Transcript Shamira Madhany - Ryerson University

Testing Diversity in Times of Austerity:
The Ontario Public Service (OPS)
Diversity and Accessibility Journey
Shamira Madhany, Assistant Deputy Minister
OPS Diversity
Ryerson University Diversity Institute and Centre for
Labour Management Relations
October 22, 2010
Overview
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Key Definitions
The OPS - An Inclusive Organization
Tools: Inclusion Lens & Inclusion Index
Critical Success Factors
What is Diversity?
Diversity is all the ways in which
we all differ.
It is an entity we are all a part of
and none are apart from.
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What is Inclusion?
The appreciation
and utilization of our unique
differences -strengths, talents, weaknesses and
frailties
-- in a way that demonstrates
respect for the individual and
ultimately creates a dynamic multidimensional organization.
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The OPS
An Inclusive Organization
Towards Diversity &
Inclusion
Legislation
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Canadian Charter of Rights and Freedoms
Canadian Human Rights Act
Ontario Human Rights Code
Canadian Employment Equity Act
Ontarians with Disabilities Act, 2001
Accessibility for Ontarians with Disabilities Act, 2005
French Language Services Act, 1990
Occupational Health and Safety Act
Policy
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OPS Collective Agreements
Equal Opportunity Operating Policy
OPS Workplace Discrimination and Harassment Policy
OPS Employment Accommodation and Return to Work Operating Policy
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Diversity & Inclusion
Embedded as OPS Values
Trust
Fairness
Diversity
Excellence
Creativity
Collaboration
Efficiency
Responsiveness
Diversity
We celebrate our differences
and draw on the strengths and
capabilities of all of Ontario’s
communities
We welcome and respect
divergent points of view to
inform and enlighten us. We
depend on and value each other
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Why Diversity &
Inclusion?
Ontario’s Workforce* Profile
OPS Workforce** Profile
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22% are visible minorities
9% are people with disabilities
4% are Francophones
2% are Aboriginal peoples
By 2017, visible minorities will
make up almost 29% of the
population and the proportion of
seniors (65 and up) is expected
to grow to 17.2% of the total
Ontario population by 2021
15% of employees are visible minorities
8% of are employees with disabilities
8% of employees are Francophones
2% of employees are Aboriginal peoples
3% of employees are Lesbian, Gay,
Bisexual Trans-gendered (LGBT)
19% of all OPS employees and 40% of
senior executives will be eligible to retire in
the next 5 years
12% of employees under age 35 voluntarily
exited the OPS in 2008-09, compared to an
overall voluntary exit rate of 1.4%.***
* Aged 15-64 years
** Weighted data from 2009 OPS Employee Survey
*** Second Quarterly Workforce Report, HROntario, Sept.2009
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Diversity & Inclusion:
The Business Case
• Provides relevant, excellent
public services to a diverse
population of 13 million across
Ontario
• Fosters new ideas for
developing policies, programs
and services; increased
creativity and robust products
• Attracts and utilizes top talent
who are engaged and proud
to work in the OPS
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Vision
Embed diversity in all OPS policies and programs
Build a healthy workplace free from harassment and discrimination
Reflect the public we serve at all levels of the organization
Respond to the needs of a diverse population
Strategies
A diverse and inclusive organization that delivers excellent public
service and supports all employees to achieve their full potential
Goals
An Inclusive Organization
Informed,
Committed and
Competent
Leadership
Behavioural and
Cultural
Transformation
Mainstreaming
and Integration
Tools & Resources
e.g. Inclusion Index, Inclusion Lens
OUTREACH & EDUCATION
Measurement,
Evaluation and
Reporting
Inclusion Index
A proxy measure of employees’ perceptions of how inclusive the organization is.
Inclusive Culture questions are focused on:
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fair hiring, promotion, and staffing process;
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ministries supporting a diverse workplace; and
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the OPS demonstrating a commitment to diversity
Responsiveness to Diverse Needs questions are
focused on:
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Accessibility of the physical work environment,
technology, equipment, and tools that all
employees need to fully contribute to their job;
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Meeting the needs of diverse clients
Healthy Workplace questions are focused on:
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A healthy and safe work environment; and
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Experiencing discrimination at work.
Inclusive
Culture
Responsiveness
to Diverse
Needs
Healthy
Workplace
Inclusion
Index Formula
Composite
Average of:
Inclusive Culture
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Responsiveness to
Diverse Needs
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Healthy Workplace
Inclusion Lens
The Inclusion Lens is…
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an online tool designed to help OPS
staff identify potential or existing
barriers within programs, policies and
services of the OPS;
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a series of questions embedded into
the policy development cycle –
bringing diversity and inclusion
considerations to the surface;
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meant to be a catalyst for
behavioural and cultural
transformation in that it
– educates and challenges;
– is a one-stop location for a
wealth of information;
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also unique in that it takes a broad
approach to diversity unlike any other
lens developed by other jurisdictions.
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OPS Accessibility Legislative
Framework &Timeline
Critical Success Factors
• Leveraging positional & non-positional leaders
to navigate a complex organization
28 Ministries + wide range of business lines = 28 CEOs with a staff compliment
of 67,000
• Focused Priorities
Sustaining the strategy in the long-term requires targeted efforts that drive deep
into the organization
• Grassroots endorsement of the transformation
Employee networks: individuals in organization see themselves in the plan and
engage to be a part of it
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