Executive summary

The Government of Ontario created Treasury Board Secretariat (TBS) in June 2014, from divisions of the former ministries of Government Services, Infrastructure, and Finance. TBS supports the implementation of the government’s fiscal plan, ensures sound stewardship and investment of public funds, and leads the government’s efforts on accountability, openness and modernization.

As an organization, the OPS’ vision and commitment is to build an accessible and inclusive environment. The 2015-16 TBS Accessibility and Inclusion Plan (The Plan) was built on the OPS multi-year accessibility plan (MYAP) accessibility in the Ontario Public Service: leading the way forward, which outlines the OPS strategy for ensuring its employees and the public have access to services, products and facilities. The Plan reflects feedback from a wide range of employees across the ministry (e.g., senior leaders, Ministry Accessibility and Inclusion Committee, Culture Network members, etc.) and the results of the 2014 Employee Engagement Survey.

The Planis fully aligned with the MYAP – TBS is making accessibility and inclusion a vital part of everything it does. Beyond the legal obligations set out in the Ontarians with Disabilities Act (ODA) , Accessibility for Ontarians with Disabilities Act (AODA), Integrated Accessibility Standards Regulation (IASR) as well as the Ontario Human Rights Code and other laws, TBS has an obligation as an employer, policy maker and service provider to lead by example and show the way for other organizations in Ontario.The Plan encourages the continuation of successes in local and divisional planning related to culture, engagement, diversity, accessibility and inclusion.

In line with the broader OPS Inclusion Strategy, TBS supports the goals to:

  • embed accessibility and inclusion into all policies, programs and services
  • build an accessible, inclusive and healthy workplace free from harassment and discrimination
  • reflect the public we serve at all levels of the organization
  • leverage the diversity of all staff and respond to the needs of Ontario’s diverse population.

The Plan sought to achieve these goals in 2015 by:

  1. investing in the capacity of middle managers
  2. promoting an even more inclusive workplace culture
  3. making accessibility and inclusion a fundamental part of the TBS

These goals are embedded in the ministry’s efforts to create a barrier-free and inclusive work environment under the standards found in the Accessibility Standards Regulation on Customer Services (ASRS) and IASR.

Documenting the results achieved under the Plan, TBS developed this 2015 TBS Accessibility and Inclusion Report Back (“The Report”).

The Report lists the measures taken to accomplish the ministry’s 2015 goals, which align with the objectives found in the ASRS and IASR under the following categories:

  • customer service
  • information and communication
  • employment
  • built environment (design of public spaces)

Please note: Transportation is part of the IASR; however, it is not applicable to TBS.

TBS is making accessibility and inclusion a vital part of everything it does. As an employer, policy maker and service provider, the Ministry has an obligation to lead by example and show the way for other organizations in Ontario.

The 2015-16 TBS Accessibility and Inclusion Plan was designed to ensure that TBS’s diverse workforce and all of its clients have the opportunity to fully participate in the programs and services that the ministry provides. The Plan works within the goal of creating a fully accessible and inclusive Ontario by the year 2025 and provides a clear direction across the organization so that all policies, programs, services and infrastructure are able to take full account of all people.

Over the past year, TBS has shifted from the application of a broader corporate vision to bringing that to life with practical initiatives at different levels. In 2015, it established the Accessibility and Inclusion Committee to support the development and implementation of The Plan. The Committee works to promote accessibility and inclusion within the Ministry while reporting back on the program, behavioural and cultural effects these initiatives have on the organization.

