OTTAWA — A new report from the Treasury Board highlights persisting pay inequities within Canada's public service, despite overall advances in diversity and equity. The report, titled "Employment Equity in the Public Service of Canada 2023-24," indicates that employees categorized as belonging to "equity groups"—including women, Indigenous Peoples, visible minorities, and individuals with disabilities—tend to occupy lower income brackets more frequently than their counterparts in the core public service.
The report categorizes employees into six distinct income groups, ranging from those earning less than $50,000 annually to those making $150,000 or more. Approximately one-third of all public servants earn below $75,000, with a notable 1.7% earning less than $50,000. Notably, 39% of female employees, who represent 57% of the total workforce, fall below the $75,000 threshold.
Further analysis reveals that nearly 35% of Indigenous employees and employees with disabilities fall into the same income bracket, along with 37% of visible minorities. Among Black employees, this figure rises to 46%. In contrast, members of the identified equity groups are markedly underrepresented in the higher income levels of the public service. The data shows that while 13% of all public servants earn more than $125,000, only 11% of female employees and Indigenous employees, and 8% of Black employees achieve this income level. Interestingly, 14% of employees with disabilities earn more than $125,000, indicating a variance in representation at higher salary tiers.
Despite incremental improvements in overall pay for employees from equity groups, systemic issues remain. Nicholas Marcus Thompson, the president and CEO of the Black Class Action Secretariat, expressed concern that, while numbers may improve, the underlying issue of racialized workers, including skilled Black employees, remains unchanged. He argues that these employees are still largely confined to the lowest-paid jobs with limited access to decision-making roles. Thompson attributes the ongoing discrimination to systemic failures that necessitate urgent legislative reforms.
The government had pledged to modernize the Employment Equity Act in December 2023; however, Thompson noted that tangible changes remain absent. He emphasized that real change is contingent on equitable compensation and access to positions of power for racialized workers.
The report does indicate that the total number of federal employees has risen since the previous year. The representation of individuals from employment equity groups in executive positions has also seen growth, although they still lag behind in the highest executive tiers.
Nathan Prier, president of the Canadian Association of Professional Employees, commented that the salary disparities highlighted in the report are disappointing yet not surprising. He referenced a previous judicial decision by Justice Jocelyne Gagné, who denied a class-action lawsuit from Black public servants alleging discrimination, while acknowledging the widespread systemic discrimination present within federal institutions. The group is currently appealing the decision regarding their $2.5-billion claim against the government.
Prier noted the urgent need to enhance anti-discrimination measures within the federal workplace, underscoring that persistent barriers rooted in discrimination continue to waste valuable talent.
This report serves as a significant reminder of the work still required to achieve true equity in pay and advancement opportunities for marginalized groups within Canada's federal public service.
