Accessibility Matters at Renison

Renison University College Accommodation Policy for Current and Future Employees

This policy can be made available in an alternate accessible format upon request or with communication supports. The supports necessary will be determined upon consultation with the person with the disability and at a cost that is no greater than it would be to others. (Integrated Accessibility Standard, Customer Service, Section 80.51, Parts 1 and 2).

There will also be paper copies available via Renison’s Human Resources department, which will be indicated on a sign in the Moose Tracks Connection Desk. (Integrated Accessibility Standards, Customer Service Standard (Section 80.46, Subsections 4 through 6), (Section 80.47, Subsections 8 through 10), (Section 80.48, Subsections 3 through 5), (Section 80.49, Subsections 6 through 8), (Section 80.50, Subsections 5 through 7). The same applies to any other policies and/or procedures Renison has in place. (Integrated Accessibility Standards, General, Section 3, Parts 1 through 3).

Renison University College desires to remove barriers during the application and selection process for positions, and employment of, persons with disabilities, Indigenous people, women and visible minorities. To do this, we have put several policies in place in accordance with the AODA as well as other legislation pertaining to human rights.

Renison University College defines disability using the definition found in the Ontario Human Rights Code. It is as follows:

“because of disability” means for the reason that the person has or has had, or is believed to have or have had,

1. any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
2. a condition of mental impairment or a developmental disability,
3. a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
4. a mental disorder, or
5. an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

Under the Code and the AODA, Renison gladly undertakes its duty to accommodate employees with disabilities so that they may perform the duties associated with their positions free from any barriers that are explicitly related to their disability. In accordance with the Code and the AODA, Renison strives to be an inclusive and diverse workplace. We will consider the dignity of each person, and create workplace accommodations based upon individualized needs, with the goal to ensure the employee is fully able to be integrated and able to participate in the workplace.

Examples of accommodations include but are not limited to:

• Access to adaptive technologies and ergonomic products
• Adjustments to schedules or break time
• Accommodations involving Return-to-Work processes
• Alternative formats for teaching

Renison will accommodate persons with disabilities providing it does not constitute undue hardship (for example, excessive cost or too great of a health and safety risk). For more information regarding undue hardship, see the Ontario Human Rights Code. If a policy needs to be made available in an alternative format, please make a request to the Renison Human Resources department either in person, in writing, or via e-mail.

The policies pertaining to the Employment Standards, are as follows:

Renison will inform employees, the general public, as well as potential employees, that we accommodate people with disabilities during the employment process. The below statement will appear on our website and all job postings:

Renison University College respects, appreciates, and actively encourages diversity. As part of Renison’s commitment to equity within the College, we welcome and encourage applications from all qualified individuals with diverse experiences based on race, ethnic origin, religion, age, colour, gender identity and expression, sexual orientation, ability or disability, including women, 2SLGBTQ+, Indigenous Peoples, and other visible minorities. While all qualified candidates are encouraged to apply, Canadian citizens and permanent residents will be given priority. Renison is committed to accessibility for persons with disabilities.  Accommodations are available upon request for candidates participating in all parts of the hiring process. Please contact a member of Renison’s Human Resources department with accommodation requests. Please note that only applicants selected for an interview will be contacted.

(Integrated Accessibility Standards, Employment, Section 22).

Renison will inform people who are chosen for assessment or other parts of the selection process that accommodations are available as requested. Renison will also provide the candidate as much information as possible regarding the interview process and any assessment tools that might be used, in order that the candidate is aware of every aspect of the process that may require accommodation. This may be verbally completed, but if so, then an e-mail will follow to confirm the information.

If accommodations are requested, Renison will discuss with the applicant what is required, and arrangements will be made to accommodate the applicant, up to the point of undue hardship as described earlier.  When possible, the person arranging the accommodation will not be part of the selection panel, in order to maintain the confidentiality of the applicant (Integrated Accessibility Standards, Employment, Section 23, Parts 1 and 2).

Once a candidate has been chosen for a position at Renison, they will be provided with a formal letter of employment.. There will also be information on how to contact the office responsible for employee accommodations at Renison. (Integrated Accessibility Standards, Employment, Section 24).

