Public Service. Departments and agencies are strongly encouraged to consider this fact as they prepare their employment equity plans and/or integrated human resources plans.

There has been a steady increase in the representation of visible minorities in the Executive category, currently at 6.7 percent (up from 5.5 percent in 2005–2006 and 6.2 percent in 2006–2007). Since 2000, the number of executives from visible minority groups has more than trebled, increasing from 103 to 326.

In the Executive category there have been year-over-year increases in the representation of women in that category, bringing the representation to 41.7 percent. This level, however, is still below workforce availability estimates. The representation of Aboriginal executives remained the same at 3.4 percent for both 2006–2007 and 2007–2008, while persons with disabilities in executive positions increased from 5.5 percent in 2005–2006 to 5.8 percent in 2006–2007 and then decreased to 5.7 percent in 2007–2008.

The issue of an aging Canadian society and Public Service brings our attention to the differing demographics within designated groups and their respective opportunities and challenges. On the one hand, members of visible minority groups and Aboriginal peoples are younger than the general Canadian population and therefore represent a significant labour pool from which to draw. On the other hand, persons with disabilities tend to be older than the average Public Service employee and therefore are more likely to retire in the near future. The recruitment rate of persons with disabilities has not kept pace with their workforce availability estimates, and concerted efforts will be needed to maintain existing representation levels.

[1] The term “Public Service” used throughout this report refers to the population of employees (indeterminate, terms of three months or more and seasonal employees) for whom the Treasury Board is the employer as set out in the Financial Administration Act (FAA), schedules I and IV. This population is also known as Canada’s Core Public Administration. [return]




Chapter 1 Working Together

The following outlines some of the initiatives undertaken by the Canada Public Service Agency in partnership with key stakeholders.

Hire Immigrants Ottawa Initiative

In support of the former Executive Vice-President in her role as a member of the Employer Council of Champions for the Hire Immigrants Ottawa initiative, the Agency provided advice to departments on improving the integration of foreign-trained workers into the Public Service.

Citizenship and Immigration Canada (CIC) and Human Resources and Social Development Canada (HRSDC) have taken the lead in developing two separate pilot programs to increase immigrant integration in the workplace:

CIC’s Young Newcomer Internship Program

The Young Newcomer Internship Program is a pilot project that creates an opportunity for CIC to recruit and mentor young immigrants and refugees who are new to the Canadian workforce.

HRSDC’s Immigrant Internship Pilot Program

The objective of this program is to accelerate foreign-trained professionals’ integration into the Canadian labour market by providing them with valuable work experience and a Canadian reference.

Duty to Accommodate National Conference

Held from October 22 to 24, 2007, in partnership with the Canadian Human Rights Commission’s Discrimination Prevention Forum, this conference was attended by more than 200 participants, and through workshops and panel discussion, resulted in an increased understanding of the duty to accommodate.

In addition, the Agency introduced the Duty to Accommodate Roadmap, a tool to assist managers in the accommodation process. The roadmap provides managers with a generic step-by-step approach to accommodation and highlights its key concepts.

National Conference on Employment Equity

This one-day conference, targeted at managers, was held on March 19, 2008, and attracted over 300 participants. Senior officials and bargaining agents joined working practitioners in planning and staffing to spotlight successful methods to achieving employment equity.

Inclusive Public Service Committee

The Inclusive Public Service Committee was established to facilitate and strengthen coordination of the individual efforts of the Agency, the Public Service Commission (PSC), the Canadian Human Rights Commission and the Canada School of Public Service to identify opportunities for strategic alliances and partnerships on specific initiatives, projects and activities. Its aim is to support the Government’s commitment to create and maintain a representative and inclusive Public Service.

Joint Employment Equity Committee

The Joint Employment Equity Committee (JEEC), part of the National Joint Council, provides a forum where the Agency, the PSC and the bargaining agents consult and collaborate on the preparation, implementation and revision of the Public Service-wide policies and practices that may affect employment equity designated groups.

The JEEC plays a major role in providing analysis and recommendations related to employment systems by:

Employment Equity Councils

The Agency is committed to supporting the three national employment equity councils: the National Council of Federal Employees with Disabilities, the National Council of Aboriginal Federal Employees and the National Council of Visible Minorities. A Secretariat has been established to process their administrative and financial requirements; develop a framework on management and accountability that will outline the roles and responsibilities of the Agency, the deputy minister champions and the Councils; and develop a funding model to secure the long-term operational funding base of the Councils from 2008 to 2011.

Interdepartmental Forum on Employment Equity

During fiscal year 2006–2007, members of the Interdepartmental Forum on Employment Equity identified improving the self-identification process as a priority for fiscal year 2007–2008. A working group of volunteer members was formed. The goal of the working group was to provide advice and recommendations on ways to improve self-identification in the Public Service. Members of the working group decided to focus on the challenges of low completion rates, statistical analysis and development of standardized employee messaging as well as a centralized communication approach to self-identification.




Chapter 2 What the Numbers Show: 2007–2008

This chapter provides highlights and describes employment equity performance by designated group in the Public Service for the 2007–2008 fiscal year.

Women

Gender/Representation

  • In 2007–2008, the overall representation of women in the Public Service increased to 54.4 percent, an increase of 0.5 percent from 2006–2007.

Occupational Category

  • The representation of women in the Executive category has increased slightly from 40.4 percent in 2006–2007 to 41.7 percent in 2007–2008 but still remains below workforce availability estimates for that category.
  • The representation of women in the Scientific and Professional category (45.3 percent) increased slightly from 2006–2007.

Age

  • The percentage of women in the Public Service under the age of 35 increased to 23 percent; 21 percent of all employees are under the age of 35.
  • The percentage of female employees between the ages of 35 and 49 increased slightly to 46 percent; 45 percent of all employees are within this age bracket.
  • Of female employees, 31 percent are 50 and older; this compares to 34 percent of all employees.

Distribution among Departments and Agencies

  • Of the large departments and agencies with more than 1,000 employees, the Royal Canadian Mounted Police (Civilian Staff) continues to employ the highest proportion of women (79.3 percent) followed closely by Veterans Affairs Canada (71.9 percent). Of these same large departments, Fisheries and Oceans Canada and National Defence have the lowest proportion of women at 32.4  percent and 39.4 percent respectively.

Tenure

  • The percentage of indeterminate employees who are women increased slightly in 2007–2008 to 54.2 percent.
  • Women still comprise approximately 6 of 10 term employees.

Geography

  • Just over 4 in 10 women in the Public Service work in the National Capital Region (a proportion similar to that for all employees).
  • Close to 4 in 10 of all employees working outside of Canada are women; this is consistent with previous years.

Salary

The percentage of women at or below the salary level identified are as follows:

  • 50 percent earn less than $55,000 annually compared to 41 percent of all employees
  • 75 percent earn less than $70,000 annually compared to 69 percent of all employees
  • 95 percent earn less than $95,000 annually compared to 92 percent of all employees

Hiring

  • Women represented 58.0 percent of all hiring into the Public Service.
  • Women continue to constitute the majority of individuals hired into the Scientific and Professional category at 54.4 percent.
  • However, women represented only 45 percent of those hired into the Executive category (49 of 109).

Promotions

  • Women account for 61.6 percent of all promotions in the Public Service.

Separations

  • Women account for 51.8 percent of all separations from the Public Service.

Aboriginal Peoples

Representation

  • The representation of Aboriginal peoples in the Public Service is 4.4 percent. This increase of 0.2 percent is the first increase in representation since March 2005. The workforce availability estimates for Aboriginal peoples, as derived from the 2001 Census, is 2.5 percent.

Gender

  • Female Aboriginal employees continue to make up 61.2 percent of Aboriginal employees.

Occupational Category

  • Aboriginal peoples continue to represent 3.4 percent of all employees in the Executive category; this is unchanged from previous years and compares to workforce availability estimates for that category of 3.5  percent.
  • The highest proportion of Aboriginal employees work in the Administrative and Foreign Service category at 50.3 percent, which is roughly comparable to the percentage for all employees.

Age

The distribution of Aboriginal employees by age is as follows:

  • 21 percent of Aboriginal employees are younger than 35
  • 51 percent are between the ages of 35 and 49
  • 28 percent are over 50 years of age

Distribution among Departments and Agencies

  • Of all Aboriginal employees, 15 percent work at Indian and Northern Affairs Canada, a department that represents only 2  percent of the total Public Service employee population.
  • A total of 41 percent of Aboriginal employees work in just three departments: Indian and Northern Affairs Canada, Correctional Service Canada and Human Resources and Social Development Canada. Combined, these three departments represent 22 percent of the total Public Service population.
  • Six of 26 departments with more than 1,000 employees have not matched employment of Aboriginal peoples with the overall workforce availability estimate of 2.5 percent as derived from the 2001 Census.

Tenure

  • Of all newly recruited Aboriginal peoples, 48 percent were hired as indeterminate employees.

Geography

  • Just over 32 percent of Aboriginal peoples work in the National Capital Region (NCR), while 38.5 percent work west of the NCR. The proportion of Aboriginal peoples working west of the NCR has fallen steadily from 44.1 percent five years ago.

Salary

The percentage of Aboriginal employees at or below the salary level identified are as follows:

  • 46 percent earn less than $55,000 annually compared with only 41 percent of all employees
  • 77 percent earn less than $70,000 annually compared with only 69 percent of all employees
  • 96  percent earn less than $95,000 annually compared to 92 percent of all employees

Hiring

  • The hiring rate of Aboriginal peoples continued to decline in 2007–2008. Aboriginal peoples represented 3.4 percent of all new hires, down from 4.5 percent in 2002–2003.
  • Aboriginal peoples continue to enter the Public Service mainly through the Administrative and Foreign Service category at 34 percent.

Promotions

  • Similar to the rate in 2006–2007, Aboriginal peoples received 4.3 percent of all promotions.
  • Close to two thirds (64.5 percent) of all promotions for Aboriginal peoples were in the Administrative and Foreign Service category, which is consistent with last year.

Separations

  • Aboriginal peoples accounted for 4.2  percent of all separations; this is up slightly from a year ago.

Persons with Disabilities

Representation

  • Overall, the representation of persons with disabilities in the Public Service increased to 5.9 percent after dropping for the first time in 2006–2007 from 5.8 to 5.7 percent.
  • This representation remains considerably higher than the workforce availability estimate of 3.6 percent, as derived from the 2001 post-censal Participation and Limitations Survey (PALS).

Gender

  • Employees with disabilities are the only employment equity group in which there is a 50/50 representation of women and men. Employees who are Aboriginal peoples or visible minorities have considerably higher female representation.

Occupational Category

  • The highest proportion of persons with disabilities work in the Administrative and Foreign Service and the Administrative Support categories at 50 percent and 19.0 percent respectively.

Age

The distribution of persons with disabilities by age is as follows:

  • only 9 percent of employees with disabilities are under the age of 35
  • 40 percent are between the ages of 35 and 49
  • 51 percent are over the age of 50

Distribution among Departments and Agencies

  • Of the large departments with more than 1,000 employees, Veterans Affairs Canada and Human Resources and Social Development Canada continue to have the highest proportion of persons with disabilities at 8.6  percent and 8.1 percent respectively.
  • The representation of persons with disabilities, in all but one department with over 1,000 employees, meets or exceeds the workforce availability estimate of 3.6 percent as derived from the 2001 post-censal PALS.
  • Of small and medium-sized departments, the Canadian Human Rights Commission and the Agency have the highest proportion of employees who are persons with disabilities at 14.18 percent and 12.5 percent respectively.

Tenure

  • The percentage of indeterminate employees who are persons with disabilities is 6.1 percent, an increase of 0.2 percent from 2006–2007.
  • More men than women with disabilities have indeterminate tenure.

Geography

  • Approximately 4 in 10 employees with disabilities work in the National Capital Region (a proportion similar to that for all employees).

Salary

The percentage of persons with disabilities at or below the salary level identified are as follows:

  • 46 percent earn less than $55,000 annually compared with only 41 percent of all employees
  • 71 percent earn less than $75,000 annually compared to 69 percent of all employees
  • 92 percent earn less than $95,000 annually, the same percentage as for all employees

Hiring

  • Approximately half of persons with disabilities recruited into the Public Service in 2007–2008 were hired into indeterminate positions.
  • The Administrative and Foreign Service and Administrative Support categories continue to be the main points of entry for persons with disabilities at 37.2 percent and 32.4 percent respectively.
  • Persons with disabilities represent 2.5  percent of all new hires into the Public Service, a decrease of 0.3 percent from 2006–2007. This share of new hires has been below workforce availability estimates, as determined by the 2001 post-censal PALS, for the last six years.

Promotions

  • Persons with disabilities received 5.3  percent of all promotions in the Public Service, an increase of 0.3 percent from last year.

Separations

  • The rate of separation for employees with disabilities decreased from 7.0 percent in 2006–2007 to 6.7 percent in 2007–2008.

Members of Visible Minority Groups

Representation

  • Members of visible minority groups made up 9.2 percent of the Public Service workforce in 2007–2008, up from 8.8 percent in the previous year, but still well below the workforce availability estimate of 10.4 percent derived from the 2001 Census.
  • Representation of visible minorities in the Executive category was at 6.7 percent in 2007–2008, up from 6.2 percent in 2006–2007. This exceeds the workforce availability estimate for this category.

Gender

  • Female members of visible minority groups represent 55.1 percent of all employees who are members of visible minority groups.

Occupational Category

  • Half (50 percent) of employees belonging to a visible minority group work in the Administrative and Foreign Service category.
  • Another 21 percent work in positions in the Scientific and Professional category.

Age

The population of employees from visible minority groups is generally younger than the employee population of other employment equity groups:

  • 29 percent of employees belonging to a visible minority group are under the age of 35
  • 45 percent are between the ages of 35 and 49
  • 26 percent are over the age of 50

Distribution among Departments and Agencies

  • Of all large departments, Citizenship and Immigration Canada and Health Canada continue to have the highest representation of employees belonging to visible minority groups, at 17.0 percent and 14.0 percent respectively.
  • Of the 26 departments with more than 1,000 employees, 8 have not matched employment of visible minorities with the workforce availability estimate of 10.4 percent as derived from the 2001 Census.

Tenure

  • The proportion of employees belonging to a visible minority group who have indeterminate status increased slightly to 92.0 percent in 2007–2008. An increase has been experienced in each of the last six years.

Geography

  • Of all employees who are visible minorities, 80 percent work in three regions—the National Capital Region (NCR), Ontario and British Columbia—where 64 percent of all Public Service positions are located.
  • Of all employees who are visible minorities, 47 percent work in the NCR where 42 percent of all Public Service positions are located.
  • Another 18 percent work in the Ontario region, with 15 percent in the British Columbia region.

Salary

The percentage of members of visible minority groups at or below the salary level identified are as follows:

  • 40 percent earn less than $55,000 annually compared with only 41 percent of all employees
  • 68 percent earn less than $75,000 annually compared to 69 percent of all employees
  • 93 percent earn less than $95,000 annually compared to 92 percent of all employees

Hiring

  • Of all new hires into the Public Service, 9.2 percent were members of visible minority groups, a 0.5 percent increase from 2006–2007.
  • Similar to hiring for all employees, members of visible minority groups continue to enter the Public Service primarily through the Administrative and Foreign Service and Administrative Support categories at 36.5 percent and 32.5 percent respectively.

Promotions

  • Of all promotions in the Public Service, 10.6 percent were to members of visible minority groups. Of all promotions for members of visible minority groups, 15.5 percent were in the Scientific and Professional category.

Separations

  • Visible minorities accounted for 6.8  percent of all separations from the Public Service; this is a decrease of 0.3 percent from 2006–2007.

Comparisons and Highlights among Designated Groups

Representation

  • Three of the four designated groups remain well represented when compared with workforce availability estimates. Women account for 54.4 percent of Public Service employees, Aboriginal peoples for 4.4 percent, and persons with disabilities for 5.9 percent compared to workforce availability estimates of 52.2 percent, 2.5 percent and 3.6 percent respectively.
  • The representation of visible minorities in the Public Service was 9.2 percent in 2007–2008, an increase of 0.4 percent in comparison to last year. Although the representation of visible minorities continues to increase, there still remains a gap compared with their workforce availability estimate of 10.4 percent.

Gender

  • In 2007–2008, the number of women in the Public Service increased by 4,773 employees to represent 54.4 percent of the Public Service population.
  • The proportion of women in the designated groups has remained relatively consistent with levels of five years ago. Women now account for 61.2 percent of Aboriginal peoples, 50.9 percent of persons with disabilities and 55.1 percent of visible minorities.
  • In comparison to 2006–2007, term employment of visible minority women has decreased from 10.9 percent to 10.6 percent of women who are term employees. However, in the case of Aboriginal women and women with disabilities, their share of term employment by women has increased to 4.6 percent and 3.1 percent respectively.

