Accessibility Plan for the Patented Medicine Prices Review Board 2026-2029

December 2025

General

Contact Information

The person designated to receive feedback on the Accessibility Plan is the Chief, Human Resources, Monika Jaworska-Stach. Feedback can be submitted through the following channels:

How to Provide Feedback

You can send your feedback by email, phone or mail using the contact information listed below.

Email address

pmprb.accessibility-accessibilite.cepmb@pmprb-cepmb.gc.ca   

Telephone number

Toll-free: 1-877-861-2350
TTY: 613-288-9654

Mailing address

The Patented Medicine Prices Review Board
Standard Life Centre, Box L40
333 Laurier Avenue West, Suite 1400
Ottawa, ON K1P 1C1

For more information on how you can send your feedback, please see the feedback process description on the PMPRB’s website.

How to Request Alternate Formats

You can use the contact information listed above to request a copy of our feedback process, or our Accessibility Plan in these alternate formats: print, large print, Braille, audio or an electronic format that is compatible with adaptive technology that is intended to assist persons with disabilities. We will provide the Accessibility Plan in the format you requested as soon as possible. Braille and audio formats may take up to 45 days. Print, large print and electronic formats may take up to 20 days.

Feedback from employees of the Patented Medicine Prices Review Board

Designated person to receive feedback

The Chief, Inclusion, Diversity, Equity, Accessibility (IDEA) is responsible for receiving feedback from employees of the Patented Medicine Prices Review Board.

What feedback can be submitted?

Employees can submit their feedback on the Accessibility Plan or any issue related to accessibility at the Patented Medicine Prices Review Board.

How to submit feedback

There are various ways to submit feedback. Anonymous feedback may be submitted through the online form, or send an email to the IDEA generic mailbox.

Feedback received from 2024 Progress Report

There was no feedback received on the PMPRB’s 2024 Progress Report through the specified channels mentioned above. More opportunities for feedback will continue to be provided to staff as part of the release of the upcoming progress report to ensure any input and concerns are thoroughly addressed.

Message from the Chairperson

Under the Accessible Canada Act, every federally regulated entity is required to publish an updated accessibility plan by December 31, 2025. This is our plan to reduce, remove, and eliminate barriers to accessibility at the Patented Medicine Prices Review Board.

In September 2024, we conducted a survey inviting employees to help identify and address accessibility barriers that may affect the department. The results highlighted key priority areas, as well as existing tools and resources available to support this work. Our internal working group for accessibility and our Corporate Services Branch developed the PMPRB’s Accessibility Plan to address these issues. The plan has guided us in our path forward. With this updated plan, we will continue to build momentum and expand our understanding of what we need to do to make sure we meet the government-wide goal of being barrier-free by January 1, 2040.

This plan identifies concrete actions that we will take to address the priority areas outlined in the Accessible Canada Act. To truly succeed as a department, we must continue to grow, evolve, and adapt to create an environment that is accessible to everyone. Through ongoing feedback from across our organization, we have gained a clear understanding of our current accessibility landscape, and we are firmly committed to reducing -and ultimately eliminating- the barriers faced by people with disabilities.

As we advance this work, we will collaborate closely with senior leaders, employees, and subject-matter experts to ensure that accessibility is embedded in everything we do and never treated as an afterthought. We will also partner with other government organizations and external stakeholders to apply best practices and learn form shared experience.

We take our responsibilities very seriously, particularly when it comes to upholding the public service values of respect and inclusion. I am proud of the work the Patented Medicine Prices Review Board has undertaken to improve accessibility, and I’m confident that this important work will continue to advance.

Anie Perrault LL.L, ASC
Acting PMPRB Chairperson

Executive summary

The purpose of the Accessible Canada Act is to make Canada barrier-free by January 1, 2040. This involves identifying, removing and preventing barriers in federal jurisdiction in several priority areas.

A “barrier” is anything that keeps a person with a disability from participating fully and equally in society. A “disability” is any physical, mental, intellectual, cognitive, learning, communication or sensory impairment or functional limitation.

