Georgian Partners Growth LP (“the Firm”) is committed to ensuring the equality of opportunity for people with disabilities and improving accessibility. Accordingly, the Firm has the following policies in place in accordance with the Accessibility for Ontarians with Disabilities Act (AODA) and its regulations.
Information & Communications: The Firm will, upon request, provide information and communications materials in accessible formats or with communication supports. This includes publicly available information about the Firm’s goods and services as well as about publicly available emergency information.
Employment Standards: The Firm will notify the public and our staff that, when requested, it will accommodate disabilities during recruitment and assessment processes and at the hiring stage. The Firm will take into account the needs of employees with disabilities when engaging in certain employment related processes, such as performance management or career development plans. As well, where it is necessary, the Firm will provide individual workplace emergency information to employees with disabilities.
Provision of Services: The Firm will make all reasonable efforts to ensure that people with disabilities have equal access to and obtain equal benefit from its services. Our employees, volunteers and other members of the Firm will receive training with respect to providing services to people with disabilities. We will also encourage the individuals that we provide services to or conduct business with to consult with the Firm about accessibility formats that may be necessary to accommodate their individual needs, and to provide feedback with respect to the Firm’s accommodation efforts.
Design of Public Spaces: If the Firm is building or making major modifications to a public space, such as service-related elements like service counters or waiting areas, it will make all reasonable efforts to comply with all legislative requirements.
Training: The Firm will provide training on the requirements of accessibility standards under AODA, as well as with respect to the Human Rights Code, to all employees, volunteers, and other members of the organization.
Modifications to this or other policies: The Firm is committed to updating and revising any policies at Georgian Partners to ensure they respect and promote the dignity of persons with disabilities.
For more information: For more information on this accessibility policy, or to obtain this document in an accessible format, please contact Kathryn Christie at:
As members of Georgian Partners Growth LP or its affiliates (the Firm), we strive to treat all people with respect and in a manner that allows them to maintain their dignity and independence. The Firm believes in equal opportunity, strives to identify, remove and prevent barriers to accessibility, and aims to meet accessibility requirements under the Accessibility for Ontarians with Disabilities Act, 2005, as amended.
The Firm is committed to promoting equality and providing employees with programs, support and opportunities irrespective of disability. We are further committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other clients.
1. Information & Communication
We will communicate with people with disabilities in ways that take into account their disability.
We will train our staff and volunteers, on how to interact and communicate with people with various types of disabilities, including considering alternative communication formats. We will encourage persons with disabilities to consult with the Firm in person, by telephone or e-mail, in order to discuss additional accessible communication formats that may be necessary to accommodate their individual needs.
We are committed to providing fully accessible telephone service to our clients and members of the public. We will train staff to communicate over the telephone in clear and plain language and to speak clearly and slowly.
We will offer to communicate with individuals in writing if telephone communication is not suitable to their communication needs or is not available. We will ensure that our staff are trained and familiar with various assistive devices that may be used by clients with disabilities while accessing our goods or services.
2. Employment Standards
The Firm seeks to provide all candidates and employees with an equal opportunity to succeed in the workplace. Throughout the recruitment and hiring process, as well as at the workplace, we advise individuals that accessibility and accommodation options are available and encourages individuals to discuss these options with human resources.
The Firm is committed to furthering its objective to foster an inclusive workplace. As a result on an ongoing basis, we will take the following steps:
- upon an employee’s request, ensure that (a) any information that is required for an employee with a disability to perform the job for which they were hired, and (b) any other information that is generally available in the workplace, is made available in accessible formats and provides communication supports
- consult with employees with disabilities to determine what actions the Firm can take to meet employees’ individual needs and to foster a more inclusive environment
- assist employees in returning to work as a soon as practicable after disability- related absences, subject to applicable law and other terms and conditions of employment
The Firm will also review and if necessary, revise its existing policies, procedures and practices relating to performance management and career development to ensure that employees’ accessibility needs are taken into account.
3. Provision of Services
The Firm makes all reasonable efforts to ensure that people with disabilities have equal access to and obtain equal benefit from its services. As a result, on an ongoing basis, the Firm will:
- encourage customers with disabilities to consult with the Firm by e-mail, in person or by telephone to discuss additional accessibility formats that may be necessary to accommodate their individual needs, and to provide feedback with respect to the Firm’s accommodation efforts
- offer accessible invoices to all of our clients, in the following formats upon request: hard copy or e-mail, including in large print. We will answer any questions clients may have about the content of the invoice in person, by telephone or e-mail
- provide customers with notice in the event of a planned or unexpected disruption in the facilities or services usually used by people with disabilities. This notice will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available
- welcome people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and other third parties. We will also ensure that all staff, volunteers and others dealing with the public and our clients are properly trained in how to interact with people with disabilities who are accompanied by a service animal
- welcome people with disabilities who are accompanied by a support person. Any person with a disability who is accompanied by a support person will be allowed to enter Georgian Partners’ premises with his or her support person. At no time will a person with a disability who is accompanied by a support person be prevented from having access to his or her support person while on our premises
We will provide training that is consistent with our Accessibility Policy and this Accessibility Plan. Training will be provided to all members of our Firm, including employees, volunteers and others who deal with the public or other third parties on their behalf, and all those who are involved in the development and approvals of customer service policies, practices and procedures.
This training will be provided as soon as reasonably practicable after staff commence their duties. The content and delivery of training may vary in accordance with the trainees’ duties and responsibility and will include the following:
- the purposes of AODA and its requirements
- the Ontario Human Rights Code as it pertains to persons with disabilities
- how to interact, communicate and consult with people with various types of disabilities, including use of accessible communication formats
- how to accommodate individuals that require the assistance of a service animal or a support person
- how to provide, receive and escalate feedback provided with respect to accessibility questions and concerns
- our policies, practices and procedures relating to providing services to people with disabilities
The Firm will maintain a record of the training provided, including the training dates, and the name and number of individuals to whom it was provided
We may provide additional training as changes in legislation or workplace conditions require
5. Feedback process
We welcome and appreciate comments from clients on how well their expectations are being met.
Feedback regarding the way that the Firm provides goods and services to people with disabilities can be made by e-mail (email@example.com or verbally. All feedback, including complaints, will be directed to Kathryn Christie. Clients can expect to hear back within 10 business days.
6. Modifications to this or other policies
We are committed to developing policies that respect and promote the dignity and independence of people with disabilities. Therefore, no changes will be made to this Plan before considering the impact on people with disabilities.
Any Firm policy that does not respect and promote the dignity and independence of people with disabilities will be modified or removed.
7. Questions about this Plan
This Plan exists to achieve service excellence to clients with disabilities. If anyone has a question about the Plan, or if the purpose of a Plan is not understood, questions may be directed to Kathryn Christie.