2024 Accessibility progress report for Crown-Indigenous Relations and Northern Affairs Canada

Table of contents

General

Executive summary

Following the publication of our Accessibility Plan for 2023-2025 in late December 2022 and our first annual progress report in December 2023, this Crown-Indigenous Relations and Northern Affairs Canada (CIRNAC) Accessibility Plan Progress Report outlines actions taken to remove barriers to accessibility throughout the 2024 calendar year. Our current Accessibility Plan and progress reports align with the mandates of the Accessible Canada Act and its Regulations, guiding us in the ongoing identification and elimination of barriers to accessibility for our employees, partners, and clients. This report reflects the actions, feedback, and consultations from January 2024 to the end of October 2024.

Accessibility progress highlights

In 2024, CIRNAC became one of nine (9) Implementation Partners for the interdepartmental Better Accommodation Project (BAP), a one-year initiative utilizing internal and external expertise alongside social innovation methods to develop and test new solutions for accommodation, as well as create and disseminate resources. Through our participation in BAP, CIRNAC has initiated work in the targeted area of developing a centralized fund to process Duty to Accommodate requests, which will continue into 2025. Additionally, accessibility actions supporting the current CIRNAC Accessibility Plan have been incorporated into the annual performance agreements for all executive-level employees, fostering a cultural transformation within the department's leadership for greater understanding and awareness of accessibility and barriers still in existence.

In CIRNAC-owned or leased office spaces, renovations are ongoing in both the National Capital Region (NCR) and other regions to provide accessible washrooms, doors, entryways, and common areas for employees. Prior to the temporary relocation of CIRNAC employees in the NCR to 200 Boul. Sacré-Coeur in Gatineau, accessibility walkthrough audits were conducted. These audits, carried out in Spring and Summer 2024, aimed to identify any barriers, including but not limited to attitudinal, organizational, systemic, architectural, physical, informational, and technological barriers. The audit team included employees with disabilities to ensure a comprehensive review.

Efforts continue to identify and eliminate barriers in Information and Communication Technologies (ICT), with the sector-specific IT/IM (Information Technologies/Information Management) Accessibility Champion prioritizing accessibility within ICT processes and fostering cultural change. Starting in September 2024, the procurement processes for goods, services, and facilities at CIRNAC now include mandatory considerations of accessibility. This change integrates an accessibility attestation into the standard procurement checklist to ensure that accessibility is systematically considered in all procurement activities.

Functional leads for all identified CIRNAC programs and services with an external lens were provided with tools, resources, and best practices to address barriers to accessibility for clients and partners, particularly focusing on the intersectional realities of Indigenous persons with disabilities. A survey was distributed to these leads to gain insights into existing barriers in the design and delivery of programs and services, as well as potential actions to remove these barriers in 2025.

A governance-level Joint Accessibility Task Force between CIRNAC and Indigenous Services Canada (ISC) was established in 2024 to facilitate the monitoring of progress made and emergent barriers to accessibility across sectors, the development of accessibility reporting, and the implementation of common actions under both departments' Accessibility Plans. Beginning in 2025, CIRNAC integrated operational planning processes will include an accessibility lens to assist with planning and the reporting back on departmental process.

Consultations

CIRNAC employees with disabilities were consulted to gather feedback on their experiences and identify new barriers encountered throughout the year. In 2023, the Knowledge Circle for Indigenous Inclusion established the Network for Indigenous Employees with Intermittent and Acquired Disabilities (NIEwaiDN) to create a welcoming and safe space for Indigenous federal employees with disabilities. This network allows members to virtually gather, share their lived experiences, and discuss solutions, tools, and resources related to disability, accessibility, and workplace barriers in the federal workplace. Records of discussion and membership are kept confidential. Insights from these consultations and the network will inform actions to address emerging and persistent barriers to accessibility, which will be prioritized for action in 2025 and beyond. The network is sponsored by the Deputy Minister (DM) of Indigenous Services Canada, championed by the DM of CIRNAC, and co-chaired by several CIRNAC members, with co-chairs also participating in meetings hosted by Tina Namiesniowski, Federal Champion for Employees with Disabilities.

Contact information

You are invited to share your feedback on barriers to accessibility, the implementation of the current CIRNAC Accessibility Plan, or the contents of this progress report. You may submit feedback anonymously by opting not to provide personal information. All feedback regarding accessibility will be acknowledged. If a response is requested, we will reply in the same manner in which the feedback was received. Please note that anonymous feedback will not receive a response or acknowledgment.

You may use our contact information to request a copy of the Accessibility Plan, the Progress Report or the feedback process in an alternate format such as large font, braille, American Sign Language (ASL) and langue des signes québécoise (LSQ).

The Senior Policy Advisor on accessibility is designated to receive feedback or alternate format requests on behalf of CIRNAC.

Email: feedbackonaccessibility-retroactionsuraccessibilite@rcaanc-cirnac.gc.ca

Mail:
Crown-Indigenous and Northern Affairs Canada
Accessible Canada Act (ACA) Implementation Secretariat
15 Eddy Street
Postal stop 15-4
Gatineau, Quebec K1A 0H4
Canada

Phone: 1-800-567-9604

Alternatively, you may provide feedback by filling out our Accessibility feedback form.

What we have learned

As CIRNAC continues its efforts to remove and prevent barriers to accessibility, working toward a barrier-free Canada by 2040 as outlined in the Accessible Canada Act, we acknowledge that both existing and new barriers persist. We have encountered both challenges and opportunities that have impacted the delivery of specific actions outlined in the current Accessibility Plan. These challenges include the ongoing transformation of CIRNAC into a more independent department from Indigenous Services Canada (ISC), which has led to the establishment of separate Human Resources structures in Spring 2024, necessitating a recalibration of actions and priorities. These changes are part of our commitment to a barrier-free CIRNAC, which supports the broader goal of a barrier-free Canada.

The announcement and implementation of changes to the Treasury Board Secretariat's Direction on Prescribed Presence in the Workplace have significantly affected our employees with disabilities, as the mandatory office presence increased from 40% to 60% of working days for non-executive employees, and from 60% to 80% for executives. From consultations and feedback, we have learned that these changes to hybrid work have resulted in new and emerging barriers in areas such as employment, the built environment, and work culture. These insights will inform our actions to reduce and remove barriers in 2025, as well as guide the development of the next CIRNAC Accessibility Plan for 2026-2028.

Planned actions for CIRNAC have also been impacted by previously unforeseen departmental constraints related to staffing and funding needs, the department's limited ability to make accessibility-based changes in office spaces not controlled or owned by CIRNAC, and the ongoing development of accessibility resources for the public service.

Across all sectors, there have been limited mechanisms for the collection of quantifiable (countable) data related to accessibility progress implementation. In 2025 and beyond, CIRNAC will be building capacity across sectors and to better measure and report on this kind of data with defined indicators as part of regular business practices.

In 2025, progress reporting and the development of CIRNAC's upcoming Accessibility Plan for 2026-2028 will focus on exploring barriers and potential actions unique to employees and clients in the North (Yukon, Northwest Territories, Nunavut), with a particular emphasis on the built environment and transportation.

