Canadian Dairy Commission's Accessibility Plan for 2025-2027

Inclusive by design and accessible by default

Second edition

Prepared by the Human resources section of the Canadian Dairy Commission

December 2025

 

Table of Contents

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The Canadian Dairy Commission's Accessibility Plan

In July 2016, the Government of Canada (GC) began consultations with more than 6,000 Canadians to find out what an accessible Canada meant to them. Thanks to these consultations, Bill C-81: An Act to Ensure a Barrier-Free Canada, was tabled in June 2018. The Accessible Canada Act, which aims to make Canada a barrier-free country by January 1, 2040, came into force in July 2019. To reach that goal, all GC organizations are required to proactively identify, remove, and prevent barriers in the following seven priority areas: 

  1. Employment
  2. The build environment (buildings and public spaces)
  3. Information and communication technologies
  4. Communication, other than information and communication technologies
  5. The procurement of goods, services, and facilities
  6. The design and delivery of programs and services
  7. Transportation

According to the 2017 Canadian Survey on Disability, one in five Canadians (6.2 million) aged 15 years and over had one or more disabilities that limited them in their daily activities. Based on the data collected with respect to Employment Equity in the Public Service of Canada for the Fiscal year 2023 to 2024, 7.9% of employees of the core public service identify as persons with disabilities. These figures suggest that the public service has difficulty attracting and retaining persons with disabilities, despite the large number of potential candidates for work. This report also shows that not only has the rate of promotions for employees with disabilities decreased over the last ten years, but the percentage of employees with disabilities hired has continued to fall below their workforce availability. Additionally, the 2024 Public Service Employment Survey (PSES) suggests that out of 29,387 respondents who identified as a person with a disability, 26% of them experienced discrimination. Considering this, it is clearer than ever that the public service has some work to do to ensure that persons with disabilities can participate fully and meaningfully in the workplace. 

The vision of the Accessibility Strategy for the Public Service of Canada is for our public service to be the most accessible and inclusive in the world. 

The Strategy's Guiding Principles

  • “Nothing Without Us” – persons with disabilities are involved in the design and implementation of the Strategy.
  • Collaboration – GC organizations work in collaboration with each other, with bargaining agents and with other public, private, and not-for-profit organizations.
  • Sustainability – the Strategy prioritizes actions that will have an enduring impact.
  • Transparency – the Strategy is developed and implemented transparently; and GC organizations will report openly and transparently on their efforts to remove barriers.

The Strategy's Goals

The following five goals are key to achieving the vision:

  1. Improve recruitment, retention, and promotion of persons with disabilities.
  2. Enhance the accessibility of the built environment.
  3. Make information and communications technology usable by all.
  4. Equip public servants to design and deliver accessible programs and services.
  5. Build an accessibility-confident public service.

The Accessible Canada Act's Requirements

GC organization's must conform to the following planning and reporting requirements under the Accessible Canada Act :

  • Prepare and publish an accessibility plan:
    • Draft an accessibility plan to identify, remove, and prevent barriers in the priority areas in their:
      • policies
      • programs
      • practices
      • services
    • Update their plans every three years or as specified in regulations.
    • Consult their employees, including people with disabilities, when preparing their plans.
  • Set up a feedback process: 
    • Have a way to receive and deal with feedback about their accessibility.
  • Prepare and publish progress reports:
    • Prepare regular progress reports that describe the actions the organization has taken to put their accessibility plans into action.
    • Include information in their reports on feedback received and how the feedback is taken into consideration.
    • Consult their employees, including people with disabilities, when preparing their reports.

These requirements help to make sure that accessibility is an ongoing priority and that all GC organizations are continuously improving, implementing inclusive design and working towards an accessible workplace. The responsibility/accountability for accessibility will no longer be placed on persons with disabilities but rather on all groups within GC organizations. The GC will establish proactive measures to deal with accessibility fully, from the beginning.  

A. General

The CDC is a Crown corporation established in 1966 to coordinate federal and provincial dairy policies and create a control mechanism for milk production which would help stabilize farm revenues and avoid costly surpluses. 

The CDC is a micro-organization with 85 employees and is governed by a board of three directors appointed by the Governor in Council. For more than 50 years, the CDC has supported Canada’s dairy industry by overseeing two key elements of supply management in this sector, namely the price of milk at the farmgate and national milk quotas.

Executive summary

The CDC’s Accessibility Plan has been developed and managed by the Human Resources (HR) section. It includes participation from employees at all levels who provided their feedback and comments through an in-house survey and individual online meetings. Based on the results, this plan is a direct reflection of the input, views and suggestions provided by 45% of the employees across the organization. 

