Multi-Year Accessibility Plan (AODA)

This accessibility plan outlines the strategy of Hannam Fertility Centre and its affiliates (the “Company”) to prevent and remove barriers for people with disabilities and comply with the requirements of the Integrated Accessibility Standards Regulation under the Accessibility for Ontarians with Disabilities Act, 2005.

 

Statement of Commitment 

Hannam Fertility Centre and its affiliates (the “Company”) is committed to providing an accessible environment for all clients, employees, job applicants, vendors, and visitors who may enter our premises, access our information, or use our services. As an organization, we respect and comply with the requirements of the Accessibility for Ontarians with Disabilities Act, 2005, and its associated regulations. We strive to provide an accessible and welcoming environment for everyone by identifying and removing barriers in our workplace and ensuring that new barriers are not created. The company ensures that persons with disabilities are provided with equal opportunities. We are committed to meeting the needs of individuals with disabilities in a timely and integrative manner that respects their dignity and independence.

Multi-year Accessibility Plan

This plan is in effect from October 2023 to October 2028.

If you have any questions or concerns about this plan or its initiatives, or if you want to receive a copy of the plan in a different accessible format, please contact Laura Finch (VP, Operations) by email: human.resources@hannamfertility.com or by mail: 160 Bloor Street East, 15th Floor, Toronto, Ontario M4W 3R2.

General

Completed

  • The Accessibility for Ontarians with Disabilities (AODA) Policy was developed and approved

  • The AODA Policy will be made available in an accessible format to customers requesting a copy of the policy

  • A multi-year accessibility plan was developed in 2023

  • All employees and staff have completed Accessibility for Ontarians with Disabilities training

  • AODA training has been added to the Human Resources Onboarding process for all new employees

  • An external program (HR Downloads) has been added to initiate training to all staff, which provides certificates of completion

 

New and Ongoing

  • Continue to review the AODA policy at least every three years or whenever the “Company’s” practices and/or procedures change to ensure it is up to date and all AODA requirements are integrated

  • Continue to make the AODA policy available in an accessible format to customers requesting a copy

  • Post updated multi-year accessibility plan to the “Company’s” website and provide plan in an accessible format when requested

  • Review and update the multi-year accessibility plan every 5 years based on changed accessibility requirements and feedback from internal and external stakeholders

  • Refresher training will be provided at least every three years or as changes occur to ensure knowledge remains current

  • AODA training will continue to be provided to all new staff during orientation

 

Information and Communication Standards

Completed

  • Implemented our Feedback Process, which is available in the “Company’s” AODA Policy

 

New and Ongoing

  • Develop processes to ensure information can be made accessible to people with disabilities upon request

  • Review any feedback that has been made, in order to improve processes and accessibility

  • Develop best practices to make communication accessible and creating accessible documents

 

Employment Standards

Completed

  • All postings to public-facing portals include notice about the availability of accommodations for disabilities, where needed, to support participation in the recruitment process

  • All postings include the statement:

Hannam Fertility Centre is committed to providing a barrier-free work environment in concert with the Accessibility for Ontarians with Disabilities Act and with the Ontario Human Rights Code. HFC strives to ensure that its employment practices are free from direct and indirect discrimination and will ensure the full participation and advancement of members of historically disadvantaged groups (i.e., members of visible minorities, persons with disabilities, women, and aboriginal peoples).

As such, HFC will do its due diligence to make accommodations available to applicants with disabilities upon request, will ensure they are fair and equitable for all persons, and will not condone or tolerate any acts of discrimination or harassment under any of the grounds protected under human rights legislation.

  • When needed, any possible accommodations for interviews, testing, or any other part of the recruitment process has been made

  • Office design standards have considered accessibility

  • Completed an audit for Employees Requiring Assistance during evacuation procedures and ensured Property Management are aware of individual requirements

  • Provide Emergency Evacuation Procedures training to all new staff and inquire about assistance needed for all new staff

  • Developed and maintained a return to work process for our employees who have been absent from work due to a disability and require disability related accommodations in order to return to work

 

New and Ongoing

  • Continue addressing barriers to recruitment

  • Continue to accommodate employees as needed

  • Continue to provide assistive devices as required

  • Continue to review Emergency Evacuation Procedures to ensure safe evacuation for those who require assistance

  • Revisit and re-complete audit yearly of Employees Requiring Assistance to ensure all staff are accounted for

 

Design of Public Spaces Standards (Accessibility Standards for the Built Environment)

Completed

  • Real Estate and Facilities Management adhere to the requirements in the Ontario Building Code, the Integrated Accessibility Standards Regulation, the Guide to the Integrated Accessibility Standards Regulation and any other Ontario government requirement governing accessibility

 

New and Ongoing

  • Continuously improve physical accessibility in the “Company’s” offices

 

Customer Service Standards

Completed

  • All employees, managers and senior managers have been trained on interacting with customers of all abilities and we maintain records of the training that is provided

  • Assistive devices and service animals are permitted on most “Company” premises locations in areas where customers have access

  • Support persons that accompany a person with a disability are welcome in areas where the public or third parties are permitted and or served

  • Customers are informed when accessible services are temporarily unavailable

  • Emergency procedures have been developed to ensure customers with varying abilities are assisted in building emergencies

New and Ongoing

  • Continue to train new employees on accessible customer service

  • Continue enabling customers to use assistive devices and welcoming the assistance of service animals and support persons

  • Continue to communicate when accessible services are temporarily unavailable using methodologies appropriate for the circumstances

  • Continue reviewing emergency procedures to ensure customers with varying abilities are assisted in building emergencies

  • Work to ensure all online forms are accessible