This Employment Policy policies informs all new and current employees of Renison’s measures to satisfy the AODA standard, and specifically to serve applicable employees. This information will be given to employees as soon as possible when they begin their employment.  Changes to the policy will result in this document being updated. (Integrated Accessibility Standards, Employment, Section 25, Parts 1 through 3)

Renison has developed a process so that each employee who self-identifies as having a disability, and/or is identified as possibly needing accommodations by their manager, will have a documented accommodation plan. Before this plan is put in place, the employee will provide Renison with documentation of their prognosis and limitations, as they relate to the position.

The process of creating the plan will involve: 

• The way in which the employee will participate in the development of their accommodation plan
• How an employee can request a representative from Renison to participate in the creation of their accommodation plan
• The way in which the employee will be assessed
• How Renison can request an assessment from an expert who does not work with Renison at Renison’s expense
• How Renison will protect the privacy of its employee
• How the individual accommodation plan will be provided to the employee
• The schedule for when the plan will be reviewed and updated
• How Renison will let an employee know that their plan has not been accepted
• If an accommodation plan is denied, the reasons for the denial will be provided to the employee
• How the plan will be provided in a way that will take into account the person’s disability (Integrated Accessibility Standards, Employment, Section 1 through 3).

The plan itself will be documented and include:

• How Renison will provide workplace information in an accessible format, if needed. This includes information an employee may need to perform their job, or information that is available to all employees (Integrated Accessibility Standard, Employment, Section 26, Part 1 and 2).
• How Renison will provide accessible emergency information, if needed. This will be reviewed when Accommodation Plans are reviewed, when employees begin to work in a different location, or when all emergency plans are reviewed. If a person with a disability requires assistance in terms of safety, then Renison will provide the appropriate information to the designated person, with the employee’s consent (Integrated Accessibility Standards, Employment, Section 27, Parts 1 through 4).
• Any accommodations that need to be made, in terms of providing  employment feedback (for example, providing feedback in an accessible format), or regarding other areas of performance management. If an employee requires an accommodation that is not already noted in the accommodation plan, then that can be discussed. The people responsible for setting up feedback meetings will also make known to employees that accommodations are available  (Integrated Accessibility Standards, Employment, Section 30, Part 1).
• How accommodations will be made for employees to advance in their careers. There will always be consideration regarding whether the accommodations in the plan will be appropriate for the new role (Integrated Accessibility Standards, Employment, Section 31, Part 1).
• The accessibility needs of an employee and how they relate to redeployment, if that is being considered (Integrated Accessibility Standards, Employment, Section 32, Part 1).

Renison will work with the University of Waterloo Human Resources department and Occupational Health department to support the Return-to-Work (RTW) process, ensuring confidentiality.  Renison will accommodate all employees to the best of our ability to the point of undue hardship as legislatively required. Employees will be required to provide information on their limitations in terms of return to work, as assessed by their physician. Managers/Directors will regularly monitor with employees the success of the RTW process.  All information will be kept strictly confidential. For more information on the RTW process at the University of Waterloo see the UW Disability Management Guide. (Integrated Accessibility Standards, Employment, Section 29 Parts 1-2)

Note: For the sake of brevity, certain definitions and other aspects of the original Standard were not included in this document, though Renison referenced these during the creation of this policy. To see more details about the Employment Standards, please see the Government of Ontario's Integrated Accessibility Standards. For a copy of the Standard in an alternative format, please make a request to the Renison Human Resources Department either in person, in writing, or via e-mail.

This policy can be made available in an alternate accessible format upon request or with communication supports. The supports necessary will be determined upon consultation with the person with the disability and at a cost that is no greater than it would be to others. (Integrated Accessibility Standard, Customer Service, Section 80.51, Parts 1 and 2).

There will also be paper copies available via Renison’s Human Resources department, which will be indicated on a sign in the Moose Tracks Connection Desk. (Integrated Accessibility Standards, Customer Service Standard (Section 80.46, Subsections 4 through 6), (Section 80.47, Subsections 8 through 10), (Section 80.48, Subsections 3 through 5), (Section 80.49, Subsections 6 through 8), (Section 80.50, Subsections 5 through 7). The same applies to any other policies and/or procedures Renison has in place. (Integrated Accessibility Standards, General, Section 3, Parts 1 through 3).

Renison University College is taking many strides to advance accessibility within our organization; and in compliance with AODA our plan, policies, practices and procedures will complement the University of Waterloo’s overarching commitment to accessibility and their protocols.

