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 2025, details the workforce analysis for equity identified groups at York University, throughout the period January 1, 2025 – December 31, 2025.
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.
2025 Equity Report
The Annual Employment Equity Statistical Report for 2025, details the workforce analysis for equity identified groups at York University, throughout the period January 1, 2025 – December 31, 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.
