Study of Causes and Impacts of Harassment and Discrimination of Persons with Disabilities in the Federal Public Service

Final report

Prepared for the Office of Public Service Accessibility

Supplier Name: Phoenix SPI
Contract Number: 24062-220349/001/CY
Award Date: 2021-12-22
Delivery Date: 2023-05-04
Registration Number: POR 083-21

Aussi disponible en français sous le titre: Étude des causes et des répercussions du harcèlement et de la discrimination subis par les personnes en situation de handicap dans la fonction publique fédérale

The reproduction of this publication is permitted for personal or public non-commercial purposes. For all other uses, prior written permission must be obtained from the Treasury Board of Canada Secretariat. For more information on this report, please contact the Treasury Board of Canada Secretariat at: por/rop@tbs-sct.gc.ca.

Catalogue number: BT22-275/2023E-PDF

International Standard Book Number (ISBN): 978-0-660-49309-1

Related publications (POR registration number: POR 083-21):
Catalogue number (Final report, French): BT22-275/2023F-PDF
ISBN: 978-0-660-49310-7

His Majesty the King in right of Canada, as represented by the President of the Treasury Board, 2023

Table of contents

Executive summary

Harassment and discrimination have been identified as workplace challenges in Canada's federal public service. Results from the Public Service Employee Survey provide evidence that the public service has challenges in welcoming and including members of equity-seeking groups and that rates of harassment and discrimination remain high for persons with disabilities. Past studies such as the 2019 Benchmarking Study of Workplace Accommodations and the Joint Union/Management Task Force on Diversity and Inclusion report that harassment and discrimination are identified as barriers by persons with disabilities.

The Office of Public Service Accessibility (OPSA) contracted Phoenix Strategic Perspectives (Phoenix SPI) to conduct qualitative public opinion research to explore more deeply the perspectives and work life experience of persons with disabilities in the federal public service vis-à-vis harassment and discrimination. The main objective was to gain a better understanding of the causes and impacts of harassment and discrimination for employees with disabilities. The findings are intended to help inform recommendations to address the causes and impacts of harassment and discrimination in the workplace and ensure a healthy and respectful work environment for all.

This research included 53 in-depth interviews conducted with employees of the core public administration who identify as a person with a disability who believed they personally experienced harassment or discrimination in the last three years (that is, September 2020 through January 2023). Interviews were conducted by tele- and video-conferencing systems between November 6, 2022, and January 11, 2023.

Participants were recruited using an online screening questionnaire made available through a link in email announcements distributed by OPSA through the Persons with Disabilities Champions and Chairs Committee (PwDCCC). The PwDCCC supports public service employment equity objectives by serving as a forum for networking and sharing of employment equity best practices among departments and agencies. The PwDCCC includes more than 110 Champions for Persons with Disabilities and Employee Network Chairs from departments and agencies across the public service and is chaired by a Deputy Minister Champion for Federal Employees with Disabilities.

This public opinion research was qualitative (not quantitative). Qualitative research is designed to reveal a rich range of opinions and generate directional insights. The findings are not (nor were they intended to be) projectable to the full population of employees of the core public administration who identify as a person with a disability who has experienced harassment or discrimination in the last three years.

Presented below is a summary of key findings that participants described based on their personal experiences:

Incidents of harassment and discrimination tend to arise from a request for accommodations

Incidents of harassment and discrimination took a variety of forms

Both formal and informal actions were taken in response to harassment and discrimination

Lack of knowledge viewed as root cause of harassment and discrimination

Participants' impressions of their work environment have been negatively affected by harassment and discrimination

Most participants said their experience has had a negative impact on their day-to-day work, their career, and their private life

Participants collectively identified a variety of things they think need to be in place to address the causes and reduce the incidence of harassment and discrimination in the workplace towards federal public servants with a disability or health condition

The contract value was $95,810.55 (HST included).

Introduction

Background and objectives

The OPSA was created in 2018 to assist departments in preparing for new accessibility requirements under the Accessible Canada Act, and to develop a Public Service Accessibility Strategy to improve accessibility government-wide. The OPSA mandate also includes the creation and management of a Centralized Enabling Workplace Fund. The objective of the fund is to invest in innovative and experimental ideas, research, projects, and initiatives aimed at improving workplace accommodation practices. Barriers, such as harassment and discrimination, experienced by persons with disabilities in the workplace that have negative impacts on their recruitment, retention, and promotion are of primary concern to OPSA.

Harassment and discrimination have been identified as workplace challenges in Canada's public service. Results from the Public Service Employee Survey provide evidence that the public service has challenges in welcoming and including persons with disabilities. Past studies such as the 2019 Benchmarking Study of Workplace Accommodations and the Joint Union/Management Task Force on Diversity and Inclusion report that harassment and discrimination are identified as barriers by persons with disabilities.

A follow-up online survey to the 2019 Benchmarking Study of Workplace Accommodations showed that respondents who reported experiencing harassment in the past 12 months were more likely than not to perceive a connection with their health conditions and disability. Almost three in four respondents who had recently experienced harassment said it was strongly or somewhat related to their condition or disability. This was especially true when an accommodation request was made to address barriers related to a mental health issue (two-thirds said the harassment was strongly related to their condition). Similarly, respondents who reported experiencing discrimination in the past 12 months were likely to perceive a connection with their health conditions and disability. A large majority believed the discrimination experienced was at least partially related to their condition or disability.

The purpose of this research was to explore more deeply the perspectives and work life experience of persons with disabilities in the federal public service who have experienced harassment or discrimination. The main objectives were to better understand the following:

The insights from the research will be used to help inform recommendations designed to address the causes and impacts of harassment and discrimination identified by the research. The anticipated outcome is fewer incidences of harassment and discrimination towards public servants with disabilities in the workplace and an improved work environment that has a positive impact on recruitment, retention, and promotion of persons with disabilities.

Methodology

To achieve the objectives of this research project, 53 in-depth interviews were conducted with employees of the core public administration who identify as a person with a disability who believe they personally experienced harassment or discrimination between September 2020 and January 2023. Some experienced both harassment and discrimination.

Note to reader: The participants discussed their perspectives and personal experiences of incidents they felt constituted workplace harassment and discrimination. Not all incidents, however, had been reported via a formal or informal process. In addition, not all reported incidents had been clearly determined to be founded incidents of harassment or discrimination (at the time of the interview).

The research was designed to include a sample of federal public servants that reflects the population. Efforts were taken to draw participants from across the country, from different age groups, from different departments and agencies, from management and non-management groups, as well as by type of disability, gender, and length of employment.

Participants were recruited using an online screening questionnaire made available through a link in email announcements distributed by OPSA through the assistance of the Persons with Disabilities Champions and Chairs Committee (PwDCCC). The PwDCCC supports public service employment equity objectives, by serving as a forum for networking and sharing of employment equity best practices among departments and agencies. The PwDCCC includes more than 110 Champions for Persons with Disabilities and Employee Network Chairs from departments and agencies across the public service and is chaired by a Deputy Minister Champion for Federal Employees with Disabilities.

