►
Description
Disability, Access and Inclusion Advisory Committee, meeting 10, June 29, 2016
Agenda and background materials: http://app.toronto.ca/tmmis/decisionBodyProfile.do?function=doPrepare&meetingId=11291
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So
good
morning,
everyone
good
morning
welcome
to
the
tenth
meeting
of
the
disabilities
access
and
inclusion
Advisory
Committee.
We
have
the
agenda,
that's
posted
on
the
goldenrod
paper
and
if
you
want
to
take
a
look
at
that,
I'm
gonna
call
for
actually
before
I.
Do
that
I
want
to
just
acknowledge
that
we're
meeting
on
the
traditional
lens
of
the
Mississauga's
and
the
new
credit
and
home
to
many
diverse
aboriginal
communities
can
I
ask
that
we
do
an
introduction
of
those
who
are
in
the
room.
A
This
is
how
we
generally
start
our
meetings,
I'd
like
to
begin
by
having
those
who
are
sitting
around
the
chambers
to
just
speak
into
a
microphone.
If
you
have
one
in
front
of
you
and
just
clearly
state
your
name
and
the
division
that
you
may
be
representing
of
your
media,
that
you
can
also
identify
the
media
outlet.
D
I
F
A
A
A
Okay,
okay,
so
we're
gonna
start
on
the
first
page.
Here
there
will
be
the
chairs
report
which
I'll
hold
down
to
provide
for
you
item
number:
two:
is
the
recruitment
strategy
for
equity
seeking
groups
and
we're
gonna
hold
that
down
for
staff
presentations
as
well.
Item
number:
three
is
the
city
of
Toronto's
social
procurement
program.
We're
gonna
also
need
to
hold
that
down
for
presentations.
A
Item
number
four
is
proposed
real
trends,
eligibility
requirements
and
again
we're
going
to
hold
that
down
for
presentations.
Item
number
five
is
the
disabilities
access
and
inclusion,
Advisory
Committee
working
group
recommendations
and
I?
Don't
know
if
we
I
don't
know
if
there's
any
speakers
or
if
we
need
to
debate
this
item,
I
sure
do
want
to
hold
that
down.
Yeah.
H
A
So
Terry
Lynn
would
like
to
hold
the
item
she's
also
going
to
want
to
time
the
item
as
the
first
item
that
we
address.
So
we
can
have
a
vote
on
that
if
everyone
is
in
agreement
that
we
deal
with
item
number
five
with,
which
is
the
disabilities
access
and
inclusion,
Advisory
Committee
working
group
recommendations,
everyone
is
an
agreement
that
will
deal
with
this
matter.
A
A
A
H
I
was
quite
disappointed
to
read
this
particular
report,
because
I
thought
that
a
lot
of
suggestions
had
come
directly
from
work
that
we
had
already
been
doing
as
a
committee
and
also
from
the
community
of
people
with
disabilities,
just
based
on
other
topics
that
we've
raised
at
committee
level
and
things.
The
first
thing
that
I
wanted
to
point
out
is
that
suggested
topics
for
working
groups
being
just
two
things
so
for
the
record.
It's
built
environment
in
public
spaces
and
education
and
awareness.
H
H
And
then,
when
I
say
those
things
and
I
say
it
very
like
if
coming
from
an
important
place,
people
have
a
tendency
to
back
off
and
they
feel
more
empowered
by
the
legislation.
Having
said
that,
I
feel
like
having
this
is
just
a
topic
is
going
to
perpetuate
that
view
of
the
AODA
act
and
what
accessibility
is
for
in
Toronto
and
the
province,
the
second
one
about
education
and
awareness
and
again,
even
with
the
first
one
I
fit.
H
We've
definitely
spent
a
lot
of
time
here
talking
about
it,
and
we've
spent
a
lot
of
time
here,
pushing
motions
into
the
executive
committee
and
into
the
consciousness
of
City
Hall
and
different
policies
at
the
city.
And
yes,
it's
true
that
there
are
a
pre-existing
mechanisms
and
things
like
that.
But
I
don't
know
how
to
say
this
politely.
In
my
experience
those
mechanisms
had
been
ineffective
and
I
think
there's
a
lot
of
support
and
a
lot
of
evidence
that
speaks
to
that
point
in
regards
to
housing.
H
I
know
that
we
recently
wrote
some
letters
in
support
of
housing
for
marginalised
people
and
I
felt
like
that
was
going
somewhere
and
people
were
sort
of
listening
and
here
what
we
had
to
say
about
that,
and
we
do
have
a
housing
crisis
in
Toronto.
That
is
disproportionately
affecting
individuals
with
disabilities
in
the
city
and
it's
a
huge
social
problem
that
really
doesn't
need
to
exist
in
terms
of
policy.
H
H
As
a
committee
and
information
and
communication,
the
committee
has
commented
very
thoughtfully
and
very
progressively
about
information
and
communications
since
its
inception,
since
it
started
so
since
before
I've
been
on
the
committee
and
it
needs
to
go
forward
because
that's
a
community,
the
community
that
has
lesser
access
to
information
and
communication
is
part
of
the
community.
That's
not
necessarily
represented
here
at
this
committee
and
also
on
other
similar
committees
at
the
city
and
similar
working
groups
in
terms
of
employment
and
HR.
H
Look
I
understand
that
we
really
push
as
a
committee
for
employment
and
HR
to
be
better
and
more
effective
at
the
city
of
Toronto
in
the
City
of
Toronto.
Employment
for
people
with
disabilities
is
a
huge
problem
right.
We're
talking
about
49%
of
people
with
disabilities
who
have
functional
disabilities,
are
employed
and
that
doesn't
include
women
and
that
doesn't
include
people
of
color.
Those
folks
have
significantly
lower
levels
of
employment
and
the
City
of
Toronto
has
like
millions
and
millions
and
millions
of
dollars
that
they're
operating
in
the
city.
H
So
if
we
can't
get
employed
at
the
city
or
similar
services,
that
is
actually
a
problem
and
services
I
agree.
It's
kind
of
its
kind
of
too
broad,
but
part
of
the
reason
why
it
was
suggested,
and
it
wasn't
my
suggestion
but
I
feel,
like
the
reason
it
was
suggested,
was
to
be
in
line
with
the
customer
service
aspects
of
the
AODA
act.
So
I'm
just
really
frustrated
that
this
was
the
outcome
of
the
suggestions
and
I
hope
that
we
can
turn
this
around
so
Terrell.
A
And
I
appreciate
the
the
the
comments
and
they're
certainly
full
in
order
for
us
to
turn
anything
around.
We
have
to
move
emotion,
yes
and
general.
Emotions
are
introduced
before
one
begins
to
speak,
so
I'd
like
to
provide
some
some
variance
to
that
and
I
have
the
latitude
as
chair.
Would
you
like
to
prepare
a
motion
and,
and
and
I
and
I
just
want
to
add?
A
As
I
read
the
issues
background
of
the
report,
members
of
the
the
the
day
act
committee,
work
canvass
specifically
for
feedback
to
provide
input
for
the
outcome
and
the
recommendations
that
are
contained
in
the
report.
We
can
you
know,
there's
a
few
actions
here
before
Wendy
speaks
I
want
to
just
provide
some
options.
A
We
can
defer
the
report
to
provide
further
time
for
committee
members
to
provide
additional
comments
to
to
Nicole
and
if
that's
that's
agreeable,
that's
one
way
of
tackling
it,
but
I
I'm,
just
a
little
bit
nervous
that
we
start
adding
new
working
groups
and
we
don't
have
the
people
to
back
up
the
working
groups,
especially
since
there
was
some
broad
requests
for
comments
and
consideration
of
what
those
working
groups
should
look
like.
So
I'm
just
gonna
put
that
out
there.
So
some
things
for
us
to
consider.
A
So
we
don't
have
to
make
a
decision
at
the
moment.
We
can
also
stand
down
the
report,
so
we
can
stand
down
the
item
and
and
come
back
to
it
with
a
recommendation.
That's
a
little
bit
clearer
later
on
the
agenda,
but
for
now
I'm
just
going
to
allow
Wendy
to
speak
in,
however,
five
minutes
and
and
and
then
we
can
decide
on
what
to
do
as
a
committee,
because,
right
now
the
recommendations
are
to
adopt
the
report
with
the
Brecon
bait
recommendations
contained
Wendy.
Please.
I
So,
thank
you
for
that.
I
learned
something
about
the
order
in
which
we
should
be
doing
things
can
I
can
I
propose
a
motion
that
we
defer
the
report
for
additional
input
from
the
committee
members.
You
are
here
and
the
reason
why
I'm
going
to
suggest
that
is
I
agree
with
Terry
Allen's
comments.
I
also
I'm
also
disappointed
to
see
that
there
were
only
two
working
groups:
I'm
new
to
the
committee,
so
I'm
not
entirely
clear
on
how
things
generally
go
with
the
two
working
groups.
I
My
one
recommendation
is
around
at
least
a
transportation
working
group
and
secondly,
the
the
question
of
there.
Being
no
group
on
employment
is
also
a
concern
to
me
to
echo
some
of
what
Terry
Lynn
said.
Employment
is
one
of
the
critical
issues
that
are
facing
people
living
with
disabilities
in
in
Canada
frankly,
and
to
say
that
there
is
no
need
for
a
working
group,
because
HR
is
compliant
I.
Think
simplifies.
The
problem.
Will
really
simplifies
the
problem.
I
I
think
that
there
are
there's
still
a
lot
of
scope
for
improvement
and
I
really
think
that
the
City
of
Toronto
has
the
potential
to
be
a
leader
in
terms
of
the
employment
of
people
with
disabilities
and
to
demonstrate
how
things
like
flexible
work
and
creative
accommodations
can
be
adopted
within
the
city
as
a
as
a
guiding
force
really
for
other
organizations.
So
I
would
prefer
also
to
see
at
least
an
HR
and
employment
working
group.
I
A
H
A
H
K
I
like
to
I'd
like
to
know
how
how
these
last
two
was
was
arrived
at,
because
I
I
felt
that
our
suggestions
were
very
different
and
to
echo
Tara
Lintz
comment
that
if
we
say
that
all
the
other
areas
are
covered
under
the
AODA
or
we
have
presentations
on
that,
I
feel
you
know.
The
built
environment
likewise
has
been
fully
covered
in
other
discussions
and
many
numerous
consultation
meetings
that
I've
been
at
so
I
like
to
know
what
happened
to
our
suggestions.
K
A
Know
we're
not
at
a
point
where
we're
gonna
have
a
opportunity
to
ask
questions
again.
There's
a
motion
to
defer
the
item.
I
think
there's
going
to
be
lots
of
time
over
the
summer
for
members
of
the
committee
to
prefer
to
sit
down
with
Nicole,
to
sort
of
flush
it
out
to
come
back
with
a
different
set
of
recommendations
that
will
have
to
be
staffed
and
resource,
which
is
not
a
problem.
A
But
as
long
as
everyone
is
aware
that
this
item
is
not
being
adopted
today,
it's
simply
being
deferred
for
further
consultation
with
the
working
group
members
and
you
will
get
your
answers.
The
end
you're
just
not
going
to
get
it
immediately
right
now,
okay,
so
everyone
to
signify
your
support
for
the
motion,
okay,
so
pass.
Thank
you
adopted.
Okay.
Thank
you
very
much
everyone.
A
So
we're
gonna
head
back
to
item
number
one,
which
is
the
chairs
report,
so
I'll
try
to
make
it
brief,
as
we
do
have
a
very
full
agenda
and
I
want
to
make
sure
that
we
give
the
the
presentations
a
lot
of
time.
So
my
chairs
report
is
comprised
of
four
major
points.
I've
met
with
Michael
Williams,
the
general
manager
of
the
city's
Economic
Development
Committee,
to
discuss
how
the
city
can
educate
and
support
businesses
toward
AODA
compliance.
I've
essentially
asked
whether
or
not
we
can
create
a
summit
to
provide
information
for
the
businesses.
A
There
seems
to
be
a
an
information
vacuum
when
it
comes
to
what
businesses
need
to
do
to
come
into
compliance.
It's
a
fairly
large
undertaking
we're
not
going
to
have
access
to
all
the
businesses
I'm,
hoping
that
we
can
work
with
the
provincial
government,
who
has
more
resources
with
respect
to
information,
dissemination
and
and
raising
awareness.
So
I'll
continue
to
pursue
this
discussion
and
look
at
ways
to
engage
the
cities
be
IAS
so
that
they
can
help
their
members
understand
what
the
AODA
compliance
requirements
are.
A
Secondly,
is
I've
met,
I
mean
recently
met
with
John
Elvidge
from
the
City
Clerk's
office,
and
we
discussed
how
we
can
make
our
committee
rooms
and
council
chambers
more
accessible.
The
city
clerk
is
already
examining
how
to
make
it
accessible.
So
this
is
not
something
I
had
to
prod
too
hard
on.
