Recommendations
Our commitment: pilipiliÂþ» is an accessible and equitable employer, supporting the careers of employees with disabilities or others who experience barriers to accessibility, and ensures their employees reflect the diversity of Nova Scotians.
The following recommendations for Dalhousie’s Accessibility Plan have emerged through an iterative needs analysis, consultation, review, and documentation process, informed by individual reports.
6.1 Develop and deliver training sessions and video resource sessions around accessibility for Dalhousie employees. Programming to include the Accommodation policy, Accessibility Principles, and the role and services provided by the Accessible Employment unit.
6.2 Promote accessibility as a part of Dalhousie’s Strategic Plan, Third Century Promise.
6.3 Increase awareness of the existence of the (dis)Abilities Caucus, through letters of employment, new employee orientation, leadership training, onboarding modules, and labour relationships.
6.4 Create awareness around the role accessible employment plays in formal accommodations, in accordance with the Employee Accommodation Policy. This will be done through new employee orientation, leadership training, onboarding modules, labour relationships, and the benefits newsletter.
6.5 Promote Employee and Family Assistance Program through letters of employment, new employee orientation, leadership training, onboarding modules, labour relationships, and the benefits newsletter.
6.6 Develop a policy and process for accessibility requests that promotes various mechanisms for employees to reach out when experiencing accessibility barriers (email, website, suggestion box, verbal) or when desired to provide any feedback.
6.7 Recognize accessibility-focused work and contributions made by Dalhousie members throughout formal and informal channels, through workload adjustments, overload payments, formal and informal expressions of gratitude, Legacy Awards, Dal News, etc. 
6.8 Incorporate language about accessibility in institutional communications to all employees, including student employees. This would include letters of employment, handbooks, and information about services available through Accessible Employment.
6.9 Invest in technology to support accessible employment.
6.10 Establish a process between Dalhousie Environmental Health and Safety Office and Accessible Employment to require self-identified staff and faculty to enroll or deny participation in the Shelter-in-Place Program.