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LAMP 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 identifying, preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.

Introduction

The Accessibility for Ontarians with Disabilities Act, 2005 (AODA) was enacted to develop, implement, and enforce Accessibility Standards in order to achieve accessibility for Ontarians with disabilities with respect to goods, services, facilities, accommodation, employment, buildings, structures and premises throughout Ontario by the year 2025. Accessibility Standards include the Accessible Customer Service Standard (O. Reg. 429/07), the Integrated Accessibility Standard Regulation (IASR) – including the areas of Information & Communication, Transportation Employment and the Design of Public Spaces (O. Reg. 191/11).

The requirements in the standards set out in the IASR are not a replacement or a substitution for the requirements established under the Ontario Human Rights Code. Under the IASR, LAMP Community Health Centre is required to establish, implement, maintain and document a multi-year accessibility plan. This plan outlines LAMP’s strategy to identify, prevent and remove accessibility barriers and meet its requirements under the IASR.

Our Commitment

LAMP 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 identifying, preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.

The Journey to Inclusion for Employees with Disabilities

Compliance

Compliance with legislation concerning representation of people with disabilities in the workplace.

Diversity

The workforce reflects and better serves customers with disabilities.

Inclusion

Employees with disabilities feel valued and have equal advancement opportunities in the workplace.

Definitions

For the purposes of this plan, the following definitions apply:

A “barrier” is 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 informational or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice (organizational barrier).

Architectural and physical barriers are features of buildings or spaces that cause problems for people with disabilities. Examples are:

  • hallways and doorways that are too narrow for a person using a wheelchair, electric scooter or walker
  • counters that are too high for a person of short stature
  • poor lighting for people with low vision
  • doorknobs that are difficult for people with arthritis to grasp
  • parking spaces that are too narrow for a driver who uses a wheelchair
  • telephones that are not equipped with telecommunications devices for people who are Deaf, deafened or hard of hearing

Information or communications barriers happen when a person can’t easily understand information. Examples are:

  • print is too small to read
  • websites that can’t be accessed by people who do are not able to use a mouse
  • signs that are not clear or easily understood
  • a person who talks loudly when addressing a person with a hearing impairment

Attitudinal barriers are those that discriminate against persons with disabilities. Examples are:

  • thinking that persons with disabilities are inferior
  • assuming that a person who has a speech impairment can’t understand you
  • a receptionist who ignores a customer in a wheelchair

Technological barriers occur when a technology can’t be modified to support various assistive devices. An example is:

  • a website that doesn’t support screen-reading software

Organizational barriers are an organization’s policies, practices or procedures that discriminate against persons with disabilities. Examples are:

  • a hiring process that is not open to persons with disabilities
  • a practice of announcing important messages over an intercom that persons with hearing impairments cannot hear clearly

Disability is:

  • 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;
  • A condition of mental impairment or a developmental disability;
  • A learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language;
  • A mental disorder; or
  • An injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997.

Our Community Needs Your Support

Every little bit helps. You may not think you make much of a difference, but in the words of those who use LAMP CHC’s services:

"Everyday we come to LAMP CHC, life gets a little easier to get back on track. We would have just given up if it wasn’t for them."

Programs & Services

LAMP Community Health Centre

185 Fifth St
Etobicoke, ON M8V 2Z5

Phone
416.252.6471

Fax
416.252.4474

Email
feedback@lampchc.org