Accessibility

Introduction

At Amari’s Wealth INC, we recognize accessibility as an essential part of how we operate in Canada. It is our responsibility to create a work environment where every team member, regardless of ability, can thrive, contribute safely, and reach their full potential. As laws change and our workforce becomes more diverse, we see accessibility not just as a legal requirement, but as a strategic advantage for our business.

Legal Obligations and Standards

We strictly adhere to federal and provincial accessibility legislation, including the Accessible Canada Act (ACA), the Canadian Human Rights Act, and provincial statutes such as the Accessibility for Ontarians with Disabilities Act (AODA). These regulations guide us in designing physical spaces, digital platforms, recruitment processes, and accommodation policies. Failing to meet these standards can result in legal and reputational consequences, as well as missed opportunities to attract and retain skilled employees.

How Accessibility Benefits Us

  • Recruitment and Retention: By making our workplace accessible, we appeal to a broader range of candidates, including those with disabilities, and build loyalty among our staff.
  • Enhanced Productivity: When our employees feel supported and accommodated, their engagement and output increase.
  • Diversity and Inclusion: Accessibility is at the heart of our commitment to fair hiring and an inclusive workplace culture, supporting our wider diversity goals.
  • Brand Reputation: Organizations recognized for accessibility enjoy greater public trust and customer loyalty.

Challenges We Face

We acknowledge certain challenges in making our workplace accessible:

  • Financial Investment: Upgrading facilities, technology, and processes sometimes requires substantial investment, but many affordable accommodations exist, and government grants are available.
  • Awareness and Training: We are committed to closing any gaps in our understanding of specific needs by investing in ongoing training and expert consultation.
  • Complexity of Individual Needs: Disabilities vary widely, requiring customized accommodations and open, flexible communication.
  • System Integration: Updating legacy systems and processes can be complex, but we strive to make all aspects of our operations accessible.

Our Best Practices

  • Regularly reviewing our facilities, policies, and technologies to identify and remove barriers through accessibility audits.
  • Engaging directly with employees, especially those with disabilities, to better understand and address their experiences and requirements.
  • Providing ongoing education for managers and staff around accessibility, disability etiquette, and inclusive workplace practices.
  • Ensuring our recruitment, onboarding, and workplace policies meet accessibility standards.
  • Implementing accessible software, assistive technologies, and adaptive tools to support our team.
  • Collaborating with external organizations, consultants, and government agencies to leverage available expertise and resources.

We view accessibility as more than a compliance issue it is central to our culture of inclusion and respect. By making accessibility a priority, we empower our workforce, strengthen our reputation, and help build a more equitable Canadian society.