the accessibility for ontarian's with disabilities act for ontario; status update from opc
DESCRIPTION
The AODA Regulations are here to stay in Ontario. This means ALL employers in the province will become accessible by 2025. The AODA takes a very different approach than the ADA in the US whereby all employers and businesses must put in place policies, plans & procedures for working with employees, customers, visitors who have a disability including disabilities arising from the ageing process. JE Sleeth of Optimal Performance is one of the country's top experts in the fields of ergonomic & accessible design. This PP talk is from a recent national conference where Jane spoke on this topic.TRANSCRIPT
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Federated Press Workshop;AODA, Human Rights and Disability
ManagementJE Sleeth Sr Ergonomic & Inclusive Design
Consultant
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The AODA; Disability Management Demographics
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Disabilities are rising; Why?
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Why AODA IARS? People with Disabilities are not being employed/disabled employees on LTD & no longer working;
are employable and skilled
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Acquired & congenital disabilities; what is it like?
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What is a disability like relative to….
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What is a disability like relative to….
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What is a disability like relative to….
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What is a disability like relative to….
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What is a disability like relative to….
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What is a disability like relative to….
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What is a disability like relative to….
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We are ALL Temporarily Able Bodied and Able Minded
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Hearing loss of sensorineural origin (most common)
Hearing loss Normal hearing Mild hearing loss Moderate hearing loss
http://www.phonak.com/com/b2c/en/hearing/understanding_hearingloss/how_hearing_loss_sounds.html
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Why do we have to worry about the disabled?
Because we can ALL be disabled with poor design
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We can all be disabled by poor design
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So if able bodied/able-minded can be disabled by poor design what is the loss of productivity?
How many people just give up on use of the design?
How much in sales not madeHow many customers not served or poorly
served?
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Now add to this the 17-20% of N A population who cannot access public transport to get to work?
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Understanding the requirements of the AODA CSS and IASR
Specific and General Requirements in both the Customer Service Standard and the Integrated Accessibility Standards Regulation
Specific – identify what needs to be achieved
General – a way of guiding organizations on what they must achieve. General requirements do not stipulate how to achieve them
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CSS Requirements were & are;
• Policies, practices and procedures• Policies on personal assistive devices• Policy related to communicating with a person with a disability• Allow people with disabilities to be accompanied by their guide
dog or service animal• Allow people to be accompanied by a support person• Service or Facility Disruptions• Feedback Process• All employees or others trained AND educated
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CSS Training; important for service to external & internal customers
Purchase or develop training
Track who has been trained – mandatory to track
Larger organizations tend to use internal LMS for tracking and use an e-tool
If purchasing training make sure the provider can guarantee it meets compliance
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OPC AODA, Customer Service Training….
Variety of training solutions: E-learning tool On-site training Train-the-Trainer
Certificate of completion provided to all trainees Framed certificate provided to organizations when compliance
is achieved Raises awareness by public & client about organization’s
meeting AODA compliance requirements
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Integrated Accessibility Standards Regulation
General Requirements
• Accessibility policies and plans• Training • Procuring & acquiring goods, services or facilities• Self-serve kiosks
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Integrated Accessibility Standards Regulation Information and Communication Standard
• Accessible formats and communication supports• Accessible websites and web content• Educational and training resources• Emergency procedures, plans or public safety information• Accessible feedback processes• Educational libraries
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Integrated Accessibility Standards Regulation
Employment Standard
• Recruitment, assessment and selection• Employee Accommodation / Return to work (tie in is
critical now)• Performance management, career development,
redeployment
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Important features of IASR impacting Disability Management and Employment
Section 13: Providing emergency procedures, plans or public safety information in an accessible format or with appropriate communication supports – as soon as practicable and upon request.
Section 27: Providing individualized workplace emergency response information to employees who have a disability.
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Developing an Action Plan….
Consider these questions
1) Who will be tasked with this work? Must combine DM and Employment aspects of the AODA’s IASR
2) What are the top three challenges for success in your workplace now?
3) What are the top three resources required for success?
4) When to team with external experts? Who are the experts?
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JE Sleeth Publications
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Recent compliance ready clients of OPC Inc.
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