The Goals of the Accessibility for Ontarians with Disabilities Act (AODA)

Making the shift to the social model of disability

The Accessibility for Ontarians with Disabilities Act is making the shift to the social model of disability.  What is the social model of disability.

Social Model of Disability

This act follows the social model of disability where the province works to remove all barriers, physical and non-physical (i.e., systemic), to ensure that all people are fully included in society.   Accessibility for Ontarians with Disabilities Act (AODA) came into legislation in 2005 in Ontario.  The province of Ontario recognizes the history of discrimination against persons with disabilities in Ontario (AODA, 2005).   

Theories based on the social model of disability emphasize the social, political and built environment, assuming that disability is fundamentally the consequence of social structure.  This assumption falls under two approaches, the environment and the rights outcome approaches.  The environmental approach highlights the interplay between individuals and her environments.  The elimination of social, economic and political barriers that restrict participation of people with disabilities in daily life becomes the focus of action under this theory.  Proponents of the social model of disability assert that empowerment of disabled people, requires that they take control over services provided for them (Kalsson & Niholm, 2006). 

The development of accessibility standards also influence the way other acts are in place.  These standards will be phased in over assigned target dates.  The act and its standards help both public and private organizations move toward a fully accessible Ontario where all barriers for people with disabilities are removed.

The development of accessibility standards also influence the way other acts are in place.  These standards will be phased in over assigned target dates.  The act and its standards help both public and private organizations move toward a fully accessible Ontario where all barriers for people with disabilities are removed.

The Accessibility for Ontarians with Disability Act, as explained above, has the potential to change the power relations of people with disabilities and allow for fewer barriers in the medical and car insurance system for victims of motor vehicle accidents.

What can your business do to ensure inclusion of all people with disabilities and follow the social model of disability?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca

Why is Accessibility Good for your Business?

The numbers

·         About one in seven (1.85 million) Ontarians has a disability

·         As population ages, the number will increase

The case for employment

·         Untapped labour market potential

The case for accessible businesses

·         People with disabilities like to eat out, travel, work and participate in everyday activities

·         Why accessibility is good for your business?  Did you know?

·         About 1.85 million people in Ontario (that’s 15.5% of the population) have a disability.

·         47.2% of people over the age of 65 have disabilities.

• Accessibility for Ontarians with Disabilities Act (AODA) came into legislation in 2005 in Ontario.  The province of Ontario recognizes the history of discrimination against persons with disabilities in Ontario (AODA, 2005).    This act follows the social model of disability where the province works to remove all barriers, physical and non-physical (i.e., systemic), to ensure that all people are fully included in society.

The development of accessibility standards also influence the way other acts are in place.  These standards will be phased in over assigned target dates.  The act and its standards help both public and private organizations move toward a fully accessible Ontario where all barriers for people with disabilities are removed.

What can your business do to ensure inclusion of all people with disabilities?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca

Integrated Accessibility Standard

Employment Standard

Documented individual accommodation plans

(3) Individual accommodation plans shall,

(a) if requested, include any information regarding accessible formats and communications supports provided, as described in section 26;

(b) if required, include individualized workplace emergency response information, as described in section 27; and

(c) identify any other accommodation that is to be provided.

What does it look like for you to check yes to this question??

PERFORMANCE MANAGEMENT, CAREER DEVELOPMENT AND ADVANCEMENT, AND REDEPLOYMENT

Employers who:

conduct performance management,

provide career development and advancement to employees, or

engage in employee redeployment,

must take into account the accessibility needs of disabled employees, as well as individual accommodation plans.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca

Integrated Accessibility Standard

Employment Standard

Documented individual accommodation plans

(2) The process for the development of documented individual accommodation plans shall include the following elements:

1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.

2. The means by which the employee is assessed on an individual basis.

3. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to assist the employer in determining if accommodation can be achieved and, if so, how accommodation can be achieved.

4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.

5. The steps taken to protect the privacy of the employee’s personal information.

6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.

7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.

8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

What does it look like for you to check yes to this question??[Soft Break]

RETURN TO WORK PROCESS

Most organizations will need to develop, implement and document a return to work process for employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work. The return to work process shall outline the steps the employer will take to facilitate the return to work and must include an individual documented accommodation plan. This return to work process does not replace or override any other return to work process created by or under any other statute (e.g. the Workplace Safety and Insurance Act, 1997).

I believe that this is necessary for some but a benefit for all. Can you think of ways this may help you access information about employment?

[Soft Break]Is there anything else that could be done to ensure that a compliance with this requirement?[Soft Break][Soft Break]If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca

Integrated Accessibility Standard

Employment Standard

Documented individual accommodation plans

28. (1) Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

What does it look like for you to check yes to this question??

DOCUMENTED INDIVIDUAL ACCOMMODATION PLANS

Employers (other than employers that are small not-for-profit or private sector organizations) shall develop and establish a written process for the development of individual accommodation plans for employees with disabilities. The Integrated Standard sets out elements that must be included in such individual accommodation plans, such as the means by which the employee is assessed, the steps taken to protect the privacy of the employees information, and the manner by which an employer can request an evaluation by an outside medical or other expert at the employer’s expense.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca 

Integrated Accessibility Standard

Employment Standard

Recruitment, assessment or selection process

23. (1) During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.

What does it look like for you to check yes to this question??

All employers will be required to notify their employees and the public about the availability of accommodation for applicants with disabilities in their recruitment process.

Upon being chosen to participate in an assessment or selection process, employers must notify job applicants that accommodations are available upon request in relation to the materials or processes to be used. If a selected applicant requests an accommodation, employers must then consult with the applicant and provide or arrange for the provision of suitable accommodation that takes into account the applicant’s accessibility needs due to disability.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca 

Integrated Accessibility Standard

Employment Standard

Recruitment, assessment or selection process

23. (2) If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.

What does it look like for you to check yes to this question??

NOTICE TO SUCCESSFUL APPLICANTS

When making offers of employment, all employers must notify the successful applicant of their policies for accommodating persons with disabilities.

INFORMING EMPLOYEES OF SUPPORTS

Employers will be required to inform their employees of its policies, as well as the updates to such policies, to support employees with disabilities, including information regarding job accommodations that take into account an employee’s accessibility needs due to disability. New employees are to receive this information as soon as practicable after they commence employment.

I believe that this is necessary for some but a benefit for all.  Can you think of ways this may help you access information about employment?

Is there anything else that could be done to ensure that a compliance with this requirement?

If you are interested in learning more about Accessibility for Ontarians with Disabilities Act (AODA) or how to make accessibility a natural part of your business through the application of Corporate Social Responsibility, please contact Sandra Broekhof @ 416-503-1035 or sandra_broekhof@sympatico.ca or visit www.accessibilitycompliance.ca