Accessibility Action Plan 2026–2029

Alternate formats

Message from Deputy Minister

I am pleased to share Women and Gender Equality Canada (WAGE)’s second Accessibility Action Plan and to reaffirm our organization’s commitment to doing our part to help build a barrier-free Canada that is diverse, equitable, and accessible to all.

With the experience gained in implementing our first action plan, and through discussion with our employees, we are now better equipped and more determined to go further in improving accessibility. Accessibility cannot be optional: it is fundamental to individual and organizational well-being and productivity, and it is a fundamental characteristic of a workplace and a society where everyone can participate fully and thrive.

True to our mandate for equality, WAGE aspires to model inclusive policies.

We want to make sure that ours is a culture where accessibility is understood, valued, and integrated into everyday activities, not as a requirement, but as a natural and essential part of who we are.

This path to a barrier-free work environment begins with committed leadership. That is why the management team, in collaboration with all staff, is committed to advancing accessibility in a continuous, thoughtful, and collaborative manner.

We will continue to monitor progress as an organization, learn from each experience, and be focused on steady and transparent progress.

I would like to extend my sincere thanks to everyone who contributed to the creation of this new Accessibility Action Plan. All of us are committed to its implementation. 

Frances McRae
Deputy Minister of Women and Gender Equality and Youth

General

This action plan is a living document that can be updated based on feedback from staff, data collected from various teams, and consultations with the Persons with Disabilities Network (PwDN) and the accessibility champions to ensure compliance with the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR). Women and Gender Equality Canada (WAGE) will rigorously monitor and measure progress and publish annual reports. A comprehensive review of the document is planned at the end of the three-year cycle. 

Contact us

Anyone may contact the Director General, Human Resources Branch using the communication methods below to:

• provide feedback or ask questions
• request the Accessibility Plan and progress reports in an alternate format as described in subsection 8(2) of the Regulations
• request descriptions of WAGE’s feedback process in an alternate format as described in subsection 9(5) of the Regulations

Mailing address:

Women and Gender Equality Canada
P.O. Box 8097, Station T CSC
Ottawa, ON K1G 3H6
Attn: Director General, Human Resources Branch

Phone:

Toll-Free: 1-855-969-9922
Local: 613-995-7835
TTY: 819-420-6905

Email: fegc.rhdi-hrdi.wage@fegc-wage.gc.ca

You can also use our online feedback form to contact us.

All requests will be acknowledged according to the same means by which we received the request. For feedback purpose, the information will be kept anonymous. All answers will be compiled and used to address future actions in a later plan.

We look forward to receiving feedback, questions, concerns, and suggestions on this Plan or other matters related to accessibility.

For more information, please visit our reply process page.

Executive summary

Following the release of our first action plan in 2022, WAGE has made improvements in accessibility in the seven priority areas outlined in the Accessible Canada Act (ACA). Below are some areas of progress based on the previous plan:

• As of September 2025, persons with disabilities represented 12.3% of WAGE’s workforce while Statistics Canada has indicated workforce availability represents 11.9%.
• New WAGE website is hosted on Canada.ca with the Adobe Experience Manager platform, which supports accessibility standards.
• Nominated two accessibility co-champions at the executive level and created a Persons with Disabilities Network, with engagement on a regular basis at the Executive Committee, chaired by the Deputy Minister.
• Adopted the Accessibility Passport tool to improve management of employee needs.
• Established an ergonomics program and assessed in-person workstations for accessibility.
• Implemented plain language verification measures for all new training products.

To develop its 2026–2029 Accessibility Action Plan, WAGE reviewed past progress and the 2022–2025 plan, and engaged internal working groups, the Persons with Disabilities Network, and external partners such as the Treasury Board Secretariat and the Office of Public Service Accessibility (OPSA). These consultations, including a staff survey, helped identify several key barriers that people have faced through their lived experiences, including the following:

• Managers and employees lack general knowledge on disabilities, accommodation, and accessibility, which creates gaps in their ability to best support employees with disabilities in a timely manner.
• Higher-level positions require a high level of proficiency in both official languages, which can be a barrier to career advancement.
• Lack of accessible tools to support employees who have specific needs.
• Information and communications available to staff are not fully accessible.
• Awareness about tools, best practices, and events for persons with disabilities remains limited.

To address the current challenges, the following key measures will be implemented:

• Organize annual information sessions with experts to build a stronger understanding of disability-related issues, accommodations, and accessibility.
• Develop a fact sheet on duty to accommodate to support meaningful conversations and clarify responsibilities.
• Offer and promote language training opportunities as well as external tools and resources.
• Provide staff with tools and guidance to create accessible content.
• Share resources and announcements about accessibility events through various channels. 

