Accessibility Program – Integrated Standards for Accessibility & Multi-Year Plan
Statement of Commitment
CI Financial and its affiliates (“CI”) are committed to providing an accommodating environment to all individuals (employees and customers), whatever their ability, and ensuring all services are received in an accessible and timely manner.
CI is committed to maintaining current and effective processes by consulting with key stakeholders who will aide in the overall ability to enhance the accessibility to persons with disabilities.
CI will incorporate training at all staff levels and within new employee orientation materials to ensure all employees are aware of the possible needs of both the colleagues and the public they may be serving.
Accessibility Policy
Creating and maintaining an inclusive environment for all employees, contractors, and the general public is a priority for CI to ensure all individuals feel comfortable and secure while working in, or as patrons of, our business.
CI continues to actively learn about and create accessible methods for which to navigate and/or access services that are beneficial to everyone.
Accessibility Plan
CI’s goal is to enhance its working environment and customer service areas to be accessible and welcoming. Allowing employees to function effectively according to their needs, and customers to receive services efficiently in a manner they can use and understand, will contribute to CI being an attractive place of employment and service provider for exceptional employees and the general public, respectively.
CI will strive to achieve the goal of becoming an accessible business with continuous short- and long-term initiatives focusing on the needs of persons with disabilities. These include but are not limited to:
- Staying abreast of industry initiatives and requirements
- Updating and maintaining our policies and procedures with accessibility in mind
- Ongoing monitoring of necessary changes or updates with respect to infrastructure
- Consulting with employees with disabilities to better understand the needs for accessibility
- Reviewing staff and customer feedback
Training
CI provides training to corporate employees, people managers, contractors, summer students, co-op students, and temporary employees with respect to the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) & The Accessibility for Manitobans Act, 2013 (“AMA”) as it relates to our business and persons with disabilities, as colleagues and/or customers. CI’s corporate training program will be provided upon hiring.
CI provides training to employees during onboarding and orientation, and access to trainings throughout the year.
Information & Communications
CI will continue to provide accessible communications and materials at no cost pertaining to the specific needs of an individual in a timely fashion by committing to the following:
- Maintaining policies and procedures for creating accessible material for varying departments
- Educate employees, advisors, volunteers and contractors on how to identify, prevent and remove barriers to accessible communication
- Continue to commit to ensuring processes to provide feedback are accessible to all individuals with disabilities, upon request
- Continue to commit to ensuring all public information is readily available in an accessible format by request for specialized formatting
- All existing websites and content are compliant with the Web Content Accessibility Guidelines (“WCAG”) Standard 2.1 Level AA
Employment Accessibility Standards
CI is committed to offering fair and accessible employment practices. We notify internal personnel and the general public of our ability to accommodate people with disabilities during a recruitment and/or assessment period and also upon hiring.
- CI has developed policies for individual accommodation plans and return-to-work policies for existing employees who may have been absent due to a disability and require assistance to continue in their position
- CI also takes steps to ensure the accessibility needs of employees with disabilities are taken into account during performance management, career development and redeployment
- CI is committed to ensuring all employees have a safe and accessible work area and takes required steps to remove any identified barriers that prove problematic to employees with disabilities
- CI is committed to an ‘open door’ approach for all staff and invites anyone to contact the policy area should an accessibility issue arise. We will work with the affected individual(s) to find a reasonable solution that is acceptable to all parties involved
Design of Public Spaces
CI is committed to meeting the accessibility standards by relying on the building(s) external management services to address any and all public spaces. At CI, waiting areas have procedures for preventative, emergency maintenance, and temporary disruptions when accessible elements are not in working order.
Contact Information
Please contact us by
- Completing Accessibility Customer Service - Feedback Form
- By Phone at – Client Services: 1-800-792-9355
- By Email at – service@ci.com
Accessible formats of this document are available free upon request. Please use the contact information above to request a format that meets your specific needs.
