accessibility policy randstad canada's multi-year plan

This Accessibility Plan outlines the policies and actions that Randstad Canada has in place to improve opportunities for people with disabilities and to meet our obligations under the Integrated Accessibility Standards of the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”), as well as the Accessibility for Manitobans Act, 2013 (“AMA”).  We will review this Accessibility Plan every five years, and commit to updating this Accessibility Plan following each review to ensure that it continues to meet the needs of people with disabilities and our obligations under the AODA and AMA.

Throughout this Accessibility Plan, references to “employees” should be understood to include all Randstad Canada regular employees, temporary workers, assigned resources, co-operative students, interns and volunteers.

statement of commitment

Randstad Canada is committed to providing our services in a manner that is accessible to people with disabilities, and to providing a safe, dignified and welcoming environment for everyone.  We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting the accessibility requirements under the AODA and AMA.

For a complete statement of our commitment to people with disabilities, please refer to our “Statement of Commitment”.

accessible emergency information

Randstad Canada provides individualized emergency response information to employees with disabilities when the information is required based on an employee’s known accommodation needs. We are committed to providing customers and clients with publicly available emergency information in an accessible format and with appropriate communications supports upon request.

training

In addition to the training provided to our employees under the Accessibility Standards for Customer Service, Randstad Canada provides training to our employees on the requirements of the Integrated Accessibility Standards and on the Human Rights Code as it relates to people with disabilities. Training is provided in a way that best suits the actual duties of our employees.

Randstad Canada will endeavour to complete the required training of its employees by January 1, 2015 for AODA, and November 1, 2018 for AMA.  In order to meet this obligation, Randstad Canada has engaged a third party consultant to develop and deliver appropriate training content; and will make and keep the prescribed records of the training that is provided.  Randstad Canada will ensure that all new employees are provided all required training as per relevant provincial legislation during the onboarding process.

kiosks

When designing, procuring or acquiring self-service kiosks, Randstad Canada will have regard to the accessibility for persons with disabilities. Randstad Canada will ensure that any employees involved in the procurement or acquisition are apprised of the need to consider features that will make the self-service kiosk more accessible for persons with disabilities.

information and communications

Randstad Canada is committed to meeting the communication needs of our clients, candidates, employees, job applicants, suppliers, visitors and other stakeholders who have disabilities. When requested, we will consult with the person with disabilities to determine his or her information and communication needs.

websites

Should Randstad Canada launch a new internet website or significantly refresh an existing internet website prior to January 1, 2021, Randstad Canada will ensure that the website, and all content on that website that has been posted since January 1, 2012, conform with WCAG 2.0, Level A.

Randstad Canada will take the following steps to make all its internet websites, and all content posted on those sites since January 1, 2012, conform with WCAG 2.0, Level AA by January 1, 2021:

• we will audit all websites and content for Level AA compliance;
• we will implement the necessary changes to bring the websites and web content into conformance with all applicable Level AA standards.

feedback processes

Randstad Canada will take the following steps to ensure all existing feedback processes (including the Randstad nomination and “Our Recognition” processes, the “careers@randstad” process, the misconduct reporting line, privacy processes and the feedback process established under the Accessibility Standards for Customer Service), are accessible to people with disabilities upon request.

Each feedback process will inform users of the availability of accessible formats and communications supports by including the following message:

Alternative accessible formats and communications supports are available upon request to your HR Business Partner.  For more information regarding Randstad's commitment to accessibility, please review Randstad's Statement of Commitment and its Accessibility Policy and Multi-Year Plan.

accessible formats and communications supports

Randstad Canada will ensure that all of its publicly available information is made accessible upon request by January 1, 2016.  Where a request for an accessible format or for communication supports is received, Randstad Canada will:

• consult with individual making the request to determine their accessibility needs and what would be a suitable format or support;
• provide the requested information in a timely manner; and
• provide the information at regular cost (if any) as charged to others.

employment

Randstad Canada is committed to fair and accessible employment practices, and will implement all employment-related standards under the Integrated Accessibility Standards by no later than January 1, 2016.

employee recruitment

Randstad Canada will ensure that its recruitment processes are accessible to applicants and candidates with disabilities. 

Randstad Canada will include the following language in all job postings, whether published publicly or internally, to notify the public and staff that, when requested, Randstad Canada will accommodate people with disabilities during the recruitment process:

As part of its commitment to accessibility for all persons with disabilities, Randstad Canada will, upon the request of the applicant, provide accommodation during the recruitment process to ensure equal access to applicants with disabilities. We will consult with applicants to ensure a suitable accommodation is provided.

Where a candidate is asked to undergo an assessment or testing process as part of the application process, Randstad Canada will inform the candidate of the availability of accommodation in the assessment or testing process by including the following language in the notice to the candidate:

Randstad Canada will provide accommodation to any candidate with a disability during the during the assessment and testing processes to ensure equal access to candidates with disabilities. Please contact your Randstad recruiter about your needs, and we will consult with you to ensure a suitable accommodation is provided.

accessibility information

As part of Randstad Canada’s onboarding process, it will provide information on its policies related to the accommodation of employees with disabilities to all successful job applicants.  By no later than January 1, 2016, Randstad Canada will provide the same information to all our existing employees.

For information that an employee needs to perform his or her job or that is generally available to employees in the workplace, Randstad Canada will provide the information in an accessible format or with appropriate communications supports, upon request. In determining the appropriate format or support, we will consult with the employee who has made the request.

return-to-work and accommodation plans

Randstad Canada will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability:

• we will review all existing accommodation and return-to-work policies and practices;
• we will revise existing policies and practices to take into account all factors set out in the Integrated Accessibility Standards;
• the revised policies and practices will be put into effect prior to January 1, 2016.

performance management, career development and redeployment

When undertaking any performance management, career development and redeployment processes, Randstad Canada will ensure that the accessibility needs of its employees with disabilities needs are taken into account. This will include a review of any individual accommodation plans that are in place for individual employees.

Where an employee, client or other person identifies any accessibility barriers, Randstad Canada will take steps to remove the barriers identified. Randstad Canada will also review its processes and any feedback it receives from employees, customers or other stakeholders to determine whether other accessibility barriers may be present, and will take steps to address and resolve any barriers so identified.

design of public spaces

Randstad Canada will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Due to the nature of our business, public spaces will typically include only service-related elements like service counters and reception areas.  Randstad Canada will meet these standards for any new construction or renovations undertaken after January 1, 2017.

Randstad Canada will endeavour to prevent service disruptions to the accessible parts of its public spaces.  To reduce the risk of service disruptions, Randstad Canada will periodically inspect the accessible portions of its public spaces.  When any deficiencies are noted that might impact on accessibility, Randstad Canada will take steps to correct the deficiency within a reasonable time frame.

In the event of a service disruption, we will notify the public of the service disruption and alternatives available.