Government of British ColumbiaDisability White Paper
About Cineplex Entertainment
Cineplex Entertainment is a national theatrical movie exhibitor operating cinemas in every province, including British Columbia. We have a long standing and proud history within British Columbia and we have become synonymous with innovation and accommodation within our Cinemas. We operate 161 theatres nationally, with 1,630 screens from coast to coast, serving approximately 77 million guests annually.
As one of Canada’s largest entertainment companies, Cineplex has a significant presence and commitment within British Columbia. We currently operate21 movie theatres within the province with 204 screens. Our theatres have created permanent full-time and part-time jobs in the province.
As an employer, we understand the unique opportunities and the valuable contributions persons with disabilities can make if given the opportunity. We were honoured to be named the 2013 Corporate Award Winner by the Canadian Foundation for Physically Disabled Persons. The award recognizes companies who have made an outstanding contribution in assisting persons with disabilities, especially in the workplace.Cineplex is an employer of persons with disabilities who work both part time and full time.
Cineplex Entertainment Accessibility to Movies
As co-founder and a leading participant in the Access 2 Entertainment program (A2E), Cineplex continues to work with Easter Seals, who manages the A2E program. The A2Eprogram ensuresthat Canadianswho have a disability,that requires the assistance of a support person, can do so through their membership in the A2E program. At Cineplex Cinemas, the attendee with the disability pays for admission and their support person attends for free. The A2E program has continued to expand since inception to include numerous tourist venues including museums, art galleries and other attractions.
Cineplex Entertainment is proud to offer closed captioning and assistive listening services through the CaptiView system at all of our Cinemas in British Columbia and described video services through the Fidelio system in select theatres across the country.
Cineplex Accessibility and Employment
Accessibility initiatives have been a strong focus for many provincial governments in recent years. As a national company that employs British Columbians, Cineplex has been at the forefront of government consultations on a variety of accessibility and employment initiatives. While each province is unique and will implement initiatives and enact laws to reflect the needs of their constituents, we respectfully recommend that, as an employer within British Columbia, we can find greater efficiencieswhen working collaboratively across provinces and business to ensure employment strategies for the disabled, and any associated accessibility standards, can be consistently applied and implemented. Having participated in similar consultations, and through our own observations and experiences hiring persons with disabilities we would respectfully suggest an approach that can alignand/or complement other legislation that has been enacted such as the AODA (Accessibility for Ontarians with Disabilities Act 2005). Cineplex has entered the next phase of AODA which provides for certain obligations of businesses, organizations and governmentsto be in place over the next several years. The following sections provide some of Cineplex’s experiences in hiring persons with disabilities and some of AODA obligations specific to British Columbia’s Disability White Paper Conversation.
Cineplex is pleased to contribute to this Disability White Paper in the areas of Work and Contribution and Innovation.
Work and Contribution – The employment rate for people with disabilities is 18 percent lower than for people without disabilities. Reducing barriers to employment and increasing community inclusion helps to ensure that people with disabilities have the opportunity to work and contribute as they are able. Fostering diverse workplaces that include employees with disabilities can improve the capacity of B.C. business to compete in the global economy and ensure people with disabilities have the opportunity to contribute to the economic growth of the province. Source – Disability White Paper Conversation Toolkit
Accommodation of built environment
An important area to remove employment barriers for persons with disabilities is the accessibility of the physical workplace. It is critical that British Columbia ensure that municipal building codes and accessibility laws for the built or physical environment of a workplace are aligned. Employers can operate and grow their businesses with the confidence that physical changes made to a workplace built environment will address the needs of persons with disabilities while maintaining compliance with the building code.
British Columbia employers operate businesses of different sizes and financial capabilities. Updating a physical work environment may be financially difficult for some businesses to achieve without the assistance of government grants. A comprehensive funding plan through grants or other methods should be considered to assist businesses.
Employment Processes/Information and Communications
It is important for the dignity of persons with disabilities that we normalize as many of the employment processes as possible while ensuring flexibility to accommodate individual needs. This includes the methods by which persons with disabilities learn about employment opportunities. The internet is ubiquitous and is a primary source of information, including employment opportunities. In Ontario, the current standard for website accessibilityis WCAG 2.0 Level A. Online job descriptions and applications should be developed to allow persons with disabilities, where possible, to use accessible methods to research and apply for employment. This should apply to all businesses, not for profit, government, and job posting and job board sites. The following is a partial extract from the AODA that describes accessible websites and web content further.
Accessible websites and web content.AODA Obligations
(2)Designated public sector organizations and 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:
- By January 1, 2014, new internet websites and web content on those sites must conform with WCAG 2.0 Level A.
i. success criteria 1.2.4 Captions (Live), and
ii. success criteria 1.2.5 Audio Descriptions (Pre-recorded).
5)Except where meeting the requirement is not practicable, this section applies,
(a) to websites and web content, including web-based applications, that an organization controls directly or through a contractual relationship that allows for modification of the product; and
(b) to web content published on a website after January 1, 2012.
