Accessibility policy

Purpose statement

Earnscliffe Strategies is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.

We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and meeting our accessibility requirements under the Accessibility for Ontarians with Disabilities Act and Ontario’s accessibility laws.


This policy applies to all current employees, partners, associates, and contractors (full-time, part-time, contractual, permanent, and temporary) of Earnscliffe Strategies hereafter referred to as ‘worker’ and it extends to our treatment of vendors and suppliers, contractors, visitors, customers, clients, and job applicants.


As a company, Earnscliffe Strategies is committed to:

  • Excellence in serving and providing goods, services or facilities to all customers and workers including people with disabilities.
  • Meeting its current and ongoing obligations under the Human Rights Code respecting non-discrimination.
  • Obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its accessibility standards do not substitute or limit its obligations under the Ontario Human Rights Code or obligations to people with disabilities under any other law.

Public policy

When communicating or providing information or services to a person with a disability, we do so in a manner that takes the person’s disability into account. We will work with the person with disabilities to determine what method of communication works for them.

Accessible formats and communications supports

If a person with a disability needs an accessible format, or help to communicate with us, we will work with the person to provide the format or support that will meet their needs — at no additional cost to them. 

If we are not able to meet the person’s particular requirement in a reasonable timeframe, we will inform them and will work with them to determine an alternate method or will provide a summary of the information.

Assistive devices

People with disabilities may use their own personal assistive devices. In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services or facilities.

Service animals

Service animals assisting our clients are always welcome in all parts of our premises that are open to the public. When we cannot easily identify that an animal is a service animal, our staff may ask for documentation (template, letter or form) from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability.

A service animal can be easily identified through visual indicators, such as a harness or a vest, or when it helps the person perform certain tasks.

Support persons

People with disabilities may be accompanied by a support person while using our services for health and safety reasons. Before making a decision, Earnscliffe Strategies will:

  • Consult with the person with a disability to understand their needs
  • Consider health or safety reasons based on available evidence
  • Determine if there is no other reasonable way to protect the health or safety of the person or others on the premises.

In situations where confidential matters will be discussed, the support person may be asked to sign a confidentiality agreement, or the role of the support person may need to be agreed to in advance of the meeting.

Service disruption

In the event of a planned or unexpected disruption to services or facilities for clients with disabilities, we will notify impacted individuals promptly. The method by which we provide the notice will be determined by the nature of the problem. The notice will indicate the reason for the disruption and the anticipated duration. We will always try to make alternative arrangements to provide service where possible.


Earnscliffe welcomes feedback on how we provide accessible customer service. Feedback will help us identify barriers and respond to concerns. Your comments and feedback are important to us and are welcome via email.  Please provide your feedback to:

Sophie Laghi-Ford
Executive Leadership Support Lead

If clients with disabilities would prefer to give their feedback using an alternate method than the one offered, they may request the alternate method. 

Accessibility standards for information and communication

Earnscliffe will take measures to meet the following requirements under the Information and Communication Standards as prescribed by the Regulation:

Accessible formats and communication supports

Earnscliffe will ensure that communication or information that is made available to the public or that is provided to or exchanged with third parties will be made accessible to persons with disabilities on request. Earnscliffe will achieve this by providing alternate formats or will arrange for the provision of communication supports that take into account the needs of the person making the request. It will be provided in a timely manner and at a cost more than the regular cost.

Note: the above does not apply to products and information that Earnscliffe does not control directly or indirectly through a contractual relationship. Nor does it apply to unconvertible information or communication.

Accessibility standards for employment

Earnscliffe will take measures to meet the following requirements under the Employment Standards as prescribed by the Regulation:

Recruitment, assessment and selection processes

  • Notify Earnscliffe workers and job applicants that accommodations can be made during the recruitment process.
  • Notify internal and external job applicants that accommodations to support their participation in all aspects of the recruitment process will be provided on request.
  • Notification will be provided in all job postings, and in alternate formats when requested, as well as when communicating with applicants verbally or in writing.
  • Notify job applicants when they are selected to participate in the selection and assessment process that accommodations and supports will be provided on request.
  • Notify the successful applicants of our policies for accommodating workers with disabilities when making an offer of employment.

Informing workers of support

We will notify Earnscliffe workers of the Workplace Accommodation Policy and Process to develop individual accommodation plans for workers. Workplace Accommodation Policy is inclusive of and not limited to workers who have been absent from work due to a disability and require disability-related accommodations to return to work.

We are committed to consult with workers when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to disability as well as other protected grounds. We will consult with the person making the request to determine the suitability of an accessible format or communication support specifically for:

  • Information that is needed to perform the worker’s job; and
  • Information that is generally available to workers in the workplace

Accessible formats and communication support for workers

When requested by a worker with a disability, Earnscliffe will 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 workers in the workplace.  Earnscliffe will consult with the worker to determine the suitability of an accessible format or communication support.

Workers training

We are committed to training all workers on accessible customer service, other Ontario’s accessibility standards and aspects of the Human Rights Code that relate to persons with disabilities.

Training for workers on accessibility includes:

  • Purpose of the Accessibility for Ontarians with Disabilities Act, 2005 and the requirements of the Customer Service Standards
  • Our policies related to the Customer Service Standards
  • How to interact and communicate with people with various types of disabilities
  • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person
  • What to do if a person with a disability is having difficulty accessing our organization’s goods, services, or facilities?

In addition, we will train:

  • All persons who participate in developing the organization’s policies; and
  • All other persons who provide services on behalf of the organization

Our commitment is to train every person as soon as possible after being hired and provide training in respect of any changes to the policies. We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.

Performance management

When applying performance management processes for workers and conducting activities related to assessing and improving worker performance, productivity, and effectiveness with the goal of facilitating worker success, Earnscliffe will consider the accessibility needs of workers with disabilities. When reviewing the performance of a worker with a disability, Earnscliffe will review their accommodation needs and determine whether it necessitates adjustment to improve their performance on the job. Earnscliffe will also ensure that documents related to performance management are available in accessible formats.

Career development and management

Earnscliffe wishes to provide workers with disabilities equal opportunity to advance within our organization. When providing career development and advancement opportunities, Earnscliffe will take into account what accommodations workers with disabilities may need to succeed in other roles within Earnscliffe or to take on new responsibilities in their current position.

Individualized workplace emergency response information

Earnscliffe will provide individualized workplace emergency response information to workers who have a disability when Earnscliffe is made aware of the need for accommodation. The individualized emergency response plan and associated information will be made available in the alternate format as needed to take into account the disability.

We will review the individualized workplace emergency response information:

  • When the worker moves to a different location in the organization.
  • When the worker’s overall accommodations needs or plans are reviewed.
  • When the worker reviews its general emergency response policies.

Questions or concerns about the Earnscliffe Accessibility Policy

Workers may address any questions or concerns:

Sheri-Lynne Leskiw
Human Capital Lead