Diversity Employment Programs Making a Difference

NOTE: The following is a feature story from the Public Service Commission.

Enthusiasm and a desire to work are two vital qualities when looking for employment. But sometimes it takes more.

Two provincial government employees definitely had the enthusiasm and desire, but they were among those who required something extra to find their place in the workforce. A pair of provincial government programs gave them what they needed.

The Diversity Accommodation Fund helped Kevin Penny secure a job and after John Nelson put his name in the Diversity Talent Pool, he was offered a position. The two faced different obstacles, but both are happily employed because of the two-year-old programs.

"It's nice to be able to come into the office every day and feel productive," said Kevin, a supervisor with the Department of Education's post-secondary disabilities services.

Mr. Nelson, a client service agent at Service Nova Scotia and Municipal Relations agreed.

"Trying to find employment was difficult. Trying to find meaningful employment was even more difficult," he said.

Both the Diversity Accommodation Fund and Diversity Talent Pool programs were created to help change the landscape of the provincial government workforce. Through the province's Diversity Initiative, efforts are being made to develop a diverse workforce that reflects the people government serves, and to create a workplace that is free of discrimination and values and respects diversity in all its forms.

Mr. Nelson and Mr. Penny are prime examples of each program's success.

When Mr. Penny was 15-years-old, an ordinary childhood activity, riding a bicycle, took a tragic turn. His brakes failed as he was going downhill, and sent him head first into a cement culvert. His spinal cord was severed, and he was paralyzed from the chest down.

Mr. Penny, now 30, has used a wheelchair since the accident, but that has not dampened his desire to work. He puts in 35 hours a week helping about 500 university students with disabilities. Mr. Penny supervises nine people at the Education Department who co-ordinate disability services and help students with disability needs. He is also involved in negotiations between the department and universities on such things as funding and policy development.

For Mr. Penny, being productive makes life more exciting.

"Being independent at work, I think that's the biggest thing for me now, and having the accommodation set up for me and being able to be independent makes the job that much more enjoyable."

The Diversity Accommodation Fund helps the public service attract and retain employees with disabilities by ensuring workplace-related barriers are removed.

Accommodations could include technical aids and devices, ergonomic assessments, interpreter services and minor workplace modifications or modified work hours.

Because he is in a wheelchair and has no use of his arms, an office had to be equipped with a special desk and a voice-recognition system for his computer. A file-imaging system to scan more than 1,500 files was also purchased. It converts information into a digital format so he can easily access it. And wheelchair buttons are being installed at doorways in the office to improve accessibility.

Mr. Penny believes the government is on the right track with the accommodation fund.

"I think it's important to get folks, talented folks with disabilities, out there into the workforce and be able to be a part of making a productive society."

The job, and the warm welcome Kevin has received from co-workers, has been a morale booster.

"I think it's just increased my confidence. I feel like I'm one of the team here. I know that my work here is valued by the other folks that work with me."

Mr. Nelson has much the same feeling about the Diversity Talent Pool. Before discovering it, he had "little hope" of finding something challenging and rewarding.

Now, the graduate of Dalhousie University who grew up in Amherst, is hoping to branch out with the department. In the meantime, he is taking courses at the Université Sainte-Anne campus in Halifax to build his French skills and pursuing a second degree at Dalhousie.

The talent pool provided him with the opportunity to find work and he believes his future looks promising with the government.

"The talent pool is more than a vehicle that creates employment," Mr. Nelson said. "It creates opportunities, experiences and careers, and enabled me to come this far. I appreciate my job within the government. I will stick with it because I think it's a great career path and I think there are many little roads for me to go within the government."

The main goal of the Diversity Talent Pool is to help increase public service representation of the province's four designated groups: Aboriginal persons, African Nova Scotians and other racially visible persons, persons with disabilities, and women in under-represented or non-traditional positions.

The pool has more than 300 resumes from pre-screened, skilled applicants, whose qualifications range from high school diplomas to master's degrees and PhD's. It provides easy access to applicants, is a quick way to fill casual needs, helps to diversify the workforce, and allows individuals to gain work experience within the provincial government.

Anne MacRae has a unique perspective on both the accommodation fund and the diversity pool.

As a senior manager, she has worked with people who have benefited from the programs and has personally received help from one of them.

Ms. MacRae, who is profoundly hard of hearing, is the executive director of the Disabled Persons' Commission.

The accommodation fund allowed for the purchase of two audio systems that allow her to hear better in meetings, especially in large spaces.

"Most accommodations aren't that expensive. There is a real misconception out there that to accommodate a person with a disability is very expensive," she said. "Studies, I think, have shown that the average cost is around $500 to $1,000 over a year or a one-time cost."

A small price, she said, when you consider the return for both employee and employer. She sees the diversity pool and accommodation fund as investments in the future.

"It's a great opportunity to give people the opportunity to work, hopefully give them the opportunity to get their foot in the door so they can continue to work."

Ms. MacRae said the value of diversity programming goes far beyond just dollars and cents.

"We need to have a diverse workforce," she said. "It adds such value to the workforce, and brings all those perspectives together, that you can make sure you're meeting the needs of your clientele. It's good business sense."