Employment Equity Targets

EMPLOYMENT EQUITY TARGETS

 

The Saskatchewan Human Rights Commission is pleased to provide businesses, employers, and all interested stakeholders with the latest employment targets for four designated equity groups. These targets reflect the ideal workforce representation of visible minorities, Indigenous persons, people with disabilities, and women in underrepresented occupations. In turn, these metrics are a benchmark for employers to evaluate their efforts to recruit and retain employees in the four equity groups. Expressed as percentages of the Saskatchewan population, the targets are informed by Statistics Canada’s 2016 Census and prepared with the assistance of the Saskatchewan Bureau of Statistics.

Every workplace should strive to create a representative for each of the target groups across the range of jobs and roles within its workforce.  It is not sufficient to meet equity targets through the employment of equity group members in entry level positions only. Over time, the recruitment, retention, and promotion of employees within an organization should reflect the true picture of diversity in our society.

The four equity groups are:

  1. Persons reporting an Indigenous identity;
  2. Members of a visible minority group;
  3. Individuals reporting a disability; and
  4. Women in underrepresented occupations.

 

The recommendations are derived from:

  • 2016 Census of Population (conducted by Statistics Canada);
  • The 2017 Canadian Survey on Disability (conducted by Statistics Canada); and
  • The 2018 Labour Force Survey (conducted by Statistics Canada).

 

For the purposes of the recommended targets:

  • “Working age” includes those 15 to age 74, and
  • The four equity groups are defined using Statistic Canada’s definitions.

 

Equity targets in Saskatchewan also vary somewhat depending on location. For example, there are more people who are visible minorities in Regina and Saskatoon than other parts of the province, so the targets for visible minorities are higher in these two cities. Similarly, the targets for the Indigenous population is higher in the Prince Albert Census Agglomeration (CA) where there is a proportionally larger Indigenous population.

Aboriginal Identity

According to Statistics Canada, Aboriginal* identity can be defined as those who are “First Nations (North American Indian), Métis or Inuk (Inuit) and/or those who are Registered or Treaty Indians (that is, registered under the Indian Act of Canada), and/or those who have membership in a First Nation or Indian band.” Indigenous Peoples of Canada are defined in the Constitution Act, 1982, Section 35 (2) as including the “Indian, Inuit and Métis peoples of Canada.”

The growth rates for the Aboriginal* identity population for the periods 2011 to 2016, and 2006 to 2016, have been adjusted for incompletely enumerating Indian reserves and Indian settlements, and other changes in reserves to allow for comparison of the different census year periods.

Table 1 shows that the percentage of people identifying as Aboriginal (Indigenous) in the province of Saskatchewan in 2016 is 13.7%. That number increases to 34.4% when only the Prince Albert CA is considered. Both the overall provincial and Indigenous populations have experienced increases since 2016.

An appropriate 2019 equity workplace target for those employees identifying as Aboriginal* is 14.0% for the province as a whole, and 35.0% for Prince Albert CA.

Table 1 – Aboriginal* Identity Population in Saskatchewan, 15 to 74 Years of Age

    2001* 2006 2011 2016**
Saskatchewan Population 618,770 697,175 744,965 857,285
Aboriginal* Population 77,315 89,585 101,790 117,330
% Aboriginal* 12.5% 12.8% 13.7% 13.7%
Prince Albert CA Population 25,410 28,495 29,545 33,245
Aboriginal* Population 6,735 8,590 10,225 11,440
% Aboriginal* 26.5% 30.1% 34.6% 34.4%
           

 

[1] *In the Commission’s Equity Policy, the term “Indigenous” is used in place of “Aboriginal” in describing the First Nations, Inuit and Métis Peoples of Canada. This is in recognition of the history of the Indigenous People of Canada being the original owners of the land now known as Canada prior to European contact. The term “Aboriginal”, however, is used in the “Employment Equity Targets” section of this website for consistency with Statistics Canada’s language. “Aboriginal Peoples” are defined in section 35 of Canada Constitution Act, 1982 as including “the Indian, Inuit and Métis peoples of Canada”, the term “Indigenous” is the more acceptable collective word used to describe the original owners of the land and the Métis Peoples who are offspring of Indigenous and European ancestry. According to Statistics Canada, Aboriginal identity can be defined as those who are “First Nations (North American Indian), Métis or Inuk (Inuit) and/or those who are Registered or Treaty Indians (that is, registered under the Indian Act of Canada), and/or those who have membership in a First Nation or Indian band.” Statistics Canada –https://www12.statcan.gc.ca/census-recensement/2016/ref/98-501/98-501-x2016009-eng.cfm#a2_1.

*15 to 74 age group not published – these figures are for the population 15 to 64 years of age

Sources: 2001 = 97F0011XCB01004, 2006 = 97-558-XCB2006007, 2011 = 99-011-X2011028

** Source: 98-402-X2016009-T1-CMACA-Eng and 98-402-X2016009-T1-CANPR-Eng

Members of a Visible Minority

As with Indigenous identity, members of a visible minority group must self-identity as belonging to a particular group at the time of census taking. For the purposes of equity targets, the Commission defines members of a visible minority as, “persons, other than Indigenous Peoples, who are people of colour.”

