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2024 Accessibility progress report

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© His Majesty the King in right of Canada, represented by the Department for Women and Gender Equality, 2024

ISSN 2817-7142

Message from the Deputy Minister

On behalf of Women and Gender Equality Canada (WAGE), I am pleased to present the 2024 Progress Report on the implementation of our Accessibility Action Plan 2022-2025 (AAP). Enhancing accessibility within the public service remains a key priority for our department, and I am proud to highlight the progress we have achieved over the past year.

In 2024, WAGE made strides in advancing key planned activities. These include the introduction of Inclusion Stewards for the Executive Review Panel, further enhancing our inclusive leadership practices and ensuring we are addressing risk of bias. We also increased our representation of the diversity of Canada through our hiring processes, surpassing the representation goals for persons with disabilities outlined in our AAP. Additionally, we prioritized accessibility by updating our systems, software and by launching a newly redesigned accessible website. Our ongoing use of the Accessibility Passport, along with the promotion of the latest accessible Word version across the Department, reflects our continued commitment to fostering an inclusive and accessible workplace. We have changed the default setting for our email formats, across the department, to conform to the recommendation of the Persons with Disabilities Network of Calibri 12. Central to these efforts has been the strong support from our Persons with Disabilities Network (PwDN), which has played a key role in guiding our initiatives and refining our practices.

We have also appointed two Accessibility Co-champions, who collaborate with senior management and teams to ensure that accessibility advances at all levels of the organization, and that senior management is consistently engaged in discussions about leadership and action in this area.

While we have continued our progress over the past year, our work is far from complete. Our goal is to create a truly inclusive and accessible work environment that reflects the diversity of the people we serve. Each of us has a responsibility to help remove barriers to accessibility and contribute to this important journey. I would like to extend my sincere thanks to everyone who has contributed to the success of this progress report and look forward to seeing more this year.

Frances McRae
Deputy Minister of Women and Gender Equality and Youth

Message from the Accessibility Champions

As the Accessibility Champions, we are proud to stand at the forefront of WAGE’s commitment to enhancing accessibility in Canada and within our public service. The AAP is a multi-year, results-based plan covering the priority areas required in the Accessible Canada Act (ACA), as well as desired goals and strategies to achieve them.

This report details our accessibility advancements in the following areas: employment, the built environment, information and communication technologies (ICT), communications, procurement of goods and services, design and delivery of programs and services, and transportation.

As champions, we are proud to see the progress that has taken place in the last year. Following last year’s improvement on the representation of persons with disabilities by 4.56%, 2024 has followed in the same path, with representation growing from 8.6% to 12%. Building on the work that has been done over the past few years to embed accessibility within our workplace, WAGE is concretely showing a positive impact in the workplace.

It’s also important to recognize that there’s still work to be done and certain elements to be improved to increase accessibility. We certainly believe that the guidance and advice of the PwDN are central to success at WAGE. As Champions, we look forward to supporting the work next year in developing the next iteration of the Accessibility Action Plan.

Anik Goudie and Natalie St. Lawrence
Director, Regional Program Delivery, and Director General, Policy and External Relations

General

Overview

Guided by WAGE’s AAP, our collective efforts have been focused on advancing accessibility in the workplace. The following sections outline key progress areas for 2024 based on the seven priority areas outlined in the ACA.

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

Progress

Since the launch of our AAP, we have made continued progress and are proud to present WAGE’s second annual progress report. This progress report outlines the actions and sub-activities undertaken in 2024 to remove barriers and improve conditions for persons with disabilities within WAGE.

Inspection

On March 14, 2024, WAGE received the Inspection Findings Report – ACA and Accessible Canada Regulations (ACR) from the Office of the Accessibility Commissioner, Canadian Human Rights Commission. The report highlighted areas for improvement identified during the inspection of our accessibility plan and feedback process with respect to both the English and French versions. These findings are instrumental in ensuring our plan fully aligns with ACA and ACR standards, reinforcing WAGE’s commitment to continually enhancing accessibility and inclusion.

