2018 – 2023 Multi-Year Accessibility Policy and Plan Conagra Brands Canada
Introduction:
In 2005, the government of Ontario passed the Accessibility for Ontarians with Disabilities Act (AODA). It is the goal of the AODA to remove barriers and make Ontario a welcoming and accessible place for persons with disabilities.
As part of this legislation Conagra Brands Canada is required to create a multi-year accessibility plan to aid us in meeting our accessibility goals. This accessibility plan outlines the policies and actions that Conagra Brands Canada will put in place to improve opportunities for people with disabilities and will also support planning for AODA compliance.
Statement of Commitment
Conagra Brands Canada is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. 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 accessibility requirements under the Accessibility for Ontarians with Disabilities Act (AODA).
Our Goal is to Plan for and Achieve Compliance
- Address the requirements of the Accessibility of Ontarians with Disabilities Act
- Create a plan to come into compliance by key dates outlined in the AODA
- Identify barriers to compliance and incorporate them into planning for barrier removal
- Build awareness surrounding accessibility, inclusion in the AODA through a communication plan to employees
Accessible Emergency Information
Conagra Brands Canada is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.
Training
Conagra Brands Canada will provide training to employees, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members. Conagra will:
- Provide training to employees, volunteers, all those who participate in developing the organization‘s policies
- Include training to all others who provide goods or services on behalf of the organization where applicable
- Training will cover requirements in the AODA, as well as the Ontario Human Rights Code as it relates to people with disabilities
Information and communications
Conagra Brands Canada is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs. Conagra will:
- Consult with website content developers to ensure ongoing compliance with website requirements for accessibility
- Provide information and communicate in an accessible manner about goods, services or facilities to people with disabilities, on request.
- Information must be provided in a timely manner and at a cost that is no more than the regular price charged to others.
Conagra Brands Canada will take the following steps to ensure existing feedback processes are accessible to people with disabilities upon request and will:
- Create a process for receiving and responding to feedback, ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request.
Employment
Conagra Brands Canada is committed to fair and accessible employment practices.
Recruitment: We will take the following steps to notify the public and staff that, when requested, Conagra Brands Canada will accommodate people with disabilities during the recruitment and assessment processes and when people are hired:
- Evaluate the recruitment process and tools (Applicant Tracking System) and ensure they are compliant with AODA accessibility requirements
- Investigate alternative candidate sourcing options in the recruitment process to be as inclusive as possible
- Include in job advertisements and postings a statement letting prospective applicants know that , if they ask for them, accommodations are available to support them in applying for the job and during the interviewing and assessment process
- If a selected applicant requests accommodation, the Company shall consult with the applicant to provide and arrange for suitable accommodation taking into account the applicants accessibility needs due to disability
- When making an offer of employment the Company shall notify the applicant of its policies for accommodating employees with disabilities
- Provide training to anyone involved in the recruitment about Conagra’s management of requests for accommodation during the recruitment and selection process
Accommodation Plans and Return-to-Work policies: Conagra Brands 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. Conagra will:
- Develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities
- Consult with third party benefits provider to create a comprehensive and detailed return to work program supporting employees returning to work to a job after a disability-related leave of absence.
