Accessibility Plan

Statement of Commitment

Youth Opportunities Unlimited 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 excellence in serving all customers including people with disabilities and ensuring a safe environment with non-discrimination as per the Ontario Human Rights Code.

We endeavor to prevent and remove barriers to accessibility and to comply with accessibility requirements under Ontario’s accessibility laws, namely the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). Our accessible customer service policies are anchored in the four key principles of the AODA: dignity, independence, integration, and equality of opportunity for people with disabilities.

 

Introduction

Youth Opportunities Unlimited (YOU) strives to meet the needs of its employees and customers with disabilities and is working diligently to remove and prevent barriers to accessibility.

YOU is a non-profit registered charitable organization serving young people ages 16 to 30. The youth clients YOU serves come from all walks of life; many have experienced trauma, homelessness and other social challenges including unemployment, precarious housing, and lack of skills training. YOU endeavours to serve our youth clients with sensitivity and inclusiveness in a wraparound approach. YOU focuses on positive youth development and engagement to support youth in reaching their potential. We apply a similar philosophy with staff practices.

YOU has grown from an organization of 72 employees in 2019 to 156 employees in 2025. YOU is taking steps to formalize many of its practices, including that for employment, into written policies. This rapid growth is in direct correlation with the expansion of YOU’s services and programming to be more inclusive and diverse yet remaining focused on the youth population.

YOU, at every organizational level, is committed to fulfilling the requirements of the Accessibility for Ontarians with Disabilities Act 2005 (AODA). This accessibility plan outlines the steps YOU has taken and is planning to take meet these requirements and to create an equitable workplace.

This accessibility plan demonstrates how YOU has and will continue to play its role in making Ontario an accessible province for all Ontarians. This plan is reviewed and updated once every 5 years, the next review is scheduled for the summer of 2030.

Section One: Past Achievements to Remove and Prevent Barriers

This section includes a summary of the accessibility initiatives YOU has completed, as of the summer of 2025.

Customer Service

YOU has remained in compliance with all Customer Services Standards requirements under Regulation 429/07 since 2012. All staff accommodate clients with disabilities by:

  • allowing them to work at their own pace, in their own ways, as long as this does not present a safety risk;
  • using alternative methods when possible, to provide access to the same services, in the same place and in a similar manner;
  • considering individual needs when providing services; and
  • communicating in a manner that take into consideration the client’s disability

YOU maintains multiple media and communication channels to receive feedback from all people including those with disabilities. All feedback is addressed in accordance with the current YOU Conflict Resolution Policy which ensures that concerns are addressed in a fair and timely manner.  A copy of this policy is available upon request in an accessible format. People with disabilities can notify YOU if alternate formats are necessary (see Information and Communications below).

Assistive Devices

Clients or employees with disabilities may use their own assistive devices as needed when accessing services provided by YOU. Employees engage with the client fully to ensure accessibility needs are met. The team at YOU is trained and familiar with the various assistive devices that are available on site or that can be provided to customers with disabilities while accessing our goods, services, or facilities. Thus, each situation where assistive devices are a health or safety concern is treated independently and has a unique accommodation.

In situations where an assistive device presents a safety concern and accessibility is an issue, other reasonable measures will be used to ensure access (e.g. open flames and oxygen tanks cannot be near one another); an alternate location will be found to serve the client and ensure both employee and client safety.

Service Animals

YOU welcomes people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public and third parties. Only guide dogs or service dogs will be allowed access to food service areas that are open to the public, unless otherwise excluded by law. Other types of service animals are NOT permitted into food service areas under Health Protection and Promotion Act, Ontario Regulation 565 Section 60.

YOU has accommodated multiple situations where a youth participant required the support of a service animal and all were accommodated to their satisfaction. Each situation was explored in full detail and the youth participant was consulted to ensure that their needs were met. YOU employees are aware of the need to accommodate and to remove barriers while balancing this with the needs of other participants who may have allergies to animals.

Information and Communications

YOU’s employees are trained to communicate with people with disabilities in ways that are grounded in the four core principles of the AODA: dignity, independence, integration, and equality of opportunity for people with disabilities. When asked, YOU provides information about our organization and its services, including public safety information, in accessible formats or with communication supports in a timely manner, accounting for the person’s accessibility needs due to disability; and at a cost that is no more than the regular cost charged to other persons.

