PacifiCan Accessibility Plan 2026 to 2028

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• General
• Agency feedback process
• Priority Area: Employment
• Priority Area: Built Environment
• Priority Area: Information and Communications Technologies (ICT)
• Priority Area: Communication, Other than ICT
• Priority Area: Procurement of Goods, Services and Facilities
• Priority Area: Design and Delivery of Programs and Services
• Priority Area: Transportation
• Consultations

General

Pacific Economic Development Canada (PacifiCan) is proud to introduce its second accessibility plan based on the Accessible Canada Act (ACA).

The ACA’s purpose is to create a Canada without barriers. To achieve this, the ACA requires the publication of an accessibility plan by federal departments respecting the organization’s policies, programs, practices, and services in relation to the identification and removal of barriers, and the prevention of new barriers. Seven key areas have been identified by the ACA, where barriers are to be identified and removed:

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

PacifiCan is the federal agency that supports economic development in British Columbia (BC). PacifiCan works to build enduring prosperity for British Columbians and Canadians. Contributing to building an accessible Canada supports this work.

This accessibility plan identifies current activities and future efforts and priorities for PacifiCan that will support a more inclusive and accessible workplace and service to the public.

Agency feedback process

In line with the Accessible Canada Act, PacifiCan has established an agency process for receiving and dealing with feedback regarding the implementation of the accessibility plan and barriers experienced by PacifiCan employees and people who deal with PacifiCan.

Please send accessibility questions, feedback and suggestions by phone, email or by letter to:

Director, Human Resources and Corporate Administrative Services
Pacific Economic Development Canada
500 - 13401 108 Ave
Surrey, BC V3T 5T4

Telephone: 604-666-6256
Toll Free: 1-888-338-9378
Fax: 604-666-2353
Teletypewriter (TTY): 1-877-303-3388
Email: pacifican.HR-RH@pacifican.gc.ca

Accessibility feedback form

Priority Area: Employment

PacifiCan is committed to having a diverse workforce comprised of individuals with an array of identities, abilities, backgrounds, cultures, skills, perspectives / ways of thinking and experiences that are representative of Canada’s current and evolving population.

PacifiCan continues to prioritize meaningful action that represents the needs of its staff and agency.

PacifiCan’s 2024 Public Service Employee Survey (PSES) and 2023 Staffing and Non-Partisanship Survey (SNPS) results demonstrate these efforts are making a difference. PacifiCan has positive responses to questions relating to accommodation and accessibility in PSES and the SNPS.

For example, the 2024 Public Service Employee Survey (PSES) results for Pacific Economic Development Canada included:

• 75% of overall departmental respondents agreed that the department implements activities and practices that support a diverse workplace.
• 85% of overall departmental respondents agreed that they felt comfortable requesting workplace accommodation measures from their immediate supervisor.

PacifiCan will:

• continue to use the PacifiCan Tool for mitigating biases and barriers prior to using an assessment method, in connection to the amendment of Section 36 of the Public Service Employment Act (PSEA).
• establish PacifiCan’s Inclusion, Diversity, Equity and Accessibility (IDEA) Plan, which will include targets to close representation gaps.
• ensure visible and sustained leadership through the IDEA Champions, to help maintain a dynamic network of employees via the IDEA working group, which focuses on raising awareness, and sharing resources, including inviting external speakers to the Agency to increase the understanding of the lived experiences of persons with disabilities and create a culture of inclusivity.
• create opportunities for meaningful discussion and engagement with employees on various IDEA topics, including through the PacifiCan IDEA working group.
• continue the centralized process for requesting an ergonomic assessment and ergonomic equipment, to support a yes-by-default approach and social model of disability rather than a medical model.
• encourage all staff to complete the Canada School of Public Service (CSPS) course: Addressing Disability Inclusion and Barriers to Accessibility (INC115); and managers to complete the Inclusive Hiring Practices for a Diverse Workforce (COR120) course; in alignment with the PacifiCan Minimum Standards of Training. Target: current staff to complete by March 31, 2026. All new staff to complete within one (1) year of joining PacifiCan.
• continue to promote training and events in the PacifiCan Corporate Learning Newsletters, highlighting inclusion, diversity, equity and accessibility; for example, by circulating invitations to Accessibility, Accommodation and Adaptive Computer Technology (AAACT) training and events to all employees, with attendance highly encouraged.
• continue to share accessibility resources on PacifiCan’s intranet to support both employees and managers.
• promote use of the GC Workplace Accessibility Passport.

