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January 2019  |  View this email online
AODA Tool Box

Invisible Disabilities and the Workplace:  Help for Employees and Employers

Invisible disabilities are defined as any disability that is hidden and not immediately perceived by others; and includes numerous neurological conditions, such as Parkinson’s disease, dementias, multiple sclerosis, Huntington’s disease, epilepsy, hearing difficulties and, mental health conditions, HIV/AIDS, arthritis, and many others. Some invisible disabilities are temporary, while others are permanent or progressive.
 
Accessibility for people with invisible disabilities is achievable, but it comes with unique challenges. Employers and coworkers should understand invisible disabilities and how to accommodate them. Disclosure is an important step in the process. To ensure employees know what supports they can expect, employers are required to notify employees of its policies used to support its employees with disabilities, including policies on providing job accommodations.
 
An AODA Notification Toolkit contains tools to help employers fulfil their obligation to notify employees about these policies. The poster and sample notification are designed to help create workplace environments where employees can feel comfortable and safe disclosing their needs. To access the toolkit, please visit: https://discoverability.network/notification-toolkit-starting-conversations-accessibility-workplace/ or e-mail us at aodaoutreach@ontario.ca.

 A screenshot of the workplace notification toolkit, which is a purple, blue and white poster with information about workplace accessibility. The toolkit can be found online at: https://discoverability.network/notification-toolkit-starting-conversations-accessibility-workplace/
 
Under the Ontario Human Rights Code, employers have a duty to accommodate the needs of people with disabilities to the point of undue hardship. Employers also need to be alert to the possibility that a person may need accommodation even if they have not made a specific or formal request. 
 
Both the employee and the employer are encouraged to learn as much as they can about invisible disabilities, accommodations and the laws that relate to them. By taking a proactive approach, we can all improve accessibility in the workplace. 
Discussing Mental Health Work Accommodations with Employees
According to recent data published by Statistics Canada, mental health related disabilities affect over 2 million Canadians, and represent the fourth most common disability type among adults. Other research also indicates that 1 in 5 individuals will experience a mental health problem each year, with approximately 500,000 people missing work any given week for this reason.
 
People with a mental health related disability can sometimes require a workplace accommodation. All private-sector and non-profit organizations with 50 or more employees are required to develop and write a process for creating accommodation plans for employees with disabilities. You can find a sample accommodation process document, and a sample plan on the Accessible Workplaces section of Ontario.ca. 
 
Work accommodations come in many forms and are typically inexpensive. Most often they involve workplace flexibility such as flexible scheduling, changes in supervision, technological or training modifications, part-time work, or time off from work. You can find more detailed information and examples in the Canadian Mental Health Association’s (CMHA) accommodation guide for managers and staff. 
 
Because mental health related symptoms are invisible, initiating the discussion with a manager can feel particularly difficult for the employee. As a manager or supervisor, it is important to follow certain principles to ensure your employee has the greatest chance for success at work or returning to work. These principles include: 
  • Respecting privacy and confidentiality
  • Understanding the impacts on the employee and the team
  • Reducing feelings of isolation, insecurity and uncertainty
  • Promoting a positive and supportive workplace
  • Championing the return to work plan
More than anyone else, your employee will know what accommodation they need to allow them to work productively. By talking directly with the employee, you will be able to come up with solutions that meet the needs of the individual as well as the organization.
Fostering Inclusion and Environments of Support for Students with Episodic Disabilities

Episodic disabilities are characterized by periods of good health interrupted by periods of illness or disability.  These periods may vary in severity, length and predictability from one person to another. Many invisible disabilities such as multiple sclerosis, mental health conditions, epilepsy, HIV and arthritis are also episodic or unpredictable. There is an increasing recognition of the unexpected consequences of these conditions for post-secondary students.
 
Post-secondary educational institutions in Ontario have a variety of services for students who may be experiencing episodic disabilities, however, there are often very long wait times, and some students don’t understand the challenges they are experiencing and therefore, don't seek help from these services. Some students may not seek help until they are in acute crisis and an immediate solution is required. 
 