They
were
already
thinking
about
making
those
physical
changes
and
those
changes
are
going
to
take
place
on
the
website,
and
you
can
see
that
they've
already
started
to
place
recordings
of
the
committee
meetings
on
YouTube.
They
have
an
incredible
archive.
A
If
you
have
a
lot
of
time,
you
feel
like
burning
the
clock.
You
cannot
sleep
at
night.
That's
one
way
to
make
the
time
go
by
they'll
also
be
reviewing
council
chambers
in
advance
of
the
ward
boundary
review,
and
they
will
consider
making
accessibility
improvements
in
that
review
as
well.
So
we've
we've
heard
from
deputies
and
members
of
the
public
is
that
when
they
do
come
to
committee
rooms,
the
rooms
are
not
equipped
to
accommodate
access
to
wheelchairs
or
perhaps
other
equipment
that
we
have
in
place.
A
So
this
is
something
that
there
I
don't
have
a
timeline
for
deliverable,
but
I
do
know
that
they're
there
they're
moving
as
quickly
as
they
can
the
wheel
trans
transformation
program.
I'm
going
to
keep
this
super
short.
My
remarks
because
you
will
be
hearing
from
them
shortly,
but
I
can
tell
you
that
I
met
with
the
TTC
and
representatives
who
are
in
charge
of
wheel
trends
for
the
transformation
component
on
June,
the
24th
and
I
shared
with
them.
A
I
know
that
during
the
Pan
Am
Games
there
was
presentations
from
the
Pan
Am
organisers,
who
came
to
our
committee
to
share
with
us
their
vision
of
how
to
get
our
membership
involved.
How
to
make
the
games
more
accessible
and
I
know
that
we
gave
them
feedback
I'm,
hoping
that
between
now
and
2017,
when
the
games
are
unveiled
we'll
have
those
same
opportunities
here
and
then,
of
course,
we
can
go
out
and
share
the
athletes
on.
So
that
is
the
the
conclusion
of
my
report.
A
I
promised
I'd
keep
it
short
and
actually
there
one
final
thing
and
I
just
want
to
bring
your
attention
to
it.
Councillor,
Meccano
and
I
have
passed
the
condolence
motion,
or
we
will
at
the
next
council
meeting,
and
this
is
to
of
course,
acknowledge
the
passing
of
korrina
Lee,
who
many
of
you
will
probably
know
that
she's
worked
as
an
active
member
of
the
election
services,
accessibility,
outreach
network
and
a
very
valued
member
of
our
community.
She
has
passed
and
I
just
want
to.
A
Let
you
know
that
there's
a
motion
of
condolence
that
council
will
will
pass
and
those
that
those
thoughts
and
those
those
words
will
be
passed
along
to
her
family.
Okay,
a
motion
to
receive
the
chairs
report.
Okay,
thank
you.
Stephanie
wonderful
item
number,
two
recruitment
strategy
for
equity
seeking
groups
and
we
have
a
presentation
from
staff.
L
L
L
Okay,
so
getting
started
here,
recruitment
and
hiring
just
want
to
give
you
an
overview
as
to
what
we're
doing
here
at
the
city
when
it
comes
to
recruiting
equity
seeking
groups.
So
what
we're
currently
doing?
First
of
all,
all
job
postings
contain
the
following
language
that
committed
to
employment
and
equity.
The
City
of
Toronto
encourages
applications
from
Aboriginal
people,
persons
with
disabilities,
members
of
visible
minority
groups
and
women.
It
also
contains
the
following:
verbage
in
accordance
with
Ontario
Human
Rights
Code,
accessibility
for
Ontarians,
with
Disabilities
Act
2005
and
the
city
of
Toronto's
accommodation
policy.
L
L
Recruitment
and
hiring
continued
diversity
outreach
to
be
included
in
job
competition,
recruitment
planning
and
through
our
partnership
with
the
city's
advertising
services.
Firm
diversity
media
is
present
in
our
sourcing
outreach
via
nation
talk
and
equity,
which
I'll
go
into
in
a
little
bit.
Interview.
Panels
are
also
diverse
and,
for
example,
Skype
or
phone
interviews
to
accommodate
people
with
mobility,
restrictions
or
otherwise
other
accommodations,
such
as
screen
readers
and
use
of
available
tools
and
technologies,
as
appropriate.
L
Recently,
in
May,
we
attended
the
people
in
motion,
disability
exhibition,
career,
fair
and
we
promoted
city
jobs
to
people
with
disabilities.
We
met
with
over
150
people
at
this
event
and
we
were
able
to
reach
out
to
47
people
after
the
event
inviting
them
to
apply
to
city
jobs
within
HR,
IT,
project
management,
finance,
public
health
and
administration
type
roles.
L
These
candidates
will
be
tracked
using
our
candidate
database
and
applicant
tracking
system
to
follow
their
progress
through
potential
competitions.
For
example,
did
they
apply
to
any
specific
roles?
If
so,
did
they
get
an
interview?
How
far
in
the
process
did
they
get
and
on
so
we
can
find
out
if
they're,
actually
getting
through
the
interview
process.
I
just
want
to
provide
you
with
an
update
on
these
candidates
that
we
were
able
to
reach
out
to
so
of
the
47
people
who
we
reached
out
to.
L
So
current
outreach
initiatives,
the
city
supports
local
79th,
annual
equity
summit
for
city
staff
and
community
partners
2016.
The
summit
was
for
women
in
the
workplace.
Breaking
new
ground
2015
summit
was
for
recruiters
and
hiring
managers
at
the
city
and
focused
on
hiring
persons
with
disabilities.
At
the
city,
2014
summit
focused
on
cities,
Aboriginal
initiatives
as
part
of
the
year
of
truth
and
reconciliation.
L
Currently
we're
researching
becoming
an
employment
partner
with
the
Canadian
Center
for
diversity
and
inclusion.
They
provide
learning
for
leaders,
management
teams,
human
resources
and
diversity
and
inclusion
and
they're
also
a
centralized
source
for
diversity
and
inclusion,
research
data
and
best
practices
information.
L
Current
outreach
initiatives,
continued
city
of
Toronto
is
currently
using
a
number
of
online
diversity,
outreach
channels,
equity,
which
is
a
diversity,
outreach
platform
and
broadcast
service
that
features
the
city
as
an
employer
on
their
site.
Job
postings
are
also
scraped
from
the
City
of
Toronto
job
board
and
shared
with
a
network
of
diversity
organizations
linked
in
posting
city
opportunities
and
nine
LinkedIn
diversity
groups,
including
diversity
and
disability,
at
work
and
professionals
with
disabilities,
Facebook
and
Twitter,
using
our
online
presence
to
showcase
diversity.
L
Currently
we
have
a
partnership
with
career
edge
career
edge
internships,
external
career
edge.
My
apologies
is
an
external
vendor
supported
paid
internship
program,
career
edge
sources,
their
talent
from
pools
of
recent
grads
graduates
with
disabilities
and
Canadian
Armed
Forces
reservist.
The
city
has
a
partnership
with
career
edge
to
provide
it
temporary,
paid
internship
opportunities
for
the
summer
policy
intern
program.
We've
had
some
success
in
this
area
in
terms
of
diversity
to
interns
with
the
city
war,
graduates
with
a
disability
and
we're
looking
into
how
to
expand
on
this
number
measuring
results.
L
Count
yourself
in
workforce
survey
gives
current
employees
opportunity
to
confidentially
self-identify.
The
results
of
the
survey
will
allow
us
to
determine
the
outcome
of
our
diversity
outreach.
The
survey
will
set
a
baseline
for
us
determine
to
determine
where
we
need
to
focus
our
efforts
going
forward.
We
also
piloted
the
use
of
voluntary
self-identification
forms
in
the
city's
applicant
tracking
system
for
our
recruitment
process
and
collection
of
diversity.
Data
we'll
ensure
that
we
can
effectively
measure
recruitment
of
efforts
and
hiring
outcomes.
L
Going
forward
we're
currently
reviewing
our
diversity
recruitment
initiatives,
they
aim
to
reinforce
diversity,
recruitment,
best
practices,
strengthen
our
approach
to
sourcing
diverse
talent
and
becoming
the
employer
of
choice
for
people
with
disabilities
and
all
diverse
groups,
and
going
forward
continued,
creating
a
streamlined
process
for
sourcing
talent
at
diversity.
Events
to
ensure
that
candidates
are
applying
to
city
jobs,
for
example,
engaging
candidates
at
events
promoting
rolls
tracking
candidates
and
through
the
recruitment
process.
L
So
one
thing
I
just
want
to
mention
about
this
determined
key
criteria
for
external
partnerships
is
that
there
are
a
number
of
organizations
and
we
just
need
to
think
a
little
bit
more
strategically
in
terms
of
who
we
partner
with
and
going
forward.
Finally,
here
identify
pipeline
and
hire
strong
talent
across
the
organization.
L
F
It's
just
a
question
about
some
of
the
networks.
You
I'm
not
sure.
If
you're
aware
of
two
of
them,
one
is
Odin,
which
is
the
Ontario
Disability
Employment
Network
and
the
other
one
is
joined,
which
is
job
opportunity,
information
network,
so
I
just
wanted
to,
because
there
umbrella
groups
and
many
of
the
other
agencies
that
are
disability
specific
who
provide
employment
services
are
under
those
umbrellas.
Thank
you.
Thank
you.
F
Turn
I'm
just
wondering
what
your
Twitter
or
the
Twitter
handle
is
because
I
only
found
out
about
the
people
in
motion,
like
you
know
an
hour
before
it
actually
started.
So
these
things
that,
if
you
don't
know
about
it,
you
can't
attend
so
getting
more
information
would
be
a
great
move
for
me
and
for
others
as
well.
M
Saw
a
maybe
just
add
to
that
my
Barbara
Shulman,
director
of
strategic
recruitment,
for
the
people
in
motion.
That
was
not
a
city
event.
That
was
an
event
that
we
participated
in.
So,
although
we
certainly
will
pay
attention
to
promoting
those
events
that
we
will
attend,
I
think
it
would
be
the
organizers
of
people
in
motion.
That
would
also
need
to
better
promote
that
and
yes,
so
we'll,
but
we'll
make
a
note
to
make
that
we
profile
these
items
on
our
Twitter
and
Facebook
pages.
F
A
quick
question,
sorry
about
the
on
the
website:
I
haven't
checked
your
careers
page,
but
I'm
just
wondering.
Has
it
been
a
for
accessibility
and
all
that
fun
stuff,
and
also,
if
it's
not
fully
accessible,
do
you
have
an
alternative
path
for
someone
who
is
trying
to
apply
to
a
position
at
the
City
of
Toronto.
M
Yes
through
the
chair,
our
talent,
application
tracking
system
and
our
career
page
is
fully
accessible
to
my
knowledge.
There
are
also
mechanisms
available
supports
available
to
applicants
who
are
having
any
type
of
challenges
as
they
are
applying.
There
are
help
support
some
available
to
them
through
the
process.
In
the
event
that
there
is
a
challenge.
K
You
know
initiatives,
so
you
quoted
quite
a
few,
so
I'd
like
to
know
what,
like
you
mentioned,
the
one
one
good
example
was
you
know
how
you're
tracking
the
the
40,
or
so
that
that
you
know
you
guys
connected
with
at
the
fair
at
the
people
in
motion
place,
but
I
liked.
Similarly,
I
like
to
know
if
you
can
present
the
findings,
that
of
the
other
initiatives
that
you
have.
L
So
currently
you
know
this
is
a
work
in
progress.
It's
a
very
fluid.
You
know
recruitment
strategy
that
we're
working
on.
We
will
be
attending
a
number
of
events.
There
have
been
some
that
we've
attended
after
the
people
in
motion
that
we're
going
through
the
process
of
reaching
out
to
candidates,
but
I.
You
know
we
don't
have
that
those
results
just
yet.
This
is
a
new
process
that
we're
implementing
in
order
so
that
we
can
track
these
candidates.
K
My
follow-up
question
is,
for
example,
if
you
decide
to,
you
know,
connect
with
some
external
body's
like
a
quick,
quick
tech.
You
said
well
things
like
how
many
applicants
actually
end
up,
you
know
applying
with
disabilities
and
what
kinds
of
disabilities,
because
for
the
blind
and
partially
sighted
as
I
forgot,
his
name,
Derek
avenge
it.
You
know,
we
don't
get
this
information
and
and
it's
so
we
don't
even
know
what
equi
tech
you
know.
K
So
how
are
you
reaching
out
making
sure
that
all
disability
groups
or
the
disability
groups
are
employable
our
reach
I
like
to
know
you
know
just
facts
and
figures
instead
of
saying
we
put
a
tagline
or
a
few
sentences
at
the
end
of
our
job
at
you
know
that
that's
good
but
I
like
to
see.
As
you
know,
you
know
how
many
are
reached.
Yeah.
