Canadian Forces Employment Equity Regulations

Marginal note:Determination

• 15 (1) Based on the information collected under sections 10 and 13 and on relevant information contained in any other employment records of the Canadian Forces, the Chief of the Defence Staff shall conduct an analysis of the Canadian Forces workforce to determine

  • (a) for each military occupational group, the number of positions held by

    • (i) women,

    • (ii) Aboriginal persons,

    • (iii) persons who are members of visible minorities, and

    • (iv) persons with disabilities; and

  • (b) the degree of underrepresentation of the persons referred to in paragraph (a) by comparing the representation of each designated group in each military occupational group to its representation within whichever of the following groups is the most appropriate as a basis of comparison, namely,

    • (i) the Canadian workforce, or

    • (ii) those segments of the Canadian workforce that are identifiable on the basis of qualification or eligibility criteria, including the requirements specified in section 7, and from which the Chief of the Defence Staff may reasonably be expected to draw Canadian Forces members.

• Marginal note:Underrepresentation

  (2) In making a determination under paragraph (1)(b), the Chief of the Defence Staff shall use

  • (a) the labour market information made available by the Minister of Labour under subsection 42(3) of the Act; and

  • (b) any other statistically-reliable information that is available to the public and that the Minister of Labour determines relevant.

• Marginal note:Equity plan

  (3) When the Chief of the Defence Staff reviews the employment equity plan, the Chief of the Defence Staff is not required to conduct a new workforce analysis if the results of the previous analysis are up to date as a result of periodic revisions that take into account the updating of the workforce survey results in accordance with section 13.