+

Seizing the Potential of Diversity in Workplaces

Michael J. PrinceKeynote Remarks to International Day of Persons with Disabilities National Panel ConferencePublic Service Commission of CanadaNational Library and ArchivesOttawa, December 3, 2015

2+Persons with disabilities

Report a long-term or recurring physical, mental, sensory, psychiatric or learning impairment , or health problems that limit daily living activities

Include persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace

2.1 million people aged 25 to 64 or 11% of the population in this age group

In 2011, employment rate was 49%for persons with disabilities compared to 79% among those persons without a disability

3+Rights and responsibilities on disability in workplaces

Canadian Human Rights Act, 1985

Employment Equity Act, 1995

Supreme Court of Canada decisions (e.g., Grismer 1999)

Treasury Board of Canada Secretariat Policy on the Duty to Accommodate Persons with Disabilities, 2002

Treasury Board of Canada Secretariat Accessibility Standard for Real Property, 2006

United Nations Convention on the Rights of Persons with Disabilities, 2006/2010

Veterans Hiring Act, 2015

4+Shifting employment practices from downstream to upstream

From undertaking job accommodations to introducing universal design in human resource systems and staffing

From making exceptions to managing effectively in general: Having clear expectations Open dialogue and regular communications Consult with human resource or disability

management specialists as needed Options available for flexible work hours, work at

home Assist employees returning to work after an absence

due to disability Evaluate accommodations as to their effectiveness

5+A federal public service that reflects Canada

Leveraging diversity as sound public management and service provision for Canadians

A public service that is: Inclusive and representative Talented and dynamic Accessible and responsive Creative and legitimate Attractive place of employment that fulfills universal design

principles

6+A vision and concrete policy action

Vision: Government of Canada as a model employer and the federal public service as the most inclusive major workplace in the country

Concrete policy action: Following parliamentary-based consultations with stakeholders, introduce accessibility and inclusion legislation: aims to eliminate barriers promote access to public programs, facilities, benefits,

communications and services under federal jurisdiction for Canadians with disabilities

reports annually to public and parliament through responsible minister

7+Reflections

Why is managing diversity so important to successful organizations?

Where are we now in policies and practices in achieving inclusive workplaces?

What next steps should be taken in public sector and private sectors organizations to enable the full participation of persons with disabilities in the Canadian labour market as economic contributors?