L
Absolutely,
and
so
one
thing
that
we
are
doing
currently
speaks
to
exactly
that-
is
that
we're
doing
more
outreach
to
specific
organizations
that
work
with
people
with
disabilities
so
that
we
can
in
fact
attract
potential
candidates
as
they
come
in
through
a
separate
tracker
for
lack
of
a
better
word
that
wouldn't
necessarily
be
the
same
as
the
the
applicant
tracking
system,
Ori
recruitment
system,
where
the
jobs
would
be
posted
normally.
So
this
is
much
more
outreach
into
the
community
and
following
those
candidates
that
come
through
different
organizations
that
we
work
with.
J
I
just
want
to
say
thank
you
very
much
for
this
presentation
and
my
two
questions
are
what
is
being
done
by
the
city,
to
encourage
internal
and
external
partners
to
adopt
similar
measures,
and
my
second
question
is
you
know
it's
great
that
you're
recruiting,
but
you
know
what
is
being
done
afterwards
to
retain
and
promote.
Thank
you.
M
Sure,
maybe
I'll
start
with
the
first
part,
so
I
think
in
your
question.
You
might
be
referring
to
what
we're
doing
to
help
other
external
organizations
in
terms
of
their
role
so
we're
focused.
We
represent
the
HR
division
at
the
City
of
Toronto
and
our
focus
and
energy
is
on
recruitment
for
the
Toronto
Public
Service.
We
don't
play
a
role
in
providing
guidance,
advice
to
employers
outside
of
the
trunk
of
the
City
of
Toronto
outside
of
our
organization.
J
M
Okay,
that's
a
good
question,
so
the
TTC
has
their
own
HR
division.
Again,
the
we
provide
HR
advice,
guidance,
support
services,
programs
to
the
Toronto
Public
Service,
not
generally
not
to
the
agencies,
so
they
would
have
the
same
expectations
for
their
own
individual
organisations,
but
we
can
only
speak
to
the
initiatives
that
we're
doing
for
the
Toronto,
Public
Service
and
then
sorry,
your
second
part
of
your
question.
M
A
I
One
of
the
things
that
we
know
is
that,
even
if
you
have
somebody
with
a
disability
in
the
door
and
they
sit
down
for
an
interview,
they
might
not
they're
like
they're
unlikely
to
be
hired,
and
so
what
happens
in
terms
of.
And
what
can
you
speak
to
in
terms
of
the
supports
that
are
provided
to
the
hiring
folks?
So
if
it's
a
manager
to
to
give
them
a
broader
sense
of
the
of
the
abilities
of
the
candidate
that
they
see
it
before
them
and
actually
hire
the
person?
I
So
it's
not
it's
not
promotion
and
retention,
although
I
think
those
are
critical.
Things
too
and
I
would
like
to
hear
more
about
that
as
well,
but
even
just
the
hiring
step.
We
know
a
lot
of
people
actually
fall
out
of
the
equation
at
that
point,
what
kind
of
data
do
you
have?
What
kinds
of
supports
do
you
provide
to
people
who
are
hiring.
M
The
process
supports
in
place
in
the
organization
in
order
to
be
able
to
accommodate
people
with
disabilities,
not
only
through
the
recruitment
process
but
beyond
and
I
think
as
an
organization
we're
quite
fortunate.
We
do
have
some
very
good
structures
in
place
already,
so
we
fully,
we
take
full
responsibility
for
our
need
to
accommodate
employees.
M
We
have
a
employee
health.
We
have
employee
to
some
disability
management
functions
in
our
organization
to
work
directly
with
divisions
to
make
necessary
accommodations
for
employees,
whether
it's
for
permanent
accommodation
or
temporary
accommodations
that
arise
there
are
other
supports
through
our
employee
health
area.
We
also
work
closely
from
an
organization
development
perspective
to
understand
operational
needs.
What
do
we
need
to
do
to
tailor
supports
in
a
particular
area?
M
I
L
M
J
Well,
I
was
just
wondering.
Maybe
this
is
not
a
question
question,
but
earlier
you
had
stated
that
most
of
your
recruitment
is
internal
right
now.
The
rate
of
unemployment
amongst
people
with
disabilities
is
quite
high.
Okay
and
I
know
in
within
the
federal
government.
They
had
a
report.
It
was
the
federal
Senate
report
on
him.
Employment,
equity
and
one
of
the
things
that
they
saw
within
the
federal
government
was
the
fact
that
you
know
the
unemployment
remained.
Unemployment
rate
remains
high
and
you
know,
but
at
the
same
time
they
saw
that
when
you're.
J
Looking
at
this
statistics
like
age-wise
and
all
of
those
things,
they
noticed
that
majority
of
the
people
with
disabilities
seem
to
be
only
those
who
are
like
45
and
above
right.
So
it
seems
more
that
the
disabled,
that
you
guys
are
counting,
aren't
are
more
likely
due
to
age
rather
than
you
know,
somebody's
such
as
myself
right
so
I,
don't
know
if
I
don't
know
how
you
guys
go
about.
You
know
counting
them.
If,
if
what
you're
seeing
is
truly
going
to
be
100%
accurate
that
you
really
are
recruiting,
you
know
disabled.
M
M
What
I
can't
tell
you
that
is
the
demographics
of
those
people
that
have
identified
as
just
as
a
person
with
disabilities,
but
it
is
something
that
going
forward.
We
can
look
to
see
whether
we
could
slice
it
thinner
to
get
more
to
analyze
more
and
have
a
better
sense
of
what
groups
might
be
underrepresented.
So
if
it's
youth
with
disabilities
they're
younger,
you
know
certain
cohorts,
we
could
certainly
look
to
see
if
we
can
gather
that.
F
F
M
A
Think
Nicole's
answers
that
she
doesn't
believe
that
that's
available,
perhaps
Joe.
You
could
ask
the
question
of
whether
what
are
the
what
is
the
percentage
or
what
are
the
numbers
of
City
of
Toronto
employees
if
they
choose
to
disclose
and
identify
that
they
have
a
disability?
What
are
our
numbers
internally
in
the
corporation.
F
M
So
again,
I
look
to
my
colleagues.
The
office
of
equity,
diversity
and
human
rights
has
undertaken
a
workforce
survey,
but
they
are
still
in
the
process
of
analyzing
the
information
to
have
not
yet
reported
out
on
this.
So
unfortunately
we
don't
have
the
information
to
report
on
I
believe
they
are
anticipating
reporting
out
later
this
year.
I
think.
D
Apologize
I
can
only
provide
you
a
high-level
comment
at
this
time,
because
my
colleagues
on
the
equity
and
diversity
side
are
managing
this.
The
particular
surveys,
I
believe
some
limited
amount
of
information
was
was
collected
at
this
time
and
it's
a
survey
that
I
believe
is
done
every
two
years.
So
the
plans
are
to
increase
the
the
data
collection
as
we
go
forward,
but
I
believe
that
historically,
there
may
have
been
some
concerns
about
privacy
issues
which
may
have
delayed
the
the
steps
towards
collecting
that
data.
But
that
is
definitely
part
of
the
long-term
goals.
A
K
Just
like
to
give
you
feedback
from
an
actual
job
seeker
such
as
myself,
that's
blind
I've
been
to
your
annual
fair
at
the
library,
a
pal
salon
several
times,
and
there
has
been
really
no
sensitivity
to
people
with
disabilities,
especially
the
blind.
Everybody
hands
me
a
piece
of
paper,
even
though
I
tell
them,
I
can't
read
it
and
they
don't
know
what
to
do
with
me.
In
the
conversations
they'd
really
display
the
attitude
that
they're
they
they
don't
expect
me
to
be
applying
they're.
K
Just
a
chat
about
you
know
how
wonderful
the
city
is
becoming
accessible.
You
know
so
and
I've
been
to
the
employment
center
on
Wellesley
Street
I,
believe
that
is
a
city
funded
employment
center
and
again
they
do
not
have
a
screen
reading
software
at
the
employer.
They
the
staff
there
they
they
don't
really
know
how
to
handle
me
so
I
think
going
forward,
as
you
have
mentioned.
K
H
Yeah
I
really
appreciate
this
report
because
I
I
know
I've
been
pushing
for
just
information
period
on
on
these
kinds
of
hiring
practices.
For
a
while
and
I
know,
I
was
became
aware
of
like
I
first
requested
statistics
specifically
four
years
ago
and
I
know.
This
committee
has
been
pushing
for
statistics
for
a
few
years.
It
is
very
reasonable
to
expect
that
the
city
be
doing
that.
I
did
check
I
checked
last
night.
There's
no
way
to
say
on
your
application.
If
you
have
a
disability
or
not,
that
would
be
I
would
think.
H
The
first
step
also
I've
been
hearing
in
the
community
that
when
people
say
they
need
support
with
an
application,
they
don't
get
a
timely
response
or
they
don't
get
a
response
at
all
and
I've
been
hearing
that
consistently.
So
that's
problematic,
but
I
really
truly
I.
Think
I
have
more
information
now
about
initiatives
that
are
happening
in
the
city
in
terms
of
employment,
equity
and
I.
Think
that
was
I
needed
to
hear
that.
H
A
lot
in
large
part
addresses
the
employment
concerns
of
young
people
with
disabilities,
and
you
did
speak
to
career
edge
in
the
report
and
I
wanted
to
know
how
long
you've
been
part
of
career
edge
because,
frankly,
I
think
have
I
been
had
I
been
working
with
an
organization
for
a
three-year
period
and
if
two
young
people
with
disabilities
got
hired,
that's
not
a
huge
success
rate.
You
know
to
me.
I
really
do
feel
like
there's
a
lot
to
be
improved
in
that
way,
and
the
other
I
think
karma
thanks.
H
H
When
people
become
disabled
and
they've
already
been
in
the
workforce
for
a
number
of
years,
they
do
have
a
bit
of
an
easier
time,
transitioning
and
things
I'm,
not
saying
it's
not
difficult,
I'm
sure
it's
plenty
difficult,
but
you
know
if
you're
in
an
organization
that
does
have
a
union
that
does
have
benefits,
that's
a
bigger
organization
and
things
like
that.
Those
workers
then
have
the
opportunity
to
stay
in
their
jobs,
because
actually,
employment
and
retention
in
terms
of
disability
is
higher
much
higher
than
the
able-bodied
are
able-bodied
counterparts.
H
So
to
speak
right,
it's
not
difficult
to
retain.
Workers
with
disabilities
at
all
and
research
shows
that.
But
what
is
hard?
It's
we
don't
get
promoted,
which
is
fascinating
and
I
feel
it
highlights
discrimination.
So
I.
Just
thank
you
for
the
report.
Please
do
continue
to
work
on
this
and
I
yeah.
It
was
quite
disappointed
to
hear
that,
even
though
you've
been
with
career
edge
for
approximately
three
years
that
it's
resulted
in
two
hirings.
I
Hello,
so
I
have
a
few
recommendations
as
well.
One
of
them
is
around
the,
and
this
is
why
I've
been
asking
about
it
specifically
around
the
educational
tool
that
you're
developing
for
hiring
managers
and
I,
wonder
if
I
could
recommend
and
I
don't
know,
I,
don't
know
how
to
do
this
so
I'm,
just
gonna
say
it.
We
can't
figure
it
out
that
this
committee
be
viewed
as
a
resource
for
that
project.
I
I'd
be
very
interested
to
be
able
to
see
what
you
develop
and
to
have
an
opportunity,
as
a
committee,
to
provide
some
feedback
on
that,
and
also
the
understanding
of
the
rollout
and
how
you're
planning
to
evaluate
it.
In
particular,
coming
back
to
a
Terri
then
said,
the
the
higher
peace
is
really
critical
right.
So
retention
retention
is
a
different
issue.
Accommodation
is
a
slightly
different
issue,
but
for
a
person
with
a
disability
to
actually
get
their
foot
in
the
door
is
a
big
challenge.
I
So,
in
whatever
way,
I
think
is
a
committee,
and
certainly
me
as
an
individual
can
support
you
in
in
that,
in
terms
of
the
the
outreach
work
that
you're
about
to
undertake
around
hiring
people
with
disabilities.
Please
please
engage
with
the
committee.
The
second
thing,
I
wanted
to
add,
is
just
to
when
you're
thinking
about
people
with
disabilities,
not
to
think
narrowly
about
only
disabilities
that
you
can
see.
I
And
thirdly,
I
just
want
to
touch
on.
What's
been
said,
around
statistics
and
I'm
not
entirely
clear
on
what
the
statistic
collection
strategy
is:
I'm,
not
clear
on
what
you're
collecting
how
you're
collecting
it
why
you're
collecting
it
or
when,
when
that
could
be
of
it
made
available
to
us,
but
in
whatever
capacity
we
can
start
to
have
numbers
that
are
attached
to
these
particular
things.
In
particular,
the
hiring
of
people
living
with
disabilities
I'd
be
very
interested
in
seeing
that
thank.
J
I
was
just
gonna
say
that
again,
you
guys
are
doing
a
really
wonderful
job,
but
I
would
also
look
at
the
type
of
employment
that
you're
offering
to
people
with
disabilities,
because
I
know
a
lot
of
times.
It's
always.
It
tends
to
be
precarious
work,
so
part-time
or
contract,
and
also
just
to
look.
