2024 Progress Report on Accessibility

Implement accessibility and disability awareness and training requirements for employees, including managers, human resources advisors, executives and specialists.

Ongoing:

• The Human Resources (HR) staffing team attended the Employment Accessibility Resource Network (EARN) annual conference, which focused on the retention of personnel with disabilities (in November 2023).
• The NCC also piloted two "The Working Mind" (mental health awareness) training sessions for managers in September and October 2024. The Human Resources and Facilities Management (HRFM) Branch regularly promotes DEI and accessibility workshops available to employees through the Canadian Centre for Diversity and Inclusion (CCDI) and Accessibility Learning series via the Canada School of Public Service (CSPS). HRFM also promoted tools, resources and activities in the context of Bell’s Let's Talk for the Cause and the Canadian Mental Health Association’s Mental Health Week.
• In April 2024, HRFM completed a review of its accommodation program. This exercise identified gaps, including the need for more tools, resources and education for employees as it relates to accommodations overall, obligations, engagement in discussions about accommodation, etc. In 2025, following the development and implementation of revised tools and resources, HR will deliver/support the delivery of educational sessions.
• In April 2024, the National Capital Commission (NCC) promoted the Employment Opportunity for Students with Disabilities (EOSD) program, which is part of the Federal Student Work Experience Program (FSWEP). The EOSD was looking for mentors from across the public service to support students with disabilities for 2024-2025.
• HRFM continues to actively promote its Employee and Family Assistance Program (EFAP). Personalized sessions were also organized to help teams and managers going through difficult situations at work.

Implement training and awareness sessions on diversity and inclusion and unconscious bias for all employees.

Ongoing:

• The NCC launched mandatory training on unconscious bias, for all employees, in April 2024. As of October 1, 2024, 86% of employees have completed this course.
• The NCC's mandatory training suite also includes Gender Based Analysis Plus training. As of October 1, 2024, 94% of employees have completed this course.
• In July 2024, the NCC's DEI Committee held an interactive workshop to advance conversations on mitigating bias in the workplace. More than 60 employees attended.

Develop plans to improve the recruitment and retention of employees with disabilities.

Completed:

• The HR staffing team has improved templates used to communicate with applicants at every stage in the recruitment and selection process about accommodation requests.

Ongoing:

• The HR staffing team regularly attends monthly job match meetings with the Employment Accessibility Resource Network (EARN) to promote job postings with service providers to persons with disabilities.
• HR provides a list of optional courses on inclusive hiring practices to managers engaged in staffing processes.
• HR provides a guide and checklist to managers and employees via the onboarding program about the accommodation program.

Implement the Gender-based Analysis Plus training and tool kit and the Gender-based Analysis Plus Pilot Project Guidelines.

Ongoing:

• GBA Plus Training: Effective April 15, 2024, the NCC expanded its list of mandatory training sessions to include the Canada School of Public Service’s “Introduction to Gender-based Analysis Plus” course. All employees were required to complete this training by July 12, 2024. Additionally, all new employees are expected to complete the training as part of their onboarding. The GBA Plus Centre of Expertise continues to explore future training and awareness opportunities for employees.
• GBA Plus Toolkit: The GBA Plus Centre of Expertise continues to compile resources for the GBA Plus toolkit, which is made available to employees in the Electronic Content Management (ECM). The GBA Plus toolkit is a fundamental component of the NCC’s GBA+ Strategic Framework. Examples of tools and resources developed in-house are the NCC’s Inclusive Writing Guide, a GBA Plus Reference Guide for EMC submissions and the Capital Design Guidelines’ specific guidelines on GBA Plus. The toolkit also includes external resources on how to apply a GBA Plus lens to relevant areas, such as event planning, building an inclusive workforce, designing inclusive spaces, as well as inclusive communications and services.
• GBA Plus Pilot Project: The GBA Plus Centre of Expertise developed and operationalized, in collaboration with Capital Planning, GBA Plus guidelines as part of the NCC’s Capital Design Guidelines. The GBA Plus guidelines were completed as the NCC’s GBA Plus pilot project, in alignment with the NCC’s GBA+ Strategic Framework. The pilot integrates GBA Plus into the NCC’s broader planning and design framework and provides employees with guidance on how to include GBA Plus considerations in all phases of their projects and programs. The Capital Design Guidelines were approved in its entirety by EMC in January 2023.

