Based in Ontario, Lifestyle Hearing Corporation is a growing network of 60 leading, independent audiology clinics across Canada.
Accessibility solutions and removing barriers for patients with hearing loss is at the heart of organizational success for audiologists and their clinic and corporate staff.
When Jaclyn Bier, CHRL, joined the company in June 2016 as HR Manager, she was able to assess the organization’s stage of implementation with regard to new legislation under the Accessibility for Ontarians with Disabilities Act (AODA).
Step by Step to Compliance and Beyond
As a medium-sized organization with multiple facilities open to the public, much of the groundwork for establishing AODA policies and practices under the Customer Service and Public Spaces Standards had been accomplished through a partnership with a consulting team at the company’s payroll provider.
By 2016, the challenge was to establish an ongoing training platform for newly acquired member clinics and new employees. There was also the need to incorporate next level AODA requirements under the Information & Communications and Employment Standards. Initially this was accomplished via monthly presentation webinars and manual attendance tracking.
Given the need for compliance training in other areas such as Health & Safety and Privacy, this process became time consuming and inefficient for Jaclyn’s small HR team.
Modern training needs to be easy and accessible. A web-based learning management system (LMS) allows even small companies to create, distribute and track audiovisually accessible, multimedia training anywhere, on any device.
The implementation of the LMS software was successfully completed by the training team allowing Lifestyle Hearing to customize training presentations provided by the consultants and deliver online learning modules to all new employees during their onboarding program.
Key Takeaways and Wins
The value of an LMS for AODA compliance training has benefited not only business operations in Ontario, the accessibility and inclusivity policies and practices have been implemented consistently across all provinces in Canada.
In addition, the accessible platform is a foundation for building development programs through the entire employee life cycle from onboarding, clinical training, leadership development and knowledge transfer.
Raising awareness of AODA also allowed for the first member clinic to successfully hire a qualified employee through the Opportunities Fund wage subsidy program.
“Working with partner experts and sharing best practices inside and outside the organization have made the ongoing process much smoother”, notes Jaclyn.
Jaclyn also highlights that the focus and diligence initially required to meet minimal compliance gains a natural organizational momentum that leads to a cultural shift in enabling inclusivity as a simple, integrated and rewarding business practice.
Article provided by Bromelin HR Consulting
Bromelin can assist your company in navigating AODA requirements and implement inclusivity practices to empower your organizational talent as a competitive advantage for business success.
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