Legal area / Accessibility
1. Accessibility statement
The Armani Group undertakes to make its websites accessible in compliance with Italian Legislative Decree no. 106, transposing Directive (EU) 2016/2102 of the European Parliament and of the Council. The Armani Group provides accessibility statements for websites that are part of the Armani group as indicated below, ordered alphabetically by name of the reference website. The accessibility statement for each website has been published in a special section that can be reached from the homepage as required by law.
Website name | Web address | Statement update date |
Armani.com (which includes the sections: Giorgio Armani, Emporio Armani, EA7, Armani Exchange, Armani/Casa, Armani/Fiori, Armani Restaurants and Armani Clubs) | 17 October 2024 | |
Armani/Dolci | 5 September 2024 | |
Armani Hotels | 28 August 2024 | |
Armani Nobu Milan - Delivery | 29 August 2024 | |
Armani/Silos | 6 September 2024 | |
Armani/Values | 5 September 2024 |
1.1 How to send suggestions and contact details of the provider
The process we have launched is very important to us and feedback from our users is essential: if you encounter any problems or have any advice or suggestions while using our websites, please contact us at the following link www.armani.com/contactus.
2. Armani.com accessibility statement
1 AODA Multi-Year Accessibility Plan
Effective period: 2025–2029
1.1 Purpose, Scope, Statement of Commitment and Accessibility Policies
Giorgio Armani Canada Corporation (“GACC”, the “Company”, or “we”) is committed to ensuring equal access and participation for people with disabilities. GACC is dedicated to treating people with disabilities in a manner that respects their dignity and independence. We believe in integration and equal opportunity, and we are committed to meeting the needs of people with disabilities in a timely manner. GACC will do so by removing and preventing barriers to accessibility and by meeting its obligations under the Accessibility for Ontarians with Disabilities Act, 2005 (“AODA”) and the Integrated Accessibility Standards Regulation (“IASR”), as well as under the Ontario Human Rights Code.
1.1.1 Scope
This Plan applies to all GACC operations, employees, retail locations, digital properties and third parties acting on GACC’s behalf in Canada. The requirements expressed in this Plan as legal obligations are those arising under the AODA and the IASR, and other accessibility legislation applicable in Canada.
This Multi-Year Accessibility Plan (the “Accessibility Plan”) outlines GACC’s strategy to identify, remove, and prevent accessibility barriers and to comply with applicable AODA requirements. The Plan describes:
- Accessibility policies maintained by GACC;
- Measures taken and planned to meet AODA requirements; and
- Timeframes for achieving accessibility objectives.
This Accessibility Plan will be reviewed and updated at least once every five (5) years, or more frequently as required.
1.2 Communication Standards, Feedback, and Accessible Formats
This Accessibility Plan is publicly available and will be provided in an accessible format upon request. Requests for accessible formats or accessibility support may be directed to GACC using the contact information set out in this Plan. If the Company determines that it is not technically feasible to convert the information or communications or that the technology to convert the information or communications is not readily available, we shall, upon request, provide the person that requires the information with an explanation as to why the information or communications are unconvertible; and a summary of the unconvertible information or communications. Accessible formats and communication supports are provided in a timely manner, taking into account the person’s accessibility needs, at a cost that is no more than the regular cost charged to other persons, and in consultation with the requester in order to determine the suitability of the format or support.
The Company has a process in place for receiving and responding to feedback, including feedback about the manner in which we provide services to persons with disabilities. We will ensure that those processes are provided in accessible formats and with communication support upon request. Information on our feedback process is available to the public upon request and posted on GACC’s website. Feedback may be submitted through any of the channels listed in Section 1.6. GACC acknowledges and responds to feedback within a reasonable period of time, using the channel preferred by the person providing it.
To the extent required by the AODA, GACC ensures that its internet websites and web content that it controls directly, or through a contractual relationship that allows for modification, conform with WCAG 2.0 Level AA, except where meeting the requirement is not practicable. As a matter of Group policy, GACC designs and tests new and significantly refreshed digital properties against WCAG 2.2 Level AA. GACC will conform with any later version of WCAG, or higher standard, adopted under the IASR from the date on which it becomes applicable.
1.2.1 Emergency Procedures, Plans and Public Safety Information
Where GACC makes emergency procedures, plans or public safety information available to the public, it provides that information in an accessible format or with appropriate communication supports upon request, as soon as practicable.
1.2.2 Third Parties, Procurement and Self-Service Kiosks
GACC incorporates accessibility criteria and features when procuring or acquiring goods, services or facilities, except where it is not practicable to do so.
GACC has regard to the accessibility of persons with disabilities when designing, procuring or acquiring self-service kiosks, including in-store payment and service devices.
Contracts with agencies, platforms and technology vendors providing digital or customer-facing services on GACC’s behalf include accessibility conformance requirements, evidence obligations (such as an accessibility conformance report) and remediation obligations.
1.3 Employment Standards
Employment standards set forth herein apply to GACC employees and do not apply to volunteers and other non-paid individuals, if applicable. Nothing in this Section limits GACC’s duty to accommodate under the Ontario Human Rights Code.
1.3.1 Employee Notification
The Company informs its employees of its policies used to support its employees with disabilities, including but not limited to, policies on the provision of job accommodation taking into account the accessibility needs due to a disability. These policies shall be communicated to new employees as soon as practicable after they begin their employment, and whenever there are applicable changes to existing policies.
