The University is conducting a census of all employees. Count yourself in by completing the Employment Equity survey by May 27.

By completing the Employment Equity survey, you support the university in broadening job opportunities for all employees and UBC treats all current and prospective employees fairly.

About the survey

  • The survey takes only a few minutes to complete
  • Completing the census is mandatory, although answering all the questions is not
  • Individuals can change or update their information at anytime
  • The census should be completed by all employees but this does not include adjuncts (paid or unpaid), clinical faculty (unpaid), postdocs, students (undergraduate and graduate)
  • Employees can either complete the survey online or by paper

Why should you complete the survey?

  • Answers provide valuable data on the composition and diversity of UBC’s workforce
  • The data helps the university set employment equity goals which can improve its hiring, promotion and retention practices
  • Compliance with the Federal Contractors Program requires a periodic census of all of our employees. UBC must collect this data from its employees to follow federal employment equity regulations
  • The Census does not violate the Human Rights Code, as the University has received an exemption from the British Columbia Human Rights Tribunal that allows collection of this information as the questions are a necessary part of UBC’s employment equity program
  • High response/return rates ensure UBC complies with federal employment equity regulations
  • Everyone benefits from a fair and equitable workplace


  • Information you provide is collected under the authority of section 26(a) and (c) of the Freedom of Information and Protection of Privacy Act, and will be treated in strictest confidence
  • Surveys will not be shared with supervisors/managers
  • Paper surveys are to be returned in sealed envelopes to the Equity and Inclusion Office for entry
  • Responses to this survey will be analyzed only in summary or aggregate form, and will be kept separately from employee records
  • Questions about the collection and use of the information may be forwarded to the AVP, Equity & Inclusion in the Equity and Inclusion Office

Thank you for counting yourself in!

Step by step guide for complete the survey online

  1. Log on to Faculty and Staff Self-Service at www.msp.ubc.ca
  2. Go to HRMS Self-Service tab
  3. Locate mySurveys box on the bottom left menu.
  4. Click on Employment Equity Census Survey.
  5. Complete the Survey.
  6. You are done!

If you do not have a CWL log-in, you may wish to sign up for one at www.cwl.ubc.ca.

UBC Virtual Private Network (VPN) is required for users accessing the CWL system from off-campus or from the UBC Wireless Network. You must be logged into VPN prior to signing on. Don’t have VPN? Go here to download it

Step by step guide to complete the survey by paper

If you require assistance to complete the survey, please contact the Equity and Inclusion Office.

  1. Complete the Employment Equity Census (PDF) and send it by:
    1. E-mail: equity@equity.ubc.ca OR
    2. Send in sealed envelope through Campus Mail to: Equity and Inclusion Office 2306 – 1874 East Mall Vancouver, BC V6T 1Z1


Employment Equity at UBC

UBC is committed to fairness in employment opportunity. Accordingly, UBC initiated an Employment Equity program based on guidelines established by the federal government. UBC’s Employment Equity measures include the removal of barriers to selection, promotion and training of members of the designated groups.

UBC’s Policy on Employment Equity was approved by the Board of Governors in November 1990 and upholds the principles of individual merit and achievement to ensure that selection, training, and promotion decisions are based on how well an individual’s skills, knowledge and experience match specific job performance criteria.

Employment Equity does not encourage or require hiring according to quotas or hiring unqualified or less well-qualified applicants. Instead, it works to increase the range of applicants to reflect all those — including women, Aboriginal people, visible minorities and persons with disabilities — who are qualified candidates. Thus, it helps identify and remove barriers that prevent the full participation of members of designated groups in the workforce.

Federal Contractors Program

The Federal Contractors Program (FCP) requires that organizations with 100 or more employees and who receive at least $1 million in federal contracts commit to implementing employment equity with regard to four designated groups-Aboriginal people, persons with disabilities, visible minorities/racialized groups and women. UBC’s responsibilities under the FCP include collecting data on the representation of designated group members in the workforce. The questions in the Employment Equity Survey are responsive to that requirement.

Confidentiality and Reporting

The census is confidential, but not anonymous. The information you provide is entered with your employee number on confidential computer records that only the Equity and Inclusion Office can access. The link between your employee number and the information you provide is essential because the Equity and Inclusion Office must update census records when new employees are hired or current employees are promoted or leave the University.

Your employee number is included on the survey form to track the percentage return rate as required by the Federal Contractors Program.

  • The information you provide will be treated in the strictest confidence.
  • The census information will be used only to comply with the Federal Employment Equity Act and Regulations. All census information remains strictly confidential and will not be used or disclosed except to comply with Act 9(3), Regulation 3(6) (b) of the Federal Employment Equity Act, 1995. No individual is ever identified.
  • The information you provide will be stored in a secure database accessed only by designated staff in the Equity and Inclusion Office and Planning & Institutional Research (PAIR). IT Personnel from Human Resources Management Systems provide technical support.
  • The information you provide will not form part of your personnel file.
  • The census data will not be made available for purposes other than employment equity programs, and will be reported in an aggregate, summarized form which does not identify individuals, to protect your privacy.
  • The census data will not be made available to any other organization.
  • Individuals will not be provided with information on others.

Employment Equity Plan

The Employment Equity Plan is an important part of the University’s commitment to advance equity and diversity at UBC. Data from the U Count census that reflects UBC’s current workforce will inform the development of a new Employment Equity Plan.

The 2010 Employment Equity Plan includes the following four objectives:

  • Review of UBC’s employment policies and practices for discriminatory effect on members of equity groups, design policies and practices that support employment opportunities for equity group members.
  • Develop special measures and reasonable accommodations to achieve and maintain a UBC workforce that is representative of equity groups.
  • Foster and establish a respectful work environment at UBC that supports the successful integration of equity group members.
  • Adopt monitoring and accountability mechanisms to evaluate and adjust UBC’s Employment Equity Program.

The 2010 Plan was a result of consultations with UBC employee groups including CUPE 2950, CUPE 116, the Faculty Association and the Association for Administrative & Professional Staff. Additionally, the Plan was sent to the senior Human Resources administrators on both UBC campuses, the President’s Advisory Committee on Equity, Discrimination & Harassment and UBC Okanagan’s Deputy Vice Chancellor’s Committee on Human Rights and Equity. The Employment Equity Plan was accepted by the UBC Executive on March 26, 2010.

The Employment Equity Plan is linked to UBC’s Equity and Diversity Strategy which is part of the University’s process of renewing its commitment to equity and diversity. This strategy places employment equity in the context of a broader and overarching equity strategy for the University. The Equity and Diversity Strategy is the result of extensive consultation, both in-person and online, with interested individuals and groups at UBC through the Summer and Fall of 2009. Input received helped shape the Plan and further consultation, including with UBC’s governing bodies, led to acceptance of the Equity and Diversity Strategic Plan by the UBC Executive in February 2010.