2020 Manitoba Access Awareness Week Webinar Accessibility in
2020 Manitoba Access Awareness Week Webinar Accessibility in the Workplace During COVID-19. . . . . John Wyndels, Senior Policy Analyst, Disabilities Issues Office June 18, 2020
Today’s Presentation • Brief overview of The Accessibility for Manitobans Act (AMA) • Accessing good and services during COVID-19 • Accessible Employment during COVID-19 • More about the Accessibility Standard for Employment
The Accessibility for Manitobans Act AMA became law in 2013 Main Goals: • identify, prevent, and remove barriers to participation • make significant progress towards achieving accessibility by 2023 3
Barriers to Participation … may be structural … may affect information & communication … may be affected by technology … may be systemic when they are a result of policies and common practices Attitudes can be the greatest barrier of all 4
Accessibility Legislation in Canada • 2005: The Accessibility for Ontarians with Disabilities Act • 2017: The Accessibility Act (of Nova Scotia) • 2019: Government of Canada passed the Accessible Canada Act 5
Accessibility Standard Progress • Customer Service (November 2015) • Employment (enacted May 1, 2019) • Information and Communications • Transportation • Design of Public Spaces
Accessing Goods and Services During COVID-19
Navigating COVID-19 for Persons with Disabilities Challenges are • Social distancing • Social isolation • Disruption to routine by the temporary closure of facilities • Logistical challenges for people with disabilities, families and friends
Provide Barrier-Free Access to Goods and Services Tips to consider during COVID-19 • Give priority to people who need accommodations • Designate hours for persons with disabilities and other who require assistance • Offer hand sanitizer, or masks and gloves and recover costs
Meet Communication Needs of Customers and Clients Tips to consider during COVID-19 • Keep signs and messages simple and easy to understand • Use easy-to-read fonts, color contrast and white space • Maintain a phone line – not everyone uses a computer
Welcome Support Persons and Service Animals Tips to consider during COVID-19 • Allow a support person or family member to pick-up goods or sign for a client with a disability • Allow the support person to accompany a client when one individual is typically allowed • Make allowances for people with guide dogs being retrained to maintain two meters distance
Welcome the Use of Assistive Devices Tips to consider during COVID-19 • Ensure there is space to move freely with an assistive device, such as a walker • If there are line-ups, offer seating and a place holder for persons with a disability • Masks create barriers for people who communicate in part by reading lips. Keep paper and pens on handy
Invite Feedback Tips to consider during COVID-19 • Trust customers for the best advice on how to minimize barriers during COVID-19 • Invite feedback in multiple ways – on posters, websites, or ask clients directly
Train Staff Tips to consider during COVID-19 • Attitude is the greatest barrier of all. Creating a respectful culture fosters greater accessibility • Every organization and business is unique. Recognize potential barriers and determine the right solutions • Visit Accessibility. MB. ca for free online training
Accessible Employment During COVID-19
Accessible Employment Standard • Enacted on May 1, 2019 • Second standard under the AMA • Aims to remove and prevent barriers that affect current and potential members of Manitoba’s labour force • Calls on all employers (with one or more employees) to have measures, policies and practices to provide reasonable accommodations for employees and applicants 16
Accessible Employment Standard (continued…) • Builds on existing requirements of Manitoba’s Human Rights Code • Helps organizations hire, support and keep employees • Applies to all paid employees: – full-time, part-time, apprentices, seasonal 17
Safety Comes First! To ensure the safety of employees with disabilities, all employers must comply by May 1, 2020, with the following two requirements: 1. Workplace Emergency Response Information Create emergency response information to help employees with disabilities stay safe during emergencies 2. Workplace Emergency Assistance Ask employees who require assistance during an emergency for permission to share information with individuals who agree to help (See Workplace Emergency Response Toolkit for details) 18
Consider the Accessibility Needs of Your Employees As we return to work during COVID-19 Ø Ask whether employees have accessibility or disability concerns and consult with them on how to address these concerns
Reasonable Accommodation Means adjusting a rule, a policy or a physical space to allow changes to the ways we usually do things. Employers must establish and implement measures, policies, and practices to reasonably accommodate employees disabled by barriers in the workplace 20
An accommodation is reasonable if it’s… a) Required for applicants to access materials / activities used in the assessment / selection process; OR b) Required for employees to perform their employment responsibilities or access their benefits Without causing undue hardship to the employer
Focus on barriers, not disabilities Examples during COVID-19: Asthma, a compromised immune system and extreme anxiety 22
Information About COVID-19 and the Workplace SAFE Work Manitoba has created a comprehensive toolkit and resources Ø Working Safely from Home Ø Industry Specific COVID-19 Information
Accessible Employment Standard Timelines For deadlines for all other requirements, other than workplace emergency response information) the following compliance deadlines apply: • Manitoba government: May 2020 • Public sector organizations: May 2021 • Private sector, non-profit organizations and small municipalities: May 2022 24
Recruitment • Inform applicants that reasonable accommodations are available on request • Offer and provide reasonable accommodations to individuals participating in the selection process 25
Recruitment – Tips • Remember that candidates with disabilities usually know which accommodations will be most suitable for them • Conduct the interview in an accessible location • Make the format of assessment tests accessible to people with disabilities Example: Computerized tests are accessible to people who use screen readers 26
Hiring • Notify new hires about the organization's policies for accommodating employees in the workplace. 27
Keeping Employees Informed • Employers must provide information about their accommodation policies and provide updates when those policies change, for instance: - During employee orientation - In a staff meeting - With an Employee bulletin Employees may request information in a format that best meets their accessibility needs 28
Individualized Accommodation Plans An employee with a disability may request an accommodation plan that documents: 1. any accessible formats and communication required by the employee 2. any relevant workplace emergency response information 3. any other reasonable accommodations that the employer will make to address barriers Employers must maintain the privacy and confidentiality of their employees 29
Training • Employers must provide training on accessible employment to staff with supervisory or other Human Resources roles • Training must include related Human Rights and accessibility laws and how to interact with individuals who use an assistive device, or require a support person or service animal
Performance Management and Career Development Employers must • Separate disability-related barriers from performancerelated issues • Be aware of managers’ opinions and attitudes that might influence their view of employees with disabilities (bias / attitudinal barriers) • Take into account workplace barriers and employee accommodations, if the employer offers workplace career development and training 31
Return to Work • An employer must establish a return to work policy for employees who have been absent from work due to a disability. 32
Documentation Government, public bodies, and large employers must: • Document all accessible employment policies and practices, including the content and timeframe for training • Make these documents publically available and in accessible formats, by request 33
3 4 DIO Resources • Workplace Emergency Response Toolkit • Employers Handbook to Accessible Employment Standard • Policy Guide on Accessible Employment Standard • Discussing Accessibility in the Workplace poster • Guide to Create Individualized Accommodation Plan • Compliance Checklists
Questions? Disabilities Issues Office: Here to Help! If you have any questions, please use the chat feature of the webinar, or call 204 -945 -7613 or 1 (800) 282 -8069, Ext. 7613 For more information please visit Accessibility. MB. ca
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