Multi-Year Accessibility Plan

Multi-Year Accessibility Plan

Contents

Introduction and Statement of Commitment. 
Our Plan. 
Customer Service Standard. 
1.      Accessibility Policies. 
2.      Training. 
Information and Communication Standards. 
1.      Feedback, Accessible Formats and Communications Support. 
2.      Accessible Websites and Web Content. 
Employment Standards. 
1.      Recruitment
2.      Informing Employees of Supports. 
3.      Documented Individual Accommodation Plans/Return to Work Process
4.      Workplace Emergency Response Information. 
5.      Performance Management, Career Development and Redeployment. 
 

Introduction and Statement of Commitment

In 2005, the Ontario Government passed the Accessibility for Ontarians with Disabilities Act (AODA). The goal of the Ontario Government is to ensure accessibility in Ontario by 2025. The Integrated Accessibility Standards Regulations (IASR) under the AODA require that effective January 1, 2014, Marketwired establish, implement and maintain a multi-year accessibility plan which outline’s Marketwired’s strategy to prevent and remove barriers for persons with disabilities and to meet its requirements under AODA.
Under the AODA, the following accessibility standards set certain requirements that are applicable to Marketwired L.P.:
  • Customer Service Standard
  • Information and Communication Standard, and
  • Employment Standard
In accordance with the requirements set out in the IASR, Marketwired will:
  • Post this plan on its website,
  • Provide this plan in an accessible format, upon request, and
  • Review and update this plan at least once every five years

Our Plan

Customer Service Standard

1.      Accessibility Policies

Commitment:
Marketwired is committed to being a welcoming place for all our employees and clients. In order to achieve this, Marketwired will make reasonable efforts to ensure that our policies, procedures and practices pertaining to the provision of goods and services to the public and other third parties adhere to the guiding principles set out in Accessibility Standards for Customer Service: Ontario Regulation 429/07.
Marketwired has implemented policies and processes relating to accessibility for our employees and clients, we are committed to reviewing these policies and revising them as necessary.
Taken and Planned Action:
  • Analysis of all current policies and procedures relating to accessibility
  • Establish a committee with representation from key business units to ensure all policies are considered during our review
  •  Leverage policies already in place along with the IASR and the Ontario Human Rights Code to ensure new policies created are in line with the regulation
  • Publish policies on internal and external sites and ensure its availability in an accessible format
  • Report continued compliance with the customer service standard on the Accessibility Compliance Reporting tool at ServiceOntario’s One-Source for Business website

Required compliance date: January 1, 2014
Status: Completed. Annual Review and Reporting continually in progress.
 

2.      Training

Commitment:
Marketwired is committed to implementing a process to ensure that all employees, other third parties and outsourced services, and persons participating in the development and approval of Marketwired’s policies, are provided with appropriate training on Marketwired’s accessibility policies and plans relating to the IASR and the Ontario Human Rights Code.
 
Planned Action:
  • Establish key contacts within our Training team focused on developing the appropriate training
  • Determine and ensure that appropriate training on the requirements of the IASR and on the
  • Ontario Human Rights Code as it pertains to persons with disabilities is provided in alignment with the legislation
  • Keep and maintain records of the training provided, including the dates the training was provided and all the individuals who completed it;
  • Ensure training requirement is added to all new hire and onboarding checklists;
  • Ensure the training is kept up to date by reviewing materials and policies on an on-going basis;
  • Ensure training is re-issued in alignment with the legislation and/or Marketwired policies should there be changes.
 
Required compliance date: January 1, 2015
Status: In progress
 

Information and Communication Standards

Commitment:
Marketwired is committed to ensuring company information, communications and platforms are accessible to, and are provided in an accessible format that meet the needs of, persons with disabilities.
 

1.      Feedback, Accessible Formats and Communications Support

Planned Action:
  • Ensure that feedback processes are accessible to persons with disabilities by providing or arranging for the provision of an accessible format and communication supports, upon request
  • Where accessible formats and communication supports for persons with disabilities are requested:
  • Consult with the person making the request to determine the suitability of the accessible format or communication support;
  • Provide or arrange for the provision of accessible formats and communications supports in a timely manner that takes into account the person’s accessibility needs due to disability; and
  • Notify the public, employees, and other third parties, and persons participating in the development and approval of Marketwired’s policies about the availability of accessible formats and communication supports.
 
Required compliance date:
Feedback – January 1, 2015
Accessible Formats & Communications Support – January 1, 2016
Status: In progress
 
  

2.      Accessible Websites and Web Content

Planned Action:
Marketwired will make our websites accessible to people with disabilities by conforming to international standards for website accessibility: World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0
  • Ensure that all new Marketwired websites and content published on those sites will be compliant with WCAG 2.0 level AA; and
  • Ensure that Marketwired websites and content on those sites, published after January 1, 2012 will be compliant with WCAG 2.0 level AA by January 1st 2021.
 
Required compliance date:
New Internet websites and web content on those sites WCAG 2.0 Level A – January 1, 2014
All Internet websites and web content published after January 1st, 2012, WCGA 2.0 Level AA – January 1, 2021
Status: In Progress
 
 

Employment Standards

1.      Recruitment

Commitment:
Marketwired is committed to fostering a unique and inclusive employee culture where we attract and retain the best talent which requires providing accessibility at all stages of the employment cycle.
 
