Employment Equity in the Office of the Auditor General of Canada—Annual Report 2020–21
Table of Contents
- Introduction
- Employment Equity Environment
- Application of the Employment Equity Act
- Employment Equity Plan
- Employment Equity Implementation
- Employment Equity Numbers
- Public Service Employee Survey results on diversity and inclusion
- Conclusion
- Appendix A—Office of the Auditor General of CanadaOAG Employment Equity Action Plan: 2020–21 Commitments, Targets, and Results
- Appendix B—Statistics
- List of Tables
Introduction
This annual report on employment equity in the Office of the Auditor General of Canada (OAG) outlines the state of employment equity representation for the 2020–21 fiscal year.
Employment Equity Environment
Enabling legislation
The OAG has a legislative basis in the Auditor General Act, the Financial Administration Act, and a number of other statutes. The Auditor General’s powers are set forth in legislation passed by Parliament.
Independence from government
The OAG differs from most other government departments and agencies because of its independence from the government of the day and its reporting relationship to Parliament. Controls are in place to ensure the OAG’s independence, including exemptions from certain Treasury Board policy requirements, its status as a separate employer, and a 10-year non-renewable term for the Auditor General.
Application of the Employment Equity Act
The OAG is subject to the Employment Equity Act, in accordance with subsection 4(1)(c).
Work
The OAG serves Parliament by providing it with objective, fact-based information and expert advice on government programs and activities, gathered through audits. Parliamentarians use OAG reports to oversee government activities and hold the federal government to account for its handling of public funds.
The work completed by the OAG is called legislative auditing. The Auditor General of Canada is an Officer of Parliament who carries out work on behalf of Parliament and who is accountable to Parliament.
The OAG carries out 3 main types of legislative audits: financial audits, performance audits of federal departments and agencies, and special examinations of Crown corporations.
The OAG audits a vast range of activities conducted by the Government of Canada and the governments of Yukon, Northwest Territories, and Nunavut. These activities cover a wide variety of topics such as health, culture, the environment, finance, agriculture, transportation, and scientific research. Since 1995, the OAG has also had a specific environment and sustainable development mandate, established through amendments to the Auditor General Act.
Employees
As at 31 March 2021, the OAG employed 761 people between its head office in Ottawa and 4 regional offices in Vancouver, Edmonton, Montréal, and Halifax.
The OAG’s audit professionals are highly qualified in their fields and bring a rich mix of academic disciplines and experience to their work. They include accountants, engineers, lawyers, management experts, information technology professionals, environmental specialists, and economists. All financial audit trainees have a bachelor’s degree. The remaining audit staff have either a graduate degree or a bachelor’s degree and Chartered Professional Accountant (CPA) designation, and some also have additional credentials.
The OAG is supported by employees in a range of professions, such as legal services, professional development, editorial services and translation, international relations, information technology, security, information management, human resource management, financial management, communications, audio visual services, parliamentary liaison, and desktop publishing and publications and graphic design.
Work environment
The OAG is committed to providing a caring work environment where all are treated with dignity and respect and all are supported as they strive toward fulfilling their career aspirations. The OAG encourages open and honest communication to create a climate of trust and collaboration. It values diversity and supports the maintenance of mental health, continuous learning, and work-life balance.
OAG employees are expected to demonstrate personal integrity and ethics and to adhere to OAG values, standards, and codes of conduct. People management competencies and behaviours are evaluated when staffing positions and are discussed periodically during check-ins between managers and employees. These discussions serve to support employees’ development, growth, and achievement of desired results.
Through its Mental Health Strategy, which was launched in June 2019, the OAG aims to raise awareness about mental health and to foster a healthy, safe, supportive, and inclusive workplace. The strategy’s Roadmap for 2019 to 2022 sets out organizational goals, the necessary activities to achieve them, and the measurable outcomes for employees and the OAG. As part of this strategy, the OAG identifies actions to increase diversity and raise awareness about inclusion and respect in the workplace.
The OAG has also made some progress to advance anti-racism, equity, diversity, and inclusion since the Clerk of the Privy Council released the call to action. At this stage, the OAG is focused on 3 areas identified by the Clerk that establish the groundwork for continued diversity and inclusion activities:
- empowering employees to speak up about bias and oppression and better equipping managers to address these issues
- committing to office-wide education on racism, reconciliation, accessibility, equity, and inclusion, and fostering a safe, positive environment where these conversations are encouraged throughout the workplace
- measuring progress and driving improvements in the employee workplace experience by monitoring disaggregated survey results and related operational data
Commitment to diversity and inclusion starts at the top. That is why the OAG’s Executive Committee and the Equity, Diversity, and Inclusion Champion signed an anti-racism statement that commits to concrete actions with regards to diversity and inclusion. Senior managers have been educating themselves about diversity and inclusion to better understand their biases and privilege and to become stronger allies and leaders who create change.
Structure
The Principal, Human Resources, serves as the Equity, Diversity, and Inclusion Champion and plays a leadership role in supporting the OAG’s development of an integrated vision and strategies to achieve specific, strategic objectives related to people management.
