A boutique hospitality group, with a collection of unique brands, built by people striving to give an exceptional experience to our guests.



Distrikt 461 is committed to providing a barrier-free environment for all stakeholders including our clients, industry partners, team members, and job applicants, who may access our information or use our services. As a Company, we respect and uphold the requirements set forth under provincial accessibility legislation and will evolve our standards accordingly.

Distrikt 461 understands that we have a responsibility for ensuring a safe, dignified, and welcoming environment for everyone. We are committed to ensuring compliance by incorporating accessibility legislation into our policies, procedures, communication channels, recruitment practices, employment policies, training, and general best practices. We will review these policies and practices on a regular basis, as organizational changes occur, or in anticipation of compliance requirements. In addition, we will strive to meet the needs of individuals with disabilities in a timely and effective manner.

The objective of our accessibility policy is to highlight the standards adopted by the Company and identify principles and practices to ensure excellence in the delivery of services to individuals with disabilities. In order to sustain this level of service, Distrikt 461 is committed to monitoring and regularly reviewing our processes to enable us to continue to improve this mandate. To do this effectively, all team members are encouraged to contribute to this process by providing recommendations and solutions where we can remove barriers so that persons with disabilities, as per the Accessibility of Ontarians with Disabilities Act, can access our services, communications and/or employment opportunities.

It should be noted that Distrikt 461 resides in a heritage building, which means none of our venues are wheelchair accessible.


We are committed to training all staff and volunteers in accessible customer service, other Ontario’s accessibility standards and aspects of the Ontario Human Rights Code that relate to persons with disabilities. Training of our employees and volunteers on accessibility relates to their specific roles.

Training includes:

  • AODA Customer Service Standards Refresher Training
  • AODA Customer Service Standards Training
  • IASR: Design of Public Spaces Standards Training
  • IASR: Information and Communications Standards and Employment Standards Training
  • IASR: Transportation Standards Training
  • Improving Workplace Accessibility Training for Leaders

We train every person as soon as practicable after being hired and provide training in respect of any changes to the policies. We maintain records of the training provided including the dates on which the training was provided and the number of individuals to whom it was provided.


People with disabilities may use their personal assistive devices when accessing our goods, services or facilities. In cases where the assistive device presents a significant and unavoidable health or safety concern or may not be permitted for other reasons, other measures will be used to ensure the person with a disability can access our goods, services, or facilities. We ensure that our staff are trained and familiar with various assistive devices we have on site or that we provide that may be used by customers with disabilities while accessing our goods, services or facilities.


We communicate with people with disabilities in ways that take into account their disability. We will work with the person with disabilities to determine what method of communication works for them.


We welcome people with disabilities and their service animals. Service animals are allowed on the parts of our premises that are open to the public and third parties. When we cannot easily identify that an animal is a service animal, our staff may ask for documentation (template, letter or form) from a regulated health professional that confirms the person needs the service animal for reasons relating to their disability. A service animal can be easily identified through visual indicators, such as when it wears a harness or a vest, or when it helps the person perform certain tasks. If service animals are prohibited by another law, we will do the following to ensure people with disabilities can access our goods,

services or facilities:

  • explain why the animal is excluded
  • discuss with the customer another way of providing goods, services or facilities


A person with a disability who is accompanied by a support person will be allowed to have that person accompany them on our premises.


In the event of a planned or unexpected disruption to services or facilities for customers with disabilities, this organization will notify customers promptly. This clearly posted notice will include information about the reason for the disruption, its anticipated length of time, and a description of alternative facilities or services.


Distrikt 461 welcomes feedback on how we provide accessible customer service. Customer feedback will help us identify barriers and respond to concerns. Feedback may be provided in the following ways:

  • Emailing accessibility@distrikt461.io
  • Speaking directly to a manager while on the restaurant premise
  • Emailing the venues directly at:
    • SPIN Toronto – toronto@wearespin.com
    • Rabbit! Rabbit! Rabbit! – hi@rabbitrabbitrabbit.ca
    • Sub Division – hello@sub-division.ca
    • Second Floor Events – info@secondfloorevents.com
  • Calling our venues directly at:
    • SPIN Toronto – 416 599 7746
    • Rabbit! Rabbit! Rabbit! And Sub Division – 416 365 5314
    • Second Floor Events – 416 263 0122

Distrikt 461 ensures our feedback process is accessible to people with disabilities by providing or arranging for accessible formats and communication supports, on request.


Distrikt 461 notifies the public that documents related to accessible customer service, are available upon request by posting a notice in the following location:

  • At the host stand in each venue
  • In the staff area in each venue
  • Behind the bar at each venue

Distrikt 461 will provide these documents in an accessible format or with communication support, on request. We will consult with the person making the request to determine the suitability of the format or communication support. We will provide the accessible format in a timely manner and, at no additional cost.


We have a process for receiving and responding to feedback and the process is accessible to persons with disabilities upon request. We communicate with people with disabilities in ways that take into account their disability. When asked, we will provide information about our organization and its services, including public safety information, in accessible formats or with communication supports:

  • in a timely manner, taking into account the person’s accessibility needs due to disability; and
  • at a cost that is no more than the regular cost charged to other persons.

We will consult with the person making the request in determining the suitability of an accessible format or communication support. If the organization determines that information or communications are unconvertible, the organization shall provide the requestor with:

  • an explanation as to why the information or communications are unconvertible; and
  • a summary of the unconvertible information or communications.


We notify employees, job applicants and the public that accommodations can be made during recruitment and hiring. We notify job applicants when they are individually selected to participate in an assessment or selection process that accommodations are available upon request. We consult with the applicants and provide or arrange for suitable accommodation. We notify successful applicants of policies for accommodating employees with disabilities when making offers of employment. We notify staff that supports are available for those with disabilities as soon as practicable after they begin their employment. We provide updated information to employees whenever there is a change to existing policies on the provision of job accommodation that take into account an employee’s accessibility needs due to a disability. We will consult with employees when arranging for the provision of suitable accommodation in a manner that takes into account the accessibility needs due to disability. We will consult with the person making the request in determining the suitability of an accessible format or communication supports specifically for:

  • information that is needed in order to perform the employee’s job; and
  • information that is generally available to employees in the workplace

Where needed, we will also provide customized emergency information to help an employee with a disability during an emergency. With the employee’s consent, we will provide workplace emergency information to a designated person who is providing assistance to that employee during an emergency. We will provide the information as soon as practicable after we become aware of the need for accommodation due to the employee’s disability. We will review the individualized workplace emergency response information:

  • when the employee moves to a different location in the organization.
  • when the employee’s overall accommodations, needs, or plans are reviewed; and
  • when the employer reviews its general emergency response policies.

We have a written process to develop individual accommodation plans for employees.

We have a written process for employees who have been absent from work due to a disability and require disability-related accommodations in order to return to work. Our performance management, career development and redeployment processes take into account the accessibility needs of all employees.


Any policies of this organization that do not respect and promote the principles of dignity, independence, integration and equal opportunity for people with disabilities will be modified or removed. This document is publicly available. Accessible formats are available upon request.