Occupational Category

  • Two of the designated groups showed an increased share of the Executive category in 2007–2008 compared with the previous year. Women’s share increased from 40.4 percent to 41.7 percent, the share of Aboriginal peoples remained the same at 3.4 percent, the share for persons with disabilities decreased from 5.8 percent to 5.7 percent, and that for visible minorities increased from 6.2 percent to 6.7 percent.
  • The Administrative and Foreign Service category continued to employ the largest number of employees of any occupational category (48.3 percent of the total Public Service population), including designated groups as follows:
    • 61.8 percent of women (up from 61.4 percent the previous year)
    • 4.6 percent of Aboriginal peoples (up from 4.4 percent the previous year)
    • 6.2 percent of persons with disabilities (up from 6.1 percent the previous year)
    • 9.5 percent of visible minorities (up from 9.0 percent the previous year)
  • As in previous years, the Scientific and Professional category continues to employ the highest concentration of visible minorities. Visible minorities account for 13.4 percent of all employees in this category. This number has been increasing over the last six years, but at a slowing rate.

Age

  • Persons with disabilities continue to have the highest proportion of employees over the age of 45 at 70.8 percent. The other three groups showed much lower proportions for employees over the age of 45 at 49.9 percent for women, 46.4 percent for Aboriginal peoples and 40.4 percent for visible minorities.
  • Over half (51 percent) of women executives are under the age of 50.
  • The average age for employees in the Public Service is 44.8 years. Among designated groups overall, visible minorities are the youngest (average 42.8 years) and persons with disabilities are the oldest (average 48.6 years).

Distribution among Departments and Agencies

  • As in previous years, Human Resources and Social Development Canada continued to employ the highest number of women (15,697) within the Public Service and had the second highest proportion of women employees at 70.5 percent.
  • Almost 80 percent of the Royal Canadian Mounted Police (Civilian Staff) are women.
  • Of all Aboriginal employees, 41 percent work in just three departments: Indian and Northern Affairs Canada, Correctional Service Canada, and Human Resources and Social Development Canada. Combined, these three departments represent 22 percent of the total Public Service population.
  • Approximately 30 percent of all persons with disabilities in the Public Service are employed by National Defence (1,934 employees) and Human Resources and Social Development Canada (1,807 employees). This is consistent with the 2006–2007 data.
  • Just over 41 percent of all visible minorities in the Public Service work in five departments: Human Resources and Social Development Canada (2,123); National Defence (1,475); the Canada Border Services Agency (1,433); Health Canada (1,248); and Public Works and Government Services Canada (1,011).
  • Of the 26 departments with more than 1,000 employees, 13 departments representing just 40 percent of the Public Service workforce employed a higher percentage of visible minorities than the 10.4 percent workforce availability estimate:
    • Citizenship and Immigration Canada (17.0  percent)
    • Passport Canada (15.0 percent)
    • Health Canada (14.0 percent)
    • Public Health Agency of Canada (13.1  percent)
    • Statistics Canada (12.7 percent)
    • Department of Justice Canada (11.7 percent)
    • Environment Canada (11.6 percent)
    • Industry Canada (11.5 percent)
    • Canada Border Services Agency (11.2 percent)
    • Canadian International Development Agency (11.1 percent)
    • Foreign Affairs and International Trade Canada (10.7 percent)
    • Natural Resources Canada (10.6 percent)
    • Department of Finance Canada (10.6 percent)

Tenure

  • As in previous years, indeterminate employees continue to represent the majority (92.5 percent) of the Public Service’s workforce. The proportion of indeterminate employees among the designated groups in 2007–2008 is as follows, and remains comparatively consistent with previous years:
    • 92.2 percent of women (up from 91.9 percent the previous year)
    • 92.8 percent of Aboriginal peoples (down slightly from 93.0 percent the previous year)
    • 95.2 percent of persons with disabilities (down slightly from 95.5 percent the previous year)
    • 92.0 percent of visible minorities (up from 91.2 percent the previous year)

Geography

  • Of the total Public Service workforce, 42 percent work in the National Capital Region (NCR). This proportion is similar for visible minorities (45.7 percent), women (44.5 percent) and persons with disabilities (41.5 percent). In contrast, less than one third of Aboriginal peoples work in the NCR.
  • British Columbia continues to have the highest representation of visible minorities, increasing its share to 15.2 percent in 2007–2008, followed by Ontario (excluding the NCR) at 12.8 percent.
  • Prince Edward Island had the highest representation of women and persons with disabilities at 63.2 percent and 8.7 percent respectively; this is consistent with previous years.

Salary

  • Approximately 70 percent of all employees in the Public Service earn $50,000 or more. The proportions have increased for designated groups and are now as follows:
    • women at 63.4 percent
    • Aboriginal peoples at 67 percent
    • persons with disabilities at 65.7 percent
    • visible minorities at 70.9 percent

Hiring

  • The Public Service hired 4,150 more employees in 2007–2008 than in the previous year.
  • The hiring of members of visible minority groups improved in comparison to last year. Persons in a visible minority group made up 9.2 percent of all new hires, a 0.5 percent increase from last year. The same can be said for women, who received a 58.0 percent share of new hires; this is a 2.3 percent increase from last year.
  • Of the 671 new hires of Aboriginal peoples, 26.5 percent occured in the NCR, 13.7 percent in Manitoba and 12.1 percent in Saskatchewan.
  • For the sixth year in a row, visible minorities’ share of new hires into the Executive category has increased and now sits at 9.2 percent.
  • Each of the designated groups showed a year-over-year increase in their share of new indeterminate employee hires: women from 44.8 percent to 49.9 percent; Aboriginal peoples from 46.1 percent to 48.0  percent; persons with disabilities from 42.8 percent to 43.5 percent; and members of visible minority groups from 46.3 percent to 53.2 percent.

Promotions

  • More than half of all promotions occurred in the NCR; this was also true for promotions of women, persons with disabilities and visible minorities. The share for Aboriginal peoples increased to 46.0 percent, up from 44.1 percent last year.
  • Across the entire Public Service, indeterminate employees received 94.0 percent of all promotions. Indeterminate employees who are members of designated groups received similar rates of promotion: women at 95.4  percent; Aboriginal peoples at 95.0 percent; persons with disabilities at 95.4 percent; and visible minorities at 96.0 percent.
  • While two of the four designated groups experienced an increase in the share of promotions in the Scientific and Professional category from last year, women and Aboriginal peoples each experienced a decrease of approximately 0.5 percent.
  • Women continued to receive the majority of promotions in the Administrative and Foreign Service category, in which they also constitute the majority of employees. They received 70.2 percent of promotions, an increase of 1.1 percent from the previous year.

Separations

  • In the Scientific and Professional category, visible minorities accounted for 13.4 percent of employees and 11.4 percent of separations. The latter figure represents an increase of 0.9 percent from last year.
  • Women accounted for 51.8 percent of all separations from the Public Service.
  • Of all separations from the Public Service, 70.5 percent were indeterminate employees. Of all separations involving members of designated groups, 70.4 percent were indeterminate employees.



Chapter 3 What the Numbers Show: 2006–2007

This chapter provides highlights and describes employment equity performance by designated group in the Public Service for the 2006–2007 fiscal year.

Women

Gender/Representation

  • The representation of women in the Public Service is up slightly from last year to 53.9 percent.

Occupational Category

  • Women comprised 40.4 percent of employees in the Executive category, up from 38.8 percent last year and 32.0 percent five years ago. This is still below the workforce availability estimate of 42.8 percent for that category. The representation of women in the Scientific and Professional category (44.2 percent) increased slightly from the previous year.

Age

The distribution of women employees by age is as follows:

  • 21 percent of women in the Public Service are under 35 years of age
  • 47 percent of women in the Public Service are between the ages of 35 and 49
  • 32 percent are 50 and older

Distribution among Departments and Agencies

  • Of the large departments and agencies with more than 1,000 employees, the Royal Canadian Mounted Police (Civilian Staff) continues to employ the highest proportion of women (80.0 percent), followed closely by Veterans Affairs Canada (70.9 percent). Of the same large departments, Fisheries and Oceans Canada and National Defence have the lowest representation of women at 31.1 percent and 39.1 percent.

Tenure

  • The percentage of indeterminate employees who are women has remained consistent with the previous year at 53.7 percent.
  • Women still comprise approximately 6 of 10 term employees.

Geography

  • Of all women who work in the Public Service, 44 percent work in the National Capital Region (a similar proportion to that for all employees).
  • Close to 4 in 10 of all employees working outside of Canada are women; this is consistent with previous years.

Salary

The percentage of women at or below the salary level identified are as follows:

  • 51 percent earn less than $55,000 annually compared with only 41 percent of all employees
  • 76 percent earn less than $70,000 annually compared with only 69 percent of all employees
  • 95 percent earn less than $95,000 annually compared to 92 percent of all employees

Hiring

  • Women represented 56 percent of all new hires into the Public Service.
  • Although women continue to constitute the majority of all persons hired into the Scientific and Professional category at 51.4 percent, this represents approximately a 5 percent drop from the previous year.
  • Approximately 4 in 10 women continue to enter the Public Service through the Administrative Support category, which is consistent with previous years.

Promotions

  • Women accounted for 61.2 percent of all promotions in the Public Service, which is up 2.4 percent from last year and brings the promotion rate for women to approximately the same level as existed five years ago.

Separations

  • Women accounted for 53.4 percent of all separations from the Public Service. This represents a 3.8 percent increase from last year.

Aboriginal Peoples

Representation

  • The representation of Aboriginal peoples, at 4.2 percent, is unchanged over the past three years.

Gender

  • Female Aboriginal employees make up 61  percent of Aboriginal employees.

Occupational Category

  • Aboriginal peoples represent 3.4 percent of all employees in the Executive category; this is unchanged from the previous year and compares to a workforce availability estimate of 3.5 percent for that category.
  • Almost 50 percent of Aboriginal employees work in the Administrative and Foreign Service category. This represents an increase of 8.4 percent from five years ago and is similar to the percentage of the total employee population that works in this category (48 percent).

Age

The distribution of Aboriginal employees by age is as follows:

  • 21 percent of Aboriginal employees are under 35 years of age
  • 51 percent of Aboriginal employees in the Public Service are between the ages of 35 and 49
  • 28 percent are 50 years and older

Distribution among Departments and Agencies

  • Almost 50 percent of Aboriginal employees work in four departments whose total employee population represents only 27 percent of the Public Service employee population: 16 percent of Aboriginal employees work at Indian and Northern Affairs Canada, 14 percent at Correctional Service Canada, 11 percent at Human Resources and Social Development Canada and 8 percent work at Health Canada.
  • Seven of the largest departments with employee populations over 1,000 have not matched the percentage of Aboriginal employees with the 2001 workforce availability estimate of 2.5 percent.

Tenure

  • Of all newly recruited Aboriginal employees, 46 percent were hired as indeterminate employees. This is similar to the percentage of indeterminate employees (47 percent) for all hires into the Public Service.
  • Of all Aboriginal employees, 93 percent have indeterminate status.

Geography

  • Just over 32 percent of Aboriginal employees work in the National Capital Region (NCR), while 41.8 percent work west of the NCR. The proportion of Aboriginal peoples working west of the NCR has fallen steadily from 44.1 percent five years ago.

Salary

The percentage of all Aboriginal employees at or below the salary level identified are as follows:

  • 47 percent earn less than $55,000 annually compared with only 41 percent of all employees
  • 77 percent earn less than $70,000 compared with only 69 percent of all employees
  • 96 percent earn less than $95,000 annually compared to 92 percent of all employees

Hiring

  • Aboriginal peoples represented 3.3 percent of all new hires; this continues the trend of Aboriginal peoples’ falling share for all new hires from three years ago, when it was at 4.3 percent.
  • Aboriginal peoples continue to enter the Public Service mainly through the Administrative and Foreign Service and the Administrative Support categories at 31.3 percent and 32.4 percent respectively.

Promotions

  • Aboriginal peoples received 4.3 percent of all promotions, down slightly from last year’s rate of 4.4 percent.
  • Of all promotions for Aboriginal peoples, 62 percent were in the Administrative and Foreign Service category, which is consistent with the previous year.

Separations

  • Aboriginal peoples accounted for 3.9  percent of all separations; this is down only slightly from five years ago.

Persons with Disabilities

Representation

  • At 5.7 percent of the Public Service, persons with disabilities continue to be represented above their 2001 workforce availability estimate of 3.6 percent but are the first designated group to show a decline over the past five years.

Gender

  • Women made up 51 percent of employees with disabilities.

Occupational Category

  • Employees with disabilities represented 5.8 percent (or 270 of 4,651) of all employees in the Executive category; this is up from 5.5 percent from the previous year and is significantly higher than the workforce availability estimate of 2.6 percent for this category.
  • The Administrative Support category has the highest proportion of employees with disabilities (7.8 percent) of all the occupational categories. Of all employees with disabilities, 20 percent work in Administrative Support positions. In comparison, 15 percent of all employees work in the Administrative Support category.

Age

The distribution of employees with disabilities by age is as follows:

  • only 9 percent of employees with disabilities are under 35 years of age compared with 20 percent of all employees who are 35 years and younger
  • 42 percent of employees with disabilities working in the Public Service are between the ages of 35 and 49
  • 49 percent are 50 years and older

Distribution among Departments and Agencies

  • Of the 24 departments with more than 1,000 employees, representing 93 percent of the Public Service employee population, only one department did not employ the percentage of employees with disabilities at or above the 2001 Participation and Activity Limitations (PALS) workforce availability estimate of 3.6 percent for persons with disabilities.

Tenure

  • Of all employees with disabilities, 95.5  percent have indeterminate employment status. This is higher than the rate of 92  percent for all employees.

Geography

  • Of employees with disabilities, 42 percent work in the National Capital Region, the same percentage as for all employees.

Salary

The percentage of employees with disabilities at or below the salary level identified are as follows:

  • 47 percent earn under $55,000 annually compared with only 41 percent of all employees
  • 71 percent earn under $70,000 annually compared to 69 percent of all employees
  • 93 percent earn under $95,000 annually compared to 92 percent of all employees

Hiring

  • Of persons with disabilities recruited into the Public Service in 2006–2007, 43 percent were hired into indeterminate positions. This continues the upward trend over the last five years and represents an increase of 15.8 percent from five years ago.
  • The Administrative Support and Administrative and Foreign Service categories continue to be the main points of entry for persons with disabilities at 36 percent and 35 percent respectively.
  • Persons with disabilities represent 2.8  percent of all new hires into the Public Service. This share of new hires has been below the workforce availability estimate as determined by the 2001 PALS for the last five years.

Promotions

  • Persons with disabilities received 5.0  percent of all promotions in the Public Service. This level of promotion has been consistent over the last five years.

Separations

  • Employees with disabilities represented 7 percent of the separations from the Public Service. A 7 percent separation rate is more than double the hiring rate of persons with disabilities.

Members of Visible Minority Groups

Representation

  • Members of visible minority groups made up 8.8 percent of the Public Service workforce, up from 8.6 percent in the previous year, but still well below the workforce availability estimate of 10.4 percent.
  • Representation of visible minorities in the Executive category is now at 6.2 percent up from 5.5 percent a year ago. The number of visible minority executives has almost trebled, from 103 in 2000 to 290 in 2006–2007.

Gender

  • Women made up 55 percent of the visible minority employee population.

Occupational Category

  • Of all visible minority employees, 21  percent work in the Scientific and Professional category, an occupational category that represents only 15 percent of the Public Service population.

Age

The distribution by age of employees belonging to visible minority groups is as follows:

  • 29 percent of visible minority employees are under 35 years of age
  • 45 percent of visible minority employees in the Public Service are between the ages of 35 and 49
  • 27 percent are 50 years of age and older

Distribution among Departments and Agencies

  • Of the 24 departments with more than 1,000 employees, representing 93 percent of the Public Service population, 12 departments have not matched employment of visible minorities with the workforce availability estimate of 10.4 percent as derived from the 2001 Census.
  • Within these same 24 departments, Citizenship and Immigration Canada and Passport Canada continue to have the highest representation of visible minority employees at 16.5 percent and 15.5 percent respectively.

Tenure

  • The proportion of visible minorities who are indeterminate employees increased to 91.2 percent, up from 89.7 percent a year ago. An increase has been experienced in each of the last five years.

