2026 to 2028 Crown-Indigenous Relations and Northern Affairs (CIRNAC) Accessibility Plan

Table of contents

Message from the Deputy Minister and Associate Deputy Minister

As part of our ongoing commitment to accessibility and inclusion, we are excited to share Crown–Indigenous Relations and Northern Affairs Canada's (CIRNAC) 2025 Progress Report and 2026 to 2028 Accessibility Plan with you!

We have made great achievements over the past year to put accessibility at the forefront of our daily activities, such as:

We are pleased to share the actions we will be undertaking in the new 2026 to 2028 CIRNAC Accessibility Plan as we continue working toward a barrier-free Canada by 2040. Based on the Accessible Canada Act (ACA) and its regulations, this 3 year plan was developed in collaboration with persons with disabilities across our department and with external partners to identify, remove, and prevent barriers to accessibility in the workplace for our employees, and in the policies, programs, and services we provide to First Nations, Inuit, and Métis communities.

As part of this initiative, a broad range of CIRNAC employees, partners, and stakeholders were consulted. The CIRNAC Employee Network on Accessibility and Persons with Disabilities, as well as Indigenous partners representing clients with disabilities, shared valuable feedback on the design and delivery of programs and services. Their input allowed for a comprehensive and intersectional understanding of the barriers encountered, helping to inform the activities outlined in this plan.

Annual progress reports will provide updates on the work to ensure we are meeting our commitments with transparency and accountability.

Accessibility is a shared responsibility, and together we can address the barriers that are not only physical but also systemic, cultural, and societal. This means ensuring everyone in the department is empowered to achieve their full potential, and where programs and services are accessible to all Canadians.

Valerie Gideon
Deputy Minister, Crown–Indigenous Relations and Northern Affairs Canada

Rob Wright
Associate Deputy Minister, Crown–Indigenous Relations and Northern Affairs Canada

General

The CIRNAC Accessible Canada Act Secretariat is designated to receive accessibility feedback or alternate format requests for Accessible Canada Act-aligned publications on behalf of CIRNAC. The Secretariat acknowledges receipt of all accessibility feedback received, unless submitted anonymously. There are various ways to provide feedback:

You may also use this contact information to request a copy of the Accessibility Plan or associated progress reports in an alternate format such as large font, braille, audio format, or to request a copy of the feedback process in an alternate format.

Introduction

CIRNAC's Commitment to Accessibility: Building a More Inclusive Future (2026 to 2028)

Crown–Indigenous Relations and Northern Affairs Canada (CIRNAC) is dedicated to creating a barrier-free environment for its employees, partners, and all Canadians. In accordance with the Accessible Canada Act, we are proud to present our 2026 to 2028 Accessibility Plan, a comprehensive roadmap for removing barriers and fostering an inclusive workplace and service delivery model for our Indigenous clients, stakeholders, and partners. This plan will be updated every 3 years, with progress reports published in the intervening years to ensure continuous improvement, accountability, and transparency.

At CIRNAC, we recognize that accessibility is not just a matter of compliance, it is a fundamental principle that strengthens our commitment to equity and inclusion. We are actively working to eliminate barriers not only for our employees but also in the programs and services we provide to Indigenous and northern organizations and the Canadian public. Our efforts are aligned with the Accessibility Strategy for the Public Service, embracing the core tenet of "Nothing Without Us", ensuring that persons with disabilities are actively involved in shaping the policies and practices that affect their lives. It is also consistent with the requirements set out in Part roman numeral 2 of the Canada Labour Code and will support the department in ensuring a physically and psychologically safe work environment for all employees and also respecting the Canadian Human Rights Act.

Building on the foundation laid by our first Accessibility Plan, published in 2022, this new plan represents a significant step forward in our journey toward full accessibility. We have already made considerable progress, and we are committed to maintaining this momentum by continuously seeking opportunities to enhance accessibility and inclusion across all areas of the department.

This Accessibility Plan is more than just a set of goals; it reflects our core values and our unwavering commitment to creating an equitable and accessible department for persons with disabilities. Through the plan, we are actively removing barriers, promoting the mental health and well-being of all employees, and advocating for equity and inclusion throughout CIRNAC's diverse workforce.

To achieve these ambitious goals, the CIRNAC Accessibility Plan focuses on 8 key priorities that will serve as the foundation for our efforts over the next 3 years:

This plan represents a significant step forward in our ongoing commitment to accessibility and inclusion. We are confident that, by working together, we can create a truly barrier-free environment where everyone has the opportunity to thrive.

Areas described under article 5 of the Accessible Canada Act

Employment

About this area

Employment means everything that effects how people work for CIRNAC. This includes the entire employment journey: recruitment as a candidate, hiring, onboarding and training, workplace accommodations, and advancement.

What we heard

Of all employees with disabilities who answered the questionnaire, 73.1% have requested workplace accommodations linked to their disability since 2022. Commonly reported barriers in the accommodation process include lack of manager support or cooperation, delays, and problems in getting accommodations if linked to non-visible disabilities.

Of all employees with disabilities who answered the questionnaire, 53.8% reported barriers during staffing processes. For employees with disabilities who reported barriers, the most frequent barriers were in:

  • Assessment (71.6%)
  • Qualifications, including language requirements (57.1%)
  • Mobility or the location of positions (35.7%)

Of all employees with disabilities who answered the questionnaire, 30.8% reported barriers in onboarding processes, and 69.2% reported barriers in training, promotion, and career progression. These barriers include lack of appropriate onboarding and issues with language training and qualifications.

Barrier 1: Managers and supervisors do not always support their employees in Duty to Accommodate (DTA) processes.

Actions to address Barrier 1:

Action 1

Review and update the CIRNAC manager's guide on roles and responsibilities in DTA processes, including key steps and timelines. Publish this guide to the CIRNAC intranet.

Expected results
  • Improved understanding and consistent application of the DTA process across the department
  • Fewer delays or unjustified refusals of accommodation requests
  • Increased use and compliance with the Accessibility Passport
  • Strengthened employee trust and psychological safety
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA).
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Organize information sessions 4 times a year on the DTA process, including the Government of Canada Workplace Accessibility Passport, for both employees and managers. Record a bilingual (English and French) information session for permanent availability on the CIRNAC intranet for new managers and employees.

Expected results
  • Improved understanding and consistent application of the DTA process across the department
  • Fewer delays or unjustified refusals of accommodation requests
  • Increased use and compliance with the Accessibility Passport
  • Strengthened employee trust and psychological safety
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Develop and implement a communication strategy to increase the visibility of and sharing of information about DTA.

