Founded in 1923, Mount Sinai Hospital (MSH) is a large patient care, teaching and research hospital affiliated with the University of Toronto. Since 2007, Media Corp Inc. has named MSH one of Greater Toronto’s Top Employers.
MSH’s vision is to deliver and model world-class proactive health care. The hospital also seeks to be a national leader in all of its diversity and human rights programs, and to have a staff team that reflects the diverse patients they serve. In November 2006, MSH approached an external consultant to help them learn more about their staff in terms of characteristics like race, ethnicity, disability, sexual orientation, age, gender, education, languages and place of residence. MSH was the first health care institution in Ontario to do such a broad workforce census.
Some factors that led MSH to do this census included:
The key goals of the workforce census were to help MSH:
MSH had to consider a number of challenges when planning how best to collect the data:
To address the above challenges, MSH took the following steps before launching the workforce census:
For the past seven years, MSH’s Diversity and Human Rights Office (DHR), under the leadership of the Hospital’s Diversity and Human Rights Committee and Marylin Kanee, MSH’s Diversity and Human Rights Advisor, had done extensive work to advance human rights issues and foster an organizational culture of inclusiveness and equity, which earned the trust and support of senior leaders, particularly the President and CEO. This trust and support was a key element as MSH prepared for the survey. Activities before the survey was launched included:
For example:
As well, one-third of foreign-trained immigrants were less likely to be using their credentials in their jobs (21%) than people educated or born here (34%). And while there is much diversity in the lower and supervisory staff levels, diverse groups (especially racialized persons) were underrepresented in upper management positions.
Some examples are:
[1] MSH belongs to the Toronto Central LHIN. This LHIN serves some of Ontario’s lowest-income neighbourhoods and many of Ontario’s high-income, high-education neighbourhoods. Residents come from over 200 countries and speak over 160 languages and dialects. There is a high concentration of people who are homeless and living with serious mental illness. There are also high rates of lone-parent families, people living with HIV/AIDS, unemployed youth, and seniors living alone. See Mount Sinai Hospital, A Framework for Creating Health Equity In the Toronto Central LHIN (2005) at 1 online: www.mountsinai.on.ca [Health Equity Report].
[2] DHR had been conducting internal focus groups to assess the experience of various groups within the MSH work environment, and a community consultation with 10 distinct cultural communities that have traditionally experienced barriers to healthcare. MSH also offered targeted policies and programs for underserved or underrepresented populations, including a summer mentorship program for Black and Aboriginal students, a clinic for HIV-related concerns, and a study of cancer screening for women with mobility disabilities. Marylin Kanee in telephone interview with Commission staff on March 23, 2009 [MSH Telephone Interview].
[3] This rate decreases to 52% if persons on leave are factored in.
[4] The MSH sample size on which the analysis was based includes MSH staff, staff physicians, principal investigators, volunteers and Lunenfeld employees. Health Equity Report, supra note 1 at Appendix B.
[5] Statistics Canada compiles a range of statistical tables by Metropolitan Area across Canada, including Toronto, based on immigrant population, income, language and other indices. A Metropolitan Area is defined as a large urban area with a population of 100,000 or more, based on the previous census. Statistics Canada, Tables by Metropolitan Area online: www40.statcan.ca/z01/cs0007-eng.htm.
[6] “Most notably with Chinese (10 per cent), Jewish (9 per cent), Filipino (6 per cent), West Indian (6 per cent) and English (6 per cent). Health Equity Report, supra note 1 at Appendix B.
[7] In Appendix B of its Health Equity Report, MSH describes “racialized” as “…a term that expresses race as a social construct rather than perceived physical traits.” Ibid.
[8] Of those employees who identified as having a disability, 90% said they had a disability that was not visible, and 53% had a chronic illness. Ibid.
[9] “This percentage reflects the response in a study conducted by the Canadian government but does not reflect the GLBQ2 population of Toronto, which is expected to be at least 10 per cent. Under-reporting is possibly the result of privacy concerns and fear of discrimination.” Ibid.
[10] Questioning was defined in the Census as “unsure of one’s sexual orientation.”
[11] Two-Spirited was defined as “Aboriginal people who identify as gay, lesbian, bisexual, transgendered, transsexual or intersex.”
