Appendix C – 2021 data snapshot
The 2021 Data Snapshot provides a summary of the diversity of the OPS senior leadership compared to the OPS overall and the Ontario labour force for 2019 and 2021. It also shares socio-demographic data on the diversity of groups in each of the four pathways that typically lead to leadership in the OPS:
- coaching and mentoring programs
- leadership development programs
- succession plans
- recruitment shortlists
Socio-demographic profile of participants in Pathways to Leadership and in OPS senior leadership compared to the OPS senior leadership, 2021
Pathways to Leadership
| Category | Ontario labour force 2016/2017 | Diversity Career Champions Program Participants 2020 | Leadership Development Program Participants 2020 | Successors 2020 | Manager Shortlists 2020 | Manager Successful Candidates 2020 | Executive Shortlists 2020 | Executive Successful Candidates 2020 |
|---|---|---|---|---|---|---|---|---|
| Gender identity – Non-Binary and/or Two-Spirit | Not available | 1.2% | 0.0% | 0.3% | 0.0% | 0.0% | 0.0% | 0.0% |
| Gender identity – Women | 48.3% | 72.5% | 59.0% | 68.3% | 59.9% | 61.7% | 60.6% | 57.4% |
| Transgender | Not available | 0.9% | 0.0% | 0.1% | 0.0% | 0.0% | 0.0% | 0.0% |
| LGBTQ+ | Not available | 13.1% | 5.9% | 8.1% | 12.8% | 11.7% | 10.0% | 10.3% |
| Sexual Orientation – Asexual | Not available | 2.3% | 2.2% | 1.6% | 3.8% | 0.0% | 1.9% | 2.9% |
| Sexual Orientation – Bisexual | Not available | 3.2% | 0.7% | 1.6% | 3.8% | 5.0% | 2.8% | 2.9% |
| Sexual Orientation – Gay | Not available | 3.7% | 2.9% | 2.8% | 3.4% | 1.7% | 3.0% | 2.9% |
| Sexual Orientation – Lesbian | Not available | 1.4% | 0.0% | 0.6% | 0.7% | 1.7% | 1.6% | 1.5% |
| Sexual Orientation – Pansexual | Not available | 0.6% | 0.0% | 0.1% | 0.2% | 0.0% | 0.0% | 0.0% |
| Sexual Orientation – Queer | Not available | 2.2% | 0.0% | 1.3% | 0.5% | 1.7% | 0.2% | 0.0% |
| Sexual Orientation – Questioning | Not available | 0.9% | 0.0% | 0.3% | 0.5% | 1.7% | 0.0% | 0.0% |
| Sexual Orientation – Two-Spirit | Not available | 0.2% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% | 0.0% |
| Francophone | 4.0% | 7.2% | 6.6% | 6.4% | 8.5% | 13.3% | 7.7% | 11.7% |
| Persons with a disability | 16.7% | 10.8% | 6.6% | 8.4% | 7.4% | 3.3% | 8.4% | 7.4% |
| Indigenous | 2.5% | 3.3% | 5.1% | 1.8% | 2.2% | 3.3% | 2.6% | 7.4% |
| Racialized | 28.3% | 63.0% | 44.9% | 33.4% | 48.2% | 35.0% | 32.9% | 30.9% |
| Race - Black | 4.5% | 16.4% | 11.0% | 6.2% | 10.8% | 5.0% | 10.7% | 8.8% |
| Race – East/Southeast Asian | 9.9% | 17.5% | 11.0% | 9.2% | 13.4% | 15.0% | 7.4% | 8.8% |
| Race – Latino/Latina/Latinx | 1.7% | 3.6% | 2.2% | 1.7% | 1.8% | 0.0% | 1.4% | 2.9% |
| Race – Middle Eastern | 2.3% | 3.9% | 5.1% | 3.8% | 5.6% | 5.0% | 3.2% | 0.0% |
| Race – South Asian | 8.4% | 23.6% | 17.6% | 14.6% | 18.4% | 11.7% | 9.5% | 8.8% |
| Race – Another race category | 0.8% | 3.0% | 2.2% | 3.7% | 0.2% | 0.0% | 0.0% | 1.5% |
| Race – White | 74.2% | 30.6% | 48.5% | 60.3% | 52.0% | 66.7% | 64.4% | 69.1% |
| Responses | Not available | 988 | 139 | 706 | 446 | Not available | 431 | Not available |
| Response rate | Not available | 100.0% | 97.8% | 67.2% | 52.0% | 46.9% | 60.0% | 57% |
Note: Cells are empty and marked as “Suppressed” if there are fewer than five respondents for Pathways to Leadership results. The data is suppressed due to a small sample size to avoid potential identification of individuals and to protect privacy. See 2021 Snapshot Data Notes for additional notes.