2025 will present an opportunity to create a more robust three-year plan for 2026-2028. While we work to complete the actions outlined in the current Accessibility Plan, the insights gathered from functional leads and employees will significantly influence the identification of new priority barriers to accessibility and related actions for the future.

Areas in Section 5 of the Accessible Canada Act

The 7 priority areas described under Section 5 of the Accessible Canada Act (ACA) include:

Employment

As of April 2024, the structure of Human Resources at CIRNAC underwent significant transformation. Previously a shared service between CIRNAC and ISC, Human Resources is now independent for each department. This change has resulted in substantial modifications to personnel, structures, and responsibilities related to employment actions at CIRNAC. Consequently, there have been adjustments to the actions identified in the CIRNAC Accessibility Plan 2023 – 2025, including shifts in responsible leads and teams.

The following actions were implemented in 2024 to enhance accessibility in employment at CIRNAC and to address barriers identified in the 2023 – 2025 Accessibility Plan:

Barrier 1

Requests for accommodation are not processed in an efficient or timely manner.

Update on actions to address barrier 1
  • CIRNAC was selected as one of nine (9) implementation partners for the interministerial Better Accommodation Project (BAP), led by Kristina Namiesnioski, the Deputy Minister Champion for Federal Employees with Disabilities. This initiative, supported as a priority by the CIRNAC Deputy Minister's Office, aims for transformative change in accommodations for employees with disabilities:
    • As of September 2024, CIRNAC has established an internal team dedicated to BAP, focusing on the development of a centralized fund to process Duty to Accommodate (DTA) requests. Once established, this fund will facilitate tracking and expedite requests, thereby eliminating funding barriers and reducing wait times for employees with disabilities to access necessary tools and measures.
    • BAP will leverage internal and external expertise and social innovation methods to create and test new accommodation solutions, along with developing and disseminating resources. Beginning in January 2025, CIRNAC will prototype accommodation solutions and gather relevant data.
    • As an implementation partner, CIRNAC is committed to enhancing accommodation processes for employees with disabilities within the department. This involves collaboration with other partners to test solutions, share best practices, and learn collectively, guided by the principle of "Nothing About Us Without Us."
  • Throughout 2024, various presentations were organized or promoted regarding the Duty to Accommodate, best practices in accommodation, and the Government of Canada Accessibility Passport. Notable sessions included:
    • Office of Public Service Accessibility (OPSA) Sessions: Two virtual information sessions on the Accessibility Passport were held on February 15 and 20, 2024 and promoted through the internal Express newsletter.
    • CIRNAC Accessibility Team Presentation: A session on February 20, 2024, open to all employees within the Consultation and Accommodation Unit.
    • DTA Sessions: Four sessions on DTA were conducted in June 2024, attended by a total of 194 participants, with six additional sessions planned from October 2024 to February 2025.
    • Executive Presentations: Presentations on DTA were delivered to various Executive audiences, including the Implementation branch, Resolution & Partnerships, and Northern Affairs, and Treaty Management British Columbia.
  • CIRNAC Duty to Accommodate team members regularly attend meetings and communities of practice focused on the Government of Canada Workplace Accessibility Passport. This implication has allowed the Duty to Accommodate team to better support employees and managers by providing up-to-date best practices in coaching, advice, and guidance on the duty to accommodate, as well as access to tools and resources to remove barriers.
Upcoming actions to address barrier 1
  • Once training is made available by the Office of Public Service Accessibility (OPSA), CIRNAC employees responsible for Duty to Accommodate requests have committed to participate in specialized training sessions on the Government of Canada Workplace Accessibility Passport, anticipated to occur in early 2025. The extension of funding for OPSA means that their expertise and access will remain available to all departments, ensuring continued support and resources.
  • CIRNAC's Accessibility and Duty to Accommodate teams will promote the digital version of the Government of Canada Workplace Accessibility Passport, expected to launch in early 2025. Given the delay in the digital Passport's development by OPSA, CIRNAC has adjusted its strategy accordingly.
Progress indicators for barrier 1
  • According to the Treasury Board of Canada's 2022 Public Service Employee Survey, 70% of CIRNAC employees with disabilities reported that accessibility or accommodation issues had either no impact or a minor impact on their career progression within the federal public service, compared to 69% in the public service overall.
  • From the 2023 Student Experience Survey conducted by the Treasury Board of Canada, 92% of those surveyed among CIRNAC student employees with disabilities agreed or strongly agreed that they would feel comfortable requesting workplace accommodations from their immediate supervisor, compared to 77% in the public service overall.

Barrier 2

Difficulty recruiting persons with disabilities.

Update on actions to address barrier 2
  • CIRNAC's Human Resources Services regularly shares information regarding available pools of qualified persons with disabilities with managers seeking to hire employees.
  • CIRNAC has piloted a project aimed at hiring persons with disabilities from the public. This pilot is currently under review to ensure that CIRNAC's hiring needs are met, partnerships with non-governmental organizations supporting employment for persons with disabilities are maintained, and there is capacity for expansion.
  • CIRNAC's Human Resources Services continue to collaborate with organizations that provide expert advice on accessibility and recruitment, including the Canada School of Public Service and the Public Service Commission of Canada, to offer comprehensive information and support to hiring managers.
Upcoming actions to address barrier 2
  • CIRNAC's Human Resources Services will explore new communication strategies to promote available pools, inventories, and tools for hiring persons with disabilities, as well as information from the Public Service Commission of Canada.
  • Human Resources Services will continue developing and promoting recruitment strategies to assist managers in providing employment opportunities to persons with disabilities. Strategies may include limiting selection areas to persons with disabilities, utilizing existing pools and inventories, and participating in outreach activities such as job fairs.
  • For 2025, CIRNAC's Human Resources Services will establish measures to internally monitor progress and gather data regarding the hiring of persons with disabilities.

Barrier 3

Difficulties faced by persons with disabilities in the hiring process.

