Employment Equity in the Office of the Auditor General of Canada—Annual Report 2015–16

Employment Equity in the Office of the Auditor General of Canada—Annual Report 2015–16

Introduction

This annual report on employment equity in the Office of the Auditor General of Canada (the Office) outlines the state of employment equity representation for the 2015–16 fiscal year.

Employment Equity Environment

Enabling legislation

The Office of the Auditor General of Canada has a legislative basis in the Auditor General Act, the Financial Administration Act, and a number of other statutes. The Auditor General’s powers are set forth in legislation passed by Parliament.

Independence from government

The Office differs from government departments and agencies through its independence from the government of the day and its reporting relationship to Parliament. The Office’s independence is assured by a broad legislative mandate, exemptions from certain controls over the Office’s budget and human resource management, and a 10-year non-renewable term for the Auditor General.

Application of the Employment Equity Act

The Office of the Auditor General of Canada is governed by the Employment Equity Act, in accordance with subsection 4(1)(c).

Work

The Office audits federal government operations and provides Parliament with independent information, advice, and assurance regarding the federal government’s stewardship of public funds. While the Office may comment on policy implementation in an audit, it does not comment on the merits of the policy itself.

The Office is in the business of legislative auditing and conducts

The Office also audits the governments of Nunavut, Yukon, and the Northwest Territories, and reports directly to their respective legislative assemblies.

Since 1995, the Office has also had a specific environment and sustainable development mandate, established through amendments to the Auditor General Act.

The Office’s audit findings—which include good practices, areas requiring attention, and recommendations for improvement—are reported to Parliament. The Auditor General’s reports may be reviewed by parliamentary committees, which conduct hearings and make recommendations for action. Legislative assemblies provide the same oversight in the territories. The government has the opportunity to respond to the findings and may implement recommended changes.

The Office participates in international activities, organizations, and events that impact its legislative audit work. By collaborating with organizations and audit offices both elsewhere in Canada and across the world, the Office strengthens its legislative audit practice and contributes to the development of auditing standards.

Employees

The Office employs 563 people between its head office in Ottawa and four regional offices in Vancouver, Edmonton, Montréal, and Halifax.

The Office’s audit professionals are highly qualified in their fields and bring a rich mix of academic disciplines and experience to their work. They include accountants, engineers, lawyers, management experts, information technology professionals, environmental specialists, economists, historians, and sociologists. All audit staff have a graduate degree, or a bachelor’s degree and professional designation. Many have additional credentials.

Auditors are organized into teams that are assigned to audits of specific departments, agencies, or Crown corporations, and audits of Canada’s three territories. The auditors are supported in their work by specialists in law, professional practices, international relations, information technology, knowledge management, human resources, financial management, communications, and parliamentary liaison.

The Office has a specialized workforce, with 81.2 percent of employees (457 of 563) in the middle management and audit professional categories.

Work environment

The Office is committed to providing a work environment in which all are treated with dignity and respect, and all are supported as they work towards their full career potential. The Office encourages open and honest communication to create a climate of trust and teamwork. It values each other’s talent and diversity, and supports learning and quality-of-life endeavours.

Office employees are expected to demonstrate personal integrity and ethics, and to adhere to Office values, standards, and codes of conduct.

People-management competencies and behaviours are evaluated during recruitment and annual performance appraisals.

Structure

The Assistant Auditor General of Corporate Services, who is a member of the Executive Committee, serves as Employment Equity Champion and works to raise the profile of employment equity and diversity issues in the Office.

The Office has an active Diversity Committee, with subcommittees that represent four designated groups, to promote awareness and understanding of employment equity and diversity issues in the workplace.

The Chair of the Diversity Committee reports directly to the Assistant Auditor General of Corporate Services on any employment equity issues of note arising through the Committee. The Chair provides input on all policies and issues that may affect employment equity.

Employment Equity Implementation

Implementation of legislation

The Office implements the requirements of the legislation by completing a self-identification survey. The Office then conducts a workforce analysis to determine the degree of representation of members of designated groups in each occupational group. This analysis is conducted annually, and the results (as of 31 March 2016) are presented in this report.

Employment equity records

The Office has procedures in place to maintain orderly and accurate employment equity records. All new employees are asked to complete a self-identification questionnaire before their first day at the Office, and notices are sent to remind all employees of their right to self-identify at any time.

