CAMP AROWHON’S ACCESSIBILITY POLICY

Updated October 2026. Next full review due by October 2031

Statement of Commitment

Camp Arowhon is committed to providing an accessible outdoor overnight summer camp experience to all members of its community, including campers, families, staff, volunteers, alumni and visitors with disabilities, in a way that respects their dignity and independence. We will meet the accessibility needs of people with disabilities in a timely manner by preventing and removing barriers and by meeting the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA), Ontario Regulation 191/11 (the Integrated Accessibility Standards Regulation, or IASR), and the accessibility provisions of the Ontario Human Rights Code.

This document sets out our accessibility policy (Part 1), the steps we have taken and plan to take to prevent and remove barriers (Part 2), and how we will review and improve both (Part 3). It will be (a) posted on our website, (b) provided in an accessible format or with a communication support, on request and as soon as practicable, and (c) reviewed and updated at least once every five years.

Part 1: Accessibility Policy

Training

Camp Arowhon provides accessibility training to all employees and volunteers, to anyone who participates in developing our policies, and to others who provide goods, services or facilities on our behalf. Training is part of regular orientation for all new staff and is delivered as soon as practicable after they begin their duties, in a way that is accessible to each individual. Staff are also trained on an ongoing basis whenever changes are made to these policies, practices or procedures.

Training covers:

•     The purposes of the AODA and the requirements of the accessibility standards that apply to us.
•     The Human Rights Code as it relates to people with disabilities.
•     How to interact and communicate with people with various types of disabilities.
•     How to interact with people who use an assistive device or who are accompanied by a service animal or support person.
•     How to use equipment or devices available at Camp Arowhon that may help people with disabilities access our goods, services or facilities.
•     What to do if a person with a disability is having difficulty accessing our goods, services or facilities.

Camp Arowhon keeps a record of the accessibility training it provides, including the dates on which training is provided and the number of individuals trained.

Information and Communication

Camp Arowhon is committed to meeting the communication needs of people with disabilities. When asked, we will provide information about our camp and its services in an accessible format or with a communication support, in consultation with the person making the request, in a timely manner, and at no greater cost than we charge others.

Telephone communication. We provide accessible telephone service to our community (campers, parents, staff, alumni and members of the public). Staff who communicate by phone are trained to speak clearly and in plain language, and we will offer email or another suitable method if telephone communication does not meet someone’s needs.

Written and electronic communication. On request, we will provide written and electronic communication in hard copy, large print, email or another mutually agreed format, and we will answer questions about the content in person, by telephone or by email.

Web content. Our website and web content conform to the Web Content Accessibility Guidelines (WCAG) 2.0 Level AA, other than the requirements for live captions and audio description, as required by the IASR. We will work with our website developer and any third-party platforms we use (such as registration, parent portal or photo-sharing services) to keep content accessible, and we will monitor updates to Ontario’s web accessibility requirements so that we can adopt newer WCAG versions as they apply.

Emergency and public safety information. We make publicly available emergency and public safety information available in an accessible format or with a communication support, on request. We consult with people with disabilities about their information and communication needs and provide employees with disabilities with individualized workplace emergency response information when needed. Where we know that a camper may need support to take part in an emergency procedure, we will work with the family and the camper to plan for it.

Feedback. We welcome feedback on how we provide goods, services and facilities to people with disabilities. Feedback can be given by phone, email, mail, in person or through our online form, and we will provide feedback processes in an accessible format or with a communication support on request. The camp directors review all feedback, investigate complaints, and respond to the person who gave it if they ask us to.

Notice of temporary disruptions. If there is a planned or unexpected disruption to a service or facility that people with disabilities rely on, we will give notice that includes the reason, the expected duration and any alternatives available. Notice will be given by telephone, email and/or posting on our website.

Customer Service

Camp Arowhon is committed to providing services to people with disabilities with the same high quality and timeliness as everyone else. We invite families to tell us about a camper’s accessibility needs when they register so that we can discuss reasonable accommodation together, consistent with the Human Rights Code.

Service animals. We welcome people with disabilities who are accompanied by a service animal on the parts of our premises that are open to the public and to other third parties. If a service animal is excluded by another law, we will explain why and discuss other ways to meet the person’s needs. All staff and volunteers are trained to interact appropriately with people accompanied by service animals.

Assistive devices. We serve people who use assistive devices to obtain, use or benefit from our goods, services and facilities. Staff are trained and familiar with the various devices that may be used.

Support persons. A person with a disability who is accompanied by a support person will be allowed to enter our premises with that person, and will not be prevented from having access to their support person while on our premises. If there is any cost associated with a support person’s attendance, we will give notice in advance.

