Cardinal Accessibility Plan
2023 – 2026
TABLE OF CONTENTS
1 GENERAL
1.1 Introduction
1.2 Requirements
1.3 Executive Summary
1.4 Accessibility Statement
1.5 Feedback
1.6 Alternative Formats
2 PRIORITY AREAS
2.1 Employment
2.2 The Build Environment
2.3 Information and Communication Technologies
2.4 Communications, other than ICT
2.5 The Procurement of Goods, Services and Facilities
2.6 The Design and Delivery of Programs and Services
2.7 Transportation
3 CONSULTATIONS
3.1 Summary
3.2 Consultation Process
3.3 Results
3.4 Future Consultations
4 CONCLUSION
1 GENERAL
1.1 Introduction
About Cardinal
Cardinal is a wholly owned Canadian company that has built its reputation as the most reliable pre-8 a.m. delivery service for time-sensitive freight.
Founded in 1977, Cardinal began by providing a unique rural pre-8:00 AM delivery service to meet the needs of Ontario farmers. The result was a significant reduction in the downtime that a farmer would have to cope with when a piece of machinery failed. Cardinal’s first delivery to that farmer was by cab. Not just any cab either, a Checker cab!
Today, Cardinal offers a holistic and integrated suite of solutions that simplifies and optimizes every aspect of our customers' logistics strategies. Our unique Night Network provides a competitive advantage through a First-to-Market approach, allowing businesses to maximize their business day, and improve sales, customer service, loyalty, and profitability. Cardinal is the industry leader in critical parts delivery for both courier and less than truckload (LTL).
1.2 Requirements
As a federally regulated company in the transportation sector, Cardinal is governed by the Accessible Canada Act (ACA) (SC 2019, c. 10).
The ACA is a federal law enacted by the Canadian government in 2019 to make Canada barrier-free by January 1, 2040. It aims to promote and ensure equal access and inclusion for persons with disabilities. The ACA applies to all federally regulated entities, including companies, organizations, and government agencies.
The ACA defines a barrier as anything that limits the complete and equitable involvement of individuals with disabilities in Canadian society.
This Accessibility Plan has been prepared in accordance with the requirements under the ACA and its regulations and applies to all Cardinal locations:
- Mississauga
- Hamilton
- London
- Mount Forest
- Belleville
- Ottawa
- Montreal
- Quebec City
- Rivière-du-Loup
Per the ACA, all federally regulated entities must:
- Prepare and publish an initial Accessibility Plan
- Establish an accessibility feedback process
- Report annually on the progress towards the plan and address any feedback received
Our Accessibility Plan must be reviewed in its entirety and published every three (3) years. Progress Reports and updates to our Accessibility Plan will be shaped by the feedback we receive as well as through consultation with employees, customers, and organizations that serve persons with disabilities.
The Accessible Canada Act signifies a monumental stride in Canadian society that promotes inclusion and access to every single Canadian, inclusive of persons with disabilities. The obligations as required under ACA hold the power to guarantee that every individual in our society is granted equal access to opportunities. We embrace this opportunity to review and modify our business practices to champion accessibility for all members of our community.
1.3 Executive Summary
At Cardinal, we strive to foster a working environment that increases knowledge and awareness on important topics such as diversity and accessibility, with an emphasis on creating positive change. We established an Accessibility Committee comprised of senior executives that provides oversight of Cardinal’s Accessibility Plan. The Accessibility Committee plays an active role in project sponsorship, company-wide communications, employee engagement, and ensuring our Accessibility Program is a success.
In creating our Accessibility Plan, the Accessibility Committee conducted a high-level analysis of our workplace with a focus on the priority areas listed in the ACA and engaged in discussions concerning Accessibility at Cardinal. We consulted with an external organization that serves persons with disabilities. This consultation helped us to identify barriers that exist in the seven priority areas outlined in the Accessible Canada Act. In our Accessibility Plan, we will outline the barriers we discovered and the actions we plan to take to resolve them.
Table 1.
