Equality & Diversity in the Workplace
Take time to reflect!
In working toward a society where we see equality and diversity in the work place, we need to ask ourselves several questions.
Many of us will have to make a hiring decision at some point in our lives.
- Would you employ someone with epilepsy?
- What type of job would you give to a person with epilepsy?
- Do you believe that a person with epilepsy can be successful in the workplace?
The term "epilepsy" includes a wide variety of seizure disorders.
They range from mild sensations or interruptions in normal thought, feeling or behaviour — scarcely noticeable to an observer —
to severe seizures with convulsions which are more commonly recognized.
Most persons with epilepsy are fully capable of a professional life and undertaking almost every kind of work activity.
Experience shows that people with epilepsy have fewer seizures if they lead normal, active lives.
This includes their active participation in the workforce, either full- or part-time.
People with disability are protected by the Ontario Human Rights Code.
"Diversity has the potential to deliver many bottom-line benefits:
- accelerating problem solving and product market development through the synergy of varied perspectives;
- opening up opportunities in emerging diverse markets;
- increasing the viability of the organization as a supplier to buyers who are themselves pro-active on the diversity issue; and
- helping to shape an environment that encourages people to challenge boundaries and generate new thinking on strategic opportunities."
(Laura Talbot-Allan, CMA, FCMA, Measuring the Impact of Diversity, CMA Magazine, June 1996)
Ontario's Equal Opportunity Plan (EOP)
(from a brochure published by Ontario's Ministry of Citizenship, Culture and Recreation)The Government of Ontario's approach to equal opportunity supports efforts to develop workplaces where merit is the basis of employment practices.
Equal Opportunity in the workplace produces many benefits.
- It enhances an organization's competitive edge by supporting employer and employee efforts to utilize fully the many and varied skills of all members of a diverse labour force.
- It helps generate new ideas, creativity and innovation by enabling job applicants and current employees to put their individual skills and talents to productive use.
- It promotes a work environment which respects, values and accommodates the different perspectives and needs of the many individuals who make up today's labour force.
Basic Principles of the Equal Opportunity Plan
- Employment decisions are made on the basis of individual merit and ability.
- Each individual is treated with dignity and respect.
- Action is taken to eliminate discrimination and harassment.
- Barriers that prevent people from having a fair chance to participate and succeed in the workplace are identified and removed.
Support
- The Equal Opportunity Plan offers services to support the equal opportunity efforts of employers and employees, including a resource clearinghouse featuring a web site and automated information and fax-on-demand service, partnership projects, and training and education.
- The Equal Opportunity Plan offers a fund to support access and accommodation for persons with disabilities to allow them to participate in both the paid workforce and the volunteer sector.
Existing employment related programs within government are being reviewed, to better support and assist persons with disabilities. These include:
- measures to improve access to professions and trades for those trained and educated outside Canada, including self-financing academic credentials assessment service to evaluate foreign academic credentials
- measures to promote equal opportunity in the Ontario Public Service
- Equal Opportunity Guidelines for police services
- policy statements on workplace equal opportunity and anti-discrimination education for school boards, colleges of applied arts and technology, and universities.
- restructuring of the Ontario Human Rights Commission to improve client service, develop regulations under the Human Rights Code to streamline case management and to work on broader reforms to increase the efficiency and effectiveness of the Commission
EOP Suggestions to Employers
- Make employment decisions based on individual merit and actual job requirements.
- Broaden the search for qualified candidates by revising and expanding advertising and recruitment strategies.
- Review and revise qualification specifications and job descriptions to ensure they are based on real job requirements and don't exclude qualified candidates.
- Assess employment practices to ensure they give appropriate consideration to education and experience gained outside Canada.
- Identify and eliminate barriers to fairness.
- Review existing employment policies, practices and procedures to identify barriers which might hinder people from fully participating in the workplace on the basis of merit and ability.
- Implement a workplace education program to create awareness and understanding of the business benefits of diversity.
- Review policies and practices to determine how the needs of persons with disabilities can be met in a manner that respects their dignity.
- Prevent and respond effectively to workplace harassment and discrimination.
- Distribute and display a statement affirming the organization's commitment to a workplace where diversity is respected, valued and accommodated.
- Provide management and staff with information and education which enables them to recognize and prevent inappropriate behaviour.
- Develop policies and procedures that effectively address complaints and discourage future occurrences. These initiatives could include advice and counselling for management and staff.
- Clearly define, for all employees, the disciplinary measures that would be taken should the above policies and procedures not be followed, and should complaints be found valid.
- Acknowledge and accommodate individual difference.
- Develop policies and training programs that encourage supervisors to understand the business benefits of flexible management practices that accommodate employees' differences.
- Implement procedures to accommodate the specific needs of persons with disabilities which respect their dignity and help maximize their contribution to the organization.
- Provide a statement outlining the organization.
- Provide a statement outlining the organization's willingness to value diversity and accommodate differences in order to maximize productivity.
Each organization is different and develops its own approach to equal opportunity, but certain elements appear to be integral to its successful implementation in the workplace. These include:
- Link to Corporate Objectives
- by identifying areas where the whole organization can benefit from initiatives that support equal opportunity
- by reviewing achievements, and
- by tracking progress.
- Show Leadership
- by creating a climate of openness toward and respect for diversity
- by communicating its benefits; and
- by initiating and encouraging activities that create a work environment where diversity is recognized, valued and effectively managed.
- Provide Training Opportunities
- for all employees, but particularly for those in positions of leadership and authority,
to help them: - develop the knowledge and skills that are necessary to deal effectively with their colleagues in a diverse workplace;
- understand the importance of valuing diversity; and
- develop ways of making productive and effective use of diversity by turning it into a competitive business advantage.
- Encourage Active Employee Participation
- by providing opportunities for all employees to play a role in achieving equal opportunity and to get involved in initiatives that promote change; and
- by involving employees in the design and delivery of such activities.
(Contact information for the Government of Ontario's Equal Opportunity Plan is in the Resources section.)
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