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Employment Equity

Vancouver 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 providing extensive training on diversity and respect in the workplace, we have a dedicated position to oversee and execute our employment equity objectives. 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 organization.

Each year, we evaluate our 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 our year-end 2016 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 9 -2 5
Professionals 0 -2 -1 18
Semi-Professionals & Technicians 1 -2 -2 1
Supervisors -1 0 0 0
Supervisors: Crafts & Trades 1 0 0 3
Admin & Sr. Clerical Personnel 10 -1 -1 -2
Skilled Crafts & Trades Workers 2 -1 -1 6
Clerical Personnel 4 0 -1 -2
Intermediate Sales and Service Personnel 1 0 0 1
Semi-Skilled Manual Workers 1 -1 0 0
Total 29 -9 -5 29

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

Airport Authority Demographics vs Labour Market Demographics (2016)3

Designated Group Vancouver Airport Authority Labour Market4 Airport Authority Representation
Women 40.1% 34.1% +6%
Aboriginal Peoples 0.9% 2.8% -1.9%
Persons with Disabilities 3% 4.4% -1.4%
Visible Minorities 30.0% 23.8% +6.2%

32017 data was unavailable at the time of reporting
4Includes combined Metro Vancouver, Provincial and National Employment Data

The Musqueam Indian Band – YVR Airport Sustainability & Friendship Agreement provides a wealth of opportunities to improve our airport for everyone. This includes an employment commitment for hiring Musqueam people, which supports YVR’s goal to increase the representation of Aboriginal Peoples in our workforce in 2018 and beyond.

Vancouver 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 2017, for instance, we attended four careers fairs supporting persons with disabilities and Indigenous persons.

Our leadership team takes an active role in promoting inclusive workplaces. In 2017, Craig Richmond, YVR’s President & CEO, and Board member Tamara Vrooman (President & CEO, Vancity) co-hosted the Greater Vancouver Board of Trade’s Inclusive Business Forum, which focused on practical ways to eliminate employment barriers. In addition, Craig and Tamara belong to the President’s Group, a voluntary team that encourages BC businesses to employ persons with disabilities.

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