Communications Security Establishment Canada Accessibility Plan Progress Report 2024

From: Communications Security Establishment Canada

The Communications Security Establishment Canada (CSE) has prepared this 2024 progress report to meet the organization’s obligations under the Accessible Canada Act and the Accessible Canada Regulations.

This progress report provides updates on the progress CSE has made in 2024 in implementing its updated 2022-2025 Accessibility Plan.

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Message from the Chief

The Accessible Canada Act aims to create a barrier-free Canada by 2040, and the CSE, is fully dedicated to achieving this goal. The 2024 progress report and updated 2022-2025 Accessibility Plan demonstrate CSE’s ongoing efforts to remove existing barriers and prevent new ones, while also fostering a culture of inclusion.

Equity, diversity, and inclusion (EDI) are central to CSE’s workplace, and accessibility is integral to all aspects of its programs, services, and daily operations.

At CSE, every employee plays a role in promoting accessibility, ensuring that everyone understands its significance in enhancing the workplace. The principle of “Nothing Without Us” highlights the importance of inclusive participation, ensuring that all voices are heard. CSE is committed to continuous improvement through consultations and feedback, aiming to identify and eliminate barriers, making the organization more accessible for everyone.

Sincerely,

Caroline Xavier(She/Her)
Chief

1. General

1.1 Provide feedback

Your feedback will help CSE identify, remove, and prevent accessibility barriers in the workplace.

CSE will receive feedback on accessibility through various channels. You are invited to share and provide your feedback by telephone, mail, fax, online form, and email.

All feedback received on accessibility will be acknowledged and addressed unless the feedback received is submitted anonymously.

To submit accessibility feedback to the Government of Canada, use the Accessibility feedback form.

You can also contact the CSE Accessibility team directly:

In your feedback, please include the following:

  • your contact information (for example, your full name, mailing address, phone numbers, and email address)
  • a clear and detailed description of what you are requesting. If it’s a complaint, please also include the names or positions of all individuals involved in the matter and the dates and locations of the events
  • your signature and the date of signature (if written)
  • if you do not wish to provide your personal information, anonymous feedback can be provided. Please see submitting anonymous feedback below

Please do not include any confidential information (for example, a social insurance number) in your feedback.

If you’ve asked for a response, CSE will respond in the same way that you communicated with us.

CSE is committed to providing a response within 60 days of receipt of feedback. Please note that we will be unable to provide direct responses to anonymous feedback.

1.2 Submit anonymous feedback

Your feedback will always remain anonymous in our public reports. You will not be identified with your feedback beyond within our CSE Accessibility team.

If you want to provide anonymous feedback:

  • do not state your name or provide any other identifying information (for example, your email address or phone number)
  • do not include your return address on the envelope if you send feedback by mail

Please remember that we will be unable to acknowledge or reply to anonymous feedback.

1.3 Request an alternate format

You can request an alternate version of the feedback process by email at accessibility-accessibilite@cse-cst.gc.ca

Formats available:

  • print
  • large print (larger and clearer font)
  • braille (a system of raised dots that people who are blind or who have low vision can read with their fingers)
  • audio (a recording of someone reading the text out loud)
  • electronic formats that are compatible with adaptive technology

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

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2. Executive summary

Since the publication of the Communications Security Establishment Accessibility Plan 2022-2025 in December 2022, the Canadian Human Rights Commission reviewed the plan and, in October 2023, provided a report on their findings related to the ACA and the Accessible Canada Regulations. The review focused on sections 69 to 117 and determined that CSE’s accessibility plan did not fully comply with the ACA and Regulations. The report identified 30 areas where improvements were necessary.

The main recommendation was for CSE to identify barriers more clearly in its policies, programs, practices, and services in line with the ACA. Specifically, for each area under Section 5 of the ACA, CSE was asked to pinpoint barriers hindering accessibility and to outline the actions it would take to remove those barriers and prevent new ones.

In response, CSE submitted an updated 2022-2025 Accessibility Plan alongside the December 2024 progress report, detailing the actions the organization would implement to address and eliminate the identified barriers. The 2024 progress report outlines progress on these actions and highlights new initiatives or measures introduced during the year to improve accessibility.

The updated plan identifies 14 barriers and includes 67 actions aimed at addressing these challenges. CSE is on track to meet the commitments laid out in the updated accessibility plan, demonstrating significant efforts to create a more accessible organization.