Senior Leadership Profile
Legend
(A) Indicates above representation in the Ontario labour force
(B) Indicates at representation in the Ontario labour force
(C) Indicates below representation in the Ontario labour force
(D) Indicates benchmark not available
(1) Indicates increase from 2019 data
(2) Indicates no change from 2019 data
(3) Indicates decrease from 2019 data
| Category | Ontario labour force 2016/2017 | OPS overall 2019 | OPS overall 2021 | Managers 2019 | Managers 2021 | Executive 2 2019 | Executive 2 2021 | Executive 3-4 and above 2019 | Executive 3-4 and above 2021 |
|---|---|---|---|---|---|---|---|---|---|
| Gender identity – Non-binary and/or Two-Spirit | Not available | 0.4% | 0.6% (D)(1) | 0.3% | 0.4% (C)** |
Suppressed | 0.4% (C)** |
0.0% | 0.4% (C)** |
| Gender identity – Women | 48.3% | 58.8% | 60.6% (A)(1) | 50.1% | 52.7% (A)(1) | 52.5% | 52.3% (A)(3) | 51.1% | 53.8% (A)(1) |
| Transgender | Not available | Not available | 0.4% (D) | Not available | 0.2% (C)** |
Not available | 0.2% (C)** |
Not available | 0.2% (C)** |
| LGBTQ+ | Not available | 13.0% | 12.2% (D)(3) | 13.0% | 12.5% (A)(3) | 13.2% | 10.6% (C)(3) | 12.5% | 11.3% (C)(3) |
| Sexual Orientation – Asexual | Not available | 6.4% | 5.8% (D)(3) | 6.7% | 5.9% (A)(3) | 3.5% | 2.8% (C)(3) | Suppressed | Suppressed |
| Sexual Orientation – Bisexual | Not available | 2.0% | 2.7% (D)(1) | 1.4% | 1.9% (C)(1) | 2.9% | 1.8% (C)(3) | Suppressed | Suppressed |
| Sexual Orientation – Gay | Not available | 1.7% | 1.8% (D)(1) | 2.1% | 2.4% (A)(1) | 3.8% | 4.2% (A)(1) | 5.7% | 6.1% (A)(1) |
| Sexual Orientation – Lesbian | Not available | 0.9% | 0.9% (D)(2) | 1.2% | 1.2% (A)(2) | Suppressed | 1.5% (A) | Suppressed | Suppressed |
| Sexual Orientation – Pansexual | Not available | 0.3% | 0.5% (D)(1) | 0.3% | 0.3% (C)(2) | 0.0% | Suppressed | 0.0% | 0.0% (C)(2) |
| Sexual Orientation – Queer | Not available | 0.4% | 0.7% (D)(1) | 0.3% | 0.5% (C)(1) | Suppressed | Suppressed | Suppressed | Suppressed |
| Sexual Orientation – Questioning | Not available | 0.3% | 0.4% (D)(1) | Suppressed | 0.4% (B) | Suppressed | 0.0% (C) | Suppressed | 0.0% (C) |
| Sexual Orientation – Two-Spirit | Not available | 0.1% | 0.1% (D)(2) | Suppressed | Suppressed | 0.0% | 0.0% (C)(2) | Suppressed | 0.0% (C) |
| Francophone | 4.0% | 6.9% | 6.9% (A)(2) | 6.6% | 6.4% (A)(3) | 4.1% | 4.3% (A)(1) | 5.5% | 4.5% (A)(3) |
| Persons with a disability | 16.7% | 13.2% | 13.2% (C)(2) | 10.7% | 11.6% (C)(1) | 9.6% | 10.0% (C)(1) | 6.2% | 8.9% (C)(1) |
| Indigenous | 2.5% | 2.8% | 2.6% (A)(3) | 2.6% | 2.5% (B)(3) | 1.7% | 1.4% (C)(3) | 3.3% | 3.5% (A)(1) |
| Indigenous – First Nations | 1.5% | 1.2% | 1.3% (C)(1) | 1.2% | 1.3% (C)(1) | Suppressed | Suppressed | Suppressed | Suppressed |
