Carry out “The Duty to Accommodate” diverse needs
Performance Criteria – within my organization, I…
- Am aware and keep up-to-date with relevant accommodation knowledge, legislation and policies.
- Identify potential systemic barriers present in the work environment.
- Request accommodation for own needs (if relevant).
- Contribute ideas for work practices and spaces, and design them considering everyone’s needs.
- Consult with those who require accommodation to determine their needs.
- Explore whether people encounter barriers and encourage appropriate requests for accommodation.
- Respond positively to accommodations that are implemented in the workplace (without stigma or complaint).
- Respond supportively to others’ requests for accommodation (without reprisal).
- Protect privacy and confidentiality according to privacy legislation.
- Identify potential steps to eliminate systemic barriers.
- Provide knowledge and support to colleagues and stakeholders as appropriate, so they can support accommodation.
- Follow up to assess the effectiveness and impact of the accommodation on individual and workplace, and adapt as needed.
Definitions – what the terms used in this competency mean
- Barriers: policies, rules, procedures, practices that have a negative impact on people’s needs that are based on Protected Grounds (e.g. creed (religion), sex (including pregnancy, breastfeeding), age, disability, etc.)
- People: colleagues, employees, subcontractors, customers/clients, suppliers.
- Impact: effectiveness, physical, socio-cultural, financial, convenience, efficiency.
- Relevant requirements under Protected Grounds under Human Rights and other legislation for your jurisdiction (for example AODA or equivalent local legislation).
- Your organization’s policies and HR procedures.
- Relevant common requests for accommodation.
- Good practice in developing win-win solutions when accommodating diverse needs.
- Sources of advice, support and training.
- Inclusive behavioural expectations.
Example(s) – what might this look like in practice?
- You point out to the Facilities group that the plans for new furnishings will create difficulties for people who have mobility challenges.
- When your team is joined by a team member with limited English skills, you explore options for translation support while he or she learns the relevant work terms.
Related resources – Strengthen your competencies with TRIEC Learning
Videos and guides: Cross-Cultural Teamwork, Scene 2: Accommodating Religious Diversity