Employer resources and tools on employment equity
On this page
- List of abbreviations
- Workplace Equity Information Management System (WEIMS) online application
- Individual employer data
- National Occupational Classification (NOC)
- The Canadian Human Rights Commission’s Framework for compliance audits under the Employment Equity Act
- Comparing elements of federal pay gap reporting and pay equity New
- Reports
- Templates
Resources to help federally regulated employers and contractors fulfill their obligations under:
- the Employment Equity Act, and
- the Federal Contractors Program (FCP)
List of abbreviations
- CHRC
- Canadian Human Rights Commission
- FCP
- Federal Contractors Program
- LEEP
- Legislated Employment Equity Program
- NOC
- National Occupational Classification
- WEIMS
- Workplace Equity Information Management System
Workplace Equity Information Management System (WEIMS) online application
WEIMS is an online application that assists employers in:
- submitting their annual employment equity reports for the Legislated Employment Equity Program (LEEP)
- discharging their statutory obligations under the Employment Equity Act
- fulfilling their obligations under the FCP
To access WEIMS, please send an email to the Labour Program at ee-eme@hrsdc-rhdcc.gc.ca
You can access the Employment Equity forms in PDF format from the Service Canada Forms Catalogue.
Individual employer data
Access a LEEP employer’s submitted statistical forms from their employment equity annual reports. Consult the Individual Employer Data website.
National Occupational Classification (NOC)
NOC organizes the world of work in a standardized and structured format. It provides descriptive information about occupations in the Canadian labour market. Version 2016.3 is to be used to record and report employment equity data from the 2023 calendar year. Version 2021 is to be used to record and report data from the 2024 calendar year (reports due by June 1, 2025), as well as following years.
The Canadian Human Rights Commission’s Framework for compliance audits under the Employment Equity Act
This framework provides:
- information about the Commission's employment equity activities, and
- outlines its approach to the:
- planning of audit cycles
- selecting employers
- audit process
- steps related to potential enforcement measures of the Employment Equity Act
Consult the Framework for Compliance Audits Under the Employment Equity Act for more information.
Comparing elements of federal pay gap reporting and pay equity New
Pay gap reporting under the Employment Equity Act and proactive pay equity under the Pay Equity Act, are legislative measures that target pay gaps among federally regulated employers. These legislative measures are independent from each other and differ in how they are applied, administered, and enforced.
Pay gap reporting involves the reporting and publication of pay gaps experienced by the 4 groups currently designated under the Employment Equity Act:
- women
- Indigenous peoples
- persons with disabilities
- members of visible minorities
Proactive pay equity under the Pay Equity Act addresses the gender pay gap by ensuring that employers are providing equal pay to men and women doing work of equal value.
Consult ‘Pay gap reporting and pay equity: A comparison’ to compare the requirements and administration of pay gap reporting and pay equity:
Pay gap reporting and pay equity: A comparison
| Elements | Pay gap reporting | Pay equity |
|---|---|---|
| Legislation | Employment Equity Act | Pay Equity Act |
| Employers | Federally regulated private sector employers with 100+ employees Federally regulated private sector industries include:
|
Federally regulated public and private sector employers with an average of 10+ employees Employers subject to pay equity requirements include:
|
| Workforce | Applies to over 560 employers, employing approximately 809,000 employees |
Applies to about 5,000 employers, employing 1.4 million workers |
| Purpose | Achieve equality in the workplace for the groups designated under the Act:
Identify and address pay gaps experienced by the 4 designated groups |
Identify and correct systemic gender-based discrimination Equal pay for work of equal value |
| Employer obligations | Employers must report pay gaps that affect the 4 designated groups:
Employers should identify and eliminate employment barriers that are causing pay gaps |
Employers proactively examine their compensation practices and:
|
| Reporting frequency | Send annual reporting to the Minister responsible for Labour | Send annual statements to Pay Equity Commissioner |
| Visibility of results | External: employer-level data published online | Internal: pay equity plans for internal use |
| Compliance and enforcement | Labour Program, for annual employment equity reporting Canadian Human Rights Commission (CHRC), for non-reporting obligations |
Pay Equity Commissioner (CHRC), for plans and annual statements |
| More resources |
Alternate formats
Reports
Employment Equity Act Annual Report
The Employment Equity Act Annual Reports consolidates and analyzes the individual employer reports that they submit under the LEEP. The reports describe the statistical results achieved by employers subject to the LEEP during the calendar year for the 4 designated groups:
- women
- Indigenous peoplesFootnote 1
- members of visible minorities, and
- persons with disabilities
As required by the Employment Equity Act, the reports are tabled in Parliament.
Employment Equity Data Report
The Employment Equity Data Report provides specific labour market area information on the occupational and educational characteristics of the 4 designated groups.
This information enables employers subject to the Employment Equity Act to:
- compare the data with their internal workforce, and
- identify any gaps in the representation of the 4 designated groups
Employers can then work to develop realistic goals and timetables for achieving employment equity.
Templates
Salary or Clustering Analysis Template
The Salary or Clustering Analysis Template assists employers in conducting their salary or clustering analysis on the 4 designated groups. It will facilitate the comparison of the designated group members' salary data with other employees working within the same occupational groups. This will help to determine if there is clustering in the lower salary ranges.
Workforce Analysis Template
The Workforce Analysis Template assists employers in preparing their workforce analysis on the 4 designated groups. Comprising 5 worksheets, the first 4 cover each of the designated groups and the fifth worksheet summarizes the data.
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