Reflecting this work of the Committee and as part of the Ministry’s commitment to use evidence to inform action, measure impact and report on progress, TBS has developed this Report. Below are some of the highlights of the Ministry’s significant accomplishments on accessibility and inclusion in 2015. The subsequent section will detail more on the measures taken:

  • ensured that all vendors providing services (training, consultation, translations) to TBS employees took accessibility and inclusion into account
  • continued to monitor ontario.ca to ensure that the feedback process in place is accessible to all, and responses in alternate formats are provided upon request
  • continued to monitor and update TBS intranet (internal to Ministry employees) and internet (Ontario.ca) sites for compliance with accessibility standards, addressing and improving any identified barriers
  • provided OPS-wide IT support for users with accessibility devices by launching the I&IT Assistive Technology Support Service.
  • developed the TBS People Strategy fostering an inclusive and accessible culture with a fair and transparent hiring process by:
    1. engaging TBS talent
    2. attracting and retaining a capable and diverse workforce
    3. leadership development and capacity
  • successfully completed the 2014-15 Diversity Mentoring Partnership Program (DMPP), the only public service program of its kind in Canada, which is a key diversity initiative that supports informed, committed and competent leadership as well as behavioural and cultural transformation across the OPS
  • ensured an accessible built environment for new construction, extensive renovations, new spaces or spaces undergoing significant redevelopment.

In 2016, TBS will continue to perform the activities held in 2015 with a focus on plans and initiatives that support embedding accessibility and inclusion at the staff level. TBS will also conduct a thorough review of achievements and lessons learned to form the basis for its accessibility and inclusion framework for 2017 and onward.

The ministry will continue to ensure that accessibility and inclusion is taken into account when developing new policies and programs or reviewing existing ones Plans, actions and communications within the TBS will continue to support the ministry’s accessibility and inclusion priorities. The focus is expected to be on plans and initiatives that support embedding accessibility and inclusion at the staff level.

In sum, by continuing to work towards creating accessible and inclusive policies, workplace culture and practices, TBS aims to provide excellent service to people of Ontario and enables all TBS employees to reach their full potential.

Section one: report on measures taken by the ministry in 2015

Customer service

MYAP key outcome

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

Measures taken

Worked to ensure all services to internal or external clients continue considering accessibility and inclusion as a priority.

Initiative

Continue providing accessible and inclusive services by building accessibility and inclusion into decision-making, project management, procurement, technology, infrastructure, I&IT and training.

Results achieved
  • Ensured that all vendors providing courses to TBS (and OPS) employees have completed online training on accessibility as a condition of their contract. In addition, these vendors must comply with the conditions of the AODA and the Ontario Human Rights Code with regard to accessibility and inclusion.
  • Reviewed and updated accessibility and inclusion tools and resources; continued to share them among ministry, other OPS organizations as well as to broader public sector organizations.
  • Kept and improved current processes to ensure that notices of disruption were posted when services were not available. The notice indicated the cause of the disruption, when the site would be re-opened (if known), and other locations where the public could get the same service and hours of operations.
  • Kept and improved feedback processes to better help clients when they ask for information in alternate formats; have questions, complaints or compliments about the services provided; or any other consultation or suggestion.
  • Ensured that training in Customer Service and Creating Accessible Documents was provided on an ongoing basis in connection with changes to the policies, practices and procedures governing the provision of goods or services to persons with disabilities.
  • Monitored/tested OPS TTY lines to ensure compliance on the Accessibility Standard Regulation on Customer Service.
  • Reinforced the implementation of the OPS Inclusion Lens to ensure it remains central when developing, reviewing and implementing ministry policies, programs, services and business transformation initiatives. In collaboration with the Ministry of Natural Resources and Forestry (MNRF), training on inclusion was delivered to TBS Accessibility and Inclusion Coordinators and will continue being delivered across TBS.
  • Continued monitoring Internet sites for AODA compliance. TBS continued working on development of a fully accessible and inclusive intranet site for ministry employees.
  • Ensured that accessibility and inclusion training was provided, as soon as practical, to each new employee after he or she was assigned to their duties. Divisions are using a list of mandatory courses on AODA/IASR as part of a welcome package for new employees.
  • In January 2014, TBS Information and Information Technology (I&IT) launched the first enterprise-wide IT Assistive Technology Support Service to provide all-encompassing IT support to the many users of accessibility technologies across the OPS. The service makes it possible for OPS employees with disabilities to make a request directly through specialized help desk agents. The service received national attention as an Honoree for the Canadian Government Technology Event (GTEC) 2014 Distinction Awards.