This progress report identifies all barriers and actions found in the updated CSE Accessibility Plan 2022-2025. Of these actions:

  • 28 actions are completed to date
  • 20 actions remain in progress, with 2 actions scheduled to begin in 2025, including
    • 2 physical space-related actions that will take longer to complete due to cost constraints. These will be reviewed in 2025
    • the remaining actions are progressing well and are expected to meet the target completion date of December 31, 2025
  • 19 actions remain ongoing as long-term commitments to ensure continued accessibility within the organization. These actions are designed to ensure that CSE remains accessible in the future

Overall, CSE is making significant progress toward its accessibility goals, with both short-term and long-term initiatives well underway.

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3. Areas in Section 5 of the Accessible Canada Act

The ACA focuses on barriers in the following 8 key areas, which may overlap in certain cases:

  • employment
  • the built environment (physical spaces)
  • information and communication technologies (ICT)
  • communication (other than ICT)
  • the procurement of goods, services, and facilities
  • the design and delivery of programs and services
  • transportation
  • training

These areas are interconnected and addressing them holistically is crucial for creating a fully accessible environment. Accordingly, CSE recognizes that identifying, removing, and preventing accessibility barriers is crucial to fostering a diverse workforce and creating a future where inclusion, equity, and respect are central to the workplace. This progress report highlights the ongoing efforts to address and eliminate identified barriers, supporting CSE’s goal of becoming a fully accessible, barrier-free workplace for all employees.

For the purpose of this progress report, “in-progress” refers to activities that are currently being worked on and are progressing toward the target completion date, while “ongoing” refers to continuous or routine activities that don’t have a defined end point but are regularly performed.

3.1 Employment

The following barriers and actions were identified.

Barrier 1

Employees may have limited awareness of the duty to accommodate (DTA) process and the accessibility options available to them.

Actions in-progress for completion by December 31, 2025:

  • 1.1 Developing a corporate directive on the DTA, ensuring that accessibility options are readily available for employees, such as information on budgets for the purchase of specialized office equipment, ergonomic documentation, and solutions, telework accommodations, and software
  • 1.2 Adopting the Government of Canada (GC) Workplace Accessibility Passport, a tool used by public service employees and applicants to document the support measures and tools they require to succeed in the workplace
  • 1.3 Creating a tool for hiring managers that centralizes all the accommodation supports available and the process for accessing them

Completed actions:

  • 1.4 Established a working group meant to bring together stakeholders from various parts of the organization to discuss what CSE can make readily available to employees beyond an accommodation request, in an effort to move toward a more proactive approach to supporting of our employees.

In 2023, the CSE DTA directive was initiated, with its initial draft currently under revision as part of the organization-wide HR policy modernization initiative. This initiative provides a comprehensive review of all HR policies, directives, and guidelines, ensuring their accuracy, validity, and full accessibility. The HR policy modernization effort follows a 3-year cycle and includes the DTA directive as part of its first phase. This directive is being prioritized, and the review is expected to be finalized over the next few months, with the goal of having it published by December 31, 2025.

The GC Workplace Accessibility Passport is another initiative, originally targeted for implementation by March 31, 2024. However, due to dependencies on other parts of the organization, significant delays have occurred, and the timeline has been revised. While the project remains a priority, the new target date for full implementation is now set for December 31, 2025. The initiative aims to centralize accessibility-related resources, including budgeting for accommodations, coordinating storage rooms, and managing building contracts. Efforts are also focused on filling key vacancies within the Occupational Health and Safety (OHS) team, which oversees the accessibility passport. Although 2 positions have been filled, additional recruitment is needed to ensure the success of the project. Furthermore, ongoing discussions are taking place to compile a list of approved assistive software and wearable medical devices, particularly considering the unique challenges posed by CSE’s top-secret network and facilities. However, it is important to note that certain support measures or tools may be subject to restrictions due to security or operational requirements.

The CSE Accessibility Stakeholders’ Working Group was established in September 2024 to support these initiatives. The group consists of key representatives from all activity areas within the organization and meets monthly to review and update progress on the actions designed to remove accessibility barriers. The working group plays a critical role in fostering accessibility across the organization, ensuring that barriers are removed and that new barriers are prevented.

Barrier 2

The CSE hiring process, including the application and selection phases, is more rigorous than that of most other government of Canada positions, requiring enhanced security screening. This creates challenges for individuals with disabilities and those from the 4 designated employment equity (EE) groups, including neurodivergent individuals, in accessing employment opportunities.

Actions in-progress for completion by December 31, 2025:

  • 2.1 Committing to a barrier-free work environment for both internal and external candidates and offer various accommodation services to support candidates during the selection, hiring and security processes
  • 2.2 Participating in several outreach events geared toward the recruitment of people with disabilities and attending disability-specific recruitment events, aiming to improve workplace access and employment opportunities for Canadians with disabilities
  • 2.3 Making all assessment-related information/material available (as requested) in accessible formats for applicants who request it

CSE’s hiring process is a key priority for the organization, especially given the mission, environment, and specialized nature of the work. Most employees are required to obtain Enhanced Top-Secret clearance, which presents unique staffing challenges. However, CSE is committed to ensuring that this requirement does not create accessibility barriers for individuals seeking employment opportunities.