The inspection results are summarized below:

Communication (other than information and communication technologies)

The report noted the requirement to have a distinct heading for communication other than ICT. While our English version included the heading “Communication, other than ICT,” it was not fully aligned with the required terminology. The French version similarly had the heading “Les communications, autre que les TIC” but did not fully conform to the required phrasing. We promptly addressed this issue by correcting the headings in the versions for both languages.

Procurement of goods, services, and facilities

The inspection emphasized the requirement to identify barriers in our policies, programs, practices, and services related to procurement, and to specify steps taken, or planned, to eliminate existing barriers and prevent new ones. Initially, this section of our plan did not address specific barriers, as it was not deemed a major departmental priority. Following the inspection, corrective measures were implemented, barriers were identified, and actions to remove them were outlined.

Transportation

Although WAGE had indicated that the transportation section was not applicable, the report required that any barriers be identified regardless. Corrective actions have since been taken to identify barriers and outline steps for their removal and prevention, ensuring full compliance with accessibility requirements.

These improvements reflect our ongoing dedication to fostering an inclusive and barrier-free environment across all areas of our organization.

Employment

Goal: Improve recruitment, retention, and advancement of persons with disabilities.

Examine accommodation processes to increase the timeliness and quality of service, and to move to a yes-by-default approach

A tracking tool for accommodations has been developed as part of the staffing request processes. This tool aims to facilitate the analysis of accommodation data and identify necessary improvements to ensure that processes effectively meet accommodation requirements. Analysis will begin once enough hiring requests at WAGE have been processed using this tool.

Hold recruitment processes focused on persons with disabilities to fill identified gaps, and access government-wide programs to achieve this goal

In the recruitment of students at WAGE, student employment programs specifically for people with disabilities and Indigenous people were utilized. During the summer of 2024, most of the students were selected from these programs.

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

The Human Resources (HR) team is diligently following the staffing plan established in 2023 and actively implementing the staffing strategy. Additionally, the Department continues to utilize an approval committee for non–employment equity appointments. As of June 2024, individuals with disabilities represent 12% of WAGE’s workforce.

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

Inclusive Hiring Practices for a Diverse Workforce (COR120) remained a mandatory training requirement for individuals involved in hiring processes and those with HR sub-delegation. Compliance is actively monitored to ensure timely completion. As of the second-year reporting, 143 WAGE employees have successfully completed the course. Additionally, HR developed a process and allocated resources to ensure adjustments and accommodations are provided during the staffing process.

Build accessibility considerations into departmental human resources plans and all other plans

WAGE integrated accessibility principles for persons with disabilities into the development of its corporate commitments; the Inclusion, Diversity, Equity, and Accessibility Strategy and Action Plan 2024–2027; the Indigenous Recruitment, Retention, and Advancement Strategy and Action Plan 2024–2027; the 2022–2025 Official Languages Plan; the Mental Health and Wellbeing Strategy and Action Plan 2022–2024; and the Departmental Staffing Plan.

Develop guidance documents and tools for hiring managers

Since January 2023, hiring managers have consistently utilized the tools and guides available on the WAGE intranet. This has contributed to a greater focus on the importance of accommodations, leading to the approval of several accommodation requests. Additionally, tools for detecting and mitigating biases and barriers in staffing processes continue to be applied across all advertised and non-advertised staffing processes.

Establish an accessibility sub-committee within the Diversity and Inclusion Committee (including employees with disabilities) to review and identify gaps when needed to be more accessible and inclusive

The PwDN has played, and continues to play, a pivotal role in offering essential support and guidance on accessibility matters within the Department. The Network ensures that the voices of employees with disabilities are heard, and their needs addressed. It is supported by a generic mailbox, facilitating easy and confidential communication among members. As of 2024, the Network has expanded to 23 members, with support from two champions, and continues to meet monthly.