Renison has implemented practices and established accessibility policies to address the Customer Service, Employment, Information and Communication, Transportation and the Built Environment Standards which meet the requirements set out by the Accessibility for Ontarians with Disabilities Act (AODA). They are available to the public, and available in an accessible format upon request (Integrated Accessibility Standards, General, Section 3, Parts 1 through 3).

Renison will make every effort possible to incorporate accessibility design, criteria and features when procuring or acquiring goods, services or facilities, except where it is not possible to do so. If it is not possible, Renison will provide an explanation as to why this is so if requested (Integrated Accessibility Standards, General, Section 5, Parts 1 and 2).

If/When Renison obtains a self-service kiosk, it will take into account accessibility requirements, whether it is designed or built by Renison or obtained through a third party. (Integrated Accessibility Standards, General, Section 6, Parts 1 and 2).

Renison has provided training on all aspects of the AODA and Customer Service Standard as well as the Human Rights Code to all employees, volunteers, all persons who develop policies for Renison, and all people who provide goods, services, and facilities on behalf of Renison. This is done as soon as possible when new employees or other service providers commence their tenure, or when changes are made. Records of when this training is provided and to whom will be kept (Integrated Accessibility Standards, General, Section 7, Parts 1 through 5).

Note: For the sake of brevity, certain definitions and other aspects of the original Standard were not included in this document, though Renison referenced these during the creation of this policy. To see more details about the Employment Standards, please see the Government of Ontario's Integrated Accessibility Standards. For a copy of the Standard in an alternative format, please make a request to the Renison Human Resources department either in person, in writing, or via e-mail.

This policy can be made available in an alternate accessible format upon request or with communication supports. The supports necessary will be determined upon consultation with the person with the disability and at a cost that is no greater than it would be to others. (Integrated Accessibility Standard, Customer Service, Section 80.51, Parts 1 and 2).

There will also be paper copies available via Renison’s Human Resources department, which will be indicated on a sign in the Moose Tracks Connection Desk. (Integrated Accessibility Standards, Customer Service Standard (Section 80.46, Subsections 4 through 6), (Section 80.47, Subsections 8 through 10), (Section 80.48, Subsections 3 through 5), (Section 80.49, Subsections 6 through 8), (Section 80.50, Subsections 5 through 7). The same applies to any other policies and/or procedures Renison has in place. (Integrated Accessibility Standards, General, Section 3, Parts 1 through 3).

In accordance with the Customer Service Standard of the AODA, Renison is delighted to provide accessible customer service in every way possible.

This means that Renison will treat every person with a disability, whether they are a student, faculty member, staff, or guest of Renison (our “customers”) with dignity, always assuming their desire for independence, doing our best to integrate services provided to persons with disabilities with services provided to others, and ensuring that the opportunities afforded to persons with disabilities are equal to those afforded to others. Renison will also make an effort to communicate with persons with disabilities in ways that take into account their disability (Integrated Accessibility Standards, Customer Service (Section 80.46, Subsection 2, Parts 1 through 4).

The use of assistive devices is always welcome at Renison, for example wheelchairs, or alternative methods of communication. Any other methods a person may use to access facilities is also welcome (Integrated Accessibility Standards, Customer Service, Section 80.46, Subsection 3).

Below, are details about other specific issues the Standard asks Renison to address:

Service or guide dogs are welcome at Renison, while they are supporting or guiding a person with a disability. (Integrated Accessibility Standards, Customer Service, Section 80.47, Subsection 3).

People who support those with disabilities are always welcome at Renison. They may accompany persons with disabilities at all times, unless prohibited by another policy at Renison (for example, if a person is writing an exam and a scribe is provided for them by AccessAbility Services). (Integrated Accessibility Standards, Customer Service Standards, Section 80.47, Subsection 4).

If there is a documented reason why a person with a disability requires a support person for their safety of the safety of others, then Renison reserves the right to require the presence of a support person. In all other cases, the person with the disability is given the right to make the choice about the presence or absence of a support person. (Integrated Accessibility Standards, Customer Service, Section 80.47, Subsection 5 a and b).

If there is a performance or event at Renison for which there is admission, Renison will provide notice in advance about the price of admission for the support person. (Customer Service, Standard, Section 4, Part 6)

If Renison requires the presence of the support person for some reason, then the admission fee will be waived. Integrated Accessibility Standards, Customer Service, Section 80.47, Subsection 6 and 7).