Expected results
  • Improved understanding and consistent application of the DTA process across the department
  • Fewer delays or unjustified refusals of accommodation requests
  • Increased use and compliance with the Accessibility Passport
  • Strengthened employee trust and psychological safety
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA).
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 4

Develop an action plan to respond to recommendations from the Better Accommodation Project and refine accommodation prototypes.

Expected results
  • Better Accommodation Project recommendations are integrated within DTA action and accessibility
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA)
Yearly progress
  • 2026: Planning and development
  • 2027: Continuing
  • 2028: Continuing

Barrier 2: Lack of enforcement or accountability for ensuring that Duty to Accommodate (DTA) processes – such as completed Government of Canada Workplace Accessibility Passports – are respected.

Actions to address Barrier 2:

Action 1

Continue making DTA-related purchases through a centralized fund and implement a one-stop shop service model to ensure consistency, streamline processes, and strengthen accountability.

Expected results
  • Improved understanding and consistent application of the DTA process across the department
  • Fewer delays or unjustified refusals of accommodation requests
  • Increased use and compliance with the Accessibility Passport
  • Strengthened employee trust and psychological safety
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA)
Yearly progress
  • 2026: Continuing
  • 2027: Continuing
  • 2028: Continuing
Action 2

Send messages to managers on a regular basis reminding them about their DTA obligations and the importance of respecting requests and timelines.

Expected results
  • Managers are informed, accountable, and proactive in supporting accommodation processes
Responsible sectors
  • Human Resources and Workplace Services (Workplace Programs – DTA)
  • Support role: Employee Experience and Empowerment
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 3: Onboarding processes and resources are not universally offered, or may not be accessible for employees with disabilities.

Actions to address Barrier 3:

Action 1

Continue sending standard onboarding messages to all new employees and students that include information on the accommodation process.

Expected results

Increased awareness of accommodation processes and greater access to accessibility resources.

Responsible sectors
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Continuing
  • 2027: Continuing
  • 2028: Continuing
Action 2

Ensure that all CIRNAC tools related to learning, development, and performance management include information on accommodation request process.

Expected results
  • Increased awareness of accommodation processes and greater access to accessibility resources
Responsible sectors
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Include a mandatory common objective in all CIRNAC performance agreements (including staff, managers, and executives) for active participating in creating inclusive and respectful workplaces.

Expected results
  • Increased awareness of accommodation processes and greater access to accessibility resources
  • Managers are accountable, informed, and proactive in implementing accommodation measures
Responsible sectors
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 4

Create a standard onboarding message for all new managers and executives that includes information on DTA request processes along with learning, development and performance management resources.

Expected results
  • Increased awareness of accommodation processes and greater access to accessibility resources
  • Managers who are more accountable, informed, and proactive in implementing accommodation measures
Responsible sectors
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 5

Ensure that information on DTA request processes is included in letters of offer for senior executives.

Expected results
  • Increased awareness of accommodation processes and greater access to accessibility resources
Responsible sectors
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 4: Assessment and interview processes are not always accessible for employees with disabilities.

Actions to address Barrier 4:

Action 1

Analyse assessment tools used in CIRNAC staffing to identity and adapt them to eliminate or mitigate barriers to accessibility and equity for all candidates, including those with disabilities.

Expected results
  • Increased flexibility and fairness in staffing processes
  • Fewer barriers to accessibility reported in staffing processes
Responsible sectors
  • Human Resources and Workplace Services (Workforce Strategy – Staffing Centre of Expertise)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Provide managers training in accessibility, inclusion and bias as part of the recruitment process.

Expected results
  • Increased flexibility and fairness in staffing processes
  • Fewer barriers to accessibility reported in staffing processes
Responsible sectors
  • Human Resources and Workplace Services (Workforce Strategy – Staffing Centre of Expertise)
  • Support role: Human Resources and Workplace Services (Employee Experience and Empowerment)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 5: Official language requirements throughout the employment journey – from hiring to advancement and mobility – do not always consider employees with disabilities nor Indigenous employees.

Actions to address Barrier 5:

Action 1

Collaborate with managers to determine the language needs of each non-supervisory position to reduce unnecessary qualifications, while still making sure that programs and services are available in both official languages. (Supervisory position language qualifications are determined by the Treasury Board Secretariat.)

Expected results

Better representation of language needs in CIRNAC workforce.

Responsible Sectors
  • Human Resources and Workplace Services (Workforce Strategy)
  • Human Resources and Workplace Services (Employee Experience and Empowerment)
  • Support role: Managers and team leads
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Built environment

About this area

The built environment means everything physical about the places were CIRNAC employees work (employees' designated work location as determined by their employer) and where people access CIRNAC programs and services. This can include buildings, workstations, common spaces, furniture, lighting, and emergency and evacuation.

The design of Government of Canada worksites is determined by standards from Public Services and Procurement Canada (PSPC). Currently, CIRNAC is responsible for its worksites in the National Capital Region (NCR) and in the North (Iqaluit, Whitehorse, Yellowknife). In all other regions, CIRNAC employees may work in worksites controlled by Indigenous Services Canada (ISC) under a Service Level Agreement. CIRNAC collaborates with PSPC and ISC to address, remove, and prevent barriers in the built environment.

What we heard

Of all employees with disabilities who answered the questionnaire:

  • 30.8% rated their office or worksite as "completely" or "very" accessible based on their needs
  • 26.9% rated their office or worksite as "somewhat" accessible based on their needs
  • 26.9% rated their office or worksite as not accessible based on their needs

For employees with disabilities who reported barriers, the most frequent barriers were: workstations and office furniture (73.9%), lighting (39.1%), washrooms (34.7%), and conference rooms (26.1%).

Of all employees with disabilities who answered the questionnaire:

  • 37.8% were aware of emergency and evacuation procedures, with no accessibility concerns
  • 24.3% were not aware of emergency and evacuation procedures
  • 13.5% were aware of emergency and evacuation procedures, with accessibility concerns

For employees with disabilities who reported barriers, the most frequent barriers were in: communications regarding plans and procedures (70%), emergency alarms and notifications (40%), and lack of designated support to help employees with disabilities (30%).

Barrier 1: The design of available workstations and office furniture is inaccessible to employees impacted by sensory distractions, such as auditory and visual distractions.

Actions to address Barrier 1:

Action 1

Implement best solutions for workplace services within the physical environment, particularly sensory distractions, as needed, This can include workplace accommodations, designated quiet zones, private working spaces, and use of soundproofing materials in modernization processes.

