Employment Equity at the Canada Revenue Agency

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Employment Equity at the Canada Revenue Agency

Annual Report 2013-2014

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© Her Majesty the Queen in Right of Canada, represented by the Minister of National Revenue, 2014.

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La version française de cette publication est intitulée L'équité en matière d'emploi à l'Agence du revenu du Canada - Rapport annuel 2013-2014.

A message from the Commissioner

I am pleased to present the Canada Revenue Agency (CRA) 2013-2014 Annual Employment Equity Report to Parliament.

The CRA’s performance continues to be strong in meeting its employment equity goals. I am proud to note that, for the eleventh year in a row, all four employment equity groups—Aboriginal peoples, persons with disabilities, visible minorities, and women—are fully represented within the CRA, remaining above their availability rates in the labour market.

I am particularly gratified to note that Aboriginal peoples and women are fully represented in the CRA’s Executive/Cadre Group, and that the number of women at this level is above their labour market availability rate. Further, the participation rate for the CRA’s 2014 national employee self-identification campaign has exceeded the rate set by the Canadian Human Rights Commission.

CRA’s success in increasing the representation and retention of our four designated groups at all levels of the organization is a reflection of the sustained dedication of every manager and employee within our organization to creating a workplace and culture of diversity and inclusion that goes well beyond meeting legislative requirements. As an employer of choice and top employer of young people, we are preparing to meet the challenges of the future. We will continue to place a high priority on employment equity practices in the CRA and by creating a representative organization that reflects, respects, and values the rich diversity of the Canadian population we serve.

Andrew Treusch
Commissioner

Table of Contents

Executive summary

The Employment Equity at the Canada Revenue Agency Annual Report for 2013-2014 has been prepared in accordance with section 21 of the Employment Equity Act. Each year the CRA produces the report for submission to the Treasury Board of Canada Secretariat, for subsequent tabling in Parliament on behalf of the CRA.

The report outlines the Canada Revenue Agency’s (CRA) key achievements during 2013-2014 in relation to goals established in the Strategic Direction for Employment Equity. The strategic direction is a multi-year plan that represents the CRA’s roadmap for building a representative workforce. It identifies specific and measurable objectives and initiatives that will be pursued for the four designated groups: Aboriginal peoples, persons with disabilities, visible minorities, and women.

During 2013-2014 the CRA continued to increase its representation of employment equity groups. For the eleventh consecutive year, internal representation of all the four designated groups continued to exceed their labour market availability.

The CRA was also successful in reducing and bridging gaps for certain designated groups at the employment equity occupational group (EEOG) level.

These are some of the key performance highlights:

  • Aboriginal peoples are fully represented in four of five major EEOGs, namely the middle and other managers, supervisors, program administration and senior clerical, and clerical personnel. Under-representation exists in the professionals occupational group.
  • Persons with disabilities remain fully represented in four of five major EEOGs: middle and other managers, professionals, program administration and senior clerical, and clerical personnel. Under-representation exists only in the supervisors occupational group.
  • Visible minorities are fully represented in four of five major EEOGs, with under-representation existing only in the supervisors occupational group.
  • Women are fully represented in the five major EEOGs.
  • With respect to representation in the executive group, Aboriginal peoples and women are fully represented, while the representation rates of persons with disabilities and visible minorities remain below their labour market availability.
  • The participation rate of visible minorities in management development programs increased from 27.3% in 2012-2013 to 31.5% in 2013-2014.

Over the past year, the CRA also continued to implement and promote various employment equity best practices and initiatives. For example:

  • The CRA continues to build and maintain a strong connection with the three federal government-wide Champions and Chairs Committees: Visible Minorities Champions and Chairs Committee; Persons with Disabilities Champions and Chairs Committee; and the Champions and Chairs Circle for Aboriginal Peoples. Each committee establishes priorities, takes stock of progress against employment equity objectives, and develops strategies and activities to address employment equity-related issues. The committees are chaired by a Deputy Minister Champion and each department or agency is represented by both a management and an employment equity group representative.
  • The CRA’s Agency Management Committee approved a new Employment Equity Governance Model for the CRA. Implementation of the new model, which began on April 1, 2013, resulted in the simultaneous formal dissolution of the four National Advisory Committees and the creation of the National Employment Equity and Diversity Committee as of April 30, 2013. The move from four separate national committees to a single national committee aligns with the CRA’s objective to achieve a streamlined, integrated and effective approach to employment equity and diversity.
  • The CRA continued to recruit, develop, and retain Aboriginal youth and employees through programs such as the Aboriginal Tax Officer Apprenticeship Program and the Aboriginal Student Employment Program.
  • The CRA hired 1,113 students in 2013-2014; 250, or 22.5 %, were visible minorities.
  • The CRA promoted special measures, such as the use of employment equity as a placement criterion, and used them to appoint qualified designated group members to positions where there was under-representation.
  • The Adaptive Technology Program continued to provide support for employees with disabilities and the necessary tools to ensure an accessible workplace.
  • A standardized process was developed to change an employee’s employment status from full-time to part-time when they are unable to work full-time hours due to an injury, illness, or medical condition.
  • Sensitivity and awareness training continued to be developed and delivered to employees and managers across the country on a range of topics such as duty to accommodate, Aboriginal culture, diversity, and mental health.
  • Through ongoing communication efforts, including an annual campaign, the CRA self-identification participation rate was at 89.3 %, the highest participation rate ever achieved by the CRA. It was well above the 80% rate the Canadian Human Rights Commission recommends.