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

Worked to ensure that information about accessibility and inclusion was communicated effectively throughout the ministry, including having updated and accessible public and internal TBS web content.

Initiative

Promote resources on accessibility and inclusion topics (e.g., accommodations, training) through:

  • the TBS Insider, InsideIT, and other divisional communications
  • TBS divisional/branch/unit meetings
  • dedicated training for managers and/or EAs
  • implementing the Accessible Venue Checklist for event/meeting planning to ensure accessibility and inclusion are taken into account
Results achieved
  • Continued to ensure Web Content Accessibility Guidelines standards were met through I&IT architectural governance, inclusion in I&IT procurement processes, and IT project management quality control.
  • TBS Communications Branch monitors the TBS Internet and intranet sites for AODA compliance, addresses any identified barriers to accessibility, and undertakes opportunities to improve accessibility. TBS Internet site includes an active offer of alternative formats and communication support for people with disabilities.
  • Continued monitoring Ontario.ca to ensure the site permits persons to provide their feedback in person, by telephone, in writing, or by delivering an electronic text by email or on CD/USB.
  • Supported the OPS in providing documents in accessible format, as per client requests. A statement is included on the Ontario.ca/Accessibility website.
  • Implemented a standard default Outlook font of Arial 12 for all email communications, to improve email communications for low-vision OPS employees or citizens receiving OPS email communications.
  • Continued promoting Accessibility@Source to give employees the information they needed on accessibility and inclusion.
  • Staff from all TBS divisions prepared and distributed articles and stories on the topics of accessibility, inclusion and diversity:
    • Topical (OPS-wide website) – 34 stories
    • TBS intranet (ministry-wide website) – 36 stories
    • InsideIT (IT specific website) – eight stories
  • TBS took leadership role by including proactive offers to accommodate people in meeting invitations and interview confirmations communications.
  • Hosted speakers and presentations on diversity, accessibility and inclusion topics and encouraged staff to participate.
  • TBS divisional and branch meetings hosted a number of events and activities to support awareness of OPS networks, provided bias-awareness training for diversity, inclusion and accessibility, and ensured completion of mandatory training on AODA or IASR updates.
    • Continued promoting and organizing lunch and learns (L&L) across TBS to promote accessibility and inclusion. Example include:
      • delivered training on Creating Accessible Documents. (Upcoming sessions to be promoted through The Insider, the OPS Accessibility Forum, the OPS Diversity Office and the TBS AIWG and OPS Topical for all OPSers)
      • celebration of Accessibility Awareness Week (first week of June)
      • celebration of International Day of Persons with Disabilities (each year on December 3)
  • Developed and distributed an accessible venue checklist for use across TBS. The checklist allows meeting organizers to reference accessibility considerations when selecting venues and sending meeting materials.
  • Aligned with the mandate of the ministry Emergency Evacuation Committee, continued ensuring legislated requirements in employee evacuation were communicated and supported, and that individuals were nominated for the roles of “fire warden” and “searchers” to:
    • Ensure that employees identify themselves as requiring accessibility accommodations in the event of an evacuation.
    • Support the development and implementation of individual evacuation plans to meet the accessibility accommodations for identified employees.
  • Reinforced processes to ensure training on relevant legislation, including IASR is provided on an ongoing basis in connection with changes to the policies, practices and procedures governing the provision of goods or services to persons with disabilities.
  • Continued ensuring that TBS divisional managers, executive assistants and employees complied with all mandatory training on IASR and AODA, as well as further training to individuals driven by personal learning goals or that are responsible for facility accommodation management.
  • TBS, MNRF and Cabinet Office envisioned and established an Accessibility Community of Practice with the participation of the ministries of Education; Training, Colleges and Universities; Transportation; Attorney General; and Environment and Climate Change, to provide enhanced accessibility outreach training and resources.
    • The Community of Practice developed a “Basics of Creating Accessible Documents” guide (The Why). The guide was shared with the OPS Accessibility and Inclusion Leads, the Accessibility Centre of Excellence (ACOE) and the OPS Diversity Office (OPS DO). To avoid duplication of information on the internet site, TBS’ website includes a link to the ACOE where the document is published.
    • This document was written from an OPS Lens so anyone in the OPS could use the tool. It has the enterprise branding by Accessibility@Source.
  • The Centre for Employee Relations, Employee Relations Division, continued ensuring that program documents, such as those for physical security, prepared for release to ministries or posted on the intranet, have been made available in accessible formats (a few remaining documents are currently being converted into accessible formats).
  • In 2015, TBS I&IT launched the first enterprise-wide IT Assistive Technology Support Service to provide all-encompassing IT support to the many users of accessibility technologies across the OPS.

