Communications Security Establishment Canada Accessibility Plan 2022–2025

ISSN 2817-1012

The Communications Security Establishment Canada’s (CSE) updated Accessibility Plan 2022-2025 clearly identifies the barriers in certain areas and explains the actions to be taken to remove and prevent these barriers. CSE’s accessibility plan meets the requirements set out in the Accessible Canada Act.

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Message from the Chief

It is with pleasure that I introduce the CSE, Accessibility Plan 2022–2025. As Canada’s national cryptologic agency, providing the Government of Canada with information technology security and foreign signals intelligence, a diverse and inclusive workforce is essential to the challenging work we do.

Diversity enhances our strength and agility. By providing our employees with the necessary tools and supportive environments, we are able to recruit and retain a diverse and inclusive workforce more effectively. Additionally, this approach ensures meaningful inclusion within the organization and fosters active participation among all employees. As Chief of CSE, I am committed to an environment in which all employees are empowered to be their best selves to contribute to our important mission and deliver for Canadians.

This plan supports our goal of building a skilled and diverse workforce reflective of Canadian society. It showcases the work that has already started at CSE toward identifying and removing barriers for persons with disabilities and acknowledges that we have much more work to do. This work begins with shifting our organizational culture at all levels of the organization to bring accessibility to the forefront of every decision, policy, process, and action.

At CSE, we intend to refine this plan over the next three 3 years, working closely with our neurodiversity and disability communities to design spaces, tools, systems, and processes that leave no employee behind. We understand that we will gain greater awareness and clarity regarding the needs of our CSE community as we work through our plan. There will also be a need to bring together stakeholders from across the organization to work together to solve problems that transcend business lines and cannot be solved in silos, especially in recognition of intersectionality.

I am excited to use this plan to implement the principles of our One CSE: A framework for equity, diversity and inclusion, making our organization more inclusive, equitable, accessible and diverse, because we have made these factors a priority and within reach at CSE through accessibility.

Caroline Xavier (She/Her)
Chief

1. General

1.1 Providing 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 feedback form, and email.

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

1.2 How to provide feedback

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 you are submitting 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.

1.3 Submitting 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.

1.4 Requesting 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

As part of the commitments set out in the Accessible Canada Act and with the goal of making Canada barrier-free by January 1, 2040, the CSE is pleased to present its first Accessibility Plan, which outlines its priorities and goals from 2022-2025.

The Accessibility Plan 2022-2025 outlines CSE’s approach to identifying, removing, and preventing accessibility barriers over the next 3 years. CSE has already started identifying and removing certain barriers for persons with disabilities and we recognized with this plan that we have much more work to do. This plan will help us continue in identifying different barriers that need to be addressed.

CSE recognizes that identifying, removing, and preventing accessibility barriers is essential to creating a workplace that is accessible, diverse, and inclusive. To achieve this goal, CSE’s Accessibility Plan represents an ongoing commitment to meet the needs of employees through consultations and removing barriers wherever we find them.

We have identified some major barriers through consultations with persons with disabilities, affinity groups and stakeholders. First, our selection and hiring processes are very rigorous and more demanding than most other Government of Canada organizations, making accessible employment even more challenging for persons with disabilities and employment equity groups. Our physical spaces are not all barrier-free for individuals with disabilities and the lack of support available for them results in additional challenges in the workplace. And lastly, we also need to remove barriers in the dissemination of written communications and in our procurement considerations to ensure messaging and operations are more accessible for everyone.

At CSE, we intend to design spaces, tools, systems, and processes that include all employees, leaving no one behind. We understand that we will gain greater awareness and clarity regarding the needs of our CSE community as we work through our plan. There will also be a need to bring together stakeholders from across the organization to work together to solve problems that transcend business lines and cannot be solved in silos, especially in recognition of intersectionality.

It is important that CSE moves beyond words and intentions to action. This requires the organization to closely examine its policies, processes, procedures, and decisions to ensure that they do not create any barriers. This is CSE’s commitment to accessibility.

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3. Accessibility statement

CSE is fully committed to the purpose of the Accessible Canada Act to benefit all persons, especially persons with disabilities, in realizing a Canada without barriers by January 1, 2040, through the identification and removal of barriers, and the prevention of new barriers in the following areas:

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

CSE recognizes that individuals with disabilities make significant contributions to the achievement of its mission. To create a more accessible and inclusive environment, CSE is committed to identifying and removing barriers to accessibility. The agency strives to ensure that employees and visitors to all its facilities feel safe, welcomed, and respected in their workplaces. By working together to create a more accessible environment, it will enable the organization to be more productive, effective, and representative of the people CSE is dedicated to serving.

