We invite the UM community to contribute their feedback, helping us identify areas for improvement and potential gaps in resources. Your input is essential in making the policy as effective and responsive as possible. 

Feedback will be collected through various forums to promote inclusivity and accessibility, and we encourage the entire UM community to provide feedback using this anonymous online form by December 15, 2024. 

In 2019, a comprehensive review led to significant updates to the Sexual Violence Policy, with input from the UM community. This updated policy was expanded to cover all forms of sexual violence, including sexual harassment and sexual assault. In September 2022, two additional sections, “Receiving Disclosures” and “Mandatory Referrals,” were added to enhance clarity and support. 

As with previous policy updates, the community will be informed of any changes once the updated policy is approved. 

The content of the Sexual Violence Policy, while specific to the University of Manitoba, must adhere to provincial and federal laws including the Freedom of Information and Protection of Privacy Act and the Personal Information Protection Act. 

Sexual Violence Resource Centre  

Community input in policy review is an important part of ensuring that our policies reflect the needs of the community we serve. That said, we recognize the heavy nature of this work. The UM has a number of supports available including the Sexual Violence Resource Centre (SVRC).  

The SVRC provides a safe, confidential space for survivors and those supporting them, offering information, resources, and support with a trauma-informed and survivor-centered approach. These services are available to all UM faculty, staff, and students. 

To reach out to the SVRC: 

• Email: svrc@umanitoba.ca 

• Phone: 204-474-6562 

Additionally, UM offers a broad range of supports and resources that are available for students as well as for faculty and staff. 

• Student Supports 

• Community resources for faculty and staff 

This year, Amnesty International Canada dedicated its campaign to the youth of Asubpeeschoseewagong (Grassy Narrows) First Nation and their ongoing fight for clean water. The community’s water supply was contaminated by mercury from industrial pollution in the 1960s and ’70s. Since then, residents have suffered from adverse health effects linked to mercury poisoning.

The event was hosted by the Office of Human Rights and Conflict Management and the Neil John Maclean Health Sciences Library. It was spearheaded by Ilaneet Goren, human rights and conflict management advisor.

“As a university that works to promote human rights and dignity for all through research, teaching and work with communities, it’s important for us to locate our work in the larger social and global context,” said Goren.

The write-a-thon kicked off with an overview of the situation in Grassy Narrows, stories of human rights defenders from around the world and tips for effective letter-writing, either in hard-copy or email format. U of M community members were invited to drop in to the library to contribute messages calling on the federal government to take action on providing clean water, or letters of support to the youth of Grassy Narrows.

Participants could also write letters in support of other human rights cases being highlighted by Amnesty International; fact sheets about the cases were provided.

Allison Balasko and Brendan Games Gordon, first-year students at the Max Rady College of Medicine, stopped by to write letters of support.

Balasko said she thinks it’s important for people to educate themselves about human rights violations that are happening around the world.

“It’s really eye-opening for someone to bring these stories to the forefront for you,” said Balasko. “In health care … you don’t always realize how the impacts of social determinants, such as poverty, and different types of human rights violations can affect someone’s health. I think it’s important to step outside of your bubble and do something.”

Gordon said the medical students have learned about injustice experienced by Indigenous communities, and the write-a-thon was an opportunity to put that learning into practice.       

“We have an entire Indigenous health component that teaches us to understand past wrongs, how to ameliorate those wrongs and move forward with reconciliation,” he said.

“We talk about health from both a preventable and treatable standpoint. We talk about our positions, not just as future physicians who will advocate for patients, but also for entire communities.”

Every year around International Human Rights Day, as part of the Write for Rights campaign, hundreds of thousands of people around the world send a letter or email on behalf of someone they have never met to speak out against human rights abuses. This year, all 10 global cases focused on young people under the age of 25 who are a leading force for change.

“The event is our way to show solidarity with human rights defenders around the world, many of whom are students,” said Goren. “By learning their stories and adding our voices, we are reminded that we are not working in isolation. We are part of a global community, linked by our collective desire to live free from violence and oppression.”

“We are really thrilled about this new, integrated, central resource,” says Jackie Gruber, human rights and conflict management office, who is one of the hub’s coordinators. “The Accessibility Hub provides support and solicits feedback, while promoting the importance and visibility of accessibility at the university. It is intended to serve the community and anyone seeking information about accessibility and accessibility resources available at the U of M.”

