2025-2027 Defence Team Accessibility Plan

General

About

This accessibility plan applies to two regulated organizations: The Department of National Defence (DND) and the Canadian Armed Forces (CAF). These two organizations make up “The Defence Team”. The accessibility plan has been prepared to meet the Defence Team’s obligations under the Accessible Canada Act (ACA).

Feedback process description

Designated person to receive feedback

The Director Inclusion is designated to receive accessibility-related feedback from the public, employees of Department of National Defence (DND), and members of the Canadian Armed Forces (CAF) on behalf of the Defence Team and is the Executive responsible for the Defence Team accessibility program.

Feedback you can submit

Feedback on this accessibility plan or any barriers experienced when interacting with Defence Team services, programs, policies, practices, websites, plans and reports, or offices can be submitted through the feedback process.

How we will use your feedback

Your feedback will be used to improve accessibility at DND and the CAF. Feedback may be addressed right away or be used to advance future accessibility plans and improve overall accessibility for the Defence Team.

All feedback will be taken seriously and treated in a way that respects the privacy and confidentiality of individuals who submit feedback. Feedback received will be reflected in future accessibility plans and progress reports and will not be associated with an individual's name. Any personal information associated with the feedback will only be shared with Defence Team employees directly involved in improving accessibility at DND and the CAF. If you wish to remain anonymous, you do not have to include your name when submitting your feedback.

How to submit feedback

There are various ways to submit feedback. Feedback can be submitted either with an identified contact or anonymously. Feedback received will be acknowledged in the same way it was received unless the feedback is received anonymously.

• Online: through the online Defence Team accessibility feedback form.
• By email: DND_Accessibility-Accessibilite_MDN@forces.gc.ca
• Video Relay Service (you are now leaving the Government of Canada website) available in American Sign Language (ASL) or langue des signes Québécoise (LSQ)
• By mail:
  Attn: Defence Team Accessibility Office - Chief Professional Conduct and Culture
  National Defence Headquarters (Carling Campus)
  60 Moodie Drive
  Ottawa, ON K1A 0K2

Alternate formats

To request a copy of the Defence Team Accessibility Plan or Feedback Process in an alternate format, please contact the Defence Team using the contact information listed above.

The following formats are available on demand.

• Large print (larger, clearer font).
• Braille (a system of raised dots that blind or visually impaired people can read with their fingers).
• Audio format (recording of someone reading the text aloud).
• Electronic formats compatible with adapted technology.

The Defence Team: Who we are and what we do

The Department of National Defence (DND) supports the Canadian Armed Forces (CAF) who serve on the sea, on land, and in the air with the Royal Canadian Navy, Canadian Army, Royal Canadian Air Force and the Canadian Special Operations Forces Command to defend Canadians' interests at home and abroad.

DND and the CAF have complementary roles to play in providing advice and support to the Minister of National Defence. Together, this integrated civilian-military Defence Team works together to fulfill the Government of Canada's mission to defend Canadian interest and values and contribute to international peace and security.

Addressing accessibility in the DND/CAF context presents certain challenges due to the nature of the Defence Team, as it blends the public service with a military environment, which is governed under the National Defence Act and administered by a unique set of rules.

More information on the Defence Team and its mandate is available online.

Transition of the Canadian Coast Guard to National Defence

The Canadian Coast Guard (CCG) as a civilian Special Operating Agency. Identified Fisheries and Oceans Canada (DFO) internal services employees transitioned to the Department of National Defence (DND), effective September 2, 2025.

The preparation of the DFO 2026-28 Accessibility Action Plan had begun prior to the transfer of the CCG to DND. The Defence Team has integrated the previously approved content that was identified by DFO as relevant to CCG as an annex (annex F). The CCG will be integrated fully within future Defence Team accessibility plans and reporting.

Overview of the Accessible Canada Act

The Accessible Canada Act (ACA) came into force July 11, 2019 with the purpose of achieving a barrier-free Canada by January 1, 2040. The Act applies to all organizations under federal responsibility, including the Department of National Defence (DND) and the Canadian Armed Forces (CAF). The ACA mandates a proactive and systemic approach to identifying, removing and preventing barriers to accessibility for persons with disabilities in seven specific priority areas:

• employment;
• built environment;
• information and communication technologies;
• communication;
• the procurement of goods, services and facilities;
• the design and delivery of programs and services; and
• transportation.

The ACA is to be implemented in recognition of, and in accordance with, the following principles:

• Everyone must be treated with dignity.
• Everyone must have the same opportunity to make for themselves the life they are able and wish to have.
• Everyone must be able to participate fully and equally in society.
• Everyone must have meaningful options and be free to make their own choices, with support if they desire.
• Laws, policies, programs, services, and structures must consider the ways that different kinds of barriers and discrimination intersect.
• Persons with disabilities must be involved in the development and design of laws, policies, programs, services, and structures.
• Accessibility standards and regulations must be made with the goal of achieving the highest level of accessibility.