CSE also recognizes that to deliver accessible programs and services, it needs the right organizational culture where accessibility and inclusion are at the forefront of everything it does.

CSE is committed to ensuring that its programs, services, and workplaces are accessible to all. As such, CSE will be working persistently in identifying, removing, and preventing barriers to accessibility, protecting the rights of persons with disabilities, and working with them to improve the accessibility for everyone.

In addition, CSE is dedicated to fostering a healthy, safe, respectful, and inclusive workplace that is free from harassment, discrimination, and violence, including domestic violence. This means developing and implementing preventative measures to ensure employees do not experience harassment or violence based on a prohibited ground of discrimination.

CSE’s Harassment and Violence Prevention Program (HVPP) helps in preventing and resolving occurrences of harassment and violence in the workplace. The program provides resources for employees and guidance for the resolution of harassment and violence occurrences in the workplace. It also helps employees feel safe both psychologically and physically at work by proactively assessing the risks of potential harassment and violence that may arise due to the nature of the workplace, type of work, and the conditions of the work.

In accordance with the Privacy Act, all communications with the HVPP Office are handled in a confidential, sensitive, and discreet manner.

The HVPP Office offers employees:

  • prevention strategies to help CSE be a workplace free of harassment, discrimination, and violence
  • support and guidance in the resolution process of an occurrence related to harassment and violence in the workplace
  • active listening for employees who experience or witness harassment or violence in the workplace, including sexual harassment and domestic violence
  • mandatory Harassment and Violence Prevention training
  • access to CSE’s Policy for the Prevention of Workplace Harassment and Violence and Procedures for the Resolution of Workplace Harassment and Violence
  • resources and tools such as Frequently Asked Questions (FAQs), community resources, mental health resources for managers and employees

Due to the importance of preventing all forms of harassment and violence in the workplace, CSE encourages employees to report any occurrences to minimize the potential for risk and harm to employees.

All HVPP materials are currently under review to ensure inclusive language and remove any barriers to accessing this information.

Also, to support our employees, CSE offers various employee and organizational wellness programs:

  • The Counselling and Advisory Program promotes resilience, healthy relationships, and wellness among CSE employees, teams, and across the organization through a variety of professional and confidential services
  • The Occupational Health and Safety (OHS) program ensure employees have the necessary tools and resources for a healthy and efficient work environment
    • offers ergonomic assessment and workspace adjustments, including specialized equipment, ergonomic tools, and customized advice
    • offers personalized consultations to help employees organize their workstations to minimize discomfort and maximize productivity
    • promotes accessibility within the workplace, ensuring all employees, including those with disabilities, have a safe and productive environment
    • provides resources and support for employees needing accommodations, including adaptive equipment, assistive technologies, and workspace modifications
    • works closely with employees to understand their unique needs and implement effective solutions that foster an inclusive environment
    • implements hazard prevention measures to ensure a safe and secure work environment
  • Career services provide confidential one-on-one career transition, planning, and navigation support for CSE employees to enable intentional career decision-making that is focused on supporting the employee to find a best-fit position that meets their skills and aspirations. Employees can access career services directly or through a management referral
  • The Disability Management Program (DMP) focuses on extended absences from work because of illness, injury, or disability, and on preventing risks that may lead to these absences
    • The DMP provides coordinated case management and transition support to CSE employees and their immediate supervisors through each phase of the process
      • identifying employees in need of assistance
      • assisting the employee and supervisor throughout the long-term disability application process
      • maintaining contact with the employee while they are on leave
      • assisting with accommodation(s) and return to work plans when the employee is ready to return to the workplace
    • The DMP includes the coordination of occupational therapy services for employees to assist in
      • developing work/life balance
      • removing functional barriers that impede engagement in everyday activities
      • improving workplace participation
      • reducing absenteeism
      • assisting with accommodation needs
  • The Employment Equity and Diversity Program focuses on awareness and communication initiatives for managers and employees. Some key elements of the program include
    • diversity awareness articles for CSE’s internal communications channels
    • transformational leadership training with a focus on openness to diverse perspectives and ways of thinking
    • a self-identification program that enables CSE to assess how representative its workforce is and examine disaggregated data from multiple perspectives including by tenure, classification and intersectionality in order to make workforce planning decisions, targeted interventions and to involve employees on a voluntary basis in human resources programming
    • an advisory committee on diversity and employment equity that meets regularly to develop recommendations, exchange information, and organize awareness events for the 4 federally designated equity groups
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4. Areas described under section 5 of the Accessible Canada Act

