| Develop an Accessibility Policy |
We have developed an accessibility policy posted on our internal learning platform. All new hires are directed to the policy and provided a copy through our onboarding training module. |
Complete |
| Attitudinal Barriers |
We have established a Diversity, Equity, and Inclusion committee and created a dedicated section on our employee learning and communication platforms to build awareness and understanding of inclusion and diversity. |
Complete |
| Training |
We have provided training modules on our learning platform for all team members on Customer Service Standard, accessibility standards (including those related to employment, information, and communications), and Ontario Human Rights. |
Complete |
| Training |
We are working towards developing supplemental training for hospital managers in Ontario related to accommodation, return-to-work, and AODA to H&S manager duties to ensure accessibility is reviewed in inspections. |
2025 |
| Training |
We are reviewing our Health and Safety Inspection list to incorporate identifying any new barriers or opportunities to increase accessibility. |
2025 |
| Feedback Process |
We have incorporated feedback forms on our hospital websites. |
Complete |
| Feedback Process |
We are reviewing additional opportunities for feedback signage for the public. |
2025 |
| Accessible Formats and Communication Support |
Upon request, we will accommodate individual needs as best we can in a timely manner. |
Ongoing |
| Accessible Websites and Web Content |
The Web Content Accessibility Guidelines (WCAG) defines requirements for designers and developers to improve accessibility. Our websites are partially conformant with WCAG 2.1 level AA. |
Complete |
| File a Progress Compliance Report |
Submit every 3 years. |
Submitted December 2023, next submission 2026. |
| Review the Accessibility Plan Review the plan in 5 years |
Review the plan. |
Reviewed November 2024 November 2029
|
| Employment |
| Recruitment |
Our Ontario job postings state: “We are an equal opportunity employer and are committed to providing a respectful, inclusive, and diverse workplace. If accommodation is needed, please contact jobs@p3vetpartners.ca.Our offers outline our commitment to a respectful workplace and inclusion.
” |
Complete |
| Informing Employees of Supports |
We have informed employees of our policies to support employees with disabilities (including job accommodation when requested) during the onboarding process through our accessibility policy. |
Complete |
| Accessible Formats and Communication Supports for Employees related to information for job performance
|
We have informed employees through our accessibility policy that, when requested, we will provide or arrange for the provision of accessible formats and communication supports. |
Complete |
| Workplace Emergency Response Information |
We have informed employees through our accessibility policy that we will provide emergency procedures in a format that accommodates the needs of persons with disabilities or those assigned to assist in the workplace. |
Complete |
| Documented Individual Accommodation Plans |
Individualized workplace emergency response information shall be provided to employees who have a disability, if the disability requires it and we are made aware of it. |
Ongoing |
| Return-to-Work Process |
Managers are directed to contact HR for accommodation needs. We maintain a return-to-work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. |
Complete |
| Return-to-Work Process |
We have developed accommodation plan resources for our managers. |
Complete |
| Career Development and Advancement |
Accessibility needs and individual accommodations are taken into consideration when providing career development and advancement to employees with disabilities. |
Ongoing |
| Redeployment(reassignment to other departments or jobs when a particular job or department has been eliminated). |
We will take into account the accessibility needs of employees with disabilities as well as individual accommodation plans, when redeploying employees with disabilities. |
Ongoing |
