Accessibility
General
Aries Aviation Services Corp (Aries Aviation) is a small aerial survey company operating in Calgary, Alberta.
Our Accessibility Plan and Feedback Process (the “Plan”) outlines how we will improve accessibility for our employees.
Our commitment
We believe in the core principles outlined in the Accessible Canada Act, meaning that we believe persons with disabilities have an equal right to dignified treatment and barrier-free access to opportunities, freedom of choice, inclusive consideration, and involvement in how we provide a safe working environment.
Our Plan outlines the work we will be doing over the next three years to demonstrate our commitment to accessibility.
We will employ best practices to identify, prevent, and remove barriers, enhancing our efforts to achieve increased accessibility.
Specifically, through collaboration, we will focus on engaging our employees to understand their accessibility needs, including developing accessible policies and procedures if a need is identified by our employees.
Feedback
Our Manager of Finance and Administration, Katharine (Edi) Murray, has been designated to receive employee feedback on behalf of Aries Aviation. All employee feedback will be responded to.
Feedback collection
Web: ariesaviation.com/contact-us
Email: accessibility@ariesaviation.com
Phone: 403-274-3930 ext 204
Consultations
Our employees are being asked to share any issues with workplace accessibility, or barriers encountered in their hiring process, onboarding/orientation or day-to-day work experience.
We are saving this information to be used as our baseline for employee accessibility, revealing areas for improvement in:
Making employees aware of the accessibility request process.
Identifying employee accessibility needs throughout the course of their employment.
Ensuring accessible technology and assistive devices are in place to meet accessibility needs when identified.
We will continue our efforts to remove identified barriers and proactively identify and prevent other barriers by actively seeking feedback from our employees as well as people with disabilities every year, and accepting feedback as barriers or issues arise.
As part of our consultation efforts, if we receive feedback indicating that a specific policy, program or service is not accessible, we will respond to this feedback, track and assess it and record our decision.
As a small operation with approximately 30 people on staff, we endeavor to make our ICT as accessible as possible. Our employees use Microsoft Windows which offers built in accessibility. We use this as a main source of communication along with zoom meetings and discussions in person.
As a small operator, we do not have anyone on staff that manages changes to our website. These changes are done on an as-needed basis.
Using Accessibe’s free online accessibility checker, we will identify areas where our website may not be as accessible as it can be. We will work with our website manager to determine the potential cost of any further updates and will budget accordingly. We will provide an update each year of the progress we have made and how we will continue to improve accessibility.
Good communication is a requirement for any successful interaction. As a small operator, we have team meetings. As well, employees are encouraged to communicate accessibility concerns directly to their manager at any time.
We believe in ensuring that our facility is accessible. As such, we will be reviewing our current procurement policies as well as looking for ways to make our environment more accessible.
Design and delivery of programs and services
Many of our processes have been in place more than 20 years, and based on our consultation with employees, they do not create a barrier for their completion. We will be asking all team members to include accessibility as a consideration in any new procedure that is developed, and in training material.
Employment
We are committed to ensuring an accessible workplace and as such:
We will include a notice on job postings that we are an equal opportunity employer.
We will inquire with candidates about accessibility accommodations before any interviews.
We will advise successful candidates that we have accessibility accommodations that are available upon request.
Our employees can access our accessible employment practices easily through their manager.
We will make accessible technologies available for our employees when requested through our accommodation process.
We will make accessibility training available to our employees should they need to interact with other employees who have disabilities.
Our offices are located at 333 Noorduyn Park, Unit E1, Springbank Airport, Calgary, Alberta. While we do not currently have anyone with a disability on staff, we have plans to review our space with a person with disabilities to identify any potential issues or barriers to accessibility, should we hire a person with a disability.
Our intention is to address any shortcomings by May 31 in year one, then May 31 in year two and May 31 in year three.
We strive to provide a built environment for our employees that is barrier-free. We have an open-door policy for employees to identify accessibility barriers within the office environment to their manager.