Interviews were conducted by tele- and video-conferencing systems between November 6, 2022, and January 11, 2023. For a more complete description of the methodology, please refer to the Appendix: Technical specifications.

Use and limitations of qualitative research

This public opinion research was qualitative (not quantitative). Qualitative research is designed to reveal a rich range of opinions and generate directional insights. This methodology was well-suited to the research objectives of this study because it allowed participants to share, in their own words, their perspectives and personal experiences of harassment and/or discrimination and to offer feedback on how to address the causes and reduce the incidence of harassment and/or discrimination in the workplace.

The findings are not (nor were they intended to be) projectable to the full population of employees of the core public administration who identify as a person with a disability who has experienced harassment or discrimination in the last three years. Statistics on the incidence of harassment and discrimination in the federal public service, as well as the connection to health conditions and disabilities, are well-documented (Public Service Employee Survey; Federal Public Servants with Disabilities: Follow up Survey on Workplace Accommodations – 2019). As detailed in the Background and objectives, the purpose of this research was to explore more deeply the perspectives and experiences of harassment and/or discrimination of persons with disabilities in the federal public service.

Note to the reader

Appended to this report are the following materials: the recruitment materials, the online screening questionnaire, and the interview guide.

Detailed findings

Section 1: background information

This section of the report provides background information on participants with a focus on their employment in the federal public service, the nature of their disability or health condition, and their experiences with harassment and discrimination in the workplace in the last three years. Note to reader: For editorial ease, "disability" and "condition" are referred to in the singular throughout the report but many research participants reported having more than one disability or health condition.

1.1 Most participants have worked in the federal public service for at least a decade

Research participants have been working in the federal public service varied from one year to over 30 years. Most participants have been working in the federal public service for at least 10 years, and close to half have been employed by the core public administration for at least 20 years. During their careers, many of the research participants have worked for more than one department or agency.

1.2 Participants collectively identified a variety of specific conditions when describing the nature of their disability and health conditions

Well over half the research participants reported having more than one disability or health condition, with many describing their disability or condition as non-apparent. When it came to types of disabilities or health conditions, over half described themselves as having a physical disability, while nearly half described themselves as having a psychological disorder and/or a cognitive or learning disability. The most frequently identified cognitive or learning disability was attention deficit hyperactivity disorder (ADHD), while the psychological disorders most reported were depression and anxiety. The physical disabilities identified by participants varied, from visual and hearing impairments to mobility issues and chronic pain, among others.

Note to reader: The descriptions of disabilities being used in this report are consistent with those found in the Public Service Employee Survey. Details are available in the interview guide, which can be found in the Appendix.

1.3 Nearly all participants said their disability or condition is permanent

Nearly all research participants described their disability or condition as permanent. Only a few said their disability is recurring or episodic, and none described it as temporary. When asked if their disability or health condition changed since their experience of harassment and/or discrimination, some participants said it had. In all these instances, the disability or condition was described as worse or aggravated.

Most participants who said their disability or condition had worsened since their experience of harassment and/or discrimination have a psychological disorder. For these participants, their disability or condition was aggravated because of their experience of harassment or discrimination. There were also a few participants with a physical disability or health condition that has a degenerative component who specified that their disability or condition had worsened since their experience of harassment and/or discrimination but not because of that experience.

In addition, many participants noted later in the interview that they now experience conditions such as anxiety, depression, and sleep loss because of their experience of harassment or discrimination. Their disability or health condition has not been directly affected by the harassment and discrimination, but these negative experiences have resulted in secondary or additional conditions.

1.4 Many relate harassment and discrimination completely to their disability or health condition

Many participants believe that the harassment and/or discrimination they experienced is completely related to their disability or health condition, while most of the rest believe it was mainly or at least partly related to this. A few participants said they believe that what they experienced is related to their disability or health condition, but that they are unsure to what extent.

Other factors believed to be informing harassment and/or discrimination were mentioned by small numbers of participants. Factors included:

1.5 Approximately half said the harassment and discrimination is ongoing

Participants were equally divided when asked if the harassment and discrimination to which they have been subjected is going on now or is something that happened in the past. The length of time the harassment and/or discrimination experienced by participants has been going on ranged from as recently as the last six months to over 20 years. In most instances, the harassment and/or discrimination was reported as having lasted between one to five years, but in some cases, it has been going on for longer than five years. When asked to describe the frequency of the harassment and/or discrimination to which they are/were subjected, many described it as continuous or regular, some as occasional, and a few as infrequent or as an isolated incident.

Section 2: nature of harassment and discrimination

This section reports on the nature of the harassment and discrimination experienced by participants and the circumstances surrounding it, but it begins by presenting participants' perceptions of what constitutes harassment and discrimination in the context of the federal public service.

2.1 Participants could easily point to what constitutes "harassment" and "discrimination"

Participants had no difficulty identifying what comes to mind when they think of harassment and discrimination in the context of the federal public service. Moreover, when describing these behaviours, participants usually identified similar types of characteristics, but they may have described them in different ways. In other words, differences represented variations on common themes. In the descriptions that follow, expressions commonly used by participants to describe harassment and discrimination are identified using quotation marks.

Note to reader: On an as-needed basis, definitions of harassment and discrimination from the Public Service Employee Survey could be shared with participants. No participants requested this information.

Harassment

In describing what comes to mind when they think of harassment, participants typically mentioned some combination of the following: forms of harassment, its purpose, its impact on those subject to it, and its unethical/immoral nature.

A few participants observed that harassment occurs in the context of a power or authority relationship, such as between a superior and a subordinate, and represents an abuse of authority or power on the part of the former.

Discrimination

There was widespread agreement among participants that discrimination means treating people "differently", "unfairly", "inequitably", or "unequally" "because of" or "based on" a "characteristic", "who they are", or a "prohibited ground". Most participants also identified consequences or effects of discrimination in the federal public service, including the following:

In the context of the discussion about the nature of harassment and discrimination, a few participants observed that the two behaviours can be related. Specifically, harassment can be based on discrimination if someone has been singled-out for mistreatment because of a personal characteristic.

Most participants described what they personally experienced as both harassment and discrimination, with the others almost equally divided between saying they have experienced either discrimination or harassment. A few participants were unsure whether what they experienced was harassment or discrimination but felt certain that the behaviour in question was inappropriate.

2.2 Incidents of harassment and discrimination tend to arise from a request for accommodations

Participants indicated that their personal experiences of incidents of harassment routinely occurred in the context of requested workplace accommodations. This most often involved the attitude of superiors, such as managers, team leaders, or supervisors, and occasionally the attitudes of co-workers regarding such accommodations. Examples of personal experiences of incidents of harassment also occurred in the context of the following:

Circumstances in which incidents of discrimination arose most often involved difficulties or problems related to workplace accommodations and/or the duty to accommodate. Many incidents of discrimination also related to promotion, career advancement, and performance evaluations. In some instances, incidents of discrimination may have begun with matters related to accommodations and then led to matters related to promotion or performance assessments.

