York is committed to employment equity. Employment Equity fosters a diverse and representative workforce, 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.
Employee Self-ID Survey
York University collects voluntary self-identification information to better understand the diversity of its workforce and identify barriers to employment and advancement. This information helps inform employment equity initiatives, measure progress, and support a more inclusive workplace for all employees.
To complete the survey, visit HR Self Serve.
Employment Equity Dashboard
The Institutional Employment Equity Dashboard provides insight into York's current and historical employee workforce representation using employee's voluntary self-identification information. The dashboard also displays comparator data from the Ontario workforce and the York student census. The Employment Equity Dashboard is housed on OIPA's data hub.
Employment Equity Report
The Annual Employment Equity Report serves as a companion to the Institutional Employment Equity Dashboard by providing additional context on representation data, highlighting notable trends and observations, and showcasing employment equity initiatives and progress across the University.
2025 Report Highlights
The 2025 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 2025.
The 2025 data present a mixed but important picture of York’s employment equity profile. Overall representation for women and racialized persons continues to exceed external availability benchmarks, while Indigenous Peoples and persons with disabilities remain underrepresented relative to external availability data provided by Statistics Canada.
The findings suggest that progress has been sustained in some areas, while persistent gaps remain or have increased in other areas. The results should also be considered in the context of broader workforce movement during the reporting period, as higher levels of employee exits may have influenced overall representation trends.
Together, the findings reinforce the importance of continued institutional attention and support the need for longer-term, systemic efforts to advance employment equity across the University.