The ACA requires that all federal departments and agencies:

• Prepare and publish an accessibility plan every three years:
  • Develop accessibility plans to identify, remove and prevent barriers in the priority areas in their policies, programs, practices and services.
  • Update plans every three years.
  • Consult with people with disabilities when creating and updating plans.
• Establish and publish a feedback process:
  • Establish a feedback process to receive and address feedback on plans and accessibility barriers.
• Prepare and publish annual progress reports on plan implementation:
  • Develop regular progress reports in the years between our updated accessibility plans that describe the actions the organization has taken to implement their accessibility plans.
  • Include information on feedback received and how the organization took the feedback into consideration.
  • Consult with people with disabilities when preparing their reports.

A summary of the Accessible Canada Act is available online.

Accessible Canada Act definitions

accessibility

The degree to which a product, service, program or environment can be accessed or used by all. accommodation

Any change in the work environment that allows a person with functional limitations to do their job. Accommodations can be temporary, periodic or long-term.

barrier

Anything that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation. Barriers can be physical, architectural, technological, attitudinal or based on information or communications. They can also be the result of a policy or practice.

disability

A disability is any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment - or a functional limitation - whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society.

Universality of Service

The principle of Universality of Service (U of S) mandates Canadian Armed Forces (CAF) members to perform any required function "at all times and under any circumstances". Those members who incur injuries or develop illnesses that permanently preclude them from doing so are released from the CAF under this principle. The U of S principle is an important enabler for the CAF allowing it to meet its operational obligations and is expressly recognized in the Canadian Human Rights Act (CHRA) and the Accessible Canada Act (ACA). It has also been recognized by the courts. It is fundamental in enabling the CAF to also meet Canada's Defence Policy objectives and the CAF's operational requirements while simultaneously respecting Canada's laws.

At its core, the U of S principle holds that all CAF members possess the same baseline level of capability, regardless of environmental service, rank, or occupation to perform general military duties and common defence and security duties, not just the duties of their military occupation or occupation specification. Its related minimum operational standards (DAOD 5023 series) support this.

While the ACA applies to both Department of National Defence (DND) and the CAF, given the unique nature of its operations, the CAF will take into account the operational requirements of the institution in determining the limits of any accommodation. This overlap in direction creates complexities in the application of the ACA within the Defence Team. Moving forward, the CAF is committed to reviewing and modernizing its internal policies, including but not limited to U of S policy and standards, to continue striving for better alignment between the DND and the CAF and response to the evolution of the CAF's roles and operations and to consider developments in Canadian Human Rights law (i.e., the ACA, CHRA, Employment Equity Act, etc.) while balancing considerations for operational impacts.

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Consultations

Overview

The Defence Team recognizes that the identification, prevention, and removal of barriers to accessibility requires ongoing and meaningful consultation with persons with disabilities. The principle of “Nothing Without Us” means that persons with disabilities should be consulted when policies, programs, and services impact them.

In developing the 2025-27 Defence Team Accessibility Plan, the Defence Team Accessibility Office (DTAO) consulted with persons with disabilities by:

• Incorporating the barriers to accessibility identified through the Accessibility Feedback Process
• Incorporating the barriers to accessibility identified by the Defence Advisory Group for Persons with Disabilities (DAGPWD)
• Incorporating the barriers to accessibility identified as “intersectional barriers” by the Defence Advisory Groups (DAGs)
• Consulting on the accessibility plan as part of the DAG National Council Meetings and National Executive Meetings
• Sharing the identified barriers to accessibility with pillar leads for their consideration
• Conducting the 2025 Accessibility Online Consultation

The DTAO will continue to improve on existing consultation approaches to better support persons with disabilities in feeling comfortable sharing their experiences and perspectives. This includes:

• Continuing to raise awareness of the Defence Team Accessibility Feedback Process
• Building stronger relationships with the DAGs
• Collaborating with the DAG Secretariat and CAF EE teams
• Refining the DTAO’s process for responding to accessibility feedback

The Defence Team is made up of both civilian employees of the Department of National Defence (DND) and members of the Canadian Armed Forces (CAF). The integrated civilian-military workforce has unique challenges that can make it difficult to create an environment where all Defence Team members feel comfortable to provide their input. Existing gaps in employment equity representation at the Defence Team, a geographic footprint that spans coast to coast to coast, and the size of the Defence Team workforce also create challenges to conducting meaningful consultation. The DTAO will continue to review its consultation approaches to address the following gaps:

• Ensuring an intersectional approach to engaging with persons with disabilities
• Ensuring all members of the Defence Team feel comfortable providing their perspectives
• Balancing inclusion of persons with disabilities in consultations without placing additional burden on persons with disabilities

The DTAO will continue to advocate for meaningful consultation with persons with disabilities throughout all stages of design, delivery, and implementation of all Defence Team programs, services, and policies.

Defence Team 2025 Accessibility Online Consultation

About the consultation

As required by the Accessible Canada Act (ACA), the Defence Team Accessibility Office (DTAO) launched the second annual Defence Team Accessibility Consultation Questionnaire (questionnaire) to consult persons with disabilities. The questionnaire identified barriers to accessibility and gathered feedback on accessibility at the Defence Team to support the development of the 2025-2027 Defence Team Accessibility Plan.

