If you participated in this survey, thank you, and count yourself among the more than 5,000 respondents and growing! By participating, you have contributed to Waterloo’s vision of a more equitable work and learning environment for all.
We are pleased to share highlights from the 2025 employee equity census, including responses from both staff and faculty. Click the links to learn more about the survey's development, data management and how we are using the results to take steps toward a more equitable campus.
Jump to: Indigenous identity | Disability | Gender identity | Sexual identity | Racial identity | Religious or spiritual affiliation | First generation in family to attend university | Canadian residency
Indigenous identity
University of Waterloo employee survey respondents were asked if they identified as an Indigenous person. Only employees of the Waterloo community who responded to the survey and identified as an Indigenous person (n=87) are included.
- Overall, 2% of respondents identified as Indigenous.
- Distributions were similar among academic support staff and academic employees.
- Of the employees who self-identified as Indigenous, two-thirds (67%) indicated they were from Canada. Staff were more likely to identify as an Indigenous person from Canada (75%) compared with faculty (48%).
- Almost three in 10 (29%) indicated they were an Indigenous person from outside Canada. Faculty were more likely to identify as an Indigenous person from outside Canada (52%) compared with staff (25%).
- Of the employees who self-identified as Indigenous persons from Canada, 59% identify as First Nations, and 31% identify as Métis. There were not enough respondents who identified as Inuit / Inuk to provide a percentage (i.e., less than 5).
Reporting on Indigenous Data
We live and work together on the traditional territory of the Neutral, Anishinaabeg and Haudenosaunee peoples. Data collected on Indigenous peoples belongs to the peoples of those communities. Data is treated according to Indigenous principles, including those described by CARE and the First Nations Principles of OCAP®, and data management and confidentiality practices will align with the principle that identity must be protected both individually and collectively. Indigenous research-related data will be handled in accordance with Tri-Agency policy on Indigenous research and data management, that focuses on Indigenous peoples engagement on any and all research involving Indigenous participants.
We acknowledge that any reports we prepare are affected by the influence of the colonial systems in which we are enmeshed. Efforts to mitigate that impact include ongoing training in Indigenous data management, facilitated by the University of Winnipeg and Kishaadigeh: The Manitoba Network Environments for Indigenous Health Research, as well as consultations about reports including Indigenous data with the Office of Indigenous Relations. Equity Survey data related to Indigenous peoples falls under the custody of the university and the stewardship of the Office of Indigenous Relations, and is developed, analyzed and reported in consultation with them.
Disability
In the Equity survey, disability was defined as: physical, mental, intellectual, emotional, developmental, cognitive, learning, communication, or sensory impairment – or a functional limitation or difference that could be permanent, temporary, or episodic in nature. It could be readily evident or invisible.
When a respondent identified that they experienced a disability, they were also asked to identify the form of those disabilities. Options provided were not meant to be comprehensive as disability experience is very diverse and always changing. Respondents were able to select all forms of disabilities that applied and offered an opportunity to add any additional disabilities not included in the list provided. Respondents could also select a “prefer not to answer” response option.
Among the employee respondents who reported that they had a disability:
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More than one in 10 (14%) reported they had a disability, this was higher for academic support staff (15%) than for academic employees (12%).
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Mental health (45%) and neurodivergence (29%) were selected most frequently among all employees, followed by an ongoing medical condition (19%), mobility (13%), and autoimmune disorder (12%).
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Most frequently reported disabilities among academic support staff: mental health (46%), neurodivergent (31%), ongoing medical condition (20%), mobility (14%), and autoimmune disorder (12%).
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Most frequently reported disabilities among academic employees: mental health (41%), neurodivergent (23%), ongoing medical condition (15%), mobility (14%), and deaf or hard of hearing (13%).
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45% of respondents selected more than one response option, indicating more than one disability. This was a multiple response question. Respondents could select more than one response option.
Gender identity
Respondents were asked to select the gender that they identify with and could specify another gender identity not captured in the list provided. Respondents could select all that apply, or select a “prefer not to answer” option. The survey specified:
- “woman” includes cis women, trans women, and everyone else who identifies as a woman; and “man” includes cis men, trans men, and anyone else who identifies as a man.
- More Waterloo employee survey respondents reported that they identified as women (58%) than men (36%).
- 4% reported another gender identity (non-binary, trans, questioning, gender non-conforming, agender, two-spirit, or another gender identity).
