Agriculture and Agri-Food Canada’s 2023 progress report on the Accessibility Plan

Progress to date as of November 30, 2023

To request a copy of this report in an alternative format, please send an email to our accessibility team at aafc.accessibility-accessibilite.aac@agr.gc.ca.

General

Accessibility statement

Agriculture and Agri-Food Canada (AAFC) is working hard to be an accessible and inclusive organization. We know we have much work ahead to become a department without barriers.

AAFC has developed a 3-year accessibility plan. The vision for this plan is to help our department become more inclusive by design and accessible by default: a workplace that is productive, where everyone can contribute fully and where diverse perspectives are brought into decision-making.

Over the last year, AAFC has made great progress on the commitments identified in the accessibility plan. Through our consultations and feedback, we have made improvements in some areas, and identified new barriers in other areas. As we are implementing the plan, we will continue to count on feedback from our employees, people with lived experience and other stakeholders.

Contact us

How to contact us

For more information, to provide feedback, or to request an alternative format of our accessibility plan, progress report or the description of our feedback process, you can contact us in one of the following ways:

You can send feedback anonymously or you can include your name and contact information.

We will confirm that we have received your feedback in the manner in which it was received, unless sent anonymously, or if an alternative preference is identified.

Alternate formats

You can ask for a copy of our accessibility plan, progress report, or a description of our feedback process in one of these alternate formats:

  • print
  • large print
  • Braille
  • audio format
  • electronic formats

We will send you the document within 15 days. For Braille and audio formats, we will send them to you within 45 days.

How to provide your input

AAFC is committed to promoting best practices in accessibility. At the time of posting, this page meets the accessibility standard using version 2.1, level AA of the Web Content Accessibility Guidelines (WCAG). This standard is a recommendation from the Government of Canada Guideline on Making Information Technology Usable by All.

You can also use our feedback process to share your comments and ideas. We invite your feedback on:

  • our accessibility plan or progress report
  • how we are putting the plan in place
  • any barriers that you may encounter when working for us, or in communicating with us, or accessing our programs and services
  • our feedback process

You can send feedback anonymously or you can include your name and contact information.

The Accessible Canada Act sets a 3-year planning and reporting cycle. The Accessible Canada Regulations identify the deadlines:

  • Year 1: Publish accessibility plan and feedback process (December 2022)
  • Year 2: Publish progress report on implementing the accessibility plan and feedback received (December 2023)
  • Year 3: Publish a second progress report (December 2024)

We will use this feedback to produce our progress reports and to create our next accessibility plan.

We have designated our senior accessibility officer, Human Resources Directorate, Corporate Management Branch, to receive feedback on behalf of the department.

Feedback

Preparing the progress report

As we continue to put our accessibility plan in place, we have committed to provide regular progress reports as part of our obligations under the Accessible Canada Act and the Accessible Canada Regulations.

To report on this progress, we have and will continue to:

  • consider the feedback that we receive through our feedback process
  • track our progress by recording how we have — or plan to — remove or prevent the barriers that are identified in this plan, and any additional ones that might be identified

As we have done to develop the plan and this progress report, we will continue to consult people with disabilities. This progress report will reflect the information we received through our feedback process and how we considered it.

Feedback received

The feedback process at AAFC was put in place in December 2022. From December 2022 to November 2023, AAFC received feedback from 22 people. The majority of the feedback was received through the form (77%) and over half of all feedback was sent anonymously (55%).

Of the feedback received:

  • 74% was related to accessibility barriers
    • 22% of these barriers were related to information and communication technologies
    • 22% of these barriers were related to the design and delivery of programs and services
    • 17% of these barriers were related to the built environment
    • 17% of these barriers were related to the communication, other than ICT
  • All of the identified barriers align with the barriers identified in our accessibility plan. Specifically the following barriers were identified:
    • forms (unfortunately some of these are not AAFC forms but other government departments)
    • captioning and CART services
    • meeting materials
    • the accommodation process
  • Feedback on the accessibility plan included
    • the need for training in the areas of accommodation and accessibility
    • service standards for accommodation
    • accessible procurement including diversity of providers

Consultations

Consulting for the progress report

For the purposes of the act and its regulations, the consultation process is information AAFC receives when it consults persons with disabilities and other key stakeholders as it prepares its accessibility plans and progress reports. This consultation process is targeted and time limited. Consultation input differs from the feedback comments AAFC receives through our feedback process.

In November 2023, the accessibility office sent out a departmental questionnaire on the accessibility plan. The communications invited all those who work for AAFC to participate. The questionnaire included multiple choice, levels of agreement and open-ended questions. It was divided into 2 sections:

  • general knowledge related to accessibility, the Accessible Canada Act and the Government of Canada Workplace Accessibility Passport
  • areas of the accessibility plan, where participants could select which areas they wanted to answer

The questionnaire was communicated in multiple ways, including messaging through the Persons with Disabilities Network, internal news@work messages, emails from assistant deputy ministers to their branches, and use of Microsoft Teams channels. Internal groups and governance were also used including the branch representatives of the human resources liaison group and our operations departmental governance committee, led by the Deputy Minister. Participants include ADMs, Corporate Secretary and Ombuds.

The questionnaire was available for 2 weeks in November 2023 with 548 people participating across the department. Of that, 45% (240) self-reported being a person with a disability, after having read the definition, 8% preferred not to say, and another 7% didn't know whether they consider to be a person with a disability.

What we heard

During consultations, participants shared thoughtful feedback. We heard the importance of various factors, including the:

  • need for more resources to support people with disabilities, such as accessibility and workplace accommodation services
  • need for a client-centred and trauma-informed approach to accommodation with consistent processes to streamline and simplify access and reduce delays and supported with communication
  • need for accessibility confident leaders. This goes beyond removing barriers and culture change, to applying an accessibility mindset in all things we do
  • need for employees at all levels to treat everyone with respect, dignity and equity and include an accessibility lens to how business is done

The results of our November 2023 accessibility questionnaire found that 41% of people with disabilities encountered at least one accessibility barrier in the workplace in the last 2 years. (Note AAFC's interim accessibility plan was approved in September 2021.) Of the employees who reported encountering barriers:

  • 59% were related to accommodation solutions
  • 36% were related to their core duties or functions of their job
  • 21% were related to AAFC hosted meetings and events
  • 20% were related to staffing processes
  • 18% were related to AAFC development opportunities including language training
  • 17% were related to externally hosted meetings and events such as at another department, and development opportunities such as training through the Canadian School of Public Service
  • 17% were related to AAFC content and documents such as AgriSource content, documents, and forms
  • the remaining 20% were not related to any of the options above or they preferred not to say

Note that only initial results from the November 2023 accessibility questionnaire are included in this progress report. More analysis of the qualitative results is planned for 2024.

The areas of our progress report

Our Progress Report follows the priority areas of our accessibility plan. While we take time to reflect on the progress made over the last year, we continue to work toward identifying, removing and preventing barriers facing people with disabilities.

The commitments identified will be supported by evergreen implementation and delivery plans for each priority area, as well as continuous engagement and collaboration with persons with disabilities.

We have organized the following commitments according to the 7 areas of accessibility outlined in the our accessibility plan and the Accessible Canada Act.

Employment

Goal

AAFC's goal is to create a workplace that allows everyone to be at their best and fully participate throughout their career from recruitment/onboarding, career development, promotion and departure. We will also improve conditions for success by providing persons with disabilities timely access to workplace accommodation solutions.

Barriers related to employment identified during consultations

  • persons with disabilities continue to be under-represented across AAFC occupational groups and levels and may not have equal opportunities for career development
  • persons with disabilities may be unaware of, or have difficulty accessing, workplace supports accommodations
  • workplace accommodation processes can be confusing, inefficient and time consuming
  • (new) need for more resources to support people with disabilities, such as accessibility and workplace accommodation services

How will we get there

Action 1: Implement targeted recruitment initiatives to close representation gaps for persons with disabilities
Outcome

Note that the number in the DM message was used in the Interim Accessibility Plan (355). Since the time of publishing, AAFC received an updated number from the Office of Public Service Accessibility, of 230 employees. This number is subject to change based on many factors including workforce availability, number of people with disabilities leaving and availability of jobs to be staffed.

