Executive summary

During the course of 2016 and early 2017, the Government of Ontario made organizational changes which affected the Ministry of Citizenship, Immigration and International Trade. Prior to the changes taking effect, the Ministry was responsible for Citizenship and Immigration, International Trade, the Ontario Seniors’ Secretariat and the Ontario Women’s Directorate. Due to the importance of each portfolio, a decision was made to create four independent ministries:

June 13, 2016 - Ministry of Citizenship and Immigration

Ontario’s cultural diversity is an economic strength. Integrating recent citizens and immigrants into Ontario will create economic growth and build a stronger and more dynamic workforce. The Ministry of Citizenship and Immigration will focus on its core mandate, ensuring newcomers prosper in Ontario, working with the federal government to maximize the economic benefits of immigration, building diverse and inclusive communities, and supporting volunteers.

Office of the Premier. Description of Changes to Ministries.
Ontario Newsroom. Web. June 13, 2016.

June 13, 2016 - Ministry of International Trade

In 2016, fDi Intelligence named Ontario as Canada’s leader in attracting foreign capital investment. Trade is essential for Ontario’s growth and competitiveness. It strengthens the economy by creating jobs, accelerating innovation and boosting GDP. Ontario’s future prosperity is increasingly dependent on exports, and successful trade missions by the Premier have opened up export opportunities. As a result, trade policy and Ontario’s trade promotion, presence and missions abroad and at home will be brought together to create Ontario’s first stand-alone Ministry of International Trade.

Office of the Premier. Description of Changes to Ministries.
Ontario Newsroom. Web. June 13, 2016.

January 12, 2017 - Ministry of Seniors Affairs (formerly Ontario Seniors’ Secretariat)

Ontario is dedicated to ensuring that people across the province are healthy, active and cared for at every age. The government’s establishment of a dedicated ministry will strengthen its efforts to improve the quality of life of Ontario seniors.

Office of the Premier. Cabinet Changes Put Focus on Small Businesses, Women and Seniors.
Ontario Newsroom. Web. 12 January 2017.

January 12, 2017 - Ministry of the Status of Women (formerly Ontario Women’s Directorate)

The creation of a standalone ministry reinforces the government’s commitment to advancing gender equality across Ontario.

Office of the Premier. Cabinet Changes Put Focus on Small Businesses, Women and Seniors.
Ontario Newsroom. Web. 12 January 2017.

Like all ministries, the Ministry of Citizenship, Immigration and International Trade (MCIIT) complies with the Integrated Accessibility Standards Regulation (IASR). This regulation established phased-in requirements in the following accessibility standards:

  • customer service
  • information and communications
  • employment
  • transportation
  • design of public spaces

The general requirements are:

  • procurement
  • training

In 2012, the Ontario Public Service (OPS) released its first multi-year accessibility plan (MYAP) entitled Accessibility in the Ontario Public Service: Leading the Way Forward. MCIIT’s 2016 Accessibility Report demonstrates how the measures taken in 2016 support the key outcomes and deliverables of the 2012-2016 OPS MYAP.

The 2016 Ministry of Citizenship, Immigration and International Trade (MCIIT) Accessibility Report, highlights the initiatives achieved in 2016 to address accessibility barriers. Throughout this report, MCIIT refers to all portfolios (Citizenship and Immigration, International Trade, Seniors and Women) that were part of the Ministry when the Ministry’s 2015 Accessibility Planwas developed. All program areas continued to operate under the MCIIT 2015 Accessibility Plan throughout 2016 and as such are included in this report.

Section one: report on measures taken by the ministry in 2016

Customer service

MYAP key outcome

People with disabilities who are OPS customers receive quality goods and services in a timely manner.