1.3.2 Recruitment and Hiring
The Company maintains accessible recruitment, selection and hiring processes. This shall include notifying employees and applicants about the availability of reasonable accommodations for applicants with disabilities during the recruitment process and when job applicants are selected to participate in an assessment or selection process. Notice of the availability of accommodation is also included in job postings, and successful applicants are notified, when offers of employment are made, of GACC’s policies on accommodating employees with disabilities.
In addition, if offered employment, upon request and except where to do so would cause undue hardship, the Company will consult with the employee to provide or arrange for suitable accommodation including communication supports.
1.3.3 Accessible Formats and Communication Supports for Employees
Upon the request of an employee with a disability, GACC consults with the employee to provide or arrange for the provision of accessible formats and communication supports for information needed to perform the employee’s job and for information generally available to employees in the workplace.
1.3.4 Individual Accommodation Plans (“IAP”)
The Company has in place a written process for the development of a documented Individual Accommodation Plan for each employee with a disability in accordance with the following:
- The employee’s participation will be required in the development of the IAP;
- Assessment will be based on an individual need;
- Identification of accommodations will be provided;
- Timelines for the provision of accommodations will be provided;
- The Company may request an evaluation by outside medical or another expert, at our expense, to assist with determining a reasonable accommodation and how to achieve accommodation;
- The Company will take steps to protect the privacy of the employee’s personal information and establish where plans will be stored; and
- The IAP is provided in a format that takes into account the employee’s accessibility needs.
The IAP will include, if requested, information regarding accessible formats and communication supports as well as individualized workplace emergency response information, as required and will identify any other accommodation as needed.
1.3.5 Individualized Workplace Emergency Response Information
GACC shall provide individualized workplace emergency response information to employees with disabilities where a disability may affect the employee’s ability to respond to an emergency. This information will be provided as soon as practicable after the need becomes known. With the employee’s consent, GACC may provide this information to a person designated to assist the employee in an emergency.
Individualized emergency response information will be reviewed when:
- the employee moves to a different location within the organization;
- the employee’s overall accommodation needs or plans are reviewed; and
- GACC reviews its general emergency response policies.
1.3.6 Return to Work
The Company has in place a return-to-work process for employees who have been absent from work due to a disability and require disability-related accommodation in order to return to work. Such processes will be documented and will outline the steps that the Company will take to facilitate the employee’s return to work and include a reasonable accommodation plan.
1.3.7 Performance Management
The Company takes into account the accommodation needs and/or individual accommodation plans of employees when using performance management by:
- Reviewing individual accommodation plans to understand employee needs and determine whether they should be adjusted to improve job performance;
- Providing performance-management related documents in accessible formats; and
- Providing informal and formal coaching and feedback in a manner that takes an employee’s disability into account.
1.3.8 Career Development, Advancement or Re-Deployment
The Company will take into account the accessibility needs of its employees with disabilities (as well as their individual accommodation plans) when providing career development, advancement or redeployment. This may occur through the consideration of what accommodations employees with disabilities may need to succeed elsewhere within our organization, to take on new responsibilities in a current role, or when redeployment has become necessary.
1.3.9 Training
GACC provides training to employees, managers, and other individuals who provide goods, services or facilities on the Company’s behalf, or participate in developing Company policies, on:
- The Company’s accessibility policies;
- The requirements of the AODA and IASR; and
- The Ontario Human Rights Code as it relates to people with disabilities.
Training is provided as part of onboarding and on an ongoing basis as accessibility requirements or job responsibilities change. Records of training are maintained in accordance with the regulations.
1.4 Public Spaces
Where applicable, GACC considers accessibility requirements in the design, construction, and modification of public spaces under its control, in accordance with the Design of Public Spaces Standards under the IASR.
1.5 Customer Service
The Company is committed to providing access to its goods, services and facilities to customers and others, as applicable, in a manner that is consistent with the principles of independence, dignity, integration and equality of opportunity, and that is in compliance with the AODA.
In the event of a temporary disruption to facilities or services / systems offered to persons with disabilities, GACC will provide notice in accessible formats, including in-store signage and, where applicable, online, clearly identifying the reason for the disruption, its anticipated duration, and available alternatives. Notice will be posted in a conspicuous place at the affected premises and, where applicable, on GACC’s website, and will cover accessible entrances, lifts, accessible fitting rooms and accessible washrooms.
Customers accompanied by a service animal or a support person or using an assistive device are welcome in our facilities. The Company will take steps to ensure that employees are familiar with commonly used assistive devices. Where a service animal is excluded from the premises in accordance with applicable law, GACC will provide an explanation for the reason for such exclusion and will offer an alternative means of accessing the goods or services, if possible.
Policies related to accessible customer service, including our feedback process, are documented, posted on GACC’s website and available in an accessible format upon request.
1.6 Accountability and Contact Information
GACC has designated responsibility for accessibility compliance to appropriate internal functions.
- Accessibility Contact: Compliance / Human Resources
- Company: Giorgio Armani Canada Corporation
- Email: hrcanada@giorgioarmani.com
GACC will file an Accessibility Compliance Report every three (3) years, as required for businesses with 20 or more employees in Ontario. The next reporting deadline is December 31, 2026.
This Multi-Year Accessibility Plan is available in accessible formats upon request.
This Multi-Year Accessibility Plan supersedes and replaces any prior plans.