The Employment Equity Act, S.C. 1995, c.44 defines visible minorities as, “persons, other than Indigenous Peoples, who are non-Caucasian in race or non-white in colour.” Statistics Canada reports that the visible minority population consists mainly of people who are: South Asian, Chinese, Black, Filipino, Latin American, Arab, Southeast Asian, West Asian, Korean, and Japanese.

According to the 2016 Census, members of a visible minority group aged 15 to 74 made up 10.6% of Saskatchewan’s population. In the Census Metropolitan Areas (CMA) of Regina and Saskatoon, members of a visible minority group constitute 16.8% of the population. The proportion is somewhat higher in Regina (17.3%) than in Saskatoon (16.3%).

The Commission’s previous equity targets were set at 6.6% for the province and 11.0% for the cities of Regina and Saskatoon. With population growth, the new recommendations are 10.6% for the province and 16.8% for the cities of Regina and Saskatoon.

Table 2 – Members of a Visible Minority Group in Saskatchewan, 15 to 74 Years of Age

    2001 2006      2011* 2016
Saskatchewan Population 618,770 697,175 671,205 790,405
Members of a Visible Minority Group 19,470 25,235 44,570 84,115
% Visible Minority Group 3.1% 3.6% 6.6% 10.6%
Regina and Saskatoon CMAs Population 280,615 320,465 325,835 395,005
Members of a Visible Minority Group 15,870 20,620 35,870 66,205
% Visible Minority Group 5.7% 6.4% 11.0% 16.8%

15 to 74 age group not published – these figures are for the population 15 to 64 years of age
Sources: 2001 = 95F0363XCB01004, 2006 = 97-562-XCB2006017, 2011 = 99-010-X2011029 

Persons Reporting a Disability

The previous equity target for people with disabilities of working age was 12.4%. This was based on the Canadian Survey on Disability (CSD) data from 2011.

Table 3 shows that the proportion of the Saskatchewan population aged 15 to 74 years reporting a disability increased from 12.4% to 22.2% in 2017. This represents a 78.7% change since 2011.

The increase can, however, be attributed to a content review of the CSD conducted in 2012, with experts and stakeholders identifying potential data gaps. As a result, new questions were added to the 2017 CSD that made the data collected more comprehensive and representative of the reality of disability in Canada. Based on this more accurate data, the Commission’s 2019 recommendation for the province for the equity target for employment of those with disabilities is 22.2%.

Table 3 – Saskatchewan Persons Reporting a Disability, 15 to 74 Years of Age

  2011 2017 Change (%)
Population 718,000 748,900 4.3%
Reporting a disability 89,220 166,270 86.4%
Percent Reporting a disability 12.4% 22.2% 78.7%

 

Women in Underrepresented Occupations

The proportion of women working in underrepresented occupations depends on two factors – the labour market availability of women overall, and the particular occupational groups which are designated as underrepresented.

For example, women represent 23.3% of those working within natural and applied sciences and related occupations. By contrast, women represent 9.4% of those working in transport and heavy equipment operation and related maintenance occupations.

Based on the percentage of women available to work between 15 and 74 years of age, the equity target for any organization is that 47.0% of its workplace will be women, and that employment in those percentages is to be found at all levels of the organization (e.g., management, labour, etc.).

Table 4 – Employment by Sex, Saskatchewan

  2012 2013* 2018
Total employment 537,100 555,200 557,400
Employed women 245,900 254,500 258,600
Percent women 45.8% 45.8% 46.4%

Summary

The Commission recommends organizations use the figures in Table 5 when planning for a representative workforce.

Table 5 – Recommended Targets, 2019

   Equity Group Target
    Indigenous Peoples  
         Provincial 14.0%
         Prince Albert CA 35.0%
     Members of a Visible Minority Group  
          Provincial 10.6%
          Regina/Saskatoon 16.8%
     Persons with Disabilities 22.2%
     Women in Underrepresented    Occupations 47.0%

We are pleased to share the 2019 Equity Targets with you. As you will see, the recommendations are derived from the 2016 Census of Population, the 2017 Canadian Survey on Disability, and the 2018 Labour Force Survey. The Commission is indebted to the Saskatchewan Bureau of Statistics for assistance given in the interpretation and compiling of this report.

The Commission urges you to review the targets, take stock of your employee team, and tell us where you are doing well, why you are succeeding, and where you need help. Any tips you would like to share that you have learned in the creation of an inclusive and diverse workforce are welcome. Likewise, any questions you have that will help improve and strengthen your work team are encouraged.

The Commission has a dedicated Business Help Line that is confidential and available free of charge. Our trained staff answer more than 500 calls per year from employers looking for guidance.

Last, if you have ideas how your organization might partner with the Commission to improve your workplace, please let us know.