In addition, the OAG’s Diversity and Inclusion Committee promotes awareness of equity, diversity, and inclusion topics and issues. This volunteer committee works to increase awareness of inclusion and undertakes activities to promote a workplace culture of trust, respect, and belonging. The committee’s Chairperson reports to the Equity, Diversity, and Inclusion Champion on employment equity issues that are discussed during committee meetings. In addition, the Chairperson provides input on policies and issues that may affect diversity and inclusion.
In 2020–21, an employee at the executive level was selected to act as the Executive Sponsor for Equity, Diversity, and Inclusion and the Champion for Sustainable Development Goals and gender-based analysis plus. The Executive Sponsor ensures that Sustainable Development Goals and gender-based analysis plus are considered in the OAG’s work and acts as the Executive Committee’s liaison for diversity and inclusion topics.
The OAG also has an Ombuds, whose mission is to provide a safe environment where employees can discuss and resolve work-related issues without fear of reprisal. This person monitors the pulse of the organization, shares information, and provides upward feedback to encourage a healthy environment.
To further support employment equity groups, the OAG has created an information technologyIT accessibility team, which is dedicated to inclusive design, and a workplace relations and wellness team, whose purpose is to support employees’ mental and physical health, safety, and well-being. The OAG has also hired a Talent Acquisition Specialist to engage with equity-seeking communities to better identify and attract diverse candidates.
Employment Equity Plan
In accordance with the requirements in section 10 of the Employment Equity Act, the OAG maintains an employment equity plan. The plan covers a 3-year period and will be finalized in fall 2021. It presents the OAG’s commitments to enhancing or maintaining representation across occupational groups and levels; highlights the OAG’s efforts to sustain an inclusive, diverse, and respectful workplace; and reports on activities carried out to comply with legislation. Appendix A presents the OAG’s commitments, targets, and results for the 2020–21 fiscal year.
Employment Equity Implementation
Implementation of legislation
The OAG implements the requirements of the employment equity legislation by administering a voluntary self-identification questionnaire. It then conducts an annual workforce analysis to determine the degree of representation that designated groups have in each occupational group. The results (as of 31 March 2021) are presented in Appendix B.
Recruitment
The OAG established a resourcing strategy for 2017–20 to address key challenges as it continues to hire the employees necessary to fulfill its mandate. Specifically, this strategy reinforces the OAG’s continued focus on building and retaining a diverse workforce that reflects Canada’s population. Work is underway to update the strategy for 3 additional years (2021–24). The strategy will continue to focus on increasing the OAG’s diversity, with particular emphasis on recruiting Indigenous people and people with disabilities across the organization and increasing the representation of Indigenous employees, persons in a visible minority group, and people with disabilities at senior levels.
As part of this focus on diversity, the OAG plans activities and collaborates with external groups to increase employment equity representation. These projects and programs include
- an Indigenous outreach project plan through Indigenous Link, which was developed to help employers like the OAG increase representation of Indigenous peoples
- the CPA Martin Mentorship Program for Indigenous High School Students, which matches volunteer OAG employees with Indigenous students in grades 9 to 11 to provide ongoing mentoring and encourage Indigenous youth to complete high school and enrol in post-secondary education
- LiveWorkPlay, an organization that helps young people with developmental disabilities integrate into society
Activities, training, and communications
In the 2020–21 fiscal year, the OAG planned and participated in the following activities to promote a corporate environment that supports diversity awareness:
- a book club to raise awareness about diversity and inclusion topics that held events in December 2020 and February 2021
- the development of a cookbook to celebrate diverse cuisines
The OAG promotes respect in the workplace through its employee onboarding program and through courses from the Canada School of Public Service. Some of the courses offered to all managers and employees are on the following topics:
- diversity
- Indigenous history
- prevention of violence, harassment, and discrimination
- respect and inclusion
- unconscious bias
- values and ethics
The OAG regularly distributes internal corporate communications that celebrate diversity. The following are examples of diversity-related topics of communications that were posted on the OAG’s INTRAnet, social media, or Microsoft Teams channels in the 2020–21 fiscal year:
- Black History Month
- Diversity and inclusion message from the OAG Equity, Diversity, and Inclusion Champion
- Diversity and inclusion message from the Auditor General
- Women’s History Month
- Gender Equality Week
- International Day of Persons with Disabilities
- International Day for the Elimination of Racial Discrimination
- International Day for the Elimination of Violence against Women
- International Day of the World’s Indigenous Peoples
- International Women’s Day
- National Indigenous Peoples Day
- Canadian Multiculturalism Day
- Promotion of the DoctorDr. Roberta Bondar science, technology, engineering and mathematicsSTEM Career Development Program
Numerical goals
The OAG strives for 100% representation of workforce availability for each of the designated groups: women, Indigenous peoples, persons with disabilities, and persons in a visible minority group.
Employment Equity Numbers
The OAG’s employment equity numbers are prepared according to the National Occupational Classification (NOC) developed by Employment and Social Development Canada. This classification comprises 14 employment equity occupational groups (EEOGs)—as defined in Schedule II of the Employment Equity Regulations—and 500 NOC unit groups.
