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Accessibility Policy and
Multi-Year Accessibility Plan

Last updated: January 4, 2021

This accessibility policy and plan outlines how The Avon Company Canada Limited (“Avon”) complies with Ontario Regulation 191/11 (“Integrated Accessibility Standards”) under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”)

Introduction

The Integrated Accessibility Standards Regulations (“IASR”) under the AODA require that Avon establish, implement, maintain and document its accessibility policies and multi-year accessibility plan (the “Accessibility Plan”), which outlines Avon’s strategy for preventing and removing barriers for persons with disabilities in Ontario and to meet its requirements under the IASR. The Accessibility Plan can be found on Avon’s website and is also available in an accessible format upon request. The Accessibility Plan will be reviewed and updated, if applicable, at least once every five (5) years.

Our Commitment

In fulfilling its mission, Avon strives to treat all individuals in a manner that allows them to maintain their dignity and independence. Avon promotes integration and equal opportunity and is committed to meeting the needs of people with disabilities in a timely manner. Avon seeks to achieve this by preventing barriers to accessibility and by meeting accessibility requirements under the AODA. This Accessibility Plan sets out Avon’s policy on how it achieves accessibility generally, as well as in employment, information and communications.

Under the IASR, the following accessibility strategies set out the requirements that are applicable to Avon:

  1. Workplace Emergency Response Information;
  2. Training;
  3. Information and Communication;
  4. Employment;
  5. Design of Public Spaces

Customer Service Standards

Avon is committed to providing products and services in a way that respects the dignity and independence of people with disabilities. Avon has as an Accessible Customer Service Policy that addresses the AODA’s specific standards for accessible customer service. A copy of this Policy may be accessed here.

Integrated Accessibility Standards Regulations (IASR)

The following sets out how Avon is committed to complying with the IASR.

1. Workplace Emergency Response Information

Where Avon is aware that an Associate has a disability and that there is a need for accommodation, individualized workplace emergency response information will be provided to the Associate as soon as practicable if such information is necessary given the nature of the Associate’s disability.

Such measures could include:

  • individualized workplace emergency response information developed for Associates with disabilities, as required;
  • individualized emergency plan to be communicated to the Associate’s respective manager on an ‘as needed’ basis;
  • on an ongoing and regular basis, and as per the applicable terms of the IASR, Avon will review and assess individualized emergency plans to ensure accessibility issues are addressed.

2. Training

Avon is committed to providing training on the requirements of the accessibility standards referred to in the IASR and on the Ontario Human Rights Code, as it pertains to persons with disabilities.

Actions

In accordance with the IASR, Avon:

  • determines and ensures that appropriate training on the requirements of the IASR and on the Ontario Human Rights Code as it pertains to persons with disabilities, is provided to Associates and agents who provide services on Avon’s behalf, and persons participating in the development and approval of Avon’s policies;
  • ensures that the training is provided to persons referenced above as soon as practicable;
  • keeps and maintains a record of the training provided, including the dates that the training was provided and the number of individuals to whom it was provided;
  • ensures that training is provided on any changes to Avon’s policies on an ongoing basis.

3. Information and Communication

Avon is committed to making company information and communications accessible to persons with disabilities. Avon incorporates new accessibility requirements to ensure that its information and communications are accessible and are provided, upon request, in accessible formats that meet the needs of persons with disabilities.

a. Feedback, Accessible Formats and Communication Supports

Actions

In accordance with the IASR, Avon:

  • ensures that processes for receiving and responding to feedback are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communication supports, upon request and in a timely manner;
  • more broadly, as a general principle where accessible formats and communication supports for persons with disabilities are requested:
  • provides or arranges for the provision of such accessible formats and communication supports;
  • consults with the person making the request to determine the suitability of the accessible format or communication support; and
  • provides or arranges for the provision of accessible formats and communication supports in a timely manner that takes into account the person’s accessibility needs due to disability, and at a cost no more than the regular cost charged to other persons; and
  • notifies the public about the availability of accessible formats and communication supports.

b. Accessible Websites and Web Content

Planned Action

Avon is endeavouring to achieve and maintain compliance with the applicable requirements from the World Wide Consortium Web Content Accessibility Guidelines (WCAG 2.0) within the timelines established under the IASR.

4. Employment

a. Recruitment

Avon is committed to fair and accessible employment recruiting practices.

Actions

In accordance with the IASR, Avon does the following:

(i) Recruitment General

Avon notifies Associates and the public of the availability of accommodation for applicants with disabilities in the recruitment process. This includes:

  • ongoing review and, as necessary, modification of existing recruitment policies, procedures and processes; and
  • specifying that accommodation is available upon request for applicants with disabilities, on Avon’s website and job postings.

