Employment Equity Act: Annual Report 2023

List of abbreviations
2023 message from the Minister
Introduction
Section 1: Federally regulated private-sector employers
- Representation and attainment
- Distribution of employers by sector and subsector
section 2: Women
Section 3: Aboriginal peoples
Section 4: Persons with disabilities
Section 5: Members of visible minorities
Conclusion
Tables of Federally regulated private-sector employer data
Appendix A

Alternate formats

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List of abbreviations

The Act: Employment Equity Act
LMA: Labour market availability
FAA: Financial Administration Act

List of tables

Table 1A: Representation and attainment rate of women, 2021 and 2022 (percentage)
Table 1B: Designated group representation and attainment rate, 2021 and 2022 (percentage)
Table 1C: Distribution of employers* by sector and subsector, 2021 and 2022
Table 1D: Distribution of employers* by sector and subsector, 2021 and 2022
Table 2A: Representation, labour market availability, and attainment rate of women by sector and subsector, 2021 and 2022 (percentage)
Table 2B: Hourly wage of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Table 2C: Bonus pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Table 2D: Overtime pay of the median woman for each $1.00 paid to median man, including distribution of employers, by sector
Table 3A: Representation, labour market availability, and attainment rate of Aboriginal peoples by sector and subsector, 2021 and 2022 (percentage)
Table 3B: Hourly wage of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Table 3C: Bonus pay of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person, including distribution of employers, by sector
Table 3D: Overtime pay of the median Aboriginal person for each $1.00 paid to the median non- Aboriginal person, including distribution of employers, by sector
Table 4A: Representation, labour market availability, and attainment rate of persons with disabilities by sector and subsector, 2021 and 2022 (percentage)
Table 4B: Hourly wage of the median person with a disability for each $1.00 paid to the median person without a disability, including distribution or employers, by sector
Table 4C: Bonus pay of the median person with a disability for each $1.00 paid to the median person without a disability, including distribution or employers, by sector
Table 4D: Overtime pay of the median person with a disability for each $1.00 paid to the median person without a disability, including distribution or employers, by sector
Table 5A: Representation, labour market availability, and attainment rate of members of visible minorities by sector and subsector, 2021 and 2022 (percentage)
Table 5B: Hourly wage of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Table 5C: Bonus pay of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Table 5D: Overtime pay of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority, including distribution of employers, by sector
Table 1.1: Representation and availability* of women by census metropolitan area, province and territory in 1987, 2021 and 2022 (percentage)
Table 1.2: Representation and availability* of Aboriginal peoples by census metropolitan area, province and territory in 1987, 2021 and 2022 (percentage)
Table 1.3: Representation and availability* of persons with disabilities by census metropolitan area, province and territory in 1987, 2021 and 2022 (percentage)
Table 1.4: Representation and availability* of members of visible minorities by census metropolitan area, province and territory in 1987, 2021 and 2022 (percentage)
Table 2.1: Representation and attainment rate (sector availability)* of women in the banking and financial services sector by occupational group in 2021 and 2022 (percentage)
Table 2.2: Representation and attainment rate (sector availability)* of women in the communications sector by occupational group in 2021 and 2022 (percentage)
Table 2.3: Representation and attainment rate (sector availability)* of women in the transportation sector by occupational group in 2021 and 2022 (percentage)
Table 2.4: Representation and attainment rate (sector availability)* of women in the 'other' sector by occupational group in 2021 and 2022 (percentage)
Table 2.5: Representation and attainment rate (sector availability)* of Aboriginal peoples in the banking and financial services sector by occupational group in 2021 and 2022 (percentage)
Table 2.6: Representation and attainment rate (sector availability)* of Aboriginal peoples in the communications sector by occupational group in 2021 and 2022 (percentage)
Table 2.7: Representation and attainment rate (sector availability)* of Aboriginal peoples in the transportation sector by occupational group in 2021 and 2022 (percentage)
Table 2.8: Representation and attainment rate (sector availability)* of Aboriginal peoples in the 'other' sector by occupational group in 2021 and 2022 (percentage)
Table 2.9: Representation and attainment rate (sector availability)* of members of visible minorities in the banking and financial services sector by occupational group in 2021 and 2022 (percentage)
Table 2.10: Representation and attainment rate (sector availability)* of members of visible minorities in the communications sector by occupational group in 2021 and 2022 (percentage)
Table 2.11: Representation and attainment rate (sector availability)* of members of visible minorities in the transportation sector by occupational group in 2021 and 2022 (percentage)
Table 2.12: Representation and attainment rate (sector availability)* of members of visible minorities in the 'other' sector by occupational group in 2021 and 2022 (percentage)
Table 2.13: Representation and attainment rate (Canadian availability)* of women by occupational group in 2021 and 2022 (percentage)
Table 2.14: Representation and attainment rate (Canadian availability)* of Aboriginal peoples by occupational group in 2021 and 2022 (percentage)
Table 2.15: Representation and attainment rate (Canadian availability)* of persons with disabilities by occupational group in 2021 and 2022 (percentage)
Table 2.16: Representation and attainment rate (Canadian availability)* of members of visible minorities by occupational group in 2021 and 2022 (percentage)
Table 3.1: Distribution of women and men by occupational group in 2021 and 2022 (percentage)
Table 3.2: Distribution of Aboriginal and non-Aboriginal peoples by occupational group in 2021 and 2022 (percentage)
Table 3.3: Distribution of persons with and without disabilities by occupational group in 2021 and 2022 (percentage)
