Employment Equity Census:
A Profile of Western's Employees
In March, 2000, Equity Services, in cooperation with PSCEE,
conducted a census of all Western employees. The last census had been conducted in 1990.
The purpose of the census was to update and upgrade the employment equity
database. The census and its goals were endorsed by representatives of
all employee groups on campus.
The census was completely voluntary and individuals were encouraged to
contact Equity Services with any questions or concerns they had. An informational
brochure was sent with the census itself. Copies of both of these are
appended to this report.
In total, the census was sent to 6,559 full-time and part-time faculty
and staff. Of those, 3,819 responded to the census. The following is a
breakdown of those surveyed and responding:
Using the responses to the census, four separate
sets of tables have been prepared for this report, one set each for
full-time administrative staff, part-time administrative staff, full-time
faculty and part-time faculty. Please note that teaching assistants
are included in the tables for part-time administrative staff, professionals.
For purposes of employment equity reporting, administrative staff are
divided into fourteen (14) occupational groups. These "employment
equity occupational groups" were developed by Human Resources Development
Canada ("HRDC") to reflect the occupational structure within
companies and for use in measuring the representation and career progress
of designated group members over time. They have been determined by
a regrouping of the much larger National Occupational Classification
("NOC") used by Statistics Canada. It is necessary for us
to mirror these occupational groups in our tables as our comparison
data are categorized in this manner. The comparison data found in the
tables are obtained from the 1996 Employment Equity Data Report prepared
For administrative staff, the comparison data are taken from the Canadian
census of 1996 (with regard to women, Aboriginal people and visible
minorities) and from the 1991 Health and Activity Limitations Survey
("HALS") (with regard to persons with disabilities) as provided
by HRDC. The Canadian census data are broken down into three levels
- national, provincial and local community - and into the 14 occupational
groups; the HALS data are national only. Western is required to compare
its internal representation of designated groups with the census data
that best represents the pool of persons from whom the university would
usually recruit employees for the particular occupational group. For
example, senior managers are generally recruited from across the country
and, thus, national census data would be used for comparison; manual
workers would generally be hired from the London community, requiring
Western to use the London and area census data for the purposes of comparison.
These data appear in the far right hand column of the tables.
The Western numbers reported are those as of January 8, 2001. These
reflect the number of administrative staff employed by Western on January
8, 2001, and the number of those employees who responded to the census
in March, 2000 who are still employed as at January 8, 2001. Data on
total numbers of employees as well as the numbers of women administrative
staff come from Western's human resources database. As such, we are
able to report an accurate percentage of women employees. Data regarding
Aboriginal peoples, visible minorities and persons with disabilities
come from the responses to the census. As the census was voluntary and
relied on individuals to self-identify as a member of a designated group,
percentages are expressed in two ways. The number of respondents identifying
themselves as a member of one of these three designated groups is firstly
expressed as a percentage of the total number of respondents, and secondly
expressed as a percentage of the total number of all employees. This
latter percentage assumes that all non-respondents are not members of
that particular designated group.
Faculty have been divided into four groups for reporting purposes: Professor,
Associate Professor, Assistant Professor and Other. For faculty, the
comparison data also come from the Canadian census of 1996. Unfortunately,
the census provides only information with regard to those persons who,
at the time of the census, held doctoral degrees. This information is
broken down by designated group (except for persons with disabilities).
We have not been able to obtain any reasonably reliable comparison data
for the representation of persons with disabilities among the people
holding doctoral degrees. There are also no data with regard to how
long the designated group members have held their doctoral degrees for
the purposes of ascertaining appropriate representation of designated
groups at the different levels of professorial seniority.
It is important to understand the limitations of the data. Not only
are the comparison data in the final column very uncertain, but the
Western data in the second column are only from the survey (except for
the data on female participation, which is a complete census), and therefor
are subject to the usual errors of surveys. In particular, non-response
bias might be serious. In spite of our very best efforts, including
a follow-up survey to increase the response rate, the response rate
was only about 60%.
In view of these inevitable limitations, detailed comparisons should
be made with caution, and with a recognition of their uncertainty.