Target timeline
  • 2025 with ongoing progress between 2022 and 2025
Measurement
  • staffing and workforce data
Progress to date

Results of our November 2023 accessibility questionnaire:

  • almost all of AAFC respondents agree that we need to prioritize creating a fully accessible recruitment, onboarding, career development, promotion, and departure experience for employees
  • over half of people with disabilities have seen improvements at AAFC in regards to creating accessible recruitment, onboarding, career development, promotion and departure experience for employees

AAFC has hired 71 employees who identified as a person with disabilities since 2020:

  • 6 employees who identified as a person with disabilities were hired in fiscal year 2020 to 2021
  • 21 employees who identified as a person with disabilities were hired in fiscal year 2021 to 2022
  • 34 employees who identified as a person with disabilities were hired in fiscal year 2022 to 2023
  • 10 employees who identified as a person with disabilities were hired between April 2023 and end of September 2023

Employees who identified as a person with disabilities comprise 5.9% of AAFC's workforce as of September 2023, compared to the workforce availability of 8.7%. This is an increase from 4.6% from March 31, 2020. The department has:

  • run 2 targeted staffing processes at the AS-01, AS-03 levels for people with disabilities, as well as targeted student recruitment and a CO process
  • received funding to implement a marketing campaign targeting people with disabilities which aimed to raise awareness of AAFC, and an AAFC specific inventory for candidates who identify as a person with disabilities
Action 2: Increase inclusion and opportunities for persons with disabilities to participate in learning and development
Outcomes
  • improved promotion rates for persons with disabilities
  • access to stretch assignments and acting assignment opportunities
  • access to language training
  • persons with disabilities selected for learning and development programs
Target timeline
  • ongoing progress
Measurement
  • staffing data
  • promotion rates
  • sponsorship and training program advertisement, inclusion, access and participation
  • official languages training data
  • 2022 PSES results
Progress to date

AAFC's workforce data and promotion rates:

  • employees who identified as a person with disabilities comprise 5.9% of AAFC's workforce, as of September 2023. This is an increase from 4.6% from March 31, 2020
  • employees who identified as a person with disabilities represented 4.3% of all AAFC promotions over fiscal year 2022 to 2023. The rate has fluctuated since March 2020 but has improved over the past two years

Sponsorship and training program advertisement, inclusion, access and participation:

  • AAFC's Management Learning and Development Program was promoted and advertised to help increase participation of people with disabilities. This included designating spaces open only to the Persons with Disabilities Network (PwDN) as well as encouraging managers to nominate members of various communities at AAFC to participate in the course. The PwDN chair confirmed that 2 members were selected to participate in the program this year (one in English and the other in French)
  • a diversity equity and inclusion consent form was launched in December 2022 to identify candidates who were willing to share that they have self-identified as a person with disabilities to help identify employees for HR programs including career development opportunities and language training
  • internally AAFC has created a listing of national second language training suppliers including services for learners with learning disabilities

Results of our November 2023 accessibility questionnaire:

  • 45% of people with disabilities agree persons with disabilities have equal opportunities for career development
  • almost 1 in 3 people with disabilities agree persons with disabilities are under-represented across AAFC occupational groups and levels while almost another 1 in 3 either don't know or prefer not to answer

2022 PSES results related to career development:

  • over half (54%) of AAFC persons with disabilities who self-identified in the 2022 PSES reported that their department does a good job of supporting employee career development, compared to 60% of AAFC who did not self-identify as a person with disabilities. While the results shows a lower percentage of people with disabilities reporting they are supported in their career development, the overall percentage has increased from 48% in 2020 to 54% in 2022. In addition, the gap between the 2 groups has decreased from 9% to 6%
  • 15% of AAFC persons with disabilities who self-identified in the 2022 PSES reported a lack of access to learning opportunities as a barrier to career development compared with 9% of their peers. The good news is that this number has decreased 2% from 2020, suggesting overall we are heading in the right direction of removing barriers in this area
  • 10% of AAFC persons with disabilities who self-identified in the 2022 PSES reported discrimination as adversely affecting their career progress, this is down 4% from 14% in 2020
  • 10% of AAFC persons with disabilities who self-identified in the 2022 PSES reported accessibility or accommodation issues as a barrier to career progress, which is down 4% from 14% in 2020
Action 3: Ensure that staffing and assessment tools are accessible and inclusive, and that hiring managers and applicants are aware of available accommodations during the assessment and appointment processes
Outcomes
  • accessibility information is included in AAFC job posters and communicated on AAFC's intranet
  • applicants are supported with required accommodations during the staffing process, from initial application to appointment
Target timeline
  • ongoing
Measurement
  • staffing data
  • workplace accommodation data
Progress to date

AAFC has improved staffing processes:

  • all job posters include information regarding AAFC's commitment to providing an inclusive and barrier-free work environment. Candidates are encouraged to contact HR if accommodations are required
  • in advance of being assessed, all candidates are advised of the assessment method and provided the opportunity to request accommodation measures
  • all staffing advisors have participated in training to support managers in identifying and mitigating barriers and biases in assessment tools. In addition, the Diverse Staffing Board Initiative and AAFC's accessibility ambassadors are available to support hiring managers and staffing advisors in ensuring that assessment tools are accessible and inclusive
  • AAFC has implemented a new modern recruitment and assessment platform, VidCruiter. This platform complies with Web Content Accessibility Guidelines and allows hiring managers to easily offer flexible formats for assessment content. A survey has been developed to solicit feedback directly from candidates
Results of our November 2023 accessibility questionnaire
  • Of the employees who reported encountering barriers 20% were related to staffing processes
  • almost half of all accommodation requests related to the staffing process were for the written assessment
Action 4: Provide persons with disabilities timely access to workplace accommodation solutions with standardized and simplified processes
Outcomes
  • establishing a centralized fund for all accommodation requests
  • ensure the department is adequately resourced (both human and financial) to support people with disabilities
  • develop internal capacity to improve tracking of accommodation requests
  • establish integrated approach to accommodation needs with key stakeholders to ensure consistent processes across all branches and regions
Target/timeline
  • centralized fund to be established in 2023-24
  • ongoing progress
Measurement
  • accommodation fund utilization
  • service standards
  • time to complete accommodation actions from initial request to completion
  • 2022 PSES questions
  • employee feedback
Progress to date

To ensure the department is adequately resourced (both human and financial) to support people with disabilities, AAFC:

  • has established a centralized accommodation fund in April 2023. To date, the fund has supported 59 clients with putting their accommodation solutions in place. The department has invested $67,000
  • has developed an accessible for all program which offers a streamlined procurement solution for common IT items
  • is developing a new streamlined IT process and dedicated resources for accommodation requests. This will provide direct access to IT expertise for adaptive technology and tools
  • a case management system is on the radar as an HR priority because, currently, AAFC does not have statistics available for time to complete accommodation actions from initial request to completion

To support people with disabilities:

  • AAFC is working on an integrated approach to accommodation needs with key stakeholders to ensure consistent processes across all branches and regions:
    • progress has been made with regards to streamlining and reducing barriers and delays by building stronger partnerships and mapping processes with HR, procurement, facilities and IT
    • processes are evergreen and discussions are ongoing as needs evolve
    • more awareness sessions and events have been offered at senior levels with the objective of enhancing manager engagement and knowledge of disability management and accessibility
  • the service standard for AAFC's integrated disability management team for responding to an email and contacting a client for initial consultation has increased from 2 working days in 2022, to 5 working days in 2023. This increase is due to an increase in demand and requests related to return to office and hybrid environment. Triage is in place to address urgent requests without delay
  • AAFC has a Diversity, Equity and Inclusion (DEI) network secretariat who provides support to the Persons with Disabilities Network. Each DEI network receives $5,000 as a starting amount to have funds available for events and activities and to ensure events are accessible. The network has a dedicated executive champion and 2 employee co-chairs supporting network initiatives
Results of our November 2023 accessibility questionnaire
  • of the 37% of people with disabilities who requested an accommodation in the last 2 years:
    • 39% reported that their accommodation has been put in place and meets their requirement
    • 26% reported that their accommodation has been put in place but it does not fully meet their requirement
    • 23% reported that their accommodation has not been put in place
  • the most common issues reported by people with disabilities that prevent accommodation solutions from being put in place are:
    • delays in the delivery, installation or set-up of the required products or services (33%)
    • internal service providers did not fully understand the requirements (21%)
    • delay obtaining supplementary information from a medical doctor or specialist (19%)

2022 PSES results related to workplace accommodation measures:

  • 12% of AAFC persons with disabilities who self-identified in the 2022 PSES reported that accommodation and accessibility issues cause work-related stress. There was no change from the 2020 PSES results.
  • 32% of AAFC persons with disabilities who self-identified in the 2022 PSES reported having requested workplace accommodation measures in the last two years. This is down 6% from 2020.
  • 90% of AAFC persons with disabilities who self-identified in the 2022 PSES reported that the requests for workplace accommodation measures were related to a disability, compared to 39% of AAFC respondents who did not self-identify as having a disability.
  • 76% of AAFC persons with disabilities who self-identified in the 2022 PSES reported having their workplace accommodation measures implemented, and 77% reported being satisfied with what was implemented. These results are down from 2020, where 86% of people with disabilities reporting their workplace accommodation measures were implemented and 80% were satisfied.
Action 5: Fully implement the GC Workplace Accessibility Passport at AAFC
Outcomes
  • Government of Canada Workplace Accessibility Passport fully implemented at AAFC
  • increase promotion of GC Workplace Accessibility Passport to AAFC employees and managers
Target timeline
  • 2025
Measurement
  • Government of Canada Workplace Accessibility Passport usage and training data
  • other employee and manager feedback
Progress to date

Results of our November 2023 accessibility questionnaire:

  • a large majority of all participants (87%) selected the best statement that describes that the Government of Canada Workplace Accessibility Passport is a tool for public service employees and applicants to document the support measures and tools they need to succeed in the workplace
  • 73% (50 of 69) of people with disabilities are familiar with the Government of Canada Workplace Accessibility Passport
  • 15 (30%) respondents currently have a passport in place

Promotion and communications of the Government of Canada Workplace Accessibility Passport at AAFC:

  • the Government of Canada Workplace Accessibility Passport has been promoted through internal communications (news@work) 3 times in 2023. There is a dedicated internal webpage on the passport, and it is included in the Managers' diversity, equity and inclusion toolkit and the Hybrid@AAFC toolkit for managers
  • 4 info sessions on the passport were delivered including to the Persons with Disabilities Network and Human Resources. Information about the passport program was included at various meetings and events throughout the year, including National AccessAbility Week, National Disability Employment Awareness Month and International Persons with Disabilities Day

AAFC as a Government of Canada Workplace Accessibility Passport Adopter Organization support the Office of Public Service Accessibility:

  • AAFC employees from the Persons with Disabilities Network and the Accessibility Office completed the GC Workplace Accessibility Passport facilitator training. This training, offered by the Office of Public Service Accessibility, prepares employees to deliver info sessions to any department, including AAFC
  • AAFC plays a key role in supporting the Office of Public Service Accessibility. This includes membership and representation at the following:
    • monthly adopter passport meetings
    • ADM steering committee for the digital solution, which is co-chaired by the Assistant Deputy Minister of Information Systems Branch
    • inclusion working group, which includes the co-chairs of the Persons with Disabilities Network
    • indexing working group and UX testing, which includes the accessibility office
    • AAFC will be an early adopter of the digital passport (early 2024)

The built environment

Goal

AAFC's goal is to create built environments that are accessible and inclusive for all those who use them. We will work with persons with disabilities to proactively enhance the accessibility of the built environment with an "inclusive by design" and "accessible by default" mindset.