Table 3.4: Distribution of members and non-members of visible minorities by occupational group in 2021 and 2022 (percentage)
Table 4.1: Number, hires, promotions, terminations and net effect* of designated group members in the banking and financial services sector in 2021 and 2022**
Table 4.2: Representation and share of hires, promotions and terminations of designated group members in the banking and financial services sector in 2021 and 2022* (percentage)
Table 4.3: Number, hires, promotions, terminations and net effect* of designated group members in the communications sector in 2021 and 2022**
Table 4.4: Representation and share of hires, promotions and terminations of designated group members in the communications sector in 2021 and 2022* (percentage)
Table 4.5: Number, hires, promotions, terminations and net effect* of designated group members in the transportation sector in 2021 and 2022**
Table 4.6: Representation and share of hires, promotions and terminations of designated group members in the transportation sector in 2021 and 2022* (percentage)
Table 4.7: Number, hires, promotions, terminations and net effect* of designated group members in the 'other' sector in 2021 and 2022**
Table 4.8: Representation and share of hires, promotions and terminations of designated group members in the 'other' sector in 2021 and 2022* (percentage)
Table 4.9: Number, hires, promotions, terminations and net effect* of designated group members in all sectors in 2021 and 2022**
Table 4.10: Representation and share of hires, promotions and terminations of designated group members in all sectors in 2021 and 2022* (percentage)
Table 5.1: Number, share, and representation of men and women in permanent full-time employment by salary range as of December 31, 2022
Table 5.2: Number, share, and representation of Indigenous peoples, including Indigenous men and Indigenous women, in permanent full-time employment by salary range as of December 31, 2022
Table 5.3: Number, share, and representation of persons with disabilities, including men with disabilities and women with disabilities, in permanent full-time employment by salary range as of December 31, 2022
Table 5.4: Number, share, and representation of members of visible minorities, including visible minority men and visible minority women, in permanent full-time employment by salary range as of December 31, 2022
Table 6.1: Number, share, and representation of men and women in permanent part-time employment by salary range as of December 31, 2022
Table 6.2: Number, share, and representation of Indigenous peoples, including Indigenous men and Indigenous women, in permanent part-time employment by salary range as of December 31, 2022
Table 6.3: Number, share, and representation of persons with disabilities, including men with disabilities and women with disabilities, in permanent part-time employment by salary range as of December 31, 2022
Table 6.4: Number, share, and representation of members of visible minorities, including visible minority men and visible minority women, in permanent part-time employment by salary range as of December 31, 2022
Table 7.1: Hourly wage of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.2: Bonus pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.3: Percentage of women receiving bonus pay, including distribution of employers, by sector
Table 7.4: Percentage of men receiving bonus pay, including distribution of employers, by sector
Table 7.5: Overtime pay of the mean woman for each $1.00 paid to the mean man, including distribution of employers, by sector
Table 7.6: Overtime hours worked by the mean woman compared to the mean man, including distribution of employers, by sector
Table 7.7: Overtime hours worked by the median woman compared to the median man, including distribution of employers, by sector
Table 7.8: Percentage of women receiving overtime pay, including distribution of employers, by sector
Table 7.9: Percentage of men receiving overtime pay, including distribution of employers, by sector
Table 8.1: Hourly wage of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.2: Bonus pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.3: Percentage of Aboriginal peoples receiving bonus pay, including distribution of employers, by sector
Table 8.4: Overtime pay of the mean Aboriginal person for each $1.00 paid to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.5: Overtime hours worked by the mean Aboriginal person compared to the mean non-Aboriginal person, including distribution of employers, by sector
Table 8.6: Overtime hours worked by the median Aboriginal person compared to the median non-Aboriginal person, including distribution of employers, by sector
Table 8.7: Percentage of Aboriginal peoples receiving overtime pay, including distribution of employers, by sector
Table 9.1: Hourly wage of the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Table 9.2: Bonus pay of the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Table 9.3: Percentage of persons with disabilities receiving bonus pay, including distribution of employers, by sector
Table 9.4: Overtime pay of the mean person with a disability for each $1.00 paid to the mean person without a disability, including distribution of employers, by sector
Table 9.5: Overtime hours worked by the mean person with a disability compared to the mean person without a disability, including distribution of employers, by sector
Table 9.6: Overtime hours worked by the median person with a disability compared to the median person without a disability, including distribution of employers, by sector
Table 9.7: Percentage of persons with disabilities receiving overtime pay, including distribution of employers, by sector
Table 10.1: Hourly wage of the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Table 10.2: Bonus pay of the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Table 10.3: Percentage of members of visible minorities receiving bonus pay, including distribution of employers, by sector
Table 10.4: Overtime pay of the mean member of a visible minority for each $1.00 paid to the mean non-member of a visible minority, including distribution of employers, by sector
Table 10.5: Overtime hours worked by the mean member of a visible minority compared to the mean non-member of a visible minority, including distribution of employers, by sector
Table 10.6: Overtime hours worked by the median member of a visible minority compared to the median non-member of a visible minority, including distribution of employers, by sector
Table 10.7: Percentage of members of visible minorities receiving overtime pay, including distribution of employers, by sector