The Office’s INTRAnet provides employees with easy access to current employment equity information.

In 2015, the Canadian Human Rights Commission conducted its triennial employment equity compliance audit of the Office of the Auditor General of Canada. The audit found that the Office’s employment equity results for women and Aboriginal peoples have remained very good. The audit also found that persons in a visible minority group were slightly better represented, but the representation of persons with disabilities had declined and required attention. The Office agrees with the Commission’s audit that some additional progress is required in some areas. The Office will continue to be proactive in seeking out candidates from the designated groups.

Recruitment

Recruitment is no longer limited due to the Strategic and Operating Review. In fact, 55 employees joined the Office in the 2015–16 fiscal year. Most of these employees were members of at least one of the four designated groups.

Activities and events

The Office carried out activities throughout the year to promote a corporate environment that supports employment equity values and ideals. The following event was held in the 2015–16 fiscal year:

In addition, the Office continued to actively support awareness and fundraising campaigns for causes that affect members of designated groups (for example, Run for the Cure).

The Office promotes respect in the workplace through new employee on-boarding as well as ongoing in-house training programs. The following courses are offered to all managers and staff:

The Office also engaged a consultant to provide cultural awareness training to employees new to the Office’s Northern team, so that they may better understand the community in which they work.

Talent management

The number of forecasted retirements is monitored annually to ensure that members of designated groups are considered in succession planning. In the 2015–16 fiscal year, a talent management program was introduced at the Office. This program is one of a number of human resource processes designed to attract, develop, motivate, and retain engaged employees. The goal is to create a high-performance, sustainable organization that meets its strategic and operational goals.

Over time, these sustained efforts have resulted in opportunities for higher numbers of designated group members to be promoted. This is most evident for women and persons in a visible minority group, who were well represented in various promotional opportunities in the 2015–16 fiscal year (Table 9).

Employment Equity Plan

The Office’s employment equity plan includes activities and initiatives intended to increase awareness of equity and diversity issues and to improve opportunities in the workplace for all employees.

When the Office became subject to the Employment Equity Act, the Employment Equity Committee, now called the Diversity Committee, was formed. The Committee’s objective is to promote the Office’s employment equity activities while increasing awareness of equity and diversity issues, and enhancing employment and promotion opportunities for all groups.

In accordance with the requirements in section 10 of the Employment Equity Act, the Office maintains an employment equity plan. The plan covers a three-year period and includes specific goals for improved representation. The Triennial Employment Equity Plan 2013–2016 reports on activities carried out to comply with the legislation, presents the Office’s strategy for enhancing and maintaining representation across occupational groups and levels, and highlights the Office’s efforts to sustain an inclusive and respectful workplace.

Communication and consultation

Ongoing communication is a critical factor in the success of the Office’s employment equity program. The Office undertakes a number of communication activities to support equity and diversity programs. The Office

Numerical goals

Employment equity is an important underlying value of the Office of the Auditor General of Canada. The Office is committed to ensuring equal opportunity in its workplace for all employees.

The Office strives for 100 percent representation of workforce availability for each of the designated groups. The success of the Office’s efforts is monitored by the Employment Equity Champion and is reported annually in the Departmental Performance Report.

Employment Equity Numbers

The Office’s employment equity numbers are prepared according to the National Occupational Classification (NOC) system, which was developed by Employment and Social Development Canada (Exhibit 1). This system comprises 14 employment equity occupational groups (EEOGs)—as defined in Schedule II of the Employment Equity Regulations—and 520 NOC unit groups.

Exhibit 1—Classification of Office employees under the National Occupational Classification

Employment Equity Occupational Group (EEOG) Major National Occupation Classification (NOC) unit group

1 – Senior managers

2 – Middle and other managers

3 – Professionals

4 – Semi-professionals and technicians

5 – Supervisors

7 – Administrative and senior clerical personnel

10 – Clerical personnel

0012 – Senior managers

0414 – Other managers

1111 – Auditors

1221 – Administrative officers

1441 – General office support workers

Classifying employees under this system shows that the Office has a very specialized workforce:

Exhibit 2—Distribution of employees by Employment Equity Occupational Group (EEOG)

Pie Chart
Exhibit 2—text version

Exhibit 2 is a pie chart showing the distribution of employees in the Office of the Auditor General, according to major occupational groups.

