Global Affairs Canada Accessibility Action Plan - 2026 to 2028

ISSN 2819-8484

• General
• Background
  • How to provide feedback
  • Contact us
• Consultations
• Areas in section 5 of the Accessible Canada Act
  • Employment
  • The built environment
  • Information and communication technologies (ICT)
  • Communication, other than information and communication technologies
  • The procurement of goods, services and facilities
  • The design and delivery of programs and services
  • Transportation
  • Workplace culture
• Performance measurement
• Conclusion

General

Global Affairs Canada (GAC) is pleased to present its 2026 to 2028 Accessibility Action Plan (AAP), developed in alignment with the Accessible Canada Act (ACA), the Accessible Canada Regulations and the GAC Transformation Implementation Plan. The AAP underscores GAC’s continued commitment to fostering an accessible and inclusive environment across our organization. We strive to ensure that our workplace, policies, programs, services, initiatives and practices are fully accessible to all employees and clients. Building on the foundation established in our previous AAP (2023 to 2025), we will continue to prioritize accessibility in our mission to serve Canadians effectively and equitably.

Background

After the publication of the first AAP in 2023, collaboration among key stakeholders continued to help remove barriers and further foster the inclusive participation of persons with disabilities at GAC. Stakeholders, including employees with disabilities, their departmental champion and offices of primary interest, either took part in consultations or provided input on their activities. Employees with disabilities highlighted the persistent barriers that have negative impacts on their inclusion and participation at GAC.

Departmental activities include improving hiring practices and the accommodation process, and in 2025, launching the Government of Canada (GC) Workplace Accessibility Passport. GAC is also improving facilities’ management and accessible communications, and employees are taking training to address inclusion, accessibility, better procurement processes and the use of plain language. GAC is also developing a performance measurement framework to track progress on improvements. Additionally, extensive ongoing renovations at Headquarters are providing the opportunity to improve accessibility though they may be contributing to short- and medium-term accessibility challenges.

How to provide feedback

Please email your feedback to the GAC Inclusion, Diversity, Equity and Accessibility adviser at accessibilite-accessibility@international.gc.ca. You may also send your feedback by phone, mail, or through the feedback form. The contact information is listed below.

You can also ask us for a copy of our accessibility plans, progress reports and feedback process description in these alternate formats:

• Print
• Large print
• Braille
• Audio or any electronic format that is compatible with adaptive technology that is intended to assist persons with disabilities

GAC will provide the documents you asked for in the format requested as soon as possible. Braille and audio formats may take up to 45 days. Print, large print and electronic formats may take up to 15 days.

Contact us

• Email: accessibilite-accessibility@international.gc.ca
• Online form: GAC online accessibility feedback form
• Phone: 1-800-267-8376 (toll free)
• Video relay service (VRS): Canadians who are deaf, hard of hearing or speech-impaired can obtain access via their own interpreter or one provided by Canada VRS.
• Mail: Global Affairs Canada: Accessibility feedback
  c/o The adviser responsible for accessibility
  Inclusion, Diversity, Equity and Accessibility team (HMAE)
  200 Promenade du Portage
  7th floor
  Gatineau QC J8X 4B7
• Social media:
• Official corporate X account: @GAC_Corporate
• LinkedIn account

Consultations

Participants were recruited via email and departmental broadcast messages. Consultations were conducted through discussion groups, one-on-one meetings on Teams and email feedback.

Dates of consultations

• April 7 to 30, 2025: Consultations on barriers with employees, managers and union representatives
• May to July 2025: Consultations on plan activities with branch networks and offices of primary interest (OPIs)

Who we consulted

• Employees and managers with disabilities, as well as allies, union representatives and executive members of the employee network
• OPIs across GAC (to consult on the activities they will implement to address accessibility barriers)

What we asked employees

The team responsible asked 65 questions on barriers and recommendations in the following categories:

• Employment: Experiences with requesting accommodations during staffing processes and career advancement, as well as suggestions for improving inclusive recruitment practices
• Workplace accommodations: Receiving accommodations outside staffing processes, experiences with the duty to accommodate process and the implementation of the GC Workplace Accessibility Passport
• Built environment: Physical accessibility at Headquarters and missions, awareness of consultations regarding accessibility and emergency preparedness for employees requiring assistance
• Information and communication technologies (ICT): Access to adaptive tools, training, support and barriers in digital systems and platforms
• Communications (non-ICT): Accessibility of internal communications
• Programs and services: Accessibility of services delivered or received by employees
• Procurement: Accessibility considerations in procurement processes
• Transportation: Accessible transportation options at Headquarters and missions
• Workplace culture: Perceptions of inclusion, respect and lived experiences