A closer look at this system shows that the OAG has a specialized workforce:
- The 761 employees fall into 7 of the 14 EEOGs (Exhibit 1).
- Most employees (82.7%) are concentrated in just 2 EEOGs: professionals and middle and other managers (Exhibit 2).
Exhibit 1—Employment equity occupational groups under which OAG employees are classified
1–Senior managers
2–Middle and other managers
3–Professionals
4–Semi-professionals and technicians
5–Supervisors
7–Administrative and senior clerical personnel
10–Clerical personnel
Exhibit 2—Distribution of OAG employees by employment equity occupational group
Note: Total may not add up to 100% because of rounding
Exhibit 2—text version
Exhibit 2 is a pie chart showing the distribution of employees in the Office of the Auditor General of Canada, according to major occupational groups.
The chart indicates that 11.6% of the Office’s employees are clerical personnel and 1.7% of employees are senior managers. Middle and other managers make up 22.5%, and 60.2% are professionals. Another 4.1% of employees fall into the “all others” category.
Shaded sections of the pie chart indicate that the majority of the employees—82.7%—are concentrated into two groups, middle and other managers and professionals.
Representation in designated groups—Highlights
The OAG compared its representation in each designated group with the most recent workforce availability figures provided by Employment and Social Development Canada in the department’s 2016 Employment Equity Data Report. The OAG used national figures for this comparison in most areas, except for the administrative and senior clerical personnel category and the clerical personnel category, for which the OAG used data from the National Capital Region.
Exhibit 3 shows the 4 designated groups’ representation in the OAG as a percentage of workforce availability by aggregated occupational group (managerial, professional, and administrative) as at 31 March 2021. The results are as follows:
- Women are well represented in all 3 aggregated occupational groups.
- Increased representation of Indigenous peoples in the managerial and professional groups is required.
- Increased representation of persons with disabilities in all 3 occupational groups is required.
- Persons in a visible minority group are well represented in all but the managerial group. That being said, disaggregated data should be reviewed in future to better understand the challenges faced by the various groups included in this broad category.
Exhibit 3—Designated groups’ representation in the Office of the Auditor General of Canada as a percentage of workforce availability by aggregated occupational group as at 31 March 2021
Exhibit 3—text version
| Designated groups in the Office of the Auditor General of Canada | Percentage of workforce availability by aggregated occupational group | ||
|---|---|---|---|
| Managerial | Professional | Administrative | |
| Women | 144 | 107 | 111 |
| Indigenous peoples | 47 | 84 | 128 |
| Persons with disabilities | 56 | 37 | 70 |
| Persons in a visible minority group | 98 | 163 | 106 |
Women
As of 31 March 2021, women represented 61.4% of the OAG’s workforce, which surpasses the workforce availability of 53.3% (Table 4). This percentage has remained stable since the previous report. Women are well represented in almost all EEOGs and salary bands (Table 11).
Indigenous peoples
Indigenous employees represented 2.5% (19 employees) of the OAG’s workforce, which is lower than the workforce availability of 3.3% (26 employees) (Table 5). There has been no improvement overall in achieving full representation of this group despite efforts to address this gap. Indigenous peoples are represented in most salary bands (Table 11).
Persons with disabilities
Persons with disabilities represented 3.7% (28 employees) of the OAG’s workforce, which is lower than the workforce availability of 8.2% (63 employees) (Table 6).
In 2020–21, our interpretation of “persons with disabilities” was updated. As a result, the number of persons with disabilities decreased by 73.3% (77 employees) compared with last year’s report.
Persons with disabilities are underrepresented in the highest salary bands (Table 11).
Persons in a visible minority group
Persons in a visible minority group represented 26.8% (204 employees) of the OAG’s workforce, which surpasses the workforce availability of 18.1% (138 employees) (Table 7). This year’s share represents an increase of 3.5 percentage points since the previous report.
Persons in a visible minority group are significantly underrepresented in the highest salary bands (Table 11).
Representation in hires, promotions, and separations
This annual report includes an analysis of the number of employees from each designated group who were hired, were promoted, or left the OAG.
Hires
In the past year, 147 people joined the OAG (Table 8). Of these new hires,
- 76 people were women (51.7%)
- 65 people were in a visible minority group (44.2%)
The number of hires for Indigenous peoples and people with a disability or disabilities is too small to be reported while maintaining confidentiality.
Hiring of women and people in a visible minority group has remained high since the previous report. Hiring of Indigenous people has increased; however, given the significant increase in the number of employees since last year, it was not enough to increase the overall representation of this group when accounting for separations. Hiring of persons with disabilities remains low and is consistent with the number of hires in the previous report.
Promotions
In the past year, 69 employees were promoted (Table 9). Of these promotions,
- 44 people were women (63.8%)
- 22 people were in a visible minority group (31.9%)
The number of promotions for Indigenous peoples and people with a disability or disabilities is too small to be reported while maintaining confidentiality.
Promotions for women have remained stable since the previous report. Promotions for people in a visible minority dropped by 10.8%. Promotions for Indigenous peoples and persons with disabilities remain low.