The chart indicates that 10.1 percent of the Office’s employees are clerical personnel and 2.0 percent of employees are senior managers. Middle and other managers make up 24.5 percent, and 56.7 percent are professionals. Another 6.8 percent of employees fall into the “all others” category.

Shaded sections of the pie chart indicate that the majority of the employees—81.2 percent—are concentrated into two groups, middle and other managers and professionals.

Representation in designated groups—highlights

The Office compared its representation in each designated group with the most recent workforce availability figuresFootnote 1, provided by Employment and Social Development Canada in the Employment Equity Data Report. The Office used national figures for this comparison in most areas, with the exception of the administrative and senior clerical personnel category and the clerical personnel category, for which the Office used data from the National Capital Region.

Women

As of 31 March 2016, women represented 62.5 percent of the Office’s workforce, which is above the workforce availability of 51.4 percent (Table 4). Women are well represented in all EEOGs, and in all but the lowest salary band, of which there is no employee representation (Table 11).

Aboriginal peoples

The Office’s representation of Aboriginal employees during the reporting period was 2.3 percent, which is in line with the workforce availability of 2.5 percent (Table 5). In other words, the Office had 13 Aboriginal employees, just 1 short of its goal of 14. The Office is monitoring these numbers and is looking to develop a strategy to increase representation of Aboriginal employees.

Persons with disabilities

The Office’s overall representation of persons with disabilities during the reporting period was 3.4 percent, which is below the workforce availability of 4.3 percent (Table 6). In other words, the Office had 19 persons with disabilities, or 5 short of its goal of 24. The Office recognizes that its overall representation of persons with disabilities is an area for improvement, and it has begun addressing the issue with activities outlined in the draft Triennial Employment Equity Plan 2017–2020.

Persons in a visible minority group

The Office’s overall representation of persons in a visible minority group was 14.6 percent, which is below the workforce availability of 17.4 percent (Table 7).

In the 2015–16 fiscal year, 29.1 percent of the Office’s new hires were in the persons in a visible minority group. As a result, the representation of workforce availability for persons in this group in all occupations was 83.5 percent, up from 70.8 percent in the previous reporting period. The Office recognizes that this is also an area for improvement and is addressing the issue with activities outlined in the draft Triennial Employment Equity Plan 2017–2020. The Office will continue to monitor these numbers to ensure that it continues to improve its overall representation for this group.

Representation in hires, promotions, and separations

This annual report includes an analysis of the number of employees from each designated group who were hired, were promoted, or left the Office.

Hires

In the past year, 55 people joined the Office (Table 8). Of these new hires, 42 were from at least one designated group. More specifically,

Promotions

In the past year, 54 employees were promoted (Table 9). Of these promotions, 44 employees were from at least one designated group. More specifically,

Separations

During the reporting period, 57 employees left the Office (Table 10). Of those who left, 53 employees were from at least one designated group. More specifically,

The attrition rate of 35.7 percent for the Aboriginal peoples’ group was unusually high. The Office will monitor the situation to ensure that the numbers in the 2015–16 fiscal year were just an anomaly.

Conclusion

The Office is addressing the under-representation in some of the designated groups, primarily in the persons in a visible minority group. The Office is addressing the discrepancies by putting strategies in place. It is working to ensure that those managers responsible for the hiring into its audit development training programs—its primary source of new employees—are fully trained and active partners in addressing the under-representation in the three designated groups.

The Office expects that the draft Triennial Employment Equity Plan 2017–2020, along with training for human resource personnel, will assist in addressing the under-representation in some groups. With these strategies in place, the Office will continue to work towards a fully representative workforce through future hiring activities.

Appendix—Statistics

Report coverage

This report contains information, as of 31 March 2016, on the Office’s indeterminate employees and determinate employees with terms of six months or more. Employees who were on secondment to other organizations are also included in the Office’s numbers.

Employees who were on leave without pay from the Office as of 31 March 2016 are not included in the population. Because of the rapid turnover of students and casual employees, no information is reported on them.