The following list shows the main concerns raised in the survey. Each is then detailed into specific barriers under its priority area:

  1. Certain physical aspects of the workplace create accessibility challenges for employees with disabilities.
  2. There is a lack of clarity around the meaning of accessibility, ergonomic assessments, and accommodations, as well as how to initiate and navigate the related request processes.
  3. Accessibility considerations have not yet been fully integrated into the design and delivery of programs and services offered to external stakeholders.

Based on the priority areas outlined in the Accessible Canada Act, the CDC has identified several actions (listed below) to work towards eliminating and preventing the barriers identified within the organization. These actions will have a direct impact on creating a culture of inclusiveness and putting the focus on accessibility within the CDC. Additionally, the CDC will measure and report on the progress made in implementing these actions.

Accessibility Statement

Accessibility is a core lens through which the CDC’s vision, values, and priorities will be shaped. Our goal is to create a workplace that is accessible by default.

To achieve this, the CDC will prepare a comprehensive progress report detailing how barriers will be identified, addressed, and resolved. This second accessibility plan will outline proposed solutions, approximate timelines, required resources, and designated leads accountable for implementation over the next three years. In addition, we will develop a performance measurement framework to monitor outcomes and report on progress.

The CDC recognizes that becoming a more accessible organization is a continuous journey rather than a fixed destination. The needs of persons with disabilities—and the solutions to meet them—will evolve over time. Improving accessibility must remain an ongoing effort at both the organizational and individual levels.

Feedback Mechanism

The Accessible Canada Act requires organizations to establish a departmental process for receiving and dealing with feedback about the implementation of the accessibility plan. The CDC is dedicated to continuous improvement and aims to deliver accessible services to all employees. The CDC will continue to ensure that accessibility is dealt with within the organization.  As a next step, the CDC will start addressing accessibility for external clients such as collaborators and stakeholders. The CDC will establish and promote clear feedback channels, regularly monitor and evaluate the responses, and incorporate them into subsequent plans whenever possible. 

If you have any questions, feedback, or suggestions, contact the CDC by: 

  1. Sending an email to the Human Resources Manager, at ressources.human@cdc-ccl.gc.ca
  2. Calling the CDC's general inquiries line at 343-550-8020 or 1-866-366-0676 (toll free).
  3. Sending your feedback by mail to:

The Canadian Dairy Commission
C/O Human Resources
Central Experimental Farm
960 Carling Avenue, Building 55 
Ottawa, ON K1A 0Z2

B. Priority areas identified by the Accessible Canada Act

1. Employment

The CDC is dedicated to implementing government-wide initiatives and increasing representation of persons with disabilities across all occupational groups and levels within the organization. That is why removing and preventing barriers to recruitment, retention, and promoting persons with disabilities are priorities. 

Internal consultations were conducted at the CDC through an in-house survey. The survey revealed that no barriers under “Employment” were identified. Therefore, no follow-up group discussions or individual meetings with persons with disabilities were conducted for this priority area.

However, the CDC would like to continue to implement and promote the following actions to ensure continuous accessibility: 

  • Promote the Government of Canada Workplace Accessibility Passport to raise awareness within the organization, including among those who assess candidates for open positions.
  • Ensure that staffing and assessment tools are accessible and inclusive to persons living with a disability. Our approach will be guided using the following link from the Public Service Commission (PSC): Hiring persons with disabilities: Managers Toolkit (psc-cfp.gc.ca)
  • Continue to encourage managers to hire employees with disabilities by using available inventories to maintain the government-wide target of 7% (5,000 hires) by 2025.

Section responsible: Human Resources

2. Built environment

The CDC recognizes the importance of an accessible built environment. The CDC will continue to proactively encourage the mindset of “inclusive by design” and “accessible by default”.

The following four barriers were identified under “built environment”:

  1. High ceilings and open cubicles amplify sound and ventilation noise, affecting employees with hearing impairments and sensory sensitivities to sound.
  2. Snow and ice falling from the roof make the ramp dangerous.
  3. Basement washroom doors are not automatic, making access difficult to accommodate wheelchairs and/or walkers.
  4. Design features (e.g., pedal operation, height) make fountains hard to use. 

The CDC has identified the following actions to be undertaken to address each barrier:

Barrier 1: 

  • Assess individual accommodation needs.
  • Explore the possibility for quiet spaces to be used on a need’s basis.