All publicly available information is made accessible upon request. Requests are directed to: info@you.ca with “ATTN: Accommodation Request” in the subject line. YOU’s Executive Assistant is the designated contact to respond to such requests. All correspondence will be acknowledged within two (2) business days. A written response, together with findings will be provided within fourteen (14) business days from receipt of correspondence. The response will be in a format that accommodates the correspondent’s needs.

When an individual makes an accommodation request, YOU’s Executive Assistant consults with the person making the request in determining the suitability of an accessible format or communication support. If the organization determines that information or communications are unconvertible, the organization shall provide the requestor with an explanation as to why the information or communications are unconvertible; and a summary of the unconvertible information or communications.

Feedback Process

YOU welcomes feedback on how we provide accessible customer service. Customer feedback is highly valued as it helps the team at YOU identify additional barriers and respond to concerns. Customers who wish to provide feedback as to how YOU provides goods and services to people with disabilities can communicate with YOU verbally by reaching out to the YOU Executive Assistant at 519-432-1112 or, by email (to: info@you.ca) in writing. All feedback should include “ATTN: Customer Service Feedback”. Consistent with accommodation requests, when the team receives any customer service feedback, the team will confirm receipt of communication within two business days and will endeavor to respond to the issue within five business days.

Notice of Temporary Disruption

In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, YOU will notify customers promptly. All service disruptions are/ will be posted on premise and communicated verbally where appropriate. When appropriate, this information is also sent via an email blast or posted on YOU’s website. These notices will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services, if available.

Accessible Emergency Information

YOU will provide customers, clients and staff with publicly available emergency information in an accessible way upon request and when necessary. Any employee who has self-identified as requiring accommodation will work with their immediate supervisor to create an individualized plan to receive workplace emergency response information as appropriate and as required. The supervisor will inform staff of any emergency response situations using their preferred format, as soon as practical.

Accessibility Policies Communication

YOU has a policy framework that includes job accommodation, emergency response plan, return to work, and performance management. YOU posts all personnel policies on its staff SharePoint intranet and it is communicated by supervisors when there are changes/updates. All employees are also required to attest the completion of their on-boarding orientation which includes on-line training and policy review. Alternate formats will be made available upon request and in consultation with the requester.

Website Accessibility

As of June 23, 2025, YOU’s websites are compliant with internationally recognized Web Content Accessibility Guidelines (WCAG) 2.0 Level AA requirements, in accordance with Ontario’s accessibility laws. The you.ca website runs on Drupal 10 content managing system while store.you.ca is hosted by Shopify, an online e-commerce platform.

YOU works with rTraction, a consulting company, to host and maintain the you.ca website. The rTraction team assists with overall website design, design refreshes, security updates and patches, and larger custom updates. There are quite a few features built into the you.ca website to ensure its accessibility to clients. The site is structured in a way that accommodates screen reading tools and any personal browser extension that is used as an accommodation is compatible with the website structure. Additionally, the font sizing, color contrast ratios, enforced alt text etc. were all intentional structural decisions designed to ensure accessibility to a diverse population with varied accommodation needs.

Employment

YOU employment practices will include accommodation guidelines and policies that encompass posting, selecting, hiring, and terminating best practices to meet accessibility needs. All managerial staff will offer accommodation to all job applicants and make accommodations available to existing employees as requested.

If YOU cannot provide accommodation in the manner that the employee’s own care provider recommended, YOU will consult with an outside medical or other expert, at YOU’s expense, to determine if accommodation can be achieved and how accommodation can be achieved. All documentation will be retained in the employee’s personnel file, both electronic and on paper.

Hiring

All postings for jobs at YOU include the following information:

“Youth Opportunities Unlimited (YOU) is an equal opportunity employer that values the richness of a diverse environment. Youth Opportunities Unlimited is committed to providing an accessible workplace, in support of the Accessibility for Ontarians with Disabilities Act (2005) and the Integrated Accessibility Standards Regulation 191/11. Should an applicant require accommodation at any point during the recruitment process or as an employee during subsequent employment, they are invited to communicate and discuss their requirements with YOU contact noted above.”