2.3 Harassment and discrimination took a variety of forms

Participants indicated that their personal experiences of incidents of harassment and discrimination that occurred within these kinds of contexts took a variety of forms. Examples of experiences of harassment routinely included the following:

A host of other examples of personal experiences of harassment were provided, which included the following:

Examples of personal experiences of discrimination included the following:

Additional examples of personal experiences of discrimination included the following:

2.4 Superiors were more often identified as the source of harassment and discrimination

In almost all instances, participants perceived the source of their personal experiences of harassment and discrimination to be their superiors.. Most often this included managers, supervisors, and team leaders, but in a few instances, it also involved people in director-level positions and higher. A few described the source of harassment and discrimination collectively as the "entire chain of command" in their organization. In some instances, the source of harassment was identified as work colleagues, co-workers, and trainers.

2.5 Both informal and formal responses to harassment and discrimination

Most participants took some form of action in response to the harassment and/or discrimination they experienced in the workplace. These actions were both informal and formal, with formal action often following unsuccessful informal action.

Informal actions most often included the following:

Formal action most often took the following forms:

2.6 Reasons for not responding to incidents of harassment and discrimination vary

A few participants said they did not respond to the harassment and/or discrimination they experienced in the workplace. In explaining why, they identified a variety of reasons, although none of the reasons was identified by more than a few participants. Reasons include the following:

2.7 Most say matters are not resolved to their satisfaction

As noted in section 2.6 Reasons for not responding to incidents of harassment and discrimination vary, participants were almost equally divided when asked if their experience of harassment or discrimination to which they were subjected is going on at present or happened in the past. Asked explicitly if the matter has been resolved, and if so, whether it was resolved to their satisfaction, most participants said no. Participants collectively identified numerous reasons to explain why these matters were not resolved or not resolved in a satisfactory way. These reasons are grouped into three categories based on the extent to which the matter was seen to be resolved or not resolved by the participant.

Matter not resolved

Some participants explained that the matter was not resolved or has not yet been resolved for various reasons. Specifically:

Matter not resolved adequately or completely

Some participants explained that the matter has not been resolved adequately or completely. Specifically:

Matter not resolved because of the time and effort required and/or personal impact

Some participants explained that the matter has not been resolved because of the time and/or effort required and/or the impact it has had on them. Specifically:

Those who considered the matter resolved to their satisfaction usually explained that they ultimately obtained the needed accommodations, that they left for a new job, or now work for a more understanding management team. Other reasons for satisfaction with the resolution of the matter included receiving financial compensation, obtaining sick day credits, and obtaining vacation leave credits.

2.8 Lack of knowledge viewed as roots of harassment and discrimination

Participants most often pointed to a lack of knowledge about disabilities and persons with disabilities when trying to explain what is at the root of the harassment and/or discrimination experienced. This included lack of knowledge about the types of challenges faced by persons with disabilities and about the nature and impact of various disabilities, as well as assumptions or prejudices about what is and is not a disability, and assumptions or prejudices about what persons with disabilities can accomplish in the workplace.

Other explanations included the following:

Elements of the following were also mentioned: ableism, sexism, ageism, and racism.

2.9 Participants pointed to many things that could or should have been done differently to address matters

Participants collectively identified several things they think could or should have been done to address the situations of harassment and discrimination. Note to reader: Participants tended to revisit these same things in greater detail later in the interview when asked about ways to counter harassment or discrimination and ensure a healthy work environment for all. To avoid repetition, specific details and concrete measures are discussed in Section 5: addressing harassment and discrimination in the workplace.

Most participants focussed on things they felt others should have done or things that should have been in place, including the following:

Some participants focussed or also focussed on things they think they personally could or should have done differently. This most often included documenting the harassment and discrimination better and learning more about what to do when experiencing harassment or discrimination.

Other things participants think they could have done were identified by no more than a few and included the following: speaking up sooner; taking more serious action, such as filing a formal grievance or filing a human rights complaint; bringing in the union earlier; writing directly to upper management, for example, deputy minister, assistant deputy minister; and looking for another job instead of putting oneself through such an ordeal.

Section 3: workplace perceptions

This section reports on participants' perceptions of their workplace environment because of their experience of harassment and/or discrimination.

3.1 Most participants still work in an environment where they experienced harassment and/or discrimination

Prior to exploring the impact of experiences of harassment and discrimination on perceptions of the workplace, participants were asked if they are currently working in the same environment in which they experienced this mistreatment. In response, most said they are still working in the same environment. Some indicated that they are no longer working in that environment, while a few specified that they are not currently in that environment because they are on temporary assignment or secondment elsewhere, or on training, but that they will be returning to that environment.

Most participants said they are currently working remotely rather than in a Government of Canada office or facility because of the pandemic or, they work in a hybrid model which has them combining work from home with work onsite. A few said they are working remotely / via telework as the result of an agreement. Many described remote work as providing a better environment in relation to the harassment and/or discrimination they have experienced. To explain why, participants offered the following reasons:

On the other hand, some participants said that working remotely has made no real difference when it comes to the harassment and discrimination. A few said that working remotely has reproduced, and in some instances amplified, the harassment and/or discrimination experienced (or its effects). The following reasons were provided to explain why:

It was also suggested that a potential result of the pandemic and the move to remote work is that it is now easier for harassment to go undetected and uncorroborated by others. A few also said that they experienced problems setting themselves up at home with what was required technically to enable them to do their work properly. They did not link this to the harassment or discrimination experienced at work.

3.2 Participants' impressions of their work environment have been negatively affected by their experience of harassment and discrimination

Most participants said their overall impression of their work environment has been negatively affected, at least to some extent, by their experience of harassment and/or discrimination. Terms routinely used by participants to describe their feelings in this regard included "cynical", "dissatisfied", "disillusioned", "disengaged", "disappointed", "demoralized", "depressed", "distrustful", and "frustrated". Some said they "hate" their work environment to the point of wanting to quit if they could or wanting to change areas within their department or move outside their current department altogether.

Participants linked or attributed their negative feelings about their work environment to things that fell into three main categories, which are addressed below.

Satisfaction with job / ability to perform

Some explained that because of their experience they no longer find their work and/or environment satisfying or are unable to function or function as well. This included:

Apprehensions about career prospects

This was identified by a few participants with a focus on the following:

Realizations about one's work environment

A few explained that, because of their experience, they have come to certain realizations about their work environment that lower it in their estimation. This included:

A few explained that they have become more cautious or wary about their work environment because of their experience. This included distrust of management in general and apprehension about approaching management about work-related issues as well as a distrust of some colleagues.

Participants who said that their overall impression of their work environment was not affected or influenced by their experience of harassment and/or discrimination provided the following reasons to explain why:

3.3 A number of things help people deal with the experience of harassment and/or discrimination

Most participants identified something in their work environment that helps/helped them cope with their experience of harassment and/or discrimination. The most frequently identified factor was the support of colleagues. This most often included peers/co-workers, but it also included former managers. The type of support provided by colleagues included empathy, encouragement and support, advice on who to consult or how to proceed, and validation, that is, confirmation of participants' impressions of harassment and/or discrimination. Many participants also identified remote work as providing a better environment in relation to their experiences of harassment and discrimination in the workplace.