Priority Area: Built Environment

With the completion of the Surrey, BC headquarters in January 2025, PacifiCan has finished expanding its presence across BC. This marks an important milestone in making the team and services more accessible to communities throughout the province.

Working in collaboration with Public Services and Procurement Canada (PSPC) and building management partners, PacifiCan has applied universal design principles to ensure accessibility across all its facilities. PacifiCan’s offices provide open, welcoming environments with well-regulated air quality, ergonomic workstations (including sit/stand desks), and a balanced mix of natural and fluorescent lighting to support employee comfort and well-being.

PacifiCan will:

• continue to have accessibility as a mandatory consideration when securing new office space as well as the retrofitting of current leased space.
• proactively work with building management companies to enhance accessibility in the built environment.
• embed Universal Design and Accessible Fit-Up in all facilities:
  • Commitment: In all new leases, major fit-ups or relocations (i.e. new offices, regional office moves), ensure universal design principles (accessible entrances, washrooms, adjustable/ergonomic workstations, signage with tactile/contrast, etc.) from planning through to occupancy. Target is to have 100% of new or major-refurbished office spaces meet an internal "Accessibility Standards Checklist" by occupancy.
  • Commitment: Undertake a review of existing leased and owned facilities (regional and HQ) to identify accessibility barriers (physical, circulation, signage, wayfinding, inclusive washrooms, lighting/sensory controls) and produce an action-plan to remediate barriers within PacifiCan’s control, while partnering with relevant stakeholders to address those that are not. Target is to have the audit completed by end of fiscal year 2026-27.
• ensure facilities and service providers meet accessibility performance indicators:
  • Commitment: When leasing or contracting facility services, ensure service providers meet accessibility-related performance indicators (i.e. accessible washrooms maintained, wayfinding signage updated, tactile/large print signage, accessible emergency planning).

Priority Area: Information and Communications Technologies (ICT)

PacifiCan implemented the use of Microsoft Office 365, which includes compliant accessibility capabilities.

PacifiCan IT staff have been able to work with employees and managers to get them the tools and equipment they need.

PacifiCan will:

• continue to support the accommodation requests from employees to ensure they have the systems and equipment to do their job (i.e., Accessible by default).
• ensure new software that has accessibility capabilities built in, whenever possible.
• commit to ensuring new web-based applications comply with Web Content Accessibility Guidelines (WCAG 2.1 AA or higher). This includes both internal and public-facing systems.
• inform employees when legacy web-based applications are non-compliant with WCAG 2.1 AA standards.
• promote Government of Canada accessibility training and events for employees.

Priority Area: Communication, Other than ICT

PacifiCan recognizes the importance of accessible and inclusive communication within the Agency and when communicating externally. PacifiCan public communications comply with Web Content Accessibility Guidelines (WCAG 2.0) and social media content is created with accessibility in mind. For example, in 2025, PacifiCan reduced and limited the use of emoji and acronyms in social media content to minimize barriers for text readers and increase accessibility.

PacifiCan will:

• continue to use plain language in communications to benefit all users.
• continue to use ALT text on images on social media and web pages to ensure content is accessible for all audiences.
• continue to ensure that all external web pages are WCAG 2.0 compliant, or greater.
• audit internal and external websites on a regular basis to ensure content and layouts comply with the most current accessibility standards.
• continue to promote accessibility within the Agency organization through:
  • initiatives such as International Day of Persons with Disabilities and National AccessAbility Week.
  • training events to raise awareness and create an inclusive culture and work environment.
  • online resources such as a new internal web page that outlines how to create accessible communications products.