This paragraph makes explicit that YOU embraces diversity and is committed to providing an accessible workplace in support of AODA (2005) and the Integrated Accessibility Standards Regulation 191/11.

Training

All employees, volunteers, and students providing services at YOU receive training on Ontario’s accessibility standards and on the Human Rights Code as it relates to people with disabilities. Training is provided through ADP, a virtual Human Resources management platform and knowledge base. The ADP software maintains records about which training modules were completed and at what times. Additionally, records of completion of training will be maintained in the employee’s personnel file. The ADP software routinely updates its locally housed content to the most recent versions of trainings. When a module is updated, a refresher training is implemented to ensure that all workers are adhering with latest best practices and prevailing customer service standards under AODA and other Ontario standards and codes.

Before starting the virtual trainings, an employee may request that trainings be offered in an alternative format for increased accessibility. One-on-one communication will be done to augment on-line training as required.

Workplace Information

All offer of employment letters for new hires includes the following paragraph to inform them of YOU’s accommodation process:

“YOU has an accommodation process in place that provides accommodations for employees with disabilities. If you require a specific accommodation because of a disability or a medical need, please contact your Direct Supervisor. This ensures that the appropriate accommodations are in place before you begin your employment.”

YOU posts all current personnel policies on its SharePoint staff intranet. Employees are advised to notify their supervisor should alternate formats be required to accommodate their individual accessibility needs.

Additionally, changes to YOU policies, job tasks, working conditions and other employment related issues are communicated directly by their immediate supervisors during staff meetings as well as in writing via email. Alternate formats will be made available upon request.

YOU will review individualized workplace emergency response with any employees who have self-identified as requiring accommodation: a) when employee moves to a different location within YOU; b) when the employee’s overall accommodation needs or plans are reviewed; and c) when YOU reviews its general emergency response policies.

Talent and Performance Management

YOU’s performance management process includes verbal review of performance as well as written documentation of the discussion. YOU will use alternate methods in consultation with the employee when they identify a need for accommodation. YOU does not provide formal career development and advancement. All employees are welcome to apply to job postings that are available, and considerations will be given to individual accessibility accommodation needs.

Requesting Accommodations

The process of accommodating individuals is a shared obligation of YOU, the employee, and any applicable healthcare professionals supporting the employee.

Any employee requesting accommodation must do the following:

  • Make a request to their manager or immediate supervisor.
  • Provide written consent to their healthcare professionals and YOU for the purpose of a meaningful consultation regarding the employee’s accommodation needs.
  • Work with management to determine the duration required for the accommodation.
  • If the accommodation is of a permanent nature, cooperate with any re-training or skill upgrading required for the accommodation plan to be successful.

YOU Management staff will be the first point of contact for employees when requesting a form of accommodation. Together, in consultation with Administration and healthcare practitioners and other required third parties, they will work to determine the most appropriate form(s) of accommodation to meet the needs of the individual on a case-by-case basis.

The employee’s direct supervisor (The Manager) is responsible for ensuring that a written description of the accommodation plan is prepared for the employee. YOU will create an accommodation plan and attempt to determine methods of achieving the requirements for success in the position in alternative manners.

The Manager will also ensure the following:

  • Identify the need for accommodation
  • Determine objectives for performance in the role, and potential barriers
  • Examine the options for accommodation in consideration of employee’s restrictions
  • Create a plan for achieving the objectives in an alternative manner safely
  • Examine the options for accommodation, and select the most appropriate avenue for accommodation
  • Review and revise based on feedback

In some cases, it may be necessary to accommodate the employee in a different position. The Manager, working with the employee, and Administration, will attempt to place the employee in another available position (an alternate positions). This may require the assistance of third parties with specialized expertise.

If/ when an employee is placed in an alternate position (than they were initially hired for), YOU will ensure that the employee has the requisite qualifications and skillset necessary for success in the position; can perform the tasks associated with the position; and that the employee agrees that the alternate work is acceptable.