Should there be a temporary disruption within the facilities that persons with disabilities may use (for example, entrances, the elevator or an accessible restroom), Renison will provide notice regarding this disruption. This will include the reason for the disruption, the duration of the disruption, and any alternative facilities that are available.  Such notices will be posted in a conspicuous place as well as on Renison’s website. (Integrated Accessibility Standards, Customer Service, Section 80.48, Subsections 1 and 2).

Every person who interacts with the public on behalf  of Renison shall take the online Customer Service training provided by the University of Waterloo. This training has also been provided to the people who wrote and reviewed these policies. This training will be provided to new employees as soon as possible when they commence their employment, or when any changes to policies, practices, and procedures are made. Records of those who have completed the training and when it was provided will be kept in the Human Resources offices. The Renison Customer Service Policy serves to explain what the training contains, where records will be stored, when this training was provided and how many employees have participated. This training includes the following:

• Review of the purposes of the Act, and the section regarding training

• How to interact and communicate with persons with disabilities
• How to interact with persons with disabilities who use support people, guide or service animals, or other assistive devices
• How to use any equipment or devices that Renison provides that help with provision of goods and services to persons with disabilities

• What to do if a person with a disability is having trouble accessing Renison’s services (Integrated Accessibility Standards, Customer Service, Section 80.49, Subsections 1 through 4).

In accordance with the standard, as well as the general desire for improvement, Renison has a feedback process where people who visit or use the facilities at Renison can alert the College to any concerns they may have with Customer Service or the feedback process itself.  Renison will respond to any concern, whether it is in person, on paper, via the telephone, or via e-mail by carefully recording or storing the concern in the appropriate physical or electronic folder, then following up with the appropriate individual or department. Follow up will be provided with the person who brought the concern forward, whether the concern has been resolved or if further steps need to be taken. The feedback process will be made accessible to any person with disabilities in any way that is necessary, including accessible formats and communication supports. (Integrated Accessibility Standards, Customer Service, Section 80.50, Subsections 1 through 4).

Note: For the sake of brevity, certain definitions and other aspects of the original Standard were not included in this document, though Renison referenced these during the creation of this policy. To see more details about the Employment Standards, please see the Government of Ontario's Integrated Accessibility Standards. For a copy of the Standard in an alternative format, please make a request to the Renison Human Resources department either in person, in writing, or via e-mail.

August 2022-June 2023:

• Created sub-committees to focus on building accessibility, course accessibility, and events and awareness raising
• Updated the Terms of Reference to include sections on the committee’s annual report, calls for members, and other areas of focus supporting AODA compliance
• Collaborated with Cort Egan to support the Wayfinding project to improve signage and accessibility around Renison
• Building sub-committee:
  • Arranged for and completed a formal building accessibility audit
  • Implemented changes according to the audit’s report, including installing more automatic door openers, adjusting tension on some doors for better opening and closing, purchasing mirrors for elevators, and installing window film for low-vision contrast needs 
• Course accessibility:
  • Collected initial student feedback on accessibility in courses and shared this with relevant departments at Renison
  • Worked with Christine Zaza (Workplace Accessibility Specialist for UW) to plan a pilot project for implementing new AODA education requirements in Renison’s courses
  • Introduced the new Postsecondary Education Standard Recommendations to the Deans Advisory Council
• Events and awareness raising:
  • Organized and hosted a successful accessibility awareness event on June 1, 2023, to celebrate the National Accessibility Awareness month (May 29-June 2, 2023)
    • Reached students and staff from all parts of Renison and also received visitors from AFIWs and UW campus
    • Raised awareness about a variety of visible and invisible disabilities, with students sharing personal lived experience on a variety of disabilities
    • Presented a keynote address by a student co-chair of the Accessibility Matters committee

Archive: Accomplishments 2021-22

After a hiatus, Renison’s Accessibility Matters Committee was reinstituted in December 2021. During the period extending from December 2021 - June 2022, the Committee:

• Reviewed and revised the Committee’s Terms of Reference
• Updated the Accessibility Matters website
• Reviewed Renison’s Multi-year Accessibility Plan
• Reviewed the 2016 Accessibility Audit, noting completed work and future needed work
• Raised the need for an institutional strategy to enhance course accessibility/an accessibility pedagogy
• Partnered with Renison’s External Relations and Communications on a Wayfinding strategy
• Created a Committee workplan for 2022-23

