Integrated Accessibility Standards Policy
Lilly Canada is committed to Integrated Accessibility Standards – standards that are developed to break down barriers and increase accessibility for persons with disabilities in the areas of information, communications and employment.
In our provision of services, we are governed by Regulation 191/11 “Integrated Accessibility Standards” which requires us to meet the accessibility needs of persons with disabilities.
What Our Commitment Means
Being committed to Integrated Accessibility Standards means:
Treating all people in a way that allows them to maintain their dignity and independence
Ensuring integration and equal opportunities
Meeting the needs of persons with disabilities in a timely manner, and doing so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.
This policy will be implemented in accordance with the time frames established by the Regulation.
To comply with Integrated Accessibility Standards, Lilly Canada will develop, maintain and document an Accessibility Plan outlining our strategy to prevent and remove barriers from the workplace and to improve opportunities for persons with disabilities.
The Accessibility Plan will be reviewed and updated at least once every five years, and will be posted on the company’s website. Upon request, we will provide a copy of the Accessibility Plan in an accessible format.
Training Employees and Volunteers
Lilly Canada will ensure that training is provided on the requirements of the accessibility standards referred to in the Regulation, and continue to provide training on the Human Rights Code as it pertains to persons with disabilities, to:
all our employees;
all persons who participate in developing our policies; and,
all other persons who provide goods, services or facilities on behalf of the company.
The training will be appropriate to the duties of the employees and other persons. Employees will be trained when changes are made to the accessibility policy. New employees will be trained at the beginning of their employment. Lilly Canada will keep a record of all training provided.
INFORMATION AND COMMUNICATIONS STANDARDS
Lilly Canada will continue to ensure that our process for receiving and responding to feedback is accessible to persons with disabilities by providing, or arranging for the provision of, accessible formats and communications supports, upon request.
Accessible Formats and Communication Supports
Upon request and in a timely manner, Lilly Canada will provide, or will arrange for the provision of, accessible formats and communication supports for persons with disabilities that take into account the person’s accessibility needs due to disability. We will:
Consult with the person making the request in determining the suitability of an accessible format or communication support.
Notify the public about the availability of accessible formats and communication supports.
Accessible Websites and Web Content
Lilly Canada will bring our Internet websites, including web content, into compliance with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, at Level AA except where this is impracticable.
Recruitment, Assessment, Selection Process, Notice to Successful Applicants
Lilly Canada will:
Notify our employees and the public about the availability of accommodation in our recruitment process for applicants with disabilities.
Notify job applicants, when they are selected to participate further in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used.
Consult with selected applicants and provide, or arrange for the provision of, a suitable accommodation in a manner that takes into account the applicant’s accessibility needs due to disability.
When making offers of employment, Lilly Canada will notify the successful applicant of our policies for accommodating employees with disabilities.
Informing Employees of Supports
Lilly Canada will continue to inform our employees of our policies (and any updates to those policies) to support employees with disabilities, including policies on the provision of job accommodations that take into account employees’ accessibility needs due to disability. This information will be provided to new employees as soon as practicable after they commence employment.
Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, Lilly Canada will consult with the employee to provide, or arrange for the provision of, accessible formats and communication supports for information that is needed to perform their job, and information that is generally available to other employees. In determining the suitability of an accessible format or communication support, we will consult with the employee making the request.
Documented Individual Accommodation Plans
Lilly Canada will maintain a written process for the development of documented individual accommodation plans for employees with disabilities.
If requested, information regarding the accessible formats and communications supports we make available will also be included in individuals’ accommodation plans.
In addition, the plans will include individualized information on responding to emergencies in the workplace (where required), and will identify any other accommodation that is to be provided.
Information on Responding to Emergencies in the Workplace
If Lilly Canada is aware of an employee’s need for individualized accommodation due to disability, we will provide them with individualized information on responding to emergencies in the workplace. Where the employee requires assistance and we have their consent to do so, we will provide their information to the Manager of Health and Safety and the Facilities Manager so that we can create an individualized emergency-response plan. We will provide this information as soon as practicable after becoming aware of the need for accommodation.
When the employee moves to a different location in the organization and/or when their overall accommodations needs or plans change, Lilly Canada will review and update the individualized information we have prepared for them.
Lilly Canada maintains a documented return-to-work process for our employees who have been absent from work due to a disability and who require disability-related accommodations in order to return to work.
The return-to-work process outlines the steps we will take to facilitate their return to work and will include documented individual accommodation plans as part of the process.
This return-to-work process will not replace or override any other return-to-work process created by or under any other statute (e.g., the Workplace Safety Insurance Act, 1997).
Performance Management, Career Development, and Advancement and Redeployment
Lilly Canada will take into account employees’ accessibility needs and individual accommodation plans when conducting performance management, providing career development and advancement support, or when redeploying the employee.
Integrated Accessibility Standards Policy
This policy has been developed to break down barriers and increase accessibility for persons with disabilities in the areas of information and communications and employment. If you have any questions concerning the Integrated Accessibility Standards Policy, or the purpose of this policy, please contact Human Resources at 416-693-3553.