Virtual WorkshopVirtual Workshop

Workforce Analysis

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Workforce Analysis

Purpose of the Workforce Analysis– To identify gaps in representation– To evaluate progress towards full representation

Where to get the data– Internal representation– External availability

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Workforce Analysis Tools

Tools available for employers:– Workforce Analysis in the Workplace Equity

Information Management System (WEIMS) – Workforce Analysis Template

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Workforce Analysis Template

• Template: Women or Aboriginal or Visible Minorities

Note: The above link can only be accessed from the Powerpoint Slideshow

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Workforce Analysis Template

• Template: Person with Disabilities

Note: The above link can only be accessed from the Powerpoint Slideshow

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Representation Data

Who is counted in the Workforce Analysis:– Permanent Full-time Employees– Permanent Part-time Employees– Temporary Employees

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Survey

To get the internal representation data, you need to do a Workforce Survey

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Survey How to do a Workforce Survey:

– Use questions in the Regulations– Require return of questionnaires– Mention completion is voluntary– Provide questionnaires at hiring– Send a yearly reminder– Provide a self-addressed-stamped envelope for return– Provide survey on-line (an option)

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Sample Communication

To All Employees, (Employer’s Name) is committed to achieving employment equity. Our goal is to eliminate barriers in the workplace that may prevent the full participation of all current and potential employees, especially those in the four designated groups (women, Aboriginal peoples, persons with disabilities and members of visible minorities). In following the principles of employment equity we are taking advantage of the diversity in Canada and being reflective of today’s society. However, application of this employment equity program will not change our fundamental principle of hiring and promoting based on qualifications and ability. This commitment can be fully supported only when all employees count themselves in, whether they are members of a designated group or not. Everyone benefits from fair and equitable treatment, this is why everyone is included in the survey process and why everyone is asked to participate. The completion of the attached form is voluntary. After its completion, please return it in the self-addressed envelope to Human Resources. The information collected will be treated as confidential and will only be used for employment equity purposes. Thank you for your support and cooperation. If you have any questions or comments, please do not hesitate to contact (Name and title of contact person) at (telephone number) or by e-mail at (e-mail address).

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Workforce SurveySample Questionnaire

Aboriginal Peoples 1. For the purposes of employment equity, “aboriginal peoples” means persons who are Indian, Inuit or Métis.

Based on this definition, are you an aboriginal person? Yes______ No______ Persons With Disabilities 2. For the purposes of employment equity, “persons with disabilities” means persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who:

(a) consider themselves to be disadvantaged in employment by reason of that impairment, or (b) believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment, and includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace. Based on this definition, are you a person with a disability?

Yes_____ No______ Members of Visible Minorities 3. For the purposes of employment equity, “members of visible minorities” means persons, other than aboriginal peoples, who are non-Caucasian in race or non-white in colour. Based on this definition, are you a member of a visible minority? Yes______ No______

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Workforce Analysis Template

• Sample Case for Women

Note: The above link can only be accessed from the Powerpoint Slideshow

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Workforce Analysis Template

• Sample Case for Persons with Disabilities

Note: The above link can only be accessed from the Powerpoint Slideshow

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Availability Data Supplied by Labour Program, from Statistics Canada’s data; and organized according to EEOGs and

NOC Unit Groups Source for data on Women, Aboriginal Peoples and Visible Minorities is the Census of Canada Source for data on Persons with Disabilities is the Post-censal survey (e.g., 2006 Participation and

Activity Limitation Survey)

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Tips In general, for Women, Aboriginal Peoples and Visible Minorities:

– Use Table 4 availability at EEOG level

– Use Table 5 availability at NOC level For Persons with Disabilities:

– Use Table 4 availability at EEOG level

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Tips

In general, for Women, Aboriginal Peoples and Visible Minorities:

– Use availability at EEOG level for the following EEOGs: 1, 2, 5, 7, 10-14 (explain exceptions)

– Use availability at NOC level for the following EEOGs: 3, 4, 6, 8, 9 (explain exceptions)

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Tips In general, for Women, Aboriginal Peoples and Visible Minorities:

– Use the largest geographical area from which you would reasonably recruit; usually EEOGs

• 1-3 would be National;

• 4, 6, 8, 9 Provinces/Territories; and

• 5, 7, 10-14 Census Metropolitan Areas (explain variance from this model)

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Tips

In general, for Persons with Disabilities:

– Use availability at EEOG and National levels (explain exceptions) Remember that these are general guidelines, and that exceptions are acceptable, as

long as they are supported

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Workforce Analysis Template

• Sample case for Women, Aboriginal and Visible Minorities

Note: The above link can only be accessed from the Powerpoint Slideshow

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Workforce Analysis Template

• Sample Case for Persons with Disabilities

Note: The above link can only be accessed from the Powerpoint Slideshow

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