Under the AODA, public-sector organizations must complete accessibility reports every two (2) years. Similarly, private-sector organizations with twenty to forty-nine (20-49) workers, or fifty (50) or more workers, must complete accessibility reports every three (3) years. The next accessibility reports for organizations in both the public and private sectors are due on December 31st, 2023. Therefore, organizations should have the knowledge they need to complete their reports, this time next year. In the coming year, organizations can gain this knowledge by assessing how compliant they are with AODA standards. Moreover, organizations can use this assessment to improve the accessibility of their services. In this article, we will outline ways of assessing and improving AODA compliance in employment.
Assessing and Improving AODA Compliance in Employment
All public-sector organizations, and private-sector organizations with fifty (50) or more workers, need to report on their compliance with the AODA’s Employment Standards. However, organizations of all sizes need to comply with these standards. For instance, organizations need to:
- Make the hiring process accessible
- Provide accessible workplace information to workers with disabilities
- create individualized workplace emergency response plans for all workers with disabilities
- Make workplace performance management, career advancement, and redeployment processes accessible
Furthermore, organizations with fifty (50) or more workers must develop processes for creating:
- Individual accommodation plans for workers who disclose disabilities
- Return to work plans for workers who have been absent due to disability
How to Assess AODA Compliance in Employment
Organizations can assess their AODA compliance by requesting anonymous feedback about the accessibility of their employment practices. For instance, organizations could request anonymous feedback from anyone with a disability who has:
- Considered applying for a position but found the process inaccessible
- Requested accommodations for:
- Application processes
- Interviews
- On-boarding, job training, or employment
- Performance management
- Career advancement
- Redeployment
- Returned to work with a disability
- Disclosed a disability while already employed
Applicants and workers describing their positive or negative experiences can help staff recognize what they should or should not do to welcome and support applicants and workers. For example, potential applicants may report that an online application process did not work with their accessible hardware or software. However, these applicants could also describe staff who worked with them to find an alternative way to apply. In contrast, other applicants could state that staff refused to provide accommodations they requested, such as:
- Accessible interview locations
- Remote work
- Changes to scheduling or work stations
- Accessible information or communications, such as:
- Company-wide messages and work manuals in accessible digital formats
- Sign language interpretation or captions for meetings
An organization receiving mostly negative feedback is likely not compliant with the AODA. As a result, the organization will need to make changes, which could include:
- Ensuring that their websites comply with Web Content Accessibility Guidelines (WCAG)
- Updating their individual accommodation and return-to-work processes
- Developing emergency response plans for workers who need them
- Improving their AODA training, so that staff recognize the requirement to accommodate
Accessibility Consulting
In addition, organizations could enter short-term or on-going contracts to consult with people who have disabilities. Alternatively, organizations could request the services of professional organizations that specialize in assessing accessibility. In either case, an accessibility assessor with lived experience of disability could:
- Observe and give feedback on the quality of AODA training
- Teach staff about different types of accommodations and how to provide them
- Comment on the content and accessibility of documents, such as:
- Statements of willingness to accommodate applicants with disabilities
- Templates for emergency response plans
- Accommodation and return-to-work processes
Moreover, consultants could also help organizations find resources to support them in strengthening their policies and services.
Improving AODA Compliance in Employment
Even if organizations are fully compliant, they can still make changes to their policies and services to enhance accessibility. For instance, they can provide AODA training that focuses on making employment accessible. Supervisors and human resources personnel could receive this training and learn about:
- Harmful myths limiting the opportunities of workers with disabilities
- Interacting with colleagues who have disabilities, including colleagues who use:
- Providing accommodations, including:
- Communication supports and devices
- Information in accessible formats
This training could create a workplace culture that welcomes the contributions and diversity of colleagues with disabilities.
Furthermore, organizations can proactively recruit applicants with disabilities, through partnerships with organizations supporting these job-seekers. In addition, organizations can make their policy statements on accommodation more thorough and specific. For instance, policy statements can list examples of accommodations the organization is prepared to provide, and invite people to request any other accommodation they need.
Organizations willing to accommodate can welcome new workers with disabilities, and retain workers who gain disabilities during their careers.