The 2006 Census estimated 5.1 million individuals who belonged to a visible minority. 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 has grown steadily over the last 25 years. In 1981, when data for the four Employment Equity designated groups were first derived, the estimated 1.1 million visible minorities represented 4.7% of Canada's total population. In 1991, 2.5 million people were members of the visible minority population, 9.4% of the total population. The visible minority population further increased to 3.2 million in 1996, or 11.2% of the total population. By 2001, their numbers had reached an estimated 3.9 million or 13.4% of the total population. In 2006, the visible minorities accounted for 16.2% of Canada’s total population. This map shows the percentage of visible minorities by census divisions.

The 2006 Census estimated 5.1 million individuals who belonged to a visible minority. 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 has grown steadily over the last 25 years. In 1981, when data for the four Employment Equity designated groups were first derived, the estimated 1.1 million visible minorities represented 4.7% of Canada's total population. In 1991, 2.5 million people were members of the visible minority population, 9.4% of the total population. The visible minority population further increased to 3.2 million in 1996, or 11.2% of the total population. By 2001, their numbers had reached an estimated 3.9 million or 13.4% of the total population. In 2006, the visible minorities accounted for 16.2% of Canada’s total population. This map shows the percentage of visible minorities (chinese population) by census subdivisions.

Percentage of designated group members and age range of minority groups within CSIS

The 2006 Census estimated 5.1 million individuals who belonged to a visible minority. 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 has grown steadily over the last 25 years. In 1981, when data for the four Employment Equity designated groups were first derived, the estimated 1.1 million visible minorities represented 4.7% of Canada's total population. In 1991, 2.5 million people were members of the visible minority population, 9.4% of the total population. The visible minority population further increased to 3.2 million in 1996, or 11.2% of the total population. By 2001, their numbers had reached an estimated 3.9 million or 13.4% of the total population. In 2006, the visible minorities accounted for 16.2% of Canada’s total population. This map shows the percentage of visible minorities (Arab population) by census subdivisions.

Employment estimates by class of worker, gender, and visible minority group.

Satisfaction with feeling part of the community and with the neighbourhood, feeling of safety from crime in the neighbourhood after dark and difficulty in meeting household financial needs reported by the reference person aged 15 and over (the person responsible for housing decisions), by visible minority and selected characteristics (age group, gender, immigrant status).

Data on visible minority by gender and age for the population in private households in Canada, provinces and territories.