List of charts

Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2021 (percentage)
Chart 2A: Representation and Canadian LMA* of women from 1987 to 2022 (percentage)
Chart 2B: Attainment rate (compared to the Canadian LMA* for each occupational group) of women, 2021 and 2022 (percentage)
Chart 2C: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2022 (percentage)
Chart 2D: Distribution of employers by hourly wage of the median woman for each $1.00 paid to the median man (percentage)
Chart 3A: Representation and Canadian LMA* of Aboriginal peoples from 1987 to 2022 (percentage)
Chart 3B: Attainment rate (compared to the Canadian LMA* for each occupational group) of Aboriginal peoples, 2021 and 2022 (percentage)
Chart 3C: Distribution of Aboriginal peoples and non-Aboriginal peoples in permanent full-time employment by salary range as of December 31, 2022 (percentage)
Chart 3D: Distribution of employers by hourly wage of the median Aboriginal person for each $1.00 paid to the median non-Aboriginal person (percentage)
Chart 4A: Representation and Canadian LMA* of persons with disabilities from 1987 to 2021 (percentage)
Chart 4B: Attainment rate (compared to the Canadian LMA* for each occupational group) of persons with disabilities, 2021 and 2022 (percentage)
Chart 4C: Distribution of persons with disabilities and persons without disabilities in permanent full-time employment by salary range as of December 31, 2022 (percentage)
Chart 4D: Distribution of employers by hourly wage of the median person with a disability for each $1.00 paid to the median person without a disability (percentage)
Chart 5A: Representation and Canadian LMA* of members of visible minorities from 1987 to 2021 (percentage)
Chart 5B: Attainment rate (compared to the Canadian LMA* for each occupational group) of members of visible minorities, 2021 and 2022 (percentage)
Chart 5C: Distribution of members of visible minorities and non-members of visible minorities in permanent full-time employment by salary range as of December 31, 2022 (percentage)
Chart 5D: Distribution of employers by hourly wage of the median member of a visible minority for each $1.00 paid to the median non-member of a visible minority (percentage)

2023 message from the Minister

If you're not including everyone in your workplace, you're not getting the best people.

I'm proud of the milestones we've reached and the initiatives we've implemented to make Canada's workplaces as inclusive and diverse as the country itself. But we know there's more work left to do to make real equity and inclusion a reality for every Canadian worker.

We have launched several initiatives, including funding projects through the Workplace Opportunities: Removing Barriers to Equity program that help break down barriers to employment, the modernization of the Employment Equity Act, and Equi'Vision, a first-of-its-kind pay transparency website.

In order to close pay gaps in our workplaces, we have to know where they exist. That's why we created Equi'Vision. By making pay and representation data publicly available, Equi'Vision helps us see where improvements are needed. Better information leads to better, more informed decision making. When employers recognize these gaps and act upon them by providing opportunities to all workers, everyone succeeds.

This year's Employment Equity Act Annual Report shows that the representation and attainment rates of the four designated groups under the Act-women, Indigenous Peoples, persons with disabilities and members of visible minorities-have either increased or remained stable. This is thanks to the ongoing efforts of employers across the country who are working to create inclusive workplaces for everyone. However, pay gaps do still remain.

In our journey to achieve greater equity, we are also working to modernize the Act. Our government looks forward to soon tabling legislation that is comprehensive of the needs of marginalized communities across Canada and knocks down the barriers that prevent people from achieving their full potential in the workplace.

Protecting and promoting equity and inclusion is no small task, but going backwards is not an option. Canadians, businesses, workers and our entire economy deserve to succeed and reach their full potential. They can't do that without including everyone.

The Honourable Steven MacKinnon

Minister of Labour and Seniors

Introduction

About the Employment Equity Act

The Employment Equity Act (the Act) aims to achieve equality in the workplace so that no person shall be denied employment opportunities or benefits for reasons unrelated to ability. In the fulfilment of that goal, the Act seeks to correct the conditions of disadvantage in employment experienced by the 4 designated groups:

women
Aboriginal peoples^{Footnote 1}
persons with disabilities, and
members of visible minorities

The Act supports the principle that employment equity means more than treating persons in the same way, but also requires special measures and the accommodation of differences.

Under the Act, federally regulated private-sector employers^{Footnote 2} who employ 100 or more employees must report annually on employment equity to the Minister of Labour. The Minister must then prepare and table an annual report in Parliament that consolidates and analyzes these employer reports. In accordance with the Act, this report presents employers’ employment equity data from the 2022 calendar year.

This is the second year for which pay gap data was included in this report. The data includes information on the hourly wage gaps, bonus pay gaps, overtime pay and hours gaps of employers for each of the 4 designated groups. The report consolidates the pay gap information reported by employers. Individual employer data can be accessed on Equi’Vision – the Government of Canada’s data visualization tool for employment equity data. The website includes the representation rates and pay gaps experienced by members of the 4 designated groups for each private-sector employer subject to the Act.

In addition to presenting consolidated data from 2022, the report also presents data from 2021 and earlier to allow year-to-year comparisons.

About the federally regulated private-sector

The federally regulated private-sector includes approximately 19,000 employers and 945,000 employees. Employers are grouped by sector, based on the industry with the largest employee population within their workforce, using the North American Industry Classification System (NAICS). The federally regulated private-sector workforce comprises 4 sectors:

Banking and financial services: All major Canadian banks and other establishments primarily engaged in financial transactions or in facilitating financial transactions
Communications: Businesses that operate radio and television broadcasting studios and facilities, as well as telecommunications services providers
Transportation: Establishments primarily engaged in transporting passengers and goods, warehousing and storing goods, and providing services to these establishments. These establishments are engaged in:
- Air, rail, bus, water, and pipeline transportation industries
- Inter-provincial trucking
- Postal service and couriers
- Warehousing and storage
‘Other’: Federally regulated entities not included in the other 3 sectors. This includes:
- Companies in production industries, including construction, manufacturing, natural resources, and nuclear power generation
- Companies in service industries, including health services, arts and heritage, architecture, real estate, and other professional services
- Services providers in public administration, including defense services