Progress Report 2025

Over the past three years, Women and Gender Equality Canada (WAGE) has taken concrete steps to foster a more inclusive and accessible workplace through the implementation of its 2022–2025 Accessibility Action Plan. This process included consultations with the Persons with Disabilities Network and collaboration with specialists from various teams across the department. Together, they reviewed the components of the action plan to assess progress, confirm objectives that have been achieved, and identify any remaining barriers to accessibility.

Refer to the summary below that highlights the accomplishments from WAGE’s progress for 2025, tailored according to the seven priority areas as outlined in the ACA.

Employment

Identify and establish a hiring/recruitment and promotion target and plan based on context, HR staffing requirements, and gaps to significantly increase departmental representation in order for the public service to achieve a target of 7% representation of persons with disabilities by 2025  

The Human Resources (HR) team, working closely with hiring managers, continues to diligently follow the staffing plan established in 2023. Additionally, the Department continues to rely on a senior-level approval committee to ensure appropriate oversight and accountability in employment equity hiring practices. In September 2025, people with disabilities represented 12.3% of WAGE’s workforce, exceeding the initial target of 7% set in 2022. WAGE also launched the Inclusion, Diversity, Equity, and Accessibility Strategy and Action Plan 2024–2027 (IDEASAP), which includes a targeted pillar for recruitment activities and aims to remove barriers. 

Ensure that anyone involved in the hiring process completes the following training: Inclusive Hiring Practices for a Diverse Workforce (COR120) (formerly H205)  

The Inclusive Hiring Practices for a Diverse Workforce (COR120) remains a mandatory training requirement for individuals involved in hiring processes and those with HR sub-delegation. Reminders on these obligations are sent at mid-year and verification of completion is done during the performance management process.

Develop processes and allocate resources regarding adjustments or accommodations during the staffing process  

In 2025, given resource constraints, WAGE did not launch any recruitment processes. However, HR has developed a process to always ensure adjustments and accommodations are provided to applicants throughout any staffing process. 

Build accessibility considerations into departmental human resources plans and all other plans (employment equity, diversity, and inclusion; wellness; official languages; etc.)  

WAGE integrated accessibility principles into its corporate commitments and the following plans: The Inclusion, Diversity, Equity, and Accessibility Strategy and Action Plan 2024–2027; the Mental Health and Wellbeing Strategy and Action Plan 2022–2024; and the Departmental Staffing Plan. These plans are all on our Intranet and promoted through established internal communication vehicles.

Develop resources, corporate commitments, and mandatory learning to ensure accountability in advancing accessibility and inclusion within the Department

Since 2023, corporate commitments on inclusion, diversity, equity, and accessibility have been mandatory in all staff performance agreements, including agreements for executives. These commitments support and advance action plans. All employees and executives at WAGE are required to complete four hours of mandatory training related to inclusion, diversity, accessibility, equity, anti-racism or reconciliation demonstrating the department’s commitment to creating a more inclusive, equitable, and accessible workplace for all. Reminders on these obligations are sent at mid-year and verification of completion is done during the performance management process.

Develop a process to ensure that concerns from employees with disabilities can be provided confidentially, including through ombuds and confidential questionnaires  

Due to resource constraints, the IDEA team could not develop a comprehensive form for employees with disabilities in 2025. However, multiple avenues have been made available for employees with disabilities to share their concerns in a confidential manner. Employees with disabilities can connect with Ombuds or one of WAGE’s two executive-level accessibility co-champions who act as strong allies and represent the Persons with Disabilities Network. WAGE has also allowed all employees to access Accessibility, Accommodation and Adaptive Computer Technology (AAACT) directly.  

Promote the self-identification form and self-declaration of employees with disabilities to reduce the stigma regarding disability and to improve reporting on the state of persons with disabilities in the public service  

In 2025, WAGE’s Human Resources team promoted self-identification to all WAGE employees through reminders via all staff messages and our internal communication newsletter, WAGE World.  

Provide assistance to employees and managers in navigating the accommodation process to provide employees with the tools needed to do their job

In August 2025, WAGE launched its Duty to Accommodate Intranet page. This page serves as an important resource for both employees and managers and helps to support them in navigating the accommodations process. 

In October 2025, WAGE hosted two sessions with the Treasury Board Secretariat (TBS) titled “Duty to Accommodate in the Hybrid Work Environment.” This session provided managers and executives with an opportunity to refresh and expand their understanding of their role in the accommodation process. Additionally, in October 2025, WAGE also hosted two sessions for managers and executives on “Enabling Accessible Workplaces: Accessibility, Accommodation & Adaptive Computer Technology (AAACT).” This session provided an overview of the services provided to Shared Services Canada by the AAACT program. In November 2025, WAGE executives received a presentation from Employment and Social Development Canada (ESDC) regarding the Better Accommodation Project. The WAGE Human Resources Team, working with the Persons with Disabilities Network and management, is undertaking an analysis of how these tools can be integrated within the Department.  