Should the accommodation require a substantial change in the position, involving duties or hours, the position may be redesigned without substantially altering the bona fide occupational requirements (BFOR) components for the job. Additionally, where the required accommodation necessitates an investment in materials, equipment, or increased budget for the position, requests for financing must be directed to the Director of Operations and the Director of Finance for consideration. However, should the employee requesting accommodation feel that their needs have not been met in a reasonable manner, they may file a written complaint with the Director of Human Resources.

Accommodation Plans

YOU is currently supporting employees who have self-identified as requiring individualized accommodation plans. Supervisors ensure all employees are supported to bring forward requests for accommodation in the workplace. Any employee who identifies a need for accommodation, may choose to make this known to their direct supervisor who then collaborates with the Director of Human Resources to determine the best strategies to address the accessibility needs. YOU may request medical documentation from a licensed health care professional to determine the best option to determine how the accommodation might be achieved. This may be in the form of a note from a licensed healthcare professional.

An individualized accommodation plan will consist of the following: a) if requested, any information regarding accessible formats and communication supports required; b) if required, individualized workplace emergency response information; and c) identify any other accommodation that is required. Individualized Accommodation Plans will be reviewed and revised as required and in collaboration between the Director of Human Resources, the Manager and the employee requiring accommodation.

Return to Work Process

YOU has a process in place to support employees who have been absent from work due to a disability or injury and require temporary or permanent disability-related accommodations to return to work. All employees will communicate with their direct supervisor any special requirements to facilitate their return to work after an illness or injury or permanent disability. Any accommodations made will be documented in an individualized accommodation plan. This is documented in YOU’s Return to Work from Illness or Injuries Policy updated in 2025. Specific job accommodation process is addressed in YOU’s Accommodation Policy updated in 2025.

Redeployment / Work Reassignment

When it is necessary for YOU to reassign employees rather than implement a layoff, the accessibility needs of YOU employees with disabilities will be considered and appropriate accommodation plan developed.

Design of Public Spaces

YOU has worked diligently to ensure its public spaces are accessible and physical barriers removed as resources allow. YOU has made significant progress in improving accessibility across its facilities. YOU hosts programming at five different locations, as listed below.

332 Richmond Street

Since the opening of the Cornerstone building at 332 Richmond Street in December 2011, YOU systematically removed physical barriers as resources allowed. This is a heritage building and hosts 30 housing units, a Youth Wellness Hub, Youth Action Center, and the YOU Made It Café. Key upgrades included the installation of automatic door openers on public entrances and the addition of an elevator in 2012 to service all four levels of the heritage building. Public corridors and several supported housing units were made accessible, with specific renovations ensuring wheelchair-accessible toilets, showers, and sinks. Two suites of six units were created for congregate living. Three units within each of these 6- unit suites were made accessible with toilets, showers and sinks that were wheelchair accessible.

The main level consists of the Youth Wellness Hub, Youth Action Center, and the YOU Made It Café. The Youth Wellness Hub offers mental health and substance use services, primary care, and community and social services—for youth between the ages of 16 and 25. The Wellness Hub hosts events that are accounting for accessibility needs of their clients. If a youth comes in for a program and is in need of accommodations, the team at the Wellness Hub will address the barriers and ensure that they can participate in the program to the best of their ability.

The Youth Action Centre (a drop-in place for basic needs support to street involved youth and youth experiencing homelessness) was created on the main level. At the Centre, youth can access basic needs resources, meet with housing workers, and connect with community supports. Specifically, bagged lunches are served from 11am - 3pm; Grab & go hot dinners are available from 4 - 6pm; Emergency food bank; Support with finding safe, affordable housing; Laundry and accessible shower facilities; Hygiene products and basic needs items; Children's supplies, including diapers and wipes; and a Sensory Support Room. All these resources ensure that all individuals, including those with accessibility needs, can fully engage with programming offered by YOU.

There is no parking available at this location. There is paid municipal parking available on Richmond St. that can be paid for using on-street Pay n Display parking or the Honk application. With the Honk app, residents and visitors can seamlessly search, pay, and top up parking from a phone, tablet, or computer. There are numerous bus stops within walking distance of this building. Guides and directions for navigating the bus system and nearby bus stops are available by request as well as posted. 

