Using data to drive progress

Data provides us with insight into the employment journey of various groups, so that we can identify trends and address systemic employment barriers to build more inclusive talent management processes.

The OPS has expanded the collection and use of data across people-focused programs, including using disaggregated data (beginning with race-based data), and taking an intersectional approach. This enables us to look at the representation and experiences of groups with overlapping identities, such as the representation and experiences of Black women in addition to looking at the representation of women and Black employees in isolation from one another.

We have made improvements in how we use data in the following ways:

Implementing more inclusive data collection

The OPS continues to collaborate with employees – particularly employees belonging to underrepresented groups – to refine data collection approaches in the OPS Employee Experience Survey and pathways to leadership, amongst other data sources. Data sources now feature more inclusive socio-demographic categories for disability status, gender identity, sexual orientation and transgender identity as well as new questions on severity and type of disability. Social identities are fluid and so are the ways in which groups choose to identify. Changes to socio-demographic questions are made to better reflect current best practices and real-world experiences and perspectives.

Collecting socio-demographic data in the Workforce Information Network (WIN)

In 2020, the OPS launched voluntary socio-demographic data collection within its internal employee information system. Collecting information about employee identity (such as gender identity, race and ethnic or cultural origin) is consistent with best practices among leading organizations in the public and private sectors.

Employees are invited to volunteer their socio-demographic information, which, with their consent, can be connected to employment information (for example, their positions, salary and tenure), making it possible to identify employment trends for different groups.

Over time, data from this initiative will allow the OPS to identify trends in the career progression (promotion and retention) of groups with different characteristics, which will help us to identify and remove systemic employment barriers.

Using socio-demographic data in competitive staffing processes

The OPS is also collecting socio-demographic data as part of competitive staffing processes for senior manager and executive roles.

In September 2020, the OPS began to use a Special Program designation under the Ontario Human Rights Code to invite job applicants to volunteer their identifiable socio-demographic information. This data is being used to report on progress made on goals and to identify and remove barriers keeping underrepresented talent from progressing into senior leadership roles.

This approach aims to advance a system of merit that includes everyone by considering socio-demographic information in shortlisting. The data is also being actively used to inform candidate outreach strategies.

Inviting all applicants to volunteer their socio-demographic information empowers decision-makers and recruiters to consider visible and invisible forms of diversity throughout the process.