Executive Summary: Cardinal’s Accessibility Plan 2023-2026
| Priority Area | Actions Goals |
|---|---|
| Employment | Ensure that everyone has equitable access to employment and career advancement opportunities at Cardinal by identifying and addressing employment-related barriers. |
| Built Environment | Ensure that all employees and stakeholders have barrier-free access to Cardinal’s workspaces to promote their inclusion or participation and that the work environment is accessible for all. |
| Information & Communication Technologies (ICT) | Enable the full participation and engagement of all employees, including employees with disabilities, through the use of inclusive methods of digital information transmission and by providing enabling technologies. |
| Communications (other than ICT) | Provide barrier-free communication methods that enable employees, customers, and the public to fully engage and participate in communications produced by Cardinal. |
| Procurement of Goods, Services, and Facilities | Develop more accessible procurement practices through strategically obtaining goods, services, and facilities that are accessible in design. |
| Design & Delivery of Services | Ensure that our programs and services are designed and delivered to provide employees, customers and external stakeholders with barrier-free access and remove identified hindrances that may impede participation in programs and services. |
| Transportation | Cardinal does not coordinate a transportation system, or a fleet of transportation vehicles for the public, as defined in the Accessible Canada Act. This means that standards for transportation are not in the scope of this plan. |
1.4 Cardinal’s Accessibility Statement
Cardinal is committed to providing a respectful, accessible, and inclusive environment for all persons with disabilities. We continuously look for ways to build a culture that is welcoming to all and embodies the principles of inclusion and equal opportunity.
Cardinal supports the realization of a Canada without Barriers by 2040. We are committed to fostering an accessible and inclusive environment with and for persons with disabilities by meeting the requirements of the ACA, its regulations, standards, and all other relevant legislation concerning accessibility. We will achieve this by identifying, preventing, and removing barriers experienced by persons with disabilities who interact with our Company.
1.5 Feedback
Cardinal welcomes feedback on our Accessibility Plan from the public, employees, and our stakeholders. Feedback is important to us, and it will be taken into account as part of the continuous improvement of our accessibility efforts. Depending on the nature of the feedback received, some feedback may be implemented right away, and some may be addressed in the development of our future accessibility plans. The feedback we receive, and how we take it into consideration, will be included in our progress reports.
The feedback is meant to help our teams identify, remove, and prevent barriers. With the exception of anonymous feedback, we will acknowledge receipt of all accessibility-related feedback.
Accessibility is a shared responsibility of Cardinal. The Vice President, Human Resources is the Accessibility Lead and is responsible for oversight of this plan and the accessibility process at Cardinal.
Feedback on our Accessibility Plan can be provided by:
| Method | Information |
|---|---|
| Direct Mail | Cardinal C/O Vice President, Human Resources 6600 Goreway Drive, Unit D Mississauga, Ontario L4V 1S6 |
| Telephone | 800-387-3199 (Toll-Free) |
| accessibility@cardinalcouriers.com | |
| Online Form | Coming Soon |
| Main Contact | Vice President, Human Resources |
1.6 Alternative Formats
Our Accessibility Plan and a description of our accessibility feedback process can be made available in the following alternate formats:
- Large print (increased font size)
- Audio format (a recording of someone reading the text out loud)
- Electronic format
A Braille copy of Cardinal’s Accessibility Plan may be requested by email at accessibility@cardinalcouriers.com, by phone at 1-800-387-3199 or through our online form [coming soon].
2 PRIORITY AREAS
2.1 Employment
Our Accessibility Goal
Ensure that everyone has equitable access to employment and career advancement opportunities at Cardinal by identifying and addressing employment-related barriers.
Opportunities Identified
- There is an opportunity to advance Cardinal’s hiring practices to explicitly tailor efforts to connect with persons with disabilities.
- There is an opportunity to educate hiring managers on accessibility and how they can ensure barrier-free hiring, selection, and accommodation process.
- There is an opportunity to expand our understanding of the range and variety of accommodation options available to persons with disabilities, particularly those who are interested in becoming truck drivers.
