2024 Workforce Census results are now available. The Workforce Census helps the Waterloo Region District School Board (WRDSB) to better understand our employee demographics (including cultural and social identities) and perceptions about the workplace. Responses to the census will help WRDSB to support professional development, staff services and recruitment.
The 2024 Workforce Census was voluntary and confidential. It was created in consultation with all WRDSB employee groups and senior management. Staff were invited to voluntarily complete the census April 8 to May 31, 2024. The results reflect information provided by 2,415 WRDSB employees who completed the survey.
The Workforce Census is conducted in alignment with the Ontario Ministry of Education Equity Action Plan, the Ontario Human Rights Commission and the Anti-Racism Directorate's guidance for identity-based data collection.
Supporting Our Goals
The work of the WRDSB Workforce Census supports the goals outlined in our:
We know that supporting WRDSB staff in being their best selves, directly supports the achievement and well-being of the students we serve every day.
The Results
- 2024 Workforce Census Infographic
- Executive Summary
- Background and Support Materials
- Experience and Perception Summary
- Full Results of the 2024 WRDSB Workforce Census - Data File
What We Learned
The 2024 census builds upon the work informed by the 2019 Workforce Census and provides an updated demographic profile of WRDSB employees. The results also supplement our learning from the Guarding Minds at Work survey related to staff well-being.
It is important to note that the results from 2019 and 2024 reflect data provided before and after the COVID-19 global pandemic (2020-2023). The significant disruptions caused by the pandemic continue to impact the perceptions and experiences of staff throughout the WRDSB, and across the education sector.
The responses from WRDSB staff highlight important personal reflections on their employment experiences. The results tell us that we have made progress in diversifying our workforce and commitments to identity-affirming practices, but we still have a way to go to ensure that all staff feel supported, affirmed and a sense of belonging in the workplace.
In addition to demographic information, the Workforce Census asked staff about workplace experiences and perceptions of:
- Sense of belonging
- Social isolation
- Feelings of support
- Professional development opportunities
- Personal support services
- Barriers to career advancement
- Interest in leadership positions
The WRDSB aims to create work environments that affirm the diverse identities of its employees, students, and families, particularly those historically and currently marginalized groups and communities.
Sense of Belonging
The results of the 2024 Workforce Census identified gaps in overall sense of belonging between employees in multiple identity categories: racial identity; gender identity; sexuality and disability or health conditions. Belonging is one of the many identity categories reported in the 2024 WRDSB Workforce Census.
Percentage of employees who agree they feel a sense of belonging by racial identity:
- Black - 47.6%
- East Asian - 60.5%
- First Nations, Inuit, and/or Métis (Michif) - 54.3%
- South Asian - 67.6%
- White - 66.1%
- All racialized employees* - 54.5%
*All racialized employees count includes Black, East Asian, First Nations, Inuit, and/or Métis (Michif), and South Asian identities, as well as other racial identities not otherwise listed including Latino, Latina, Latinx, Middle Eastern, North African, West Asian, and Southeast Asian. More specific details on Latino, Latina, Latinx, Middle Eastern, North African, West Asian, and Southeast Asian identified employees could not be shared for privacy reasons (the number of employees needed to make these calculations did not meet the privacy threshold of 15 employees).
Percentage of employees who agree they feel a sense of belonging by gender identity:
- 67% of employees who identify as female/woman
- 43% of employees whose gender differs from their assigned sex
- 66% of employees who identify as male/man
Percentage of employees who agree they feel a sense of belonging by sexuality:
- 68% of employees who identify as straight/heterosexual agree
- 56% of employees who identify as 2SLGBTQIA+ sexuality agree
Percentage of employees who agree they feel a sense of belonging by disability or health conditions:
- 54% of employees who identify as having a disability or health condition
- 74% of employees who identify as having no disability or health condition
We understand that a sense of belonging in the workplace and the importance of employees feeling their identities affirmed are important to employee hiring, retention and satisfaction. We also know that promoting positive mental health and well-being of staff will have a direct impact on the students and families we serve. We continue to prioritize actions and strategies to foster a culture of human rights and promote student and staff mental health and well-being.
Next Steps
We continue to build on the strategies and actions we have implemented since the 2019 Workforce Census. For example:
- Staff affinity groups
- System Leader learning networks
- Focused efforts by the Indigenous, Equity, and Human Rights and Equity and Human Resources
- Departments to:
- Promote fair, equitable and inclusive hiring
- Support staff
- Provide training and professional development opportunities
- Hosting job fairs to recruit Indigenous, Black and racialized employees
- Recognizing Dates of Importance
- Employee and Family Assistance Program
- Accessibility Plan
We have dedicated indicators and strategies outlined in the 2024-2025 Board Improvement and Equity Plan to promote staff working in environments that engage them and support their mental health and well-being. Working alongside system leaders and union partners, we have a shared commitment to creating a culture of human rights and equity, supporting employee accommodations and increasing accessibility, providing professional development opportunities and promoting inclusive workplaces.
WRDSB provides staff with opportunities to participate in employee well-being sessions and shares resources to support positive mental health and well-being, as well as mindfulness practices.
The WRDSB Workforce Census results will continue to inform our procedures, professional development opportunities, and Board Improvement and Equity Plan strategies and actions.
Read more about the 2024 Workforce Census.