Priority Area: Procurement of Goods, Services and Facilities

Accessibility is a key consideration in procurement activities.

PacifiCan will:

• continue to consider accessibility when reviewing proposals and establishing all contracts, including obtaining a Voluntary Product Accessibility Template (VPAT) from vendors.
• ensure procurement process and documents are in accessible formats so all vendors can participate.
• require service providers to offer accessible services, including alternative communication methods.

Priority Area: Design and Delivery of Programs and Services

Inclusivity is an element of PacifiCan’s core responsibility of economic development in BC. This includes fostering inclusive growth by helping under-represented groups more fully participate in the economy. The agency has identified nine specific under-represented groups, one of which is persons with disabilities.

Although PacifiCan’s programs are generally available to all British Columbians and do not specifically target persons with disabilities, British Columbians with disabilities can access a network of business professionals and other resources through PacifiCan's Entrepreneurs with Disabilities Program (EDP). The EDP provides business information, training and development, mentoring and one-on-one counseling services to entrepreneurs with disabilities. The program is delivered through Community Futures Development Association of BC (CFBC). Entrepreneurs who participate in the EDP may be referred to individual Community Futures offices across the province, which offer loans specifically designated for EDP clients to help launch or grow their businesses.

PacifiCan will:

• continue the delivery of the current Entrepreneurs with Disabilities Program (EDP).
• review program and funding information and, where necessary, prepare alternate formats to improve accessibility.
• review and analyze inclusivity data provided on applications, which provides information on the diversity of the population applying for and receiving departmental funds, and contributes to PacifiCan’s Gender-based Analysis Plus (GBA plus).
• continue to inform applicants of the collection and use of inclusivity data from applications.

Priority Area: Transportation

PacifiCan will:

• ensure all transportation-related information (parking, transit routes, accessibility features) is available to all-staff in plain language and in multiple formats (digital, print, accessible PDFs) and reviewed annually to identify opportunities to enhance equitable access for all employees and visitors.

Consultations

As mentioned in the Clerk of the Privy Council’s Call to Action:

"As persons with visible and invisible disabilities continue to face physical and technological barriers, the approaches we develop must be truly inclusive by also being truly accessible.

"Building a diverse, equitable and inclusive Public Service is both an obligation and an opportunity we all share. We must advance this objective together, acting both individually and collectively, and recognizing that our progress will rely on amplifying the voices of those within our organizations to help lead the way."

Keeping the Clerk’s words in mind, PacifiCan has endeavored to ensure that all employees can contribute to the creation of a diverse, equitable, and inclusive workplace.

PacifiCan has established an Inclusion, Diversity, Equity, and Accessibility (IDEA) working group, which includes members from equity seeking groups and allies. As communicated by the IDEA working group Champions in November 2024:

"We are pleased to share that the IDEA Committee has agreed to begin with a focus on disability awareness and accessibility. We had a great start by hosting a discussion with the Chief Accessibility Officer over the summer and look forward to bringing in some more speakers and materials to support the Agency’s efforts in building awareness and capacity in disability inclusion. We will also be looking at best practices for accessibility in our daily work."

PacifiCan’s IDEA working group has regularly encouraged employee participation and seeks employee feedback on accessibility related topics. These conversations and consultations are done in various ways, such as in-person and virtual meetings, and written feedback. The IDEA Champions further support employees to engage with the topic of accessibility by inviting speakers and holding presentations. This engagement, including discussions around the first Accessibility Plan, has allowed PacifiCan to ensure all employees have had an opportunity to provide feedback.

Educating staff on accessibility has also been important, as this can inspire ideas within the seven key areas identified by the ACA. Internal subject matter experts were consulted to identify current activities, and how PacifiCan will continue to increase accessibility.

PacifiCan is committed to creating a diverse, safe, respectful, healthy, and inclusive workplace. PacifiCan plans to accomplish this by engaging the IDEA community and all staff, learn from feedback, and adjust PacifiCan’s approach to ensure persons with disabilities can fully participate in the workplace.