Data on people in the designated groups

All data, other than that for women, was obtained through self-identification, the process by which people identify themselves as being from at least one of the other three designated groups. The data on women was obtained from other human resource information.

The completeness and accuracy of employment equity data depend on employees being willing to self-identify and being given the opportunity to do so.

The Office’s self-identification process began in April 1997. All new employees are asked to complete a questionnaire before their first day at the Office. In addition, at any time during the year, any employee may complete or revise a self-identification questionnaire, which is available from the Office’s Human Resources Group.

Tables 4 to 7 show the Office’s representation as a percentage of workforce availability, with comparative figures for the prior year. The Office believes this is the best measure of how well it is progressing toward its goal of achieving a representative workforce.

The Office provides information by Employment Equity Occupational Group (EEOG). Tables 4 to 7 include information for the two National Occupational Classification (NOC) unit groups that account for the majority of the Office’s employees—other managers (NOC Unit 0414), which is part of EEOG 2 (middle and other managers); and auditors (NOC Unit 1111), included in EEOG 3 (professionals).

Workforce availability

Workforce availability is the distribution of people in the designated groups as a percentage of the total Canadian workforce. For federal public service purposes, workforce availability is based on Canadian citizens in those occupations in the Canadian workforce corresponding to the occupations in the public service and is derived from 2011 Census data.

List of Tables

Table 1—Representation of designated groups in the Office of the Auditor General of Canada

Table 2—Distribution of employees by designated group and region of work

Table 3—Representation of designated groups by Employment Equity Occupational Group

Table 4—Representation of women by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

Table 5—Representation of Aboriginal peoples by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

Table 6—Representation of persons with disabilities by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

Table 7—Representation of persons in a visible minority by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

Table 8—Hiring by designated group and Employment Equity Occupational Group

Table 9—Promotions by designated group and Employment Equity Occupational Group

Table 10—Separations by designated group and Employment Equity Occupational Group

Table 11—Distribution of employees by designated group and salary band

Table 1—Representation of designated groups in the Office of the Auditor General of Canada

As at 31 March 2016

All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Number Percentage Number Percentage Number Percentage Number Percentage
Office 563 352 62.5 13 2.3 19 3.4 82 14.6
Workforce availability 51.4 2.5 4.3 17.4

Totals may not equal the sum of components because of rounding and suppression.

Table 2—Distribution of employees by designated group and region of work

As at 31 March 2016

Region of work All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Number Percentage Number Percentage Number Percentage Number Percentage
National Capital Region 509 318 62.5 10 2.0 17 3.3 68 13.4
All other regions 54 34 63.0 3 5.6 2 3.7 14 25.9
Total 563 352 62.5 13 2.3 19 3.4 82 14.6

Totals may not equal the sum of components because of rounding and suppression.

Table 3—Representation of designated groups by Employment Equity Occupational Group

As at 31 March 2016

Employment Equity Occupational Group All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Number Percentage Number Percentage Number Percentage Number Percentage
All occupations 563 352 62.5 13 2.3 19 3.4 82 14.6
Senior managers
11 4 36.4 1 9.1 1 9.1 1 9.1
Middle and other managers
138 79 57.2 2 1.4 3 2.2 6 4.3
Professionals
319 196 61.4 7 2.2 13 4.1 69 21.6
Semi-professionals and technicians
19 8 42.1 2 10.5 0 0.0 1 5.3
Supervisors
2 2 100.0 0 0.0 0 0.0 0 0.0
Administrative and senior clerical personnel
17 11 64.7 0 0.0 0 0.0 2 11.8
Clerical personnel
57 52 91.2 1 1.8 2 3.5 3 5.3

Totals may not equal the sum of components because of rounding and suppression.

Table 4—Representation of women by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

As at 31 March 2016

Employment Equity Occupational Group All employees Women Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
All occupations 563 352 62.5 51.4 100.0+ 100.0+
Senior managers
11 4 36.4 46.2 78.6 77.2
Middle and other managers
138 79 57.2 41.3 100.0+ 100.0+
Professionals
319 196 61.4 53.6 100.0+ 100.0+
Semi-professionals and technicians
19 8 42.1 25.7 100.0+ 100.0+
Supervisors
2 2 100.0 51.0 100.0+ 100.0+
Administrative and senior clerical personnel
17 11 64.7 77.2 83.9 72.9
Clerical personnel
57 52 91.2 66.0 100.0+ 100.0+
National Occupational Classification unit group All employees Women Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
Other managers (0414) 121 67 55.4 39.5 100.0+ 100.0+
Auditors (1111) 265 164 61.9 54.8 100.0+ 100.0+

Totals may not equal the sum of components because of rounding and suppression.