Information and communication technologies

Integrate and partner with Accessibility, Accommodation and Adaptive Computer Technology (AAACT) programs to offer a wide range of adaptations, alternate approaches, tools, training, services, resources, and adaptive computer technologies for employees with disabilities

The WAGE Information Technology team improved its access to accessible tools and resources. By collaborating with AAACT, they redesigned the internal software request from, creating a more streamlined service for employees to obtain the adaptive technologies they need. In addition, by leveraging AAACT’s expertise, they conducted a proactive accessibility assessment of the new grants and contributions system, ensuring core technologies are built to be inclusive from the ground up.

Review systems, software, websites, and equipment to ensure that they are accessible, and develop a plan to address barriers  

To fulfil the requirement to review systems and develop a plan to address barriers, a formal accessibility review process was implemented within the procurement cycle. The WAGE Corporate Services Branch Procurement team, in partnership with IT, rolled out a mandatory accessibility assessment form for every procurement of software and online services. This form enabled the WAGE IT team to systematically review and assess accessibility criteria before acquisition. This process serves as a key component to the plan to address barriers proactively, ensuring that new technologies meet standards from the start. This form was also used to demonstrate commitment to accessibility to vendors, encouraging them to enhance the accessibility of their products.

Adopt measures and procedures to enable accessible, inclusive, and barrier-free IT equipment installations  

To enable accessible, inclusive, and barrier-free IT equipment installations, key measures were adopted that focused on process refinement and staff expertise. Initiating a strategic collaboration with the AAACT program has led to streamlining of the WAGE IT Service Desk’s procedures for handling all accessibility-related requests, including those for equipment installation. These integrated procedures ensure that initial service requests to the final setup and the installation process are handled with the sensitivity and technical knowledge required to be truly accessible. A new document is available to all employees regarding IT accessibility, which can be found on WAGE’s Intranet. Lastly, additional resources have been posted on the Intranet to help employees produce accessible content using common tools such as Microsoft Office. 

Procurement of goods, services, and facilities

Consider accessibility in the early stages of the procurement process so as not to create barriers for end users

The Department has enhanced its procurement practices by requiring that all relevant procurement files include a completed “Justification on the Inclusion of Accessibility Criteria in Procurement (Goods or Services)” form that is filled out by the contract requestor. This process ensures that the procurement team can appropriately incorporate any accessibility-related clauses or requirements into both the procurement strategy and the final contract language.

Implement a mandatory training program tailored specifically to procurement officers, aimed at equipping them with the expertise to effectively prioritize and integrate accessibility requirements into procurement procedures

All WAGE procurement officers have completed the mandatory training course “Addressing Disability Inclusion and Barriers to Accessibility (INC115).” In addition, they have actively participated in quarterly sessions entitled "Change Agents for Accessible Procurement," facilitated by the Accessible Procurement Resource Centre (APRC). These initiatives have strengthened officers’ capacity to embed accessibility considerations into procurement processes and fostered a culture of continuous learning and inclusive practices.

Built environment

Actively promote accessibility features and services offered in workspaces and public-facing spaces

The department continued its efforts to improve the accessibility of its built environment by installing new accessible freezers in the kitchens of workspaces in the National Capital Region. This equipment is designed to meet the needs of people with reduced mobility, including adapted compartments and handles that make it easier for wheelchair users to use.

Share information about transportation services available near WAGE buildings (parking, cabs, public transport, and adapted transport)

In October 2025, a meeting was held with the Administrative Professionals’ Network to present and share information on facilities, mail services, security, and equipment management. This information was also made available to all staff through WAGE’s Intranet (IntraZone), contributing to better communication and transparency of the services offered. Future consultations with the Persons with Disabilities Network will be planned to evaluate workspaces in both the National Capital Region and regional offices.

Communication, other than information and communication technologies

Provide documents in accessible formats, where possible, to promote accessibility 

The communications team maintained its commitment to accessibility by ensuring that all communication products, such as all staff messages, messages on the Intranet, and messages on Women and Gender Equality Canada - Canada.ca were distributed in accessible formats.

Identify resources to review documentation that will be shared with all employees to ensure accessibility

A dedicated Intranet page was created to centralize resources and updates on accessibility.

Identify, promote, and encourage training from the Canada School of Public Service and awareness-raising events, such as information sessions, to combat myths and remove stigma regarding disability

The Department continued to promote important awareness and education events for all staff, such as National Accessibility Week, via all staff messages. Additionally, messages related to AAACT and training offered by the Canada School of Public Service were shared to combat stereotypes and promote an inclusive culture, such as Fostering Disability Allyship for a More Inclusive Public Service (INC1-E50).