Archive: Accomplishments 2015-16

• Conducted thorough Accessibility Audit in spring 2016 – identified issues, as well as immediate vs. long-term solutions
• Implemented accessibility changes to our facility that could be made right away
• Launched Accessibility Matters website
• Sought Accessibility Champions within the Renison community – faculty and staff who are implementing accessible solutions and universal design practices in their classes, work and life at Renison
• Hosted Low Vision Clinic on Friday April 1^st, for Renison faculty, staff and community
• Accessible water stations installed summer 2016
• Hosted a Global Accessibility Awareness Day event on May 19^th

Mandate
Reporting to Renison University College’s President’s Cabinet, the Accessibility Matters Committee at Renison is an advisory body established to enhance equitable access on the Renison campus for students, staff, faculty, and visitors.

Responsibilities

• Serve as a resource to the Renison community on issues related to accessibility;
• Serve as the Renison campus contact point for all accessibility concerns;
• Work with the parties responsible for AODA compliance at Renison, including Renison’s multi-year accessibility plan and compliance reports.
• Connect as needed with resources on campus to support with AODA compliance
• Raise awareness and make recommendations to the Renison community and appropriate departmental and administrative contacts on real and potential barriers to accessibility, including sharing best practices for addressing issues and eliminating barriers;
• Provide, when needed, liaison with services on campus at the University of Waterloo to ensure that accessibility barriers are effectively responded to for student, staff, faculty, and visitor members of Renison’s community.

Definitions
The Terms of Reference applies definitions from the  Accessibility for Ontarians with Disabilities Act (2005):

“Disability” means

(a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
(b) a condition of mental impairment or a developmental disability,
(c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
(d) a mental disorder, or
(e) an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997; (“handicap”)

It is important to recognize in this definition of disability that some disabilities are intermittent and/or invisible. Intermittent disabilities include experiences of shifting periods of good/better health/ability interrupted by periods of poor health/ability, which can be unpredictable in severity and duration. Invisible disabilities include symptoms of disability (e.g., pain, fatigue, learning differences) that are not always obvious but that can limit one’s activities.

“Barrier” means anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice; (“obstacle”)

Beyond these definitions, the Committee considers the following definitions integral to enhancing equitable access for all community members:

“Equity” refers to the fair treatment, access, opportunity, and advancement for all people, while at the same time striving to identify and eliminate barriers that have prevented the full participation of some groups. Improving equity involves increasing justice and fairness within the procedures and processes of institutions or systems, as well as in their distribution of resources. Tackling equity issues requires an understanding of the root causes of outcome disparities within our society. (From: https://independentsector.org/resource/why-diversity-equity-and-inclusion-matter/)

“Accessibility” is “an umbrella term for all aspects which influence a person’s ability to function within an environment.”¹ Put another way, accessibility is a measure of how simply a person can participate in an activity. Accessibility takes many forms in many places.  Physical environments, such as dwellings, offices and other buildings, elevators, ramps and sidewalks are an obvious category. Transportation is another category - an example of improved accessibility here is wheelchair-friendly buses. Web and digital environments fall into another grouping, in which enlarged fonts and speak-to-text features can be used to improve accessibility (From: http://www.accessibleuniversity.com/accessibility-basics/defining-accessibility).

Membership
Membership of the Committee consists of representatives from each of the following groups: undergraduate and graduate students with representation across academic programs (no limit), (1) student representative from Renisix, (2-3) faculty/instructors (1 each from the degree and non-degree sides), (1) chaplain, (1) Student Experience and Housing staff member, (1) facility representative, and (1) alumni representative (optional).

The Committee will use a Co-chair model with one Chair from the faculty/staff membership and rotating Chairs from the student membership. At the end of each academic year, a faculty/staff Chair for the next academic year will be chosen. At the beginning of each year, the faculty/staff Chair will issue a call for membership to students and faculty/instructors and confirm participation from other Renison department representatives as described above. Once the Committee membership is formed each year, student members who wish to co-chair a meeting will rotate through the meeting schedule.