CSE recognizes that identifying, removing, and preventing accessibility barriers is essential to ensure a diverse workforce and a future where inclusion, equity, and respect for all are possible in the workplace.

CSE’s accessibility plan represents the goals and the ongoing commitment it has set to achieving a barrier-free work environment.

The identified barriers and actions to addressing and removing them are outlined in this accessibility plan. They were identified and developed through consultations and active listening from various groups, including employees with disabilities.

The barriers are identified for the following areas:

  • Employment: building a diverse work environment free from harassment and discrimination, and creating accessible conditions for day-to-day work life and career progression
  • The built environment: designing physical spaces that are barrier-free for individuals with disabilities
  • Information and communication technologies (ICT): delivering accessible web content to external and internal audiences and assistive technologies where required
  • Communications: providing communication in accessible formats and making information readily available to the public in an inclusive and barrier-free manner
  • Procurement: incorporating accessibility requirements and considerations into CSE’s procurement of goods, services, and facilities
  • Programs and services: delivering people-centric programs, policies, and initiatives
  • Training: advancing training that is accessible for all employees to allow for personal and professional growth
  • Transportation: maintaining a safe barrier-free workplace in the guidelines and practices of transportation and parking

4.1 Employment

The Employment section includes employment policies, practices and services and the recruitment program. The barriers along with the actions outlined below will improve how CSE recruits, selects, hires, retains, and promotes persons with disabilities (visible and non-visible). Through collaboration with the various affinity groups and in consultations with employees in the organization, we learnt that numerous barriers exist. The barriers identified and the actions to be implemented to remove these barriers below are the first steps toward mitigating these obstacles.

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.

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • Developing an internal policy on DTA
  • Improve employees’ experience with accommodation and ensuring that accessibility options are readily available
  • Adopting the GC Workplace Accessibility Passport, a tool for public service employees and applicants to document the support measures and tools they need to succeed in the workplace
  • Developing management training on the GC Accessibility Passport, the accommodation process, accessible tools, and managers' roles and responsibilities in supporting their employees
  • Establishing 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 towards a more proactive approach to supporting of our employees
  • CSE virtual panel on accessibility for all staff to share all the available tools and services available
  • Communication to all staff about OHS services and the availability of ergonomic equipment and assessment

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 groups, including neurodivergent individuals, in accessing employment opportunities.

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • 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
  • 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
  • Making all assessment-related information/material available (as requested) in accessible formats for applicants who request it

Barrier 3

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

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • Dedicating a recruiter to each of the 4 designated EE groups
  • Pursuing opportunities with neurodiverse candidate placement organizations
  • 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
  • Creating an advisory committee on diversity and EE that meets regularly to develop recommendations, exchange information, and organize awareness events for the 4 designated employment equity groups

Barrier 4

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

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

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

CSE is committed to maintaining a workforce of qualified employees and meeting its obligations under the Employment Equity Act. In 2022, CSE created One CSE: A framework for equity, diversity and inclusion to facilitate the elimination of barriers to employment. “One CSE” aims to ensure that no person is denied employment opportunities or benefits for reasons unrelated to proficiency.

CSE is also committed to a barrier-free work environment for both internal and external candidates and offers various accommodation services to support candidates during the selection process.

When a candidate self-identifies as requiring accommodation(s), our human resources advisors work with hiring managers to determine the accommodations required and to ensure their needs are met throughout the entire selection process. CSE strives to offer a selection process that will accommodate any reasonable measure required to enable candidates to be assessed in a fair and equitable manner. This includes making all assessment-related information available in accessible formats for applicants. All information about accommodation requests received during the selection process is confidential.

Additionally, CSE strictly adheres to its DTA, our obligation to adjust rules, policies, and practices to enable all employees to participate fully in the workplace. When an employee makes an accommodation request, we undertake the necessary steps, within our means, to complete the request.