[12] “Next time I would like to shorten the number of questions to 20 and focus on demographic questions relating to race, ethnicity, sexual orientation, etc...The responses to other questions, such as staff activities, were interesting but not as necessary. I would also like to simplify some questions to avoid any possible confusion that may result. MSH Telephone Interview, supra note 2.
[13] Conducting the workforce census for the first time gave employees the opportunity to become comfortable with the concept and develop trust around the organization’s use and handling of the census data. I hope that the next time we do the census, employees may be more open to providing their employee numbers.” Ibid.
KPMG LLP (KPMG) is the Canadian member firm affiliated with KPMG International, a global network of professional firms providing audit, tax and advisory services to clients in over 140 countries. KPMG in Canada has 33 offices nationally and over 5,000 professional staff.
KPMG is committed to creating and supporting a diverse and inclusive workplace culture that respects and values peoples’ differences. KPMG Canada has won many awards for its efforts. For example, for the past two years, KPMG has been the only accounting firm, among the top four accounting firms in Canada, to be named one of the Best Employers for New Canadians and Canada’s Best Diversity Employers.
In 2001, KPMG introduced the Pulse survey, an annual employee engagement survey. This replaced Interchange, an employee engagement survey that has existed since 1996. The Pulse survey includes 16 statements (out of approximately 90 questions overall) that relate to diversity. Some of the questions are designed to measure and track how people perceive and experience the workplace.
In June 2009, KPMG rolled out the Diversity Profile Tool (DPT). This new and effective automated process allows KPMG to collect specific demographic data on its employees. This self-identification tool replaces the old Employment Equity (EE) survey that all KPMG employees had to complete during their orientation, or “on-boarding process,” because of KPMG’s commitment to the Federal Contractors Program (FCP).
The DPT has 14 questions; including four mandatory questions on membership in the four designated groups required under the FCP, and 10 additional questions relating to: cultural background and national heritage, religion and faith, primary language, marriage and parental status, sexual orientation, and foreign trained professional status.
Various factors motivated KPMG to collect employee information using the Pulse Survey, including:
Factors that motivated KPMG to collect employee information using the DPT included:
The overall goals of the Pulse Survey and the DPT are to help KPMG:
KPMG had to consider a number of challenges when planning how best to collect the data using the Pulse Survey:
KPMG had to consider a number of challenges when planning how best to collect the data using the DPT:
To address the above challenges, KPMG took the following steps before launching the Pulse Survey:
Before launching the DPT, KPMG took the following steps:
Ontario’s New Approach to Aboriginal Affairs commits the government to working with Aboriginal leaders and organizations to improve education outcomes among Aboriginal students.[1] The challenge for the Ministry of Education (MOE) in helping Aboriginal students and assessing progress “was the absence of reliable student-specific data on the achievement of First Nation, Métis and Inuit students across Ontario.” [2]
In March 2003, MOE provided funding to support an Aboriginal student self-identification policy research pilot project, an initiative of Northern Ontario Education Leaders (NOEL) and Northern Aboriginal Educational Circle (NAEC). The task of self-identification policy development was assigned, as a shared responsibility, to two boards in Kenora, Ontario, which had sizable Aboriginal student populations – the Keewatin-Patricia District School Board (KPDSB) and the Kenora Catholic District School Board (KCDSB). The intent was that the two Directors of Education would develop a policy process and product that could eventually be used by other NOEL boards to give the MOE reliable data on Aboriginal students.
As a result of the NOEL pilot project, six school boards in north-western Ontario have developed a self-identification policy. With these policies in place, “these boards are able to focus their efforts and resources on strategies for improving Aboriginal student achievement and evaluate the success of their efforts over time.”[3]
The KPDSB is one of the most geographically dispersed school boards in Ontario,[4] with 16 elementary schools and five secondary schools spread over 70,950 square km of land in northwestern Ontario.[5] The Board serves approximately 5,446 students,[6] 38% of whom self-identify as Aboriginal.[7] Estimates are that this figure may reach 50% of the KPDSB’s entire student enrolment by 2010.[8]
Meeting the needs of this growing student population was one of the key factors that influenced the KPDSB to develop and approve the Voluntary and Confidential Self-Identification for First Nations, Métis and Inuit Students Policy (the Policy) in 2004.[9] In 2005, KPDSB asked all of its Aboriginal[10] students to self-identify on school registration forms, making it one of the first school boards in Ontario to do so.
