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Thomson Reuters Canada Limited

Thomson Reuters multi-year accessibility plan 2012-2025

Updated April 2021

The goal of the Accessibility for Ontarians with Disabilities Act (AODA) is to make Ontario accessible by 2025. The Integrated Accessibility Standards Regulations (IASR) under the AODA require that effective January 1, 2014, Thomson Reuters establishes, implements, maintains and documents a multi-year accessibility plan to outline our strategy to prevent and remove barriers for persons with disabilities and to meet its requirements under the IASR.

Thomson Reuters introduced its first accessibility plan in compliance with the Accessibility for Ontarians with Disabilities Act (AODA) – Customer Service Standard in 2012.  People interacting with persons with disabilities on behalf of Thomson Reuters are asked to keep in mind the four core principles of accessible service:

  • Honouring someone’s Independence means recognizing when a person is able to do things on his or her own without unnecessary help or interference from others.
  • Showing consideration for someone’s Dignity means providing service in a way that allows the individual to maintain self-respect and the respect of other persons
  • We aim for Integration so that service can be provided in a way that allows all individuals to benefit from the same services, in the same place, and in the same or similar way as others, unless an alternate measure is necessary.
  • We strive for Equality by providing service to individuals in such a way that they have an opportunity to access goods or services equal to that given to others.

This multi-year plan outlines Thomson Reuters’ strategy to prevent and remove barriers to address the current and future requirements of the AODA. It highlights a number of accomplishments Thomson Reuters has achieved over the last few years in terms of barrier removal, and active steps taken to prevent barriers. This list is not exhaustive but documents the organization’s demonstration of efforts in the removal and prevention of barriers to access for persons with disabilities.

This evolving document is a snapshot of successive plans and retains a progressive approach towards activities that forecast full implementation of the AODA standards by 2025.  This Plan will be updated regularly to reflect progress made towards full compliance with the AODA.

Chapter Two

Areas of access to be addressed

In 2005, the provincial government enacted the Accessibility for Ontarians with Disabilities Act (AODA). The goal of AODA is to make Ontario fully accessible to persons with disabilities by 2025.

Under AODA, the following accessibility standards establish certain requirements that are applicable to Thomson Reuters:

  1. Customer Service Standard
  2. Integrated Accessibility Standards Regulation (IASR)
  • General Requirements
  • Employment
  • Information and Communication Systems

As each of the above standards of the AODA are codified as regulations, creating legal obligations for Thomson Reuters, the Mutli-Year Accessibility Plan will compare its accomplishments in enhancing accessibility with the formal requirements of each standard.  In accordance with the requirements, Thomson Reuters will:

  • Establish, review and update this plan
  • Post this plan at www.thomsonreuters.ca
  • Report as required on the progress of the implementation of the plan
  • Provide this plan in an accessibility format, upon request
  • Review and update this plan at least once every five years.

As of September 2012, the Customer Service Standard (O.Reg. 429/07) and the Integrated Accessibility Standards Regulation (Or. Reg. 191/11) have been finalized into regulation, and Thomson Reuters has met its primary obligations under those regulations, namely the provision of mandatory training for those engaged in the provision of services to members of the public.  Efforts continue in order to achieve compliance with the Information and Communications and the Employment aspects of the IASR through the development of tools and resources to provide accessible materials and training initiatives to support these Standards as well as digital accessibility compliance with respect to our products and services.

Chapter Three

Our statement of commitment

Our commitment to customers with disabilities

We are committed to creating an accessible workplace

As an organization, we are committed to understanding the needs of all customers and to meeting legislative requirements as they relate to customers, our business, and our employees.

To comply with the Accessibility for Ontarians with Disabilities Act (AODA), we have implemented policies and procedures to treat all customers and employees with dignity and respect. We are dedicated to identifying and removing barriers so that we promote a safe, accessible environment for our customers, employees, suppliers, job applicants, visitors, and all others who enter our premises, do business with us, access our company website, or communicate with us. We are also committed to giving persons with disabilities the opportunity to access our goods and services in the same place and in a similar way as other customers, and to accommodating applicants and employees to provide equal access to employment opportunities.