Significant achievements marked 2013-2014. As we move forward, the CRA will continue to take meaningful measures and introduce positive practices to build and maintain a representative and inclusive workforce where diversity is welcomed and embraced.

Strategic approach to achieving employment equity goals

Aboriginal peoples

Key priorities in building and maintaining representation of Aboriginal peoples include recruiting Aboriginal youth, retaining Aboriginal employees and helping them develop their careers, and providing awareness training for CRA employees. In 2013-2014, the CRA was successful in attracting, recruiting, and developing Aboriginal students and employees through its Aboriginal Student Employment Program (ASEP) and the Aboriginal Tax Officer Apprenticeship Program (ATOAP). The CRA also continued to implement and promote various Aboriginal training sessions in each region to raise awareness among managers and employees about the issues and challenges of Aboriginal peoples.

Aboriginal Tax Officer Apprenticeship Program

The ATOAP is an employment equity initiative that addresses the need to recruit, develop, and retain qualified Aboriginal employees, as well as college and university graduates, on a national level.

This 24-month program offers challenging work assignments in areas such as audit, taxpayer services, and revenue collections. Throughout the program, apprentices have the opportunity to perform audits, interpret and apply the Excise Tax Act and Income Tax Act, respond to verbal and written enquiries from a variety of taxpayers, deal with tax practitioners and other professionals, and administer and collect outstanding accounts receivable for all revenue types. Participants in the program also get support from mentors, coaches, and specialized training courses.

Apprentices begin the program at the SP-04 level and, when they complete the program successfully, are promoted to an SP-05 position. The experience and competencies gained through the ATOAP are invaluable and help prepare and position participants for progressively challenging roles.

In 2013-2014, four new recruits joined the ATOAP and two participants successfully completed the program.

Aboriginal Student Employment Program

Through the ASEP, the CRA provides Aboriginal youth at the high school and post-secondary levels with the opportunity to work in various program areas on a full-time and part-time basis throughout the school year. The program also offers challenging work assignments that help students better prepare for a future career with the CRA. Where feasible, students are permanently bridged into full-time positions within the CRA after they successfully complete their academic studies.

In 2013-2014, this program provided employment opportunities to 99 students. The success of this program is a result of the continued efforts of senior management, hiring managers, and student recruitment advisors at the CRA. Members of the CRA’s Aboriginal committees have also developed and maintained strong relationships with various local community groups and organizations serving Aboriginal communities within each region to promote the CRA’s student employment opportunities.

Each year, the ASEP continues to be supported by a fund of $240,000. Each region also contributes additional financial support to the program. In 2013-2014, the regions contributed a total of over $583,000 in addition to the allocated fund. This gave many Aboriginal youth across the country the opportunity to gain meaningful work experience at the CRA.

Aboriginal awareness training

In 2013-2014, the CRA continued to educate employees and managers about the importance of Aboriginal issues from a historical, cultural, and contemporary perspective. Throughout the year, the CRA promoted its online Aboriginal Awareness course. In total 1,374 employees and managers took the course in 2013-2014.

In addition, the CRA continues to support regional Aboriginal elder programs as they provide support, teaching, and advice to employees and managers. The elder program promotes a respectful workplace, while increasing awareness and understanding of Aboriginal customs, traditions, and heritage among all employees.

Persons with disabilities

To build and maintain representation of persons with disabilities, priorities focus on accommodation, accessibility, and sensitivity and awareness training. The CRA’s Technical Aids Fund, the Adaptive Technology Program, and education on the duty to accommodate all contribute to these priorities and help persons with disabilities to work in an accessible workplace.

Technical Aids Fund

Established many years ago, the purpose of this fund is to help cover some of the costs associated with providing work-related technical aids to support employees with disabilities. Some of the tools and services funded by the Technical Aids Fund include braille displays, zoom text, attendant services, captioning services, electric height-adjustable workstations, oversized computer monitors, and psychological assessments during the assessment phase of a staffing process (for employees who have identified that they need accommodations due, for example, to learning disabilities).

During 2013-2014, more than $36,000 was expended under the Technical Aids Fund.