| Indigenous – Inuit | 0.02% | Suppressed | Suppressed | 0.0% | 0.0% (C)(2) | 0.0% | 0.0% (C)(2) | Suppressed | Suppressed |
| Indigenous – Métis | 0.9% | 1.4% | 1.3% (A)(3) | 1.3% | 1.1% (A)(3) | Suppressed | Suppressed | Suppressed | Suppressed |
| Racialized | 28.3% | 23.2% | 25.4% (C)(1) | 17.5% | 20.5% (C)(1) | 19.9% | 21.9% (C)(1) | 16.2% | 16.3% (C)(1) |
| Race – Black | 4.5% | 5.2% | 5.9% (A)(1) | 4.2% | 5.2% (A)(1) | 4.5% | 5.2% (A)(1) | 2.9% | 6.0% (A)(1) |
| Race – East/Southeast Asian | 9.9% | 8.1% | 8.6% (C)(1) | 5.3% | 6.4% (C)(1) | 4.3% | 4.7% (C)(1) | 3.5% | 2.8% (C)(3) |
| Race – Latino/Latina/Latinx | 1.7% | 1.5% | 1.5% (C)(2) | 1.1% | 1.2% (C)(1) | 0.8% | 1.2% (C)(1) | 1.7% | 1.4% (C)(3) |
| Race – Middle Eastern | 2.3% | 1.8% | 1.9% (C)(1) | 1.4% | 1.4% (C)(2) | 2.2% | 2.7% (A)(1) | 3.5% | 0.5% (C)(3) |
| Race – South Asian | 8.4% | 7.8% | 8.4% (B)(1) | 6.1% | 7.0% (C)(1) | 8.9% | 9.3% (A)(1) | 5.2% | 5.6% (C)(1) |
| Race – Another race category | 0.8% | 2.3% | 1.9% (A)(3) | 1.6% | 1.9% (A)(1) | 3.2% | 1.8% (A)(3) | 1.7% | 0.5% (C)(3) |
| Race – White | 74.2% | 74.4% | 72.6% (C)(3) | 80.3% | 77.1% (A)(3) | 77.9% | 76.7% (A)(3) | 80.3% | 82.8% (A)(1) |
| Responses | Not available | 36,463 | 38,927 | 4,091 | 4,211 | 686 | 741 | 184 | 228 |
| Response rate | Not available | 56.9% | 63.0% | 77.0% | 68.8% | 75.6% | 98.0% | 81.4% | 94.6% |
Note: Cells are empty and marked with “Suppressed” if there are fewer than 10 respondents for a given question or category for OPS and senior leadership results (collected through the Employee Experience Survey). The data is suppressed due to a small sample size to avoid potential identification of individuals and to protect privacy. See 2021 Snapshot Data Notes for additional notes.
2021 Snapshot Data Notes
Ontario Labour Force Data Notes
Women: Statistics Canada, 2016 Canadian Census
Francophone: Statistics Canada, 2016 Canadian Census
LGBTQ+: Data is not available from the 2016 Census. As such, LGBTQ+ results for Manager and Executive level are benchmarked against results for the OPS overall.
Transgender Identity: Estimates for the Ontario labour force for transgender populations are not available. Additional information is expected from the 2021 Census.
Transgender people experience barriers to accessing employment as well as stigma and discrimination in the workplace. Being identifiable as transgender, having to seek references from previous employers and providing documentation from prior to transitioning can create unsafe circumstances when seeking employment. Barriers are also encountered due to lack of trans-inclusive workplace attitudes and policies.