Student members are normally members for 1-2 years depending on the length of their program/status in their program. Non-student members are normally members of the committee for a two-year term, September until June. The Committee must have attendance of 50% of its members to reach quorum and conduct the work of the committee. The Committee Co-chairs will represent the work of the committee at President Cabinet’s meetings.

Committee Structure
To facilitate efficient work on Renison’s varied accessibility needs, committee members will serve on one or more subcommittees, with the following areas of focus:

1. Course accessibility
2. Building accessibility
3. Events and awareness-raising

These sub-committees will implement work in their specific areas, reporting back to the full committee at each full meeting to share progress and receive input from the full committee. Sub-committees may evolve in focus, or new sub-committees may be added, as the whole committee sees fit to execute its work.

Meetings
The full Committee will normally meet once every two months, or additionally at the call of the co-chairs. Sub-committees will meet in alternate months or as needed to complete their work. Proposed agenda items will be submitted in advance of the meetings to the Co-chairs. The Co-chairs will then set the agenda for each meeting. The Minutes of each meeting will be distributed to Committee members prior to each meeting for review and revision.

Decision-Making
All members of the Committee are voting members. Generally, Committee members make decisions based on a consensus model. If a consensus is not reached, members are expected to vote on the issue at hand. Each voting Committee member has one (1) vote and questions are decided by a majority of votes cast. A quorum of voting members (50% +1) is required for decision making. 

Membership Expectations
Members of the committee are expected to attend meetings and read any materials beforehand (i.e., previous minutes), send agenda items to the Co-chairs, bring concerns from their various constituencies (i.e., students, staff, faculty), participate in discussions about the issues and participate in decision making.

Annual Report
As a committee of the President’s Cabinet (PC), the Committee is responsible for preparing an annual report of activity to be distributed to President’s Cabinet 1-2 weeks in advance of the annual Fall Planning meeting, for review and ratification by the members. The annual report shall include:

• Confirmed committee composition
• Dates of meetings held
• Key updates related to work of the committee through the year
• Any concerns PC should be aware of

Call for Members
The Committee shall be populated by sharing a call for membership message with the President’s Office (normally in the Spring) which will be advertised through communication by ERC. Nominations will be received and managed by the Chair of the committee. A list of current committee members will be shared with President’s Cabinet 1-2 weeks before the annual Fall Planning meeting for ratification.

Members for September 2023-June 2024: 

Staff/Faculty Members:  

• Andrea Daley (SSW faculty rep) 
• Bethany Dixon (ELI staff rep; staff/faculty co-chair) 
• Tim Farley (facilities rep) 
• Meg Gibson (SSW/SDS faculty rep) 
• Stefany Kraft (Housing and Student Experience rep) 
• Scott McLeod (Chaplain) 
• Chizuru Nobe-Ghelani (SSW faculty rep)

Student and alumni members:  

• Vicky Ikeno (alumni rep) 
• Kimberley Garec (MSW student rep; student co-chair) 
• Charlotte Liu (ELI student rep; student co-chair)

AccessAbility Services - University of Waterloo

Accessibility for Ontarians with Disabilities Act (AODA)

Canadian National Institute for the Blind (CNIB)

University of Waterloo Campus Wellness (includes Counselling and Health Services)

Independent Living Centre of Waterloo Region

National Educational Association of Disabled Students (NEADS)

(May 18, 2016) Global Accessibility Awareness Day Event, BBQ & Bake Sale

Please join us in celebrating the annual Global Accessibility Awareness Day on Thursday May 18^th!

Date: Thursday May 18, 2017

Time: 12 p.m – 2 p.m  

Cost: $2 minimum donation for a burger/hotdog and coleslaw (vegetarian, gluten free and halal options available)

Bake Sale - Want dessert? Renison’s School of Social Work will also be selling sweet treats.

Donations will go to the Renison Accessibility Fund.

Location: Renison Great Hall Extension

Details:

• Interact with accessibility experts
• Learn about visible and invisible disabilities
• Get hands-on experience with assistive technology
• Celebrate the improvements we’ve made at Renison
• Share your ideas for making Renison’s spaces more inclusive

We hope to see you all there! View PDF poster

(December 3, 2016) United Nations International Day of Persons with Disabilities

December 3, 2016 marks the United Nations International Day of Persons with Disabilities. To honour the occasion, we helped sponsor a special lunch at the Tannery, hosted by the Independent Living Centre of Waterloo Region. Catered by Bingeman’s , the event featured a  presentation by Dr. Jay Dolmage, a passionate speaker and campus champion of accessibility and universal design. It was an inspiring talk—and the audience was captivated by Jay`s stories, especially the reference to Greek mythology!