What we asked managers

We asked 14 questions on the following:

• Hiring persons with disabilities
• Implementing accommodations
• Navigating the built environment
• Fostering an inclusive workplace culture

What we asked union representatives

We asked questions on employee experiences with accessibility in the eight priority areas of the plan.

Accessibility

We made our consultations accessible by providing:

• Virtual sessions in either French or English with a particular attention to how we spoke to allow for lip reading and speech-to-text software
• Documents in advance and in accessible and downloadable formats
• Closed captioning

Total number of participants in barrier consultations:

• 51 employees signed up for the consultations* (of those, 42 participated and 9 did not)

Participant breakdown by group:

• 13 managers
• 2 locally engaged staff (LES) members
• 19 non-rotational (traditional) employees
• 9 rotational employees
• 6 union representatives

* Some managers with disabilities participated in two sessions to share their experiences in each role. Others provided written feedback in addition to joining a virtual session. Duplicate participants were only counted once in the total.

Number of participants with disabilities:

• Of the 42 participants, 26 identified as persons with disabilities; others may also have disabilities but chose not to disclose

Types of disabilities disclosed:

• Physical: Temporary and prolonged mobility and dexterity impairments, chronic pain and respiratory conditions
• Sensory: Vision and auditory impairments
• Mental health: Depression, anxiety, post-traumatic stress disorder, burnout and emotional exhaustion
• Neuro-developmental and cognitive: Attention deficit and hyperactivity disorder, autism, executive function challenges, memory issues and dyslexia
• Environmental sensitivities: Light, noise, scents and chemicals

Total number of participants in activity consultations with OPIs:

• Sixteen OPIs and two branch champions were consulted either through meetings or email:
  • at least one OPI was consulted for each item in section 5
  • 6 OPIs were consulted on programs and services

The following outlines new activities GAC will undertake between 2026 and 2028. GAC will also report on progress towards a barrier-free GAC, in 2026 and 2027.

Areas in section 5 of the Accessible Canada Act

• Section 5 of the Accessible Canada Act

Employment

Barrier

A limited awareness of the duty to accommodate during staffing processes can limit employment opportunities for applicants with disabilities.

Goal

To provide greater support for employees during staffing processes

Actions

Between 2026 and 2028, the following activities will be put in place at GAC:

• Create a centralized support process to ensure a consistent approach to providing accommodation services to persons with disabilities during staffing and hiring processes
• Develop and deliver accommodations training to staffing advisers that includes key information on accommodations and practical scenarios:
  • staffing advisers must complete mandatory training on establishing accommodations in the staffing process in order to be promoted within the Personnel Administration Development Program

Barrier

Employees believe that there is stigma attached to self-declaring or self-identifying as a person with a disability.

Goal

To increase awareness of accessibility inclusion among GAC managers and employees

Actions

• Between 2026 and 2028, hiring managers will be required to complete Inclusive Hiring Practices for a Diverse Workforce training for staffing sub-delegation. They will also be required to complete training on neurodiversity
• GAC will periodically engage with employee champions and networks on:
  • the purpose and importance of self-identification
  • how the data is used
  • ensuring that the information is strictly confidential

Barrier

Assessment tools may lack accessibility and may not be inclusive.

Goal

To ensure that staffing processes are accessible, inclusive and responsive to diverse needs

Actions

From 2026 to 2028 GAC will:

• Expand the scope of the employment equity, diversity and inclusion selection board volunteer group and invite members to review proposed assessment tools (for example, the written exam, interview and reference check questions) to further minimize barriers in assessment processes
• Review and update the language in job posters and communications with candidates to ensure that accurate diversity and inclusion terminology is used

Barrier

Employees believe that the full participation of persons with disabilities in employment opportunities at GAC is not always encouraged.