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This map presents the full data available on the MLTSD GeoHub, and maps several of the key variables reflected by the Second Career Program of ETD.The Second Career program provides training to unemployed or laid-off individuals to help them find employment in high demand occupations in Ontario. The intention of the SC program is to return individuals to employment by the most cost effective path. Second Career provides up to $28,000 to assist laid-off workers with training-related costs such as tuition, books, transportation, and basic living expenses, based on individual need. Additional allowances may be available for people with disabilities, and for clients needing help with the costs of dependent care, living away from home and literacy and basic skills upgrading, also based on individual need. People with disabilities may also be given extensions on training and upgrading durations, to meet their specific needs. Clients may be required to contribute to their skills training, based on the client’s total annual gross household income and the number of household members.About This DatasetThis dataset contains data on SC clients for each of the twenty-six Local Board (LB) areas in Ontario for the 2015/16 fiscal year, based on data provided to Local Boards and Local Employment Planning Councils (LEPC) in June 2016 (see below for details on Local Boards). These clients have been distributed across Local Board areas based on the client’s home address, not the address of their training institution(s).Different variables in this dataset cover different groups of Second Career clients, as follows:Demographic and skills training variables are composed of all SC clients that started in 2015/16.At exit outcome variables are composed of all SC clients that completed their program in 2015/16.12-month outcome variables are composed of all SC clients that completed a 12-month survey in 2015/16.The specific variables that fall into each of the above categories are detailed in the Technical Dictionary. As a result of these differences, not all variables in this dataset are comparable to the other variables in this dataset; for example, the outcomes at exit data is not the outcomes for the clients described by the demographic variables.About Local BoardsLocal Boards are independent not-for-profit corporations sponsored by the Ministry of Labour, Training and Skills Development to improve the condition of the labour market in their specified region. These organizations are led by business and labour representatives, and include representation from constituencies including educators, trainers, women, Francophones, persons with disabilities, visible minorities, youth, Indigenous community members, and others. For the 2015/16 fiscal year there were twenty-six Local Boards, which collectively covered all of the province of Ontario. The primary role of Local Boards is to help improve the conditions of their local labour market by:engaging communities in a locally-driven process to identify and respond to the key trends, opportunities and priorities that prevail in their local labour markets;facilitating a local planning process where community organizations and institutions agree to initiate and/or implement joint actions to address local labour market issues of common interest;creating opportunities for partnership development activities and projects that respond to more complex and/or pressing local labour market challenges; andorganizing events and undertaking activities that promote the importance of education, training and skills upgrading to youth, parents, employers, employed and unemployed workers, and the public in general.In December 2015, the government of Ontario launched an eighteen-month Local Employment Planning Council pilot program, which established LEPCs in eight regions in the province formerly covered by Local Boards. LEPCs expand on the activities of existing Local Boards, leveraging additional resources and a stronger, more integrated approach to local planning and workforce development to fund community-based projects that support innovative approaches to local labour market issues, provide more accurate and detailed labour market information, and develop detailed knowledge of local service delivery beyond Employment Ontario (EO).Eight existing Local Boards were awarded LEPC contracts that were effective as of January 1st, 2016. As such, from January 1st, 2016 to March 31st, 2016, these eight Local Boards were simultaneously Local Employment Planning Councils. The eight Local Boards awarded contracts were:Durham Workforce AuthorityPeel-Halton Workforce Development GroupWorkforce Development Board - Peterborough, Kawartha Lakes, Northumberland, HaliburtonOttawa Integrated Local Labour Market PlanningFar Northeast Training BoardNorth Superior Workforce Planning BoardElgin Middlesex Oxford Workforce Planning & Development BoardWorkforce Windsor-EssexMLTSD has provided Local Boards and LEPCs with demographic and outcome data for clients of Employment Ontario (EO) programs delivered by service providers across the province on an annual basis since June 2013. This was done to assist Local Boards in understanding local labour market conditions. These datasets may be used to facilitate and inform evidence-based discussions about local service issues – gaps, overlaps and under-served populations - with EO service providers and other organizations as appropriate to the local context.Data on the following EO programs for the 2015/16 fiscal year was made available to Local Boards and LEPCs in June 2016: Employment Services (ES)Literacy and Basic Skills (LBS) Second Career (SC) ApprenticeshipThis dataset contains the 2015/16 SC data that was sent to Local Boards and LEPCs. Datasets covering past fiscal years will be released in the future.Terms and Definitions

NOC – The National Organizational Classification (NOC) is an occupational classification system developed by Statistics Canada and Human Resources and Skills Development Canada to provide a standard lexicon to describe and group occupations in Canada primarily on the basis of the work being performed in the occupation. It is a comprehensive system that encompasses all occupations in Canada in a hierarchical structure. At the highest level are ten broad occupational categories, each of which has a unique one-digit identifier. These broad occupational categories are further divided into forty major groups (two-digit codes), 140 minor groups (three-digit codes), and 500 unit groups (four-digit codes). This dataset uses four-digit NOC codes from the 2011 edition to identify the training programs of Second Career clients.Notes

Data reporting on 5 individuals or less has been suppressed to protect the privacy of those individuals.Data published: Feb 1, 2017Publisher: Ministry of Labour, Training and Skills Development (MLTSD)Update frequency: Yearly Geographical coverage: Ontario

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This map presents the full data available on the MLTSD GeoHub, and maps several of the key variables reflected by the Literary and Basic Skills Program of ETD.The Literacy and Basic Skills program (LBS) provides adults with the skills necessary to find employment, and is central to the government’s commitment to provide opportunities for Ontarians to build critical foundational skills (reading, writing and numeracy skills) and participate in the knowledge-based economy. The LBS program focuses on adults who live in Ontario and are unemployed, with special emphasis on people receiving income support. It is also open to employed Ontarians who need to improve their literacy and basic skills to maintain or upgrade their work skills, pursue further education or desire greater independence. The LBS program is divided into four streams, customized for Indigenous, Francophone, Deaf and Anglophone learners.

The program primarily serves adult learners who: want to improve their literacy and basic skills to achieve their goals of further education and training, employment or increased independenceare 19 years and older are able to speak and listen in English (or French) well enough to benefit fully from the program, and have been assessed as having limited literacy and basic skills.

