Summary

• Research released under the Anti-Racism Data Act analyzes hiring, promotions and departures for Indigenous and racialized employees in the BC Public Service 
• Findings provide insights into workforce equity by showing how Indigenous and racialized employees represented across different types of career movements experience opportunity and advancement 
• Analysis supports transparency and accountability and helps inform future, evidence-based action to address systemic barriers

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Continued anti-racism work builds on research released in 2024 and 2025 that focuses on understanding racial equity in the BC Public Service.

The Equity in Career Movement report leverages data from employee surveys to understand how Indigenous and racialized employees are represented among new hires, promotions and departures from the public service each year.

“Understanding career movement of Indigenous and racialized employees helps us identify where barriers exist so we can better attract and retain qualified people and strengthen the talent pool,” said Diana Gibson, Minister of Citizens’ Services. “This work will help build a stronger public service that reflects the diversity of the population it serves in British Columbia.”

Covering the period from 2020 until 2024, the report outlines how Indigenous and racialized employees are represented across hiring, promotion and departure categories, helping identify areas for further analysis.

What the research shows

The findings highlight key trends and persistent challenges:

• The proportion of racialized employees among hires and promotions increased during the reporting period. There was also an increase in departures.
• Overall hiring of Indigenous employees remained stable, with a decline in external hires, no notable change in movement to permanent roles and an increase in promotions across ministries.
• Trends point to potential barriers affecting career progression and retention, with further research needed to understand underlying causes.

Moving toward deeper, future-focused action

Upcoming work will take a closer look at employee experience across the BC Public Service, so government is able to provide a more complete picture of barriers that persist in limiting Indigenous and racialized employees building careers in the public service. Focuses will include:

• advancing intersectional and distinctions-based analysis to better reflect the diverse experiences of Indigenous and racialized people
• adding qualitative research to better understand lived experience and identify factors influencing hiring, career progression, and inclusion and belonging in the workplace
• reviewing career development, promotion and retention practices across the BC Public Service

The work reflects a continued commitment to anti-racism at a time when diversity, equity and inclusion efforts face increased scrutiny across Canada. By grounding decisions in evidence, the Province is working to ensure policies and services are equitable, culturally appropriate and reflective of the people they serve.

The report aligns with government’s anti-racism research priorities, developed in collaboration with the Anti-Racism Data Committee and in consultation with Indigenous Peoples. These priorities intend to focus research on areas where barriers persist and action is required, and on the issues that matter most to Indigenous Peoples and racialized communities.

The Anti-Racism Data Committee reviewed the research prior to release and recommended revisions to help prevent potential harm to communities. Government also engaged and collaborated with Indigenous Peoples throughout the process.

Quotes:

June Francis, chair, Anti-Racism Data Committee —

“In a time when equity, diversity and inclusion are being challenged, it is encouraging to see the Province’s commitment to addressing systemic racism. This report shows that Indigenous and racialized employees continue to encounter barriers to advancing their careers in the public service, raising important questions about why these barriers persist, who is bearing the greatest burden and where inequities continue to go unseen within government systems and structures. The Province must now confront why these barriers persist, who is most impacted and where inequities remain hidden within government systems and structures. We are calling for priority to be given to an all-of-government commitment to anti-racism disaggregated data collection. Better data will help shine a light on disparities, strengthen accountability and ensure government decisions, programs and action plans are informed by the lived realities of people across the province. The committee will continue pressing for more disaggregated data collection for anti-racism purposes and for distinction-based research on the issues that matter most to Indigenous, racialized and marginalized communities and indeed everyone in British Columbia.”

Raynie Gervais, Minister of Citizenship, Métis Nation British Columbia —

“Indigenous people in B.C. continue to be under-represented in public institutions. Through this research, Métis Nation British Columbia is pleased to see the Province painting a clear picture of Indigenous workforce representation in this critical area, with a particular focus on senior-level positions that shape policy. While the data shows a positive trend in internal promotions, more work is needed to address systemic barriers by attracting and hiring external applicants who are First Nations, Métis and Inuit. Our government looks forward to deepening our partnership with the Ministry of Citizens’ Services for positive change.”

Michelle Harmon, director of human resources, Adams Lake Indian Band —

“In reading this report, I appreciate the thoughtful and transparent effort being made to better understand representation, career movement and systemic barriers within the BC Public Service. I also appreciate the acknowledgment that this work is complex, evolving and cannot be fully understood through data alone. For me, the report raises important questions about what equitable hiring truly means in practice. While a process may be designed to be equitable, people do not arrive at the interview table from equal starting points. Many individuals have already had to navigate significant personal, systemic, cultural, educational or socio-economic barriers simply to reach the stage of being interviewed. I also believe it is important to recognize that recruitment is only one part of the equation. Long-term success, retention and advancement are deeply connected to workplace climate, relational safety, leadership approaches and whether individuals feel alignment and belonging within their ministry or organizational environment. To me, this report reflects an important step toward deeper reflection and more meaningful conversations about equity, inclusion and organizational responsibility moving forward.”

Learn More:

• To learn more about the Anti-Racism Data Act, view the research findings and actions to date, visit: https://antiracism.gov.bc.ca/
• To learn more about the Declaration Act Action Plan, visit: https://declaration.gov.bc.ca/declaration-act-action-plan/