As part of its obligations under the Federal Contractors Program, York University is required to conduct a workforce analysis to understand any underrepresentation of equity-deserving groups.
York University presents the findings from its yearly analysis in the Annual Employment Equity Statistical Report. The report covering Jan.1 to Dec. 31, 2025, is now available.
The report highlights representation at the University for four federally designated groups under the Employment Equity Act – women, Indigenous Peoples, racialized persons and persons with disabilities, as well as community members who identify as 2SLGBTQIA+. This year’s report also highlights employment equity initiatives undertaken in 2025, such as inclusive recruitment practices, targeted outreach to equity-deserving communities and equitable hiring and adjudication training.
Over the past three years, representation for racialized persons, persons with disabilities and 2SLGBTQIA+ employees has increased steadily, indicating measurable, incremental progress across the institution.
While work to advance equity has shown positive momentum, the University continues to recognize and address gaps in visibility and inclusion for under-represented groups.
The findings of the 2025 report highlight the opportunity to look beyond overall representation rates and better understand how employment systems, practices and workplace conditions support access, progression and retention across the University.
"The 2025 report also considers a period of change across the post-secondary sector, including financial pressures, restructuring and workforce adjustments. At York, this is reflected in increased workforce movement over the reporting period," says Parissa Safai, interim vice-president equity, people and culture.
The Employment Equity Dashboard continues to serve as an important companion to the annual report. The dashboard, housed on York's Data Hub, provides three years of aggregated and disaggregated employment equity data. It was designed to support transparency and enable evidence-based decision-making across the University community.
Increased participation in the Employment Equity Survey – with response rates rising from 62 per cent in 2024 to 70.1 per cent in 2025 – suggests growing confidence in the use of this data to support inclusive practices.
Accurate data is important to ensure the dashboard supports evidence-based decision making. Participation in the Employment Equity Survey helps to ensure the report and dashboard represent the York community.
Those who have not yet completed the employee self-identification survey, or wish to change their responses, can access it through HR Self-Serve in the “Personal Details” tab.
To find out more about employment equity at York and to view past reports, visit the Employment Equity and Diversity website.