Conduct a campaign to encourage current employees who are part of designated employment equity groups to self-identify.

• Update the definition of ‘‘Disability’’ for self-identification purposes.
• Determine additional actions to develop a representative workforce.

In progress:

The HRFM Branch is working with the Information Technologies and Geomatics Services (ITGS) Division to finalize a new Self-Identification page in our Human Resources Management System. We will launch an awareness campaign in 2025, with a focus on the updated definition of disability.

Continue to look for ways to improve workplace culture through human resources programs and services.

Ongoing:

As previously mentioned, HRFM has carried out a review of its accommodation program, supported by the Executive Management Committee, and developed a subsequent action plan. The actions to be implemented include a review of the accommodation policy, tools and resources, as well as ongoing training for the management community, and aims to actively contribute to an organizational culture of proactivity rather than reactivity in these matters (in synergy with several other programs and services).

In April 2024, the HRFM Branch launched in-person onboarding sessions for all new hires. These sessions are an opportunity for new employees to meet colleagues from each branch, learn more about what each branch does and get to know the mandate of the NCC. These sessions are held quarterly, in an accessible space.

Continue to promote inclusiveness in the workplace.

Ongoing:

The NCC’s employee led DEI committee raises awareness by publishing articles and hosting events which promote an inclusive workplace culture.

The NCC encourages the creation of employee resource groups (ERG). An ERG for persons with disabilities is being explored.

The NCC works with the Accessibility, Accommodation and Adaptive Computer Technology Program (AAACT) to support accommodation requests through adaptive solutions and technology.

The NCC promotes International Day for Persons with Disabilities (IDPD) by sharing resources which foster inclusiveness in the workplace.

All members of the executive group have a corporate performance commitment to “Advance value-based culture, anti-racism, diversity, equity, inclusion and accessibility and promote a high-performing hybrid workplace.”

Identify ways to make sure that employees with disabilities are considered and included in the development of workplace activities and special events.

Upcoming:

As part of its action plan for the review of the accommodation program, HRFM will be working with the DEI Committee on the best ways of consulting people with disabilities in the development of initiatives, events, activities, etc.

Improve communications to applicants on how to request accommodations.

Completed:

All NCC job posters and subsequent communications with candidates about a staffing process include information about the procedure to follow if they wish to request accommodation. Tools to help staffing advisors have also been developed, and they know who to consult internally for additional support when a situation is more complex.

Improve communications to managers on how to provide accommodations to candidates during staffing processes.

Ongoing:

This process is carried out by Human Resources, not by managers. A list of preliminary questions has been developed for staffing advisors to ask for information on accommodation needs. The information is then reviewed by the HR team. Information is only shared with managers on a need-to-know basis (HR will raise awareness regarding the necessary measures).

Add information about the accommodations process into the onboarding process.

In progress:

The plan is to add a one-pager to every new hire package providing them a summary of the NCC's Duty to Accommodate (DTA) Program.

Explore the possibility of adopting the Government of Canada Workplace Accessibility Passport.

Pending

Review the policies, procedures, programs technology systems, etc., and make recommendations on how to improve them.

• Based on the recommendations: develop a plan to modernize human resources policies, programs and services to remove and prevent systemic barriers and to build trust with persons with disabilities.

Ongoing:

HRFM developed a plan in 2023 to update a number of its human resources policies. The observations and recommendations of the draft Employment Systems Review were considered in the policy development so far. Changes were made to the staffing, health and safety and recognition policies, taking into account diversity, equity, inclusion and accessibility. HRFM has also completed a gap analysis of its accommodation program. This involved an analysis of best practice and employees' experiences through survey results and feedback. With the action plan now finalized, HRFM plans to implement, in collaboration with key stakeholders, measures including a revised accommodation policy, the development of new tools and resources, and additional educational activities in 2025.

