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Equity and Diversity

Equity and Diversity – Nikon Canada Inc.

Statement of Commitment


The ultimate goal of Nikon Canada Inc. (“Nikon”) is to meet and surpass customer expectations while providing appropriate accommodations for people with disabilities. Nikon commits to treat people with disabilities fairly and with respect by providing an accessible, inclusive, and integrated environment in a manner that takes their disabilities into account. All goods and services provided by Nikon shall follow the principles of dignity, independence, integration, equal opportunity and its Corporate Social Responsibility.


Nikon is committed to work towards providing a barrier-free environment by fulfilling its own policies and existing legislations in order to minimize, remove, and prevent barriers to people with disabilities. Furthermore, Nikon will strive to accommodate individuals with disabilities so that they could access all services and opportunities Nikon offers.


Furthermore, Nikon supports the goals of the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) and the Ontario Human Rights Code (“OHRC”). Nikon will ensure that its policies, procedures, and practices meet the regulations and standards under the OHRC, AODA, and any other existing legislation.

 

Definitions

Definition of “Disability”

 

Section 10 (1) of the Code defines “disability” as follows in accordance with www.ohrc.on.ca/en/policy-and-guidelines-disability-and-duty-accommodate/2-what-disability:


“because of disability” means for the reason that the person has or has had, or is believed to have or have had,

 

  1. any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,
  2. a condition of mental impairment or a developmental disability,
  3. a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,
  4. a mental disorder, or
  5. an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997

Definition of “Barrier”

“anything that prevents a person with a disability from fully participating in all aspects of society because of his or her disability, including a physical barrier, an architectural barrier, an information or communications barrier, an attitudinal barrier, a technological barrier, a policy or a practice; (“obstacle”)”


Accessibility for Ontarians with Disabilities Act

In 2005, the province of Ontario passed the Accessibility for Ontarians with Disabilities Act (‘AODA’). Its goal is to phase in various standards over time to make Ontario more accessible for people with disabilities by 2025. In fact, Ontario is the first province in Canada and one of the first jurisdictions in the world to pass such law with time-frames set in place in order to ensure the standards are met in a timely manner.

Nikon is pleased to support and work towards meeting the standards and regulations under the AODA in order to allow and welcome people with disabilities to fully participate in their communities with dignity and independence.


Nikon Multi-Year Accessibility Plan


Overview

The AODA is comprised of various regulations and standards of which the Integrated Accessibility Standards Regulations (the IASR) is one of them. The IASR provides the required steps and procedures for private organizations to follow in order to successfully provide a more accessible environment for people with disabilities. Nikon’s multi-year plan has been developed to lay out the necessary steps and processes in order for Nikon to reach the goal of the AODA; to become a more accessible Ontario by 2025. Nikon will follow its multi-year accessibility plan to minimize, remove and prevent barriers for people with disabilities that come in contact with Nikon. Furthermore, Nikon will strive to meet all regulations and standards under the AODA as laid out in its multi-year plan to create an inclusive, accessible, and welcoming environment for people with disabilities.

(1)Training

Nikon is committed to continuously train its employees and all necessary people on the OHRC and accessibility standards (including contractual employees but not volunteers or any unpaid workers). All employees at Nikon have been trained on the AODA and Accessible Customer Service. Appropriate documentation of all trainings will be maintained.

Any educational material will be provided in an accessible format upon request by an employee with a disability.


(2) Information and Communication Standards


(a) Feedback

The ultimate goal of Nikon is to meet and surpass customer expectations while providing appropriate accommodations for people with disabilities. Nikon will ensure that any feedback process both receiving and responding to feedback will be available in an accessible format, upon request. Nikon’s feedback process has been modified to be accessible and in compliance with the IASR.


(b) Accessible Websites and Web Content

The website and contents of Nikon is in conformance with Web Content Accessibility Guidelines (WCAG) 2.0 Level A. Nikon will ensure that its website and contents will be in conformity with Web Content Accessibility Guidelines (WCAG) 2.0 Level AA by January 1, 2021 in order to meet IASR requirements.