Table 5—Representation of Aboriginal peoples by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

As at 31 March 2016

Employment Equity Occupational Group All employees Aboriginal peoples Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
All occupations 563 13 2.3 2.5 93.0 100.0+
Senior managers
11 1 9.1 7.2 100.0+ 98.9
Middle and other managers
138 2 1.4 4.0 35.9 72.6
Professionals
319 7 2.2 1.5 100.0+ 100.0+
Semi-professionals and technicians
19 2 10.5 3.6 100.0+ 100.0+
Supervisors
2 0 0.0 2.9 0.0 0.0
Administrative and senior clerical personnel
17 0 0.0 3.3 0.0 0.0
Clerical personnel
57 1 1.8 2.9 60.6 59.6
National Occupational Classification unit group All employees Aboriginal peoples Workforce availability Representation as a percentage of workdorce availability
Number Number Percentage Percentage March 2016 March 2015
Other managers (0414) 121 1 0.8 4.3 19.3 39.7
Auditors (1111) 265 5 1.9 1.4 100.0+ 85.7

Totals may not equal the sum of components because of rounding and suppression.

Table 6—Representation of persons with disabilities by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

As at 31 March 2016

Employment Equity Occupational Group All employees Persons with disabilities Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
All occupations 563 19 3.4 4.3 78.3 100.0+
Senior managers
11 1 9.1 4.3 100.0+ 100.0+
Middle and other managers
138 3 2.2 4.3 50.0 100.0+
Professionals
319 13 4.1 3.8 100.0+ 100.0+
Semi-professionals and technicians
19 0 0.0 4.6 0.0 0.0
Supervisors
2 0 0.0 13.9 0.0 0.0
Administrative and senior clerical personnel
17 0 0.0 3.4 0.0 0.0
Clerical personnel
57 2 3.5 7.0 50.2 39.4
National Occupational Classification unit group All employees Persons with disabilities Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
Other managers (0414) 121 2 1.7 4.3 38.0 100.0+
Auditors (1111) 265 10 3.8 3.8 99.6 90.3

Totals may not equal the sum of components because of rounding and suppression.

Table 7—Representation of persons in a visible minority by Employment Equity Occupational Group and the two largest National Occupational Classification unit groups

As at 31 March 2016

Employment Equity Occupational Group All employees Persons in a visible minority Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
All occupations 563 82 14.6 17.4 83.5 70.8
Senior managers
11 1 9.1 6.8 100.0+ 100.0+
Middle and other managers
138 6 4.3 8.1 53.5 53.0
Professionals
319 69 21.6 23.3 93.0 78.3
Semi-professionals and technicians
19 1 5.3 14.6 36.1 36.1
Supervisors
2 0 0.0 11.7 0.0 0.0
Administrative and senior clerical personnel
17 2 11.8 10.7 100.0+ 58.3
Clerical personnel
57 3 5.3 12.6 41.7 41.0
National Occupational Classification unit group All employees Persons in a visible minority Workforce availability Representation as a percentage of workforce availability
Number Number Percentage Percentage March 2016 March 2015
Other managers (0414) 121 5 4.1 7.4 55.7 57.2
Auditors (1111) 265 62 23.4 24.3 96.3 81.6

Totals may not equal the sum of components because of rounding and suppression.