Geography

  • Out of all visible minority employees in the Public Service, 44.8 percent work in the National Capital Region, which is an increase of 1.1 percent from last year.
  • The second highest proportion of visible minorities work in British Columbia at 14.8 percent.

Salary

The percentage of visible minority employees at or below the salary level identified are as follows:

  • 41 percent earn less than $55,000 annually, identical to the percentage for all employees.
  • 68 percent earn under $70,000 annually compared to 69 percent of all employees
  • 93 percent earn under $95,000 annually compared to 92 percent of all employees

Hiring

  • Of all new hires into the Public Service, 8.7 percent identified themselves as visible minorities; this represents a 1.2 percent drop from the previous year and the lowest level in the last five years.
  • Visible minorities continue to enter the Public Service primarily through the Administrative and Foreign Service and Administrative Support categories at 34.7 percent and 32.2 percent respectively. These two occupational categories continue to be the two main points of entry for all new public servants.

Promotions

  • Of all promotions in the Public Service, 10.5 percent were to members of visible minority groups. Of these promotions to visible minorities, 14.9 percent were in the Scientific and Professional category.

Separations

  • Visible minorities accounted for 7.1  percent of all separations from the Public Service; this remains virtually unchanged from the previous year.

Comparisons and Highlights among Designated Groups

Representation

  • Three of the four designated groups remain well represented when compared with workforce availability estimates. Women account for 53.9 percent of Public Service employees, Aboriginal peoples for 4.2 percent and persons with disabilities for 5.7 percent, compared to workforce availability estimates of 52.2 percent, 2.5 percent and 3.6 percent respectively.
  • Although visible minority representation, at 8.8 percent, has increased by 2.6 percent from five years ago, there still remains a gap when compared with their workforce availability estimate of 10.4 percent.

Gender

  • In 2006–2007, the number of women in the Public Service increased by 1,803 employees to comprise 53.9 percent of the total Public Service population.
  • The proportion of women in the designated groups has remained consistent with the levels of five years ago. Women now account for 61.2 percent of Aboriginal peoples, 51.3 percent of persons with disabilities and 54.8 percent of visible minorities.
  • For women with a disability, term employment continues to decrease. They comprised 2.6  percent of all women who are term employees in 2006–2007, down from 3.2 percent of five years ago. The same can be said for Aboriginal women who now comprise 4.2  percent, down from 4.9 percent five years ago. However, term employment of visible minority women has increased. They comprised 10.9 percent of all women who are term employees, up from 8.8 percent five years ago.

Occupational Category

  • All of the designated groups showed an increased share of the Executive category in 2006–2007 from the previous year, except for Aboriginal peoples: women’s share increased from 38.8 percent to 40.4 percent; the share for Aboriginal peoples remained the same at 3.4 percent; persons with disabilities increased their share from 5.5 percent to 5.8 percent; and visible minorities increased their share from 5.5 percent to 6.2 percent.
  • The Administrative and Foreign Service category has the largest base of employees and received 6,003 new employees over the past year. Persons with disabilities showed a small decline in their proportion of this category, while all other designated groups showed an increase in their share. Visible minorities showed the greatest increase, going from 8.4 percent to 9.0 percent.
  • The Scientific and Professional category continues to employ the highest concentration of employees belonging to a visible minority group. Members of visible minority groups account for 12.7 percent of all employees in this category. This proportion has been increasing over the last five years.

Age

  • The average age of employees in the Public Service is 44.8 years. Among the designated groups overall, visible minorities are the youngest (average 42.8 years) and persons with disabilities are the oldest (average 48.6 years).

Distribution among Departments and Agencies

  • Women made up 70.8 percent of the employee population of Human Resources and Social Development Canada, the second largest department in the Public Service.
  • Of all Aboriginal peoples employed in the Public Service, 41.7 percent are employed by three departments: Human Resources and Social Development Canada with 875; Correctional Service Canada with 1,049; and Indian and Northern Affairs Canada with 1,252. Aboriginal peoples constitute just under a third of all employees at Indian and Northern Affairs Canada; this is consistent with previous years.
  • Approximately 30 percent of all persons with disabilities in the Public Service are employed by National Defence (1,272 employees) and Human Resources and Social Development Canada (1,753 employees).
  • Just over 42 percent of all visible minorities in the Public Service work in five departments: National Defence (1,214); Human Resources and Social Development Canada (1,945); Public Works and Government Services Canada (998); Canada Border Services Agency (1,326); and Health Canada (1,161).
  • Of the 24 departments with more than 1,000 employees, only 10 departments employed a higher percentage of visible minorities than the 10.4 percent workforce availability estimate:
    • Citizenship and Immigration Canada (16.5  percent)
    • Passport Canada (15.5 percent)
    • Health Canada (13.8 percent)
    • Public Health Agency of Canada (12.0  percent)
    • Statistics Canada (11.7 percent)
    • Canada Border Services Agency (11.3 percent)
    • Canadian International Development Agency (11.2 percent)
    • Environment Canada (11.1 percent)
    • Industry Canada (10.9 percent)
    • Department of Justice Canada (10.7 percent)

Tenure

  • Indeterminate employees make up 92.3  percent of the Public Service workforce. The proportion of indeterminate employees among the designated groups in 2006–2007 is as follows, and remains fairly consistent with the overall picture:
    • 93.0 percent of Aboriginal peoples (up from 92.0 percent the previous year)
    • 95.5 percent of persons with a disability (up from 95.4 percent the previous year)
    • 91.2 percent of visible minorities (up from 89.7 percent the previous year)
    • 91.9 percent of women (up from 91.4 percent the previous year)

Geography

  • Of the total Public Service workforce, 42 percent is located in the National Capital Region (NCR). This proportion is similar for women (44.2 percent), persons with disabilities (41.8 percent) and visible minorities (44.8 percent). In contrast, less than one third of Aboriginal peoples work in the NCR.
  • British Columbia continues to have the highest representation of visible minorities, increasing its share to 14.2 percent, followed by Ontario (excluding the NCR) with 12.8 percent.
  • Prince Edward Island had the highest representation of women and persons with disabilities at 63.4 and 8.3 percent respectively; this is consistent with previous years.

Salary

  • Just over 70.5 percent of all employees in the Public Service earn $50,000 or more annually; this represents a significant increase from five years ago. The proportions have increased for designated groups in 2006–2007 and are as follows:
    • women at 62.4 percent, compared with 49.8 percent in 2001–2002
    • Aboriginal peoples at 66.0 percent, compared with 51.3 percent in 2001–2002
    • persons with disabilities at 65.1 percent, compared with 55.4 percent in 2001–2002
    • members of visible minority groups at 69.9 percent, compared with 57.2 percent in 2001–2002

Hiring

  • The Public Service hired 2,532 more employees in 2006–2007 than in the previous year.
  • The hiring of visible minorities showed no improvement from the previous year. Persons in a visible minority group made up 8.7 percent of all new hires; this is a 1.2 percentage decrease from last year. The same can be said for women, who received a 55.7 percent share of new hires; this is a 1.2 percent decrease from last year as well.
  • The NCR, British Columbia and Manitoba received the majority of new hires of Aboriginal peoples: the NCR at 29.6 percent; British Columbia at 12.5 percent; and Manitoba at 11.9 percent.
  • For the fifth year in a row, visible minorities’ share of new hires into the Executive category has increased. It now stands at 9.1  percent.
  • Women’s share in the Scientific and Professional category experienced a decrease of almost 5 percent from the previous year to 51.4 percent. This represents the first drop in women’s share of new hires in this category since 2000–2001.
  • Each of the designated groups showed an increase in their share of new indeterminate employee hires from 2005–2006: women from 35.3 percent to 44.8 percent; Aboriginal peoples from 38.8 percent to 46.1 percent; persons with disabilities from 40.2 percent to 42.8 percent; and visible minorities from 36.2 percent to 46.3 percent.
  • For the first time, close to half of all new hires of visible minorities into the Public Service were indeterminate at 46.3 percent. This represents an increase of 12.1 percent from the previous year.

Promotions

  • More than half of all promotions occurred in the NCR; this was also true for promotions of women, persons with disabilities and visible minorities. The share for Aboriginal peoples increased to 44.1 percent, up from 39.2 percent last year.
  • Across the entire Public Service, indeterminate employees received 95.1 percent of all promotions. Indeterminate employees who are members of designated groups received similar rates of promotion: women at 95.5 percent; Aboriginal peoples at 94.6 percent; persons with disabilities at 96.7 percent; and visible minorities at 95.4 percent.
  • While two of the four designated groups experienced an increase in the share of promotions in the Scientific and Professional category from last year, visible minorities and persons with disabilities each experienced a decrease of 0.2 percent.
  • Women continued to receive the majority of promotions in the Administrative and Foreign Service category, in which they also constitute the majority of employees. They received 69.1 percent of promotions, an increase of 5.2 percent from the previous year.

Separations

  • In the Scientific and Professional category, members of visible minority groups accounted for 12.7 percent of employees and 10.5  percent of separations.
  • Women accounted for 53.4 percent of all separations from the Public Service.
  • Of all separations from the Public Service, 66.3 percent were indeterminate employees. Of all separations involving designated groups, 65.3 percent were indeterminate employees.

Conclusion

While it is appropriate to acknowledge that there have been some significant successes in the recruitment and development of members of the four designated groups, a number of persistent challenges still remain.

Salary levels for employees who are visible minorities compare favourably with the levels for all employees in the Public Service. The representation of visible minorities in the Executive category meets the workforce availability estimate for that category for the first time. However, the significant gap in overall representation of visible minorities compared to the workforce availability estimate must be addressed.

Employees with disabilities are represented in the Executive category at double the level of their workforce availability for that category and, overall, are well represented in almost every department across the Public Service. However, the recruitment of persons with disabilities has not met workforce availability estimates for a number of years. As a result, the representation of employees with disabilities decreased for the first time in 2006–2007, although it did climb again in 2007–2008. In addition, 51 percent of employees with disabilities are 50 years of age or more. Efforts to maintain the representation rate of employees with disabilities in the face of an accelerated separation rate can only be accomplished through a concerted effort in recruitment.

Aboriginal peoples are being significantly recruited into a small number of the larger departments and, as a result, the representation of Aboriginal peoples exceeds the overall workforce availability estimate. However, there are six departments with more than 1,000 employees that have not met the 2001 workforce availability estimate of 2.5 percent.

As of March 31, 2007, women represented 53.9 percent of Public Service employees; as of March 31, 2008 that figure had climbed to 54.4 percent. This compares with 52.5 percent in March 2002, when representation of women slightly exceeded the 2001 workforce availability estimate of 52.2 percent. Women still have not achieved full representation in the Executive category, but that gap appears to be closing. In addition, women are significantly overrepresented in positions earning under $55,000 annually. This may be attributed to the high representation of women working in the Administrative Support category (81 percent).

It is recognized that success in employment equity is about more than just numbers. However, without understanding the composition of our workforce, it would be difficult to pave our way forward. The Agency continues to look at ways to improve the process for voluntary self-identification adopted in the Employment Equity Act to enable us to develop the right policies and initiatives to achieve our goals. Employment equity is an essential first step toward a diverse, representative and inclusive Public Service.



APPENDIX 1

Technical Notes

The two sets of tables in this report provide statistics on designated groups in the Public Service as of March 31, 2007, and March 31, 2008. They include summary data on women, Aboriginal peoples, persons with disabilities and members of visible minority groups, as well as tables on hiring, promotions and separations of persons in these groups.

The Treasury Board is the employer for the Public Service as set out in the Financial Administration Act (FAA), schedules I and IV. Appointments are made according to merit as it is defined in the Public Service Employment Act, which is administered by the Public Service Commission of Canada. The total number of employees in the Public Service as of March 31, 2007, was 179,540 and as of March 31, 2008, was 186,754.

Report coverage

This report includes information on indeterminate employees, employees with terms of three months or more, and seasonal employees, with the exception of those seasonal employees who were on leave without pay at the end of March for each fiscal year. No information is reported on students or casual workers, except in the case of hiring if their employment status changed (to indeterminate, terms of three months or more, or seasonal) before the end of the fiscal year. Employees on leave without pay, including those on care and nurturing leave and educational leave, are not included in these tables.

Statistics in this document also exclude Governor in Council appointees, ministerial staff, federal judges and deputy ministers, who are also on the Public Service payroll. As required under the Employment Equity Act, annual reports to Parliament present information for the fiscal year beginning April 1st and ending March 31st.

Federal departments and agencies

The Employment Equity Act prescribes that this report covers the portions of the Public Service of Canada set out in schedules I and IV of the FAA. The Public Service comprises some 72 departments, agencies and commissions for which the Treasury Board is the employer (see Table 5). The statistics in this report include only employees working for those organizations.

These organizations vary in size, from large departments with more than 3,000 employees to small institutions with fewer than 100 employees, and in geography, with some organizations present in all provinces and territories while others are located only in the National Capital Region. The data from some smaller organizations are included with the data from a larger institution that has responsibility for their corporate and administrative matters.

The statistics of separate employers, covered by FAA schedule V, are not included in this report. Those separate employers having more than 100 employees (such as the Canada Revenue Agency and the Canadian Food Inspection Agency) are required by the Employment Equity Act to provide their reports to the Agency only for the purposes of tabling in Parliament at the same time as this report. To view their employment equity reports, readers should visit their websites or contact those organizations directly.

Reports on employment equity in the Canadian Forces and with respect to members of the Royal Canadian Mounted Police are prepared by those organizations and are also tabled in Parliament at the same time as those of separate employers.

Data on persons in the designated groups

To assure consistency of the data presented in this report, the Agency uses the Incumbent File, which contains information on all employees for whom the Treasury Board is the employer in accordance with FAA, schedules I and IV.

All tabulations, other than those for women, contain data obtained through self-identification. Self-identification data, provided voluntarily by employees, are maintained separately and confidentially in the Employment Equity Data Bank (EEDB) by the Agency. Information derived from these two sources does not always harmonize exactly with information from departmental sources, which is why a reconciliation process is carried out each year by the Agency and departments.

The completeness and accuracy of employment equity data for the Public Service depend on the willingness of employees to self-identify and on departments providing opportunities for them to do so. Employees, including those engaged as students or casual workers, are given an opportunity to provide this information when they are hired and during departmental self-identification surveys or other campaigns. Furthermore, they may complete a self-identification form (available from the employment equity coordinator in the department) at any time.

Terminology

Hiring” refers to the number of persons added to the employee population in the past fiscal year. This includes indeterminate and seasonal employees (with the exception of those seasonal employees who are on leave without pay at the end of March), those with terms of three months or more, and students and casual workers whose employment status has changed (to indeterminate, terms of three months or more, or seasonal). “Hirings” measures the flow of employees into the Public Service and may include more than one staffing action for term employees.

Promotions” refers to the number of appointments to positions at higher maximum pay levels, either within the same occupational group or subgroup or in another group or subgroup.

Separations” refers to the number of employees (i.e. indeterminate, terms of three months or more, and seasonal) removed from the Public Service payroll and may include more than one action for term employees. Separations include employees who retired or resigned or those whose specified employment period (term) ended.

Indeterminate employees” refers to people appointed to the Public Service for an unspecified duration.

Seasonal employees” refers to people hired to work cyclically for a season or portion of each year.

Casual workers” refers to people hired by any one department or agency for a specified period of no more than 90 days during the calendar year. Casual workers are not included in the representation figures.

Workforce availability” refers to the distribution of people in the designated groups as a percentage of the total Canadian workforce. For Public Service purposes, workforce availability is based only on Canadian citizens in those occupations in the Canadian workforce corresponding to the occupations in the Public Service. Estimates for women, Aboriginal peoples and visible minorities are derived from statistics in the Census of Canada. Estimates for persons with disabilities are derived from data in surveys such as the Health and Activity Limitation Survey (1991) and the Participation and Activity Limitation Survey (2001). These are also collected by Statistics Canada.



