Public Services and Procurement Canada
Accessibility plan 2023 to 2025

Table of contents

• Message from Public Services and Procurement Canada deputy ministers
• Introduction
• General
• Consultations
• Public Services and Procurement Canada accessibility plan
• Monitoring and reporting
• Governance
• Conclusion
• Annex A: Accessibility at Public Services and Procurement Canada
• Annex B: Accessibility progress reports
• Annex C: Key Performance Indicator Framework
• Annex D: Glossary of terms

Message from the deputy ministers

As part of our commitment to becoming an accessible workplace, we are happy to share the Public Services and Procurement Canada (PSPC) 2023 to 2025 Accessibility Plan.

PSPC’s 2023 to 2025 Accessibility Plan represents our longer term vision to make our department barrier free. The plan identifies the priorities and activities we need to put into place to remove barriers to inclusion.

PSPC will be a better department if we can harness the skills and potential of employees with lived experience in the services we provide to our government partners, and to people of all abilities in Canada.

In line with the principle of “Nothing About Us Without Us”, consultations with employees with disabilities, as well as with groups assisting persons with disabilities inside and outside of government were key to developing the activities in this plan.

PSPC was among the first departments in government to develop an interim accessibility plan, following the passing of the Accessible Canada Act legislation in 2019. The interim plan allowed us to highlight our early, concrete actions towards removing barriers for PSPC employees and the clients we serve.

The publication of the plan is not just a response to legislation requiring us to publish an accessibility plan, but a demonstration of PSPC’s ongoing commitment to improve accessibility and inclusion in all areas of the department. Annual progress reports will provide updates on the work to make sure we’re meeting our commitments.

We know that making PSPC an accessible workplace by 2025 is a journey, and we still have a long way to go.

To reach our goal, we need everyone on board. We are inviting all of you to join us to get this important work done.

We know we can count on your support to help us achieve the goal of an accessible workplace.

Paul Thompson
Deputy Minister

Arianne Reza
Associate Deputy Minister

Scott Jones
Associate Deputy Minister

Introduction

This is PSPC's 2023 to 2025 Accessibility Plan to remove barriers faced by employees, partners and all Canadians. Under the Accessible Canada Act, federal departments and agencies must publish accessibility plans every 3 years. Accessibility progress reports are published in the years between publication of accessibility plans.

PSPC is working to remove barriers to accessibility not only for its employees, but also in the services and programs it delivers to government, and to the Canadian public. PSPC supports the Accessibility Strategy for the Public Service to make the Government of Canada more accessible, and its principle of “Nothing About Us Without Us”.

Since 2020, PSPC has published 2 interim accessibility plans, demonstrating the department’s commitment to making immediate progress on accessibility. Work continues to improve accessibility and inclusion in all areas of the department.

The PSPC accessibility plan calls for an equitable and more accessible department for persons with disabilities. The plan also aligns with PSPC's 2021 to 2025 Diversity and Inclusion Action Plan (DIAP). The DIAP supports all equity-seeking groups by calling for the removal of barriers, promoting the mental health and well-being of all employees, and advocating for equity and inclusion across PSPC’s diverse workforce.

The PSPC accessibility plan has 8 priorities which will help advance these core values. These priorities are:

• culture
• employment
• built environment
• information and communication technologies (ICT)
• communication (other than ICT)
• procurement of goods, services and facilities
• design and delivery of programs and services
• transportation

General

Contact:

Director of the Accessibility Office

Telephone:

873‑353‑9495 (between 8 am and 4 pm Eastern Standard Time (EST))

Email:

spac.directeuraccessibilite-directoraccessibility.pspc@tpsgc-pwgsc.gc.ca

Mailing address:

Public Services and Procurement Canada
Director, Accessibility Office
11 Laurier St, Portage III, Place du Portage
Gatineau, Quebec, K1A 0S5

Consultations

Learning about barriers from employees with disabilities who participated in consultations was key to informing this accessibility plan. In addition, our team consulted with PSPC’s Accessibility Committee, PSPC’s external Accessibility Advisory Panel, the department’s Workplace Equity and Inclusion Advisory Council, and senior governance committees, as well as organizations which support people with disabilities outside of government.

The activities in this plan were developed based on ideas and feedback from the consultations mentioned here. Barriers which were identified during our consultations are listed under the 8 priority sections of the plan.

Public Services and Procurement Canada accessibility plan

In this section of the plan, there are 8 priorities, each with related objectives and activities intended to support a more accessible and inclusive PSPC The barriers listed below were gathered from consultations, and the steps to remove these barriers or prevent new ones are listed as a series of activities.