Beyond the support of colleagues and remote work, things that help/helped participants tended to fall into two categories: workplace supports and personal strategies/efforts.

A few participants said that there is nothing in their work environment that helps/helped them cope or deal with their experience of harassment and/or discrimination. Sometimes these participants added that the only thing that helped was either that they left the work environment or that the person responsible for harassment and/or discrimination left. A few others specified that the only things that really helped them cope were external to the work environment, including family/spousal support, therapy and/or medical assistance.

3.4 Many things exacerbate the experience of harassment and discrimination

Participants collectively identified many things in their work environment that make their experience of harassment and/or discrimination worse. Things identified by participants that make it more difficult to cope included the following:

The following were identified by only a few participants as things that made the harassment and discrimination worse:

3.5 Virtually everyone thinks there is a possibility of facing harassment/discrimination in current work environment

Almost all participants who were asked suggested that there is at least a possibility that they will be subjected to harassment and/or discrimination in their current work situation, though few characterized this as "likely" or "very likely". Note to reader: Approximately half the participants were not asked this question because they made it clear earlier in the interview that the harassment and/or discrimination they have experienced is ongoing. Consequently, it was not appropriate to ask them this question.

The most frequently given explanation for this possibility is the impression that the likelihood of being subjected to harassment and discrimination depends to a great extent on one's superiors, for example, team leaders, managers, directors. In this regard, a few participants noted that they are currently not experiencing harassment and/or discrimination because they no longer work under those responsible for it.

Other reasons informing perceptions that experiencing harassment and/or discrimination is a possibility included the following:

Few participants described themselves as unlikely to be subjected to harassment and/or discrimination in their current work environment. Those who did describe this as unlikely provided the following reasons to explain why:

Section 4: impact of harassment and discrimination

This section reports participants' feedback in relation to the impact or consequences of the harassment and/or discrimination they experienced related to their disability or health condition. This includes impacts on their day-to-day work, their career progression or prospects within the public service, and their personal or private life.

4.1 Most said their experience has had an impact on their day-to-day work

Most participants felt that their experience of harassment and/or discrimination negatively impacted their day-to-day work. They identified various ways in which this has happened, with the most frequently identified ones including the following:

Other impacts were mentioned less frequently and included the following:

In the context of this discussion, a few participants reiterated that the support of colleagues in the workplace helped them deal with the experiences of harassment and/or discrimination. Beyond this acknowledgement however, no one identified anything positive about the way in which their experience of harassment and/or discrimination impacted their day-to-day work.

Participants who said that their experience has not impacted or "really" impacted their day-to-day work included the following:

4.2 The experience of harassment and discrimination has had a negative impact on most participants' careers

Most participants were convinced that their experience of harassment and/or discrimination has negatively impacted their career progression and prospects within the federal public service. Numerous ways in which this has happened were identified during the interviews. These included the following, most of which were identified by a few participants:

Some participants did not think that their experience of harassment and/or discrimination has negatively impacted their career progression and prospects or said they did not know if this had happened. These tended to be younger participants, ones who attributed incidents of harassment and/or discrimination to lack of knowledge instead of malice, and who described the incidents in question as infrequent or as an isolated incident.

4.3 Harassment/discrimination also affects participants' private life

In addition to the impact on their careers, most participants also identified ways in which their experience of harassment and/or discrimination has impacted their private life. Routinely identified ways included sleep deprivation, increased stress, and depression, often resulting in individuals seeking medical assistance and/or counselling services. Additional impacts included the following:

As was the case when it came to career impact, participants who said that their experience of harassment and/or discrimination has not impacted their private life tended to be ones who attributed incidents of harassment and/or discrimination to lack of knowledge and awareness instead of malice and who described the incidents in question as infrequent or as an isolated incident.

Section 5: addressing harassment and discrimination in the workplace

This section focusses on participants' views and perspectives about ways of countering harassment and/or discrimination in the workplace.

5.1 A variety of things were considered effective in dealing with workplace harassment and discrimination

Reflecting on their own experience, most participants identified something that they considered effective in dealing with the harassment and/or discrimination they experienced. Two things, however, were identified most often as effective in this regard: work colleagues and employee support networks for persons with disabilities. Other things identified fell into the several categories, discussed below.

Workplace supports

This included a union, an ombudsperson, EAP, and Employment Equity Diversity and Inclusion teams/committees. It usually involved consulting or turning to such resources for assistance, but it also included joining them, for example, becoming a union representative or becoming active on committees.

Particular strategies/measures

This included the following:

Particular strategies/measures were typically described as effective because they helped participants become good advocates for themselves and helped them make their case more effectively.

Outside-of-work supports

This most often included friends and family members, but also professional assistance from physicians and psychologists/counsellors.

Participants routinely described work colleagues, employee support networks for persons with disabilities, and workplace supports as effective because they provide such things as moral support, encouragement, advice/guidance, validation, and advocacy on their behalf. A few participants emphasized that support from employee support networks for persons with disabilities was also effective or helpful because senior personnel were members of the network, which in their opinion invested it with some authority and indicated to them that there is awareness of problems of harassment and discrimination among upper management.

Outside-of-work supports, such as friends and family members, were described as helpful because they provided moral support, and a "refuge" or a "safe space" away from harassment and/or discrimination occurring in the workplace. For their part, outside of work supports, such as physicians and psychologists/counsellors, provided care as well as evidence in support of participants' requests for accommodations and/or of the negative effects of harassment and/or discrimination.

Some participants said that nothing really helped them deal with the harassment and/or discrimination, or that the only way to deal with it was to distance oneself from it. This included changing jobs, taking sick leave, being sent on assignment/secondment or training, and the individual(s) in question being transferred.

5.2 A variety of things were viewed as less effective in dealing with their experience of harassment or discrimination

Just as most participants were able to identify something effective in dealing with the harassment and/or discrimination they experienced, so were most able to identify something that was least effective or not effective in this regard. In doing so, participants often re-emphasized or reiterated things in their work environment that made their experience of harassment and/or discrimination more difficult to cope/deal with. Readers are referred to the feedback in 3.4. Many things exacerbate the experience of harassment and discrimination.

When it came to concrete things participants did or measures/actions they took or participated in, each of the following was described as ineffective or least effective by at least a few participants:

5.3 Advice for dealing with workplace harassment/discrimination was varied

Most participants had some kind of advice or recommendation to offer to someone dealing with an experience of harassment and/or discrimination in the workplace, though no single piece of advice was offered by more than a few participants. Pieces of advice that were offered included the following, each of which was identified by a few participants:

A few participants said that they had no general or specific advice to provide because any meaningful recommendation would depend on the circumstances in question.