In 2018, Realize received funding from the Ontario Government to undertake a project to address these issues. The goal of the project is to develop an online course for post-secondary teaching staff to raise awareness of the challenges faced by students with episodic disabilities and provide strategies to support and accommodate students living with episodic disabilities. The online course is currently being developed and will be piloted in early 2019. For more information please contact, Tammy C. Yates, Executive Director, at TYates@hivandrehab.ca, or 416-513-0440 ext 240.

Learning Opportunities
Call for Presentations for the 2019 Accessibility Conference at the University of Guelph
 
May 28 and 29, 2019 - University of Guelph
 
Ensuring that Ontario reaches its goal of full accessibility and inclusion for people with disabilities will require a dedicated, informed and resourceful community of supporters and advocates. We invite you to share your knowledge at the 11th Annual Accessibility Conference, by submitting a presentation proposal.
 
The Conference Organizing Committee is interested in both traditional presentations and participant-driven 'unconference' session proposals focused on:
  • Web, document and multimedia accessibility
  • The AODA and other relevant legislation
  • Accessible teaching and learning, and
  • Associated diversity and inclusion issues.
Priority will be given to proposals that address upcoming accessibility standards implementation dates, identify key drivers for creating cultural change and provide attendees with practical steps to move from ideas to action. Review the wish list of presentation topics (pdf) submitted by past conference attendees.  The Accessibility Conference at the University of Guelph welcomes persons with disabilities, and accessibility novices and experts, both as presenters and attendees, encouraging participants to build communities and exchange ideas.

Parkinson Canada Webinar - At Ease: Accessibility & Neurological Conditions

Tuesday February 26, 2019 12:00pm EST  

This very informative webinar - hosted by Parkinson Canada - addresses invisible disabilities associated with neurological disorders and how they relate to the Customer Service, Employment and Transportation Standards of the Accessibility for Ontarians with Disabilities Act. At the completion of the webinar, participants will be able to:
  • Understand the disability landscape in Ontario
  • Identify invisible disabilities and hidden barriers
  • Acquire new tools and resources to help remove barriers
  • Dispel myths related to disabilities and employment
  • Support more accessible workplaces and transit services
  • ...and more!
Register here today!
 
Centre for Equality Rights in Accommodation (CERA) Webinars

Live webinars will take place every Wednesday in February from 12 – 1 pm EST

CERA has developed four training webinars for housing providers to learn all about their obligations under The Accessibility for Ontarian's with Disabilities Act (AODA).

Click here to register for the webinars!

Making Ontario More Accessible: Information and Technology
This month’s webinar focuses how Ontario organizations are working to make information more accessible. Participants will gain a greater understanding of the Accessibility Standards for Information and Communications. The presentation will also highlight how new technologies are removing barriers to information for people with disabilities. Our guest speaker, Nadia Hamilton, will introduce MagnusCards, an app that supports independent living for people with autism, with examples of how caregivers worldwide are leveraging the platform to create independence at home as well as social learning opportunities in the community.
 
Join the Ministry for Seniors and Accessibility on February 26, 2019, 2 to 3:00 p.m. as we discuss this topic.
 
*NOTE* If you require an alternative format of the presentation or have any accessibility requests related to accessing the content of the webinar, please contact the webinar team at aoda.events@ontario.ca.
 
Register here:
 
https://www.eventbrite.ca/e/accessibility-magnuscards-a-tool-supporting-daily-life-skills-learning-and-independent-living-tickets-55422673709
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Reference Number: PEP1816

New Feature! 
Spotlight on Business

The Spotlight on Business is a new feature of the AODA Toolbox that recognizes Ontario businesses as accessibility champions. Every month in 2019, the AODA Toolbox will feature a business that demonstrates bold, innovative practices with positive results that are collaborative and impactful for the surround community, particularly people with disabilities.

COWBELL BREWING CO.

In the Spotlight this month is Cowbell Brewing Co., a fully accessible brewery located in Blyth, Ontario. Cowbell is North America’s first closed-loop brewery.