Expected results
  • CIRNAC employees in offices can work in spaces with minimal sensory distractions
Responsible sectors
  • Chief Finances, Results and Delivery Officer sector (CFRDO) – Workplace Services
  • Support role: Human Resources and Workplace Services (Workplace and Relationships)
Yearly progress
  • 2026: Continuing
  • 2027: Continuing
  • 2028: Continuing
Action 2

Advocate for changes to PSPC's Government of Canada Workplace design standards, through formal written submissions, to incorporate workspaces with minimal-to-no sensory distractions. This includes collecting active sensory barriers in the workplace from CIRNAC employees.

Expected results
  • Future updates to PSPC's Government of Canada Workplace design standards take into account barriers to accessibility presented by sensory distractions.
Responsible sectors
  • CFRDO – Workplace Services
  • Support role: Human Resources and Workplace Services (Occupational Health and Safety (OHS))
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 2: The use of non-adjustable fluorescent lighting in office spaces, conference rooms and common spaces present barriers to persons with disabilities.

Actions to address Barrier 2:

Action 1

Wherever feasible, add delamped zones to CIRNAC workspaces through modernization processes. Delamping means that fluorescent lighting is reduced or replaced by other light sources.

Expected results
  • CIRNAC employees have access to workspaces with reduced or removed fluorescent lighting
Responsible sectors
  • CFRDO – Workplace Services
  • Support role: OHS, Brookfield Global Integrated Solutions (BGIS) – Real estate services
Yearly progress
  • 2026: Implemented in NCR (10 Wellington, Gatineau)
  • 2027: Other modernization projects to be announced during the life of this Accessibility Plan
  • 2028: Other modernization projects to be announced during the life of this Accessibility Plan
Action 2

Advocate for changes to PSPC's Government of Canada Workplace design standards, through formal written submissions, to incorporate workspaces with minimal-to-no fluorescent lighting. This includes collecting active lighting-related barriers in the workplace from CIRNAC employees.

Expected results
  • Future updates to PSPC's Government of Canada Workplace design standards take into account barriers to accessibility presented by non-adjustable fluorescent lighting
Responsible sectors
  • CFRDO – Workplace Services
  • Support role: Human Resources and Workplace Services (Occupational Health and Safety (OHS))
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 3: Universal and accessible washrooms are not available within all CIRNAC workspaces.

Actions to address Barrier 3:

Action 1

Through the modernization processes in CIRNAC workspaces, include:

  • Available accessible washrooms on each floor
  • Available accessible and universal washrooms in buildings
  • Automatic door openers for washrooms, wherever possible
Expected results
  • Accessible and universal washrooms are available in CIRNAC workspaces.
Responsible sectors
  • CFRDO – Workplace Services
  • Support role: PSPC, BGIS – Real estate services
Yearly progress
  • 2026: Completed for CIRNAC headquarters at 10 Wellington (Gatineau, NCR) – floors 18, 19 and 20. Completed at 1138 Melville (Vancouver, British Columbia) – as an ISC building, CIRNAC will collaborate to ensure actions for this workspace
  • 2027: Other modernization projects to be announced during the life of this Accessibility Plan
  • 2028: Other modernization projects to be announced during the life of this Accessibility Plan

Barrier 4: Emergency and evacuation procedures are not always accessible for persons with disabilities.

Actions to address Barrier 4:

Action 1

Increase the visibility and availability of Building Emergency and Evacuation Plans throughout all CIRNAC workspaces.

Expected results
  • All CIRNAC employees have access to Building Emergency Evacuation Plans
Responsible sectors
  • ISC Corporate Security Management Directorate
  • Support role: OHS, BGIS – Real estate services
Yearly progress
  • 2026: Implemented in NCR
  • 2027: Implemented in workspaces outside NCR. Continuing in NCR
  • 2028: Continuing
Action 2

Enhance the promotion and communication of emergency procedures, with a particular focus on:

  • Persons requiring assistance, ensuring that they are aware of support available
  • Managers, emphasizing their responsibilities in supporting emergency preparedness and response for persons requiring assistance
Expected results
  • All persons requiring assistance are informed about the registration process and relevant contacts
  • All managers understand their responsibilities, and Personal Emergency Evacuation Plans are developed and maintained accordingly
Responsible sectors
  • ISC Corporate Security Management Directorate
  • Support role: OHS
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Increase assembly point signage on floors for persons requiring assistance.

Expected results
  • All persons requiring assistance are aware of their designated assembly locations during an evacuation
Responsible sectors
  • ISC Corporate Security Management Directorate
  • Support: OHS, BGIS – Real estate services
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 5: Emergency alarms with visual components are not universally installed within CIRNAC workspaces, or are placed out-of-view of workstations.

Actions to address Barrier 5:

Action 1

Installation of strategically placed visual alarms, in common areas and near employees' workstations, that activate simultaneously with building fire alarms in CIRNAC workspaces.

Expected results
  • Employees and visitors can be visually notified of fire alarm evacuation alarms while in CIRNAC workspaces
Responsible sectors
  • CFRDO – Workplace Services
  • Support: OHS. PSPC. BGIS – Real estate services
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented

Information and communication technologies

About this area

Information and communication technologies (ICT) refer to the tools, systems, and processes that support the creation, processing, sharing, and access to digital information, including the secure and compliant management, collection, and storage of data and information. This can include computers and other devices, programs and applications, accommodations for technology in the workplace, and virtual meetings and events.

ICT services are provided to CIRNAC through a Service Level Agreement with Indigenous Services Canada (ISC). CIRNAC works with ISC under this area of action to ensure that barriers to ICT accessibility for CIRNAC employees are identified, removed and prevented.

What we heard

Of all employees with disabilities who answered the questionnaire:

  • 57.7% reported that their information and communication technologies (ICT) were "completely" or "very" accessible for the purposes of their day-to-day work, while 38.5% rated their ICT as "somewhat" accessible
  • 34.6% reported not feeling supported by ICT specialists at ISC/CIRNAC or at Shared Services Canada (SSC), while 30.8% reported feeling well supported by these ICT specialists
  • 57.7% reported that CIRNAC hybrid meetings and events were accessible to them, and 19.2% reported partial accessibility for hybrid meetings and events, and 3.8% reported that hybrid meetings and events were not accessible

Barrier 1: Accessible software and hardware solutions for employees with disabilities are not always available or implemented.