Update on actions to address barrier 3
  • CIRNAC conducted a departmental employment systems review, with a preliminary report forthcoming. This review will be presented and discussed with departmental employee equity networks.
  • CIRNAC hiring managers are required to complete the Canada School of Public Service's COR120 - Inclusive Hiring Practices for a Diverse Workforce, among other requirements, in order to obtain their delegation of hiring authorities.
  • Following amendments to the Public Service Employment Act aimed at strengthening diversity and inclusion, CIRNAC's Human Resources Services disseminated information from the Public Service Commission of Canada through various communication tools, including emails, intranet pages and presentations to management on inclusive hiring practices, addressing barriers to employment and data related to persons with disabilities.
  • Tools developed according to the Public Service Commission of Canada's policies and guidelines on mitigating biases and barriers in assessment have been made available to human resource professionals and hiring managers to help mitigate biases and barriers in assessment methods. Human resource professionals continue to assist hiring managers in evaluating assessment practices for biases and barriers that disadvantage equity seeking groups, including persons with disabilities.
  • The joint CIRNAC-ISC Diverse Assessment Board Initiative was launched, comprising assessment board members from various employment equity groups. The Board aims to reduce and eliminate common biases and barriers in assessment methods. Members are required to complete the Canada School of Public Service's course Inclusive Hiring Practices for a Diverse Workforce and are encouraged to view the Public Service Commission of Canada's video on evaluating biases and barriers in assessment methods.
  • Using internal communications, including through newsletters in targeted messages to hiring managers, CIRNAC Human Resources Services has promoted accessibility training offered by the Office of Public Service Accessibility (OPSA).
  • Enhanced training sessions regarding evaluations of biases and barriers in employee assessment processes, offered by the Public Service Commission's Personnel Psychology Centre, were directly promoted to all CIRNAC Section 34 managers by the CIRNAC Accessible Canada Act Secretariat. These sessions include training on implicit bias, principles of User-centered design, and mitigation of biases and barriers in different times of assessment tools.
  • CIRNAC continues to promote voluntary self-declaration of applicants in hiring processes. This self-declaration data is utilized for statistical purposes, to determine eligibility for targeted processes, and to establish workplace representation of equity-seeking groups, including persons with disabilities. However, CIRNAC recognizes that not all employees may feel safe to self-declare, particularly those with invisible disabilities, such as neurodivergence, where there may be fear or reluctance to disclose. Feedback from networks indicates that many individuals, particularly those with neurodivergent conditions, are often encouraged not to declare their disabilities due to concerns about stigma or discrimination.
Upcoming actions to address barrier 3
  • CIRNAC's Human Resources Services will review departmental hiring policies and procedures to eliminate potential barriers or mitigate their impact on persons with disabilities. Consultations will be held in 2025 with experts and key stakeholders, including representatives of persons with disabilities in the department, to ensure that changes reflect current realities and challenges and result in concrete actions.
  • Human resource professionals will continue to promote learning activities and training to hiring managers on mitigating biases and barriers in hiring processes offered by expert organizations such as the Public Service Commission of Canada and the Canada School of Public Service.
  • Hiring managers will be able to call on members of the Diverse Assessment Board Initiative to add diversity to the composition of the assessment board, as well as individuals with different backgrounds, experiences and perspectives to minimize biases and barriers.
Progress indicators for barrier 3
  • CIRNAC set a target of 29 new hires with disabilities for the 2023-2024 period, achieving 82.7% of this target with a total of 24 hires identifying as persons with disabilities.
  • For the 2022-2023 period, the target for new hires with disabilities was 20, which was met with 20 total new hires identifying as persons with disabilities.
  • According to the Public Service Commission of Canada's 2023 Staffing and Non-Partisanship survey, 24% of CIRNAC employees with disabilities reported experiencing bias or barriers in the staffing process that disadvantaged them, compared to 18% across all departments.

Barrier 4

Difficulties faced by persons with disabilities with respect to integration and retention.

Update on actions to address barrier 4
  • In 2024-2025, performance indicators related to accessibility and accommodation measures have been integrated into each CIRNAC executive performance agreement for a total of 126 agreements. These indicators include:
    • Contributions to the advancement of CIRNAC's Accessibility Plan within executive capacities, along with expediting necessary accessibility and accommodation measures for employees.
    • Performance of concrete actions to meet CIRNAC's and specific sectors' recruitment and retention objectives for employees from equity-seeking groups, including employees with disabilities, while working to remove or reduce barriers in selection processes.
  • Current tools are being reviewed for adjustments to mitigate biases and barriers when managers assess the performance and identify developmental opportunities for employees with disabilities, with potential development of new tools if necessary for widespread dissemination to CIRNAC managers.
  • The Canada School of Public Service (CSPS) courses Introduction to Gender-Based Analysis Plus (GBA Plus) (INC101) and Inclusive Hiring Practices for a Diverse Workforce (COR120) have been added to the supervisors, managers, and executives departmental mandatory learning roadmaps.
Upcoming actions to address barrier 4
  • Reports on training participation rates for the Introduction to Gender-Based Analysis Plus (GBA Plus) (INC101) and Inclusive Hiring Practices for a Diverse Workforce (COR120) will be shared with subject matter experts on a quarterly basis, beginning in April 2025, and with each sector on a bi-annual basis, starting in April 2025.
  • Updates to orientation, retention, and departure feedback programs will be made by September 2025 to better reflect the needs and perspectives of candidates and employees with disabilities.
  • Training regarding integration and retention of persons with disabilities is being developed for CIRNAC managers and HR advisors, with implementation expected during the 2025/2026 fiscal year.
Progress indicators for barrier 4
  • From the Treasury Board of Canada's 2022 Public Service Employee Survey, CIRNAC employees with disabilities reported the following:
    • 58% agreed or strongly agreed that they have promotion opportunities within CIRNAC that align with their education, skills, and experience, compared to 55% in the overall public service. Additionally, 25% disagreed or strongly disagreed with this statement, consistent with the 25% overall in the public service.
    • 78% agreed or strongly agreed that their immediate supervisor supports their career goals, compared to 77% overall in the public service.
    • 61% agreed or strongly agreed that their department does a good job of supporting employee career development, which aligns with the 61% overall in the public service; 19% disagreed or strongly disagreed with this statement, compared to 20% overall in the public service.
    • 74% agreed or strongly agreed that they feel valued at work within CIRNAC, compared to 72% overall in the public service.
    • 75% agreed or strongly agreed that CIRNAC respects individual differences (including abilities), compared to 74% overall in the public service.
    • 85% agreed or strongly agreed that CIRNAC treats them with respect, compared to 83% overall in the public service.
    • 54% agreed or strongly agreed that CIRNAC works hard to create a department that prevents harassment, compared to 52% overall in the public service; 11% disagreed or strongly disagreed with this statement, consistent with the overall public service.
  • From the Treasury Board of Canada's 2023 Student Experience Survey, CIRNAC student employees with disabilities reported the following:
    • 70% agreed or strongly agreed with the statement that they would have felt comfortable sharing concerns about their mental health with their immediate supervisor, compared to 76% overall in the public service.
Additional Actions Taken
  • An Executive Accessibility Champion, Joanna Laskey, was appointed for CIRNAC. In this pivotal role, Joanna serves as a leader and advocate for accessibility initiatives within the department, guiding strategic efforts to enhance inclusivity for employees with disabilities. She collaborates closely with various stakeholders, including senior management, to ensure that accessibility considerations are integrated into all departmental policies and practices. Joanna's leadership is complemented by Employee Accessibility Champion, Lindsay Cameron, who was previously appointed in 2023. Together, they form a dynamic partnership focused on promoting a culture of accessibility and inclusion, fostering a supportive work environment for all employees.
  • The Joint Accessibility Employee Network for CIRNAC and ISC was relaunched in 2024 under the leadership of the Employee and Executive Accessibility Champions for CIRNAC, evolving into the Joint CIRNAC/ISC Accessibility Task Force. This Task Force brings together functional leads from both departments to collaborate on the implementation of the Accessibility Plan and ensure sustained progress through regular meetings and knowledge-sharing opportunities. The Task Force's inaugural meeting will be a platform for functional leads to offer strategic direction, make recommendations, and support initiatives related to accessibility across both CIRNAC and ISC. The Task Force will focus on priority areas, including the built environment, information and communication technologies, communication beyond ICT, the procurement of goods, services, and facilities, and transportation. While CIRNAC and ISC Accessibility Teams remain responsible for Accessibility Plan implementation and progress reporting within their respective HR sectors, this Task Force aims to strengthen alignment and encourage an open exchange among stakeholders, fostering momentum toward achieving full accessibility across both departments.
  • Valerie Gideon, Deputy Minister for CIRNAC, was appointed to a leadership role for Indigenous Federal Employees Chairs and Champions Circle, taking the lead to support the Knowledge Circle for Indigenous Inclusion (KCII)'s work on Accessibility for Indigenous Employees and attracting Indigenous talent.
  • An Inclusion, Diversity, Equity and Anti-Racism (IDEAR) Secretariat was re-established for CIRNAC, allowing for collaboration between employment equity groups including persons with disabilities.