Accessibility Standards for Customer Service ­– The Accessibility Standards for Customer Service (O. Reg. 429/07) became applicable to Thomson Reuters on January 1, 2012. Thomson Reuters has written policies and procedures governing the provision of its goods and services to persons with disabilities. The policies and procedures are available to all customers upon request. Thomson Reuters offers feedback processes for customers to share their experiences with us, provides training to employees who interact with customers, and completes compliance reports every three years. View our policy for providing access to goods and services to people with disabilities here: https://store.thomsonreuters.ca/en-ca/accessibility/workplace

Integrated Accessibility Standards – Pursuant to the Integrated Accessibility Standards, O. Reg. 191/11, the deadlines for standards outlining compliance for information and communication will become applicable to Thomson Reuters beginning on January 1, 2014, with additional compliance requirements in January 2021.

Access to information from an online product or website

Thomson Reuters strives to make its products and services accessible to all users, where practicable. To meet the requirements in Part II of the Integrated Accessibility Standards we are actively working within the mandated timelines to increase the accessibility and usability of our online products and websites, and in doing so, to adhere to many of the principles, guidelines, success criteria and techniques as defined in the World Wide Web Consortium Web Content Accessibility Guidelines 2.1 (WCAG 2.1).

Our efforts to make our websites and content meet AODA and WCAG 2.1 guidelines to improve accessibility are ongoing, and we will make every effort to incorporate accessibility features where possible and practicable into new material added to our online products and websites.  As further detailed in this Multi-Year Plan, Thomson Reuters has instituted a dedicated program to audit, assess and remediate our products and services that are subject to AODA digital accessibility compliance. We encourage anyone who experiences difficulties accessing information to contact our Accessibility team at accessibility@thomsonreuters.com. In cases where information is not available in an accessible format, reasonable efforts will be used to provide customers with an accessible alternative or assistance in acquiring the information they need.

Thomson Reuters supports customers with disabilities by providing an alternate version of the information available in an online product, where practicable, upon request. To request an alternate version of information, please contact accessibilitypdfrequest@thomsonreuters.com. Please note that not all information may be available in an alternate format.

Additionally, due to conditions beyond our control, there are some instances where we are unable to provide information in an accessible format (for example, some RSS feeds, etc). We will be monitoring these sections, and develop an accessible solution as technology improves, and where it is reasonable to do so.

Our online products and websites may also contain links to documents and websites of external organizations, and internal archival documentation and websites, which may not provide full accessibility. Again, as further detailed in this Multi-Year Plan, Thomson Reuters has instituted a dedicated program to audit, assess, and remediate our products and services that are subject to AODA digital accessibility compliance, including online products and websites.

Archived Content – Information identified as “archived content” in any of our websites or products is provided for reference, research or recordkeeping purposes. It is not subject to the Web Standards and has not been altered or updated since it was archived. Please contact our Accessibility Manager to request an accessible alternative (if available) or assistance in acquiring the information you need.

A statement advising customers of content that is not accessible will be provided where required (sample below):

Thomson Reuters is committed to providing web content and web services that are accessible to the widest possible audience. Unfortunately, it is not always possible to enable accessibility and usability to all areas of the website. Thomson Reuters acknowledges that while attempting to ensure information is as up-to-date as possible, some content may not be as accessible to some users. If you have any difficulties, questions, or suggestions regarding the accessibility of this site, please contact us at accessibility@thomsonreuters.com.

Archived Content: This content was archived in xxx, 20xx. Information identified as archived is provided for reference, research or recordkeeping purposes. It is not subject to WCAG 2.0 Standards and has not been altered or updated since it was archived. Please contact us if you require an alternate format.

