What must employers do to comply with employment equity legislation?

Employers must collect and maintain relevant data to formulate equity plans as a fundamental step to comply with employment equity legislation. This legislation is designed to promote equal opportunity and eliminate barriers for underrepresented groups in the workforce, including women, Indigenous peoples, persons with disabilities, and racial minorities.

By gathering and analyzing data, employers can identify gaps in representation within their workforce and understand the specific challenges faced by different groups. This information is critical for developing targeted strategies to improve diversity, equity, and inclusion in hiring and promotion practices. Furthermore, maintaining this data allows for ongoing assessment and adjustment of equity plans to ensure they remain effective.

The other options fail to align with the core requirements of employment equity: ignoring data analytics undermines the ability to recognize areas needing improvement; increasing the workforce without policies does not address the necessity for intentional and structured initiatives to promote equity; and focusing solely on management positions neglects the broader goal of improving representation at all levels within an organization.