About the data

Under the Act, employers must collect data on their workforce. They use this data to assess representation and pay gaps, identify barriers to employment, set goals and monitor progress in implementing employment equity. Under the Act, employer reports consist of the following:

statistical forms showing the total number of employees and the representation of members of designated groups, organized by industry, geography, gender, occupational group, salary ranges and employment status (permanent full-time, permanent part-time and temporary)
statistical forms on hires, promotions, and terminations among all employees and members of designated groups, organized in a manner similar to the representation data
statistical forms showing gaps in hourly wage, bonus pay, overtime pay, and overtime hours worked for each designated group, as well as the incidence of bonus pay and overtime pay, all organized in a manner similar to the representation data
a narrative report providing information on consultations with employees’ representatives, measures taken to implement employment equity and the results achieved

While this data provides a comprehensive view of equity among private-sector workplaces subject to the Act, there are 2 major limitations. First, Indigenous peoples, persons with disabilities and members of visible minorities are counted through self-identification, meaning that employees who choose not to self-identify will not be captured in these statistics. Second, the data are reported annually, and reflect workforces as they existed on specific dates during the year; any variations in representation throughout the calendar year is not reflected in the report.

A key performance measure for employment equity is the attainment rate,^{Footnote 3} which is a designated group’s representation rate^{Footnote 4} divided by their labour market availability^{Footnote 5} (LMA). An attainment rate of 100% shows that a group is employed as often as they are available for hire in the workforce. An attainment rate below 100% shows that there is a shortfall between a group’s level of employment and their availability. Progress is considered to have been made when a designated group’s attainment rate approaches 100%; that is, when a designated group’s representation rate grows closer to their LMA.

For this report, LMA is based on Statistics Canada data at the national level (for all of Canada). In some cases, specific LMA is used for certain sectors and occupations. For women, Aboriginal peoples, and members of visible minorities, LMA in this report is based on the 2016 Census. For persons with disabilities, LMA is based on the 2017 Canadian Survey on Disability (CSD).

This report provides the most recent information on employment equity data for private-sector employers subject to the Act, with the following limitation:

to measure progress of the designated groups, their representation (that is, the number of designated group employees divided by the number of all employees) in the workforce of private-sector employers subject to the Act is compared to their availability in the workforce population of Canada. Availability data is obtained from censuses or surveys conducted every 5 years by Statistics Canada. As a result, there is a time lag in measuring representation gaps. The current labour market availability (LMA) is based on the 2016 Census and the 2017 Canadian Survey on Disability. More information on LMA can be found in the 2016 Employment Equity Data Report

About the term “employer”

Throughout this report, the term “employer” refers only to private-sector employers subject to the Act; that is, private-sector employers who are federally regulated and have at least 100 employees. Any employer who does not meet this definition – meaning private-sector employers who are not federally regulated, private-sector employers with fewer than 100 employees, or public-sector employers – is not included in this report.

Although the Federal Public Sector is subject to the Act, no public sector data is included in this report. The Treasury Board of Canada Secretariat is responsible for reporting on employment equity in the federal departments and agencies that make up the core public administration. This information is available on the Employment Equity in the Public Service of Canada website.^{Footnote 6} Other areas of the federal public sector are responsible for preparing their own reports on employment equity, which can be found on their respective websites or obtained upon request directly from the organizations.

Section 1: Federally regulated private-sector employers

Representation and attainment

In 2022, 566 federally regulated private-sector employers with 100 or more employees submitted employment equity annual reports. By comparison, 551 employers reported in 2021. Together, the 2022 reports covered 809,836 employees across Canada (an increase of 9.1% from the 742,506 employees reported for 2021), which represents approximately 3.8% of the Canadian labour force.^{Footnote 7}

Data from all employers (Table 1A) shows that the representation of women increased from 39.2% in 2021 to 39.7% in 2022, and the attainment rate based on the Canadian LMA increased from 81.3% to 82.4%.

Table 1A: Representation and attainment rate of women, 2021 and 2022 (percentage)
Year	Representation	LMA (Canadian)*	Attainment rate
2021 for all 551 employers	39.2	48.2	81.3
2022 for all 566 employers	39.7	48.2	82.4

*Source: Statistics Canada, 2016 Census.

Employers reporting for the first year are only required to report data for men and women, not for the other 3 designated groups. In 2022, there were 32 first-time employers with a combined workforce of 5,465 employees. For continuity and comparability purposes, the rest of this report will only consider the 534 employers who reported data for all 4 designated groups. These employers have a combined workforce of 804,371 employees, which is an increase of 66,015 (or 8.9%) from the 738,356 employees covered by 530 employers for 2021. Some of this increase is due to growth in employers’ workforces. The rest is due to changes in the group of employers included in these statistics; these changes can happen when employers enter or exit the market, acquire or merge with other employers, or cross the 100-employee threshold.

Table 1B shows that between 2021 and 2022, representation and attainment rates increased for 3 of the 4 designated groups, while rates for Aboriginal peoples remained the same. Members of visible minorities saw the largest increase, with representation going up by 1.4 percentage points. This was the only designated group whose representation exceeded Canadian LMA (that is, the only designated group with an attainment rate above 100%).