Design and delivery of programs and services

Build accessibility into all new policies and programs by applying the GBA+ tool, which includes a disability lens, and incorporate an accessibility and inclusion checklist

In response to programming opportunities, WAGE held invitational calls in late 2024 for projects to support the equality of senior women, and women and girls with disabilities. As a result, in 2025, WAGE funded five new projects to benefit these populations, worth up to approximately $3.7M. Also in 2025, WAGE’s Program Policy Team continued to apply plain language proofing practices for products that are published on WAGE’s website.

Gradually assess internal programs, in consultation with persons with disabilities at WAGE, to identify and remove barriers for persons with disabilities

The WAGE Programs Team continued the accessibility review and revision of the Call for Proposal (CFP) application guide. Plain language was used with the support of the Hemingway editor for English-language documents and Scolarius for French-language documents. After each CFP, an analysis of the guide was conducted to identify any questions that were unclear to clients. Adjustments, such as rewording or providing clearer examples, were made as needed. The team documented all process improvements for each CFP in a process improvement record.

Monitor the provision of Grants and Contributions (G&C) assigned to organizations that provide support to persons with disabilities

After review and discussions related to this item, the Program and Policy Team identified that this action posed significant data challenges, including the fact that partner organizations do not always track the intersectional characteristics of end users of programs and services. As such, this action was not completed this year. Focus was instead placed on other accessibility objectives related to the design and delivery of programs and services. (See note above regarding invitational call in 2024-25 for women and girls with disabilities.)

Transportation

In 2025, the department continued accessibility efforts by providing information on the Intranet about accessible transportation services near offices, including parking and paratransit options. In addition, an internal procedure was put in place to allow employees to work remotely in case of adverse weather conditions, thereby reducing barriers to commuting that could endanger employee safety.

Consultation for WAGE’s Progress Report 2025

WAGE organized a voluntary consultation session with the Persons with Disabilities Network (PwDN) on Wednesday, October 8, 2025. This virtual meeting brought together 15 participants. Members who preferred to provide feedback by other means were able to submit their comments according to their personal preference.  

The session aimed to provide feedback on the broad outlines of the 2022–2025 Accessibility Action Plan for each of the seven priority areas, while allowing network members to express the positive points and areas for improvement for the year. The questions asked can be found in the Annex section of this document.

Among the positive points, participants highlighted the achievement of representation targets for Persons with Disabilities Network and the introduction of the digital Accessibility Passport, which was seen as a promising initiative. The accessibility of events was generally considered satisfactory, and certain accessible features of Microsoft tools, such as PowerPoint Live, were mentioned as recent improvements.

In terms of areas for improvement, network members identified a gap in career development and networking opportunities for people with disabilities, impacting their ability for career advancement. Members also noted a lack of consistent training for managers on inclusion and accommodation, resulting in highly variable experiences across teams. Accommodation processes are considered inconsistent: quick in some cases, but much more complex for technology-related requests, which result in delays in resolving accommodation-related requests. Also, although accessible tools exist, their use remains limited due to a lack of awareness and insufficient training within the department.

Members recommend improving communications about training (e.g., dates, participation rates, roles of individuals), clarifying the IT accommodation processes, strengthening manager training, and better disseminating the accessible features of digital tools.

These findings are essential to guiding the development of the new 2026–2029 Action Plan, which proposes concrete measures to bridge these gaps, strengthen the organizational culture, and integrate accessibility into all areas of decision-making.

For additional information, please consult our Yearly accessibility progress report - Canada.ca.

Accessibility statement

The Government of Canada has undertaken several initiatives to reduce persistent gender inequalities, with the goal of moving toward a society where every person, regardless of gender, enjoys real equality and can reach their full potential. WAGE will continue to advance equality with respect to gender, sexual orientation, and gender identity or expression through the inclusion of women and 2SLGBTQI+ people in all aspects of Canada’s economic, social, and political life. WAGE’s Accessibility Action Plan aligns with our broader departmental commitments to promote gender equality, advance 2SLGBTQI+ rights, prevent gender-based violence, lead the systematic application of GBA Plus across government, and strengthen organizational well-being and capacity—ensuring that accessibility is embedded in all aspects of our mandate and operations. Ongoing awareness, access to appropriate tools, and continuous training in this area are essential levers for fully integrating accessibility into the organization. All employees at all levels play a key role in achieving WAGE’s accessibility goals, which are to:

• create an open, welcoming and barrier-free workplace culture for all staff and visitors, including people with disabilities;
• embed accessibility in our operations and service delivery;
• promote a caring and open environment where every member of staff feels free and supported to discuss disability and accessibility issues;
• integrate an inclusive and accessible approach at all levels of decision-making from the outset, valuing the experiences and feedback of people with disabilities throughout the process; and
• provide staff with fully accessible tools, documents, and information.

