2026-2028 Accessibility Plan

GENERAL

ASL Distribution Services Limited (“ASL”) is dedicated to fostering an inclusive and accessible environment that reflects our core values. We recognize that accessibility is essential to supporting equal access for everyone, while also strengthening our organization and the transportation industry. As part of this commitment, we are creating an accessibility framework aimed at enhancing the experience of employees, customers, and the public when interacting with our services, products, and facilities.

We understand that achieving a fully barrier-free environment is an ongoing process. ASL is committed to continuously identifying, removing, and preventing barriers to accessibility. In alignment with the Accessible Canada Act, our Accessibility Plan will guide our efforts and help us build a workplace culture that is informed, inclusive, and accessibility focused.

To ensure our plan reflects the lived experiences of persons with disabilities, we engaged employees throughout the development process. Feedback was gathered through an anonymous company-wide survey open to employees with disabilities and allies, as well as through direct input from employees who self-identified as having a disability. Their perspectives have helped shape our accessibility priorities and commitments.

This accessibility plan is offered in any of the following formats upon request:

  • Print;
  • Large print;
  • Braille;
  • Audio; and
  • Electronic.

ASL welcomes feedback from employees, stakeholders, and members of the public regarding our Accessibility Plan and accessibility initiatives. Your input plays an important role in helping us improve accessibility and inclusivity across our organization. Please use one of the contact methods provided below to submit questions, comments, or feedback. We are committed to responding to all submissions in a timely manner. If you require support in providing feedback, please let us know, and we will make every effort to accommodate your needs.

For feedback or questions, please contact:

Kathryn Schenk, HR Business Partner
Phone: 905-829-5141ext. 2246
Email: kathrynS@asldistribution.com

Mailing Address
2160 Buckingham
Oakville, Ontario

DEFINITIONS

Accessibility: Refers to the needs of persons with disabilities being intentionally and thoughtfully considered when products, services and facilities are built or modified so they can be used and enjoyed by all.

Barrier: The Accessible Canada Act defines a barrier as “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.”

Disability: The Accessible Canada Act defines a disability as “any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment—or a functional limitation— whether permanent, temporary or episodic in nature, or evident or not, that, interaction with a barrier, hinders a person’s full and equal participation in society.”

ADDRESSING AREAS IDENTIFIED IN THE ACCESSIBLE CANADA ACT

In accordance with the Accessible Canada Act (“ACA”), we have undertaken a thorough review of our organization to identify barriers to accessibility across the seven priority areas identified under Section 5 of the ACA. We are committed to fostering an environment where all individuals have equitable access and opportunities to participate fully, and we will continue taking meaningful steps to remove barriers and promote inclusion throughout our organization.

1) Employment

Barriers: Individuals with disabilities are currently underrepresented within our workforce, and communication regarding workplace accommodations is not always as clear or accessible as it should be. Although we are dedicated to fostering an inclusive environment, we acknowledge the importance of strengthening equitable recruitment practices and improving awareness of the supports and accommodations available to all employees.

Actions:

  • Advertise all open positions on job boards that specifically support candidates with disabilities.
  • Provide training for hiring managers on inclusive, accessible, and barrier-free recruitment practices.
  • Include an equity, inclusion, and accommodation statement at the beginning of all job postings.
  • Ensure job descriptions use inclusive and welcoming language to encourage applications from individuals with disabilities.
  • Identify a designated, well-informed contact person to handle accommodation requests throughout the recruitment process.
  • Offer virtual interviews as a standard option to improve accessibility for all candidates.
  • Review and enhance the current accommodation process using feedback from employees and key stakeholders.
  • Create clear, documented guidelines outlining the accommodation process, including steps, required forms, timelines, and responsibilities.
  • Add a dedicated accommodations section to onboarding materials that explains available supports and how to access them.

2) Built Environment

Barriers: At our Precision Oakville terminal, several physical accessibility challenges exist, including the absence of automatic door systems and elevator access to essential areas such as the second-floor office and boardroom. As a result, individuals who rely on mobility aids may face difficulties accessing these spaces independently and participating fully in regular workplace activities.

Actions:

  • Conduct a comprehensive accessibility assessment of the Oakville facility to identify and prioritize key modifications.
  • Assess the practicality of adding automatic door operators at main entrances and other frequently used areas, such as washrooms and offices.
  • Consider alternative solutions for accessible shared spaces, including moving the boardroom to the ground floor or establishing an additional accessible meeting area.
  • Ensure that future renovations and facility upgrades include accessibility measures such as ramps, elevators, and other barrier-free design features.

3) Information and Communication Technologies (ICT)

Barriers: There is currently a gap in accessibility knowledge within our IT team, and many of the accessibility functions available in our existing systems and software are not being fully utilized. This can impact our ability to effectively support employees with disabilities and maximize the benefits of inclusive workplace technology.