Employment

MYAP key outcome

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

Measures taken

Worked to continue considering accessibility and inclusion when developing and delivering ministry orientation programs. TBS is also committed to having its Accessibility and Inclusion Lead continue to help develop orientation programs at the ministry and branch levels (e.g., by providing advice to program areas and ensuring that all orientation programs included the latest information on legal obligations related to accessibility).

Initiative one

Include accessibility and inclusion performance commitments in PDPs by:

  • requiring all PDPs for TBS managers to define everyone’s responsibilities regarding accessibility and inclusion.
  • continuing to promote standardized language for use in senior management PDPs.
  • requiring all TBS leaders to be aware of the Menu of Recommended Actions to Implement Inclusion Performance Commitments 2015-16 developed by OPS Diversity Office and posted on its website.
Results achieved
  • Ensured alignment with the Deputy Minister’s performance commitments; TBS managers and senior managers included accessibility and inclusion in their performance commitments and shared their plan with their staff to ensure that accessibility and inclusion are also a part of their staff’s performance commitments.
  • Continued promoting employment accommodation and return-to-work policies to all staff to increase awareness of employment accommodation directives, policies and plans. Employee accommodation is a process that removes barriers and changes workplace practices so employees could fully participate in the workplace.
    • TBS Communications made this the subject of several articles in several ministry forums over the past year with the goal of informing, promoting and updating OPS employees understanding of best practices and available resources.
    • This was accomplished by working with HR Advisor Services and the Centre for Employee Health Safety and Wellness whenever an employee returns to work.
    • TBS Divisional Accessibility and Inclusion Leads continued to promote the ministry messages within their own divisions, using divisional communication resources and support from other divisional diversity, accessibility and inclusion champions.
Initiative two

Managers to participate in the Diversity Mentoring Partnership Program (DMPP).

  • Promote the DMPP through articles posted on the intranet and invite managers to register for the 2015-16 DMPP cycle.
Results achieved

The DMPP is the only program of its kind in the public sector in Canada and was a key diversity initiative that intended to support two strategies in OPS Inclusion Now! (OPS strategic plan 2013-16): Informed, committed and competent leadership and behavioral and cultural transformation across the enterprise.

  • The DMPP provided mentors with an opportunity to:
    • Learn from, and understand the experiences, challenges and barriers that may be faced by employees who are different from themselves.
    • Increase understanding of organizational culture from a different perspective.
    • Give mentees an opportunity to better understand organizational culture, learn how to navigate a large public sector organization and successfully manage their career.
  • The recent 2014-15 program was successfully completed with strong participation from both management and staff with 45 partnership matches.
  • The registration for the 2015-16 program cycle is now closed and we are working on matching partners and organizing the orientation session that is tentatively scheduled for mid-January 2016.
  • We are planning to enrich the 2015-16 program cycle with a learning session on diversity and inclusion for all participants.
Initiative three

Promote learning opportunities to or for staff.

