Beyond AODA Compliance Project

The Beyond AODA Compliance project is a new initiative led by ODEN.

It marks a pivotal step towards fostering genuine accessibility and inclusion in businesses across Ontario communities.  

This initiative goes beyond mere regulatory adherence to the Accessibility for Ontarians with Disabilities Act (AODA). It aims to instill a culture of enthusiastic, voluntary compliance. One that’s driven by a deep understanding of the business and social benefits of embracing disability inclusion. 

Understanding the barriers

In a world striving for diversity and inclusion, the journey to equitable employment opportunities remains fraught with challenges for people who have a disability.  

One of the most significant hurdles they face is the pervasive attitudinal barrier. Employers often prioritize productivity metrics over accommodating individual needs. This leads to misconceptions that people who have a disability may not meet performance expectations.  

This mindset can: 

• • Perpetuate biases
• • Undermine the potential of qualified candidates  

In one study, 90% of workers who have a disability scored average or above average in performance ratings.  

Lack of accessibility also poses a critical issue: 

• • Many online job platforms are not designed with inclusivity in mind. This makes it difficult for job seekers using assistive technologies to navigate and apply for jobs.  
• • Addressing these issues is not just a matter of fairness but a crucial step towards harnessing the diverse talents and potential contributions of all Ontarians. 

The project is designed to shine a light on the employment barriers faced by people who have a disability — as identified directly by those experiencing these barriers.  

Through this understanding, the initiative will result in a learning module that: 

•  • Clarifies AODA reporting requirements  
•  • Dispels misconceptions surrounding disability 
•  • Will empower businesses to transition from a standards-based approach to one rooted in proactive and inclusive practices 

Key objectives and outcomes 

Central to the project’s mission is the integration of: 

The business case for disability inclusion: Demonstrating how inclusive practices enhance employee engagement and customer satisfaction.  

Disability awareness and confidence overview: Equipping businesses with general knowledge and understanding of tools for fostering an inclusive workplace culture.  

Practical strategies for cultural shifts: Providing actionable insights for facilitating meaningful changes in hiring practices and community engagement. By showcasing tangible examples of these transformations, businesses will witness first-hand the positive impacts on employee morale and customer loyalty. 

Unique approach to drive impact 

Beyond AODA Compliance stands out from existing initiatives. It’s unique. It merges an overview of the regulatory compliance requirements with disability awareness and education, and practical guidance that can be implemented to remove barriers in the workplace. 

Here are some of the ways the project aims to drive impact. 

Focus on changing attitudes

Education is a core component of Beyond AODA Compliance: Disability Inclusive Hiring — Empowering Inclusivity. It emphasizes the importance of education to increase awareness and change attitudes towards people who have a disability as both consumers and employees.  

Additionally, the initiative advocates for changes in the workplace to enhance disability-inclusive hiring practices. The goal: Have insight from employees who have a disability that can drive changes in how businesses provide services and goods to consumers who have a disability. Changes that can have a lasting impact.

Collaborative approach

The initiative encourages collaboration among stakeholders, including:  

• • Businesses 
• • Policymakers (The Ministry of Seniors and Accessibility manages the AODA file in the Government of Ontario) 
• • Employment Service Providers 
• • People who have a disability  

By fostering partnerships and collective action, Beyond AODA Compliance: Disability Inclusive Hiring seeks to: 

• • Make stakeholders aware of each other’s role

• • Build collaboration among them to support advancing disability inclusion in the workforce

Long-term vision

Beyond immediate goals, Beyond AODA Compliance: Disability Inclusive Hiring aims to create lasting change in the employment landscape — a future in which diversity is celebrated, and people who have a disability have equal opportunities to contribute and succeed.  

Join the movement 

This is more than just an initiative. It’s a commitment to: 

• • Transforming the landscape of employment for people who have a disability  
• • Increasing accessibility in Ontario for them 

We’re encouraging businesses and stakeholders to engage with Beyond AODA Compliance, to drive accessibility and disability inclusion in Ontario.  

By embracing disability-inclusive hiring practices, businesses and organizations move closer to more than compliance with regulations. They move towards enrichment of their workplaces and the communities they serve.  

Let’s work together to build a future where everyone thrives. Together, we can:  

• • Break down barriers 
• • Create more inclusive workplaces and communities 

SESSION 1: Wednesday, October 16 (11–12 Noon ET)

SESSION 2: Tuesday, October 22 (1– 2 p.m. ET)

SESSION 3: Thursday, November 21 (1–2 p.m. ET)

Questions?

Please email:

• Ingrid Muschta, Director of Special Projects & Innovation 

• Onysia Robinson-Kotsikas, Marketing & Communications Co–Ordinator (Co-Op)