• Culture
• Employment
• Built environment
• Information and communication technologies
• Communication, other than information and communication technologies
• Procurement of goods, services and facilities
• Design and delivery of programs and services
• Transportation

Culture

Developing a positive culture matters when it comes to accessibility. This is why PSPC is committed to strengthening its culture of accessibility and inclusion for people of all abilities.

Objective

Strengthen a culture of accessibility and disability inclusion in all areas of PSPC’s work.

Barriers

During consultations, participants told us that culture shift is a key to meaningful and lasting change. Employees with disabilities mentioned that attitudinal barriers are still among the biggest obstacles they face. Participants also shared that leaders play an important part in creating expectations and setting an inclusive tone.

Many individuals with disabilities have welcomed telework. Others, particularly those who are deaf or hard of hearing told us that constant screen time is placing them at risk of fatigue and burnout. With plans under way to begin the transition to hybrid work, flexibility will be important in meeting the needs of employees with a variety of accommodation requirements.

Continuing with the return to work, we heard about challenges faced by those with environmental and chemical sensitivities. This is a complex issue which will take time and involvement from many stakeholders to address. PSPC is promoting information about environmental and chemical sensitivities through updated online resources to better inform managers and employees going forward.

Finally, the importance of empathy and open-mindedness were repeated themes in discussions about culture. We heard that individuals need to feel safe in identifying as a person with a disability, given that they can work just as effectively as others. They may simply need to do some things differently. Continued engagement with managers through virtual and online training will be key to promoting awareness and reducing stigma.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Culture priority. Each activity has a branch lead, referred to as the office of primary interest (OPI), which is responsible for advancing and reporting on the progress of the activity and accompanying sub-activities.

Culture activity 1

Through events, learning, articles and information sessions, raise awareness about the benefits of accessibility and disability inclusion across the organization: among employees, government partners, and in programs and services delivered to the public.

Sub-activities

• Promote an accessibility first attitude in all areas of our work
• Guide employees, government partners and the public towards tools, resources and accessible learning products
• Promote awareness about the importance of accessibility and inclusion from the first step of learning design
• Add accessibility as part of learning processes and practices, working to create and maintain a barrier-free learning environment for all employees
• Ensure accessibility needs are met by offering American Sign Language (ASL) and Langue des signes québécoise (LSQ) interpretation services during our departmental activities. This could include activities such as the “Start your journey—Meet the senior leaders” events that are offered twice a year
• Promote the PSPC Workplace Accessibility Fund and ensure long term sustainable funding solutions for ongoing requests
• Promote the PSPC accessibility onboarding toolkit as a standalone resource for use by managers and employees. It will also be included within the updated corporate onboarding package
• Develop and promote the Diversity and Inclusion Learning Path (DILP) as a tool for PSPC managers and employees to access diversity and inclusion-related training. This includes courses on accommodations and disability

Office of primary interest

• Human Resources Branch (HRB)
• Policy, Planning and Communications Branch (PPCB) (Accessibility Office)
• All branches and regions

Culture activity 2

Work together to share information about accessibility and inclusion among PSPC’s employee networks.

Sub-activities

• Bring accessibility issues to the attention of PSPC’s senior leadership
• Use employee networks to raise awareness about accessibility issues within the department

Office of primary interest

• HRB (Persons with Disabilities Network)
• PPCB (Accessibility Office)

Culture activity 3

Consult with PSPC’s external Accessibility Advisory Panel for guidance and advice on PSPC’s strategic accessibility priorities.

Sub-activities

• Manage the panel, coordinate meetings and work with other branches to identify topics for discussion and input.

Office of primary interest

• PPCB (Accessibility Office)

Culture activity 4

Promote awareness about various disabilities in the workplace.

Sub-activities

• Update tools and online educational resources to highlight ways of supporting individuals with various disabilities, including physical, visual, hearing and invisible disabilities, and environmental and chemical sensitivities, among others
• Provide ongoing information to promote a deeper understanding of how to support persons with a variety of disabilities

Office of primary interest

• PPCB (Accessibility Office)

Employment

It can be difficult for many people with disabilities to obtain employment. More people with disabilities are graduating with a master’s or doctor of philosophy (PhD) but are not able to find work in the public service. PSPC will continue to support the government’s recruitment efforts and its commitment to hire 5,000 new employees with disabilities by 2025.

