1. Purpose
Aim & Focus Business Solutions (“Aim & Focus”) is committed to providing an inclusive and accessible environment for employees, contractors, clients, members, visitors and other individuals who interact with our business.
Aim & Focus recognizes that accessibility needs may differ from person to person and is committed to identifying, preventing and removing barriers wherever reasonably possible.
This Policy establishes Aim & Focus’ commitment to accessibility and supports compliance with the Accessibility for Ontarians with Disabilities Act, 2005 (AODA), the Ontario Human Rights Code, and other applicable legislation.
2. Scope
This Policy applies to employees and contractors of Aim & Focus and to individuals accessing our facilities, workspaces, programs and services, including clients, members, visitors, service providers and business partners.
The Policy applies to in-person and virtual interactions, communications, employment practices, business services and use of Aim & Focus’ facilities.
3. Accessibility Principles
Aim & Focus is committed to treating persons with disabilities in a manner that respects their dignity, independence, integration and equal opportunity.
Where barriers to accessibility exist, Aim & Focus will make reasonable efforts to identify appropriate accommodations or alternative methods of providing access to its services, subject to applicable legal requirements and undue hardship.
4. Physical Accessibility
Aim & Focus recognizes that its current premises have physical accessibility limitations. In particular, access to portions of the premises requires the use of stairs and, as a result, the location is not fully accessible to individuals who are unable to use stairs.
Within the existing physical structure of the premises, Aim & Focus has incorporated accessibility and usability considerations wherever reasonably possible. These include:
•    ergonomic and adjustable furniture and workstations;
•    wide doors and entryways where available to support ease of movement;
•    flexible workspace configurations that can be adjusted to individual needs; and
•    furniture and workspace arrangements designed to support comfort and ease of use.
Aim & Focus will communicate known physical accessibility limitations when relevant and will work with individuals who identify an accessibility need to determine whether a reasonable accommodation or alternative arrangement can be provided.
5. Information and Communications
Aim & Focus will make reasonable efforts to communicate with individuals with disabilities in ways that take their accessibility needs into account.
Upon request, Aim & Focus will work with individuals to provide information or communications in an accessible format or through an appropriate communication support where reasonably possible.
6. Employment and Accommodation
Aim & Focus welcomes employment applications from persons with disabilities and is committed to providing reasonable accommodation throughout the employment relationship in accordance with applicable legislation.
Employees and applicants are encouraged to communicate accommodation needs to Management so that appropriate arrangements can be considered.
7. Client and Business Services
Aim & Focus will make reasonable efforts to provide its business services, coworking spaces, meeting spaces and other offerings in a manner that supports accessibility and inclusion.
Where an individual encounters an accessibility barrier, Aim & Focus will work with the individual to consider reasonable alternative arrangements or accommodations where possible.
8. Service Disruptions
Where a temporary disruption affects an accessibility-related feature, facility or service, Aim & Focus will make reasonable efforts to notify affected individuals and, where possible, provide information regarding alternative arrangements.
9. Accessibility Feedback and Requests
Aim & Focus welcomes feedback about accessibility and encourages individuals to communicate accessibility needs or barriers they encounter when accessing our workplace, facilities or services.
Accessibility requests, concerns or feedback may be directed to Management. Requests and concerns will be considered respectfully and as promptly as reasonably possible.
10. Training
Aim & Focus will ensure that employees and other individuals acting on behalf of the business receive accessibility information or training appropriate to their roles and as required by applicable legislation.
11. Responsibilities
Management: Responsible for implementing this Policy, considering accessibility and accommodation requests, addressing identified accessibility barriers where reasonably possible, and supporting compliance with applicable legislation.
Employees and Contractors: Responsible for supporting an accessible and inclusive environment, complying with this Policy and bringing accessibility concerns or barriers to the attention of Management.
12. Review
This Policy will be reviewed periodically and updated as necessary to reflect legislative, operational, organizational or facility-related changes.