The most common type of discrimination experienced by visible minorities in Canada since the beginning of the COVID 19 pandemic was discrimination based on race or color. **** percent of women belonging to a visible minority group reported having faced such a situation, compared to **** percent of men. Women were also more likely than men to have experienced discrimination because of their ethnicity or culture.

Low-income cut-offs, after tax (LICO-AT) - The Low-income cut-offs, after tax refers to an income threshold, defined using 1992 expenditure data, below which economic families or persons not in economic families would likely have devoted a larger share of their after-tax income than average to the necessities of food, shelter and clothing. More specifically, the thresholds represented income levels at which these families or persons were expected to spend 20 percentage points or more of their after-tax income than average on food, shelter and clothing. These thresholds have been adjusted to current dollars using the all-items Consumer Price Index (CPI).The LICO-AT has 35 cut-offs varying by seven family sizes and five different sizes of area of residence to account for economies of scale and potential differences in cost of living in communities of different sizes. These thresholds are presented in Table 4.3 Low-income cut-offs, after tax (LICO-AT - 1992 base) for economic families and persons not in economic families, 2015, Dictionary, Census of Population, 2016.When the after-tax income of an economic family member or a person not in an economic family falls below the threshold applicable to the person, the person is considered to be in low income according to LICO-AT. Since the LICO-AT threshold and family income are unique within each economic family, low-income status based on LICO-AT can also be reported for economic families.Return to footnote1referrerFootnote 2For more information on generation status variables, including information on their classifications, the questions from which they are derived, data quality and their comparability with other sources of data, please refer to the Place of Birth, Generation Status, Citizenship and Immigration Reference Guide, Census of Population, 2016.Return to footnote2referrerFootnote 3Low-income status - The income situation of the statistical unit in relation to a specific low-income line in a reference year. Statistical units with income that is below the low-income line are considered to be in low income.For the 2016 Census, the reference period is the calendar year 2015 for all income variables.Return to footnote3referrerFootnote 4The low-income concepts are not applied in the territories and in certain areas based on census subdivision type (such as Indian reserves). The existence of substantial in-kind transfers (such as subsidized housing and First Nations band housing) and sizeable barter economies or consumption from own production (such as product from hunting, farming or fishing) could make the interpretation of low-income statistics more difficult in these situations.Return to footnote4referrerFootnote 5Prevalence of low income - The proportion or percentage of units whose income falls below a specified low-income line.Return to footnote5referrerFootnote 6For more information on the Visible minority variable, including information on its classification, the questions from which it is derived, data quality and its comparability with other sources of data, please refer to the Visible Minority and Population Group Reference Guide, Census of Population, 2016.Return to footnote6referrerFootnote 7The Employment Equity Act defines visible minorities as 'persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.'Return to footnote7referrerFootnote 8For example, 'East Indian,' 'Pakistani,' 'Sri Lankan,' etc.Return to footnote8referrerFootnote 9For example, 'Vietnamese,' 'Cambodian,' 'Laotian,' 'Thai,' etc.Return to footnote9referrerFootnote 10For example, 'Afghan,' 'Iranian,' etc.Return to footnote10referrerFootnote 11The abbreviation 'n.i.e.' means 'not included elsewhere.' Includes persons with a write-in response such as 'Guyanese,' 'West Indian,' 'Tibetan,' 'Polynesian,' 'Pacific Islander,' etc.Return to footnote11referrerFootnote 12Includes persons who gave more than one visible minority group by checking two or more mark-in responses, e.g., 'Black' and 'South Asian.'Return to footnote12referrerFootnote 13Includes persons who reported 'Yes' to the Aboriginal group question (Question 18), as well as persons who were not considered to be members of a visible minority group.

Number of people belonging to a visible minority group as defined by the Employment Equity Act and, if so, the visible minority group to which the person belongs. The Employment Equity Act defines visible minorities as 'persons, other than Aboriginal peoples, who are non-Caucasian in race or non-white in colour.' The visible minority population consists mainly of the following groups: South Asian, Chinese, Black, Filipino, Latin American, Arab, Southeast Asian, West Asian, Korean and Japanese.

As a woman of mixed race, Minelle Mahtani worked hard to find her voice as a journalist in Canada. As an academic who speaks to international audiences about identity and news today, Mahtani sees that visible minority women around the world face many similar hurdles.

Employment income (in 2019 and 2020) of visible minority groups by educational characteristics, for cities.

Representation by Employment Equity occupational groups for visible minorities, Aboriginal Peoples, persons with disabilities and women and by fiscal year at the Canada School of Public Service. The total number of employees in each group represents only those who have self-identified in accordance with the Employment Equity Act and who are not on leave without pay. The base Employment Equity population used to calculate representation excludes employees on leave without pay.

Small and Medium-Sized Enterprises – Small enterprises are defined as having 1-99 employees. Medium sized enterprises have 100-499 employees. So small and medium-sized enterprises (SMEs) are all firms with less than 500 employees. Majority-owned / Majority ownership – Majority ownership for each of the designated groups is based on the following parameters: between 51 and 100 percent owned by one or more females; Indigenous persons; youth; visible minorities; people with disabilities. 50:50 ownership, which in the instance of male and female, may include married couples, would not be included in these totals.