Federally regulated entities are required to produce a plan to address any barriers or limitations they find in the following priority areas:

• employment
• built environment
• information and communication technology
• communication, other than information and communication technology
• procuring goods, services and facilities
• designing and delivering programs and services
• transportation
• culture

This plan outlines concrete actions that will help us take our next steps toward becoming accessible by default. The Patented Medicine Prices Review Board is committed to working with senior leaders, our employees, and experts to create a place that applies an accessibility lens to every context, both internally and externally.

To continue this momentum, we will address barriers in our hiring practices. We are also committed to improving our approach to workplace accommodations. As part of this we will develop a framework that makes sure managers understand they are responsible for supporting their employees and implementing suitable workplace adjustments.

We’re committed to gathering feedback from, and working with, people with disabilities as we:

• develop new programs and services, and
• evaluate the existing tools and services

We will also develop and/or promote training on accessibility topics and emerging technologies.

Accessibility statement

The Patented Medicine Prices Review Board (PMPRB) is committed to removing barriers and addressing challenges faced by people with disabilities through the implementation of this accessibility plan. Guided by the principles of the Office of Public Service Accessibility’s Nothing Without Us strategy and the Accessible Canada Act, we ensure that accessibility is embedded in everything we do.

We will actively consult and apply an accessibility lens to all new initiatives, ensuring that diverse perspectives are considered from the earliest stages of projects and procurement processes. This updated plan represents an important step toward reducing and eliminating barriers so that everyone can fully participate in our programs and services.

At PMPRB, we value diversity and inclusion and recognize the importance of making our policies, practices, programs, and services accessible to all. While there is more work ahead, we remain committed to achieving the Government of Canada’s goal of a barrier-free country by January 1, 2040.

Areas in section 5 of the Accessible Canada Act (ACA)

Employment

Desired end-state:

A recruitment and hiring system that meets accessibility and accommodation needs and a work environment where employees feel included, empowered, and supported in their career. PMPRB staff is representative of workforce availability for people with disabilities, including at the executive and managerial levels.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Accommodation process instructions have been added to job poster templates.
• Developed and implemented Performance Management Agreement (PMA) objectives for managers and executives regarding people management, including accessibility.
• Public Service Commission (PSC) guidance materials have been discussed and shared with hiring managers.
• Developed connections and shared practices with other departments related to resources for accessibility on internal Accessibility Hub.
• Implemented the Government of Canada Workplace Accessibility Passport for PMPRB employees.
• Implemented the PSC resources for conducting accessible hiring processes; made accessible through the Guide to Mitigating Biases and Barriers in Assessment.
• Encouraged and provided self-declaration information to employees (PeopleSoft EE self-identification form).
• Implemented process to ensure we will reach the workforce availability/targets for employees with disabilities, including recruitment; target needs to be met by end of 2026 (workforce availability target is 11.7%; the PMPRB is at 7.8% representation as of October 2025).
• Conducted talent mapping exercise for employees with disabilities using internal and external career advancement programs including the sponsorship program.
• Encourage candidates to identify any accessibility supports (accommodations) required throughout the recruitment process and provide or arrange for suitable accessibility supports (accommodation) considering the candidate’s accessibility needs.

In Progress actions:

Barrier 1: We are improving on and implementing standardized procedures for Employment Equity (EE) hiring processes for hiring managers and HR.

Progress update: We have developed recruitment processes and advertising practices to attract applicants who self-declare as part of EE groups.

• HR regularly monitors EE representation statistics, and any gaps are discussed during regular bilat meetings with directors and throughout hiring processes.
• We have consulted with PeopleSoft Support team to clarify how PMPRB’s EE representation is calculated, and with the PSC to understand how WAE targets are established.
• We have updated all template letters of offer with revised and strengthened EE paragraphs, including the importance of self-declaration.
• We have incorporated reminders about the importance of self-declaration into our onboarding checklists.
• Finally, we have revised the Selection Decision Form to ensure that hiring managers explicitly consider EE gaps when making acting appointment decisions.

Barrier 2: We are in the process of training all managers on how to use the new digital Government of Canada Workplace Accessibility Passport.

Progress update: Provide training for managers within the three-year timeframe of publishing the Accessibility plan 2026-2029, and set standard for managers and employees to review every six months.

Barrier 3: All managers and human resources (HR) staff must complete mandatory training on accessibility.

Progress update: Ensure all managers and HR staff complete training within designated timelines, as per their learning plans. As of December 2025, 33% of managers and 50% HR staff have completed training, for a combined rate of 41%.