Adaptive Technology Program

The Adaptive Technology Program supports employees with disabilities and helps them to optimize their contributions to the workplace by providing an accessible work environment. Specifically, the CRA’s Adaptive Technology Program provides software and hardware that have been designed to help persons with disabilities carry out their work activities. Adaptive technology products include assistive devices, technical aids, and hardware/software tools that make an environment more accessible to persons with functional limitations. Clients of the program are CRA employees who have a wide range of temporary or permanent disabilities or functional limitations.

In 2013-2014, 142 adaptive technology products were provided to 81 employees, 45 of whom were new to the program. The CRA currently provides adaptive technology services to 820 employees.

Resources to promote disability management

The online tool called Managing Illness and Injury Process, which is an innovative resource that supports consistent and effective management of disability cases, continued to be promoted to CRA managers.

The CRA’s Injury and Illness Policy and the supporting Managing Illness and Injury Process tool help employees who have an injury, illness, medical condition, or disability to remain at work or return to work safely and quickly. In October 2013, the CRA implemented an interim disability management reporting system to collect data related to injury and illness. The system will provide consistency in how cases are tracked and managed and will provide the CRA with baseline data for developing an Early Intervention and Return to Work Program that will be supported by a comprehensive, integrated, workplace relations case management system.

Sensitivity awareness training

Information sessions and workshops on accommodation and disability issues have helped to raise awareness and understanding of the strengths and challenges of persons with disabilities; address concerns, stereotypes, and misconceptions; and create an open, accommodating, and respectful work environment.

The CRA continues to offer the Just Ask Me workshop to broaden awareness of accommodation issues in the workplace. This interactive workshop focuses on the legal obligations of workplace accommodation, the roles and responsibilities of various parties in achieving effective accommodation, and the steps involved in the process. It also provides information that helps managers respond to accommodation requests from employees in an appropriate, sensitive, and timely manner. In 2013-2014, 88 employees and managers attended the Just Ask Me workshop.

An online learning product called Workplace Accommodation for Designated Group Members continued to raise awareness of the importance, benefits, and underlying principles of workplace accommodation. The product serves as a stand-alone learning tool or as a supplement to any facilitated classroom course. Alternatively, it can be used as a refresher to any classroom training on the subject. In 2013-2014, 721 employees took the online course.

The CRA’s Employee Assistance Program continued to promote a psychologically healthy work environment by offering workshops and information sessions on mental health in the workplace to employees and managers. In 2013-2014, the Employee Assistance Program offered 65 workshops entitled Mental Health at Work for Employees to 1,087 employees, and offered 75 workshops entitled Mental Health in the Workplace for Managers to 1,067 managers and 171 union representatives. As well, 49 information sessions on mental health were delivered to 1,525 employees across the country. These services help to destigmatize mental health issues in the workplace and provide training on how to support employees dealing with mental health issues.

Managers sought out 151 advisory sessions on mental health, disability, and return to work. Human resources professionals requested 57 advisory sessions and the unions sought 19. Almost all of these advisory sessions were offered by the CRA’s Employee Assistance Program coordinator-counsellors who are trained mental health professionals.

Visible minorities

Key priorities for visible minorities include developing leadership skills and competencies to increase representation in the middle and other managers group, the supervisors group, and the executive group. Additional priorities include diversity awareness training for managers and increasing permanent appointments of post-secondary graduates from visible minorities.

In 2013-2014, the CRA continued to offer developmental assignments to visible minority employees to help them gain the competencies and experience they need to reach management and supervisory positions. As a result, the CRA has been effective in increasing representation of visible minorities in the middle and other managers group and, for the fifth consecutive year, the gap remained bridged. Representation in the supervisors group increased by 1.2%, but remained below their 15.0% labour market availability.

Some of the key initiatives and measures undertaken over the last year are highlighted below.

Career development of visible minority employees

Visible minority participation in management development programs was at 31.5% as of March 31, 2014, surpassing the 20% goal set in the CRA’s Strategic Direction for Employment Equity. This approach helps to create a representative feeder pool of visible minorities for positions in the middle and other managers, supervisors, and executive groups.

The CRA continues to support visible minority employees who are seeking management and supervisory positions by offering them acting assignments that broaden their work experience and help them develop the competencies they need for leadership roles. Initiatives include acting assignments, mentoring and coaching opportunities, official languages training, tuition reimbursement, and education sessions about the competencies they need to advance to supervisory and management positions.

Official languages training

The CRA recognizes the importance of bilingualism in the workplace, particularly in supervisory, managerial, and executive positions. In 2013-2014, the CRA continued to promote its online language training course called “Pour l’amour du français / For the Love of English.” This course gave employees the flexibility to choose the time, place, and pace of learning in an environment that met their needs. This was a self-directed course, supported with tutoring. Many regions also offered instructor-led, full-time, and part-time language training to visible minority employees to increase their proficiency in both official languages.