Consultation for WAGE’s Accessibility Action Plan 2026–2029

In keeping with the principle “Nothing Without Us” and the requirements of the ACA, WAGE held voluntary consultation sessions with the PwDN. Members who preferred to express themselves in other ways were given the opportunity to submit their comments via confidential email. The purpose of these consultations was to identify accessibility challenges faced by people within the workplace and to gather information for the new Accessibility Action Plan.

In March 2025, the IDEA team consulted with the PwDN, who identified their preferred engagement method as an open and informal discussion format.

In April 2025, two virtual consultations were held via Microsoft Teams with voluntary participants from the PwDN. There were 15 people at each meeting, guided by the three following discussion questions:

1. In your opinion, since the implementation of WAGE’s first accessibility plan, have you noticed an improvement in terms of accessibility?
2. Have you encountered any barriers or accommodation issues at WAGE since the implementation of the 2022–2025 Accessibility Action Plan? If so, please explain the context and in what area you experienced this situation.
3. We are currently preparing the next Accessibility Action Plan 2026–2028. Do you have any specific suggestions or topics you would like to see prioritized based on your experience at WAGE?

Subsequently, WAGE launched its second Accessibility Survey in summer 2025 (see the Annex section for the complete survey). The aim of this initiative was to understand the current state and perception of accessibility and barriers amongst all employees, identify barriers for the next iteration of the Accessibility Action Plan, and determine whether any changes had been observed in terms of accessibility since the first action plan was implemented in 2022. The survey consisted of 29 questions designed to gather staff experiences and suggestions regarding accessibility. These questions covered the seven mandatory areas set out in the new action plan.

The methodology used for the survey was as follows:
Duration: The survey was available from August 13 to September 11, 2025.
The 29 survey questions were divided into five categories:

• Socio-demographic data (1 question)
• Knowledge and perceptions of accessibility (9 questions)
• Workplace barriers (4 questions)
• Accommodation measures (5 questions)
• Self-identification and employment equity (4 questions)

A total of 88 (23%) employees completed WAGE’s accessibility survey. Among them, 34% self-identified as persons with disabilities. Upon analyzing the data, several key statistics emerged that provide insight into the current state of accessibility at WAGE such as:

1. Question 4: Have you participated in any events, training sessions, or webcasts on accessibility?

   93% of respondents reported participating in at least one accessibility-related activity, such as training sessions, events, or webinars.

2. Question 5: In general, what level of accessibility do you feel that there currently is at WAGE?

   69% of survey respondents believe that WAGE meets recognized accessibility standards, while only 3% feel the department exceeds them.

3. Question 18: Have you witnessed or encountered any barriers at WAGE?

   The survey highlighted three primary barriers most frequently reported by employees: the absence of a healthy work environment (i.e., long work hours, frequency of meetings, harsh lighting) (31 respondents), difficulties in accessing accommodations (policies or procedures) (27 respondents), and communication-related challenges (fast speech, exclusionary language and documents unreadable by a screen reader) (24 respondents).

   While addressing concerns about the work environment will require further consultation to identify feasible actions, this plan includes targeted activities aimed at reducing barriers related to accommodations and communication.

Areas described under section 7 of the ACA

The  WAGE Accessibility Action Plan focuses on the seven priority areas of the ACA and includes continuous engagement and consultation with people with disabilities.

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

Employment

At WAGE, accessible employment means that all people, including those with disabilities, have equal access to job opportunities and can participate fully in working life, realizing their full potential.

Barrier 1: Documents, tools and resources available to both managers and employees are confusing and unclear, leading to a lack of understanding in accessibility and accommodations processes and procedures.

Actions:

Timeline: 2026 and ongoing

Promote accessibility content via different channels (Intranet page, WAGE World newsletter, messages to all staff, messages from co-champions) and provide regular updates on progress in implementing accessibility initiatives, such as the Accessibility Passport.

Timeline: 2027 and ongoing

Develop a fact sheet to support conversations for managers and employees on the duty to accommodate process.

Barrier 2: Managers and employees lack general knowledge on disabilities, accommodation, and accessibility, which creates a gap in being able to best support employees with disabilities.

Actions:

Timeline: 2026 and ongoing

• Organize information session for managers and employees on a yearly basis.
• Provide information on available courses to all employees on these subjects and promote employee training, available by invitation from other government departments related to disabilities, accommodation and accessibility.

Barrier 3: Limited internal opportunities for advancement.

Actions:

Timeline: 2026 and ongoing

• Promote self-identification and monitor data regarding employment equity gaps for representation of persons with disabilities.

Timeline: 2027 and ongoing

• Monitor trends on the use of the advertised vs non-advertised processes to ensure they are used appropriately.
• Adjust staffing processes to ensure transparent decision-making between managers and employees and clear communications.

