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The Sustainability of Accessibility
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As we mark the tenth anniversary of the Accessibility for Ontarians with Disabilities Act (AODA), we commemorate the provincial government's renewed dedication to crackdown on organizations not complying with AODA. As a result, businesses must ensure their adherence to regulations that came into effect on January 1, 2015, as follows:
- Large (50 or more employees), private sector employers to provide training on the Integrated Accessibility Standard (IAS).
- Large private sector employers to develop processes for receiving and responding to feedback accessible to persons with disabilities (PWDs).
- Small (at least one employee), private sector employers to consider accessibility for PWDs when designing or procuring self-service kiosks.
- Small, private sector employers to develop, implement and maintain policies that specify how they will achieve accessibility through the application of the IAS.
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Why should businesses and employers comply with AODA?
Apart from the financial repercussions of violating AODA, ensuring accessibility to PWDs has widespread, long-term benefits, including:
- Improved corporate image and reputation: An accessible organization presents itself as an all-inclusive, socially-responsible business, which will positively influence the public's opinion.
- Access to untapped labour market and consumer market: Many qualified PWDs who possess a post-secondary degree, or higher education, find great difficulty in securing employment. Moreover, PWDs have significant spending power. It's estimated that in the next 20 years, PWDs will represent 40% of total income in Ontario1.
- Increased retention rate and consumer loyalty: Not only do employees with disabilities remain at an organization for longer, decreasing the turnover rate2, they also have unique capabilities that make them more efficient workers. Furthermore, businesses that employ PWDs are viewed more favourably by the public3 and are preferred over their non-inclusive competitors.
Want to increase diversity in your workplace? Contact one of our Business Development Officers to learn how we can help you provide valuable employment opportunities to new graduates with disabilities (GWDs) through our paid internship programs.
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Sources:
1 Ministry of Economic Development, Employment and Infrastructure. "Understanding Accessibility." Ministry of Economic Development, Employment and Infrastructure. n.d. http://goo.gl/0tWqQb (accessed May 22, 2015).
2 Panel on Labour Market Opportunities for Persons with Disabilities. "Rethinking DisAbility in the Private Sector." Employment and Social Development Canada. August 5, 2013. http://goo.gl/ZJF3Zv (accessed May 26, 2015).
3 Siperstein, Gary N., Neil Romano, Amanda Mohler, and Robin Parker. "A national survey of consumer attitudes towards companies that hire people with disabilities." Journal of Vocational Rehabilitation 24, July 2006: 7. http://goo.gl/Hv9FKp (accessed May 26, 2015).
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The information provided in this newsletter and on www.careeredge.ca is not intended to provide or replace legal advice. The facts of your employment practices are important and may affect how the law applies. Therefore, general statements of law and comments made in materials on this website or information accessed through links on this website to other resources should not be considered a substitute for getting specific legal advice on your particular employment situation from a qualified lawyer.
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