MULTI-YEAR
ACCESSIBILITY PLAN
ABOUT INFINITE INVESTMENT SYSTEMS LTD
Our Vision: To provide our clients in the Canadian investment management industry with comprehensive solutions paired with a superior level of service and support.
Our Mission: To use the extensive experience of our dynamic team in both the financial industry and software engineering, to ensure that our clients are well-served by both our technology solutions and by our service. We are committed to keeping our clients ahead of potential operational pitfalls and limitations. Working with each of our clients to ensure that our solutions accommodate them in a way that aligns with business growth, evolving needs, and requirements.
BACKGROUND TO PLAN
In June 2005, the Ontario government passed the Accessibility for Ontarians with Disabilities Act (AODA), with the goal to make Ontario accessible to people with disabilities and remove all barriers by 2025.
In 2008, the Accessibility Standard for Customer Service became law. Infinite Investment Systems Ltd’s commitment to ensure accessible customer service is reflected in our IIS Employee Handbook v3.7 which was released in 2024.
In 2011, the Integrated Accessibility Standards Regulation (IASR) became law. This regulation includes accessibility standards for information and communications, employment and transportation and the built environment. Each of these standards have specific requirements and staggered compliance deadlines.
One of the requirements of the Integrated Accessibility Standards Regulation (IASR) is the development of a multi-year accessibility plan to identify, address and prevent barriers for individuals with disabilities from using the services, programs and/or working at Infinite Investment Systems Ltd.
STATEMENT OF INFINITE INVESTMENT SYSTEMS LTD. COMMITMENT
Infinite Investment Systems Ltd is committed to provide its services in a way that respects the dignity, independence, integration, inclusion and equal opportunity of people with disabilities. Infinite Investment Systems Ltd is committed to meeting all needs in a timely manner and to identifying, removing, and preventing barriers that reduce the ability of individuals with disabilities to full access; increasing awareness of accessibility initiatives; and promoting legislative compliance. Infinite Investment Systems Ltd will provide accessibility and accommodation for individuals with disabilities through the Accessibility for Ontarians with Disabilities Act (AODA)’s Customer Service Standard, Integrated Accessibility Standard Regulation and all other standards as they are developed and that are in accordance with the requirements of the Ontario Human Rights Code.
Infinite Investment Systems Ltd’s Accessibility Plan addresses accessibility issues at our physical office spaces, providing our products and services through online/electronic platforms and the web-based environment at large as it impacts our clients. This multi-year accessibility plan also outlines the policies, procedures and actions that Infinite Investment Systems Ltd will put in place to improve opportunities for people with disabilities.
TYPES OF ACCESSIBILITY BARRIERS
At Infinite Investment Systems Ltd., we are committed to identifying and removing barriers to ensure full accessibility for our clients, employees, and stakeholders. Our Accessibility Plan addresses eight categories of barriers, including technological barriers, to help promote inclusivity in both physical and digital environments. Below are tailored examples applicable to our company, along with the inclusion of assistive devices and alternative methods of communication.
Types of Accessibility Barriers at Infinite Investment Systems Ltd.
- Architectural Barriers: Examples include lack of tactile information or visual emergency notification systems for individuals with visual impairments. Barriers such as inaccessible parking spaces, manual doors that hinder access for wheelchair users, and the absence of ramps to manage level changes could prevent clients or employees from accessing our office.
- Environmental Barriers: Examples include environmental issues such as excessive noise or narrow circulation routes, which make it difficult for individuals with mobility aids (e.g., wheelchairs, scooters) to navigate, or communication barriers like inaccessible documentation.
- Attitudinal Barriers: Examples include misconceptions about employees with disabilities, such as assuming that they need constant assistance or perpetuating exclusion/segregation. This may also include failing to seek input from employees with disabilities regarding accessibility improvements.
- Financial Barriers: Examples include insufficient financial resources to implement essential accessibility improvements, such as adaptive technology or accessible software updates. This could limit participation in key financial services for clients with disabilities or restrict the company from adopting full accessibility measures including providing accessible formats.
- Employment Barriers: Examples include lack of access to job accommodations, such as adaptive technology, ergonomic workstations, or flexible work hours, may prevent employees with disabilities from thriving. As well as lack of opportunities for advancement or to take on high-level responsibilities. Barriers could also exist in the recruitment process if job postings and interviews are not accessible.