Barriers related to the built environment identified during consultations

  • AAFC is a geographically dispersed department and owns or leases hundreds of buildings across the country; accessibility of both workspaces and public facilities may vary
  • the department's hybrid workplace model, which includes phasing out personal workspaces, may pose challenges to persons with disabilities
  • (new) the implementation of Treasury Board of Canada Secretariat's Direction on prescribed presence in the workplace may pose challenges to persons with disabilities

How will we get there

Action 6: Ensure departmental compliance with Public Services and Procurement Canada's physical accessibility requirements and other standards that apply to federal organizations
Outcomes
  • increased accessibility in new designs and retrofits
  • AAFC is compliant with Government of Canada physical accessibility requirements and standards
Target timeline
  • 2022-23 and ongoing
Measurement
  • facilities management data
  • employee feedback
  • external client feedback
Progress to date

Results of our November 2023 accessibility questionnaire:

  • almost all of AAFC respondents prioritized creating built environments that are accessible and inclusive. With 80% prioritizing this as a top or high priority over the last 2 years
  • more than half of people with disabilities have seen improvements at AAFC in regards to creating built environments that are accessible and inclusive, while only 16% saw no improvements

AAFC is compliant with Government of Canada physical accessibility requirements and standards:

  • AAFC's Workplace Transformation Project (WTP) designs are all accessible by design and are being led by Public Services and Procurement Canada
Action 7: Consult persons with disabilities and other stakeholders during design and retrofit projects
Outcome
  • accessibility is considered in new builds and retrofits
Target timeline
  • ongoing
Measurement
  • engagement and consultation data
Progress to date

Results of our November 2023 accessibility questionnaire:

  • Of the 116 people with disabilities who responded, 23% participated in the consultations of the WTP which is AAFC's design and retrofit project

As part of WTP, persons with disabilities were consulted and considered throughout the process:

  • AAFC sent out functional programming surveys at the beginning of the project to all branch leads and networks including the Persons with Disabilities Network and the Workplace Wellness Programs (which includes accommodation and accessibility considerations as well as other HR functions). This survey gathered information on AAFC's activities, specialized equipment, needs and preferences
  • the Persons with Disabilities Network co-chairs gathered feedback from members and organized a network meeting for people to share their input and questions with the project lead
  • the network was also consulted on the mood boards
  • members of the network were also invited to participate in tours offered at Public Services and Procurement Canada to view previously updated offices where feedback was provided
Action 8: Ensure that the AAFC hybrid work model allows for workspace solutions based on individual employee needs
Outcome
  • employees' physical workplace needs are accommodated
Target timeline
  • 2023-24 and ongoing
Measurement
  • workplace accommodation data
  • employee feedback
  • 2022 PSES Results
Progress to date
  • as part of the WTP, AAFC's accommodation services is working closely with the disability management team to ensure accessibility and accommodation needs are considered in the design and retrofit. This includes identifying individual barriers and needs and ensure customized solutions where standard solutions do not work. This includes but is not limited to assigned workstations, purchase and storage of individual equipment
  • AAFC's integrated disability management team takes an individual approach to accommodating people with disabilities. Each individual request coming in to Disability Management is assigned to an advisor who supports the employee and manager in identifying and implementing the accommodation solutions that best respond to their individual needs. Clients have access to the services of occupational therapists, ergonomists and other specialists at no cost to assist in needs assessments where required. The Government of Canada Workplace Accessibility Passport is encouraged and recognized as documentation of barriers and solutions
  • approximately 200 new clients have sought out disability management services following the direction on prescribed presence in the workplace. Approximately 90 were requests for full-time telework and the balance were related to accommodation needs in a hybrid environment. The complexity of cases has also increased post-pandemic

Results from our November 2023 departmental questionnaire:

  • people with disabilities are still concerned about the department's hybrid workplace model, which includes the phasing out of personal work spaces, with 83% agreeing that this poses challenges to people with disabilities
  • over half of people with disabilities agree that their assigned workplace is accessible for all those who use it, including employees with disabilities
  • many people raised concerns and barriers related to the implementation of Treasury Board of Canada Secretariat's Direction on prescribed presence in the workplace
2022 PSES results
  • 75% of AAFC persons with disabilities who self-identified in the 2022 PSES reported that their physical environment (for example, office, workspace) is suitable for their job requirements. While there was an increase in satisfaction from AAFC respondents self-identifying as a person with disabilities, the gap between the AAFC respondents that did not self-identify as a person with disabilities increased from 4% to 8%

Information and communication technologies (ICT)

Goal

AAFC's goal is to create materials, digital content and communication technologies that are accessible and inclusive for all those who use them allowing everyone to fully participate.

As we become more digital, we will build our capacity and capability to consider accessibility from the start so that information and communication technology products, services and digital content are usable by all, regardless of ability or disability.

Barriers related to information and communication technologies identified during consultations

  • the Treasury Board of Canada Secretariat Standard on Web Accessibility applies to externally facing websites only and does not cover hardware, software and other digital content (including intranet design and content)
  • accessible document standards may not be understood or consistently applied
  • templates and forms are not always available in accessible formats
  • (new) employees need more knowledge on how to create accessible digital content and awareness of importance and impact of ensuring digital content is accessible

How will we get there

Action 9: Ensure accessibility is considered in the design and delivery of virtual and hybrid meetings
Outcomes
  • use of accessibility features to create and share materials, meeting invites and participation in meetings
  • accessibility is considered when designing and preparing for meetings and events, including choosing accessible tools and delivery, and the use of Communication Access Realtime Translation (CART) services and sign language interpretation
Target timeline
  • 2023-24 and ongoing
Measurement
  • implementation and communication of accessibility considerations for meetings and events
  • 2022 PSES results
  • employee feedback
Progress to date

Implementation and communication of accessibility considerations for meetings and events

  • the Microsoft teams environment for virtual and hybrid meetings has all functionality enabled. AAFC has routinely promoted available accessibility features. Employees are encouraged to use various accessibility features in MS teams during virtual meetings including using PowerPoint live, live translated captions, transcriptions and recordings
  • Office 365 was deployed to all employees with a communication focus on the accessibility tester functionality to support making documents accessible
  • boardroom Surface hub devices were installed with accessibility considerations for mounting at a height that employees using mobility aids can access the touch screens
  • large departmental events such as AAFC all-staff meetings and our departmental awards ceremony utilize CART services and second language interpretation. They are also recorded and available upon request. At this time, AAFC does not provide sign language interpreters for all-staff events. This provides an opportunity for improvement
  • the diversity, equity and inclusion (DEI) secretariat holds a contract for CART that is available for network meetings, consultations, and DEI events
  • AAFC has offered 4 skills labs through the idea farm which include a focus on accessibility. (more information can be found in Action 12). A dedicated session to "level up your hybrid meetings with these Microsoft Teams tools." Topics included:
    • how to improve accessibility with transcriptions and emerging simultaneous translation features
    • how to use live captions, transcriptions, automated translation and recordings to bolster inclusivity and streamline note-taking
    • how to create content that is more accessible

2022 PSES results

  • 79% of AAFC persons with disabilities who self-identified in the 2022 PSES reported having the tools, technology and equipment needed to do their job. This is down 2 points from 81% in 2020, while it remained at 87% for AAFC respondents that did not self-identify as a person with disabilities
Action 10: Ensure that departmental templates and forms are accessible and available in alternate formats
Outcomes
  • templates and forms are fully accessible and compliant with Government of Canada accessibility standards
  • alternative formats are available and communicated
Target timeline
  • 2023-24 and ongoing
Measurement
  • user feedback
  • review of templates and forms
Progress to date
  • AAFC has developed a draft guide to support developing accessible PDF forms as both the Standard on Information and Communication Technology (ICT) Accessibility (Phase One) and Standard on Web Accessibility are being updated and reviewed
  • to date 100 forms have been either updated or created to meet this draft guide for accessibility which represents 15% of the current forms in the catalogue
  • employees are encouraged to contact the content owners for alternative formats
  • results from our November 2023 departmental questionnaire found that over half of people with disabilities reported that AAFC templates and forms are not always available in accessible formats
Action 11: Ensure departmental digital content is accessible and in compliance with accessibility standards or guidelines, where applicable
Outcome
  • AAFC internet and intranet content is accessible and in compliance with accessibility standards such as the Web Content Accessibility Guidelines
Target timeline
  • 2022-23 and ongoing (updated as required)
Measurement
  • user feedback
  • review of web content
Progress to date
  • AAFC's digital training material has been redesigned to meet WCAG standards. This includes redeveloping material for the Management Learning and Development Program and Administrative Recruitment and Development Program
  • AAFC's web communications team reviews all new and revised content submitted for web publishing across the department. This ensures compliance with relevant accessibility requirements and standards, and usability best practices, for both the external and internal websites. For example content intended for all departmental staff is published on AgriSource (our intranet), to ensure accessibility can be met, moving away from providing content on AgriDoc or SharePoint