APPENDIX 2
Statistical Tables—2007–2008

TABLE 1

Representation of Designated Groups in the Public Service of Canada
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees
  All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
Public Service Representation # # % # % # % # %
As at March 31, 2008 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2
As at March 31, 2007 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8
As at March 31, 2006 176,630 95,013 53.8 7,381 4.2 10,169 5.8 15,112 8.6
As at March 31, 2005 165,856 88,702 53.5 6,886 4.2 9,626 5.8 13,498 8.1
As at March 31, 2004 165,976 88,175 53.1 6,723 4.1 9,452 5.7 13,001 7.8
As at March 31, 2003 163,314 86,162 52.8 6,426 3.9 9,155 5.6 12,058 7.4
As at March 31, 2002 157,510 82,663 52.5 5,980 3.8 8,331 5.3 10,772 6.8
As at March 31, 2001 149,339 77,785 52.1 5,316 3.6 7,621 5.1 9,143 6.1
As at March 31, 2000*
(Revenue Canada excluded)
141,253 72,549 51.4 4,639 3.3 6,687 4.7 7,764 5.5
As at March 31, 1999
(Revenue Canada included)
178,340 91,856 51.5 5,124 2.9 8,137 4.6 10,557 5.9
As at March 31, 1998 179,831 90,801 50.5 4,770 2.7 6,943 3.9 9,260 5.1
Workforce Availability
2001 Census and PALS     52.2   2.5   3.6   10.4
1996 Census and PALS     48.7   1.7   4.8   8.7
1991 Census and PALS     47.3   2.6   4.8   9.0

* Revenue Canada became a separate employer, the new Canada Customs and Revenue Agency, on November 1, 1999.

Notes

The data in this and other tables in this report cover employees identified for the purpose of employment equity in the Regulations to the Employment Equity Act. The estimates of workforce availability are based on information from the 2001 Census of Canada and the 2001 post-Census Participation and Activity Limitation Survey (PALS). They include only Canadian citizens in those occupations in the Canadian workforce that correspond to occupations in the federal public service.

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 2

Distribution of Designated Groups in the Public Service of Canada by Type of Employment and Gender
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More and, Seasonal Employees—As at March 31, 2008
  Type of Employment
  All employees Gender Indeterminate Gender Term >= 3 Months Gender Seasonal Gender
  # % % # % % # % % # % %
Federal Public Service
Total 186,754 100.0 100.0 172,800 100.0 100.0 13,009 100.0 100.0 945 100.0 100.0
Women 101,589 54.4 54.4 93,710 54.2 54.2 7,521 57.8 57.8 358 37.9 37.9
Men 85,165 45.6 45.6 79,090 45.8 45.8 5,488 42.2 42.2 587 62.1 62.1
Aboriginal Peoples
Total 8,190 4.4 100.0 7,604 4.4 100.0 504 3.9 100.0 82 8.7 100.0
Women 5,013 4.9 61.2 4,624 4.9 60.8 345 4.6 68.5 44 12.3 53.7
Men 3,177 3.7 38.8 2,980 3.8 39.2 159 2.9 31.5 38 6.5 46.3
Persons with Disabilities
Total 11,001 5.9 100.0 10,471 6.1 100.0 467 3.6 100.0 63 6.7 100.0
Women 5,595 5.5 50.9 5,340 5.7 51.0 232 3.1 49.7 23 6.4 36.5
Men 5,406 6.3 49.1 5,131 6.5 49.0 235 4.3 50.3 40 6.8 63.5
Persons in a Visible Minority Group
Total 17,207 9.2 100.0 15,835 9.2 100.0 1,339 10.3 100.0 33 3.5 100.0
Women 9,479 9.3 55.1 8,668 9.2 54.7 796 10.6 59.4 15 4.2 45.5
Men 7,728 9.1 44.9 7,167 9.1 45.3 543 9.9 40.6 18 3.1 54.5

Notes

Shaded columns indicate the percentage representation by gender within each group of employees (e.g. 61.2 percent of Aboriginal employees are women, i.e. 5,013 ÷ 8,190 x 100).

Percentages in the unshaded columns in each case show the representation of all members of the designated groups within the Public Service and their representation by gender within the Public Service (e.g. 9.9 percent of men who are term employees are members of a visible minority group, i.e. 543 ÷ 5,488 x 100).

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 3

Distribution of Public Service of Canada Employees by Designated Group According to Occupational Category and Group
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31. 2008
Occupational Category and Group All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Executive 4,898 2,042 41.7 165 3.4 278 5.7 326 6.7
Scientific and Professional
AC Actuarial Science 5 0 0.0 0 0.0 0 0.0 1 20.0
AG Agriculture 6 1 16.7 0 0.0 0 0.0 0 0.0
AR Architecture and Town Planning 207 62 30.0 3 1.4 7 3.4 26 12.6
AU Auditing 201 79 39.3 1 0.5 5 2.5 30 14.9
BI Biological Sciences 2,023 952 47.1 30 1.5 60 3.0 286 14.1
CH Chemistry 518 232 44.8 4 0.8 10 1.9 124 23.9
DE Dentistry 15 3 20.0 0 0.0 0 0.0 0 0.0
DS Defence Scientific Service 657 123 18.7 3 0.5 18 2.7 94 14.3
ED Education 772 531 66.3 81 10.5 38 4.9 57 7.4
EN Engineering and Land Survey 2,828 468 16.5 47 1.7 118 4.2 461 16.3
ES Economics, Sociology and Statistics 7,617 3,839 50.4 180 2.4 346 4.5 1,092 14.3
FO Forestry 79 16 20.3 1 1.3 7 8.9 1 1.3
HR Historical Research 137 64 46.7 3 2.2 7 5.1 5 3.6
LA Law 2,923 1,570 53.7 84 2.9 147 5.0 292 10.0
LS Library Science 387 296 76.5 8 2.1 17 4.4 28 7.2
MA Mathematics 320 131 40.9 1 0.3 17 5.3 58 18.1
MD Medicine 292 117 40.1 4 1.4 13 4.5 38 13.0
MT Meteorology 528 113 21.4 3 0.6 16 3.0 52 9.8
ND Nutrition and Dietetics 61 60 98.4 4 6.6 1 1.6 1 1.6
NU Nursing 1,698 1,424 83.9 149 8.8 48 2.8 130 7.7
OP Occupational and Physical Therapy 65 43 66.2 1 1.5 0 0.0 4 6.2
PC Physical Sciences 2,389 1,032 43.2 62 2.6 95 4.0 271 11.3
PH Pharmacy 45 32 71.1 1 2.2 1 2.2 6 13.3
PS Psychology 385 218 56.6 5 1.3 17 4.4 27 7.0
SE Scientific Research 1,815 354 19.5 10 0.6 60 3.3 345 19.0
SG Scientific Regulation 941 487 51.8 6 0.6 23 2.4 189 20.1
SW Social Work 123 84 68.3 5 4.1 4 3.3 4 3.3
UT University Teaching 272 47 17.3 1 0.4 16 5.9 36 13.2
VM Veterinary Medicine 41 26 63.4 0 0.0 3 7.3 4 9.8
Total 27,350 12,385 45.3 697 2.5 1,094 4.0 3,662 13.4
Administrative and Foreign Service
AS Administrative Services 25,353 19,395 76.5 1,193 4.7 1,555 6.1 1,698 6.7
CO Commerce 2,931 1,304 44.5 103 3.5 128 4.4 278 9.5
CS Computer Systems Administration 12,678 3,622 28.6 311 2.5 680 5.4 1,641 12.9
FI Financial Administration 3,683 2,034 55.2 115 3.1 151 4.1 589 16.0
FS Foreign Service 1,180 468 39.7 19 1.6 40 3.4 145 12.3
IS Information Services 3,133 2,167 69.2 117 3.7 169 5.4 245 7.8
OM Organization and Methods 107 58 54.2 3 2.8 8 7.5 5 4.7
PE Personnel Administration 3,921 3,018 77.0 190 4.8 385 9.8 444 11.3
PG Purchasing and Supply 2,866 1,564 54.6 106 3.7 197 6.9 245 8.5
PL Leadership Development Programs 175 99 56.6 7 4.0 15 8.6 48 27.4
PM Program Administration 30,027 19,320 64.3 1,679 5.6 2,021 6.7 2,944 9.8
TR Translation 1,120 804 71.8 5 0.4 30 2.7 43 3.8
WP Welfare Program 3,110 1,979 63.6 273 8.8 175 5.6 208 6.7
Total 90,284 55,832 61.8 4,121 4.6 5,554 6.2 8,533 9.5
Technical
AI Air Traffic Control 11 2 18.2 0 0.0 0 0.0 0 0.0
AO Aircraft Operations 460 44 9.6 9 2.0 6 1.3 10 2.2
DD Drafting and Illustration 169 64 37.9 5 3.0 12 7.1 10 5.9
EG Engineering and Scientific Support 6,434 1,994 31.0 183 2.8 296 4.6 434 6.7
EL Electronics 1,062 62 5.8 27 2.5 61 5.7 55 5.2
EU Educational Support 30 28 93.3 17 56.7 0 0.0 0 0.0
GT General Technical 2,385 665 27.9 126 5.3 132 5.5 67 2.8
PI Primary Products Inspection 275 66 24.0 12 4.4 23 8.4 26 9.5
PY Photography 11 2 18.2 0 0.0 1 9.1 0 0.0
RO Radio Operations 361 85 23.5 16 4.4 10 2.8 5 1.4
SI Social Science Support 3,574 2,317 64.8 153 4.3 225 6.3 332 9.3
SO Ships' Officers 1,034 78 7.5 20 1.9 31 3.0 12 1.2
TI Technical Inspection 1,616 256 15.8 44 2.7 99 6.1 155 9.6
Total 17,422 5,663 32.5 612 3.5 896 5.1 1,106 6.3
Administrative Support
CM Communications 35 8 22.9 0 0.0 7 20.0 4 11.4
CR Clerical and Regulatory 26,032 21,059 80.9 1,360 5.2 2,034 7.8 2,681 10.3
DA Data Processing 227 110 48.5 5 2.2 15 6.6 15 6.6
OE Office Equipment Operation 8 6 75.0 0 0.0 3 37.5 0 0.0
ST Secretarial, Stenographic, Typing 547 536 98.0 30 5.5 34 6.2 30 5.5
Total, 26,849 21,719 80.9 1,395 5.2 2,093 7.8 2,730 10.2
Operational
CX Correctional Services 6,194 1,645 26.6 628 10.1 174 2.8 364 5.9
FR Firefighters 475 15 3.2 19 4.0 20 4.2 11 2.3
GL General Labour and Trades 5,333 277 5.2 216 4.1 389 7.3 122 2.3
GS General Services 3,531 1,401 39.7 161 4.6 261 7.4 168 4.8
HP Heat, Power and Stationary Plant Operation 465 7 1.5 15 3.2 41 8.8 22 4.7
HS Hospital Services 650 407 62.6 56 8.6 33 5.1 86 13.2
LI Lightkeepers 98 13 13.3 4 4.1 1 1.0 0 0.0
PR Printing Operations 31 11 35.5 2 6.5 2 6.5 3 9.7
SC Ships' Crews 1,350 116 8.6 37 2.7 54 4.0 33 2.4
SR Ship Repair 1,824 56 3.1 62 3.4 111 6.1 41 2.2
Total 19,951 3,948 19.8 1,200 6.0 1,086 5.4 850 4.3
TOTAL FEDERAL PUBLIC SERVICE 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2

Note

(Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.)

TABLE 4

Distribution of Public Service of Canada Employees by Designated Group According to Occupational Category and Age Group
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2008
Occupational Category Age Group All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
    # # % # % # % # %
Executive
  25-29 1 0 0.0 0 0.0 0 0.0 0 0.0
  30-34 73 31 42.5 4 5.5 2 2.7 9 12.3
  35-39 350 156 44.6 14 4.0 5 1.4 37 10.6
  40-44 667 314 47.1 31 4.6 18 2.7 68 10.2
  45-49 1,110 543 48.9 39 3.5 56 5.0 66 5.9
  50-54 1,385 600 43.3 44 3.2 95 6.9 53 3.8
  55-59 1,000 346 34.6 28 2.8 77 7.7 56 5.6
  60-64 274 49 17.9 5 1.8 24 8.8 32 11.7
  65-69 36 3 8.3 0 0.0 1 2.8 5 13.9
  70+ 2 0 0.0 0 0.0 0 0.0 0 0.0
Total 4,898 2,042 41.7 165 3.4 278 5.7 326 6.7
Scientific and Professional
  16-19 1 0 0.0 0 0.0 0 0.0 1 100.0
  20-24 240 160 66.7 5 2.1 1 0.4 27 11.3
  25-29 2,208 1,277 57.8 42 1.9 36 1.6 338 15.3
30-34 3,879 2,144 55.3 112 2.9 81 2.1 544 14.0
35-39 4,050 2,068 51.1 121 3.0 108 2.7 602 14.9
40-44 4,060 1,910 47.0 122 3.0 149 3.7 574 14.1
45-49 4,166 1,827 43.9 110 2.6 176 4.2 537 12.9
50-54 3,991 1,578 39.5 84 2.1 234 5.9 397 9.9
55-59 2,992 1,008 33.7 70 2.3 199 6.7 312 10.4
60-64 1,303 344 26.4 25 1.9 80 6.1 212 16.3
65-69 363 56 15.4 5 1.4 24 6.6 91 25.1
70+ 97 13 13.4 1 1.0 6 6.2 27 27.8
Total 27,350 12,385 45.3 697 2.5 1,094 4.0 3,662 13.4
Administrative and Foreign Service
16-19 8 4 50.0 2 25.0 0 0.0 0 0.0
20-24 1,718 1,042 60.7 47 2.7 12 0.7 169 9.8
25-29 7,917 4,781 60.4 294 3.7 156 2.0 1,066 13.5
30-34 10,978 6,494 59.2 479 4.4 334 3.0 1,538 14.0
35-39 11,478 6,810 59.3 659 5.7 463 4.0 1,378 12.0
40-44 13,512 8,461 62.6 748 5.5 747 5.5 1,373 10.2
45-49 15,959 10,567 66.2 722 4.5 1,129 7.1 1,159 7.3
50-54 16,251 10,562 65.0 700 4.3 1,428 8.8 862 5.3
55-59 9,215 5,422 58.8 371 4.0 946 10.3 607 6.6
60-64 2,747 1,458 53.1 88 3.2 285 10.4 293 10.7
65-69 437 206 47.1 10 2.3 50 11.4 78 17.8
70+ 64 25 39.1 1 1.6 4 6.3 10 15.6
Total 90,284 55,832 61.8 4,121 4.6 5,554 6.2 8,533 9.5
Technical
16-19 7 1 14.3 0 0.0 0 0.0 0 0.0
20-24 236 106 44.9 5 2.1 3 1.3 22 9.3
25-29 1,116 549 49.2 41 3.7 31 2.8 110 9.9
30-34 1,618 745 46.0 67 4.1 50 3.1 139 8.6
35-39 1,795 751 41.8 97 5.4 60 3.3 137 7.6
40-44 2,426 888 36.6 89 3.7 90 3.7 156 6.4
45-49 3,514 1,030 29.3 111 3.2 179 5.1 180 5.1
50-54 3,586 942 26.3 111 3.1 247 6.9 152 4.2
55-59 2,125 475 22.4 69 3.2 168 7.9 113 5.3
60-64 797 146 18.3 19 2.4 54 6.8 67 8.4
65-69 172 28 16.3 3 1.7 10 5.8 23 13.4
70+ 30 2 6.7 0 0.0 4 13.3 7 23.3
Total 17,422 5,663 32.5 612 3.5 896 5.1 1,106 6.3
Administrative Support
16-19 33 21 63.6 3 9.1 0 0.0 1 3.0
20-24 1,035 818 79.0 44 4.3 16 1.5 98 9.5
25-29 2,617 1,936 74.0 115 4.4 69 2.6 369 14.1
30-34 2,565 1,953 76.1 139 5.4 99 3.9 351 13.7
35-39 2,777 2,241 80.7 184 6.6 158 5.7 325 11.7
40-44 3,658 3,007 82.2 239 6.5 263 7.2 367 10.0
45-49 4,634 3,921 84.6 258 5.6 440 9.5 373 8.0
50-54 4,954 4,086 82.5 221 4.5 500 10.1 326 6.6
55-59 3,137 2,541 81.0 140 4.5 367 11.7 304 9.7
60-64 1,140 947 83.1 45 3.9 144 12.6 151 13.2
65-69 247 204 82.6 6 2.4 32 13.0 53 21.5
70+ 52 44 84.6 1 1.9 5 9.6 12 23.1
Total 26,849 21,719 80.9 1,395 5.2 2,093 7.8 2,730 10.2
Operational
16-19 29 6 20.7 0 0.0 1 3.4 0 0.0
20-24 429 120 28.0 22 5.1 4 0.9 16 3.7
25-29 1,229 366 29.8 90 7.3 23 1.9 77 6.3
30-34 1,900 524 27.6 168 8.8 43 2.3 115 6.1
35-39 2,307 581 25.2 198 8.6 62 2.7 118 5.1
40-44 2,824 631 22.3 208 7.4 131 4.6 138 4.9
45-49 3,798 717 18.9 188 4.9 217 5.7 117 3.1
50-54 3,856 529 13.7 188 4.9 307 8.0 111 2.9
55-59 2,452 293 11.9 97 4.0 207 8.4 110 4.5
60-64 910 143 15.7 32 3.5 72 7.9 40 4.4
65-69 184 34 18.5 8 4.3 17 9.2 8 4.3
70+ 33 4 12.1 1 3.0 2 6.1 0 0.0
Total 19,951 3,948 19.8 1,200 6.0 1,086 5.4 850 4.3
Federal Public Service
16-19 78 32 41.0 5 6.4 1 1.3 2 2.6
20-24 3,658 2,246 61.4 123 3.4 36 1.0 332 9.1
25-29 15,088 8,909 59.0 582 3.9 315 2.1 1,960 13.0
30-34 21,013 11,891 56.6 969 4.6 609 2.9 2,696 12.8
35-39 22,757 12,607 55.4 1,273 5.6 856 3.8 2,597 11.4
40-44 27,147 15,211 56.0 1,437 5.3 1,398 5.1 2,676 9.9
45-49 33,181 18,605 56.1 1,428 4.3 2,197 6.6 2,432 7.3
50-54 34,023 18,297 53.8 1,348 4.0 2,811 8.3 1,901 5.6
55-59 20,921 10,085 48.2 775 3.7 1,964 9.4 1,502 7.2
60-64 7,171 3,087 43.0 214 3.0 659 9.2 795 11.1
65-69 1,439 531 36.9 32 2.2 134 9.3 258 17.9
70+ 278 88 31.7 4 1.4 21 7.6 56 20.1
Total 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2

Note

(Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.)