  • Managers to highlight training opportunities via email/one-on-one meetings with staff or at a branch/unit meeting.
  • Ensure TBS managers include mandatory training requirements when onboarding new staff.
  • Encourage TBS managers to review their staff’s training history using CFLL LearnON reporting.
  • Communicate requirement through TBS Announcements, the TBS Insider, InsideIT and other divisional communications.
Results achieved

OPS Leadership Development initiatives incorporated content that aligns with the Inclusion Now! strategic plan and the principles of inclusive leadership. All vendors supporting leadership development initiatives are expected to demonstrate their knowledge and expertise as it relates to diversity, accessibility and inclusion.

  • Continued ensuring that existing staff and new staff have access to the mandatory training for the OPS.
  • Mandatory training for all OPS employees was promoted and accessible through LearnON.
  • Managers ensured that appropriate mandatory training was completed.
  • Continued ensuring that all vendors completed on line training on accessibility as a condition of their contract, as well as comply with the conditions of the AODA and the Ontario Human Rights Code with regard to accessibility and inclusion.
Initiative four

Embed accessibility and inclusion in employee engagement event planning.

  • Designate a person to assess accessibility and inclusion in events/meetings.
  • Follow the TBS accessible venue checklist for events/meeting planning to ensure accessibility and inclusion are taken into account.
Results achieved

Promoted implementation of the accessibility cenue checklist in TBS for all events or meetings that are planned in the organization.

  • The checklist was effectively implemented/used by TBS Divisions to select locations for divisional or branch meetings and special events, such as leadership panels and Town Halls.
Initiative five

Administrative Internship Pilot Program.

  • Evaluate the Internship Pilot Program that offered up to 10 one-year internship placements for black, female administrative staff to help them meet their career goals in the areas of communications, finance, policy and procurement.
Results achieved
  • An evaluation of the pilot is currently underway. The evaluation includes a review of the pilot goals, interviews with participants, placement managers, home position managers, program staff and key stakeholders.
Initiative six

Ensure corporate policies are reviewed to comply with employment accommodations and the Human Rights Code.

Results achieved
  • Employee Relations Division helped to shape the Disabilities Accommodation Policy that came into effect February 1, 2015, which addressed ways of responding to an employee’s unique circumstances, enabling them to participate equally in the workplace. The policy emphasizes the need to consider disability-related employment accommodation throughout all aspects of employment.
  • Continued providing ongoing support and advice to corporate policy reviews and ensured that current jurisprudence on the duty to accommodate/human rights was incorporated, as applicable.
Initiative seven

Ensure division’s recruitment methods are accessible, removing barriers and using fair and transparent hiring practices by:

  • TBS Managers complete the online recruitment training.
  • TBS Managers apply:
    • accessibility lens
    • diversity lens
    • inclusion lens
Results achieved
  • Fair and transparent hiring process has been incorporated into the People Strategy as one of its premier initiatives.
  • TBS continued to address employee feedback on hiring practices as a key objective under the first theme of Engaging TBS Talent, and is an example of where work is already underway.
Hiring practices strategy
  • In 2014, TBS’ ESSBU collected and analyzed data to identify the root causes of why some employees consider hiring practices to be unfair.
  • They conducted a competition–based survey (January – June 2014).
  • Focus groups were organized to dig deeper into the pain points that were raised in the survey. The focus groups included members of diverse backgrounds, thoughts and ideas to ensure inclusion.
  • From analyzing this data, five themes emerged:
    • communications and transparency
    • favouritism
    • access to apply to positions
    • interview and post-interview experience
    • career mobility & development
Initiative eight

Consider the benefit of conducting an employee engagement pulse survey:

  • Research the benefits of conducting the pulse survey to evaluate the success of corporate initiatives, events or meetings.
  • Focus on improving employee engagement results through improved communications and fair hiring practices.
  • Promote a leadership-driven action plan to improve employee engagement ratings.
Results achieved
  • CAC piloted a pulse survey in the fall of 2015. The results showed significant improvements in employee indices.
  • Planning is underway to conduct the pulse survey within the ministry for 2016.
Initiative nine

Support the compliance attestation process for the AODA Certificate of Assurance. The process required the ministry to complete a compliance attestation that was certified by the Chief Administrative Officer, ensuring implementation of accessibility requirements.