Access to academic materials

Everyone needs to be able to learn, and Thomson Reuters supports learning by making available accessible or conversion-ready versions of course-required print materials in .pdf format directly to schools, colleges, and universities upon request. The .pdfs can be used in conjunction with specially designed software to create specially formatted copies and/or sound recordings tailored to the individual needs of the student. To request .pdf copies of course-required titles, view our Access to Academic Materials at https://store.thomsonreuters.ca/deskcopy/desk-copy-policy .

Questions or Feedback

As we continue to improve our online products and websites, we will update our Multi-Year Accessibility Plan.

If you have questions or feedback about the accessibility of any of our products, or if you require an alternate format of a specific product or content from one of our websites, please contact our Accessibility team by email at accessibility@thomsonreuters.com.Your feedback will help us improve the experience for all customers.

Updated: April 2021

Chapter Four

Thomson Reuters accessibility compliance 2012 - 2016

Customer Service Standard – O. Reg. 429/07

Establishment of Policies, Practices, and Procedures

Policies and Practices must be compatible with the following principles:

  1. Respect for dignity and independence
  2. Integration
  3. Equality

Completion Status

  • Policy on Accessibility approved Fall 2011.  This policy reflects Thomson Reuters’s commitment to fostering, creating and maintaining a barrier-free environment for all individuals. Further, the policy provides Guidelines on specific accessibility considerations in accordance with AODA.  The guidelines developed in line with the AODA Customer Service standard include principles and protocols with respect to the following:
  • Use of Assistive Devices
  • Service Animals and Support Persons
  • Notice of Temporary Disruptions in Service
  • Providing Feedback and Complaints
  • Policy and practices posted to Thomson Reuters website on December 31/2011 - https://store.thomsonreuters.ca/en-ca/accessibility
  • Digital Accessibility Policy launched March 2021 -  https://www.thomsonreuters.com/en/policies/digital-accessibility-policy.html
  • Policy and practices reviewed annually based on changes to internal workflows

Training

Customer Service training must be provided for:

  • Those who interact with members of the public on behalf of the Company:
  • Persons who participate in developing Thomson Reuters’s policies, practices and procedures governing the provision of goods or services to members of the public or other third parties.

Completion Status

  • Training developed and facilitated for affected employees - December 31/2011; training provided through onboarding processes as required.
  • All training tracked and recorded - ongoing.
  • AODA Awareness and Customer Service Training is available and tracked within internal training platform.

Feedback Processes

Establish an accessible process for receiving and responding to feedback about the manner in which Thomson Reuters provides goods or services to persons with disabilities.

The information about the process will be readily available to the public.

Completion Status

  • Feedback process for customers established and posted to Accessibility site on Thomson Reuters.com by December 31/2011.
  • Process reviewed annually based on changes to internal workflows.
  • Process updated in December 2013 to create unique phone/email for Accessibility Manager at Thomson Reuters; provides improved tracking of questions/requests and consistent responses/actions.
  • Process revised in Q1 2021.  Thomson Reuters website updated with updated feedback process and contact information.

AODA Compliance Date

January 1, 2012

Integrated Accessibility Standards Regulation – O. Reg. 191/11 – Part I – General

Establishment of Accessibility Policies

s. 3(1) Every obligated organization shall develop, implement, and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements referred to in this Regulation.

Completion Status

AODA Compliance Date

January 1, 2014

Accessibility Plans

s. 4(1) Designated private sector organizations shall,

  1. establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation;
  2. post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and
  3. review and update the accessibility plan at least once every five years

Completion Status

  • Developed and posted – December 2013.
  • Will be reviewed regularly based on changes to workflows and processes and as additional sections of legislation are “in force”.
  • Thomson Reuters’s Accessibility Policies are available at: https://store.thomsonreuters.ca/en-ca/accessibility
  • Accessibility Plan updated and posted June 2021.

AODA Compliance Date

January 1, 2014

Training

s. 7(1) Every obligated organization shall ensure that training is provided on the requirements of the accessibility standards referred to in this Regulation and on the Human Rights Code as it pertains to persons with disabilities to,

  1. all employees, and volunteers;
  2. all persons who participate in developing the organization’s policies; and
  3. all other persons who provide goods, services or facilities on behalf of the organization.

