(View ASL)
Goal/Our Commitment
APSEA is committed to removing barriers to the hiring of individuals with lived experience. Additionally, we are committed to improving our current employment processes at all stages.
Policies
Government and APSEA Policies steer the work. These policy statements will be used to inform accessibility decision making across APSEA.
- APSEA Fair Hiring Policy
- APSEA Respectful Workplace Policy
- Provincial Human Rights Acts
Achievements
APSEA continues to seek opportunities to improve accessibility in employment.
- Creation of lived experience positions at APSEA.
- Creation of a Diversity, Equity, and Inclusion Consultant and Supervisor of Accessibility positions.
- Fair Hiring and Respectful Workplace Policies are in effect.
- Required accommodations are provided as a part of the employee’s onboarding process.
- Accessibility and accommodation statements are included from the point of application.
- Lived experience is included as an asset in job postings.
- Job advertisements are translated into ASL.
- ASL users have access to an interpreter throughout employment.
- Interview questions are translated into ASL.
- ASL classes are offered to APSEA staff.
- ASL translation is provided for APSEA emails.
- Human Resources staff are being trained in creating accessible electronic materials.
- Partnered with Safety Services NS to make Occupational Health and Safety video accessible.
Barriers
Identified limitations for accessibility in the organization:
- Online program used by organization for Human Resources purposes is not fully accessible.
- Limited number of staff have been hired representing those with lived experience.
- Not all employees have information and education on respectful considerations and best practice when interacting with individuals who are BVI and/or DHH.
Actions
Recommended actions to improve accessibility in employment at APSEA:
- Develop a plan to increase recruitment of employees with lived experience.
- Ensure language does not create barriers (ex. interview questions).
- Provide all new employees with information and education on respectful considerations and best practice when interacting with individuals who are BVI and DHH as part of onboarding process.
- Ensure APSEA professional learning opportunities are accessible (Example: ASL interpreter and CART services available/ Alternate Format available).
- When working with external service providers, make every effort to ensure accessible options are provided and selected.
- Ensure there are employment resources within the organization responsible for upholding accessibility commitments and standards.
Indicators
Indicators are a measure of accessibility performance that can be tracked over time. These indicators will be gathered and monitored as actions are implemented. Targets can be set once APSEA is aware of an indicator’s current status.
- All organizational documents/policies are created to be accessible.
- Onboarding procedures include training in creating accessible materials.
- All current staff are trained in creating accessible materials.
- Increase number of staff with lived experience by implementing a more inclusive recruitment process.
- An Accessibility Supervisor position is hired at APSEA.
Implementation
The areas of focus and the work associated with each commitment will be carried out over the next three years. APSEA leadership will work with employees across the organization to create work plans and an accountability framework to track progress.
The Superintendent will report to the Board of Directors quarterly with an Accessibility Plan update which will include progress tracking.
Once in place, the Accessibility Supervisor will be responsible for managing the timeline in the individual workplans, liaising with Departmental Supervisors charged with ensuring indicators of success are being met.