The picture illustrates the exterior of Cowbell Brewing Co. The building exterior was built in the design of a German Bank Style barn with the bottom eight feet brick and the top wood. It also features 4 cupolas along the peak of the steel roof. The picture also shows two green roofs, one over the entrance, and a second over Mil's Veranda, the entrance and the stone silo.

Cowbell Brewery is a collaborative project, being built with guidance from members of the community who have a disability. Cowbell has also established an accessibility planning committee that meets to develop and review the brewery’s Annual Accessibility Plan.The brewery features a number of innovative accessibility features including a wide entrance with heated walkways to provide safe pathways, accommodated tours using tactile manipulatives, and self-guided tours in ASL.

Lorie and Julie looking at the self-guided video screen on the catwalk in the cellar.

The Cowbell Brewery has had a positive impact on the surrounding community, by creating a project that can be replicated by other businesses. Cowbell has offered an Accessible Building Workshop that resulted in local businesses and contractors creating more accessible spaces in the community and installing Stop Gap ramps where possible.
Do you know an Ontario business that deserves to be spotlighted as an accessibility champion? Submit the business name and a brief description of why they are an accessibility champion to AODAoutreach@ontario.ca.
There’s More Than Meets the Eye with Accessible Parking Permits in Ontario
 
The Government of Ontario offers accessible parking permits to individuals with disabilities, allowing them access to accessible parking spaces located closer to building entrances.
 
Accessible parking permits are available for drivers and passengers alike. There are no age restrictions on who can hold an accessible parking permit, meaning that minors can apply. Applicants must have a regulated health practitioner certify that they meet the necessary eligibility requirements. There are several different health conditions that will qualify an individual for a permit. These spots are not limited to individuals with an assistive device such as a cane or a wheelchair.
 
An illustration of an accessible parking permit sign. At the top of the sign, a large letter “P” inside a “no” symbol appears. Below this, the International Symbol of Access appears. This symbol consists of a square containing figure in a wheelchair. Below this, at the bottom of the sign, the phrase “BY PERMIT ONLY” appears. The following measurements are written below the sign: (30 x 45) cm. The sign appears in black and white, but is surrounded by arrows pointing to its different elements indicating the colours in which they must appear, and arrows identifying the size measurements of the elements of the sign and the distance between the elements. This text alternative is provided for convenience only and does not form part of the official law.
 
Individuals with other conditions that may not be as easily noticeable are also eligible for an accessible parking permit. People with invisible disabilities such as lung disease, cardiovascular disease, or arthritis have a limited ability to walk but do not necessarily use an assistive device.
 
Unfortunately, individuals with invisible disabilities have reported instances of harassment because they do not “look” as though they need their permit. In some cases, people assume that because the permit holder is a teenage or a young adult, they cannot have a disability. However, this perception is unfounded. According to a survey by Statistics Canada, more than one in ten Canadian youth has a disability. 
At Ease: A guide to improving accessibilty in the workplace and on route for people with invisible disabilities

In partnership with the Government of Ontario, Parkinson Canada recently produced a booklet entitled At Ease: A guide to improving accessibility in the workplace and on route for people with invisible disabilities.

The resource helps to increase understanding of  what an invisible disability is, and sheds some light on how best to remove barriers in the workplace and on transit systems. For example, buses, streetcars and subways have priority seats assigned near the car doors, to allow people with special needs to be seated quickly and easily. But not all riders are aware of their purpose or understand the needs of people with invisible disabilities. Some users cannot stand for long periods and may need to ask someone for a seat.

“People with Parkinson’s and other neurological conditions can remain in the workforce for many productive years, and often, they continue to utilize public transit to get to and from work. It’s important that they are provided with safe transport on transit and given every opportunity to advocate for their independence and self-sufficiency at their places of employment, especially when their symptoms and disabilities are not well understood.” says Neli Gontier, Training and Education Specialist at Parkinson Canada, and project lead.