Table 1B: Designated group representation and attainment rate, 2021 and 2022 (percentage)
Designated group	2021 representation for 530 employers	2022 representation for 534 employers	Change* in representation from 2021 to 2022	LMA (Canadian)**	2021 attainment rate	2022 attainment rate
Women	39.3	39.8	+0.5	48.2	81.5	82.6
Aboriginal peoples	2.4	2.4	+0.0	4.0	60.0	60.0
Persons with disabilities	4.4	4.9	+0.6	9.1	48.4	53.8
Members of visible minorities	27.4	28.8	+1.4	21.3	128.6	135.2

*Change values may not equal the differences between the representation rates due to rounding.
**Sources: Statistics Canada, 2016 Census and 2017 Canadian Survey on Disability.

Chart 1 presents the overall attainment rate for the 4 designated groups at the national level since 1987, the first year for which employers reported data under the Act. Values below 100% show that representation is less than the Canadian LMA.

The attainment rate for women had been in a steady decline, falling from a high of 99.4% in 1990 to a low of 81.0% in 2020. The last 2 years have seen modest growth: up to 81.6% in 2021, then further increasing a full percentage point to 82.6% in 2022. This is still below the 93.0% observed in 1987, the first year for which employment equity data were reported.

From 1987 to 2000, the attainment rate for Aboriginal peoples exhibited an upward trend. This holds even when considering the change in LMA calculations in 1996, which was responsible for most of the sharp increase from 39.1% in 1995 to 57.9% in 1996. Since 2001, the attainment rate has remained stable. For 2022, it was 61.1%.

The attainment rate of persons with disabilities more than doubled from 29.4% in 1987 to 67.0% in 2016. In 2017, Statistics Canada changed their method for collecting data on persons with disabilities, which increased the LMA from 4.9% to 9.1%. This redefined LMA meant that the attainment rate for persons with disabilities dropped to 36.4% in 2017, but it has continued to trend upwards to 54.3% in 2022.

For members of visible minorities, the attainment rate remains above 100.0%. The LMA for members of visible minorities changes significantly from one Census to the next, which is why the attainment rate seems to drop every 5 years. However, the positive trend for members of visible minorities continues, with an attainment rate of 135.3% for 2022.

**Chart 1: Designated group attainment rate (Canadian LMA*) from 1987 to 2021 (percentage)**

Year	Women (percentage)	Aboriginal peoples (percentage)	Persons with disabilities (percentage)	Members of visible minorities (percentage)
1987	93.0	31.4	29.4	79.3
1988	95.3	34.0	31.2	90.0
1989	96.6	37.7	43.3	105.9
1990	99.4	40.6	44.3	112.5
1991	96.3	32.1	38.6	83.1
1992	97.3	33.7	39.1	86.9
1993	99.1	34.8	39.5	88.5
1994	96.7	36.7	40.4	90.4
1995	96.9	39.1	42.0	97.1
1996	96.6	57.9	40.9	89.3
1997	96.0	61.3	35.6	93.9
1998	95.2	62.7	34.8	95.7
1999	96.1	69.4	36.8	101.2
2000	94.3	70.3	35.7	103.6
2001	94.8	59.8	43.2	92.6
2002	93.9	63.9	44.3	97.0
2003	93.0	63.6	43.8	101.0
2004	91.8	64.7	48.0	105.5
2005	91.5	67.8	50.9	111.6
2006	89.9	57.1	54.5	97.5
2007	89.2	61.2	55.0	103.8
2008	88.9	60.5	54.3	108.3
2009	88.2	60.8	54.2	111.9
2010	87.0	62.7	53.1	116.1
2011	85.5	56.4	52.2	102.1
2012	84.9	58.4	53.5	104.7
2013	86.2	60.7	55.4	110.0
2014	85.8	60.9	56.6	114.7
2015	85.1	63.1	60.4	119.0
2016	84.5	57.0	67.0	104.0
2017	83.3	57.9	36.4	107.1
2018	81.8	57.1	37.5	111.8
2019	81.9	57.8	37.9	114.5
2020	81.0	59.9	43.0	122.1
2021	81.6	61.2	48.1	128.5
2022	82.6	61.1	54.3	135.3

Distribution of employers by sector and subsector

The majority of employers are in the transportation sector; 352, or 65.9%. The number of employers held steady in banking and financial services at 43, while the communications and ‘other’ sectors each decreased by 1 employer.

Within transportation, most employers (220) are in the ground transportation subsector. Air transportation and water transportation make up smaller proportions, with 90 and 42 employers respectively. The ‘other’ sector is more evenly divided between its subsectors: other production industries and other service industries had 39 and 43 employers, respectively, in 2022.

Table 1C: Distribution of employers* by sector and subsector, 2021 and 2022
Sector	2021 number of employers	2022 number of employers	Percentage change in number of employers from 2021 to 2022	2021 percentage of employers**	2022 percentage of employers**
Banking and financial services	43	43	+0.0	8.1	8.1
Communications	58	57	-1.7	10.9	10.7
Transportation	346	352	+1.7	65.3	65.9
Air transportation subsector	87	90	+3.4	16.4	16.9
Ground transportation subsector	218	220	+0.9	41.1	41.2
Water transportation subsector	41	42	+2.4	7.7	7.9
'Other'	83	82	-1.2	15.7	15.4
Other production industries subsector	40	39	-2.5	7.5	7.3
Other service industries subsector	43	43	+0.0	8.1	8.1
All sectors	530	534	+0.8	100.0	100.0

*The number of private-sector employers subject to the Act can change from year to year because of mergers, acquisitions, closures, start-ups, or organizations fluctuating above or below the 100-employee threshold.
**Total may not equal the sum of components due to rounding.

Despite containing just 8.1% of employers, the banking and financial services sector account for 34.9% of all employees. This is because the sector contains several large employers. The opposite is true of transportation: it contains for 65.9% of employers, but because they are mostly small employers, the sector accounts for just 42.4% of employees. The communications and ‘other’ sectors account for 14.7% and 7.9% of employees, respectively.