5.4 Mandatory training is the most common suggestion for addressing the causes and reducing the incidence of workplace harassment/discrimination

Participants collectively identified a variety of things they think need to be in place to address the causes and reduce the incidence of harassment and/or discrimination in the workplace towards federal public servants with a disability or health condition. The most frequently identified measure, however, was mandatory training and/or education for managers. This included training and education with an emphasis on the following:

When focussing on the need for training and education for managers, participants occasionally emphasized that this should be in-depth or specialized training as opposed to completing online modules or taking a workshop. While the focus when it came to education and training was primarily on managers, a few participants said that what is also needed is better in-depth mandatory training at all levels. This included incorporating education and training on harassment and discrimination into employees' individual learning plans as well as in Labour Relations units.

In addition to training and education, other frequently identified measures included the following:

The following measures were identified by a few participants:

5.5 Two key supports suggested to support federal public servants faced with harassment and discrimination

When it came to concrete actions or measures that need to be in place to support federal public servants faced with harassment and/or discrimination because of a health condition or disability, many participants focussed on one or both of two issues: better guidance and support for public servants, and an improved system/process for investigating and resolving claims of harassment and discrimination.

Better guidance and support for public servants faced with harassment or discrimination

Concrete measures associated with this included the following:

Better/improved system/process for investigating and resolving claims of harassment and discrimination

Concrete measures associated with this included the following:

5.6 A variety of suggestions offered to mitigate or minimize the negative impacts of harassment and discrimination on career progression.

Concrete actions and measures proposed by participants to mitigate or minimize the negative impacts that harassment and/or discrimination have on the career progression of federal public servants with disabilities or health conditions included the following:

Recommendations

The findings from this research suggest that there is an urgent need to make changes to address experiences of harassment and discrimination of persons with disabilities in the federal public service. Based on the insights generated from the research, we offer the following recommendations for OPSA's consideration. It is understood that some of these actions may already have been undertaken by the Government of Canada. Recommendations include:

This is not intended as an exhaustive list of recommendations. Instead, the focus is on a small number of suggestions related to key insights from the research, which include:

Appendix

Technical Specifications

Fifty-three in-depth interviews were conducted between November 6, 2022, and January 11, 2023, with employees of the core public administration who identify as a person with a disability who has experienced harassment and/or discrimination in the last three years (that is, September 2020, when recruitment began, through January 2023). The interviews were conducted by tele- and video-conferencing systems. An advisory group of persons with lived experience of disability provided advice on the study's communication and research products, and related activities.

The following specifications applied:

Research instruments

1. Recruitment invitation

Would you like to participate in a study on harassment and discrimination in the workplace?

The Office of Public Service Accessibility (OPSA) has commissioned an independent Canadian research firm, Phoenix Strategic Perspectives Inc (Phoenix SPI), to explore the perspectives and experiences of persons with disabilities in the federal public service who have experienced harassment and/or discrimination in the workplace. The findings from this research will be used to help counter harassment and discrimination and ensure a healthy work environment for all.

Who can participate?

We are seeking participation from 75 people who:

How will the research be conducted?
What else should I know?
I am interested! What do I need to do?

We hope that you will consider participating in this research study. Sharing your experience could help ensure a healthy work environment for all.

2. Recruitment questionnaire

Landing page

Thank you for your interest in this study commissioned to Phoenix Strategic Perspectives (Phoenix SPI) – an independent Canadian public opinion research firm – by the Treasury Board of Canada Secretariat (TBS), Office of Public Service Accessibility (OPSA). To confirm the eligibility of individuals interested in participating in this research, a questionnaire is being administered using the third-party online survey platform Voxco. This online questionnaire will take approximately 15 minutes to complete. For information on how Voxco stores and protects information, please refer to their Privacy Policy.

Completion of this questionnaire is voluntary, and by participating, you indicate your acknowledgement and acceptance of this Privacy Notice Statement.

Privacy notice statement

Any personal information you provide is collected under the authority of the Financial Administration Act (FAA). Personal information collected through this questionnaire will be kept confidential and will only be used to determine eligibility of participants. Should you decide not to provide the information requested in this questionnaire, you might not be eligible to participate in the study.

Your personal information will not be shared with TBS, OPSA nor any other third-parties. Personal information collected will be protected, used and disclosed in accordance with the Privacy Act and as described in the Standard Personal Information Banks entitled Public Communications (PSU 914) and Outreach Activities (PSU 938), which can be found in the publication, Sources of Federal Government and Employee Information.

Under the Privacy Act, you have the right to the protection of, correction of, and access to your personal information. For inquiries concerning access to or the correction of your personal information, or if you have any questions, comments, concerns or complaints regarding this Privacy Notice, and your privacy rights under the Privacy Act, you may direct them to the Treasury Board of Canada Secretariat's Access to Information and Privacy Coordinator by email at atip.aiprp@tbs-sct.gc.ca or by calling 1-866-312-1511. If you are not satisfied with the department's response to your privacy concern, you may wish to contact the Office of the Privacy Commissioner by email at info@priv.gc.ca or by telephone at 1-800-282-1376.

Background information
About the study
What about your personal information?
Need to contact us?

For more information about this study, to request to complete the questionnaire by phone or in accessible Word format, or should you encounter any issues completing this questionnaire, please contact Phoenix SPI by email at research@phoenixspi.ca or by telephone at 613-260-1700 extension 222 or at 866-260-1708 extension 222. Please provide your name, phone number, the best time of day to reach you, the official language in which you would like to be contacted, and a member of our research team will get back to you in a timely manner. You can also contact us by writing to:

Phoenix SPI
1678 Bank Street, Ste. 2
Ottawa, ON K1V 7Y6
www.phoenixspi.ca

Question 1: Do you identify as a person with one or more disabilities?

A disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment – or a functional limitation – whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society. A barrier means anything – including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice – that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation. Source: Accessible Canada Act; 2020 Public Service Employee Survey.

Please select from the options.

Question 2: To ensure we hear from people with different experiences, will you please identify which of the following apply to you?

Select all options that apply.

Source: As described in the 2020 Public Service Employee Survey.

Question 3: Have you experienced harassment on the job in the past three years?

Harassment is normally a series of incidents, but it can be one severe incident that has a lasting impact on the individual. Harassment is any improper conduct by an individual that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. It also includes harassment within the meaning of the Canadian Human Rights Act (that is, based on race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered). Source: 2020 Public Service Employee Survey.

Please select from the options.

Question 4: Have you experienced discrimination on the job in the past three years?

Discrimination means treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others. There are 13 prohibited grounds of discrimination under the Canadian Human Rights Act (that is, based on race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered) Source: 2020 Public Service Employee Survey.

Please select from the options.

Question 5: Which department or agency do you currently work for?

Please type or select from the drop-own list the name of the federal department or agency you work for. If you cannot find the name, please type or select "None of these" or "Prefer not to answer".

Select an option or type in your response.

Question 6: In which province or territory is your current job posting based? Due to remote work arrangements, this may not be the same province or territory in which you are physically working. For example, if your job is based out the National Capital Region, but you are currently working in another region of the country, your response would be "National Capital Region".

Please select from the options.