Student hiring

In 2013-2014, the CRA hired 1,113 students, 250 (or 22.5%) of whom were visible minorities.

As part of its post-secondary recruitment efforts, the CRA also continued to participate in career fairs and recruitment outreach and held information sessions on post-secondary campuses across the country. These venues gave CRA hiring managers the opportunity to promote the CRA as a prospective employer with competitive benefits and excellent career opportunities.

Diversity sensitivity training for managers

The CRA continued to offer diversity training and information sessions to managers and employees across the country to promote and create an open, inclusive, and respectful workplace.

The human resources module of the CRA’s Management Group Learning Program was ended in the fall of 2013 and replaced by the Leadership Plus blended four-phase program. Five hundred new managers participated in the program where they went through a variety of modules critical to their learning, including the theme called Managing Talent, which encompasses critical human resources-related topics.

In 2013-2014, 3,246 employees accessed the CRA’s online course entitled Diversity: Our Differences, Our Similarities. The course gives employees strategies to improve service delivery to an increasingly diverse population, while improving communication with coworkers.

Women

The key priorities for women include supporting their professional development in management and leadership positions and maintaining their improved representation in the professionals occupational group.

Career development initiatives

The CRA continued to fully support the career development and progression of women in 2013-2014 by implementing and promoting a variety of initiatives, such as:

  • providing developmental opportunities in audit and managerial positions to help women gain the experience, skills, and competencies they need to progress;
  • implementing formal or informal mentoring programs;
  • offering job shadowing and professional coaching opportunities to help women develop the technical and behavioural competencies they need to advance;
  • using employment equity as placement criterion for appointments to positions in the professionals occupational group;
  • promoting the CRA’s management development programs and encouraging women to apply;
  • continuing to engage in career discussions and provide guidance and encouragement to women seeking advancement;
  • continuing to offer on-site accounting courses as a way to increase the number of women who meet the educational requirements for positions in the professionals occupational group;
  • encouraging higher education, leading to designations and certificates, and providing financial assistance;
  • continuing to provide “Taking the Stage” to train female employees in becoming effective leaders by developing their communication skills and helping with their career development in the professional stream; and
  • continuing to fully promote and support healthy work-life balance and offer flexible work arrangements where operationally feasible.

Initiatives among the four designated groups

The CRA’s approach to employment equity continues to include a number of horizontal initiatives that address the needs of Aboriginal peoples, persons with disabilities, visible minorities, and women. These initiatives help to recruit, develop, train, and retain all designated group members, while creating an inclusive, healthy, and productive work environment.

Special measures

The CRA continued to take special measures to recruit, train, promote, and retain qualified designated group members, as permitted under the provisions of the Employment Equity Act. In 2013-2014, the following special measures were used to increase and maintain the representation of designated groups in occupational groups where there was under-representation:

  • using employment equity as placement criterion where gaps exist; and
  • using special programs (such as the Aboriginal Tax Officer Apprenticeship Program and Aboriginal Student Employment Program) and tools (like the management group simulation exercise) to attract, retain, and develop designated group members.

Commemorative events

In 2013-2014, branch, regional, and local employment equity committees promoted, organized, and hosted numerous commemorative days such as:

  • Black History Month
  • International Women’s Week
  • International Women’s Day
  • International Day for the Elimination of Racial Discrimination
  • Asian Heritage Month
  • Aboriginal Awareness Week
  • National Access Awareness Week
  • National Aboriginal Day
  • Women’s History Month
  • International Day of Persons with Disabilities
  • National Day of Remembrance and Action on Violence Against Women

By recognizing and celebrating these commemorative days and events, the CRA continues to raise awareness, support, and respect for employment equity and diversity among its employees and managers across the country.

Consultation, committees, and communication

The CRA’s Agency Management Committee approved a new Employment Equity Governance Model for the CRA. The new model, implemented on April 1, 2013, resulted in the simultaneous formal dissolution of the four National Advisory Committees and the creation of the National Employment Equity and Diversity Committee as of April 30, 2013. The purpose of this move was to achieve a streamlined, integrated and effective approach to employment equity and diversity. During 2013-2014, the National Employment Equity and Diversity Committee had two meetings (one in-person and one conference call).

In 2013-2014, the CRA continued to consult with its network of employment equity stakeholders, which include the National Employment Equity and Diversity Committee, the regional human resources community, and the national unions. All regions held employment equity forums and meetings to discuss their regional workforce analysis, develop or modify action plans to address areas of under-representation, and share best practices. Regional union representatives also participated in these meetings.

