Purpose Investments Inc. and Purpose Investment Partners Inc. (collectively referred to as “Purpose”) is committed to meeting the needs of its employees and customers with disabilities and fulfilling its current and ongoing obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”).
Under AODA, the Integrated Accessibility Standards Regulation (“IASR”) establishes standards to address barriers that people with disabilities face in the areas of information and communications, employment, transportation, and the design of public spaces.
Purpose understands that AODA and IASR do not replace or limit its obligations under the Ontario Human Rights Code (“Code”) and work together with the Code. The purpose of this policy is to outline Purpose’s responsibilities under AODA and IASR.
This policy governs the provision of services by Purpose.
As required by AODA for organizations with more than 50 employees in Ontario, the Multi-Year Accessibility Plan outlines the steps that Purpose has taken and will be take to remove barriers to accessibility from the workplace.
As required by law, Purpose will review and update the plan every 5 years and will be posted on the Purpose website. Purpose will also provide a copy of the plan in an accessible format upon request.
In accordance with the IASR, Purpose will make information and feedback processes accessible to persons with disabilities.
Purpose will communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports.
Purpose is committed to fair and accessible employment practices. In accordance with the IASR, Purpose will:
• Notify employees, potential hires and the public that, when requested, accommodations can be made during the recruitment and hiring process;
• Notify employees that supports are available for those with disabilities;
• Maintain a documented process for the development of individual accommodation plans for employees with disabilities;
• Maintain a documented return to work process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work;
• Where needed, provide customized emergency information to help an employee with a disability; and
• Take into account the accessibility needs of employees in our performance management, career development and advancement processes.
If you have any questions about this policy or would like to provide feedback on this policy, please contact:
130 Adelaide St. West, Suite 3100 P.O. Box 109 Toronto, ON M5H 3P5
Feedback can also be provided on our website. Contact us