Goal

To provide equitable access to career opportunities for persons with disabilities

Actions

From 2026 to 2028 GAC will:

• Actively participate in the Public Service Commission’s Federal Internship Program for Canadians with Disabilities
• Launch the Mission Accessibility Project which is a questionnaire that will be sent to all missions to identify barriers and give employees applying for postings access to information about accessibility in Canada’s offices abroad. Results will be published in Modus (GAC’s business processes web application) and an accessible version will be available

Barrier

Confusion about procedures and a lack of awareness may cause delays or inconsistent workplace accommodations for employees.

Goal

To improve the accommodations process so that employees with disabilities can continue to access the workplace accommodations they need to succeed

Actions

In 2026 to 2027, GAC will review its practices and procedures related to the duty to accommodate and workplace accommodations. GAC will:

• Review internal practices and procedures, assess understanding, identify gaps and improve support, including by developing new tools, which will support employees and managers and strengthen the overall workplace accommodation process. The tools may include:
  • training and awareness activities or recordings
  • quick-reference guides on available resources
  • guidance on roles and responsibilities
  • Q&A documents
• Promote and support the use of the digital GC Workplace Accessibility Passport, to be implemented in December 2025, including ongoing training, targeted awareness activities and the development of passport-specific resources based on materials from the Treasury Board Secretariat’s (TBS’s) Office of Public Service Accessibility, tailored to GAC’s context
• Leverage the passport’s digital capabilities to analyze aggregated trends related to workplace accommodations, such as the types of barriers or commonly requested accommodations, while respecting privacy and confidentiality

The built environment

Barrier

Persons with disabilities face challenges during evacuation procedures due to infrastructure gaps and limited awareness.

Goal

To enhance accessibility in emergency preparedness procedures by improving infrastructure, increasing awareness and fostering collaboration

Actions

From 2026 to 2028 GAC will:

• Collaborate with the Persons with Disabilities and Allies Network to advance accessibility initiatives
• Continue to work with Public Services and Procurement Canada (PSPC) to improve compliance in PSPC-owned buildings by identifying gaps and exploring options for reasonable accommodations
• Collaborate with stakeholders to identify solutions, obtain funding, resolve identified barriers and bring changes to GAC spaces
• Ensure that persons requiring assistance and visitors needing to limit their walking have access to the closest elevators and emergency exits
• Add mandatory training for managers and persons requiring assistance to the corporate training list
• Promote and increase self-identification through a campaign on the definition of persons with disabilities, with support from floor and emergency wardens and managers
• Explore the possibility of implementing a formal tracking system aligned with existing reporting capabilities
• Improve the communication about and visibility of the Accommodation and Building Services online form, which must be completed when an employee requests a change in the built environment for accessibility reasons
• Promote emergency procedures and updated resources in a variety of work environments during Emergency Preparedness Week

Barrier

Employees with disabilities and clients at Headquarters and missions may experience obstacles in accessing and navigating physical spaces.

Goal

To understand where physical barriers are located on mission premises so that employees with disabilities can make informed decisions before applying for assignments abroad

Action

In 2026, GAC will finalize the implementation of the Mission Accessibility Project, which is a questionnaire on accessibility features and barriers sent to all missions. Results will be made available to all employees in Modus and an accessible version will be available for each participating mission.

Goal

To work with departmental stakeholders to support legal obligations under the ACA and advance the accessibility-related strategic priorities of the Real Property Global Portfolio Strategy

Actions

GAC will contribute to understanding the specific needs and challenges at Headquarters and missions in an effort to integrate the policies and standards of host countries and ensuring that Canadian values of accessibility and inclusion are upheld for employees and visitors. To this end, GAC will accomplish the following by the end of 2026:

• Develop a directive on accessibility for the built environment abroad that will apply to GAC’s custodial real property portfolio. The directive will:
  • focus on requirements related to accessibility of physical workspaces across GAC’s international portfolio of real property assets
  • align retrofit and new construction projects with these requirements
  • GAC will engage stakeholders (branch subject matter experts and inter- and intra-departmental equity, diversity, inclusion and accessibility leads) in directive development to ensure it reflects diverse perspectives and operational realities, and:
    • promote awareness of the final approved directive and its implementation by real property practitioners through incorporation in their projects and processes. This will be accomplished via the development and implementation of a communications strategy, which will include broadcast announcements, stakeholder newsletters, direct messaging to stakeholders and development of guidance documentation. Key performance indicators will also be developed and incorporated into project and portfolio planning and approval processes and integrated into the Global Portfolio Plan (GPP), currently in development.
• Develop the multi-year GPP, which will include:
  • the current state of accessibility for the portfolio of real property assets abroad (incorporating results from the Mission Accessibility Project questionnaire)
  • proposed actions and investments to address gaps and meet the objectives of the Real Property Global Portfolio Strategy, including accessibility
  • planned immediate minor and major projects addressing accessibility gaps
  • plans for future in-depth studies that will identify further accessibility-related project needs and priorities
• Continue to integrate accessibility considerations into all new projects until the GPP is completed
• Continue to support individual duty-to-accommodate requirements, on an as-needed basis