Built environment

Progress reporting in 2025 and development of CIRNAC's upcoming Accessibility Plan for 2026 – 2028 will have a focus in exploring barriers in the built environment unique to employees, partners and clients in the North (Yukon, Northwest Territories, Nunavut).

The following actions were taken in 2024 to improve accessibility in the area of built environment at CIRNAC and address the barriers from the 2023 – 2025 Accessibility Plan.

Barrier 1

There is a lack of universal and accessible washrooms.

Update on actions to address barrier 1
  • The following installations of universal accessible washrooms have been completed:
    • National Capital Region:
      • 9 Montclair in Gatineau: one accessible washroom and universal washroom;
      • 15 Eddy, Terrasses de la Chaudière Complex in Gatineau: two accessible and universal washrooms;
      • 25 Eddy, Terrasses de la Chaudière Complex in Gatineau: two accessible and universal washrooms;
      • 410 Laurier, Leima Building in Ottawa: two accessible and universal washrooms.
    • Quebec Region:
      • 320 St-Joseph Street, CSQ Building in Quebec City: one accessible and universal washroom;
      • 200 boul. Rene-Levesque W, Guy Favreau Complex in Montreal: one accessible and universal washroom.
Upcoming actions to address barrier 1
  • The following locations are in the implementation stage for universal accessible washrooms:
    • National Capital Region:
      • 10 Wellington, Terrasses de la Chaudière Complex in Gatineau: floors 12-13-15-16-17-18-19-20. Expected completion during Winter 2025-2026;
      • 100 Eglantine, Jeanne Mance Building in Ottawa: One accessible and universal washroom to be completed by December 2024, with another expected by June 2025.
      • By December 2025, the majority of CIRNAC locations in the NCR will have accessible and universal washrooms available.
    • British Columbia region:
      • 1138 Melville in Vancouver: Two accessible and universal washrooms to be completed by November 2024.
    • Alberta region:
      • 9700 Jasper Avenue, Canada Place Building in Edmonton.
  • The following locations are in planning stages for universal accessible washrooms as part of modernization projects:
    • 391 York, Stanley Knowles Building in Winnipeg, Manitoba;
    • 4923 52nd, Gallery Building in Yellowknife, Northwest Territories.
Progress indicators for barrier 1
  • 100% of CIRNAC buildings have at least one accessible washroom.
  • 30% of CIRNAC buildings have at least one universal and accessible washroom.
    • 8% of CIRNAC buildings are currently in implementation stages to install at minimum one universal and accessible washroom.
    • 3% of CIRNAC buildings are currently in planning stages to install at minimum one accessible and universal washroom.

Barrier 2

There are challenges to accessing certain collaboration office spaces due to the lack of automatic door openers.

Update on actions to address barrier 2
  • The implementation of installing automatic door openers continued throughout the workplaces, including in washrooms within CIRNAC operational zones and boardrooms.
  • The following installations of automatic door openers have been completed:
    • National Capital Region:
      • 15 and 25 Eddy, Terrasses de la Chaudière Complex in Gatineau: floors 6 and 15;
      • 9 Montclair in Gatineau: 2nd floor.
    • Quebec Region:
      • 320 St-Joseph Street, CSQ Building in Quebec City.
Upcoming actions to address barrier 2
  • The following sites are in the implementation stage for automatic door openers:
    • National Capital Region:
      • 10 Wellington, Terrasses de la Chaudière Complex in Gatineau: floors 12, 13, 15, 16, 17, 18, 19, 20 will be completed by December 31, 2025;
      • 100 Eglantine, Jeanne Mance Building in Ottawa: floors 19, 20, 21 will be completed by December 31, 2024. Floors 2, 6, 9 will be completed by June 2025.
    • British Columbia region:
      • 1138 Melville in Vancouver BC.
    • Alberta Region:
      • 9700 Jasper Avenue, Canada Place in Edmonton.
  • The following locations are in planning stages for automatic door openers as part of modernization projects:
    • 391 York, Stanley Knowles Building in Winnipeg, Manitoba;
    • 4923 52nd, Gallery Building in Northwest Territories.

Barrier 3

Persons with disabilities are facing challenges related to common space areas. Some challenges include difficulties accessing buildings, lack of braille signage, non-accessible height of kitchen sinks and counters, not-adaptable lighting, and narrow and cluttered passageways to corridors.

Update on actions to address barrier 3
  • Collaboration with Public Services and Procurement Canada (PSPC) is ongoing to enhance the level of braille signage in workplace areas under their control. A plan will also be developed to implement braille signage in CIRNAC-controlled spaces (spaces where CIRNAC can control modifications to the built environment).
  • The mandatory GCWorkplace fit-up standard is being implemented in all office modernizations in partnership with PSPC. This standard significantly improves the decluttering of passageways and corridors while ensuring compliance with accessibility legislation.
  • The implementation of visual emergency alarm systems in office spaces continues as part of modernization projects. Reviews of all offices in CIRNAC-controlled spaces environment are ongoing, ensuring that non-renovated areas are accessible and decluttered and addressing barriers in a timely manner.
Upcoming actions to address barrier 3
  • The following locations are in the implementation stage for GCWorkplace fit-up standard:
    • National Capital Region:
      • 10 Wellington, Terrasses de la Chaudière Complex in Gatineau: Floors 12-13-15-16-17-18-19-20. Expected completion during Winter 2025-26.
      • 100 Eglantine, Jeanne Mance Building in Ottawa: Floors 19-20-21 to be completed in December 2024 and Floors 2-6-9 to be completed in June 2025.
    • British Columbia Region:
      • 1138 Melville in Vancouver, BC: Expected completion by the end of March 2025.
    • Alberta Region:
      • 9700 Jasper Avenue, Canada Place in Edmonton, Alberta: In implementation stage.
    • The following locations are in the planning stages as part of a modernization project:
      • 391 York, Stanley Knowles Building in Winnipeg, Manitoba;
      • 4923 52nd, Gallery Building in Yellowknife, Northwest Territories.
  • Plans are in place to install visual emergency alarm systems, including flashing lights alongside sound, in all ongoing and future office modernizations.
Progress indicators for barrier 3
  • 11% of CIRNAC buildings have already implemented GCWorkplace fit-up standards.
  • 11% of CIRNAC buildings currently have projects underway to implement GCWorkplace fit-up standards.
  • 5% of facilities have planned projects to implement GCWorkplace fit-up standards.
Additional actions taken
  • An accessibility walkthrough of the Fontaine building in Gatineau was conducted in Spring 2024 in preparation for the relocation from the Terrasse de la Chaudière (TDLC) building in Fall 2024:
    • Employees with various disabilities participated in the walkthrough to identify barriers and suggest improvements for enhancing workplace accessibility. The Accessibility Champion and team, along with senior officials, supported this initiative.
    • A report detailing the findings and identified barriers was prepared in collaboration with employees with disabilities and shared with senior officials and facilities management to address the identified barriers. While not all barriers were within CIRNAC's control, as the Fontaine building is a temporarily leased facility by the Government of Canada, actions to remove or reduce identified barriers was undertaken wherever possible either before employee relocation or as ongoing processes.
Progress indicators for built environment (all barriers)
  • According to the Treasury Board of Canada's 2022 Public Service Employee Survey, CIRNAC employees with disabilities reported the following:
    • 72% agreed or strongly agreed with the statement that their "physical environment (e.g., office, workspace) is suitable for [their] job requirements," compared to 80% overall in the public service.

