What do companies have to do  to meet compliance regulations?

l  Make accessibility a natural part of your business

l  Provide leadership, guidance and support to all parts of the company to ensure compliance with the Accessibility Standards for Customer Service Regulation and work toward compliance with the Integrated Accessibility Standard

l  Develop and implement the Accessibility Leadership and Compliance Strategy.  The establishment of an Accessibility Leadership Committee is best practice.  This committee would guide the development of a multi-year plan as well as annual revisions and updates to ensure that it meets the requirements of the AODA and the needs of customers

l  Leverage Accessibility with other related Issues (e.g., Corporate Social Responsibility)

l  Continuous consultation with key stakeholders is important for success. 

l  Develop a partnership with the Accessibility Directorate of Ontario.  It is the commitment of the Directorate to aid in the compliance of all companies across Ontario

l  Create Policy (Accessibility Customer Service and Multi Year Accessibility Plan)

l  Establish accessibility policies is best met by a consistent approach, so that the company’s messages and intention to provide high quality, accessible customer service is consistently shared with and applied to the all customers.

The strategy will inspire managers and employees to consider accessibility in everything they do. It will also help the company become a leader in accessibility and create a more a diverse and inclusive workforce.

What can your business do to ensure compliance with all standards of the AODA?

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 

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.

·       

4     7.2% 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

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