It's a key component of our disability inclusion plan to address barriers that so many Canadians with disabilities are facing in employment. We know from the Canadian Human Rights Commission that more than 60% of the complaints to the commission are on the grounds of disability, and half of them are in the area of employment. People are still being discriminated against in hiring, promotion and retention. That has to stop.
We are going to work with the disability community to come up with targeted measures that both support employees—we have some really good programs, and we're going to beef them up—and also address supports for employers, meaning education and talking about the business case for inclusion and how a business can benefit from disability inclusion. It's also to educate Canadians and help shift the conversation away from a charity model, which is often discussed as having to help these poor people, to an inclusion model whereby we celebrate and highlight the benefits of hiring someone with a disability, of making your business accessible so someone with a disability can shop there.
We're going to target employers, employees, businesses—the business community writ large, on all fronts—and help change the conversation around employment for people with disabilities.