The questionnaire was available on MS Forms from June 9^th, 2025, to July 19^th, 2025.The consultation was delayed due to the questionnaire being classified as Public Opinion Research (POR). This required Deputy Minister approval and adherence to the election period communications restrictions for POR. The consultation questionnaire was open to all public service employees of the Department of National Defence (DND) and members of the Canadian Armed Forces. There was no requirement to self-identity as a person with a disability to participate. Participants were encouraged to respond to only questions they felt comfortable answering. The consultation questionnaire is designed to be completely anonymous. Anonymity allows for respondents to provide honest feedback about accessibility in the Defence Team without fear of reprisal. There is a risk that CAF members who self-identify as persons with disabilities will face medical release from their employment. Previous consultations have identified attitudinal barriers and stigma towards persons with disabilities, both military and civilian, across the Defence Team. Given this context, the DTAO requires consultations to be online and anonymous to support the dignity and barrier-free participation of persons with disabilities in their legal right to consultation as per the ACA.

The DTAO designed two versions of the consultation questionnaire. A short version of the questionnaire was created to remove barriers to participating in the consultation. The short version focused on identifying barriers to accessibility. Respondents to the short questionnaire could choose to view or respond to additional questions. The long version of the questionnaire included all questions. By offering a short version of the questionnaire, people who experienced barriers to accessibility regarding the length of the questionnaire could still participate in the consultation. The choice to offer a short version also increased total response rate by nearly 3 times since last year, which allowed for more perspectives to be included in the consultation. It is worth noting that those who self-identified as persons with disabilities completed the long form than those who did not self-identify as persons with disabilities. This is likely because people with disabilities are invested in sharing their experiences regarding accessibility.

As the consultation was delayed, completion of an in-depth analysis of the results of the consultation was not possible. The DTAO will continue to review the findings and present them in a “What We Heard” report for consideration in developing the 2026 consultation questionnaire and the 2026 Defence Team accessibility progress report.

Participation in the consultation

• 1324 total participants
• 909 people (69%) identified as a civilian employee (including casual, term, students, and indeterminate)
• 402 people (30%) identified as a CAF member
• 13 (1%) people responded prefer not to say
• 466 (35%) identified as a person with a disability or disabilities
• 801 (61%) did not identify as a person with a disability or disabilities
• 57 people (4%) preferred not to specify
• 27 CAF members (2%) did not self-identify as a person with a disability, but listed having a disability
• 50 civilians (4%) did not self-identify as a person with a disability, but listed having a disability
• Respondents that identified as of a member of least one employment equity group:
  • 2SLGBTQIA+: 131 people (10%)
  • Women: 692 people (52%)
  • Racialized: 116 (9%)
  • Black: 34 (3%)
  • Indigenous: 49 (4%)
  • None of the above: 417 (32%)
  • Prefer not to say: 82 (6%)
• 634 (65%) people either strongly agree or agree with the statement "I think the Defence Team is invested in working to improve accessibility."
• 559 people (57%) ranked the culture of accessibility in the Defence Team, when compared to other workplaces as the same or better.

Defence Team Accessibility Feedback and Request Form

The Accessible Canada Act requires the Defence Team to establish a process to receive feedback about accessibility and identify barriers to accessibility. The Defence Team Accessibility Office (DTAO) launched the Defence Team Accessibility Feedback and Request Form in October of 2024.

The Defence Team Accessibility Feedback and Request Form is intended for feedback on accessibility plans, progress reports or any barriers experienced when interacting with DND and CAF services, programs, policies, practices, offices, Bases and Wings, websites, or events.

Feedback may be addressed right away or be used to advance future accessibility plans and improve overall accessibility for the Defence Team.

People submitting feedback may choose to either remain anonymous or to provide their contact information for a follow-up. All feedback is taken seriously and is treated in a way that respects the privacy and confidentiality of individuals who submit feedback. Feedback received is reflected in this accessibility plan and progress report (annex C) in a way that does not associate it with an individual’s name or identifying details.

The Defence Team Accessibility Office (DTAO) tracks all feedback received through the Defence Team Accessibility Feedback and Request Form or submitted to the DTAO positional email address. The DTAO receives a volume of feedback that exceeds the team’s current capacity to respond to in a timely manner. In the 2025 calendar year, the DTAO received over 100 pieces of feedback through both the Defence Team Accessibility Feedback and Request Form and through emails to the DTAO positional inbox. The DTAO has begun to design a process to prioritize which feedback we are able to address. The priority level assigned to feedback does not equate to importance.

Feedback is considered an urgent priority when they include time-sensitive threats to safety. Priority assigned to feedback is based on a combination of factors including: the resources or coordination required to address the feedback, the consequences of inaction, and whether a follow-up was requested. Feedback is also prioritized based on whether the barriers have already been identified, if there is work ongoing to address the barrier, if it can be easily resolved by the DTAO, and how long the barrier has existed. The DTAO recognizes that not receiving a response to feedback is not a best practice, and will continue to work toward contacting everyone who has requested a response. Systemic barriers that have been identified are shared with individual L1s to address and resolve. Standard Operating Procedures (SOPs) are being developed to respond to feedback more efficiently and to share information with L1s more regularly.