The following statistics are from our review of web content related to WCAG compliance:

  • AAFC web applications
    • 73 applications were assessed, 42 against WCAG 2.1 level AA and 31 against WCAG 2.0 AA
    • 33% of applications received 100% WCAG compliance
    • 55% of applications received scores of 95% WCAG compliance or higher
  • AAFC online (canada.ca)
    • in the last 3 months, 178 pages were assessed with an overall WCAG score of 99.6% compliance
    • 151 of these pages scored 100% WCAG compliance
  • AAFC intranet (AgriSource)
    • in the last 3 months, 400 pages were assessed with an overall WCAG score of 99.5%
    • 331 of these pages scored 100% WCAG compliance with 1 page scoring 92%, which was the lowest score
Action 12: Provide training and information on creating accessible web content and documents, including plain language
Outcome
  • increase awareness and knowledge of accessible considerations when designing and developing digital content, to ensure our digital content is more accessible for everyone
Target timeline
  • ongoing
Measurement
  • training data
  • review of training materials
Progress to date

AAFC has developed tools, supports and resources to support creating accessibility

  • AAFC's web communications team provides ongoing guidance, support and knowledge transfer to clients across the department to ensure AAFC web content complies with WCAG, the canada.ca style guide and plain language guidelines
  • AAFC has created an Accessibility Starter Guide featured on the main page of the Digital Learning Portal. SharePoint training materials are being updated to include this material

AAFC offers and recommends the following training opportunities on accessibility:

  • AAFC's recommended learning curriculum includes courses on accessibility including "Making Documents Accessible" offered by the Canada School of Public Service (more accessibility training content is shared as part of action 14 and action 21)
  • sessions on creating accessible documents and using plain language are included as part of the Administrative Recruitment and Development Program and Administrative Event Series
  • 4 of AAFC's Idea Farm skills labs have included content on accessibility. Examples include "level up your hybrid meetings with these Microsoft Teams tools" and "easy Microsoft 365 tools to make your content more accessible." Topics covered in these and other sessions included:
    • how to use translation features in PowerPoint presentations to allow your audience to read captions in the language you are speaking, or as subtitles in their preferred language
    • how to improve accessibility with transcriptions and emerging simultaneous translation features
    • how to use live captions, transcriptions, automated translation and recordings to bolster inclusivity and streamline note-taking
    • tech options to improve participation like bone conduction earphones
    • how to create content that is more accessible
    • how to format and share documents so your audience can use built-in accessibility features
    • how to use the accessibility checkers so others can easily navigate and extract the information they need
Action 13: Consult with employees on accessibility of information and communication technologies
Outcome
  • identify accessibility opportunities and barriers from the lived experience of persons with disabilities
Target timeline
  • ongoing
Measurement
  • consultation feedback
Progress to date
  • While progress has been made, feedback received indicates that barriers still continue to exist. Based on the feedback, accurate captioning and CART services and accessible meeting materials need to be considered at all meetings. Our November 2023 accessibility questionnaire indicated that:
    • 38% of people with disabilities reported barriers with AAFC hosted meetings and events with 21% of that coming from ones hosted by AAFC
    • 17% were related to AAFC content and documents such as AgriSource content, documents, and forms
    • employees need more knowledge on how to create accessible digital content and awareness of importance and impact of ensuring digital content is accessible
  • AAFC leveraged information received from people with lived experience of disabilities from the National AccessAbility Week activities to provide additional focus on adaptive technology. A digital innovation hub has been created with a sub-objective to improve awareness on adaptive technology. There are several options of solutions on display for employees to test and experiment with. This location also includes a lending library of equipment for employees to try

Communication, other than information and communication technologies

Goal

AAFC's goal is to create communication products that are accessible and inclusive for all those who use them, enabling everyone to fully participate.

We will strengthen disability inclusion and build accessibility awareness and confidence throughout the department to ensure that we are an attractive workplace for persons with disabilities and that bias, ableism, and negative stigmas against persons with disabilities are addressed at all levels. We will also strengthen corporate governance, leadership and accountability with a view to centralize funding and support for persons with disabilities and increase their participation in decision making. Accessible and inclusive internal and external communications will also be a priority.

Barriers related to communication other than information and communication technologies identified during consultations

  • employees and managers may not be aware of the Accessible Canada Act and its requirements
  • there is a need for more alignment about accessibility and related priorities across AAFC governance and consultative bodies
  • there continues to be stigma and/or lack of awareness around, workplace accessibility and disabilities
  • (new) need for more communications about services and programs available to support people with disabilities
  • (new) need for accessibility confident leaders by applying an accessibility mindset in all decisions made, actions taken and communications

How will we get there

Action 14: Raise awareness of workplace accessibility, including the department's duties under the Accessible Canada Act
Outcome
  • regular communications about accessibility, requirements and progress
Target timeline
  • ongoing
Measurement
  • employee communications tools (such as news@work messages)
Progress to date
  • AAFC has offered training and awareness activities on accessibility
  • since October 2021, the Persons with Disabilities Network has done 33 presentations on inclusion of persons with disabilities at AAFC to various groups and levels including most recently at the Directors General Management Committee. The presentation covers many topics related to the lived experience of people with disabilities including terminology, representation, accessibility, accommodation, Government of Canada workplace accessibility passport, and actions everyone can take to help create a welcoming work environment
  • AAFC has offered 4 skills labs through the idea farm which include a focus on accessibility. (more information can be found in Action 12).
  • AAFC's recommended learning curriculum includes courses offered by the Canada School of Public Service on accessibility including:
    • Addressing Disability Inclusion and Barriers to Accessibility
    • Making Documents Accessible
    • Inclusive Hiring Practices for a Diverse Workforce

Employee communications tools

  • awareness of workplace accessibility has been done through employee communications vehicles, namely news@work. Since December 2022, there have been 29 different articles in news@work that reference accessibility. Lockscreens and digital displays have also been used for specific higher profile items/events related to accessibility

The topics of accessibility and supporting people with disabilities have been presented at our senior management committees (Directors General Management Committee and the Departmental Management Committee)

  • Examples include the accessibility plan, recruitment campaign for people with disabilities, National AccessAbility Week activities, and a dedicated persons with disabilities Directors General Management Committee extended meeting where assistant deputy ministers were also invited to participate (see action 15 for more information)

AAFC hosted 3 internal National AccessAbility Week events in 2023

  • a weeklong adaptive technology showcase at 4 sites across Canada which included various adaptive technology and accessibility tools. Support staff were also onsite help answer questions about the tools, the GC Workplace Accessibility Passport, accommodations and ergonomics
  • live virtual AccessAbility roundtable and discussion which introduced key accessibility initiatives happening at AAFC. Topics included the AAFC Accessibility Plan, the Accessibility office, technology options, ergonomics, accessible documents, Persons with Disabilities Network and more
  • Deputy Minister event to present the adaptive technology showcase, followed by a discussion on accessibility at AAFC. The co-chairs of the Persons with Disabilities Network traveled into Ottawa to attend this event in person. While in town, the co-chairs also met with other AAFC senior officials to talk about accessibility and barriers facing people with disabilities

To mark the International Day for Persons with Disabilities (IDPD) 2023, AAFC will host a conversation on the topic of inclusive workplaces in collaboration with the Office of Public Service Accessibility

  • planning is underway for AAFC's December 4 IDPD event. AAFC will host a conversation on the topic of inclusive workplaces in collaboration with the Office of Public Service Accessibility. Topics of discussion will include workplace accommodations and the duty to accommodate, the GC Workplace Accessibility Passport and the importance of culture change when building workplaces that are inclusive and welcoming to employees with disabilities
Action 15: Strengthen AAFC accessibility governance and consultation structures
Outcome
  • improve AAFC-wide collaboration, engagement, integration and alignment of accessibility, wellness, diversity, equity and inclusion priorities and activities
Target timeline
  • 2023-24 and ongoing
Measurement
  • governance committee participation and records of decision
  • consultation participation data and feedback
  • (new) consideration for accessibility confident leaders
Progress to date

The department holds various governance and collaboration committees:

  • monthly diversity equity and inclusion (DEI) branch collaboration committee meetings to improved collaboration across branches on DEI activities
  • monthly network collaboration meetings to discuss priorities and activities with networks, and other stakeholders
  • biannual DEI stakeholder meetings to consult and collaborate on DEI matters with networks and unions
  • the departmental assistant deputy minister DEI co-champions meet quarterly with the Persons with Disabilities Network co-chairs to support advancing network priorities
  • major accessibility, wellness and DEI projects, plans and initiatives are presented through Directors General Management Committee and the Departmental Management Committee formal departmental approval mechanism. In addition, on November 23, there was a dedicated persons with disabilities Directors General Management Committee extended meeting where assistant deputy ministers were also invited to participate. Agenda items included:
    • an update on the recruitment campaign focusing on hiring people with disabilities
    • a presentation from the Infinity network for neurodivergent public servants
    • the persons with disabilities network presenting on the inclusion of persons with disabilities at AAFC
    • a departmental presentation on enhancing inclusivity in the workplace: improvements to accommodation process and activities at AAFC

Other departmental opportunities for collaboration with people with disabilities:

  • teams across the department are encouraged to work collaboratively with the DEI network co-chairs and/or membership, to ensure employment equity and equity-seeking groups voices are being heard. This includes presenting projects and initiatives in early stages to get feedback from the DEI Networks
  • as part of WPT, persons with disabilities were consulted and considered throughout the process (see action 7 for more information)

The procurement of goods, services and facilities

Goal

AAFC's goal is to create procurement processes that are accessible and inclusive, allowing everyone to fully participate.