Completion Status

  • AODA Awareness training developed and facilitated for all employees – November 2013; training provided through onboarding processes for all new hires.
  • All training tracked and recorded - ongoing.
  • AODA Awareness and Customer Service Training materials available for employees on Thomson Reuters’s internal training platform
  • Publicly posted information can be found at https://store.thomsonreuters.ca/en-ca/accessibility/workplace

AODA Compliance Date

January 1, 2015

Integrated Accessibility Standards Regulation, O. Reg. 191/11 – Part II – Information and Communication Standards

s. 11 (1) Every obligated organization that has processes for receiving and responding to feedback shall ensure that the processes are accessible to persons with disabilities by providing or arranging for the provision of accessible formats and communications supports, upon request.

Completion Status

  • Feedback process for customers established and posted to Accessibility site on Thomson Reuters.com by December 31/2011.
  • Process reviewed annually based on changes to internal workflows.
  • Process updated in December 2013 to create unique phone/email for Accessibility Manager at Thomson Reuters; provides improved tracking of questions/requests and consistent responses/actions.
  • Revised contact information posted on Thomson Reuters website March 2021.

AODA Compliance Date

January 1, 2015

Accessible formats and Communication Supports

s. 12 (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,

  1. in a timely manner that takes into account the person’s accessibility needs due to disability; and
  2. at a cost that is no more than the regular cost charged to other persons.

s. 12 (2) The obligated organization shall consult with the person making the request in determining the suitability of an accessible format or communication support.

s. 12 (3) Every obligated organization shall notify the public about the availability of accessible formats and communication supports.

Completion Status

In our Statement of Commitment: https://store.thomsonreuters.ca/en-ca/accessibility/workplace

Our Statement of Commitment was updated April 22, 2014.

AODA Compliance Date

January 1, 2016

Accessible websites and web content

s. 14 (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.

Completion Status

Efforts to make our websites and content meet AODA and WCAG 2.0 guidelines to improve accessibility are ongoing, and we will make every effort to incorporate accessibility features where possible and practical into new material added to our online products and websites. Activities/completion since June 2012 include:

  • June 2012 - Create a working group to focus on the implications of the Information & Communications Standard.
  • Conduct a thorough Accessibility Audit to assess existing level of accessibility for websites/online products and determine approach to implement WCAG 2.0 Guidelines for new products/content introduced after January 1/14.
  • March 2013 - Research and define Training plan to provide training/resources to key teams (web/product design, testing, customer learning, etc.).
  • June 2013 – Develop Subject Matter Expert (SME) team to begin training on the requirements under the proposed act to develop best practices and workflows/processes for moving forward.
  • September 2013 - Incorporating AODA success criteria as part of design specifications and product requirements for all products to be launched after January 1, 2014.
  • October 2013 - AODA compliance requirement incorporated into roles/responsibilities and expectations for employees in product development, marketing, IT, content/editorial.
  • December 2013- Using Product Accessibility Tool (designed by Thomson Reuters) to assess all products and determine levels of compliance for each guideline as well as progress/next steps to drive compliance within products.
  • December 2013 – launched WestlawNext Canada, with many aspects meeting WCAG 2.0 Level A guidelines.
  • As new external websites are designed, or as existing external websites are reviewed for redesign/relaunch, WCAG 2.0 guidelines will be incorporated where practicable – ongoing project.
  • Developed VPAT process to monitor web accessibility and decisions on a go forward basis.
  • Implemented Governance Team to meet and review progress semi-annually.

AODA Compliance Date

January 1, 2014 – new internet websites and web content on those sites must conform with WCAG 2.0 Level A.

January 1, 2021 – all internet websites and web content must conform with WCAG 2.0 Level AA, other than,

  1. success criteria 1.2.4 Captions (Live), and
  2. success criteria 1.2.5 Audio Descriptions (Pre-recorded).