Barrier 2: 

  • Work with Agriculture and Agri-Food Canada (AAFC) to install protective awnings or covers above ramps.
  • Follow up with AAFC to ensure priority snow and ice removal for accessibility routes.

Barrier 3: 

  • Follow up with AAFC to install washroom doors with automatic door openers and push-button access.

Barrier 4: 

  • Explore options for accessible water fountains.

Sections responsible: Human Resources and Procurement Services

3. Information and communication technologies

Effective September 9, 2024, the Treasury Board Secretariat adopted a hybrid work model for public service employees. All employees across the GC are required to work in the office at least 3 days a week and, executives, at least 4 days per week. With the official return to the office (3-4 days per week), it is essential that the CDC continues to ensure all employees have reliable access the Information Technology (IT) equipment and timely support when technical issues arise. 

The following barrier was identified under “Information and communication technologies” (ICT):

  1. Accessibility needs, related to IT, are not clearly communicated during the onboarding process.

The CDC has identified the following actions that should be undertaken to address the barrier:

Barrier 1:

Sections responsible: Human Resources (coordinating with managers) & IM/IT

4. Communication Other Than Information and Communication Technologies

The CDC is dedicated to making sure that all its communications, whether internal or external, are accessible. This includes ensuring that its communications are written in plain language, as per the Canada.ca Content Style Guide. 

The following barrier was identified under “Communication, other than information and communication technologies”:

  1. Limited awareness of GC accessibility communication requirements.

The CDC has identified the following action that should be undertaken to address the barrier:

Barrier 1: 

  • Promote the centralized intranet page with tools, definitions, links to official guidelines, templates (e.g. Accessibility Passport), and online training on best practices for accessible communication.

Sections responsible: Communications and Strategic Planning & Human Resources

5. The Procurement of Goods, Services, and Facilities

Procurement is a key element in achieving accessibility at the CDC. For that reason, the CDC will implement procurement principles, rules, and practices with the goal of advancing accessibility objectives. 

The following barriers were identified under “the procurement of goods, services and facilities”:

  1. Some employees may not yet be fully familiar with the definitions of accessibility, ergonomic assessment, and accommodations.
  2. Employees are still unsure about the process for requesting an ergonomic assessment and/or an accommodation.   

The CDC has identified the following actions that should be undertaken to address each barrier:

Barrier 1: 

  • Create a quick reference guide that defines each definition and outlines the related processes.

Barrier 2: 

  • Continue to promote the process for ergonomic assessments and accommodation requests. 

Section responsible: Human Resources 

Although the CDC’s recent accessibility survey did not include specific questions regarding accessibility in external venues such as hotel boardrooms or conference rooms, it is recognized that these spaces may present barriers for stakeholders and/or CDC employees who require accessible features. 

To address this, the CDC will implement proactive measures to ensure accessibility when hosting meetings outside CDC facilities. This includes:

  1. Selecting venues that meet accessibility standards (e.g., wheelchair access, accessible washrooms, assistive listening devices).
  2. Communicating accessibility features of the venue in advance to participants.
  3. Providing alternative participation options (such as virtual access) if physical accessibility cannot be guaranteed.

By taking these steps, the CDC aims to prevent barriers and ensure that all external stakeholders can fully participate in sessions regardless of location.

Sections responsible: Program Administration & Policy and Economics (or any other section responsible for organizing external stakeholder meetings).  

6. The Design and Delivery of Programs and Services

As an organization that undertakes several activities and administers several programs on behalf of the dairy industry, the CDC works in close cooperation with provincial authorities and sector representatives to deliver programs that address its main responsibilities.

The CDC will work to increase representation in the dairy sector and equip the organization to co-design and deliver accessible and inclusive policies, programs, and services in a multi-channel fashion, both internally and externally. Continuous feedback and accessibility improvement will be central elements of our approach.

In developing the CDC’s second Accessibility Plan, the primary focus was on gathering feedback from employees regarding the design and delivery of internal programs and services. 

The following barrier was identified under “the design and delivery of programs and services”:

  1. The ergonomic assessment process is complex and difficult to navigate.

The CDC has identified the following actions to address the barrier: 

Barrier 1: 

  • Create a step-by-step visual guide outlining the ergonomic assessment process, including timelines and contact points.
  • Establish a new process when employees are requesting standard ergonomic items (e.g., sit-stand desks, chairs, arms for monitors) to provide necessary equipment without a full assessment if within a set budget.