333 Richmond St.

In 2016, Youth Opportunities Unlimited (YOU) acquired 329, 331, and 333 Richmond Street—a heritage site originally built around 1880. As part of Phase 1 of redevelopment, YOU prioritized accessibility by incorporating all features outlined in the Ontario Building Code and installing a LULA (Limited Use Limited Application) lift, ensuring barrier-free access to the entire building.

The main floor of the building is home to YOU’s Career Services, Housing, and Corporate teams. Accessible washrooms with automatic door openers are located on Levels 1 and 2, where staff offices and public-facing services are situated.

Joan’s Place includes 39 supportive housing units for youth. Of these, 60% were purpose-built to meet the highest standards of accessibility. Each accessible unit includes:

Key card entry
Wheelchair-height counters and cooktops
Accessible appliances
Barrier-free pathways and turning space
Open-concept kitchens with no lower cabinetry to allow for easy wheelchair access

Additional building-wide accessibility features include:

  • Visual fire alarms and emergency systems for individuals who are Deaf or hard of hearing
  • Tactile floor indicators and clear signage with braille
  • Wide hallways and doorways to facilitate mobility aids
  • Automatic doors, elevators, and barrier-free washrooms
  • Height-adjusted counters and accessible service desks

Joan’s Place was intentionally designed to be accessible and inclusive for all. From barrier-free entrances to trauma-informed and culturally responsive environments, accessibility is woven into every aspect of how we support youth and young families.

There is no on-site parking available at Joan’s Place. However, paid municipal parking is available directly on Richmond Street through Pay-and-Display meters or the Honk app, which allows visitors and residents to search, pay, and top up parking conveniently from their phone, tablet, or computer. Additionally, there are multiple bus stops within walking distance of the building, making the site easily accessible by public transit.

Youth Emergency Shelter

YOU's Youth Emergency Shelter opened in 2020. This location was upgraded to meet accessibility standards including accessibility buttons and key card readers at entry points and along key paths throughout the building. This location is pet-friendly and provides meals for residents, accommodating for allergies as needed. The Shelter includes a total of 30 individual bedrooms, 6 of which are barrier free. There are also 3 accessible, barrier free bathrooms, out of a total of 6 bathrooms. This location has free parking available with 2 accessible parking spots.

Community Youth Hub

To help address the rising challenges of homelessness in London, YOU opened a Community Youth Hub located at London Health Sciences Centre’s Victoria Hospital. The Hub has 9 bedrooms, and 8 of them are barrier free to ensure accessibility, Additionally, 1 of 2 bathrooms are accessible. There is no parking available at this location. There is paid parking available at Victoria Hospital. There are numerous bus stops within walking distance of this building.

Woodshop

The Woodshop is hosted at a location that YOU rents and thus cannot make a lot of adjustments to the location to improve accessibility. This location has access to free onsite parking.

YOU Strathroy

YOU opened a new location in Strathroy to support youth in finding jobs and building their careers. The first floor of this building hosts the career services team while the second floor is housing units. There are 4 bedrooms which share a kitchen, living room, bathroom(x2), and laundry. This building only has stairs to access the second floor; there is no ability to add in an elevator or increase accessibility to the 2nd floor. Thus, this location is not currently fully accessible but there are plans to improve accessibility of the main floor. There is no parking available at this location.  

Through these ongoing efforts, YOU has demonstrated a long-term commitment to creating inclusive, barrier-free environments for youth and the broader community.

Section Two: Strategies and Actions

YOU is committed to ensuring accessibility to its programs and services for people with disabilities. Since 2015, YOU has implemented and updated the following areas: job accommodation, return to work processes, accessibility to physical spaces, accessibility to its website, employment practices and training for Integrated Accessibility Standards regulations (Ontario Regulation 191/11).

Customer Service

YOU is committed to providing accessible customer service to people with disabilities. This means that we will provide goods and services to people with disabilities with the same high quality and timeliness as others. We plan to continue thoroughly training staff on key AODA principles.

All new staff, volunteers, and students on placement are assigned on-line training to AODA Customer Services Standards and the Human Rights Code as it pertains to persons with disabilities. Immediate supervisors are responsible for identifying any new persons requiring on-boarding support which includes on-line training assignment to AODA Customer Services Standards. This is documented in YOU’s orientation procedures and written documentation of the completion of this training is required for their employee files. The employee is required to attest the completion of the orientation process with their name, signature and the date the process is completed.