Many factors led the KPDSB to consider collecting self-identification information from its Aboriginal student population, including:
Collecting self-identification information from KPDSB’s Aboriginal student population shared and supported goals the Board had established for Aboriginal education within its jurisdiction, including:[12]
KPDSB faced a number of challenges when planning and promoting its Policy:
To address these challenges, the KPDSB took the following steps before sending Aboriginal families student registration forms seeking self-identification information:
The KPDSB is committed to achieving the goals it had established for Aboriginal education and reporting its progress to Aboriginal communities and the broader public. The Board continues to collect and update self-identification data on an ongoing basis by asking for this information on student registration forms given to all new students. Secretaries and front-line administrative staff continue to be trained on how to discreetly and respectfully speak to students and their families about the Policy and address questions. Other steps the KPDSB is taking include:
[1] The Ontario Ministry of Education (the MOE) defines “Aboriginal” as including First Nation, Métis and Inuit peoples. According to MOE, “in keeping with the definition of Aboriginal peoples under the Constitution, all self-identification policies developed by school boards need to recognize and address the following four cohorts of Aboriginal students attending provincially funded schools in Ontario: one, First Nation students who live in First Nation communities but attend provincially funded elementary or secondary schools under tuition agreements; two, First Nation students who live in the jurisdictions of school boards and attend provincially funded elementary or secondary schools; three, Métis students who attend provincially funded elementary or secondary schools; and four, Inuit students who attend provincially funded elementary or secondary schools.” Aboriginal students who live in First Nation communities and attend federally funded elementary and secondary schools in First Nation communities would not be represented in the self-identification policies developed by provincial school boards. Ontario Ministry of Education, Building Bridges to Success for First Nation, Métis and Inuit Students (2007) at 9 online: www.edu.gov.on.ca at 9 [MOE Report]. According to the 2001 Census, more than 75% of the Aboriginal population in Ontario lives within the jurisdictions of provincially funded school boards. Ibid. at 7.
[2] Ibid. at 6-7.
[3] Ibid. at 8.
[4] Ontario Ministry of Education, Unlocking Potential for Learning: Effective District-Wide Strategies to Raise Student Achievement In Literacy and Numeracy – Case Study Report Keewatin-Patricia District School Board (2006) at 13 online: www.edu.gov.on.ca.
[5] In a March 23, 2009 telephone interview with Commission staff, Larry Hope, KPDSB’s Director of Education, states that, “in terms of square kilometers, [KPDSB’s operating area] is geographically equivalent to the size of France” [KPDSB Telephone Interview].
[6] In 2008, the KPDSP had a full-time equivalent of 5,446 students enrolled. This number may have fluctuated since that time. See Keewatin-Patricia District School Board, 2008 Director’s Annual Report (2008) online: www.kpdsb.on.ca [Annual Report].
[7] The KPDSB adopts the definition of Aboriginal endorsed by MOE.
[8] Annual Report, supra note 6.
[9] Keewatin-Patricia District School Board, Board Policy 315 (2004) online: www.kpdsb.on.ca [Board Policy].
[10] Please note that the term “Aboriginal” will be used to refer to First Nation, Métis and Inuit students throughout the remainder of the document, unless specifically stated otherwise.
[11] MOE Report, supra note 1 at 6 and Board Policy, supra note 9 at 2.
[12] Board Policy, supra note 9 at 1-2.
[13] “Where numbers are small enough so that individual information may be revealed, no such information will be communicated. The number is set at 15 or less students.” Ibid. at 3.
[14] MOE Report, supra 1 at 19.
[15] Northern Ontario Education Leaders (NOEL), “Oral Language SIP/LNS Oral Language Project” online: NOEL www.noelonline.ca/index.php?pid=39 [NOEL Oral Language]. See also Annual Report, supra note 6.
[16] NOEL Oral Language, supra note 15.
[17] Annual Report, supra note 6.
[18] Ibid.
[19] KPDSB Telephone Interview, supra note 5.
[20] Ibid.
[21] Ibid.