Objective

Through accessible and inclusive human resource practices, create conditions to support:

• recruitment
• onboarding
• retention
• career development
• accommodation of employees with disabilities

Barriers

During consultations, we heard about challenges faced by persons with disabilities when it came to recruitment and retention. These included inaccessible and burdensome hiring processes which can disadvantage all candidates with disabilities, but especially those with invisible limitations. While some progress has been made at PSPC and across government, clearly a lot of work is still needed. We also heard that there are still degrees of exclusion which make it even more difficult for candidates with hidden disabilities to join the public service. As one participant shared, it will be important to adapt hiring to support specific disability groups, otherwise, we will not truly have a level playing field.

A number of employees also mentioned being hesitant to disclose their disability for fear of not being selected out of human resources (HR) pools, or being looked over for promotions even when fully qualified.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Employment priority.

Employment activity 1

Support managers and employees with disabilities to use centralized PSPC accommodation and disability management services.

Sub-activities

• Provide case management services and advice/guidance for workplace accommodations to managers and employees
• Provide workplace accommodations to employees as per established service standards, and on a case by case, individual needs approach
• Promote the Treasury Board Secretariat digital workplace accessibility passport. It is a voluntary tool which enables employees to discuss barriers with their manager, and document accommodation requirements which will follow them throughout their career
• Offer career management services to support employees with disabilities to navigate their career within PSPC and the public service as a whole

Office of primary interest

• Human Resources Branch

Employment activity 2

Launch a strategy to recruit, onboard, accommodate, retain and develop people with disabilities.

Sub-activities

• Monitor and analyze data to minimize accessibility gaps
• Promote programs and inventories for hiring persons with disabilities. In addition, encourage executives and hiring managers to build inclusive teams and support accessibility in recruitment
• Continue to draw from the Federal Internship Program for Canadians with disabilities, The Federal Student Work Experience Program (FSWEP), and selection of persons with disabilities from departmental pools
• Promote increased representation among equity-seeking groups, including candidates with disabilities within executive and management positions
• Continue to renew employment initiatives and maintain relationships with organizations which connect individuals with a disability with work related opportunities. This includes organizations such as Neil Squire Society, LiveWorkPlay, and Ready Willing and Able
• Promote PSPC led recruitment initiatives such as: targeted recruitment processes and (or) targeted recruitment events for persons with disabilities (job fairs)

Office of primary interest

• Human Resources Branch

Built environment

PSPC provides government organizations and parliamentarians with federal property and accommodation services. The department also reviews policies and services to improve the accessibility of federal property for all Canadians.

Objective

Be a leader for the government by removing barriers in the PSPC built environment.

Barriers

During consultations, we learned that the ongoing pandemic and continuing uncertainty around the future of work was noted as a source of anxiety by a number of employees with disabilities. Some felt that transitioning back to working in-person would take away from time which could be otherwise used for rest and physical rehabilitation which telework has allowed. Concerns related to mobility and adaptive technology were also raised. Participants wondered how realistic it might be for employees with disabilities to access a hybrid work model involving open office work on some days and teleworking on others. For this reason, maintaining flexibility with where and when employees with disabilities are working was recommended as a department wide consideration going forward.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Built Environment priority.

Built environment activity 1

Consult persons with disabilities and subject matter experts to learn about best practices and how to improve accessibility in the built environment.

Sub-activities

• Conduct accessibility assessments of PSPC’s real property portfolio
• Identify priorities for accessibility improvements and estimate costs to not only bring facilities into compliance with the latest standards, but exceed them through above and beyond criteria and best practices
• Conduct and follow research, and consult employees to gain a better understanding of how building and workplace design can support people with various disabilities

Office of primary interest

• Real Property Services (RPS)
• Science and Parliamentary Infrastructure Branch (SPIB)

Built environment activity 2

Update policies to support a barrier-free workplace.

Sub-activities

• Update processes and guidance documents to align with updated Treasury Board standards
• Update and develop guidance for both property and project teams to assist in meeting and exceeding minimum accessibility requirements

Office of primary interest

• RPS
• SPIB

Built environment activity 3

Make accessibility improvements based on input from persons with disabilities.

