Accessibility Plan – Plain Language Summary We at CLBC have been working for the past year to create an Accessibility Plan. In the fall we asked the people we serve, their families, and our partners what they thought about accessibility at CLBC. We heard from over 450 people. We took all that information and created a three year plan. The goal of the plan is to improve accessibility at CLBC. Five areas of Action Based on what we heard, there are five areas for action. Relationships make all the difference Clear, timely communication is key Information needs to be shared in many ways Welcoming physical spaces helps people feel like they belong Accessible employment is necessary Relationships make all the difference We know that people want consistent relationships. They want our staff to ask what they need before they have to ask. They want people who know them to help them. To help improve relationships, we will: Create new policy for accessibility Increase staff training around accessibility needs, and Support relationships with Indigenous communities. Clear, timely information is key We know that CLBC has policies and processes that are hard to understand. We know that people want us to be clearer about how long things will take. We also know that having more time with our staff is helpful for understanding what’s going on. To help give clear, timely information, we will: Have more information in plain language and in more formats, like video. We will find new, simpler ways to explain our processes Information needs to be shared in many ways We know that people have many ways to communicate. Some people use words to speak, some people use sign language. Others use assistive technology. We know that people in remote communities have more difficulty getting information. And, people who don’t have computers also have difficulty getting information. To help information reach more people, we will: Do a review of our documents to make sure they’re accessible, and Make more information available in more formats by giving people the option to request information in braille, ASL, or printed. Welcoming physical spaces We know that people want to feel like they belong when they come to our offices and events. This can mean having friendly staff greet and direct you around the office. Or knowing ahead of time what to expect when coming to CLBC spaces. To create welcoming physical spaces, we will: Take a look at all our offices to find accessibility problems, Fix the physical accessibility problems as best we can Encourage staff to be friendly, and Let them know how to host accessible meetings and events Employment Accessible employment is not only about the hiring process. We know that being inclusive has to be part of workplace culture. To make employment at CLBC better for people with disabilities, we will: Make applying for jobs easier for people with disabilities, and Create a culture of accessibility with training and conversations with staff. Next steps These actions will be made over the next three years, and we will keep updating the plan with new ideas and input. If you’d like to give feedback about accessibility at CLBC, you can email us, phone us, talk to CLBC staff, or fill out the form on our website. Implementing the Action Plan The timeline is organized to show the actions that will be taken each year in each of the five areas of action. Relationships make all the difference Ongoing Make offices more welcoming for local Indigenous communities (ongoing) Board Commitment to Advancing Reconciliation Statement (ongoing) Create Cultural Safety Policy (complete) Year One (Fall 2023 to Fall 2024) Develop new staff training about accessibility (Q4 2023) Implement accessibility training as part of CLBC new staff training (Q1 2024) Year Two (Fall 2024 to Fall 2025) Create Cultural Discussion Toolkit for staff and service providers (Q4 2024) Introduce policy on accessibility (Q3 2025) Clear, timely communication is key Ongoing Promote Welcome Workshops (ongoing) Year One (Fall 2023 to Fall 2024) Information on CLBC website about how people can access support to better understand CLBC (Q1 2024) Develop plain language communication strategy (Q3 2024) Year Two (Fall 2024 to Fall 2025) Provide staff resources about communicating complex topics (Q4 2024) Provide staff with resources on serving people who do not use words to communicate (Q3 2025) Year Three Develop staff guidance on tracking and addressing accessibility barriers (Q3 2026) Information needs to be shared in many ways Year One (Fall 2023 to Fall 2024) Add alternative format request form to the CLBC website (Q4 2023) Identify partners who can develop resources in multiple languages and formats (Q3 2024) Year Two (Fall 2024 to Fall 2025) Plain language, captioned videos on key CLBC processes (eligibility, funding decisions, complaints) on website (Q3 2025) Year Three (Fall 2025 to Fall 2026) Continue to develop plain language videos on other key CLBC processes (Q3 2026) Review contract documents (Q1 2026) Welcoming physical spaces help people feel they belong Year One (Fall 2023 to Fall 2024) Update and implement accessibility criteria for new office spaces (Q2 2024) Year Two (Fall 2024 to Fall 2025) Conduct a review of all existing CLBC office spaces (Q4 2024) Implement simple fixes in office spaces (Q1 2025) Update website with accessibility information about each CLBC office (Q1 2025) Practice guidance for staff to understand options for people who experience barriers (Q1 2025) Year Three (Fall 2025 to Fall 2026) Address physical environment barriers (Q4 2025) Implement guidance for welcoming physical spaces (Q3 2026) Develop and implement staff training on accessibility in office spaces (Q3 2026) Accessible employment is necessary Ongoing Improve interview accessibility Year One (Fall 2023 to Fall 2024) Include information about accommodations in job postings (Q4 2023) Share stories and information with employees about accessibility and disability inclusion (Q4 2023) Include accessibility employment standards and practices in recruitment policy (Q2 2024) Implement the Equity, Diversity, and Inclusion strategy (Q3 2024)