Actions to address Barrier 1:

Action 1

Establish standardized processes and service standards to acquire and implement technology accommodations for rapid deployment, aligning with the Better Accommodation Project (BAP).

Expected results
  • Improved implementation of accessible software and hardware
  • Reduced delays in accommodation deployment
  • Improved user satisfaction
  • Increased awareness among Information Technologies (IT) specialists regarding accessibility obligations
Responsible sectors
  • ISC Information Management Branch (IMB) IT Support & Operations
  • ISC Enterprise IT Service Delivery
  • ISC Enterprise IT Infrastructure Services
  • Support role: ISC IMB Integrated Strategies & Planning Services, ISC IMB Enterprise Architecture, ISC IMB Cyber Security, CIRNAC ACA Secretariat, CIRNAC Chief Finances, Results and Delivery Officer (CFRDO) - Digital Transformation, CIRNAC Human Resources and Workplace Services (Accessibility and Abilities Management), Corporate Communications, SSC –Accessibility, Accommodation and Adaptive Computer Technology (AAACT)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Provide an inventory of departmental approved and frequently requested assistive technologies (for example, screen readers, ergonomic peripherals) to support timely accommodations.

Expected results
  • Reduced delays in the procurement and deployment of accessible technology solutions
  • Increased knowledge among employees and IT specialists in selecting frequently requested adaptive technologies
Responsible sectors
  • ISC IMB Enterprise IT Service Delivery
  • Support role: ISC IMB Integrated Strategies & Planning Services, Corporate Communications
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 3

Establish a cross-functional IMB-led team to assess and address challenges, urgent cases, and systemic issues related to ICT accessibility and accommodation requests and providing actionable recommendations for continuous improvement.

Expected results
  • Identification and prevention of systemic and operational barriers to accessibility
  • Improved response time and resolution of ICT accessibility and accommodation requests
  • Reduction in escalations and unresolved cases through proactive issue tracking and collaboration
  • Strengthened culture of accessibility and inclusion through cross-functional collaboration and accountability
  • Increased employee satisfaction with ICT accommodation processes
Responsible sectors
  • ISC IMB Integrated Strategies and Planning Services
  • Support role: ISC IMB IT Support and Operations, ISC IMB Enterprise IT Infrastructure Services, ISC IMB Cyber Security
  • For consultation: CIRNAC CFRDO – Digital Transformation, CIRNAC ACA Secretariat
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 2: Common software and applications are sometimes inaccessible to employees with disabilities.

Actions to address Barrier 2:

Action 1

Assess and verify, where technically feasible and within the scope of departmental responsibility that all newly developed or procured departmental ICT systems comply with Treasury Board Secretariat (TBS)'s accessibility standards (EN 301 549, WCAG 2.1), This excludes systems and applications managed externally by other Government of Canada departments (e.g., Microsoft 365 suite of applications, PeopleSoft, Phoenix).

Expected results
  • New departmental ICT implementations that fall within the scope of departmental responsibility are assessed and validated to meet current accessibility standards
  • Accessibility considerations and validation steps are embedded in project gating documentation and procurement templates for systems under departmental stewardship
Responsible sectors
  • ISC IMB Digital Solution Services
  • ISC IMB Enterprise Data Management & Analytics
  • ISC IMB Corporate Information Management Directorate
  • ISC IMB Enterprise Strategic Services and IMB Enterprise Architecture
  • Support role: ISC IMB Integrated Strategies & Planning services
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 2

Ensure all IMB employees complete mandatory accessibility role-specific training that reflects their responsibilities in software design, development, procurement, and service delivery. Training will include the cultural and systemic impacts of accessibility barriers and emphasize the importance of accessibility as a shared organizational responsibility.

Expected results
  • Increased accessibility knowledge and competency among IMB employees
  • Enhanced cultural awareness and understanding of how accessibility barriers impact employees and clients
  • Accessibility responsibilities clearly integrated into performance expectations and work objectives
  • Stronger organizational culture of accountability and inclusion in IM/IT service delivery
Responsible sectors
  • ISC IMB Integrated Strategies & Planning Services
  • Support role: ISC IMB managers and employees
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 3: The audio quality of hybrid meetings and events is sometimes inaccessible for participants with disabilities.

Actions to address Barrier 3:

Action 1

Develop and promote accessibility and usage guidelines and standards for inclusive hybrid meetings as an IMB pilot project. Communicate these guidelines and standards when full accessibility is not in place.

Expected results
  • Consistent, inclusive meeting experiences across all regions and platforms
  • Increased awareness among employees and meeting facilitators of accessibility best practices for hybrid meetings
  • Improved alignment with federal accessibility standards and guidance for inclusive digital and physical meeting environments
Responsible sectors
  • ISC IMB Integrated Strategies and Planning Services
  • ISC IT Infrastructure Services
  • Support role: ISC IMB Enterprise IT Infrastructure Services, ISC IMB IT Support & Operations, ISC IMB Enterprise IT Service Delivery, Corporate IT services (in regions)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 4: There is a lack of funding allocated for accessibility development and testing within Information Technology services.

Actions to address Barrier 4:

Action 1

Integrate accessibility funding considerations into Information Management (IM)/IT investment planning, business case templates, and procurement models to ensure sustainable funding for accessibility testing and remediation.

Expected results
  • Accessibility considerations are embedded in IM/IT planning and investment decisions
  • Improved awareness of accessibility funding needs and priorities across governance structures
  • Long-term sustainability of accessibility initiatives
Responsible sectors
  • ISC IMB Enterprise Strategic Services
  • ISC IMB Enterprise Architecture
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Communication, other than information and communication technologies

About this area

Communication involves the exchange and understanding of information. This area for action describes any communication products that are not based in Information and communication technologies (ICT). This can include documents, email messages, presentations, and content published to the internet or intranet.

Through a Service Level Agreement, communication services for CIRNAC are provided by Indigenous Services Canada (ISC). CIRNAC works with ISC to ensure that barriers to accessibility under this area of action are identified, prevented, and removed.

What we heard

Of all employees with disabilities who answered the questionnaire, 53.8% reported that they always have the ability to send and receive information in their preferred methods or formats. 23.1% reported sometimes having this ability, and 11.6% are unsure.

Of all employees who answered the questionnaire, 61.5% felt that CIRNAC communication products are composed in plain language. 28.2% of respondents felt that communication products are only sometimes composed in plain language, and 10.3% reported not feeling that they are composed in plain language.