Employment

Recruitment and hiring. We are committed to fair and accessible employment practices. Our job postings state that we welcome applications from people with disabilities and that accommodations are available during recruitment, assessment and selection. We notify applicants selected for interviews that accommodations are available and consult with anyone who requests one. We notify successful applicants of our policies for accommodating employees with disabilities when making offers of employment.

Informing employees of supports. We tell employees about our policies for supporting employees with disabilities, including job accommodations, and provide updates when those policies change. On request, we provide job-related information in an accessible format or with a communication support, in consultation with the employee.

Individual accommodation plans. We have a written process for developing individual accommodation plans for employees with disabilities.

Workplace emergency response information. We provide individualized workplace emergency response information to employees whose disability makes it necessary and, with their consent, share it with anyone designated to assist them.

Return to work. We develop individual written return-to-work plans for employees who need accommodation to return to work after an absence due to a disability.

Performance management, career development and redeployment. We take the accessibility needs of employees with disabilities, and any individual accommodation plans, into account in our performance management, career development and redeployment processes.

Design of Public Spaces

When we build new or redevelop outdoor public spaces (for example recreational trails and beach access routes, outdoor paths of travel, outdoor play spaces, outdoor eating areas, and parking and service areas), we will meet the Accessibility Standards for the Design of Public Spaces wherever they apply. If an accessible element is out of service or under maintenance, we will notify the public of the disruption and of any alternatives available.

Part 2: Multi-Year Accessibility Plan

Below is a summary of what Camp Arowhon has completed and what we plan to do.

Completed

2012

•     Reviewed and updated emergency and public safety information so that it is accessible to the public, and developed a process for responding to requests and supports.
•     Committed to providing individualized emergency information to employees with disabilities when necessary.

2014

•     Created policies and procedures for each applicable AODA standard, including a statement of commitment, and assessed and addressed gaps.
•     Created our first Multi-Year Accessibility Plan.
•     Committed to considering accessibility when designing, procuring or acquiring self-service kiosks.
•     Completed and submitted the government accessibility report.
•     Committed to ensuring that new websites and web content conformed to WCAG 2.0 Level A.

2015

•     Began annual training of all staff on the IASR and the Human Rights Code as it relates to accessibility, and training for each new employee.
•     Made feedback processes, such as surveys, available in accessible formats on request.

2016

•     Made information about our goods, services and facilities available in accessible formats on request.
•     Put systems in place to notify employees, applicants and the public that accommodations are available during recruitment, assessment and selection.
•     Notified new hires and staff of our policies for accommodating employees with disabilities.
•     Created written processes for individual accommodation plans and for return to work.
•     Began taking the needs of employees with disabilities into account in performance management.

2017

•     Completed and submitted the government accessibility report.
•     Continued to make new or redeveloped spaces accessible and to maintain accessible elements of public spaces.

2019

•     Reviewed and updated the Multi-Year Accessibility Plan.

2020

•     Completed and submitted the government accessibility report.

2021

•     Ensured that website content conforms with WCAG 2.0 Level AA (excluding live captioning and audio description).

2026

•     Reviewed and updated this Accessibility Policy and Multi-Year Accessibility Plan. 

Planned

•     By December 31, 2026: Complete and submit the Accessibility Compliance Report through the Government of Ontario’s Accessibility Compliance Reporting Portal. Businesses and non-profits with 20 or more employees file every three years, so our next filing after this one will be due in 2029.
•     Every year, before each summer season: Deliver accessibility training to all new and returning staff and volunteers, and keep training records.
•     Every year: Review requests for accommodation, feedback received and any barriers identified, and update this plan if needed.
•     2027 and ongoing: Review our website and third-party platforms for accessibility, and monitor changes to Ontario’s web accessibility requirements, including newer WCAG versions.
•     Ongoing: Continue to make new or redeveloped outdoor spaces accessible and maintain accessible elements.
•     By October 2031: Complete the next full review of this policy and plan.

Part 3: Review and Modifications

We are committed to developing policies that respect and promote the dignity and independence of people with disabilities. No changes will be made to this policy or plan before considering the impact on people with disabilities, and any policy that does not respect and promote dignity and independence will be modified or removed. We will continue to assess our facilities, communication, customer service and employment practices to identify and prevent barriers, and we will continue to consult with campers, families, employees, industry colleagues and regulatory bodies so that our policies remain relevant.

For more information about this policy and plan, to give feedback, or to receive a free accessible format of this document, please contact Mara Kates at (416) 975-9060 or mara@camparowhon.com.