You
know
yes,
I
understand
that
it
is
a
unionized
environment,
I'm
also
from
a
unionized
environment
and
I'm.
J
An
active
union
member
and
I
can
tell
you
that,
as
an
active
union
member,
a
union
is
all
about
social
justice,
and
so
you
know
maybe
permanent
employees.
They
will
have
the
first
shot,
but
there
are
a
lot
of
external
opportunities
that
you
can.
You
know
give
to.
People
with
disabilities
and
I
would
I
think
it'd
be
great
to
see
what
the
numbers
are
exactly
on
that
matter
and
also,
as
you
know,
some
other
people
have
said
earlier.
J
Maybe
one
of
the
places
that
you
can
really
start
recruiting
would
be
at
the
offices
for
students
with
disabilities
at
various
universities,
because
I
know
that
a
lot
of
students
are
always
looking
for
jobs
and
a
lot
of
the
jobs.
Like
for
students,
you
know
with
disabilities
they're
not
very
good
jobs
at
all
right,
so
thank
you
very
much.
Okay.
Thank.
C
Thank
you,
I
have
a
couple
of
comments
when
I
was
interested
in
the
subtitle
of
your
presentation,
because
it
was
about
equity,
seeking
groups
and
I
think
it
should
be
turned
around
so
that
it's
really
the
city.
That's
doing
the
seeking
right
and
trying
to
enhance
the
diversity
and
inclusion
aspects
of
the
workforce
within
the
city.
So
I
just
wanted
to
say
that
off
the
top
and
I
support.
C
More
so
than
always,
their
experience
right
because,
like
some
students,
for
instance,
have
had
the
privilege
to
be
able
to
do
lots
of
extracurricular
things
and
work
part-time
and
do
other
things,
whereas
someone
with
a
disability
may
have
to
focus
solely
on
their
education
in
order
to
get
through
and
do
well
ins.
So
they
may
not
appear
to
stock
up
as
well
right
so
out
of
all
the
people
that
you
met
at
the
fair
that
there
was
eight
that
you're
recommending
to
go
on
to
another
step,
and
out
of
that
eight
will.
C
A
K
Another
point
I
have
gone
on
to
this
website.
The
city
website
I,
have
applied
to
city
jobs
and
it
is
so
complicated
and
it
is
not
a
hundred
percent
accessible
a
lot
of
edit.
You
know
boxes
and
the
you
know
the
choosing
choice
that
I
I
needed
a
sighted
person
to
do
that
for
me.
So
I
think
revisiting
that
and
actually
again
have
an
end-user
test
it
out.
That
would
be
great
great.
H
Just
wanted
to
speak
to
Tracy's
point
again,
just
because
there's
this
really
interesting
report
that
came
out
from
the
Ministry
of
Children
and
Youth
Services,
and
it's
called.
We
have
something
to
say
and
it's
a
report
put
out
by
working
groups
of
young
people
with
disabilities
and
one
thing
that
they
do
speak
to
is
lack
of
employment
in
there,
just
in
their
experience
like
opportunities
for
employment.
They
also
speak
to
discrimination
and
lack
of
a
lack
of
opportunities
in
the
education
system
right.
H
So
it's
I
just
wanted
to
remind
people
that
it's
all
connected
and
related
to
just
historical,
like
oppression
within
the
disability
community,
right
the
fact
that,
given
our
history,
integration
into
the
educational
system
is
so
young,
it's
such
a
new
idea
and
and
people
with
disabilities
are
still
are
still
struggling
with
that
as
well.
Okay,.
A
Thank
you
very
much
any
others
to
speak.
Okay,
I'm,
just
gonna
leave
with
some
some
final
thoughts
and
I
won't
I.
Don't
think
I
want
to
take
very
long.
The
Toronto
Employment
Survey
that
that
is
supposed
to
encapsulate
and
to
collect
some
very
rich
data
for
us
to
reflect
upon
to
understand
who
is
working
whose
member
of
the
Toronto
Public,
Service
family
I
think
that
data
is
absolutely
crucial.
I
think
it's
very
important
for
us
to
dig
as
deep
as
possible.
A
A
If
we
don't
know
where
we
are
right
now
and
I
know
that
the
equity
diversity
Human
Rights
office
did
a
very
good
job
by
holding
an
equity
summit
in
2000
and
late
2015,
where
we
brought
in
about
200
HR
managers
for
the
city,
Toronto
sat
them
all
down
and
basically
went
through
a
full
day,
symposium
around
hiring
practices
and
recruitment
and
retention
and
promotion
of
people
living
with
disabilities
and
I
think
that
the
feedback
from
the
HR
managers
at
that
time
was.
That
was
a
very
rich
experience
for
those
who
were
in
attendance.
A
So
I
would
like
to
see
this
office
and,
under
your
initiatives
that
you
were
outlining
today
in
your
presentation,
is
to
do
more
of
that,
because
I
gathered
that
there
was
a
real
thirst
and
hunger
to
have
the
skills
in
order
for
them
to
do
a
better
job
of
recruiting
and
recruiting
from
diverse
populations,
including
people
with
living
with
disabilities.
So
I'm
going
to
move
to
receive
this
report
for
information,
and
with
that
conclude
by
thanking
you
for
coming
out
and
providing
this
very
rich
information
to
our
committee.
A
Well,
we'll
see
you
again,
no
doubt
okay!
Thank
you
very
much
item
number
three,
the
city
of
Toronto's
social
procurement
program
and
we
do
have
a
presentation
from
staff
I
believe
it's
wayne,
chu,
hi,
Wayne,
Wayne
I.
Think
your
presentation
is
approximately
10
minutes.
Okay,
great
because
you
can
tell
this
committee
wants
to
ask
questions:
okay,.
G
Social
procurement
is
the
practice
of
using
an
organization's
purchase
of
goods
and
services
to
create
positive
social
and
economic
outcomes
for
communities
and
residents
when
buying
goods
and
services
simply
put
the
City
of
Toronto
buys
a
lot
of
things.
On
average,
the
city
awards
approximately
1.8
billion
dollars
worth
of
contracts
every
year,
and
this
does
not
include
our
agencies,
such
as
TTC
or
TCH
C,
which
have
larger
capital
investments.
G
So
in
May
city
council
unanimously
approved
the
City
of
Toronto
social
procurement
program,
which
establishes
and
supports
programs
to
embed
social
procurement
Harmons
in
city
purchasing,
as
I
mentioned,
staff
have
been
working
on
this
for
some
time
and
as
a
practice
really
that
we
have
been
pursuing
and
utilizing
for
over
a
decade,
including
in
our
original
strong
neighborhoods
strategy.
However,
social
procurement
was
not
something
that
was
embedded
into
ongoing
normal
operating
procedure.
This
has
changed
with
the
passage
of
the
social
procurement
program.
G
G
Why
do
we
want
to
do
this?
We
want
to
do
this
for
several
different
reasons
at
a
high
level
by
procuring
goods
and
services.
In
an
intentional
way,
public
institutions
can
use
the
same
dollars
to
achieve
operational
goals,
drive
innovation
and
competition
in
our
supply
chain
and
improve
the
social
and
economic
well-being
of
residents
all
at
the
same
time,
using
the
same
dollars.
This
program
is
a
key
initiative
of
our
poverty
reduction
strategy
and
our
broader
efforts
to
create
community
benefits
and
build
community
wealth
through
the
program
we're
trying
to
achieve
two
specific
goals.
G
The
first
goal
is
supply
chain
diversity.
We
want
to
increase
the
diversity
of
our
supply
chain
by
providing
diverse
suppliers,
which
are
businesses
owned,
controlled
and
managed
by
equity,
seeking
communities
as
well
as
social
enterprises.
We
want
to
provide
them
with
equitable
access
to
competitive
city
procurement.
G
So,
for
example,
when
we
purchase
catering
for
the
multitude
of
events
that
staff
hold,
we
can
procure
purchase
coffee,
for
example,
from
social
enterprises
or
other
diverse
suppliers.
When
we
need
printing,
we
can
get
printing
done
by
diverse
businesses,
businesses
owned
by
equity,
seeking
communities
such
as
people
with
disabilities
or
aboriginals
people,
etc.
These
approaches
allow
diverse
suppliers
to
grow
their
businesses,
encourages
entrepreneurship
within
marginalized
communities
and
sustained
positive
economic
outcomes
in
Toronto.
The
second
goal
is
workforce
development.
G
We
want
to
increase
the
number
of
employment,
apprenticeship
and
training
opportunities
leveraged
for
people
experiencing
economic
disadvantage,
including
those
from
equity
seeking
communities.
For
example,
when
the
city
invests
in
capital
infrastructure,
when
it
builds
a
building,
for
example,
we
can
use
the
opportunity
to
also
create
jobs
for
people
who
are
under
an
unemployed
or
underemployed.
When
we're
procuring
professional
services
such
as
IT
services,
we
can
ask
vendors
to
also
support
training
programs
for
people
who
are
distant
from
the
labor
market.
G
The
goal
is
to
provide
individuals
with
sustainable
pathways
to
employment,
using
the
dollars
that
we
are
already
spending
and
the
staffing
up
that
we
are
already
doing.
So.
How
does
this
work
in
practice
for
supply
chain
diversity?
There
are
two
approaches
that
we
are
taking
for:
low
dollar
value
purchasing,
so
divisional
purchase
orders
under
$50,000.
G
We
are
requiring
all
buyers
to
make
at
least
to
make
an
attempt
to
include
at
least
one
quotation
from
a
certified
diverse
supplier
when
getting
their
three
standard
three
quotations,
and
in
doing
so
we
will
improve
access
to
what
is
often
seen
as
a
very
closed
off
purchasing
process.
The
second
approach
is
for
open
competitive
procurement
over
$50,000.
G
For
those
we're
really
talking
about
things.
You
know,
for
example,
in
the
millions
of
dollars
in
value
for,
though,
for
that
procurement
we
often
put
out
requests
for
quotations
requests
for
proposals
tenders
in
the
this
type
of
procurement.
We
are
encouraging
bidders
and
proponents
to
adopt
a
supply
chain
diversity
program
in
their
own
organizations
as
part
of
requests
for
proposals
where
it's
not.
The
decision
to
go
with
a
certain
vendor
is
not
based
on
entirely
on
cost
and
where
we
can
evaluate
their
proposals.
G
We
can
award
points
to
proponents
who
have
or
will
will
implement
a
supply
chain
diversity
policy
in
their
own
enterprise
for
Workforce
Development.
We
are
following
roughly
this
process
and
there's
more
details
which,
which
is
detailed
in
our
report.
The
first
is
to
go
through
the
procurement
plans
of
all
of
our
divisions
and
identify
suitable
procurement
over
five
million
dollars
of
value.
We
are
going
to
look
at
projects
that
are
suitable,
have
sufficient
reach
volume
of
opportunities
and
feasibility
for
workforce
development
opportunities.
G
G
The
second
step,
once
we
have
identified
the
procurement,
is
to
embed
requirements
in
the
procurement
documents,
so
vendors
will
be
at
will
be
required
to
at
a
minimum,
to
designate
a
liaison
to
commit
to
regular
meetings
with
staff
from
the
city
to
develop
workforce
development
initiatives,
maintain
records
to
monitor
progress
and
outcomes
and
make
public
be
workforce
development
plans.
So
the
public
is
aware
of
what
is
happening
for
RFPs.
G
G
There
is
a
great
potential
for
large
impact
through
this.
The
thing
that
I
often
emphasize
when
talking
about
this
program
is
that
we
don't
actually
have
to
leverage
a
lot
of
our
procurement
spend
to
have
have
a
great
amount
of
impact
to
illustrate
when
you
look
at
when
you
compare
our
procurement
to
our
annual
Community
Grants
allocation,
we
see
that
again.
As
I
mentioned,
we
award
1.8
billion
dollars
of
contracts
every
year
if
even
5%
of
that
spend
was
leveraged
for
social
procurement
benefits
that
would
far
exceed
the
in
value.
G
G
Our
program
identifies
four
core
components
of
work
that
have
to
be
completed
and
staff
are
currently
in
the
implementation
phase
figuring
out
how
this
will
actually
be
implemented
on
an
ongoing
basis.
So
I've
outlined
the
policy
in
terms
of
what
we're
going
to
be
doing.
We're
staff
will
be
developing
the
specific
procedures
that
each
division
will
follow
when
reaching
out
to
diverse
suppliers
as
part
of
the
low
dollar
value
procurement.
We're
also
going
to
be
developing
guidance
for
our
divisions
on
how
to
select
suitable
procurement
over
five
million
dollar
value
for
workforce
development.
G
So
the
idea
there
is
to
provide
some
guidance
on
what
what
a
good
opportunity
looks
like
for
diverse
suppliers
and
people
who
are
distant
from
the
labor
market.
We're
gonna
be
identifying
projects
that
will
be
tendered
or
procured
in
2017,
and
we
will
be
embedding
social
procurement
requirements
in
that
procurement.