(ii) Recruitment, assessment and selection

Avon notifies job applicants, when they are individually selected to participate in an assessment or selection process, and informs them that accommodations are available upon request in relation to the materials or processes to be used in the assessment/selection process. If a selected applicant requests an accommodation, a consultation with the applicant and arrangement for provision of suitable accommodations in a manner that takes into account the applicant’s accessibility needs due to the disability.

(iii) Notice to Successful Applicants

When making offers of employment, Avon notifies the successful applicant of its policies for accommodating Associates with disabilities. This includes inclusion of notification of Avon’s policies on accommodating Associates with disabilities in offer of employment letters.

b. Informing Associates of Supports and General Provision of Accessible Formats and Communications Supports

In accordance with the IASR, Avon informs its Associates and new hires of policies that support Associates with disabilities. This includes:

  • providing information as soon as practicable after the new Associate begins employment, specifically in the orientation process;
  • keeping Associates up to date on changes to existing policies on job accommodations with respect to disabilities;
  • where an Associate with a disability so requests it, providing or arranging for provision of suitable accessible formats and communications supports for:
  • information that is needed in order to perform the Associate’s job;
  • information that is generally available to Associates in the workplace; and
  • in meeting the obligations to provide the information that is set out above, consulting with the requesting Associate in determining the suitability of an accessible format or communication support.

c. Documented Individual Accommodation Plans/Return to Work Process

Avon incorporates accessibility requirements under the IASR in its accommodation and return to work processes and policies, where applicable.

Actions

Avon reviews and assesses existing policies to ensure that they include a process for the development of documented individual accommodation plans for Associates with disabilities, if such plans are required.

In accordance with the provisions of the IASR, Avon ensures that the process for the development of documented individual accommodation plans includes the following elements:

  • information regarding the manner in which the Associate requesting accommodation can participate in the development of the plan;
  • the means by which the Associate is assessed on an individual basis;
  • information regarding the manner in which Avon can request an evaluation by an outside medical or other expert, at its expense, to assist Avon in determining if and how accommodation can be achieved;
  • the manner in which the Associate can request the participation of a representative from the workplace in the development of the accommodation plan.
  • steps to protect the privacy of the Associate’s personal information;
  • information regarding the frequency with which individual accommodation plans will be reviewed and updated and the manner in which this will be done;
  • the reasons for a denial if an individual accommodation plan is denied;
  • information regarding the means of providing the individual accommodation plan in a format that takes into account the Associate’s accessibility needs;

The following will be included if individual accommodation plans are established:

  • any individualized workplace emergency response information that is required;
  • any information regarding accessible formats and communication supports that have been provided for or arranged, in order to provide the Associate with:
  • information that is needed in order to perform the Associate’s job;
  • information that is generally available to Associates in the workplace; and
  • identification of any other accommodation that is to be provided to the Associate.

Avon’s return to work process as set out in its policies outlines:

  • the steps it will take to facilitate the Associate’s return to work after a disability-related absence;
  • the development of a written individualized return to work plan for such Associates; and
  • the use of individual accommodation plans, as discussed above, in the return to work process.

d. Performance Management, Career Development and Redeployment

Avon takes into account the accessibility needs of Associates with disabilities, as well as individual accommodation plans:

  • when using its performance management process in respect of Associates with disabilities;
  • when providing career development and advancement to Associates with disabilities; and
  • when redeploying Associates with disabilities.

Actions

In accordance with the IASR, Avon:

  • reviews, assesses and, as necessary, modifies existing policies, procedures and practices to ensure ongoing compliance with the IASR;
  • takes the accessibility needs of Associates with disabilities and, as applicable, their individualized accommodation plans, into account when:
  • assessing performance;
  • managing career development and advancement; and
  • redeployment is required.
  • reviews, assesses and, as necessary, includes in performance management workshops, accessibility criteria;
  • takes into account the accessibility needs of Associates with disabilities when providing career development and advancement to its Associates with disabilities, including notification of the ability to provide accommodations on internal job postings; and
  • takes into account the accessibility needs of Associates with disabilities when redeploying Associates, including review and, as necessary, modification of Associate transfer checklist.

5. Design of Public Spaces

Avon will meet the Design of Public Spaces Standards when building or making major modifications to public spaces. Due to the nature of our business, public spaces will typically include only service-related elements such as service counters.

Avon will try to prevent service disruptions to the accessible parts of its public spaces, and will periodically inspect the accessible portions of its public spaces. When any deficiencies are noted that might impact on accessibility, Avon will take steps to correct the deficiency within a reasonable time frame.

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

Information and Feedback

For more information on this Accessibility Plan or for accessible formats of the Accessibility Plan, please contact: Avon’s Human Resources Department, by email at Avoncanada.HR@avoncanada.com or by phone at 514.630.5468.