Canadian Northern Economic Development Agency's Accessibility Plan (2025 to 2028)

Goals:

• All job seekers, including those with disabilities, view CanNor as an employer of choice.
• Employees are confident that they will be supported to achieve their full potential while working at CanNor.
• We will bridge the gap in representation of employees with disabilities by 2028. According to Treasury Board Secretariat (TBS) data, persons with disabilities are under-represented at CanNor by approximately 2.5% at March 31, 2024.

Accomplishments since December 31, 2022:

• We created a new Duty to Accommodate Process that incorporates the Workplace Accessibility Passport and emphasizes timely responses, quick implementation of agreed-upon accommodations, need-to-know information sharing and minimal documentation regarding an illness or disability.
• We implemented the Workplace Accessibility Passport for employees facing barriers that impact their ability to perform at their best. The Passport focuses on barriers and solutions, not disabilities.
• We introduced new wording for job postings that highlights CanNor's commitment to inclusion, diversity, equity and accessibility.
• We are in the process of updating CanNor's Learning Roadmaps to ensure mandatory and recommended training include courses such as Making Documents Accessible (INC-1-V46) and Addressing Disability Inclusion and Barriers to Accessibility (INC115).

Ongoing practices:

• At all stages of the recruitment process, candidates are encouraged to request any accommodation needed to support their performance. As a best practice, hiring managers are encouraged to provide interview questions in advance to help candidates perform at their best.
• We encourage employees and managers to consult with the Ombuds for Small Departments and Agencies (OSDA) to allow confidential conversation regarding concerns in the workplace.
• CanNor's Learning Roadmaps detail mandatory learning for all employees. Most courses are offered on-line through the Canada School of Public Service (CSPS). Most courses are virtual with accompanying print documentation that is accessible. Many of the courses are self-directed so the participants can engage when convenient and at their own pace. Employees are invited by the CSPS to send requests for accessibility accommodation requirements.
• Information about the Accessibility, Accommodation and Adaptive Computer Technology (AAACT) services is included in every letter of offer to ensure that employees are aware of accessibility supports available to them from the start of their employment.

Barriers and actions:

Barrier 1: Employees with invisible disabilities report that they could benefit from accommodations such as modifications to lighting, quiet work space and flexible work hours and are unaware of how to discuss or seek accommodation.

Barrier 2: Second-language training is not fully accessible to individuals with some types of disabilities.

Goals:

• All office buildings occupied by CanNor are accessible to people with disabilities, ensuring barrier-free and safe circulation throughout, as well as safe entrance, exit and evacuation routes.
• Crown Housing is accessible and shortfalls are addressed in a timely manner.
• Staff are aware of, and are able to, receive immediate assistance with urgent common area accessibility issues, such as blocked ramp or malfunctioning door or elevator.
• Staff know who to contact to report an accessibility issue in the built environment.

Accomplishments since December 31, 2022:

• In the Iqaluit office, accessible doors have been installed:
  • at the front and rear entrances
  • 1st floor washroom
  • 2nd floor into the office space and washroom
  • 3rd floor into the office space and washroom
• Desk lamps were made available to staff in all offices where lighting was problematic or where accommodations were required. A process was established to request a desk lamp, redistribute existing lamps where possible, and purchase new ones when necessary to support accessibility.
• Given the long dark winters and the effect on people's mood, energy levels and potentially productivity, SAD (Seasonal Affective Disorder) lamps were purchased and are available in the five offices for staff to borrow. A process is in place to access shared SAD lamps when and as needed. This initiative supports mental health and reflects our commitment to accessibility in the workplace.

Ongoing practices:

• Crown Housing in Iqaluit is provided by Public Services and Procurement Canada (PSPC). There are currently no fully accessible units. When applying to rent a unit, staff have the opportunity to identify accessibility. CanNor will pay the cost for modifications to existing housing units if required.
• We work with building management and PSPC to resolve accessibility issues in our five offices and Crown Housing in Iqaluit.

Barriers and actions:

Barrier 1: Safety of employees with mobility challenges was identified during a fire drill in CanNor's Ottawa office.

Barrier 2: The door to the workspace in the Whitehorse office is not accessible.

Barrier 3: Staff are not aware of the process for requesting accommodation or are hesitant to raise concerns. Specific concerns identified include noise levels in the office and accessible parking at CanNor offices.

Other actions:

• Reminders will be put in the Northern Lights newsletter semi-annually about:
  • CanNor's Scent-Free Policy
  • How to request a desk lamp if required
  • How to borrow a SAD lamp
  • Who to advise about concerns in the built environment

Goals:

• All new systems, software, websites and equipment are accessible by all staff and clients/public (as applicable).
• CanNor staff have the required hardware and software to carry out their responsibilities and know who to contact when issues arise.