Multi-Year Plan
CI has committed to a multi-year accessibility plan since January 1, 2012. Since the inception of the multi-year plan, CI has fulfilled commitments and made progress in making our goods and services more available and in the removal of barriers to provide people with disabilities greater access.
We acknowledge that there is more progress to be made and continue to fulfill the commitments made in the multi-year plan and associated legislation.
Below is a road map of the actions that have been taken in accordance with AODA & AMA regulation, along with the actions that have and will be implemented.
AODA Customer Service Standard Requirements – Completed
- Created and posted the Customer Service Policy on CI’s external website and company intranet.
- Provided and continues to provide training to corporate employees, contractors, summer students, co-op students, and temporary employees with respect to Ontario’s Accessibility Standards as it relates to our business and persons with disabilities, as colleagues and/or customers.
- CI’s corporate training program is provided upon hiring through onboarding. CI provided all corporate employees the necessary training to meet the requirements under Accessibility laws and this was completed on January 1, 2015.
AMA Customer Service Standard Requirements – Completed
- Created and posted the Customer Service Policy on CI’s external website and company intranet.
- Provided and continues to provide training to corporate employees, contractors, summer students, co-op students, and temporary employees with respect to Accessibility in the Workplace (i.e., Ontario & Manitoba Accessibility Standards) as it relates to our business and persons with disabilities, as colleagues and/or customers.
- CI’s corporate training program is provided upon hiring through onboarding. CI provides all corporate employees the necessary training to meet the requirements under Accessibility laws.
General Requirements
Initiative | Requirement | Action | Status | Compliance Date | ||
1.1 Establishment of Accessibility Policies | Every obligated organization shall develop implement and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements under the accessibility standards referred to in this Regulation. |
| Completed Completed | January 1, 2014 | ||
1.2 Accessibility Plans | Large organizations shall, a) Establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation; b) Post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and c) Review and update the accessibility plan at least once every five years |
| Completed Completed | January 1, 2014 Last Update: April 1, 2025 |
Information and Communications Standards
Initiative | Requirement | Action | Status | Compliance Date |
1.3 Training | Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to, a) All employees, and volunteers; b) All persons who participate in developing the organization’s policies; and c) All other persons who provide goods, services or facilities on behalf of the organization. |
| Completed | January 1, 2015 |
2.1 Feedback | Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for accessible formats and communications supports, upon request. |
| Completed | January 1, 2015 |
2.2 Accessible Formats & Communication Supports | Except as otherwise provided, every obligated organization shall upon request provide or arrange for the provision of accessible formats and communication supports for persons with disabilities: a) in a timely manner that takes into account the person’s accessibility needs due to disability; and b) at a cost that is no more than the regular cost charged to other persons. |
| Completed | January 1, 2016 |
The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support. |
| Completed | January 1, 2016 | |
Every obligated organization shall notify the public about the availability of accessible formats and communication supports. |
| Completed | January 1, 2016 |
Information and Communications Standards (Continued)
Initiative | Requirement | Action | Status | Compliance Date |
2.3 Emergency procedure, plans or public safety information | If an obligated organization prepares emergency procedures, plans or public safety information and makes the information available to the public, the obligated organization shall provide the information in an accessible format or with appropriate communication supports, as soon as practicable, upon request. |
| Completed | January 1, 2012 |
Obligated organizations that prepare emergency procedures, plans or public safety information and make the information available to the public shall meet the requirements of this section by January 1, 2012. | Completed | January 1, 2012 | ||
2.4 Accessible Websites & Web Content | Large organizations shall make their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, initially at Level A and increasing to Level AA, and shall do so in accordance with the schedule set out in this section. |
| Completed Completed | January 1, 2014 January 1, 2021 |
Training programs for employees who are responsible for web content and maintenance. |
| In progress | April 7, 2025 | |
CI has made their internet websites and web content conform with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.1 AA |
| Completed | December 31,2024 |
Employment Standard
Initiative | Requirement | Action | Status | Compliance Date |
3.1 Recruitment, General | Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment process. |
| Completed | January 1, 2016 |