Furthermore, the CDC plans to gather feedback from external stakeholders in the near future to ensure their perspectives on accessibility are considered. This phased approach reflects the CDC’s commitment to building a more inclusive and accessible organization, in alignment with the Accessible Canada Act.

The CDC will implement the following actions to assess and improve the accessibility of programs and services offered to external clients and stakeholders:

  • Include a questionnaire for program participants, where applicable, to identify accessibility barriers as part of the program review and update process.
  • Establish an ongoing feedback mechanism that allows participants to provide input on programs, including accessibility-related concerns. 

Sections responsible: Communications and Strategic Planning & Human Resources 

7. Transportation

This priority area set out in the Accessible Canada Act does not currently apply to the CDC’s mandate as the CDC does not primarily provide transportation services to the public nor to its employees.  However, as per the Guidance on Transportation Requirements under the Accessible Canada Regulations (accessibilitychrc.ca), the area of transportation should be outlined in the CDC’s policies, programs, practices and services that relate to employees who travel for business. 

The CDC included questions in the 2025 survey to determine if barriers existed in this priority area. Since no barriers under “transportation” were identified, no follow-up group discussions or individual meetings with persons with disabilities were conducted for this priority area.

Even though this suggests that current travel arrangements and facilities used for work-related travel are generally accessible to employees, the CDC would like to implement and promote the following action to ensure continuous accessibility: 

  • Review transportation arrangements and work-related travel facilities to confirm that destinations are accessible for employees with accessibility needs.

Section responsible: Human Resources (coordinating with managers)

C. Culture Change, Education, and Awareness

The culture change, education, and awareness will be at the heart of building an accessible and inclusive workplace at the CDC. 

Accessible and inclusive communication based on continuous internal and external feedback and learning opportunities will be the central elements of the CDC’s approach. The organization will strengthen the inclusion of persons living with a disability and build accessibility awareness and confidence throughout the organization to ensure that the CDC is an attractive workplace for everyone, including persons with disabilities, and that stigmas are overcome.

The CDC has actively engaged employees, including individuals living with disabilities, to gather feedback on accessibility within the organization. These consultations provided valuable insights and confirmed the importance of fostering an inclusive environment; however, no additional barriers or solutions beyond those already identified were raised during this process. 

Several consultations highlighted that incorporating accessibility into the design of programs and services should be the next priority project for the CDC. This approach ensures that accessibility is treated as a core foundation, shaping program development and service delivery, rather than as an afterthought. By integrating accessibility at the design stage, the CDC will strengthen its ability to create equitable experiences for all employees and stakeholders, reinforcing its commitment to an inclusive organizational culture.

Sections responsible: Communications and Strategic Planning & Human Resources 

D. Consultations

“Nothing Without Us" is one of the guiding principles of the GC’s Strategy. It was brought forward by persons with disabilities and became the theme for the United Nations Convention on the Rights of Persons with Disabilities. This principle affirms that persons with disabilities must be involved in the design and implementation of each accessibility plan at every stage. Persons with disabilities offer a unique and valuable perspective and the CDC’s goal is to make sure that no barriers prevent their full participation in the workplace. To identify barriers, the CDC consulted internally with persons with and without disabilities to get their perspectives, views, and experiences on the current state of accessibility at the CDC. 

The first step was to conduct an in-house survey. The survey was composed of 64 questions that covered the seven areas of the Act: employment, built environment, information, and communication technologies (ICT), communications other than ICT, procurement of goods, services, and facilities, design and delivery of programs and services, and transportation. 

The survey was developed and managed by the HR section and conducted online using Microsoft Office 365 (Forms). Participation in the survey was optional. During the CDC Annual Townhall in June 2025, employees were encouraged to participate in the upcoming official survey. At that time, the HR team emphasized the importance of employee involvement in supporting CDC’s mission to create a workplace where disability is not a barrier, in alignment with the Accessible Canada Act.

The survey resulted in 38 responses out of 85 employees (45% participation rate). Through the survey and internal consultations, valuable feedback was collected on the organization’s current state of accessibility. This input helped identify both persistent and emerging barriers, and informed recommendations on how to prevent and eliminate them.

Following the completion of the survey, the HR section ensured that the second Accessibility Plan was developed with direct input from persons living with and without disabilities. To achieve this, HR engaged in individual/group discussions with employees who had agreed to participate in the development of the plan. During these conversations, participants were given the first draft of the plan and enough time to review it thoroughly. They were invited to provide additional feedback to help ensure that concerns, barriers, and potential solutions were accurately identified and reflected in the final version of the plan.