The organization is dedicated to promoting employment equity, accessibility, diversity, and inclusion throughout the application and selection processes. Ensuring a barrier-free work environment for both internal and external candidates is central to CSE’s hiring strategy. The commitment to a representative workforce, reflecting Canadian society, and achieving diversity and employment equity goals is emphasized in every job posting.

Barrier 3

The recruitment strategies are not fully accessible and do not effectively target individuals with disabilities, including those from the 4 designated EE groups and neurodivergent individuals.

Actions in-progress for completion by December 31, 2025:

  • 3.1 Pursuing opportunities with neurodiverse candidate placement organizations
  • 3.2 Implementing a self-declaration program to enable CSE to assess EE representation within the pool of candidates and provide hiring managers with required information to make an informed decision in support of EE objectives

Ongoing actions:

  • 3.3 Dedicating a recruiter to each of the 4 designated EE groups
  • 3.4 Creating an advisory committee on diversity and EE that meets regularly to develop recommendations, exchange information, and organize awareness events for the 4 designated EE groups

CSE is actively reviewing its recruitment strategies to ensure accessibility for all candidates. One option presented was partnering with the Specialisterne placement agency, which focuses on neurodiverse individuals, but the cost and challenges in the contracting process—due to restrictions linked to CSE’s enhanced security clearance—made this partnership unfeasible. Historically, establishing contracts with placement agencies has been difficult because of these clearance requirements. Despite this, CSE is exploring alternative partnerships with placement agencies and external organizations to expand accessibility in recruitment.

CSE is also participating in recruitment events and advertising job opportunities on job boards that specifically target neurodiverse candidates, persons with disabilities, and other designated EE groups. Significant progress has been made in integrating self-declaration data into the applicant tracking system (Seekr), enabling the organization to track and report on EE data. This data is used to shape CSE ’s outreach strategies for the 4 designated EE groups and to assess the success of recruitment efforts, while identifying any potential barriers in the hiring process.

To further support these efforts, the CSE recruiter responsible for each designated EE group’s portfolio regularly attends Affinity Group meetings to stay updated on developments, present recruitment campaigns, and collaborate with group members to develop accessible recruitment strategies. These groups also help promote recruitment events and invite subject matter experts to participate in discussions and initiatives.

Barrier 4

The applicant process, for job application, lacks clear communication regarding accessibility and accommodation requirements for all applicants.

Ongoing actions:

  • 4.1 Making all assessment-related information/material available in accessible formats for applicants who request it

Completed actions:

  • 4.2 Created a process to work with hiring managers to determine the accommodation required and to ensure candidates accommodation needs are reasonably met throughout the entire selection process, to ensure a fair and equitable assessment (for those requesting an accommodation through the self-identification program)
  • 4.3 Identified an Assessment Accessibility Ambassador to contribute effectively to the accessibility strategy for the Public Service of Canada, particularly in supporting accommodations for hiring candidates with disabilities or those requiring work accommodations

In May 2023, CSE organized a Public Service Commission (PSC) Assessment Accessibility/Accommodations training for all internal and external staffing teams, including students. The training was well attended and effectively communicated the benefits of having a fair and equitable recruitment process.

To ensure the ongoing success of these efforts, CSE regularly shares updated information, tips, and webinar links with HR staff. This helps equip them with the resources and tools necessary for productive discussions with managers. All exam and interview invitations are now standardized, with prompts for candidates to indicate any accommodation needs. When a request is received, HR Advisors are fully prepared to discuss the accommodation requirements with managers. For complex or difficult accommodation cases, the Assessment Accessibility Ambassador consults with HR’s Equity, Diversity, and Inclusion (EDI) team and relevant affinity groups to explore viable solutions.

CSE has also developed an inclusive recruitment guide, which is widely promoted across the organization to support accommodation requests and advance accessibility objectives. The team is working on an Assessment Accessibility presentation for everyone involved in the recruitment process. Additionally, a message introducing PSC’s guide on mitigating biases and barriers in assessments will be featured in the organization’s Weekly Byte communication for all employees.

To ensure the recruitment process remains accessible and inclusive, all recruitment posters are reviewed by the EDI team for inclusive language. Posters are progressively made available in Word format instead of PDF, with consideration given to official languages for greater accessibility.

