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MD Accessibility Multi-Year Plan

Statement of Commitment:

As indicated in the MDFMI Accessibility Policy, the MDFMI promotes an atmosphere of mutual trust and respect with all of our stakeholders. We do this because we believe it leads to a higher level of personal and corporate performance that ultimately delivers better outcomes for all. Our values are consistent with the principles outlined in the Accessibility for Ontarians with Disabilities Act (otherwise known as AODA) to effectively provide services to people with disabilities. In keeping with our values, MDFMI aims at all times to provide (goods and) services in a way that respects the dignity and independence of people with disabilities.

Accessible Emergency Information:

The MDFMI is committed to providing publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.

The Accessibility policy is available to the public on our website in a downloadable format and is incorporated into our Business Continuity Planning (BCP).

Training:

MDFMI will provide training to all staff on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities.

MDFMI will take the following steps to ensure all staff is provided with the training needed to meet Ontario’s accessible laws (deadline is January 1, 2015):


  • AODA training will be provided to all new employees in conjunction with the on-boarding orientation program, which takes place during the first few weeks on the job. AODA training will also be provided to other staff as required.
  • AODA training will be provided to all employees on an annual basis, in conjunction with the annual compliancy training component.
  • All employees will be required to electronically sign off once the training has been completed, for tracking and recording purposes.

Information and Communications:

MDFMI is committed to meeting the communication needs of people with disabilities, as indicated in the communications section within our policy. We will consult with people with disabilities to determine their information and communication needs.

MDFMI will take the following steps to make all websites and content on those sites conform with WCAG 2.0, Level A (deadline is January 1, 2014), and WCAG 2.0, Level AA (deadline is January 1, 2021):


  • The mdm.ca website conforms with WCAG 2.0, Level A.
  • The mdm.ca website will be updated to respect the W3C Accessibility Guidelines, Level AA. The site will include a consistent design and navigation, effective search as well as streamlined content.

MDFMI will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request (deadline is January 1, 2015):


  • A mechanism to provide Feedback is included within the Accessibility policy.
  • A Questions or Feedback section is posted on the website, alongside the Accessibility Policy.
  • MDFMI includes Feedback mechanism information within the AODA training provided to all employees.

MDFMI will take the following steps to make sure all publicly available information is made accessible upon request (deadline is January 1, 2016):


  • As indicated in our Accessibility policy, we make efforts to ensure persons with disabilities have the same chances, options, benefits and results as others. We offer a variety of means to access our services to help ensure persons with disabilities do not have to make significantly more effort to access or obtain a service.
  • For all MDFMI meetings, the registration form will include a section for persons with disabilities to identify themselves.
  • Upon request, MDFMI will work with the individual to determine alternative accessibility to information.

Employment:

MDFMI is committed to fair and accessible employment practices.

We will take the following steps to notify the public and staff that, when requested, MDFMI will accommodate people with disabilities during the recruitment, assessment and hiring processes (deadline is January 1, 2016):


  • MDFMI will update their job posting policy, recruitment practices, and websites (internal and external sites) to include information that states that MDFMI will accommodate people with disabilities during recruitment and hiring processes.
  • MDFMI will let job applicants know that recruitment and hiring processes will be modified to accommodate their disabilities, if requested.
  • MDFMI will train managers on the AODA employment regulations to ensure they are practicing fair and accessible employment practices.

MDFMI will take the following steps to develop and implement a process for individual accommodation plans and return-to-work policies for employees that have been absent due to a disability (deadline is January 1, 2016):


  • MDFMI will use the on-boarding orientation and the annual AODA notification to identify any individual accommodation needs. Human Resources will work with employees who identify special needs to ensure individual accommodation plans are established.
  • MDFMI will ensure that Ergonomic Assessment Guidelines and Procedures and Flexible Work Arrangements are available and considered (as well as other benefits provided through Great-West Life), for individual accommodation plans and return-to-work policies.

MDFMI will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account within performance management, career development and redeployment processes (deadline is January 1, 2016):


  • MDFMI will review employees’ accommodation plans prior to annual performance reviews and career development discussions and make adjustments to our practices as required.
  • MDFMI will make appropriate accommodations, where required, to support the improvement of employees’ performance, productivity and overall success in their current role and in future roles.

MDFMI will take the following steps to prevent and remove other accessibility barriers identified:


  • MDFMI will work directly with the individual to determine accessibility barriers and to identify the best solution to the barrier, as per the AODA training guidelines.
  • MDFMI will review feedback received from individuals to help prevent or remove other accessibility barriers.
  • MDFMI will review their Accessibility policy and information on a regular basis.

Design of Public Spaces:

MDFMI will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces (deadline is January 1, 2017). Public spaces with the MDFMI include:


  • Outdoor picnic areas and indoor waiting areas
  • Outdoor paths of travel (sidewalks and ramps)
  • Accessible off street parking

MDFMI has put procedures in place to prevent service disruptions to its accessible parts of its public spaces, as outlined in the accessibility policy; notice of temporary disruption. In the event of a service disruption, we will notify the public of the service disruption and alternatives available.

MDFMI will ensure that preventative and emergency maintenance processes are in place, such as regular inspections of public spaces.

For more information:

For more information on this accessibility multi-year plan, please contact:

MDFMI Compliance: compliance@cma.ca
MDFMI Human Resources: hrmd@cma.ca
Phone: 613 731-4552 or 1 800 663-7336

Accessible formats of this document will be made available upon request.