Count Yourself In (CYI): Workforce Survey Results Presentation to Aboriginal Affairs Advisory Committee

Transcription

1 AA7.4 Count Yourself In (CYI): Workforce Survey Presentation to Affairs Advisory Committee Equity, Diversity & Human Rights and Human Resources February 9,

2 Presentation Outline Section Slide Number Introduction 3 4 Survey Facts Appendices 12 2

3 Survey Facts The Count Yourself In (CYI) workforce survey is one of two employee surveys (other being Employee Engagement Survey) that are part of City s workforce plan, Talent Blueprint Provides accurate demographic information on the Toronto Public Service to create a public service that reflects the population we serve and to ensure an engaged, diverse and productive workforce that meets our current and future needs 3

4 Survey Facts The CYI survey meets the City s Employment Equity Policy goals to:..promote the development of proactive strategies by establishing qualitative and quantitative objectives specific to equity principles. Progress on the achievement of results will be measured and reported to Council and the public and, provides evidence to remove barriers and monitor outcomes rather than establishing requirements to precisely reflect the percentage of designated groups in the community. The City's Statement of Commitment to the Communities of Toronto identifies seven distinct goals to be fulfilled as part of the Urban Strategy/Framework. One of the commitments is to: implement employment practices that ensure that opportunities for employment are accessible to people and increases the number of employees at all occupational levels. 4

5 Survey Facts Who was surveyed? All active TPS employees and Officers of Council surveyed (25,759) with the exceptions of L79 part-time recreation workers, elected officials, committee members, Council employee, Mayor's Office, agencies and corporations and Accountability Officers. When? In 2002, the City administered the first CYI survey to capture the diversity of the Toronto Public Service (TPS). The Equity, Diversity and Human Rights Division (EDHR) conducted the most recent CYI survey from June 4, 2014 to November 24, What s in the CYI Report to Council? (online) Corporate baseline workforce analysis; also disaggregated by cluster and affiliation Baseline representation (%) of the four designated groups members (women, Peoples, visible minorities/racialized group members and persons with disabilities) Report on response rates to new questions in survey (sexual orientation and nonbinary gender 5

6 Survey Facts 55.1% cumulative response rate ( ) as of November 24, ,196 respondents from the 25,759 active TPS employees surveyed: 47.2% (6,701) self-identified as women compared to 52.0% (1.4 million) of the residents of Toronto 1.4% (196) self-identified as Peoples compared to 0.7% (19,270) of residents of Toronto* 32.4% (4,605) self-identified as members of visible minority/racialized groups compared to 48.4% (1.3 million) of residents of Toronto 5.2% (734) self-identified as a person with disabilities compared to 11.6% (302,650) of residents of Toronto A new sexual orientation question and new gender categories were added. Of 9,820 active employees who responded to the survey alone, 10.0% (983) self-identified as either lesbian, gay, bisexual, or two-spirited. 0.2% (20) self-identified as transgender or other. 6

7 Survey Facts The gap between designated groups' self-identification at TPS compared to demographic representation is for visible minorities/racialized groups (-16%) persons with disabilities (-6.2%) women (-4.8%) Responses show a greater percentage of Peoples (+0.7%) in the TPS compared to the demographics. Official demographic counts of Peoples are considered to be underestimates. For a more accurate picture of workforce diversity, the City will need to conduct detailed gap analyses of its workforce representation compared to the labour market availability of designated groups in Toronto. EDHR and HR will then work with City divisions to develop plans to close significant gaps in representation. We are committed to implementing the. Next CYI survey in Q

8 Survey Facts Program Objective Consistent with the Employment Equity Policy, Human Resources continues to assess and re-evaluate current programs to ensure that barriers to employment are removed at the City and that deliberate approaches are taken to make programs more inclusive of the /Indigenous communities. Current Programs and Initiatives 1. Internship Program within the Councillors Offices HR is currently working with Miziwe Biik and the City's Clerk's Office to organize four six-month internships within the Councillors' Offices Four City councillors who will be hosting an intern and Miziwe Biik will be providing the candidates for the positions Begins in April 2017 and run until September