- Inform existing employees of plans and policies used to support employees with disabilities using a variety of methods
- For all new employees inform them of plans and policies as soon as possible after they begin employment
- Provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations
- If required by an employee with a disability the Company must consult with the employee to determine the most appropriate accessible formats or communication supports required
Career and Performance Management: We will take the following steps to ensure the accessibility needs of employees with disabilities needs are taken into account if Conagra Brands Canada is using performance management, career development and redeployment processes. Conagra will:
- Ensure that barriers are identified and removal of barriers is planned and implemented
- Review and consider individual accommodation plans or accessibility needs when managing employee performance
- Determine if the format and location of the performance management meeting are accessible
- Ensure that managers review employee accommodation plans prior to performance management sessions, to ensure that all relevant accommodations are implemented and taken into account in the assessment and discussion of performance
- Take into account accessibility needs of employees with disabilities and individual accommodation plans when providing career development and advancement to employees with disabilities
- Take into account accessibility needs of employees with disabilities when redeploying employees to other departments or jobs within the organization
- Ensure management of any employee who has moved to a new position due to redeployment is aware of any individual accommodation plans
Service Animals & Support Persons
Conagra Brands Canada is committed accessibility of goods and services to our customer and clients. We will take the following steps to ensure the following accommodations:
- Allow a person accompanied by a service animal to enter premises
- Allow a person requiring a support person for necessary protection of health and safety to be accompanied by the support person on premises to the extent the public or third parties have access to such premises
- Provide advance notice of any fees or amounts payable in respect of support persons’ presence on the premises
Other Barriers
Conagra Brands Canada will take the following steps to prevent and remove other accessibility barriers as they are identified:
- Formal and informal feedback will be collected by the Health and Safety Committee and members of management; we will use this feedback to inform priorities for multi-year accessibility plans.
Design of Public Spaces
Conagra Brands Canada will meet the Accessibility Standards for the Design of Public Spaces when building new or making major modifications to public spaces. Public spaces include:
- Outdoor public eating areas such as picnic or built lunch break areas
- Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, and rest areas
- Accessible off-street parking
- Waiting lines and waiting areas with fixed seating
- Service counters
Service Disruptions: Conagra Brands Canada will put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces.
- In the event of a service disruption, we will notify the public of the service disruption and alternatives available.
Requesting more information
For more information on this accessibility plan, please contact Nieko Arnini at:
- Phone: 416-679-4226
- Email: nieko.arnini@conagra.com
Accessible formats of this document are available free upon request
Conagra Multi-Year Accessibility Plan Timelines
Part I: GENERAL REQUIREMENTS
| Initiative | Action | Compliance Date |
|---|---|---|
| Establishment of Accessibility Policies
ISAR Section: 3(1) |
Developed GAP Analysis and/or Readiness Assessment to determine areas of need. | Completed - December 31, 2013 |
| Accessibility Plan and Policy with statement of commitment are finalized and established. | ||
| Accessibility Plans – maintain and document multi-year accessibility plan
ISAR Sections: 4(1) |
Statement of Commitment and Accessibility Multi-Year Plan are posted on internal and external websites and communicated organization-wide every 5 years | Initial Completion December 31, 2013. Next scheduled communication – June 4, 2018 |
| Conagra will review its multi-year plan every five years. | Last review – May 31, 2018 | |
| Training
ISAR Section: 7(1) |
Develop and establish AODA training models and materials in various formats and delivery methods. All training materials made available online on Conagra’s intranet website. | Completed – Updated on May 31, 2018 |
| Integrated Standards and Human Rights Code are provided to new hires as soon as practicable. Various training formats are in place and are available upon request - Yearly in-house training sessions at manufacturing facility, PowerPoint training materials posted on intranet, E-Learning module and training video with closed-caption. | Last updated on May 31, 2018 | |
| Keep and maintain records of the training provided; through HRIS Workday, certificate printed for personnel files and/or onsite training sessions includes dates and names of individuals whom received training. | Conduct audit quarterly and yearly to ensure compliance. | |