G
So
you'll
start
to
see
things
coming
out
next
year
and
overall
provide
guidance
on
what
a
good
workforce
development
opportunity
looks
like
we're
going
to
be
developing
templates
lists,
guides
and
toolkits,
including
working
with
partners,
to
develop
a
supplier
certification
process
for
businesses
owned
by
persons
with
disabilities.
Currently
there
is
supplier
certification
for
from
four
organizations:
the
canadian
aboriginal
Mynor
and
minority
supplier
council,
women,
business
enterprise,
Canada,
the
Canadian
Gay
and
Lesbian
Chamber
of
Commerce
and
the
social
purchasing
project
for
social
enterprises.
G
There
is
currently
a
gap
for
people
with
disabilities
and
we
are
working
with
community
partners.
We
are
going
to
be
providing
bringing
on
internal
support.
We
have
a
staff
person
that
we're
going
to
be
hiring
to
start
to
liaise
with
various
communities
and
finally,
we're
going
to
be
working
with
external
partners
to
build
capacity
for
vendors,
to
participate
in
city
procurement
and
for
institutions
to
embed
social
experiment
in
their
own
organizations.
A
F
I'm
just
curious
I'm
in
terms
of
your
procurement
process.
How
do
you
ensure
that
the
successful
component
their
end
product
is
accessible,
for
example,
in
my
organization,
any
RFP
bit
or
tenor
that
is
published?
There
is
statement
within
the
general
terms
and
conditions
that
mandates
that
proponent
to
provide
the
end
product
as
an
accessible
product.
I'm
thinking
specifically
I
have
a
consultant's
report,
so
there
anything
like
that
in
Toronto.
G
This
is
separate
from
the
social
procurement
program,
but,
as
an
institution
we
are,
we
do
have
to
require
follow
a
OD
eight
requirements
and
the
city
of
Toronto's
commitment
to
AODA
at
a
strategic
level
is,
is
significant,
and
so,
as
part
of
procurement,
the
goods
and
services
that
vendors
provide.
They
would
have
to
provide
goods
and
services
in
an
accessible
way.
Obviously,
depending
on
what
that
good
and
service
is,
that
would
depend
that
would
change
what
we're
talking
about.
K
To
question
this
is
really
exciting:
I've
never
heard
of
this
initiative,
but
in
your
team,
is
it
currently
demonstrating
the
the
diversity?
Basically
are
your?
Is
your
team
made
up
of
you
know
women
Aboriginal
persons
with
disabilities
right
now,
because
you
know
that,
that's
that
you
know
you
got
a
that.
You
know
model
what
you
what
you
want
and
the
whole
city
to
implement.
G
So
to
your
first
question,
I
would
say
that
our
team
is
an
inter
digital
team
and
was
so
we
are
relying
on
the
staff
resources
of
the
Social
Development
Division
employment
and
social
services,
and
purchasing
we're
working
with
economic
development,
we're
working
with
staff
from
shelter
so
in
terms
of
a
dedicated
staff
resource.
That's
right
now!
That's
that's
me,
but
I
say
that
we
are
working
with
everyone
in
the
city
and
so
are
the
broader
team,
as
it
were,
reflects
the
existing
diversity
of
our
staff,
which,
which
is
diverse,
I,
mean
I.
G
Don't
have
the
specific
numbers
on
that.
For
your
second
question,
the
discussions.
Absolutely
there
is
opportunity
to
provide
input.
The
discussions
are
very
preliminary
right
now
and
and
so
what
this
could?
What
this
supplier
certification
organization
could
look
like
is
very
much
up
in
the
air,
and
so
absolutely
this
is
a
good
time
to
provide
input,
whether
through
me
or
through
organizations
that
are
working
on
this.
I
This
is
great,
it's
very
exciting,
my
question
for
you,
though,
it's
just
one
more
around
clarification,
so
how
much
of
what
you've
outlined
there
is
mandatory
and
how
much
of
it
is
voluntary,
because
I
noticed
in
a
few
it
was.
The
wording
was
encourage
the
use
of
so.
Could
you
maybe
clarify
that
for
me,
mm-hmm.
G
G
G
Until
such
time
that
we
have
better
data
to
understand
the
implications
of
a
mandatory
requirement
for
workforce
development,
there
will
be
some
mandatory
requirements,
as
I
outlined,
such
as
meeting
with
staff
to
share
publicly
plans
to
share
data
on
on
work.
So
we
can
so
we
can
contract
manage,
but
we
also
are.
We
want
to
drive
creative
solutions,
and
so
we're
also
asking
vendors
to
propose
creative
solutions,
and
so
that's
that
that
would
be
up
to
them
great.
G
So
we
are
so
we
are
so
we're
working
with
again
this
existing
supplier
certification
organizations,
AMC
Wiebe,
Canada,
CG,
LCC
and
social
purchasing
project
who
are
providing
advice
so
they're.
So
the
organization
adaptability
Canada,
is
looking
at
creating
an
organization,
so
we're
providing
advice.
However,
we're
not
leading
that
the
idea
here
is
that
we
we
do
not
want
to
be
in
the
business
of
dictating
how
each
community
sets
up
their
supplier
certification
organization.
G
We
just
want
to
make
sure
that
that
their
organization
is
compatible,
so
adaptability,
Canada
is
leading
the
charge,
but
also
the
spywares
certification
organizations.
The
Rick
Hanson
foundation
is
also
involved.
Like
I
said,
though
this
is
very
preliminary,
and
so
there
are
no
formal
partnerships
right
now.
K
Yeah
I
understand
you,
you
don't
go
into
the
nitty-gritty
of
procurement.
It's
up
to
each
department,
but
I
I
do
want
to
echo
what
the
previous
committee
member
mentioned
that
when,
when
we
you
know
when
the
city
acquires
a
a
service
or
our
product,
I
guess
your
product
or
is
something
that
that
it
has
to
be
really
accessible
and
again
for
the
blind
and
partially
sighted
I'm
speaking
cuz.
That's
one
I
know
well
the
previous
time
when
we
did
the
Toronto
City
was
looking
into
a
election
platform.
K
You
know
online
platform,
it
was
just
totally
inaccessible
and
they
had
to
disband
it
halfway
through.
So
it's
a
whole
lot
of
waste
of
money
and
time
and
energy.
So
again,
it's
somewhere
I
know
a
OTA.
You
know,
has
certain
criteria
but
really
has
to
be
well
tested
out
before
we
even
you
know,
give
them
the
money
to
your
contractors.
K
F
Thank
you
for
the
report.
I
think
it's
a
great
initiative
that
the
city's
undertaking,
whatever
growing
pains
you'll,
have
to
go
through
I,
assume,
you'll,
you'll
work
through
that
and
and
but
I
just
hope
that
it
does
work
out
well,
because
I
think
it's
a
great
way,
but
for
the
city's
sort
of
Drive
you
know,
Drive
the
diverse
as
you're,
putting
it
diverse
vendor
opportunities
and
drive
the
employment
change
for
individuals
with
diversity.
So
thank
you
very
much.
A
Great,
thank
you.
So
there's
no
more
speakers
than
I
like
to
thank
Wayne
for
his
time
for
coming
before
the
committee.
This
is
really
exciting
news.
I
think
it's
also
a
great
new
direction
for
the
City
of
Toronto
to
be
able
to
leverage
our
extraordinary
buying
power.
1.8
billion
dollars
is
no
small
amount
to
make
sure
we
can
actually
achieve
multiple
outcomes
and
and
social
objectives.
So
we're
we
are
looking
forward
to
seeing
the
results
of
that
you
say:
5%
actually
produce
is
the
equivalent
47
million
dollars
of
grant
dollars.
A
I
can
only
imagine
you
know
what
the
actual
impact
and
the
effect
will
be
if
we
get
to
even
50%
and
100%,
which
I
think
is
the
ultimate
goal.
So
thank
you
and
I'd
like
to
move
to
that.
We
receive
this
report
for
information
and
we're
gonna.
Thank
you.
Wendy
we're
ready
to
move
on
to
our
next
item.
Thank
You,
Anne,
okay.
So
this
is
a
good
one.
It's
a
big
one!
A
And
I'm
just
gonna
advise
members.
If
there's
any,
you
have
specific
recommendations
just
to
start
preparing
your
thoughts.
I
suspect
there
will
be
on
this
particular
item.
I,
don't
know
if
you'd
like
to
move
some
motions
or
perhaps
send
a
message
back
to
the
board
of
the
TTC.
Can
all
the
commissioners
I'm
sure
will
be
very
interested
in
hearing
what
our
committee
has
to
say.
A
E
Am
I
on
now,
okay
good
morning.
Thank
you,
madam
chair,
for
this
opportunity,
Thank
You
committee
again
once
again
for
this
opportunity
to
bring
you
the
next
step
and
last
time
you
have
left
us
with
many
questions,
and
so
we
took
away
your
questions
and
we've
included
in
this
presentation.
Some
of
the
answers
to
the
questions
that
we
were
asked
last
time.
E
So
this
slide
deals
details
with
the
fact
that
will
transform
all
rigorous
strategic
planning
process
to
identify
what
we
needed
to
do.
We
set
out
on
what
is
our
mission,
our
vision
and
set
strategic
objectives
that
would
achieve
the
mission
and
the
vision
and
then
how
we
would
broadly
as
a
strategy
we
put
that
together
achieve
the
vision
and
mission
and
then
the
individual
initiatives
that
would
bring
us
to
where
we
wanted
to
get
to.
So
our
mission
is
how
we
support
the
community,
and
that
is
a
as
part
of
a
fully
accessible
TTC.
E
We
provide
barrier
free,
accessible
service
that
is
efficient,
reliable
and
available,
and
our
vision,
what
we
strive
for
is
an
accessible
transit
service
that
ensures
dignity,
spontaneity
fairness
and
freedom
of
travel
for
all
customers.
Our
aspirational
goal
is
to
allow
all
customers
to
utilize
all
components
of
the
TTC
at
any
time
throughout
an
accessible
transit
system.
E
So
we
identified
the
vision
and
support
and
support
for
how
we're
going
to
achieve
it.
We'll
trans
is
then
identified
what
we
need
to
do
through
five
strategic
objectives.
Our
first
is
a
new
service
model
and
that's
at
the
core
of
what
we're
doing
and
at
the
core
of
the
other
four
initiatives.
Sorry
objectives
our
customer
base
is
growing
dramatically
and
rapidly
and
as
we
expand
our
services,
we
must
reflect
the
revised
vision
of
disability,
formerly
physical
mobility.
Now
we
need
to
include
all
forms
of
disability
as
eligible
for
wheel
trans
service.
E
We
need
to
make
sure
the
community
understands
how
they
can
support
these
changes.
Community
engagement
is
critical
and
that's
why
we're
being
very
consultative
right
at
the
at
the
beginning
of
this
process.
This
change
will
not
just
impact
the
customer.
It
will
also
change
how
we'll
trans
operates
and
we
need
to
educate
and
support
our
will
trans
staff,
as
well
as
all
TTC
staff.
E
We
also
must
operate
within
the
constraints
of
our
budget,
so
we
must
wisely
invest
in
those
initiatives
that
will
reach
and
achieve
the
greatest
benefit
and
consistency
across
the
GTA
is
essential
and
that
we
are
working
with
our
other
transit
partners
across
the
GTHA
to
achieve
the
same
on
the
same
vision.
So
our
strategy
consider
includes
a
series
of
13,
interconnected
initiatives
that
will
transform
delivery,
customer
interface
and
organizational
support
of
wheel
trans
to
a
more
modern,
efficient
and
integrated
service
partner.
E
In
developing
the
strategy,
we
are
ensuring
we're
doing
it
with
full
consultation
and
buy-in
at
every
stage,
and
we've
worked
very
closely
with
the
TTC's
Advisory
Committee
on
accessible
transit,
a
cat
as
well.
Both
the
a
cat
wheel,
trans
subcommittee
and
the
larger
a
cat
committee,
and
we'll
trends
continues
to
involve
a
Kadett
at
every
stage
as
the
program
moves
through
and
through
implementation
and
to
execution,
including
ensuring
they're
active
input
on
the
communication
strategy,
as
well
as
any
operational
changes
that
are
required
at
will
trends.
E
So
our
timeline
is
that
we
are
at
the
beginning
of
this
exciting
transformation,
and
the
first
step
is
the
change
to
eligibility
to
make
sure
we
are
in
alignment
with
AODA
guidelines.
The
next
major
activity
is
to
pilot
the
family
of
services
concept,
and
we
are
still
formulating
the
plan
and
detailed
timeframe
to
address
the
other
initiatives.
E
We
develop
proposed
eligibility
changes
in
line
with
AODA
and
we
developed
proposed
application
and
appeal
processes
and
right
now
we're
in
public
consultation
with
and
that
we
reviewed
through
a
human
rights
and
diversity
lens.
We
made
sure
we
consulted
with
again
with
our
a
CAC
committee
will
consult
we
consulted
with
TTC
staff,
physicians
and
we're
doing
extensive
stakeholder
engagement
and
consultation,
and
if
you
want
I,
can
answer
at
the
end.