Barrier 4: We must update our procedure to examine accommodation processes at the hiring stage to increase timeliness and quality of service when onboarding.

Progress update: We shall implement the following steps within the three-year timeframe of publishing the Accessibility plan 2026-2029:

1. notify the successful applicant of its current policies for accommodating workers when making offers of employment;
2. notify the successful applicant that tailored accessibility supports (accommodations) for their specific disability-related needs are available; and
3. ensure that the successful applicant receives pay equity (equal pay of equal value) commensurate with the job roles and responsibilities and is paid no less than minimum wage.

Built environment

Desired end-state:

An accessible physical workplace environment at the PMPRB, focusing on the office space, where employees are not impeded by barriers and have the information, they need to access accommodations.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Installed accessibility buttons on all perimeter PMPRB doors and in the hearing’s facility.
• Installed elevator and ramp access throughout the working floors to increase accessibility for those with mobility issues.
• Refit the office space in 2020 and hearing facilities in 2021 to ensure they met Public Services and Procurement Canada (PSPC) standards for accessibility.
• Created and maintained an ergonomic environment baseline, including sit-stand desks and adjustable chairs for all employees.
• Consulted employees with disabilities on major modifications to built environment and office presence and accommodated those needs, as they arose.
• We have created a tracking system in for all internal accommodation requests made through our self-serve portal (SysAid).
• We have reviewed/updated our emergency evacuation plan in 2025, to ensure accessibility measures are up to date and in place in the case of an emergency evacuation.

In Progress actions:

Barrier 1: Our meeting and hearing rooms are not fully equipped with induction loops to assist persons with hearing aids and cochlear implants.

Progress update: We will be examining options to install induction loops in our meeting and hearing rooms within the three-year timeframe of publishing the Accessibility plan 2026-2029.

Information and communication technologies

Desired end-state:

Information and communication technology (ICT) that supports accessibility goals and enables employees with disabilities to perform at their best.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Ensured that all equipment allows for mobile work and adaptable set-ups.
• Ensured that all accommodation requirements for workplace accessibility are adapted to individual needs.
• Created and implemented an internal resource centre (IDEA Hub) on the PMPRB’s intranet site that includes up to date news, events, tools and resources, learning opportunities and support networks for persons with disabilities.
• Provided information and how-to instructions for creating accessible documents, including digital tools and checklists.
• Reviewed Records and Information Management System (RIMS) to ensure accessibility features aligned with new government policy requirements for accessibility in ICT under Policy on Digital Services.
• Implemented a tracking system that identifies specific accessibility requests related to IT and digital functions.

In Progress actions:

Barrier 1: Some videos on our internal website are missing captions and audio descriptions or transcripts.

Progress update: We are currently looking into ways to add these features to the audio video files shared with all PMPRB staff. This will be completed within the three-year timeframe of publishing the Accessibility plan 2026-2029.

Communication, other than ICT

Desired end-state:

Internal and external communication is barrier-free and supports awareness of accessibility in the workplace. The environment is stigma-free and welcomes conversations around accessibility. Employees with disabilities are consulted on all changes made within the organization.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Built awareness around accessibility practices through inviting guest speakers, promoting events and learning opportunities on internal website [IDEA Hub].
• Promote awareness of government disability networks through internal notification system (Capsule) and internal Hub [IDEA Hub].
• Managers are reminded to have frequent conversations and check-ins with their employees about accessibility options
• All our online forms have been formatted in plain language to avoid unnecessary confusion.

In progress actions:

• No items to note as of December 2025.

Procurement of goods, services, and facilities

Desired end-state:

Goods, services, and facilities procured by the PMPRB are accessible and usable by everyone.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Implemented procurement checklist for accessible goods and services.
• Ensured standards and requirements from PSPC and Shared Services Canada (SSC) are met.

In progress actions:

Barrier 1: We must implement a protocol to evaluate the accessibility of external locations (venues) for staff events.

Progress update: We are creating an accessibility checklist within the three-year timeframe of publishing the Accessibility plan 2026-2029, which will require staff to use when planning events. We will consult persons with disabilities when developing the checklist.  