TABLE 5

Distribution of Public Service of Canada Employees by Designated Group According to Department or Agency
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2008
Department or Agency All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
National Defence* 24,064 9,472 39.4 776 3.2 1,934 8.0 1,475 6.1
Human Resources and Social Development Canada 22,259 15,697 70.5 984 4.4 1,807 8.1 2,123 9.5
Correctional Service Canada 15,163 6,930 45.7 1,128 7.4 610 4.0 820 5.4
Canada Border Services Agency 12,846 6,722 52.3 384 3.0 749 5.8 1,433 11.2
Public Works and Government Services Canada 12,197 6,632 54.4 316 2.6 654 5.4 1,011 8.3
Fisheries and Oceans Canada † 9,692 3,143 32.4 352 3.6 488 5.0 394 4.1
Health Canada 8,935 5,880 65.8 626 7.0 391 4.4 1,248 14.0
Agriculture and Agri-Food Canada ‡ 6,396 3,049 47.7 202 3.2 295 4.6 547 8.6
Environment Canada 5,964 2,663 44.7 165 2.8 291 4.9 693 11.6
Statistics Canada 5,616 2,901 51.7 111 2.0 339 6.0 711 12.7
Royal Canadian Mounted Police (Civilian Staff) 5,467 4,333 79.3 270 4.9 276 5.0 436 8.0
Industry Canada 5,220 2,597 49.8 114 2.2 272 5.2 599 11.5
Department of Justice Canada £ 5,013 3,311 66.0 172 3.4 255 5.1 587 11.7
Transport Canada 4,897 2,183 44.6 142 2.9 215 4.4 501 10.2
Foreign Affairs and International Trade Canada 4,272 2,169 50.8 91 2.1 153 3.6 456 10.7
Natural Resources Canada 4,264 1,765 41.4 114 2.7 250 5.9 452 10.6
Indian and Northern Affairs Canada 4,026 2,524 62.7 1,222 30.4 231 5.7 278 6.9
Veterans Affairs Canada 3,816 2,744 71.9 119 3.1 328 8.6 337 8.8
Citizenship and Immigration Canada 3,731 2,566 68.8 77 2.1 192 5.1 633 17.0
Passport Canada 2,387 1,659 69.5 50 2.1 74 3.1 359 15.0
Canadian Heritage 2,075 1,425 68.7 102 4.9 103 5.0 212 10.2
Public Health Agency of Canada 2,016 1,377 68.3 75 3.7 90 4.5 264 13.1
Canadian International Development Agency 1,776 1,101 62.0 53 3.0 77 4.3 197 11.1
Library and Archives Canada 1,069 635 59.4 36 3.4 74 6.9 67 6.3
Treasury Board of Canada Secretariat 1,042 627 60.2 34 3.3 78 7.5 97 9.3
Department of Finance Canada 1,039 539 51.9 17 1.6 38 3.7 110 10.6
Public Service Commission of Canada 993 681 68.6 36 3.6 74 7.5 100 10.1
Public Safety Canada § 837 518 61.9 41 4.9 52 6.2 64 7.6
Immigration and Refugee Board 812 524 64.5 23 2.8 61 7.5 199 24.5
Privy Council Office 743 427 57.5 22 3.0 32 4.3 69 9.3
Atlantic Canada Opportunities Agency 709 417 58.8 17 2.4 31 4.4 27 3.8
Canada School of Public Service 667 463 69.4 26 3.9 38 5.7 57 8.5
Canadian Grain Commission 626 229 36.6 37 5.9 44 7.0 60 9.6
Canada Public Service Agency 586 412 70.3 29 4.9 73 12.5 74 12.6
Canadian Space Agency 573 221 38.6 5 0.9 15 2.6 76 13.3
Court Administration Services 552 360 65.2 24 4.3 31 5.6 64 11.6
Canadian Radio-television and Telecommunications Commission 406 232 57.1 10 2.5 29 7.1 33 8.1
Economic Development Agency of Canada for the Regions of Quebec 397 227 57.2 7 1.8 14 3.5 28 7.1
Western Economic Diversification Canada 377 212 56.2 22 5.8 19 5.0 60 15.9
Office of Indian Residential Schools Resolution of Canada 357 230 64.4 58 16.2 23 6.4 34 9.5
Elections Canada 349 164 47.0 15 4.3 26 7.4 31 8.9
National Parole Board 344 286 83.1 19 5.5 15 4.4 24 7.0
Canadian Transportation Agency 208 126 60.6 6 2.9 20 9.6 9 4.3
Infrastructure Canada 204 118 57.8 7 3.4 10 4.9 20 9.8
Transportation Safety Board of Canada 202 67 33.2 3 1.5 11 5.4 18 8.9
Office of the Registrar of the Supreme Court of Canada 183 123 67.2 10 5.5 19 10.4 14 7.7
Canadian Human Rights Commission 169 107 63.3 7 4.1 25 14.8 24 14.2
Office of the Secretary to the Governor General 153 92 60.1 1 0.7 12 7.8 11 7.2
Offices of the Information and Privacy Commissioners 149 104 69.8 3 2.0 14 9.4 9 6.0
Office of the Commissioner of Official Languages 142 99 69.7 7 4.9 13 9.2 5 3.5
Canadian Environmental Assessment Agency 137 80 58.4 9 6.6 2 1.5 12 8.8
Canada Industrial Relations Board 88 61 69.3 2 2.3 9 10.2 3 3.4
Status of Women Canada 73 66 90.4 2 2.7 8 11.0 11 15.1
Canadian International Trade Tribunal 61 38 62.3 0 0.0 2 3.3 4 6.6
Office of the Commissioner for Federal Judicial Affairs 61 38 62.3 1 1.6 2 3.3 3 4.9
Canadian Dairy Commission 59 37 62.7 3 5.1 1 1.7 4 6.8
Patented Medicine Prices Review Board Canada 47 31 66.0 0 0.0 1 2.1 4 8.5
Canadian Forces Grievance Board 37 25 67.6 0 0.0 2 5.4 2 5.4
International Joint Commission 27 11 40.7 0 0.0 2 7.4 0 0.0
Hazardous Materials Information Review Commission Canada 25 14 56.0 0 0.0 1 4.0 5 20.0
Office of the Registrar of Lobbyists 22 12

54.5

2 9.1 0 0.0 1 4.5
Public Service Staffing Tribunal 22 19 86.4 1 4.5 1 4.5 1 4.5
Canadian Intergovernmental Conference Secretariat 20 12 60.0 0 0.0 0 0.0 0 0.0
Canadian Human Rights Tribunal 19 12 63.2 0 0.0 2 10.5 0 0.0
Military Police Complaints Commission 13 9 69.2 0 0.0 3 23.1 0 0.0
National Farm Products Council 13 8 61.5 1 7.7 0 0.0 2 15.4
Copyright Board Canada 11 6 54.5 0 0.0 0 0.0 1 9.1
NAFTA Secretariat, Canadian Section 10 6 60.0 2 20.0 0 0.0 3 30.0
Registry of the Competition Tribunal 10 6 60.0 0 0.0 0 0.0 1 10.0
Transportation Appeal Tribunal of Canada 9 7 77.8 0 0.0 0 0.0 0 0.0
Canadian Artists and Producers Professional Relations Tribunal 6 5 83.3 0 0.0 0 0.0 0 0.0
Royal Canadian Mounted Police External Review Committee 2 1 50.0 0 0.0 0 0.0 0 0.0
Total 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2

* Civilian Staff only. Data for members of the Canadian Forces are not included because the Treasury Board is not the employer.

†   Fisheries and Oceans Canada data include data for the Canadian Coast Guard.

‡   Data for the Prairies Farm Rehabilitation Administration are included.

£   Department of Justice Canada data include the Public Prosecutor Service of Canada.

¦   Public Safety Canada data include the Commission for Public Complaints Against the Royal Canadian Mounted Police.

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 6

Distribution of Public Service of Canada Employees by Designated Group and Region of Work
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2008
Department or Agency All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 3,251 1,426 43.9 158 4.9 179 5.5 38 1.2
Prince Edward Island 1,879 1,188 63.2 41 2.2 163 8.7 40 2.1
Nova Scotia 9,343 3,911 41.9 346 3.7 697 7.5 494 5.3
New Brunswick 6,273 3,454 55.1 193 3.1 342 5.5 97 1.5
Quebec (without the NCR*) 21,435 11,264 52.5 356 1.7 770 3.6 1,381 6.4
NCR* (Quebec) 22,054 12,951 58.7 1,051 4.8 1,213 5.5 1,934 8.8
NCR* 79,148 45,157 57.1 2,640 3.3 4,569 5.8 7,871 9.9
Ontario (without the NCR*) 23,969 13,310 55.5 1,030 4.3 1,770 7.4 3,071 12.8
NCR* (Ontario) 57,094 32,206 56.4 1,589 2.8 3,356 5.9 5,937 10.4
Manitoba 7,204 4,044 56.1 901 12.5 487 6.8 462 6.4
Saskatchewan 4,791 2,662 55.6 646 13.5 253 5.3 170 3.5
Alberta 9,890 5,593 56.6 726 7.3 669 6.8 805 8.1
British Columbia 17,015 8,381 49.3 882 5.2 1,009 5.9 2,587 15.2
Yukon 315 189 60.0 56 17.8 17 5.4 7 2.2
Northwest Territories 636 375 59.0 140 22.0 32 5.0 23 3.6
Nunavut 191 110 57.6 58 30.4 8 4.2 11 5.8
Outside Canada 1,414 525 37.1 17 1.2 36 2.5 150 10.6
Total 186,754 101,589 54.4 8,190 4.4 11,001 5.9 17,207 9.2

* NCR stands for National Capital Region.

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 7

Distribution of Public Service of Canada Employees by Designated Group and Salary Band
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2008
Salary Band All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # CUM % # % CUM % # % CUM % # % CUM % # % CUM %
=< 19,999 81 0.0 21 25.9 0.0 0 0.0 0.0 2 2.5 0.0 5 6.2 0.0
20,000 - 24,999 0 0.0 0 0.0 0.0 0 0.0 0.0 0 0.0 0.0 0 0.0 0.0
25,000 - 29,999 11 0.0 9 81.8 0.0 0 0.0 0.0 6 54.5 0.1 0 0.0 0.0
30,000 - 34,999 1,307 0.7 878 67.2 0.9 72 5.5 0.9 108 8.3 1.1 72 5.5 0.4
35,000 - 39,999 7,346 4.7 4,546 61.9 5.4 412 5.6 5.9 678 9.2 7.2 617 8.4 4.0
40,000 - 44,999 23,085 17.0 16,751 72.6 21.9 1,176 5.1 20.3 1,504 6.5 20.9 2,156 9.3 16.6
45,000 - 49,999 22,451 29.1 14,968 66.7 36.6 1,045 4.7 33.0 1,479 6.6 34.3 2,164 9.6 29.1
50,000 - 54,999 22,464 41.1 13,777 61.3 50.2 1,039 4.6 45.7 1,327 5.9 46.4 1,864 8.3 40.0
55,000 - 59,999 21,411 52.6 11,263 52.6 61.2 1,032 4.8 58.3 1,236 5.8 57.6 1,984 9.3 51.5
60,000 - 64,999 15,929 61.1 7,803 49.0 68.9 872 5.5 69.0 869 5.5 65.5 1,461 9.2 60.0
65,000 - 69,999 13,879 68.5 6,504 46.9 75.3 632 4.6 76.7 602 4.3 71.0 1,311 9.4 67.6
70,000 - 74,999 16,149 77.2 7,375 45.7 82.6 636 3.9 84.4 865 5.4 78.9 1,614 10.0 77.0
75,000 - 79,999 7,211 81.0 3,577 49.6 86.1 243 3.4 87.4 366 5.1 82.2 837 11.6 81.9
80,000 - 84,999 8,407 85.5 3,517 41.8 89.6 284 3.4 90.9 458 5.4 86.4 797 9.5 86.5
85,000 - 89,999 7,975 89.8 3,294 41.3 92.8 205 2.6 93.4 420 5.3 90.2 866 10.9 91.5
90,000 - 94,999 4,171 92.0 1,850 44.4 94.6 182 4.4 95.6 245 5.9 92.4 279 6.7 93.1
95,000 - 99,999 5,801 95.1 2,013 34.7 96.6 137 2.4 97.3 317 5.5 95.3 535 9.2 96.3
>= 100,000 9,076 100.0 3,443 37.9 100.0 223 2.5 100.0 519 5.7 100.0 645 7.1 100.0
Total 186,754 100.0 101,589 54.4 100.0 8,190 4.4 100.0 11,001 5.9 100.0 17,207 9.2 100.0

Notes

Each figure in the “CUM %” column represents the cumulative total percentage of each designated group in the Public Service workforce (all employees, women, Aboriginal peoples, persons with disabilities, and persons in a visible minority group) in the identified salary band or lower.

Other percentages are a designated group’s share of each salary band (rows).

For example, in the “CUM %” column one finds that 36.6 percent of all women (or 37,173) earned less than $50,000 in fiscal year 2007–2008. The figure in the column to the left (66.7 percent) represents the percentage of women in this salary band, that is, the $45,000–$49,999 range.

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 8

Hirings into the Public Service of Canada by Designated Group and Region of Work
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 257 174 67.7 16 6.2 6 2.3 3 1.2
Prince Edward Island 132 69 52.3 1 0.8 6 4.5 4 3.0
Nova Scotia 809 358 44.3 36 4.4 40 4.9 45 5.6
New Brunswick 570 366 64.2 12 2.1 21 3.7 8 1.4
Quebec (without the NCR*) 1,946 1,084 55.7 18 0.9 38 2.0 188 9.7
NCR* (Quebec) 2,448 1,418 57.9 73 3.0 65 2.7 227 9.3
NCR* 8,795 5,213 59.3 178 2.0 201 2.3 885 10.1
Ontario (without the NCR*) 2,354 1,297 55.1 68 2.9 61 2.6 206 8.8
NCR* (Ontario) 6,347 3,795 59.8 105 1.7 136 2.1 658 10.4
Manitoba 858 522 60.8 92 10.7 22 2.6 56 6.5
Saskatchewan 670 412 61.5 81 12.1 13 1.9 16 2.4
Alberta 1,483 945 63.7 74 5.0 41 2.8 108 7.3
British Columbia 1,812 987 54.5 73 4.0 45 2.5 295 16.3
Yukon 39 29 74.4 2 5.1 1 2.6 0 0.0
Northwest Territories 84 49 58.3 12 14.3 2 2.4 2 2.4
Nunavut 47 32 68.1 8 17.0 0 0.0 4 8.5
Outside Canada 27 2 7.4 0 0.0 0 0.0 4 14.8
Total 19,883 11,539 58.0 671 3.4 497 2.5 1,824 9.2

* NCR stands for National Capital Region.

Notes

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2007 and March 31, 2008.(See the definition of “Hirings” under “Terminology” in Appendix 1.)