The following questions are asked to determine your eligibility to the study. Your personal information will remain anonymous.
Question 7: In which of the following age categories do you belong?

Please select from the options.

Question 8: Which best describes your gender?

Please select from the options.

Question 9: What is your first official language?

Please select from the options.

Question 10: Do you identify as an Indigenous person? (An Indigenous person is a member of a First Nation, a Métis or an Inuk (Inuit). First Nations (North American Indians) include Status and Non-Status Indians.)

Please select from the options.

If Option 2 (No) or Option 3 (Prefer not to answer) are selected for Question 10, answer Question 11: Do you identify as a member of a visible minority group?

A member of a visible minority in Canada may be defined as someone (other than an Aboriginal person) who is non-white in colour or race, regardless of place of birth. For example: Black, Chinese, Filipino, Japanese, Korean, South Asian or East Indian, Southeast Asian, non-white West Asian, North African or Arab, non-white Latin American, person of mixed origin (with one parent in one of the visible minority groups in this list), or other visible minority group. Source: 2020 Public Service Employee Survey.

Please select from the options.

Question 12: In total, how many years have you been working in the federal public service? Please include the time in your current position as well as any previous positions.

Please select from the options.

Question 13: Are you?

Please select from the options.

Question 14: Which of the following best describes your current work situation?

Please select from the options.

Consent
Question 15: The one-on-one interview will be audio recorded. These recordings are used by the research team to help with analyzing the findings and writing the report—specifically, they are used to ensure that participants' feedback is accurately reflected in the report findings. Please be assured that the results from the interviews will be grouped together in the research report, which means that individuals will not be identified in any way. These recordings will not be shared outside of Phoenix SPI and they will be destroyed upon completion of the study. Do you consent to being recorded?

Please select from the options.

If Option 2 (No) is selected for Question 15, answer Question 16: As an alternative to audio recording, the interviewer could only take handwritten notes. The notes will be used to help analyze the findings and write the report. Please be assured that the results from the interviews will be grouped together in the research report, which means that individuals will not be identified in any way. Do you consent to the interviewer taking notes as an alternative to recording the interview?

Please select from the options.

Question 17: How would you prefer to be contacted to confirm your eligibility to the study?

Please select from the options.

Question 18: May we have your contact information so that we can confirm your eligibility to the study? You can provide the telephone number and/or email address of your choosing (home or work) depending on your answer to Question 17.

Please provide the following information:

Question 19: Do you consent to a researcher from Phoenix SPI contacting you to confirm your eligibility to the study?

Please select from the options.

Question 20: The interviews will be conducted by telephone or using a videoconference platform. What is your preference? If you consented to the recording of the interview, we would like to remind you that the interview will just be audio recorded, whether it is conducted by telephone or videoconference. If you did not consent to the interview being audio recorded, rest assured that the interviewer will only take handwritten notes.
Question 21: What accessibility accommodations, if any, will be needed to best support your participation in this research?

Please use the text box below to let us know how to support your participation, and please do not provide any additional personal identifiers about yourself or others in your response.

Question 22: Finally, in which official language would you like the one-on-one interview to be conducted?
Thank you very much for your time and willingness to participate in this study. A member of Phoenix SPI's research team will contact you in the coming weeks to schedule the one-on-one interview.

3. Interview advance information

Information for interview participants

Thank you for agreeing to participate in this research study being conducted for the Treasury Board of Canada Secretariat (TBS), Office of Public Service Accessibility (OPSA). In advance of the interview, we kindly ask that you review the information below and have this document accessible during the interview.

Your participation

Your participation in this interview is completely voluntary. By participating, you indicate your acknowledgement and acceptance of this Privacy Notice Statement.

Privacy notice statement

Any personal information you provide is collected under the authority of the Financial Administration Act (FAA). Personal information collected through this questionnaire will be kept confidential and will only be used for research purposes.

Your personal information will not be shared with TBS, OPSA nor any other third parties. Personal information collected will be protected, used and disclosed in accordance with the Privacy Act and as described in the Standard Personal Information Banks entitled Public Communications (PSU 914) and Outreach Activities (PSU 938), which can be found in the publication, Sources of Federal Government and Employee Information.

Under the Privacy Act, you have the right to the protection of, correction and access to your personal information, for inquiries concerning access to or the correction of your personal information, or if you have any questions, comments, concerns or complaints regarding this Privacy Notice, and your privacy rights under the Privacy Act, you may direct them to the Treasury Board of Canada Secretariat's Access to Information and Privacy Coordinator by email at atip.aiprp@tbs-sct.gc.ca or by calling 1-866-312-1511. If you are not satisfied with the department's response to your privacy concern, you may wish to contact the Office of the Privacy Commissioner by email at info@priv.gc.ca or by telephone at 1-800-282-1376.

Confidentiality

Your responses during the interview will be kept confidential. The feedback you provide will be used for research purposes only and will not be attributed to you personally in the report resulting from this study per the Privacy Notice Statement. Further, please make sure that in the course of sharing your experiences, you do not identify any third parties by name or include any personal information related to a third party. It is important to maintain the anonymity of others.

Risks of participating

You do need not fear any reprisals because of your participation in this study. No-one from the Government of Canada is observing the interview and your identity will remain confidential.

During the interview

Please let the interviewer know if:

Resources available

Revisiting experiences of harassment and discrimination can call to mind painful and disturbing events. As you may be aware, a confidential Employee Assistance Program (EAP) is made available to employees in federal departments and agencies in the core public administration. The program offers free short-term counselling for personal or work-related problems as well as crisis counselling. You may contact EAP:

If you are concerned about immediate harm to yourself or others, please call 911.

We look forward to speaking with you at the scheduled interview time.

4. Interview guide

Introduction

Interviewer:

Date:

Participant code:

Note taking consent received:

Audio-recording consent received:

Thank you for agreeing to participate in this study being conducted for the Treasury Board of Canada Secretariat (TBS), Office of Public Service Accessibility (OPSA). This interview will take approximately 60 minutes to complete but additional time is available if you need more time to share your experiences. [For video-conference interviews, read: As you know, we are using the third-party online communication platform Microsoft Teams. Information on how Microsoft stores and protects information can be found in the company's Privacy Statement. The link was shared with you as part of the Information Document you received in advance of this interview.]