Information and communication technologies

The following actions were taken in 2024 to improve accessibility in Information and communication technologies (ICT) at CIRNAC and to address the barriers from the 2023 – 2025 Accessibility Plan.

Barrier 1

The information and communication technologies (ICT) within the organization do not consistently meet accessibility requirements.

Update on actions to address barrier 1
  • The ICT departmental forms team conducts accessibility conformance testing for all new team-created forms.
  • The IT services Project Management Office (PMO) advises clients to leverage Accessibility, Accommodation and Adaptive Computer Technology (AAACT) program services during requirements gathering to ensure accessibility requirements are considered.
  • A business process has been proposed, with input from internal and external stakeholders, to provide employees with disabilities timely access to adaptive technologies. Steps include:
    • A VIP support group within the IT service desk to manage adaptive technology requests efficiently and prevent delays.
    • Development of scripts for IT service desk staff to provide accessibility-aware responses.
    • Ongoing collaboration between IT Security and AAACT to address security concerns and clarify expectations for adaptive technologies.
    • Identification of gaps in expertise and resources that challenge implementation of this process
  • A project proposal for an Enterprise Asset Management Tool aims to maintain a comprehensive list of ICT assets. Due to resource constraints, implementation is expected by December 2025. This list will indicate each asset's accessibility status and outline necessary steps to remove barriers. The Enterprise Architecture team will maintain a manual list of ICT assets in the interim to ensure accessibility conformance tracking.
  • The departmental Continuity and Resiliency Program continues to collaborate with the Service Excellence team to embed specific data fields on accessibility risk into Business Impact Analysis (BIA) processes.
  • To comply with the TBS Accessibility standard (EN 301 549) for new ICT implementations, the ICT Accessibility Champion has engaged with and communicated expectations to all directors of IT services and/or Offices of Primary Interest through presentations at management tables.
  • Representatives from the Information Management Branch regularly attend AAACT information sessions, ensuring procurement services incorporate accessibility requirements in statements of work authorizations of contracts for procurement of all new information and communication technologies.
Upcoming actions to address barrier 1
  • The Project Management Office will update its templates and project management frameworks (PMF) to incorporate accessibility requirements from the start of the gating processes and engaging with stakeholders for feedback. The updated PMF, along with accessible forms and documents, will be finalized and published by March 31, 2025.
  • By December 2025, an improved business process for adaptive ICT requests will be established and managed by the Service Desk VIP team.
  • For the 2025 accessibility reporting year, IM-IT will develop internal Key Performance Indicators to assess conformance to accessibility requirements in available ICT solutions and measure employee satisfaction with adaptive technologies received.

Barrier 2

Instilling accessibility culture within IT Service and with employees will involve change. This may be met with some resistance. Employees want fully interactive and visually complex solutions that may not be accessible. IM-IT professionals may lack the knowledge and awareness of adaptive technologies required for employees with disabilities.

Update on actions to address barrier 2
  • A team within Enterprise Architecture (EA) has been formed to manage adaptive technology requests, ensuring that employees with disabilities receive timely support and accommodations:
    • The EA team has assembled a comprehensive portfolio of adaptive technologies, offering a range of tools and solutions that can be quickly deployed to support employees with disabilities.
    • Non-standard software request forms have been revised to include accessibility requirements, guaranteeing that accessibility is addressed from the outset of new software acquisitions.
  • Accessibility training is now required for Information Management Branch employees and IT professionals, with objectives integrated into performance management agreements.
  • A Role-Based Accessibility Training has been developed and approved by senior management to recommend specialized accessibility training across the Information Management Branch, incorporated into the 2024-2025 Performance Management Agreements for relevant employees.
    • This training leverages curriculum within the federal service, including resources from the Canada School of Public Service and Shared Services Canada, fostering a culture of accessibility in the Branch.
    • Specialized, comprehensive courses outside the federal service are also recommended for employees involved in designing or evaluating ICT products and services.
  • The ICT Accessibility Champion has developed and facilitated presentations for committees and teams throughout the Information Management Branch, offering an overview and context for departmental Accessibility Plans while raising awareness of an accessibility-first work culture. Additionally, the ICT Accessibility Champion has conducted live demonstrations on accessible document creation for senior management, client relationship managers, the Project Management Office, and Information Management Branch employees responsible for developing official documentation.
  • Collaboration with the National Service Desk has begun to integrate and streamline the management of adaptive technology requests into existing departmental service desk operations, with the goal of more efficient and effective processes for employees with disabilities.
Upcoming actions to address barrier 2
  • Accessibility change champions will be identified within IT services by the end of the 2024-2025 fiscal year (March 31, 2025) to continue systemic promotion of accessibility throughout IM-IT.
  • For the 2025 accessibility reporting year, IM-IT will be developing internal Key Performance Indicators to measure completion of accessibility expertise and training among relevant IM-IT employees.

Barrier 3

There is currently no funding allocated for accessibility development and testing within IT Services. Funding is required to increase IT Services' expertise and ability to assess ICT accessibility.

Upcoming actions to address barrier 3
  • The IM-IT Planning team will prioritize the inclusion of accessibility funding requirements in the annual ICT Departmental Plan for the 2025-2026 fiscal year and beyond. Due to unforeseen financial and resource constraints, these requirements were not implemented for the 2024-2025 fiscal year.
  • By March 31, 2025, the following departmental forms and templates will be updated to fully integrate funding for accessibility requirements within standard ICT budgeting processes: Project Management Framework Options Assessment, Business Case Costing, Investment Proposal funding requests and submissions, and A-Base.
  • For the 2025 accessibility reporting year, IM-IT will be developing internal Key Performance Indicators to measure conformance, development and testing of ICT accessibility.
Progress indicators for information and communication technologies (all barriers)
  • According to the Treasury Board of Canada's 2022 Public Service Employee Survey, CIRNAC employees with disabilities reported that 82% agreed or strongly agreed with the statement that they "have the tools, technology, and equipment they need to do [their] job," compared to 84% overall in the public service.