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. For the 2023–2024 performance agreements, all executives were required to complete the mandatory course Addressing Disability Inclusion and Barriers to Accessibility (INC115). Additionally, all staff must complete a minimum of four hours of training related to either inclusion, diversity, equity, accessibility, or reconciliation for 2023–2024 and 2024–2025. In addition, in May 2024 WAGE introduced Inclusion Stewards for its Executive Review Panel to ensure fair and consistent evaluations. These stewards play a key role in identifying and mitigating unconscious bias during the review process, particularly in the application of ratings. Comprehensive documentation and training on the Inclusion Steward role is accessible to all employees on IntraZone.

Built environment

Goal: Enhance the accessibility of the built environment.

Review the built environment in consultation with persons with disabilities (employees, clients, and other people who regularly conduct business in buildings)

The PwDN has continued to collaborate with Occupational Health and Safety (OHS) and Facilities to improve workplace accessibility. The OHS team has developed an ergonomic program within the Department to support an accessible and barrier-free organization. This program is available on the WAGE intranet. Network members provided valuable feedback on office spaces as part of the return to the office three days a week, driving ongoing enhancements. Recent upgrades include menstrual products in all washrooms; touchless accessibility buttons on floors 10 and 11 (occupied by WAGE employees); and the completion of two universal, fully accessible washrooms.

Review the new built environment in consultation with persons with disabilities (employees, clients, and other people who regularly conduct business in the building) in regional workspaces to identify how it could be more accessible and inclusive

Public Services and Procurement Canada, which is responsible for reviewing real property spaces and ensuring alignment with Canadian building codes and accessibility standards, created an office accessibility report for the WAGE facility in Edmonton in March 2024. The same process will be completed for the Moncton office in the 2024–2025 fiscal year. Additionally, the Vancouver office is currently under construction, and the Accessibility Office is reviewing project plans for this space.

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

The Communications team has featured updates in the internal newsletter on projects that enhance accessibility within WAGE spaces, such as the construction of all-access washrooms on the 10th floor and the installation of touchless actuators at the NCR (Gatineau–Ottawa) office. Additionally, the Building Maintenance Management team has posted information in elevators to inform tenants about ongoing projects.

Ensure that events and meetings are accessible to all employees and, where applicable, the public

In this second year, awareness of Microsoft Teams’ accessibility features and best practices for hybrid meetings was once again promoted through WAGE@Work emails, the WAGE World newsletter, and the WAGE@Work and IT intranet pages. Managers also encouraged employees to contact the Facilities team for any assistance with meeting room setups as needed.

Information and communication technologies

Goal: Make information and communication technologies usable by all.

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

AAACT content has been published on WAGE’s Accessibility page, and the standard software request form has been updated to redirect accessibility requests to AAACT. Process improvements have been identified, and follow-up meetings have been scheduled to address lessons learned from the initial AAACT requests.

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

The new WAGE website was launched in April 2024 and is now hosted on Canada.ca using the Adobe Experience Manager platform, which includes built-in features that support web accessibility standards by default. This platform automates accessible design and development through template-based content blocks and guides content publishers in maintaining accessibility standards and guidelines. Additionally, an inventory of accessibility features for all software used by the Department has been initiated.

Provide and promote resources for employees to generate (internal and external) accessible content with common tools (e.g., Microsoft Office)

Resources on creating accessible content have been published on the intranet, with announcements featured in the May 29, 2024, edition of WAGE World. All archived WAGE World articles, including ones promoting the Digital Accessibility Toolkit, Accessibility for Microsoft 365, and Rules for the Accessibility Checker, are available on the intranet for reference. Additionally, the IT team has implemented a standard font size of Calibri 12 for all emails by default, ensuring consistency and readability across the organization.

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

New measures and procedures have been created and published on the intranet. These include duty-to-accommodate content as well as instructions for the Lending Library Service, which provides quick access to short-term accommodations, adaptive technology, and services. The Lending Library aims to address barriers that delay access to specialized services and workplace adjustments for employees.