E
How
many
excuse
me,
the
different
groups
that
we
went,
we've
been
to
and
met
still
continue
to
meet
with
we're,
also
working
with
the
GTHA
transit
partner
agreement
to
work
towards
the
common
standards,
we're
presenting
all
of
the
findings
and
our
recommendations
for
new
eligibility
criteria
in
this
September,
and
then
the
eligibility
will
launch
sometime
after
that.
Obviously,
in
time
for
January
1
2017,
we
hope
to
get
it
in
sooner
so
that
we
can
get
going
and
that
existing
customers
we
have
to
develop
a
real,
fair.
E
So
our
eligibility
goals
are
about
supporting
the
expanded
number
of
Toronto
citizens
eligible
for
wheel,
trans
under
to
Ontario
legislation,
offer
our
customers
greater
equity
freedom
and
spontaneity
of
travel
through
improved
wheel,
trans
and
accessible
conventional
system
and
focus
on
new
customers.
First,
we
need
to
bring
in
all
of
those
customers
that
we
didn't
consider
before
and
then
reassess
current
customers
over
a
three-year
period,
using
the
same
criteria
to
ensure
everyone
is
treated
equitably
and
ensure
that
the
wheel
trans
service
is
available
for
all
those
who
need
it.
So.
E
When
we
look
at
what
what
the
equity
really
means
and
I'm
sure
I
don't
need
to
tell
this
room
that,
but
if
we
compare
it
against
equality,
equality
means
treating
everyone
the
same,
and
we
want
to
make
sure
our
focus
is
on
equity.
To
make
sure
everyone
gets
the
access
that
we
provide
the
level
of
service
individually,
that
each
person
needs
to
ensure
that
they
cheap
the
same
result
and
they
get
the
same
access
to
opportunities.
E
The
conditional
category
as
as
provided
by
AODA
gives
us
the
opportunity
to
leverage
the
conventional
transit
system,
those
parts
of
it
that
is
accessible
with
a
net
result
of
achieving
freedom
and
spontaneity
of
travel.
The
current
wheel,
trans
offering
is
two
categories:
unconditional
unable
to
use
conventional
transit
at
all
and
temporary
that
they
only
need
it
for
a
certain
period
of
time.
When
we
add
conditional,
we
can
leverage
the
conventional
system
and
again
give
that
freedom
of
travel
and
greater
reaching
distance
and
speed
that
customers
are
looking
for.
E
E
So
to
answer
some
of
your
other
questions,
this
eligibility
initiative
earlier
in
the
presentation
I
presented
a
high-level
view
of
the
13
initiatives.
Each
initiative
identifies
a
number
of
actions
that
must
be
taken
to
achieve
the
desired
outcomes.
These
outcomes
impact
both
will
trans
operations
as
well
as
the
customer.
The
eligibility
initiative
is
the
first
and
I
will
also
speak
about
family
of
services.
Customer
relations,
community
and
stakeholder
engagement
and
also
changes
to
operations
management
changes
to
eligibility
is
the
first
critical
activity
for
will.
E
Trans
and
we've
met
with
the
other
North
American
operators,
as
well
as
York
Region,
Oakville,
Burlington,
Milton,
peel
region,
Durham
and
Hamilton
to
understand
what
they
had
done
because
all
have
already
made
their
changes.
Peel
has
just
implemented
their
changes,
so
we
revised
the
application,
processes
and
associated
forms
and
we
identified
impacts
on
other
two
other
initiatives.
E
The
changes
were
done
through
using
and
with
the
support
of
subject
matter,
experts
from
the
TTC's
diversity
and
Human
Rights
Department
and
human
rights.
Lawyers
from
the
TTC's
legal
department
have
been
heavily
involved
to
make
sure
that
the
eligibility
criteria,
the
forms
and
the
appeal
process
has
been
developed
with
the
right
lens
as
well.
A
cot
TTC's,
Advisory,
Committee,
on
accessible
transit
is
also
providing
advice
and
recommending
changes
for
the
elimination
of
just
on
the
application
form
itself.
E
So
a
key
change
in
eligibility
is
really
our
focus,
and
today
we
focus
on
the
mobility
device
itself.
That's
through
the
application
process.
The
mobility
device
is
what
is
awarded
points
and
how
the
customer
uses
it
in
the
future.
It's
about
the
individual
persons,
the
applicants,
ability
to
use
conventional
transit
eligibility
will
include
cognitive,
mental
and
sensory
disabilities,
as
well
as
physical
disabilities
and
disabilities
may
be
permanent
or
temporary,
as
identified
under
the
Human
Rights
Code,
but
again
not
limited
to
physical,
sensory,
cognitive
or
mental.
E
So
the
application
form
the
proposed
form
will
include
an
application
to
be
filled
out
both
by
the
applicant
and
his
or
her
healthcare
provider.
The
goal
is
to
automatically
approve
a
significant
portion
of
the
applicants
without
needing
to
send
them
to
for
any
kind
of
assessment,
and
that
best
practice
says
that
we
could
be
able
to
automatically
approve
around
75%
of
applicants.
Pre-Screening
will
not
be
required,
but
would
offer
the
applicant
an
opportunity
to
self
assess
prior
to
filling
out
the
application
form.
E
The
appeal
process
will
change
and
will
be
formalized.
The
applicant
will
fill
in
a
standardized
appeal
form
and
the
appeal
panel
will
see
the
original
application,
the
appeal
form
and
the
original
functional
cognitive
assessment
we're
still
developing
what
the
composition
of
the
appeal
panel
would
be,
but
we
are
looking
to
include
an
occupational
physical
therapist.
So
it's
not
just
somebody
from
the
TTC,
but
it
would
be
a
panel
of
experts
to
review
any
additional
information
the
customer
wanted
to
provide.
E
We
also
wanted
to
bring
information
today
on
what
family
of
services
mean
and
that
the
TTC
currently
operates
a
family
of
services
with
its
subway
network
street
car
bus
and
community
bus,
as
well
as
wheel
trends.
The
will
trans
family
of
services
initiative
is
about
leveraging
the
existing
accessible
transportation
options
within
the
TTC
to
support
the
growing
number
of
registered
will
trans
customers.
E
This
initiative
will
address
a
wide
range
of
issues,
including
the
implementation
path
which
routes
and
when
can
they
come
online
procedures
for
passenger
handoff,
ride,
booking
and
scheduling,
as
well
as
a
travel,
assist
or
travel
support
program
to
insist,
assist
individual
customers
with
using
the
conventional
system
if
they
want
to
and
if
they
can,
a
pilot
is
scheduled
for
early
2017
and
would
initially
involve
all
in
Tier
customers
using
candidate
routes.
We
will
be
consulting,
of
course,
with
our
a
cat
committee
through
the
pilot
and
members
of
the
disability,
access
ability.
E
Inclusion
committee
can
also
you
can
volunteer
to
be
part
of
the
pilot
and
make
sure
that
you'd
give
us
tips
on
what
we're
doing
right,
where
we
need
to
make
improvements.
Our
goal
is
to
leverage
all
accessible
modes
of
transportation
to
support
our
customers,
as
well
as
the
significant
investment
the
city
has
made
and
making
the
TTC
accessible.
E
As
far
as
the
customer
relations
initiative
goes,
will
trends
differs
somewhat
from
the
broader
TTC
and
that
it
has
a
much
more
intimate
relationship
with
our
with
our
customers.
Our
customer
base,
while
sharing
common
desires
with
the
broader
population
such
as
independence
and
spontaneity
of
travel,
brings
an
additional
set
of
needs.
These
twin
requirements
necessitate
and
extra
focus
on
the
customer
relationship
that
goes
deeper
than
that
of
the
conventional
system.
Policies
related
to
requirements
for
same-day
service
bookings,
as
well
as
the
late
cancellation
no-show
policy
will
be
part
of
the
review.
E
E
The
operations
management
initiative
is
critical
for
us
to
support
our
growing
number
of
customers
and
successfully
implement
family
of
services.
The
focus
of
this
initiative
is
on
our
own
internal
processes
and
the
technology
we
use
to
deliver
on
our
new
mandate.
We
need
to
develop
tools
to
help
us
manage
our
customer
relations
and
help
our
customers
work
more
effectively
with
us
in
the
way
that
they
want
to
to
plan
their
trips.
The
opportunity
to
help
us
understand
our
customers
better
and
help
better
plan
for
the
future.
E
A
You
great
thank
you
very
much
Eva.
That
was
a
fairly
detailed
presentation.
I
do
appreciate
that
you
are
coming
back
to
our
committee
after
seeing
us
not
too
long
ago
and
it's
nice
to
see
some
of
those
updates
and
revisions.
I
want
to
open
the
floor
to
our
committee.
Members
for
questions
of
Eve
Oh
hands
are
going
up,
definitely
Joe
and
then
Tracy
and
Darren
and
Terry
Lynn.
Okay
go
ahead.
F
F
E
Through
the
chair,
yes,
the
the
term
or
the
use
of
the
term
form
is
is
more
about
it.
The
the
series
of
questions
that
it
would
be
and
that
our
intention
is
is
to
provide
it
in
whatever
accessible
format
is,
is
necessary
for
in
order
for
a
persons
to
have
their
health
care
provider
complete,
something
or
fill
in
something
there.
E
There
might
be
some
need
to
provide
paper,
but
we're
not
like
we
will
use
whatever
method
is,
is
the
most
easily
used
by
customers
and
then
that
we
can
get
it
that
the
bottom
line
is
we
need
to
get
the
information
we
need
to
make
that
assessment
and
and
quickly
move
somebody
through
the
process
of
registration.
So,
yes,
point
taken.
C
Yes,
a
couple
of
questions
I'm
still
not
quite
clear
on
your
presentation,
and
perhaps
this
is
still
something
you're
consulting
about
and
figuring
out
on
what
the
conditional
criteria
will
be.
You
know
so
I'm
just
not
sure
what
that
means
and
who's
going
to
decide.
The
conditions
are
right
on
any
given
day
for
a
person
to
use
it
right.
C
I
guess
one
of
my
fears
is
that
someone's
just
going
to
say:
oh,
you
can
do
it
and
then-
and
you
don't
have
a
choice,
and
you
know
your
transportation
options
will
feel
very
limited.
So
that's
the
one
question
and
the
second
question,
just
in
thinking
from
the
customer
experience
side
of
things
with
the
family
of
service.
If
say
a
wheel,
trans
vehicle
is
going
to
pick
someone
up,
get
them
to
the
nearest
accessible,
subway,
stop
and
then,
at
the
other
end
wheel,
trans
is
picking
them
up
to
get
them
to
where
they're
going.
C
It
might
sound
good,
because
it's
only
five
kilometers
or
whatever
I'm
wheel
trans
each
way,
but
it's
still
I
presume
going
to
be
multiple
pickups
people
could
be
on
the
bus
for
some
time
before
they
get
to
the
subway
and
then
on
the
wheel,
trans
bus
again
for
some
time
at
the
other
end,
so
I'm
just
wondering
if
there's
been
thought
given
to
what
the
total
like
what
the
parameters
will
be
for
the
total
ride.
Time.
Duration
right
now,
there's
a
policy
of
about
90
minutes
which
is
hard
to
stick
to
it
doesn't
always
happen.
C
Sometimes
people
are
on
on
board
longer
for
various
reasons,
but
at
least
there's
a
goal
of
90
minutes.
That's
considered
reasonable
and
I'm
wondering
if
that
90
minutes,
you
know
how
that
could
possibly
apply
to
the
whole.
You
know
ride
duration
from
a
customer
point
of
view,
or
are
people
going
to
have
to
be
factoring
three
hours
you
know
to
get
somewhere
at
each
end
of
their
trip,
which
is
really
not
good.
E
Thank
you
through
the
chair
to
answer
your
first
question
about
conditional
and
who
makes
the
decision
the
customer
will
make
that
decision.
The
customer
will
decide
and
inform
us
via
the
again
through
the
application
process
and
and
through
the
assessment
process
of
necessary,
is
what
those
conditions
are,
and
so,
when
could?
If
the
quote
there
is
a
proposed
question
of.
When
could
you
use
conventional
and
that's
the
customer
that
decides
I
can
use
conventional
when
the
weather
is
good.
E
I
cannot
use
conventional
when
there's
snow
on
the
ground
or
I
have
a
good
day
bad
day.
Disability
therefore
I
can
use
it
when
I
feel
good.
So
again
it
would
be
the
customer
that
will
make
that
decision
I
on
both
sides.
I,
don't
want
to
put
the
customer
and
I
don't
want
to
put
our
reservation
us
in
the
position
to
get
into
that
conflict.
E
So
then
the
system
shouldn't
be
offering
journeys
that
would
include
a
subway
or
the
new
Eglinton
LRT
in
the
future.
So
that's
more.