Throughout the year, some candidates have raised concerns about the accessibility of the HackerRank platform used in assessments. When this occurs, the team reviews alternative options and discusses additional adjustments with managers on a case-by-case basis. Importantly, no accommodation requests related to this issue have been denied to date. CSE’s commitment to creating an accessible and inclusive recruitment process continues to strengthen, ensuring that all candidates can participate fully.

3.2 The built environment

The following barriers and actions were identified.

Barrier 5

Accessibility barriers typically relate to attitudinal, organizational, architectural or physical. Some of these barriers present themselves in some capacity throughout our facilities such as some physical spaces are not fully accessible for individuals with disabilities on campus.

Actions in-progress for completion by December 31, 2025:

  • 5.1 Installing additional automatic door operators to common doors at the Edward Drake Building (EDB) and Vanier campus each year
  • 5.2 Having all workstations equipped with height-adjustable desks

Completed actions:

  • 5.3 Improved EDB’s inclined link between the Visitor’s Center and the main building—installing railings on both sides and purchasing 6 motorized scooters to aid those with mobility challenges
  • 5.4 Created an area of refuge on each floor of both CSE facilities where individuals with mobility challenges can wait for assistance during an emergency
  • 5.5 Installed an emergency evacuation chair in every stairwell to help people with health conditions and physical disabilities
  • 5.6 Created a process to identify 2 volunteer employees (trained) per individual with mobility challenges to assist in evacuation
  • 5.7 Created outside pathways that are accessible for a wheelchair, are free of obstructions, have a firm and slip resistant surface and have a continuous plane without steps or abrupt changes
  • 5.8 Adjusted the height of waste collection bins at the EDB to accommodate people with mobility impairments

CSE’s facilities at both the EDB and Vanier campus have undergone significant improvements to enhance accessibility and remove physical barriers. Ensuring barrier-free spaces remains a top priority, with ongoing efforts to install accessible doors over the coming years. However, due to financial constraints, structural design requirements, and resource availability, the implementation of these changes will proceed gradually.

At the Vanier campus, several improvements were made in 2024 with the installation of additional automatic door operators:

  • The level 1 parking garage door entering the parking garage elevator is now fully accessible
  • The front door now includes a barrier-free security door
  • All access points to CSE floors are barrier-free with accessible buttons installed
  • 8 boardrooms have been equipped with barrier-free buttons
  • Additional barrier-free buttons will be installed each year, with a focus on ensuring all boardrooms are fully accessible

At the EDB, improvements were also made in 2024 in regard to automatic door operators:

  • A total of 25 automatic door operators have been installed
  • An additional 33 automatic door operators are planned for installation in the 2024 to 2025 fiscal year

The deployment of height-adjustable desks (sit stands) is progressing well across the EDB, with 710 desks installed in 2024. To date 7 POD floors are complete, and the goal is to complete 15 more POD floors by the target date of April 2026.

Regarding soap dispensers, the responsible sectors will review placement issues as they arise. All dispensers are built to code, and no further actions are required currently.

Garbage and recycling bins in the kitchenettes are currently accessible. The CSE Green Ambassador Committee is considering exploring ways to improve and possibly redesign waste diversion centers in various areas of the EDB (for example, Atrium, cafeteria). This initiative aims to enhance workplace greening and recycling efforts, while ensuring that accessibility is maintained, with a focus on preventing the introduction of new barriers. The goal is not to remove existing accessibility barriers but to improve the overall sustainability and accessibility of waste management areas.

Barrier 6

Barriers to accessibility in the workplace for individuals with hearing sensitivities, visual impairments, neurodivergent conditions, and mobility challenges include issues such as acoustic distractions and excessive visual stimuli.

Completed actions:

  • 6.1 Reviewed the design of some workstations to reduce visual stimulation for our neurodiverse employees
  • 6.2 Equipped workspaces with sound absorption panels to help those with hearing sensitivities

The Workplace Solutions (WPS) team within the Facilities Management Team is addressing sunlight glare issues through the “Blind Pilot” initiative. This is a pilot program, not a study, aimed at testing solutions to reduce glare and improve comfort in workspaces.

For employees with DTA or light sensitivities, the OHS team offers the option of installing enclosed “voting booths” at workstations. These booths are designed to block overhead lamps and minimize light sensitivities and visual stimulation. Additionally, employees can request that the lamps above their workstation be turned off by submitting a “delamping” form.

The WPS team has also piloted various solutions to reduce visual distractions and hearing sensitivities, including desk screens, floor-to-ceiling felt panels, and frosted acrylic panels. These products have been implemented in some areas, such as the EDB Pod 7.3. To assess the effectiveness of these measures, the WPS team will be sending out a survey to the occupants of these areas between October and November 2024. The survey aims to gather feedback on whether these solutions are successfully removing accessibility barriers and ensuring that no new barriers are introduced.