We will implement and leverage procurement principles, rules, and practices with a view to advancing accessibility objectives, including speeding up approvals of assistive equipment.

Barriers related to the procurement of goods, services and facilities identified during consultations

  • (amended) procurement processes may not include accessibility considerations (including diversity of providers)
  • employees with delegated contracting authority may not be aware of the accessible procurement requirements under the act
  • (amended) there can be delays or in acquiring assistive tools, services and supports (partially resolved with establishing centralized fund but need for more communications has been raised)

How will we get there

Action 16: Include accessibility considerations in procurement processes, from planning to decision
Outcomes
  • all requests adequately consider accessibility and address where needed
  • employees with delegated contracting authority are aware of requirements and how to apply them
  • justification is provided where accessibility considerations are determined to not be required
Target timeline
  • ongoing
Measurement
  • procurement data
  • training data
  • web usage data
Progress to date
  • in September 2023, AAFC updated its previous authority request form to a procurement request form for goods and services. This new form includes an accessibility section with information on the Accessible Canada Act and accessibility criteria for the procurement request. Required justification for not considering accessibility. Consideration for diversity of suppliers is also included
  • communication about this new process and support documents were also shared departmentally
Action 17: Include accessibility criteria when specifying requirements for goods, services and facilities and ensure that deliverables incorporate accessibility features, where appropriate
Outcome
  • AAFC's procurement processes comply with the Accessible Canada Act
Target timeline
  • ongoing
Measurement
  • procurement data
Progress to date
  • AAFC is considering accessibility in procurement following Public Services and Procurement Canada guidelines
  • AAFC is also consulting with the Procurement team at Shared Services Canada to help support including accessibility features, in projects, such as the procurement of departmental printers
Action 18: Prioritize employee accommodation needs, including those identified through Accessibility, Accommodation and Adaptive Computer Technology (AAACT) requests and Accessibility Passport discussions
Outcomes
  • requests for IT accommodation requirements are addressed on a priority basis
  • managers understand and action employee accommodation needs as a priority
  • procurement of accommodation requirements are addressed on a priority basis
Target timeline
  • ongoing
Measurement
  • service standards
  • accessibility passport usage data
  • central accommodation fund usage data
  • AAACT usage data
  • other procurement data
Progress to date
  • results of our November 2023 accessibility questionnaire indicated that 15 respondents currently have a passport in place (see action 5 for more information)
  • currently there are 34 AAFC employees on the departmental service level agreement with AAACT. In 2023, 9 new employees were added to the agreement and 14 info sessions were held for AAFC employees. Note that this doesn't include the ongoing support, access to the lending library and training services current employees are receiving
  • AAFC recognizes that one of barriers employees face is related to lack of internal expertise to support acquiring assistive tools, services and supports. AAFC is developing resources to help support AAACT requests as well as other supports to help address this new barrier including the accessible for all program (see action 4 for more information)
  • a centralized accommodation fund was established in April 2023 to help decrease barriers related to procurement and finances. To date the fund has invested $67,000 by supporting 59 employees with putting their accommodation solutions in place. This fund supports the purchase of adaptive technology, with 13 items purchased to date
  • for all learning events, messaging includes how someone can request an accommodation including contact information

The design and delivery of programs and services

Goal

AAFC's goal is to design and deliver programs and services that are accessible and inclusive, allowing everyone to fully participate. Feedback, continuous learning and improvement will be central elements of our approach.

Barriers related to the design and delivery of programs and services identified during consultations

  • persons with disabilities may be impacted, intentionally or not, by policies, program and services that do not consider their barriers and needs during development and/or implementation
  • accessibility is not always considered in the program development process

How will we get there

Action 19: Consult with and consider needs of persons with disabilities when developing new internal and external policies, programs and services
Outcome
  • new policies, programs and services consider diverse needs and circumstances
Target timeline
  • ongoing
Measurement
  • program review
Progress to date

Various initiatives included the consultation of persons with disabilities network including:

  • departmental mental health strategy
  • AAFC's manager's guide to disability management
  • design and parameters of enhanced centralized accommodation fund
  • AAFC's recruitment campaign focusing on persons with disabilities including input on messaging and materials and providing testimonials about working at AAFC
  • hybrid work
  • the consultations of the building renovations (Workplace Transformation Project) (see action 7 for more information)
  • refresh of AAFC's employee communications program

Note that some of these were done through the monthly DEI Network collaboration meetings where the persons with disabilities network is regularly consulted on policies, and program development and updates

Accessibility has been considered in the following initiatives:

  • learning and development: all learning material is developed with accessibility in mind and WCAG standards are followed in the digital development
  • the new procurement request form includes an accessibility section with information on the Accessible Canada Act and accessibility criteria for the procurement request
  • procurement of departmental printer contract
Action 20: Review existing internal and external policies, programs, services through an accessibility lens
Outcome
  • existing policies, programs and services consider diverse needs and circumstances and are amended as required
Target timeline
  • ongoing
Measurement
  • program review
Progress to date

Programs throughout the department are working to ensure accessibility is considered

  • teams across the department are encouraged to work collaboratively with the DEI network co-chairs and/or membership, to ensure employment equity and equity-seeking groups voices are being heard. This includes presenting projects and initiatives in early stages to get feedback from the DEI Networks including the persons with disabilities network
  • the IT policy on standard equipment builds on the accessibility for all initiative to reduce the time and effort to obtain accessible technology
  • over the past 2 years AAFC has reviewed every learning and development course and module to make sure that the content meets accessibility standards. As part of our instructional design, accessibility is at the forefront of our development
  • the persons with disabilities network was consulted on changes to the Employee and Family Assistance Program to ensure specific needs and concerns of the community were taken into consideration and addressed
  • AgriSource (AAFC's intranet) changes were made to ensure the proper information is available and more accessible
  • accessibility was considered in the design and development of the job safety database (in Occupational Health and Safety) to allow for a more accessible option to be identified or developed
Action 21: Promote accessibility training and resources to those involved in design and development of policies, programs and services
Outcome
  • awareness of and compliance with accessibility requirements and standards
Target timeline
  • ongoing
Measurement
  • training data
Progress to date

The Department has promoted targeted accessibility training and resources

  • AAFC has offered 7 skills labs through the idea farm in 2023, with 4 of those including the topic of accessibility (see action 9 and action 12 for more information)
  • sessions on creating accessible documents and using plain language are included as part of the Administrative Recruitment and Development Program and Administrative Event Series (see action 12 for more information)
  • disability management and accommodation for managers is included as a module in AAFC's Management Learning and Development Program
  • AAFC promotes courses offered by the Canada School of Public Service focusing on accessibility to all employees (see action 14 for more information)
  • AAFC's web communications team provides ongoing guidance and support to ensure AAFC web content is accessible to the standards (WCAG, Canadian style guide, and plain language guidelines) (see action 12 for more information)
  • AAFC's SharePoint training for employees who will be responsible for creating SharePoint pages will include reference to the accessibility starter guide. This guide is also featured on the main page of AAFC's digital learning portal (see action 12 for more information)
  • the Persons with Disabilities Network offers Inclusion of persons with disabilities at AAFC presentation to help raise awareness of the lived experience of people with disabilities which has been presented to senior management (see action 14 for more information)
  • While AAACT training sessions have been promoted at AAFC, additional communications and awareness could be provided to subject matter experts, specifically those in HR, procurement and IT to participate in these sessions
Action 22: Deliver programs that support the participation of persons with disabilities and other equity and equity-seeking groups in the Canadian agriculture sector (for example, AgriDiversity)
Outcome
  • diverse sector representation and participation
Target timeline
  • ongoing
Measurement
  • program usage data
Progress to date
  • Food Policy for Canada included surveying various stakeholders including persons with disabilities. This includes proposed initiatives that will also place emphasis on participation of under-represented groups, including official language minority communities, reflecting the various GBA+ intersectional identity factors (for example, age, disability, geography, language, culture, income and socioeconomic status, education, sexual orientation, race, ethnicity, Indigenous identity and religion)
  • AAFC continues to administer the AgriDiversity Program, a five-year, up to $5-million initiative, to help under-represented groups in Canadian agriculture (youth, women, Indigenous Peoples, and Persons with Disabilities) to fully participate in the sector by helping these groups address the key issues and barriers they often face for sector participation. The program aims to: build the entrepreneurial capacity and business skills of under-represented groups; facilitate the sharing of industry experience, best practices and knowledge; and enable participation of a more diverse set of industry players. The program is open to not-for-profit organizations including associations in Canada, Indigenous organizations and Official Language Minority communities.
  • Diversity and Inclusion under the Sustainable Agricultural Partnership (Sustainable CAP). Formerly referred to as the Next Policy Framework, Sustainable CAP is a five-year (2023 to 2028) investment by federal, provincial and territorial governments to strengthen and grow Canada's agriculture and agri-food sector. As part of its development, AAFC worked with provinces and territories on ways to integrate diversity and inclusion considerations across all programming. This includes establishing principles for the framework to address barriers to participation in programming and consider the unique and diverse needs of underrepresented and marginalized groups

Transportation

Goal

AAFC's goal is to offer transportation that is accessible and inclusive for individuals to accomplish their work over the course of their duties, allowing everyone to fully participate.

