This article is written by Brent Manuel.

  • The problem: 22% of Canada’s population has a disability (as of 2017), which means they face social and physical barriers that make it harder to function day to day.
  • Why it matters: The best way for a government to design policies and services for people with disabilities is by hiring them, this means that the public service must be a safe and inclusive place to work.
  • The solution: Over the years, the government of Canada has been building policies and processes to encourage and support people with disabilities serving in the public service.

Canada's commitment to inclusivity and diversity is exemplified not only in its societal values but also in its public institutions. The Canadian Public Service (CPS), comprising various federal government departments and agencies, has taken significant strides in ensuring accessibility and equal opportunities for individuals with disabilities. In this article, we explore the evolution of the Canadian Public Service's approach to disability inclusion, the policies in place, and the ongoing efforts to create a more accessible and inclusive work environment.

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Historical context

The journey towards greater disability inclusion in the Canadian Public Service can be traced back to the mid-20th century when the government started recognising the importance of equal opportunities for all its citizens. The 1970s and 1980s witnessed the development of legislation and policies that laid the foundation for today's inclusive public service.

The journey towards full inclusivity is ongoing, and continued efforts are required to overcome remaining barriers and biases.

Key legislation and policies

  • Canadian Human Rights Act (CHRA): Enacted in 1977, the CHRA prohibits discrimination on various grounds, including disability, in federal government employment. This legislation established a legal framework that compelled the Canadian Public Service to ensure equal opportunities for individuals with disabilities.
  • Employment Equity Act: In 1986, Canada introduced the Employment Equity Act, which aimed to address the underrepresentation of four designated groups, including persons with disabilities, in the public service. This act requires federal employers to take proactive measures to increase the representation of underrepresented groups, including individuals with disabilities, in the workforce.
  • Public Service Employment Act (PSEA): The PSEA, which came into effect in 2005, outlines the principles and practices governing recruitment, staffing and workforce management in the federal public service. It incorporates provisions for accommodating employees with disabilities and promoting workforce diversity.
  • Accessible Canada Act: Passed in 2019, this landmark legislation aims to create a barrier-free Canada by setting accessibility standards and requirements for federally regulated entities, including the Canadian Public Service. The Act is designed to ensure that public spaces, services, and employment opportunities are accessible to all Canadians, regardless of their disabilities.

Initiatives and accomplishments

Over the years, the Canadian Public Service has initiated numerous programmes and actions to foster a more inclusive work environment for individuals with disabilities. Some noteworthy accomplishments include:

  • The National Recruitment Campaign for Persons with Disabilities: Launched in 2019, this campaign aims to attract individuals with disabilities to federal public service jobs by promoting inclusive employment opportunities.

  • Workplace accommodation: The CPS has developed robust workplace accommodation programmes that provide necessary support and adaptations to employees with disabilities. This includes physical accommodations, flexible work arrangements, and assistive technologies.

  • Diversity and inclusion plans: Various federal departments and agencies have implemented diversity and inclusion plans that focus on disability inclusion. These plans outline specific goals and strategies to create a more diverse and accessible workforce.

  • Training and sensitisation: The CPS conducts training and awareness programmes to educate employees and managers about disability-related issues, fostering a more inclusive and understanding workplace culture.

Challenges and ongoing efforts

While significant progress has been made, challenges remain in achieving full disability inclusion within the Canadian Public Service. Such challenges include:

Representation: Despite legislative efforts, individuals with disabilities continue to be underrepresented in the federal public service. Ongoing efforts are required to increase the recruitment and retention of employees with disabilities.

Accessibility: Ensuring that all workplaces, services and digital platforms are fully accessible remains an ongoing challenge. The implementation of the Accessible Canada Act is expected to address many of these issues.

Stigma and bias: Addressing attitudinal barriers and reducing stereotypes surrounding disability is essential for creating an inclusive work environment.

An ongoing endeavour

The Canadian Public Service's commitment to disability inclusion is evident through its legislative framework, policies and initiatives. However, the journey towards full inclusivity is ongoing, and continued efforts are required to overcome remaining barriers and biases. By fostering a more accessible and inclusive work environment, the CPS not only benefits its employees with disabilities but also sets an example for organisations across Canada and around the world. Inclusivity is not just a policy; it is a core Canadian value, and the public service is leading the way in turning this value into reality. I can speak for this personally as a person with a disability who has served as a public servant.

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