Separations
During the reporting period, 43 employees left the OAG (Table 10), compared with 70 in the previous year. Of those who left,
- 24 people were women (55.8%)
- 6 people had a disability or disabilities (14.0%)
- 13 people were in a visible minority group (30.2%)
The number of separations for Indigenous peoples is too small to be reported while maintaining confidentiality.
Fewer employees left the OAG in 2020–21 than in the previous year. The share of separations has remained stable for women. Fewer Indigenous people left the organization compared with the previous year. The proportion of people in a visible minority group and people with disabilities who left the organization increased by 14.5 percentage points and by 6.9 percentage points, respectively.
Public Service Employee Survey results on diversity and inclusion
A review of the Public Service Employee Survey results for 2020 showed that results were more positive than in 2019 with regards to diversity and inclusion. Rates of harassment, as reported in the survey, decreased, particularly among people in a visible minority group and people with disabilities.
Results showed that people in a visible minority group were less satisfied than other survey respondents with the OAG’s support for a diverse workplace and anti-racism efforts, and respondents in this group were 5 times more likely to have identified as being victims of discrimination. Notably, South Asian and East Indian employees who responded were 5 times more likely to identify as being discriminated against than people in other visible minority groups. This demonstrates the importance of obtaining and analyzing disaggregated data to obtain further information about diverse experiences for different groups in the workplace.
Conclusion
The OAG’s vision is “to bring together people, expertise and technology to transform Canada’s future, one audit at a time.”
It is no accident that people are first in that statement. People are the key to the OAG’s success, and diversity brings a richness and resonance that improves our work. Fostering a diverse and inclusive environment is a pillar of our strategic framework, and we have set our corporate objectives accordingly:
- Prioritize diversity and inclusiveness in all aspects of the OAG.
- Promote a culture that values people.
These objectives are enhanced with specific business outcomes:
- The OAG workforce is inclusive and reflects the diversity of Canada’s population.
- Employees feel welcome and valued working at the OAG.
The OAG works to achieve these outcomes by making it a priority to provide managers and employees with the information, tools, and awareness training they need so that everyone is empowered to contribute and can feel part of an inclusive work environment and culture.
The OAG also wants to influence diversity and inclusion by working to attract, hire, and retain a greater diversity of candidates. While women and people in a visible minority group were well represented in our workforce as of 31 March 2021, the representation of Indigenous peoples and people with disabilities did not match their workforce availability. In addition, people in a visible minority group, people with disabilities, and Indigenous peoples were not well represented at the senior management levels.
The OAG acknowledges the importance of continuing the work to increase the representation of designated groups, reducing barriers, identifying opportunities for improvement, and developing solutions. To address these gaps, targets have been identified in the 2021–2024 Triennial Employment Equity Plan. The OAG will strive to increase the representation and the inclusion of these groups within its workforce through activities identified in its Resourcing Roadmap, accessibility projects, and ongoing learning and communications. In addition, the OAG will be conducting an employment systems review to identify and remove the barriers that have been identified.
Appendix A—OAG Employment Equity Action Plan: 2020–21 Commitments, Targets, and Results
| Legislative requirement | Commitments | Measures | Targets | Results |
|---|---|---|---|---|
|
Collection of workforce information |
Encourage new and newly promoted employees to self-identify by providing and ensuring the return of self-identification forms. |
Analysis of completion rate as at March 31 of the reporting year |
100% completion rate for all new and newly promoted employees |
Achieved. All indeterminate employees and determinate employees with terms of 6 months or more as of 31 March 2021 completed and signed a self-identification form. |
|
Send a corporate communication to all employees to remind them that they can self-identify at any time and that the information they provide will be used in compiling statistics on employment equity. |
Annual corporate communication |
1 communication per year |
Achieved. A reminder that employees can self-identify at any time was published on the INTRAnet of the Office of the Auditor General of Canada (OAG) on 10 September 2020. |
|
|
Workforce analysis |
Analyze the representation of designated groups and the distribution of designated group members by aggregated occupational group in the annual employment equity report. |
Annually compiled employment equity data as at March 31 of the reporting year |
Representation of designated group members by aggregated occupational group measured, and strategies established to fill gaps where necessary |
Completed. A thorough analysis has been completed. The OAG has identified activities and targets to ensure representation for the following groups and levels:
|
|
Analyze the mobility rate of designated group members in the annual employment equity report. |
Annually compiled employment equity data during the reporting year ending March 31 |
Recruitment, promotion, and job retention rates for designated group members measured, and strategies established to fill gaps where necessary |
Completed. Recruitment, promotion, and job retention rates were reviewed as part of the annual employment equity report. The OAG has identified activities or targets to ensure representation for the following groups and levels:
|
|
|
Employment systems review |
Assess the need for an employment systems review. |
Discussion with senior staffing advisors |
If the employment systems review identifies issues, strategies are established and action plans are updated yearly where necessary |
An employment systems review was not completed in 2020–21; a review is planned as part of the activities identified in the 2021–2024 Triennial Employment Equity Plan. |
|
Employment equity plan—positive practices |
Review and update policies related to employment equity. |