Communication, other than information and communication technologies

The following actions were taken at CIRNAC in 2024 to improve accessibility in communication and to address barriers identified in the 2023 – 2025 Accessibility Plan.

Barrier 1

Internal and external email communications are not fully accessible and not in plain language.

Update on actions to address barrier 1:
  • Resources disseminated through internal newsletters:
    • The Digital Accessibility Toolkit was shared four times in the Express newsletter (February and October 2024).
    • The guide to "Making Accessible Emails" was included in the March 2024 ADMO Communications newsletter.
    • The Canada School of Public Service (CSPC) resource, "A Roadmap to Digital Accessibility," was shared in the February 2024 Diversity & Inclusion newsletter.
    • Information about an upcoming session with Accessibility, Accommodation, and Adaptive Computer Technology was promoted in March 2024.
    • An accessibility workshop was announced in the May 2024 Express newsletter.
    • The public review of the draft accessibility standard on plain language was promoted twice in the May 2024 Express newsletter.
    • Information about an accessibility session regarding the Lending Library was shared in the May 2024 Express newsletter.
    • The CSPS course on Addressing Disability Inclusion was promoted in the June Diversity and Inclusion newsletter.
    • Resources related to the Accessible Canada Act and its regulations were shared via the August 2024 Express newsletter.
    • Additional resources on accessibility will be shared in the November and December 2024 Express newsletters.
  • Internal Emails: All 63 official internal emails sent by Deputy Ministers between January and October 2024 were reviewed for plain language and accessibility standards prior to distribution and posting on the departmental intranet.
Upcoming actions to address barrier 1:
  • Internal emails sent by Deputy Ministers will continue to be reviewed for plain language and accessibility standards through December 31, 2024.
Progress indicators for barrier 1:
  • A total of 13 publications in internal newsletters have shared resources on accessible email communications and plain language.
  • Ongoing promotion of plain language training continues for communications experts.

Barrier 2

Documents, presentations, videos, and events can be visually complex and not accessible to all.

Update on actions to address barrier 2:
  • Resources disseminated through internal newsletters: Same as those listed under Barrier 1.
  • Events: Internal and external events are conducted in accessible formats, including sign language interpretation in ASL and LSQ alongside accessible virtual tools.
  • Communication Standards:
    • Alternative text is used in all official communications, with one accessible video in each official language and transcripts provided.
    • All video productions follow established accessibility standards, which are mandatory.
    • The web team educates clients and colleagues on accessibility requirements for published content.
    • All social media content adheres to best accessibility practices, including alt text and strategic hashtags.
    • Accessibility reviews and assessments are integrated into web development for the CIRNAC website.
Upcoming actions to address barrier 2:
  • A one-page overview outlining all mandatory requirements for accessible video productions is in development and will be shared with the Communications and Public Affairs sector.
Progress indicators for barrier 2:
  • 13 publications in internal newsletters have shared resources regarding accessible documents, presentations, videos, and events.
  • Ongoing education for communication clients is maintained through daily interactions.
  • Accessibility reviews are embedded in communications processes for all internal and external products.

Barrier 3

Existing internal and external web content contains inaccessible information.

Update on actions to address barrier 3:
  • The Accessibility Justification Form is completed for all communications procurement to ensure contractor compliance with the Accessibility Act.
  • Employees are educated on accessibility standards for all website updates, ensuring compliance as tools allow.
  • Communications teams review all requests to publish webpages to ensure they meet web accessibility standards. If the content is not accessible, the team will work with the requestors to make the content accessible, leveraging these opportunities to also educate the requestor on accessibility standards.
  • Accessibility reviews and assessments continue for all web development on the CIRNAC website.
Upcoming actions to address barrier 3:
  • Continued reviews and advice will be provided for the accessibility of communications products intended for internal and external audiences.
Progress indicators for barrier 3:
  • Accessibility reviews are integrated into the communications processes for all products.

Procurement of goods, services and facilities

The following actions were taken in 2024 to improve accessibility in the area of Procurement of goods, services and facilities at CIRNAC, and address the barriers from the 2023 – 2025 Accessibility Plan.

Barrier 1

The Accessible Canada Act is not always considered by business owners, technical authorities (TA), and employees when specifying requirements.

Update on actions to address barrier 1
  • The procurement and contracting checklist has been updated to include an Accessibility Attestation, requiring clients to consider accessibility and approval at Director-level (at minimum), directly targeted to those persons making procurement decisions.
Progress indicators for barrier 1
  • Milestone: The pre-procurement checklist has been updated and implemented to include accessibility considerations

Barrier 2

Contracting officers lack commodity and market knowledge necessary to challenge the non-applicability of the Accessible Canada Act.

Update on actions to address barrier 2
  • Procurement officers and managers attend information sessions provided by the Public Services and Procurement Canada (PSPC) Accessible Procurement Resource Centre (APRC) and receive relevant informational communications from the APRC regularly.
Upcoming actions to address barrier 2
  • Once prepared and made available by PSPC's APRC, relevant training materials and opportunities will be completed by procurement employees.

Design and delivery of programs and services

The following actions were taken in 2024 to improve accessibility in the area of Design and delivery of programs and services at CIRNAC, and address the barriers from the 2023 – 2025 Accessibility Plan.

Barrier 1

Currently the design of new external programs and services has a greater need for an accessibility lens co-developed with Indigenous partners. This presents a barrier to external clients with disabilities in fully accessing CIRNAC programs and services.

Update on actions to address barrier 1
  • All identified leads for externally-facing programs and services within CIRNAC were distributed resources and best practices regarding consultation with persons with disabilities and Indigenous partners and clients by the CIRNAC Accessible Canada Act Secretariat. Information was also shared regarding unique barriers that Indigenous clients with disabilities may face in accessing programs and services. These resources and best practices were disseminated through email on multiple occasions and presented at four information sessions held over August and September 2024.
  • The Northern Contaminants Program (NCP) continues to hold external consultations with its multidisciplinary Management Committee, which includes representatives from the Council of Yukon First Nations, Dene Nation, Inuit Circumpolar Council Canada, and Inuit Tapiriit Kanatami. This Management Committee is responsible for the implementation of the NCP, including approval of program proposals, priorities, and funding allocations.
    • The NCP Management committee has met 3 times from January 2024 to September 2024.
Upcoming actions to address barrier 1
  • By December 2025, the CIRNAC Accessible Canada Act Secretariat will collaborate with functional leads for externally-facing programs and services to establish a consultatory body comprised of Indigenous representatives with disabilities. This consultatory body will support the creation of new programs and services with accessibility and cultural appropriateness built in from the start.

Barrier 2

Some programs and services, and aspects of programs and services, still present accessibility barriers to persons with disabilities.

