1. Inclusive Design
Ontario Human Rights
Commission

2. What is inclusive design?
• Taking into account differences
among individuals and groups when
designing something to avoid
creating barriers
• Inclusive design can apply to
systems, facilities, programs,
policies, services, curricula, etc.

3. The Case Law
Human rights case law and policy require
inclusive design
In Meoirin, the Supreme Court said:
 Employers designing workplace standards owe an obligation to
be aware of both the differences between individuals and
differences that characterize groups of individuals. They must
build conceptions of equality into workplace standards. By
enacting human rights statutes and providing that they are
applicable to the workplace, the legislatures have determined
that the standards governing the performance of work should be
designed to reflect all members of society, in so far as this is
reasonably possible. [at 38]

4. A natural extension of
accommodation
Inclusive design a natural extension of
accommodation
Helps to prevent need for accommodation
For example, instead of accommodating
individuals who need enhanced options,
equipment could be targeted for purchase
that anticipates varied needs for future

5. Why?
Inclusive design signals to everyone that
discrimination will not be tolerated within an
organization
Employers may be found to discriminate when
they fail to design organizations, policies and
programs inclusively, permit barriers, or fail to
remove existing barriers
Inclusive design can help prevent human rights
complaints against an organization from the
outset

6. Barriers
 Physical
 Attitudes
 Systemic
⇒ stereotypes,
attitudes
⇒ policies or
practices
that block
out people
… because of
disability, age,
having children,
pregnancy or
breastfeeding, or
certain religious
beliefs

7. Examples of barriers
• Rules or requirements
• holding meetings
• sharing information
• Employment conditions
• Dress codes
• Shared meals

8. Inclusive Design Reviews
Inclusive design reviews are a standard
tool used in human rights organizational
change
They are research projects that identify
barriers to equitable participation for
persons who identify with various Code
grounds and recommend possible
systemic solutions

9. How can organizations use
inclusive design reviews?
Inclusive design reviews can be used to:
Address human rights concerns
Foster human rights organizational change
track the effectiveness of organizational
change

10. Inclusive design reviews
The more specific the focus the more
manageable and detailed the review
Grounds
Race – Black, Aboriginal, Chinese, etc.
Religion – Christian, Catholic, evangelical,
Jewish, Muslim, etc.
Disability – mental health, wheel chair,
sight, hearing, etc.

11. Inclusive design reviews
The more specific the focus the easier is
the review
Social areas
Employment – recruitment, selection,
promotion, holidays, uniform etc.
Services – policing, information sharing,
community relations etc.

12. How to do
A research project:
Clarify parameters
Bring together expertise and sensitivity to:
human rights
group experience
Organizational systems, facilities, and attitudes

13. How to do
process:
human rights policies and case law –
literature review
Perceptions of group – focus groups, surveys,
interviews
Expertise of organizational staff – focus
groups, surveys, interviews
Multi-stakeholder committee

14. How to do
Look at:
Policies and procedures
Practices (formal and informal)
Organizational culture and subcultures
Numeric outcomes
Collect data
Physical structures

15. Considerations
Can be designed to different degrees of
complexity and precision
Resources may dictate degree
Outside expertise
Academics
Consultants
Other organizations