Deliver a presentation on accessibility of IT to all employees

The IT team has incorporated accessibility content into the mandatory Information Management / IT presentation for all new employees, ensuring that accessibility principles are introduced from the start. Additionally, they have developed a quick tip document that includes a section on accessibility, which will be shared with participants as part of the reference materials following the session, reinforcing the key takeaways. This process has been in place since the end of October 2024, and the document will be made available to all employees on the WAGE intranet page in 2025.

Communication, other than information and communication technologies

Goal: Make communications accessible by all, and build an accessibility-confident environment.

Provide content (e.g., documents) in accessible formats, where possible, to promote accessibility

The Web, Creative Services, and Social Media teams and the Internal Communications and Events teams have consistently ensured that all web content, social media content, and graphic design work undergo accessibility reviews and are tested for compliance with Level AA or AAA accessibility standards for imagery and text. Additionally, the Events team provides accessible events by providing simultaneous interpretation for all internal and external events. Where there is a demand, the Events team also offers communication access real-time captioning, closed captioning, langue des signes québécoise (LSQ), and American Sign Language (ASL) services. 

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

WAGE’s Internet site currently meets the basic accessibility requirements. In 2025, the Digital Communications team plans to review the intranet’s content and structure to ensure enhanced accessibility.

Identify an accessibility champion who will provide visible and sustained leadership in the development and launch of a network of employees with disabilities within the Department

In 2024, WAGE appointed two Accessibility Champions for a two-year mandate to ensure that the voices and concerns of persons with disabilities are heard and addressed effectively. They play a pivotal role in the Department as advocates, allies, leaders, and change drivers for their specific networks.

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

The IDEA team will develop a comprehensive form for employees with disabilities in 2025, as resource constraints prevented its completion this year. The form will include a dedicated comment section, allowing individuals to express their concerns or share information about specific situations.

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

During National AccessAbility Week, the HR team and Internal Communications team promoted the Canada School of Public Service’s Accessibility Learning Series in WAGE’s internal newsletter. This training was also featured in the message sent out by the Accessibility Champions in May 2024. Additionally, the HR team encouraged employees to participate in the event Brave Conversations and Bold Actions When Building Accessible and Inclusive Workplaces (INC1-E43).

Promote self-identification and self-declaration of employees with disabilities to reduce the stigma regarding disability and improve reporting on representation of persons with disabilities

HR encouraged self-declaration for employees with disabilities by including it as a voluntary component in the staffing action checklist for new hires.

Develop tools for employees and managers to focus on developing inclusive and accessible environments from the start rather than seeking accommodations after the fact, including by implementing the Accessibility Passport from the beginning of the onboarding process

The IDEA team, in collaboration with Internal Communications, promoted the new Government of Canada Workplace Accessibility Passport (Word version) in the WAGE World newsletter during National AccessAbility Week. This information was also highlighted in an all-staff email from the Accessibility Champions. The Passport is readily accessible to all employees via WAGE’s Accessibility intranet page, and an HR advisor is available to provide guidance and address any questions regarding its use. Additionally, each letter of offer now includes a specific paragraph encouraging new employees to create a Passport tailored to their individual needs.

Procurement of goods, services, and facilities

Goal: Ensure the goods and services purchased are accessible by design, where possible, so that persons with disabilities can use them without adaptation.

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

A new justification form for the inclusion of accessibility criteria is now part of the standard procurement package. This form assists managers in incorporating accessibility requirements at the outset of the procurement process.

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 procurement officers completed the mandatory Addressing Disability Inclusion and Barriers to Accessibility (INC115) course within their first year of designation. This course equips participants with a deeper understanding of the various challenges encountered by people with disabilities and provides tools to create inclusive, accessible, and barrier-free workplaces and services.

Design and delivery of programs and services

Goal: Ensure WAGE is equipped to design and deliver programs and services that are inclusive, accessible, and beneficial to all.

