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Accessibility Plan and Policies for Procter & Gamble Inc.

This 2014-21 accessibility plan outlines the policies and actions that Procter & Gamble Inc. will put in place to improve opportunities for people with disabilities.

Statement of Commitment

Procter & Gamble Inc. is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the needs of people with disabilities in a timely manner, and will do so by preventing and removing barriers to accessibility and meeting accessibility requirements under the Accessibility for Ontarians with Disability Act.

Accessibility Emergency Information.

Procter & Gamble Inc. is committed to providing the customers and clients with publicly available emergency information in an accessible way upon request. We will also provide employees with disabilities with individualized emergency response information when necessary.

Training

Procter & Gamble Inc. will provide training to employees, and other staff members on Ontario’s accessibility laws and on the Human Rights Code as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees and other staff members.

Procter & Gamble Inc. will take the following steps to ensure employees are provided with the training needed to meet Ontario’s accessible laws by January 1, 2015.

  • New mandatory web based training will be rolled to all employees during 2014 who are required to complete the training.
  • Follow up will be done to ensure training is complete.
  • After 2014 initial training roll-out all new hires will be required to complete the training within the first 60 days of employment

Kiosks

Procter & Gamble Inc. does not have Kiosks.

Information and Communications

Procter & Gamble Inc. is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs.

Procter & Gamble Inc. websites currently meet all WCAG 2.0 Level AA compliance.

Procter & Gamble Inc. will take the following steps to make sure existing feedback processes are accessible to people with disabilities upon request by January 1, 2015.

  • All internal & external feedback vehicles small and large will be reviewed and assessed internally during 2014.
  • By January 2015 all internal and external feedback vehicles will make available alternative formats.

Procter & Gamble Inc. will take the following steps to make sure all publicly available information is made accessible upon request by January 1, 2016.

  • We will consult with organizations representing people with disabilities to determine the best communication vehicles to utilize when disseminating information to the public.
  • During 2015 all employees will be made aware of the alternative communication formats
  • Procter & Gamble Inc. will consult with the person making the request in determining the suitability of an accessible format or communication support. A protocol will be developed to address any issues if an agreement on accessibility cannot be met.
  • By January 2016 Procter & Gamble Inc. will notify the public about the availability of accessible formats or communication support.

Procter & Gamble Inc. websites currently meet all WCAG 2.0 Level AA compliance.

Employment

Procter & Gamble Inc. is committed to fair and accessible employment practices.

We will take the following steps to notify the public and staff that, when requested, Procter & Gamble Inc. will accommodate people with disabilities during the recruitment and assessment processes and when people are hired.

By January 2016

  • Procter & Gamble Inc. will have a process in place to notify its employees and the public about the availability of accommodation for applicants with disabilities in its current process.
  • The current recruitment process will be reviewed to ensure that all job applicants will be notified 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.
  • If a selected applicant requests an accommodation, Procter & Gamble Inc. will 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.

Procter & Gamble Inc. will take the following steps to develop and put in place a process for developing individual accommodation plans and return to work policies for the employees that have been absent due to a disability.

By January 2016

  • Procter & Gamble Inc. will review its current accommodation process and ensure there is a written process for the development of documented individual accommodation plans for employees with disabilities.
  • The process for the development of documented individual accommodation plans shall include the following elements:
  • The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  • The means by which the employee is assessed on an individual basis.
  • The manner in which the employer can request an evaluation by an outside medical or other expert, at the employer‘s expense, to determine if and how accommodation can be achieved.
  • The manner in which the employee can request the participation of a representative from the work place, in the development of the accommodation plan.
  • The steps taken to protect the privacy of the employee‘s personal information.
  • The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  • If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  • The means of providing the individual accommodation plan in a format that takes into account the employee‘s accessibility needs due to disability

We will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account if Procter & Gamble Inc. is using performance management career development and redeployment processes.

By January 2016

  • Performance Management - Procter & Gamble Inc. shall review its current Performance Management process to make sure that it takes into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when using its performance management process in respect of employees with disabilities.
  • Career Development – Procter & Gamble will review its current Career Development process and shall take into account the accessibility needs of its employees with disabilities as well as any individual accommodation plans, when providing career development and advancement to its employees with disabilities.
  • Redeployment – Procter & Gamble Inc. will review its current redeployment process and shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities

Design of Public Spaces

Procter & Gamble Inc. will meet the Accessibility for the Design of Public Spaces when building or making major modifications to public spaces.

Procter & Gamble Inc. is committed to making all public spaces accessible.

In the event of a service disruption, we will notify the public of the service disruption and alternatives available.

For More Information

For more information on the accessibility plan please contact Carolann Kemp at:
Phone: 416-730-6081
Email: kemp.ca@pg.com
Accessible formats of this document are available free upon request from:
Kemp.ca@pg.com