Results achieved
  • Successfully completed and approved the 2014 Certificate of Assurance Attestation Checklist by the June 5, 2015, deadline.

Built environment

MYAP key outcome

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

Measures taken

As of January 1, 2015, the OPS had to meet the new requirements for an accessible built environment. The new requirements apply to new construction, extensive renovations, new spaces or spaces undergoing significant redevelopment. These focus on improving accessibility and inclusion in the following areas:

  • In public spaces, as set out in the Design of Public Spaces Standard under the Integrated Accessibility Standards Regulation.
  • In buildings as required by Ontario’s Building Code, which includes amendments pertaining to barrier-free design.

TBS applies the New Ontario Building Code and follows the accessibility standards to ensure that TBS is beyond the legislation considering accessibility for all renovations.

Initiative

Embed accessibility in facility management for major renovations and new spaces by providing training to the Facilities Management Unit, the Emergency Management’ Unit, Capital Planning staff and all TBS managers, on the new Design of Public Space Standards.

Results achieved
  • Ensured that training on Design of Public Spaces was posted on the TBS website and offered through the Centre for Leadership and Learning. The training requirement is based on job duties. This training is mandatory for:
    • facilities staff
    • all managers
    • emergency management staff
    • capital planning staff
  • All managers competed the training by April 30, 2015. TBS ADMs confirmed this through the 2015 Certificate of Assurance Attestation.
  • Reinforced a process by which the ministry Accessibility and Inclusion Lead, Facilities Lead and Emergency and Physical Security Lead work together to provide recommendations to remove barriers.
  • When Physical Security performs the threat risks assessments in all ministry government buildings, a checklist on accessibility, is completed to ensure that buildings comply with AODA. If issues are detected a follow up is performed to ensure they are reviewed.
  • Assessed the need for braille and contrasting colors to enhance readability for the partially visually impaired as part of the corporate signage program throughout corporate locations.
  • Adhered, as part of the TBS Corporate Accommodation Program, to the general principles of accessibility and inclusion as well as ensured compliance with the Ontario Building Code and the AODA.
  • Continued posting notice of building closures as required when services were not available. The notice indicated the cause of the disruption, when the site would be re-opened (if known), and other locations where the public could get the same service and hours of operations.
  • Continued ensuring that all venues where training is conducted comply with various pieces of legislation such as the Building Code (accessible washrooms, entrances, etc.), Ontario Human Rights Code (duty to accommodate employees with disabilities) and the AODA.

General outcomes

MYAP key outcome

OPS staffs are able to identify barriers to accessibility and inclusion 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

TBS divisions hosted events and learning activities to promote awareness of the OPS policies, programs, services and facilities, as they support diversity, accessibility and inclusion. TBS staff continued identifying barriers and actively seeking solutions to prevent or remove those barriers, in support of a fully accessibility and inclusive working environment.

Section two: report on measures proposed by the ministry for 2016

TBS will integrate culture, accessibility and inclusion throughout the ministry. Plans, actions measures and communications will continue to support the ministry accessibility and inclusion priorities. The focus is expected to be on plans and initiatives that support embedding accessibility and inclusion at the staff level.

To position the ministry for continued success in 2016, the ministry will continue performing the activities held in 2015 and will conduct a thorough review of achievements and lessons learned from 2015 to 2016. This will form a basis for the accessibility and inclusion framework for 2017 and onward.

TBS is committed to ensuring that government information and services are accessible for all Ontarians. This includes providing services and programs that people with disabilities can use and benefit from equally and in a manner that respects their dignity and independence.