Defence Advisory Groups

Defence Advisory Groups (DAGs) are employment equity advisory groups comprised of volunteer serving CAF members and DND public service employees. DAGs provide advice and recommendations to Defence Team leadership and play a role in identifying systemic employment equity barriers.

The Defence Advisory Groups (DAGs) National Co-Chairs presented at the Representation and Inclusion Committee (RIC) on October 15, 2025. This presentation included accessibility barriers raised by the Defence Advisory Group for Persons with Disabilities (DAGPWD), as well as intersectional barriers that impact accessibility raised by all DAGs (the Defence Indigenous Advisory Group, the Defence Visible Minority Advisory Group, the Defence Women's Advisory Organization, and the Defence Team Pride Advisory Organization). The DAGs presented a list of calls-to-action to senior leadership at the committee to address barriers raised.

• The barriers identified by the DAGPWD at the RIC include:
• Attitudinal barriers, stigma, harassment, discrimination, and exclusion of persons with disabilities
• CAF members with disabilities being seen as unfit to serve or be deployed
• Lack of understanding of the application of the ACA to CAF members and their families
• Lack of a clear and consistently applied accommodation process, including Official Languages evaluation and training
• Lack of accessibility training and resources

The intersectional barriers identified by the DAGs at the RIC include:

• Inconsistent inclusion across the Defence Team dependent on individual people managers
• Requiring employment equity group members to continually raise existing barriers
• Official Languages policies and training that negatively impact employment equity group members

Additionally, the Defence Team Accessibility Office (DTAO) consulted with the DAGs, including the DAGPWD, during the annual National Council Meeting (NCM) on November 18-19, 2025. As the NCM occurred after the date the accessibility plan was drafted, these consultations are not reflected. Feedback received will be reflected in the 2026 Defence Team Accessibility Progress Report. Due to timelines for writing, feedback provided in these consultations is not captured in this plan, however, feedback provided will be reflected in the 2026 DT accessibility progress report.

The DTAO consulted with all DAGs on the 2025-27 DT Accessibility Plan with co-chairs of all the Defence Advisory Groups (DAGs) to ensure an intersectional approach to accessibility. The DTAO will continue to prioritize and improve consultation with the DAGs to integrate their feedback and expertise in a meaningful way. DTAO and the DAG Secretariat are collaborating to improve the consultation process and to ensure that DAGPWD have a say in defining meaningful consultation with persons with disabilities at the Defence Team.

Defence Team L3 Accessibility Working Group

To support a coordinated and integrated approach to accessibility across the Defence Team, a director-level (L3) accessibility working group was established in January 2024. The L3 Accessibility Working Group (L3 AWG) meets bi-monthly to discuss progress made on accessibility and the development of this accessibility plan. DTAO also met individually with L1 pillar lead representatives as required. These meetings included high-level accessibility barriers raised through the accessibility feedback process and commitments toward addressing accessibility barriers.

Performance measurement in accessibility has been identified as an area of improvement in the Defence Teams’ previous accessibility plans. The DTAO focused on alignment with the Federal Data and Measurement Strategy for Accessibility 2022 to 2027 to support monitoring progress on accessibility in a meaningful way year-over-year. Resources and guidance about performance measurement for accessibility provided from central agencies was shared with the L3 AWG representatives.

Since the publication of the 2024 Defence Team Accessibility Plan Progress Report, the L3 AWG has focused on the following objectives:

• Identifying and sharing known and potential barriers to accessibility
• Discussing solutions and activities to remove barriers to accessibility
• Developing a robust performance measurement strategy for accessibility

Defence Team Accessibility Office (DTAO) provided education and resources to L3 working group members, including:

• An accessibility performance measurement workshop, with an emphasis on developing SMART indicators that can monitor progress year-over-year
• One-pager documents listing the accessibility barriers relevant to each pillar, past commitments to accessibility, progress made on past commitments to accessibility, and resources to support L1s in developing performance indicators for measuring accessibility progress Individual meetings with L1 pillar leads as required to improve upon accessibility measurement

Government of Canada Best Practices in Accessibility

As part of its commitment to accessibility and continuous learning, the Defence Team Accessibility Office (DTAO) as functional authority of the accessibility program, has leveraged advice from experts and leaders across the Government of Canada in the accessibility space.

The DTAO is the current co-chair of the Interdepartmental Accessibility Community of Practice (IACoP), with Women and Gender Equality Canada (WAGE). The DTAO provides secretarial support to the community and collaborates with potential presenters to create an agenda that reflects relevant accessibility issues across the Government of Canada.

The DTAO collaborates and consults with the Office for Public Service Accessibility (OPSA), the Accessible Procurement Resource Centre at Public Services and Procurement Canada (PSPC), the Accessibility, Accommodation and Adaptive Computer Technology (AAACT) team at Shared Services Canada (SSC), Statistics Canada, the Office of the Deputy Minister Champion for Persons with Disabilities, the Accessibility Directorate at EDSC, among others.

