2025 Staffing and Non-Partisanship Survey
2026/04/20 Leave a comment
Ironic timing, released at the same time as the Fox ethics scandal:
…Fairness
In 2025, more than three quarters (76%) of employees agreed that the process of selecting a person for a position is done fairly, consistent with 2023 (77%).
Employees who perceived the selection process as unfair were asked to describe how. The main reasons cited were a perception that appointments in their work unit are not transparent, that they are based on “who you know” and that some appointees have benefitted from nepotism or favoritism.
Expanding on the perceptions of fairness in staffing processes, a new question on non-advertised appointments was introduced in 2025. Overall, 71% of employees agreed that non-advertised appointments are done fairly. The main reasons cited by respondents who perceived non-advertised appointments as unfair were that non-advertised appointments depend on who you know (74%) and that they are not transparent (70%).
| Statements related to fairness | 2023 | 2025 |
|---|---|---|
| Process of selecting a person for a position is done fairly | 77% | 76% |
| Non-advertised appointments are done fairly | n/a | 71% |
| Reasons | 2025 |
|---|---|
| Non-advertised appointments depend on who you know | 74% |
| Non-advertised appointments are not transparent | 70% |
| Non-advertised appointments are not based on merit | 48% |
| Non-advertised appointments are never fair | 30% |
| Non-advertised appointments are not inclusive | 28% |
| Other | 12% |
Employment equity and equity-seeking groups’ perceptions on fairness
With the exception of women, all employment equity groups expressed less positive perceptions than their respective comparator groups.
Employees identifying as two-spirit and intersex had less positive perceptions of both statements related to fairness compared to all other identities
Employees identifying as another gender had the least positive perceptions of fairness in the staffing process of all groups
Members of visible minorities, Indigenous Peoples and persons with disabilities had less positive perceptions of fairness in the staffing process than their respective comparator groups
Members of religious communities had less positive perceptions of fairness in the staffing process compared with employees who are not members of religious communities
Employees who are separated, divorced or widowed had less positive perceptions of fairness in the staffing process compared with employees who are married, living common-law or single
Employees identifying as asexual and pansexual had less positive perceptions of fairness compared with all other sexual orientations
About Andrew
Multicultural Meanderings 