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At �׻��������� Canada, we believe diversity and inclusion make for a stronger and more innovative workforce. For us, diversity and inclusion is embraced to foster creativity and discover solutions to the most complex problems. This allows us to solve some of the world’s most intricate engineering challenges.

Today, we are working to become a company that celebrates and supports diversity to ensure that those of differing abilities have the opportunity to become part of our current and future workforce. In support of these goals, we remain committed to providing support throughout the employee and customer experience.

This multi-year accessibility plan outlines the policies and actions that �׻��������� Canada Inc. has put in place and will maintain to prevent and remove barriers for people with disabilities, in compliance with the Accessibility for Ontarians with Disabilities Act (AODA).

With this plan and through related actions and initiatives, �׻��������� Canada seeks to recognize the contributions made by all our employees with disabilities and create an environment where we are all valued for our contributions to our clients, our shared successes as a company and to each other.

�׻��������� Canada is committed to the objectives of the AODA and the Ontario Human Rights Code. As such, we will continue to provide goods and services to persons with disabilities consistent with the core principles of independence, dignity, integration and equality of opportunity. 

�׻��������� Canada strives at all times to provide goods and services in a way that respects the dignity and independence of persons with disabilities. We are also committed to giving people with disabilities the same opportunity to access our goods and services and allowing them to benefit from the same services, in the same place and in a similar way as other customers. 

�׻��������� Canada will take the following steps to ensure it continues to meet AODA requirements:

• Provide training on accessible customer service to all new employees who interact with the general public and third party vendors. 
• Review and update policies and standards regularly to ensure high quality, accessible customer service. 
• Review all customer feedback and take appropriate action. 
• Continue to implement service disruption protocol by posting signs to advise the public where alternate service may be obtained, while repairs to existing services are completed. 

�׻��������� Canada will continue to provide training to all employees, volunteers, and other staff members on the requirements of the accessibility standards under the AODA and on the Human Rights Code of Ontario as it relates to people with disabilities. Training will be provided in a way that best suits the duties of employees, volunteers and other staff members.

�׻��������� Canada will continue to take the following steps to ensure all employees are provided with the training needed to continue to meet AODA requirements:

• Provide ongoing training to all employees, volunteers, and other staff members by means of online, in-person, and self-directed materials.
• Record all training to ensure that all employees, volunteers and other staff have received training.
• Continue to ensure our policies and training materials are made part of our orientation / on-boarding package.

�׻��������� Canada is committed to providing our customers and clients with publicly available emergency information in an accessible way, upon request. We will continue to take the following steps to ensure its customers, clients and employees are provided with accessible emergency information as per the AODA requirements:

• Provide publicly available emergency procedures/plan or public safety information in an accessible format. i.e.:  evacuation procedures, floor plans, health and safety information.
• Provide individualized emergency response information to employees with disabilities when necessary.
• Prepare for the specific needs employees with disabilities may have in emergency situations.

When applicable, �׻��������� Canada shall strive to include accessibility features where it can, in the self-service kiosks available on its premises. It will continue to include in the self-service kiosks technical features (such as colour contrast on the display screen, extra time for people to complete tasks, audio instructions, voice-activated equipment) as well as structural features (such as height and stability of the kiosk, headset jacks with volume control, specialized keypads or keyboards [e.g. tactile keyboard]) to ensure compliance with the AODA requirements, where applicable.

�׻��������� Canada is committed to meeting the communication needs of people with disabilities. We will consult with people with disabilities to determine their information and communication needs. 

�׻��������� Canada will maintain compliance with the World Wide Web Consortium Web Content Accessibility Guidelines (WCAG) 2.0, Level A and increase to WCAG 2.0, Level AA by December 31, 2025. We will work with our web development group as well as utilizing online accessibility validator tools to identify and address any accessibility problems.

We will continue to take the following steps to ensure it continues to meet AODA requirements:

• Work with our web development group to ensure WCAG 2.0 Level A/Level AA are met as required.
• Conduct an assessment of �׻��������� Canada’s website and conduct testing for accessibility.

�׻��������� Canada will take the following steps to ensure any feedback processes are accessible to people with disabilities:

• Encourage feedback about our accessibility, including customer service, website, and employment practices.
• Feedback can be submitted by any of the channels provided under “For More Information,” below.
• �׻��������� Canada will ensure all publicly available information is made accessible upon request.
• Post on our website that we can provide accessible information upon request.
• Upon request, we will work with a person with a disability to figure out how to meet their needs within a reasonable timeframe.

�׻��������� Canada will continue to take the following steps to ensure its policies and information are accessible to people with disabilities upon request:

• Upon request, provide or arrange for information in accessible formats and/or provide communication supports for people with disabilities.
• Ensure that the information is provided in a timely manner, at no extra cost, and that the person making the request is consulted in order to determine the most appropriate format or support.
• Train all staff in the availability of communications in accessible formats and to whom requests should be forwarded.
• Ensure that specific �׻��������� departmental personnel (from Human Resources, Marketing, Information Technology) are aware of the importance of responding to information requests.

�׻��������� Canada is committed to fair and accessible employment practices that attract and retain talented employees with disabilities. 

�׻��������� Canada will continue to take the following steps to ensure it continues to meet the employment standards and in accordance with its policies:

• Notify employees and public about availability of accommodation(s) for applicants in the recruitment process.
• Notify applicants who have been invited to participate in a recruitment, assessment or selection process that accommodation(s) are available.
• Notify successful applicants of policies for accommodating employees with disabilities.
• Inform all employees of all polices used to support employees with disabilities (existing employees, new hires and when there is a change to the policy).
• Provide, in an accessible format, information needed to perform the job and information which is generally available to employees in the workplace.
• Train hiring managers and monitor their success in communication to prospective employees that accommodations are available throughout the interview process.

�׻��������� Canada will provide individualized workplace emergency response information to employees with disabilities where the disability is such that individualized information is necessary and �׻��������� Canada is aware of the need for accommodation.

Where an employee who receives individualized workplace emergency response information requires assistance, �׻��������� Canada will designate a person to provide assistance and, with the employee’s consent, we will provide the workplace emergency response information to such person.

�׻��������� Canada will review an employee’s individualized workplace emergency response information, at minimum, whenever:

• The employee moves to a different location within �׻��������� Canada;
• The employee’s overall accommodation needs or plans are reviewed; or
• �׻��������� Canada reviews its general emergency response policies.

�׻��������� Canada will maintain the processes for developing individual accommodation plans and return-to-work policies for employees that have been absent due to a disability. In this regard, �׻��������� Canada will continue to: 

• Work to identify those employees that require an individual accommodation plan and involve them in the development of said plan which outlines the accommodations we will provide.
• Provide plans in accessible formats or using communication supports, as required.
• Keep all individualized accommodation plan information private.

Work in consultation with the employee with a disability to ensure that the appropriate communication supports and accessible formats are utilized.

The accommodation and return to work policy will document the steps the employer will take to facilitate the return to work of employees who are away from work due to disability.

We will continue to ensure the accessibility needs of employees with disabilities as well as individual accommodation plans are taken into account if �׻��������� Canada is using performance management, career development, and redeployment processes:

• Performance plans can be provided in large print or can be read aloud to an employee with low vision.
• Review an employee’s individualized accommodation plan to understand their needs and determine whether the plan needs to be adjusted to improve his or her performance on the job.
• Adjust the accommodation plan, with the employee’s participation, to meet any new role or responsibilities in the event of a promotion or re-deployment.