The effectiveness of Canada’s Employment Equity Act since 2009

This paper evaluates the effectiveness of Canada’s Employment Equity Act (EEA) from 2009 to 2021, building on earlier research by Ng et al. (2014), which analyzed the Act’s impact from 1987 to 2009. The EEA aims to improve the representation of historically disadvantaged groups — women, Indigenous peoples, visible minorities, and people with disabilities — in federally regulated workplaces. Through a comparative analysis of employment data, this study highlights both successes and shortcomings of the EEA over the past decade. Findings suggest that while the EEA has been effective in increasing the repre­sentation of visible minorities in both management and overall workforce positions, significant challenges remain. Women, though making strides in senior and middle management roles, have expe­rienced declining representation in the broader federally regulated workforce. Indigenous peoples and people with disabilities continue to face persistent underrepresentation, both in management positions and across the general workforce, despite legislative efforts. While the EEA has contributed positively to the representation of visible minorities and women in leadership roles, it has largely failed to achieve proportional representation for all designated groups, particularly Indigenous peoples and people with disabilities, highlighting the need for stronger and more targeted policy interventions. Keywords: employment equity, representation, workforce