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.

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/