- Technological Barriers: Examples include barriers in digital platforms and software that prevent clients or employees from accessing online information or tools. This may include websites not optimized for screen readers, or the lack of closed captions in virtual meetings, limiting access for individuals with hearing or visual impairments.
- Transportation Barriers: Examples include clients or employees who may face challenges accessing our office due to non-accessible public transportation options, which can impede full participation in meetings or in-person training sessions.
- Community Integration Barriers: Examples include barriers that prevent individuals with disabilities from fully participating in the Infinite Investment Systems Ltd. community, such as limited volunteer opportunities, internships, or restricted access to networking events due to accessibility challenges.
By addressing these types of barriers Infinite Investment Systems Ltd. is dedicated to creating a fully inclusive environment, ensuring equal access and participation for all individuals, regardless of their abilities.
IDENTIFICATION OF BARRIERS
Infinite Investment Systems Ltd seeks input from clients and employees via targeted questions on feedback surveys and has a mechanism for ongoing input from staff, the public and other stakeholders through a feedback form: Accessibility Feedback – Infinite Investment Systems published on the website and posted within their office. The data collected from all of these sources is analyzed and considered during the review of the Infinite Investment Systems Ltd Accessibility Plan and updated as required.
REVIEW OF ACCESSIBILITY PLAN
Infinite Investment Systems Ltd’s Accessibility Plan will be reviewed at minimum every three years during reporting and updated as required based on new information, with updates occurring no more than every 5 years. The current updated plan covers the 5 year period from 2023 - 2028.
COMMUNICATION OF ACCESSIBILITY PLAN
Infinite Investment Systems Ltd’s Accessibility Plan is posted on the organization’s website. Alternative formats will be made available upon request. If you have any questions about the plan, please contact us by email at info@inf-systems.com; by phone via (416) 861-0911 or by mail to Accessibility – Infinite Investment Systems Ltd., 100 King Street West #5310, Toronto ON M5X 1E1.
IIS MULTI-YEAR ACCESSIBILITY PLAN
SECTION 1: General Requirements
Initiative | AODA Requirement | Compliance Date |
1.1 Establishment of Accessibility Policies | Every obligated organization shall develop, implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation. | October, 2024 |
1.2 Accessibility Plans | Large organizations shall, (a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization‘s strategy to prevent and remove barriers and meet its requirements under this Regulation; (b) post the accessibility plan on their website, and provide the plan in an accessible format upon request; and (c) review and update the accessibility plan at least once every five years. | October, 2024;
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1.3 Training | Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to, (a) all employees, and volunteers; (b) all persons who participate in developing the organization‘s policies; and (c) all other persons who provide goods, services or facilities sanitation. Training will be provided, on-going for new employees. All new employees will complete the accessibility training as part of their onboarding process within the first 90 days of their start date. | Completed November, 2024;
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SECTION 2: Information and Communication Standards
| Initiative | AODA Requirement | Compliance Date |
| 2.1 Feedback | Every obligated organization that have processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities. The feedback process is readily available to the public through:
| Revised October, 2024. |
| 2.2 Accessible Formats & Communication Supports | 2.2.1 Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, (a) in a timely manner that takes into account the person‘s accessibility needs due to disability; and (b) at a cost that is no more than the regular cost charged to other persons. | 2024 |
2.2.2 The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. | 2024 | |
| 2.2.3 Every obligated organization shall notify the public about the availability of accessible formats and communication supports. | 2024 | |
| 2.3 Accessible Websites & Web Content | Large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, Level AA
| 2024 |
SECTION : Employment Standards
| Initiative | AODA Requirement | Compliance Date |
| 3.1 Recruitment, General | Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. | September, 2024 |
| 3.2 Recruitment, Assessment or Selection Process | 3.2.1 During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used. | 2024 |
3.2.2 If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation in a manner that takes into account the applicant ‘s accessibility needs due to a disability. | ||
| 3.3 Notice to Successful Applicants | Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. | 2024 |
| 3.4 Informing Employees of Supports | 3.4.1 Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability. | 2024 |
| 3.4.2 Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. | November, 2024 | |
3.4.3 Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee‘s accessibility needs due to disability. | November, 2024 | |
| 3.5 Accessible Formats and Communication Supports for Employees | 3.5.1 In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for, (a) information that is needed in order to perform the employee‘s job; and (b) information that is generally available to employees in the workplace. | 2024 |
| 3.5.2 The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. | 2024 | |
| 3.6 Workplace Emergency Response Information | 3.6.1 Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee‘s disability. | Reviewed, 2024 |
3.6.2 If an employee who receives individualized workplace emergency response information requires assistance and with the employee‘s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee. | Reviewed, 2024 | |
3.6.3 Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee‘s disability. | Reviewed, 2024. Provided as required | |
3.6.4 Every employer shall review the individualized workplace emergency response information, (a) when the employee moves to a different location in the organization; (b) when the employee‘s overall accommodations needs or plans are reviewed; and (c) when the employer reviews its general emergency response policies. | Reviewed, 2024 Reviewed annually | |
Train all staff in Customer Service Guidelines as per standards/policies and provide training on-going for new employees.