Measures taken by MCIIT in 2016

  • New staff were required to complete all mandatory accessibility training modules within the first 90 days of employment. Training for all staff includes:
    • May I Help You? – Welcoming Customers with Disabilities (focus on providing accessible customer service to people with disabilities)
    • Supplementary: Ten Things You Need to Know About Accessible Customer Service (additional information about making services accessible to customers with disabilities)
    • Integrated Accessibility Standard Regulation (IASR) in the OPS (provides an overview of the requirements of the regulation and the actions the OPS is taking to comply with the regulation)
    • Working Together – the Ontario Human Rights Code (OHRC) and the Accessibility for Ontarians with Disabilities Act (AODA) (An introduction to the OHRC and how it relates to persons with disabilities and the AODA)
  • Service disruption notices were communicated as appropriate, and were posted on-site with the reason for disruption, duration and a description of alternative facilities or services that were available.
  • Dedicated resources ($460,000 over three years) to an Ontario Women’s Directorate Innovation Fund project which focuses on people with disabilities:
    • Le Phénix – service d’intégration social, Inc., will design, deliver and evaluate a training program and coaching services to help organizations across the province provide support to people with disabilities who have survived sexual violence. This funding will enable the delivery of accessible services in French that are adapted to the needs of Francophone communities
  • As required, American Sign Language (ASL) interpreters were made available for meetings and/or events for employees, clients and stakeholders
  • Provided accessible event venues and accommodations as necessary in order for attendees to participate fully in a ceremony or event. Participants had an opportunity to identify accessibility needs prior to and/or during event registration. For example:
  • All medal and recognition award ceremonies hosted by MCIIT’s Ontario Honours and Awards Secretariat were fully accessible, including the following:

Event venues

  • Parking areas, entrances, hallways, elevators, registration areas, meeting rooms, washrooms and other public facilities
  • Signage was posted in large print for accessible entrances, parking and washrooms as required
  • Displayed event-specific signage in large print at various venue entrances, large pop up displays
  • Inspected, identified and/or removed obstacles and uneven surfaces as required
  • Inspected and adjusted interior lighting as required
  • Assessed and adjusted seating arrangements (e.g., space between seats, space between seat rows, and width of aisles) for accessibility as required

Refreshments and dietary considerations

  • Presented refreshments on tables within easy reach of persons who required assistive devices such as scooters and wheelchairs
  • Assigned catering service staff or ministry staff to assist in providing information or assistance with refreshments
  • Provided an opportunity for attendees to indicate specific dietary needs during registration
  • Accommodated specific identified dietary needs when possible (e.g., vegetarian, gluten-free, lactose-intolerance or kosher meal alternatives); provided food signage when appropriate

Event

  • Reserved seating for persons without pre-identified accessibility needs (e.g., provided front row and /or aisle seating, space for wheelchairs or scooters)
  • Provided an opportunity to indicate specific accessible needs during registration
  • Accommodated specific identified accessibility needs when possible (e.g., provided wide seating with armrests or alternatives, if available)
  • Assigned event venue staff or ministry staff to direct and assist persons with accessibility needs
  • Utilized ASL interpreters for events taking place in large settings (Canada Day, Remembrance Day, Order of Ontario, Tribute to the Fallen, and the David C. Onley Awards) or upon request

Information and communications

MYAP key outcome

Information and communications are available in accessible formats or with necessary supports to all OPS staff and customers.

Measures taken by MCIIT in 2016

  • Proactively provided information in accessible formats, e.g., the Seniors Guide, published by the Ontario Seniors’ Secretariat which contains information and resources for seniors. The Guide is available in large font and in a variety of languages.
  • Seniors Community Grant Program developed an outreach brochure that is available in 14 languages.

Website compliance

  • The Ministry’s internet and intranet website and web content are accessible and meet the Web Content Accessibility Guideline (WCAG) 2.0 level AA standards. The Ministry completed random audits of web pages to ensure that they are accessible.

Information technology

  • The Ministry continued to work with Justice Technology Services and Community Services I&IT Clusters to identify future opportunities to leverage cluster resources to ensure that the Ministry is aware of any new technologies, and that appropriate information technology solutions are provided as required.

Availability of accessible formats

  • The availability of accessible formats and communication supports continued to be publicized via the internet contact us page, with a link to the full Accessible Customer Service policy.
  • Closed captions on video presentations andonline live stream are available for all MCIIT’s Ontario Honours and Awards Secretariat programs.  

Employment

MYAP key outcome

OPS employees with disabilities participate fully and meaningfully in their employment.

Measures taken by MCIIT in 2016

  • The Ministry sponsored three representatives to attend the Expo/JOIN (Job Opportunity Information Network) Conference. (JOIN assists persons living with disabilities to find and maintain employment and assists employers to recruit qualified candidates to meet their hiring needs).
  • The Ministry continued to require that all managers have a performance commitment to provide fully accessible services to clients. In addition, managers were required to select suggested commitments to support inclusion developed by the Diversity Office.
  • Continued the Diversity Career Champions Program for senior management and staff in partnership with the Ministry of Indigenous Relations and Reconciliation, and the Ministry of Tourism, Culture and Sport. Twenty four staff members participated as employee partners and eighteen senior managers participated as executive partners.

