This document discusses the Accessibility for Ontarians with Disabilities Act (AODA) and its implications for disability management and employment. It provides an overview of the requirements under the Customer Service Standard and Integrated Accessibility Standards Regulation. These include developing accessibility policies and plans, providing training to employees, and ensuring information and communications are accessible. The document also discusses developing an action plan to address challenges and leverage resources to meet the AODA's requirements. It promotes working with experts to audit workplaces and strategically implement the necessary changes to compliance.

2. Federated Press Workshop;
AODA, Human Rights and Disability
Management
JE Sleeth Sr Ergonomic & Inclusive Design
Consultant

3. The AODA; Disability Management
Demographics

4. Disabilities are rising; Why?

6. Why AODA IARS? People with Disabilities are not being
employed/disabled employees on LTD & no longer working;
are employable and skilled

7. Acquired & congenital disabilities;
what is it like?

8. What is a disability like relative to….

9. What is a disability like relative to….

10. What is a disability like relative to….

11. What is a disability like relative to….

12. What is a disability like relative to….

13. What is a disability like relative to….

14. What is a disability like relative to….

15. We are ALL Temporarily Able Bodied and
Able Minded

16. 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

17. Why do we have to worry about the
disabled?
Because we can ALL be disabled with
poor design

18. We can all be disabled by poor design

20. 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 made
How many customers not served or poorly
served?

21. Now add to this the 17-20% of N A population who
cannot access public transport to get to work?

22. 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

23. 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

24. 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

25. 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

26. Integrated Accessibility Standards Regulation
General Requirements
•
•
•
•
Accessibility policies and plans
Training
Procuring & acquiring goods, services or facilities
Self-serve kiosks

27. 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

28. 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

29. 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.

30. 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
1) What are the top three challenges for success in your
workplace now?
1) What are the top three resources required for success?
1) When to team with external experts? Who are the
experts?

31. JE Sleeth Publications

32. Recent compliance ready clients of OPC Inc.

33. We appreciate your attendance at this event
If you have any questions about this material or require an initial
meeting with our experts, an audit of your workplace or strategic
implementation;
Please contact us at AODA@optimalperformance.ca or or
j.sleeth@optimalperformance.ca
Our Blog is a resource;
optimalperformanceblog@WordPress.com