Employment Equity Dashboard Definitions 

Please reference the following definitions as you engage with the data available on the Employment Equity Dashboard.

Exits: Employees with a termination event in the reporting period of January 1 to December 31. Includes termination for both voluntary (e.g., retirements) and involuntary reasons.

Gap Analysis: Or Labour Availability Analysis, tells us whether the representation rates at the University in each of the designated groups is at, below, or above the representation rates of those groups in the Canadian workforce for different types of positions.

Gender Identity: Each person’s internal and individual experience of gender. It is their sense of being a woman, a man, both, neither, or anywhere along the gender spectrum. A person’s gender identity may be the same as or different from their birth-assigned sex.

Indigenous or Aboriginal People of North America: First Nations (status, non-status, treaty or non-treaty), Métis, Inuit, or Native American (US).

Institutional Response Rate: Includes respondents who selected the “I choose not to answer this survey” option at the beginning of the survey.

Labour Availability: The total external availability of qualified candidates in Ontario with the minimum qualifications to be a candidate for work in a particular Employment Equity Occupational Group (EEOG).

New Hires: Employees with an Employment Date in the reporting period of January 1 to December 31.

Persons With Disabilities: Persons who have long-term or recurring physical, mental, sensory, psychiatric, or learning impairment(s) AND

  • A) who consider themselves to be disadvantaged in employment by reason of that impairment,

OR

  • B) believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment. This also includes persons with disabilities who have been accommodated in their current job or workplace.

Promotions: Employees with a promotion or reclassification event in the reporting period. This also includes the promotion of tenured faculty from Associate Professor to Professor and of Continuing Stream, Teaching Stream faculty from Associate Professor, Teaching Stream to Professor, Teaching Stream, as recorded in the Human Resources Information System (HRIS).

Representation Rate: The proportion of staff, faculty, and librarians identifying in each designated category.

Racialized or Persons of Colour: Members of such groups in Canada are persons, other than Indigenous or Aboriginal People (defined above), who are non-Caucasian in race or non-white in colour, regardless of place of birth or citizenship.

Substantive Response Rate: The number of responses to the survey, excluding those who selected “I choose not to answer this survey.”

Trans: A person who identifies with a gender other than the one assigned to them at birth, or to a person whose gender identity and gender expression differ from stereotypical masculine and feminine norms. It is also used as an umbrella term for those who identify as transgender, trans, nonbinary, gender non-conforming, genderqueer, or an analogous term.

Two-Spirit/2S: A cultural and spiritual identity used by some Indigenous people who have both masculine and feminine spirits. Employees self-identifying as two-spirit can make this selection under the sections of both “Gender and Gender Identity” and “Sexual Orientation.” “Two-spirit” is one of many words to describe various genders, sexes, and sexualities. Employees identifying as women, men, or trans can identify in any number of other categories that help inform their own social identities.