Recruitment

  • Hiring managers worked with HROntario and/or Human Resources to develop accessible job descriptions that were barrier free.
  • Potential applicants (both internal and external) were notified about the availability of accommodations for disabilities, where needed, to support their participation in the recruitment process.

Informing employees of supports

  • Ministry employees were informed of new accessible employment policies through OPS communication vehicles such as the OPS intranet (MyOPS) and internal OPS newsletter (OPS Weekly).

Accessible formats and communication supports

  • Employees were informed of policies for accessible formats and communication supports in order to support staff with disabilities.
  • The Ministry continued to implement best practices for accommodations for employees with disabilities.
  • ASL interpreters were provided for mandatory all staff events.

Documented individual accommodation plans

  • Managers were required to work with employees with disabilities to develop individual employment accommodation plans.
  • Individualized workplace emergency response information, when required, was included in accommodation plans of employees with disabilities.
  • Employees, both those new to the organization and existing employees whose circumstances have changed, participated in the development of their individual accommodation plans.

Mental health and wellness for employees

  • Promoted and created awareness around mental health and wellness in order to help employees be more self-aware and understand their own mental health. Activities included:
    • extensive use of the Ministry’s Human Resources intranet site to promote mental health issues and Employee Assistance Program (EAP) services
    • Mental Health Awareness Workshops
      • the Ministry offered three mental wellness workshops through the Employee Assistance Program: two sessions on Understanding Depressive Illness and one session on Stress Reduction Techniques
  • The Ministry’s Accessibility Lead completed the First Aid Mental Health Crisis Management training course offered by the OPS Centre for Employee Health, Safety and Wellness

Design of public spaces

MYAP key outcome

There is greater accessibility into, out of and around OPS facilities and public spaces.

Measures taken by MCIIT in 2016

  • Facilities management staff completed Built Environment training to learn about:
    • the importance of an accessible built environment in the OPS,
    • understand the accessible design of public spaces requirements under the Accessibility for Ontarians with Disabilities Act (AODA) and the Integrated Accessibility Standards Regulation (IASR) ,
    • Infrastructure Ontario Guidelines for Barrier Free and Design of Ontario Government Facilities,
    • the legislative framework and
    • the updated barrier-free design requirements of Ontario’s Building Code.
  • The Ministry continued to meet the Design of Public Spaces standard under the Integrated Accessibility Standards Regulation that came into force on January 1, 2015.
  • The Facilities Manager consulted with Human Resources and managers regarding employee accommodations and addressed them appropriately according to their needs.
  • Facilities staff liaised with other ministries by leading and participating in Building Committees for all ministry locations.

General outcomes

MYAP key outcome

OPS staff are able to identify barriers to accessibility, in OPS policies, programs, services and facilities, and actively seek solutions to prevent or remove them on a continuing basis throughout the organization.

Measures taken by MCIIT in 2016

Emergency management

  • The Ministry has an emergency management e-learning program that includes a section on procedures and personal preparedness for emergencies. The training also has a section on accessibility and people with disabilities. The program meets all accessibility standards and is available in alternate formats, as needed.
  • The Ministry has a registration process for staff or visitors requiring assistance during an emergency evacuation and a buddy system to support those requiring assistance to the designated waiting areas. The forms required for registration are considered personal and confidential and are retained by the employee, his/her manager, and, as needed with other persons identified in the plan (buddy, backup). Should the designated waiting area and buddy system not be suitable, the registration form allowed the Ministry to document an individualized evacuation plan to be used during an emergency evacuation.
  • Ministry notices of program disruptions as a result of building system failures, closures, incidents and demonstrations were clearly visible, when required, and showed the reason for disruption, duration, and description of alternative facilities or services that were available, if any.
  • Fire wardens and first aid responders were clearly identified by overhead ceiling signage in work spaces.
  • Ministry-specific customer service related policies, practices and procedures were amended to outline what staff must do in the event services usually accessed by persons with disabilities were unavailable. A sample disruption notice or template was readily available to emergency management staff.