Producers of educational or training material

s. 17 (1) Every obligated organization that is a producer of educational or training textbooks for educational or training institutions shall upon request make accessible or conversion ready versions of the textbooks available to the institutions.

s. 17 (2) Every obligated organization that is a producer of print-based educational or training supplementary learning resources for educational or training institutions shall upon request make accessible or conversion ready versions of the printed materials available to the institutions.

Completion Status

For many years, Thomson Reuters has supported learning by making available accessible or conversion-ready versions of course-required print materials in .pdf format directly to schools, colleges and universities upon request. The .pdfs can be used in conjunction with specially designed software to create specially formatted copies and/or sound recordings tailored to the individual needs of the student. Request process can be viewed at https://store.thomsonreuters.ca/deskcopy/accessibility-policy

AODA Compliance Date

January 1, 2015 – for accessible or conversion-ready versions of textbooks

January 1, 2020 – for accessible or conversion ready versions of printed materials that are educational or training supplementary learning resources.

Integrated Accessibility Standards Regulation, O. Reg. 191/11 – Part III – Employment Standards

s. 22 Every employer shall notify its employees and the public about the availability of accommodation for applicants with disabilities in its recruitment processes.

Completion Status

Standard accommodation statement included in all Thomson Reuters job postings to make applicants (internal/external) aware that in accordance with AODA accommodation is available. “Accommodation will be provided in all parts of the recruitment and assessment process as required under Thomson Reuters’s Accessibility policy. Applicants need to make their needs known in advance.”

AODA Compliance Date

January 1, 2016

Recruitment, assessment or selection process

s. 23 (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.

s. 23 (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.

Completion Status

s. 23 (1)

  • Incorporate language in all notifications to applicants for interview (email and phone) that in accordance with AODA, accommodation is available upon request.
  • “Thomson Reuters, a Thomson Reuters business welcomes and encourages applications from people with disabilities. Accommodations are available upon request for candidates taking part in all aspects of the selection process.”
  • We will create a “How to” for hiring managers to communicate with potential hires. (TBD)

s. 23 (2)

  • Develop scripts for “how to” engage in conversations to solicit and handle accommodation requests – provide to hiring managers. (TBD)
  • Review recruitment process (tests, assessment, rooms) to ensure barriers may be removed or accessible features provided, upon request in accordance with AODA. (TBD)

AODA Compliance Date

January 1, 2016

Notice to successful applicants

s. 24 Every employer shall, when making offers of employment, notify the successful applicant of its policies for accommodating employees with disabilities.

Completion Status

Incorporate in offer letter a section regarding Thomson Reuters’s accessibility policies and where to access additional information on Thomson Reuters internal and external internet. Hiring managers, when making offers of employment, will notify the successful applicant of our policies for accommodating employees with disabilities.

Thomson Reuters is committed to creating and maintaining a barrier-free work environment to allow the full participation of all persons.  To this end, Thomson Reuters will, where it is possible and reasonable to do so, alter existing policies or practices, adopt new policies or practices, make adjustments to the worksite, or re-assign employees unable to perform the duties of their job to alternate work assignments based on business requirements.  Further information regarding Thomson Reuters’s Accommodation policy can be found within the Thomson Reuters internal intranet site.

AODA Compliance Date

January 1, 2016

Informing employees of supports

s. 25 (1) Every employer shall inform its employees of its policies used to support its employees with disabilities, including, but not limited to, policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

s. 25 (2) Employers shall provide the information required under this section to new employees as soon as practicable after they begin their employment.

s. 25 (3) Employers shall provide updated information to its employees whenever there is a change to existing policies on the provision of job accommodations that take into account an employee’s accessibility needs due to disability.

Completion Status

2013 – Accommodation policy defined as part of corporate policies; AODA pages introduced to company intranet with information on disability awareness, accommodation and training; policies and information available at: https://store.thomsonreuters.ca/en-ca/accessibility

2013 – communicated as part of onboarding process when employees gain access to corporate intranet.

