MULTI-YEAR Accessibility Plan

H&M Multi-Year Accessibility Plan

 

H&M Hennes & Mauritz Inc. (“H&M Canada”) is committed to equity and inclusion and providing a workplace that is accessible for people with disabilities. In so doing, H&M is committed to ensuring respect for the dignity and independence of people with disabilities.

This 2014 to 2021 Multi-Year Accessibility plan outlines the policies and actions that H&M will put in place in order to improve opportunities for people with disabilities.

Accessibility for Ontarians with Disabilities Act

To provide opportunities and accessibility for people with disabilities in the economy, and workplace, the Accessibility for Ontarians with Disabilities Act (AODA) was passed in 2005.

AODA (2005) seeks to provide a fully accessible Ontario by 2025. Consistent with this objective, there are many obligations placed on organizations to ensure their workplace and services are fully accessible to the public and employees.

H&M aims to provide a fully accessible workplace in line with the requirements of the AODA. Ultimately, an accessible workplace aligns with H&M’s core values and the objectives of our business which includes attracting and retaining diverse talent. H&M’s Multi-Year Accessibility Plan outlines H&M’s comprehensive strategy to identify, eliminate and prevent barriers to accessibility.

Barrier Assessment

In accordance with AODA legislation and H&M’s goal of providing an inclusive workplace, our Multi-Year Accessibility plan seeks to eliminate, and prevent barriers to accessibility. Typical barriers experienced by individuals with disabilities include Physical, Communication and Technology, Attitudinal and Systemic barriers.

Key Objectives

The overall goal and strategy is to lead H&M towards achieving accessibility. To achieve accessibility, H&M will focus on key areas over time to ensure that we are leading towards becoming fully accessible by 2025. Our overarching goal is to achieve compliance with the AODA while highlighting our key areas of success.

H&M Statement of Commitment

H&M 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 preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disabilities Act.

To ensure compliance, we will focus on building accessibility into both existing and new policies and will achieve the most effective and efficient access to information for all individuals. We will review and update policies and standards regularly to ensure high quality accessible services.

Making H&M Accessible

This Multi-Year Accessibility plan focuses on the steps H&M will take to comply with Ontario’s accessibility laws. The below sets out H&M’s progress and plan towards accessibility for people with disabilities:

AODA Compliance Focus

Under the requirements of the AODA, H&M has enlisted an Employee Relations and Health and Safety departments to focus on achieving compliance. From 2011 to present, both H&M’s Employee Relations and Health and Safety practices have been working to ensure compliance with AODA Customer Service and Integrated Standards Requirements

The Employee Relations and Health and Safety departments at H&M work to ensure inclusion and accessibility by:

  • Supporting and promoting H&M accessibility guides and training.
  • Supporting or coordinating many other initiatives, as shown throughout this document.
  • Sharing H&M accessibility best practices and experience with our partners.
  • Providing accessible formats and accessible information, upon request.

Our Compliance Roadmap

H&M has built a compliance roadmap that allows us to uphold an inclusive and accessible organization.

In order to be complaint under AODA, H&M will focus on upholding accessibility standards in the following areas:

1. Customer Service
2. Information and communications
3. Employment
4. Transportation
5. The built environment

The Integrated Accessibility Standards Regulation (IASR) is now being implemented by H&M over time as per the plan set out in this document.

AODA Customer Service Standard Requirements: Completed January 1, 2012

H&M executed the AODA Customer Service Standard requirements in line with the compliance date of January 1, 2012. H&M is committed to compliance with the AODA customer service requirements. H&M has completed and posted our Customer Service and Accessibility Policy via the H&M external website. Additionally, customer service training was completed by all H&M employees in Ontario.

Accessible Emergency Information: Completed January 1, 2012

H&M is committed to providing both customers and clients with publicly available emergency information in an accessible format upon request. We will also provide employees with disabilities with individualized emergency response information when required.

Additionally, information, including emergency procedures, will be made available in an accessible format, upon request.

Training- January 1, 2015

H&M is committed to providing training to employees, co-ops, volunteers and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.

H&M will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws by January 1, 2015:

  • H&M will review current training materials to determine whether any existing trainings can be leveraged for IASR training.
  • H&M will engage with the Communications and Press Department to develop a training program to educate staff and managers on AODA legislation, IASR and the Human Rights Code to be rolled out to all H&M employees in Ontario.
  • H&M will provide an accessibility training focus in Sales Advisor trainings for H&M Cares for existing employees and managers.
  • H&M will provide accessibility training in the form of a training presentation for both Support Office and Warehouse employees.
  • H&M will provide an accessibility training booklet for new H&M employees.
  • H&M’s accessibility training materials will also be posted onto our Store Information Portal for internal use of all employees.
  • Similar to our customer service and accessibility training, this will be mandatory training available online.
  • H&M training will incorporate accessible formats upon request. We will consult with subject matter experts to determine what accessible formats currently exist and what accessible functions may be incorporated in the training design.
  • H&M will also determine a mechanism for managing and tracking the completion of training by H&M Ontario employees.