Positive practices instituted for employment equity integration in staffing actions, professional development, and accommodation measures |
Documents reviewed and updated every 5 years |
Ongoing. The OAG is currently reviewing many of its human resources policies with a diversity and inclusion lens. |
|
Recruit members from the designated groups for all levels and communicate opportunities for professional development programs at the OAG. |
Number of applicants (including students and trainees) from the designated groups who applied for a position Number of candidates (including students and trainees) from the designated groups hired by the OAG |
Representation comparable to workforce availability rates for each designated group, and strategies established to fill gaps where necessary |
Not achieved. The OAG has met its objective of reaching 100% representation of workforce availability for 2 of the 4 designated groups. The OAG has identified activities and targets to ensure representation for the following groups and levels:
The OAG has been working with Indigenous Link to help attract Indigenous employees and has been posting opportunities regularly on its website. Despite these efforts, the OAG hired 5 or fewer Indigenous employees through this partnership. |
|
|
Review course offerings that relate to employment equity. |
Documented analysis of course offerings to determine whether the OAG provides sufficient training on employment equity in accordance with the legislation |
Yearly review of curriculum as part of the annual planning process |
Achieved. The OAG’s 2020–21 recommended curriculum includes courses on diversity, employment equity, gender-based analysis plus, Indigenous issues, creating a respectful workplace, understanding and overcoming unconscious bias, and workplace accommodations. |
|
|
Organize and support employment equity activities and events. |
Number of activities and events held during the fiscal year |
A minimum of 3 employment equity–related activities or events per fiscal year |
Achieved. In the 2020–21 fiscal year, the OAG carried out 3 employment equity–related activities:
|
|
|
Attend Multiculturalism Champions Network meetings to share best practices and lessons learned. |
Number of meetings attended compared with the number held Best practices shared within the OAG |
100% participation rate by champion and/or designated official |
Not applicable. The Multiculturalism Champions Network meeting did not take place in the 2020–21 fiscal year. |
|
|
Monitoring of progress and review and revision of the plan |
Review the Triennial Employment Equity Plan. |
Follow-up and documentation of the status of commitments |
Reviews conducted yearly and included as part of the annual employment equity report |
Achieved. The OAG provides results on the Triennial Employment Equity Plan’s commitments and targets as part of the annual employment equity report. |
|
Communication with employees |
Discuss and highlight employment equity, including important topics such as accessibility and accommodation, within the OAG through corporate communications. |
References to employment equity within the OAG and to its commitment to a respectful work environment on its “careers” web page and in its corporate communications on the INTRAnet |
1 communication per year on employment equity plan results |
Achieved. The OAG published the 2019–20 employment equity report internally and on the public website in May 2021. A message was also published to communicate that the report was available online. |
|
Activities and events organized by the Equity, Diversity, and Inclusion Champion or Diversity and Inclusion Committee are communicated to employees |
100% of activities and events communicated to employees |
Achieved. All the activities and events organized by the Diversity and Inclusion Committee were communicated to employees in the 2020–21 fiscal year. |
||
|
Consultation and collaboration with employee representatives |
Consult with the Union Management Consultation Committee (UMCC) on the development of the employment equity plan and any subsequent changes. |
Agenda item at UMCC meetings when appropriate Email correspondence between Human Resources and the UMCC regarding the plan’s approval |
The UMCC consulted on the development of the employment equity plan every 3 years, with subsequent revisions made when appropriate |
The review of the employment equity plan began in the 2021–22 fiscal year. |
|
Record maintenance |
Maintain confidential records to ensure they are kept in accordance with the Employment Equity Act. |
Restricted access to employment equity data in information system |
100% of requests to provide access to employment equity data in the system approved by Manager, Planning, Programs, and Reporting |
No request for additional access was submitted in 2020–21. |
Appendix B—Statistics
Report coverage
This report contains information as of 31 March 2021 on the Office of the Auditor General of Canada’s (OAG’s) indeterminate employees and determinate employees with terms of 6 months or more. Employees who were on secondment to other organizations are also included in the OAG’s numbers.
No information is reported in the tables on students or casual workers.
Data on people in the designated groups
All data was obtained through voluntary self identification.
The completeness and accuracy of employment equity data depend on employee willingness and comfort to self-identify and being given the opportunity to do so.
The OAG’s voluntary self-identification process began in April 1997. All employees are asked to complete a questionnaire before their first day at the OAG and upon promotion. In addition, at any time during the year, all employees can resubmit a self identification questionnaire, available on the OAG’s Human Resources INTRAnet page.
Tables 4 to 7 show the OAG’s representation as a percentage of workforce availability, with comparative figures for the previous year. The OAG believes that this is the best way to measure the current state of representation for each designated group.
The OAG provides information by employment equity occupational group (EEOG). Tables 4 to 7 include information for the 3 National Occupational Classification (NOC) unit groups that account for the majority of employees-audit managers (NOC unit group 0414), financial auditors (NOC unit group 1111), and performance auditors (NOC unit group 4169).
Workforce availability
Workforce availability is the distribution of people in the designated groups as a percentage of the total Canadian workforce. For federal public service purposes, workforce availability is based on Canadian citizens in occupations in the Canadian workforce that correspond to the occupations in the public service and is derived from 2016 Census data.
