York is committed to employment equity. Employment Equity fosters a diverse and representative workforce at York, which York is seeking to achieve, whilst also managing compliance with legislated employment equity requirements.
York University participates in the Federal Contractors Program (FCP) under the Employment Equity Act, and is required to monitor its representation with respect to four designated groups: women, racialized persons, persons with disabilities and Indigenous peoples.
The Annual Employment Equity Statistical Report for 2024, details the workforce analysis for equity identified groups at York University, throughout the period January 1, 2024 – December 31, 2024.
Employee Self-ID Survey
The university has launched a revised version of its Employee Self-Identification Survey. This revised survey will lead to a greater understanding of the university community and will provide an up-to-date picture of York’s workforce demographics. To complete the survey, visit HR Self Serve. A downloadable document of the survey questions in French is available for reference purposes only.
York University launches public employment equity dashboard
Exciting News!
A recommendation from York University’s Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy to develop and launch an employment equity dashboard has been brought to fruition. The community and the public are invited to engage with this dynamic display of employment equity data where viewers can explore and filter substantive data by employee groups, equity groupings and more.
2024 Equity Report
The Annual Employment Equity Statistical Report for 2024, details the workforce analysis for equity identified groups at York University, throughout the period January 1, 2024 – December 31, 2024.
Report Highlights
The 2024 Annual Employment Equity Statistical Report highlights representation at York University for the four designated groups – women, Indigenous peoples, racialized persons, and persons with disabilities, under the Federal Contractors Program. As well, representation rates for the 2SLGBTQ+ community are highlighted. The report also highlights employment equity initiatives undertaken in 2024.
In general, the data reveal that while the overall representation rates for Women and Racialized Persons continue to exceed the indicators of external availability, Indigenous People and Persons with Disabilities remain underrepresented relative to external availability data provided by Statistics Canada.
A notable improvement lies in the fact that over the last three years (2022-2024), there has been a year-to-year increase in representation of Racialized persons. However, Persons with Disabilities continue to show the highest number of significant gaps, with no change from the previous year. While some gaps were eliminated, new ones emerged, particularly for Indigenous Peoples and Women in specific EEOGs.
The University is in the process of undertaking a comprehensive employment systems review over the next 18 months, targeting completion by December 2026. The goal of an employment systems review is to provide an explanation for major gaps in representation, and to serve as the basis for developing an employment equity action plan to address systemic and attitudinal barriers contributing to under representation. Consequently, the conduct of a systems review would precede, and thereby inform, the development of York’s pan-university employment equity action plan.
