+ Seizing the Potential of Diversity in Workplaces Michael J. Prince Keynote Remarks to International Day of Persons with Disabilities National Panel Conference Public Service Commission of Canada National Library and Archives Ottawa, December 3, 2015

+ 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 2

+ 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,

+ 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 4

+ 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 5

+ 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 6

+ 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? 7