Sub-activities

• Pilot initiatives to improve accessibility; ensure that technology and the built environment enable a well-functioning, hybrid-workplace
• Work to include and strengthen accessibility clauses and standards within leases and future service contracts for managing large facilities
• Make progressive improvements to the built environment, including implementation of the functional direction on all access washrooms
• Ensure that new builds and major renovation projects meet current accessibility standards, and strive to go above and beyond with input from persons with disabilities
• Continue implementation of the Universal Accessibility Strategy and Action Plan for the Parliamentary Precinct

Office of primary interest

• RPS
• SPIB

Information and communication technologies

Accessible ICT is very important both for PSPC employees and for people who use PSPC services. The department is continuing to take steps forward to update its digital services and make them more accessible.

Objective

Improved access to technology for all employees in order to do their job.

Barriers

During consultations, we heard that despite efforts to enhance accommodations for employees with disabilities, it can sometimes still take weeks or months to receive support. While not common, this should not happen at all. To address this and offer a direct source of assistance for employees with disabilities, a dedicated service will be launched for adaptive technology set-up, configuration and ongoing support.

Individuals we spoke with also shared that certain adapted software is not supported. In addition, the lack of integration of certain technologies with main systems can make it difficult or impossible for employees with disabilities to work efficiently. While it will take time to update PSPC and government systems to be fully accessible, PSPC is developing a structured process to undertake digital design and usability consultations to inform system development going forward.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Information and Communication Technologies priority.

Information and communication technologies activity 1

Improve accessibility performance of information technology assets and resources.

Sub-activities

• Provide a structured process to connect project teams with persons with disabilities for digital design and usability consultations
• Progressively introduce and promote new accessibility functionality in GCdocs
• Develop a new risk-based methodology for prioritizing systems and applications to be assessed for accessibility

Office of primary interest

• Digital Services Branch (DSB)

Information and communication technologies activity 2

Develop a more effective process to purchase and distribute adaptive technology and ensure users have timely access to ongoing support.

Sub-activities

• Complete 3 pilot projects with the objective to develop an accessible imaging solution through Innovative Solutions Canada
• Select 1 pilot for continued development

Office of primary interest

• Receiver General and Pensions Branch (RGPB)

Information and communication technologies activity 3

Continue to support government partners to create accessible documents in digital format.

Communication, other than information and communication technologies

Accessibility must be built into all areas of communication to meet a range of needs. PSPC encourages its employees and partners to support accessible communication in our daily work and interactions, and with the services and programs we deliver to the public.

Objective

Provide equitable access to information for PSPC employees, partners and the public.

Barriers

We heard a number of concerns during consultations from employees who are deaf or hard of hearing about the complex process to book an American Sign Language (ASL) or Langue des signes québécoise (LSQ) interpreter. As noted in this plan, PSPC is working to address the current shortage of qualified ASL and LSQ interpreters in Canada by developing partnership opportunities with teaching institutions.

We also heard about the importance of plain language as a key to accessible communication. This plan highlights work being led by PSPC’s Receiver General and Pensions Branch to send correspondence in plain language to public service retirees.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Communication priority.

Communication activity 1

Move PSPC’s public website to the more accessible Canada.ca.

Sub-activities

• Each new content page will be checked through accessibility software to ensure accessibility and plain language are maintained
• PSPC’s Digital Communications Directorate will ensure all its digital advisors are up to date on web content accessibility guidelines (WCAG) by March 2023

Office of primary interest

• PPCB (Digital Communications Directorate)

Communication activity 2

Support access to sign language interpretation: at high-visibility public events, through a new sign language translation service line, and by developing partnership opportunities with teaching institutions to address the long-standing global shortage of qualified interpreters.

Sub-activities

• To enable access to important information for persons who are deaf or hard of hearing, ASL and LSQ interpretation will be offered at high visibility events, as well as at every national press conference held to communicate critical information
• Develop and launch a new sign language translation service line, based on the outcomes of a pilot project on sign language translation delivered between 2020 and 2022
• Significant efforts will be made to develop partnership opportunities with teaching institutions to address the long-standing global shortage of qualified interpreters
• Resources will be allocated towards teaching and training ASL and LSQ interpreters, and ultimately to hiring qualified graduates

Office of primary interest

• Translation Bureau

Communication activity 3

Use plain language in correspondence sent by the Government of Canada Pension Centre.

Sub-activity

Complete the plain language redesign of 85 to 90% of member-facing correspondence for new public service retirees. The initiative will increase overall accessibility related to complex pension information by improving readability and ease of use. The changes will better align with Accessible Canada Act requirements.

