Testing Diversity in Times of Austerity: The Ontario Public Service (OPS)

1. 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

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

3. 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. 3 3

4. 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 multi-dimensional organization. 4 4

5. The OPS An Inclusive Organization

6. 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 6

7. 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 7

8. 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% 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%.*** Why Diversity & Inclusion? * Aged 15-64 years ** Weighted data from 2009 OPS Employee Survey *** Second Quarterly Workforce Report, HROntario, Sept.2009 8

9. 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 9 9 9

10. An Inclusive Organization Vision A diverse and inclusive organization that delivers excellent public service and supports all employees to achieve their full potential Goals 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 Informed, Committed and Competent Leadership Behavioural and Cultural Transformation Mainstreaming and Integration Measurement, Evaluation and Reporting Tools & Resources e.g. Inclusion Index, Inclusion Lens OUTREACH & EDUCATION

11. Inclusion Index A proxy measure of employees’ perceptions of how inclusive the organization is. 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 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 Responsiveness to Diverse Needs • Healthy Workplace questions are focused on: • A healthy and safe work environment; and • Experiencing discrimination at work. Healthy Workplace

12. Inclusion Lens 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. 12

13. OPS Accessibility Legislative Framework &Timeline

14. 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 14