How inclusive is your business for people with disabilities?
Think about your current environment, team structure, roles and culture. Are they accessible and inclusive? Could a person with a disability easily start work in your business tomorrow?
The Accessibility for Ontarians with Disabilities Act (AODA), 2005 provides information about how to make workplaces more inclusive.
Develop a written plan or strategy to demonstrate your commitment to access and inclusion. It should cover potential employees, employees and customers/clients.
This commitment could also be affirmed by the wording in your mission statement, organizational policies and/or job descriptions.
Ensure your workplace is accessible for people with disabilities.
This includes:
Non-physical considerations could include:
Does your IT team have knowledge about accessible technology?
All software, hardware and essential internal technology tools and systems should be accessible for employees with disabilities.
Ensure you have a procedure to guide employees on how to request adjustments to enable them to perform their jobs.
Your website and digital communications should be accessible for people who are vision impaired and/or use screen readers. Don’t use coloured text over a similar coloured background. Make sure copy is as clear as possible, such as dark text over light coloured background or white text over heavy or dark coloured backgrounds. A 12-point font is a good minimum for all printed communications too. i.e. font type, colours, use of images.
All external content should feature appropriate and inclusive language and images of people with disabilities.
Consider customers/clients with disability in the design of your products/services.
Make your application process (including online applications), accessible and consider if the interview process is accessible and adaptable.
Actively encourage job applications from people with disabilities and ensure job advertisements and materials are available in alternative formats.
Ensure your recruitment team/partner receives training on inclusive and accessible recruitment practices.
Orientation and induction programs should be accessible and adaptable for all abilities.
Ensure a clear and simple process for hiring managers to request workplace modifications for new employees.
Provide training, resources and ongoing support for hiring managers/supervisors to help them support employees with disabilities with their everyday roles and career development.
Consider inclusion and access when making procurement and purchasing decisions.
Make a commitment to diverse supplier engagement, including outreach to supplier/partner businesses that are owned or staffed by people with disabilities.
Creating an inclusive workplace will enable a diverse team of employees to thrive, which has many benefits for your business.