Kiosks

H&M will take the following steps to ensure employees consider the needs of people with disabilities when designing, procuring or acquiring self-service kiosks:

  • The H&M Building and Expansion departments will be consulted and trained on considering the needs of people with disabilities when designing, procuring or acquiring self-service kiosks.
  • Project Management processes will be augmented with accessibility criteria.
  • H&M’s IT department will be consulted to ensure that any existing and new self-service kiosks are altered to consider the needs of people with disabilities. This is to ensure effective communication methods are provided to people with disabilities at self-service kiosks.
  • When procuring self-service kiosks, accessibility features will be incorporated into the procurement process.
  • Employees will be trained to assist individuals with accessibility features on all self-service kiosks.

Information and Communications

H&M is committed to meeting the communication needs of people with disabilities. H&M will consult with people with disabilities when requested to determine their specific information and communication needs. H&M will accommodate employees with any communication needs upon request.

H&M will take the following steps to make all new websites and content on those sites conform with WCAG 2.0, Level A by January 1, 2014 where possible:

  • H&M will ensure that any new websites or existing websites going through a significant refresh conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA.
  • Our Internet and intranet websites, technology solutions, communications materials, telephone communications and in-person interactions will be based on accessibility-best practices.

H&M will take the following steps to make ensure existing feedback processes are accessible to people with disabilities upon request by January 1, 2015:

  • The H&M feedback process under our and customer service and accessibility policy is inclusive and accessible to people with disabilities. As per the policy, customers are welcome to share their feedback about the policy, the services and its accessibility.
  • Feedback can be provided at the store level, verbally or in writing. It can also be sent in any of the following ways: by e-mail, by letter, or by phone.
  • H&M accessibility related inquires will be forwarded to the Employee Relations Department for review and resolution. Upon request, H&M will provide or arrange for the provision of accessible feedback formats in a timely manner.

H&M will take the following steps to make sure all publicly available information is made accessible upon request by January 1, 2016:

  • A statement will be added to the H&M Canada websites about the availability of accessible formats and communication supports. Upon request, H&M will provide or arrange for the provision of accessible formats in a timely manner.
  • The Employee Relations Department will aim to understand functionality of accessible formats and communication supports available to better consult on requests for accessible formats that take into account an individual’s disability needs.
  • The Employee Relations Department will produce accessible publicly available documents upon request.

Accessible Websites and Content

H&M Canada will take the following steps by January 1, 2014:

Make new internet websites and new content on such websites conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level A.

H&M Canada will take the following steps by January 1, 2021:

Make H&M Canada’s internet websites and web content conform with WCAG 2.0 Level AA, except for exclusions set out in the IASR.

Employment

H&M is committed to fair and accessible employment practices and will take the following steps to notify applicants and employees that reasonable accommodations will be provided, upon request by January 1, 2016:

  • On the H&M recruitment website and job postings, H&M will specify that it will make reasonable accommodations available for applicants with disabilities if required.
  • H&M will inform applicants selected to participate in a selection process that reasonable accommodations are available during the recruitment process, upon request, in relation to materials and processes to be used.
  • Upon request, H&M will consult with applicants and arrange for suitable accommodation; and
  • H&M will notify the successful applicant, when making offers of employment, of H&M’s policies for accommodating employees with disabilities.

H&M is committed to informing employees of accessibility supports and will take the following steps by January 1, 2016:

  • H&M will inform employees and new hires of H&M policies to support employees with disabilities and keep employees up to date on changes to these policies;
  • H&M will provide training for accommodating employees with disabilities; and
  • Upon request and consultation from an employee with a disability, provide for suitable accessible formats and communication supports for: information needed by the employee to perform their job, and information that is generally available.

H&M will take the following steps to develop and put in place a process for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability:

  • Develop a written process for the development of individual accommodation plans.
  • Develop and document a return to work process for employees who have been absent from work due to a disability.
  • The process will outline the steps that H&M Canada will take to facilitate the employee’s return to work and will use the individual accommodation plan as part of a successful return to work.

H&M will take the following steps to ensure the accessibility needs of employees with disabilities needs are taken into account during performance management, career development, and redeployment by January 1, 2016:

H&M will assess the accessibility needs of employees with disabilities and individual accommodation plans when utilizing H&M’s Canada’s performance management processes, considering career development and advancement opportunities and redeployment of its employees with disabilities.

Design of Public Spaces

H&M will meet the Accessibility Standards for the Design of Public Spaces when building or making major modifications to public spaces. Public spaces include:

  • Recreational trails/beach access routes
  • Outdoor public eating areas like rest stops or picnic areas
  • Outdoor play spaces, like playgrounds in provincial parks and local communities
  • Outdoor paths of travel, like sidewalks, ramps, stairs, curb ramps, rest areas and accessible pedestrian signals
  • Accessible off street parking
  • Service-related elements like service counters, fixed queuing lines and waiting areas

H&M will put the following procedures in place to prevent service disruptions to its accessible parts of its public spaces:

In the event of a service disruption, we will notify the public of the service disruption and alternatives available.

For More Information

For more information on this Multi-Year Accessibility Plan, please contact Jessica Gabriel, Employee Relations Specialist at:

Office Phone: 416-623-6240
Mobile Phone: 647-654-7457
Email: jessica.gabriel@hm.com

Accessible formats of this document are available upon request from Jessica Gabriel, Employee Relations Specialist.

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