Terms of Reference: Employment and Social Development Canada Employees with Disabilities Network

1. Name

ESDC Employees with Disabilities Network [EWDN] (open to employees of Employment and Social Development, Service Canada and Labour Program portfolios).

2. Vision

ESDC will play a leadership role as a model of inclusion within the Government of Canada. An accessible and inclusive ESDC acknowledges the right of employees with visible and invisible disabilitiesFootnote1 to participate in all social and economic aspects of the Department. It is a vision based on values that create and shape policies, practices and services to ensure that everyone can participate as fully as they wish in this Department. Creating an accessible ESDC requires the engagement of all staff.

3. Mandate

The EWDN will provide a safe forum for employees to connect and discuss topics and issues related to inclusion in the workplace. The EWDN will raise awareness and serve as a consultative body on issues that impact ESDC employees with visible and invisible disabilities to help the Department deliver its commitment to diversity and inclusiveness in the workplace.

4. Membership

Membership on the EWDN is voluntary and open to all employees of ESDC who share a common goal of a diverse and inclusive workplace.

EWDN members are expected to:

  • Attend meetings and actively participate on a regular basis.
  • Bring forward issues that may be of concern to the Network.
  • Share experiences, best practices and lessons learned within the group.
  • Review documentation provided to the EWDN for consultation and offer feedback in a timely manner.
  • Be accountable and responsible for completing action items as assigned, within prescribed timelines.

5. Executive Committee

5.1 Role of Executive Committee

  • Promote employment equity, inclusion and diversity of employees with disabilities.
  • Provide a supportive and responsive network for employees with disabilities.
  • Provide information and guidance to employees with disabilities when issues or concerns are raised.
  • Advise managers, human resource advisors and Diversity Champions on issues and concerns for employees with disabilities in the areas of recruitment, staffing, training and development, retention, career management, talent management and accommodation.
  • Serve as a consultative body for departmental initiatives (policies, services, programs, etc.) to review the potential impact on employees with disabilities.
  • Uphold the Values and Ethics Code of Conduct for the Public Sector.
  • Develop, promote and implement a EWDN strategy and action plan.

5.2 Governance

The EWDN Executive Committee consists of the Chair and Co-Chair, two Secretariats and two representatives from each Region (National Capital Region, Western-Territories, Ontario, Quebec, Atlantic). The Executive Committee will be elected by members of the Network for a term of two years.

Should a member of the Executive Committee be unable to perform their duties, they shall inform the Chair and Co-Chair of their absence or stepping down from the Committee. The Chair and Co-Chair may appoint a new executive member for the remainder of the term, if required.

Executive Committee members must receive management approval prior to seeking nomination. In general, the time commitment for participation in the Executive Committee is:

  • 4-6 hours minimum a week, as required, for the Chair and Co-Chair; and
  • 0-2 hours minimum a week, as required, for the secretariat and regional representatives.

Executive members may also include their involvement in the network within their performance management agreement.

5.3 Responsibilities

The Chair and Co-Chair are responsible for:

  • developing and approving agendas and other documentation related to works of the Network.
  • inviting, on behalf of the Network, subject matter experts at his/her discretion or at the suggestion of Network members, as required.
  • presiding over Network meetings and be responsible for providing a record of decision to EWDN members subsequent to each meeting.

The EWDN Secretariat will support the chair and co-chair in carrying out network activities by providing logistical support in planning and undertaking network meetings. Circulate agendas and related meeting materials in advance of scheduled meetings and prepare and share records of discussion. The Secretariat will also maintain and respond to the EWDN general email box, the membership list and perform other duties as required by the Chair and Co-Chair.

Regional Representatives will support the chair and co-chair in carrying out network activities and will be responsible for ensuring the dissemination of information and supporting consultations with regional EWDN members on matters related to the Network.

6. Accountability

The EWDN is accountable to the departmental Champion for Diversity and will, through his/her office, bring forward to the Champion all matters of concern for employees with disabilities at ESDC.

7. Meeting frequency

The EWDN will meet quarterly via teleconference. When necessary, ad-hoc meetings may be scheduled to deal with specific issues.

The EWDN Executive Committee should meet bi-monthly via teleconference and have a minimum of one in-person meeting per year should funding be available.

8. Communications

EWDN information, minutes, reports, etc., will be hosted on the departmental Diversity and Employment Equity iService site at the following link:

http://iservice.prv/eng/hr/employment_equity/key_links/EDN.shtml

Any questions or requests for interpretation concerning these Terms of Reference must be addressed to the Chair and Co-chair.

9. Funding and Additional Support

Funding and additional support for the network will be determined by the Champion and administered by the Human Resources Services Branch.