The CRA continues to build and maintain a strong connection with the three federal government-wide Champions and Chairs Committees: Visible Minorities Champions and Chairs Committee; Persons with Disabilities Champions and Chairs Committee; and the Champions and Chairs Circle for Aboriginal Peoples. Each committee establishes priorities, takes stock of progress against employment equity objectives, and develops strategies and activities to address employment equity-related issues. The committees are chaired by a Deputy Minister Champion and each department or agency is represented by both a management and an employment equity group representative.

The statistical picture for the CRA

The CRA workforce

As of March 31, 2014, the CRA had 40,608 employees (including permanent employees and term employees of three months or more but excluding the Executive Group and students) distributed across eight EEOGs. Most of the CRA’s workforce is distributed across the five major occupational groups, EEOG 02, 03, 05, 07, and 10 (Figure 1). Data relating to employees in the executive group is shown separately in this report (Table 3).

Nationally, all four designated groups continued to surpass their labour market availability. Furthermore, the representation of three of the four employment equity designated groups (Aboriginal peoples, persons with disabilities and visible minorities) increased since the previous year (Table 1).

In the executive group, Aboriginal peoples and women are fully represented. Aboriginal peoples increased from 2.7% to 2.9% and women increased from 45.8% to 47.5% since 2012-2013. The representation rate of persons with disabilities decreased from 3.6% to 3.1% while visible minorities remained at 12.3%, below the 13.3% labour market availability (Table 3).

In terms of salary distributions, of all 41,056 CRA employees which includes the executive group (EC 1-6), 19.9% of the internal population earned less than $50,000. This is a decrease of 1.6% from 2012-2013. The proportions for the four designated groups earning less than $50,000 varied: Aboriginal peoples at 23.8%, persons with disabilities at 21.3%, visible minorities at 17.6%, and women at 23.7%, compared to their 2012-2013 respective rates of 26.1%, 22.7%, 18.9%, and 25.5% (Table 6).

With respect to age, as of March 31, 2014, the average age of CRA employees (including those in the executive group), was 46.3 years. The average employee age was higher in the executive group at 52.0 years, and was lower in the program administration and senior clerical occupational group (EEOG 07) at 45.2 years, and in the clerical personnel occupational group (EEOG 10) at 46.2 years. Of the four designated groups, the average age of persons with disabilities is higher at 50.0 years and lower among Aboriginal peoples at 45.5 years, visible minorities at 44.5, and women at 46.4 years (Table 7).

Figure 1

Distribution of CRA Employees by Major Employment Equity Occupational Group (EEOG), as of March 31, 2014

Aboriginal peoples

  • Representation of Aboriginal peoples at the national, CRA-wide level increased from 3.2% in 2012-2013 to 3.3%, remaining above their labour market availability of 2.4%.
  • Aboriginal peoples are fully represented in four of the five major EEOGs: the middle and other managers group (EEOG 02), the supervisors group (EEOG 05), the program administration and senior clerical group (EEOG 07), and clerical personnel group (EEOG 10). They are under-represented in the professionals group (EEOG 03).
  • Their representation in the executive group increased from 2.7% in 2012-2013 to 2.9% in 2013-2014, above their labour market availability of 2.0%. Their participation in management development programs increased from 4.3% to 4.5% this last year.
  • From March 31, 2013, to March 31, 2014, the representation of Aboriginal peoples in permanent positions remained at 3.4% and term positions increased from 2.6% to 2.7%.
  • Aboriginal peoples represented 1.3% of all hires in 2013-2014, a decrease of 0.2% from 2012-2013. With respect to promotions, Aboriginal peoples comprised 2.9% of all employees who received a promotion in 2013-2014. The separation rate for Aboriginal peoples was 2.9%, a decrease from 3.2% in 2012-2013.
  • The average age of Aboriginal peoples was 45.5 years, compared to 46.3 years for all CRA employees.
  • The Ontario and Prairie Regions have 59.8% of Aboriginal employees.

Figure 2

Representation of Aboriginal Peoples by Major Employment Equity Occupational Group (EEOG), as of March 31, 2014

Persons with disabilities

  • Representation of persons with disabilities at the national, CRA-wide level increased from 6.8% in 2012-2013 to 7.2%, above their labour market availability of 3.8%.
  • Persons with disabilities are fully represented in four of the five major EEOGs: the middle and other managers group (EEOG 02), the professionals group (EEOG 03), the program administration and senior clerical group (EEOG 07), and the clerical personnel group (EEOG 10). Under-representation continues to exist in the supervisors group (EEOG 05).
  • Their representation in the executive group decreased from 3.6% in 2012-2013 to 3.1% in 2013-2014, slightly below their labour-market availability of 3.2%. Their participation in management development programs decreased from 8.6 to 5.6% over this past year.
  • From March 31, 2013, to March 31, 2014, the representation of persons with disabilities in permanent positions increased from 7.3% to 7.6%. Their representation in term positions increased 4.8% to 5.2%.
  • Persons with disabilities represented 3.2% of all hires in 2013-2014, an increase of 0.3% from 2012-2013. With respect to promotions, persons with disabilities comprised 5.3% of all employees who received a promotion in 2013-2014. The separation rate for persons with disabilities was 8.3% an increase from 7.6% in 2012-2013.
  • The average age of persons with disabilities is 50.0 years, the highest of all designated groups in the CRA.