Actions:

  • Offer targeted training for IT staff on digital accessibility, assistive technologies, adaptive tools, and accessibility best practices.
  • Incorporate accessibility requirements into future technology purchasing decisions and software review processes.
  • Request relevant accessibility information and documentation from vendors when evaluating new technology solutions.
  • Perform comprehensive accessibility assessments prior to implementing new software or tools.
  • Establish a regular review and monitoring process to support ongoing accessibility compliance and usability.
  • Increase employee awareness of accessibility features already available within current software platforms through training and communication initiatives.

4) Communication Other Than ICT

Barriers: Our organization does not currently have a consistent process for providing information in alternate formats, and plain language principles have not been applied uniformly across all communications. These shortcomings may create accessibility challenges for individuals with disabilities, people with lower literacy levels, those with cognitive disabilities, or individuals whose primary language is neither English nor French.

Actions:

  • Identify and engage appropriate service providers to assist with alternate format requests.
  • Establish standardized procedures for recognizing requests for alternate formats, processing those requests, and ensuring materials are provided in a timely manner.
  • Regularly assess and enhance our alternate format practices through feedback, internal reviews, and ongoing research into accessibility standards and best practices.
  • Develop organizational plain language guidelines that provide clear direction on simplifying and structuring communications effectively.
  • Review existing policies, forms, procedures, and key communications to improve clarity, readability, and accessibility.
  • Work collaboratively with internal teams, including communications and marketing, to strengthen accessible communication practices across the organization.
  • Provide employees with training on plain language writing and accessible communication techniques.
  • Promote awareness and share educational resources related to accessibility, disability inclusion, neurodiversity, mental health, and inclusive communication practices.

5) Procurement of Goods, Services and Facilities

At this time, no accessibility barriers have been identified within our procurement processes.

As we move forward, we remain committed to regularly reviewing and enhancing our procurement policies to ensure accessibility continues to be integrated into purchasing decisions. Incorporating accessibility considerations into our procurement practices supports our broader commitment to maintaining an inclusive and barrier-free workplace.

6) Design and Delivery of Programs and Services

Barriers: We currently do not have a formalized approach for assessing the accessibility of our internal and external programs, services, and events. Without a consistent evaluation process in place, there is a risk that individuals with disabilities may encounter barriers to full and equal participation.

Actions:

  • Create a standardized accessibility assessment checklist to help evaluate the inclusiveness of programs, services, and events.
  • Review and update the checklist on a regular basis to align with changing accessibility standards, best practices, and legislative requirements.
  • Provide employees responsible for designing programs and services with training on the Accessible Canada Act (“ACA”) and related regulations to support the integration of accessibility into all initiatives and offerings.

7) Transportation

Barriers: The current design of transport truck access may pose challenges for individuals with mobility-related disabilities, particularly because of the height of the entry point and the repetitive use of steps. The barriers can affect an employee’s ability to carry out their responsibilities safely and comfortably.

Actions:

  • Offer ergonomic vehicle modifications through the accommodation process, such as extended or folding tractor steps, swivel seats, and other appropriate adaptive equipment.
  • Explore transportation-related accessibility solutions that help minimize physical barriers for employees working in operational and driving roles.
  • Integrate accessibility considerations into operational training programs by adapting communication methods, scheduling, training formats, and instructional supports as needed.
  • Provide individualized accommodation measures for drivers and operational staff based on specific needs and, where applicable, supporting medical documentation.
  • Review transportation-related tools, equipment, and systems to identify opportunities for improved accessibility.
  • Examine operational practices to enhance accessibility, inclusion, and workplace safety for employees in transportation roles.

CONSULTATIONS

In alignment with ASL’s commitment to fostering an inclusive workplace, our Accessibility Plan was developed through meaningful consultation with employees, including those with disabilities. This collaborative approach ensures that lived experiences and employee insights are reflected in our efforts to improve accessibility across the organization.

We collected feedback and input from employees in two primary ways:

  • Anonymous Survey: We distributed a comprehensive survey to all employees, encouraging participation from individuals who self-identify as having a disability. The survey addressed a range of accessibility topics and received a strong response, providing a wide variety of perspectives on existing barriers and potential improvements within the organization.
  • Direct Feedback Opportunity: We also contacted employees who had previously self-identified as having a disability, inviting them via email to share their feedback on the Accessibility Plan in any format they felt comfortable with. This flexible approach ensured that individuals could contribute in a way that best suited their preferences while helping us better understand lived experiences.

To support accountability and measure progress, we will continue to monitor the implementation of the actions outlined in our Accessibility Plan and track improvements over time.