Oxfam Canada Accessibility Plan 2023-2028 Oxfam Canada is committed to providing a barrier-free environment for anyone who seeks to enter Oxfam Canada’s offices, interact with Oxfam Canada staff in Canada, or access our information and services. We are committed to making every reasonable effort to ensure that people with disabilities are treated with dignity and respect, and to providing people with disabilities with the same opportunities to access our services and opportunities for employment, retention and promotion. Oxfam Canada has established and will maintain policies, practices and procedures to support our commitment to the accessibility standards defined in the, Accessibility for Ontarians with Disabilities Act, 2005 – O. Reg. 429/07 and applies to all of Oxfam Canada’s operations in Canada. We are dedicated to accommodating people with disabilities who access Oxfam Canada services, who are employed or applying to work for Oxfam Canada, in a manner that respects their dignity and that is equitable in relation to the broader public. In order to do this, Oxfam Canada will establish, maintain and implement a multi-year accessibility plan to outline our strategy to prevent and remove barriers to accessibility and meet our requirements under the AODA. The plan will: 1. Identify what steps have been taken to improve accessibility at Oxfam Canada. 2. Outline our framework for addressing accessibility initiatives 3. Establish goals for specific improvements to accessibility. 4. Develop action plans for meeting our goals, in accordance with the deadlines set by the AODA. 5. Seek input and suggestions on the Accessibility Plan from the disability community. 6. Present Annual progress report to all staff As a progressive document, the multi-year accessibility plan will be reviewed at a minimum every 5 years, or as needed. It will report on progress being made on the implementation of the planned activities.
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Oxfam Canada Accessibility Plan 2023-2028 General Requirements Accessibility Requirement
Details of Requirement
Accessibility policy for employees and client service
Develop an accessibility policy that contains a statement of organizational commitment to provide accommodations for individuals with disabilities, including employees, interns, volunteers, tenants, contractors, and visitors.
Establishment of multi-year accessibility plan
Develop multi- year accessibility plan, including statement of organizational commitment
Action to be taken Develop policy and publicize.
Status Completed January 2012 Completed
Review and revise policy Finalize statement of Organizational Commitment Post policy on website, in accessible format and provide accessible feedback form with established process for dealing with feedback
Develop multi-year Accessibility Plan that outlines the goals and initiatives which further strengthen OCA’s dedication to fostering an inclusive and accessible environment for all individuals
Responsible Authority
Human Resources
May 2023
Completed October 2023
Completed March 2023
Human Resources
Completed October 2023
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General Requirements Accessibility Requirement
Details of Requirement
Action to be taken
Status
Responsible Authority
Ongoing
Training on AODA and the Ontario Human Rights Code
Public meetings / Events
Train all employees, interns, volunteers, and contract staff on both AODA and OHRC
Ensure that the meeting and/or event venue is fully accessible to all attendees, irrespective of their physical abilities.
Ensure AODA training is completed as part of new hire’s onboarding
Since January 2015 and ongoing as related to new hires
Human Resources
Completed/ Ongoing
Ensure OHRC training rolled out and completed by all staff, volunteers and September 2023 interns and ongoing as related to new hires At events/ meetings, provide materials in accessible format based on the unique needs of those attending public meetings and/or events as identified/requested.
Develop checklist document for event organizers.
Since January 2012 and ongoing as needed
Completed 2023
Department Directors/Event Organizers
Human Resources
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Employment Standard Accessibility Requirement
Recruitment, assessment and selection processes
Details of Requirement
Action to be Taken
Notification about accommodation availability for applicants with disabilities
Job postings and invitations to interviews to notify of availability of accommodation Provide appropriate accommodation when requested at any stage of the recruitment process Ensure careers page and all postings notify availability of accommodation Ensure individualized emergency evacuation plan is developed and provided for employees who self-identify Inform employees that accommodations are available
Provide suitable accommodation that considers the applicant's accessibility needs Notify the public regarding availability of accommodation
Workplace emergency response information
Documented individual accommodation plans
Develop workplace emergency plans for employees with disabilities
Inform employees that accommodations are available to assist in performing their duties
Individual accommodation plans are
Develop and share accommodation policy with staff
Status Ongoing since January 2016
Responsible Authority Human Resources
Ongoing since January 2016 Human Resources Completed and ongoing since January 2016
Ongoing since January 2012
Human Resources
Ongoing since January 2016 Completed August 2022
Review policy, update as needed and share with staff
Ongoing – bi-yearly
Develop individual accommodation plans with
Ongoing Since January
Human Resources
Human Resources
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Employment Standard Accessibility Requirement
Status
Responsible Authority
employee to address accessibility needs when requested
2016
Document individual accommodation plans
As required since January 2016
Human Resources
Details of Requirement
Action to be Taken
in a format that considers the employee's accessibility needs due to disability Individual accommodation plans are documented. Ensure return to work process is in compliance with legislation and individual restrictions
Performance management process
Performance management considers the employee’s accessibility needs
Career development and advancement
Career development, retention and succession planning considers the employee’s accessibility needs
Develop an individualized return to work plan based on restrictions, accommodation needs and compliance requirements Provide guidance to management on how to ensure accessibility needs are considered in the performance management process Provide guidance to management on how to ensure accessibility needs are considered in career development, retention and succession planning
Completed and ongoing as needed Human Resources Since January 2016
As required and ongoing
Human Resources
As required and ongoing
Human Resources
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Customer Service Standard Accessibility Requirement Develop Feedback Form
Accessible Forms
Details of Requirement Establishment of feedback form and process and response procedure Documents and information to be available a person with a disability in an accessible format and/or with communication support Building accessibility regulations are met and kept updated to comply with the standards.
Building Accessibility
All levels of the building to be accessible Gather input from staff members on existing and perceived accessibility needs Identify accessibility gaps in physical work space
Action to be Taken
Status
Responsible Authority
Create and make available a feedback form and response procedure
Completed January 2012, update as needed
Human Resources
Create and make available documents and information in an accessible format on request to a person with a disability
As requested since January 2016
Communications
Ensure building accessibility standards are reviewed regularly and changes are made as needed to comply with updated standards Install a chair lift to provide access to the upper floor.
Ongoing Previously met standards but further updates needed 2024 Completed June 2009
Conduct Quarterly inspection of chair lift Conduct annual accessibility survey with all staff members to gather their input. Complete a comprehensive facility audit to identify any existing gaps
Ongoing since 2009
Finance and Operations
Finance and Operations
Completed 2022 and ongoing
Finance and Operations
2024 and Ongoing
Finance and Operations
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Information and Communications Standard Accessibility Requirement
Details of Requirement
Feedback Process
Established accessible feedback processes
Accessible formats and communication support
Ensure availability of accessible formats and communication supports
Accessible websites and web content
Ensure all new and refreshed Internet websites and web content on those sites conform with WCAG 2.0 level A
All Internet website and web content conform with WCAG 2.0 level AA
Action to be Taken Ensure accessible feedback processes are in place, including digital processes Make accessible formats and communication supports available upon request Engage consultants who are specialized in accessible websites designs to ensure all new and refreshed Internet websites and web content on those sites conform with WCAG 2.0 level A Monitor all new content on Internet website and web content to ensure it conforms with WCAG 2.0 level AA
Status
Responsible Authority
Completed Human Resources Since January 2015
As required Communications Since January 2016
Completed January 2021 Oxfam Canada site is developed to meet Level 1 and Level 2 (where applicable) Completed March 2023 Ongoing monitoring of new content
Communications
Communications
Review and Update This document was reviewed and updated on October 2023
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