Dillon Consulting Limited (“Dillon”) aims to provide a welcoming, respectful, and inclusive space for all persons, including those with disabilities. Dillon is committed to meeting the accessibility needs of employees and the public we serve in a way that allows all individuals to maintain their dignity and independence. We strive to ensure our policies, practices and procedures support an environment where persons disabled by barriers are fully integrated and have access to equal opportunity.

Dillon will regularly review our accessibility policies, practices, procedures, and plans in order to identify and address any barriers to accessibility.


In addition to meeting the commitments outlined above, this policy and related procedures are intended to meet the requirements of the Accessibility for Ontarians with Disabilities Act, 2005, the Accessibility for Manitobans Act, (collectively referred to as the “Acts”), and the associated regulations.


This policy applies to Dillon employees in Ontario and Manitoba, Dillon employees who manage employees in Manitoba, and to all persons who are expected to deal with members of the public in Ontario or Manitoba, on behalf of Dillon. This policy applies whether the person is considered an employee, subcontractor, subconsultant, or volunteer.

Accessibility to Services


Staff who work with customers and clients will be trained on how to interact and communicate with people with various types of disabilities. When communicating with a person with a disability, Dillon shall do so in a manner that considers their needs.

Assistive Devices

Dillon is committed to welcoming persons with disabilities who use assistive devices to obtain, use or benefit from our services.

In cases where assistive devices present a health and safety concern or where accessibility might be an issue, other reasonable measures will be used to ensure access to Dillon services, where Dillon has such other measures available.

Guide Dogs, Service Animals and Service Dogs

Dillon is committed to welcoming persons with disabilities who are accompanied by a guide dog, service animal or service dog unless otherwise prohibited by law.

Support Persons

Dillon is committed to welcoming persons with disabilities who are accompanied by a support person.  Dillon will ensure that both persons are allowed to enter the premises together and that the person with a disability is not prevented from having access to the support person.

Maintenance of Accessible Elements in Public Spaces

In the event of renovations or maintenance to Dillon facilities, we will meet applicable accessibility standards for public spaces, including service counters and waiting areas.

Accessibility of Public Events

Dillon is committed to ensuring public events are accessible relative to applicable regulations.

Notice of Disruptions in Service

Dillon will make reasonable efforts to provide notice in the event of a planned or unexpected disruption to facilities or services that persons with disabilities rely on to access Dillon services.

Notices will include information about the reason for the disruption, its anticipated duration, and a description of alternative facilities or services, if available.

When disruptions occur, Dillon will provide notice by posting notices in conspicuous locations on our premises and by any other method that might be reasonable under the circumstances.

Accessibility in Communications

Accessible Formats and Communication Supports

Accessible formats are different options of presenting printed, written, or visual material so that people who do not read print can access it.  Dillon will provide or arrange for the provision of accessible formats and communication supports for persons with disabilities, upon request, in a timely manner and at no additional cost to the individual. Dillon will work with the individual and take into account the person’s accessibility needs when actioning requests.

Accessible Websites and Web Content

Dillon shall make internet websites and web content controlled directly by Dillon or through a contractual relationship that allows for modification of the product, conform with World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0 Level AA by March 2024.

Accessibility to Employment


Throughout each stage of the recruitment process, Dillon will make all applicants aware that accommodation is available and will make reasonable accommodation for persons with disabilities. Dillon will work with persons with a disability to make adjustments to the recruitment process in a way that best suits their needs.

Employee Supports

Dillon shall inform employees of policies used to support employees with disabilities, including policies on the provision of job accommodations that take into account an employee’s accessibility needs due to a disability. Dillon shall provide this information to new employees as soon as practicable after they begin their employment and provide updated information to employees whenever there is a change to existing policies on the provision of job accommodations.

Accessible Formats and Communication Supports for Employees

Upon request from an employee with a disability, Dillon will consult with the employee to provide/arrange for the provision of accessible formats and communication supports for:

  • information needed to perform the employee’s job; and,
  • information that is generally available to employees in the workplace.

Dillon will consult with the employee making the request in determining the suitability of an accessible format or communication support.

Process to Accommodate Employees

Dillon will provide reasonable accommodation for persons with disabilities. Dillon will work with employees with disabilities to develop an individualized accommodation plan which will be reviewed and updated when there is a change to the physical space, job requirements, accommodation needs of the individual, or earlier if the impacted employee requests a review and/or update.

Workplace Emergency Response Plans

If Dillon becomes aware of an employee with a disability whose safety may be at special risk in the event of an emergency due to some form of barrier, Dillon will work with that employee to develop an Individual Emergency Plan. This plan will include individualized information on how to respond in the event of an emergency. With the employee’s consent, this plan will be shared with a person designated to provide assistance during an emergency and this plan shall be reviewed when the employee moves to a different location, when the employee’s overall accommodation needs change, and when Dillon reviews its general emergency response plan.

Upon request, Dillon will, in a timely manner, provide publicly available emergency response information at Dillon locations in an accessible format or with appropriate communication supports.

Return to Work Process

Dillon has a documented Return to Work Program for employees who are returning to work due to a disability and require accommodation. The return to work process outlines the steps that Dillon takes to facilitate a successful return to work.

Performance Management, Career Development and Job Changes

Dillon takes into account the accessibility needs of employees disabled by barriers as well as any individual accommodation plans when providing career development, performance management, job changes, and when considering redeployment.


Dillon will provide training, as appropriate, to support our staff with the information they need to support an accessible environment. The training will be appropriate to the duties of the staff, and training will be provided as soon as practicable.

Training will include information on the following:

  • The purpose of the Acts and the requirements of the regulations;
  • How to interact and communicate with people with various types of disabilities;
  • How to interact with people with disabilities who use an assistive device or require the assistance of a service animal or a support person;
  • How to use equipment or devices available on premises or otherwise that may help with the provision of goods or services to people with disabilities;
  • What to do if a person with a disability is experiencing a barrier to accessing Dillon’s goods and services;
  • Dillon’s policies, practices and procedures relating to the Acts and associated regulations;
  • Requirements pertaining to persons with disabilities as outlined by the Ontario and Manitoba Human Rights Codes.

Where applicable to an employee’s duties, training will also be provided on how employment opportunities and practices may be made accessible to persons disabled by barriers.

Additionally, employees will be provided training when there are changes to applicable Dillon policies or procedures.

Dillon will keep a record of the training provided, including completion dates of training, the type of training provided, and the number of employees to whom it is provided.


Dillon welcomes feedback and comments regarding our Accessibility Policy from all current and prospective employees and clients, and the general public. Feedback can be submitted to:

Human Resources
235 Yorkland Boulevard, Suite 800
Toronto, Ontario
M2J 4Y8
Tel. 416.229.4646

Those who provide formal feedback will receive acknowledgement of their feedback. Any resulting actions or changes that are made based on submitted feedback will be documented by Human Resources and made available, upon request.

Dillon will ensure our process for receiving and responding to feedback is accessible to persons with disabilities and will provide or arrange for the provision of accessible formats and communications supports, upon request.


Dillon will review this Policy and related procedures every five years, or earlier as necessary, to ensure Dillon continues to remove barriers to accessible customer service and employment.

Accessible Format

Upon request, Dillon will work with a person with a disability to provide this policy in an accessible format.