Table 8—Hiring by designated group and Employment Equity Occupational Group

As at 31 March 2016

Employment Equity Occupational Group All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Number Percentage Number Percentage Number Percentage Number Percentage
All occupations 55 34 61.8 2 3.6 3 5.5 16 29.1
Senior managers
0 0 0.0 0 0.0 0 0.0 0 0.0
Middle and other managers
2 1 50.0 0 0.0 0 0.0 0 0.0
Professionals
49 29 59.2 2 4.1 3 6.1 16 32.7
Semi-professionals and technicians
0 0 0.0 0 0.0 0 0.0 0 0.0
Supervisors
0 0 0.0 0 0.0 0 0.0 0 0.0
Administrative and senior clerical personnel
0 0 0.0 0 0.0 0 0.0 0 0.0
Clerical personnel
4 4 100.0 0 0.0 0 0.0 0 0.0
All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Number Percentage Number Percentage Number Percentage Number Percentage
All occupations 55 34 61.8 2 3.6 3 5.5 16 29.1
Workforce availability 51.4 2.5 4.3 17.4
Hirings as a percentage of workforce availability 100.0+ 100.0+ 100.0+ 100.0+

Data includes employees hired into term positions (six months or more) and indeterminate positions. Totals may not equal the sum of components because of rounding and suppression.

Table 9—Promotions by designated group and Employment Equity Occupational Group

As at 31 March 2016

Employment Equity Occupational Group All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
All occupations 54 35 0 1 8
Senior managers
0 0 0 0 0
Middle and other managers
10 7 0 0 0
Professionals
43 27 0 1 8
Semi-professionals and technicians
0 0 0 0 0
Supervisors
0 0 0 0 0
Administrative and senior clerical personnel
0 0 0 0 0
Clerical personnel
1 1 0 0 0
All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Last year’s total number of employees as at 31 March 2015 550 341 14 23 67
Number 54 35 0 1 8
Promotion rate (percentage) 9.8 10.3 0.0 4.3 11.9

Data includes promotions and reclassifications. Totals may not equal the sum of components because of rounding and suppression.

Table 10—Separations by designated group and Employment Equity Occupational Group

As at 31 March 2016

Employment Equity Occupational Group All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
All occupations 57 39 5 2 7
Senior managers
3 1 0 0 0
Middle and other managers
16 10 3 1 0
Professionals
31 23 1 1 7
Semi-professionals and technicians
0 0 0 0 0
Supervisors
0 0 0 0 0
Administrative and senior clerical personnel
1 0 0 0 0
Clerical personnel
6 5 1 0 0
All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Last year’s total number of employees as at 31 March 2015 550 341 14 23 67
Number 57 39 5 2 7
Attrition rate (percentage) 10.4 11.4 35.7 8.7 10.4

Totals may not equal the sum of components because of rounding and suppression.

Table 11—Distribution of employees by designated group and salary band

As at 31 March 2016

Salary band ($) All employees Women Aboriginal peoples Persons with disabilities Persons in a visible minority
Number Cumulative percentage Number Cumulative percentage Number Cumulative percentage Number Cumulative percentage Number Cumulative percentage
35,000–39,999 0 0.0% 0 0.0% 0 0.0% 0 0.0% 0 0.0%
40,000–44,999 1 0.2% 1 0.3% 0 0.0% 0 0.0% 0 0.0%
45,000–49,999 8 1.6% 4 1.4% 1 7.7% 1 5.3% 4 4.9%
50,000–54,999 24 5.9% 16 6.0% 0 7.7% 1 10.5% 8 14.6%
55,000–59,999 39 12.8% 28 13.9% 2 23.1% 2 21.1% 9 25.6%
60,000–64,999 50 21.7% 36 24.1% 0 23.1% 1 26.3% 2 28.0%
65,000–69,999 21 25.4% 14 28.1% 0 23.1% 0 26.3% 6 35.4%
70,000–74,999 33 31.3% 26 35.5% 2 38.5% 1 31.6% 6 42.7%
75,000–79,999 32 36.9% 19 40.9% 1 46.2% 1 36.8% 8 52.4%
80,000–89,999 97 54.2% 57 57.1% 3 69.2% 5 63.2% 16 72.0%
90,000–99,999 29 59.3% 14 61.1% 0 69.2% 0 63.2% 4 76.8%
100,000–109,999 95 76.2% 63 79.0% 2 84.6% 3 78.9% 12 91.5%
110,000–119,999 2 76.6% 1 79.3% 0 84.6% 0 78.9% 1 92.7%
120,000 + 132 100.0% 73 100.0% 2 100.0% 4 100.0% 6 100.0%
Total 563 100.0% 352 100.0% 13 100.0% 19 100.0% 82 100.0%

Totals may not equal the sum of components because of rounding and suppression.


Footnote