Goal

To increase engagement and well-being, as well as accessibility elements in GAC-occupied workspaces at Headquarters

Actions

From 2026 to 2028, GAC will undertake actions at Headquarters in several areas.

• Office renovations at 200 Promenade du Portage, Gatineau: Progressively modernize floors 8 and 9 to address GAC operational and functional needs with a forward-thinking approach to accessibility and well-being factors:
  • planning will include consultations with related departmental networks on planning and design
  • construction is estimated to be completed by March 31, 2027
• Providing flexible workstations and access: Continue to procure and install electronic sit-stand desks, an action initiated in 2022
• Access to inclusive spaces: Continue to add and maintain quiet rooms, accessible co-working spaces and reflection spaces in Headquarters buildings (200 Promenade du Portage, Gatineau and 111 and 125 Sussex Drive, Ottawa)
• Improve accessibility functionality in project planning and design: Ensure that client-identified accessibility requirements are incorporated
• Improve accessibility functionality: Ensure that all newly designed and renovated spaces include vertical pushbars instead of buttons to facilitate access for those with reduced mobility
• Events to increase awareness and facilitate engagement:
  • workplace expositions will be offered between 2026 and 2028, and at least one each year will be focused on accessibility, diversity and inclusion; they will provide opportunities to learn about barriers, share information and receive feedback from internal and external stakeholders in the built environment
  • the Procurement and Asset Management Division will remain engaged and provide a platform to spread awareness of the latest efforts and code requirements
• Merge GAC-occupied workspaces into a collectively managed corporate space entity: In 2026, GAC will submit a proposal to senior management to transform all its workspaces at Headquarters into a corporately managed model, aiming to deliver more consistent solutions and flexible options for all employees, regardless of their mobility or accessibility needs

Barrier

Accessibility requirements are not always consistently considered in workspace planning.

Goal

To integrate accessibility requirements into all investment planning for GAC-occupied workspaces at Headquarters

Actions

From 2026 to 2028 GAC will undertake the following actions:

• A new project charter will be introduced in 2026 for all domestic accommodations projects, which will integrate accessibility and well-being factors at the planning and development stages, before project approval
• Resume third-party accessibility audits, previously conducted from 2018 to 2020, to ensure awareness of the most recent issues and code requirements

Information and communication technologies (ICT)

Barrier

Employees may face barriers accessing adaptive technologies due to limited awareness, security restrictions and delays.

Goal

To reduce barriers to accessible technology and close gaps in support and training by ensuring timely access to security-approved adaptive technologies (for example, specialized software such as Job Access With Speech (JAWS), Antidote and specialized hardware that converts braille to audio), provide consistent support and improve awareness and training for all employees and managers

Actions

GAC will improve access to adaptive technologies and streamline related processes. GAC will:

• Develop and implement a centralized and accessible catalogue of approved ICT and adaptive technologies in the appropriate application (App Store, Company Portal or other)
• ICT security teams will work to identify alternative solutions when restrictions prevent access to necessary technologies

Barrier

ICT employees may lack training and awareness regarding ICT adaptive technologies and options, and there are delays in acquiring them.

Goal

To raise awareness of accessibility needs related to the department’s ICT

Actions

From 2026 to 2028, GAC will enhance training and awareness of accessibility tools for its ICT employees and managers. GAC will:

• Require that ICT employees take Canada School for Public Service courses addressing disability inclusion
• Provide specialized training for ICT employees to support adaptive technologies and accessibility best practices
• Create and maintain an online accessibility resource hub in collaboration with Human Resources and the Persons with Disabilities and Allies Network; this one-stop hub will be available to all employees and offer information tailored to employees with disabilities and ICT staff

Barrier

ICT support may be inconsistent across Headquarters and missions, and adaptive technologies often lack portability, especially for rotational staff.

