How’s your Diversity Competence and Disability Etiquette?

If you want to see innovation, moral and engagement increase in your workplace, my guests on today’s radio show have an idea for you.  Inclusion. Susana Scott  and Dave Fischl are  both advocates for persons with disabilities – both seen and unseen. They shared their insights and stories of success during today’s show and gave us all something to think about.

Enjoy the show here:


Susana shared some fascinating stats and thoughts. “The most recent survey conducted by Statistics Canada revealed 13.7% of Canadians aged 15 and older, are limited in their daily activities because of a disability. The survey identified ten disability types: seeing, hearing, mobility, flexibility, dexterity, pain, learning, developmental, mental/psychological, and memory.  The prevalence of disability increases steadily with age. Nearly 1 in 10 working-age Canadians (aged 15 to 64) reported having a disability in 2012, compared with almost one-third of Canadian seniors (aged 65 and older). Women (14.9%) have a higher prevalence of disability than men (12.5%).

Disability knows no socioeconomic boundaries. Everyone has a disability now, or knows someone with a disability or will have a disability in the future. Although racial and gender stereotyping has become socially frowned upon, individuals with disabilities are often labeled and categorized based on a specific impairment while their capability, if not ignored, is considered an exception. Given the prevalence of disability in all segments of society, why do individuals with a disability still encounter misconceptions, bias and discrimination?

It is society which ‘disables’ people not the impairment.”

“Inclusion Dave” shared…

“What I have been able to bring to businesses and to Canada’s workforce is a prospective from a manager who has seen first-hand what inclusion can do in the workplace if implemented properly.  For myself having to walk the talk on inclusion and seeing the many successes whenever we hired people for their abilities and not their disability, gender, color or race.

Small and large business will see first-hand how their businesses can grow and be all inclusive and see their bottom lines increase. They will see what they need to do to get their workplaces ready for a diverse workforce. They will also see really how easy it is, if the right policies and processes are in place. Workplaces will also see innovative approaches to doing work differently as a result of inclusion. They will see a workforce that engages in their work and as a result see their bottom line looking healthier.

Unions will see the benefits of management understanding inclusion and workplaces that embrace diversity. They will see happier and  a more respectful workplace that embraces differences. They will also see management employee relations improve as a result of inclusion.

These are just some of the possibilities that I have been able to share with unions and workplaces throughout Canada.

As a start here is the Diversity Competency for Supervisors and Managers

In- Scope Competency Profiles:

Knowledge of human resource management practices, including strategies to recruit, support and sustain a diverse workforce.
Ability to guide and coach a diverse group of employees, that results in a team that can meet its goals and objectives, while maintaining a healthy, productive, respectful and safe work environment that is free of discrimination.
Ability to create an environment that recognizes, supports, respects and welcomes diversity of employees and clients.

Out of Scope
Management competency matrix:
Team Leadership: Mobilizes people to work toward a shared purpose in the best interest of the department, the people comprising it and the people it serves.  It involves attracting, supporting, developing and retaining a talented and diverse workforce.  Team leaders demonstrate concern for individual differences and employee morale.  The “team” here should be understood broadly as any group in which the person takes on a leadership role.
Knowledge of human resource management practices, including strategies to build, support and maintain a diverse workforce.
Ability to create an environment that recognizes, supports, respects and welcomes diversity of employees and clients.

respectful, welcoming, accommodating individual differences, objective, open-minded, equitable, supportive, understanding, flexible, empathetic.

Example of an Interview Guide Questions
As a manager, how could you increase the number of employees from diverse groups and create a positive and respectful work environment for them? How would you ensure your workplace embraces diversity?”

Enjoy the show and happy including!  Steph 🙂

Stephanie Staples, CSP* is the author of When Enlightening Strikes – Creating a Mindset for Uncommon Success, an internationally acclaimed motivational speaker, and the recipient of the 2014 Manitoba Woman Entrepreneur Award for Contributions to Community. Stephanie empowers audiences & clients across North America to bring their ‘A’ game to work and to life. Stephanie has a special interest in working with and empowering nurses and healthcare providers. She happily calls Winnipeg, Manitoba, Canada home. You can get loads of complimentary resources to help with issues such as work/life balance, wellness, stress management and happiness in general, as well as find out more information about her coaching and speaking services at

* Certified Speaking Professional (CSP), conferred by the National Speakers Association is the speaking profession’s international measure of professional platform proficiency. Less than 10 percent of speakers have earned this credential and are recognized as some of the best in their fields. Stephanie was one of only five professional speakers in Canada (and the only woman) to attain this designation in 2013.


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