2020 Public Service Employee Survey Results by Theme for Infrastructure Canada by Question 85. Since the start of the COVID-19 pandemic, you have managed any employees who have been working remotely?
The results of the 2020 Public Service Employee Survey (PSES) are presented by key people management themes (i.e., employee engagement, leadership, workforce, workplace). Results are not shown when there is no historical comparison, or when there is an insufficient number of responses.
Note: Due to rounding, percentages may not add to 100. Results have been adjusted for non-response to better represent the target population. Therefore, percentages should not be used to determine the number of respondents within a response category. The results for "Most positive or least negative answers" and "Least positive and most negative answers" are calculated by removing the "Don't know" and "Not applicable" responses from the total responses.
Table of contents
Workplace
Duty to accommodate
The duty to accommodate refers to the employer’s obligation to eliminate disadvantages to employees, prospective employees or clients that result from a rule, practice or physical barrier that has or that may have an adverse impact on individuals or groups protected under the Canadian Human Rights Act or identified as a designated group under the Employment Equity Act. It applies to all grounds of discrimination covered by the Canadian Human Rights Act (i.e., race, national or ethnic origin, colour, religion, age, sex (including pregnancy and childbirth), sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test, or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered). Employers must provide accommodation up to the point of undue hardship, taking into account essential job requirements.
Please note that the questions about duty to accommodate do not apply to employees who asked for office equipment to work remotely, unless their requests pertain to specific accommodation measures that help to reduce barriers to work, as per the Canadian Human Rights Act.
| Survey year | Demographic | Yes (%) |
No (%) |
Total responses |
|---|---|---|---|---|
| 2020 | Managed employees who have been working remotely since the start of the COVID-19 pandemic - Yes | 9 | 91 | 171 |
Workplace well-being
Work-related stress
| Survey year | Demographic | Not at all (%) |
To a small extent (%) |
To a moderate extent (%) |
To a large extent (%) |
To a very large extent (%) |
Don't know (%) |
Not applicable (%) |
Most positive or least negative answers (%) |
Least positive or most negative answers (%) |
Total responses |
|---|---|---|---|---|---|---|---|---|---|---|---|
| 2020 | Managed employees who have been working remotely since the start of the COVID-19 pandemic - Yes | 61 | 21 | 9 | 4 | 4 | 0 | 1 | 83 | 8 | 169 |
| Survey year | Demographic | Not at all (%) |
To a small extent (%) |
To a moderate extent (%) |
To a large extent (%) |
To a very large extent (%) |
Don't know (%) |
Not applicable (%) |
Most positive or least negative answers (%) |
Least positive or most negative answers (%) |
Total responses |
|---|---|---|---|---|---|---|---|---|---|---|---|
| 2020 | Managed employees who have been working remotely since the start of the COVID-19 pandemic - Yes | 79 | 14 | 5 | 1 | 1 | 0 | 1 | 93 | 2 | 170 |