PREPARED BY: Human Resources
DATE: 2025-06-26
SUBJECT: WECHU Staff Census
BACKGROUND/PURPOSE
The Windsor-Essex County Health Unit (WECHU, the Health Unit) is committed to providing an accessible and inclusive work environment that values the diversity and well-being of both its staff and the community. In February of this year, Turner Consulting Group conducted a Staff Census. The goal was to answer the following questions:
- What is the representation of employees in various demographic groups, including disability, religion/faith, age, racial identity, gender identity, and sexual orientation?
- How does the diversity of the WECHU workforce compare with that of the residents within the county?
- What is the experience of inclusion among WECHU employees from diverse communities, backgrounds, and identities?
The completion of the Staff Census was voluntary, and participants could choose not to participate in its entirety or opt out of any question. Staff were provided access to the survey from February 3 to 14, 2025. As such, the data provides a snapshot of the WECHU workforce at that time.
DISCUSSION
The survey was administered to 236 active WECHU employees. 188 chose to participate by answering at least one question, giving a response rate of 80%.
Demographic Overview:
The survey of WECHU employees revealed a workforce primarily aged between 35 and 54 years, with 14% nearing potential retirement within the next decade. Twenty-one percent of respondents reported having a disability, slightly below the provincial average, and 20% identified as racialized, a lower proportion than in the Windsor-Essex community. Racialized individuals are more represented among managers, though they, along with Indigenous employees, tend to have shorter tenures, suggesting either recent diversity-focused hiring or challenges in retention. Women make up 77% of the workforce but are underrepresented in management roles, hinting at potential advancement barriers. Additionally, 11% identify as 2SLGBTQ+, exceeding national population estimates. Religious diversity is reflected with 11% following non-Christian faiths, primarily Islam. Caregiving responsibilities are common, with half of respondents caring for dependents, including children, elderly, or those with disabilities. Lastly, 4% identify as North American Indigenous, slightly above the local population rate.
Sense of Inclusion:
Employees were also asked about the extent to which they feel included in the workplace as a WECHU employee, both generally and as someone from their identity group.
The survey revealed that 76% of all WECHU employees reported positive feelings of inclusion, though these experiences varied across groups. Managers (91%) felt significantly more included than unionized or non-unionized employees (75%). Inclusion increased with age, with only 67% of employees aged 34 and under feeling included, compared to 95% of those aged 45 to 54. Employees with disabilities and those identifying as Indigenous or racialized reported lower inclusion (56% and 70%, respectively) compared to White employees (93%). Gender differences in inclusion were minimal, with 89% of women and 90% of men feeling included. However, a notable gap emerged for 2SLGBTQ+ employees, with only 60% feeling included compared to 93% of their heterosexual/cisgender peers. Religious inclusion also varied, with 76% of Christians, 68% of those with no affiliation, and just 50% of non-Christian employees reporting positive experiences.
Recommendations:
The overall themes of the recommendations focus on fostering a more inclusive, equitable, and supportive workplace at the WECHU. Key priorities include enhancing manager and union awareness of accommodation duties, particularly for employees with disabilities, mental health needs, or religious obligations. The report emphasizes the importance of reducing stigma, especially around mental health, and improving supports for both employees and managers. It calls for targeted efforts to increase representation and retention of racialized and Indigenous employees, address gender-based barriers to advancement, and create safer, more inclusive environments for 2SLGBTQ+ staff through education, visibility, and inclusive facilities. Additionally, it highlights the need for accessible multifaith spaces and equitable policies around caregiving responsibilities, ensuring all employees have the support they need to thrive.
Next Steps:
WECHU’s Equity, Diversity and Inclusion Committee will review the census recommendations and identify key areas where they can take action to enhance inclusivity across the organization.