Goal

To provide consistent support to GAC employees in need of adaptive technology domestically and internationally

Actions

From 2026 to 2028, GAC will improve the consistency of ICT support at Headquarters. GAC will:

• Establish a centralized point of contact that provides expertise in accessibility and adaptive technologies
• Develop and share training materials on accessibility features in Microsoft 365 products, especially Teams
• Monitor and evaluate support effectiveness using feedback from employees with disabilities

Communication, other than information and communication technologies

Barrier

Persons with disabilities may continue to face attitudinal barriers related to accessibility. 

Goal

To raise awareness of accessibility in the organization

Actions

GAC will promote accessibility through internal communications, storytelling and awareness campaigns on self-identification and key accessibility dates. From 2026 to 2028 GAC will:

• Raise awareness of accessibility and promote best practices through internal communication products and activities
• Publish and promote accessibility-related stories to raise awareness and share successes
• Initiate a self-identification campaign to raise awareness and improve the rate of self-identification among employees with disabilities
• Launch awareness campaigns for National AccessAbility Week, International Day of Persons with Disabilities and National Disability Employment Awareness Month

Barrier

Communications sometimes lack plain language, alternative text or captioning.

Goal

To provide barrier-free communications products and services that both the public and employees can readily access and understand

Actions

From 2026 to 2028, GAC will remind communications employees, managers and all other employees to:

• Support users’ needs by providing information in plain language in various accessible formats, such as large print, audio and online forms that are compatible with adaptive technologies
• Use plain language and meet accessibility standards in all communications content, products and services
• Make in-person and virtual events more accessible by using technology and resources to provide subtitling and communication access real-time translation (CART); providing sign language interpretation (American Sign Language and Langue des signes québécoise) should the need arise; and making sure event venues are wheelchair accessible, especially with ongoing renovations in various departmental buildings
• Consider accessibility needs when exploring new digital and social platforms
• Consult users of GAC’s internal and external communications products and services on usability and accessibility
• Ensure that corporate templates, for products like briefing notes and slide decks, are accessible to everyone

Barrier

Inconsistent use of accessibility and plain language in GAC communications may lead to uneven application of this accessibility standard.

Goal

To address barriers in training related to accessible communications

Actions

GAC will strengthen accessibility and plain language practices by promoting training, encouraging related performance objectives and promoting learning. From 2026 to 2028, GAC will:

• Encourage managers and employees to include accessibility and plain language training in their learning plans
• Promote workshops and training on accessibility and plain language to employees through communications products and services

The procurement of goods, services and facilities

Barrier

Procurement processes seem complicated and lacking in accessibility considerations.

 Goal

To improve the process for acquiring adaptive technologies

Action

• From 2026 to 2028, GAC will simplify and document the end-to-end process for the procurement of hardware and software in response to accommodation requests

Goal

To enhance awareness and integration of accessibility considerations in procurement processes by continuing to promote and leverage best practices and Shared Services Canda (SSC) and PSPC information sessions

Actions

From 2026 to 2028 GAC will regularly:

• Maintain and update its internal information management system to include details of information sessions on accessibility offered by SSC and PSPC. These resources will be available to both the GAC procurement community and business owners and support them in integrating accessibility considerations into the procurement of goods and services
• Promote SSC and PSPC virtual accessibility sessions through internal broadcast messages; all employees involved in the procurement of goods and services will be encouraged to attend these sessions to strengthen their understanding of accessibility obligations and responsibilities
• Update its information sheet on accessibility considerations in procurement and related resources, which are published on the internal information management system. GAC will continue to monitor updates to TBS, SSC and PSPC policies and procedures and will share all updates with employees involved in procurement to ensure continued alignment with the ACA

The design and delivery of programs and services

Barrier

Services provided to Canadians abroad are not always accessible.

