Chief Accessibility Officer- (FT) - Toronto, ON

You’ll feel great about a career with March of Dimes Canada

At March of Dimes Canada, our collective work matters. As a leading national charity backed by a history of more than 70 years of impact, we’re dedicated to being Canada’s leading service provider, resource, and advocate, empowering people with disabilities to live and thrive in communities nationwide. Our collective efforts are rooted in our Purpose, Vision, and Mission, which inform how we drive all our work forward.

The opportunity

We have an exciting full-time permanent opportunity for a Chief Accessibility Officer! 

The Chief Accessibility Officer (CAO) is a transformative executive role, responsible for defining and advancing MODC’s bold vision to be a national leader in accessibility and disability inclusion. Reporting directly to the CEO and serving as a key member of the Executive Leadership Team, the CAO champions enterprise-wide accessibility by embedding inclusive principles into every facet of MODC’s strategy, operations, services, culture, and governance. This role is both visionary and operational, facilitating systemic change through the meaningful engagement, participation, and representation of people with disabilities

Why This Role Matters

The CAO will be instrumental in shaping the future of accessibility and inclusion for MODC and ultimately helping ensure our communities benefit from this work. This role is an opportunity to lead lasting change, elevate disability inclusion as a national priority, and ensure that MODC’s mission of inclusion becomes reality for all

Key Strategic Responsibilities:

1.     Enterprise Strategy and Systems Change

·       Lead the co-creation and execution of MODC’s multi-year Accessibility and Inclusion Strategy, integrating accessibility and inclusion into organizational planning, talent, innovation, risk, budgeting, procurement, and governance.

·       Position accessibility as an ethical duty, strategic imperative and competitive advantage by embedding it as a core pillar of MODC’s brand, strategy, and impact framework.

·       Drive organization-wide transformation through thought leadership and continuous improvement methodologies.

2.     Workforce Inclusion and Culture Change

·       Partner with the Chief People Officer to embed disability inclusion throughout the employee and volunteer lifecycles.

·        Champion representation and advancement of people with disabilities across all levels of the organization, with a focus on leadership, governance, and advisory roles.

·       Inspire cultural transformation and build the pathway to expand disability literacy across MODC, through coaching, training and capacity-building initiatives that dismantle ableism and build inclusive community engagement and leadership practices.

3.     Inclusive Design: Digital, Built, and Program Environments

·       Collaborate with IT, Facilities, and Service Innovation teams to embed WCAG compliance, usability testing, and inclusive UX/UI principles into all environments.

·       Lead strategic initiatives in collaboration with staff, volunteers and service users with lived experience to address inequity and technological barriers.

4.     Stakeholder Engagement and Systems Advocacy Working in collaboration with the CEO and the Vice President, Strategy, Impact and Social Change:

·       Build strategic alliances with disability communities, governments, policy influencers, and institutional partners to advance inclusive policy, funding, and public awareness.

·       Amplify the perspectives and expertise of people with disability through research, consultations, co-design sessions, roundtables, and other engagement efforts.

·       Represent MODC in national forums, media, and policy arenas as a recognized voice for accessibility, equity, and systems innovation.

5.     Measurement, Accountability, and Transparency

·       Implement rigorous measurement frameworks, enterprise accessibility audits, and key performance indicators tied to MODC’s strategic outcomes.

·       Lead data-driven decision-making using disaggregated metrics that reflect intersectionality, community impact, and progress on equity goals.

·       Ensure transparency through regular public and internal reporting, driving accountability and shared ownership for inclusion

Qualifications and Experience:

• Advanced degree in disability studies, organizational leadership, law, public policy, or a related discipline.
• Minimum 10 years of senior leadership experience, including 5 or more years in senior roles focused on accessibility, equity, or inclusion.
•      Proven experience leading enterprise accessibility or equity strategies in large, complex, and multi-jurisdictional environments.
•      Track record of influencing policy, partnering with communities, and embedding inclusive practices in human services, public, or non-profit sectors. Knowledge, Skills & Lived Experience
•      Lived experience of disability, and deep allyship grounded in authentic community engagement.
•      Advanced knowledge of disability justice frameworks, accessibility legislation and the social model of disability.
•      Expertise in inclusive design, change leadership, intersectional equity, and reconciliation-informed approaches.
•      Demonstrated capacity to inspire transformation, challenge status quo thinking, and cultivate inclusive, future-ready systems

Important Details

Hybrid work arrangement

Deadline: Please apply online with your cover letter and resume by August 30, 2025

Questions about working at March of Dimes Canada?

For general inquiries, you can reach us at recruitment@marchofdimes.ca

We value the health & safety of our employees 

MODC is committed to ensuring a healthy and safe work environment. We encourage all current and prospective employees to receive Covid-19 vaccinations and booster doses as recommended by Public Health. This reflects our dedication to safeguarding the health and wellbeing of our workforce.

Need accommodations? We're here to help!

MODC is committed to a workforce that is reflective of the diverse populations we serve. We welcome applications from qualified individuals from all backgrounds and abilities. In accordance with accessibility and human rights legislation across Canada, MODC will provide accommodations to job applicants with disabilities and other protected needs. If you require accommodation, please notify us and we will work with you to meet your needs. We are committed to a selection process and work environment that is inclusive, equitable, accessible, and barrier-free.

Our Reconciliation, Equity, Accessibility, Diversity, and Inclusion (READI) approach

MODC is dedicated to building and advancing an inclusive and welcoming culture. It’s also why we’re focused on attracting, retaining, and supporting diverse people. Thanks to our progressive practices, team members of all abilities and backgrounds are encouraged to access the opportunities and supports they need to grow, thrive, and succeed. Our READI approach is rooted in our shared belief that championing equity and empowering ability starts by investing in our team members— and in our shared culture — so that we all feel included, safe, and confident at work every single day.