The ground transportation sector still accounts for most transportation employees: 227,011 out of 341,003. However, the air transportation sector grew by almost a quarter from 2021 to 2022, from 76,100 employees to 94,357. The ‘other’ subsectors are similar in terms of employee count, though the other service industries subsector grew from 26,844 in 2021 to 31,413 in 2022.

Table 1D: Distribution of employees* by sector and subsector, 2021 and 2022
Sector	2021 number of employees	2022 number of employees	Percentage change in number of employees from 2021 to 2022	2021 percentage of employees**	2022 percentage of employees**
Banking and financial services	258,291	281,073	+8.8	35.0	34.9
Communications	117,123	118,515	+1.2	15.9	14.7
Transportation	303,859	341,003	+12.2	41.2	42.4
Air transportation subsector	76,100	94,357	+24.0	10.3	11.7
Ground transportation subsector	209,097	227,011	+8.6	28.3	28.2
Water transportation subsector	18,814	19,635	+4.4	2.5	2.4
'Other'	59,083	63,780	+7.9	8.0	7.9
Other production industries subsector	32,239	32,367	+0.4	4.4	4.0
Other service industries subsector	26,844	31,413	+17.0	3.6	3.9
All sectors	738,356	804,371	+8.9	100.0	100.0

*The number of employees in private sector workplaces subject to the Act can change from year to year because of mergers, acquisitions, closures, start-ups, or organizations fluctuating above or below the 100-employee threshold.
**Total may not equal the sum of components due to rounding.

Section 2: Women

Representation and attainment rate

The number of women increased from 290,341 in 2021 to 320,020 in 2022, for a gain of 10.2%. This marks the largest absolute number of women ever reported under the Act, surpassing the previous high of 316,937 in 2008. Women’s representation rate increased from 39.3% in 2021 to 39.8% in 2022.

However, Chart 2A shows that the representation rate for women has largely trended downward since its peak at 45.5% in 1993. The 2022 rate of 39.8% was 1.1 percentage points below where it started in 1987 (40.9%), but up 0.8 of a percentage point since its all-time low in 2020 (39.1%).

**Chart 2A: Representation and Canadian LMA* of women from 1987 to 2022 (percentage)**

Year	Canadian LMA* (percentage)	Representation (percentage)
1987	44.0	40.9
1988	44.0	41.9
1989	44.0	42.5
1990	44.0	43.7
1991	45.9	44.2
1992	45.9	44.7
1993	45.9	45.5
1994	45.9	44.4
1995	45.9	44.5
1996	46.4	44.8
1997	46.4	44.5
1998	46.4	44.2
1999	46.4	44.6
2000	46.4	43.8
2001	47.3	44.9
2002	47.3	44.4
2003	47.3	44.0
2004	47.3	43.4
2005	47.3	43.3
2006	47.9	43.1
2007	47.9	42.7
2008	47.9	42.6
2009	47.9	42.3
2010	47.9	41.7
2011	48.2	41.2
2012	48.2	40.9
2013	48.2	41.6
2014	48.2	41.4
2015	48.2	41.0
2016	48.2	40.7
2017	48.2	40.2
2018	48.2	39.4
2019	48.2	39.5
2020	48.2	39.1
2021	48.2	39.3
2022	48.2	39.8

Attainment rate by occupational group

Chart 2B shows that, from 2021 to 2022, the representation of women continued to exceed their Canadian LMA for most management and skilled occupational groups (the LMA shown in this chart is specific to each occupational group). This includes senior managers, middle and other managers, supervisors, skilled sales and service personnel, and skilled crafts and trades workers. The highest attainment rate for women in 2022 was among senior managers, at 111.8%.

While women’s attainment rates were below 100.0% for the 3 other management and skilled occupational groups (professionals, semi-professionals and technicians, and supervisors: crafts and trades), it increased among professionals, and among supervisors: crafts and trades. The attainment rate among semi-professionals and technicians was the lowest at 40.9% and held steady from 2021 to 2022.

Of the remaining 6 occupational groups – which are not management nor skilled occupational groups – women’s attainment rates increased among 2, declined among 3, and held effectively steady in one. The steepest decline was among in the other manual workers group, where a net decrease of 405 women represented a drop in the attainment rate from 76.3% to 49.3%.

**Chart 2B: Attainment rate (compared to the Canadian LMA* for each occupational group) of women, 2021 and 2022 (percentage)**

Employment equity occupational group	2021 attainment rate (compared to the occupational group's Canadian LMA*) (percentage)	2022 attainment rate (compared to the occupational group's Canadian LMA*) (percentage)
Senior managers	109.8	111.8
Middle and other managers	108.0	109.4
Professionals	80.6	80.7
Semi-professionals and technicians	40.9	40.9
Supervisors	102.9	106.9
Supervisors: crafts and trades	91.8	93.0
Administrative and senior clerical personnel	86.8	82.8
Skilled sales and service personnel	109.7	105.6
Skilled crafts and trades workers	109.0	110.2
Clerical personnel	76.0	74.6
Intermediate sales and service personnel	91.0	90.8
Semi-skilled manual workers	75.1	79.1
Other sales and service personnel	68.0	71.7
Other manual workers	76.3	49.3
Total	81.6	82.6

Representation and attainment rate by sector and subsector

In 2022, women were better represented in banking and financial services than any other sector, with a representation rate of 54.2%. However, this representation rate was still below the sector LMA, meaning women’s attainment rate in banking and financial services was only 92.0%.

