Accessibility for Ontarians with Disabilities Act (AODA)
Intent
This (2014) to (2021) accessibility plan outlines the policies and actions that Universities Canada will put in place to improve opportunities for people with disabilities in accordance with the requirements communicated under the Integrated Accessibility Standards, Ontario Regulation 191/11.
Statement of commitment
Universities Canada believes in equal opportunity and is committed to providing a barrier-free environment that allows all people to maintain their independence and dignity. As an organization, we respect and uphold the requirements set forth under the Accessibility for Ontarians with Disabilities Act (2005) and its associated Regulations and strive to meet the needs of individuals with disabilities in a timely and effective manner.
Multi-year accessibility plan
Section 3: Establishment of accessibility policies
Universities Canada has created an accessible customer service policy that sets out practices and procedures with respect to accessible customer service and that addresses various matters, including communication with individuals with disabilities, assistive devices, support persons and service animals.
Required legislative compliance: January 2014
Status: Completed
Section 4: Multi-year accessibility plan
Universities Canada has established, implemented and maintained a multi-year accessibility plan which has been posted the on website. An accessible format can be provided, upon request.
Required legislative compliance: January 2014
Status: Completed
Section 7: Training
Universities Canada ensures that training on the IASR and the Human Rights Code as it pertains to persons with disabilities is provided to new employees, volunteers, and others who provide goods, services or facilities on behalf of the organization.
AODA training will be provided to all new employees in conjunction with the on-boarding orientation program.
AODA training will also be provided to other staff as required.
The names and dates training was provided is documented.
Required legislative compliance: January 1, 2015
Status: Completed
Section 8: Accessibility compliance reporting tool to file report online
Universities Canada has registered and reported progress on-line with the Accessibility Directorate of Ontario.
Required legislative compliance: Last filing December 2017
Status: Completed
Section 11: Feedback process, accessible formats
Universities Canada has ensured the feedback process is accessible in multiple formats, such as telephone, email, mail and in person. Information on how to provide feedback is included in the AODA policy and employee training materials.
Required legislative compliance: January 1, 2015
Status: Completed
Section 12: Accessible formats and communications supports
Upon request, Universities Canada will make all information publicly available, available in accessible format in a timely manner and in consultation with the person making the request. Universities Canada will provide or arrange accessible formats and communication support that take into account the person’s accessibility needs and at an expense that is no more than the regular expense incurred.
For all conferences, registration forms will include a section for people with disabilities to request accommodations.
Notification in our reception area advises the public about the availability of accessible formats and communications support.
Required Legislative Compliance: January 1, 2016.
Status: Completed
Section 14: Accessible website and web content
Universities Canada has made our websites and content conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG 2.0, Level A).
Any new websites or web content after January 1, 2014 will meet the WCAG 2.0 Level A and all internet websites and web content must conform with WCAG 2.0 Level AA by January 1, 2021 in accordance with the schedule set out in the AODA Integrated Accessibility Standards.
Universities Canada will consider when possible AODA compliance when selecting technology vendors for new websites and development initiatives.
Universities Canada will consider AODA compliance when planning corporate wide projects and considering technology aspects.
Required Legislative Compliance: January 1, 2014 –WCAG 2.0
Status: Completed
Level A – new websites and web content January 1, 2021 – WCAG 2.0 Level AA – all websites and web content, except for exclusions set out in IASR
Status: Completed
Employment standards
Section 22, 23, 24: Recruitment, assessment or selection process
Universities Canada is committed to fair and accessible employment practices and process that will attract and retain employees with disabilities through all the phases of the employment cycle.
Universities Canada has taken the following steps to notify the public and staff that, when requested, accommodations can be made throughout the recruitment cycle:
All job postings contain information on how to notify Human Resources if accessible formats or communication support is required.
Upon request, we will provide accommodation in relation to the materials or processes used during the recruitment cycle.
The successful candidate will be notified of Universities Canada’s policies for accommodating employees with disabilities at the time the offer of employment is extended.
Required legislative compliance: January 1, 2016
Status: Completed
Section 25 & 26: Informing employees of supports and accessible formats and communication supports
Universities Canada will inform employees of the organization’s policies used to support employees with disabilities, including, policies on the provision of job accommodations that take into account an employee’s accessibility needs including, but not limited to, those due to disability.
Universities Canada will provide information required to new employees as soon as practicable after they begin their employment.
Universities Canada will provide updated information to employees whenever there is a change to existing policies regarding job accommodation.
Upon request, Universities Canada will consult with employees with disabilities to determine which accessible formats or communication supports they require to perform their job and to consume information that is generally available to employees in the workplace.
Required legislative compliance: January 1, 2016
Status: Completed
Section 27: Emergency preparedness
Universities Canada will provide individualized workplace emergency response information to employees who have a disability.
Required legislative compliance: January 1, 2016
Status: Completed
Section 28 & 29: Documented individual accommodation plans and return to work
Universities Canada is committed to developing and implementing individual accommodation plans and return-to-work policies for employees that have been absent due to disability.
Universities Canada develops and facilitates a return-to-work process for employees who have been absent from work and require disability-related accommodations. This includes steps that Universities Canada takes to facilitate the return to work process and uses the documented individual accommodation plan.
Annually, email all staff requesting they inform Human Resources should they require an individualized emergency response plan.
Required legislative compliance: January 1, 2016
Status: Completed
Section 30, 31 & 32: Performance management, career development and advancement, and redeployment
When necessary, Universities Canada will review and modify existing performance management, career development and redeployment processes to ensure that the accessibility needs and individual accommodation plans of the employees with disabilities are taken into account.
Universities Canada will develop and provide appropriate training to managers and other employees responsible for supporting or impacting performance management, career development and advancement, and redeployment processes, and training that will ensure compliance with the processes on a continuous basis.
Universities Canada will review the orientation checklist to ensure the accessibility needs of an employee with disabilities are considered when an employee moves internally to a new role.
Required legislative compliance: January 1, 2016
Status: Completed
Review and update