Information and Communications

YOU is committed to ensuring that all public-facing and internal communications are accessible, inclusive, and easy to understand for individuals of all abilities. This includes people with vision, hearing, cognitive, learning, and communication disabilities, as well as those for whom English is not a first language.

Social Media

In the upcoming years, we plan to make our social media accounts and posts more accessible.

On Facebook, YOU will add alt text to all images by editing them before posting. This helps blind or low-vision users understand visuals using screen readers. When uploading videos, YOU will use Facebook’s auto-captioning feature and manually edit the captions for accuracy. YOU will write in plain, youth-friendly language and make sure visuals are high contrast so that text over images is easy to read. Instead of saying “click here,” YOU will use descriptive links like “Learn how to build a resume.”

On Instagram, YOU will use Instagram’s alt text feature in the advanced settings to describe each image clearly and concisely. For Reels and Stories, YOU will turn on auto-captions and ensure they’re accurate, allowing Deaf and hard-of-hearing youth to engage with video content. In captions, YOU will explain important visuals or text that appear in the image or video. YOU will also maintain strong colour contrast in posts. Emojis will be used sparingly and placed at the end of sentences to avoid interrupting screen reader flow.

Since LinkedIn is a key platform for employment and networking, YOU will ensure all images include alt text—especially for posts with charts, infographics, or event flyers. YOU will prioritize clear, jargon-free language, particularly when discussing opportunities, training programs, or employment supports. This will make content easier to understand for neurodivergent youth and English language learners. YOU will keep formatting clean—using short paragraphs and bullet points.

On X (Twitter), YOU will use the “Add Description” feature to provide image descriptions for every photo or graphic shared. Because of the platform’s character limit, YOU will write direct, inclusive language and avoid acronyms or technical terms unless defined. YOU will minimize the use of emojis—placing them at the end of tweets so screen readers can process the message clearly.

As video is a powerful tool for youth engagement, YOU will ensure every YouTube video includes accurate captions—either by uploading them or editing the automatic ones. For videos with important visual content (like demonstrations or graphics), YOU will consider adding audio descriptions in the narration or including visual context in the video description. YOU will write clear, descriptive titles and summaries, using language that’s accessible to a wide range of learning styles and reading levels. Thumbnails will have readable text and strong contrast to support viewers with low vision.

By taking these steps, YOU will be leading the way in making digital spaces more inclusive for all youth. Accessible content not only shows care—it creates real connection and empowers young people to fully participate in programs, opportunities, and conversations.

Employment

Hiring

YOU is committed to fair and accessible employment practices that ensure all candidates—regardless of ability—have an equitable opportunity to participate in the hiring process. As part of this commitment, YOU will implement Inclusive Interviewing Practices that remove barriers and provide meaningful accommodations to job applicants with disabilities. This includes offering interviews in alternative formats, such as written responses for those who may find verbal communication challenging, virtual interviews with captioning or sign language interpretation, or visual formats that allow candidates to respond using visual aids, diagrams, or other accessible methods.

Additionally, candidates will be explicitly invited to request customized supports during the application and interview process, such as extended time to respond to questions, the option to bring a support person, or access to a quiet space for interviews involving in-person interaction. YOU will also ensure that interview locations—whether virtual or physical—are fully accessible, and that hiring panels receive training on how to conduct inclusive interviews, reduce unconscious bias, and appropriately engage with candidates requesting accommodations.

Onboarding

YOU has updated many of its employment practices to ensure accessibility for people with disabilities. This included a major update for on-boarding new staff with respect to technology requirements to perform their job duties. Employees are encouraged to self-identify any need for job accommodations and are supported through a collaborative consultative process involving healthcare providers, HR, and administration. As part of the employee’s on-boarding / orientation procedures, the immediate supervisor is responsible for communicating in a format that is appropriate for the employee after consulting with the employee, all details needed to perform the employee’s job; and information that is generally available to employees in the workplace.

