Difference between revisions of "EDSC-ESDC/English/PwD"
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| style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English|Home]]''' | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English|Home]]''' | ||
| style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #68AE44; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/PwD|Persons with Disabilities (PwD)]]''' | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #68AE44; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/PwD|Persons with Disabilities (PwD)]]''' | ||
| − | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''Visible Minorities (Vis.Min.)''' | + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/Visible Minorities|Visible Minorities (Vis.Min.)]]''' |
| − | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/LGBTQ2+| | + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/LGBTQ2+|2SLGBTQI+]]''' |
| − | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''Indigenous''' | + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/Indigenous|First Nations, Inuit and Metis Peoples]]''' |
| − | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''Veterans''' | + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/Black_People|Black People]]''' |
| − | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''Women''' | + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/Veterans|Veterans]]''' |
| + | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/Women|Women]]''' | ||
| style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/The Student Network at ESDC|Students]]''' | | style="border: white 2px solid; padding-right: 2.5px; padding-left: 2.5px; padding-bottom: 10px; padding-top: 10px; background-color: #CBF6B5; text-align: center" width="5.67%" |<span style="color: black; font-size: 125%;"><small>'''[[EDSC-ESDC/English/The Student Network at ESDC|Students]]''' | ||
|} | |} | ||
| − | ''[[EDSC-ESDC/Français/PSH|(Cette page est aussi disponible en français)]]'' | + | ''[[EDSC-ESDC/Français/PSH|<big>(Cette page est aussi disponible en français)</big>]]''[[File:Employees with Disabilities Network at ESDC.png|alt=Employees with Disabilities Network at ESDC|center|frameless|220x220px|Employees with Disabilities Network at ESDC]]<big><br /> |
| + | '''Why choose ESDC? We offer:'''</big> | ||
| + | |||
| + | '''<big>An Accessibility Roadmap</big>''' | ||
| + | |||
| + | <big>The Roadmap is the Department's plan to identify, remove and prevent barriers to accessibility for employees and the people we serve. ESDC’s goal is to be and to be seen as a leader in public service accessibility.</big> | ||
| + | |||
| + | <big>The Roadmap will help ESDC achieve real, lasting change that benefits all our employees and clients, including those with disabilities. Everyone has a role to play in making sure our Department is inclusive and barrier-free.</big> | ||
| + | |||
| + | <big>Within the next 5 years, ESDC will have eliminated barriers within its direct control and influenced the elimination of barriers beyond its direct control, resulting in employees and clients with disabilities having every opportunity to participate fully and equally in an inclusive, barrier-free environment where they can realize their potential and feel they belong.</big> | ||
| + | |||
| + | <big>ESDC will sustain the changes necessary to prevent barriers, be vigilant and, if any barriers do arise, continuously eliminate them.</big> | ||
| + | |||
| + | <big><br /> | ||
| + | '''An Employee with Disabilities Network (EwDN)'''</big> | ||
| + | |||
| + | <big>ESDC Employees with Disabilities Network (EwDN) is an employee-led forum for employees of ESDC, Service Canada and the Labour Program.</big> | ||
| + | |||
| + | <big>Membership to the EwDN is voluntary and open to all employees who share a common goal of a diverse, inclusive and accessible workplace.</big> | ||
| + | |||
| + | <big>This Network meets regularly to discuss various topics and to share information. EwDN promotes employment equity, diversity, accessibility and inclusion of employees with disabilities and provides a supportive and responsive network for employees with disabilities.</big> | ||
| + | |||
| + | <big><br /> | ||
| + | '''A Duty to Accommodate (DTA) program to support management and employees'''</big> | ||
| + | |||
| + | <big>The program's mandate is to create an accessible, barrier-free and inclusive workplace, by removing barriers from the onset and designing all standards, rules and work practices to provide all employees with an equal opportunity to fully participate in the workplace and work activities without discrimination. Workplace accommodations are key to creating a healthy, inclusive and engaging workplace.</big> | ||
| + | |||
| + | <big>The Duty to Accommodate (DTA) Program at ESDC strives to promote DTA as a stay-at-work initiative and provides guidance, tools, training and best practices to support managers and employees in facilitating the DTA requests and implementation of the accommodation measures.</big> | ||
| + | |||
| + | '''This page is managed by the Diversity Outreach, Recruitment, Retention and Advancement (DORRA) team of Employment and Social Development Canada (ESDC)''' | ||
Latest revision as of 09:39, 31 October 2023
| Home | Persons with Disabilities (PwD) | Visible Minorities (Vis.Min.) | 2SLGBTQI+ | First Nations, Inuit and Metis Peoples | Black People | Veterans | Women | Students |
Why choose ESDC? We offer:
An Accessibility Roadmap
The Roadmap is the Department's plan to identify, remove and prevent barriers to accessibility for employees and the people we serve. ESDC’s goal is to be and to be seen as a leader in public service accessibility.
The Roadmap will help ESDC achieve real, lasting change that benefits all our employees and clients, including those with disabilities. Everyone has a role to play in making sure our Department is inclusive and barrier-free.
Within the next 5 years, ESDC will have eliminated barriers within its direct control and influenced the elimination of barriers beyond its direct control, resulting in employees and clients with disabilities having every opportunity to participate fully and equally in an inclusive, barrier-free environment where they can realize their potential and feel they belong.
ESDC will sustain the changes necessary to prevent barriers, be vigilant and, if any barriers do arise, continuously eliminate them.
An Employee with Disabilities Network (EwDN)
ESDC Employees with Disabilities Network (EwDN) is an employee-led forum for employees of ESDC, Service Canada and the Labour Program.
Membership to the EwDN is voluntary and open to all employees who share a common goal of a diverse, inclusive and accessible workplace.
This Network meets regularly to discuss various topics and to share information. EwDN promotes employment equity, diversity, accessibility and inclusion of employees with disabilities and provides a supportive and responsive network for employees with disabilities.
A Duty to Accommodate (DTA) program to support management and employees
The program's mandate is to create an accessible, barrier-free and inclusive workplace, by removing barriers from the onset and designing all standards, rules and work practices to provide all employees with an equal opportunity to fully participate in the workplace and work activities without discrimination. Workplace accommodations are key to creating a healthy, inclusive and engaging workplace.
The Duty to Accommodate (DTA) Program at ESDC strives to promote DTA as a stay-at-work initiative and provides guidance, tools, training and best practices to support managers and employees in facilitating the DTA requests and implementation of the accommodation measures.
This page is managed by the Diversity Outreach, Recruitment, Retention and Advancement (DORRA) team of Employment and Social Development Canada (ESDC)