Statistics Canada Census Data from 2021. This dataset includes the visible minority data provided by Statistics Canada joined with the census tracts. Each topic covered by the census was exported as a separate table. Each table contains the total, male, and female characteristics as fields for each census tract. Topics range from population, age and sex, immigration, language, family and households, income, education, and labour. For more information on definitions of terms used in the tables and other notes, refer to Statistics Canada's 2021 Census.

Small and Medium-Sized Enterprises – Small enterprises are defined as having 1-99 employees. Medium sized enterprises have 100-499 employees. So small and medium-sized enterprises (SMEs) are all firms with less than 500 employees. Majority-owned / Majority ownership – Majority ownership for each of the designated groups is based on the following parameters: between 51 and 100 percent owned by one or more females; Indigenous persons; youth; visible minorities; people with disabilities. 50:50 ownership, which in the instance of male and female, may include married couples, would not be included in these totals.

The Public Service Commission of Canada (PSC) is responsible for promoting and safeguarding a merit-based, representative and non-partisan federal public service. As part of its oversight role, it undertakes investigations as well as audit and research activities to assess the integrity of the public service staffing system and its performance against intended outcomes. This study is part of these oversight initiatives and assesses the success of employment equity group members (women, visible minorities, Indigenous Peoples, and persons with disabilities) in seeking and obtaining promotions, relative to their counterparts.

Characteristics of ownership (female, indigenous, visible minority, person(s) with a disability, family members) for Small and Medium Enterprises in 2020 by region, CMA level, North American Industry Classification System (NAICS), demographics, age of business, employment size, rate of growth, etc.

Descriptive statistics on socio-demographic characteristics of respondents.

This dataset provides workforce representation by Employment Equity Occupational Groups within the federally regulated private sectors for designated Employment Equity groups. It is now available on the Open Government portal to assist employers under the Legislated Employment Equity Program (LEEP) in supporting their employment equity gap analysis in meeting employment equity obligations.

Characteristics of ownership (female, indigenous, visible minority, person(s) with a disability, family members) for Small and Medium Enterprises in 2020 by region, CMA level, North American Industry Classification System (NAICS), demographics, age of business, employment size, rate of growth, etc.

Characteristics of ownership (female, indigenous, visible minority, person(s) with a disability, family members) for Small and Medium Enterprises in 2020 by region, CMA level, North American Industry Classification System (NAICS), demographics, age of business, employment size, rate of growth, etc.

The Public Service Commission (PSC) collects data on individuals who apply through the Public Service Resourcing System (PSRS) for advertisements open to Canadians on the PSC’s jobs.gc.ca website. This enables the PSC to assess employment equity (EE) trends and performance regarding the share of external applicants of the following EE groups: Women, Aboriginal peoples, persons with disabilities and members of visible minorities. Student hiring EE data for Aboriginal peoples, persons with disabilities and members of visible minorities are based on those who applied and self-declared through PSRS and where a match was found in the PSC hiring and staffing activities files covering the current fiscal year. Students hired under the Post-Secondary Recruitment (PSR) and Co-op/Internship (CO-OP) Programs are excluded. Data on women are derived from the Treasury Board of Canada Secretariat Incumbent File.

The Departmental Results Framework (DRF) is the strategic view of Defence’s mandate, displaying its Core Responsibilities and key performance information. It represents the corporate framework used to demonstrate plans, achievements, expenditures and performance results. This helps Canadians and parliamentarians understand what we do, what we seek to achieve, and how we will determine if we have achieved it. This dataset presents DRF 3.3 entitled “The Defence team reflects the values and diversity of Canadian society” and its indicators (DRI) entitled: 3.3.2 “% of civilians in the Defence team who self-identify as a woman”, 3.3.4 “% of civilians in the Defence Team who self-identify as a visible minority” and 3.3.6 “% of civilians who self-identify as an indigenous person”. The Department of National Defence (DND) has a legislative requirement to meet or exceed the workforce availability for the four designated Employment Equity (EE) groups: women, visible minorities, persons with disabilities and Indigenous persons. The Employment Equity Workforce Analysis Representation by Occupational Category and Group report provides data on DND’s workforce representation, the workforce availability for the specific EE group and the workforce gap by occupational group and level. DND also calculates the rate at which its employees choose to self-identify either as a member of an EE group, or not. This rate is calculated by DND upon receipt of requisite data from the Treasury Board Secretariat. Note: The data from FY 2021-22 for DRIs 3.3.4 & 3.3.6 will be available during Fall 2022 and Fall 2023 respectively and will be updated accordingly.

Workforce population showing representation by Employment Equity Occupational Groups and National Occupational Classification unit groups for women, Aboriginal peoples and visible minorities, 2021 Census

*Ever.IQR: Interquartile Range.†Visible minority was defined as being Non-Caucasian, including: Chinese/Taiwanese, South Asian, Pakistani, Bangladeshi, Vietnamese, Korean, Japanese, Filipina, Thai, Sri Lankan, Latin American, Middle Eastern, Black or First Nations.

The footnotes in the table are represented in brackets.The table shows total, male and female data (appearing as column headers) for selected characteristics (appearing as row headers).