Transportation was the only sector in which women’s representation exceeded their LMA, for an attainment rate of 122.5%. The attainment rates were also above 100.0% in the air and ground transportation subsectors. The water transportation subsector had an attainment rate of 67.6% in 2022, down from 68.3% in 2021.

Within the ‘other’ sector, there was a clear divide between the production and service industries subsectors. Women’s attainment rate in the production industries subsector was just 72.8% (based on a representation rate of 25.1%), while in the services industries subsector it was 113.3% (based on a representation rate of 39.1%).

Table 2A: Representation, Labour Market Availability, and attainment rate of women by sector and subsector, 2021 and 2022 (percentage)
Sector or subsector	2021 representation	2022 representation	Change* in representation from 2021 to 2022	LMA (Canadian)**	2021 attainment rate based on LMA (Canadian)	2022 attainment rate based on LMA (Canadian)	LMA (sector)**	2021 attainment rate based on LMA (sector)	2022 attainment rate based on LMA (sector)
Banking and financial services	54.8	54.2	-0.6	48.2	113.6	112.4	58.9	93.0	92.0
Communications	35.9	35.2	-0.6	48.2	74.4	73.0	44.1	81.3	79.8
Transportation	29.2	31.0	+1.9	48.2	60.5	64.3	25.3	115.2	122.5
Air Transportation subsector	36.9	38.3	+1.4	n/a	n/a	n/a	25.3	145.8	151.4
Ground Transportation subsector	27.4	29.2	+1.8	n/a	n/a	n/a	25.3	108.3	115.4
Water Transportation subsector	17.3	17.1	-0.2	n/a	n/a	n/a	25.3	68.3	67.6
'Other'	30.9	32.0	+1.1	48.2	64.1	66.4	34.5	89.6	92.8
Other production industries subsector	24.4	25.1	+0.8	n/a	n/a	n/a	34.5	70.6	72.8
Other service industries subsector	38.8	39.1	+0.3	n/a	n/a	n/a	34.5	112.4	113.3

*Change values may not equal the differences between the representation rates due to rounding.
**Source: Statistics Canada, 2016 Census.

Salary ranges

Chart 2C shows the percentage of women and men who fell into each of 9 salary ranges, among those in permanent full-time employment. The chart shows that women were 9.9 percentage points more likely than men to be paid less than $50,000 (26.1% compared to 16.2%). Women were also 9.7 percentage points more likely to be paid less than $100,000 (81.9% compared to 72.3%).^{Footnote 8}

More detailed salary information, including distribution and cumulative distribution across 13 salary ranges, is available in Tables 5.1 and 6.1 in Appendix A .

**Chart 2C: Distribution of women and men in permanent full-time employment by salary range as of December 31, 2022 (percentage)**

Salary range (dollars)	Women distribution (percentage)	Men distribution (percentage)
Under 25,000	1.2	0.4
Under 35,000	4.3	2.4
Under 50,000	26.1	16.2
Under 75,000	63.1	48.8
Under 100,000	81.9	72.3
Under 150,000	95.9	92.1
Under 200,000	98.6	96.9
Under 250,000	99.2	98.3
All salary ranges	100.0	100.0

Hourly wage gaps

The median employer paid the median woman $0.90 per hour for every $1.00 they paid the median man. Employers had a wide range of median hourly wage gaps:

17.3% of employers paid the median woman at least as much per hour as they paid the median man
Over two-thirds of employers (67.5%) paid the median woman $0.76 to $0.99 per hour for every $1.00 they paid the median man
15.2% of employers paid the median woman $0.75 or less per hour for each $1.00 they paid the median man

**Chart 2D: Distribution of employers by hourly wage of the median woman for each $1.00 paid to the median man (percentage)**

Amount paid by the median employer	$0.90
Percentage of employers paying $0.25 or less	0.0
Percentage of employers paying $0.26 to $0.50	0.9
Percentage of employers paying $0.51 to $0.75	14.3
Percentage of employers paying $0.76 to $0.99	67.5
Percentage of employers with no pay gap (paying $1.00)	3.9
Percentage of employers paying $1.01 to $1.24	12.8
Percentage of employers paying $1.25 to $1.49	0.4
Percentage of employers paying $1.50 or more	0.0
Percentage of employers with no applicable pay gap	0.2

Median hourly wage gaps varied by sector:

The banking and financial services sector had the largest hourly wage gap; the median employer paid the median woman $0.79 per hour for each $1.00 they paid the median man

This sector was also the least likely to pay the median woman at least as much per hour as the median man; 2.3% of employers did so

The median employer in the communications sector paid the median woman $0.90 per hour for every $1.00 they paid the median man
The transportation sector was the most likely to pay the median women at least as much per hour as the median man; 19.9% of employers did so
The ‘other’ sector had the smallest hourly wage gap; the median employer paid the median woman $0.93 per hour for each $1.00 they paid the median man

Mean hourly wage gaps show similar tendencies. These figures are found in Table 7.1 in Appendix A .