CSE recognizes that employees may not be fully aware of the accessibility options available to them. In response, the Employee and Organizational Wellness (EOW) Program, in collaboration with internal partners, is developing a Wellness Info HUB. The primary goal of this new initiative is to centralize wellness-related services, resources, and information in one easily accessible location. The HUB will feature a Wellness Navigator, available for confidential consultation and guidance as needed. It will also include a dedicated EDI (Equity, Diversity, and Inclusion) section to clearly outline available support, address misconceptions, and improve understanding of accessibility. This initiative aims to clarify the roles of various departments, foster collaboration on accessibility efforts, and ensure that employees have clear, accessible, and accurate information about wellness and accessibility resources. CSE plans to further mitigate this gap by developing an internal policy on DTA. To ensure the policy is all-inclusive, CSE will consult and collaborate with various affinity groups across the organization, including the neurodiversity community, to incorporate their input and comments. Once published, it will be shared with all CSE employees.

In addition, CSE has established a working group meant to bring together stakeholders from various parts of the organization to discuss what we can make readily available to employees beyond an accommodation request. This is to move toward a more proactive support of our employees.

Recruitment program

At CSE we recognize that disability does not define ability. We strive to build a diverse workplace through an inclusive and barrier-free recruitment process. CSE participates in several outreach events geared toward the recruitment of people with disabilities. In collaboration with post-secondary institutions, CSE has participated in the “Kick Start Your Career—Navigating Employment Pathways for Students with Disabilities” Career Fair with La Cité College in Ottawa and other recruitment events with the University of Ottawa. In May 2022, CSE participated in the Canadian Congress on Disability Inclusion virtual event during National AccessAbility Week (NAAW). The virtual platform was safe for those with epilepsy and was ADHD-friendly, as well as accessible for persons who are blind.

In December 2022, CSE participated in a diversity and inclusion virtual career fair for students and alumni from colleges and universities across all majors and degrees. Candidates had the opportunity to engage with CSE recruiters either via chat (written), video conferencing or in private virtual rooms. CSE had a member of our Employment Diversity and Inclusion (EDI) team participating alongside our recruiters. Moving forward, CSE aspires to attend additional disability-specific recruitment events, including the Access Ability Virtual Career Opportunities Fair. CSE’s participation in these events aims to improve workplace access and employment opportunities for Canadians with disabilities.

To further support our recruitment efforts, CSE has consulted with neurodiversity candidate placement organizations Specialisterne and WithYouWithMe, about employing their services both for candidate placements, and on-the-job support. In parallel, CSE has engaged with internal managers from the CSE neurodiversity affinity group and has identified a manager who will sponsor and mentor neurodiverse employees.

The built environment

The built Environment section is about moving around buildings and public spaces. In keeping with CSE’s commitment to accessibility, CSE is designing physical spaces that are barrier-free for individuals with disabilities. For example, both CSE facilities, the Edward Drake Building (EDB) and the Vanier campus, were designed and constructed with accessibility in mind.

The barriers identified and the actions to be implemented to remove these barriers below are the first steps toward mitigating these obstacles.

The following barriers and actions were identified.

Barrier 5

Accessibility barriers are typically 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.

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • Installing additional automatic door operators to common doors at the EDB and Vanier campuses each year
  • Having all workstations equipped with height-adjustable desks
  • Improving EDB’s inclined link between the Visitor’s Center and the main building—installing railings on both sides and purchasing 10 motorized scooters to aid those with mobility challenges
  • Creating an area of refuge on each floor of both CSE facilities where individuals with mobility challenges can wait for assistance during an emergency
  • Installing an emergency evacuation chair in every stairwell to help people with health conditions and physical disabilities
  • Creating a process to identify 2 volunteer employees (trained) per individual with mobility challenges to assist in evacuation
  • Creating 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 in level
  • Adjusting the height of waste collection bins at the EDB to accommodate people with mobility impairments

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.

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • Reviewing the design of some workstations to reduce visual stimulation for our neurodiverse employees
  • Equipping workspaces with sound absorption panels to help those with hearing sensitivities

The main entrances and security reception areas at both campuses include accessible counters, card access systems, personal electronic device lockers at barrier-free heights, automatic main entrance doors with proximity sensors, and barrier-free washrooms. All workstations at the Vanier campus are equipped with height-adjustable desks, and over the next 3 years, workstations at the EDB will be upgraded to height-adjustable desks. This provides more flexibility for individuals in the working environment. At the EDB, where there is an inclined link between the Visitors’ Centre and the main building, CSE has installed railings on both sides and purchased ten motorized scooters to aid those with mobility challenges.