List of Tables
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
Table 2—Distribution of employees by designated group and region of work
Table 3—Representation of designated groups by Employment Equity Occupational Group
Table 8—Hiring by designated group and Employment Equity Occupational Group
Table 9—Promotions by designated group and Employment Equity Occupational Group
Table 10—Separations by designated group and Employment Equity Occupational Group
Table 11—Distribution of employees by designated group and salary band
Table 1—Representation of designated groups in the Office of the Auditor General of Canada
As at 31 March 2021
| Office | Number | Percentage of population | Workforce availability |
|---|---|---|---|
| All employees | 761 | ||
| Women | 467 | 61.4 | 53.3 |
| Indigenous peoples | 19 | 2.5 | 3.3 |
| Persons with disabilities | 28 | 3.7 | 8.2 |
| Persons in a visible minority group | 204 | 26.8 | 18.1 |
Totals may not equal the sum of components because of rounding and suppression.
Table 2—Distribution of employees by designated group and region of work
As at 31 March 2021
| Region of work | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| Alberta | 18 | 11 | 61.1 | Footnote * | – | Footnote * | – | 7 | 38.9 |
| British Columbia | 20 | 11 | 55.0 | Footnote * | – | Footnote * | – | 13 | 65.0 |
| Quebec | 29 | 20 | 69.0 | Footnote * | – | Footnote * | – | 13 | 44.8 |
| Nova Scotia | 11 | 7 | 63.6 | Footnote * | – | Footnote * | – | Footnote * | – |
| Ontario | 683 | 418 | 61.2 | 17 | 2.5 | 24 | 3.5 | 171 | 25.0 |
| Total | 761 | 467 | 61.4 | 19 | 2.5 | 28 | 3.7 | 204 | 26.8 |
Totals may not equal the sum of components because of rounding and suppression.
Table 3—Representation of designated groups by Employment Equity Occupational Group
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 761 | 467 | 61.4 | 19 | 2.5 | 28 | 3.7 | 204 | 26.8 |
|
Senior managers
|
13 | 7 | 53.8 | Footnote * | – | Footnote * | – | Footnote * | – |
|
Middle and other managers
|
171 | 112 | 65.5 | Footnote * | – | Footnote * | – | 18 | 10.5 |
|
Professionals
|
458 | 260 | 56.8 | 9 | 2.0 | 16 | 3.5 | 167 | 36.5 |
|
Semi-professionals and technicians
|
25 | 13 | 52.0 | Footnote * | – | Footnote * | – | 6 | 24.0 |
|
Supervisors
|
6 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Administrative and senior clerical personnel
|
55 | 52 | 94.5 | Footnote * | – | Footnote * | – | 6 | 10.9 |
|
Clerical personnel
|
33 | 19 | 57.6 | Footnote * | – | Footnote * | – | 7 | 21.2 |
Totals may not equal the sum of components because of rounding and suppression.
Table 4—Representation of women by Employment Equity Occupational Group and the 3 largest National Occupational Classification unit groups
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| All occupations | 761 | 467 | 61.4 | 53.3 | 100.0+ | 100.0+ |
|
Senior managers
|
13 | 7 | 53.8 | 46.0 | 100.0+ | 100.0+ |
|
Middle and other managers
|
171 | 112 | 65.5 | 44.7 | 100.0+ | 100.0+ |
|
Professionals
|
458 | 260 | 56.8 | 54.5 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
25 | 13 | 52.0 | 22.6 | 100.0+ | 100.0+ |
|
Supervisors
|
6 | Footnote * | – | 52.1 | – | 100.0+ |
|
Administrative and senior clerical personnel
|
55 | 52 | 94.5 | 76.9 | 100.0+ | 100.0+ |
|
Clerical personnel
|
33 | 19 | 57.6 | 65.9 | 87.4 | 100.0+ |
| National Occupational Classification unit group | All employees | Women | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| Audit Managers (0414) | 122 | 81 | 66.4 | 40.5 | 100.0+ | 100.0+ |
| Financial Auditors (1111) | 230 | 126 | 54.8 | 55.5 | 98.6 | 99.6 |
| Performance Auditors (4169) | 134 | 78 | 58.2 | 58.8 | 99.0 | 95.1 |
Totals may not equal the sum of components because of rounding and suppression.
Table 5—Representation of Indigenous peoples by Employment Equity Occupational Group and the 3 largest National Occupational Classification unit groups
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Indigenous peoples | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| All occupations | 761 | 19 | 2.5 | 3.3 | 75.0 | 74.8 |
|
Senior managers
|
13 | Footnote * | – | 7.1 | – | – |
|
Middle and other managers
|
171 | Footnote * | – | 5.5 | – | – |
|
Professionals
|
458 | 9 | 2.0 | 2.5 | 80.1 | 100.0+ |
|
Semi-professionals and technicians
|
25 | Footnote * | – | 2.4 | – | – |
|
Supervisors
|
6 | Footnote * | – | 3.3 | – | – |
|
Administrative and senior clerical personnel
|
55 | Footnote * | – | 3.5 | – | – |
|
Clerical personnel
|
33 | Footnote * | – | 3.6 | – | – |
| National Occupational Classification unit group | All employees | Indigenous peoples | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| Audit Managers (0414) | 122 | Footnote * | – | 6.3 | – | – |
| Financial Auditors (1111) | 230 | Footnote * | – | 1.5 | – | – |
| Performance Auditors (4169) | 134 | Footnote * | – | 4.4 | – | – |
Totals may not equal the sum of components because of rounding and suppression.