Table 2B: Hourly wage of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector	Amount paid by the median employer	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers with no pay gap (paying $1.00)	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49	Percentage of employers with no applicable pay gap
Banking and Financial Services	$0.79	0.0	23.3	74.4	0.0	2.3	0.0	0.0
Communications	$0.90	0.0	8.8	78.9	3.5	8.8	0.0	0.0
Transportation	$0.91	1.4	15.7	62.7	5.1	14.5	0.3	0.3
‘Other’	$0.93	0.0	7.3	76.8	1.2	13.4	1.2	0.0
All sectors	$0.90	0.9	14.3	67.5	3.9	12.8	0.4	0.2

Bonus pay gaps

In 2022, 80.2% of employers subject to the Act paid a bonus to both women and men in their organization. For the median employer, bonus pay for the median woman was $0.88 for every $1.00 made by the median man. The median gender bonus pay gaps were more evenly spread across the range than the median hourly wage gaps:

29.3% of employers paid the median woman at least as much bonus pay as they paid the median man
Among 22.9% of employers, the bonus pay of the median woman was $0.76 to $0.99 for every $1.00 paid to the median man
Among 29.1% of employers, this number was $0.75 or less

Median bonus pay gaps varied greatly across sectors:

The banking and financial services sector had the largest bonus pay gap; median employer paid the median woman $0.64 in bonus pay for every $1.00 they paid the median man
- This sector was also least likely to pay the median woman at least as much in bonus pay as the median man; 4.7% of employers did so
The communications sector had the smallest bonus pay gap; the median employer paid the median woman $0.95 in bonus pay for every $1.00 they paid the median man
- This sector was also most likely to pay the median woman at least as much in bonus pay as the median man; 40.4% of employers did so
The median employer in the transportation sector paid the median woman $0.92 in bonus pay for every $1.00 they paid the median man
The ‘other’ sector had the highest concentration of small pay gaps; 64.6% of employers in this sector paid the median women $0.76 to $1.24 in bonus pay for every $1.00 they paid the median man

Similar tendencies can be observed with mean bonus pay gaps (see Table 7.2 of Appendix A). The mean gaps are generally larger; this is often true in pay statistics since very large numbers (that is, very high bonus pay amounts) affect means more than medians.

Additional context is provided by data on proportions of men and women who received bonus pay (see Tables 7.3 and 7.4 of Appendix A).

Table 2C: Bonus pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector	Amount paid by the median employer	Percentage of employers paying $0.25 or less	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers with no pay gap (paying $1.00)	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49	Percentage of employers paying $1.50 or more	Percentage of employers with no applicable pay gap
Banking and Financial Services	$0.64	0.0	20.9	48.8	23.3	0.0	2.3	0.0	2.3	2.3
Communications	$0.95	1.8	3.5	17.5	31.6	7.0	14.0	5.3	14.0	5.3
Transportation	$0.92	3.7	12.3	11.7	16.5	7.4	6.8	2.6	14.8	24.2
‘Other’	$0.89	2.4	7.3	8.5	43.9	9.8	11.0	1.2	2.4	13.4
All sectors	$0.88	3.0	11.3	14.8	22.9	7.1	7.9	2.4	11.8	18.8

Overtime pay gaps

In 2022, 86.3% of employers subject to the Act paid overtime to both women and men in their organization. For the median employer, the overtime pay of the median woman was $0.54 for every $1.00 made by the median man. Median overtime pay gaps were more likely to be large, compared to hourly wage and bonus pay gaps.

13.3% of employers paid the median woman at least as much in overtime pay as they paid the median man
40.9% of employers paid the median woman $0.50 or less in overtime pay for every $1.00 they paid the median man

Median overtime pay gaps varied greatly across sectors:

The banking and financial services sector had the smallest overtime pay gap; the median employer paid the median woman $0.76 in overtime pay for every $1.00 they paid the median man
- This sector was also most likely to pay the median woman at least as much in overtime pay as the median man; 25.6% of employers did so
The communications sector had the largest overtime pay gap; the median employer paid the median woman $0.47 in overtime pay for every $1.00 they paid the median man
- This sector was also least likely to pay the median woman at least as much in overtime pay as the median man; 10.5% of employers did so
The transportation sector had the highest concentration of small pay gaps; 14.8% of employers paid the median woman between $0.76 and $1.24 for every $1.00 they paid the median man
The median employer in the ‘other’ sector paid the median woman $0.51 in overtime pay for every $1.00 they paid the median man

Similar tendencies can be observed with mean overtime pay gaps (see Table 7.5 of Appendix A).

Table 2D: Overtime pay of the median woman for each $1.00 paid to the median man, including distribution of employers, by sector
Sector	Amount paid by the median employer	Percentage of employers paying $0.25 or less	Percentage of employers paying $0.26 to $0.50	Percentage of employers paying $0.51 to $0.75	Percentage of employers paying $0.76 to $0.99	Percentage of employers with no pay gap (paying $1.00)	Percentage of employers paying $1.01 to $1.24	Percentage of employers paying $1.25 to $1.49	Percentage of employers paying $1.50 or more	Percentage of employers with no applicable pay gap
Banking and Financial Services	$0.76	4.7	14.0	27.9	23.3	2.3	14.0	2.3	7.0	4.7
Communications	$0.47	17.5	24.6	17.5	14.0	0.0	5.3	1.8	3.5	15.8
Transportation	$0.49	19.7	22.8	18.2	10.8	0.0	4.0	2.3	6.0	16.2
‘Other’	$0.51	14.6	30.5	20.7	14.6	0.0	8.5	2.4	2.4	6.1
All sectors	$0.53	17.4	23.5	19.3	12.8	0.2	5.6	2.3	5.3	13.7

Overtime hours gaps

For the median employer, the median woman worked 19 fewer hours of overtime during the year than the median man. The gap was similar in most sectors, but in banking and financial services women worked just 3 fewer overtime hours than men.

Additional data on overtime hours gaps and proportions of men and women who received overtime pay is available in Appendix A (see Tables 7.6 to 7.9 of Appendix A).