Barrier 4: Higher-level positions require bilingual skills, which can be a barrier to career advancement.

Actions:

Timeline: 2026 and ongoing

• Offer language training opportunities to employees.
• Promote available external language training tools, courses, and resources.
• Promote the use of non-imperative appointments when possible.
• Review position’s linguistic profile prior to staffing to confirm appropriate language level.

Barrier 5: Lack of opportunities and mentoring for professional development.

Actions:

Timeline: 2026 and ongoing

• Continue the Mentorship plus program for employees with disabilities.

Timeline: 2027 and ongoing

• Promote external opportunities for professional development, when available, that would support persons with disabilities.

Built environment

By improving the accessibility of its built environment, WAGE is committed to providing its customers and staff with barrier-free access and clear processes.

Barrier 1: Limited awareness and knowledge of best practices for supporting people with specific needs in the workplace.

Actions:

Timeline: 2026

• WAGE Corporate Security team will meet with a representative from the PwDN, with support from the IDEA team, to explain the processes for facilities accessibility and accessibility devices.

Timeline: 2027

• A dedicated consultation session will be held with the persons with disabilities network to review the built environment.

Barrier 2: The systems that are available for staff to report issues with their work environment are not clear, which limits the effective transmission of information to built environment specialists and complicates the resolution of certain barriers.

Actions:

Timeline: 2026 and ongoing

• Participation of the WAGE Corporate Security team in tenant meetings with building management teams, other tenants, and Public Services and Procurement Canada (PSPC) to provide feedback and gather information related to accessibility.

Timeline: 2027 and ongoing

• Develop a more effective feedback process to understand employee barriers and communicate them to the appropriate and accountable groups within WAGE for action. 

Information and communication technologies (ICT)

WAGE wants to ensure that all staff can easily use information and communication technologies (such as computers, software, and computer equipment). To achieve this, it is working with the AAACT to make equipment more accessible, encourage inclusion, and remove barriers.

Barrier 1: Lack of accessible tools to facilitate support for employees with specific needs

Action:

Timeline: 2026 and ongoing

• Systematically integrate accessibility principles into the early stages of IT decisions and updates, particularly for software, to prevent barriers from arising.

Timeline: 2027 and ongoing

• Provide additional resources, particularly by leveraging AAACT tools, such as specialized software, adaptive equipment, and online tools to support staff members in creating accessible content using standard digital tools on desktop computers.

Barrier 2: There are delays in providing tools and equipment for employees who require additional supports.

Action:

Timeline: 2027 and ongoing

• Establish a transparent and structured process between the AAACT, IT teams, and clients for the efficient processing of accessibility-related requests, in consultation with potential users.
• Implement an internal process that allows the IT department to prioritize requests for the installation of accessibility-related software or hardware.

Communication, other than information and communication technologies

WAGE wants to inform employees about best practices, available resources, and accessibility-related events to achieve an accessible communications environment.

Barrier 1: Employees are aware of Accessibility policies, procedures and resources.

Action:

Timeline: 2026 and ongoing

• Communicate procedures and resources through various media at WAGE.
  • All staff messages, reminders from the PwDN, executives committee, accessibility co-champions and WAGE World internal communications vehicles

Barrier 2: Promote interdepartmental events and activities related to employee accessibility.

Action:

Timeline: 2026 and ongoing

• Announce accessibility events and series using various internal communication channels. Promote annual accessibility days (e.g., Accessibility Week).
• Encourage participation in Canada School of Public Service training and awareness activities, such as internal information sessions, to break down misconceptions and combat stigma related to disability.

Barrier 3: Make information and communication accessible to all.

Action:

Timeline: 2026 and ongoing

• Ensure that information published on the WAGE Intranet (IntraZone) and/or on the WAGE external page is always accessible and written in clear language.
• Ensure that all messages intended for staff and other communications are written in accordance with best practices in accessibility.
• Promote tools to ensure the accessibility of documents.
• Ensure that meetings and events for all staff are fully accessible (captioning, sign language interpretation, transcripts available, etc.). 

Design and delivery of programs and services

WAGE aims to design inclusive and accessible programs and services so that everyone can benefit fully, without barriers.

Barrier 1: The process related to funding opportunities is difficult for people to understand.

Action: 

Timeline: 2026 and ongoing

• Revise documents developed for funding opportunities to improve their accessibility, clarity, and alignment with inclusion principles.

Timeline: 2027 and ongoing

• Develop and implement a new funding portal to improve the user experience, ensure accessibility, and enhance equity.

Barrier 2: Existing policies and programs are not entirely free of accessibility barriers.

Action:

Timeline: 2026 and ongoing

• Integrate accessibility practices into training products.