Office of primary interest

• RGPB

Communication activity 4

Encourage departments to publish accessible material on Government of Canada Publications

Sub-activities

• Catalogue all Government of Canada publications and make them available on the Government of Canada Publications website
• Promote the need to increase the number of accessible HTML publications
• Each year, advise 20% of Government of Canada publishers on accessibility-related best practices, tools and resources. This will ensure all publishers are consulted at least once every 5 years

Office of primary interest

• RGPB

Procurement of goods, services and facilities

Procurement is another important area where PSPC supports the Government of Canada’s priority of a barrier-free society. Promoting awareness about the value of accessible goods and services is an important step to enhance inclusion for people of all abilities.

Objective

Modernize procurement practices so that goods, services and facilities procured by the government are accessible and inclusive for all.

Barriers

During consultations, participants shared that there is a need to promote a deeper understanding of what accessible procurement really means. We also heard that concrete steps are needed to further educate and support contracting authorities to uphold accessibility. As discussed in this plan, PSPC’s Accessible Procurement Resource Centre is working to promote increased awareness among government buyers about accessibility by developing guidance and advice specific to commodity groupings.

Participants shared that while there continues to be an emphasis on social procurement, there is a need to do more to encourage disability entrepreneurship and enhance community awareness. To address this, work is being undertaken within the plan by Procurement Assistance Canada to encourage supplier diversity among equity-seeking groups, including persons with disabilities.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Procurement priority.

Procurement activity 1

Share information to help government buyers understand accessible procurement.

Sub-activities

• Research, design and develop tools and guidance resources
• Provide ongoing advice about accessibility in procurement which is specific to commodity groupings
• Lead and support an interdepartmental community of practice for accessible procurement
• Maintain an up-to-date web presence

Office of primary interest

• Procurement Branch (Accessible Procurement Resource Centre)

Procurement activity 2

Promote awareness about federal procurement opportunities to businesses owned by persons with disabilities.

Sub-activities

• Facilitate small business information expos (SBIE), and other similar events to promote supplier diversity among equity-seeking groups, including persons with disabilities
• Develop information, tools and resources to educate the business community about the importance of accessibility within federal procurement

Office of primary interest

• Procurement Branch (Procurement Assistance Canada)

Design and delivery of programs and services

PSPC offers many programs and services to the government and the Canadian public. To become more accessible, PSPC must continue to listen to and act on feedback from people with disabilities. This includes employees and those who access our services and programs.

Objective

Strive to offer programs and services that are easily accessible to all.

Barriers

In our consultations we heard about the importance of accessibility by default as a key principle to bring about meaningful change. Individuals talked about the need to apply accessibility as a consistent lens in all aspects of program and service delivery.

Consultation with persons with disabilities will be critical in helping to identify how programs and services can be made more accessible and inclusive. This plan includes an activity for consideration of accessibility in the development of all PSPC programs and services.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Design and Delivery of Programs and Services priority.

Design and delivery activity 1

All new PSPC policies are to consider accessibility.

Sub-activity

A sub-committee of Persons with Disabilities Network members will review all new or revised policies and directives to allow for consideration of accessibility.

Office of primary interest

• HRB (Persons with Disabilities Network)
• PPCB (Accessibility Office)
• All branches and regions

Design and delivery activity 2

Efforts are made to ensure all programs and services are developed with accessibility in mind.

Sub-activities

• Regularly consult persons with disabilities through workshops, advisory panels and working groups to identify how programs and services could be made more accessible and inclusive
• Consult the PSPC Accessibility Advisory Panel to ensure dialogue between PSPC and stakeholders representing persons with disabilities

Office of primary interest

• PPCB (Accessibility Office)
• All branches and regions

Design and delivery activity 3

Offer accessibility support to clients publishing in the Canada Gazette.

Sub-activity

Create awareness about the importance of drafting accessible content.

Office of primary interest

• RGPB
• DSB

Transportation

PSPC supports the transportation area of the Accessible Canada Act. Accessible parking is a necessary accommodation for many employees with disabilities, in addition to members of the public accessing PSPC buildings. As we emerge from the pandemic and return to the office, accessible transportation will be front of mind.

Objective

Support accessible transportation for employees and members of the public by removing known barriers at PSPC buildings.

Barriers

In our consultations, we heard a variety of perspectives related to the return to work and considerations with commuting to and between workspace locations.

While transportation is not discussed at length within this plan, one topic which generated considerable discussion was the need to consider accessible parking. Participants suggested that reserving accessible parking should be included as an option within PSPC’s Archibus office space reservation system. While this will need to be considered and implemented as hybrid work structures are further clarified, this plan includes an activity to create additional accessible parking spaces where possible at PSPC buildings for all users.