Non-Binary and Two-Spirit: Estimates from the Ontario labour force for non-binary and Two-Spirit individuals are not available. Additional information is expected from the 2021 Census.
Non-Binary and Two-Spirit people face barriers to employment and often experience stigma and discrimination in the workplace. Exclusionary attitudes and policies at work include misgendering (like the misuse of names and pronouns), non-gender-neutral dress codes or bathrooms and anti-Indigenous racism towards Two-Spirit people. These exclusionary conditions can lead non-binary and Two-Spirit people to hide their gender identity or leave employment.
Persons with Disabilities: Canadian Survey on Disability, 2017. People with disabilities can be underrepresented in the workplace because of barriers to accessing higher education, lack of early employment experience, severity of disability and availability of accommodations in the workplace.
Indigenous Identity: Statistics Canada, 2016 Canadian Census. “Indigenous” respondents are from the Statistics Canada variable of ‘Aboriginal peoples’ and includes respondents who reported ‘Yes’ to Question 18 in the Census (‘Is this person an Aboriginal person, that is, First Nations (North American Indian), Métis or Inuk (Inuit)?’)”.
Racialized: Statistics Canada, 2016 Canadian Census. Statistics Canada’s data for “visible minority” is used.
Race categories (i.e., Black, East/Southeast Asian, Latino/Latina/Latinx, Middle Eastern, South Asian, Another Race Category, White): Statistics Canada, 2016 Canadian Census. Note that individual race categories do not add up to the total number of respondents in the “racialized category” because a) respondents could identify with more than one race; and b) the Statistics Canada formula for calculating “visible minority” was used to calculate “racialized.”
Employee Experience Survey and Pathway Data Notes
Data on the socio-demographic make-up of the OPS and its leadership is from the annual OPS Employee Experience Survey. The survey was sent to all employees in the OPS. Approximately 63% of employees responded to the 2021 survey.
For many questions, people may have chosen more than one socio-demographic group or category. As such, percentage counts may add up to more than 100%. Respondents self-identified their job classification levels:
“Manager” refers to “Manager or OPP Staff Sergeant to Inspector”
“Executive 2” refers to “Director or OPP Superintendents or equivalent position”
“Executive 3-4 and above” refers to “Assistant Deputy Minister, Associate Deputy Minister, OPP Provincial Commander or equivalent” or “Deputy Minister, OPP Commissioner or equivalent”
Cells are empty and marked with a double asterisk (**) if: a) there are fewer than 10 respondents for a given question or category for OPS and Senior Leadership results (collected through the Employee Experience Survey); or b) there are fewer than five respondents for Pathways to Leadership results. The data is suppressed due to a small sample size to avoid identification of individuals and to protect privacy.
Data is point-in-time and based on varying participation rates and sample sizes for each category. Response rates are estimates for high-level approximation and should not be otherwise reported. Further, different confidence levels exist for different results (for example, for the OPS overall and leadership).
Data on the socio-demographic make-up of people in the four pathways to leadership are from various surveys administered by the program areas responsible for each pathway. For consistency, the questions and categories used in these surveys mirror those used in the Employee Experience Survey.
Diversity Career Champions Program: Data on the socio-demographic profile of participants was collected voluntarily from employees at the application stage of the program.
Leadership Development Programs: Data on the socio-demographic profile of participants was collected voluntarily from employees at the application stage of Advancing into Manager and Leadership Development programs.
Succession Planning: This data represents people who were identified as potential successors.
People Shortlisted for Senior Manager Positions: Data for people shortlisted for senior manager positions was collected from senior manager competitions. This data only includes formally tracked senior manager competitions and does not include direct appointments. Data on successful candidates for 2019 is not known because the survey used was anonymous at that time.
People Shortlisted for Executive Positions: Data for people shortlisted for executive positions only includes formally tracked executive staffing activity facilitated through Treasury Board Secretariat.
Footnotes
- footnote[4] Back to paragraph ** Indicates results for the senior leadership profile of non-binary and/or Two-Spirit and transgender employees are presented in aggregate per the employment group (Manager, Exec 2, Exec 3-4 and above) due to small sample size.