  1. Introduce interviewer and Phoenix SPI (independent Canadian research firm).
  2. Thank you for agreeing to share your experience(s).
  3. Value your participation / looking for candid feedback / no right or wrong answers.
  4. Confirm sound/video quality and any accessibility accommodations required for the interview, for example, real-time transcription. Offer technical support information as appropriate.
  5. Inform/remind them that we are interested in learning about their opinions and experiences only; no attempt will be made to change their point of view or to try to sell them anything.
  6. Inform/remind them that the purpose of this study is to explore the perspectives and work life experience of persons with disabilities in the federal public service vis-à-vis harassment and discrimination and the impact of those in their personal life. The findings from this research will be used to help counter harassment and discrimination and ensure a healthy work environment for all.
  7. Remind them that their participation in this interview is voluntary, and their responses are anonymous and will not be attributed to them as individuals: Your responses during the interview will be kept confidential. The feedback you provide will be used for research purposes only and will not be attributed to you personally in the report resulting from this study. Further, what is discussed today will be protected under the Privacy Act, the Access to Information Act, and any other pertinent legislation. Do you have any questions?
  8. Remind them that they need not fear any reprisals as a result of their participation in this study / that there is no one observing the interview / that their identity will remain confidential (unless explicit, written consent to disclose personal information has been provided).
  9. Remind them that it is important to maintain the anonymity of others: Please make sure that in the course of sharing your experiences, you do not identify any third parties by name or include any personal information related to a third party.
  10. Inform participants that they may follow up with us by email should they wish to receive a copy of the audio recording of their interview. If requested, copy of handwritten notes can be provided.
  11. Inform them as well that should they be unable to complete the interview in one sitting, they will be offered the opportunity to complete it at a time in the future that is convenient for them.
  12. Inform them that given the sensitivity and personal nature of the subject matter, their willingness to share details of their experience should be gauged by their own level of comfort, and should they prefer not to answer a question, they need only say so.
  13. Inform them of the Employee Assistance Program by reading the following information: Revisiting experiences of harassment and discrimination can call to mind painful and disturbing events. As you may be aware, a confidential Employee Assistance Program is made available to employees in federal departments and agencies in the core public administration. The program offers free short-term counselling for personal or work-related problems as well as crisis counselling. If you are concerned about immediate harm to yourself or others, please call 9-1-1. See Appendix 1 for information.
  14. [If participant consents to audio-record the interview or to the interviewer taking handwritten notes, read the following information:]
    1. Recording: The recording is to accurately document the information you provide and will be used to write the report only. It will not be shared outside the research team and will be destroyed upon completion of the study. Do I have your permission to record this interview? If consent is granted indicate the start of the recording: With your permission, I'll start recording the interview now.
    2. Handwritten notes: Notes are being taken to accurately document the information you provide and will be used to write the report only. It will not be shared outside the research team and will be destroyed upon completion of the study. Do I have your permission to take notes during this interview? IF CONSENT IS GRANTED INDICATE THE START OF THE NOTETAKING: With your permission, I'll start taking notes.
Interview questions

Contextual questions [10 minutes]

I would like to begin by asking you a few background questions.

Question 1: How long have you been working in the federal public service?

Question 2: In the course of your career in the federal public service, have you worked for more than one department or agency? Note to the interviewer: if the participant says “yes,” do not ask how many departments or agencies they have worked for; allow the participant to volunteer this information if they choose to share this.

When you were recruited for this study, you identified yourself as a person with a disability who has experienced harassment and/or discrimination related to your disability(ies) or health condition(s) in the last three years.

Question 3: May I confirm the nature of your disability(ies) or health condition(s)? Note to the interviewer: record the disability(ies) or health condition(s) as reported in the recruitment screening questionnaire. Keep as brief as possible. The focus here is on the type of disability(ies) or health condition(s). On an as-needed basis, share the definition of disability as articulated in the Accessible Canada Act of 2019 (see Appendix).

Question 4: What was the status of your disability(ies) or health condition(s) at the time you experienced harassment and/or discrimination? Was it temporary, recurring/episodic, permanent? Since you have experienced the harassment and/or discrimination, has your disability(ies) or health condition(s) changed in any way? If so, how?

Question 5: To what extent would you say the harassment and/or discrimination you experienced was related to your disability(ies) or health condition(s)? Probe completely, mainly, partly

Note to the interviewer: if the harassment and/or discrimination experience is not “completely” related to the person’s disability(ies) or health condition(s), ask the participant Question 6:

Question 6: In addition to your disabilitiy(ies) or health condition(s), what additional factors impacted the harassment and/or discrimination you experienced?

Question 7: Is the harassment and/or discrimination to which you were subjected going on at present or did it happen in the past? Note to the interviewer: the focus here is not on the impact or effects of the harassment and/or discrimination but on whether or not it is actual or ongoing.

Adjust language (that is, verb tense) in subsequent questions based on whether the harassment and/or discrimination are/is actual/ongoing or in the past.

Question 8: How long [did/has] the harassment and/or discrimination to which you [were / have been] subjected [last/ been going on]?

Question 9: How would you describe the frequency of the harassment and/or discrimination to which you [were/are] subjected? Probe: continuous/constant, periodic/occasional, infrequent/rare, one incident

Nature of harassment/discrimination [15 minutes]

Let's turn to the nature of the harassment and/or discrimination you [experienced/are experiencing] and the circumstances surrounding it.

Question 10: Before discussing your own experience, what comes to mind when you think of harassment in the context of the federal public service? How would you describe it or what it comprises? And what about discrimination? Note to the interviewer: record top-of-mind feedback. On an as-needed basis, share the definitions of harassment and discrimination from PSES 2020 survey (see Appendix).

Question 11: Would you describe what you have experienced as harassment, discrimination, or both?

Note to the interviewer: for all subsequent questions, distinguish between cases of harassment and cases of discrimination or both.

Question 12: Could you please describe the circumstances in which the incident(s) of harassment and/or discrimination arose? Note to the interviewer: the focus here is on the context, not the nature of the harassment and/or discrimination. Probe as needed for clarification, for example, related to workplace accommodations, promotion, performance evaluation, and so on.

If related to accommodations, explore:

  1. The reason for the accommodation request
  2. What the harassment and/or discrimination was related to:
  3. Level of comfort requesting workplace accommodation measures from immediate supervisor

Question 13: Could you please describe the nature of the harassment and/or discrimination you [were/are] subjected to? How [did/does] it manifests itself or what form [did/does] it take? Note to interviewer: probe as need for clarification, for example, if harassment: aggressive behaviour, excessive control, being excluded or being ignored, humiliation, offensive remark, and so on. If discrimination: race, religion, age, gender, sexual orientation, and so on.

Question 14: What [was/is] the source of the harassment and/or discrimination? In other words, who [was/is] responsible for it or involved in it? Note to interviewer: probe as need for clarification, for example, co workers, individuals in authority positions, members of the public, and so on.

Question 15: How did you respond to the harassment and/or discrimination? What action(s) if any did you take and why? Did you feel empowered to take any action at the time? Note to interviewer: probe as need for clarification, for example, discussed matter with superior/manager, ombudsperson office, contacted union representative, dealt with informally on one’s own, and so on.

If no action taken, ask Question 16:

Question 16: What was the reason or reasons for responding this way? Note to interviewer: probe as need for clarification, for example, fear of reprisal, stigma, gag order, and so on. Did your response(s) change over time? If so, in what way(s)?

Question 17: Was the matter resolved, and if so, was it resolved to your satisfaction? If so, why? If not, why not? Note to interviewer: in terms of resolution of the matter the focus is not only on the outcome but the process, for example, did they feel supported during the resolution process, were they taken seriously, and so on.