3.2 Recruitment, Assessment or Selection Process | During a recruitment process, an employer shall notify job applicants, when they are individually selected to participate in an assessment or selection process, that accommodations are available upon request in relation to the materials or processes to be used. |
| Completed | January 1, 2016 |
If a selected applicant requests an accommodation, the employer shall consult with the applicant and provide or arrange for the provision of a suitable accommodation on a manner that takes into account the applicant’s accessibility needs due to disability. |
| Completed | January 1, 2016 | |
3.3 Notice to Successful Applicants | Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities. |
| Completed | January 1, 2016 |
3.4 Informing Employees of Supports | Every employer shall inform its employees of its policies used to support employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. |
| Completed | January 1, 2016 |
Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment. |
| Completed | January 1, 2016 | |
Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability. |
| Completed | January 1, 2016 | |
3.5 Accessible Formats and Communication Supports for Employees | In addition to its obligations under section, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for a) information that is needed in order to perform the employee’s job; and b) information that is generally available to employees in the workplace |
| Completed and continuing | January 1, 2016 |
The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support. |
| Completed and continuing | January 1, 2016 | |
3.6 Workplace Emergency Response Information | Every employer shall provide individualized workplace emergency response information to employees who have a disability in such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability |
| Completed | January 1, 2012 |
3.7 Documented Individual Accommodation Plans | If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee. |
| Completed | January 1, 2012 |
Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability. |
| Completed | January 1, 2012 | |
Every employer shall review the individualized workplace emergency response information, a) when the employee moves to a different location in the organization; b) when the employee’s overall accommodations needs or plans are reviewed; and c) when the employer reviews its general emergency response policies. |
| Completed | January 1, 2012 | |
Employers, other than employers that are small organizations, shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities |
| Completed | January 1, 2016 | |
The process for the development of documented individual accommodation plans shall include the following elements: The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan. The means by which the employee is assessed on an individual basis. The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer’s expense, to determine if accommodation can be achieved and, if so, how accommodation can be achieved. The steps taken to protect the privacy of the employee’s personal information. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability. |
| Completed | January 1, 2016 | |
3.8 Return to Work Process | Every employer, other than an employer that is a small organization, a) Shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and b) Shall document the process. |
| Completed | January 1, 2016 |
The return to work process shall, a) Outline the steps the employer will take to facilitate the return to work of employees who were absent because their disability required them to be away from work; and b) Use documented individual accommodation plans, as part of the process. |
| Completed | January 1, 2016 | |
The return to work process referenced in this section does not replace or override any other return to work process created by or under any other statute. |
| Completed | January 1, 2016 | |
3.9 Performance Management | An employer that uses performance management in respect of its employees shall take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities. |
| Completed and continuing | January 1, 2016 |
3.10 Career Development & Advancement | An employer that provides career development and advancement to its employees shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities. |
| Completed and continuing | January 1, 2016 |
3.11 Redeployment | An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities. |
| Completed and continuing | January 1, 2016 |
Transportation Standard
Initiative | Requirement | Action | Status | Compliance Date |
4.1 Transportation | Sections 34 – 80 of the AODA, O. Reg. 191/11: Integrated Accessibility Standards Regulation. |
| Not Applicable | January 1, 2017 |
Design of Public Spaces
Initiative | Requirement | Action | Status | Compliance Date |
5.1 Waiting Area | When constructing a new waiting area or redeveloping an existing waiting area, where the seating is fixed to the floor, a minimum of three per cent of the new seating must be accessible, but in no case shall there be fewer than one accessible seating space. |
| Completed | January 1, 2017 |
For the purposes of this section, accessible seating is a space in the seating area where an individual using a mobility aid can wait. | Completed | January 1, 2017 | ||
Obligated organizations, other than small organizations, shall ensure that their multi-year accessibility plans include the following:
| In progress | |||
Procedures for dealing with temporary disruptions when accessible elements required under this Part are not in working order. | In progress |