Within the Employment Ontario service delivery framework, the LBS program is delivered through a network of service providers made up of colleges, school boards, and community-based organizations that deliver in English, French, and American Sign Language (ASL), and use culturally-sensitive learning approaches. In addition to in-person, the LBS program is also provided online through e-Channel, which uses web-based learning to enhance access to the LBS program, especially for those in rural or remote communities and persons with disabilities.

About This Data Set

This dataset contains data on LBS clients for each of the twenty-six Local Board (LB) areas in Ontario for the 2015/16 fiscal year, based on data provided to Local Boards and Local Employment Planning Councils (LEPC) in June 2016 (see below for details on Local Boards). Because E-Channel clients cannot be assigned to a particular service provider (and thus cannot be assigned to a particular Local Board area), all fields in this dataset, other than those that provide the total number of E-Channel learners, include in-person LBS clients only. These clients have been distributed across Local Board areas based on the address of the client’s Service Delivery Site.

About Local Boards

Local Boards are independent not-for-profit corporations sponsored by the Ministry of Labour, Training and Skills Development to improve the condition of the labour market in their specified region. These organizations are led by business and labour representatives, and include representation from constituencies including educators, trainers, women, Francophones, persons with disabilities, visible minorities, youth, Indigenous community members, and others. For the 2015/16 fiscal year there were twenty-six Local Boards, which collectively covered all of the province of Ontario.

The primary role of Local Boards is to help improve the conditions of their local labour market by: engaging communities in a locally-driven process to identify and respond to the key trends, opportunities and priorities that prevail in their local labour markets; facilitating a local planning process where community organizations and institutions agree to initiate and/or implement joint actions to address local labour market issues of common interest; creating opportunities for partnership development activities and projects that respond to more complex and/or pressing local labour market challenges; andorganizing events and undertaking activities that promote the importance of education, training and skills upgrading to youth, parents, employers, employed and unemployed workers, and the public in general.

In December 2015, the government of Ontario launched an eighteen-month Local Employment Planning Council pilot program, which established LEPCs in eight regions in the province formerly covered by Local Boards. LEPCs expand on the activities of existing Local Boards, leveraging additional resources and a stronger, more integrated approach to local planning and workforce development to fund community-based projects that support innovative approaches to local labour market issues, provide more accurate and detailed labour market information, and develop detailed knowledge of local service delivery beyond Employment Ontario (EO).

Eight existing Local Boards were awarded LEPC contracts that were effective as of January 1st, 2016. As such, from January 1st, 2016 to March 31st, 2016, these eight Local Boards were simultaneously Local Employment Planning Councils. The eight Local Boards awarded contracts were:Durham Workforce AuthorityPeel-Halton Workforce Development Group Workforce Development Board - Peterborough, Kawartha Lakes, Northumberland, HaliburtonOttawa Integrated Local Labour Market Planning Far Northeast Training BoarNorth Superior Workforce Planning Board Elgin Middlesex Oxford Workforce Planning & Development BoardWorkforce Windsor-Essex

MLTSD has provided Local Boards and LEPCs with demographic and outcome data for clients of Employment Ontario (EO) programs delivered by service providers across the province on an annual basis since June 2013. This was done to assist Local Boards in understanding local labour market conditions. These datasets may be used to facilitate and inform evidence-based discussions about local service issues – gaps, overlaps and under-served populations - with EO service providers and other organizations as appropriate to the local context.

Data on the following EO programs for the 2015/16 fiscal year was made available to Local Boards and LEPCs in June 2016:Employment Services (ES)Literacy and Basic Skills (LBS)Second Career (SC)Apprenticeship

This dataset contains the 2015/16 LBS data that was sent to Local Boards and LEPCs. Datasets covering past fiscal years will be released in the future.Notes

Data reporting on 5 individuals or less has been suppressed to protect the privacy of those individuals.Data published: Feb 1, 2017Publisher: Ministry of Labour, Training and Skills Development (MLTSD)Update frequency: Yearly Geographical coverage: Ontario

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

This table is part of a series of tables that present a portrait of Canada based on the various census topics. The tables range in complexity and levels of geography. Content varies from a simple overview of the country to complex cross-tabulations; the tables may also cover several censuses.

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.