Each engagement with these organizations provided an opportunity for the Defence Team to share best practices and lessons learned, supporting a shared vision of a barrier-free and accessible workplace.

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Our plan: Priority areas, desired outcomes and activities

The 2025-2027 Defence Team Accessibility Plan communicates the Defence Teams' commitments and activities in support of removing accessibility barriers identified through consultations with persons with disabilities.

The 2025-2027 Accessibility Plan:

• 8 priority areas
• 23 desired outcomes
• 43 activities that will help achieve the desired results
• 73 indicators

Culture

The Defence Team Accessibility Office (DTAO) leads the Culture priority area. To prioritize accessibility in the workplace, the Defence Team must address attitudinal barriers. An inclusive workplace includes the full participation of persons with disabilities and being accessible by default. We can only achieve a barrier-free workplace by changing the culture to one that values persons with disabilities and accessibility in all that we do.

Activities in the culture priority area focus on accessibility awareness and disability inclusion. These activities support the Defence Team in adopting a “yes-by-default” approach to accessibility.

New barriers

The following accessibility barriers related to culture were identified in the 2025 calendar year. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Events and training only being offered in-person
• Inaccessible workshops being offered, due to content and/or format
• The DAGPWD does not receive sufficient feedback as to how their input is applied, which goes against the Employment Equity Act and devalues their feedback

Desired outcomes

• The Defence Team's culture promotes disability inclusion and accessibility by default.

Employment

The employment priority area for the Defence has two priority leads – one for each workforce. The Assistant Deputy Minister of Human Resources - Civilian (ADM(HR-Civ)) leads the employment priority area for public service employees. The Chief Military Personnel (CMP) leads the employment pillar for CAF members. An additional supporting organization is the CAF Employment Equity team.

Focus on the identification, removal and prevention of barriers in the employment space is fundamental to the full participation and inclusion of persons with disabilities. This aligns with the CAN/ASC-1.1:2024 (REV-2025) Employment standard, published in May 2025. Persons with disabilities remain underrepresented in the public service workforce at DND and in the CAF. The activities outlined below aim to provide DND public service employees and CAF members with access to an inclusive and non-discriminatory workplace and work opportunities.

New barriers

The following reflect barriers identified in the 2025 calendar year that relate to the employment pillar. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Both DND and CAF
  • Lack of hiring persons with lived experience to fulfill accessibility-related jobs
  • Difficulty getting ergonomic recommendations implemented once recommendations are acquired
  • The Worker's Compensation Board process is inaccessible and creates unnecessary delays, furthering barriers experienced by those trying to make a claim
  • The Return to Work and Duty to Accommodate processes have been identified as being inaccessible
  • GOC guidelines not being followed for creating accessible documents during the accommodations process (serif fonts being used, for example)
• DND
  • The application process for DND jobs is not accessible, and is discriminatory against persons with disabilities, as well as other intersectional identities
• CAF
  • The medical release process from the CAF is inaccessible, especially administrative processes that are in place. This furthers harm experienced to those being medically released.
    • The system of accountability for the inaccessibility of medical release process is unclear to those navigating it
  • The cost of autism assessments is not covered by the CAF

Workforce: Department of National Defence (DND)

The Department of National Defence (DND) is committed to investing in and supporting its workforce, a commitment underscored with the release of Canada's Defence Policy, Strong, Secure, Engaged (SSE).

The DND public service workforce is just over 32,000 strong, employed at Ottawa Headquarters and on Bases and Wings across Canada in each province and territory, with the exception for Nunavut, and overseas.

• DND Public Service Workforce: 32,791
• 43% work in the National Capital Region, while 57% work in other regions across Canada
• Workforce Representation:
  • Women: 43%
  • Members of Visible Minorities: 11%
  • Persons with Disabilities: 6%
  • Indigenous Peoples: 3%
  • Average age: 47.5
  • Eligible to Retire: 11%
  • Public Servants Working in military Commands (Army, Navy, Air Force, CJOC): 29%
  • Public Servants who are former CAF members or reserve force: 23%
• Top Classification Groups:
  • Administrative Services (AS): 21%
  • Clerical and Regulatory (CR): 10%
  • Information Technology (IT): 9%
  • General Labour and Trades (GL): 7%
  • General Services (GS): 7%

Desired outcomes (DND)

• There is an increase in the representation and promotion of persons with disabilities
• Employees have timely access to workplace accommodations
• Human resources practices for public service employees are accessible so that persons with disabilities are supported

Workforce: Canadian Armed Forces (CAF)

The CAF takes extraordinary measures to retain and develop its valued members wherever possible. The CAF continuously reviews its military personnel policies and programs to retain an operational, diverse, dedicated CAF membership, imbued with an ethical Profession of Arms culture. The CAF is committed to giving all members time and support to continue to fully contribute to the CAF and realize a productive and satisfying career of military service.

Note: The barriers identified under Employment priority area for the CAF are not attributable to one single CAF environment (i.e. Royal Canadian Navy, Canadian Army, Royal Canadian Air Force and the Canadian Special Operations Forces Command) and may not be representative across all environments.

The CAF is just over 97,000 members strong.