3.3 Information and communication technologies

The following barriers and actions were identified.

Barrier 7

There is a limited range of activities accessible to individuals with disabilities.

Ongoing actions:

  • 7.1 Implementing provision of video relay service in the EDB Visitors Center
  • 7.2 Ensuring new internal applications meet the accessible technical standards
  • 7.3 Ensuring web applications linked from cyber.gc.ca (for example, MyCyberPortal, GeekWeek portal) meet WCAG 2.1 (Level AA) compliance

Enterprise Technologies and Solutions (ETS) is working to bring existing applications into WCAG 2.1 compliance as they go through their life cycle. During the 2024 to 2025 fiscal year period, ETS successfully completed 2 cycles of updates to applications to ensure they meet accessibility standards.

To support this, ETS has integrated accessibility tools into the development process, which automatically check for compliance with accessibility requirements during the application-building phase. Additionally, new applications are reviewed by Subject Matter Experts (SMEs) to ensure they meet WCAG 2.1 standards. Dedicated ETS web developers have received training to establish a common baseline for accessibility across the team.

ETS’s (SMEs) work closely with the communications team to ensure that all websites meet accessibility standards, and they provide additional support to other areas as time allows.

It is recommended that the Center of Expertise, which supports IT development and design, create and centrally coordinate accessibility guidelines and best practices to be applied across all business lines, rather than limiting this to the ETS activity area only. To ensure a consistent, organization-wide application of accessibility standards, this approach should align with efforts, from the Employee and Organizational Wellness Program, in developing a Wellness Info HUB for CSE’s workforce.

Barrier 8

Both public-facing and internal content should comply with or surpass accessibility standards.

Actions not yet started, in-progress for completion by 31 December 2025:

  • 8.1 Ensuring vendors provide the required accessible compliant applications—obtained through various audits and working with vendors
  • 8.2 Creating a Center of Expertise to support IT development/design

Ongoing actions:

  • 8.3 Ensuring public-facing and internal CSE content meets or exceeds accessibility standards outlined by Government of Canada policies
  • 8.4 Ensuring cse-cst.gc.ca meets WCAG 2.1 (Level AA) compliance
  • 8.5 Ensuring cyber.gc.ca meets WCAG 2.1 (Level AA) compliance
  • 8.6 Ensuring getcybersafe.gc.ca meets WCAG 2.1 (Level AA) compliance
  • 8.7 Ensuring Connexion meets WCAG 2.1 (Level AA) compliance
  • 8.8 Ensuring all new internal applications meet the accessibility technical standards
  • 8.9 Applying the Treasury Board mandated design system to ensure all external web applications are identifiable to anyone viewing CSE web applications

CSE continues to prioritize ICT accessibility, striving to meet or exceed the Government of Canada’s accessibility standards for both public-facing and internal-facing content. Significant progress has been made, including the recreation of all infographics for getcybersafe.gc.ca, with most infographics rebuilt and all new content being coded with accessibility in mind.

Since the web team took over the responsibility of publishing content on the organization’s internal website Connexion, considerable efforts have been made to ensure that the content is accessible. The level of accessible content continues to increase with each publication, though some legacy content and the overall framework of Connexion remain inaccessible.

As part of CSE’s ongoing efforts to improve accessibility, existing applications are brought into WCAG 2.1 compliance as they are updated or “life cycled.” To date, 2 updates have been completed during the financial year 2024 to 2025 period.

CSE has also adopted tools in its development process that automatically review accessibility requirements during application building. All new applications are reviewed by an SME to ensure WCAG 2.1 compliance. The SME collaborates with the internal communications team to ensure all websites and content meet accessibility standards, providing additional support to other areas of the organization as time allows. Training has also been provided to all web developers to establish a common baseline for accessibility.

Regarding vendor-provided applications, progress has been slower due to pending guidelines from Public Services and Procurement Canada (PSPC). These guidelines, which aim to incorporate accessibility criteria in procurement of goods and services, are expected to be finalized in 2025.

To further support accessibility, CSE plans to engage with the Contracting and Procurement team to implement the new Acquisition Policy, which requires collaboration between business owners, technical authorities, and contracting officers to incorporate accessibility criteria into procurement requirements. Engagement with the Accessible Procurement Resource Centre (APRC) is also planned to help communicate accessibility criteria to external vendors, as led by PSPC for the broader Government of Canada. Additionally, CSE plans to incorporate accessibility requirements into existing procurement-related policies and establish internal tracking systems for audit and compliance monitoring.