Update on actions to address barrier 2
  • All identified leads for externally-facing programs and services within CIRNAC were distributed resources and best practices regarding prevention and removal of accessibility barriers in program design and delivery by the CIRNAC Accessible Canada Act Secretariat. These resources and best practices were disseminated through email on multiple occasions and presented at four information sessions held over August and September 2024.
  • Leads for externally-facing programs and services were queried as to known, existing accessibility barriers to target for future action. Barriers identified include:
    • Limited internet connectivity in some partners' and clients' communities, especially Canada's North, preventing reliable access to Internet-based service elements and to teleconferencing;
    • Unnecessary complexities in existing program designs;
    • Processes, content, and guidelines written at reading levels too complex for ease of comprehension by targeted audiences;
    • Lack of plain language use on public-facing program and service webpages.
Upcoming actions to address barrier 3
  • By December 2025, the CIRNAC Accessible Canada Act Secretariat will collaborate with identified leads in establishing accessibility audits for existing programs and services, with participation from external Indigenous representatives with disabilities.

Barrier 3

There is a greater need for employees that deliver programs and services to understand what accessibility standards must be followed when interacting with external clients. When delivering programs and services, the application of consistent accessibility best practices is not always provided. Sometimes this will lead to inconsistent levels of accessibility when delivering programs and services to clients.

Update on actions to address barrier 3
  • All identified leads for externally-facing programs and services within CIRNAC were distributed resources and best practices regarding accessibility-aware client service by the CIRNAC Accessible Canada Act Secretariat. These resources and best practices were disseminated through email on multiple occasions and presented at four information sessions held over August and September 2024.
Upcoming actions to address barrier 3
  • By December 2025, the CIRNAC Accessible Canada Act Secretariat will support identified leads in establishing public and accessible feedback mechanisms dedicated to external programs and services.

Barrier 4

There are several barriers that clients with disabilities experience when completing program and service application forms. Some examples of barriers that were shared include forms that are not in plain language, complex application processes, and the location of regional offices in some areas make the in-person access option not possible. There is also a need for increased awareness of the accessibility features and supports that CIRNAC offers clients.

Update on actions to address barrier 4
  • All identified leads for externally-facing programs and services within CIRNAC were distributed resources and best practices regarding accessibility of program and service-related forms by the CIRNAC Accessible Canada Act Secretariat. These resources and best practices were disseminated through email on multiple occasions and presented at four information sessions held over August and September 2024.
  • The Northern Contaminants Program (NCP) continues to encourage email submission of application forms to accommodate clients with limited internet connectivity and does not require that submissions be completed through web-based forms.
Upcoming actions to address barrier 4
  • Over the course of 2025, the CIRNAC Accessible Canada Act Secretariat will continue to engage identified leads in improving accessibility of program and service-related forms, drawing from ESDC and Shared Service Canada-developed best practices.

Transportation

The CIRNAC Accessibility Plan for 2023 – 2025 was published in December 2022. At that time, no transportation barriers were identified through internal and external consultations. However, recognizing the critical role of transportation in accessibility, these barriers will continue to be investigated with active participation and feedback from persons with disabilities.

To further this exploration, a consultation session with a focus on discussing transportation barriers with employees with disabilities was held in the fall of 2024. This session was complemented by a consultative survey distributed to employees, which posed similar transportation-related questions (refer to Summary of Consultation Findings). The identified barriers from these consultation activities highlighted a lack of appropriate public transportation routes to offices in the National Capital Region and the Alberta Region. Participants reported increased commuting difficulties, particularly for individuals with sensory, mobility, or neuro disabilities, who faced inadequate public transit options and limited capacity. Insufficient affordable parking spaces compounded these issues, along with the physical strain of transporting equipment to and from the office.

Accessibility concerns for those with chronic neurological conditions were also raised, particularly in extreme temperatures, which can exacerbate conditions such as migraines and lead to additional sick days due to the tight schedules imposed by government regulations. Additionally, there was a call for better accommodations for individuals with mobility disabilities and their aides, which are crucial for fulfilling job requirements. Participants noted limited transportation options for immune-compromised employees, resulting in additional costs that are not covered by the employer.

Identified barriers will be integrated into the Accessibility Plan for 2026 – 2028, along with related priority actions for their removal and prevention.

Progress reporting in 2025 and development of CIRNAC's upcoming Accessibility Plan for 2026 – 2028 will have a focus in exploring transportation barriers unique to employees, partners and clients in the North (Yukon, Northwest Territories, Nunavut).

Consultations

In October 2024, CIRNAC focused on engaging with employees to gain insights into their experiences and challenges regarding accessibility within the department. This year formal consultation activities were held, which included three virtual focus groups centered around specific priority areas for action, along with a simultaneous consultative survey. These initiatives were promoted through internal newsletters and the CIRNAC/ISC Accessibility Employee Network.

During the consultations, employees were encouraged to share their observations on:

CIRNAC continues to recognize that intersectional identities shape the lived experiences of employees in diverse ways. Our commitment to collaboration with the Diversity, Inclusion and Anti-Racism (IDEAR) Secretariat, functional authorities, and various employee networks remains strong as CIRNAC works towards enhancing accessibility for all.

Additionally, the Accessibility Champion and various departmental networks will continue to advance this work, ensuring that the voices of employees are heard and integrated into our strategic efforts.

The input gathered from these consultations will inform our ongoing efforts and strategic direction, guiding CIRNAC's initiatives in reducing and removing barriers to accessibility. CIRNAC values internal and external engagement on the Accessibility Plan and appreciate the contributions of all stakeholders in making meaningful improvements. The results of the 2024 consultations will be included in upcoming progress reports and accessibility plans, as CIRNAC strives to advance this essential work within the department.

Summary of consultation findings

Below is a summary of consultation findings received in these sessions.

Employment

Following the Treasury Board's directive for a minimum of three days per week in Government of Canada offices, employees have raised new barriers related to hybrid work, including:

  • Inconsistencies in the implementation of Duty to Accommodate measures for employees with disabilities.
  • Perceptions of disrespect and dismissal from CIRNAC senior management regarding accessibility concerns, and a sense that the one-size-fits-all model for hybrid work reflects structural ableism.
  • Frustration with hybrid events due to low-quality audio/conferencing equipment, making it difficult to hear speakers.
  • Increased inflexibility in workplace accommodations, contributing to anxiety about leaving current roles and impacting retention of employees with disabilities.
  • Growing concern over missing essential meetings, career growth opportunities, and networking if measures focus on work-from-home accommodations only.
  • Conflicting or unclear messaging from senior management about the relevance of Duty to Accommodate in the hybrid work structure.
  • Lack of accessible and reliable workspaces in CIRNAC offices, including bookable private spaces, low-noise areas, and dim or non-fluorescent lighting.
  • Increased urgency to advance representation and career progression for employees with disabilities across all levels.
  • Anxiety about the possibility of losing accommodations when switching positions, as well as perceptions of being viewed as a budgetary constraint impacting advancement opportunities.