Barriers related to transportation identified during consultations

No barriers related to transportation were identified during consultations of the accessibility plan. However, as we have a role to proactively prevent any barriers, we would like to consider the following potential barrier:

  • persons with disabilities may be impacted, intentionally or not, by policies, programs and services that do not consider their barriers and needs during development and/or implementation

Update from 2023 consultations with people with disabilities as part of this progress report:

  • input was mixed:
    • some reported that their locations were already accessible
    • others reported barriers outside of the scope (not related to accessibility, accommodation or our department)
  • when asked to share a specific example of transportation that AAFC should address in regards to delivering transportation that is accessible and inclusive
    • half of respondents said no, or no improvements because it is already accessible
    • considerations for supporting people with disabilities who travel, especially those with mobility aids including service dogs, for example flying on travel status, or needing to take a taxi to a meeting during the course of your duties

How will we get there

Action 23: Consult with and consider needs of persons with disabilities in the area of transportation
Outcome
  • new and existing policies, programs and services consider diverse needs and circumstances including considerations for employees on travel status, or who need to travel as part of their official duties
Target timeline
  • ongoing
Measurement
  • program review
Progress to date
  • this action and area were added in December 2023; no update on progress is available at this time

Looking ahead

As we take stock of the progress made over the last year, we recognize that there is a need to continue the work to put our accessibility plan in place. As we move into the last year of this current accessibility plan, we will continue to:

  • consider the feedback that we receive through our feedback process
  • track our progress by recording how we have — or plan to — remove or prevent the barriers that are identified in this plan, and any additional ones that might be identified
  • report on this progress

As we have done to develop this progress report and the accessibility plan, we will consult people with disabilities to help us prepare our next progress report.

Annex A: AAFC's accessibility plan questionnaire

Introduction: AAFC Accessibility Consultation

In December 2022, AAFC published its first Interim Accessibility Plan. The goal of our first 3-year accessibility plan is to identify barriers, through consultation with persons with disabilities, and prevent and remove such barriers in each of the 7 priority areas of the Accessible Canada Act.

Your voluntary and anonymous participation in this consultation will help the Accessibility Office measure its progress and the feedback we received will contribute to AAFC's upcoming Progress Report against the Accessibility Plan.

If you would like more information about this consultation process, should you encounter a technical difficulty or you do not have electronic access and would like a printed copy, please contact: aafc.por.rop@agr.gc.ca.

Privacy statement

Consultation activities are defined as a process where the Government of Canada invites organizations and/or individuals to provide their views on a variety of topics—to help develop better, more informed and more effective policies, programs and services.

Activities include, but are not limited to:

  • in-person meetings or events (roundtable meetings or meetings with stakeholders, town halls, public meetings, forums, workshops, advisory committees)
  • online consultations (surveys, discussion forums, social media)
  • oral or written submissions (telephone, email, fax or mail)

Participation in all Agriculture and Agri-Food Canada (AAFC) consultation activities is voluntary. Acceptance or refusal to participate will in no way affect your relationships with the Government of Canada and will never result in an administrative decision being made about you.

Your responses may be used by AAFC or other levels of government for policy analysis, research, program operations and/or communications

Your personal information is collected under the authority of the Section 4 of the Department of Agriculture and Agri-Food Act and is protected under, the Privacy Act and other applicable laws of Canada.

Information about equity seeking groups you belong too is collected under the authority of The Canadian Gender Budgeting Act; Accessible Canada Act; and the Canadian Human Rights Act.

Information provided to Agriculture and Agri-Food Canada through surveys and consultation activities should not include any identifying personal information about you or anyone else—other than your name, organization and contact information. If personal information is provided, we will remove it prior to including the individual's responses in the data analysis, unless otherwise noted.

The Privacy Act gives you the right to access your personal information held by AAFC and to request changes to incorrect personal information. To exercise your rights, contact the AAFC Access to Information and Privacy Coordinator at aafc.atip-aiprp.aac@agr.gc.ca and referencing standard personal information bank, Public Communications PSU 914 and Surveys AAFC PPU 193.

If you have concerns with how your information has been handled, you are entitled to file a complaint with the Office of the Privacy Commissioner. To file a complaint, you can contact the Office of the Privacy Commissioner office on-line.

I have read and understood the privacy statement

Yes

I do not wish to proceed with the survey

General knowledge and awareness

To begin this consultation process, AAFC's Accessibility Office aims to assess as well as improve participants knowledge and understanding in several core areas of accessibility.

  • Accessible Canada Act/Accessible Canada Regulations
  • Meaning of accessibility according to the Accessible Canada Act
  • Principles of the Accessible Canada Act
  • Accessibility barriers
  • Government of Canada Workplace Accessibility Passport

GK1. Which of the following statements best describes the Accessible Canada Act or the Accessible Canada Regulations?

  1. The Accessible Canada Regulations establish the seven key priority areas federal organizations, like Agriculture and Agri-Food Canada, must identify, address and remove barriers from.
  2. The Accessible Canada Act is a federal law that aims to find, remove, and prevent barriers facing people with disabilities.
  3. The Accessible Canada Act applies to all business in Canada.
  4. The goal of the Accessible Canada Act is to benefit all persons through creating a Canada without barriers by 2030.

[GK1=A] That is incorrect. The Accessible Canada Regulations establishes how and when federal organizations, like Agriculture and Agri-Food Canada, have to publish accessibility plans, feedback processes and progress reports.

[GK1=B] That is correct! The Accessible Canada Act is a federal law that aims to find, remove, and prevent barriers facing people with disabilities.

[GK1=C] That is incorrect. The Accessible Canada Act is a federal law and applies to federally regulated entities such as AAFC, and anyone who interacts with our organization, including the public.

[GK1=D] That is incorrect. The goal of the Accessible Canada Act is to benefit all persons, especially persons with disabilities, through creating a Canada without barriers by 2040.

GK2. Which of the following statements best describes the meaning of accessibility according to the Accessible Canada Act?

  1. Accessibility is the personalized adaptation of a workplace to overcome the barriers faced by persons with disabilities.
  2. Accessibility refers to a place that is easily reached, an environment that is easily navigated or a program or service that can easily be obtained.
  3. Accessibility is anything that prevents persons with disabilities from fully and equally participating in society.

[GK2=A] That is incorrect. This is the definition of accommodation.

[GK2=B] That is correct! Accessible refers to a place that is easily reached, an environment that is easily navigated or a program or service that can easily be obtained.

[GK2=C] That is incorrect. This is the definition of a barrier.

GK3. Which of the following is/are principle(s) of the Accessible Canada Act?

  1. Dignity
  2. Participation with or without barriers
  3. Meaningful options
  4. Equal opportunities

[GK3=A, OR B OR C] That is partially correct.

  • Dignity is a principle of the Accessible Canada Act: all persons must be treated with dignity regardless of their disabilities.
  • Equal opportunities is a principle of the Accessible Canada Act: all persons must have the same opportunity to make for themselves the lives that they are able and wish to have regardless of their disabilities.
  • Meaningful options is a principle of the Accessible Canada Act: all persons must have meaningful options and be free to make their own choices, with support if they desire, regardless of their disabilities.

[GK3=B] That is incorrect. This is not a principle of the Accessible Canada Act. The principle is barrier-free access, where everyone must have barrier-free access to full and equal participation in society.

[GK3=A,C, AND D] That is correct!

  • Dignity is a principle of the Accessible Canada Act: all persons must be treated with dignity regardless of their disabilities.
  • Equal opportunities is a principle of the Accessible Canada Act: all persons must have the same opportunity to make for themselves the lives that they are able and wish to have regardless of their disabilities.
  • Meaningful options is a principle of the Accessible Canada Act: all persons must have meaningful options and be free to make their own choices, with support if they desire, regardless of their disabilities.

[GK3=A,B, C, AND D] That is partially correct.

  • Dignity is a principle of the Accessible Canada Act: all persons must be treated with dignity regardless of their disabilities.
  • Equal opportunities is a principle of the Accessible Canada Act: all persons must have the same opportunity to make for themselves the lives that they are able and wish to have regardless of their disabilities.
  • Meaningful options is a principle of the Accessible Canada Act: all persons must have meaningful options and be free to make their own choices, with support if they desire, regardless of their disabilities.

GK4. Which of the following scenarios is not a barrier of accessibility?

  1. A screen reader user who is provided a computer that does not have the assistive technology needed
  2. Videos and virtual meetings that do not have captions
  3. Job postings that are not formatted for assistive technologies like screen readers
  4. Buildings that do not have ramps or elevators
  5. Complex or technical language that is hard to understand

[GK4=A] That is correct! This is not an example of a barrier because adaptive technology is considered an individual adjustment or accommodation.

[GK4 ≠A] That is incorrect. This is a barrier. A screen reader user who is provided a computer that does not have the assistive technology needed is not an example of a barrier because adaptive technology is considered an individual adjustment or accommodation.