Other facility initiatives in place to create an accessible and barrier-free environment at CSE include, but are not limited to the following:

  • braille signs for washrooms and boardrooms to accommodate visual disabilities at both CSE facilities
  • accessible parking at both CSE facilities
  • automatic door operators on all common doors at the Vanier campus by March 2023
  • continued collaboration with various groups to review additional opportunities to increase accessibility

To ensure all employees can evacuate safely in an emergency, we have implemented the following:

  • areas of refuge on each floor of both CSE facilities where individuals with mobility challenges can wait for assistance during an emergency
  • an emergency evacuation chair in every stairwell to help people with health conditions and physical disabilities
  • availability of 2 volunteer employees (trained by CSE’s Emergency Management team) per individual with mobility challenges to assist in the evacuation
  • outside pathways that are wide enough for a wheelchair, are free of obstructions, have a firm and slip resistant surface, and consist of a continuous plane without steps or abrupt changes in level
  • mobility scooters

CSE is developing a “Future of the Workplace” concept to adapt our infrastructure to hybrid work. Hybrid work has introduced new challenges to the work environment for those with hearing sensitivities. For example, increased noise levels when using online collaboration tools. To mitigate this challenge, CSE created an etiquette guide for employees which highlights best practices for managing meetings in a hybrid workplace, including, identifying specific locations within CSE facilities that provide privacy and space for online meetings.

CSE has launched a pilot project in one of our workspaces to trial different solutions in response to employee needs to work in environments with low light and reduced noise levels.

CSE will collaborate with the persons with disabilities and neurodiversity communities to gather feedback on these pilot initiatives and refine them as needed.

4.3 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.

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

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

Barrier 8

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

Timeline: December 31, 2025

Actions to remove this barrier for a more accessible future:

  • Ensuring public-facing and internal CSE content meets or exceeds accessibility standards outlined by Government of Canada policies
  • Ensuring cse-cst.gc.ca meets WCAG 2.1 (Level AA) compliance
  • Ensuring Cyber.gc.ca meets WCAG 2.1 (Level AA) compliance
  • Ensuring Getcybersafe.ca meets WCAG 2.1 (Level AA) compliance
  • Ensuring Connexion meets WCAG 2.1 (Level AA) compliance
  • Ensuring all new internal applications meet the accessibility technical standards
  • Ensuring vendors provide the required accessible compliant applications—obtained through various audits and working with vendors
  • Creating a Center of Expertise to support IT development/design

ICT have the potential to make significant improvements to the lives of people with disabilities by widening the scope of activities available to them. CSE has undertaken several steps to reduce barriers using ICT, such as the provision of video relay service in the EDB Visitors Centre. Video relay service allows those who are deaf or hard of hearing to establish a video connection with an operator who can then make phone calls on their behalf and relay conversations in real time.

Over the past 3 years, all of CSE’s external websites have been updated to the most current Government of Canada Web Experience Toolkit and templates to deliver accessible web content. The Web Experience Toolkit conforms to the Web Content Accessibility Guidelines (WCAG 2.0) and leverages both HTML5 and Accessible Rich Internet Applications (WAI-ARIA) to further enhance accessibility. There are 3 WCAG conformance levels (A, AA, and AAA). Conformance can only be achieved if the criteria for all levels are satisfied. To accommodate neurodiversity, CSE ensures that all digital content is developed using Government of Canada guidelines for plain language and WCAG 2.0 web writing standards to optimize the experience for neurodiverse users.

Our accessibility goal with respect to communications is that public-facing and internal-facing CSE content meets or exceeds accessibility standards outlined by Government of Canada policies, and that our employees have the necessary training and tools to build accessibility in from the start (for example, accessibility checkers, templates, assessment reports, training). Specifically, CSE aims to have 100% WCAG 2.0 compliance for all CSE websites. Doing so will ensure that CSE content is accessible to a wider range of people with disabilities, including those with blindness or low vision, deafness or hearing loss, limited movement, photosensitivity, etc.