Build accessibility into all new policies and programs by applying the Gender-Based Analysis Plus tool, which includes a disability lens and incorporates an accessibility and inclusion checklist

In 2024, the Program Policy team continued to apply plain-language proofing practices for products, such as tip sheets for applicants and funding recipients, which are published on WAGE’s website. The funding parameters developed by Program Policy prioritized people in three calls for proposals in 2024–25 (Women’s Program: Women’s Capacity Fund and Women’s Economic and Leadership Opportunities Fund, and 2SLGBTQI+ Projects Fund). Additionally, funding parameters invited WAGE-funded organizations to expand promising practices that address gaps in support for survivors of gender-based violence, particularly focusing on projects benefiting women and 2SLGBTQI+ individuals with disabilities.

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

The designated individual continued to respond to managers’ requests, providing guidance on accommodation measures. Managers also consistently submitted duty-to-accommodate requests as needed. In addition, a new process has been formalized within the Department, along with the introduction of additional resources and documentation to support both managers and employees.

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

The Programs team continued the accessibility review and revision of the call for proposals (CFP) application guide. Plain language was used with the support of Hemingway Editor for English documents and Scolarius for French 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 assigned to organizations that provide support to persons with disabilities

In discussions with offices of primary interest (OPIs) from the Program Policy team, WAGE identified that this action was ambiguous and posed significant data challenges. Consequently, it was determined that it would be more effective to withdraw this action and concentrate on other accessibility objectives related to the design and delivery of programs and services.

Obtain data on client satisfaction from the perspective of persons with disabilities by conducting an accessibility survey in the Department

The IDEA team will develop an accessibility survey for the Department to assess the evolution of satisfaction since the inception of the AAP. The survey’s aim is to identify priorities and areas for improvement. With the survey scheduled for launch in 2025, the survey results will provide valuable insights to inform the development of the accessibility plan.

Transportation

Goal: Provide equitable and accessible transportation.

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

Parking information provided by the Building Management Group has been published on WAGE’s intranet. Additionally, WAGE implemented an internal procedure to inform employees of climate-related situations that allow them to arrange to work from home, thereby avoiding commuting.

Consultations

In alignment with Nothing Without Us: An Accessibility Strategy for the Public Service of Canada and the requirements of the ACA, WAGE hosted a voluntary consultation session with the PwDN. Members who preferred to provide feedback in other ways were invited to submit their comments via the IDEA generic email inbox.

The session aimed to identify ongoing accessibility challenges faced by individuals with lived experiences in the workplace throughout 2024 and to gather insights on the progress achieved during the second year of the implementation of the AAP.

Our path to accessibility collaboration

In August 2024, the IDEA team consulted the PwDN to identify their preferred method of engagement. Two options were presented:

  1. a meeting to discuss general accessibility in 2024, drawing from members’ lived experiences
  2. a presentation of the information gathered from the OPIs regarding the 2024 actions of the AAP, followed by feedback from the PwDN members

The Network chose the second option, which guided the approach for the next phase of the consultation to ensure inclusivity and accessibility. In September 2024, the IDEA team conducted a virtual consultation via Microsoft Teams, with participation from nine voluntary PwDN members. Additionally, the presentation was shared with all Network members to solicit further feedback via email.

Feedback from the Network

The results of the consultation will be communicated to all OPIs to facilitate the necessary adjustments, when possible, to their practices and processes.

Retention and offboarding

The IDEA team noted a request for accurate data on the retention of employees with disabilities at WAGE over the past three to four years. It is important to understand the context of these hires, including whether they were students, sourced through external processes, or hired through non-advertised appointments.

Regarding departures of employees with disabilities, the Network enquired about the existence of an exit interview process within HR to ascertain the reasons for these departures.

AAACT and resources

The Network has identified a need for enhanced training and awareness in the AAACT field, as many employees find the process challenging. Additionally, there are lengthy delays in accessing the necessary resources. In some cases, the IDEA team heard that for temporary staff, such as students, the process took so long that they were unable to receive the required resources within their work term.