Built environment

Accessibility challenges within CIRNAC office buildings remain a significant concern, including:

  • Limited availability of reliable, accessible workspaces for employees with disabilities, such as private, bookable, low-noise areas, sensory-friendly environments, and dim or non-fluorescent lighting options.
  • Insufficient ergonomic workspaces to meet the specific needs of employees with disabilities.
  • Lack of accessibility standard-compliant doorways, elevators, hallways, and other essential barrier-free spaces.
  • Lack of visual emergency alarms devices.
  • Frustration with current approaches to accessibility, often handled on a case-by-case or "one-size-fits-all" basis, rather than through accessibility-by-design, which can better address systemic barriers.
  • Concerns regarding accommodations, as some employees with disabilities feel excluded when informed that their needs are met solely through at-home accommodations, overlooking the importance of accessibility across both office and home workspaces.
  • Perception of reduced office flexibility, as offices were reportedly more adaptable pre-COVID, whereas the current standardized layout does not always meet diverse needs.
  • Limited accessibility in Swing Spaces, with performance impacts due to the close proximity and restricted adaptability of these work areas.

Information and communication technologies

Hybrid meetings and events have underscored several accessibility gaps in information and communication technologies (ICT):

  • Auditory processing barriers due to lack of headsets, microphones, and adaptive teleconferencing technologies for lip-reading and background noise reduction.
  • Delays in providing ICT accommodations, with some employees waiting one to two years.
  • Inconsistent access to IT resources for employees working remotely, particularly those living beyond a 125 km radius from a CIRNAC office, leading to delays and additional accessibility challenges.
  • Lack of clear communication from IT on what accommodations are permitted.
  • Features such as Q&A and transcription in Microsoft Teams and Zoom sometimes disabled, creating accessibility challenges.
  • Difficulty for remote attendees in hybrid meetings held in boardrooms, as they often cannot see participants' faces.
  • Lack of adherence by management to use headsets with microphones, making it difficult for remote employees to hear.

Communication, other than information and communication technologies

Challenges in general communications accessibility include:

  • Insufficient adherence to established accessibility standards in communications. Employees with disabilities often find themselves advocating for necessary changes, which should not be an additional responsibility on top of their primary job duties. (Key areas of concern include the use of serif fonts, large fonts, alt text, high-contrast visuals, and accessible email signatures).
  • Frustration stemming from excessive duplicate emails, CCs, and reminders about closures of buildings not relevant to their work. (This influx of information can be overwhelming for individuals with visual impairments).
  • Inadequate emergency signage for deaf and hard of hearing individuals in office spaces, compromising their safety and access to important information.
  • Limited autonomy and awareness regarding the Duty to Accommodate process, leading to confusion and inconsistency in support.
  • Concerns about missing essential communications due to delays in appropriate accommodations, such as translation services, speech-to-text tools, braille materials, and other assistive technologies.

Procurement of goods, services and facilities

Accessibility gaps in procurement and service delivery impact employees with disabilities, including:

  • Concerns over accessibility awareness in procurement practices, which often restrict access to goods and services needed to perform job duties effectively.

Transportation

The shift to hybrid work has created new transportation challenges for employees with disabilities, including:

  • Increased commuting difficulties for individuals with sensory, mobility, or neuro disabilities. (Issues include: inadequate public transit options, limited capacity, insufficient affordable parking spaces, and the physical strain of transporting equipment to and from the office).
  • Accessibility concerns for those with chronic neurological conditions, particularly in extreme temperatures. (This can exacerbate conditions like migraines and lead to additional sick days due to the tight schedules imposed by government regulations).
  • Insufficient accommodations for travel for individuals with mobility disabilities and their aides, which are necessary to fulfill job requirements.
  • Limited transportation options for immune-compromised employees, resulting in additional costs that are not covered by the employer.

Feedback

In 2024, feedback was collected through ongoing mechanisms, including an online form and email submissions. From January to October, CIRNAC received two comments reporting accessibility barriers and one comment specifically addressing the CIRNAC Accessibility Plan and 2023 Progress Report. All feedback and comments were reviewed and acted upon whenever possible, with reported barriers flagged to the appropriate CIRNAC leads for resolution.

Employee feedback highlighted barriers such as delays in processing ICT and IT accommodations and a lack of powered door openers in CIRNAC-leased office buildings. These reported barriers align with concerns raised through employee consultation activities (refer to Summary of Consultation Findings).

The Ombuds office provided employees with a confidential space to discuss accessibility-related issues. The office played a key role in resolving complex accessibility cases and highlighting systemic barriers faced by persons with disabilities. By referencing accessibility issues in messages and reports to CIRNAC staff and flagging systemic challenges at senior management tables, the Ombuds office raised awareness across the department. Additionally, it amplified the voices of persons with disabilities in significant departmental initiatives, including Values and Ethics discussions.

Glossary

The following definitions serve as a guide to better understand certain terms, but the list is not exhaustive. For additional definitions, please visit the Guide on Equity, Diversity and Inclusion Terminology or the Accessibility Glossary.

Ableism
Prejudice and discrimination against people with a disability.
Accessibility
Accessibility means that all persons are able to access and use a product, a service, or an environment with ease. When something is inaccessible, it means that barriers exist.
Accommodation
In the context of work, a measure taken by management based on the personal circumstances of an employee that is designed to enable them to carry out their duties and fully participate in work-related activities. Some examples include new or modified equipment, software, devices, work schedules, tasks, or accessing captions.
Barrier
Refers to anything physical, technological, socioeconomic, cultural, or attitudinal, anything that is based on information or communications, or anything that is the result of a policy or a practice that hinders a person's full and equal participation in society.
Disabilities
Refers to any impairment, including a physical, mental, intellectual, cognitive, learning, communication, sensory impairment, or a functional limitation. A disability may be permanent, temporary or episodic in nature, and can be evident or not, and a person may have one or more disabilities.
Discrimination
The unjust or prejudicial treatment of a person or group of people that deprives them of or limits their access to opportunities and advantages that are available to other members of society.
Diversity
The variety of identities found within an organization, group or society. Diversity is expressed through factors such as culture, ethnicity, religion, sex, gender, sexual orientation, age, language, education, physical abilities and disabilities, family status or socioeconomic status.
Duty to accommodate
Refers to the employers and service providers legal obligation to adjust policies or practices, including the design and adaptation of the work environment, to meet the needs of an individual to enable them to fully participate. According to the Supreme Court of Canada, duty to accommodate refers to what is required in the circumstances of each case to avoid discrimination. Visit Duty to Accommodate for more information.
Equity
The principle of considering people's unique experiences and differing situations, and ensuring they have access to the resources and opportunities that are necessary for them to attain just outcomes. Equity aims to eliminate disparities and disproportions that are rooted in historical and contemporary injustices and oppression.
Inclusion
The act of recognizing, valuing and building on differences in identity, abilities, backgrounds, cultures, skills, experiences and perspectives while respecting human rights.
Neurodivergent
Refers to a person with neurological functioning or behavioral traits that differ from what is considered typical.
Nothing about us without us
A guiding principle introduced in Nothing Without Us: A Public Service Strategy on Accessibility and adopted across the government of Canada to communicate the message that no policy should be decided by a representative without the full and direct participation of the members of the group affected by that policy.
Person with a disability or disabled person
A person with a physical, mental, intellectual, cognitive, sensory, learning or communication impairment, or a functional limitation, whether apparent or not, and permanent, temporary or episodic in nature, which hinders their full and equal participation in society when they face a barrier.
Systemic barrier
A barrier that results from seemingly neutral systems, practices, policies, traditions or cultures, and that disadvantages certain individuals or groups of people.

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