Barrier 1: Emails and documents are not universally accessible. There is inconsistent knowledge among CIRNAC employees regarding best practices for accessible communication products.

Actions to address Barrier 1:

Action 1

Wide promotion to CIRNAC employees and managers of best practices, training opportunities, and learning resources for creating accessible emails and documents.

The Digital Accessibility Toolkit and Canada.ca Content Style Guide for plain language best practices are used for content development.

These resources will be promoted through regular internal communications (such as the weekly Express newsletter) and through targeted presentations to employee networks and management tables.

Expected results
  • Emails and documents created and distributed by CIRNAC employees are more consistently designed with accessibility in mind
Responsible sectors
  • ISC Communications
  • Support role: Canada School of Public Service (CSPS), Treasury Board Secretariat (TBS), Shared Services Canada (SSC) – Accessibility, Accommodation and Adaptive Computer Technology (AAACT)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 2: Visual communication products – including presentations and videos – is not always accessible.

Actions to address Barrier 2:

Action 1

Wide promotion to CIRNAC employees and managers of best practices, training opportunities, and learning resources for creating accessible visual content.

These resources will be promoted through regular internal communications (such as the weekly Express newsletter) and through targeted presentations to employee networks and management tables.

Expected results
  • Visual content and documents created by CIRNAC employees are more consistently designed with accessibility in mind
Responsible sectors
  • ISC Communications
  • Support role: CSPS, TBS, SSC – AAACT
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Corporate templates for creating presentations are updated to be accessible in design and are available for all CIRNAC employees through the intranet.

Expected results
  • All CIRNAC presentations using corporate templates are designed to be accessible from the start
Responsible sectors
  • ISC Communications
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 3: CIRNAC's public-facing and internet content does not always use plain and clear language.

Actions to address Barrier 3:

Action 1

Wide promotion of TBS's Plain Language Guidelines, when published, to all CIRNAC employees and managers.

These Guidelines will be promoted through regular internal communications (such as the weekly Express newsletter) and through targeted presentations (such as CIRNAC's senior management tables).

Expected results

Content and information on CIRNAC's website, or shared publicly elsewhere, are written consistently in plain language

Responsible sectors
  • ISC Communications
  • Support role: CSPS, TBS, SSC – AAACT
Yearly progress
  • 2026: Continuing
  • 2027: Continuing
  • 2028: Continuing

Procurement of goods, services and facilities

About this area

Procurement means any purchasing or leasing of goods and services. This includes processes for procurement.

Under a Service Level Agreement, procurement processes for CIRNAC are made by Indigenous Services Canada (ISC). CIRNAC collaborates with ISC to ensure that barriers to accessibility under this area of action are identified, prevented, and removed.

Barrier 1: Knowledge of accessibility requirements for procurement is inconsistent or lacking among clientele and business owners.

Actions to address Barrier 1:

Action 1

Share information provided by Public Services and Procurement Canada (PSPC) on accessibility via Express and/or other channels.

Expected results
  • 100% of PSPC communications are shared with business owners
Responsible sectors
  • ISC Chief Finances, Results and Delivery Officer (CFRDO) – Material and Assets Management Branch (MAMD)
  • Support role: ISC Communications, PSPC, SSC
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Train Procurement Officers on the latest information around accessibility in Procurement. This includes training offered by PSPC and Shared Services Canada (SSC).

Expected results
  • 100% of Procurement Officers are trained
Responsible sectors
  • ISC CFRDO – MAMD
  • Support role: PSPC, SSC
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Integrate accessibility into monitoring & compliance checklists.

Expected results
  • Accessibility is integrated into file audit checklist
Responsible sectors
  • ISC CFRDO – MAMD
  • Support role: PSPC, SSC
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Design and delivery of programs and services

About this area

Design and delivery of programs and services means anything about how the public can access the programs and services provided by CIRNAC. This includes how programs and services are created and how they are offered.

What we heard

From engaging with organizations that represent CIRNAC's partners, stakeholders and clients with disabilities, some barriers to accessibility that emerged were: lack of meaningful and ongoing engagement with Indigenous Peoples and northerners with disabilities when designing or changing programs and services, funding application and reporting processes that are not designed with cultural nor accessibility considerations, and the accessibility of information related to CIRNAC programs and services.

Barrier 1: New and existing programs and services may not be designed with accessibility considerations and best practices.

Actions to address Barrier 1:

Action 1

CIRNAC's Policy and Strategic Direction sector will ensure continuous engagement with Indigenous and northern representatives with disabilities in the design of their programs and services.

This will be achieved through identifying representatives from Indigenous and northern organizations and disability advocacy groups, scheduling regular meetings, and tracking how feedback from engagement changes the design of programs and services.

Expected results
  • The design of new and existing programs and services under the Policy and Strategic Direction sector is informed by the needs and expertise of Indigenous Peoples and northerners with disabilities
Responsible sectors
  • Policy and Strategic Direction sector
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented
Action 2

Other CIRNAC sectors will explore and implement opportunities to include representatives for Indigenous Peoples and northerners with disabilities into existing advisory bodies, or in development of new advisory bodies focused on accessibility. Recommendations from these bodies will inform the design and auditing of programs and services.

Expected results
  • The design of new and existing CIRNAC programs and services is informed by the needs and expertise of Indigenous Peoples and northerners with disabilities
Responsible sectors
  • Northern Affairs Organization
  • Modern Treaties, Consultation, and Intergovernmental Relations sector
  • Resolution and Partnerships sector
  • Treaties and Aboriginal Government sector
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented

Barrier 2: Employees responsible for CIRNAC program and service delivery do not always have knowledge or training regarding accessibility, nor intersectional consideration for Indigenous Peoples and northerners with disabilities.

Actions to address Barrier 2:

Action 1

CIRNAC's Policy and Strategic Direction sector will co-design training content with Indigenous Peoples and northerners with disabilities (external Indigenous organizations) and departmental subject matter experts.

Training – with a focus on accessibility, Indigenous and northern perspectives, and intersectionality – will be delivered on a recurring basis and will be mandatory for all employees involved in designing programs and services.

Expected results
  • Employees responsible for the delivery of programs and services under the Policy and Strategic Direction sector have the knowledge and skills to incorporate best accessible practices, cultural competency, and policy alignment in their work
Responsible sectors
  • Policy and Strategic Direction sector
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 2

CIRNAC's Audit and Assurance Services branch will include accessibility awareness in its onboarding materials, and will consistently promote accessibility and cultural training opportunities to its employees.