Timeline: 2027 and ongoing

• Integrate accessibility verification practices into the tools, forms, and reference documents of the Grants and Contributions Management Guide (GGCM).
• Integrate accessibility into all new policies and programs by applying the ACS+ (Gender-Based Analysis Plus) tool, which includes a disability perspective, incorporating a checklist on accessibility and inclusion.

Procurement of goods, services and facilities

WAGE wants to comply with accessibility standards at every stage of procurement, from document development and suppliers to procedures and decisions, to reduce barriers. It is important that all documents are simple and clear to understand.

Barrier 1: Limited staff knowledge of accessible procurement of goods, services, and facilities, which may result in delays in projects.

Action:

Timeline: 2026 and ongoing

• Continue the mandatory training program for procurement officers to strengthen their ability to integrate accessibility requirements and respond to customer questions in this area.
• Ensure documents used for procurement include accessibility language.
• Consider accessibility from the outset of the procurement process and provide regular and transparent updates on the status of requests to customers.

Timeline: 2027 and ongoing

• Ensure that procurement processes (contracts) are well understood by staff by reviewing and updating the information on the Intranet page. 

Transport

• Following our consultations and surveys, no transportation-related barriers have been identified. However, to prevent any potential issues, WAGE will continue to share information about transportation options around the workplace. We also invite employees to share their comments and suggestions on this topic.

Action:

Timeline: 2026 and ongoing

• Continue to communicate information about transportation services near WAGE buildings (parking, taxis, public transportation, and accessible transportation). 

Performance indicators

WAGE recognizes the importance of using performance indicators to track progress on initiatives related to the seven priority areas of the Accessibility Action Plan. These indicators will enable accurate assessment of progress and will be detailed in the progress reports to come. It is essential that these measures be both easy to interpret and meaningful for each action. Here are some examples of indicators that are being considered:

• Results in WAGE’s Accessibility Survey
• Results in Public Service Employee Survey (PSES) 2024 and concrete data collected in our department during the year 
• Participation in the mentoring program (mentor and mentee)
• Number of emails shared regarding accessibility and accommodations
• Results from the Staffing and Non-Partisanship Survey about fairness, transparency, and merit
• Data and reporting from myAccessibleWorkplace
• Number of training sessions offered related to disability and accessibility

Conclusion

In accordance with the Accessibility for Canadians Act and Regulations, WAGE will publish an updated accessibility plan every three years, as well as an annual progress report.

In the progress reports, WAGE will present the actions that have been taken in each area of activity and how they have acted on feedback received from staff or the public. In addition, WAGE will explain how this feedback has been considered in its actions and decisions. We encourage you to provide feedback on any questions or suggestions using our online feedback form to contact us.

The Deputy Minister remains responsible for achieving results, while the daily monitoring and implementation of the plan is entrusted to the Human Resources Branch, in close collaboration with several stakeholders and committed partners. WAGE will make any necessary adjustments based on emerging needs, comments received from employees, and internal and external factors.

This accessibility action plan is not just a document—it is a commitment to continuous progress, collaboration, and accountability. As we move forward, WAGE continues to consider the perspectives of persons with disabilities, reflect on lived experiences, and review its practices to respond to evolving accessibility needs. We recognize that accessibility is a shared responsibility, and we invite all employees to be active participants in this journey. Together, we will build a workplace that reflects the values of inclusion, respect, and equity where everyone can thrive.

Glossary

Annex

Accessibility Survey 2025

1. Disability: A broad category that encompasses a wide range of impairments, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment, or a functional limitation, whether permanent, temporary, or episodic in nature, visible or invisible, that hinders a person’s full and equal participation in society.

   After reading the definition of disability above, do you consider yourself to have a disability?

   Yes (this includes permanent, temporary or episodic disabilities)

   No

   Unsure

   I prefer not to answer

2. Accessibility: The degree to which a product, service, program, or environment is available to be used or accessed easily by people with and without disabilities. Improving accessibility helps everyone participate fully and equally in society and realize their full potential.

   After reading the definition of accessibility above, how well informed would you say you are about accessibility for people with disabilities?

   Very well informed

   Well informed

   Somewhat informed

   Not well informed

   Not informed at all

3. How would you rate the accessibility of your current work environment?

   Completely accessible

   Very accessible

   Somewhat accessible

   Not accessible

4. Have you participated in any events, training sessions, or webcasts on accessibility?

   Yes, many (more than 2)

   Yes, a few (between 1 and 2)

   No, I have not participated in any events, training or webcasts pertaining to accessibility.

5. In general, what level of accessibility do you feel that there currently is at WAGE? Please select the statement that best reflects your views.

   WAGE exceeds recognized standards for accessibility

   WAGE meets recognized standards for accessibility

   WAGE does what is easily possible to be accessible and nothing more

   WAGE does not consider accessibility

6. Did you consult WAGE's Accessibility Action Plan 2022-2025?

   Yes

   No

7. If you selected no, please indicate why. Please select all that apply. 

   I did not have the time.