Our policy follows the key principles listed in the OPS Accessibility webpage:

  • Respect for the dignity and independence of people with disabilities.
  • Equal opportunity for people with disabilities to access, use and benefit from our services or programs with the same quality and timeliness that others receive.
  • Service integration in relation to services provided to the broader public, unless alternative ways of providing the service or program are necessary for equal opportunity.

The standards and rules on providing accessible and inclusive services are set out in the:

TBS will continue improving accessibility and inclusion to be beyond the AODA.

Customer service

MYAP key outcome

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

Measures proposed

All services to internal or external clients will continue considering accessibility and inclusion as a priority.

Initiatives

Continue providing accessible and inclusive services by building accessibility and inclusion into decision-making, project management, procurement, technology, infrastructure, I&IT and training.

  • In collaboration with MNRF, both ministries will continue promoting accessibility and inclusion by delivering Building Bridges Over Barriers and Creating Accessible Documents workshops.
  • In compliance with AODA on January 1, 2016, the TBS Internet site and its content will be fully accessible and TBS will continue ensuring that all Internet sites and their content continue being fully accessible.
  • Moving forward, to ensure compliance by the January 1, 2020, deadline listed in the IASR, TBS will launch InSite, a new enterprise-wide intranet site that will be fully accessible and inclusive.

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 proposed

TBS will continue remaining committed to having its Ministry Accessibility and Inclusion Lead work with partners to ensure web accessibility awareness is part of the ministry’s ongoing accessibility training initiatives. TBS will continue reviewing web material to ensure that the ministry’s websites are up-to-date and that compliance-related activities continue.

Initiatives
  • Promote resources on accessibility and inclusion topics (e.g.; accommodations, training) through:
    • the TBS Insider, InsideIT and other divisional communications
    • TBS divisional/branch/unit meetings
    • dedicated training for managers and/or EAs
  • Continue monitoring internet and intranet sites for AODA compliance, addressing any identified barriers and undertaking opportunities to improve accessibility and inclusion.
  • Continue ensuring that the feedback process in place offered through Ontario.ca permits feedback in person, by telephone, in writing, or by delivering an electronic text by email or on CD/USB. The same feedback process will be applied for internal clients/customers. The ministry follows the OPS Accessible Customer Service Policy, available to all customers upon request. An outline of this policy is posted on the Ontario.ca website under Accessible Customer Service Policy.
  • The Plan and The Report will be communicated to division/program area and will be posted for the public on Ontario.ca site.
  • Host speakers and presentations on diversity, accessibility and inclusion topics and host divisional accessibility events.
  • Promote OPS Employee Networks, Policy Innovation & Leadership Council (PIL) and Tomorrow’s OPS (TOPS).
    • Continue promoting partnerships to advance accessibility and inclusion by working together with the Culture Network Committee to promote OPS employee networks, events and activities that are held at TBS.
  • Promote learning opportunities to or for staff.
    • A system to track the completion of the TBS list of mandatory courses was developed in 2015 and the report will be available to managers upon request.
    • Continue promoting training opportunities through unit meetings, TBS announcements, the TBS insider, InsideIT, HR Communicates and other TBS divisional communications avenues.
    • TBS will analyze the opportunity to implement a system, currently under development by York Region Municipality, to measure the progress on compliance with AODA. During the first quarter of 2016, TBS will participate on the testing phase before the implementation.

Employment

MYAP key outcome

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

Measures proposed

Supporting the People Strategy, the ministry will remain committed to considering accessibility and inclusion when developing and delivering ministry orientation programs. The TBS Accessibility and Inclusion Lead will continue to help develop orientation programs at the ministry and branch levels (e.g., advising program areas and ensuring all orientation programs include the latest information on legal obligations related to accessibility and inclusion).