As part of its reviews, HRFM ensures that revised or new policies, procedures and programs for which it is the lead are as accessible as possible in terms of approach, practice or language.

Include and consult committees and persons with disabilities in the redevelopment of human resources programs and policies.

Ongoing:

In 2024, HRFM carried out a detailed analysis of PSES results for employees with a disability and presented the results with the DEI Committee. The Accommodation Program considered these results, as well as feedback obtained through other formal and informal consultations, to identify organizational gaps. The entire organization had the opportunity to provide feedback on the Accommodation Program through the NCC's policy consultation process. The NCC’s PSES action plan was also developed in consultation with employees. A key objective is the co-development of communications products by the DEI Committee and HRFM to support employees who wish to launch an ERG for persons with disabilities.

Every December, the NCC hosts an Employee Recognition Event. In the post-event survey, over 99% of respondents indicated being “satisfied” (37%) or “very satisfied” (62%) with the accessibility of the event. In free text responses, respondents were generally positive about the inclusivity and accessibility of the event. Many complimented the organizers and encouraged the NCC to continue with its efforts related to inclusivity and accessibility.

Develop plans to remove and prevent barriers in systems used for staffing.

Ongoing:

HRFM is committed to an ongoing review of its HR systems and applications to identify and remove barriers.

Include universal accessibility principles to design, construction and restoration of parks and green spaces.

In progress:

Capital Planning (CP) has completed a Strategic Environmental and Economic Assessment (SEEA) of the draft Sir Georges Etienne Cartier Park Plan 2024, and is in in the process of completing the SEEA for the Long-Term Integrated Interprovincial Crossing Plan. The purpose is to enhance the understanding and integration of environmental, sustainability and climate change considerations into NCC decision-making.

In progress:

The FLUDTA Manual is at substantial completion including the FLUDTA Standing Operating Procedures (SOP) and submission requirements associated with accessibility.

Ongoing:

• NCC River House:
  UA washrooms and showers and a gender-neutral/multifaith change room. A UA lift was added in 2024 in the pool area to allow visitors with limited mobility to safely enter the pool. They can sit in the chair in the water or use it for ease of entry in the pool. The NCC also has 45 life jackets ranging from infant to XXL that visitors can borrow at no cost to swim in the pool. These are also accessible to visitors with limited mobility. The site is fully accessible from the shoreline and water/dock. This season, the NCC partnered with Aqua Taxi, a water taxi service operator that provides alternative transportation from/to Bytown Lock to/from River House and their boat is fully accessible. This means that visitors can travel from/to Bytown Lock from/to the NCC River House and take in the scenery and water way along the Ottawa River, as well as what the NCC River House site has to offer.
• Westboro Beach Pavilion:
  The rehabilitation of the Westboro Beach Pavilion, scheduled to open to the public in summer 2025 will be fully accessible from the parking lot and the pathways. It will feature exterior and interior accessibility to the amenities, including sand wheelchairs that visitors can reserve on site or online to access the beach and the water.
• Blair Boat Launch:
  A new food and beverage offering is being planned for summer 2025 at the Blair Boat Launch and it will feature universally accessible amenities such as but not limited to: washroom, ordering area/counter access, seating area.
• Bate Island, Lac Leamy and Hog's Back Pavilion:
  These three NCC shoreline/water sites opened in 2025 with food and beverage offerings that are universally accessible. Amenities include but are not limited to: washrooms, ordering area/counter access, seating area.
  Under assessment: There is an opportunity with current vacancies, existing tenants and the potential new tenants on Sussex Drive to explore the feasibility of enhancing the front entrances (doors and walk-ups) to make the entrances universally accessible. Real Estate Management (REM) will be working with internal stakeholders to look at the redesign of some spaces as we work with existing and new tenants for both landlord and tenant fit-up work. The NCC encourages new and existing tenants to consider universally accessible amenities within their spaces, to the extent physically possible and feasible.
• Québec Urban Lands and Gatineau Park:
  The installation of three new universal accessible mats was completed at NCC beaches (Blanchet, La Pêche and Parent) providing water access for people with limited mobility. The installation of one universal accessible mat at Leamy Lake is ongoing. Two universal accessible mats as well as two adapted floating chairs for use at Leamy Lake and Gatineau Park beaches have been purchased.