Lastly, it is recommended that CSE establish an internal accessibility office to provide guidance, advice, and reviews across the entire organization. This office would work in partnership with all business lines, outside of the ETS team. This recommendation is under review and is expected to be implemented in 2025.

3.4 Communication (other than information and communication technologies)

The following barrier and actions were identified.

Barrier 9

Eliminate barriers in the distribution of written communications.

Actions in-progress for completion by December 31, 2025:

  • 9.1 Creating a handbook for clients on responsibilities for creating accessible features for audio and visual products
  • 9.2 Reviewing previously published internal communications messages for the use of plain/accessible language

Ongoing actions:

  • 9.3 Reviewing new internal communications for the use of plain/accessible language for all messages
  • 9.4 Reviewing and improving new products with clear and consistent layouts

Completed actions:

  • 9.5 Created and publishing a web accessibility checklist
  • 9.6 Created an inclusive language guide for inclusive writing in French
  • 9.7 Reviewed and updated branding, including corporate templates for accessibility (for example, briefing notes or PowerPoint templates)

As a public service organization, CSE prioritizes providing accessible communication to the public and ensuring that information is readily available in an inclusive, barrier-free manner.

The review of new internal communications is ongoing, with accessibility being a key focus when drafting new messages. To guide this process, CSE uses tools like the Inclusive Language Writing in French Guide and the Web Accessibility Guide to promote accessible, inclusive writing and ensure consistency across various documents. While new communications are being developed with accessibility in mind, updating previously published communications is still in the planning phase. This is a larger initiative that will begin once the internal websites, Connexion and Web 2.0, are revised. Dependencies on other tasks have affected the completion date for this action.

CSE has also collaborated with accessibility experts and internal affinity groups to update its corporate look and feel, prioritizing accessibility and inclusion throughout the organization. As part of this effort, new PowerPoint and Word templates reflecting this updated design were made available to all CSE employees in July 2024.

Additionally, progress continues for the creation of a handbook, outlining responsibilities for producing accessible audio and visual products. An English version of the handbook has been drafted and is available on the Confluence page. The next steps include translating the document and making it available on the Connexion internal website after further revisions.

3.5 The procurement of goods, services and facilities

The following barrier and actions were identified.

Barrier 10

Eliminating barriers in procurement processes.

Actions in-progress for completion by December 31, 2025:

  • 10.1 Identifying and providing training to CSE employees on accessibility considerations for procurement
  • 10.2 Developing accessibility job aids to assist in integrating accessibility criteria into the procurement requirements

Ongoing actions:

  • 10.3 Sharing and discussing the APRC Frequently Asked Questions (FAQs) (once finalized) Considering Accessibility in Procurement document

Completed actions:

  • 10.4 Developed and delivered biannual information sessions to managers that include information and best practices for accessible procurement

CSE is committed to supporting accessibility standards and practices outlined by PSPC and Shared Services Canada. As part of this commitment, CSE has made the “Addressing Disability Inclusion and Barriers to Accessibility” course, provided by the Canada School of Public Service, a required training for its procurement team. Most team members have completed the course, with only 4 employees remaining to complete it within the current fiscal year.

To further enhance accessibility, CSE has developed a series of job aids—1 page documents that provide key information for procurement processes. These aids are currently available in English and are in the translation process to ensure they can be shared across the organization in accessible formats on CSE’s internal website and communication platforms.

CSE also offers biannual information sessions for managers, which provide updates on accessibility best practices both within the organization and across the Government of Canada. These sessions are now part of the Everest Program, a mandatory training for all managers and supervisors.

Additionally, the APRC, established by PSPC, plays a crucial role in providing guidance on accessible procurement. The APRC maintains a list of commodities where accessibility considerations apply and offers resources like a draft guide on accessibility in procurement and a FAQ document to assist federal organizations with accessible procurement practices.

3.6 The design and delivery of programs and services

Barrier 11

Insufficient support for employees with disabilities.

Ongoing actions:

  • 11.1 Working across business lines to ensure managers are aware of accessibility requirements and obligations across the Government of Canada and how these relate to CSE

Stakeholders across CSE are dedicated to ensuring that our programs, services, and procedures are accessible to all employees. To support this effort, the Accessibility Stakeholders Working Group was established in September 2024. This group is tasked with reviewing and addressing identified accessibility barriers, while ensuring that the solutions implemented do not create new obstacles.

Our goal is to expand the working group to include broader representation from across the organization, ensuring diverse perspectives are integrated into our efforts to remove barriers. This will help ensure that solutions are both inclusive and effective for all employees.