Policy review team meets quarterly to review all policy changes and determine communications to ensure intranet updated and employees informed.

AODA Compliance Date

January 1, 2016

Accessible formats and communication supports for employees

s. 26 (1) In addition to its obligations under section 12, where an employee with a disability so requests it, every employer shall consult with the employee to provide or arrange for the provision of accessible formats and communication supports for,

(a) information that is needed in order to perform the employee’s job; and

(b) information that is generally available to employees in the workplace.

s. 26 (2) The employer shall consult with the employee making the request in determining the suitability of an accessible format or communication support.

Completion Status

Accommodation Policy was introduced November 2013.

When an employee with a disability so requests it (voice activated software, accessible PDFs), we will provide or arrange for provisions of suitable accessible formats and communication supports for:

  • Information that is needed in order to perform the employee’s job;
  • Information that is generally available to employees in the workplace.

In order to meet this obligation, we will consult with the requesting employee to determine the suitability of an accessible format or communication support.

AODA Compliance Date

January 1, 2016

Workplace emergency response information

s. 27 (1) Every employer shall provide individualized workplace emergency response information to employees who have a disability, if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation due to the employee’s disability.

s. 27 (2) If an employee who receives individualized workplace emergency response information requires assistance and with the employee’s consent, the employer shall provide the workplace emergency response information to the person designated by the employer to provide assistance to the employee.

s. 27 (3) Employers shall provide the information required under this section as soon as practicable after the employer becomes aware of the need for accommodation due to the employee’s disability.

s. 27 (4) Every employer shall review the individualized workplace emergency response information,

(a) when the employee moves to a different location in the organization;

(b) when the employee’s overall accommodations needs or plans are reviewed; and

(c) when the employer reviews its general emergency response policies.

Completion Status

Accommodation Policy introduced November 2013.

In situations where we are aware that an employee has a disability and that there is a need for accommodation, individualized workplace emergency response information is provided to the employee as soon as practicable if such information is necessary give the nature of the employee’s disability. There individualized emergency response plans are maintained in HR and are:

  • Communicated to the employee’s respective manager, JHSC  and Facilities Manager, where the employee’s consent has been obtained, and on an as needed basis.
  • Reviewed and assessed on an ongoing and regular basis to ensure that accessibility issues are addressed. A reminder is sent out yearly.
  • Accommodation request form is available on the Thomson Reuters intranet.

Thomson Reuters provides individualized workplace emergency response information to each employee who requires an accommodation or if Thomson Reuters is aware of the need for an accommodation.

Thomson Reuters reviews individualized workplace emergency response information when required.

Annual updates/review by employees. Accommodation includes a buddy system.

AODA Compliance Date

January 1, 2016

Documented individual accommodation plans

s. 28 (1) Employers shall develop and have in place a written process for the development of documented individual accommodation plans for employees with disabilities.

s. 28 (2) The process for the development of documented individual accommodation plans shall include the following elements:

  1. The manner in which an employee requesting accommodation can participate in the development of the individual accommodation plan.
  2. The means by which the employee is assessed on an individual basis.
  3. The manner in which the employer can request an accommodation can be achieved.
  4. The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, in the development of the accommodation plan.
  5. The steps taken to protect the privacy of the employee’s personal information.
  6. The frequency with which the individual accommodation plan will be reviewed and updated and the manner in which it will be done.
  7. If an individual accommodation plan is denied, the manner in which the reasons for the denial will be provided to the employee.
  8. The means of providing the individual accommodation plan in a format that takes into account the employee’s accessibility needs due to disability.

Completion Status

Our existing processes with our Benefits Provider and STD provider include steps that we take to accommodate an employee with a disability and to facilitate an employee’s return to work after absenteeism due to disability.

Our existing process with our Benefits Provider and STD provider include steps that we take to document individual accommodation plans and include the following:

  • 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 accommodation can be achieved.
  • The manner in which the employee can request the participation of a representative from their bargaining agent, where the employee is represented by a bargaining agent, or other representative from the workplace, where the employee is not represented by a bargaining agent, 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.