   I did not feel it was of importance to me/my work

   I did not feel it would be useful.

   I did not know the plan existed

   No reason

8. Did you consult WAGE's 2024 Progress Report?

   Yes

   No

9. If you selected no, please indicate why. Please select all that apply.

   I did not have the time.

   I did not feel it was of importance to me/my work

   I did not feel it would be useful.

   I did not know the plan existed

   No reason.

10. In the Accessibiltiy Action Plan, all accessibility activities are divided into seven pillars. Please review each pillar below and select a response based on their level of importance.

    Pillar 1 - Employment: At FEGC, accessible employment means that job seekers and civil servants with disabilities have equal access to employment opportunities and can contribute to their full potential.

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

11. Pillar 2 - Built environment: Improving the accessibility of the built (physical) environment at FEGC ensures barrier-free access for customers and staff.

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

12. Pillar 3 - Information and Communication Technologies (ICT): Make information and communication technologies (ICT) at WAGE accessible to all and raise awareness of accessibility tools.

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

13. Pillar 4 - Communication other than ICT: Provide WAGE with a barrier-free environment that offers accessible communications, whether in the form of written documentation, visual presentations, or other means

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

14. Pillar 5 – Program and Service Design and Delivery: Ensure that WAGE is able to design and deliver inclusive and accessible programs and services that benefit everyone.

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

15. Pillar 6 - Procurement of goods, services, and facilities: Ensure that all aspects are taken into account to improve accessibility for the end user and those involved in the process.

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

16. Pillar 7 - Transportation: Provide information about transportation services near FEGC buildings (parking, taxis, public transportation, and accessible transportation).

    Extremely important

    Very important

    Moderately important

    Slightly important

    No Importance

17. Barrier: Anything — including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice — that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.

    After reading the definition of barrier above, how well informed would you say you are about the barriers that WAGE employees with disabilities face in the workplace?

    Very well informed

    Well informed

    Somewhat informed

    Not well informed

    Not informed at all

18. Have you witnessed or encountered any barriers at WAGE?

    Please select all that apply

    Requesting or accessing accommodations (policies or procedures)

    Staffing (e.g., application, interview process, onboarding)

    Career advancement (e.g., assessment not accessible, discrimination)

    Training and development (e.g., events without sign language interpretation)

    A healthy work environment (e.g., long work hours, frequent meetings, intense lighting)

    Communication (e.g., documents unreadable by a screen reader, fast speech, exclusionary language)

    Office (e.g., narrow hallways, lack of accessible drop-off points in the building)

    I do not know

    I have not witnessed or encountered any barriers.

19. Do you feel that you can discuss your disability and/or the barriers that you experience at work with your current supervisor/manager?

    Yes, I have already discussed with my supervisor/manager

    Yes, although I haven’t discussed this with my supervisor/manager

    No, I do not feel comfortable discussing my disability and/or barriers I experience with my supervisor/manager

    I don’t identify as having a disability and I feel comfortable discussing barriers I’ve observed with my supervisor/manager

    I don’t identify as having a disability and I don’t feel comfortable discussing barriers I’ve observed with my supervisor/manager

20. Accommodation: identifying and removing barriers that have an adverse impact on employees protected under the Human Rights Act and to implement measures necessary to allow these employees to perform their duties to the best of their abilities

    At WAGE, who is the first person you would contact to request accommodations?

    My supervisor/manager

    Human resources

    Facilities management

    My union representative

    I don't know

21. Have you ever requested accommodations at WAGE?

    Yes, and it was accepted

    Yes, and it was denied

    No

22. If you requested accommodations, please indicate your overall satisfaction with how your request(s) were handled and the support you received for each of the following items (five (5) stars indicating most satisfied and one (1) star indicating least satisfied). Please confirm.

    Ergonomics (e.g. chair, desk)

    Appropriate software or technologies (e.g., screen readers, keyboards, mouse, etc.)

    Flexible work arrangements (e.g. compressed working hours, telework)

    Communication aids (e.g. interpreted sign language, hearing aids)

    Physical environment (e.g. adapted toilets, specialized transport)

23. Are you familiar with the employment equity self-identification form in MyGCHR?

    Yes

    No

24. Have you formally self-identified to WAGE that you have a disability using the Employment Equity Self-Identification form in MyGCHR?

    Yes

    No

    I dont know

    Not applicable, I do not identify as a person with a disability

25. If you identify yourself as a person with a disability and have not formally self-identify, why did you choose not to?

    I do not believe it would make a difference

    I feel it would negatively impact my career

    Not interested in self-identifying

    I do not know how and/or where to self-identify

    I don't have access to the system

    Not applicable