Percentages are a designated group’s share of the total for each region of work.

TABLE 9

Hirings into the Public Service of Canada by Designated Group and Occupational Category
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Executive 109 49 45.0 2 1.8 3 2.8 10 9.2
Scientific and Professional 2,740 1,490 54.4 64 2.3 44 1.6 347 12.7
Administrative and Foreign Service 7,158 4,010 56.0 229 3.2 185 2.6 666 9.3
Technical 1,445 578 40.0 43 3.0 29 2.0 104 7.2
Administrative Support 6,227 4,751 76.3 220 3.5 161 2.6 593 9.5
Operational 2,204 661 30.0 113 5.1 75 3.4 104 4.7
Total 19,883 11,539 58.0 671 3.4 497 2.5 1,824 9.2

Note

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2007, and March 31, 2008. (See the definition of “Hirings” under “Terminology” in Appendix 1.) Percentages are a designated group's share of the total for each occupational category.

TABLE 10

Hirings into the Public Service of Canada by Designated Group and Type of Employment
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Indeterminate 10,304 5,760 55.9 322 3.1 216 2.1 970 9.4
Term (three months or more) 9,391 5,691 60.6 332 3.5 275 2.9 849 9.0
Seasonal 188 88 46.8 17 9.0 6 3.2 5 2.7
Total 19,883 11,539 58.0 671 3.4 497 2.5 1,824 9.2

Note

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2007, and March 31, 2008. (See the definition of “Hirings” under “Terminology” in Appendix 1.) Percentages are a designated group’s share of the total for each type of employment.

TABLE 11

Promotions within the Public Service of Canada by Designated Group and Region of Work
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 313 175 55.9 14 4.5 18 5.8 7 2.2
Prince Edward Island 299 221 73.9 4 13 29 9.7 6 2.0
Nova Scotia 1,228 563 45.8 43 3.5 63 5.1 63 5.1
New Brunswick 755 496 65.7 19 2.5 42 56 9 1.2
Quebec (without the NCR*) 1,924 1,129 58.7 24 1.2 74 3.8 139 7.2
NCR* (Quebec) 3,622 2,338 64.5 202 56 192 5.3 365 10.1
NCR* 13,484 8,591 63.7 489 3.6 670 50 1,552 11.5
Ontario (without the NCR*) 2,193 1,400 63.8 108 4.9 147 6.7 337 15.4
NCR* (Ontario) 9,862 6,253 63.4 287 2.9 478 4.8 1,187 12.0
Manitoba 816 504 61.8 82 10.0 52 6.4 56 6.9
Saskatchewan 489 298 60.9 64 13.1 25 5.1 19 3.9
Alberta 1,222 787 64.4 91 7.4 91 74 119 9.7
British Columbia 1,864 1,017 54.6 97 5.2 102 5.5 287 15.4
Yukon 22 16 72.7 0 0.0 1 4.5 0 0.0
Northwest Territories 104 60 57.7 22 21.2 4 3.8 5 4.8
Nunavut 25 16 64.0 4 16.0 3 12.0 2 8.0
Outside Canada 153 66 43.1 2 1.3 6 3.9 26 17.0
Total 24,891 15,339 61.6 1,063 4.3 1,327 5.3 2,627 10.6

* NCR stands for National Capital Region.

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedule I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that region of work.(See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 12

Promotions within the Public Service of Canada by Designated Group and Occupational Category
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Executive 950 434 45.7 30 3.2 44 4.6 58 6.1
Scientific and Professional 3,830 1,941 50.7 87 2.3 138 3.6 594 15.5
Administrative and Foreign Service 14,356 10,078 70.2 686 4.8 798 5.6 1,542 10.7
Technical 1,774 738 41.6 66 3.7 100 5.6 145 8.2
Administrative Support 2,288 1,894 82.8 116 5.1 167 7.3 237 10.4
Operational 1,693 254 15.0 78 4.6 80 4.7 51 3.0
Total 24,891 15,339 61.6 1,063 4.3 1,327 5.3 2,627 10.6

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedules I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that occupational category. (See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 13

Promotions within the Public Service of Canada by Designated Group and Type of Employment
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Type of Employment All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Indeterminate 23,404 14,629 62.5 1,010 4.3 1,266 5.4 2,522 10.8
Term (three months or more) 1,353 659 48.7 45 3.3 52 3.8 101 7.5
Seasonal 134 51 38.1 8 6.0 9 6.7 4 3.0
Total 24,891 15,339 61.6 1,063 4.3 1,327 5.3 2,627 10.6

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedules I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that type of employment. (See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 14

Separations from the Public Service of Canada by Designated Group and Region of Work
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More. and Seasonal Employees—April 1, 2007, to March 31, 2008
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 235 100 42.6 11 4.7 10 4.3 2 0.9
Prince Edward Island 100 56 56.0 2 2.0 3 3.0 2 2.0
Nova Scotia 677 271 40.0 29 4.3 65 9.6 37 5.5
New Brunswick 392 179 45.7 11 2.8 24 6.1 8 2.0
Quebec (without the NCR*) 1,550 772 49.8 32 2.1 57 3.7 75 4.8
NCR* (Quebec) 1,330 729 54.8 54 4.1 82 6.2 76 5.7
NCR* 4,922 2,650 53.8 146 3.0 333 6.8 349 7.1
Ontario (without the NCR*) 1,752 931 53.1 63 3.6 142 8.1 187 10.7
NCR* (Ontario) 3,592 1,921 53.5 92 2.6 251 7.0 273 7.6
Manitoba 529 285 53.9 78 14.7 43 8.1 30 5.7
Saskatchewan 433 213 49.2 33 7.6 26 6.0 4 0.9
Alberta 891 522 58.6 62 7.0 69 7.7 57 6.4
British Columbia 1,263 631 50.0 64 5.1 80 6.3 116 9.2
Yukon 31 22 71.0 3 9.7 6 19.3 1 3.2
Northwest Territories 56 31 55.4 5 8.9 2 3.6 1 1.8
Nunavut 19 8 42.1 3 15.8 1 5.3 0 0.0
Outside Canada 67 16 23.9 0 0.0 2 3.0 13 19.4
Total 12,917 6,687 51.8 542 4.2 863 6.7 882 6.8

* NCR stands for National Capital Region.

Note

“Separations” refers to employees who have left the federal public service payroll between April 1, 2007 and March 31, 2008. (See the definition of “Separations” under “Terminology” in Appendix 1.)

TABLE 15

Separations from the Public Service of Canada by Designated Group and Occupational Category
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31. 2008
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Executive 409 155 37.9 15 3.7 36 8.8 14 3.4
Scientific and Professional 1,744 735 42.1 61 3.5 56 3.2 199 11.4
Administrative and Foreign Service 5,372 3,096 57.6 211 3.9 441 8.2 336 6.3
Technical 1,351 440 32.6 36 2.7 58 4.3 79 5.8
Administrative Support 2,477 1,964 79.3 132 5.3 190 7.7 190 7.7
Operational 1,564 297 19.0 87 5.6 82 5.2 64 4.1
Total 12,917 6,687 51.8 542 4.2 863 6.7 882 6.8

Note

“Separations” refers to employees who left the federal public service payroll between April 1, 2007, and March 31, 2008.(See the definition of “Separations” under “Terminology” in Appendix 1.)

TABLE 16

Separations from the Public Service of Canada by Designated Group and Type of Employment
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2007, to March 31, 2008
Type of Employment All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Indeterminate 9,103 4,613 50.7 391 4.3 728 8.0 586 6.4
Term (three months or more) 3,732 2,051 55.0 144 3.9 129 3.4 294 7.9
Seasonal 82 23 28.0 7 8.5 6 7.3 2 2.4
Total 12,917 6,687 51.8 542 4.2 863 6.7 882 6.8

Note

“Separations” refers to employees who have left the federal public service payroll between April 1, 2007, and March 31, 2008. (See the definition of “Separations” under “Terminology” in Appendix 1.)



APPENDIX 3
Statistical Tables—2006–2007
 

TABLE 1

Representation of Designated Groups in the Public Service of Canada
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees
  All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
Public Service Representation # # % # % # % # %
As at March 31, 2007 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8
As at March 31, 2006 176,630 95,013 53.8 7,381 4.2 10,169 5.8 15,112 8.6
As at March 31, 2005 165,856 88,702 53.5 6,886 4.2 9,626 5.8 13,498 8.1
As at March 31, 2004 165,976 88,175 53.1 6,723 4.1 9,452 5.7 13,001 7.8
As at March 31, 2003 163,314 86,162 52.8 6,426 3.9 9,155 5.6 12,058 7.4
As at March 31, 2002 157,510 82,663 52.5 5,980 3.8 8,331 5.3 10,772 6.8
As at March 31, 2001 149,339 77,785 52.1 5,316 3.6 7,621 5.1 9,143 6.1
As at March 31, 2000* 141,253 72,549 51.4 4,639 3.3 6,687 4.7 7,764 5.5
(Revenue Canada excluded)
As at March 31, 1999 178,340 91,856 51.5 5,124 2.9 8,137 4.6 10,557 5.9
(Revenue Canada included)
As at March 31, 1998 179,831 90,801 50.5 4,770 2.7 6,943 3.9 9,260 5.1
As at March 31, 1997 186,378 92,281 49.5 4,551 2.4 6,227 3.3 8,690 4.7
Workforce Availability
2001 Census and PALS
    52.2   2.5   3.6   10.4

* Revenue Canada became a separate employer, the new Canada Customs and Revenue Agency, on November 1, 1999.

Notes

The data in this and other tables in this report cover employees identified for the purpose of employment equity in the Regulations to the Employment Equity Act. The estimates of workforce availability are based on information from the 2001 Census of Canada and the 2001 post-Census Participation and Activity Limitation Survey (PALS). They include only Canadian citizens in those occupations in the Canadian workforce that correspond to occupations in the federal public service.

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 2

Distribution of Designated Groups in the Public Service of Canada by Type of Employment and Gender
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
  Type of Employment
  All Employees Gender Indeterminate Gender Term >= 3 Months Gender Seasonal Gender
  # % % # % % # % % # % %
Federal Public Service
Total 179,540 100.0 100.0 165,706 100.0 100.0 12,952 100.0 100.0 882 100.0 100.0
   Women 96,816 53.9 53.9 88,954 53.7 53.7 7,527 58.1 58.1 335 38.0 38.0
   Men 82,724 46.1 46.1 76,752 46.3 46.3 5,425 41.9 41.9 547 62.0 62.0
Aboriginal Peoples
Total 7,610 4.2 100.0 7,081 4.3 100.0 469 3.6 100.0 60 6.8 100.0
   Women 4,660 4.8 61.2 4,313 4.8 60.9 319 4.2 68.0 28 8.4 46.7
   Men 2,950 3.6 38.8 2,768 3.6 39.1 150 2.8 32.0 32 5.9 53.3
Persons with Disabilities
Total 10,192 5.7 100.0 9,733 5.9 100.0 405 3.1 100.0 54 6.1 100.0
   Women 5,226 5.4 51.3 5,017 5.6 51.5 193 2.6 47.7 16 4.8 29.6
   Men 4,966 6.0 48.7 4,716 6.1 48.5 212 3.9 52.3 38 6.9 70.4
Persons in a Visible Minority Group
Total 15,787 8.8 100.0 14,395 8.7 100.0 1,365 10.5 100.0 27 3.1 100.0
   Women 8,658 8.9 54.8 7,819 8.8 54.3 822 10.9 60.2 17 5.1 63.0
   Men 7,129 8.6 45.2 6,576 8.6 45.7 543 10.0 39.8 10 1.8 37.0

Notes

Shaded columns indicate the percentage representation by gender within each group of employees (e.g. 61.2 percent of Aboriginal employees are women, i.e. 4,660 ÷ 7,610 x 100).

Percentages in the unshaded columns in each case show the representation of all members of the designated groups within the Public Service and their representation by gender within the Public Service (e.g. 10.0 percent of men who are term employees are members of a visible minority group, i.e. 543 ÷ 5,425 x 100).

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 3

Distribution of Public Service of Canada Employees by Designated Group According to Occupational Category and Group
 

FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
Occupational Category and Group All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Executive 4,651 1,880 40.4 158 3.4 270 5.8 290 6.2
Scientific and Professional
AC Actuarial Science 6 1 16.7 0 0.0 0 0.0 1 16.7
AG Agriculture 4 0 0.0 0 0.0 1 25.0 0 0.0
AR Architecture and Town Planning 207 58 28.0 3 1.4 6 2.9 26 12.6
AU Auditing 181 63 34.8 1 0.6 5 2.8 28 15.5
BI Biological Sciences 2,018 917 45.4 37 1.8 65 3.2 267 13.2
CH Chemistry 501 224 44.7 3 0.6 10 2.0 127 25.3
DE Dentistry 16 3 18.8 0 0.0 1 6.3 0 0.0
DS Defence Scientific Service 641 118 18.4 1 0.2 10 1.6 78 12.2
ED Education 803 531 66.1 85 10.6 30 3.7 56 7.0
EN Engineering and Land Survey 2,744 438 16.0 39 1.4 93 3.4 428 15.6
ES Economics, Sociology and Statistics 6,851 3,396 49.6 159 2.3 314 4.6 946 13.8
FO Forestry 83 18 21.7 2 2.4 7 8.4 1 1.2
HR Historical Research 134 62 46.3 3 2.2 7 5.2 5 3.7
LA Law 2,813 1,488 52.9 91 3.2 137 4.9 261 9.3
LS Library Science 388 292 75.3 10 2.6 17 4.4 30 7.7
MA Mathematics 317 123 38.8 0 0.0 16 5.0 59 18.6
MD Medicine 275 106 38.5 4 1.5 14 5.1 33 12.0
MT Meteorology 530 117 22.1 3 0.6 15 2.8 47 8.9
ND Nutrition and Dietetics 51 49 96.1 4 7.8 1 2.0 1 2.0
NU Nursing 1,621 1,372 84.6 145 8.9 48 3.0 116 7.2
OP Occupational and Physical Therapy 57 40 70.2 1 1.8 0 0.0 2 3.5
PC Physical Sciences 2,362 975 41.3 54 2.3 84 3.6 247 10.5
PH Pharmacy 35 25 71.4 1 2.9 0 0.0 3 8.6
PS Psychology 356 194 54.5 3 0.8 21 5.9 25 7.0
SE Scientific Research 1,824 339 18.6 9 0.5 52 2.9 327 17.9
SG Scientific Regulation 893 469 52.5 6 0.7 23 2.6 168 18.8
SW Social Work 80 52 65.0 3 3.8 4 5.0 1 1.3
UT University Teaching 257 40 15.6 1 0.4 15 5.8 34 13.2
VM Veterinary Medicine 39 24 61.5 0 0.0 3 7.7 4 10.3
Total 26,087 11,534 44.2 668 2.6 999 3.8 3,321 12.7
Administrative and Foreign Service
AS Administrative Services 23,817 18,155 76.2 1,053 4.4 1,406 5.9 1,514 6.4
CO Commerce 2,951 1,270 43.0 106 3.6 126 4.3 254 8.6
CS Computer Systems Administration 12,232 3,567 29.2 270 2.2 626 5.1 1,498 12.2
FI Financial Administration 3,532 1,916 54.2 105 3.0 143 4.0 538 15.2
FS Foreign Service 1,197 480 40.1 17 1.4 36 3.0 150 12.5
IS Information Services 3,023 2,083 68.9 104 3.4 151 5.0 226 7.5
OM Organization and Methods 138 83 60.1 3 2.2 11 8.0 6 4.3
PE Personnel Administration 3,732 2,843 76.2 180 4.8 340 9.1 386 10.3
PG Purchasing and Supply 2,691 1,458 54.2 94 3.5 167 6.2 218 8.1
PL Leadership Development Programs 187 102 54.5 16 8.6 17 9.1 52 27.8
PM Program Administration 28,394 18,227 64.2 1,562 5.5 1,973 6.9 2,676 9.4
TR Translation 1,065 753 70.7 4 0.4 29 2.7 39 3.7
WP Welfare Program 2,705 1,653 61.1 221 8.2 161 6.0 178 6.6
Total 85,664 52,590 61.4 3,735 4.4 5,186 6.1 7,735 9.0
Technical
AI Air Traffic Control 12 2 16.7 0 0.0 0 0.0 0 0.0
AO Aircraft Operations 479 46 9.6 10 2.1 5 1.0 13 2.7
DD Drafting and Illustration 182 77 42.3 6 3.3 11 6.0 13 7.1
EG Engineering and Scientific Support 6,443 1,943 30.2 172 2.7 271 4.2 398 6.2
EL Electronics 1,039 61 5.9 22 2.1 52 5.0 54 5.2
EU Educational Support 29 28 96.6 15 51.7 0 0.0 0 0.0
GT General Technical 2,252 597 26.5 118 5.2 109 4.8 59 2.6
PI Primary Products Inspection 273 63 23.1 10 3.7 22 8.1 20 7.3
PY Photography 12 2 16.7 0 0.0 1 8.3 0 0.0
RO Radio Operations 369 85 23.0 17 4.6 13 3.5 7 1.9
SI Social Science Support 3,578 2,281 63.8 151 4.2 212 5.9 317 8.9
SO Ships' Officers 1,039 69 6.6 24 2.3 28 2.7 13 1.3
TI Technical Inspection 1,447 170 11.7 35 2.4 75 5.2 144 10.0
Total 17,154 5,424 31.6 580 3.4 799 4.7 1,038 6.1
Administrative Support
CM Communications 36 10 27.8 0 0.0 5 13.9 4 11.1
CR Clerical and Regulatory 25,509 20,801 81.5 1,353 5.3 1,996 7.8 2,548 10.0
DA Data Processing 254 125 49.2 6 2.4 14 5.5 20 7.9
OE Office Equipment Operation 8 6 75.0 0 0.0 3 37.5 0 0.0
ST Secretarial, Stenographic, Typing 690 681 98.7 37 5.4 48 7.0 46 6.7
Total 26,497 21,623 81.6 1,396 5.3 2,066 7.8 2,618 9.9
Operational
CX Correctional Services 6,157 1,613 26.2 618 10.0 211 3.4 366 5.9
FR Firefighters 466 13 2.8 15 3.2 12 2.6 7 1.5
GL General Labour and Trades 5,279 270 5.1 179 3.4 294 5.6 100 1.9
GS General Services 3,282 1,280 39.0 132 4.0 197 6.0 149 4.5
HP Heat, Power and Stationary Plant Operation 472 10 2.1 14 3.0 31 6.6 23 4.9
HS Hospital Services 652 394 60.4 47 7.2 25 3.8 76 11.7
LI Lightkeepers 106 11 10.4 4 3.8 1 0.9 0 0.0
PR Printing Operations 39 10 25.6 2 5.1 4 10.3 3 7.7
SC Ships' Crews 1,303 105 8.1 33 2.5 45 3.5 31 2.4
SR Ship Repair 1,731 59 3.4 29 1.7 52 3.0 30 1.7
Total 19,487 3,765 19.3 1,073 5.5 872 4.5 785 4.0
TOTAL FEDERAL PUBLIC SERVICE 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 4