The newly-created hub is part of the U of M’s evolving Accessibility Plan to identify, prevent and remove barriers to accessibility as required under the Accessibility for Manitobans Act, which passed into law in December 2013. A first version of the U of M’s plan was released in December 2016.

“Accessibility is an integral part of an outstanding work and learning experience for our students, faculty and staff,” says Greg Juliano, associate vice-president (human resources).

“The Accessibility Hub is one more way to promote inclusion and diversity and achieve higher levels of accessibility at the University of Manitoba. Whether you are a visitor to U of M, a student, or someone working as support staff or faculty, we want to ensure that our campuses are open and welcoming to all and that information and resources are easy to find.”

The U of M’s Accessibility Hub can be found at: http://umanitoba.ca/accessibility/. Visit the site for continually updated accessibility news, information and resources.

Under the Accessibility for Manitobans Act, which the University of Manitoba fully supports, each Manitoba organization is required to develop and publish a plan of strategies to identify, prevent and remove barriers to accessibility.

“I am extremely proud of this comprehensive plan, which goes above and beyond what is expected, and illustrates the university’s deep commitment to an accessible, inclusive campus for all,” says Jackie Gruber, human rights & conflict management officer, at the U of M who coordinated the creation of the plan. “I want to thank the steering committee members and the accessibility planning subcommittee for all their time and hard work on creating the plan.”

The U of M has a history of improving accessibility and awareness through student advocacy and accessibility services, the office of human rights and conflict management, and initiatives such as Access Awareness Day. Recently, the U of M has made significant strides in accessibility, including revision of the Accessibility policy in January 2015 and the Bona Fide Academic Requirements initiative, which is currently underway. More information on the University’s efforts in relation to the AMA can be found here.

“We are committed to creating a welcoming campus for visitors and an outstanding work and learning experience for our students, faculty and staff,” says David Barnard, president and vice-chancellor at the University of Manitoba, in the newly released plan. “I commend the work of the Accessibility Steering Committee for their focus and dedication in ensuring the University meets the requirements of the Accessibility for Manitobans Act.”

The Board of Governors approved a new standalone sexual assault policy for the University of Manitoba community at its June 22^nd meeting. The new policy is designed to provide support to individuals who experience sexual assault and to provide guidelines and training to community members on how to respond to a disclosure of sexual violence.

A new sexual assault website was created as part of the implementation of the policy. The site serves as a resource to help those who are looking to get or give support.

Under the previous policy sexual assault and other forms of sexual discrimination and sexual violence were covered under the Respectful Work and Learning Environment as well as other policies at the U of M.

“There was a drive to try and make things simpler and easier to understand so we went through a very long period of consultation with the community. One of the responses we received was the need to have a separate standalone policy for sexual assault,” says Gottheil.

The policy was the culmination of an extensive consultation process. Consultation took place with many different groups on both the Bannatyne and Fort Garry campuses. In total, 17 presentations were given to students, staff and faculty.

“The standalone nature of the new policy emphasizes the seriousness of the issue. We did talk about including it within existing policies, which govern behaviour on campus, and determined that it warranted a unique and special amount of attention,” says Gregory Juliano, Associate Vice-President (Human Resources).

“We were not the first university out of the gate to announce such a policy – but this is because we took the time to get it right. We engaged in very extensive consultations and research.”

UMSU representatives were among those who helped draft the new standalone policy. Dara Hallock, Vice-President, Advocacy was elected after the draft was finalized, but did vote positively for it when the policy was passed by the Board of Governors.

“It means a lot to me the University has a standalone policy on sexual assault. To me it means that the U of M values the seriousness of such assaults and by outlining within the policy the need for such things as education on consent and sexual violence, it means they care about changing the culture of consent here on campus,” says Hallock.

Hallock had the chance to discuss the issue with many of her counterparts across the country this summer. She says she’s grateful for the opportunity to speak with other student leaders about these issues and says the U of M is making progress in the areas of consent culture and sexual violence prevention. She says she was proud to share with other union executives how cooperative the administration at the U of M has been involving student leaders from UMSU and the GSA.

“We have consent culture workshops offered through UMSU for free, we have bystander intervention training being offered for students and staff through the university, and we have a standalone policy. Many student unions are still advocating for the things we now have mandated.”

One of the key elements of the new policy is the recognition that an individual who experiences sexual assault will retain control over the process of reporting a sexual assault. The university may decide to intervene in the case of a minor or if there is an obligation to protect the campus community from harm.

“We want a safe and inclusive community,” says Gottheil. “We take sexual assault seriously. We’re going to respect the person who experiences sexual assault, we’re going to support them and take their direction as to how they want to have an issue resolved.”

The response rates were high, with a total of 556 respondents, split between faculty (83 at 15%), staff (271 at 49%) and students (138 at 25%). 111 (11%) chose not to identify in any of those three categories.

The survey results showed a reoccurring theme of acknowledgement of the positive efforts in accommodations that removed barriers, says Krystyl Bergen, the U of M’s accessibility coordinator and accessibility workshop leader.

Krystyl Bergen is the U of M’s accessibility coordinator. // Supplied photo

“Survey respondents mentioned examples ranging from workplace accommodations to inclusive and accessible learning environments and university wide initiatives with compliance of the AMA, among others,” she says.

“People also told us that they appreciated the great supports of Campus life, Employee Wellness, Student Accessibility Services, and one-on-one instructor supports throughout both campuses.”

The survey results will inform our plan to identify, prevent and remove barriers to accessibility at the U of M, a plan legally required to be published in December 2016 as part of the Accessibility for Manitobans Act (AMA), which became law in December 2013. The University of Manitoba is committed to creating an inclusive and accessible community for all faculty, students and staff.

The AMA will be implemented over time and includes five main standards with individual time frames, to be addressed in order: customer service, employment, information and communication, transportations and built environment.

The survey invited the university community to provide feedback on any barriers to accessibility in our work and learning environment. All suggestions will be considered in the University’s objective of identifying ways we can improve our organization, building upon our goals as identified in the U of M’s strategic plan, of providing accessibility and reasonable accommodation.

ACCESSIBILITY SURVEY RESULTS

The survey yielded a total of 556 respondents, split between faculty (83 at 15%), staff (271 at 49%) and students (138 at 25%). 111 (11%) chose not to identify in any of those three categories.

Following are the original questions from the survey, along with survey results.

1. Considering a very broad range of needs and abilities, I feel that I am a person with a disability that requires an accommodation.

Yes – 120 people, 21.6%

No – 436 people 78.4

Question 1 Comment Themes:

-Temporary vs. permanent disability

-Physical

-Visual

-Mental health = all ranging

-Hearing

-Accommodation

2. I have experienced or witnessed attitudinal barriers.
[Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, Strongly Disagree]

Strongly Agree                               74
Agree                                                 207
Neither Agree Nor Disagree      104
Disagree                                           88
Strongly Disagree                         37

3. I have experienced or witnessed informational and communication barriers.
[Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, Strongly Disagree]

Strongly Agree                               56
Agree                                                 221
Neither Agree Nor Disagree      109
Disagree                                           72
Strongly Disagree                         31

4. I have experienced or witnessed technological barriers.
[Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, Strongly Disagree]

Strongly Agree                               55
Agree                                                 177
Neither Agree Nor Disagree      124
Disagree                                           97
Strongly Disagree                         29

5. I have experienced or witnessed systemic barriers.
[Strongly Agree, Agree, Neither Agree nor Disagree, Disagree, Strongly Disagree]

Strongly Agree                               137
Agree                                                 194
Neither Agree Nor Disagree      64
Disagree                                           53
Strongly Disagree                         29

Questions 2-5: Comment Themes

Major themes included:

-Attitudes (38 comments)
-Elevators (20)
-Navigation between buildings -> inside and out (18)
-Washrooms and Accessible Washrooms (18)
-Accessibility for classrooms (for students and instructors) and Lecture theatres (16)
-Websites (15)
-Old buildings (15)

Other themes that emerged: accessible doors or lack thereof (13); education (11); accommodation (10); better planning (10) inaccessible documents (10); positive experiences (8); assumptions made (7); mental health and lack of knowledge (8); snow and ice clearing and winter accessibility (5); accessible parking (5); scents (4); policy (3).

Overall in Questions 2-5 comments, attitudes and physical and architectural barriers were the most commonly discussed.

6. Question 6: Select your top 3 priorities for our accessibility plan:
[Attitudinal Barriers, Information and Communication Barriers, Physical and Architectural Barriers, Systemic Barriers, Technological Barriers]

Student Priority #1: Physical & Architectural 33.59%

Student Priority #2: Information and Communication 31%

Student Priority #3: Technological

Staff Priority #1: Physical and Architectural 47%

Staff Priority #2: Information and Communication 29%

Staff Priority #3: Technological 22%

Faculty Priority #1: Physical and Architectural 49%

Faculty Priority #2: Info and Communication 30%

Faculty Priority #3: Technological 25%

Overall Priorities:

#1: Physical and Architectural 43%

#2: Info and communication 29%

#3: Technological 22%

Demographics:

31 people identified themselves as students and staff

5 identified as staff and faculty

1 identified as student and faculty

1 identified as students, staff and faculty

For further information about accessibility at the U of M, go to: http://news.umanitoba.ca/the-accessibility-for-manitobans-act-at-the-u-of-m/
Read more here: news.umanitoba.ca/planning-for-accessibility-beyond-the-law/
and here: news.umanitoba.ca/planning-for-accessibility-resources/

Also see more on the Accessibility for Manitobans Act (AMA)

Join the discussion on accessibility at the Visionary Conversations event on Thursday, Dec. 8, 2016 at the Robert B. Schultz Theatre, St John’s College, Fort Garry campus.

The new policy is designed to provide support and training guidelines to assist in dealing with incidents of sexual assault and is the culmination of an extensive consultation process.

Frequently asked Questions

What is the Sexual Assault Policy?

The Sexual Assault Policy provides guidance, assistance and support to members of the University community who have experienced sexual assault or have received a disclosure of sexual assault.  The policy sets out a consistent process for responding to sexual assault that ensures that members of the University community understand their respective rights and obligations when reporting or responding to a sexual assault.

When was the policy passed and when will it take effect?

The policy was passed by the Board of Governors on June 22, 2016 and will become effective on September 1, 2016.

Was there consultation with parties outside of the Behavioural Policy Working Group?

Yes, as with the other updated and new behavioural policies a total of seventeen  presentations were made including to Senate, each of the unions (UMFA, AESES, UNIFOR, CUPE AND CUPE Engineering), Provost’s Council, Associate Deans (Undergraduate), Student Experience Committee, to staff members within Student Support, to the Sexual Assault Working Group (SAWG), to the UMSU senior sticks to UMSU Council to the University Discipline Committee and to the broader community at both Fort Garry Campus and Bannatyne Campus. In addition all UM community members were given the opportunity to provide anonymous feedback via email.

Why has the Sexual Assault Policy as a stand-alone policy been created?

Feedback provided from extensive consultations with members of the University community recommended that the University introduce a stand-alone Sexual Assault Policy.

What are some of the main revisions all University of Manitoba community members should be aware of?

· Recognizes that the individual who experiences sexual assault is the final decision-maker about own interests;

· Outlines who in the University will be consulted for purpose of support and advice;

· Enshrines responsibility of the University to maintain a website to support those affected by sexual assault, those who receive a disclosure and to educate the broader community;

· Provides academic/work accommodations and safety plans to individuals affected by sexual assault; and

· Provides for reports to be prepared by the HRCMO outlining the number and types of complaints received under the policy, the number and types of investigations conducted, de-identified information regarding disclosures that have been reported to the HRCMO and de-identified information regarding particularly important cases.

Whom should I contact if I have any questions or concerns regarding the Sexual Assault Policy?

Contact the Office of Human Rights and Conflict Management 204-474-6348 or email Human.Rights@umanitoba.ca

However, you may have questions about what’s encompassed by the audit or about accessibility. If so, register for the Accessibility Audit Workshop, which takes place every week over the summer and into the fall until Sept. 27, alternating between the Fort Garry and Bannatyne campuses.

The workshop is being offered by the change management and project services office in partnership with the human rights and conflict management office, in preparation for the first standard (customer service) of the Accessibility for Manitobans Act (AMA), passed as legislation in December 2013. Though targeted to appointed accessibility audit unit members, the workshop is open to all.

Kystyl Bergen leads the Accessibility Audit Workshop. // Supplied photo

Accessibility Audit Workshop: ‘Interactive, engaging’

The Accessibility Audit Workshop includes group discussion and activities, and participant feedback has been very positive, says Krystyl Bergen, who is the U of M’s accessibility coordinator and workshop leader.

“It’s just so cool to see how people engage with each other in the sessions because they actually care about this,” she adds. “The most common feedback is that participants really enjoy how interactive and engaging the session is, and that they learn a lot through the discussions.”

The University of Manitoba is committed to creating an inclusive and accessible community for all faculty, students and staff. According to the CNIB, “accessibility means access. It refers to the ability for everyone, regardless of disability or special needs, to access, use and benefit from everything within their environment.”

Barriers to accessibility, including attitudinal, systemic, technological, physical and architectural, information and communication barriers, exist all over U of M campuses. These barriers can limit participation in campus life; the U of M is dedicated to removing or reducing these barriers in order to make our campuses more accessible for all.

The 90-minute workshop session covers the following:

• What is accessibility?
• What is the Accessibility for Manitobans Act (AMA)?
• How to identify barriers to accessibility.
• How to complete the unit accessibility audit.

The session also provides an overview of accessibility principles, enabling participants to further the discussion about accessibility and the AMA within their units.

Discussions and audits will aid in collecting the information needed to complete the accessibility audit, and will inform the University of Manitoba’s first accessibility plan, required by law to be completed in December 2016. Unit audits need to be done by Oct. 14 in order to be incorporated into the accessibility plan.

Additional resources will also be provided during the session to facilitate the process following the workshop.

Register for the Accessibility Audit Workshop. If you have any questions about the workshop, contact Krystyl Bergen at: Krystyl.bergen@umanitoba.ca

For additional information, see the letter from President Barnard introducing the accessibility survey. Also see more on the Accessibility for Manitobans Act (AMA).

Read more here: news.umanitoba.ca/planning-for-accessibility-beyond-the-law/

and here: news.umanitoba.ca/planning-for-accessibility-resources/

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Disability Accommodations Checklists from the province’s Disabilities Issues Office

http://www.accessibilitymb.ca/disability-accomodations-checklist.html

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Various checklists re: planning accessible meetings and events

Guide to Planning Inclusive Meetings

• Human Resources and Skills Development Canada

http://www.esdc.gc.ca/eng/disability/arc/inclusive_meetings.pdf

Planning Accessible Meetings and Events A Toolkit

• American Bar Association Commission on Disability Rights

http://www.americanbar.org/content/dam/aba/administrative/mental_physical_disability/Accessible_Meetings_Toolkit.authcheckdam.pdf

Planning for Accessibility A Checklist for Inclusion

• McMaster University

https://www.mcmaster.ca/hres/Planning%20for%20Accessibility%20-%20A%20Checklist%20for%20Inclusion.pdf

Guide to Accessible Events

• Ryerson University

http://www.ryerson.ca/content/dam/accessibility/resources/guide_to_accessible_events.pdf

Planning Accessible Meetings and Events

Massachusetts Dept. of Public Health

http://www.mass.gov/eohhs/docs/dph/com-health/healthy-aging/accessible-events.pdf

Checklist for Planning Accessible Meetings and Events

• US Dept of Transportation Disability Resource Centre

http://connectoncampus.ca/files/access.pdf

Accessible Meeting Checklist

Access & Equity – Hamilton

http://www.hamilton.ca/sites/default/files/media/browser/2015-12-10/seat-accessible-meeting-checklist.pdf

Accessible Events A Guide for Meeting and Event Organisers

• Meetings and Events Australia

http://www.meetingsevents.com.au/downloads/Accessible_Events_Guide.pdf

A Planning Guide for Accessible Conferences

• Council of Ontario Universities

http://www.accessiblecampus.ca/wp-content/uploads/2013/09/A-Planning-Guide-for-Accessible-Conferences.pdf

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Additional Resources

Web Content Accessibility Guidelines (WCAG) 2.0: http://www.w3.org/TR/WCAG/

WebAIM and WAVE Evaluation Tool: http://webaim.org/

Office Documents: Accessible Digital Office Documents (ADOD): http://adod.idrc.ocad.ca
Mobile Apps (BBC Guidelines): http://www.bbc.co.uk/guidelines/futuremedia/accessibility/mobile

The Example of Microsoft: https://www.microsoft.com/en-us/design/inclusive

Human [dot] Rights [at] umanitoba [dot] ca

These are a few of the myths about inclusive design that need to be combatted with facts, says director of the Inclusive Design Research Centre at OCAD University, Jutta Treviranus. Of the facts, it’s significant that one in five of us will experience a disability at some time in our lives, she points out — which means that all of us should consider how to make our environment more accessible and inclusive.

Treviranus visited the U of M on Tuesday, March 15 to speak to Manitobans about inclusive design principles in light of the Accessibility for Manitobans Act, which became legislation in December 2013. The event was hosted by the Accessibility Network of Post Secondary Institutions, the Office of Human Rights and Conflict Management and other partners across campus.

Five new standards are intended to achieve substantially higher levels of accessibility in Manitoba; customer service is the first standard for development. All standards created under the Act apply to the provincial government, the broader public sector, and the private and not-for-profit sectors in Manitoba.

In 2016, and every second year thereafter, the Act will require the University of Manitoba to prepare accessibility plans that address the identification, prevention, and removal of barriers.

The law, says Treviranus, is just the first step.

What comes after the law? Our choices

Now that the AMA has passed into law, the public sector is working towards implementing the new standards, the first of which (customer service) must be met by 2017.

To help with this large undertaking, the University of Manitoba, alongside other Manitoba universities and colleges, formed an Accessibility Network of Post Secondary Institutions in order to collaborate on implementation.

Recruiting the community to help and participate together, says Treviranus, allows everyone to work together towards building solutions that start as “incomplete, impermanent and imperfect,” pooling resources and even providing a public repository for data, information, knowledge and wisdom.

As she notes, “Since laws are not agile, our choices within the law are important.” She emphasizes the importance of responsive, iterative solutions that focus on collaboration among diverse perspectives.

The “fail early and often” approach also has distinct “learning advantages” — along with an approach that rewards and highlights exemplars and progressive effort,” she says.

According to Treviranus, “Designing for diversity [is] enlightened self-interest.” Assistive technologies (AT), though helpful, are not enough. They also entail an impossible technical task in trying to cover compatibility with all systems. Our design approach needs to go beyond meeting needs of the (non-existent) “average” user to become “design that considers the full range of human diversity with respect to ability, language, culture, gender, age and other forms of human difference,” she says.

Instead, and unlike AT, proactive inclusive design costs less because it considers at the outset a whole range of abilities. Inclusive design improves usability, increases customer satisfaction and loyalty and competitive advantage.

And of course, she adds, inclusion is ultimately better for our communities: for our families, for those around us, for ourselves.

Integration over segregation

There are three dimensions of inclusive design Treviranus suggests: Keep the process systemic or pervasive (with “virtuous” rather than “vicious” cycles), participatory and personal — thereby supporting personalization and co-design, and emphasizing integration over segregation.

Why participatory co-design? Because “diversity trumps ability.” Participatory design is bigger, more connected, more complex — allowing for more successful planning, more accurate prediction and greater creativity than isolated approaches. She suggests a focus on the tools and systems rather than the “instance,” through authoring tools, creating and sharing templates and development tools, and changing internal processes and procurement language.

Platforms that can help support an “inclusive culture change,” she says:

• engage many stakeholders
• match demands with supply, pool resources, tools and exemplars
• provide a public repository for data, information, knowledge and wisdom
• draw on an ever-growing and diverse community of practice
• provide training for skills, competencies and expertise
• engage the community
• use bottom-up verification, recruit the community
• reward and highlight exemplars and progressive effort
• are fueled by use and collective production

She also suggests engaging compliance support tools, training, human capacity and reporting support.

The merits of accessibility and inclusion are no longer something to debate anymore, Treviranus says: “the evidence is irrefutable, it affects all of us, the health of our society depends upon it.”

It’s now time, she adds, to shift the focus from the “why” to the “how.”

Resource Links
Web Content Accessibility Guidelines (WCAG) 2.0: http://www.w3.org/TR/WCAG/

WebAIM and WAVE Evaluation Tool: http://webaim.org/

Office Documents: Accessible Digital Office Documents (ADOD): http://adod.idrc.ocad.ca
Mobile Apps (BBC Guidelines): http://www.bbc.co.uk/guidelines/futuremedia/accessibility/mobile

The Example of Microsoft: https://www.microsoft.com/en-us/design/inclusive

Contact: Human.Rights@umanitoba.ca

>> See also: “Planning for accessibility: Resources”