Dans quelle mesure votre entreprise est-elle inclusive pour les personnes handicapées?
Pensez à votre environnement actuel, à la structure de votre équipe, à vos fonctions et à votre culture. Sont-ils accessibles et inclusifs? Une personne handicapée pourrait-elle facilement commencer à travailler dans votre entreprise demain?
La Loi de 2005 sur l’accessibilité pour les personnes handicapées de l’Ontario (LAPHO), fournit de l’information sur la façon de rendre les milieux de travail plus inclusifs.
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.
Assurez-vous que votre lieu de travail est accessible aux personnes handicapées.
Ce qui comprend les éléments suivants :
Elles peuvent comprendre :
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.
Assurez-vous d’instaurer une procédure pour guider les employés sur la façon de demander des mesures d’adaptation qui leur permettront d’effectuer leurs tâches.
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.
Tenez compte des clients handicapés dans la conception de vos produits et 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.
La création d’un milieu de travail inclusif permettra à une équipe diversifiée d’employés de prospérer, ce qui comporte de nombreux avantages pour votre entreprise.