Training

  • Mandatory accessibility courses completed by Ministry staff were tracked and records were maintained. Directors were advised that any employees who had not completed the mandatory training were required to do so.
  • Accessible documents training made available through the I & IT Accessibility Centre of Excellence were promoted.
  • Three Ministry staff members attended the Expo/JOIN (Job Opportunity Information Network) Conference. (JOIN assists persons living with disabilities to find and maintain employment and assists employers to recruit qualified candidates to meet their hiring needs). The theme of the conference was “make accessibility a priority, not an afterthought”.
  • On-going training for the Ministry’s Accessibility Lead,  including attendance at a two day accessibility conference with a focus on making accessibility a priority.
  • Completion of mandatory accessibility training was required for all new staff (within 90 days of their start date). The training included Accessible Customer Service, training on the Integrated Accessibility Standards Regulation as well as the Ontario Human Rights Code.
  • New managers and HR staff were required to complete an OPS Employment Standards e-course.

Accessibility/disability awareness events

Tangled Art Gallery Visit

  • Twenty-two Ministry staff visited Toronto’s first accessible art gallery, Tangled Art + Disability. Gloria Swain, the Artist in Residence, spoke to the group about using her art to explore mental health and intergenerational trauma in order to remove stigma.
  • The Gallery is dedicated to building an inclusive environment within the arts and culture sector by showcasing and engaging with artists with disabilities and providing for professional development and networking opportunities.
  • An American Sign Language (ASL) interpreter was hired to ensure that all staff were able to fully participate at the event.

Disabled Women’s Network (DAWN) Presentation

  • The Disabled Women’s Network (DAWN) Canada made a presentation to the Ontario Women’s Directorate on their association’s priorities and current initiatives as well as information about how violence against women disproportionately affects women with disabilities. Also attended by policy staff from the Accessibility Directorate.

Procurement

  • Program areas are encouraged to work with the Ministry of Government and Consumer Services Supply Chain Ontario in order to comply with the OPS Procurement Directive, which includes accessibility obligations as outlined in the AODA.
  • Accessibility obligations are integrated into the Ministry’s Financial Delegation of Authority Framework.

Section two: addressing the identification of barriers in legislation and implementation frameworks

Introduction

In 2005, the government introduced the Accessibility for Ontarians with Disabilities Act, with the goal of making Ontario accessible by 2025. In support of this goal, the government subsequently committed to review Ontario legislation to identify and address accessibility barriers, and undertook a coordinated review of 51 statutes considered to have a high impact on persons with disabilities.

As a result of this review, the government made changes to 11 statutes spread across seven ministries to ensure that Ontario laws better reflect accessibility considerations. The changes to the 11 statutes were included in the government’s 2016 Budget bill, which received Royal Assent on April 19, 2016.

Each ministry continues to be responsible for identifying and addressing barriers in their legislation and the policies and programs through which that legislation is implemented, and for reporting on results through its accessibility report.
The Ministry remains committed to the goal of ensuring that Ontario legislation and implementation frameworks do not create barriers to persons with disabilities.

Measures in place

The Ministry is committed to reviewing for any accessibility barriers all legislation that is introduced or drafted. In 2011, the Ontario Public Service (OPS) launched the OPS Inclusion Lens. The OPS Inclusion Lens is an analytical tool that helps staff incorporate elements of inclusion into their work through an enhanced understanding of diversity and accessibility.
The Ministry will continue to use the OPS Inclusion Lens to identify potential accessibility barriers in:

  • proposed acts, regulations, policies, programs, practices and services to determine their effect on persons with disabilities

Actions taken in the past year

  • Accessibility, diversity and inclusion continued to be important guiding principles in the development of regulations under the Ontario Immigration Act, which are in progress.
  • In response to a 2015 program review, the Ontario Seniors’ Secretariat continued with its Elderly Persons Centres (EPCs) modernization agenda. This agenda includes the drafting of the Seniors Active Living Centres Act which, if passed, would set the stage for an enhanced program and governance structure that is responsive to the needs of Ontario’s seniors, including program policy work that will be considered in the context of the OPS Inclusion Lens. EPCs are provincially and municipally funded seniors’ and community centres providing social and recreational programs to promote wellness for seniors and are an integral part of Ontario’s Action Plan for Seniors.