Accessibility Plan

EXECUTIVE SUMMARY

ACASS is dedicated to cultivating a culture of inclusivity and equity for all our team members, clients, and visitors, irrespective of their abilities. This Accessibility Plan outlines our efforts to comply with the Accessible Canada Act (ACA) and remove barriers to enhance accessibility for individuals with disabilities within our business.

We are committed to seeking and incorporating feedback from our employees, stakeholders, and clients regarding the accessibility of our facilities and services. Feedback and concerns can be directed to our People and Culture team, who will investigate, report, and rectify any accessibility gaps.

We encourage feedback through email and mail and will acknowledge it in the same manner that it is submitted. We do not acknowledge feedback received anonymously, but all comments and concerns will be considered. If you require support while providing feedback, let us know, and we will do our best to accommodate your needs.

Contact:

People and Culture

Email:

[email protected]

Phone:

(514) 636-1099

By mail:

6700 De la Côte-de-Liesse Rd suite 206, Montreal, Quebec H4T 2B5

This plan builds on ACASS’s inclusive mindset and practices and will guide our efforts to improve accessibility over the next three years.

EMPLOYMENT

We aim to create a work environment where all employees are treated with respect and dignity and can thrive and contribute. To achieve this, we foster an environment where current and potential team members feel comfortable sharing their accommodation needs openly and without bias. Our commitment to providing accommodation, where necessary and feasible, starts with our talent acquisition process and continues throughout the employee’s life cycle. Our focus is to ensure nobody gets left out, and we actively encourage qualified job seekers to participate in our recruitment and selection process, regardless of their abilities.

Our workplace is designed to be accessible and barrier-free for all employees and individuals visiting our office.

After reviewing our programs, processes, and services related to employment and considering stakeholder feedback, three barriers were identified:

• Absence of accessibility leadership: we have since appointed ACASS’s People & Culture as the designated team responsible for accessibility initiatives.
• Limited awareness and understanding of accessibility across the organization due to insufficient training and guidance. We will first ensure our People & Culture team is fully trained on accessibility legislation and best practices.  This team will then conduct awareness and educational sessions for all leaders, managers, and employees to address accessibility barriers and promote awareness and inclusion in our work environment.

BUILT ENVIRONMENT

ACASS is committed to ensuring that our built environment, from building facilities to workspace distribution and furniture, is designed to offer barrier-free access, thereby offering a physically accessible workplace for everyone. Compliance with local building codes governs the accessibility of these facilities.

To achieve this, we have implemented the following practices to identify, remove, and prevent new and existing barriers related to the built environment:

• Offering flexible work arrangements to allow team members with disabilities to work from home when working in-office poses a challenge, helping to manage potential barriers arising from their physical workplace.
• Providing dedicated handicapped parking spots and ramps at the front and back of the building.
• Regularly maintained elevators.
• Universally designed washrooms in the building, providing an accessible toilet and sink and turning space to accommodate a wheeled mobility device.
• Keeping halls and walkways clear of any barriers.
• Installing doorknobs that can be easily turned.
• Using high-contrast colors for signage.
• Push button doors at the front and back of the building.

After an initial audit of our built environment in our headquarters, one barrier was identified:

• The front door to the main entrance of our offices is not automated and might present a challenge for people with limited mobility or those using a wheeled mobility device. We will consult with professional contractors about the feasibility of installing an automatic or push-button door in the future.

We plan to continue identifying barriers that may hinder current employees with disabilities and those we may hire in the future.

INFORMATION AND COMMUNICATION TECHNOLOGIES (ICT)

ACASS leverages available technology and tools to provide our team members and potential hires with a seamless digital experience and to empower them with the necessary tools for productivity. We have adopted Microsoft Office 365 and Zoom Unified Communications across our business, catering to the needs of employees and prospective hires with disabilities while empowering everyone with the necessary tools for productivity.

Through these tools, we can accommodate various needs, including those with hearing and vision impairment, individuals with learning disabilities, mental health conditions, neurodiversity, and mobility concerns.

In addition, ACASS provides its team members with additional tools, hardware, and assistive technology as needed, which can help them improve their work conditions and productivity and work more independently.

We remain committed to addressing existing barriers and preventing new barriers concerning information and communication technologies. After a review of the programs, practices, and services and through feedback, no barriers were identified.

COMMUNICATION, OTHER THAN ICT

ACASS recognizes the multitude of communication forms and prioritizes efforts to ensure clear and concise language, timely responses, and accessibility, irrespective of one’s communication ability. After a review of the programs, practices, and services and through feedback, no barriers were identified.

PROCUREMENT OF GOODS, SERVICES AND FACILITIES

ACASS has a reliable network of suppliers and service providers. Although the provision of goods and services is often influenced by aviation regulations and aircraft specifications, we strive to collaborate with suppliers and service providers that offer easily accessible services whenever feasible.

DESIGN AND DELIVERY OF PROGRAMS AND SERVICES

As a provider of international private aviation services, ACASS strives to ensure that all customer requirements are fulfilled and that any special needs and accessibility requirements are met. We aim to ensure excellent customer service through the design and delivery of programs and services.

After a review of our programs and services and through the feedback received from our stakeholders, no accessibility barriers were identified.

TRANSPORTATION

In compliance with all the requirements set forth by the Canadian Transportation Agency and Transport Canada concerning the transport of individuals with disabilities, ACASS remains committed to ensuring accessibility for all employees, clients, and stakeholders.

After a review of the programs, practices, and services and through feedback, no barriers were identified.

CONSULTATIONS

ACASS remains committed to building an accessible culture where everyone feels included, valued, and respected. Our accessibility plan was developed through consultations with employees on the barriers they face in their work environment.

We will continue to engage in regular consultations with individuals with disabilities and experts to manage our Accessibility Plan, identify potential barriers, and effectively provide ongoing support.