To get your complimentary copy of the guide write to education@parkinson.ca or call 1-800-565-3000 ext. 3320.
Bell Lets’ Talk Day
 
Bell Let's Talk is an advocacy program started in 2011 by Bell Canada to promote mental health education, research, awareness, and ending social stigma. The initiative is most known for its annual Bell Let's Talk Day. This is an associated charity fundraiser that occurs early in the new year.
 
The program focuses on 4 Key pillars:
 
Anti-Stigma which focuses on overcoming perhaps the biggest hurdle which people who suffer from mental illness face – the stigma attached to it.
 
Care & Access focuses on the support services which help people obtain the support and services when they need it
 
Research focuses on the research to help people deal with mental illness.
 
Workplace Health puts the focus on corporate engagement which is a major part on dealing with mental health which is the leading cause of disability in Canada.
 
On Bell Let’s Talk day a major emphasis is placed on talking about mental health and encourages Canadians to rethink and learn more about mental heath. This year Bell Lets’ Talk day was on January 30, 2019.
Holland Bloorview Research Day: Accessibility Excellence in Research Award

The government of Ontario is proud to partner with the Holland Bloorview Kids Rehabilitation Hospital to create their first ever Accessibility Excellence in Research Award.
 
Holland Bloorview is a children’s rehabilitation hospital and research facility renowned for its expertise in partnering with clients and families to provide exceptional care to thousands of children and youth living with disability, illness and injury each year.
 
The 13th annual Bloorview Research Institute Symposium was held on November 29, 2018 and showcased the breadth and depth of work that is being done on childhood disability research. Two deserving teams received the “Accessibility Excellence in Research Award” which recognizes creative solutions that are inclusive, collaborative, and incorporate the four principles of accessibility. 
  1. Nobody is talking to me about sex! For this project on a topic not discussed often enough, the research team will explore how to facilitate positive sexual conversations by asking young people with disabilities what topics they want to cover and asking clinicians what resources they need. Ultimately, the team wants to fill the information and resource gaps to help youth and clinicians have these important conversations. 
  1. Bootle Band! We know that children benefit from learning music, but children with disabilities are much less likely to learn and play music. The Bootle Band research team wants to change this by expanding a Holland Bloorview-developed movement therapy video game, Bootle Band, to create an accessible music learning app. The team’s goal is to help more children of all abilities discover the joys and benefits of music-making.
Congratulations to both teams! 
Celebrities with Invisible Disabilities
 
Celebrities with invisible disabilities have a platform to help change culture and raise awareness.

Rather than work against the current of his disability, Michael J. Fox chose to work with it. In 1998, Fox announced that he had spent 7 years diagnosed, and had been experiencing tremors and stiffness while trying to manage his acting career. Since his diagnosis he has played characters who were kind and sympathetic; or ruthless and manipulative; and even others who were shrewd, intelligent and very clever.  All of them had disabilities; and all of them had jobs or careers. He`s also become an advocate for Parkinson’s research. The Michael J. Fox Foundation works to fund Parkinson’s research and provide educational resources.
 
Steven Spielberg is arguably one of the most talented filmmakers in Hollywood. Growing up, he took two years longer than his classmates to learn to read due to a learning disability. Though it took him two times longer to read a script than many of his colleagues, Spielberg says he was able to take this time to appreciate the details in the writing. 

Lady Gaga has been open with fans about struggling with chronic pain throughout her career, and she later revealed that she had been diagnosed with Fibromyalgia. In early 2018, Lady Gaga had to reschedule and cancel concerts on her European tour for this reason. Known for being a hard worker, Lady Gaga also knows that it is extremely important to take time to regain her strength, both physically and mentally, when she needs it.

Top Tools

Parkinson Canada Guide - At Ease: A guide to improving accessibility in the workplace and on route for people with invisible disabilities.
 
Canadian Mental Health Association Guide - Mental Health in the Workplace: An accommodation guide for managers and staff.

Conference Board of Canada Guide - Making Your Business Accessible for People with Disabilities: Guide for Small Business: a guide to help your small business employ and serve people with disabilities.

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