Expected results
  • Audit and Assurance Services branch employees will have increased awareness and knowledge of accessibility, inclusion, and cultural competency when engaging with communities
Responsible sectors
  • Audit and Evaluation sector (Audit and Assurance Services)
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 3

CIRNAC will consistently share its public accessibility feedback mechanisms with clients, partners, and external stakeholders. Feedback on accessibility received will be integrated into the delivery of CIRNAC programs and services.

Expected results
  • Programs and services are aware of barriers to accessibility as identified by clients, partners, and external stakeholders, and can act to remove these barriers.
Responsible sectors
  • Audit and Evaluation sector
  • Policy and Strategic Direction sector
  • Northern Affairs Organization
  • Modern Treaties, Consultation, and Intergovernmental Relations sector
  • Resolution and Partnerships sector
  • Treaties and Aboriginal Government sector
  • Support role: CIRNAC Accessible Canada Act Secretariat
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 4

When published, CIRNAC will integrate Accessible Standards Canada's Standard on Accessible Service Delivery for federally regulated entities into all program and service delivery processes. Publication of this Standard is expected by winter 2026.

Expected results
  • All CIRNAC programs and services will follow the guidelines from Accessible Standards Canada in their delivery, making sure that best practices developed by subject matter experts are reflected in their functions
Responsible sectors
  • Audit and Evaluation sector
  • Policy and Strategic Direction sector
  • Northern Affairs Organization
  • Modern Treaties, Consultation, and Intergovernmental Relations sector
  • Resolution and Partnerships sector
  • Treaties and Aboriginal Government sector
  • Support role: CIRNAC Accessible Canada Act Secretariat
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Barrier 3: Communications related to programs and services – including informational documents, forms, application processes, and virtual meetings and session – are not always accessible.

Actions to address Barrier 3:

Action 1

All virtual meetings and sessions organised by CIRNAC's Policy and Strategic Direction sector will integrate accessibility features by default. This includes closed captioning and sign language interpretation.

Expected results
  • Participants with disabilities in Policy and Strategic Direction sector-organised meetings and sessions are able to participate without barriers
Responsible sectors
  • Policy and Strategic Direction sector
  • Support role: Communications
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

All communication materials shared externally will use plain language principles and culturally grounded guidance Accessibility features will be used for virtual meetings with community participants.

Expected results
  • Communication shared by Audit and Assurance Services is understandable and clear in what information is shared
  • Community participants in Audit and Assurance Services-organized meetings are able to participate without barriers
Responsible sectors
  • Audit and Evaluation sector (Audit and Assurance Services)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Programs and services under other CIRNAC sectors will explore and implement resources and training opportunities for employees to strengthen knowledge of plain language principles, accessible document creation, and accessible meeting features. Exploration of additional support such as practical navigation tools and/or webinar for application processes and improve user-friendly component of these processes

Expected results
  • Communications shared by CIRNAC programs and services are understandable and clear in terms of the information conveyed
  • Participants with disabilities in program and service-related meetings and sessions can participate without barriers
Responsible sectors
  • Northern Affairs Organization
  • Modern Treaties, Consultation, and Intergovernmental Relations sector
  • Resolution and Partnerships sector
  • Treaties and Aboriginal Government sector
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 4

CIRNAC programs and services will build capacity to be able to consistently provide alternate document formats or ways of providing information, by default or by request. This includes document formats that do not require internet access.

Expected results
  • CIRNAC clients, partners, and external stakeholders can access information for programs and services in formats that are appropriate and accessible. This includes those without reliable internet access
Responsible sectors
  • Audit and Evaluation sector
  • Policy and Strategic Direction sector
  • Northern Affairs Organization
  • Modern Treaties, Consultation, and Intergovernmental Relations sector
  • Resolution and Partnerships sector
  • Treaties and Aboriginal Government sector
  • Support role: CIRNAC Accessible Canada Act Secretariat
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Barrier 4: Funding opportunities and reporting processes do not always consider impacts for Indigenous Peoples and northerners with disabilities, whether as applicants or as recipients of funded initiatives.

Actions to address Barrier 4:

Action 1

Funding opportunities under CIRNAC's Policy and Strategic Direction sector will integrate explicit accessibility criteria into all applications. In addition, this sector will explore alternative reporting methods for funding processes and will develop toolkits and templates to simplify application processes.

Expected results

Policy and Strategic Direction funding opportunities are more accessible, culturally appropriate, and better meet the needs of Indigenous Peoples and northerners with disabilities.

Responsible sectors
  • Policy and Strategic Direction sector.
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented
Action 2

Funding opportunities under other CIRNAC sectors will explore integrating explicit accessibility criteria into applications, along with alternative methods and timelines for funding processes and improving user-friendly and clear processes.

Expected results
  • CIRNAC funding and reporting processes are more accessible, culturally appropriate, and better meet the needs of Indigenous Peoples and northerners with disabilities
Responsible sectors
  • Northern Affairs Organization
  • Treaties and Aboriginal Government sector
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented

Transportation

About this area

Transportation means travelling or moving from one place to another, related to working at CIRNAC or to accessing programs and services from CIRNAC. This can include commuting, travelling between buildings, or travelling long distance.

What we heard

Of all employees with disabilities who answered the questionnaire, 50% reported regularly experiencing barriers to work-related transportation, and 15.4% reported sometimes experiencing barriers to work-related transportation.

For employees with disabilities who reported barriers, the most frequent barriers were related to: available and accessible public transportation to offices and worksites (55%), accessible options for commuting to offices and worksites (45%), lack of shuttle services between worksites (30%), and available and accessible parking spaces at worksites (25%).

Barrier 1: There is a lack of accessible transportation options to CIRNAC worksites and in-person services, especially outside the National Capital Region.

Actions to address Barrier 1:

Action 1

At CIRNAC worksites, CIRNAC will monitor identified barriers related to accessible transportation options and communicate these to Public Services and Procurement Canada (PSPC) to support their role in engaging municipalities and/or other relevant authorities in addressing accessibility barriers.

Expected results
  • CIRNAC will monitor barriers to accessible transportation options more effectively, enabling clearer insight into accessibility needs and solutions at its worksites
Responsible sectors
  • CIRNAC Chief Finances, Results and Delivery Officer (CFRDO)
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 2

CIRNAC will communicate accessibility needs regarding accessible and available options for transportation to PSPC for future departmental building lease

Expected results
  • Future CIRNAC worksites are accessible by a number of available and appropriate transportation options
Responsible sectors
  • CIRNAC CFRDO
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Barrier 2: There is a lack of available, accessible public transportation to-and-from worksites.