The
idea
of
collection
of
the
information
is
about
what
kind
of
information
should
the
system
be
offering
to
the
reservation
as
to
offer
to
the
customer,
but
in
the
end
it's
the
customer's
choice
and
to
your
second
point,
so
the
total
parameters
again
I.
Take
your
point.
Yes,
it's
90
minutes
is
the
current
policy.
We
haven't
looked
to
change
that
at
this
time.
E
E
It's
not
a
direct
as
the
crow
flies
time,
but
it
is
a
based
on
a
reasonable
conventional
route
to
time,
but
then,
without
putting
somebody
what's
a
normal
time
and
then
without
putting
somebody
to
undue
hardship
of
how
long
they
should
be
essentially
trapped
on
a
vehicle
so
point
taken
on
both
sides.
Thank
you.
Our.
F
Thank
you
for
your
presentation.
I
found
it
very
informative.
I
have
a
two-part
question.
You
had
mentioned
that
you're
in
the
process
of
establishing
an
appeals
panel
I'm
just
wondering
how
do
you
currently
address
appeals
that
are
received
and
who's
responsible
for
rendering
a
decision
on
those
appeals.
E
Through
the
chair,
the
appeal
panel
presently
is
that
the
customer
is
resent
for
another
evaluation
with
a
different
group,
so
they're
taken
through
the
same
list
of
application
questions
in
person
that
they
would
have
been
done.
The
first
time
to
see
if
their
result
is
different,
so
rather
than
putting
somebody.
The
proposal
for
the
new
panel
is
that
we
wouldn't
put
somebody
through
another
assessment.
We
really
would
just
look
at
the
criteria,
plus
any
further
information
that
the
customer
wanted
to
provide.
It's
less.
F
E
H
E
Through
the
chair,
why
do
people
have
to
re-register
so
that
we
capture
the
same
information
about
them
that
other
customers
have
so
that
they
are
we're
able
to
schedule
and
offer
the
same
kind
of
trips
depending?
If
somebody
right
now
is
just
a
permanent
that
if
they
might
find
that
they
use
the
conventional
system,
they
would
move
into
the
conditional
category?
And
then,
when
we
offer
the
trips,
the
the
trip
offerings
would
be
based
on
again
their
conditions
and
their
preferences.
So
it's
really
is
about
just
capturing
new
information.
E
We
are
developing
the
the
most
fair
and
again
least
intrusive
way
to
do
that.
There
would
be
some
customers
that
would
considered
permanent
and
would
move
to
unconditional.
Those
really
aren't
the
ones
that
we
want
to
have
the
conversation
with,
but
there
are
those
we
know.
Some
of
our
customers
do
take
the
conventional
system.
E
B
E
Through
the
chair,
we
will
start
in
2017
and
continue.
We
think
it'll
take
us
about
three
years
to
get
through
by
that
time,
we'll
probably
be
at
up
up
at
around
50,000
registrants
up
under
the
old
system.
So
it'll
probably
take
time
to
go
through
that
and
again
we
have
not
developed
what
the
process
of
rear
edge
astray
ssin
is,
unfortunately,
right
now
we're
focused
on
new
eligibility
and
what
the
new
process
looks
like.
E
I
Thank
you
for
your
presentation
and
for
coming
back
to
talk
to
us
again
for
clarifying
a
number
of
the
questions.
I
think
we
had
discussed
previously
so
I
have
a
few
questions
that
relate
specifically
to
the
pilot,
so
one
of
them
is
when
will
not
predefined
routes
be
tested,
and
how
are
you
managing
to
factor
that
into
the
evaluation
of
the
system?
I
My
concern
is
that
you
know
if
you're
talking
about
predefined
routes,
that
you'll
have
pretty
positive
results
from
your
pilot,
but
in
fact,
in
reality,
when
people
are
actually
using
the
system,
they
may
encounter
difficulties
that
they
don't
encounter
on
that
particular
pilot
and,
secondly,
you've
spoken
about
volunteers
being
involved
in
that
pilot.
Are
the
volunteers
to
be
compensated
for
their
time
if
they're
taking
part?
Those
are
my
two
questions
through.
E
The
chair,
so
when
will
we
going
to
not
predefined
routes?
That's
a
very
interesting
question,
because
we
we
know
our
customers
now
are
booking
trips
to
take
themselves,
to
a
subway
station
or
to
a
bus
station.
We
know
that's
happening
and
we
would
consider
that
already
a
family
of
services
journey.
E
As
far
as
when
will
we
not
define
predefined
routes,
I
would
like
to
say
I.
Don't
I,
don't
know
that
I
want
that
to
happen.
I
would
like
to
say
that
the
importance
is
that
we
carefully
control
what
we're
doing
we
carefully
control
that
we
don't
put
a
customer
on
a
route
where
we
can't
confidently
say
the
all.
E
The
bus
operators,
for
example,
have
been
trained,
that
we
can't
confidently
say
that
the
stops
are
are
accessible
or
enough
of
the
stops
are
accessible,
so
we
don't
want
to
just
send
customers
out,
although
at
their
own
choice
they
would,
but
we
wouldn't
necessarily
use
it
as
part
of
the
pilot
offerings.
The
idea
is
that
then
we
could
control
where
the
pick-up
and
drop-off
points
are
and
that
we
can
more
closely
manage
that
we
will
not
see,
seek
to
turn
or
convert
as
much
of
our
trips
initially
into
family
of
services.
E
Trips
we're
starting
very
slow
with
a
goal
of
one
percent
of
all
trips
next
year,
being
a
family
of
services
trip.
So
if
our
trips
next
year
are
over
four
million,
just
one
percent
of
four
million-
isn't
that
many
again
so
that
we
can
can
learn
from
it
and
we
might
learn
that
we
should
never
send
somebody
out
on
a
route
that
we're
not
prepared
for.
E
So
the
pilot
is
really
for
our
learning
of
the
best
way
to
structure
that
and
the
best
way
that
we
need
to
set
up
the
software
to
book
the
trips
and
communicate
to
the
customers.
What
family
of
service
is
about
and
also
the
travel
assist
program.
What
we
might
need
to
make
sure
is
included,
and
then
your
second
question
on
volunteers.
E
It's
about
volunteers
of
will,
trans
customers
who
are
volunteering
to
combine
their
journeys,
so
their
normal
trip
would
be
an
A
to
B
point-to-point
trip
and
if
they
would
like
to
volunteer
as
my
normal
journey
includes
a
designated
route,
and
would
they
like
to
participate
in
that?
So
we
weren't,
assuming
that
there
would
need
to
be
a
payment
process,
as
as
the
exchanges
that
we
still
guarantee
that
we
get
them
to
their
destination.
H
I
asked
questions
earlier
specifically
about.
There
was
a
question
about
the
pre-screen,
but
also
why
do
people
have
to
re-register
and
I
could
be
off
base
here?
Truly,
this
is
not
my
strengths
but
I'm
kind
of
looking
at
it
from
a
cost-benefit
analysis.
It
just
seems
like
a
huge,
endeavor
and
expensive
to
re-register
existing
customers,
I'm
wondering
if
that,
could
you
know
I'm
leaning
towards
without
having
all
the
information
fairly
I'm
leaning
towards
cutting
that
process
out
entirely.
H
It
doesn't
seem
like
necessary,
I'm
glad
that
the
pre-screen
is
not
mandatory
and
I
guess
I
feel
like
if
I
don't
say
everything
other
folks
are
gonna
pick
up
on
these
things,
but
a
couple
of
things
I
wouldn't
want
to
have
a
pilot.
That's
so
engineered
because
regular
transit
users
of
the
TTC
of
wheel,
transit
have
disabilities
and
we
come
across
bumps
and
bruises
all
the
time,
sometimes
quite
literally,
and
if
the
purpose
of
a
pilot
is
to
see
where
the
problems
might
arise,
the
pilot
shouldn't
be
designed
to
be
problem
free
in
any
way.
I
In
the
system,
so
I
guess
what
I'm
saying
is:
I'm
encouraging
you
to
to
think
about
that
element
of
spontaneity
and
freedom
of
movement
that
underpins
the
principles
that
you
were
presenting
here
today
and
understand
where,
at
what
point
in
your
in
your
pilot,
do
you
transition
to
those
being
the
actual
principles?
And
you
demonstrate
that
that's
possible
for
people
with
disabilities
to
do?
I
And
the
second
point
is
to
come
back
to
what
Terri
Lynn
said
and
also
my
question
around
the
volunteers
is
I'd
just
like
to
reiterate
that
if
people
are
volunteering,
their
time
and
they're,
providing
you
with
feedback,
it
is,
it
is
considered
customary
to
provide
them
with
some
kind
of
compensation.
So,
if
you're
doing
any
kind
of
research,
typically
and
you're
asking
people
to
provide
you
with
their
time
and
thinking
about
a
problem
that
you're
trying
to
solve,
you
do
generally
offer
them
a
gift
card
or
some
kind
of
financial
compensation.
I
So
if
I
could
also
just
you
know,
underscore
that
that's
an
important
piece
of
this,
particularly
because
you
know
you're
also
talking
about
people
with
disabilities
who
who
are
not
compensated
in
lots
of
other
ways.
So
you
can
be
talking
about
people
who
are
unemployed,
who
are
on
ODSP,
who
are
not,
who
don't
have
access
to
other
forms
of
renumeration
anyway.
So
thanks.
A
H
I
do
apologize,
I
am
trying
I
just
wanted
to
say
too
and
I
I
think
a
huge
challenge
that
the
TTC
has
right
now
and
I
will
say
that
this
has
been
reflected
in
my
travel
experience
is
that
the
shelters
are
not
accessible.
The
wait
areas
are
not
accessible
and
that's
like
a
huge
consideration
for
many.
Many
people
with
disabilities
and
so
I
just
want
to
flag
it
again,
because
it
is
so
important.
H
I
This
is
I,
think
a
fundamental
part
of
being
able
to
access
the
TTC,
particularly
if
you're
using
it
for
employment.
You
would
be
traveling
at
times
where
you
know
you
have
high
volumes
of
people
in
the
system.
There
is
something
that
is
not
happening
for
people
who
are
regular
users
of
the
TTC
around
the
priority
blue
seats
for
people
around
even
just
moving
out
of
the
way,
so
somebody
in
a
wheelchair
can
get
on
to
the
car
and
that
I'm
just
talking
about
a
very
limited.
You
know
experience
of
using
transit
during
high
volume
periods.
I
There
is
a
my
recommendation.
Is
that
and
I
think
we
talked
about
this
last
time
there
that
there
be
conscious
thought
put
into
some
kind
of
an
educational
strategy
both
for
drivers
for
people
who
work
on
the
TTC
and
for
customers
of
the
TTC
around
what
is
going
to
be
needed
when
people
with
disabilities
really
are
being
filtered
into
the
standard
system,
because
currently
there
is,
in
my
opinion,
a
real
lack
of
understanding
around
those
particular
issues
and
in
practice
that
could
be
the
biggest
downfall
to
you,
trying
to
actually
have
an
integrated
approach.
A
Great
thank
you
very
much
for
those
comments
and
there's
no
further
comments.
Then
I'd
like
to
just
move
to
receive
the
presentation
for
information.
Ok,
thank
you
very
much
chairman
and
thank
you
Eve
for
for
coming
back
to
our
committee.
We
know
that
the
work
that
you
have
underway
is
is
very
important
and,
as
you
can
tell
for
the
for
the
members
of
the
committee,
it's
also
important
for
them
that
that
we
get
this
right.
Okay,
thank
you!
Okay,
so
we
have
one
final
item.
A
If
you
recall
it
was
added
to
the
agenda
and
we
are
going
to
call
upon
I
believe
this
is
a
item
number
six.
It
is
sorry
I'm
trying
the
universal
design
a
new
residential
construction.
We
have
a
presentation
from
the
on
older
women's
network,
as
well
as
the
association
of
design
professionals
for
accessibility,
just
being
mindful
of
time
and
I
know
that
come
on
come
on
up
Ronnie,
just
being
mindful
of
time.
A
I
know
that
some
of
the
members
will
not
be
able
to
stay
for
the
full
presentation
and
perhaps
not
participate
in
the
in
the
discussions.
Ronnie,
you
have
a
slide
presentation
that
you've
prepared
for
us.
That
is,
is
several
pages
long
I'm
gonna
give
you
the
same
ten
minutes
that
we
provide
all
our
presenters.
B
You
ed,
please
good
morning,
I
think
I
can
help
resolve
this
counselor
longtime
and
members
of
the
committee
I'm
here
from
the
older
Women's
Network,
which
has
been
a
voice
for
midlife
and
older
women.
Since
1988
and
my
we
have
a
partner
organization
which
my
partner
should
be
sitting
here,
but
her
son
had
his
graduation
this
morning.
B
She
thought
it
was
tomorrow,
so
we
didn't
know,
and
so
unfortunately
she
couldn't
make
it,
and
so
I
am
sad
to
say,
but
I
think
it'll
probably
be
better
for
you,
people
that
we
don't
have
that
slide
presentation
now.
