Statement of commitment
AMAPCEO is committed to providing an inclusive, barrier-free, and accessible environment for employees, members, elected representatives, volunteers, vendors, and members of the public.
In accordance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA), the Integrated Accessibility Standards Regulation (IASR), and the Ontario Human Rights Code, AMAPCEO is committed to identifying, removing, and preventing barriers to accessibility in our workplace, services, communications, facilities, and employment practices.
Accessibility is a shared responsibility and an essential component of equity, inclusion, and participation. Through this Multi-Year Accessibility Plan, AMAPCEO will continue to strengthen accessibility across the organization and support meaningful participation for people with disabilities. The plan was last reviewed in June 2026 and will be reviewed no later than May 2031.
Message from the President / CEO
At AMAPCEO, accessibility is a core value that guides how we serve our members and support our employees. We are committed to creating an inclusive environment where everyone is treated with dignity, independence, integration, and equal opportunity.
We recognize that removing barriers strengthens participation equity and belonging. In recent years, we have made significant progress in improving accessibility through accessible digital communications, mandatory accessibility training, strengthened recruitment and accommodation processes, and expanded options for virtual and hybrid participation in meetings and events.
This Multi-Year Accessibility Plan reflects our commitment to continuous improvement. We will continue to identify, remove, and prevent barriers, ensuring accessibility is embedded in our policies, programs, services, facilities, and workplace culture.
Together, we will build a more accessible and inclusive AMAPCEO for all.
-Dave Bulmer, President/CEO
Introduction
AMAPCEO strives to meet the needs of employees, members, stakeholders and members of the public with disabilities and is committed to removing and preventing barriers to accessibility.
This Multi-Year Accessibility Plan outlines the actions AMAPCEO will undertake between 2026 and 2031 to improve accessibility and meet its obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
As an organization with 50 or more employees in Ontario, AMAPCEO's obligations under the AODA include maintaining this Multi-Year Accessibility Plan, ensuring public-facing web content meets WCAG 2.1 AA, and maintaining a documented Individual Accommodation Plan process for employees with disabilities.
Our plan is publicly available and will be reviewed and updated at least once every five years. Accessible formats and communication supports are available upon request.
We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies.
AMAPCEO provides accessibility training to employees and others as required by the AODA and maintains records of training completion in accordance with organizational policies and legislative requirements.
Past achievements to remove and prevent barriers
Customer service
AMAPCEO has:
- Implemented and maintains an Accessible Customer Service Policy that is reviewed periodically to ensure ongoing compliance and continuous improvement.
- Maintained office facilities that include accessible entrances, accessible doors, and accessible washroom facilities.
- Supported the use of personal assistive devices when accessing AMAPCEO services, information, facilities, and events.
- Welcomed and accommodated service animals in all areas open to members, visitors, or the public, unless otherwise prohibited by law.
- Welcomed support persons accompanying individuals with disabilities and ensured no fees are charged for support persons' participation in AMAPCEO events or activities.
- Established procedures for communicating planned and unplanned disruptions to facilities or services relied upon by people with disabilities.
- Provided employees with training and guidance on accessible customer service practices and respectful interactions with persons with disabilities.
- Maintained a process through which accessibility-related feedback may be submitted and reviewed.
Information and Communications
AMAPCEO has:
- Maintained public-facing digital content and websites that comply with Web Content Accessibility Guidelines (WCAG) 2.1 Level AA requirements.
- Provided accessible formats and communication supports upon request in a timely manner.
- Incorporated accessibility considerations into organizational communications and digital documents.
- Established accessibility contact information to respond to accommodation requests and accessibility-related inquiries.
- Utilized accessibility supports such as captioning, alternative formats, and assistive technologies where appropriate.
- Tested AMAPCEO.on.ca to ensure adequate size, contrast, and legibility of fonts, colours, and icons.
- Trained Communications staff in accessible writing and accessible web design practices.
- Applied an “accessibility-first” approach, sharing key information such as fact sheets as webpages rather than static documents where possible, and following accessibility guidelines when PDFs must be used.
- Limited password protection to genuinely private material, ensuring members can access the information they need.
- Proactively asked members how AMAPCEO can accommodate them in advance of training sessions and other major events.
- Used alternate text for images on AMAPCEO.on.ca and in the AMAPCEO Member News e-newsletter to support screen reader users.
- Posted training materials on the website in advance of in-person training, in multiple formats.