Figure 3

Representation of Persons with Disabilities by Major Employment Equity Occupational Group (EEOG), as of March 31, 2014

Visible minorities

  • Representation of visible minorities at the national, CRA-wide level increased from 20.4% in 2012-2013 to 21.8%, continuing to exceed their labour-market availability of 15.8%.
  • Visible minorities are fully represented in four of the five major EEOGs: the middle and other managers group (EEOG 02), the professionals group (EEOG 03), the program administration and senior clerical group (EEOG 07), and the clerical personnel group (EEOG 10), with under-representation existing only in the supervisors group (EEOG 05).
  • Their representation in the executive group remains below their labour-market availability of 13.3%, with internal representation remaining the same from the previous year at 12.3%. Their participation in management development programs increased from 27.3% in 2012-2013 to 31.5%, exceeding the established goal of 20%.
  • From March 31, 2013, to March 31, 2014, their representation in permanent positions increased from 19.6% to 20.8%. Their representation in term positions increased from 23.7% to 26.5%.
  • Visible minorities represented 31.9 % of all hires in 2013-2014, an increase of 11.5% from 2012-2013. With respect to promotions, visible minorities comprised 29.0% of all employees who received a promotion in 2013-2014. The separation rate for visible minorities was 18.3%, an increase from 16.2% in 2012-2013.
  • Visible minorities have the lowest average age of all CRA employees, at 44.5 years.
  • The Ontario and Pacific Regions have 59.5% of all visible minorities at the CRA.

Figure 4

Representation of Visible Minorities by Major Employment Equity Occupational Group (EEOG), as of March 31, 2014

Women

  • From 2012-2013 to 2013-2014, the representation of women at the national, CRA-wide level decreased slightly from 61.1% the previous year to 61.0%, continuing to exceed their labour-market availability of 58.8%.
  • Women are fully represented in five major occupational groups: the middle and other managers group (EEOG 02), the professional group (EEOG 03), the supervisors group (EEOG 05), the program administration and senior clerical group (EEOG 07), and the clerical personnel group (EEOG 10).
  • Their representation in the executive group increased from 45.8% to 47.5% over the last year, above their labour-market availability of 37.1%. Their participation in management development programs also increased from 58.3% in 2012-2013 to 62.9% in 2013-2014.
  • From March 31, 2013, to March 31, 2014, their representation in permanent positions decreased slightly from 60.3% to 60.2%.Their representation in term positions increased from 64.3% to 64.6%.
  • Women represented 55.8% of all hires in 2013-2014, a decrease of 0.7% from 2012-2013. With respect to promotions, women comprised 61.5% of all employees who received a promotion in 2013-2014. The separation rate for women was 66.2%, a decrease from 67.0% in 2012-2013.
  • The average age of women is 46.4 years.

Figure 5

Representation of Women by Major Employment Equity Occupational Group (EEOG), as of March 31, 2014

Technical notes

  1. Period under review

    This report covers the 2013-2014 fiscal year, from April 1, 2013 to March 31, 2014.
  2. Workforce covered by the report and the source of data

    This report contains information on permanent employees and term employees of three months or more. It takes into account active and temporarily inactive employees, such as employees on maternity leave and people on leave for the care and nurturing of preschool children.

    This report does not include information on students or term employees of less than three months.

    Data on employees in the executive group is analyzed separately in this report, since staffing for this group is conducted nationally rather than regionally or locally. Representation rates are compared with national labour market availability rates.

    The data in this report comes from the CRA’s corporate administrative system. The self-identification information (obtained through voluntary disclosure) of employees who are Aboriginal peoples, persons with disabilities, and visible minorities is kept confidential and secure. Only designated statistics specialists and employees in the Official Languages and Employment Equity Division have access to the data. The data on women originates from employee files.

    This report presents the statistical profile of the members of the four designated groups at the end of the fiscal year and compares their internal representation rates with their labour market availability rates. Employment and Social Development Canada provides the labour market availability rates of members of the four designated groups. The labour market availability rates of Aboriginal peoples, visible minorities, and women come from the 2006 census of Canada. These rates are calculated from figures based on the total Canadian workforce, including persons aged 15 years and over who worked anytime between January 1, 2005, and May 16, 2006. The labour market availability rates of persons with disabilities come from the 2006 Participation and Activity Limitation Survey and were derived from the population aged between 15 and 64 who worked anytime between 2001 and 2006.