Actions to address Barrier 2:

Action 1

At CIRNAC worksites, CIRNAC will monitor identified barriers related to available and accessible public transportation options and communicate these to PSPC to support their role in engaging public transportation authorities in addressing accessibility barriers.

Expected results
  • Barriers related to public transportation to-and-from CIRNAC worksites are reduced, with accessible public transportation where available for employees, clients, and partners
Responsible sectors
  • CIRNAC CFRDO
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 2

CIRNAC will communicate accessibility needs regarding accessible and available public transportation options to PSPC for future departmental building leases.

Expected results
  • Future CIRNAC worksites are accessible by appropriate public transportation
Responsible sectors
  • CIRNAC CFRDO
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Barrier 3: There is a lack of accessible, available parking spaces near CIRNAC worksites.

Actions to address Barrier 3:

Action 1

At CIRNAC worksites, CIRNAC will monitor identified barriers related to available and accessible parking spaces and communicate these to Public Services and Procurement Canada (PSPC) to support their role in engaging municipalities and/or private parking providers in addressing accessibility barriers.

Expected results
  • Accessible parking spaces are available at or near CIRNAC worksites
Responsible sectors
  • CIRNAC CFRDO
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing
Action 2

CIRNAC will communicate accessibility needs regarding availability and amount of accessible parking spaces to PSPC for future departmental building leases.

Expected results
  • Future CIRNAC worksites have enough available accessible parking spaces for all employees, clients, and partners who need them
Responsible sectors
  • CIRNAC CFRDO
Yearly progress
  • 2026: Planning
  • 2027: Implemented
  • 2028: Continuing

Culture

About this area

Culture refers to the behaviour and actions of people and systems. Culture effects accessibility when behaviours and actions are directed towards people with disabilities, or towards disability in general. Though culture is not an area for action defined under the Accessible Canada Act, it is an area targeted by other federal Accessibility Plans. These barriers to accessibility are important to address because they affect everyone.

Barriers to accessibility in culture include:

  • Systemic barriers: policies, procedures, or practices that can negatively affect accessibility and fairness for individuals or groups, often put into place unintentionally. These barriers can include leadership, accountability, clarity of expectations, or exclusion of persons with disabilities
  • Attitudinal barriers: assumptions that limit opportunities for persons with disabilities, or that offend their dignity. These barriers can include stereotypes, negative and offensive language and word choices, exclusion, assumptions about disabilities, and being treated differently

What we heard

Of all employees who completed the questionnaire:

  • 71.8% reported having experienced or observed systemic barriers in the workplace
  • 59% reported having experienced or observed attitudinal barriers in the workplace

Major systemic and attitudinal barriers to accessibility reported by employees with disabilities include bias and discrimination against persons with non-visible disabilities and lack of consideration for the intersections between disability and Indigeneity, or the systemic understanding of disability through a colonial lens.

Barrier 1: There are systemic and attitudinal biases and ableism, especially towards non-visible disabilities and employees with non-visible disabilities.

Actions to address Barrier 1:

Action 1

Strengthen the capacity and platform of the joint CIRNAC-ISC Accessibility Employee Network and its initiatives, and of the CIRNAC accessibility champions.

Expected results
  • CIRNAC employees with disabilities, including those with non-visible disabilities, are able to participate and contribute to their own shared empowerment, advocacy and support within the workplace
Responsible sectors
  • CIRNAC Accessibility Champions
  • Support: CIRNAC Inclusion, Diversity, Equity and Anti-Racism (IDEAR) Secretariat, Human Resources and Workplace Services, CIRNAC Deputy Minister's Office
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

Promote the social model of disability and a "yes by default" approach to disability-based accommodation, with a focus on non-visible disabilities and neurodiversity, across CIRNAC. A "yes by default" approach means that every employee can request and receive support, that accommodation measures help employees contribute to their full potential, and that all requests for accommodations are considered and examined.

This action includes:

  • Offering targeted training to CIRNAC employees, managers and accommodation advisors regarding non-visible disabilities and neurodiversity, informed by the social model of disability
  • Creating monthly articles about non-visible disabilities in the Express newsletters and the wide promotion of existing resources and events created outside of CIRNAC
Expected results
  • CIRNAC employees with non-visible disabilities do not face additional attitudinal and structural barriers in accommodation processes
Responsible sectors
  • CIRNAC Human Resources and Workplace Services (Workplace and Relationships)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 3

Organize internal events featuring advocates with non-visible disabilities and/or are neurodivergent.

Expected results
  • CIRNAC employees and managers have a greater understanding of non-visible disabilities and neurodiversity, reducing and preventing attitudinal barriers
Responsible sectors
  • CIRNAC IDEAR Secretariat
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 4

Raise awareness around recourse mechanisms and resources available to employees to address discriminatory harassment and discrimination

Expected results
  • CIRNAC employees and managers are aware of the supports available to address discrimination
Responsible sectors
  • Occupational Heath and Safety (OHS)
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Barrier 2: There is a lack of systemic and attitudinal understandings of, or considerations for, the intersections between accessibility, disability and Indigeneity.

Actions to address Barrier 2:

Action 1

CIRNAC will recognize the month of November of each year as Indigenous Disability Awareness Month. Opportunities for learning about the experiences of Indigenous Peoples with disabilities, such as events and trainings, will be promoted.

Expected results

CIRNAC will demonstrate its commitment to serving Indigenous Peoples with disabilities with dignity, respect, and cultural understanding

Responsible sectors
  • CIRNAC Human Resources and Workplace Services
  • CIRNAC Inclusion, Diversity, Equity and Anti-Racism (IDEAR) Secretariat
  • CIRNAC Deputy Minister's Office
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 2

CIRNAC staffing of positions will be evaluated to determine whether the inclusion of Indigenous language and sign language (including Indigenous sign languages) proficiency could be added as asset or requirement based on individual position needs.

Expected results
  • CIRNAC employees, clients, partners and external stakeholders communicate in Indigenous languages and sign languages of their choice
Responsible sectors
  • CIRNAC HRWS (Recruitment and Hiring)
Yearly progress
  • 2026: Planning
  • 2027: Planning
  • 2028: Implemented
Action 3

Organize internal events with speakers and testimonials on the realities of Indigenous Peoples with disabilities and cultural understandings of accessibility, along with other equity-seeking groups with disabilities.