(6)In determining whether meeting the requirements of this section is not practicable, organizations referenced in subsections (1) and (2) may consider, among other things,
(a) the availability of commercial software or tools or both; and
(b) significant impact on an implementation timeline that is planned or initiated before January 1, 2012.
Provision of Accessible Formats and Communication Supports
It is important that information and communication be accessiblefor persons who wish to apply for work but we must recognize that for some persons with disabilities, this would not fully address their Work and Contribution needs and goals. Under the AODA, organizations shall plan and provide alternate ways to accommodate a person’s communication needs upon request. Persons with disabilities seeking employmentcan requestalternate accessible formats to assist in their application and assessment needs. The following is a partial extract from the AODA that describes this further.
Accessible formats and communication supports. / Recruitment, general. / Recruitment, assessment or selection process.AODA Obligations / AODA Obligations / AODA Obligations
(1)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.
(2)The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.
(3)Every obligated organization shall notify the public about the availability of accessible formats and communication supports. / Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes. / (1)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.
(2)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 in a manner that takes into account the applicant’s accessibility needs due to disability.
Recruitment and selection is the first step in the development of an employment strategy that removes barriers and allows participation for persons with disabilities. All employees may experience a range of career opportunities and setbacks during their career, including persons with disabilities. Under AODA, other areas to be supported after hiring include: performance management, career development and advancement, return to work processes for persons who have had to leave work to address their disability, and redeployment options for persons who may not be able to return to their former role.
Innovation- Innovation is all about exploring a diverse range of new ways to support people with disabilities to live the life they choose, as well as looking at how we design and use existing programs and services. From programs, technology and independent living to policy and process and practices, innovation can lead to greater community inclusion, increased freedoms and greater choices for people living with disabilities. Source – Disability White Paper Conversation Toolkit
As we assess future methods for removing barriers to support the employment of persons with disabilities, we can consider how people work in the 21st century. Employees increasingly engage in work from home via electronic means and through web and teleconferencing. This may assist in removing physical barriers related to commuting for persons with disabilities. To facilitate working remotely, employers may consider flexible working arrangement and adaptive technologies.
Adaptive Technologies
Technology within the workplace is changing rapidly. It will be essential that employees have the tools to develop their skills on an ongoing basis while ensuring they can be ‘job ready’. Adaptive technologies provide persons with disabilities access to a variety of hardware and software tools. This may be particularly for persons who may in time experience less mobility to use conventional forms of technology.
Adaptive technology development could address the following targets:
- Funding for further R&D for adaptive technologies
- Funding for adaptive technology companies to bring their products to market
- Accessible opportunities for persons with disabilities to be trained on the use of adaptive technologies
- Where a person who is disabled is also self-employed, government grants may assist the self-employed to purchase or upgrade adaptive technologies
- Funding or grants for employers to retrofit or invest in adaptive technologies
Employment and Social Service Agencies
Government, employment and social service agencies should consider different approaches for full time and part time employment strategies.It is important that the type of employment, skills, experience, education and life stage be considered when assisting an employment candidate that has disabilities.We would suggest social service agenciesprovide persons with disabilities employment search support that takes into consideration the following:
- An assessment of the candidates work interests, strengthsand preferences
- Depending on the role and the disability, a job coach can be an invaluable source of support and mentoring
- Apply for a role that is truly compatible and meaningful for the candidate rather than placing the candidate in a role that may not be right in an effort to have them enter the workplace. This frequently leaves the candidate disillusioned.
Anecdotally, many employers have noted that when there is a good fit, an employee with a disability tends to have longer tenure than other employees.
Youth Employment
Our first work experience is one of our most memorable. Developing employment strategies for youth can have a significant impact.Youth employment strategies for persons with disabilities should be considered early. Many social service agencies across the country already offer employment services to assist youth in finding their first summer job, and many educational institutions offer support for internships. We would suggest governments and social service agencies consider a youth employment strategy for persons with disabilities that is patterned on existing programs. Everyone can benefit from support and coaching while finding and keeping that first job. A positive first work experience is invaluable to youth and employers.
Education and Training
The workplace is competitive. Students with disabilities that want full time work should have access to comprehensive career building, training, and if applicable, internships. We would suggest that government expand their relationships with post- secondary institutions to develop hands on career development and job search strategies. Too often persons with disabilities graduate with the requisite knowledge and skills to compete for meaningful work but they may have received no training on how to search for work and how to build or advance a career.It is an important of education and training.
Cineplex is excited by the conversations taking place within British Columbia to explore and reduce barriers and increase accessibility for persons living with disabilities. We are pleased to contribute to the Disability White Paper and to learn from others.
Should you wish to discuss our work to date, including our Accessibility initiatives, or if we can be of further assistance, do not hesitate to contact me.
Sincerely,
Angela McGovern
Executive Director, Legal
Cineplex Entertainment
March 11, 2014
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