2023-2024 Accessibility Progress Report

INTRODUCTION

As part of our ongoing commitment to fostering a barrier-free and inclusive workplace, ASL Distribution Services is pleased to present the Year 1 & 2 Accessibility Progress Report. This document outlines the progress made in implementing the commitments outlined in our 2023–2025 Accessibility Plan, in alignment with the Accessible Canada Act (ACA). Since the publication of our Accessibility Plan, we have continued to take meaningful action to eliminate barriers, improve communication, and promote awareness of accessibility across our operations.

GENERAL

ASL is committed to promoting a culture of inclusivity and accessibility as an integral part of our ASL values. We believe that providing access to all is crucial not only for the growth and competitiveness of our organization in the transportation sector but also for contributing to a barrier-free Canada for everyone. To achieve this, we are developing an accessibility framework that will improve the experience of both our employees and the public with our services, products, and facilities.

We acknowledge that creating a barrier-free environment takes time, and therefore, we are dedicated to ongoing efforts to identify, remove, and prevent barriers. Our initial Accessibility Plan, developed in compliance with the Accessible Canada Act, will serve as a guide to meet our accessibility commitments and build an accessibility-confident culture.

We recognize the importance of understanding the needs of those with disabilities, and for this reason, we have involved employees who identify as having a disability in the development of our plan through an anonymous ASL-wide survey designed for employees with disabilities and allies alike.

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

• Print;
• Large print;
• Electronic;
• Plain Language.

 

ASL values the input of the public, stakeholders, and employees regarding our Accessibility Plan. Your feedback is crucial to our efforts in promoting accessibility and inclusivity. Please utilize one of the contact methods below to provide your inquiry or feedback. We will promptly respond to all feedback received. If you require assistance while submitting your feedback, please inform us, and we will strive to accommodate your requirements.

Kathryn Schenk, Human Resources Business Partner

Phone: 905-808-8576
Email: kathryns@asldistribution.com

 

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, in interaction with a barrier, hinders a person’s full and equal participation in society.”

 

ADDRESSING AREAS IDENTIFIED IN THE ACCESSIBLE CANADA ACT

In line with the Accessible Canada Act (ACA), we had diligently identified barriers within our organization that hinder accessibility in the 7 key areas outlined in Section 5 of the ACA. With a firm belief in the importance of equal access and participation, we are determined to take proactive measures to address these barriers and ensure an inclusive experience for everyone.

1. Employment

Barrier 1: Underrepresentation of employees with disabilities in our workforce.

Actions:

• Integrate accessibility and inclusion concepts into new hire and manager training tools.
• Explore disability-specific job boards.
• Implement accessibility training for recruiters.

Progress Update:

• The Accommodation Process Guide was finalized and added to the new hire bundle.
• The Code of Conduct is currently under review, with accessibility language to be added.
• We are currently awaiting budget approval to initiate the Diversity, Equity, Inclusion, and Belonging (DEIB) training through Citation Canada. Once approved, this training will be delivered to all current employees and incorporated into the onboarding program for all new hires moving forward.
• The manager training bundle, which includes DEIB, accessibility, and mental health content, will be mandatory for all individuals hired or promoted into a managerial or people leadership role. This training is awaiting approval.
• Disability-specific job board research was completed and is awaiting approval by leadership.

These initiatives have the potential to strengthen the accessibility of our hiring and onboarding practices, enhance recruiter readiness, and help position us to attract a more diverse pool of candidates, including individuals with disabilities, once fully implemented.

Barrier 2: Lack of transparent and clear communication about available accommodations.

Actions:

• Improve internal education on accommodations and related resources.
• Promote the Employee and Family Assistance Plan (EAP) across internal communication channels.

Progress Update:

• A one-page guide on accommodations was created and included in the new hire bundle.
• Refresher training on accessibility and accommodations for managers is in development.
• Ongoing EAP promotion was carried out via organizational wide emails, posted on our H&S Boards, included in the onboarding paperwork.

These measures have contributed to increased awareness of available support resources, empowered employees to pursue accommodations with greater assurance, and affirmed ASL’s ongoing commitment to fostering an inclusive and supportive workplace environment.

2. Built Environment

Barrier 3: No automatic doors in our accessibility washrooms.

Actions:

• Advance planning for infrastructure upgrades to improve washroom accessibility.
• Develop and submit a business case for funding approval.

Progress Update:

• Quotes for signage for accessible washrooms have been obtained.
• Quotes for accessible washroom handles have been obtained.
• Research for companies to provide a quote on the doors to be scheduled for August.

The actions taken to enhance washroom accessibility are progressing steadily. We have successfully obtained quotes for both signage to identify accessible washrooms and for the installation of accessible washroom handles. Additionally, research is ongoing to identify suitable vendors for the installation of automatic doors, with quotes expected to be gathered in August. These steps are laying a strong foundation for the planned infrastructure upgrades and moving us closer to finalizing the business case for funding approval.

3. Information and Communication Technologies (ICT)

Barrier 4: Limited accessibility expertise within our IT team.

Actions:

• Explore opportunities to enhance the IT team’s understanding of accessibility practices.

Progress Update:

• We are in the process of researching suitable training options for IT team members.

 

While accessibility training is not currently mandated under the Accessible Canada Act (ACA) in Canada, we recognize that the provisions for accessibility, and the ACA is currently being reviewed for proposed amendments. We are proactively preparing to meet and exceed these evolving compliance standards, ensuring our team is equipped to support future legal requirements.

Barrier 5: Underutilization of accessibility capabilities in the tools and software we employ.

Actions:

• Evaluate technology solutions and procurement standards that promote accessibility.

