Recently, the GNWT announced that the current affirmative action hiring policy will be rescinded on March 31 and replaced with the Indigenous Employment Policy on April 1.
This change removed prioritization for persons with disabilities in the hiring process.
Employment equity policies were put in place to ensure that persons with disabilities have fair access to the workforce. Despite some progress, removing persons with disabilities from any employment equity policy raises serious concerns around discrimination, economic disparities and the GNWT`s commitment to the human rights of persons with disabilities. The elimination of these protections would not only reverse any progress but also undermine the principles of fairness and inclusion.
In 2023, Stats Canada showed the employment rate for men with disabilities was 48.9 per cent, compared to 70.8 per cent for non-disabled men, while women with disabilities had an employment rate of 45.6 per cent, compared to 62.8 per cent for their non-disabled counterparts. These disparities highlight that systemic barriers and biases still exist in hiring and workplace inclusion for people with disabilities. These statistics show that persons with disabilities in Canada face significantly lower employment rates compared to non-disabled individuals.
Employment equity is not about giving preferential treatment; it is about ensuring equal opportunity. Persons with disabilities have historically and continue to face unconscious bias, inaccessible workplaces, and employer reluctance to provide accommodations. Without employment equity policies, people with disabilities will continue to be excluded from employment opportunities, advancement and will remain segregated from a workforce that would provide them economic independence.
The removal of persons with disabilities from employment equity ignores the reality that workplaces are not neutral playing fields. Without proactive measures, such as equitable employment policies, hiring practices reinforce systemic exclusion rather than create equitable opportunities. Studies show that employers frequently overlook qualified candidates with disabilities based on myths regarding competency, costs and productivity.
Moreover, employment equity policies do not lower standards. They ensure that qualified candidates who may otherwise be excluded due to discrimination or accessibility barriers get a fair chance to compete. Removing persons with disabilities from employment equity policies would legitimize workplace discrimination and send a message that their inclusion is optional, rather than a fundamental human right. The GNWT has an obligation to protect the rights of persons with disabilities through the Northwest Territories’ commitment to Canada as a signatory to the United Nations Convention on the Rights of Persons with Disabilities, specifically articles 1, 9, 19 and 27.
Removing employment equity policies that protect persons with disabilities will have negative impacts on an already marginalized group. These impacts manifest as increased unemployment and underemployment result in occupational segregation, decreased economic security, increased poverty and higher reliance on government social programs and assistance.
The removal of employment equity protections for persons with disabilities would be a step backward for the GNWT`s commitment toward full inclusion. If the GNWT is committed to human rights, equity, inclusion, economic stability and workplace diversity. it should be expanding and strengthening protections for persons with disabilities rather than rolling them back.
The NWT Disabilities Council strongly urges the GNWT to revise this policy to include and prioritize persons with disabilities in employment equity policy.