Applying universal accessibility standards to certain trails.

Ongoing:

Capital Stewardship (CS) monitored 14 trails. Minor work was performed in some of them remove obstacles. CS is now collecting data (slope %, obstacles, 360 photos) to help all kinds of users to determine if the trails are an acceptable challenge for them.

Add a platform to the Mer Bleu boardwalk to improve accessibility.

The project is permanently cancelled due to site conditions and cost.

Continue to present all major build projects to the Advisory Committee on Universal Accessibility and consider their input to make them more accessible.

Ongoing:

Major initiatives were presented: Alexandra Bridge Replacement Project, Confederation Boulevard Planning and Design Guidelines, Core Area Sector Plan, among others.

Major projects brought to the committee by Design and Construction (D&C): National Monument to Canadian Mission in Afghanistan, Welcome Facilities for Gatineau Park Users, Lady Grey Drive Site Redevelopment.

Create a template for accessibility assessment of NCC assets.

Ongoing:

The template is still at 33% completion due to workload.

Additional resources have been assigned in fall 2024 to expedite completion.

Assess accessibility of five (5) existing NCC buildings or sites.

Pending:

Pending completion of the template for accessibility assessment.

Make Accessibility Certification Training available as required.

Ongoing:

One D&C team member completed the Rick Hansen Foundation Accessibility Certification™ (RHFAC)

Continue to identify and monitor NCC lands and assets, including buildings and public sites for additional barriers.

Ongoing:

CS staff and contractor are regularly on site to monitor the sites and resolve issues. CS staff also take care of any request from the public on that matter.

Make public parkways more accessible through pilot projects.

Ongoing:

Parking lot P27 was fixed. The Island Park Drive intersection was redone. A crossing push button was installed for improved accessibility.

Communicate and work with persons with disabilities to ensure they can access the NCC headquarters safely.

Ongoing:

The Commission Secretariat communicates with members of the board and committees who require accommodations to safely access NCC Headquarters.

Although this planned action relates to communications to ensure people can access NCC Headquarters safely, HRFM has advised all employees to contact the Health and Well-being team if they require specific measures to exit the facilities in the event of an emergency, such as evacuation in the event of fire, so that an individual emergency response plan can be drawn up.

Continue to monitor for additional barriers in NCC workspaces.

Ongoing:

The NCC continues to take steps to ensure that equipment is as accessible as possible to meet the needs of most employees, whether through the purchase of ergonomic furniture, more easily adjustable workspaces or better equipment to support hybrid meetings. When needs go beyond the equipment provided, individual case management is carried out with the employee and manager by a specialist accommodation resource.

Follow universal accessibility design guidelines for the new NCC Headquarters

Ongoing:

The NCC is consulting with internal stakeholders to ensure that universally accessible amenities at 80 Elgin are optimized.

Although the floor plans have yet to be finalized, the universal accessibility guidelines remain an important factor in the project team's decision-making.

Consult staff on accessibility needs, requirements and equipment for the NCCs new Headquarters.

Ongoing:

The NCC is consulting with internal stakeholders to ensure that universally accessible amenities at 80 Elgin are optimized.

Inform managers of the process for requesting accessible equipment for employees.

Ongoing:

The procedure for requesting ergonomic or other specialized equipment has been in place for a number of years and is well known to managers. However, this procedure will be modified as part of the review of the Accommodation Program and will be communicated in due course.

Assess all software systems for compliance with the Web Accessibility Standard.

Ongoing:

Digital communications: Websites are audited and validated on a regular basis.

Develop a strategy to resolve partial and non-compliance with the Web Accessibility Standard.

Ongoing:

Replacing legacy applications with new complaint applications, e.g., Agreements Management, Workspace Reservation, Real Estate Portals.

Develop a technology architecture standard for accessibility.