Thomson Reuters has also created a comprehensive return to work package which is reviewed with the manager and employee to ensure a smooth transition/ return to work process that supports the employee’s ongoing recovery.

AODA Compliance Date

January 1, 2016

Return to work process

s. 29 (1) Every employer, other than an employer that is a small organization,

(a) shall develop and have in place a return to work process for its employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work; and

(b) shall document the process.

s. 29 (2) The return to work process shall,

(a) outline the steps the employer will take to facilitate the return to work of employees who

were absent because their disability required them to be away from work; and

(b) use documented individual accommodation plans, as described in section 28, as part of the process.

s. 29(3) The return to work process referenced in this section does not replace or override any other return to

work process created by or under any other statute.

Completion Status

Existing process with our Benefits Provider / STD provider (STD/LTD adjudicators) to be reviewed based on legislation to determine effectiveness and compliance; standard process to be developed and communicated to employees.

AODA Compliance Date

January 1, 2016

Performance management

s. 30 (1) An employer that uses performance management in respect of its employees shall take 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.

Completion Status

We will take into account accessibility needs of employees with disabilities, as well as individual accommodation plans:

  • When using our performance management process in respect of employees with disabilities, as well as individual accommodation plans;
  • When providing career development and advancement to our employees with disabilities;
  • When redeploying employees with disabilities

Managers/Supervisors will work with the employee and provide assistance to anyone needing an accommodation with entering in information into our HRIS system.

AODA Compliance Date

January 1, 2016

Career development and advancement

s. 31 (1) An employer that provides career development and advancement to its employees 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.

Completion Status

Thomson Reuters will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.

AODA Compliance Date

January 1, 2016

Redeployment

s. 32 (1) An employer that uses redeployment shall take into account the accessibility needs of its employees with disabilities, as well as individual accommodation plans, when redeploying employees with disabilities.

Completion Status

Thomson Reuters will take into account the accessibility needs of employees with disabilities, as well as individual accommodation plans, when conducting performance management, providing career development and advancement to employees, or when redeploying employees.

AODA Compliance Date

January 1, 2016

Chapter Five

Thomson Reuters accessibility compliance 2017 - 2021

Integrated Accessibility Standards Regulation - O. Reg. 191/11 - Part I – General

Establishment of Accessibility Policies

s. 3(1) Every obligated organization shall develop, implement, and maintain policies governing how the organization achieves or will achieve accessibility through meeting its requirements referred to in this Regulation

Completion Status

Accessibility Plans

s. 4(1) Designated private sector organizations shall, (a) establish, implement, maintain and document a multi-year accessibility plan, which outlines the organization’s strategy to prevent and remove barriers and meet its requirements under this Regulation; (b) post the accessibility plan on their website, if any, and provide the plan in an accessible format upon request; and (c) review and update the accessibility plan at least once every five years.

Completion Status

Integrated Accessibility Standards Regulation, O. Reg. 191/11 - Part II - Information and Communication Standards

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

Completion Status

  • Organizational Maturity Assessment:  In Q4 2019 Thomson Reuters engaged a leading accessibility consulting firm, The Paciello Group (now TPGi), to complete an Organizational Maturity Assessment and objectively assess the current state of accessibility across our enterprise in culture, practices, and processes. Over 200 employees across the enterprise were interviewed as part of this deep dive assessment. 
  • Business Readiness:
  • Brand Marketing: 
  • Q2 2020:  Brand colour palate and company-branded MS Office templates updated
  • Training: 
  • Q3 2020:  Launch of self-paced e-learning available to all Thomson Reuters employees.  Training include introductory level content to discipline-specific deep-dives
  • Q3 2020:  Live training for engineering and content creators. All training are recorded and available for playback
  • Procurement:
  • Q3 2020:  Accessibility terms added to Master Service License Agreement templates, holding 3rd parties accountable to Accessibility terms for all Hardware, Software, SaaS agreements moving forward
  • Q4 2020:  Launch of applicable 3rd party accessibility risk reviews for new agreements
  • Policy: 
  • Q1 2021:  Launch of Digital Accessibility Policy
  • Accessibility for Ontarians with Disabilities Act Working Group:
  • Core working group focusing on compliance roadmap, including multi-year plan and self-assessment report card
  • The group comprised of accessibility team and other key stakeholders within Thomson Reuters
  • In scope asset review, prioritization, and addressing based on priority
  • Accessibility team ongoing collaboration, partnership, and support across internal business teams including, but not limited to Product, Technology/Engineering, HR, Diversity & Inclusion, General Counsel/Compliance, Disability Employee Network (DEN) Business Resource Group

