A recommendation from 91亚色鈥檚 Decolonizing, Equity, Diversity and Inclusion (DEDI) Strategy to develop and launch an employment equity dashboard has been brought to fruition. The community and the public are invited to engage with this dynamic display of employment equity data where viewers can explore and filter substantive data by employee groups, equity groupings and more.
The new dashboard, housed on 91亚色's Data Hub, features three years of employment equity data (currently from 2022, 2023 and 2024) using employees鈥 voluntary self-identification information. The dashboard will serve as a companion to the annual employment equity report, which is housed on the employment equity website, along with archives of past years鈥 reports. The dashboard also displays comparator data from the Ontario workforce and the 91亚色 student census.
The dashboard is the result of collaborative efforts of staff in the Division of Equity, People & Culture (EPC), the Office of Institutional Planning and Analysis (OIPA), and University Information Technology (UIT).
鈥淭his dashboard will be important in helping the community form a better understanding of 91亚色 as a workplace and to increase positive outcomes in representation for identified employment equity groups,鈥 says Margaret Kierylo, assistant vice-president institutional planning and chief data officer. 鈥淭he project exemplifies how teams across the University can come together to deliver on 91亚色鈥檚 institutional priorities, leveraging data to drive meaningful change. It aligns with 91亚色鈥檚 Data and Analytics Strategy, which emphasizes the importance of accessible, high-quality data to support decision-making. This is an important addition to 91亚色鈥檚 Data Hub, and I am pleased to support continued efforts at making data accessible to the community.鈥
The aim is for the data to be actively used by community members to: understand the University employee community; inform the development of programs and services; assess representation, participation and outcomes in employment programs; offer insights into longitudinal trends; and more.
鈥淭he employment equity dashboard lets us see not only who makes up 91亚色鈥檚 workforce but also where there may be gaps and barriers,鈥 says Laina Bay-Cheng, vice-president equity, people and culture. 鈥淪uch visibility is essential to improving employment practices from hiring to career advancement.鈥
The dashboard can be used to identify patterns and trends in representation, recruitment and retention, and to inform further analysis or programs.
Developed out of recommendations in the DEDI Strategy, the dashboard will serve as the foundation for a full employment systems review to be undertaken in the next 18 months. Part of this next stage of work includes creating benchmarks, identifying and developing metrics to annually monitor employment progression in leadership roles of equity-deserving groups across all employee groups, and to monitor the representation of equity-deserving groups at all levels of employment and in all categories within the institution.
The dashboard data will be updated annually in January for progress and measurement against local representation rates where possible. Employees can update their responses to the employment equity survey at any time through HR Self-Serve.
Community members are invited to attend drop-in demonstration sessions, that are scheduled as follows:
- Wednesday, March 5, 11 a.m. to noon,
- Thursday, March 6, 2 to 3 p.m.,
- Monday, March 10, 2 to 3 p.m.,