GK5. Which of the following statements describes the Government of Canada Workplace Accessibility Passport?

  1. The Government of Canada Workplace Accessibility Passport is a tool for public service employees and applicants to document the support measures and tools they need to succeed in the workplace.
  2. The Government of Canada Workplace Accessibility Passport documents the employees accommodation solutions that the manager must approve.
  3. The Government of Canada Workplace Accessibility Passport is mandatory for all employees.

[GK5=A] That is correct! The Government of Canada Workplace Accessibility Passport is a tool for public service employees and applicants to document the support measures and tools they need to succeed in the workplace

[GK5=B] That is incorrect. The Government of Canada Workplace Accessibility Passport records an agreement between an employee and their manager about barriers in the workplace and the solutions that will be implemented to address these barriers.

[GK5=C] That is incorrect. The Government of Canada Workplace Accessibility Passport is voluntary for persons with disabilities to use to document the barriers and solutions and is owned by the employee

Definition of a disability

The Accessible Canada Act defines disability as any impairments or functional limitations that, when combined with barriers, prevent people from fully and equally participating in society. Disabilities can be visible or invisible. Disabilities can be temporary or permanent. They can also be episodic, which means they change over time. People can be born with disabilities or develop disabilities when they get sick or injured.

Examples of disabilities can include:

  • seeing disabilities affect vision, including total blindness, partial sight and visual distortion.
  • hearing disabilities affect ability to hear, including being hard of hearing, deafness or acoustic distortion.
  • mobility issues affect ability to move your body, including the required use of a wheelchair or a cane, or other issues impacting your mobility. Issues with flexibility or dexterity affects ability to move joints or perform motor tasks, especially with your hands. Temporary conditions such as a broken leg or hip.
  • mental health issues affect psychology or behaviour, such as anxiety, depression or social/compulsive disorder or phobia or psychiatric illness.
  • sensory/environmental disabilities affect sensitivity to light, sounds or other distractions, as well as allergens and other environmental sensitivities.
  • cognitive disabilities affect ability to carry out tasks involving executive functioning, such as planning and organization, learning information, communication and memory, including autism or Asperger's syndrome, attention deficit disorder, and learning disabilities.
  • intellectual disabilities affect your ability to learn and to adapt behaviour to different situations.
  • chronic health conditions or pain affect ability to function on a regular or episodic basis due to migraines, Crohn's disease, colitis, and other disabilities or health conditions.

D1. After reading the Accessible Canada Act definition of a disability, do you believe that you currently have a disability?

  • Yes
  • No
  • Don't know
  • Prefer not to answer

Definition of intersectionality

Everyone is different — for each of us, multiple and diverse factors define our identity (for example, sex, gender, age, ethnicity, class, religion, sexual orientation, geography, ability).

Intersectionality refers to how countless factors can intersect with disability to alter how someone experiences that disability. AAFC recognizes that multiple forms of inequality or disadvantage sometimes compound themselves and create unique barriers for certain groups of people.

We will benefit from the participation of your diverse perspectives, including those of Indigenous Persons, older adults, women, Black Canadians, people from other racialized communities, newcomers to Canada, LGBTQ2+ persons, residents of rural or remote communities, members of official language minority communities, and many other persons with disabilities.

D2. After reading the definition of intersectionality, do you believe you bring a diverse intersectional perspective to your participation in this questionnaire?

  • Yes
  • No
  • Don't know
  • Prefer not to answer

Goals, barriers, and solutions

In order to customize your consultation experience, using the below list, please select which of the Accessible Canada Act's 7 priority areas you'd like to consult on.

Feel free to select just 1 priority area or all 7, depending on your area(s) of interest.

  1. Employment: Creating a workplace that allows everyone to be at their best and fully participate throughout their career.
  2. The built environment: Creating built environments that are accessible and inclusive for all those who use them.
  3. Information and communication technologies (ICT): Creating materials, digital content and communication technologies that are accessible and inclusive for all those who use them.
  4. Communication other than ICT: Communication that is accessible and inclusive for all.
  5. The procurement of goods, services and facilities: Creating procurement processes that are accessible and inclusive.
  6. The design and delivery of programs and services: Designing and delivering programs and services that are accessible and inclusive.
  7. Transportation: Offering transportation that is accessible and inclusive for individuals to accomplish their work and duties.

Employment

Our goal is to create a workplace that allows everyone to be at their best and fully participate throughout their career from recruitment, onboarding, career development, promotion, and departure. We will also aim to improve conditions for success by providing persons with disabilities timely access to workplace accommodation solutions.

E1. To what extent should AAFC prioritize creating a fully accessible recruitment, onboarding, career development, promotion, and departure experience for employees?

  • Top priority
  • High priority
  • Moderate Priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

E2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to creating accessible recruitment, onboarding, career development, promotion, and departure experience for employees?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

E3. Please state to what extent you agree or disagree with the following statements.

  1. Persons with disabilities have difficulty obtaining workplace accommodation solutions.
  2. Persons with disabilities are unaware of workplace accommodation solution options.
  3. Persons with disabilities are under-represented across AAFC occupational groups.
  4. Persons with disabilities do not have equal opportunities for career development.
  5. Persons with disabilities are under-represented across AAFC occupational levels.
  6. Workplace accommodation processes can be confusing.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

Based on the Accessible Canada Act, accessibility refers to a place that is easily reached, an environment that is easily navigated or a program or service that can easily be obtained. An accessibility barrier is anything that prevents a person with disabilities from fully and equally participating in society.

[If D1=yes] E4. Have you encountered any accessibility barriers in the workplace in the last 2 years?

  • Yes [Show E5]
  • No
  • Don't know/Prefer not to say

E5. We're sorry to hear that you've encountered an accessibility barrier in the workplace in the last 2 years. Using the list below, please select in which area(s) you've experienced this accessibility barrier. Please select all that apply.

  • Accommodation solutions
  • Core duties/functions of my job
  • AAFC development opportunity (language training, professional training, etc.)
  • AAFC hosted meeting or event
  • Externally hosted meeting, event or development opportunity (at another department, Canadian School of Public Service, etc.)
  • AAFC content and documents (AgriSource content, documents, forms, etc)
  • Staffing processes [Show E6]
  • Other, please specify:
  • Prefer not to say

E6. For which of the following activities related to the staffing process did you request an accommodation? Please select all that apply.

  • Disability-related adaptations with respect to official language testing
  • Written assessment
  • Interview
  • Job application
  • Other, please specify:
  • Prefer not to say

[IF D1=YES] E7. Have you requested an accommodation (duty to accommodate) in the last 2 years?

  • Yes [Show E8]
  • No
  • Don't know/Prefer not to say

E8. To whom did you make your accommodation request? Please select all that apply.

  • IT Centre TI / helpdesk or kiosk
  • Procurement
  • Ombuds or Informal Conflict Management Services
  • Human Resources Advisor (staffing, learning and development, official languages, other)
  • Integrated Disability Management
  • Colleagues / administrative professional
  • Senior Management
  • Persons with Disabilities Network
  • Accessibility, Accommodation and Adaptive Computer Technology Program (AAACT)
  • Occupational Health and Safety
  • Facilities (real property, Integrated Service Manager)
  • My direct supervisor/manager
  • Other, please specify:
  • Prefer not to say

[If D1=yes] E9. Which of the following statements best describes the status of your latest request for accommodation?

  • My accommodation has not been put in place.
  • My accommodation has been put in place but it does not fully meet my requirement.
  • My accommodation has been put in place and meets my requirement.
  • Don't know
  • Prefer not to say

[If D1=yes] E10. To what extent are you aware of the Government of Canada Workplace Accessibility Passport?

  • Very aware
  • Aware
  • Somewhat aware
  • Not at all aware
  • Don't know/Prefer not to say

[If E10>D] E11. Do you currently have a Government of Canada Workplace Accessibility Passport?

  • Yes
  • No
  • Don't know/Prefer not to say

[If D1=yes] E12. In your opinion, what do you see as the most common issue(s) that prevent accommodation solutions being put in place? [randomize] [checkbox]

Please select all that apply.

  • The internal service provider (for example, HR, IT, Occupational Safety and Health, Facilities Management) did not fully understand my requirements
  • There were delays in the delivery, installation or set-up of the required products or services
  • The approved accommodation was not compatible with existing computer systems, software, equipment or standards
  • There were challenges obtaining and/or implementing the approved accommodation in my official language of choice
  • There was a delay receiving the training needed to effectively use the accommodation
  • There was a delay obtaining supplementary information from a medical doctor or specialist
  • Other, please specify:
  • Don't know/Prefer not to say

E13. Please share an example of where AAFC has done a good job supporting persons with disabilities in the area of recruitment, onboarding, career development, promotion or timely access to workplace accommodation solutions.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

E14. Please share an example of where AAFC can improve support for persons with disabilities in the area of recruitment/onboarding, career development, promotion or timely access to workplace accommodation solutions.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

The built environment

Our goal is to create built environments that are accessible and inclusive for all those who use them. We will work with persons with disabilities to proactively enhance the accessibility of the built environment with an "inclusive by design" and "accessible by default" mindset.

BE1. To what extent should AAFC prioritize creating built environments that are accessible and inclusive?

  • Top priority
  • High priority
  • Moderate Priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

BE2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to creating built environments that are accessible and inclusive?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

BE3. Please state to what extent you agree or disagree with the following statements.

