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Employment Equity

The Airport Authority aims to have a diverse and inclusive workforce. As part of our organizational commitment to employment equity, we identify occupational gaps in our workforce and set specific hiring targets for the four designated groups including women, Aboriginal Peoples, persons with disabilities and members of visible minorities.

In addition to creating a new employment equity position in 2016, we provide extensive training on diversity and respect in the workplace. We publicly report on our progress annually with semiannual internal updates between Human Resources and the Executive Team. Responsibility for achieving equal employment rests at a high level within the Airport Authority.

Each year, the Airport Authority evaluates its employment equity progress. We set targets based on the demographics of designated groups in the National, Provincial and Metro Vancouver recruitment areas using current labour market data.

The following table is a summary of the Airport Authority’s year-end 2015 representation levels compared to labour market availability. The figures indicate the difference in the actual number of employees when comparing our representation by occupation groups to labour market availability. The shaded cells denote where we have gaps of more than one.

Occupational Group Women1 Aboriginal Peoples1 Persons with Disabilities2 Members of Visible Minorities1
Senior Managers 1 0 -1 -1
Middle & Other Managers 7 -2 5
Professionals 1 -2 -3 17
Semi-Professionals & Technicians 0 -2 -2 1
Supervisors -1 0 0 0
Supervisors: Crafts & Trades 1 0 0 3
Admin & Sr. Clerical Personnel 8 0 -1 -3
Skilled Crafts & Trades Workers 2 -1 -1 6
Clerical Personnel 4 0 1 -2
Intermediate Sales and Service Personnel 0 0 0 0
Semi-Skilled Manual Workers 0 -1 0 0
Total 23 -8 -7 26

1. Source: 2011 National Household Survey
2. Source: 2012 Canadian Survey on Disability

Airport Authority Demographics vs Labour Market Demographics (2015)3

Designated Group Airport Authority Labour Market4 Airport Authority Representation
Women 37.6% 32.5% +5.1%
Aboriginal Peoples 0.9% 2.8% -1.9%
Persons with Disabilities 2.5% 4.4% -1.9%
Visible Minorities 29.2% 23.4% +5.8%

3. 2016 data was unavailable at the time of reporting
4. Includes combined Metro Vancouver, Provincial and National employment data

The Airport Authority has an Employment Equity Plan that outlines initiatives and goals to reduce potential barriers for the designated groups. Special measures are in place to address potential barriers for certain occupational categories, in particular Aboriginal Persons and persons with disabilities. Targeted recruitment and internal awareness training are ongoing approaches towards removing barriers and achieving alignment to labour market availability. In 2016, for instance, the Airport Authority attended three career fairs for Aboriginal Peoples and sponsored the Project EveryBODY Employment & Hiring Fair for persons with disabilities at the airport.

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