1. The RISE Up Report
Human Rights,Human Rights, InclusionInclusion and
AccessibilityAccessibility Practices at Goodwill
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2. – Outline the current climate of human rights, inclusion
and accessibility at Goodwill.
– Outline the gaps in our current accessibility practices.
– Outline the recommendations proposed by the Task
Force.
This presentation is designed to provide a summary.
Please see The RISE Up Report for further details.
Presentation Purpose
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3. What is ‘The RISE Up Report’?
• The RISE Up Report summarizes work done by the Task
Force and provides the path to follow to become an
industry leader in accessible employment practices.
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4. Goodwill is on the RISE:
•Respect guides our interactions with one another, our donors,
customers, and partners. It models what we expect in return.
•Inclusion has no boundaries. We will appreciate the needs and
abilities of each individual.
•Service is our priority. We will provide excellent service to our
donors, shoppers, clients, and employees to fulfill our mission.
•Excellence is paramount. We achieve excellence through
innovation, learning and agility as a social enterprise.
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5. The Workforce Integration Team - Outcomes:
• Gain a picture of Goodwill’s current practices as they relate to
individuals with disabilities and differences.
• Identify and address current service gaps by designing a strategy to
address human rights, accessibility and inclusion gaps.
• Establish in-house experts and work towards the creation of a Best
Practices guide.
• Create a learning environment by establishing administrative and
operational supports (Recommendations).
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6. SWOT Analysis Results
• Strengths: Mission, growth potential, and diverse and
knowledgeable staff.
• Weaknesses: Store and site accessibility, training
and recruitment practices, and priorities.
• Opportunities: Union partnership, training, business
practices and partnership opportunities.
• Threats: Finances/ economic climate, production
standards, and liability/noncompliance.
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7. Staff Survey Results
• 60% survey respondents indicated that they were open to
learning opportunities that foster an inclusive workplace.
• 50% survey respondents indicated that Goodwill does not
provide enough support to meet accessibility expectations.
• 50% survey respondents indicated that the current
orientation process needs to be revised.
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8. Staff Survey Results, continued
• 90% survey respondents indicated that
individuals with special and changing
needs are an asset to the organization.
• 50% survey respondents indicated that they
have experienced situations where they had to
intervene due to issues of human rights.
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9. Infrastructures to Address Gaps:
• At minimum 25% of our workforce should be individuals with disabilities
and/or differences. [Percentage subject to change pending research into existing statistics]
• Fear and resistance to change cannot be a justification for failing to create
and implement accessible employment and recruitment practices at
Goodwill.
• Inclusion of accessibility criteria in managers’ performance reviews. These
criteria would provide balance between inclusion and existing emphasis on
production, quotas and the bottom line.
• Prioritize inclusion and accessibility when writing policies and making
decisions.
• Interdepartmental collaboration and communication.
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10. Recommendations
• Site Accessibility & OptimizationSite Accessibility & Optimization:
– Each location to undergo accessibility audit
– Implement accessibility audit recommendations with
priority determined based on cost, largest audience
affected and liability.
– Customer Service Ambassadors should be made
available at all stores
– Communicate available accessibility features to
stakeholders.
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11. Recommendations
• Staff TrainingStaff Training::
– Create a standardized training package including a
curriculum for all staff.
– Make all training materials accessible in multiple
formats.
– All new hires and existing staff to complete AODA
training, Human Rights and Employment Standards.
– Provide knowledge and sensitivity training to all
employees and volunteers.
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12. Recommendations
• Recruitment & Retention of Talent:Recruitment & Retention of Talent:
– Managers to offer/ complete an accommodation plan
when a disability is disclosed.
– Educate managers and staff on relation between
accessibility and Collective Bargaining Agreement.
– Cover a more diverse variety of health professionals
under benefits package.
– Partner with reputable disability related organizations
to increase sustainable service
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13. Recommendations
• Organization-Wide Priorities:Organization-Wide Priorities:
– Promote Goodwill’s services and
Mission through marketing
and communications in various
accessible formats.
– Incorporate Workforce Integration and accessibility
compliance into managerial performance evaluations.
– Workforce Integration to be considered when any new
programs, policies and procedures are being
undertaken.
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14. Recommendations
• Policies & Procedures:Policies & Procedures:
– Make available all Goodwill resources in an accessible
format or with appropriate communication support.
– Every employee should be able to receive
individualized accommodation plan including
workplace accommodations and
emergency response plan.
– Complete an accessibility audit on
all current policies, procedures and
working documents.
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15. Conclusion
• The RISE Up Report forms the foundation for achievingThe RISE Up Report forms the foundation for achieving
large-scale changes in Workforce Integration.large-scale changes in Workforce Integration.
• The report was created to guide and support Executive inThe report was created to guide and support Executive in
the process of implementation.the process of implementation.
• An implementation task force should be created to carryAn implementation task force should be created to carry
out the recommendations and ensure sustainability.out the recommendations and ensure sustainability.
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16. Questions?
Thoughts?
Ideas?
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