Federally Regulated Employers

Legislated Employment Equity Program (LEEP)

The purpose of the Employment Equity Act is to achieve equality in the workplace so that no individual is denied employment opportunities or benefits for reasons unrelated to ability. To fulfill this goal, the Act seeks to correct employment disadvantages experienced by women, Aboriginal peoples, persons with disabilities, and members of visible minorities. Employment equity means more than treating all persons the same; it requires proactive measures and the accommodation of differences.

The Labour Program administers and enforces the mandatory Legislated Employment Equity Program (LEEP) under the Employment Equity Act. LEEP’s mandate is to promote, support and enhance employment equity for the four designated groups in federally regulated private-sector employers, Crown corporations and other federal organizations that have 100 or more employees and fall under the Employment Equity Act.

Compliance Requirements

As a LEEP employer, your obligations are outlined in the Nine Statutory Requirements issued by the Canadian Human Rights Commission (CHRC). The goal is to ensure that federally regulated employers reflect the composition of Canada’s general labour force.

These are the Nine  Statutory Requirements:

Collection of Workforce Information | Workforce Analysis | Review of Employment Systems, Policies and Practices | Employment Equity (EE) Plan | Implementation and Monitoring of EE Plan | Periodic Review of EE Plan | Information about Employment Equity | Consultation and Collaboration | Employment Equity Records.

EMC LEEP Compliance Offerings

Provide expertise, hands-on support, and tailored solutions that ensure your full compliance while strengthening your reputation as an equity-forward employer.

The Employment Equity Program and Plan

Employers must develop, implement, and maintain a compliant employment equity program within 18 months of becoming subject to LEEP.
  • Establish a corporate governance, oversight, and implementation infrastructure to ensure and monitor performance to plan, strategic alignment, accountability mechanisms, and measurable progress toward institutional employment equity goals.
  • Provide consulting expertise to secure your ongoing compliance.

The Employment Equity Annual Report

The Annual Report is a Statutory Requirement due on or before June 1, every year. The Report provides quantitative and qualitative information that reflects both your progress and the work still ahead. In its assessment of your efforts, the Labour Programs considers issues such as representation, pay gaps and qualitative measures undertaken to remove systemic barriers.
  • Guarantee compliance and manage the relationship with the Labour Program to resolve issues and secure your compliance.
  • Ensure that the Report is in compliance with the Employment Equity Act and Regulations and that it is submitted on or before June 1.

Accessible Canada Act Reporting

LEEP employers must comply with the Accessible Canada Act.
  • Develop your Accessibility Plan and prepare progress reports.

Workforce Data Analysis / Quantitative Analysis / Numerical Goals

Employment equity is data-driven and measurable. Reliable workforce data identifies patterns of underrepresentation and yields insightful quantitative analyses that are foundational to EE program design and goal achievement.
  • Build and maintain a reliable employment equity database.
  • Conduct quantitative analyses to identify under-representation and likely patterns of systemic discrimination.
  • The quantitative analysis is the foundation of numerical goal setting. The ESR reviews policies and practices to provide reasonable explanation for patterns of designated group underrepresentation, exclusion and concentration in the workforce.
  • Write workforce analysis narrative report.
  • Establish numerical goals for inclusion in the employment equity plan.

The Employment Systems Review / Barriers Removal

Proactive removal and elimination of employment barriers are essential to create an inclusive workplace.
  • Review policies and eliminate barriers to increase representation of the designated groups and to build a culture of accountability and equal opportunity.
  • Specify the qualitative goals, positive policies, accountability mechanisms, and evidence-based strategies to be included in the employment equity plan.

The Employment Equity Plan

You must ensure that your Plan would, if implemented, constitute reasonable progress toward achieving employment equity.
  • Prepare, update, revise, monitor, and implement your employment equity plan in compliance with CHRC requirements.
  • Facilitate consultations with employees’ representatives and key internal stakeholders in Plan development.

Undertakings

The Canadian Human Rights Commission (CHRC) audits LEEP employers every 3–5 years. Noncompliance can be resolved through written undertakings by the employer to take specified measures to remedy noncompliance.
  • Complete undertakings and submit documentation to CHRC for verification.

Continuing Consulting Support

Helping Our Clients Succeed

EMC is fully invested in client success. Compliance with the Employment Equity Act and building internal capacity are the measures of that success. EMC partners with our clients, and we bring strategic advice, expertise, organizational know-how and our commitment to excellence. and ongoing support. Our approach fosters networking, skill transfer, and best practices to help clients thrive.

Get Started Today!

If you are a FCP or LEEP employer and you need to comply with Employment Equity Legislation, we can help you get started. Schedule a no-obligation initial consultation with Mr. Keith Jeffers and he will clarify what ESDC and CHRC want, where you currently stand and what you need to do to comply.

Get Started