AODA Policy

Statement of Commitment

Parsons strives to present its premises and, where applicable, services in a way that respects the dignity and independence of people with disabilities. Parsons is committed to, where possible, giving people with disabilities the same opportunity to access its premises, information and services in the same place and in a similar way as others. The objective is to ensure that Parsons is compliant with the customer service requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”).

This policy and multi-year plan applies to all employees, agents and contractors in Ontario acting on behalf of the organization.

In order to achieve and sustain compliance, new measures will build accessibility into existing and new policies. The goal is to achieve effective and efficient access to information for all users. We will review and update policies and standards regularly with an objective to achieve our goal of providing and maintaining high quality accessible service.

Providing Services to Individuals with Disabilities

Information and Communication

Parsons will communicate with guests with disabilities in ways that take into account their disability and allow them to communicate effectively for the purpose of receiving and requesting Parsons’ services. Employees who provide frontline services to the general public and invited guests must be responsive to people’s needs as appropriate on a case-by-case basis.

A feedback process is currently in place, whereby stakeholders inside and outside of the organization can provide feedback and ask questions. Effective December 5, 2014, Parsons has established a formalized feedback process for communication regarding this policy. Inquiries should be directed to accessibilityfeedback@parsons.com.

A feedback process is currently in place, whereby stakeholders inside and outside of the organization can provide feedback and ask questions. Effective December 5, 2014, Parsons has established a formalized feedback process for communication regarding this policy. Inquiries should be directed to accessibilityfeedback@parsons.com.

Parsons will continue to seek to ensure compliance with the Accessibility Standards for Customer Service set out in the AODA regulations. Policies are available online and by written request. By February 1, 2015, all Parsons’ offices in Ontario will be provided with a written sign to be displayed in the public receiving area indicating compliance with AODA and information on how to obtain a copy of this policy.

Parsons will take the necessary steps to make all new company websites and content on its sites conform with WCAG 2.0, Level AA by January 1, 2021, or as required by law.

Assistive Devices

Assistive devices may include wheelchairs, walkers, white canes, oxygen tanks, portable chalk boards and electronic communication devices.

The general public and invited guests with a disability may use his/her own personal assistive device for accessing Parsons’ services. When an individual meets with Parsons’ representatives or attends information sessions, the individual is welcome to attend with his/her personal assistive device. Parsons will make reasonable efforts to accommodate assistive devices.

Where an individual’s assistive device poses or appears to pose a health or safety risk to him/herself or others on Parsons premises, he/she may be asked to use an alternative means for accessing services, which Parsons may assist the individual with to find a reasonable alternative. It is the responsibility of the person utilizing the assistive device to ensure that it is operated in a safe and controlled manner at all times.

Service Animals

Individuals accompanied by service animals (e.g., guide dogs) are welcome to bring their service animals when meeting with Parsons employees, attending information sessions or when visiting areas of Parsons that are open to the public. However, service animals are not permitted if they are otherwise excluded by law, in which case Parsons will make all reasonable efforts to provide appropriate substitute services to the individual. It is the responsibility of the individual to ensure that his/her service animal is under his/her control at all times.

Support Persons

In general, individuals are welcome to bring their support persons (i.e., persons specifically assisting individuals in respect of a disability) with them when meeting with Parsons’ employees, attending public meetings or when visiting areas of Parsons that are open to the public.

Accessible Emergency Information

Parsons is committed to providing guests with publicly available emergency information in an accessible way upon request. We will provide employees with disabilities with individualized emergency response information when necessary. Parsons will provide assistance to guests requiring it during an emergency evacuation upon request.

Notice of Temporary Disruptions

In the event of planned or unexpected disruption to services or facilities, such as access to our office building, Parsons will notify expected clients and staff via email, phone or posted notices at entrances, where possible, to the building. In the event of a disruption affecting the accessibility at off-site locations, notice will be provided to attendees and Parsons will find reasonable alternatives for affected persons as needed on a case-by-case basis.

Employment

Parsons is committed to fair and accessible employment practices. Parsons will continue to develop and implement employment practices to encourage persons with disabilities to participate fully in various aspects of the organization by:

  • Seeking to identify and remove or limit workplace barriers
  • Updating recruitment practices to include the following:
    • Candidates will continue to be provided with accommodation, upon request
    • Managers will continue be provided with accessibility training, tools and templates to support employee/workplace accommodation and address non-discrimination
    • By March 2015, job postings on careers.parsons.com will communicate compliance with this policy
  • Continuously reviewing standards and best practices related to accessible employment
  • Developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability
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