• Member Representation:
  • Women: 16.8%
  • Racialized persons: 12.9%
  • Persons with Disabilities: 1.2%
  • Indigenous Peoples: 2.8%

Desired outcomes (CAF)

• Incorporating accommodations for Learning Disabilities (LD) into CAF learning environments
• Review of psychometric assessments used during recruitment for the incorporation of accessibility
• Command teams and military supervisors of civilian employees support timely access to workplace accommodations
• Raise awareness of OL medical disability exemptions for SLE assessments within MILPERSCOM/CMP

Built Environment

The Built Environment priority area is led by the Assistant Deputy Minister, Infrastructure and Environment – ADM(IE).

Feedback from persons with disabilities has underscored the need to continue to focus efforts in this priority area since the built environment of Defence Team buildings, offices, facilities and workplaces poses day-to-day barriers that limit the full participation at work. In response, the Defence Team commits to continuing to proactively consider and address accessibility requirements to ensure that the Defence Team's built environment is accessible by design in alignment with the CSA/ASC B651 Accessible Design for the Built Environment standard published in 2023.

New barriers

The following reflect barriers identified in the 2025 calendar year that relate to the built environment pillar. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Attitudinal barriers towards making specifically the built environment more accessible were raised.
• Allergens are present in DND/CAF buildings, especially Carling Campus. This presents barriers to those with allergies who are unable to safely work in environments with allergens present.
• Inaccessible roads at DND/CAF buildings impacts access.
• Inaccessible physical space to get ID cards at 101 Colonel By Drive in Ottawa.
• Gate key cards do not allow regular door access.

The built environment at air shows has been identified as being inaccessible.

Desired outcomes

• The Defence Team’s built environment is enhanced, and employees, members, clients and visitors have access to barrier-free federally owned and leased buildings, offices, facilities and workplaces, including military Bases and Wings

Design and Delivery of Programs and Services

The Design and Delivery of Programs and Services priority area is led by the Defence Team Accessibility Office (DTAO).

Through consultation with persons with disabilities, it has been emphasized that many of the current programs, services, policies, and processes place the burden on individuals with disabilities to identify solutions rather than proactive removal or prevention of barriers.

All programs, services, policies and processes should be accessible by default and developed in consultation with persons with disabilities as required by the Accessible Canada Act (ACA).

New barriers

No new barriers were identified in the Design and Delivery of Programs and Services for the 2025 calendar year. Only barriers that the DTAO is already tracking were identified (see annex E).

Desired outcomes

• Defence Team programs and services are barrier-free and accessible by default
• DND employees/CAF members are aware of and consider accessibility by default in the design and delivery of programs and services
• Persons with disabilities are consulted on programs and services in alignment with the “Nothing Without Us” principle

Information and Communication Technologies

Digital Services Group (DSG) leads the Information and Communication Technologies (ICT) priority area. ICT refers to the available software and hardware that support accessibility and enable employees with disabilities to perform at their best. The activities below will play a crucial role in ensuring that persons with disabilities have tools that are accessible by default.

The CAN/ASC - EN 301 549:2024 Accessibility requirements for ICT products and services was published in May of 2025. The Defence Team will need to adapt to the accessibility requirements for ICT products and services outlined in the standard. DSG plans to focus and prioritize proactive accessibility measures in the design, maintenance and evolution of ICT. For example:

• improving legacy systems to introduce the standard accessibility features
• introducing new enterprise applications with accessibility features activated where possible
• including common accessibility features in new project statement requirements.

New barriers

The following reflect barriers identified in the 2025 calendar year that relate predominantly to the ICT pillar. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Quality of closed captions has worsened on MS Teams
• Some software lacks basic functionality, such as spellcheck or copy paste options. This presents barriers to those who work with them daily.
• Accessibility features that are usually automatic are disabled in some software, such as Microsoft Edge.
• Virtual ergonomic assessments are identified as being inaccurate.
• The Microsoft Whiteboard feature is an inaccessible software.
• MS Teams Live Events do not allow closed captioning to be enabled.
• The audio for live events has been identified as being too low.

Insufficient text to background contrast identified with some software.

Desired outcomes

• All user ICT accommodation requests are accurately tracked in the EITSM tool, and a comprehensive monthly report is generated and shared to provide visibility into demand trends and fulfillment status.
• An up-to-date online catalogue of approved and relevant hardware and software solutions is established and maintained, providing users with easy access to standardized options that meet organizational requirements.
• A common and standardized approach for delivering AAACT services to DT members is fully implemented and consistently applied, ensuring uniform service delivery, improved efficiency, and alignment across the organization.
• Existing and new information and communication technologies (ICT) products, services and content are accessible for all users.

Communication

The Assistant Deputy Minister, Public Affairs – ADM(PA) leads the communication pillar (other than information and communication technologies). Barrier-free communications and content are fundamental to creating an accessible Defence Team as they are at the center of our day-to-day experiences in the workplace.

Making sure communications are accessible is the responsibility of all public service employees and CAF members. To ensure that individuals are equipped to respond to this need, the activities below are focused on providing clear and consistent direction on the development and application of barrier-free communication products and activities.

