Diversity management has become a major focus of human resources management, not only in the private sector, but in the public as well. Both economic and social arguments in terms of the benefits of diversity management... [ view full abstract ]
Diversity management has become a major focus of human resources management, not only in the private sector, but in the public as well. Both economic and social arguments in terms of the benefits of diversity management continue to be made for the public sector. Unfortunately, critics of diversity management believe that simply implementing diversity policies in the sector does not ensure effective diversity in public organisations. For this reason, these critics continue to advocate for what they call 'inclusiveness' in these organisation. To these critics, a fully implemented diversity management should lead to inclusiveness, which will make everyone feel part of the organisation and that the benefits of inclusiveness far outweigh those of diversity management. To them, embarking on inclusiveness will enable governments to address systemic and institutional discrimination, which continues to be perpetuated against minorities.
In Canada, diversity management is a big issue both at the federal and provincial levels. One provincial government that is trying to take diversity management to the next level, i.e., inclusion, is Ontario. In fact, Ontario is considered the leader in diversity management in Canada. To this end, the government has developed programs that will help move the Ontario Public Service (OPS) beyond traditional diversity management. This study assesses the government's policies and its implications for the public service. It also intends to answer the following questions: Has the government’s inclusive policy enhanced the effects of diversity management in the OPS? Has the OPS Inclusion Lens program led to the mainstreaming and integrating of diversity and inclusion in the service? What has been the effect of the inclusion program in promoting behavioural and cultural transformation in the OPS? What are the challenges and the way forward for ensuring effective inclusive management in the OPS?
Using the results from the Ontario Public Service Employee Survey, 2017, we quantitatively analyse what employees think about the various diversity and inclusion management policies and programs in the OPS. The analysis will use both descriptive statistics and OLS regression in testing the efficacy of these policies and programs and what employees think about them.