Planned Action:
Marketwired will:
 
Recruitment General
Marketwired will notify employees and the public of the availability of accommodations for applicants with disabilities in the recruitment process. This will include:
  • A review and, as necessary, modification of existing recruitment policies, procedures and processes
  • Specifying that accommodation is available for applicants with disabilities on Marketwired websites and job postings
 
Recruitment, Assessment and Selection
Marketwired will notify job applicants, when they are individually selected to participate in an assessment or selection process that accommodations are available upon request in relation to the materials or processes to be used in the assessment or selection process. This will include:
  • A review and, as necessary, modifications of existing recruitment policies, procedures and processes
  • Inclusion of availability of accommodation notice as part of the script in the scheduling of an interview and/or assessment
  • If a selected applicant requests an accommodation, consult with the applicant and arrange for provision of suitable accommodations in a manner that takes into account the applicant’s accessibility needs due to disability
 
Notice to Successful Applicants
When making offers of employment, Marketwired will notify the successful applicant of its policies for accommodating employees with disabilities. This will include:
  • A review and, as necessary, modification of existing recruitment policies, procedures and processes
  • Inclusion of Marketwired’s policies on accommodating employees with disabilities in offer of employment letters
 
Required compliance date: January 1, 2016
Status:
 

2.      Informing Employees of Supports

Commitment:
Marketwired is committed to complying with the provisions of the AODA in respect of this requirement, with the objective of informing employees of available accessibility supports.
 
Planned Action:
Marketwired will inform all employees of policies that support employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability. This will include:
  • Informing current employees and new hires of Marketwired’s policies on the provision of job accommodations that take into account an employee’s need due to disability
  • Providing the information required to new employees as soon as practical after they begin their employment at Marketwired
  • Keeping employees up to date on changes to existing policies on job accommodations with respect to disability
  • Where an employee with a disability requests it, consult with the employee to provide or arrange for the provision of accessible formats and communication supports for:
  • Information that is needed in order to perform the employee’s job; and
  • Information that is generally available to employees in the workplace.
  • Marketwired will consult with the employee making the request in determining the suitability of an accessible format or communication support
 
Required compliance date: January 1, 2016
Status:

3.      Documented Individual Accommodation Plans/Return to Work Process

Commitment:
Marketwired is committed to complying with the provisions of the AODA in respect of this requirement, with the objective of improving accommodation and return to work processes in the workplace.
 
Planned Action:
  • Review existing policies to include processes that Marketwired will follow to accommodate an employee with a disability and to facilitate an employee’s return to work after absenteeism due to disability
  • Review and assess the existing policies to ensure that they include a process for the development of documented individual accommodation plans for employees with a disability, if such plans are required.
  • Ensure that the process for the development of documented individual accommodation plans include the following:
    • How employees requesting accommodations can participate in the development of the individual accommodation plan;
    • How the employee is assessed on an individual basis;
    • How Marketwired can request an evaluation by an outside medical or other expert, at Marketwired’s expense, to assist Marketwired in determining if accommodation can be achieved, and if so, how  accommodations can be achieved;
    • Steps taken to protect the privacy of the employee’s personal information;
    • The frequency with which the individual accommodation plan will be reviewed and updated, and how it will be done;
    • If an individual accommodation plan is denied, how the reasons for the denial will be provided to the employee; and
    • The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.
  • Ensure the individual accommodation plan includes:
    • Any information regarding accessible formats and communications supports provided by Marketwired, if requested;
    • Individualized workplace emergency response information that is required; and
    • Any other accommodation that is to be provided.
  • Ensure that the return to work process as set out in existing policies outlines the steps Marketwired will take to facilitate the employee’s return to work after a disability-related absence or injury, outlines the development of a written individualized return to work plan for such employees, and if required the use of individual accommodation plans, as discussed above, in the return to work process
 
Required compliance date: January 1, 2016
Status:
 

4.      Workplace Emergency Response Information

Commitment:
Where Marketwired is aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the employee as soon as practicable if such information is necessary given the nature of the employee’s disability.
 
Action Taken:
The following measures were implemented by Marketwired effective June 1, 2013:
  • Where the organization becomes aware of the need to accommodate an employee’s disability, and if the employee’s disability is such that the individualized emergency response information is necessary,
  • Marketwired will provide individualized workplace emergency response information to the employee with the disability as soon as practicable after it becomes aware of the need.
  • If an employee who receives individualized workplace emergency response information requires assistance, with the employee’s consent, Marketwired will provide the workplace emergency response information to the person designated by the organization to provide assistance to the employee.
  • Marketwired will review the individualized workplace emergency response information when:
    • the employee moves to a different location in the organization;
    • the employee’s overall accommodations needs or plans are reviewed; and/or
    • Marketwired reviews its general emergency response policies.
 
Required compliance date: January 1, 2012
Status: Completed
 

5.      Performance Management, Career Development and Redeployment

Commitment:
Marketwired will take into account the accessibility needs of employees with disabilities, as well
as individual accommodation plans when:
  • Using its performance management process in respect of employees with disabilities
  • Providing career development and advancement to its employees with disabilities
  • Redeploying employees with disabilities
 
Planned Action:
  • Review, assess and, as necessary, modify existing policies, procedures and practices to ensure the accessibility needs of employees with disabilities are met;
  • Take the accessibility needs of employees with disabilities and, as applicable, their individualized accommodation plans into account when:
    • Assessing performance
    • Managing career development and advancement
    • Redeployment is required
  • Review, assess and modify if required existing processes to ensure that performance management process and tools take into consideration the accessibility needs of employees with disabilities;
  • Take into account the accessibility needs of employees with disabilities when providing career development and advancement to its employees with disabilities;
  • Provide people managers with appropriate support to assist in the career development of their employees with disabilities;
  • Develop and document redeployment process for employees with disability in conjunction with the individualized accommodation plans.
 
Required compliance date: January 1, 2016
Status: