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Christopher Lytle MA CDS

About Christopher Lytle MA CDS

Christopher Lytle MA CDS, is the principle consultant and owner of Christopher Lytle Consulting (CLC). CLC consults on human rights and helps organizations incorporate requirements for the Accessibility for Ontarians with Disabilities Act (AODA). Christopher has been involved with disability and human rights issues for ten years. During this time he has participated in the drafting of the Convention on the Rights of Persons with Disabilities and has been involved in its subsequent promotion and implementation in Canada as well as several countries in Africa, Central America, Asia and Europe. He has held a seat on the board of directors for the Canadian Council for International Cooperation (CCIC) as a representative of the Council of Canadians with Disabilities' (CCD) International Human Rights Committee and he has spearheaded numerous capacity building projects with the purpose of promoting human rights, equality and accessibility.

By Christopher Lytle MA CDS | 2 Minutes Read November 29, 2016

Disability as a variable – A new optic

Looking at an Ontario Human Rights Commission discussion paper released in 2001, the aspects that make what is called intersectionality so appealing to a modern view of identity is that it does not pigeon hole a person as being represented by a sole code ground, or identity that is legally protected against discrimination.

Article by Christopher Lytle MA CDS / Accessibility Standards, Employee Relations, Human Rights / accommodation, code ground, Disability, disability as a variable, discrimination, duty to accommodate, employment law, human rights code ground, intersectionality, undue hardship

By Christopher Lytle MA CDS | 2 Minutes Read August 31, 2016

Intersectionality: Re-think your pre-think

We need to take a step back and reassess our assumptions that preclude those who are marginalized. We need to get a sense of how we can think inclusively while building roads to view human diversity as more than a product of a singular association or identity. The concepts of accommodation, accessibility and inclusion that an organization uses have to be robust enough to pay respect to the fact that people are a system of identities that continuously flow and change.

Article by Christopher Lytle MA CDS / Accessibility Standards, Employee Relations, Employment Standards, Human Rights / accessibility, employment law, human rights, human rights code, inclusion within the workplace, inclusive work environment, people with disabilities, the inclusion of people with disabilities, workplace accommodation

By Christopher Lytle MA CDS | 2 Minutes Read July 29, 2016

Definition of disability and the Ontario Human Rights Commission

When creating policies that make statements about accessibility, attempts should be made to view disability as a social system instead of a schedule of impairments in order to align an organization’s forward movement with principles of Human Rights. Also, the time is long past due for an evaluation of how intersecting identities can create unique accessibility and accommodation needs.

Article by Christopher Lytle MA CDS / Accessibility Standards, Employee Relations, Human Rights / accessibility, accessibility in the workplace, accommodation, definition of disability, Disability, disability and accessibility needs, employment law, human rights, OHRC, Ontario Human Rights Code, Ontario human rights commission, universal symbol for accessibility, workplace accommodation, workplace policies

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