    The data from the 2011 census was not available at the time this report was prepared. The 2011 Census data is expected to be available late 2014.
  3. Weighting method

    The CRA workforce analysis uses the national occupational classification system, developed by Employment and Social Development Canada in cooperation with Statistics Canada. This system classifies occupations using two criteria: type of skills (type of occupation or field of work) and level of skills (time and length of training). The CRA workforce analysis measures the internal representation of members of the designated groups and compares it with the labour market availability rates of these groups.

    This report presents data on hirings, promotions, and separations of employees in the designated groups during the fiscal year. The report also gives information on the salary ranges of designated group members in relation to the overall CRA workforce and on the age distribution of CRA employees by designated group and major employment equity occupational groups.

Definitions

Employment equity occupational group (EEOG)

The unit group occupations from the National Occupational Classification (NOC), used by Statistics Canada, and regrouped into 14 employment equity occupational groups to reflect the occupational structure within an organization.

Hiring

An employee (permanent employee or term employee of three months or more) taken on strength (hired) at the CRA during the fiscal year that this report covers. The figures reflect the number of employees hired and may include more than one staffing action for term employment.

Permanent employee

An employee appointed to the CRA for an unspecified time.

Promotion

An appointment to a new position where the maximum rate of pay is greater than that of the employee’s substantive position by:

  • an amount equal to the lowest increase in the new position; or
  • an amount equal to a maximum rate of 4% of the new position.

Separation

A permanent employee or term employee of three months or more who is struck off strength (leaves the CRA during the fiscal year covered by this report. The figures reflect the number of employees who leave the CRA and may include more than one staffing action for term employees. The number of separations includes people who retired or resigned and those whose term employment ended. People on leave without pay are not included in the separation data because their leave is temporary.

Workforce availability

The CRA workforce availability includes the distribution of persons in the designated groups as a percentage of the entire Canadian workforce, and includes data for Canadian citizens and landed immigrants, which is reflected in the organization’s staffing directives. Workforce availability for employees is based on the figures for the total Canadian workforce (in accordance with the census of Canada definition) who held employment in the Canadian labour market corresponding to the occupations at the CRA.

Tables

Table 1
Representation of Designated Group Members at the Canada Revenue Agency (CRA) as of March 31, 2014

Table 2
Distribution of Hiring, Promotion, and Separation of Designated Group Members at the CRA from April 1, 2013, to March 31, 2014

Table 3
Representation of CRA Designated Group Members in the Executive Group as of March 31, 2013, and March 31, 2014

Table 4
Representation of CRA Designated Group Members on Management Development Programs as of March 31, 2013, and March 31, 2014

Table 5
Distribution of Designated Group Members at the CRA by Employment Equity Occupational Group (EEOG) as of March 31, 2014

Table 6
Distribution of Designated Group Members at the CRA by Salary Range as of March 31, 2014

Table 7
Distribution of Designated Group Members at the CRA by Age and Major Employment Equity Occupational Group (EEOG) as of March 31, 2014

Table 8
Distribution of Designated Group Members at the CRA by Employment Status as of March 31, 2014

Table 9
Distribution of Designated Group Members at the CRA by Region as of March 31, 2014

Table 1

Representation of Designated Group Members at the Canada Revenue Agency (CRA), as of March 31, 2014
Total Aboriginal Peoples Persons with Disabilities Visible Minorities Women
Nbr Nbr % Nbr % Nbr % Nbr %
Representation within the CRA* 40,608 1,328 3.3% 2,907 7.2% 8,853 21.8% 24,778 61.0%
Labour Market Availability** 2.4% 3.8% 15.8% 58.8%

Source: Data from Corporate Administrative System, as of March 31, 2014.

Notes:

* Representation at the CRA includes permanent employees and term employees of three months or more;
Does not include the executive group (EC 1-6)
** The labour market availability (LMA)for Aboriginal Peoples, visible minorities, and women is from the 2006 Census of Canada. The LMA for persons with disabilities is from the 2006 Participation and Activity Limitation Survey.

Table 2

Representation of Hiring, Promotion, and Separation of Designated Group Members at the CRA from April 1, 2013, to March 31, 2014
Total CRA* Aboriginal Peoples Persons with Disabilities Visible Minorities Women
Nbr % Nbr % Nbr % Nbr %
Hiring 1,584 21 1.3% 50 3.2% 505 31.9% 884 55.8%
Separation 5,263 155 2.9% 435 8.3% 963 18.3% 3,482 66.2%
Promotion 3,171 93 2.9% 197 5.3% 920 29.0% 1,951 61.5%

Source: Data from Corporate Administrative System, as of March 31, 2014.

Notes:

* Representation at the CRA includes permanent employees and term employees of three months or more.