To recognize the International Day of Persons with Disabilities on campus, the Daily Bulletin released the last of the five videos produced by the Imprint to raise awareness of invisible disabilities. We are pleased to feature all five of these short vignettes here:

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(October 16, 2016) Invisible Disabilities Week - October 16-22

What is an Invisible Disability?

Hand in hand with AccessAbility Services on campus, our Accessibility Matters at Renison Working Group is getting ready to observe Invisible Disabilities Week from October 16 to October 22.

The goal is to raise awareness across campus of the incredible number of conditions, ailments, and injuries that are not physically obvious—the Invisible Disabilities Association tells us that symptoms include “debilitating pain, fatigue, dizziness, cognitive dysfunctions, learning differences and mental disorders, as well as hearing and vision impairments.”

Our message is that there is support on campus for anyone living with a disability, visible or invisible. IDW offers us the opportunity to raise awareness and promote understanding.

With the expert skills of staff from Imprint, we have created five short video clips to dispel some of the myths surrounding invisible disabilities. We’ll be launching one of these each day from Oct. 17 to 21.  Plan to watch each one! Then share the link with your colleagues, your family, and your friends.

Day 1 – Monday, Oct. 17 - Invisible Disabilities 101

Watch video on YouTube

Some disabilities may be invisible, but they are very real and very common. Monday’s clip looks at the myths, realities, challenges, and experiences of living with an invisible disability.  

Day 2 – Tuesday, Oct. 18 - AccessAbility Services 101

Watch video on YouTube

Students with invisible disabilities may qualify for academic accommodations. Tuesday’s clip describes the help and support that students can receive when registered with AccessAbility Services.

Day 3 – Wednesday, Oct. 19 - Disclosure and Privacy

Watch video on YouTube

Your medical information is private and should be protected. Wednesday’s clip explains your rights and responsibilities as they relate to medical documentation pertaining to an invisible disability.

Day 4 – Thursday, Oct. 20 - Preparing for the Unexpected

Watch video on YouTube

When unexpected challenges arise, there is always hope and help. Thursday’s clip explores the options available to students when life does not go according to plan.

Day 5 – Friday, Oct. 21 - The Supportive Campus Community

Watch video on YouTube

The University of Waterloo is a community packed with resources and support. Friday’s clip discusses how the University gives students more than an education. It is a community rich with on-campus support services that are eager to help students not only get by, but thrive.

The more people who get the message about invisible disabilities, the better!

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(June 23, 2016) Ottawa – Innovation, Science and Economic Development Canada

Canadians who are visually impaired or print disabled will have better access to books and other copyrighted materials. The Honourable Navdeep Bains, Minister of Innovation, Science and Economic Development, today announced that the Act to Amend the Copyright Act (access to copyrighted works or other subject-matter for persons with perceptual disabilities) has received royal assent.

The amendments to the Copyright Act enable Canada to be among the first countries in the world to accede to the Marrakesh Treaty to Facilitate Access to Published Works for Persons Who Are Blind, Visually Impaired or Otherwise Print Disabled.

By bringing the country's copyright law in line with the Treaty, Canada has shown leadership in ensuring a wider availability of books and other materials for Canadians with visual impairments and print disabilities. 

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(June 16, 2016) Two visible projects will start tomorrow which are expected to take two weeks to complete; they are: reworking the entrances to the men’s and women’s washrooms on either side of the Great Hall and reconfiguring the entrances to the washrooms on the first and second floor of the Academic Centre. The purpose of these projects is to enhance barrier free access. 

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(May 19, 2016) Thanks to Waterloo`s Federation of Students Student Life Endowment Fund, Renison will soon feature two new accessible water fountains with bottle filling stations! Renison Academic Student Council (RASC) president Kayla Wright applied for the funds last winter to replace the outdated fountain next to Renison`s Welcome Centre and supply one to Renison`s newest academic building. The cost of installation will be covered by RASC and the Renisix Residence Council.

The mandate of the Feds` Student Life Endowment Fund is to help students who want to improve lounges, student space, and accessibility on campus.