Ongoing:

Worked collaboratively with Public, Legal and Corporate Affairs (PLCA) and drafted the new NCC Accessibility Toolkit: Guidelines for Creating Accessible Digital Content.

Identify and procure a tool to test accessibility compliance.

Ongoing:

Continuing the analysis to determine which tools to use to test accessibility compliance.

Replace or modify information technology solutions to meet or exceed the Web Accessibility Standard.

Ongoing:

• Developed a new Cycling Map and a new Winter Trail Map that follows the new accessible guidelines.
• Started to work on a digital map for an accessible trail in the Green Belt and in Gatineau Park.

Conduct benchmarking studies on inclusive signage and updated signage.

Ongoing:

REM to assess signage and wayfinding opportunities at commercial sites that have universally accessible amenities.

Improve communication materials as required and share more information on the accessibility of public spaces on our website.

Ongoing:

Location accessibility is a component of new published content. When content follows the usual workflow and there’s time to add comments and make changes, we make sure there’s an accessibility component. Accessibility information is added when existing content is revised.

Update online information about transparency at the NCC and the Access to Information and Privacy request process.

Completed:

Information on how to submit an access to information or privacy request online has been added to the transparency page.

Draft guidelines for employee on using plain language.

Completed:

In January 2024, a web page on the use of plain language was published on the NCC intranet. In September 2024, another web page featuring resources on simple and effective writing was published on the intranet. These resources help NCC staff when writing documents.

Work with the Diversity, Equity and Inclusion Committee to explore ways to improve the use of inclusive language when communicating.

Ongoing:

Shared responsibility between Strategic Communications and Public Consultations. A task team was set up to review the accessibility of digital documents. In addition, inclusive writing resources were created by the Language Services team to improve inclusive writing in documents produced by the NCC. These resources were added to a new web page that was published on the intranet in September 2024.

Draft guidelines for employees on:

• Applying an accessibility, inclusion and intersectional lens to content.
• Creating accessible communications products, including web content, documents and visual materials.
• Providing accessible services.
• Hosting accessible meetings and events.

Ongoing:

Meetings and events of the Public Affairs team were held in accessible locations and content was available in accessible formats.

Update the content of the NCC public website and intranet to ensure compliance with the Web Accessibility Standard.

Ongoing, as content is updated

Determine how to make sure that surveys, consultations and report designs are compatible with accessibility software and meet accessibility requirements.

In progress:

All surveys are conducted using an accessible format design. In addition, demographic questions have been expanded to include feedback from participants who may have disabilities. Survey reports published by the Audit, Research, Evaluation and Ethics (AREE) Branch will be published as accessible documents.

Make sure that all new and updated planning documents and communications are available in accessible formats and meet the Web Accessibility Standard.

Ongoing:

Plans and reports published by Capital Planning were published as accessible documents. Work is ongoing with other branches to improve capacity across the organization for reports from all parts of the NCC.

Conduct benchmarking studies on inclusive signage and updated signage.

Ongoing:

REM to assess signage and wayfinding opportunities at commercial sites that have universally accessible amenities.

Improve communication materials as required and share more information on the accessibility of public spaces on our website.

Ongoing:

Location accessibility is a component of new published content. When content follows the usual workflow and there’s time to add comments and make changes, we make sure there’s an accessibility component. Accessibility information is added when existing content is revised.

Update online information about transparency at the NCC and the Access to Information and Privacy request process.

Completed:

Information on how to submit an access to information or privacy request online has been added to the transparency page.

Draft guidelines for employee on using plain language.

Completed:

In January 2024, a web page on the use of plain language was published on the NCC intranet. In September 2024, another web page featuring resources on simple and effective writing was published on the intranet. These resources help NCC staff when writing documents.

Work with the Diversity, Equity and Inclusion Committee to explore ways to improve the use of inclusive language when communicating.

Ongoing:

Shared responsibility between Strategic Communications and Public Consultations. A task team was set up to review the accessibility of digital documents. In addition, inclusive writing resources were created by the Language Services team to improve inclusive writing in documents produced by the NCC. These resources were added to a new web page that was published on the intranet in September 2024.