Measures to remove barriers and prevent new ones

The following activities and sub-activities have been identified as measures to remove the barriers identified above and prevent new barriers under the Transportation priority.

Transportation activity

Improve access to accessible parking at PSPC Crown-owned facilities for all users.

Sub-activities

• Create additional accessible parking spaces where required and feasible
• Install clearly visible signage from the parking area to reception
• Install intercom system in parking areas to enable individuals to request assistance and to help ensure a safe environment

Office of primary interest

• RPS
• SPIB

Monitoring and reporting

Tracking our progress on accessibility activities will be key to our success. Each activity within this plan is supported by a number of sub-activities. These sub-activities will be assessed against in-person, virtual and/or survey feedback collected from employees and clients with disabilities to determine their effectiveness. This information will in turn be used to develop the annual reports which PSPC will be required to publish to track progress on its accessibility. For additional information on this process, please visit Annex B: Accessibility progress reports.

PSPC will also put in place a key performance indicator (KPI) framework to measure the activities which support the 8 accessibility priorities within this plan. This framework, available in Annex C: Key Performance Indicator Framework, will include indicators, outcomes, benchmarks and dates of completion for each activity in the plan and will help the department to track data on accessibility over time. PSPC’s 2024 Accessibility Progress Report will include a first series of data related to the Key Performance Indicators.

PSPC expects to see improvement in all areas prior to the publication of its 2026 to 2028 Accessibility Plan. In addition, our annual Progress Reports will highlight year over year improvement towards the goal of universal accessibility by 2040.

Governance

The PSPC Accessibility Office will seek ongoing direction and guidance on the 2023 to 2025 Accessibility Plan from the following committees:

• PSPC's Executive Committee (EXCO), which is chaired by the deputy minister
  • this will enable information sharing, collaboration and decision-making on program, policy and internal management issues
  • the PSPC Accessibility Office will meet with EXCO on a twice-yearly basis and as needed
• PSPC’s Corporate Management Committee, a permanent committee established by EXCO
  • this will provide strategic direction and advice on issues related to the internal management of the department
  • the PSPC Accessibility Office will meet with this committee on a twice-yearly basis and as needed
• the PSPC Accessibility Committee meets 4 times per year
  • its members represent each branch and region
  • the Accessibility Committee reviews departmental accessibility initiatives, provides a forum to share knowledge, and promotes activities to support the Accessible Canada Act, including the 2023 to 2025 Accessibility Plan
• PSPC’s external Accessibility Advisory Panel meets 3 times per year
  • the panel is an advisory body which enables input and dialogue between PSPC and stakeholders representing persons with disabilities
  • while not a formal governance committee, the panel provides information, advice and recommendations to PSPC on accessible programs, policies and services

Conclusion

At PSPC, we encourage everyone to do their part to support a more accessible and inclusive department. PSPC is actively supporting the government towards achieving a fully accessible Canada by 2040. The COVID-19 pandemic has proven that we can work in creative ways, for example, by turning to technology to connect remotely. This accessibility plan provides a roadmap to guide us forward in continuing to improve accessibility at PSPC over time.

Every one of us can make a difference in the ways we support accessibility and inclusion. This includes building a culture where no one is left behind, to offering services and programs where accessibility is built-in from the start. Together, each one of us can support the Government of Canada to build the most accessible and inclusive public service in the world.

Annex A: Accessibility at Public Services and Procurement Canada

Accessibility for people with disabilities was important for the department even before the Accessible Canada Act came into effect. The PSPC Accessibility Office was established in September 2018 to help remove barriers within the department and support efforts to build an inclusive public service. Among other responsibilities, the office coordinates the development of the accessibility plan, holds events to raise awareness about accessibility among employees, works closely with other areas of the department to collect accessibility information, and meets regularly with other government departments to support the removal of barriers across the public service.

Many of PSPC’s branches also have their own specialized accessibility teams. For example, there are first point of contacts for PSPC employees with disabilities and/or functional limitations who wish to request an accommodation. The Human Resources Accessibility Service Centre serves employees in the National Capital Region (NCR) and the Disability Management Program serves employees in the regions outside the NCR. The Office for Accessibility in the built environment, the Inclusive Design Group within the Digital Services Branch, and the Accessible Procurement Resource Centre are other examples of accessibility teams driving specific areas of work within the department.