Distribution of Public Service of Canada Employees by Designated Group According to Occupational Category and Age Group
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
Occupational Category Age Group All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Executive
25-29 1 0 0.0 0 0.0 0 0.0 0 0.0
30-34 69 28 40.6 4 5.8 1 1.4 10 14.5
35-39 301 134 44.5 17 5.6 7 2.3 34 11.3
40-44 611 288 47.1 25 4.1 20 3.3 52 8.5
45-49 1,038 505 48.7 36 3.5 55 5.3 54 5.2
50-54 1,328 544 41.0 44 3.3 81 6.1 50 3.8
55-59 1,014 327 32.2 27 2.7 82 8.1 64 6.3
60-64 264 52 19.7 5 1.9 22 8.3 22 8.3
65-69 22 2 9.1 0 0.0 2 9.1 4 18.2
70+ 3 0 0.0 0 0.0 0 0.0 0 0.0
Total 4,651 1,880 40.4 158 3.4 270 5.8 290 6.2
Scientific and Professional
20-24 193 121 62.7 3 1.6 1 0.5 26 13.5
25-29 2,091 1,217 58.2 48 2.3 30 1.4 312 14.9
30-34 3,580 1,955 54.6 110 3.1 79 2.2 477 13.3
35-39 3,761 1,916 50.9 117 3.1 105 2.8 507 13.5
40-44 3,956 1,782 45.0 108 2.7 129 3.3 546 13.8
45-49 4,043 1,733 42.9 100 2.5 182 4.5 481 11.9
50-54 3,881 1,500 38.6 83 2.1 209 5.4 346 8.9
55-59 2,986 957 32.0 69 2.3 167 5.6 312 10.4
60-64 1,181 291 24.6 26 2.2 72 6.1 193 16.3
65-69 327 50 15.3 4 1.2 21 6.4 94 28.7
70+ 88 12 13.6 0 0.0 4 4.5 27 30.7
Total 26,087 11,534 44.2 668 2.6 999 3.8 3,321 12.7
Administrative and Foreign Service
16-19 5 3 60.0 0 0.0 0 0.0 2 40.0
20-24 1,273 793 62.3 45 3.5 14 1.1 132 10.4
25-29 7,080 4,305 60.8 259 3.7 147 2.1 1,032 14.6
30-34 9,807 5,687 58.0 452 4.6 290 3.0 1,353 13.8
35-39 10,721 6,372 59.4 602 5.6 419 3.9 1,240 11.6
40-44 13,256 8,357 63.0 688 5.2 722 5.4 1,225 9.2
45-49 15,739 10,418 66.2 637 4.0 1,094 7.0 1,041 6.6
50-54 16,033 10,177 63.5 632 3.9 1,360 8.5 777 4.8
55-59 8,942 5,051 56.5 337 3.8 851 9.5 603 6.7
60-64 2,366 1,230 52.0 75 3.2 238 10.1 250 10.6
65-69 392 181 46.2 7 1.8 49 12.5 74 18.9
70+ 50 16 32.0 1 2.0 2 4.0 6 12.0
Total 85,664 52,590 61.4 3,735 4.4 5,186 6.1 7,735 9.0
Technical
16-19 11 3 27.3 0 0.0 0 0.0 0 0.0
20-24 234 106 45.3 7 3.0 2 0.9 12 5.1
25-29 1,104 569 51.5 39 3.5 27 2.4 103 9.3
30-34 1,534 678 44.2 75 4.9 41 2.7 130 8.5
35-39 1,729 715 41.4 94 5.4 49 2.8 122 7.1
40-44 2,580 872 33.8 95 3.7 95 3.7 157 6.1
45-49 3,461 1,014 29.3 103 3.0 181 5.2 167 4.8
50-54 3,517 895 25.4 95 2.7 220 6.3 136 3.9
55-59 2,113 440 20.8 55 2.6 140 6.6 128 6.1
60-64 696 113 16.2 15 2.2 38 5.5 59 8.5
65-69 155 18 11.6 2 1.3 5 3.2 19 12.3
70+ 20 1 5.0 0 0.0 1 5.0 5 25.0
Total 17,154 5,424 31.6 580 3.4 799 4.7 1,038 6.1
Administrative Support
16-19 21 16 76.2 0 0.0 0 0.0 0 0.0
20-24 805 608 75.5 38 4.7 14 1.7 76 9.4
25-29 2,326 1,729 74.3 120 5.2 70 3.0 332 14.3
30-34 2,422 1,884 77.8 143 5.9 92 3.8 311 12.8
35-39 2,801 2,280 81.4 206 7.4 168 6.0 354 12.6
40-44 3,854 3,193 82.8 238 6.2 276 7.2 356 9.2
45-49 4,835 4,126 85.3 255 5.3 419 8.7 363 7.5
50-54 4,898 4,042 82.5 217 4.4 498 10.2 340 6.9
55-59 3,231 2,663 82.4 134 4.1 375 11.6 290 9.0
60-64 1,023 848 82.9 40 3.9 119 11.6 135 13.2
65-69 226 190 84.1 4 1.8 30 13.3 49 21.7
70+ 55 44 80.0 1 1.8 5 9.1 12 21.8
Total 26,497 21,623 81.6 1,396 5.3 2,066 7.8 2,618 9.9
Operational
16-19 14 5 35.7 1 7.1 0 0.0 1 7.1
20-24 405 115 28.4 21 5.2 3 0.7 10 2.5
25-29 1,181 351 29.7 90 7.6 18 1.5 81 6.9
30-34 1,853 498 26.9 147 7.9 50 2.7 100 5.4
35-39 2,143 540 25.2 188 8.8 44 2.1 107 5.0
40-44 2,978 667 22.4 184 6.2 127 4.3 128 4.3
45-49 3,752 639 17.0 174 4.6 182 4.9 109 2.9
50-54 3,788 509 13.4 157 4.1 243 6.4 98 2.6
55-59 2,389 280 11.7 75 3.1 143 6.0 106 4.4
60-64 828 133 16.1 27 3.3 49 5.9 38 4.6
65-69 129 25 19.4 8 6.2 10 7.8 7 5.4
70+ 27 3 11.1 1 3.7 3 11.1 0 0.0
Total 19,487 3,765 19.3 1,073 5.5 872 4.5 785 4.0
Federal Public Service
16-19 51 27 52.9 1 2.0 0 0.0 3 5.9
20-24 2,910 1,743 59.9 114 3.9 34 1.2 256 8.8
25-29 13,783 8,171 59.3 556 4.0 292 2.1 1,860 13.5
30-34 19,265 10,730 55.7 931 4.8 553 2.9 2,381 12.4
35-39 21,456 11,957 55.7 1,224 5.7 792 3.7 2,364 11.0
40-44 27,235 15,159 55.7 1,338 4.9 1,369 5.0 2,464 9.0
45-49 32,868 18,435 56.1 1,305 4.0 2,113 6.4 2,215 6.7
50-54 33,445 17,667 52.8 1,228 3.7 2,611 7.8 1,747 5.2
55-59 20,675 9,718 47.0 697 3.4 1,758 8.5 1,503 7.3
60-64 6,358 2,667 41.9 188 3.0 538 8.5 697 11.0
65-69 1,251 466 37.3 25 2.0 117 9.4 247 19.7
70+ 243 76 31.3 3 1.2 15 6.2 50 20.6
Total 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 5

Distribution of Public Service of Canada Employees by Designated Group According to Department or Agency
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
Department or Agency All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
National Defence* 22,557 8,830 39.1 556 2.5 1,272 5.6 1,214 5.4
Human Resources and Social Development Canada 21,546 15,250 70.8 875 4.1 1,753 8.1 1,945 9.0
Correctional Service Canada 14,490 6,441 44.5 1,049 7.2 652 4.5 778 5.4
Public Works and Government Services Canada 11,919 6,363 53.4 290 2.4 659 5.5 998 8.4
Canada Border Services Agency 11,777 6,199 52.6 386 3.3 773 6.6 1,326 11.3
Fisheries and Oceans Canada † 9,481 2,950 31.1 348 3.7 467 4.9 369 3.9
Health Canada 8,426 5,563 66.0 595 7.1 409 4.9 1,161 13.8
Agriculture and Agri-Food Canada ‡ 6,461 3,057 47.3 183 2.8 272 4.2 502 7.8
Environment Canada 6,232 2,780 44.6 167 2.7 284 4.6 689 11.1
Statistics Canada 5,574 2,872 51.5 117 2.1 342 6.1 651 11.7
Industry Canada 5,323 2,642 49.6 120 2.3 269 5.1 578 10.9
Department of Justice Canada £ 4,810 3,151 65.5 182 3.8 249 5.2 517 10.7
Royal Canadian Mounted Police (Civilian Staff) 4,792 3,834 80.0 243 5.1 236 4.9 380 7.9
Transport Canada 4,732 2,013 42.5 120 2.5 202 4.3 448 9.5
Natural Resources Canada 4,349 1,788 41.1 116 2.7 260 6.0 439 10.1
Foreign Affairs and International Trade Canada 4,083 2,067 50.6 87 2.1 145 3.6 410 10.0
Indian and Northern Affairs Canada 3,963 2,483 62.7 1,252 31.6 241 6.1 261 6.6
Citizenship and Immigration Canada 3,676 2,553 69.5 76 2.1 194 5.3 607 16.5
Veterans Affairs Canada 3,663 2,596 70.9 113 3.1 308 8.4 290 7.9
Canadian Heritage 2,058 1,390 67.5 91 4.4 98 4.8 198 9.6
Passport Canada 1,839 1,284 69.8 36 2.0 59 3.2 285 15.5
Public Health Agency of Canada 1,831 1,235 67.4 65 3.5 86 4.7 220 12.0
Canadian International Development Agency 1,626 1,001 61.6 50 3.1 76 4.7 182 11.2
Library and Archives Canada 1,060 624 58.9 40 3.8 74 7.0 66 6.2
Department of Finance Canada 954 482 50.5 12 1.3 33 3.5 98 10.3
Treasury Board of Canada Secretariat 914 542 59.3 26 2.8 67 7.3 81 8.9
Public Service Commission of Canada 901 603 66.9 34 3.8 67 7.4 103 11.4
Immigration and Refugee Board 820 536 65.4 24 2.9 62 7.6 198 24.1
Public Safety Canada § 748 429 57.4 39 5.2 41 5.5 55 7.4
Privy Council Office 711 409 57.5 25 3.5 34 4.8 64 9.0
Atlantic Canada Opportunities Agency 704 405 57.5 17 2.4 33 4.7 27 3.8
Canada School of Public Service 655 448 68.4 21 3.2 31 4.7 41 6.3
Canadian Grain Commission 614 218 35.5 29 4.7 40 6.5 52 8.5
Canadian Space Agency 585 226 38.6 4 0.7 15 2.6 76 13.0
Court Administration Services 581 376 64.7 20 3.4 30 5.2 63 10.8
Canada Public Service Agency 542 375 69.2 22 4.1 56 10.3 55 10.1
Economic Development Agency of Canada for the Regions of Quebec 414 240 58.0 6 1.4 13 3.1 26 6.3
Canadian Radio-television and Telecommunications Commission 394 228 57.9 11 2.8 28 7.1 29 7.4
Western Economic Diversification Canada 382 225 58.9 19 5.0 23 6.0 58 15.2
Elections Canada 331 148 44.7 15 4.5 31 9.4 24 7.3
National Parole Board 331 266 80.4 15 4.5 16 4.8 20 6.0
Canada Firearms Centre 313 229 73.2 20 6.4 30 9.6 10 3.2
Canadian Transportation Agency 232 137 59.1 4 1.7 16 6.9 12 5.2
Office of Indian Residential Schools Resolution of Canada 229 148 64.6 34 14.8 20 8.7 23 10.0
Transportation Safety Board of Canada 212 70 33.0 1 0.5 12 5.7 22 10.4
Office of the Registrar of the Supreme Court of Canada 178 116 65.2 10 5.6 9 5.1 15 8.4
Canadian Human Rights Commission 170 111 65.3 4 2.4 24 14.1 19 11.2
Infrastructure Canada 160 91 56.9 8 5.0 10 6.3 17 10.6
Office of the Secretary to the Governor General 160 98 61.3 3 1.9 11 6.9 13 8.1
Offices of the Information and Privacy Commissioners 144 98 68.1 3 2.1 15 10.4 10 6.9
Office of the Commissioner of Official Languages 143 99 69.2 7 4.9 12 8.4 5 3.5
Canadian Environmental Assessment Agency 138 82 59.4 8 5.8 3 2.2 12 8.7
Canada Industrial Relations Board 91 61 67.0 3 3.3 11 12.1 4 4.4
Status of Women Canada 73 72 98.6 2 2.7 7 9.6 12 16.4
Canadian International Trade Tribunal 70 44 62.9 1 1.4 2 2.9 4 5.7
Office of the Commissioner for Federal Judicial Affairs 61 40 65.6 1 1.6 2 3.3 3 4.9
Canadian Dairy Commission 55 34 61.8 2 3.6 0 0.0 5 9.1
Canadian Forces Grievance Board 40 28 70.0 0 0.0 1 2.5 1 2.5
Patented Medicine Prices Review Board Canada 40 24 60.0 0 0.0 1 2.5 4 10.0
Hazardous Materials Information Review Commission Canada 30 21 70.0 0 0.0 1 3.3 5 16.7
International Joint Commission 28 10 35.7 0 0.0 2 7.1 1 3.6
Canadian Intergovernmental Conference Secretariat 22 12 54.5 0 0.0 0 0.0 0 0.0
Canadian Human Rights Tribunal 21 14 66.7 0 0.0 1 4.8 0 0.0
Registry of the Competition Tribunal 14 7 50.0 0 0.0 1 7.1 1 7.1
Public Service Staffing Tribunal 12 10 83.3 2 16.7 0 0.0 0 0.0
Military Police Complaints Commission 10 7 70.0 0 0.0 1 10.0 0 0.0
National Farm Products Council 10 6 60.0 0 0.0 0 0.0 2 20.0
Copyright Board Canada 9 5 55.6 0 0.0 0 0.0 1 11.1
NAFTA Secretariat, Canadian Section 9 6 66.7 1 11.1 0 0.0 2 22.2
Canadian Artists and Producers Professional Relations Tribunal 7 6 85.7 0 0.0 0 0.0 0 0.0
Transportation Appeal Tribunal of Canada 7 6 85.7 0 0.0 0 0.0 0 0.0
Royal Canadian Mounted Police External Review Committee 3 2 66.7 0 0.0 0 0.0 0 0.0
Total 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8

* Civilian Staff only. Data for members of the Canadian Forces are not included because the Treasury Board is not the employer.