Does not include the executive group (EC 1-6).

Table 3

Representation of CRA Designated Group Members in the Executive Group, as of March 31, 2013, and March 31, 2014
Aboriginal Peoples Persons with Disabilities Visible Minorities Women
Internal Representation* - 2013-2014 2.7% 3.1% 12.3% 47.5%
Internal Representation* - 2012-2013 2.7% 3.6% 12.3% 45.8%
Labour Market Availability** 2.0% 3.2% 13.3% 37.1%

Source: Data provided by the CRA Executive Personnel Programs Directorate, as of March 31, 2013, and March 31, 2014.

Notes:

The total number of employees in the executive group was 478 as of March 31, 2013, and 448 as of March 31, 2014.

* Internal Representation includes DM (2 people) and EC 1-6 (476 people)
** The labour market availability (LMA) for Aboriginal Peoples, visible minorities, and women is from the 2006 Census of Canada. The LMA for persons with disabilities is from the 2006 Participation and Activity Limitation Survey.

Table 4

Representation of CRA Designated Group Members on Management Development Programs, as of March 31, 2013 and March 31, 2014
Aboriginal Peoples Persons with Disabilities Visible Minorities Women
Representation on Management Development Programs** 2014 4.5% 5.6% 31.5% 62.9%
Representation on Management Development Programs* 2013 4.3% 8.6% 27.3% 58.3%

Source: Data provided by the CRA Executive Personnel Programs Directorate, as of March 31, 2013, and March 31, 2014.

Note:

Includes participants in the Management Trainee Program, Middle Management Development Program, and Executive Development Program.

Table 5

Representation of Designated Group Members at the CRA by Employment Equity Occupational Group (EEOG), as of March 31, 2014

Source: Data from Corporate Administrative System, as of March 31, 2014.

Notes:

* Does not include executive group (EC 1-6).
** The labour market availability (LMA) for Aboriginal peoples, visible minorities, and women is from the 2006 census of Canada. The LMA for persons with disabilities is from the 2006 Participation and Activity Limitation Survey.

Table 6

Distribution of Designated Group Members at the CRA by Salary Range, as of March 31, 2014

Source: Data from Corporate Administrative System, as of March 31, 2014.

Note:

* Includes executive group (EC 1-6).The % column represents the designated group’s share of each salary band. For example, in the % column under Women, 71.8% represents the percentage of women in the $45,000–$49,999 salary range. The CUM % column represents the cumulative total percentage of the designated group’s share up to and including the identified salary band. For example, in the CUM % column under Women, 23.7% of all women earned less than $50,000, as of March 31, 2014.

Table 7

Distribution of Designated Group Members at the CRA by Age Group, as of March 31, 2014

Source: Data from Corporate Administrative System, as of March 31, 2014.

Table 8

Representation of Designated Group Members at the CRA by Employment Status at the CRA, as of March 31, 2014

Permanent employess and term employees of three months or more*

At the CRA Aboriginal Peoples represent 3.3% of the population by employment status, Persons with Disabilities are 7.2%, Visible Minorities are 21.8% and Women 61.0%.

Permanent employees*

At the CRA Aboriginal Peoples represent 3.4% of permanent employees, Persons with Disabilities are 7.6%, Visible Minorities are 20.8% and Women 60.2%.

Term employees of three months or more*

At the CRA Aboriginal Peoples represent 2.7% of term employees of three months or more, Persons with Disabilities are 5.2%, Visible Minorities are 26.5% and Women 64.6%.

Source: Data from Corporate Administrative System, as of March 31, 2014.

Note:

* Excludes the executive group (EC 1-6).

Table 9

Representation of Designated Group Members at the CRA by Region, as of March 31, 2014
Region Total Employees* Aboriginal Peoples Persons with Disabilities Visible Minorities Women
Nbr Nbr % Nbr % Nbr % Nbr %
Atlantic 3,530 102 2.9% 293 8.3% 94 2.7% 2,482 70.3%
Quebec 4,922 62 1.3% 287 5.8% 615 12.5% 3,143 63.9%
Ontario 12,471 370 3.0% 973 7.8% 3,485 27.9% 7,676 61.6%
Prairies 5,690 424 7.5% 446 7.8% 1,213 21.3% 3,689 64.8%
Pacific 4,331 171 3.9% 287 6.6% 1,781 41.1% 2,630 60.7%
Headquarters 9,664 199 2.1% 621 6.4% 1,665 17.2% 5,158 53.4%
Total CRA 40,608 1,328 3.3% 2,907 7.2% 8,853 21.8% 24,778 61.0%

Source: Data from Corporate Administrative System, as of March 31, 2014.

Notes:

* Includes permanent employees and term employees of three months or more;
Does not include the executive group (EC 1-6).

Date modified:
2015-05-07