The CAN-ASC-3.1:2025 – Plain Language standard was published in October 2025 to support organizations in creating accessible, clear, and efficient communication. Using plain language will help the Defence Team remove communication barriers, while also saving time and money. A communication is considered plain language if its wording, structure, and design are so clear that the intended audience can easily do each of the following:

• Find what they need
• Understand what they find
• Use that information

Only members of the intended audience can say whether a communication is plain language for them, depending on the topic, format, and context.

New barriers

The following reflect barriers identified in the 2025 calendar year that relate predominantly to the communications pillar. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Inaccessibly formatted documents at the L0 level used for governance.
• Canada.ca websites do not always provide an accessible HTML version of content for download, including those related to DND/CAF.
• Lack of clear communications about technological resources offered (for example, AAACT).
• Promotional materials on display screens are visually overwhelming and present barriers.
• The email communications and SOPs for the Windows 11 update were not accessible.
• Insufficient communications about accessibility-related resources for those who do not have access to a DND/CAF device, and therefore, the intranet.

The Writer's Guides for Technical Documentation do not meet accessibility standards.

Desired outcomes

• Communications are accessible, including being written in plain language.
• Employees and CAF members are knowledgeable of accessibility considerations as they relate to communication products.
• Internal and external clients can depend on accessible/alternate versions being available to them in a reasonable amount of time.
• PA staff are aware of and able to leverage appropriate language to communicate effectively about disability in writing, speech and images.
• PA staff are aware of the importance of a barrier-free environment for all.

Transportation

The Defence Team Accessibility Office is currently leading the transportation priority area. Addressing the barriers to transportation for the Defence Team is complex due to our international footprint and the many Base and Wing Commands across Canada. The activities below will help the Defence Team better understand what accessible parking is available across the country and communicate that information to new public service employees and CAF members.

New barriers

The following reflect barriers identified in the 2025 calendar year that relate predominantly to the transportation pillar. Barriers identified in the 2022 Corrective Defence Team Accessibility Plan, as well as in the 2024 Defence Team Accessibility Plan Progress Report are listed in the annex below (annex E).

• Barriers limiting the ability to use transportation or commute (for example, car, public transportation)
• Communications relating to traffic congestion at Carling Campus was inaccessible and no alt text was provided.

Desired outcomes

• DND employees, CAF members, and visitors to bases and wings have barrier-free access to parking

Procurement of Goods, Services, and Facilities

The Assistant Deputy Minister, Material ((ADM(Mat)) leads the priority area for programs of goods, services, and facilities. Accessibility in procurement is about ensuring that the goods and services we buy are accessible. This includes:

• providing a barrier-free procurement process for the public via access to information and tendering opportunities
• enabling diverse suppliers, including businesses owned or led by persons with disabilities, to participate in procurement processes
• Ensuring that accessibility is considered when procuring goods and services

Procurement activities for DND and the CAF are complex due to the volume and scope of requests. Despite the complexity, there is an acknowledgement that it can be done more accessibly. Due to its large procurement footprint, there is an opportunity for the Defence Team to position itself to be part of the Government of Canada-wide solution moving forward.

No new barriers were identified in Procurement for the 2025 calendar year. Only barriers that the DTAO is already tracking were re-identified (see annex E).

Desired outcomes

• Accessibility considerations in procurement communicated to employees of DND and members of the CAF with procurement responsibilities

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Accountability and governance

The current accountability and governance structure at the Defence Team is unclear and inconsistent. The Defence Team governance structure for accessibility requires improvement to ensure that senior leadership is best positioned in enabling accountability, stewardship and transparency on accessibility.

The director-level (L3) Accessibility Working Group also plays an important role in accessibility responsibility at the Defence Team. Although representatives are not personally accountable for the delivery of commitments made in plans and progress reports, representatives are key stewards in ensuring their respective senior leadership and chains of command are up to date on accessibility requirements and initiatives. Each priority area lead is responsible for prioritizing and determining their accessibility activities and solutions to barriers. However, many accessibility barriers require a coordinated effort between multiple L1s to work toward removal and prevention of the barriers. Many accessibility barriers are not specific to any one pillar lead and impact all L1s across the Defence Team. It is the responsibility of all L1s to ensure that they are creating a workplace that allows for the full participation and inclusion of persons with disabilities.

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Performance measurement

The Defence Team Accessibility Office (DTAO) is the functional authority of the accessibility program. The DTAO has developed an accessibility performance measurement strategy (annex D), an area for improvement that was identified in the initial 2022 Accessibility Plan and 2023 Progress Report.

Development of the strategy involves leveraging best practices from across the Government of Canada through the Interdepartmental Accessibility Community of Practice and through direct engagement with OPSA. The accessibility performance measurement framework was developed to align with the Accessibility Strategy for the Public Service of Canada. The accessibility performance measurement framework will support the Defence Team in better monitoring and tracking progress toward removing accessibility barriers year-over-year. This increased focus on measurement will support evidence-based decision making, accountability, and continuous improvement over time. The accessibility performance measurement framework is iterative and intended to be refined as data and best practices for accessibility measurement are available. Better measurement also helps the Defence Team identify where incremental progress is being made and identify areas for improvement. As the Defence Team establishes baselines for the accessibility performance measurement framework, the DTAO will continue to advocate for SMART performance indicators (i.e., indicators that are specific, measurable, attainable, relevant, and time-based) across all priority areas.