Table 6—Representation of persons with disabilities by Employment Equity Occupational Group and the 3 largest National Occupational Classification unit groups
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| All occupations | 761 | 28 | 3.7 | 8.2 | 44.8 | 48.6 |
|
Senior managers
|
13 | Footnote * | – | 5.0 | – | – |
|
Middle and other managers
|
171 | Footnote * | – | 5.0 | – | – |
|
Professionals
|
458 | 16 | 3.5 | 8.9 | 39.0 | 44.3 |
|
Semi-professionals and technicians
|
25 | Footnote * | – | 7.6 | – | – |
|
Supervisors
|
6 | Footnote * | – | 27.5 | – | – |
|
Administrative and senior clerical personnel
|
55 | Footnote * | – | 10.0 | – | – |
|
Clerical personnel
|
33 | Footnote * | – | 9.3 | – | – |
| National Occupational Classification unit group | All employees | Persons with disabilities | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| Audit Managers (0414) | 122 | Footnote * | – | 5.0 | – | – |
| Financial Auditors (1111) | 230 | 9 | 3.9 | 8.9 | 43.7 | 54.3 |
| Performance Auditors (4169) | 134 | Footnote * | – | 8.9 | – | – |
Totals may not equal the sum of components because of rounding and suppression.
The representation as a percentage of workforce availability column for March 2020 has been updated since the previous report to reflect changes to the interpretation of persons with disabilities.
Table 7—Representation of persons in a visible minority by Employment Equity Occupational Group and the 3 largest National Occupational Classification unit groups
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| All occupations | 761 | 204 | 26.8 | 18.1 | 100.0+ | 100.0+ |
|
Senior managers
|
13 | Footnote * | – | 6.4 | – | – |
|
Middle and other managers
|
171 | 18 | 10.5 | 9.9 | 100.0+ | 100.0+ |
|
Professionals
|
458 | 167 | 36.5 | 22.1 | 100.0+ | 100.0+ |
|
Semi-professionals and technicians
|
25 | 6 | 24.0 | 20.0 | 100.0+ | – |
|
Supervisors
|
6 | Footnote * | – | 13.0 | – | – |
|
Administrative and senior clerical personnel
|
55 | 6 | 10.9 | 12.8 | 85.3 | – |
|
Clerical personnel
|
33 | 7 | 21.2 | 15.9 | 100.0+ | 100.0+ |
| National Occupational Classification unit group | All employees | Persons in a visible minority | Workforce availability | Representation as a percentage of workforce availability |
||
|---|---|---|---|---|---|---|
| Number | Number | Percentage | Percentage | March 2021 | March 2020 | |
| Audit Managers (0414) | 122 | 11 | 9.0 | 6.8 | 100.0+ | 100.0+ |
| Financial Auditors (1111) | 230 | 106 | 46.1 | 29.0 | 100.0+ | 100.0+ |
| Performance Auditors (4169) | 134 | 47 | 35.1 | 12.1 | 100.0+ | 100.0+ |
Totals may not equal the sum of components because of rounding and suppression.
Table 8—Hiring by designated group and Employment Equity Occupational Group
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 147 | 76 | 51.7 | Footnote * | – | Footnote * | – | 65 | 44.2 |
|
Senior managers
|
1 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Middle and other managers
|
5 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Professionals
|
125 | 63 | 50.4 | Footnote * | – | Footnote * | – | 60 | 48.0 |
|
Semi-professionals and technicians
|
4 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Supervisors
|
0 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Administrative and senior clerical personnel
|
6 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Clerical personnel
|
6 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
| Hiring as a percentage of workforce availability | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 147 | 76 | 51.7 | Footnote * | – | Footnote * | – | 65 | 44.2 |
| Workforce availability | 53.3 | 3.3 | 8.2 | 18.1 | |||||
| Hiring as a percentage of workforce availability | 97.1 | – | – | 100.0+ | |||||
Data includes employees hired into term positions (6 months or more) and indeterminate positions. Totals may not equal the sum of components because of rounding and suppression.
