This Multi-Year Accessibility Plan and Process (the “Plan”) outlines the policies and actions that
Mondelez Canada (herein “Mondelez Canada”) will put in place in accordance with the
Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”) and the Integrated
Accessibility Standards Regulation 191/11 (“IAS”).
The Plan sets out the strategy and actions Mondelez Canada will undertake to meet the
requirements under the AODA. The Plan will be posted on the Mondelez Canada website and
will be made available in alternative formats upon request. Mondelez Canada will regularly
review and revise the plan in accordance with the IAS or as necessary to ensure accessibility.
Statement of Organizational Commitment
Mondelez Canada is committed to treating all people in a manner that allows them to maintain
their dignity and independence and is committed to the principles outlined in the AODA.
Further, Mondelez Canada is committed to meeting the accessibility needs of persons with
disabilities in a timely manner. As part of our ongoing commitment to the values of diversity
and inclusion, we reinforce and renew our commitment to Equal Employment Opportunity
(EEO). We continue to support measures that promote an inclusive environment for both
customers and employees, including preventing and removing barriers to accessibility for
people with disabilities. At Mondelez Canada, we remain dedicated to diversity, inclusion, and
EEO and support these principles throughout Mondelez Canada. As an employer, Mondelez
Canada will continue to demonstrate leadership for accessibility and will continue to strive to
raise the standard beyond what is required.
Training
Mondelez Canada provided training to all Canadian employees, volunteers and other staff
members on understanding the IAS and the Ontario Human Rights Code as it pertains to
persons with disabilities, including identifying and removing barriers in the workplace, as well
as our obligations related to accommodations. This training, as required by the AODA, on the
IAS and the Ontario Human Rights Code was provided before January 1, 2015. Additional
training is part of Mondelez Canada’s Diversity & Inclusion training available to employees.
Information and Communication
Mondelez Canada is committed to ensuring that the company meets the communication needs
of people with disabilities. Mondelez Canada will consult with a person making a request for
alternative communication in order to determine a suitable method of providing such
information and communication.
Mondelez Canada will ensure that the public will be notified regarding the availability of the
accessible formats.
Accessible Websites and Web Content
Mondelez Canada will ensure that any new internet, intranet websites and web content on
those sites will comply with WCAG 2.0 Level A and that all internet, intranet and web content
will comply with the WCAG 2.0 Level AA by January 01, 2021.
Customer Feedback
Mondelez Canada will ensure that the customer feedback process is accessible to persons with
disabilities and, upon request, will be provided in accessible formats or with communication
supports.
Employment
Mondelez Canada is committed to accessible employment practices, and takes measures to
ensure that our policies and processes are free of barriers and/or can be provided in alternative
ways that provide equal access to potential job applicants, interviewees, and employees. These
include but are not limited to:
Ensuring that employees, the public and any job applicant are informed as to the
availability of accommodation for applicants with disabilities, upon request.
Providing reasonable accommodations to those that request it during the
recruitment/interviewing process and hiring process;
Ensure that, at the time of hire, applicants are notified of Mondelez Canada’s
policies/procedures for accommodating people with disabilities
Mondelez Canada has policies and processes in place to take into account the accessibility
needs of employees with disability in connection with performance management, career
development and redeployment processes.
Mondelez Canada makes alternative formats available to employees that have difficulty
accessing any on-line tools/resources.
Mondelez Canada will ensure that retention and promotion of employees is based on
consistent objective criteria, however Mondelez Canada will take into consideration
individual accommodation plans and the accessibility needs of persons with disabilities
when assessing any objective criteria.
Mondelez Canada will ensure employees with a disability have access to the same
training career opportunities and their peers.
Mondelez Canada will ensure that all opportunities are provide to all employees
regardless of whether or not they have a disability.
Employees
Mondelez Canada is committed to meeting the needs of all employees, including those with a
disability. Mondelez Canada ensures that employees with disabilities receive communication
and information in a manner that is accessible to them, taking into account the person’s
accessibility needs and their disability.
Emergency Response Information
Mondelez provides customers and clients with publicly available emergency information in an
accessible manner, upon request.
In accordance with the requirements set out in the IAS and having regard to the safety of all
employees, Mondelez Canada provides individual workplace emergency response information
to individuals with a disability who require individualized workplace emergency response
information. Where any employee who receives individualized workplace emergency response
information requires assistance, provided that employee grants consent, Mondelez Canada
shall provide the individualized workplace emergency response information to an individual
designated to assist the employee. Any emergency procedure, plan or public safety policy
prepared by Mondelez Canada that is made available to the public will be provided in an
accessible format, upon request.
Individual Accommodation Plans and Return to Work from Disability Related Leaves
Mondelez Canada has a Disability Accommodation Policy which includes Disability and Return
to Work Accommodation Guidelines that include the requirement to create individualized
plans for all individuals who request an accommodation or who are returning to work from a
disability related absence.
Obtaining the Plan
To obtain a copy of the Plan, please contact Mondelēz Canada’s AODA Customer
Service Standard Lead by mail, e-mail or telephone at:
Mail:
Mondelēz Canada
Attention: Human Resources
3300 Bloor Street West
Suite 1801
Toronto ON M8X 2X2
T: 1-800-641-1500
Mondelēz Canada will provide the Plan in a format that recognizes the disability of the
person requesting the Policy and Plan.