I
could
give
you
a
few
highlights
of
what
we're
trying
to
achieve
or
our
our
goal
and
some
of
the
things
we're
doing
and
then
leave
it
to
you
to
decide.
If
you
want
to
hear
the
presentation
at
the
next
meeting,
possibly
or
however,
you
want
to
do
it,
you've
got
it
in
writing.
A
B
A
B
So
we
we
have
come
to
the
conclusion
that
we
need
to
make
some
radical
changes
in
the
way
we
design
new
buildings,
and
so
our
initiative
is
to
promote
Universal
Design
and
far
from
it
being
something
completely
radical
and
new.
We
have
been
you
know
in
our
research.
We
know
that
there
has
been
across
the
world
a
lot
more
going
on
than
what
we
have
here
in
Canada,
because
I'm
just
going
to
mention
that
Norway's
have
been
working
to
achieve
to
achieve
universal
design
by
2025.
B
So
they're,
working
on
that
at
raising
awareness
and
Singapore
has
has
a
government
fund
for
accessibility
to
support
modifying
existing
structures
to
make
them
more
accessible.
That
you
know
it's.
It's
and
Ireland
has
a
center
of
excellence
in
universal
design,
supporting
professional
development
by
integrating
universal
design
principles
into
into
curricula.
So
there
are
initiatives
happening
all
over
the
world
and
we're
saying
you
know
in
Canada:
are
our
actual
federal
housing
standards
have
not
or
exclude
Believe,
It
or
Not?
The
National
Building
Code
is
excludes
housing
from
their
from
their
provisions.
So
housing
is
not.
B
I'm
sure
you
all
know
this
I'm
sure
you've
had
other
presentations
about
design
and
your
your
knowledge
is
quite
extensive,
so
I'm
not
going
to
go
into
detail.
That's
what
this
presentation
was
going
to
be,
but
I
did
want
to
mention
a
couple
of
things
that
we're
doing
we're.
Actually,
we've
had
an
appoint
with
the
Daniel's
developer,
which
you
know
showed
us
that
there
is
some
movement.
They
actually
have
their
own,
the
Daniel's
corporation.
They
have
their
own
development
innovation
department
for
universe.
B
So
they
actually
made
some
motion
about
considering
this,
which
I,
which
we
were
very
pleased
to
you
know
it
was
extremely
helpful
to
us
to
know
that
the
city
you
know
that
the
some
of
the
politicians
are
becoming
more
and
more
conscious
of
that
one
of
the
counselors
were
asked
us
to
help
him
with
some
of
his
work
in
the
neighbor
in
the
community,
and
we
have
Thea
Kerdi
our
partner
here.
Who's
supposed
to
be
here.
Association
of
design.
Professionals
for
accessibility
is
truly
not
an
absolute
expert
on
this
whole
topic.
B
She
works
for
a
company
that
does
this.
During
the
day.
They
do
audits
of
buildings,
public
buildings
mainly,
but
you
know
she
has
been
working
on
this
for
over
10
years
and
she's
well
familiar.
She
helps
develop
the
standards
and
for
different
municipalities
to
in
Ontario,
so
I
mean
it's
just
very
encouraging.
We've
we've
we've
started
this
about
I'd,
say
eight
months
ago,
and
we've
come
quite
a
distance
already
and
we're
planning
a
big
event
in
the
fall.
B
Hopefully
by
late
fall
that
we
would
invite
politicians
and
developers,
and
we
would
like
some
champions
too.
You
know
developers
and
other
people
to
be
the
champions
for
this,
so
this
is
what
we're
aiming
for
to
get
some
momentum
and
in
in
the
event
that
we
come
back
to
you
we'll
give
you
more
details.
We
haven't
said
any
date
or
anything,
but
hopefully
we
would
encourage
you
to
take
part.
Thank.
A
B
B
So
we
feel
that
we
should
put
the
emphasis
on
the
multi-unit
buildings
I
think
it's
a
lot
easier
to
build
accessible,
a
single
how
homes
than
it
is
apartments
I
mean
in
terms
of
the
cost
of
you,
know
the
land
and
everything.
So
we
we
have
found
that
there
are,
you
know,
there's
always
going
to
be
resistance
on
the
part
of
developers,
but
we
we
want
to
you
know:
let's
try
to
initiate
this
or
how
do
I
say,
make
it
more
likely
that
they
will
listen.
B
A
Recognizing
that
and
I
thank
you
for
that
that
answer.
I
do
certainly
appreciate
that
there
are
times
advocacy
organizations
and
groups.
We
have
to
be
strategic
on
what
we
asked
for
so
we
can
be.
We
may
set
up
this
at
the
table
for
the
second
round
of
requests.
So
again
referring
to
the
I
guess
almost
the
letter
that
you
have
you
are
you
asking
this
committee
for
an
endorsement
of
the
campaign.
B
Well,
that
would
be
the
yeah
I
think
anything
that
you
can
do
to
you
know
to
give
us
support
and
to
further
this
initiative.
It
shouldn't
just
be
our
initiative.
We
want
it.
We
want
to
be
able
to
say
that
this
is
something
that's
there's
a
need
for
that.
We've
shown
that
there's
a
need.
So
if
anyone
would
like
to
participate,
I
know
a
Rehema
is
on
our
group
and
other
people
who
would
be
interested
certainly
an
endorsement
would
be
very
much
appreciated,
but
anything
else.
That
is
a
committee
that
you
can
do.
H
Guess
I
feel
like
I
feel,
like
Christine,
you
might
be
working
on
a
motion
with
Janice
and
so
I'm
wondering
like
I
want
to
support
the
idea
of
well.
Let
me
back
this
up.
Part
of
your
report
was
also
about
Aging
in
Place.
I
did
read
that
I.
Don't
have
the
report
in
front
of
me,
but
I
think
maybe
maybe
I
wrote.
More
robust
motion
would
be
to
me
sure
that,
like
that,
the
city
supports
housing
being
in
the
National
Building
Code
initiatives.
No,
because
that's
broader,
it's
not
a
whole
lot
different
and
I.
H
Think
like
in
the
service
of
accessibility.
It
would
leave
that
motion
up
to
more
people.
Potentially,
however,
I
do
have
a
question,
though
more
question
about
I
know
where
city
services-
and
this
is
like
it
like
a
different
level
of
policy
but
I-
think
we
can
still
support
like
national
initiative
right
I
believe.
A
The
request
is
to
the
advocacy
program
and
campaign
is
to
amend
the
provincial
Building
Code,
which
guides
all
construction
and
design
in
Ontario,
especially
with
respect
to
the
multi
residential
units.
Perhaps
what
I
can
do
is
I,
maybe
I
can
table
the
motion.
I
have
I,
don't
want
to
lose
too
many
people
and
we
need
seven
for
quorum,
but
I
also
don't
want
Ronnie
to
leave
our
committee
empty-handed.
She
has
sat
through
three
hours
of
other
people's
presentations
and
I
want
I.
Think
the
request
that
you
have
is
fairly
straightforward,
so
I.
B
A
Think
the
the
experience
that
we
have
at
the
City
of
Toronto
is
that
the
way
Toronto
goes
Ontario
goes
in
that
national
housing
codes
have
have
generally
been
amended
because
of
emergency
measures
or
or
changes
to
the
code.
I
just
give
you
an
example:
we
had
a
situation
of
falling
glass.
If
you
recall
it
seemed
like
one
summer
glasses
raining
across
the
city.
We
made
some
emergency
amendments
and
and
recommendations
to
the
province.
They
took
them
up
very
quickly
and
I
that
sort
of
set
off
a
conversation
and
a
change
of
things
afterwards.
A
So
what
I
wanted
to
do
is
to
make
sure
that
we
are
able
to
at
least
provide
some
some
support.
Even
if
it's
symbolic
support
to
to
the
older
women's
network
and
to
the
association
of
design,
professionals
and
accessibility,
we
can
always
say
I
can
table
the
motion.
You
can
take
a
look.
If
you
want
to
change
the
language,
we
can
do
that
as
well
and
I'm.
Just
gonna
put
this
on
I.
H
H
A
Yeah
no
I
was
just
borrowing
the
language
of
the
campaign
and
the
letter
itself
I
wanted
to
make
sure
that
we
were
going
to
fall
in
line
with
what
they're
asking
for.
But
if
we
were
to
remove
the
language
I'm,
just
gonna
read
it
because
I'm
going
to
table
the
motion
to
read
it
and
and
then
address
some
teri
lens
comment.
A
So
my
motion
is
that
the
disabilities
access
and
inclusion
Advisory
Committee
endorsed
the
campaign
to
promote
Universal
Design
in
construction
of
all
new
multi
residential
buildings
and
to
support
the
objectives
to
men,
the
provincial
Building
Code
to
ensure
accessibility,
inclusive
inclusivity
for
all.
So
if
it's
a
matter
of
striking
the
words
multi-residential
mm-hmm
I
can
I
can
I.
B
Any
I
think
it
would
be
all
right,
I
mean
it
would
be
it,
wouldn't
it
wouldn't
make
it
any
less.
It
would
certainly
make
it
broader.
So,
okay,
so
we'll
do
that.
Well,
this
is
a
colleague
for
my
committee,
she's
she's,
saying
it
wouldn't
pass
I,
don't
know
what
that
well,
I,
don't
know.
I
I,
think
I'd
love
to
say
you
know
just
go
ahead
and
do
this
and
well
no
I,
think.
A
It's
there's
gonna
be
two
things
for
us
to
consider.
One
is
for
us
to
make
sure
that
we
provide
language
in
a
motion
of
some
type
of
support
statement
that
will
be
useful
exactly
yes,
you
know
sending
you
often
a
different
course.
All
of
a
sudden,
you
have
to
respond
to
something
that
you're
not
prepared
to.
So
if
it's
and
I
know
sometimes
we
love
to
reach
I'm,
always
taking
on
more
than
I
can.
B
A
A
So
if
it's,
if
we
are
procedurally
out
of
order,
because
basically
our
recommend
occations
will
go
to
City
Council
right,
it
goes
to
the
executive
and
goes
to
City
Council
if
we're
procedurally
out
of
order,
if
we're
actually
overreaching
the
scope
of
the
committee
they'll,
let
us
know
all
right
to
to
to
make
it
more
palatable.
I'd
suggest
that
we
probably
stay
with
the
language
of
the
motion.
H
I
guess
the
multi
versus
residential-
it's
not
really.
My
idea
per
se.
I
was
just
also
trying
to
speak
to
the
part
in
the
report
that
was
talking
about
Aging
in
Place.
That's
all!
But
yes,
if
this
makes
it
easier
for
it
to
pass
I,
don't
I,
don't
I,
don't
have
an
issue,
but
I
was
trying
to
work
those
things
out
in
my
head.
L
F
Mm-Hmm
and
maybe
Nichole
correct
me
if
I'm
wrong
on
this,
but
I
believe
section
3.8
of
the
Ontario
Building
Code
and
the
amendments
that
were
put
in
place.
January
1st
2015
already
speak
to
accessibility
within
multi-level
residences,
so
I'm
wondering
if
we
need
to
include
that
or
if
we
can
just
endorse
the
campaign.
That's
before
us.
A
D
So,
thank
you.
Darren
I,
but
you're
correct
the
amendments
to
section
3.8
of
the
Ontario
Building
Code
have
specific
requirements
for
new
construction
and
renovation.
They
do
differentiate
between
different
size
of
buildings,
but
any
building
with
more
than
or
any
suite
with
more
than
300
square
feet
would
have
to
comply
with
the
full
section.
3.8
amendments
where,
as
any
suite
under
300
square
metres,
would
have
limited
requirements
to
comply
with
the
section
3.8.
A
Okay,
I
think
what
we
can
do
is
the
motion
is
sweeping
in
general
enough
that
it
actually
catches
everything.
So
if
the
code
has
been
amended
and
it
actually
stipulates
some
conditions
for
requirements,
I
think
we
can
all
pretty
much
agree
at
this
committee
is
that
we
don't
want
any
exemptions
to
the
rule.
We
want
every
alt
and
that's
the
whole
purpose
of
Universal
Design.
Is
that
everything
we
should
think
through?
We
should
make
it
as
widely
accessible
and
usable
for
everyone
exactly.
A
You
is
the
right
thing
that
we're
doing
so
I'm,
just
gonna
mend
my
own
motion
and
add
the
word
endorse
the
living
in
place
campaign,
so
we're
very
clear
on
which
campaign
it
is
that
we're
endorsing
all
those
in
favor,
okay,
so
passed
and
adopted.
Thank
you
very
much.
This
pretty
much
concludes
the
end
of
our
meeting.
A
We
want
to
thank
our
clerks
Janice
and
the
staff
who
are
here
and,
of
course,
Nicole
for
always
being
so
helpful
and
able
to
provide
really
great
technical
answers
on
the
fly
without
much
looking
up
of
anything
and
we'll
see
you
folks
in
September
have
a
fantastic
summer,
there's
a
lot
to
do
in
the
city
and
I'm
sure
I'll
see
you
out
in
the
communities.
Okay.