In addition, PSPC’s Persons with Disabilities Network supports change to advance accessibility. The network advocates for a more accessible and inclusive workplace for employees of all abilities and levels. The network supports the business side of the department to consult with employees with disabilities. It also works with partners across the department, and with other persons with disabilities networks across government. Most of all, the network listens to people with disabilities and ensures their voices are heard.

Annex B: Accessibility progress reports

To meet regulatory requirements and track the activities included within this accessibility plan, PSPC will develop annual progress reports each year in which an accessibility plan is not published.

The development of progress reports will be divided into 3 phases. Each phase will be completed at different points throughout the year: the initial, feedback, and correction phases. The final progress report will include feedback from the past year, as well as adjustments made to resolve issues identified during the reporting process.

Phase 1: Initial

In this first phase, each OPI will confirm their list of activities and related sub-activities, along with expected impacts, anticipated progress, and the expected end date. Activities should be concrete and represent only what has already been approved for the year. These activities will reflect the minimum that the OPIs will do to advance the plan over the next 12 months. This phase should be completed in January of each year.

Phase 2: Feedback

During the feedback phase, employees, clients and branches will provide feedback on the activities which are under way. Feedback may also be gathered on additional activities which were not included in the first phase but which are nevertheless moving forward. This feedback will then be shared with branch OPIs.

Phase 3: Correction

Drawing on feedback provided in the second phase, branch OPIs will have this correction phase to make changes, if need be, to their activities for the upcoming year. Corrections will be noted within the final version of PSPC’s Progress Report on Accessibility.

Annex C: Key Performance Indicator Framework

Each activity listed in PSPC’s 2023 to 2025 Accessibility Plan will be aligned with a Key Performance Indicator and a measurement framework for tracking progress and reporting on achievements. Following the initial publication of this Plan, Key Performance Indicators were co-developed with branches in early 2023. These Key Performance Indicators can be found in the tables below, categorized by priority area.

Results that align with the fiscal reporting period of April 30, 2023 to March 31, 2024 will be published in PSPC’s 2024 progress report.

Annex D: Glossary of terms

The following is a brief glossary of some of the terms included throughout the PSPC 2023 to 2025 Accessibility Plan. If you cannot find a term within the list below, please visit the following Glossaries for additional terms:

• Glossary of accessibility terms developed by the Translation Bureau
• Glossary of Procurement related terms
• Glossary of Policy on the Planning and Management of Investments

Accessibility:

The quality of an environment that enables a person to access it easily.

Accessible Canada Act (ACA):

A law adopted in 2019 to make Canada barrier-free by 2040. The long title of the act is: An Act to ensure a barrier-free Canada. The abbreviation "ACA" is used but is not official.

Accessible transportation:

Transportation that is easily reached, navigated or obtained. It includes transportation services and facilities. At PSPC Crown-owned facilities, accessible transportation mostly refers to accessible parking for all users.

Accommodations:

An adaptation of a workplace to remove barriers faced by people, especially by persons with disabilities.

Activity:

Concrete actions to improve accessibility. The activities included in this plan support its 8 priorities.

Alternate format:

Any format, other than conventional print or online, that could make the 2023 to 2025 Accessibility Plan available to more readers.

Barrier:

Anything—including physical, architectural, technological or attitudinal—that hinders someone with an impairment from full and equal participation.

Built environment:

A human-made structure, feature or facility in which people live and work. PSPC plays an important role in the government’s built environment when it comes to accessibility and inclusion. This is because PSPC is the department that oversees the management of government facilities.

Buyer:

An individual working for the Government of Canada or a department of the Government of Canada that buys goods and services. In the context of the 2023 to 2025 Accessibility Plan, the Government of Canada buys accessible products or services.

Crown-owned facilities:

A building or space that belongs to the Crown and which is managed by a minister of the Crown. These buildings and spaces are government-owned. The Crown is the head of state represented in Canada by the Governor General.

Culture:

The environment that shapes the way people work together and interact. A culture that helps people to feel accepted and supported is a means to achieving accessibility and inclusion.

Disability:

Means 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.

Digital Communications Directorate:

The Digital Communications Directorate at PSPC that ensures digital content is easy to find, easy to use, timely, relevant, and accessible. It leads web projects, defines the web process, manages analytics and aligns with Canada's Digital Government Strategy.

Digital Services Branch:

The Digital Services Branch (DSB) of PSPC that offers a wide range of information management/information technology (IM/IT) services to the department and to government. DSB supports the Government of Canada’s service transformation initiative and its digital government vision.

Disability management services:

A service offered to help employees and their manager(s) effectively manage injuries, illnesses and disabilities in the workplace, as well as accommodation needs.

