Accessibility and Accommodations

York Region District School Board believes in giving each and every applicant an equal opportunity to succeed on his or her own merit, and we strive to hire staff that reflect and support the diverse perspectives, experiences and needs of our students and our communities. Human Resource Services strives to ensure that all recruiting processes are non-discriminatory and barrier-free and will provide accommodations throughout the recruitment process to applicants with disabilities. If you are selected to participate in our recruitment process, please inform our Recruitment and Retention Team of the nature of any accommodation(s) that you may require. Information received relating to accommodation needs of applicants will be addressed confidentially.  In accordance with the Accessibility for Ontarians with Disabilities Act (AODA), York Region District School Board strives to ensure that all recruiting processes are non-discriminatory and barrier-free. If you require an accommodation, please advise the Recruitment and Retention Team in advance of attending the interview/practicum.

Accommodation means a reasonable change or adjustment to an employee’s work, workplace environment or both, to enable the employee to productively perform the essential duties of an existing job in a healthy and safe manner.  Accommodation is a means, through reasonable efforts, of preventing and removing barriers.

​a) any degree of physical disability, infirmity, malformation or disfigurement that is caused by bodily injury, birth defect or illness and, without limiting the generality of the foregoing, includes diabetes mellitus, epilepsy, a brain injury, any degree of paralysis, amputation, lack of physical co-ordination, blindness or visual impediment, deafness or hearing impediment, muteness or speech impediment, or physical reliance on a guide dog or other animal or on a wheelchair or other remedial appliance or device,

b) a condition of mental impairment or a developmental disability,

c) a learning disability, or a dysfunction in one or more of the processes involved in understanding or using symbols or spoken language,

d) a mental disorder, or

e) an injury or disability for which benefits were claimed or received under the insurance plan established under the Workplace Safety and Insurance Act, 1997; (“handicap”)

O​ntario Human Rights Code Part 11, section 10 (1)

No. York Regions District school Board is committed to fair and accessible employment recruiting practices that attract and retain employees with disabilities. The principles of dignity, individualization, inclusion and full participation are to be applied throughout the entire accommodation process. All parties share in the responsibility to engage in meaningful dialogue and to work together respectfully towards accommodation solutions.

Under the Ontario Human Rights Code, employers and unions, have a legal duty to accommodate the needs of people with disabilities who are adversely affected by a requirement, rule or standard. Accommodation is necessary to ensure that people with disabilities have equal opportunities, access and benefits.

Examples of accommodations provided during the recruitment process include:

  • accessibility within the building (e.g. elevator, automatic door openers, washrooms etc)

  • scribe during practicum written process

  • computer/technology (e.g. Kurzwell, laptop, etc) to assist with completion of selection process

  • accessibility within the building to accommodate candidates (e.g. elevator, automatic door openers, etc)

  • use of quiet meeting room/space, if requested

  • sign-interpreter

  • practicum process (no time limit, chunking of information/questions, etc.)

  • interview process (provide a copy of interview questions, extra time, notes in the interview that are collected afterwards, etc.)

  • Skype or Google hangout online interviews for candidates outside of Ontario (or in extenuating circumstances that are reviewed by recruitment prior to scheduled interview)

Accommodation requests for the selection process:

We recognize the duty to accommodate and foster a culture of inclusion. Consistent with the principles of dignity, individualization and inclusion, we will make any appropriate accommodation based on any of the protected grounds in the Human Rights Code to support candidate participation in the hiring process. When contacted, candidates will be provided with an overview of the various stages of the hiring process, such as skills assessments, written practicum, presentation, interview, etc. If an accommodation is required, requests can be made in advance of any stage of the recruitment process. All information received relating to a candidate’s required accommodation will be addressed confidentially by the Recruitment and Retention Team. Please make this request to or a member of the Recruitment Team.

A candidate can request an accommodation prior to any stage of the selection process. Accommodation requests usually begins when a candidate notifies the recruitment team, advising whether they require an accommodation. The recruitment team will do our best to accommodate your needs.


Accommodation for employees at work:

Human Resource Services assists with providing accommodation to persons with disabilities in the workplace.

They provide support to employees on sick leave, long term disability, or workplace safety and insurance board (WSIB) claim and returning to work after illness or injury (for both employee and his or her department); information on workplace injury, long term disability, workplace accommodation,  and related issues, and; information about healthy workplaces, individual health strategies, educational opportunities and health related resources and services both inside and outside of the workplace. (Please note: The level of support and sick leave may vary with the employee group and collective agreement in place).​