The following policy has been established by Influence Marketing to govern the provision of services with Regulation 191/11, “Integrated Accessibility Standards” (“Regulation”) under the Accessibility for Ontarians with Disabilities Act, 2005.
These standards are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment.
Influence Marketing is governed by this policy as well as the Accessibility Standards for Customer Service Policy and the Accessibility for Ontarians with Disabilities Act, 2005 in meeting the accessibility needs of persons with disabilities.
Statement of Commitment
Influence Marketing is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of persons with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
This policy will be implemented in accordance with the time frames established by the Regulation.
Influence Marketing will develop, maintain and document an Accessibility Plan outlining the company’s strategy to prevent and remove barriers from its workplace and to improve opportunities for persons with disabilities.
The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s website. Upon request, Influence Marketing will provide a copy of the Accessibility Plan in an accessible format.
Accessible Emergency Information
Influence Marketing is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will provide employees with disabilities with individualized emergency response information when necessary.
Training Employees and Volunteers
Influence Marketing will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
all its employees and volunteers;
all persons who participate in developing Influence Marketing’s policies; and,
all other persons who provide goods, services or facilities on behalf of the company
The training will be appropriate to the duties of the employees, volunteers and other persons.
Employees will be trained when changes are made to the accessibility policy. New employees will be trained upon the Human Resources on Boarding Process; and New Hire Orientation (30 days after on boarding process).
Influence Marketing will keep a record of the training it provides.
INFORMATION AND COMMUNICATIONS STANDARDS
Influence Marketing will continue to ensure that its process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports
Upon request, Influence Marketing will provide, or will arrange for the provision of accessible formats and communication supports for persons with disabilities in a timely manner that takes into account the person’s accessibility needs due to disability.
Influence Marketing will consult with the person making the request in determining the suitability of an accessible format or communication support.
Influence Marketing will also notify the public about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
Influence Marketing will ensure that our Internet websites, including web content, conform to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.
Influence Marketing is committed to fair and accessible employment practices. We will take the following steps to notify the public and staff that, when requested Influence Marketing will accommodate people with disabilities during the recruitment and assessment processes and when people are hired.
● Review of all recruitment mechanisms for posting Influence Marketing positions (website, campus posting)
● Review of recruitment process (tests, assessment, rooms) to ensure barriers may be removed or accessible features provided, in accordance with AODA
● Incorporate language on postings to make applicants (internal/external) aware that in accordance with AODA accommodation is available
● Training Talent Manager on how to engage in conversations to solicit and handle accommodation requests, in accordance with AODA
● Ensure the required changes are made prior to January 1, 2016
Influence Marketing will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability.
● Review current accommodation processes
● Develop and operationalize a standard process for the development of individualized accommodation plans; in accordance with AODA
● Review current return-to-work policy
● Update and document return to work process based on gaps and compliance requirements
● Ensure the required changes are made prior to January 1, 2017
We will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account if Influence Marketing is using….
a. Performance management,
● Assess current performance reviews to ensure accessibility features are incorporated
● Ensure updated/new performance management processes to incorporate accessibility features
● Ensure training/communication to managers to provide awareness of the changes made
b. Career development
● Review current career development program and materials
● Ensure all future developed training and material is developed with accessibility alternatives in mind
● Ensure promotion criteria, practices and processes take into account individual accommodation needs and plan in accordance with AODA
c. Transfer and redeployment processes
● Review current transfer and redeployment practices and processes to ensure accessibility features are incorporated
● Update current practices and processes to ensure accessibility
● Teach hiring managers to ensure redeployment efforts/activities take into account the employee’s accommodation needs
Questions about this policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If anyone has a question about the policy, or if the purpose of a policy is not understood, an explanation will be provided by:
Anita Jelinek, Director of Operations
1 866-463-4353 ext. 221