In line with our commitment to fostering a more inclusive, respectful, and accessible workplace, we have taken specific steps to address the support needs of employees with disabilities. As part of this effort, representatives from the People with Disabilities affinity group have been added as standing members of the working group. Moving forward, we will continue collaborating with CSE stakeholders to identify barriers and align our actions with relevant policies, processes, and procedures to provide better support for employees with disabilities.

Barrier 12

Limited representation of individuals with disabilities in senior committees, such as the People and Culture Committee and Executive Committee (ExCom).

Ongoing actions:

  • 12.1 CSE stakeholders supporting employees with disabilities will work together to clarify the barriers and align their efforts in the application of related policies, processes, and procedures

To address the barrier of limited representation in senior committees, CSE’s People and Culture Committee (PCC) is dedicated to promoting people-centered programs, policies, and initiatives that support a barrier-free and inclusive workplace. The PCC works closely with CSE’s ExCom to ensure coordinated efforts that align with the organization’s vision of being a healthy, sustainable, and high-functioning people-first community. Accessibility and inclusion are ongoing, regular topics of discussion at these meetings, ensuring that these critical issues remain at the forefront of decision-making.

Furthermore, the PCC actively consults with CSE’s employee affinity groups, including those focused on neurodiversity and persons with disabilities. This collaboration ensures that diverse perspectives, including those of individuals with disabilities, are represented in the decision-making process. By regularly engaging with these groups, CSE incorporates a broader range of viewpoints into its policy and initiative development, which strengthens its ability to address the unique needs and concerns of all employees and deliver a better mission for Canadians.

The involvement of these employee-led affinity groups—such as the neurodiversity affinity group and the persons with disabilities group—provides essential insight into the challenges employees face. These groups not only offer a platform for employees to share their experiences and concerns, but they also propose practical solutions that are brought to the PCC for consideration and approval. By integrating the input of these groups into its senior committees, CSE ensures that accessibility and inclusion remain central to its efforts in creating a barrier-free, discrimination-free, equitable workplace where every employee’s voice contributes to meaningful change linked to better delivery of our mission.

3.7 Transportation

The following barrier and actions were identified.

Barrier 13

Lack of accessible parking spaces available at both campuses and for visitors.

Actions in-progress for completion by December 31, 2025:

  • 13.1 Adding 1 additional accessible parking spot at the front of the EDB

Completed actions:

  • 13.2 Made accessible parking available at both campuses for employees and visitors
  • 13.3 Designated para-transpo pick-up location in front of the EDB
  • 13.4 Implemented shuttle services from the Enigma Lot to the front door EDB

CSE is committed to creating and maintaining an inclusive, barrier-free work environment for all employees and visitors. Accessible parking is already available at both the EDB and Vanier campuses, and the organization is actively working on further improving accessibility for visitors as well.

This year, CSE plans to add 1 accessible parking spot for visitors in the EDB parkade and create another in the EDB visitor’s center parking area. These spots will feature a physical accessibility parking sign, and an accessible parking logo painted on the pavement. The first spot, located immediately after the fire lane, has been strategically chosen as it is closest to the building entrance, ensuring easier access for individuals with limited or reduced mobility.

Discussions about accessibility parking and transportation requirements for both the EDB and Vanier campuses are ongoing, with plans to explore further opportunities.

3.8 Training

The following barrier and actions were identified.

Barrier 14

Limited access to training and opportunities for personal and professional growth for employees with disabilities.

Actions in-progress for completion by December 31, 2025:

  • 14.1 Developing a “Creating Accessible eLearning” guide
  • 14.2 Creating training for management, providing guidance on the management of DTA process and best practices for workplace accommodation

Completed actions:

  • 14.3 Produced training videos with captions in both official languages
  • 14.4 Included a note tab in online courses to allow learners to use a screen reader
  • 14.5 Updated CSE’s online courses to improve accessibility
  • 14.6 Updated MS Word accessibility tool to eliminate accessibility issues
  • 14.7 Tested training documents with the MS Word accessibility tool to ensure training documents meet accessibility requirements
  • 14.8 Ensured that documents are compatible with the text-to-speech feature in MS Word
  • 14.9 Tested all online learning courses and expanding the use of the Non Visual Desktop Access (NVDA) screen reader technology
  • 14.10 Delivered neurodiversity training for employees

CSE is committed to ensuring that training is fully accessible for all employees, enabling both personal and professional growth. The organization has made significant strides in making training accessible across all areas, ensuring that every employee can benefit from professional development opportunities.

In addition to internal training, CSE is dedicated to ensuring that any training provided to clients and the public are also accessible. This commitment includes regular testing of all training courses to ensure they meet accessibility standards, fostering an inclusive learning environment for all participants.