Support for assistive devices is considered at the time of hire and employees are encouraged by their supervisors to self-identify as need for job accommodation. YOU will provide whatever technological support is required based on a collaborative consultative process including the employees, their healthcare professionals and YOU administration within its financial resources (to the point of undue hardship).
Immediate supervisors are responsible for communicating to their direct reports any changes to YOU existing policies, and the introduction of any new policies both verbally in a staff meeting and in writing via emails and posting on YOU’s staff intranet (SharePoint) under Personnel Policies.

Training

YOU is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities. YOU will continue using current processes (a combination of personal interaction and on-line modules) to provide training. YOU will also aim to have all staff members go through Crisis Prevention and Intervention Training, Cybersecurity Training, along with the Accessibility for Ontarians with Disabilities training.

YOU will also implement refresher trainings on accessibility topics annually or when legislation or best practices are updated, ensuring all team members remain current and informed.

Through this comprehensive, evolving approach to training, YOU ensures that accessibility is not only a policy requirement—but a deeply held organizational value practiced across all roles and responsibilities.

Procurement

YOU is committed to accessible procurement processes within its resources. Where possible, accessible design and features will be considered along with other criteria such as quality and cost of the goods, services and facilities.

YOU will ask the following questions to ensure accessibility standards are met where possible.

For Goods:

  • Can the product be used by someone:
    • In a seated position?
    • Using one hand, with limited upper body strength?
    • With limited fine motor skills?
    • With vision loss or low vision?
    • With hearing loss?
  • Does the product meet ergonomic standards?
  • Can the product be customized to meet different needs?
  • Are instructions for using the product clear and easy to follow?
  • Are support materials (e.g. manuals or training materials) available in accessible formats at no extra charge?

For Services:

  • Does the company provide accessible customer service?
  • Can the provider accommodate people with different types of disabilities? E.g. when hiring someone to evaluate YOU programs, do their surveys and interviews accommodate people with different types of disabilities?
  • Will the company use accessible signage, audio and/ print materials? E.g. when hiring an event planner, will they use high contract signs for the event?

For Facilities:

  • Can someone using a mobility aid (e.g. wheelchair or walker) move around the facility?
  • Are signs placed at an accessible height?
  • Does the facility have emergency procedures to assist people with disabilities?
  • If YOU cannot procure goods, services or facilities that is accessible, an explanation will be made available in an accessible format or with communication supports as appropriate and as required.

Resource for technology accessibility: http://universaldesign.ie/Technology-ICT/IT-Procurement-Toolkit/

Self-service kiosks

YOU has no plan to implement self-service kiosks to provide services to its customers or employees.

Design of Public Spaces

Design of Public Spaces

YOU will meet accessibility laws when building or making major changes to public spaces.
The You Made it Café hosted at 332 Richmond St. will be undergoing renovations in the upcoming year in adherences with current accessibility standards.

The YOU Strathroy building will also be undergoing renovations on its first floor to improve accessibility. Specifically, there will be an updated ramp put in place at the main entrance.

Recognizing that not all facilities are owned by YOU, such as the Woodshop, the organization will work closely with landlords and property managers to advocate for improvements where possible. In the meantime, YOU will explore temporary accessibility solutions such as portable ramps, adjustable workstations, and amplified communication devices to better support youth and staff who require accommodations.

Finally, YOU will establish procedures to prevent and address service disruptions in accessible areas—such as elevators, accessible washrooms, or entry systems. When disruptions occur, YOU will ensure that clear notices are posted in accessible formats, and that alternative arrangements are offered whenever possible.

Through these continued efforts, YOU reinforces its belief that accessible public spaces are not just a legal obligation, but a core element of dignity, equity, and full participation in community life.

For More Information

By embedding accessibility into its governance, training, design, communications, and hiring processes, YOU is building on its successes and pushing toward a future that is equitable, inclusive, and empowering for all.

For more information on this accessibility plan, please contact: Jennifer Miller, Director of Operations at Office at (519) 432 1112 x355 or Email: jenniferm@you.ca

Website and social media addresses: YOU.ca; Store.YOU.ca; @youthoppportunitiesunlimited and @youmadeitcafe on Instagram; @YOU_London and @YMICafe on X/Twitter; Youth Opportunities Unlimited (YOU) and YOU Made It Café on Facebook; Youth Opportunities Unlimited (London) on LinkedIn.