(c) Accessible Formats and Communication Supports

Upon request and consultation with a customer or an employee with a disability, Nikon will provide documents and information meant for customers, the public, and its employees in an accessible format. In addition, any information or documents an employee with a disability requires to perform his or her job will be provided in an appropriate accessible format upon request and consultation.

(3) Employment Standards (effective as of January 1, 2016)


(a) Privacy

Nikon has and will take every precaution and necessary measures to protect the privacy of its employees with disabilities. Any information the employee does not wish to be disclosed will be respected and will be kept confidential. Refer to Nikon’s privacy policy for more information.


(b) Recruitment

Nikon will inform any applicants, both internal and external in regards to the availability of accommodation for applicants with disabilities throughout every step of the recruitment and selection process.


(c) Selection Process

When applicants are selected to move forward with the selection process, Nikon will inform the candidate of the availability of accommodation for applicants with disabilities. Upon request of an applicant with a disability, Nikon will consult with the applicant to provide a reasonable and appropriate accommodation in order to make the selection process accessible.


(d) Notifying Successful Applicants

When offering a position to the successful candidate, Nikon will notify the candidate of the company policies and procedures in regards to accessibility and accommodations for employees with disabilities.


(e) Informing Employees of Availability of Accommodations

Nikon commits to inform the availability of accommodation to develop an accessible and welcoming workplace for employees with disabilities. Employees with a disability who wishes to obtain additional information on Nikon’s procedures regarding accessibility and accommodations in the workplace are encouraged to contact their supervisor and/or the Human Resources Department for assistance.


(f) Accessible Formats and Communications

All workplace information and documents employees with disabilities need in order to perform his or her job will be provided in an accessible format upon consultation with the employee with a disability.


(g) Workplace Emergency Response Information

Once Nikon has been informed of the need to accommodate an employee with a disability, Nikon will develop and provide individualized workplace emergency response information when the disability of the employee is one that requires such information.

This information must be shared if the employee with a disability requires assistance in case of an emergency evacuation.


(h) Nikon Documented Individual Accommodation Plan

Nikon commits to continue providing an inclusive workplace by accommodating the needs of employees with disabilities in accordance with the AODA and the OHRC. Once Nikon is made aware of its employees with disabilities, Nikon will document and develop individualized accommodation plans for its employees with disabilities. Nikon will consult, review and update the individualized plan as needed for the plan to be in effect. Although Nikon commits to communicate to current and new employees in regards to the availability of accommodations for employees with disabilities, the employee with a disability is required to notify either their supervisor and/or Human Resources in order for an accommodation plan to be developed.

Furthermore, it is essential that the employee with a disability communicates the need of accommodations to perform his or her job at Nikon so that a reasonable and appropriate accommodation plan can be developed and implemented for the employees with a disability.


(i) Performance Management, Career Development, and Advancement and Redeployment

Nikon will assess employees with disabilities fairly while respecting the dignity and the needs of its employees with disabilities. In addition, any form of evaluation or feedback shall be provided to the employee with a disability in an appropriate accessible format.

When conducting performance management reviews (formal or informal), career development, and/or redeployment, Nikon will consider the accessibility needs and the individualized development plan for the employees with disabilities.


(j) Return to Work Process

Nikon will ensure to maintain a documented return to work process for employees who have been away from work due to a disability and need accommodations for their disabilities in order to successfully return to work. The documented return to work process will be in accordance with the IASR and shall clearly lay out the necessary steps Nikon will take to enable employees with disabilities return to work. The return to work process developed by Nikon is not to substitute or hinder any other forms of return to work processes in effect under any other legislation (i.e., the Workplace Safety Insurance Act, 1997).

 

Equity and Diversity Accountabilities

For feedback, questions, or concerns regarding Nikon’s accommodation processes or any other related procedures please contact:


Telephone

1-877-534-9910

Email

HR@nikon.ca

 

Mailing Address

Nikon Canada Inc
1366 Aerowood Drive
Mississauga, On
L4W1C1