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HRLSC Employment Equity - Results of 2009 Survey

The Human Rights Legal Support Centre (HRLSC) retained an external consultant to conduct a workforce survey in July 2009. The survey results were analyzed through a comparison with the availability of designated groups in the external workforce, as indicated by 2006 Census data. The results were also analyzed through a review of the recognized employment equity occupational groups which were developed in consideration of factors such as whether an occupational group had access to decision making and authority, delivered the organization’s core services or are in ancillary or support positions and whether members of equity groups were underrepresented, excluded or concentrated in any of these groups. This employment equity analysis is based on the analytical model the federal government uses to implement the Employment Equity Act.

Note: The findings of the report are based on self-identification data from the July 2009 survey. More recent data is not available but would show some variation in results.

Representation profile

Here is the HRLSC representation profile based on the self identification survey completed in July 2009:

Aboriginal Peoples 5.5%
LGBTQ Individuals 10.9%
Persons with Disabilities 10.9%
Racialized Individuals 36.4%
Visible Minorities 40.1%
Women 78.3%

Distribution - employment equity occupational groups

The HRLSC has six of the fourteen available occupational groups. The employee distribution was identified as follows:

Professionals 38.1%
Administrative & Senior Clerical 23.6%
Clerical Personnel 23.4%
Middle & Other Managers 18.1%
Semi Professionals & Technicians 2.7%
Senior Manager 1.8%

Members of the designated groups were found to be represented in all occupational groups.

Comparing internal workforce to external workforce data

The representation of designated groups in each occupational group was reviewed against their availability in the external labour pool (by occupation) of qualified designated group members from which HRLSC can reasonably expect to recruit. There was no external data available for LGBTQ individuals.

An employment equity workforce analysis identifies the occupations in which the designated groups are underrepresented compared to their external availability. Under-representation occurs when the employer does not hire members of designated groups at their availability percentage rate in the external labour force.

Findings from the HRLSC July 2009 survey

A key finding is that, the HRLSC has built a workforce in which all equity groups are represented above external availability. The HRLSC is already an employer of choice for the groups of focus - women, racialized individuals, Aboriginal Peoples, persons with disabilities and LGBTQ individuals.

Here is a summary of the data from the survey:

  • Female Lawyers- internal representation exceeded external availability by 43%
  • Racialized Lawyers- representation exceeded external availability by 21.8%
  • Aboriginal Lawyers – representation exceeded external availability by 8.5%
  • Lawyers with disabilities- representation exceeded external availability by 14.5%
  • LGBTQ individuals- internal representation was at 10.9%

There were no findings of under-representation with respect to the groups of focus in the HRLSC workforce. This is noteworthy because:

  • Aboriginal Peoples and persons with disabilities are typically underrepresented in the range of public and private sector organizations that must comply with the Employment Equity Act and Regulations.
  • Under-representation is more significant in professional organizations such as the Centre where post secondary education is requirement for most roles.

Detailed results

Women

Women make up 87.3% of the HRLSC workforce, whereas availability in the external workforce is 59.2%.

In July 2009:

  • Women were represented in all occupational groups
  • In all occupational groups, their internal representation exceeded their external availability
  • Women were found to be in the leadership roles where they are in positions of authority and decision making

Aboriginal peoples

The overall representation of Aboriginal Peoples in the HRLSC workforce exceeds their availability in the external labour force.

In July 2009:

  • The representation was 5.5% as compared to external availability percentage at 1.8%
  • Aboriginal Peoples were in two occupations Professionals and Administrative/Senior Clerical
  • In both of these occupational groups, internal representation exceeds external availability
  • There were no Aboriginal employees in management

Persons with disabilities

The overall representation of employees with disabilities in the HRLSC workforce exceeds their availability in the external workforce. The internal availability is 10.9% and the external availability is 3.8%.

In July 2009:

  • Employees with disabilities represented in Middle and Other Managers; Professionals and Administrative/ Senior Clerical
  • In each of these occupations, internal representation exceeds external representation

Racialized individuals/visible minorities:

The representation of visible minorities exceeds their availability in the external workforce i.e. 38.2% as compared to 22.2% external availability.

Racialized individuals are represented in 5 of 6 occupational groups.

In July 2009:

  • Racialized individuals made up 38.2% of the Centre’s workforce
  • 33.3% of racialized members of staff were lawyers and in the lawyer group, racialized lawyers exceeded external availability by 11.5%
  • Racialized individuals made up 27% of the Centre’s leadership group

LGBTQ individuals

There is no Census data on LGBTQ individuals to enable a comparative analysis.

In July 2009:

  • LGBTQ individuals represented 4 of 6 occupational groups, and among the Centre’s leadership
  • There was significant representation in the Professionals grouping