Accomplishments since December 31, 2022:

• Information has been provided to employees via the newsletter and all-staff emails about the Accessibility, Accommodation and Adaptive Computer Technology (AAACT) team and the Government of Canada Workplace Accessibility Passport.

Ongoing practices:

• We continue to provide ad hoc training on an individual basis about the accessibility of interactive tools and software.
• New content on the internet and intranet is fully accessible and modification to existing content is made as issues are noted.

Barriers and actions:

• No specific barriers were identified during consultations.

Actions:

• Provide semi-annual reminders and updated information about the Accessibility, Accommodation and Adaptive Technology (AAACT) team through the Northern Lights newsletter.
• Include information on CanNor's IDEA intranet page about the accessibility features of Microsoft products.

Goals:

• Accessibility is prioritized when developing presentations, documents and products for internal clients.
• Information is provided to the public and clients in alternate formats, such as print, large print or braille upon request.
• CanNor staff is equipped with the knowledge, tools and training needed to recognize accessibility issues and meet established standards.
• Accessibility Standards are applied to all CanNor web content, both internal and external.

Accomplishments since December 31, 2022:

• We have provided information to staff on the use of plain language through multiple channels such as all-staff emails, newsletter articles and team meetings.
• Since January 2025, the Communications team has been distributing a weekly internal newsletter that includes a 'Learning Section', which features information on accessibility in communication and written products to help keep the topic top-of-mind.
• Since January 2025, ongoing updates have been made to our intranet content to improve accessibility and readability.
• In August 2025, CanNor introduced accessible communications product templates to promote consistent application of accessibility requirements across the Agency.

Ongoing practices:

• All-staff messages shared through InfoNorth and the internal Northern Lights newsletter follow the Treasury Board Secretariat (TBS) accessibility guidelines, use inclusive language and descriptive web links, are written in plain language, and are available in both official languages.
• ALT text accompanies photos and graphics in key documents, including CanNor's Departmental Plan, the Departmental Results Report, evaluation reports, annual reports to Parliament, and ministerial transition binders. All corporate documents are available on the Agency's website in an accessible format.
• Managers encourage the use of plain language and accessible documents within their teams to enhance clarity and accessibility in all communications.

Barriers and actions:

Barrier 1: Emails and CanNor-produced documents are not always accessible to staff who use screen readers or who have a print disability.

Other actions:

• Promote the use of the Digital Accessibility Toolkit:
  • Include an article in the Northern Lights newsletter twice a year.
  • Include information about the Toolkit on the Inclusion, Diversity Equity, Accessibility (IDEA) intranet page.
• Increase staff's knowledge and understanding of plain language, inclusive writing and accessibility:
  • Develop an article in the Northern Lights newsletter four times a year on plain language/inclusive writing/accessibility, including Canada School of Public Service courses, links to resources and champion messages.
• Through the Northern Lights newsletter, promote accessibility within CanNor by featuring articles about National AccessAbility Week, International Day of Persons with Disabilities, and training events to raise awareness and create an inclusive work environment.

Barriers and actions:

• No barriers were identified during the consultation process.

Goals:

• New policies and programs are developed using accessibility as the default. CanNor staff have the skills to address accessibility at the design stage.
• Funding program information and tools are available in multiple formats when requested by clients.

Accomplishments since December 31, 2022:

• CanNor conducted a client survey in late 2024 to determine if there were any barriers to accessing programs or services at CanNor. Clients reported no barriers in the following areas:
  • Physical or architectural
  • Technological
  • Attitudinal
  • Systemic
  There were some comments regarding information and communication barriers which are detailed below (barriers and actions).
• There is a "Contact us" link on the front page of CanNor's internet which links to contact information for each of our offices.

Ongoing practices:

• Applications for funding are available in fillable PDF and Word. We accept online and hard copy applications, including handwritten submissions.
• We have a general phone number to receive telephone enquiries and can hold one-on-one in-person or virtual meetings to support the application process.
• We are able to provide documents in an alternate format when requested.

Barriers and actions

Barrier 1: Print and font size on application forms is often too small. Wording (instructions and/or questions) on PDF application, Word document application and fillable application are different.

Barrier 2: Reporting requirements are too complex.

Goals:

• Staff who are required to travel are accommodated in a way that is safe and respects their dignity.

Barriers and actions

• No specific barriers were identified during consultations.

Actions

• CanNor will consult with Public Services and Procurement Canada (PSPC) and with other federal departments in Iqaluit, Yellowknife and Whitehorse to explore the availability of an accessible vehicle for staff.
• If a CanNor staff member cannot be safely accommodated by public transportation safely in a way that respects their dignity, CanNor will work with them to identify alternatives that allow them to fulfill their responsibilities.