Electricity sector looks to people with disabilities to fill imminent retirement gaps
The number of Canadians who are 65 or older grew 20 per cent between 2011 and 2016, surpassing for the first time the number of children aged 14 and under, according to Statistics Canada. And while the working-age population represents one of the largest proportions among G7 countries, there are two people about to retire for every one poised to join it.
And while not all older workers are ready, or financially able, to sail into retirement, this will create labour market challenges for employers, governments and educators alike.
Like many industries across the country, the electricity sector is seeing retirements increase and is looking at ways to replace highly skilled talent.
The youngest boomers reached the average age of retirement for the sector (58) in 2016, and the majority have the 30 years of experience needed to qualify for full pension, according to the industry data.
The electricity sector needs to quickly address these challenges, and one way to do this is by looking at the talent available and able to work — including those with disabilities, a cohort vastly underrepresented in the workforce.
Only half of Canadians living with a disability have a full- or part-time job, according to a CIBC 2017 survey of 1,002 adults with a disability who are Angus Reid Forum panelists.
The numbers match ones by Statistics Canada that found the employment rate for disabled Canadians was 49 per cent in 2011, compared to 79 per cent for the general population.
These scenarios present an exceptional opportunity to diversify the workforce, and there is an invaluable pool of talent to be found amongst people with disabilities.
Not only do they bring expertise and experience to the job, they help organizations create a more inclusive workplace culture. For people with disabilities seeking employment and long-term careers, these scenarios provide opportunities in an array of occupations that can lead to better self-supporting futures — often in careers that people do not readily associate with the electricity sector.
Champions needed
To change the economic landscape for people with disabilities, employers need to act as champions of disability employment. And there is employer recognition, interest and willingness to maximize the labour market relevance of being more inclusive of talent from under-represented and minority groups.
While that willingness is welcome, some companies need support to move the theoretical into practice. Quite often, the barriers take a number of different forms — such as a lack of awareness, inaccurate assumptions, and inappropriate behaviours and attitudes.
To create a level playing field in the industry, investments will be required, supported by senior-level commitment and accountability for action.
Breaking down the assumptions that exist in many workplaces (be they consciously or unconsciously biased) will take a co-ordinated effort by both employers and employees.
Efforts to engage, hire, retain and promote diverse teams requires tools and practical strategies to: broaden awareness and understanding of the impact of hiring employees with disabilities; support workplace readiness and culture; and establish best practices in achieving accessible and accommodating work environments.
Online portal provides resources
With these principles in mind, Electricity Human Resources Canada (EHRC), in partnership with the government of Ontario, curated an online portal of valuable information and resources for employers.
At its core, the portal provides strategies to ensure people with disabilities, like all Canadians, have the opportunity to obtain and succeed in rewarding careers within the industry.
EHRC is mandated to conduct and disseminate research about HR challenges and opportunities, while developing practical tools, programs and support to address these. At the same time, it works to strengthen the industry’s ability to meet current and future workforce needs — one that is highly skilled, safety-focused, diverse and productive.
This community includes employers all across the country, large and small, that need to develop and implement policies to address HR concerns.
The portal is mean to reinforce how organizations can best accommodate and ensure people with disabilities — whether physical, mental or intellectual — have a place and are welcome.
It also serves as a reminder to organizations (and the sector more broadly) of the importance of seeing beyond disability, and seizing on the skills and attributes that can be gained.
Lastly, the portal helps build upon and sustain a culture of inclusivity that is shared and promoted by employees as part of the mainstream in their workplace.
The portal includes several important aspects of achieving an accessible and accommodating work environment, including:
• an awareness that hiring people with disabilities is not only socially responsible, but good for business — increasing employee morale, productivity, innovation, profitability, organizational excellence, and ability to retain talent
• leading and promising practices
• links to specialized service providers and disability organizations that can connect employers to talent
• legislative and reporting requirements employers in Ontario must comply with under the Accessibility for Ontarians with Disabilities Act (AODA)
• information on the Accessible Employment Standard for the AODA.
Cross-Canada value
While directed towards Ontario-based employers as a result of its AODA underpinning, EHRC’s national mandate ensures employers from all provinces will derive value from the portal.
“Although we have had disability/diversity policies in place for some years, this tool will help ensure that resources and new approaches to the recruitment and retention of individuals with visible or invisible disabilities are easily accessible and designed specifically with our sector in mind,” says Jennifer Smith, senior vice-president of corporate relations and CHRO at Burlington Hydro in Ontario.
By identifying, adopting and refining employment practices that welcome people with disabilities, organizations can benefit from a vibrant, diverse workforce.
At the same time, as these practices are applied, thousands of employees with disabilities can benefit as changes are made at a systemic level within the electricity industry.
These kinds of efforts will also lead to greater support mechanisms for people with disabilities who want to enter and remain in careers, thereby leading to greater prosperity for themselves and their families.
Both at Electricity Human Resources Canada (EHRC) in Ottawa, Michelle Branigan is CEO and Julia Aitken is project manager of diversity and inclusion. For more information, visit www.electricityhr.ca.