Progress Update:

• We are currently exploring accessibility criteria to guide future IT procurement decisions, including reviewing industry best practices and external standards.

These efforts represent a vital first step toward enhancing our digital infrastructure’s accessibility. By ensuring that future technology acquisitions adhere to inclusive design principles, we aim to fully leverage the accessibility features of the tools and software we implement, fostering a more inclusive and user-friendly environment.

4. Communication Other Than ICT

Barrier 6: Lack of standardized procedures for providing alternate communication formats.

Actions:

• Define and effectively communicate the process for requesting documents in alternate formats.

Progress Update:

• A formal procedure is in development, including the assignment of responsibilities and the creation of a clear process framework.

These efforts aim to establish a more reliable and accessible system, ensuring all employees are able to obtain information in the format that best accommodates their needs.

Barrier 7: Limited use of plain language in communications.

Actions:

• Explore ways to incorporate plain language principles across employee-facing content.

Progress Update:

• Plain language principles continue to be reinforced through DEIB and accessibility training delivered to managers.
• Initial review of core HR documents and policies has begun to identify areas for simplification and clarity.
• Research into plain language style guides is ongoing, with a focus on identifying best practices from external sources.

Promoting plain language across training and policy development is helping create a more inclusive communication culture where all employees can easily understand key information.

5. Procurement of Goods, Services and Facilities

We have not identified any barriers in our procurement practices that hinder accessibility.

We will continue to review and refine our procurement policies to reinforce the requirement that accessibility must be considered when procuring goods and services. By proactively integrating accessibility requirements into our procurement policies and guidelines, we further strengthen our commitment to creating an inclusive and accessible environment.

6. Design and Delivery of Programs and Services

Barrier 8: Lack of a standardized measure to assess the accessibility of our internal and external programs, events, and engagements.

Actions:

• Distribute and implement accessibility checklists for all event planners.
• Initiate the development of Accessible Canada Act (ACA) training tailored specifically for event organizers.

Progress Update:

• Accessibility checklists have been finalized and are scheduled for distribution to the Social Committee in June 2025.
• ACA-specific training for event planners is currently in development.

These initiatives are enhancing our capacity for inclusive event planning by embedding accessibility considerations into routine programming and fostering stronger collaboration among teams involved in employee engagement.

7. Transportation

Barrier 9: Difficulty for drivers in entering transport trucks due to repetitive and high steps.

Actions:

• Promote availability of ergonomic truck modifications through the accommodation process.
• We will install swivel seats, where applicable, to improve access to truck cabs.

Progress Update:

• We are actively researching and evaluating potential vendors to support drivers who require ergonomic accommodations.
• Once a vendor is in place, drivers in need of ergonomic modifications will be able to request them through the existing accommodation process. This process will be clearly communicated during onboarding and supported through ongoing HR guidance.

Offering ergonomic truck modifications helps create a safer and more inclusive work environment by minimizing physical strain and accommodating a wider range of mobility requirements within our fleet operations.

 

CONSULTATIONS

In line with ASL’s dedication to creating an inclusive workplace, we have collaboratively developed our Accessibility Plan through extensive consultation with our employees, including those with disabilities and allies. This ensures that their valuable perspectives and insights are incorporated into our efforts to make our workplace environment accessible to all.

We gathered feedback and input from our team members through:

Anonymous ASL-Wide Survey: We distributed an extensive survey to all employees, encouraging individuals with disabilities and allies to participate. The survey covered various aspects of accessibility. This allowed us to gather diverse perspectives and valuable insights on accessibility barriers and potential solutions within our organization.

To track our progress and ensure the successful implementation of the changes outlined in our Accessibility Plan, we will maintain an ongoing survey initiative. This initiative will encompass all employees.

In addition, to promote accessibility awareness and encourage feedback, members of our HR and leadership team will include a link to the Accessibility Plan and the feedback form in their email signatures. This ensures that all employees have convenient access to the plan and can easily provide input and suggestions to further enhance accessibility within our organization.

 

FEEDBACK

The feedback gathered has offered valuable insights into the current state of accessibility within our organization. Input from employees—including those with disabilities and their allies—has been instrumental in identifying existing barriers and highlighting opportunities for improvement. The most common and actionable themes from the feedback are summarized below.

Establishing a Disability Forum

A key recommendation was the creation of a dedicated forum or community group for employees with disabilities. This space would allow individuals to share experiences, raise concerns, and collaborate on practical solutions to improve accessibility at work. Whether implemented virtually or in person, such a forum would foster a more inclusive culture and ensure that the voices of employees with lived experience are heard and integrated into accessibility planning. We will work to normalize discussions around disability and accommodation through and creating quarterly meetings for open feedback.

Access to Assistive Tools and Equipment

Another recurring theme was the need for improved access to ergonomic and assistive workplace tools. For example, blue screen protectors were specifically mentioned, indicating that some employees may lack the equipment necessary to work comfortably and effectively. To address this, we will be looking at options to provide ergonomic assessments for employees and process for requesting one.

Improving Physical Accessibility of Workspaces

Feedback also highlighted issues related to physical access, particularly for employees who cannot access upper-floor office spaces. This indicates a need to evaluate our current office layout to ensure that accessible workspaces are available on lower levels. Adjustments may include reallocating desk space, modifying infrastructure, or ensuring that all essential facilities are within reach for employees with mobility limitations.

Taking action on these suggestions will help eliminate existing barriers and reinforce our commitment to an inclusive workplace. Addressing these issues not only responds directly to employee concerns but also lays the groundwork for a more equitable, supportive, and productive work environment for all.