Employee networks:

A group of employees who share similar interests or lived experiences. Employee networks offer a safe space for members to speak up, discuss issues and share information.

Feedback:

Information, positive or negative, gathered from stakeholders about a current situation. Feedback can help inform change.

High visibility event:

A public event that attracts public or media attention, such as the Prime Minister’s press conferences.

Human Resources Branch (HRB):

The Human Resources Branch of PSPC that provides support and advice on a wide range of activities and programs. Activities and programs include recruitment, training and awareness, performance and talent management, diversity and inclusion, accessibility, and employee well-being. HRB also develops and promotes innovative policies, programs and solutions to build an exciting, rewarding and inclusive workplace.

Impairment:

A functional limitation that may include physical, mental, intellectual, cognitive, learning, communication, sensory components. Impairments can be permanent, temporary, episodic (occurs only sometimes), or invisible to others.

Inclusion:

The act of recognizing, valuing and building on the differences of people. This creates an environment where people feel welcomed, respected and valued.

Information and communication technologies:

Technology that creates, manipulates and displays information. Examples include computers, software, peripherals and connections to the Internet.

Objective:

A goal statement for each of the 8 priorities included within this accessibility plan.

Offices of primary interest:

A branch or group that oversees specific activities within the accessibility plan.

Onboarding:

The process that helps new employees join a workplace. Onboarding provides resources to help new employees succeed.

Parliamentarians:

The members of the Senate of Canada and House of Commons.

Partner:

A consultant, stakeholder, ally or person who may have an important effect on results.

Performance indicators:

A standard used to measure progress on an activity or event. Performance indicators can include results, attendance, user satisfaction and any other number used to track progress.

Plain language:

Writing that conveys information in a clear and concise manner. Using fewer or no acronyms, jargon or long sentences makes texts easier to understand.

Policy, Planning and Communications Branch:

The PPCB of PSPC that provides services to the minister, and to the deputy and associate deputy ministers. PPCB helps with policy direction, planning and reporting, issues management, accessibility, reconciliation, and Indigenous engagement. It also provides support to client branches.

Priority:

An area of focus stressed in the Accessible Canada Act. There are 8 priorities in this accessibility plan. Each priority is supported by objectives, activities and sub-activities.

Procurement:

The process of obtaining a good or service. The responsibility for this process is shared between a business owner and the contracting authority.

Real Property Services Branch:

RPS at PSPC is responsible for managing one of the largest and most diverse portfolios of real estate in Canada. RPS’s mandate is to provide office accommodation and real property services to federal departments and agencies which, in turn, deliver programs and services to Canadians.

Receiver General and Pensions Branch:

The main functions of the RGPB include issuance of payments on behalf of the Government of Canada, looking after federal public service pension plans, and financial reporting. RGPB also serves other government organizations, Canadian citizens, and their businesses through its other operations. This includes surplus asset handling, document imaging, and information services including the Canada Gazette.

Science and Parliamentary Infrastructure Branch:

The SPIB of PSPC was established in 2019. The branch’s mandate is to deliver 2 major infrastructure programs: The Long-Term Vision and Plan to preserve and restore the Parliamentary Precinct, and the Long-Term Vision and Plan for Laboratories Canada to enable federal science innovation.

Stakeholder:

A person with an interest in PSPC initiatives. Stakeholders can be from within or outside the department. They have an interest in and/or are affected by the decisions taken within PSPC.

Sub-activity:

An initiative that helps ensure the success of the activities included in the accessibility plan.

Translation Bureau:

The Translation Bureau is a federal institution within the PSPC portfolio. The Translation Bureau provides knowledge and expertise in interpretation, translation, terminology and other accessible communications initiatives. It also supports the Government of Canada in its efforts to serve employees and Canadians and ensure access to information in both official languages and sign languages.

Treasury Board of Canada Secretariat:

TBS provides advice and recommendations on how the government spends money on programs and services, how it enforces legislation, and how it is managed. In the context of this plan, the TBS Office of Public Service Accessibility plays a central coordinating role in advancing the Accessibility Strategy for the public service.

Usability consultation:

A consultation that offers insights into how users use a product. Usability consultations help to identify barriers that cannot be discovered through compliance testing, which focuses on standards or rules. Usability consultations gather input so that information and design features can be made accessible to the greatest number of people.

Workplace Accessibility Fund:

A fund which managers at PSPC can use to help with the cost of accommodations for their employees.