Duty to Accommodate: A General Process For Managers
This tool provides managers with a general process for assessing and responding to an accommodation request. It is not legal advice. Accommodation is to be determined on a case-by-case basis.
Managers play an important role in fostering an inclusive workplace. They need to show exemplary leadership to create a respectful, diverse and barrier-free working environment.
In doing so, managers are proactively meeting the objectives of the Policy on People Management, the Directive on the Duty to Accommodate and the Accessible Canada Act and its Regulations. They are also responding to the Clerk’s Call to Action on Anti-Racism, Equity, and Inclusion in the Federal Public Service.
Collaboration and communication throughout the process
Managers play a pivotal role in shaping the work environment by setting the tone and creating a positive work culture. The employee and the manager must work together to make accommodation a real collaborative process built on ongoing communication.
- Managers work with their employees to create an inclusive and barrier free workplace based on equity, dignity and respect that is free of bias, harassment and discrimination
- For an employee to feel comfortable approaching their manager and having a conversation about the barriers that prevent them from being successful in their job, the manager must create a climate of trust, openness and safety
- Persons must be accommodated in a way that respects their dignity, privacy, confidentiality, comfort and autonomy
For persons with disabilities, the employer and manager can use the GC Workplace Accessibility Passport to streamline the workplace accommodation process and start the conversation on barriers in the workplace and solutions to address those barriers (refer to GC Workplace Accessibility Passport Guidance for Managers).
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