Product Development Activities - To the maximum extent practicable, we strive to:

  • Create, procure, and update, products, services, and websites in compliance with WCAG 2.1AA
  • Build-in accessibility by design
  • Provide information to customers as we are able, about our level of compliance
  • Respond to inquiries and complaints regarding difficulty accessing a Thomson Reuters product, service, or website due to accessibility issues with due speed
  • To facilitate this work, we have a dedicated team of accessibility specialists who consult on and test our products.  To reach the team with questions or comments about the accessibility of Thomson Reuters products, please email accessibility@thomsonreuters.com

Chapter Six

Summary and conclusion

Barriers Previously Addressed

Many improvements have been made over the years with regard to physical access, policies, staffing, etc. Some of the more notable items are listed below, but this list is not exhaustive. The progress of accessibility achievements is categorized in accordance with the AODA Standards; however, this list may also reflect accessibility initiatives that may not be specifically prescribed under the AODA regulations.  For tracking compliance with AODA regulations, please refer to the chart in section 4 above.

  • In 2008, a full review of all HR policies was conducted to determine barriers for employees; employees participated in several focus groups to complete the review; bi-monthly meetings continue with the policy review team to continually assess policy effectiveness
  • Thomson Reuters’ space at 2075 Kennedy Road is rented; however, property management began various upgrades in 2012 to provide greater accessibility for people with disabilities
  • Washroom upgrades began in 2012 and continue
  • Parking lot upgrades were completed in 2013 providing more accessible parking spots
  • In 2013, a “swipe” passcard entry system replaced the previous “card insert” entry system for easier accessibility
  • Ergonomic furniture and workstation adaptations are made for staff (as needed, based on request)

In 2014:

  • A Steering Committee will be struck to determine the next steps to address the Employment Standard
  • Ongoing training will be provided for all new employees and those returning from long-term leaves; training will be tracked to meet compliance requirements
  • Further training will be provided by Subject Matter Experts to employees in product development, marketing, IT, content development, etc. to ensure WCAG 2.0 guidelines are understood and are built into new product development for all websites/web-based products

In 2015:

  • A standard accommodation statement was included in all Thomson Reuters job postings
  • A Third Party Auditor completed an initial audit of one of our web-based products, WestLawNextCanada. Will follow up at year-end to determine how to address gaps.

In 2016:

  • A standard accommodation statement has been included in all offer letters.
  • All hiring managers and supervisors will be provided with Thomson Reuters’s new recruitment policies (how to communicate with potential candidates who may require accommodation during the recruitment process). We will also create “scripts” for hiring managers and supervisors to refer to during the recruitment and selection process.
  • Next Accessibility report will be filed.

2017-2021:

  • Launch of Digital Accessibility policy
  • In digital space, the rollout of accessibility requirements in procurement activities, employee training resources, updates to brand guidelines, and accessibility team engagement and support across key internal teams.  Across these key areas, we strive to meet WCAG 2.1 guidelines
  • Accessibility specialist engagement in product development activities
  • AODA working group focusing on the roadmap, multi-year plan, and filing of self-assessment report card

For more information on this accessibility plan, or to request an alternate format, please contact Thomson Reuters’ Accessibility team at accessibility@thomsonreuters.com.