Table 9—Promotions by designated group and Employment Equity Occupational Group
(includes all promotions since the beginning of the chosen fiscal year, including those who have since left)
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 69 | 44 | 63.8 | Footnote * | – | Footnote * | – | 22 | 31.9 |
|
Senior managers
|
3 | Footnote * | 100.0 | Footnote * | – | Footnote * | – | Footnote * | – |
|
Middle and other managers
|
14 | 9 | 64.3 | Footnote * | – | Footnote * | – | Footnote * | – |
|
Professionals
|
44 | 26 | 59.1 | Footnote * | – | Footnote * | – | 17 | 38.6 |
|
Semi-professionals and technicians
|
4 | Footnote * | 75.0 | Footnote * | – | Footnote * | – | Footnote * | – |
|
Supervisors
|
0 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Administrative and senior clerical personnel
|
2 | Footnote * | 100.0 | Footnote * | – | Footnote * | – | Footnote * | – |
|
Clerical personnel
|
2 | Footnote * | 50.0 | Footnote * | – | Footnote * | – | Footnote * | – |
| All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
|
|---|---|---|---|---|---|
| Number | Number | Number | Number | Number | |
| Total number of employees as at 31 March 2020 | 657 | 415 | 17 | 27 | 153 |
| Number | 69 | 44 | Footnote * | Footnote * | 22 |
| Promotion rate (percentage) | 10.5 | 10.6 | – | – | 14.4 |
Data includes promotions and reclassifications. Totals may not equal the sum of components because of rounding and suppression.
Table 10—Separations by designated group and Employment Equity Occupational Group
As at 31 March 2021
| Employment Equity Occupational Group | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
||||
|---|---|---|---|---|---|---|---|---|---|
| Number | Number | Percentage | Number | Percentage | Number | Percentage | Number | Percentage | |
| All occupations | 43 | 24 | 55.8 | Footnote * | – | 6 | 14.0 | 13 | 30.2 |
|
Senior managers
|
1 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Middle and other managers
|
6 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Professionals
|
27 | 14 | 51.9 | Footnote * | – | Footnote * | – | 12 | 44.4 |
|
Semi-professionals and technicians
|
2 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Supervisors
|
1 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Administrative and senior clerical personnel
|
1 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
|
Clerical personnel
|
5 | Footnote * | – | Footnote * | – | Footnote * | – | Footnote * | – |
| Attrition rate | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
|---|---|---|---|---|---|
| Number | Number | Number | Number | Number | |
| Total number of employees as at 31 March 2020 | 657 | 415 | 17 | 27 | 153 |
| Number | 43 | 24 | Footnote * | 6 | 13 |
| Attrition rate (percentage) | 6.5 | 5.8 | – | 22.2 | 8.5 |
Totals may not equal the sum of components because of rounding and suppression.
Table 11—Distribution of employees by designated group and salary band
As at 31 March 2021
| Salary band ($) | All employees | Women | Indigenous peoples | Persons with disabilities | Persons in a visible minority group |
|||||||||
|---|---|---|---|---|---|---|---|---|---|---|---|---|---|---|
| Number | Percentage of all employees | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | Number | Percentage of salary band | Percentage of designated group | |
| 45,000 to 49,999 | 5 | 0.7 | Footnote * | – | – | Footnote * | – | – | Footnote * | – | – | Footnote * | – | – |
| 50,000 to 54,999 | 8 | 1.1 | Footnote * | – | – | Footnote * | – | – | Footnote * | – | – | Footnote * | – | – |
| 55,000 to 59,999 | 26 | 3.4 | 20 | 76.9 | 4.3 | Footnote * | – | – | Footnote * | – | – | 8 | 30.8 | 3.9 |
| 60,000 to 64,999 | 31 | 4.1 | 19 | 61.3 | 4.1 | Footnote * | – | – | Footnote * | – | – | 12 | 38.7 | 5.9 |
| 65,000 to 69,999 | 60 | 7.9 | 45 | 75.0 | 9.6 | Footnote * | – | – | Footnote * | – | – | 17 | 28.3 | 8.3 |
| 70,000 to 74,999 | 33 | 4.3 | 20 | 60.6 | 4.3 | Footnote * | – | – | Footnote * | – | – | 7 | 21.2 | 3.4 |
| 75,000 to 79,999 | 74 | 9.7 | 48 | 64.9 | 10.3 | Footnote * | – | – | Footnote * | – | – | 25 | 33.8 | 12.3 |
| 80,000 to 89,999 | 79 | 10.4 | 45 | 57.0 | 9.6 | Footnote * | – | – | Footnote * | – | – | 32 | 40.5 | 15.7 |
| 90,000 to 99,999 | 86 | 11.3 | 45 | 52.3 | 9.6 | Footnote * | – | – | 7 | 8.1 | 25.0 | 27 | 31.4 | 13.2 |
| 100,000 to 109,999 | 91 | 12.0 | 50 | 54.9 | 10.7 | Footnote * | – | – | Footnote * | – | – | 32 | 35.2 | 15.7 |
| 110,000 to 119,999 | 97 | 12.7 | 53 | 54.6 | 11.3 | Footnote * | – | – | Footnote * | – | – | 29 | 29.9 | 14.2 |
| 120,000+ | 171 | 22.5 | 113 | 66.1 | 24.2 | 6 | 3.5 | 31.6 | 6 | 3.7 | 21.4 | 13 | 7.6 | 6.4 |
| Total | 761 | 100.0 | 467 | 61.4 | 100.0 | 19 | 2.5 | 100.0 | 28 | 3.7 | 100.0 | 204 | 26.8 | 100.0 |
Totals may not equal the sum of components because of rounding and suppression.