Human Rights Legal Support Centre

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HRLSC Staff

2012 Employment Equity Report

In 2012, the Human Rights Legal Support Centre retained the services of ASSOCIUM Consultants to conduct its second Employment Equity Survey of   its workforce.  An earlier survey was conducted in 2009.

The second survey was completed in January 2013. Approximately 89% of staff submitted a response.

In January 2014, the Centre conducted a third survey focussing solely on its management team. The response rate was 100%.

In each survey asked employees were asked to self-identify in relation to four equity groups: women, persons with disabilities, Aboriginal persons and/or racialized persons. In order to determine if any of these equity groups were underrepresented in the Centre’s workforce, the survey results were compared to the availability of each equity group in the external workforce in Ontario and Toronto, as indicated by data from Statistics Canada and, in the case of lawyers, the Law Society of Upper Canada.


Representation profile

The surveys demonstrate that the Centre has been successful in in building and retaining a diverse workforce. The overall workforce profile from the 2013 survey showed representation in five designated groups as follows:

Aboriginal Peoples 6.0%
LGBTQ Individuals 12.0%
Persons with Disabilities 18.0%
Visible Minorities/Racialized Individuals 48.0%
Women 82.3%

Key findings

The Centre has built a workforce in which equity groups are represented above external availability in the Ontario labour force, including in professional and managerial positions where diversity is often lower.

Lawyer group – 2013 survey

  • 85% self-identified as female
  • 50% self-identified as racialized
  • 14% self-identified as Aboriginal
  • 20% self-identified has having a disability
  • 20% self-identified as having a sexual orientation other than heterosexual

Management – 2014 survey

  • 89% self-identified as female
  • 33% self-identified as racialized
  • 0% self-identified as Aboriginal
  • 11% self-identified as having a disability
  • 0% self-identified as having a sexual orientation other than heterosexual

Detailed results

Women

Women make up 82.3% of the HRLSC workforce, whereas availability in the external workforce is 59.2%.

The 2013 survey found:

  • Women are represented in all occupational groups and have an internal representation of 82.3%;
  • Female lawyers exceeded external availability by 41.3%;
  • Women are significantly represented in management positions.

The 2014 management survey found that 89% of management employees were female.

Aboriginal Peoples

The overall representation of Aboriginal Peoples in the HRLSC workforce exceeds availability in the external labour force. Internal representation was found to be at 6% as compared to external availability at 1.8%.

The 2013 survey found:

  • Aboriginal Peoples are significantly represented in the legal occupational group;
  • Aboriginal lawyers exceeded external availability by 12%;
  • There were no Aboriginal employees in management positions.

The 2014 survey of management confirmed that there continue to be no Aboriginal employees on the management team.  This is identified as an area for growth.

Persons with disabilities

The overall representation of employees with disabilities in the HRLSC workforce exceeds availability in the external workforce. Internal representation was found to be at 18% as compared to external availability at 3.8%.

The 2013 survey found:

  • Employees with disabilities are represented in the professional, paralegal and management occupational groups;
  • In each of these occupational groups, internal representation significantly exceeded external representation;
  • Lawyers with disabilities exceeded external availability by 17%.

The 2014 management survey found that 11% of managers self-identified as being a person with a disability.

Racialized individuals/visible minorities

The overall representation of racialized individuals/visible minorities exceeds availability in the external workforce. Internal representation was found to be at 48% as compared to 22.2% external availability in Ontario and 40.5% availability in the Toronto labour force.

The 2013 survey found:

  • Racialized individuals are represented in all occupational groups;
  • 41.7% of racialized members of staff were lawyers;
  • Racialized lawyers exceeded external availability by 33%;
  • Racialized individuals made up 62% of paralegal staff, 50% of administration/clerical, 25% of middle managers and 20% of senior management.

The 2014 survey of management employees found that 33% of managers self-identified as racialized.  This exceeds external availability in the Toronto market as well as across Ontario as a whole.  According to Statistics Canada data, racialized employees comprise 18.3% of middle management employees in Ontario and 31% of middle management employees in Toronto.   Representation levels in Ontario and Toronto are lower for senior management employees.

LGBTQ individuals

There is no Census data on LGBTQ individuals to enable a comparative analysis. The internal representation was found to be at 12%.

The 2013 survey found:

  • LGBTQ individuals were represented in the legal, paralegal and senior management groups;
  • LGBTQ individuals had a 20% representation in the legal grouping.

Read the full 2012/13 Employment Equity Survey Report