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Plan implementation

The Defence Team Accessibility Office (DTAO) will continue to engage with persons with disabilities, partners, and governance committees to identify and implement strategies to support the removal of barriers for people with disabilities.

The Defence Team Accessibility Office will be responsible for monitoring progress against the 2025-2027 Accessibility Plan and raising progress with senior leadership through its chain of command and relevant governance forums to ensure accountability of results.

In accordance with the Accessible Canada Act and Regulations, the Defence Team will continue to publish an updated accessibility plan every three years with Progress Reports every year in between. The Defence Team is committed to reporting on the progress made against the enclosed plan in its 2026 progress report, which will also highlight the feedback received against the plan and newly identified barriers.

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Conclusion

The Defence Team created the 2025-28 Accessibility Plan to meet the requirements of the Accessible Canada Act (ACA). The plan will help remove and prevent accessibility barriers, while setting the Defence Team up to monitor our success. While the plan identifies concrete actions led by priority area leads, all members of the Defence Team, at all levels of the organization, must commit to prioritizing accessibility in their work. The Defence Team has made progress toward being disability-inclusive and accessibility-confident, but there is much more work to be done to make the Defence Team a barrier-free workplace for persons with disabilities. All DND employees and CAF members will need to take individual responsibility to act in ways that create a more inclusive and accessible workplace for everyone. Accessibility is everyone’s responsibility.

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Annex A: Newly identified barriers in 2025 by priority area

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Annex B: Definitions

accessibility

The degree to which a product, service, program or environment can be accessed or used by all. accommodation

Any change in the work environment that allows a person with functional limitations to do their job. Accommodations can be temporary, periodic or long-term, including:

• adjusting the physical workspace
• adapting the equipment or tools
• working flexible hours or job-sharing
• moving the workspace
• working from home
• removing or changing some non-essential tasks for others
• time off for medical appointments

assistive or adaptive device/technology

A device, system or equipment designed to help a person do a task. Examples include canes, crutches, walkers, wheelchairs, hearing aids and personal emergency response systems. They can also be IT-related items such as screen-reading software.

barrier

Anything that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation. Barriers can be physical, architectural, technological, attitudinal or based on information or communications. They can also be the result of a policy or practice.
(Source: Accessible Canada Act)

clients

People, businesses or their representatives served by, or using services provided by a government department.

disability

A disability is any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society.
(Source: Accessible Canada Act)

equity-seeking group

A group of persons who are disadvantaged based on one or more prohibited grounds of discrimination within the meaning of the Canadian Human Rights Act.
(Source: Public Service Employment Act)

inclusion

The act of including someone or something as part of a group. An inclusive workplace is fair, equitable, supportive, welcoming and respectful.

Inclusion values and leverages differences in identities, abilities, backgrounds, cultures, skills, experiences and perspectives that support and reinforce Canada's evolving human rights framework.
(Source: Building a Diverse and Inclusive Public Service: Final Report of the Joint Union/Management Task Force on Diversity and Inclusion)

intersectionality

The interconnected nature of various social aspects, such as sex, gender, age, race, ethnicity, Indigenous identity, economic status, immigrant status, sexual orientation, disability, and geography, as they apply to a given individual or group, viewed as impacting experiences of discrimination or disadvantage.

An intersectional accessibility lens is the analytical framework that starts with/centers experiences of people with (a) disability(ies).

nothing without us

"Nothing without us" is one of the guiding principles of the Accessibility Strategy for the Public Service of Canada. It means that persons with disabilities need to be fully and directly involved in the design of policies, plans, programs and services.

self-identification

Providing employment equity information for statistical purposes. The federal public service uses this information to monitor the progress of employment equity groups and to report on workforce representation.

systemic barrier

A systemic barrier is a pattern of behaviour in the policies and practices of an organization, which puts equity-seeking groups at a disadvantage.

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Annex C: 2025 Defence Team Accessibility Plan Progress Report: Activities and indicators status updates

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Annex D: 2025-27 Accessibility Performance Measurement Framework (PMF): Activities and indicators

Pillar of

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Annex E: Previously identified barriers to accessibility (Source: 2022 Corrective Defence Team Accessibility Plan and 2024 Defence Team Accessibility Plan Progress Report)

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Annex F: Canadian Coast Guard - Department of Fisheries

Regarding the Canadian Coast Guard

During the preparation of this plan, the decision was made by the Government of Canada that the Canadian Coast Guard (CCG) should become part of the Department of National Defence (DND). While the effective date of the change is prior to the publication of this report, DND did not have the opportunity to include the CCG in their accessibility planning. Therefore, over time, DND will incorporate objectives and activities from this plan into their own and will be responsible for reporting on items that are CCG-led.

Department of Fisheries and Oceans Canada Accessibility Action Plan 2026-2028

Activities and barriers by priority area

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