Testing Diversity in Times of Austerity:

The Ontario Public Service (OPS)Diversity and Accessibility Journey

Shamira Madhany, Assistant Deputy MinisterOPS Diversity

Ryerson University Diversity Institute and Centre for Labour Management Relations

October 22, 2010

Overview

• Key Definitions• The OPS - An Inclusive Organization• Tools: Inclusion Lens & Inclusion Index• Critical Success Factors

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What is Diversity?

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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?

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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 multi-dimensional organization.

The OPS An Inclusive Organization

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Towards Diversity & Inclusion

Legislation

• 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

• 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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Trust

Fairness

DiversityExcellence

Creativity

Collaboration

Efficiency

Responsiveness

Diversity & Inclusion Embedded as OPS Values

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

Why Diversity & Inclusion?

Ontario’s Workforce* Profile

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

OPS Workforce** Profile

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% ofsenior executives will be eligible to retire inthe next 5 years12% of employees under age 35 voluntarilyexited the OPS in 2008-09, compared to anoverall voluntary exit rate of 1.4%.***

* Aged 15-64 years** Weighted data from 2009 OPS Employee Survey*** Second Quarterly Workforce Report, HROntario, Sept.2009 8

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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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Measurement, Evaluation and

Reporting

A diverse and inclusive organization that delivers excellent public service and supports all employees to achieve their full potential

Vis

ion

Embed diversity in all OPS policies and programsBuild a healthy workplace free from harassment and discrimination

Reflect the public we serve at all levels of the organizationRespond to the needs of a diverse population

Go

als

Str

ateg

ies

Mainstreaming and Integration

Behavioural and Cultural

Transformation

Informed, Committed and

Competent Leadership

Tools & Resourcese.g. Inclusion Index, Inclusion Lens

OUTREACH & EDUCATION

An Inclusive Organization

Inclusion Index

Inclusive Culture questions are focused on:• fair hiring, promotion, and staffing process; • ministries supporting a diverse workplace; and • the OPS demonstrating a commitment to diversity

Inclusive Culture

Responsiveness to Diverse

Needs

Healthy Workplace

Inclusion Index Formula

Composite Average of:

Inclusive Culture+

Responsiveness to Diverse Needs

+Healthy Workplace

Responsiveness to Diverse Needs questions are focused on:

• Accessibility of the physical work environment, technology, equipment, and tools that all employees need to fully contribute to their job;

• Meeting the needs of diverse clients

Healthy Workplace questions are focused on:• A healthy and safe work environment; and• Experiencing discrimination at work.

A proxy measure of employees’ perceptions of how inclusive the organization is.

Inclusion Lens

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The Inclusion Lens is…

• an online tool designed to help OPS staff identify potential or existing barriers within programs, policies and services of the OPS;

• a series of questions embedded into the policy development cycle – bringing diversity and inclusion considerations to the surface;

• 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;

• also unique in that it takes a broad approach to diversity unlike any other lens developed by other jurisdictions.

OPS Accessibility Legislative Framework &Timeline

Critical Success Factors

• Leveraging positional & non-positional leaders to navigate a complex organization28 Ministries + wide range of business lines = 28 CEOs with a staff complimentof 67,000

• Focused PrioritiesSustaining the strategy in the long-term requires targeted efforts that drive deepinto the organization

• Grassroots endorsement of the transformationEmployee networks: individuals in organization see themselves in the plan andengage to be a part of it

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