Workforce Diversity In The Workplace

Workforce diversity is a goal all organization attempt to achieve to create an inclusive environment. Although there are several laws and legislations formulated to support and liberate all Canadian citizens and employees such as The Canadian Charter of Rights and Freedoms, Employment Standards Legislation, and the Federal Employment Equity Act, there is a specific group of individuals neglected not only within the workforce, but society in general. People with disabilities are underrepresented in all fields and receive a lower pay (Dessler, Chhinzer, & Cole, 2014). The underlying question remains, why? Why are people with disabilities not receiving equal opportunities within the workforce and remaining underrepresented? There are several reasons
The thought process for approaching staffing is exceedingly simplistic, they are looking to find someone who makes their life easier. Although, senior managers understand the beneficial aspect to a diverse workplace, recruiters and middle managers are unfortunately the first people to filter through applications (Dessler, Chhinzer, & Cole, 2014). If they are not educated on the advantages of diversity and disability inclusion, barriers for the organizations hiring practices are then placed. They are merely looking to find someone with minimum training, investment and effort involved (Addressing barriers to the job market, 2010). There is a misconception that if someone with a disability is hired they will require an excessive amount of training and effort, which seems unnecessary to employers. This perception comes from a lack of knowledge about disability and accommodation issues, along with concerns for cost related apprehensions and legal obligations (Turcotte, 2014). They are also According to Stats Canada, the employment rate for Canadians aged 25-64 with disabilities was 49%, compared to “able-bodied” Canadians with a 79% rate. Although 1 in 2 university graduates, with or without a disability, held a professional occupation, graduates with a disability were less likely to hold a management position and earned less than those without a disability, especially amongst men (Turcotte,
According to Statistics Canada, in 2011, “40% of persons with disabilities were aged 55 to 64, compared with 21% of their counterparts without a disability. These age differences may affect employment rates, since the rates go down significantly after the age of 55” (Turcotte, 2014). Also, Statistics Canada conducted a survey, Canadian Survey on Disability, in 2012, which concluded that persons with disabilities were less-educated, this could be related to lack of employment. It showed that 27% of those without a disability held a university, 18% of those with a mild or moderate disability held a university degree, and only 9% of persons with a severe or very severe disability held a university degree (). Furthermore, it determined that there were more women with disabilities (Turcotte, 2014). Women are part of the Employment Equity Act because they are also discriminated against and have a lower employment rate, hence being a female with a disability puts you at a higher risk of unemployment (Dessler, Chhinzer, & Cole, 2014). Another factor restraining the disabled community is their attitude and “branding.” “Unlike other groupings of people, such as the LGBT community— disabled people have very little brand identity,” (Knowledge @ Wharton, 2013). For women, there is feminism and all