Initiatives
  • Include accessibility and inclusion performance commitments in PDPs by:
    • Requiring all TBS leaders to be aware of the Menu of Recommended Actions to Implement Inclusion Performance Commitments 2015/16 developed by OPS Diversity Office and posted on their website.
    • Exploring possibilities to incorporate inclusion in PDPs via the Talent Management system.
  • Managers to participate in the Diversity Mentoring Partnership Program (DMPP).
    • TBS will continue promoting the 2016 DMPP cycle, inviting staff to participate.
  • Administrative Internship Pilot Program.
    • Evaluation results from the 2015 pilot will be available shortly and taken into consideration for potential next steps.
  • Ensure division’s recruitment methods are accessible, removing barriers and using fair and transparent hiring practices.
    • Continue promoting fair and transparent hiring process as part of the premier initiative of the People Strategy.
    • Moving forward the approach to address the themes listed below will be through creating working groups for employees and managers:
      • communications and transparency
      • favouritism
      • access to Apply to Positions
      • interview and post-interview experience
      • career mobility and development
    • Success will be measured by future employee engagement and pulse survey scores, as well as additional measures driven by specific actions developed by the working groups.
  • TBS developed an initial orientation package for new employees that will be considered as part of the ministry orientation program.
  • Support the compliance attestation process for AODA Certificate of Assurance.
    • The Accessibility and Inclusion Leads will work together on the 2015 Certificate of Assurance process. The Attestation Checklist will be signed off by the Chief Administrative Officer by the June deadline.

Built environment

MYAP key outcome

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

Measures proposed

TBS will to continue to apply the new Ontario Building Code and followed the accessibility standards to ensure that TBS is beyond the legislation, considering accessibility for all renovations.

Initiatives
  • Embedding accessibility in facility management for major renovations and new builds.
    • Moving forward the ministry will consider the implementation of the signage program as per the request of TBS facilities.

Section three: addressing the identification of barriers in legislation

Introduction

The ODA established that a ministry’s accessibility plan shall include the measures in place to address the identification, removal and prevention of barriers to persons with disabilities in the acts, regulations, policies, programs and services administered by the ministry.

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

Our ministry remains committed to the goal of ensuring that Ontario legislation does not create barriers to persons with disabilities. We will continue to report on actions taken to identify and remove barriers in ministry acts, regulations, policies, programs and services, and those to be reviewed in the coming year through our accessibility and inclusion plan. The findings of the coordinated review of high impact statutes will inform our ministry’s approach to carry out this work.

Measures currently in place

The ministry ensures that accessibility and inclusion is taken into account when developing new policies and programs or reviewing existing ones. The following measures are in place to assess our ministry’s proposals for new acts, regulations, policies and programs, and services to determine their effect on persons with disabilities:

  • promoting the use of the OPS Inclusion Lens
  • workshop on Building Bridges Over Barriers (tactical and practical exercise on how to apply the Inclusion Lens)
  • analyzing the OPS and TBS Employee Engagement surveys
  • delivering training on Creating Accessible Documents to all TBS staff and extending the training to all OPS
  • continue ensuring that the feedback process in place offered through Ontario.ca permits feedback in person, by telephone, in writing, or by delivering an electronic text by email or on CD/USB. The same feedback process will be applied for internal clients/customers. The ministry follows the OPS Accessible Customer Service Policy , available to all customers upon request. An outline of this policy is posted on the Ontario.ca website under Accessible Customer Service Policy .

Actions taken in the past year

In 2014, MGS Legal Services Branch reviewed 51 targeted, procedural rules, policies and guidelines for select high-impact legislation. These were statutes that:

  • affected persons with disabilities directly
  • provided for the delivery of widely applicable services or programs
  • provided benefits or protection or
  • affected a democratic or civic right or duty

Following that comprehensive review, TBS Legal Services now ensures along with their counterparts at the Office of Legislative Counsel that any future high-impact legislation will be vetted through the lens of accessibility and inclusion and reducing barriers per the AODA.

Upcoming plans for review

Given the comprehensive review of existing statues and regulations in place as of 2014, TBS Legal Services does not see a need for ongoing review.