  1. The department's hybrid workplace model, which includes the phasing out of personal work spaces, poses challenges to persons with disabilities.
  2. My assigned workplace is accessible for all those who use it, including employees with disabilities.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

[If D1=yes] BE4. AAFC committed to consulting persons with disabilities and other stakeholders during design and retrofit projects. Did you participate in the Workplace Transformation Project consultation?

  • Yes [show BE5]
  • No
  • Don't know/Prefer not to say

BE5. How useful did you find the Workplace Transformation Project consultation?

  • Very useful
  • Useful
  • Somewhat useful
  • Not at all useful
  • Don't know/Prefer not to say

BE6. Please share an example of where AAFC has done a good job of designing built environment elements that support persons with disabilities.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

BE7. Please share an example of where AAFC can improve the design of built environment elements to support persons with disabilities.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

Information and communication technologies (ICT)

Our goal is to create materials, digital content and communication technologies that are accessible and inclusive for all those who use them allowing everyone to fully participate.

As we become more digital, we will build our capacity and capability to consider accessibility from the start so that information and communication technology products, services and digital content are usable by all, regardless of ability or disability.

ICT1. To what extent should AAFC prioritize creating materials, digital content and communication technologies that are accessible and inclusive?

  • Top priority
  • High priority
  • Moderate priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

ICT2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to creating create materials, digital content and communication technologies that are accessible and inclusive?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

ICT3. Please state to what extent you agree or disagree with the following statements.

  1. Accessible document standards are not understood or consistently applied to AAFC.
  2. AAFC ensures internal facing websites meet the standards on web accessibility.
  3. AAFC ensures external facing websites meet the standards on web accessibility.
  4. AAFC templates and forms are not always available in accessible formats.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

[If D1=yes] ICT4. From your personal experience, how could digital communications be improved in order to be fully accessible at AAFC?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

ICT5. Can you share any examples of digital communication tools/best practices that could be adopted at AAFC in order to improve accessibility?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

Communication other than ICT

Our goal is to create communication products that are accessible and inclusive for all those who use them allowing everyone to fully participate.

We will strengthen disability inclusion and build accessibility awareness and confidence throughout the Department to ensure that we are an attractive workplace for persons with disabilities and that bias, ableism, and negative stigmas against persons with disabilities are addressed at all levels.

We will also strengthen corporate governance, leadership and accountability with a view to centralize funding and support for persons with disabilities and increase their participation in decision making. Accessible and inclusive internal and external communications will also be a priority.

OICT1. To what extent should AAFC prioritize strengthening our culture at all levels towards building accessibility awareness with the goal of full participation throughout the Department?

  • Top priority
  • High priority
  • Moderate priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

OICT2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to building accessibility awareness and strengthening disability inclusion throughout the Department?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

OICT3. Please state to what extent you agree or disagree with the following statements.

  1. Generally speaking senior management is not aware of the Accessible Canada Act and its requirements.
  2. Generally speaking managers are not aware of the Accessible Canada Act and its requirements.
  3. Generally speaking employees are not aware of the Accessible Canada Act and its requirements.
  4. There is a need for more leadership and accountability for accessibility considerations at all levels in order to remove barriers and increase accessibility at AAFC.
  5. There is a need for more alignment about accessibility and related priorities across AAFC governance and consultative bodies.
  6. There continues to be stigma and/or lack of awareness around, workplace accessibility and disabilities.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

[If D1=yes] OICT4. From your personal experience, how could team meetings and/or AAFC departmental events be improved in order to improve accessibility at AAFC?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

OICT5. Can you describe a time when you witnessed a good example at AAFC of an effort to combat stigma and/or lack of awareness around, workplace accessibility and disabilities.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

OICT6. Can you describe a time when AAFC could have improved efforts to combat stigma and/or awareness around, workplace accessibility and disabilities.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

The procurement of goods, services, and facilities

Our goal is to create procurement processes that are accessible and inclusive, allowing everyone to fully participate.

We will implement and leverage procurement principles, rules, and practices with a view to advancing accessibility objectives, including speeding up approvals of assistive equipment.

PRO1. To what extent should AAFC prioritize creating procurement processes that are accessible and inclusive?

  • Top priority
  • High priority
  • Moderate priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

PRO2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to creating procurement processes that are accessible and inclusive?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

PRO3. Please state to what extent you agree or disagree with the following statements.

  1. Employees with delegated contracting authority are not aware of the accessible procurement requirements under the Act.
  2. At AAFC procurement processes don't always include accessibility considerations.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

PRO4. Can you describe a time when a you experienced a good example of AAFC's procurement processes in regards to accessibility and inclusiveness?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

PRO5. Can you describe a time when AAFC could have improved procurement processes in regards to accessibility and inclusiveness?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

The design and delivery of programs and services

Our goal is to design and deliver programs and services that are accessible and inclusive, allowing everyone to fully participate. Feedback, continuous learning and improvement will be central elements of our approach.

DD1. To what extent should AAFC prioritize designing and delivering programs and services that are accessible and inclusive?

  • Top priority
  • High priority
  • Moderate priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

DD2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to designing and delivering programs and services that are accessible and inclusive?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

DD3. Please state to what extent you agree or disagree with the following statements.

  1. I'm aware of a specific instance where AAFC consulted with persons with disabilities when developing new internal and external policies.
  2. I'm aware of a specific instance where AAFC consulted with persons with disabilities when developing new internal and external programs.
  3. Accessibility is not always considered in the program development process.
  • Strongly agree
  • Agree
  • Neither agree nor disagree
  • Disagree
  • Strongly disagree
  • Don't know/Prefer not to answer

DD4. Can you share an example of AAFC's consulting with persons with disabilities when developing new internal and external programs or policies?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

Transportation

Our goal is to offer transportation that is accessible and inclusive for individuals to accomplish their work over the course of their duties, allowing everyone to fully participate. We recognize the department's role in creating accessible considerations in the policies, programs and services related to the area of transportation.

T1. To what extent should AAFC prioritize delivering transportation that is accessible and inclusive?

  • Top priority
  • High priority
  • Moderate priority
  • Low priority
  • Not a priority
  • Don't know/Prefer not to say

T2. Over the last 2 years, to what extent have you seen improvements at AAFC in regards to delivering transportation that is accessible and inclusive?

  • Significant improvements
  • Moderate improvements
  • Some improvements
  • No improvements
  • Don't know/Prefer not to say

T3. Can you share a specific example of transportation that AAFC should address in regards to delivering transportation that is accessible and inclusive?

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

Final comments

FC1. Thank you very much for your participation. Please use the below comment box to provide us with any other remaining comments, suggestions or ideas you may have in regards to accessibility at AAFC.

Please refrain from using any identifying information in your response. Please ensure your response is anonymous so we can ensure privacy of yourself and anyone your example refers to.

Demographics

We just have a couple questions left. The following demographic questions are only used to ensure we've heard from a broad range of AAFC employees and to address any issues in the regions and/or sector where improvements are needed or where compliments are due.

D3. Which branch do you work in?

  • Corporate Management Branch
  • Deputy Minister's Office
  • Information Systems Branch
  • International Affairs Branch - AAFC
  • International Affairs Branch - CFIA
  • Legal Services
  • Market and Industry Services Branch
  • Office of Audit and Evaluation
  • Ombuds' Office
  • Programs Branch
  • Public Affairs Branch
  • Science and Technology Branch
  • Strategic Policy Branch
  • Prefer not to say

D4. Please select the province or territory and building of your designated worksite.

  1. British Columbia
    • Agassiz Research and Development Centre
    • Summerland Research and Development Centre
    • Burnaby regional office
    • Other
    • Prefer not to specify
  2. Alberta
    • Lacombe Research and Development Centre
    • Lethbridge Research and Development Centre
    • Edmonton regional office
    • Other
    • Prefer not to specify
  3. Saskatchewan
    • Saskatoon Research and Development Centre
    • Swift Current Research and Development Centre
    • Regina regional office
    • Other
    • Prefer not to specify
  4. Manitoba
    • Brandon Research and Development Centre
    • Morden Research and Development Centre
    • Winnipeg regional office
    • Other
    • Prefer not to specify
  5. Ontario
    • NHCAP (Skyline)
    • Guelph regional office
    • Guelph Research and Development Centre
    • Harrow Research and Development Centre
    • London Research and Development Centre
    • Ottawa Research and Development Centre
    • Other
    • Prefer not to specify
  6. Quebec
    • Québec Research and Development Centre
    • Saint-Hyacinthe Research and Development Centre
    • Saint-Jean-sur-Richelieu Research and Development Centre
    • Sherbrooke Research and Development Centre
    • Montréal regional office
    • Other
    • Prefer not to specify
  7. New Brunswick
    • Fredericton Research and Development Centre
    • Fredericton regional office
    • Moncton office
    • Other
    • Prefer not to specify
  8. Nova Scotia
    • Kentville Research and Development Centre
    • Halifax regional office
    • Other
    • Prefer not to specify
  9. Prince Edward Island
    • Charlottetown Research and Development Centre
    • Charlottetown regional office
    • Other
    • Prefer not to specify
  10. Newfoundland and Labrador
    • St. John's Research and Development Centre
    • St. John's regional office
    • Other
    • Prefer not to specify
  11. Yukon
    • Whitehorse Regional Office
    • Other
    • Prefer not to specify
  12. Prefer not to say

[If D4=other show] Please specify:

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