| November; 2024 | |
3.7 Documented Individual Accommodation Plans | 3.7.1 Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities. | Reviewed; 2024 |
3.7.2 The process for the development of documented individual accommodation plans shall include the following elements:
| In progress; Estimated completion 2025 (Q1) | |
| 3.8 Return to Work Process | 3.8.1 Every employer, other than an employer that is a small organization, (a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and (b) shall document the process. | In progress, 2024; Estimated completion 2025 (Q1) |
| 3.8.2 The return to work process shall, (a) outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and (b) use documented individual accommodation plans, as part of the process. | ||
3.8.3 The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute. | ||
| 3.9 Performance Management | An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities. | |
| 3.10 Career Development & Advancement | An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities. | Reviewed; 2024 |
3.11 Redeployment | An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. | Reviewed; 2024 |
| AODA Requirement | Action/Initiative | 2024 Update |
| Accessibility Policy | Published Accessibility Policy;
| Revised and posted; 2024
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| Accessibility Plan | Published multi-year Accessibility Plan. | Posted; 2024.
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| AODA, IASR Training | Provide training to all staff and volunteers on the rights and obligations under the IASR and the Human Rights Code (as it pertains to people with disabilities). Maintain training records. | In Progress; Estimated completion: November 2024
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| Accessible Formats and Communication Supports made available upon request. | Print Marketing and communication materials are in PDF format and can be made into accessible PDFs on request. | Reviewed; 2024 |
| Accessible Website Conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG)2.0, at Level A by January 2014 and level AA by 2021 | According to the Website Accessibility Evaluation Tool (WAVE), Infinite Investment Systems Ltd’s website has no errors. Infinite Investment Systems Ltd will continue to upgrade its intranet and websites and review their content to ensure that they meet accessibility standards working with programmers, designers and website accessibility experts. | Reviewed; 2024
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| AODA Requirement | Action/Initiative | 2024 Update |
| Accessibility in Human Resources Practices- (Employment Standards of IASR) Recruitment Process | All job postings have an equal opportunity statement encouraging individuals with disabilities to apply. At the time of scheduling interviews, candidates are asked if they require accommodations for the interview process and suitable arrangements are made. Accommodation needs are identified at time of or just following offer of employment and suitable arrangements are made. | Updated; September 2024 |
| Accessible formats and communication supports for employees | Employees are notified that accessible formats are available upon request through: the recruitment process, training materials, policies, documentation of procedures, as well as information provided on how to make accommodation requests and how to escalate requests. | Completed, 2024 |
| Accommodation process and plan for Employees | Review of accommodation policy/procedure and plan for employees with disabilities. | Reviewed, 2024 |
| AODA Requirement | Action/Initiative | 2024 Update |
| Return to work process | Review and update existing HR policy on Return to Work. | In progress; Estimated to be completed 2025. |
| Performance Management Process | Review and update existing policies on Performance Management for all employees, which will also address AODA requirements to take into account employee accommodation needs in this process. | In progress; Estimated to be completed 2025. |
| Career Development, Advancement and Redeployment Process | Address Career Development, Advancement and Redeployment AODA requirements within; update HR Policies as required. | In progress; Estimated to be completed 2025. |
CLOSING STATEMENTS
In accordance with the AODA and with IIS’s objective of treating all people in a way that allows them to maintain their dignity and independence while creating an inclusive work environment for IIS’s people to develop to their full potential, the Multi-Year Accessibility plan is posted on IIS’s website and will be reviewed and updated at least every 5 years.
To learn more about IIS and the AODA, please click here: About accessibility laws | ontario.ca.
Date of last revision: October 21 (Version 24.1021)