Expected results
  • CIRNAC employees and managers have a greater understanding of Indigenous Peoples' perspectives and realities of disability and accessibility, reducing and preventing attitudinal barriers
Responsible sectors
  • CIRNAC IDEAR Secretariat
  • Support role: CIRNAC ACA Secretariat, CIRNAC/ISC Indigenous Voices Council, CIRNAC-ISC Accessibility Employee Network
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing
Action 4

Identify existing and new training resources regarding accessibility in order to add perspectives of Indigenous accessibility advocates.

Expected results
  • Accessibility resources and training opportunities available to CIRNAC employees consider Indigenous perspectives and realities
Responsible sectors
  • CIRNAC IDEAR Secretariat
  • Support role: CIRNAC ACA Secretariat, CIRNAC/ISC Indigenous Voices Council
Yearly progress
  • 2026: Implemented
  • 2027: Continuing
  • 2028: Continuing

Consultations

In preparation of this Accessibility Plan, CIRNAC consulted with its employees with disabilities and engaged with Indigenous organizations representing clients, partners and stakeholders with disabilities. These activities are not only required by the Accessible Canada Act and its Regulations but were vital to identifying which barriers to accessibility to target with actions in this Plan.

Internal engagement

Internal engagement sessions for CIRNAC's 2026 to 2028 Accessibility Plan were conducted with employees with disabilities and included questions regarding barriers to accessibility in transportation and culture for the first time since accessibility consultations began in 2022. Engagement with CIRNAC employees took place over Summer 2025, with opportunities advertised through the internal Express newsletter on a weekly basis. These opportunities were also shared with all departmental employee and manager network leads for distribution to their members.

A questionnaire composed of 40 questions was developed for CIRNAC employees. This questionnaire was available through the GC Forms platform, chosen for ease-of-use, adherence to accessibility norms, and security and anonymity of results. The questionnaire was also made available as a simple Microsoft Word document. Thirty-nine (39) completed questionnaires were received.

Between July 22 and August 27, 2025, CIRNAC organized 12 virtual discussion group consultation sessions for employees. These virtual discussion groups were held via the Microsoft Teams platform, scheduled for 90 minutes each, and were organised thematically by areas of action:

  • Employment and Culture:
    • English-language sessions: July 29, 2025, and August 6, 2025
    • French-language sessions: August 5, 2025, and August 11, 2025
  • Built Environment and Transportation:
    • English-language sessions: August 13, 2025, and August 27, 2025
    • French-language sessions: July 22, 2025, and August 19, 2025
  • Information and Communication Technologies, Communications, and Procurement:
    • English-language sessions: July 24, 2025, and August 20, 2025
    • French-language sessions: July 30, 2025, and August 27, 2025

Upon request, 4 individual virtual discussions were organised with employees.

External engagement

Engagement activities with Indigenous organizations representing CIRNAC clients and partners with disabilities took place in September 2025. The feedback and knowledge gathered from this engagement was used to identify priority barriers to accessibility in this Plan under the area of design and delivery of programs and services. These priority barriers, along with recommended actions from these representatives, were shared with CIRNAC program and service leads in order to develop sector actions.

An interview guide and interview invitations were developed to allow for different ways of providing information. Fifteen organizations were contacted to coordinate and schedule virtual interviews, or to request completion of an interview guide document if preferred.

Representatives from the following organizations were engaged with either through virtual interviews or completed interview guide documents, or both:

  • Indigenous Disability Canada
  • Indigenous Youth Roots
  • Congress of Aboriginal Peoples

CIRNAC is thankful for the time and knowledge generously shared by these representatives in the preparation of this Accessibility Plan. CIRNAC also acknowledges that the implementation of this Accessibility Plan and beyond requires continual and broadened engagement with these and other organizations and representatives of Indigenous clients, partners, and stakeholders with disabilities.

Feedback

In compliance with the Accessible Canada Act and its regulations, CIRNAC maintains public feedback mechanisms for accessibility concerns, including an online form and email submissions. If not received anonymously, all feedback is responded by CIRNAC's Accessible Canada Act Secretariat. If barriers to accessibility are reported, the feedback is transmitted for response and action to relevant stakeholders within CIRNAC.

Over the 2025 reporting year, no feedback or comments relating to accessibility were received through these mechanisms. Over the life of the current Accessibility Plan, CIRNAC will promote its accessibility feedback processes more widely – internally and externally – to encourage submissions from the public, CIRNAC partners, and employees.

Glossary

For more definitions of terms related to accessibility, please refer to Employment and Social Development Canada (ESDC)'s A way with words and images: guide for communicating with and about persons with disabilities.

Ableism
Discrimination in favour of persons without disabilities. It promotes the view that persons with disabilities are less worthy of respect and consideration than persons without disabilities. Ableism prevents inclusion and limits opportunities for persons with disabilities
Accessibility
When all persons are able to access and use a service, an environment, or participate in their workplace and society with east. When something is not accessible, it means that barriers exist
Accommodation
A change to an environment, system or service. Accommodation allows persons with disabilities to have the same level of access, participation and opportunity as anyone else
Barrier
Anything that doesn't allow persons with disabilities to be included and take part in all areas of life and society. The Accessible Canada Act defines barriers as "anything physical, architectural, technological or attitudinal. Anything based on information or communications or anything that is the result of policies or practices. Anything that hinders the full and equal participation in society of persons with an impairment. This includes physical, mental, intellectual, cognitive, learning, communication or sensory impairments or functional limitations"
Disability
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
Duty to accommodate
An employer's legal obligation to adjust policies and practices, including the design and adaptation of the work environment, to meet the needs of an individual to enable them to fully participate
Intersectionality
The interconnected nature of social categorizations such as disability, Indigeneity, race, religion, class, gender and sexuality. Individuals or groups (including persons with disabilities) experience these categorizations differently
Neurodiversity
How humans vary in thought patterns and behavioural traits. "Neurodivergent" can describe persons on the autism spectrum and anyone who experiences neurologically different patterns of thought or behaviour
Non-visible disabilities
Disabilities that may not be noticeable right away to another person. Sometimes called hidden or invisible disabilities, they can be permanent, temporary or episodic
"Nothing without us"
The principle that persons with disabilities should be included in all initiatives that impact them, from engagement to participation, even in initiatives not only about persons with disabilities
Stigma
Negative attitudes, beliefs or behaviours. Stigma may target a group of people because of their situation in life. It includes discrimination, prejudice, judgment and stereotypes

Annex A: 2025 Progress report for CIRNAC Accessibility Plan 2023 to 2025

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