CSE remains focused on enhancing accessibility across all training initiatives. Two key priorities that continue to be on our radar are:

  • Developing a “Creating Accessible eLearning Guide”: This guide will provide best practices and guidelines for developing inclusive and accessible eLearning content, ensuring that all employees, regardless of ability, can fully participate in and benefit from online training programs
  • Creating DTA Training for Management: This training will provide managers with the knowledge and tools needed to effectively manage the DTA process. It will offer guidance on best practices for workplace accommodations, helping leaders understand their responsibilities in supporting employees with disabilities

These initiatives, along with ongoing efforts to improve accessibility in all forms of training, reflect CSE’s commitment to fostering an inclusive and accessible workplace for all employees.

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4. Consultations

In 2024, CSE conducted consultations with key groups, including facilities management, union representatives, accessibility teams, and external partners, to enhance accessibility for employees with disabilities. These consultations, held in April and July, involved discussions primarily led by the HR management team and a union member, focusing on emergency planning, physical accessibility, and accommodation resources.

Several major barriers affecting employees with mobility disabilities were identified, including narrow security gates, inadequate signage, and a lack of accessible parking, which made movement around the workplace challenging. Additionally, evacuation protocols were found to be insufficient for employees who required assistance. In response, facilities management committed to increasing accessible parking spaces, updating building signage, and modifying security gates to improve wheelchair access. Emergency preparedness was also enhanced by designating crossover floors as emergency support, installing Braille signage, and appointing volunteer “buddies” to assist employees with mobility challenges.

Employees also highlighted inconsistencies in access to assistive tools, such as headsets and adjustable workstations. In response, an IT help desk was established to improve accessibility tool support across the EDB and the Vanier campus.

As a result of these consultations, a comprehensive action plan was created, including monthly evaluations to track the progress of accessibility measures. The consultations also led to improved training and updated accessibility guidelines, further supporting CSE’s commitment to creating a fully accessible workplace for all employees.

5. Feedback

In 2024, CSE did not receive any formal feedback on its 2022-2025 Accessibility Plan. However, it encourages individuals to provide feedback on the progress report or the updated Accessibility Plan by reviewing section 1.1 Provide feedback in this report.

To support the implementation of the accessibility plan and effectively address barriers, CSE has established an Accessibility Stakeholder Working Group. This group consists of members who are responsible for addressing specific accessibility issues within their areas of expertise.

The working group prioritizes actions based on the needs, risks, and challenges of each initiative, ensuring that barriers are tackled systematically and efficiently.

In addition, CSE has employee-led affinity groups with Champions representing each group. These groups include employees from diverse backgrounds and experiences, such as the persons with disabilities affinity group and the neurodiversity group. Representatives from these groups are part of the accessibility working group, ensuring that individuals with lived experience are directly involved in discussions, consultations, and the feedback process.

This collaborative approach aims to create a more inclusive and accessible environment at CSE by integrating diverse perspectives and ensuring that accessibility initiatives are informed by the needs of all employees.

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6. Glossary

Barrier
Includes anything (physical, architectural, technological, attitudinal, or anything that is based on information or communications or 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
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.
Employment equity (EE)
Fair representation and distribution of the 4 designated groups in the workplace. It is accomplished by employment practices that correct and prevent disadvantages in employment for designated groups through positive programs and reasonable accommodations to remove barriers to equitable employment and promotion opportunities.
Affinity and equity groups
These entities are grassroots, employee efforts to bring together colleagues with similar concerns, issues, and interests. They are forums where CSE employees can and do share experiences, identify issues, and propose practical actions that can be shared with management or can be implemented directly. These groups are at the core of CSE’s values, including being an organization dedicated to learning from the mistakes of the past. They are vehicles for effecting change and are essential partners in being an open, accommodating, transparent and engaged organization.
Neurodiversity affinity group
A CSE Affinity Group supporting persons who are neurodivergent.
Persons with disabilities
Persons who have a long-term or recurring physical, mental, sensory, psychiatric, or learning impairment and whom:
  • consider themselves to be disadvantaged in employment by reason of that impairment, or
  • believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment
This includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace.
Invisible disabilities
Also known as hidden disabilities or non-visible disabilities, these are disabilities that are not immediately apparent, are typically chronic illnesses and conditions that significantly impair normal activities of daily living. Some examples of invisible disabilities include autism spectrum disorder, depression, and learning and thinking differences such as attention deficit hyperactivity disorder and dyslexia.
Self-declaration
Voluntary information provided by applicants in appointment processes for statistical purposes related to appointments and in the case of processes targeted to EE groups, to determine eligibility.
Self-identification
Collection of EE information voluntarily by employees, for statistical purposes in analyzing and monitoring the progress of EE groups at CSE and for reporting workforce representation.
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