Founded in 1964, the University of Guelph (the U of G) includes seven colleges, with programs spanning the natural and physical sciences, social sciences and the humanities. The U of G, which is committed to equity, is ranked as one of Canada's top comprehensive universities because of its dedication to student learning and innovative research.[1]
In 1990, U of G administered a full-scale workforce census and set up an employment equity policy and plan, following work that started in 1987 when the University made a formal commitment to the Federal Contractors Program (the FCP).” [2] Under the FCP, provincially regulated employers with more than 100 employees that want to earn federal government contracts of $200,000 or more must show a commitment to implementing employment equity.[3]
This means employers must work with employees to identify and remove systemic barriers to selecting, hiring, promoting and training four designated groups – Aboriginal Peoples, members of visible minorities, women and people with disabilities. Employers must also take steps to increase the participation of these groups at all levels of employment by, for example, collecting internal workforce information, or internal representation data, via a self-identification survey that meets the legal requirements of the Employment Equity Act and Regulations. Since then, U of G has conducted a full workforce census in 2000 and taken steps to promote equity and achieve a representative workforce.[4]
The key goals of the workforce census were to help U of G:
When planning how best to collect data in 2000, U of G faced several challenges, including:
Before launching the workforce census, U of G, with guidance from the FCP Criteria and the Guidelines, took the following steps:
[1] University of Guelph website, online: www.uoguelph.ca/. In 2008, U of G was ranked by Maclean's magazine as the fourth-best comprehensive university in Canada (“comprehensive" indicating institutions with significant research activity and a wide range of programs at the undergraduate and graduate levels, including professional degrees): See Maclean’s, “Comprehensive Rankings” (2008), online: Macleans.ca oncampus.macleans.ca
[2] University of Guelph, “Employment Equity Survey March 6 to 10” (1 March 2000), online: News@Guelph www.uoguelph.ca/atguelph/00-03-01/articles/equity.html.
[3] Human Resources and Skills Development Canada, Federal Contractors Program, online: www.hrsdc.gc.ca [FCP Program].
[4] See Human Resources and Skills Development Canada, Guidelines for the Employment Equity Act and Regulations: Guideline 4 Collection of Workforce Information, online: Human Resources and Skills Development Canada www.hrsdc.gc.ca [Guidelines].
[5] All full-time and temporary employees located on the U of G’s main campus were surveyed, as were employees not located in Guelph – those working at the University’s agricultural colleges (Alfred, Kemptville and Ridgetown campuses) and at the U of G’s research stations.
[6] The return rate is defined as the percentage of surveys returned either blank or completed.
[7] The response rate is defined as the percentage of those who completed the survey.
[8] The FCP expectation is a return rate of 80% or greater.
[9] After 2000, the University’s Institutional Research and Planning office has assumed this responsibility.
[10] University of Guelph, Employment Equity Systems Review Summary Report, (2002) at 2, online: www.uoguelph.ca/hre/eep/docs/esrevieweng.pdf [Systems Review Report]. For more details about the 2000 Workforce Census results see University of Guelph, Report of Employment Equity Workforce Analysis (2000), online: www.uoguelph.ca/hre/eep/docs/eewfa_eng.pdf [2000 Census Results].
[11] The employment systems review aimed to identify and remove barriers for “equity seeking groups” at the University who have historically been disadvantaged in employment. This included people who fell within the four designated groups and “lesbian, gay, bisexual, transgendered and transsexual persons.” Systems Review Report, supra note 10 at 1.
[12] For example, the University’s climate was “generally positive,” the senior administration was strongly committed to employment equity, and equity considerations had been incorporated into faculty hiring policies and procedures to make the process more streamlined and transparent. Ibid. at 2.
[13] Ibid. at 8.
[14] For U of G to get the support and high participation rate it needed, the EE Committee was aware that its organizational culture required a process that was highly consultative and transparent in nature to succeed.
[15] U of G decided to design a short four-question employment equity workforce survey that complied with the Guidelines and provided a sufficient level of data that it, as an organization, was prepared to address and act on. The University decided not to ask other questions, such as about sexual orientation, because there was no comparator data available from Statistics Canada at the time. In a March 10, 2009 telephone interview with Commission staff, Patrick Case added that, “we did not want to commit to collecting data and not have hard answers as to what we were going to do with this data.” The Guidelines for the Employment Equity Act and Regulations and FCP Criteria also do not require contractors to collect such data. See FCP Program, supra note 3 and Guidelines, supra note 4.