Global Accessibility Awareness Day 2025
What is Global Accessibility Awareness Day?
Global Accessibility Awareness Day (“GAAD”) is May 15, 2025! GAAD was started with the purpose to educate people on digital access and inclusion in support of the one billion people with disabilities and impairments.
Digital accessibility refers to the ability of people with disabilities and impairments to independently consume and interact with digital applications and content. In a technological age, access to digital content is more important than ever.
How does the Ontario Human Rights Code relate to digital accessibility?
Under Ontario’s Accessibility for Ontarians with Disabilities Act (the “AODA”), employers must ensure their workplaces are accessible to employees with disabilities, including providing accessible formats of information upon request. This means that websites, web content, and other digital materials must be accessible to individuals with disabilities who seek accommodation.
Naturally, the Ontario Human Rights Code (the “Code”) goes hand in hand with the AODA. The Code protects employees from discrimination based on “disability” and provides employers with a positive duty to accommodate such.
As a result, employers have a legal requirement to provide accessible workplace information, including:
- any information that employees need to perform their jobs;
- general information that is available to all employees at work (for example, company newsletters, bulletins about company policies and health and safety information); and
- information about emergency procedures.
Types of accessible formats can include HTML, braille, accessible audio formats and large print. In addition, employers can provide communication supports such as captioning and audio description, sign language and intervenor services.
What kinds of accommodations can be included in a plan?
Under the AODA, all public sector organizations, and private or non-profit organizations with fifty or more workers, must develop and document a process for writing individual accommodation plans.
Individual accommodation plans are written documents that list all accommodations employees with disabilities need to make their jobs accessible. This could include:
- Informational accommodations, such as documents in digital form or real-time captioning at meetings
- Workstation accommodations, for example, a raised desk or a quiet workstation
- Scheduling accommodations, such as shifts at certain times or a compressed work week
- Structural accommodations, for example, automatic doors or accessible washrooms
When disclosing a disability under the AODA, a person does not need to disclose a specific medical diagnosis in order to receive accommodations. However, they may need to disclose that they have a disability that impacts how they perform certain job functions. In addition, under both the AODA and the Code, accommodations should remain confidential.
How can an employment lawyer help with accessibility in the workplace?
When it comes to digital accessibility in the workplace, speaking with an experienced employment lawyer can help you understand your rights and legal options. Whitten & Lublin can help. Contact us online or by phone at (416) 640 2667.