The federal auditor general is set to conduct an audit focused on the recruitment, retention, and promotion of individuals with disabilities within the federal public service. This initiative is derived from documents obtained through Access to Information, indicating the audit is planned for release in Parliament by spring 2026. Claire Baudry, spokesperson for the Office of the Auditor General of Canada, mentioned that the audit is still in the planning stages, and specific details regarding its scope or timelines are not yet finalized. The forthcoming study follows a letter sent to Treasury Board Secretary Bill Matthews on March 7, which outlines the intention to explore the efficacy of current practices related to the inclusion of employees with disabilities in government roles.
The employment equity report for the public service highlights a positive trend, revealing that the number of individuals with disabilities in the core public service sector has steadily increased since March 2020, reaching 21,089 as of 2024. This is an increase from 17,410 in 2023, and previous figures indicate a consistent rise over the years, showcasing an effort towards greater inclusivity. However, despite these gains, the representation of disabled individuals still falls short of the expected workforce availability rate, which is a standard measure of eligibility for government employment based on the national workforce. Addressing this gap remains a critical challenge for the federal public service.
Moreover, the employment equity report underscores improvements in the representation of individuals with disabilities among government executives, who constituted 9.7 percent of federal executives in March 2024, up from 4.6 percent in March 2019. Such progress is significant, but it raises questions about the effectiveness of promotional policies and whether they adequately support disabled employees in achieving leadership positions within the federal government. Thus, the upcoming audit will likely scrutinize the pathways to leadership for candidates with disabilities and assess whether current measures effectively facilitate upward mobility in the federal workforce.
The report also provided insights into the promotion rates among various demographics within the public service. In 2024, 2,517 promotions were granted to public servants with disabilities, contrasting with the figures for Indigenous, Black, visible minority workers, and women, which were 1,642, 1,788, 8,115, and 19,578 respectively. This data reveals a complex picture of promotion equity across different identity groups within the federal public sector. Nathan Prier, president of the Canadian Association of Professional Employees, emphasized the importance of considering the impact of recent government mandates that returned employees to the office, particularly for those with disabilities who may have thrived under remote work conditions during the pandemic.
Prier expressed concern that the government’s gradual return-to-office policy, which increased the requirement for in-office days, may disproportionately affect employees with disabilities. He suggests that a comprehensive analysis is necessary to understand any potential declines in employment or satisfaction levels among these workers following the shift back to traditional office environments. Many disabled employees found telework to be a practical solution that accommodated their needs, and the return to in-office work without sufficient support or adjustments could undermine these advancements.
Rola Salem, a representative from the Treasury Board of Canada Secretariat, assured that the government remains committed to fostering an inclusive public service. She pointed out that in 2024, the government surpassed its goal of hiring 5,000 individuals with disabilities. Meanwhile, the Employment Equity Act defines persons with disabilities as those facing long-term or recurring impairments. This definition emphasizes the diversity of disabilities and acknowledges those who have received workplace accommodations. The planned audit promises to be a critical evaluation of how well the federal public service meets its commitments to diversity and supports the career advancement of employees with disabilities.