- Equipped events with microphones and provided closed captioning for events with large screens.
- Provided prayer rooms and quiet spaces at events to offer members an accessible space to regulate.
- Designed union swag with safety in mind (e.g., release clips on badge displays).
Employment
AMAPCEO has:
- Reviewed and updated recruitment, hiring, and onboarding processes to reduce barriers and strengthen equitable participation.
- Informed applicants and employees of the availability of accommodations throughout the recruitment and employment lifecycle.
- Maintained written processes for individual accommodation plans and return-to-work plans for employees requiring disability-related accommodations.
- Considered accessibility needs in performance management, career development, and redeployment processes.
- Provided individualized workplace emergency response information to employees requiring accommodation during emergencies.
- Worked collaboratively with employees to support accommodation needs and remove workplace barriers.
Training
AMAPCEO has:
- Delivered accessibility training to employees and individuals responsible for developing organizational policies.
- Provided training on the AODA, the Integrated Accessibility Standards Regulation, accessible customer service, and the Ontario Human Rights Code as it pertains to persons with disabilities.
- Integrated accessibility training into employee onboarding processes.
- Maintained records of accessibility training completion.
- Updated training content as policies and legal requirements evolved.
Strategies and Actions (2026–2031)
Customer Service
AMAPCEO is committed to providing accessible services, programs, facilities, and supports to people with disabilities.
- Action: Review and update the Accessible Customer Service Policy as required
Status: Ongoing - Action: Review accessibility feedback and identify opportunities for improvement
Status: Annual - Action: Consider accessibility requirements when planning member events, meetings, and services
Status: Ongoing - Action: Maintain procedures for communicating service disruptions accessibly and promptly
Status: Ongoing - Action: Promote awareness of available accommodations and accessibility supports
Status: Ongoing
Information and Communications
AMAPCEO is committed to ensuring that information and communications are accessible to people with disabilities.
- Action: Maintain WCAG 2.1 Level AA conformance for public-facing websites and web content
Status: Ongoing - Action: Conduct periodic reviews of website content and digital assets to identify and address accessibility barriers
Status: Annual - Action: Maintain a process for providing accessible formats and communication supports upon request
Status: Ongoing - Action: Review organizational document templates to ensure accessibility standards are incorporated
Status: 2026-2027 - Action: Provide guidance and resources to staff responsible for creating member-facing communications and digital content
Status: Ongoing - Action: Evaluate new communications technologies and platforms for accessibility considerations before implementation
Status: Ongoing - Action: Maintain a standardized process for accessible communication channels (in-person, phone, email, virtual) that is personable and adaptable to member needs
Status: Ongoing - Action: Continue training with developers to ensure the website responds to members' accessibility needs
Status: Ongoing - Action: Maintain autofill functionality for signed-in members to minimize typing when completing forms
Status: Ongoing - Action: Maintain a designated contact for immediate accessibility assistance at major events (Ombudsperson)
Status: Ongoing - Action: Research accessible options before adopting external tools or resources (e.g., mapping services)
Status: Ongoing
Employment
AMAPCEO is committed to fair and accessible employment practices.
- Action: Communicate the availability of accommodations to applicants and employees, and incorporate standardized language into the onboarding process
Status: Ongoing - Action: Maintain a documented process for developing Individual Accommodation Plans and Return-to-Work Plans with employees
Status: Ongoing - Action: Collaborate with employees to identify and address workplace barriers in a timely manner
Status: Ongoing - Action: Support leaders and managers with guidance on handling accommodation requests appropriately
Status: Ongoing - Action: Review recruitment, performance management, and career development processes to ensure accessibility needs are considered
Status: 2026-2027
Training
AMAPCEO is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as they apply to people with disabilities.
- Action: Deliver AODA and Human Rights Code training to all new hires as part of orientation
Status: Ongoing - Action: Retrain employees when changes are made to relevant policies, practices, and procedures
Status: Ongoing - Action: Maintain records of training provided, including completion dates and number of individuals trained
Status: Ongoing - Action: Evaluate training effectiveness and update content based on feedback and organizational needs
Status: Annual
For more information
For more information on this Multi-Year Accessibility Plan, please contact Farrah Charania at charania@amapceo.on.ca.
Our Multi-Year Accessibility Plan is publicly posted at amapceo.on.ca/accessibility.
Standard and accessible formats of this document are free on request from acccesibility@amapceo.on.ca.
