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Workforce Diversity

“The City of Saskatoon's workforce represents the diversity of Saskatoon's population” is a long-term target. The target measures the percentage of City of Saskatoon employees in four groups: females, Aboriginal people, people with disabilities, and visible minorities.

How are we doing?

In 2016, the City of Saskatoon continued to have a gap in employment for all equity groups relative to the 2015 SHRC targets. In comparison to 2015 performance, minor improvements occurred in representation of people with disabilities and visible minority groups; however, a small decline was present in the female representation and Aboriginal groups. 

Data Table
Employment Equity Group Representation
  Female Aboriginal People with Disabilities Visible Minority
2011 Saskatoon Population Aged 15-74 (%) 50.9 8.8 7.6 12.3
2015 SHRC Goals (%) 46.0 14.0 12.4 11.0
2015 City Employees (%) 39.0 8.6 2.9 9.6
2016 City Employees (%) 38.0 7.2 3.8 10.6


Description

The workforce diversity target measures the percentage of City of Saskatoon employees in four groups: females, Aboriginal people, people with disabilities, and visible minorities. The City’s numbers do not include fire, police association, library, or exempt staff from boards.

The City of Saskatoon is a partner with the Saskatchewan Human Rights Commission (SHRC) which updated their employment equity group goals in December 2014. The workforce diversity target measures our success in offering an inclusive workplace that embraces diverse backgrounds under our goal for “Continuous Improvement.”

What do we need to do to achieve this target?
  • Maintain a dedicated person to manage the diversity programs and policies
  • Maintain a dedicated person to manage Aboriginal affairs and build relationships with Aboriginal communities
  • Increase training opportunities for employees at all levels of the organization to increase intercultural skills
  • Invest in measurement tools such as the Inter-developmental Inventory and the Employee Engagement Survey
  • Improve workplace spaces to increase accessibility for people with disabilities

What are the benefits of achieving the target?

A representative workforce draws from a larger labour pool which can result in a variety of skills and experiences, cultures, and languages which represent the clients the City serves.

What are the risks?
  • Using the SHRC goals as the only measure of success has some shortcomings: 
    • Goals were last changed in 2006, based on the Statistics Canada census survey; however, Saskatoon’s population has changed significantly since then
    • Stats Canada notes that “the Aboriginal people may be underrepresented in census surveys” 
    • SHRC goals are population numbers for ages 15 to 74 which may not reflect those working or whom want to work
    • SHRC goals specify women in under-represented occupations but do not consider types of jobs for other equity groups
  • City of Saskatoon employment that relies on self-reported information may appear lower if people choose not to self-identify or if their situation changes over time (e.g. some people acquire a disability while employed)
  • Competition is strong from other organizations that are recruiting talented employees to meet diversity targets or other employment objectives.
  • Expected turnover rates will impact the ability to achieve some SHRC goals within ten years

 

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