ACCESS EQUITY

Canada has moved from an era of exclusion, where people with disabilities were a burden to society, to an era of inclusion, where people are starting to recognize that a diversity of changing abilities can happen to anyone over their lifetime.

Disability is not a minorities’ issue.
Did you know that one in seven people in Ontario has a disability?
The AODA – Accessibility for Ontarians with Disabilities Act – issued in 2005 requires all levels of government, non-profits, and private sector businesses in Ontario with one or more employees to comply with its accessibility requirements. Thus, identifying and removing barriers that prevent a person with a disability from fully engaging in any societal activity.
Disabled individuals are active members of our society with significant purchasing powers. It would be considered a business hazard if you were to refuse service for 1.85 million people! Yes, 1.85 million Ontarians are disabled as of 2021; therefore, it is only wise to provide them with a decent service as you would do other customers.
Access equity is, above all, a moral duty. Our experts at UTS Group can help you make the right decisions.

Are handicap door openers required?

Individuals with disabilities commonly face physical barriers which limit their movement. By installing automatic doors such as swing doors or sliding doors with safety sensors, you ensure easy access for everyone.
A push-button activates the power opener of a handicap automatic door.
The AODA clearly states:

• Requirements for power door operators to be provided at the entrance door and entry vestibule of most buildings.
• Requirements for power door operators at the door to amenity rooms – such as party rooms or movie rooms for building residents – in multi-unit residential buildings.

Which door size is required for wheelchair access?

AODA requirements for entrance doors and washroom doors:

• Every doorway located in a barrier-free travel path shall have a clear width of not less than 34 inches when the door is in the open position.
• Minimum 35-inch-wide openings for disabled washroom doors.

Do all exits need to be accessible?

Older buildings were not designed to have accessible exists. Yet, if you are a property owner or manager, we urge you to place clear signage and help make your building’s exits easily identifiable.
AODA exit accessibility requirements:

• Focus on clear signage.
• Train your staff and contract workers to be prepared for emergency scenarios.
• Implement visual and tactile notifications.
• Designate areas of refuge such as stairways allowing for two-way communication and space for two wheelchairs in every exit stair and smoke-proof elevator lobbies.
• Put up emergency elevators.
• Include a visual alarm as part of the auditory alarm system.
• Include simple and accessible tactile evacuation maps using Canadian braille. The maps should be placed in a high-traffic location and be large enough to read.

Which doors need to be AODA compliant?

You must ensure easy access to disabled individuals into essential areas of your building.
Entrances, vestibules, washrooms, elevators, and amenity rooms must comply with AODA standards.
Please note that a corporation can be fined up to $100,000 per day for being non-compliant. If found guilty, directors and officers of a corporation with fiduciary responsibility are liable to a fine of up to $50,000 a day.

UTS Group

UTS group operates all over the Greater Toronto area – Canada and offers you a wide range of high-end products. We supply, install, and maintain everything related to automatic doors, access control, security cameras, intercom, locksmith, and more.
At UTS Group, you are purchasing a complete service, not just a product. We are an advanced security company with more than a decade of proven quality services. We guarantee total concept to implementation training and 24/7 after-sales support.
Our experts can help you make your building AODA compliant and avoid monetary penalties. Call us today; we provide handicap-accessible doors to various industries.
PLEASE NOTE: This document does not constitute legal advice and is meant only as a guide.