- Gender distributions among academic employees are almost the exact inverse as all employees, and differences are even greater compared to academic support staff.
- Academic support staff: 65% identify as women and 29% identify as men.
- Academic employees: 40% identify as women and 53% identify as men.
Sexual identity
Respondents were asked to select the sexual identity with which they identified. Respondents were able to select more than one option, and specify another sexual identity not listed. A “prefer not to answer” option was also provided.
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More than three-quarters (77%) of all Waterloo employee survey respondents identified as heterosexual / straight.
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Fewer respondents identified as asexual (2%), bisexual (5%), gay (2%), pansexual (1%), queer (3%), questioning (1%), lesbian (1%) another sexual identity (0.5%), or two-spirit (0.2%).
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Distributions were generally similar among academic support staff and academic employees.
Racial identity
Respondents were asked to select the racial identity with which they primarily identified. Respondents were able to select more than one option, and specify another racial identity not listed. A “prefer not to answer” option was also provided.
The racial identity categories in the survey are as follows:
Racial category |
Examples |
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Black |
African, Afro-Caribbean, Black Canadian, Afro-Latine, African American, or other African descent |
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Caribbean |
Chinese Caribbean, East Asian Caribbean, South Asian Caribbean |
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East Asian |
Chinese, Korean, Japanese, or other East Asian descent |
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Latine |
Latin American, Hispanic descent |
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Mixed/biracial/multiracial |
Mixed/biracial/multiracial |
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Middle Eastern |
Afghan, Egyptian, Iranian, Lebanese, Turkish, Kurdish, or other Arab or Persian descent |
|
South Asian |
Indian, Pakistani, Bangladeshi, Sri Lankan, Indo-Caribbean, or other South Asian descent |
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Southeast Asian |
Filipino, Vietnamese, Cambodian, Thai, Malaysian, Indonesian, or other Southeast Asian descent |
|
White |
British, German, Ukrainian, or other European descent |
- More than two-thirds (67%) of all Waterloo employee survey respondents identified as white.
- Fewer respondents identified as East Asian (8%), South Asian (6%), Middle Eastern (5%), Black (4%), Latine (3%), Southeast Asian (2%) Mixed/Biracial (2%), Caribbean (1%) and Another race category (1%).
- Academic support staff: white (70%), East Asian (6%), and South Asian (5%).
- Academic employees: white (56%), East Asian (12%), Middle Eastern (10%).
Religious or spiritual affiliation
Respondents were asked to select the religious or spiritual affiliation(s) they most identified with and could specify another religion or spiritual affiliation.
- Almost half (45%) of all Waterloo employee survey respondents reported that they had no religious affiliation; 44% of academic support staff and 50% of academic employees.
- Over one-third (35%) of employees (38% of academic support staff and 24% of academic employees) reported that they identified as Christian.
- Fewer respondents identified their religion/spiritual affiliation as Islam (4%), another religion or spiritual affiliation (3%), Hinduism (3%), Buddhism (2%), Judaism (1%), Sikhism (0.5%), Indigenous spirituality (0.6%), Bahá'í faith (0.2%).
First generation in family to attend university
Survey respondents who indicated that they had attained some level of post-secondary education (i.e., who indicated “some college/ cegep, some university, completed bachelors, completed masters, completed doctoral, other,”) were also asked to identify whether they were part of the first generation in their immediate families to attend university.
- Four in 10 (40%) of all employee survey respondents were among the first generation to attend university.
- Distributions were generally similar among academic support staff (42%) and decreased among academic employees (36%).
Canadian residency
Respondents were asked to report their residency status in Canada and the length of their residency in Canada. Respondents could select only one response, or select a “prefer not to respond” option.
- Overall, 85% of respondents identified as Canadian citizens.
- Nine in 10 (90%) of academic support staff reported Canadian residency while almost three-quarters (72%) of academic employees reported the same.
- Six per cent of all employees reported that they that they held a work / study permit, while (2%) of academic support staff and more (16%) of academic employees reported the same.
- Seven per cent of all employees reported that they were a permanent resident, while slightly fewer (5%) of academic support staff and slightly more (11%) of academic employees reported the same.
- Almost two-thirds (61%) of all employee respondents reported that they were born in Canada (68% of academic support staff and 43% of academic employees).
- Almost one-third of all employees (30%) reported that they have lived in Canada for five years or longer (27% of academic support staff and 39% of academic employees).