KHP Multi-Year Accessibility Plan 2025 – 2029
Commitment to an Accessible KHP
Kids Help Phone is committed to preventing, identifying and removing barriers that impede the ability of our clients, employees and volunteers to access our services.
At KHP we are deeply committed to ensuring accessibility for all. We believe that everyone, regardless of their abilities, should have equal access to our services. Our dedication to accessibility is reflected in our continuous efforts to identify and remove barriers, provide inclusive solutions, and foster an environment where everyone feels welcome and valued. Our MYAP and IDEA Strategic Plan work together to guide us as we to drive greater levels of accessibility across KHP, creating a more inclusive environment for both our employees and service users.
Kids Help Phone’s Multi-Year Accessibility Plan (MYAP) is a requirement under the Accessibility for Ontarians with Disabilities Act, 2005 (AODA).
It is a five-year plan to identify, remove, and prevent accessibility barriers across KHP by committing to specific initiatives and outcomes aimed at ensuring people with disabilities can participate in KHP’s programs, services, information and communication, and employment. We adhere to all standards of accessibility compliance and actively seek feedback to improve our practices. As a “category of one” organization, Kids Help Phone’s comprehensive 2023-2027 Inclusion, Diversity, Equity, Accessibility Strategic and Action Plan adheres to AODA legislation while considering barriers that go beyond legislation. A central component of our IDEA strategy is policy advocacy and promoting collective accountability for accessibility for young people from all walks of life. Our MYAP is read as a joint endeavour with our IDEA strategy, therefore committing to our mission of building continued trust and equity among young people.
Guiding Principals
KHP is guided by the following principles in the development, implementation and continuous improvement to the accessibility of our programs.
- Accountability: KHP will lead by example in accessibility excellence by striving for maximum accessibility over minimum compliance.
- Dignity: KHP acknowledges that all programs and employment must be based on a foundation that respects the inherent dignity, diversity and abilities of all individuals.
- Intersectionality: KHP will work to embed intersectionality into the MYAP. KHP will move beyond a one-size-fits-all approach and develop more nuanced, inclusive solutions.
- Innovation: KHP commits to taking a holistic approach to accessibility that recognizes that accessibility solutions may need to address multiple barriers, and single solutions might not meet the accessibility needs of everyone.
Previous Achievements
We will communicate with people with disabilities in ways that take into account their disability, and ensure that we facilitate effective communication. This includes, but is not limited to making our website and printed material available in an accessible format.
- Greater Transparency in the Interview Process: All job interviews now have additional information on what interviewees can expect during their conversation with a KHP hiring team. This assists candidates who identify as being Neurodivergent.
- AODA Mandatory Training: All new hires at KHP are expected to complete the AODA certificate course within 60 days of onboarding. This ensures all KHP staff know their rights and responsibilities under the law
- Physical Adaptations: The KHP Toronto office meeting rooms have sliding doors to increase accessibility for users who require mobility devices. Swing doors can sometimes be difficult to maneuver through, and sliding doors eliminate that concern. As well, KHP offices are accessible by elevator for those with mobility limitations.
- Digital Accessibility: Adoption of the MS365 Platform across the organization allows employees to tailor their accessibility needs when working on their computer. Employees can take advantage of features such as transcription, captioning, dictation and screen reading.
Actions for 2025-2029
Training & Awareness
| Year | Commitment | Actions |
| 2025 | Ensure all leadership is trained on inclusivity and anti-bias | Develop and roll out training focused on anti-harassment, discrimination, and disability inclusion |
| Ongoing | Train all staff in AODA and compliance requirements | Maintain a self-directed training program including AODA, IASR, and Ontario Human Rights Code requirements |
Information and Communication
| Year | Commitment | Actions |
| 2025 | Ensure employees understand built-in accessibility tools in tech environment | Develop and publish an accessibility hub on the staff intranet |
| 2026 | Commit to increasing accessibility in hybrid work environments | Create a standard for virtual/hybrid meeting accessibility |
| 2026 | Develop accessible intranet standards | Implement best practices for intranet content (alt text, captions) |
| 2025 | Provide accessible formats and communication supports on request | Build a framework to process and respond to accessibility requests |
Employment
| Year | Commitment | Actions |
| 2025 | Develop and implement an Employment Equity Plan (EEP) | Partner with an external vendor to co-design EEP and begin rollout mid-2025 |
| Ongoing | Embed equity practices across all talent lifecycle stages | Apply IDEA principles in recruitment, onboarding, performance management, and promotions |
Built Environment
| Year | Commitment | Actions |
| 2026 | Perform a full accessibility audit across offices | Conduct audit in 2026; develop action plan for completion by 2029 |
| 2027–2029 | Address audit findings with concrete upgrades | Prioritize modifications for universal access, inclusive design, and barrier-free navigation |
Governance & Accountability
| Year | Commitment | Actions |
| 2026 | Establish accessibility governance structure | Create an Accessibility Working Group with staff reps, leadership, and community advisors |
| 2025 | Publish MYAP progress annually | Release yearly updates outlining milestones, challenges, and next steps |