Design and delivery of programs and services

Desired end-state:

The PMPRB is equipped to design and deliver programs and services that are easily accessible to persons with disabilities, and stakeholders are satisfied with the accessibility of our programs and services.

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• All published reports have been converted to accessible formats and shared on internal and external websites.
• The sections of the PMPRB website that have been transitioned to Canada.ca are accessible.
• Ensured webinars and presentations to external audiences are fully accessible (e.g., software, webinar decks provided to audiences, cost and set-up requirements).
• We have assessed the accessibility of Access to Information and Privacy (ATIP) request process (e.g. format of output for client).
• We have assessed the accessibility requirements for portals, forms, and documents used for external clients (rights holders).
• We have assessed accessible language needs for readability for emails, documents, forms and presentations (e.g. using plain language, clear headings, avoiding jargon and metaphorical language).

In progress actions:

Barrier 1: We are in the process of converting all the legacy public-facing website information to an accessible format.

Progress update: We have a dedicated employee working on converting all the necessary legacy information on the public facing website to an accessible format on Canada.ca.

Barrier 2: We have not assessed the accessibility for holding hearings in-person or virtually.

Progress update: We will be consulting with the PMPRB’s hearing officer, manager, and persons with disabilities within the three-year timeframe of publishing the Accessibility plan 2026-2029, to determine gaps and create a standard operating procedure for accessible hearings based on best practices.

Transportation

As the PMPRB does not own or manage transportation vehicles, this area is not applicable. Transportation services procured for employee travel are in accordance with the National Joint Council Travel Directive.

Culture

Desired end-state:

The culture at the PMPRB and its operations and social environment is inclusive to those with disabilities through supporting their needs. PMPRB management approach reflects an accessibility-by-default reflex.

Roles and Responsibilities

Senior management

Senior management shall develop, lead, and promote a culture of accessibility and inclusion within the organization by:

1. communicating to all workers on an ongoing basis:
1. the value of working together to address and innovate accessibility in the workplace; and
2. the value of ensuring equitable commitment to the Standard to benefit everyone;
2. actively engaging workers (with and without disabilities) in dialogue on all aspects of accessible employment; and
3. establishing or supporting committee(s) that promote accessibility, anti-ableism, and inclusion;

Managers, Supervisors, and Internal experts

The organization shall ensure that managers, supervisors, and internal experts:

1. support the development, implementation, maintenance, and continual improvement of the organization’s inclusive and accessible employment system, considering the specific role they play within the system. This includes, but is not restricted to:
1. policy development, implementation, maintenance, and continual improvement;
2. proactive remediation of known and hidden systemic barriers and unconscious bias;
3. development of an information system to support the evaluation of its effectiveness if no such system exists;
4. oversight of day-to-day operational effectiveness;
5. encouraging disclosure of accessibility supports (accommodation) needs as appropriate (excluding diagnosis and any non-relevant medical conditions);
6. ensuring a process is in place for confidential disclosure of disability;
7. ensuring accessibility supports (accommodation) plans are up-to-date; and
8. promoting and supporting good faith in the accessibility supports (accommodation) process;

Employees

The organization shall support workers to promote a culture of accessibility and inclusion within the organization by:

1. participating in developing, implementing, maintaining, and continually improving the organization’s inclusive and accessible employment system. This includes, but is not restricted to:
1. identifying barriers to participation, communicating these barriers through the appropriate channels, and, where appropriate, working to remove and prevent these barriers;
2. following the policies, processes, programs, procedures, and practices as outlined in the system; and
3. providing feedback on the effectiveness of the inclusive and accessible employment system;

We have made the following progress in removing and preventing the barriers identified in our accessibility plan.

Completed actions:

• Identified all-staff training opportunities related to accessibility through Canada School of Public Service.
• Appointed a PMPRB Accessibility Champion at the executive level who has lived experience with a disability.
• Developed plans and goals to reduce stigma in workplace environments and encourage self-declaring through promoting awareness through newsletters and staff communications, inviting a guest speaker to speak to staff about invisible disabilities, and regularly promoting government-wide networks for support and learning opportunities.
• Regularly reinforcing the importance of modelling accessibility-positive attitudes and practices at the leadership level.
• Assigned a dedicated resource to the implementation of the Accessibility Plan.
• Implemented regular accessibility best management practices related to everyday work (e.g. regular one-on-one check-ins with staff and manager).