Draft guidelines for employees on:

• Applying an accessibility, inclusion and intersectional lens to content.
• Creating accessible communications products, including web content, documents and visual materials.
• Providing accessible services.
• Hosting accessible meetings and events.

Ongoing:

Meetings and events of the Public Affairs team were held in accessible locations and content was available in accessible formats.

Update the content of the NCC public website and intranet to ensure compliance with the Web Accessibility Standard.

Ongoing, as content is updated

Determine how to make sure that surveys, consultations and report designs are compatible with accessibility software and meet accessibility requirements.

In progress:

All surveys are conducted using an accessible format design. In addition, demographic questions have been expanded to include feedback from participants who may have disabilities. Survey reports published by the Audit, Research, Evaluation and Ethics (AREE) Branch will be published as accessible documents.

Make sure that all new and updated planning documents and communications are available in accessible formats and meet the Web Accessibility Standard.

Ongoing:

Plans and reports published by Capital Planning were published as accessible documents. Work is ongoing with other branches to improve capacity across the organization for reports from all parts of the NCC.

Review and update the Procurement Policy and related procedures to:

• Include accessibility criteria and requirements for the procurement process for goods and services.

In progress:

Procurement is undergoing a review of the Policy, and this will be included in the update.

Include reference to the Accessible Canada Act.

Completed:

The current approved Procurement Policy includes a reference to the Accessible Canada Act.

Complete the Capital Design Guidelines which includes guidance on accessibility and GBA Plus.

Completed and approved.

Develop a new approach to address universal accessibility within plans, policies and guidelines required under section 10 of the National Capital Act (NCA).

Ongoing

Develop new procedures and update statements of requirements for reviewing and approving projects to ensure compliance with accessibility standards, building codes and relevant legislation.

Ongoing:

CP has completed a Strategic Environmental and Economic Assessment (SEEA) of the draft Sir Georges Etienne Cartier Park Plan 2024 and is in in the process of completing the SEEA for the Long-Term Integrated Interprovincial Crossing Plan. The purpose is to enhance the understanding and integration of environmental, sustainability and climate change considerations into NCC decision- making.

The FLUDTA Manual is at substantial completion including the FLUDTA SOPs and submission requirements associated with accessibility.

Update the Statements of Requirements template to require an accessibility analysis for all projects.

Ongoing

Implement a procedure for NCC planning initiatives to provide for consultations and to identify who will be consulted before consultations.

Ongoing:

Consultations are developed with guidance from PLCA to ensure accessibility and inclusivity for all listed consultations, including the GBA+ analysis.

Public Engagement Policy Update to be concluded in Q3 of 2024-2025.

Develop a consultation review process for NCC long-range planning initiatives that includes a standard list of local and national stakeholders, partners and groups representing persons with disabilities.

Ongoing:

Consultations are developed with guidance from PLCA to ensure accessibility and inclusivity. A standard list of organisations was also developed for each consultation process.

Open NCC event, the Voyageurs Pathway, and open house events (Ruisseau de la Brasserie) were held and included a supervised child station.

Refine and apply the accessibility checklist for public events.

Ongoing:

Open NCC: All site visits were built with accessibility in mind including a sneak peek of Kìwekì Point. All public consultations are designed with activities for children. Urbanism Labs are always 100% accessible and are delivered in a safe and accessible environment, closed captioning is also offered.

Continue to consult employees who use vehicles in the current fleet to identify accessibility issues and make modifications, as required.

Ongoing:

The fleet optimization project is ongoing, preliminary findings have been presented to NCC’s Leadership Committee (LCM) and there has been consultation with staff to better assess and address specific needs continues.

• The NCC is working to implement a formal accessible shuttle program to achieve its stated goal of equitable and sustainable access.
• The NCC will continue to look for new types of equipment to be added to the inventory of adapted equipment it offers, namely through the Relais plein air.

Ongoing:

The Gatineau Park accessible shuttle program was expanded to include four weekdays – Mondays, Tuesday, Thursdays and Fridays. Overall, the accessible shuttle will be accessible 140 days in 2024 as opposed to 39 days in 2023.