Any additional feedback was integrated into the second plan to accurately reflect the current state of accessibility at the CDC. To ensure inclusivity, a virtual consultation meeting was held with 11 employees, including five individuals living with a disability, to present the draft of the second accessibility plan. Following this meeting, each participant received the draft plan by email for further review, allowing them to provide comments and additional recommendations before the plan’s final review and approval by the Senior Management Team (SMT).

E. Implementation, Monitoring and Reporting

To make sure that accessibility remains a constant priority within the government, the Accessible Canada Act dictates that regulated entities prepare and publish annual progress reports on the implementation of their accessibility plans. These progress reports must be prepared in consultation with persons with disabilities and present the feedback received (if any) and how that feedback was taken into consideration.

The CDC’s second accessibility plan will serve as a framework to guide the organization in addressing and promoting accessibility and inclusion among its employees. The next step will be to start working with persons living with or without disabilities and the sections responsible for the implementation of the proposed solutions to address each barrier under the seven priority areas. 

A progress report will be developed based on the barriers indicated in the accessibility plan and will be updated regularly as those barriers are being addressed. The CDC’s first progress report will be published one year following the publication of the second accessibility plan. It will include updates on the actions that the CDC has taken to address each barrier. Follow up online meetings with employees living with or without a disability will allow the CDC to receive their feedback and comments on the progress of the implementation of the actions identified to eliminate each barrier.

As part of the CDC’s ongoing commitment to accessibility, several actions identified in the second progress report published in December 2024 remain outstanding and require further attention.

  1. Employment:
    1. Promote self-identification in the new TBS Self-Identification Tool. 
  2. Built environment:
    1. Install the last two automatic doors for washrooms in the basement.
    2. Replace water dispensers with accessible models (e.g., bottle sensor): This was not yet completed but came up again in the second survey.
  3. Information and communication technologies (ICT)
    1. Create a “Network Request Form” for new employees including adaptive tech needs): This action has not yet been completed, as it is more related to an internal procedure rather than an actual barrier. Discussions and other potential options are being considered.
  4. Procurement of goods, services, and facilities
    1. Explain the types of disabilities and accommodation options clearly.
  5. Design and delivery of programs and services
    1. Ensure new/revised internal policies/services are compliant with the Accessible Canada Act.
  6. Culture change, education, and awareness
    1. Update the emergency and evacuation plan to include a section identifying the designated contact person responsible for assisting employees with disabilities during emergencies.

Sections responsible: Communications and Strategic Planning, Human Resources, IM/IT, Procurement Services

As specified in the regulations of the Accessible Canada Act, GC organizations must publish an updated plan every three years. As part of its commitment to accessibility, the CDC intends to actively engage with external stakeholders and clients in the dairy sector to gather broader feedback from persons with disabilities. The CDC is currently exploring ways to engage with external stakeholders. This could include a website survey where stakeholders and clients are invited to share any barriers they may have encountered when accessing CDC programs and services.

F. Glossary

  • Accessibility
    • Accessibility is the combination of aspects that influence a person’s ability to function within an environment.
  • Accessible
    • 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.
  • Accommodation
    • Accommodation is the personalized adaptation of a workplace to overcome the barriers faced by persons with disabilities. For example, an accommodation could be providing an employee with an assistive item, such as an ergonomic keyboard or mouse, or adjusting an employee’s weekly targets to align with their abilities.
  • Barrier
    • Means anything—including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice—that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.
  • Disability
    • Means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment—or a functional limitation—whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person’s full and equal participation in society.
  • Government of Canada Workplace Accessibility Passport
    • The Government of Canada Workplace Accessibility Passport helps address the obstacles federal public service employees and applicants with disabilities face in obtaining the tools, supports and measures to perform at their best and succeed in the workplace. It facilitates recruitment, retention, and career advancement for persons with disabilities. The Accessibility Passport facilitates employee mobility between GC organizations. It is meant to follow each employee, and it is a document that can be continuously updated throughout a career.
  • "Nothing Without Us"
    • "Nothing without us" is a guiding principle used across the Government of Canada to communicate the message that no policy should be decided by a representative without the full and direct participation of the members of the group affected by that policy.
  • Self-Identification Modernization Project 
    • In September 2020, the Treasury Board Secretariat launched the Self-Identification (self-ID) Modernization Project to increase the accuracy, depth, and breadth of the data across government. The project explored ways to reduce the stigma associated with self-identification for all employment equity groups. Following extensive research and consultations, a new questionnaire was co-designed with employees from various diversity networks.
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