† Fisheries and Oceans Canada data include data for the Canadian Coast Guard.

‡ Data for the Prairies Farm Rehabilitation Administration are included.

£ Department of Justice Canada data include the Public Prosecutor Service of Canada.

§ Public Safety Canada data include the Commission for Public Complaints Against the Royal Canadian Mounted Police.

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 6

Distribution of Public Service of Canada Employees by Designated Group and Region of Work
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 3,121 1,316 42.2 142 4.5 165 5.3 37 1.2
Prince Edward Island 1,821 1,155 63.4 41 2.3 151 8.3 34 1.9
Nova Scotia 9,153 3,802 41.5 285 3.1 596 6.5 470 5.1
New Brunswick 6,029 3,236 53.7 171 2.8 308 5.1 97 1.6
Quebec (without the NCR*) 20,871 10,856 52.0 333 1.6 709 3.4 1,240 5.9
NCR* (Quebec) 20,983 12,330 58.8 989 4.7 1,109 5.3 1,779 8.5
NCR* 75,423 42,828 56.8 2,480 3.3 4,263 5.7 7,066 9.4
Ontario (without the NCR*) 23,297 12,879 55.3 957 4.1 1,656 7.1 2,987 12.8
NCR* (Ontario) 54,440 30,498 56.0 1,491 2.7 3,154 5.8 5,287 9.7
Manitoba 6,898 3,841 55.7 831 12.0 441 6.4 435 6.3
Saskatchewan 4,522 2,450 54.2 579 12.8 252 5.6 160 3.5
Alberta 9,437 5,230 55.4 696 7.4 610 6.5 728 7.7
British Columbia 16,404 8,019 48.9 830 5.1 947 5.8 2,334 14.2
Yukon 303 184 60.7 54 17.8 21 6.9 8 2.6
Northwest Territories 625 371 59.4 138 22.1 31 5.0 23 3.7
Nunavut 181 97 53.6 56 30.9 6 3.3 7 3.9
Outside Canada 1,455 552 37.9 17 1.2 36 2.5 161 11.1
Total 179,540 96,816 53.9 7,610 4.2 10,192 5.7 15,787 8.8

* NCR stands for National Capital Region.

Note

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 7

Distribution of Public Service of Canada Employees by Designated Group and Salary Band
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—As at March 31, 2007
Salary Band All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
$ # CUM % # % CUM % # % CUM % # % CUM % # % CUM %
=< 19,99 89 0.0 25 28.1 0.0 0 0.0 0.0 0 0.0 0.0 3 3.4 0.0
20,000-4,999 0 0 0 0 0 0 0.0 0 0 0.0 0 0 0.0 0.0
25,000-29,999 15 0.1 13 86.7 0.0 0 0.0 0.0 5 33.3 0.0 4 26.7 0.0
30,000-34,999 1,274 0.8 857 67.3 0.9 66 5.2 0.9 102 8.0 1.0 56 4.4 0.4
35,000-39,999 7,431 4.9 4,720 63.5 5.8 391 5.3 6.0 641 8.6 7.3 626 8.4 4.4
40,000-44,999 21,030 16.6 15,432 73.4 21.7 1,071 5.1 20.1 1,354 6.4 20.6 1,891 9.0 16.3
45,000-49,999 23,101 29.5 15,388 66.6 37.6 1,059 4.6 34.0 1,460 6.3 34.9 2,167 9.4 30.1
50,000-54,999 20,975 41.2 12,696 60.5 50.7 955 4.6 46.5 1,185 5.6 46.6 1,709 8.1 40.9
55,000-59,999 20,989 52.9 10,932 52.1 62.0 1,038 4.9 60.2 1,144 5.5 57.8 1,869 8.9 52.7
60,000-64,999 15,222 61.3 7,410 48.7 69.7 711 4.7 69.5 803 5.3 65.7 1,342 8.8 61.2
65,000-69,999 13,379 68.8 6,022 45.0 75.9 564 4.2 76.9 571 4.3 71.3 1,131 8.5 68.4
70,000-74,999 15,810 77.6 7,019 44.4 83.2 608 3.8 84.9 835 5.3 79.5 1,458 9.2 77.6
75,000-79,999 6,545 81.2 3,264 49.9 86.5 240 3.7 88.1 323 4.9 82.6 693 10.6 82.0
80,000-84,999 7,730 85.5 3,200 41.4 89.8 229 3.0 91.1 385 5.0 86.4 712 9.2 86.5
85,000-89,999 7,553 89.8 3,022 40.0 93.0 173 2.3 93.4 381 5.0 90.2 801 10.6 91.6
90,000-94,999 4,257 92.1 1,829 43.0 94.8 181 4.3 95.7 238 5.6 92.5 266 6.2 93.3
95,000-99,999 5,575 95.2 1,835 32.9 96.7 121 2.2 97.3 286 5.1 95.3 483 8.7 96.4
>= 100,000 8,565 100.0 3,152 36.8 100.0 203 2.4 100.0 479 5.6 100.0 576 6.7 100.0
Total 179,540 100.0 96,816 53.9 100.0 7,610 4.2 100.0 10,192 5.7 100.0 15,787 8.8 100.0

Notes

Each figure in the “CUM %” column represents the cumulative total percentage of each designated group in the Public Service workforce (all employees, women, Aboriginal peoples, persons with disabilities, and persons in a visible minority group) in the identified salary band or lower.

Other percentages are a designated group’s share of each salary band (rows).

For example, in the “CUM %” column one finds that 37.6 percent of all women (or 36,435) earned less than $50,000 in fiscal year 2006–2007. The figure in the column to the left (66.6 percent) represents the percentage of women in this salary band, that is, the $45,000–$49,999 range.

Internal representation is based on those who have voluntarily chosen to self-identify to date as an Aboriginal person, a person with a disability and/or a person in a visible minority group.

TABLE 8

Hirings into the Public Service of Canada by Designated Group and Region of Work
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 180 103 57.2 5 2.8 10 5.6 1 0.6
Prince Edward Island 128 81 63.3 2 1.6 6 4.7 2 1.6
Nova Scotia 878 366 41.7 18 2.1 24 2.7 37 4.2
New Brunswick 402 227 56.5 7 1.7 11 2.7 8 2.0
Quebec (without the NCR*) 1,654 850 51.4 13 0.8 43 2.6 159 9.6
NCR* (Quebec) 1,775 997 56.2 57 3.2 33 1.9 161 9.1
NCR* 6,796 3,946 58.1 154 2.3 184 2.7 644 9.5
Ontario (without the NCR*) 1,905 1,049 55.1 64 3.4 64 3.4 186 9.8
NCR* (Ontario) 5,021 2,949 58.7 97 1.9 151 3.0 483 9.6
Manitoba 686 384 56.0 62 9.0 20 2.9 33 4.8
Saskatchewan 517 279 54.0 46 8.9 11 2.1 7 1.4
Alberta 1,013 605 59.7 55 5.4 34 3.4 78 7.7
British Columbia 1,372 744 54.2 65 4.7 33 2.4 195 14.2
Yukon 37 25 67.6 4 10.8 0 0.0 0 0.0
Northwest Territories 112 79 70.5 21 18.8 1 0.9 4 3.6
Nunavut 35 15 42.9 5 14.3 1 2.9 0 0.0
Outside Canada 18 3 16.7 0 0.0 0 0.0 8 44.4
Total 15,733 8,756 55.7 521 3.3 442 2.8 1,362 8.7

* NCR stands for National Capital Region.

Notes

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2006, and March 31, 2007.

(See the definition of “Hirings” under “Terminology” in Appendix 1.)

Percentages are a designated group’s share of the total for each region of work.

TABLE 9

Hirings into the Public Service of Canada by Designated Group and Occupational Category
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Executive 88 29 33.0 3 3.4 4 4.5 8 9.1
Scientific and Professional 2,363 1,214 51.4 59 2.5 40 1.7 267 11.3
Administrative and Foreign Service 5,085 2,879 56.6 163 3.2 153 3.0 473 9.3
Technical 1,318 538 40.8 34 2.6 27 2.0 87 6.6
Administrative Support 4,511 3,464 76.8 169 3.7 161 3.6 439 9.7
Operational 2,368 632 26.7 93 3.9 57 2.4 88 3.7
Total 15,733 8,756 55.7 521 3.3 442 2.8 1,362 8.7

Notes

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2006, and March 31, 2007. (See the definition of “Hirings” under “Terminology” in Appendix 1.)

Percentages are a designated group’s share of the total for each occupational category.

TABLE 10

Hirings into the Public Service of Canada by Designated Group and Type of Employment
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Type of Employment All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Indeterminate 7,411 3,927 53.0 240 3.2 189 2.6 630 8.5
Term (three months or more) 8,103 4,740 58.5 275 3.4 249 3.1 729 9.0
Seasonal 219 89 40.6 6 2.7 4 1.8 3 1.4
Total 15,733 8,756 55.7 521 3.3 442 2.8 1,362 8.7

Notes

“Hirings” refers to employees who were added to the federal public service payroll between April 1, 2006, and March 31, 2007. (See the definition of “Hirings” under “Terminology” in Appendix 1.)

Percentages are a designated group’s share of the total for each type of employment.

TABLE 11

Promotions within the Public Service of Canada by Designated Group and Region of Work
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Newfoundland and Labrador 207 102 49.3 14 6.8 7 3.4 4 1.9
Prince Edward Island 206 154 74.8 7 3.4 19 9.2 5 2.4
Nova Scotia 751 323 43.0 29 3.9 51 6.8 44 5.9
New Brunswick 436 290 66.5 14 3.2 21 4.8 8 1.8
Quebec (without the NCR*) 1,525 857 56.2 29 1.9 49 3.2 129 8.5
NCR* (Quebec) 2,799 1,825 65.2 136 4.9 107 3.8 291 10.4
NCR* 10,058 6,467 64.3 360 3.6 476 4.7 1,072 10.7
Ontario (without the NCR*) 1,988 1,269 63.8 71 3.6 129 6.5 275 13.8
NCR* (Ontario) 7,259 4,642 63.9 224 3.1 369 5.1 781 10.8
Manitoba 614 369 60.1 69 11.2 32 5.2 49 8.0
Saskatchewan 371 214 57.7 40 10.8 19 5.1 18 4.9
Alberta 974 619 63.6 71 7.3 58 6.0 97 10.0
British Columbia 1,504 792 52.7 77 5.1 68 4.5 259 17.2
Yukon 36 24 66.7 5 13.9 1 2.8 2 5.6
Northwest Territories 73 45 61.6 16 21.9 8 11.0 2 2.7
Nunavut 24 17 70.8 10 41.7 2 8.3 2 8.3
Outside Canada 242 94 38.8 5 2.1 4 1.7 23 9.5
Total 19,009 11,636 61.2 817 4.3 944 5.0 1,989 10.5

* NCR stands for National Capital Region.

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedule I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that region of work. (See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 12

Promotions within the Public Service of Canada by Designated Group and Occupational Category
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Executive 856 410 47.9 25 2.9 41 4.8 68 7.9
Scientific and Professional 2,966 1,517 51.1 85 2.9 83 2.8 442 14.9
Administrative and Foreign Service 10,593 7,316 69.1 507 4.8 581 5.5 1,087 10.3
Technical 1,499 635 42.4 63 4.2 71 4.7 128 8.5
Administrative Support 1,897 1,553 81.9 83 4.4 118 6.2 214 11.3
Operational 1,198 205 17.1 54 4.5 50 4.2 50 4.2
Total 19,009 11,636 61.2 817 4.3 944 5.0 1,989 10.5

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedules I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that occupational category. (See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 13

Promotions within the Public Service of Canada by Designated Group and Type of Employment
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Type of Employment All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Indeterminate 18,070 11,113 61.5 773 4.3 913 5.1 1,898 10.5
Term (three months or more) 871 497 57.1 40 4.6 29 3.3 90 10.3
Seasonal 68 26 38.2 4 5.9 2 2.9 1 1.5
Total 19,009 11,636 61.2 817 4.3 944 5.0 1,989 10.5

Notes

Data on promotions are obtained from the Public Service Commission of Canada and include information from departments and agencies that fall under both the FAA, schedules I and IV, and the Public Service Employment Act.

Percentages are that designated group’s share of all promotions of federal public service employees in that type of employment.(See the definition of “Promotions” under “Terminology” in Appendix 1.)

TABLE 14

Separations from the Public Service of Canada by Designated Group and Region of Work
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Region of Work All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
# # % # % # % # %
Newfoundland and Labrador 205 76 37.1 8 3.9 14 6.8 2 1.0
Prince Edward Island 99 49 49.5 0 0.0 14 14.1 0 0.0
Nova Scotia 640 278 43.4 23 3.6 55 8.6 27 4.2
New Brunswick 428 225 52.6 15 3.5 25 5.8 3 0.7
Quebec (without the NCR*) 1,772 874 49.3 22 1.2 65 3.7 82 4.6
NCR* (Quebec) 1,526 796 52.2 36 2.4 104 6.8 94 6.2
NCR* 4,726 2,525 53.4 106 2.2 336 7.1 300 6.3
Ontario (without the NCR*) 2,587 1,560 60.3 89 3.4 227 8.8 268 10.4
NCR* (Ontario) 3,200 1,729 54.0 70 2.2 232 7.3 206 6.4
Manitoba 563 315 56.0 70 12.4 28 5.0 30 5.3
Saskatchewan 400 192 48.0 45 11.3 31 7.8 15 3.8
Alberta 967 554 57.3 81 8.4 67 6.9 91 9.4
British Columbia 1,226 638 52.0 61 5.0 93 7.6 154 12.6
Yukon 17 12 70.6 2 11.8 1 5.9 0 0.0
Northwest Territories 63 37 58.7 11 17.5 3 4.8 0 0.0
Nunavut 23 15 65.2 8 34.8 0 0.0 1 4.3
Outside Canada 69 9 13.0 0 0.0 2 2.9 12 17.4
Total 13,785 7,359 53.4 541 3.9 961 7.0 985 7.1

* NCR stands for National Capital Region.

Note

“Separations” refers to employees who have left the federal public service payroll between April 1, 2006, and March 31, 2007. (See the definition of “Separations” under “Terminology” in Appendix 1.)

TABLE 15

Separations from the Public Service of Canada by Designated Group and Occupational Category
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Occupational Category All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Executive 402 129 32.1 8 2.0 23 5.7 8 2.0
Scientific and Professional 1,595 709 44.5 60 3.8 63 3.9 168 10.5
Administrative and Foreign Service 5,760 3,368 58.5 203 3.5 492 8.5 376 6.5
Technical 1,254 420 33.5 34 2.7 70 5.6 68 5.4
Administrative Support 3,203 2,477 77.3 148 4.6 225 7.0 318 9.9
Operational 1,571 256 16.3 88 5.6 88 5.6 47 3.0
Total 13,785 7,359 53.4 541 3.9 961 7.0 985 7.1

Note

“Separations” refers to employees who left the federal public service payroll between April 1, 2006, and March 31, 2007. (See the definition of “Separations” under “Terminology” in Appendix 1.

TABLE 16

Separations from the Public Service of Canada by Designated Group and Type of Employment
 


FAA, schedules I and IV Indeterminates, Terms of Three Months or More, and Seasonal Employees—April 1, 2006, to March 31, 2007
Type of Employment All Employees Women Aboriginal Peoples Persons with Disabilities Persons in a Visible Minority Group
  # # % # % # % # %
Indeterminate 9,133 4,720 51.7 344 3.8 796 8.7 566 6.2
Term (three months or more) 4,566 2,606 57.1 193 4.2 164 3.6 418 9.2
Seasonal 86 33 38.4 4 4.7 1 1.2 1 1.2
Total 13,785 7,359 53.4 541 3.9 961 7.0 985 7.1

Note

“Separations” refers to employees who have left the federal public service payroll between April 1, 2006 and March 31, 2007. (See the definition of “Separations” under “Terminology” in Appendix 1.)


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