Question 18: Earlier you described the circumstances in which the incident(s) of harassment and/or discrimination arose. But what in your opinion explains the harassment and/or discrimination? Why did it arise or what is at the root of it?

Question 19: What (more) do you think could or should [have been/be] done to address the situation? In retrospect, what do you think could or should [have been/be] done differently to address the situation…by others and why? By you and why?

Harassment/discrimination and perceptions of workplace/workplace culture [10 minutes]

I would now like to ask you about your perceptions of your workplace environment as a result of your experience.

Question 20: To begin with, are you currently working in the same environment in which you experienced harassment and/or discrimination? If needed: Are you currently working in a Government of Canada facility, remotely, or teleworking? Note to interviewer: note remote/telework versus on site environment. Probe as need for clarification, working on site = permanent or regular workplace, working from a Government of Canada facility such as an office, laboratory, field site, and so on. Working remotely: employees asked by their employer to perform their duties in another location other than their permanent or regular workplace for health, safety, or other reasons (for example, COVID 19 pandemic). Teleworking: employees perform work in a different location than their permanent or regular workplace by choice (for example, telework agreement).

Probe as applicable: differences in experience with harassment and/or discrimination by work environment (on site versus remote/telework)

Question 21: To what extent (not at all, slightly, moderately, significantly) [is/was] your overall impression of your work environment affected or influenced by your experience of harassment and/or discrimination? Please explain. Probe: feelings towards, satisfaction with

Question 22: What, if anything, in your work environment [helped/helps] you cope/deal with the experience of harassment and/or discrimination? Probe: support from colleagues / co-workers/supervisors, supports (for example, EAP), services, support from employee networks, etc.

Question 23: And what, if anything, in your work environment [exacerbated/exacerbates] the experience of harassment and/or discrimination or [made/makes] it more difficult to cope/deal with?

Question 24: How likely do you think it is that you might again be subjected to harassment and/or discrimination in your current work environment/situation? Please explain.

Impacts of harassment/discrimination [10 minutes]

Can we discuss the impact or consequences of the harassment and/or discrimination you experienced related to your disability(ies) or health condition(s)? Note to interviewer: make sure participant is comfortable before proceeding. Please remember that you are free to answer or not answer any of the questions. Just let me know. And, if at any point you wish to take a break or continue the discussion at a later date, we can do so. Refer to the EAP as/if needed.

Question 25: In what way(s), if any, do you feel your experience of harassment and/or discrimination has impacted your day-to-day work, for example your relationship with co-workers and/or supervisors, your productivity?

Question 26: In what way(s), if any, do you feel your experience of harassment and/or discrimination has impacted your career progression/prospects in the public service? How do you feel about your career prospects within the federal public service within the next five years or so? Probe: Did you voluntarily leave a job? Were you encouraged to quit your job or change departments? Are you changing jobs in the same organization? Were you discouraged from looking for other opportunities? Did you refuse interview or a job? Did you refuse a promotion? Are you considering early retirement? Were your job references and/or performance assessments affected?

Question 27: In what way(s), if any, do you feel your experience of harassment and/or discrimination has impacted your personal/private life? Probe: family life; health or mental health; sense of self?

Note to the interviewer: if not already addressed in answers to previous questions, ask Question 28:

Question 28: Has the harassment and/or discrimination you experienced exacerbated your disability(ies) or health condition(s) in any way? If so, please explain.

Recommendations/future directions [15 minutes]

The last topic I would like to discuss with you concerns ways of countering harassment and or discrimination and ensuring a healthy work environment for all.

Question 29: When you reflect on your own experience, what, if anything, was most effective in dealing with the harassment and/or discrimination you experienced? Why is that?

Question 30: And what, if anything, was least effective in dealing with the harassment and/or discrimination you experienced? Why is that?

Question 31: If asked for advice by someone you know, such as a co-worker, friend or family member, who is dealing with harassment and/or discrimination in the workplace, what would you recommend…what would you say to this person?

Question 32: What do you think needs to be in place to address the causes and reduce the incidence of harassment and/or discrimination in the workplace towards federal public servants with disability(ies) or health condition(s)?

Question 33: What kind of concrete actions/measures do you think need to be in place to support federal public servants when they are faced with harassment and/or discrimination as a result of a health condition or disability?

Question 34: What kind of concrete actions/measures do you think need to be in place to mitigate or minimize the negative impacts that harassment and/or discrimination has on the career progression of federal public servants with disabilities or health condition(s)?

Note to the interviewer: if not already addressed in answers to previous questions, ask Question 35:

Question 35: What (more) needs to be done to improve workplace culture/environment so as to enable federal public servants with disabilities to contribute to their full potential and to improve the recruitment, retention, and promotion of persons with disabilities or health condition(s)?

Conclusion

Question 36: Is there anything that has not been discussed/asked that you would like to share or is important to consider as part of the experience of public servants with disabilities or health condition(s) who are/have been subjected to harassment and/or discrimination? If yes, please explain.

Thank you for participating in this study and being willing to share your experience with us.

Note to the interviewer: Inform participants: that the anonymized final report will be published on Library and Archives Canada website and that they may follow up with us by email should they wish to add or amend any feedback.

Appendix 1

To contact Employee Assistance Program (EAP):

The Chat service is available Monday to Friday, 8 am to 7:30 pm (Eastern Time), excluding statutory holidays.

Appendix 2

Disability

A disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society. A barrier means anything — including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice — that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.

Harassment

Harassment is normally a series of incidents, but it can be one severe incident that has a lasting impact on the individual. Harassment is any improper conduct by an individual that is directed at and offensive to another individual in the workplace, including at any event or any location related to work, and that the individual knew or ought reasonably to have known would cause offence or harm. It comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. It also includes harassment within the meaning of the Canadian Human Rights Act (that is, based on race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered).

Discrimination

Discrimination means treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others. There are 13 prohibited grounds of discrimination under the Canadian Human Rights Act (that is, based on race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offense for which a pardon has been granted or in respect of which a record suspension has been ordered).

Duty to accommodate

The duty to accommodate refers to the employer's obligation to eliminate disadvantages to employees, prospective employees or clients that result from a rule, practice or physical barrier that has or that may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act or identified as a designated group under the Employment Equity Act. It applies to all grounds of discrimination covered by the Canadian Human Rights Act (that is, race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered). Employers must provide accommodation up to the point of undue hardship, taking into account essential job requirements.

Questions about duty to accommodate do not apply to employees who asked for office equipment to work remotely, unless their requests pertain to specific accommodation measures that help to reduce barriers to work, as per the Canadian Human Rights Act.

Statement of political neutrality

I hereby certify as a Senior Officer of Phoenix Strategic Perspectives that the deliverables fully comply with the Government of Canada political neutrality requirements outlined in the Communications Policy of the Government of Canada and Procedures for Planning and Contracting Public Opinion Research. Specifically, the deliverables do not contain any reference to electoral voting intentions, political party preferences, standings with the electorate, or ratings of the performance of a political party or its leader.

(original signed by)

Alethea Woods
President
Phoenix Strategic Perspectives Inc.