The level of accessibility for public-facing web applications at the beginning of 2022 was approximately 30–40% compliant. CSE is currently identifying and remediating WCAG 2.0 (Level AA) compliance issues on our public-facing web applications. Audits are being carried out on externally procured applications to validate that contractual technical standards are being met as defined. There is a strong focus on removing barriers for persons with various disabilities ensuring that potential users have an acceptable user experience and can easily access our published information.

Within CSE’s intranet (internal web page), updates have been made to improve the user experience for employees. Moving forward, internal policies must be created to support the current laws of accessibility and identify gaps in the current internal process. The Web team will ensure that it keeps abreast of accessibility improvements in the Treasury Board accessibility standards through communication with the Treasury Board accessibility team. In addition to making web applications and sites accessible, CSE strives to support employees with various needs such as neurodiverse employees and those with invisible disabilities.

4.4 Communication (other than Information and communication technologies)

The following barrier and actions were identified.

Barrier 9

Eliminate barrier in the distribution of written communications.

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

  • Creating and publishing a web accessibility checklist
  • Creating a handbook for clients on responsibilities for creating accessible features for audio and visual products
  • Reviewing previously published internal communications for the use of plain/accessible language
  • Reviewing new internal communications for the use of plain/accessible language for all messages
  • Creating an inclusive language guide for inclusive writing in French
  • Reviewing and improving new products with clear and consistent layouts
  • Reviewing and updating branding, including corporate templates for accessibility (for example, briefing notes or PowerPoint templates)
  • Applying the Treasury Board mandated design system to ensure all external web applications are identifiable to anyone viewing CSE web applications

As a public service organization, providing communication in accessible formats and making information readily available to the public in an inclusive and barrier-free manner is of paramount importance. CSE’s Public Affairs and Communications Services (PACS) are responsible for making accessible public-facing and internal-facing CSE content. This includes responsibility for internal communications channels, external communications channels, websites, and social media. Public-facing and internal-facing CSE content, as a general practice, meets or exceeds accessibility standards outlined by Government of Canada policies, standards, directives, and guidelinesFootnote 1.

Steps CSE is taking to remove barriers in the dissemination of communications include providing training on how to write accessible documents, considering neurodiversity best practices when choosing language and format, and building in accessibility features for audio and visual products. Video and audio (podcast) communication products produced by CSE include the following features:

  • Captions/subtitles:
    • Text versions of the speech and non-speech audio information needed to understand the content
    • Currently transitioning from providing open captions to closed captions
  • Transcripts:
    • Text versions of the speech and non-speech audio information
    • Descriptive transcript that includes text description of the visual information

4.5 The procurement of goods, services and facilities

The following barrier and actions were identified.

Barrier 10

Eliminating barrier in procurement processes.

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

  • Identifying and providing training to CSE employees on accessibility considerations for procurement
  • Developing accessibility job aids to assist in integrating accessibility criteria into the procurement requirements
  • Developing and delivering biannual information sessions to managers that will include information and best practices for accessible procurement
  • Sharing and discussing the Accessible Procurement Resource Centre (APRC) FAQs— Considering Accessibility in Procurement document

CSE supports and adheres to accessibility considerations within Public Service and Procurement Canada (PSPC) and Shared Services Canada (SSC) contracting processes. Members of CSE’s procurement team attend the Interdepartmental Agents of Change for Accessible Procurement Working Group, which CSE currently co-chairs.

As accessibility requirements and best practices evolve, CSE will incorporate these into our procurement process.

4.6 The design and delivery of programs and services

The following barriers and actions were identified.

Barrier 11

Insufficient support for employees with disabilities.

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

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.

Barrier 12

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

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

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 help eliminate and prevent barriers, CSE has a governance committee called the “People and Culture Committee.” It is concerned with CSE’s people-focused programs, policies, and initiatives, and works closely with CSE’s executive committee to promote coordinated activities that support CSE as a barrier-free, healthy, sustainable, high-functioning, people-first community.

In addition, CSE has affinity groups, which are employee-led and aim to bring together colleagues with similar concerns, issues, and interests. For example, CSE has a neurodiversity affinity group supporting employees who are neurodivergent. These groups allow CSE employees to share experiences, identify issues and propose practical solutions that can be shared with the People and Culture Committee or implemented directly. These groups are at the core of CSE’s commitment to being an organization dedicated to learning from the mistakes of the past. They are vehicles for effecting change and are essential partners in achieving an open, accommodating, barrier-free and productive organization.