9 Survey Facts 2. Toronto Urban Fellows The 2017/2018 cohort will consist of 14 positions, two of those positions will be dedicated for /Indigenous candidates HR currently reviewing recruitment process for the 2017/2018 Toronto Urban Fellows cohort and will be developing a sourcing strategy to focus on /Indigenous graduates 3. Outreach and Presence in the Community HR has been successful in attracting high caliber /Indigenous applicants to supervisory level roles in Shelters Support and Housing Administration (SSHA) We are looking to expand the above approaches to other divisions in order to replicate our successes 9

10 Survey Facts Moving forward, Human Resources aims to: Build and grow visibility of City opportunities within /Indigenous communities through key recruitment events, networking events and community events Continue to identify and build partnerships with local and national /Indigenous associations, academic institutions and access centres Continue to employ broadened, targeted outreach to further increase the City s /Indigenous representation Continue to build and expand our outreach to the online community via Twitter, LinkedIn and Facebook to reach a larger audience (i.e. posting opportunities in specific Indigenous LinkedIn or Facebook groups, etc.) 10

11 Survey Facts With HR and EDHR support, Division Head will: Develop a multi-year Divisional Action Plan to identify and remove barriers to employment and close any significant gaps in representation Track implementation of Action Plans Any questions? Contact us: diversity@toronto.ca or consult our Frequently Asked Questions: 11

12 Appendix 1: What Next? Activity Q1 17 Q2 17 Q3 17 Q4 17 Q1 18 Q2 18 Q3 18 Q Corporate and cluster results 2. Divisional 3. CYI Evaluation Project 4. Evaluation CYI Survey 6. Divisional 7. Divisional Action Plan (long-term development) 12

13 Appendix 2: Future Reports Year Milestone Division Heads Role & Responsibility Division Heads receive divisional CYI results 2. CYI Evaluation Project 3. Launch of 2017 CYI on a Census Day (Q4) Understand the results Participate and encourage employees to participate in the CYI Evaluation Project Raise 2017 CYI response rates by 5% Division-specific workforce analysis (cumulative 2017 survey data) In collaboration with HR and EDHR, develop multi-year Divisional Action Plan to close any significant gaps in representation 2017 Divisional include: Division-specific response rate compared to corporate and cluster response rate Trends in response rates over time Response rates disaggregated by Management/non-Management 2018 Divisional will include: Detailed reports indicating any gaps in representation compared to the labour market availability in Toronto (using the National Occupational Classification system to code City job profiles). 13

14 Appendix 3: CYI Survey by Cluster Survey Response Cumulative Cluster/Area Active Workforce # % # % City Manager's Office % % Reporting to Council % % Cluster A 13,335 5, % 6, % Cluster B 8,594 2, % 5, % Cluster C 2,652 1, % 1, % Grand Total 25,759 9, % 14, % 14

15 Appendix 4: CYI Survey by Affiliation Survey Response Cumulative Affiliation Active Workforce # % # % L3888 Firefighters 3, % 2, % L416 Outside 4,921 1, % 1, % L79 Full-time 10,164 4, % 5, % L79 PT Long-Term Care Homes & Services (LTCH&S) 1, % % L79 Unit B PT 1, % % Non-Union 4,444 2, % 3, % Tradespeople % % Grand Total 25,759 9, % 14, % 15

16 Appendix 5: CYI Survey by Group Representation 60 TPS Workforce Representation vs. Toronto Representation* TPS Toronto Percent (%) Representation Women Peoples Visible Minorities/Racialized Groups Representation Groups Persons with Disabilities *residents of Toronto, excluding the census metropolitan area (CMA) 16

17 Appendix 6: CYI Survey Response Rates by Hires and Exited Employees Cumulative Category Action Type # of Employees Affected # of Employees Responded % of Employees Responded # of Employees Responded % of Employees Responded Layoff 1, % % Exit Termination 2, % % Retirement 1, % 1, % Subtotal 6,540 1, % 2, % New Hire 4, % % Hire Rehire % % Recall 1, % % Subtotal 7,165 1, % 1, % 17