Goal

To make consular services more accessible for persons with disabilities

Actions

Between 2026 and 2028, GAC will:

• Review the results of the Mission Accessibility Project and collaborate with stakeholders to prioritize renovations that will improve physical access to consular services at Canadian missions abroad
• Add an accessibility-related question to the consular client experience survey to gather data on barriers in the service
• Survey staff on barriers they have observed (and for any other relevant information) when interacting with clients
• Develop an accessible service-delivery guide for consular officers and reception staff; train staff on the guide and how to apply its principles
• Introduce a trauma-informed approach to delivering consular and emergency services; using this approach, staff will be trained to foster more inclusive communication and client interactions, recognizing that trauma and distress can create cognitive barriers that affect a client’s abilities to access and benefit from consular assistance

Barrier

Locally engaged staff (LES) with disabilities working in Canadian missions abroad may face barriers accessing workplace accommodations and services from Headquarters.

Goal

To help mission management identify and assess which barriers should be prioritized and removed to make GAC programs and services more accessible to LES with disabilities

Actions

Between 2026 and 2028, GAC will:

• Engage with mission management and LES to consider yearly accommodation measures or solutions needed to make the workplace in Canadian mission offices more accessible, including adapted equipment required by persons with disabilities:
  • the LES Bureau will encourage LES Management Consultative Boards to include an agenda item on the consideration of accommodations and accessibility needs and related expenses ahead of GAC’s mission priority setting and budget planning cycles
• Continue to update LES Bureau intranet pages and work with the web team to ensure that revised and new content published on the intranet is compliant with GC accessibility requirements (the review of existing content may take up to a year to complete)

Transportation

Barrier

Employees with disabilities lack information on accessible transportation options in mission cities.

Goal

To increase awareness of accessible transportation options for employees at Canadian missions abroad

Action

• By the end of 2026, the results of the Mission Accessibility Project will be published, allowing employees to access up-to-date information on accessible transportation options.

Workplace culture

Barrier

Learning platforms and training programs may lack built-in accessibility features, limiting equitable access to professional development.

Goal

To integrate and promote accessibility in all aspects of employee learning and training.

Actions

GAC will:

• Promote available learning events, courses and activities offered to employees through broadcast messages
• Integrate accessibility into mandatory training policy:
  • the updated GAC Directive on Mandatory Training includes a requirement that only courses meeting full accessibility standards are eligible for inclusion in the mandatory training list
• Maintain a fully accessible learning management system
• Verify accessibility compliance for hosted learning solutions:
  • all learning solutions hosted on Campus International must comply with GC accessibility standards or obtain an exemption from TBS
• Deliver inclusive learning experiences by supporting accessibility by design for learning providers
• Offer resources, training and coaching to learning providers, to ensure that new learning solutions are developed with accessibility integrated from the outset

Barrier

Limited awareness about accessibility hinders disability inclusion.

Actions

GAC will:

• Raise awareness of accessibility and disability inclusion by leveraging internal communication channels (for example, broadcast messages, presentations and network meetings) to share accessibility-related resources, best practices and to encourage self-identification:
  • in 2026, the Transformation Bureau will contribute this initiative by sharing best practices, such as ensuring there is closed captioning during their information sessions for employees and managers
• Continue engaging with branches to support their accessibility-awareness activities, especially during Accessibility Awareness Week in 2026, 2027 and 2028:
  • the International Platform Branch Inclusion, Diversity, Equity and Accessibility (IDEA)+ Council will coordinate several events, including for National AccessAbility Week and the International Day for Persons with Disabilities, as well as quarterly outreach initiatives to promote IDEA
• Launch and promote the Anti-racism, Diversity and Inclusion Assessment Tool, a set of questions that encourage GAC program and policy leads to consider IDEA in their work

Performance measurement

GAC will develop a performance measurement framework which will be used to monitor the successful implementation of this action plan. In addition to a logic model (and narrative), the framework will include targets and timelines for each activity. It will be a useful tool to assess where the department may need to change course if desired results are not achieved.

Conclusion

GAC is committed to implementing this plan to contribute to continuous improvement in accessibility for persons with disabilities. We will monitor our progress to ensure we are meeting our accessibility goals and removing identified barriers. Progress reports will be published in 2026 and 2027 and shared with employees, stakeholders and management.

Feedback is also welcome and is encouraged through the channels listed at the beginning of this document. We will review all feedback and where appropriate, use it to inform progress on the plan and refine our actions. Our commitment is ongoing and we are building an organization where inclusion, diversity, equity and accessibility are embedded for all.