Diversity, equity, and inclusion scores increase compared to 2020 workforce census data.
BRAMPTON, ON (May 3, 2023) – Peel Region has completed its second workforce census. Questions focused on demographic data and employee sentiments (feelings) about diversity, equity, inclusion and health, safety, and wellness at Peel Region. 55 percent of employees participated in the survey, up 5 percent since the inaugural 2020 workforce census. This overall response rate is consistent with other public service organizations.
Building on the 2020 workforce census, results show diversity, equity, and inclusion (DEI) scores have increased across the organization and reported incidents of discrimination and harassment are lower than 2020. While results show signs of progress, many employees experience the organization differently depending on their diversity. Respondents identifying as Black, Indigenous, Person of colour, non-binary, 2SLGBTQ+ and/or having a disability, experience the workplace less favourably than others. Additionally, there continues to be lower diverse representation at leadership levels. Key organizational insights are listed below.
View our organizational results.
Census results indicated:
· 50% of respondents were born outside of Canada
· 64% of respondents identify as a woman
· 52% of respondents identify as BIPOC (Black, Indigenous, People of Colour)
· 81% of respondents are caregivers
· 46% of respondents recognize Christianity as their belief system
Since the 2020 workforce census, Peel Region has implemented several DEI recommendations to advance diversity, equity, and inclusion in the workplace, including policies, programs and processes aimed to better support our workforce and improve the employee experience. Areas of focus include recruitment, career advancement, training and education, and employee engagement.
The workforce census results (2020 and 2022) served as inputs into the Region’s 5-year DEI Strategy and Action Plan, which was completed this Spring, and focuses on both workforce and community.
Next steps for the staff, include development of a detailed action plan that focuses on talent attraction and acquisition, employee engagement, policies and processes and leadership development.
For the community, next steps include development of a Truth and Reconciliation Action plan, a focus on building relationships with diverse groups and influencing program and service delivery to meet the needs of Peel’s diverse community. Efforts will continue alongside local municipalities and community tables to combat racism and systemic discrimination in Peel.
“We must continue to demonstrate intentional DEI efforts to have a deeper, lasting impact, and to create a healthy, safe, work environment where inclusion is practiced, and everyone feels a sense of belonging. Leveraging the insights from our workforce census ensures we continue to support our employees, while enhancing our programs and services to reflect the needs of the Peel community” – Gary Kent, Chief Administrative Officer, Peel Region