Second language

Members expressed the importance of expanding language training opportunities within WAGE, noting that bilingualism can be a significant barrier for individuals with disabilities in securing positions and advancing in their careers. They also mentioned that, despite training efforts, there are instances where acquiring a second language may not be feasible, further limiting some individuals’ career growth and aspirations to advancement.

Communication 

During the meeting and in subsequent feedback, members suggested enhanced promotion of the Accessibility Passport for employees and emphasized the need for increased awareness among managers. 

The Network acknowledged the use of Calibri (size 12) in emails. However, concerns were raised regarding the readability of personalized signature blocks of WAGE employees. In some instances, the writing style (font and colour) of these signatures hampers legibility, leading to the suggestion for a standardized signature block.

The Network was also interested in understanding the efforts made to communicate and promote the Passport during the onboarding process. Even if the onboarding process was not reviewed in the past year, progress has been achieved through the inclusion of a paragraph in all letters of offer to promote and raise awareness of the Passport.

Accommodations

Concerns were voiced regarding the directive to return to the office three days a week. With the recent changes and limited workspaces, there are impacts on employees with disabilities. These can range from difficulties in the commute to neurodivergent individuals who may face challenges, as there are insufficient private spaces for focused work.

Values and ethics

During our consultations and through email feedback, some individuals shared concerns and questioned whether accessibility remains a priority amidst the numerous calls to action changes within the Department and the public service. There is a concern that individuals with disabilities may be overlooked due to competing priorities and the demands of various projects.

Feedback

Employees and members of the public are encouraged to share their feedback, anonymously or otherwise, about our AAP, any barriers encountered, or any accessibility-related matters via our online feedback form. For additional options on providing feedback and understanding how we utilize this input, individuals can consult the accessibility feedback process.

This year, we received feedback from two individuals through this process. The first individual expressed appreciation for an employee who provided exceptional service by responding to all accommodation enquiries on behalf of the individual’s family member who is employed at WAGE and has hearing difficulties. We forwarded the feedback email to the employee involved, thanking the author for their kind words and reinforcing our commitment to maintaining high standards in assisting individuals. The second submission was unrelated to accessibility or IDEA.

Beyond 2024

While developing tools, accommodations, and IT resources and maintaining good intentions toward individuals with disabilities are positive steps, the field of accessibility demands a human-centric approach. We recognize the necessity for increased consultation with individuals with disabilities, extending beyond the Network to include broader engagement within WAGE and to foster a relationship built on trust and inclusivity.

When we created the action plan, the guidelines regarding teleworking and the work environment differed significantly from the current context. Therefore, it is important to align with this new reality. This may mean enhancing awareness of the Accessibility Passport among managers and employees, as well as identifying solutions to minimize delays in service provision.

The next priority for the AAP is to conduct a comprehensive review of all actions in collaboration with employees with disabilities, OPIs, and other stakeholders committed to creating an accessible workplace. This inclusive process will help ensure we are well positioned to meet the commitments outlined in the plan, allowing us to successfully conclude its final year and implement any necessary adjustments.

Additionally, we will proactively prepare for the next accessibility action plan by engaging with key stakeholders, including branches and regions, employees with disabilities, employee networks, managers, and bargaining agents. This engagement will aim at ensuring our plan accurately reflects the perspectives of the communities directly impacted by our workplace, ultimately enhancing accessibility and inclusivity within our department. We are also collaborating with other departments to learn from their approaches in plan development. This collective effort will provide valuable insights and guidance to improve our practices and enhance the overall efficiency of the initiative.

In summary, our ongoing commitment to accessibility and inclusion is essential to fostering a workplace where everyone can thrive. Prioritizing collaboration and continuous improvement will indeed help us create a more equitable environment for all. We encourage both employees and management to engage actively in this important journey, sharing their contributions and insights as we advance on our accessibility journey in the coming years. 

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2025-07-21