| Refresher training on AODA and Customer Service Standards is conducted for all employees every 2 years. | Training was sent out January 18, 2021. |
Part II: INFORMATION AND COMMUNICATIONS STANDARDS
| Initiative | Action | Compliance Date |
|---|---|---|
| Feedback
ISAR Section: 11(1) |
Provide contact information to request accessible formats. Conduct a review of all of our feedback forms and processes. | Completed - December 31, 2013 |
| Solicit feedback from Head Office Facilities, Mississauga JHSC and Dresden JHSC once every five years. | HO Facilities and Mississauga JHSC Completed – January 2020 Dresden JHSC – Next meeting schedule June 2021 |
|
| Accessible Formats & Communication Supports
ISAR Sections: 12(1)(2)(3) |
All employees are made aware that requests can be made for alternative format of communication and Conagra has established processes and tools in place to provide it within a reasonable timeframe. | December 31, 2013 – Ongoing with new hire training and revised plan internal communications |
| IT and Human Resources to review and update accessible formats and communication, technology supports currently available | September 2014 - Ongoing | |
| Enhance AODA and accessibility awareness. Revise processes for provision of alternate formats of communication and information | Ongoing | |
| Emergency Procedures, Plans or Public Safety Info
ISAR Sections: 13(1), 27(1)(2)(3)(4) and 28(1)(2) |
Established emergency procedures, plans or public safety information which are available internal websites and H&S communication boards. | Completed – December 21, 2013 |
| Human Resources to collaborate with Head Office Facilities, Mississauga JHSC and Dresden JHSC representatives every 5 years to discuss and review current emergency procedures and evacuation plans. | HO Mississauga Completed – January 2021 Dresden JHSC – Scheduled June 2021 |
|
| Accessible Websites & Web Content
ISAR Section: 14(2) |
Work with Conagra developers to ensure compliance to the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG). | September 2014 – Ongoing |
| January 1, 2021 - All internet websites and web content must conform with WCAG 2.0 Level AA |
Part III: EMPLOYMENT STANDARDS
| Initiative | Action | Compliance Date |
|---|---|---|
| Recruitment
ISAR Sections: 22, 23(1)(2), 24, 25(1)(2)(3), 26(1)(2) |
Availability of accommodation throughout the recruitment and selection process are communicated and outlined in our Recruitment and Job Posting Policy, Careers website and individual job postings. | Completed – September 1, 2014 |
| Tools and resources are in place for individual accommodations requests throughout the recruitment and selection process. | ||
| Return to Work Process
ISAR Section: 29(1)(2)(3) |
Policy has been established and comprehensive return to work plan is in place. Working with third party benefits provider to help adjudicate and administer the return to work process. | Completed - September 1, 2014 |
| Tools are available for documentation of individual accommodation plans and processes have been established to accommodate individuals returning to work with disabilities on a case by case basis. | ||
| Performance Management
ISAR Section: 30(1) |
This has been included in our Performance and Talent Management process. | Completed - September 1, 2014 |
| Career Development & Advancement
ISAR Section: 31(1) |
This has been included in our performance and talent management process. | Completed - September 1, 2014 |
| Redeployment
ISAR Section: 32(1) |
Redeployment accessibility needs for employees with disabilities are included in policies where applicable. | Completed - September 1, 2014 |
Part IV: COMMITMENT FOR COMPLIANCE AND BEYOND
| Initiative | Action | Compliance Date |
|---|---|---|
| Commitment to provide more accessible work spaces | Third party to conduct facilities assessment to provide recommendations on accessibility and potential cost of modifications. This includes but not limited to washrooms, kitchen cabinets and equipment and designation of meeting room(s). | Completed - October 2018 Completed - November 2018 |
| Compliance Reports | File Ontario Government Accessibility Compliance Report. | Re-occurs each year on December 31st. Submitted AODA Report on Sept, 2020. |
From Planning into Action:
Every member of Conagra Brands Canada has a role to play in increasing the accessibility of our work environment. Part of our commitment to building a culture of accessibility is in the added focus of our Health and Committee to be aware of and create a culture around accessibility. The Committee will serve to work across departments and with a variety of stakeholders to facilitate the removal of barriers and the implementation of innovative solutions.
This plan will be revised annually in consultation with Human Resources and the executive team.
Communication:
This plan will be available on our internal Canada Answersource site and information about its release will be communicated through a member of our executive leadership team. A link to the policy is also included within the HR Information System, Workday, which is accessible to all employees. Alternate forms of the policy and communications are available upon request.
For more information about this plan and related reports contact Nieko Arnini, or review the plan and policy on the Canada Answersource page.
Multi-Year Accessibility Plan to be reviewed and updated at least once every five years.