In progress actions:

Barrier 1: We must develop a systematic approach to identify new or emerging transitional, environmental, and attitudinal barriers.

We shall implement the following steps within the three-year timeframe of publishing the Accessibility plan 2026-2029:

1. proactively implement workplace protections against a culture of silence, intimidation, fear, and bystander apathy, and reactive and retaliatory actions;
2. implement an intersectional accessibility lens approach to identify how individual oppression and systemic ableism may be experienced at work; and
3. provide for worker-centred, barrier-free, and discrimination-free access to the workplace in all aspects of the employment life cycle. 

Conclusion

The PMPRB will continue to monitor and measure it’s progress to ensure that remaining accessibility goals are achieved and that identified barriers are removed and prevented. We encourage ongoing feedback through the process outlined on our website, which will be used to inform the identification and implementation of accessibility measures within our accessibility plan.

All feedback will be carefully considered and brought forward to the Management Committee for review and final approval. Where additional information or clarification is required, we will consult with the employee who provided the feedback to ensure their needs are appropriately and effectively addressed.

This is the second Accessibility Plan that has been published following the Accessibility Plan 2022. Following the publication, we will be providing a Progress Report, to be published in December 2026.

Annex

Table 1: deliverables for Accessibility Plan 2026-2029

This table outlines all outstanding items that will be addressed within the three-year period of the 2026–2029 Accessibility Plan. It will act as a reference to help ensure we remain accountable for progress and stay aligned with our timelines.

Areas in section 5 of the Accessible Canada Act	Barriers to be Actioned	Action Plan 2026-2029
Employment	1) Complete standardized procedures for Employment Equity (EE) hiring processes for hiring managers and HR	1) Complete the development of recruitment processes and advertising practices to attract applicants who self-declare as part of EE groups within the three-year timeframe of publishing the Accessibility plan 2026-2029.
	2) Train all managers on how to use the new digital version of the Government of Canada Workplace Accessibility Passport	2)Provide training for managers within the three-year timeframe of publishing the Accessibility plan 2026-2029 and set standard for managers and employees to review every six months.
	3) Ensure all mangers and human resource staff have completed the mandatory training on accessibility.	3) Ensure all managers and HR staff complete training within designated timelines, as per their learning plans. As of December 2025, 33% of managers and 50% HR staff have completed training, for a combined rate of 41%.
	4) Update procedure to examine accommodation processes at the hiring stage to increase timeliness and quality of service when onboarding.	4)Implement the steps mentioned under Employment section of the Accessibility plan 2026-2029 within the three-year timeframe of publishing [p.9-10].
Built Environment	1) Equip meeting and hearing rooms with induction loops to assist persons with hearing aids and cochlear implants.	1) We will be examining options to install induction loops in our meeting and hearing rooms within the three-year timeframe of publishing the Accessibility plan 2026-2029.
Information and communication technology	1) Ensure all videos on our internal website have captions and audio descriptions or transcripts included.	1) We are currently looking into ways to add these features to the audio video files shared with all PMPRB staff. This will be completed within the three-year timeframe of publishing the Accessibility plan 2026-2029.
Procuring goods, services and facilities	1) Develop and implement a protocol to evaluate the accessibility of external locations (venues) for staff events.	1) We are creating an accessibility checklist within the three-year timeframe of publishing the Accessibility plan 2026-2029, which will require staff to use when planning events. We will consult persons with disabilities when developing the checklist.
Designing and delivering programs and services	1) Convert all the legacy public-facing website information to an accessible format.	1) We have a dedicated employee working on converting all the necessary legacy information on the public facing website to an accessible format on Canada.ca.
	2) Develop policy/procedure to include accessibility functions for holding hearings in-person or virtually.	2)We will be consulting with the PMPRB’s hearing officer, manager, and persons with disabilities within the three-year timeframe of publishing the Accessibility plan 2026-2029, to determine gaps and create a standard operating procedure for accessible hearings based on best practices.
Culture	1) Develop a systematic approach to identify new or emerging transitional, environmental, and attitudinal barriers.	1) We shall implement the steps mentioned under the Culture section of the Accessibility plan 2026-2029 within the three-year timeframe of publishing [p.15-16].