CSE has recently included representation from each of our affinity groups as decision making members of the People and Culture Committee. They rotate through People and Culture Committee governance meetings, two at a time, to ensure any new proposal that is passed has been reviewed through the lens of those who bring lived experience from equity deserving groups. This model also ensures an intersectional approach. Our affinity group leads work together to review policies, programs, and initiatives and to ensure this feedback is delivered to the People and Culture Committee through their representation. The discussion and decisions can then integrate more complex perspectives such as the particular challenges and specifications of being a woman who is neurodiverse or an Indigenous employee with a disability. This makes for better policies and processes linked to mission delivery.

4.7 Transportation

The following barrier and actions were identified.

Barrier 13

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

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

  • Making accessible parking available at both campuses for employees and visitors
  • Designating a para-transpo pick-up location in front of the EDB
  • Implementing shuttle services from the Enigma Lot to the front door of the EDB
  • Adding 1 additional accessible parking spot at the front of the EDB

CSE is committed to creating and maintaining an inclusive, barrier-free work environment that follows the Policy on the Duty to Accommodate Persons with Disabilities in the Federal Public Service and the Treasury Board’s Directive on the Management of Real Property. Accessible parking is available at both the EDB and Vanier campuses.

Upon request, CSE employees with a valid provincial government-issued accessible parking permit will be given access to designated accessible parking spaces in the CSE parkade at the EDB for as long as their permit remains valid. Visitors with an accessible parking permit may also use these accessible parking spaces. In keeping with CSE’s commitment to provide a safe environment for its employees, anyone using CSE parking facilities at the EDB may request an escort to their vehicle by a security guard.

4.8 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.

Timeline: December 31, 2025

Actions to remove these barriers for a more accessible future:

  • Producing training videos with captions in both official languages
  • Including a note tab in online courses to allow learners to use a screen reader
  • Updating CSE’s online courses to improve accessibility
  • Developing a “Creating Accessible eLearning” guide
  • Creating training for management, providing guidance on the management of DTA process and best practices for workplace accommodation
  • Updating MS word accessibility tool to eliminate accessibility issues
  • Testing training documents with the MS Word accessibility tool to ensure training documents meet accessibility requirements
  • Ensuring that documents are compatible with the text-to-speech feature in MS Word
  • Testing all online learning courses and expanding the use of NonVisual Desktop Access (NVDA) screen reader technology
  • Delivering neurodiversity training for employees

CSE aims to make training equally accessible for all employees to allow for personal and professional growth. To enable those with hearing impairments, CSE produces training videos with captions in both official languages. CSE has also recently included a notes tab in online courses to allow learners to use a screen reader. CSE has made significant updates to its online courses to improve accessibility, including:

  • updating text styles to control the visual appearance of paragraphs, headings, block quotes, and hyperlink states and making it easier to navigate with a screen reader
  • allowing learners to change the visual appearance of text in a published course to make it easier to see and read
  • allowing learners to personalize their learning experience through an accessibility settings menu
  • introducing keyboard shortcuts to mute/unmute, play/pause, and to change presentation slides
  • adjusting the focus in order to better manage interactive and non-interactive objects for keyboard-only and screen reader users

CSE continues to make progress toward making training accessible across the entire organization. CSE has developed a “Creating Accessible eLearning” guide that will be reviewed and updated regularly. CSE designers use the NVDA screen reader, a globally accessible screen reader for people who are blind or have low vision, to test online courses. CSE plans to expand the use of NVDA reader technology to all e-learners, and all course designers to ensure that training courses are tested for accessibility.

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5. Consultations

Throughout the second quarter of fiscal year 2022-2023, to prepare this plan, CSE held consultations with the following internal groups:

  • EmbRACE advocates for the needs of racialized employees at CSE
    • It provides a community of support for members to share lived experiences and discuss challenges
    • EmbRACE aims to foster collaboration with allies across CSE to enable the organization to become anti-racist and truly inclusive. It comprises the following chapters
      • Black Employee Circle provides a safe and inclusive space where CSE’s Black employees can share their experiences and support each other
      • Middle East and North Africa (MENA) aims to highlight the significant contributions and the roles of CSE’s MENA employees, while drawing awareness to the challenges and misconceptions the group faces
      • Audible Minorities supports employees who have experienced barriers based on how they sound or how their names are pronounced
      • Asian Heritage supports employees of Asian heritage
  • Pride Network supports equality based on sexual orientation, gender identity and gender expression
  • Women in Cyber and Intelligence supports, advocates for, and offers a community to women working in the fields of cyber and intelligence
  • Neurodiversity group supports the understanding of neurodiversity at CSE, making recommendations, and taking action to make CSE a more equitable, supportive, and neurodiversity-friendly environment for all. The group provides a safe space for neurodiverse people and allies to communicate their experiences, share information, and provide a support network
  • Persons with Disability Affinity Group (also known as the Disability Affinity Group) serves as a critical component in fostering an inclusive workplace environment. The group represents a concerted effort to support employees with disabilities, ensuring they have equal opportunities and access to resources, and advocating for accessibility within CSE’s designs, services, and systems
  • Public Service Alliance of Canada Union Local 70654 works with members to obtain fair treatment and respect in the workplace, employment security, fair pay and benefits, and safe working conditions
  • People and Culture Committee ensures that CSE keeps “an inspired workforce” at its core, as outlined in CSE 2025, our strategic vision

These consultations took place prior to the development of the CSE’s Accessibility Plan 2022-2025. This process included virtual group discussions over Microsoft Teams (which allowed for written and spoken discussions) and email correspondence. To ensure these sessions were accessible to all, agendas and accessible documents were shared with participants prior to the meetings. Furthermore, one of the sessions was also supported by a sign language interpreter. Given that participants work in various teams, and facilities, across the organization—this method allowed for the greatest participation.

Employees from various areas of the organization participated in these consultations over a period of 2 weeks. Each participant also received a presentation deck with discussion points and questions from the consultation to allow them to provide feedback outside of the virtual group discussions.

Questions asked during the consultations

  • What are some barriers that exist within CSE?
  • What can CSE do to better support employees with accessibility needs? For example, HR tools, training and/or additional support
  • Recently, CSE introduced initiatives to improve overall accessibility within the organization
    • How have these initiatives been perceived?
    • What can be done better?
  • What can CSE do to improve its design and delivery of programs so that it’s accessible for those with disabilities?

The purpose of these consultations was to identify existing gaps and barriers and explore ideas to improve accessibility across the organization. Most of the discussion questions were open-ended to avoid limiting the scope and allow room for participant interpretation. This enabled the Accessibility Plan Working Group to listen attentively and solicit meaningful feedback for the drafting of the plan.

Following the consultations, the working group held meetings with CSE’s business lines to discuss the feedback received. This process allowed the team, and the business lines, to assess the goal and purpose of the Accessibility Plan carefully while ensuring that the plan reflects the feedback received.

What we heard

The following section provides an overview of the feedback received throughout the internal consultation period. The feedback received significantly influenced the development of this plan. The content of the feedback was diverse and covered various areas across the organization.

While the feedback included in this portion does not represent the feedback in its entirety, it reflects reoccurring themes and concerns that arose during internal consultations.

Employment

  • Re-evaluate the interview process, with neurodiverse groups in mind
  • Review competencies to reflect those who learn or communicate differently without deviating from recruitment standards
  • Review efforts to recruit and retain persons with disabilities

The built environment

  • Evaluate feasibility of speech-to-text option to accommodate people with disabilities
  • Review accessibility at the CSE Vanier campus (in general)

Information and communication technologies

Review the current access to accommodation system.

Communications

  • Expand collaborative tools for virtual presentations and events to ensure inclusivity (for example, sign language interpreter)
  • Review training opportunities and promote organization-wide accessibility training

External consultations

At the time, CSE did not have the capacity to conduct external consultations. For the next Accessibility Plan 2026 to 2028, CSE will work to further develop their accessibility planning, including thorough consultations with external stakeholders. During these external consultations, CSE aspires to consult with organizations such as the Ottawa Disability Coalition. Future publications will also address our progress on the future improvements listed throughout this document.

Looking forward

An inspired workforce is at the heart of the organization shared vision, and it will take every CSE employee to achieve the objectives. As we reflect on the core values of the organization and try to abide by the principles of this plan, CSE recognizes that we may not always live up to our intent. Nevertheless, it is CSE’s commitment to each of its employees and to Canadians that we are a dynamic, innovative, creative, and inclusive organization that is here to protect and advance our shared interests.

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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 ADHD 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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