People from visible minorities, Indigenous communities and those living with a disability still do not have an equal opportunity to secure a position in the federal public service.
According to a report by the Civil Service Commission released on Thursday, the proportion of candidates from these three groups is declining as the selection process progresses.
Members of visible minorities made up 30.4% of applicants between April 2016 and March 2017, but 24.7% of appointees.
“Among the visible minority subgroups examined in our audit, black applicants experienced a greater decline in representation than other visible minorities, both at the organizational screening stage and at the organizational screening stage. evaluation ”, we can read.
One of the factors identified is the fact that applicants with Canadian citizenship are given priority under the law.
“Although the vast majority of candidates in our audit sample were Canadian (93%), visible minority candidates were about twice as likely as their counterparts to be non-Canadians,” it noted. They were therefore screened out based on their citizenship, at a rate approximately twice as high as their counterparts. ”
The report recommends, however, that we delve deeper into the exact causes of unequal employment opportunities.
For Aboriginal candidates, their proportion drops from 3.5% to 2.9% between the time of applying and the time of the announcement of the selected candidate.
Note that there is no representation problem among Aboriginals and members of visible communities who already work in the public service, based on 2018-2019 data. The rates represented by these two groups are slightly higher than their availability in the labor market.
However, there is an imbalance for employees living with a disability. These represent 9% of available workers, but 5.2% of central public administration employees. The authors attribute this gap in part to the use of a more inclusive definition, since 2017, of people with disabilities.
To conduct its study, the Civil Service Commission looked at variations in five stages of the candidate selection process. In all, 15,285 job applications for positions in 30 federal departments and agencies were reviewed. Job applications were related to 181 appointment processes that concluded between April 2016 and March 2017.