Actions
- Include Cardinal’s Accessibility Statement on job advertisements to demonstrate our commitment to providing a safe and supportive working environment to prospective candidates with disabilities by December 2023.
- Advise candidates that accommodation is available during the recruitment process and include the option to request accommodation on all job postings by December 2023.
- Diversify our recruitment strategy by collaborating with Community Partners to connect with persons with disabilities who are seeking employment by December 2024.
- Provide Diversity, Equity, and Inclusion (DEI) training, Disability Awareness training, and Unconscious Bias training to hiring managers to support them in understanding how to ensure a barrier-free hiring, selection, and accommodation process starting in 2024.
- Develop an Accommodation Process framework that helps People Leaders and Managers understand their responsibilities in the accommodation process and guides them in supporting their employees and implementing suitable workplace adjustments by June 2025.
2.2 The Build Environment
Our Accessibility Goal
Ensure that all employees and stakeholders have barrier-free access to Cardinal’s workspaces to promote their inclusion or participation and that the work environment is accessible for all.
Opportunities Identified
- There is an opportunity to assess and address gaps in accessibility in the built environments across Cardinal’s office space and terminals.
- Some spaces within the office and terminals may limit the mobility of employees and visitors with disabilities.
- Some terminals do not offer ramps, adjustable table heights in common workspaces, or accessible washroom facilities.
Actions
- Conduct a formal inventory audit of Cardinal’s offices and terminals (including lunchrooms, washrooms, common areas, building access points, parking spaces, etc.) to be converted to accessible spaces for all employees, inclusive of employees with physical disabilities, by December 2024.
- Determine feasibility, priority, and budget for the following accessibility features by June 2025:
- Construction of ramps, automatic doors, elevators, widening hallways and other access points, removal of barriers that obstruct walkways, and creation of designated parking spaces for persons with disabilities, etc.
2.3 Information and Communication Technologies (ICT)
Our Accessibility Goal
Enable the full participation and engagement of all employees, including employees with disabilities, through the use of inclusive methods of digital information transmission and by providing enabling technologies.
Opportunities Identified
- Cardinal employees use Microsoft 365, which is equipped with Narrator (a screen reader), Magnifier (screen magnification), High Contrast (for colour-blindness and other visual impairments), Speech Recognition (control using voice), Eye Control (control using eye-tracking), and Closed Captions (for the hearing impaired), however, there is an opportunity to educate employees on these features.
- The IT team is not well versed in accessibility technology to best assist persons with disabilities in the workplace.
- Cardinal’s digital communications do not explicitly focus on accessibility to ensure employees and customers have a barrier-free digital communication experience; however, meetings delivered virtually using Microsoft Teams are typically recorded with closed captioning and auto-generated text features (e.g., transcripts).
Actions
- IT team to attend training to increase their knowledge of accessibility and enabling technologies by June 2024.
- IT to provide training to employees on the various accessibility features available in Microsoft 365 by December 2024.
- Develop and promote guidance and training documents for persons with disabilities (e.g., making items larger on a screen, activating reader on MS Word, activating closed captioning on MS Teams, etc.).
- Continually review the technology used in meetings and conference rooms to ensure it meets the necessary accessibility requirements to allow all attendees to participate meaningfully.
2.4 Communications, other than ICT
Our Accessibility Goal
Provide barrier-free communication methods that enable employees, customers, and the public to fully engage and participate in communications produced by Cardinal.
Opportunities Identified
- Cardinal does not have a process to ensure alternate formats of communication are made available in a timely manner to those who request it such as employees and stakeholders.
- Signage posted across Cardinal’s offices and terminals does not incorporate accessible signage to support workers with disabilities.
Actions
- Identify service providers and develop contracts or agreements to provide alternate formats, where appropriate and when needed, by June 2024.
- Cardinal will conduct an audit of all posted signage and identify opportunities to implement accessible signage by December 2024.
2.5 The Procurement of Goods, Services and Facilities
Our Accessibility Goal
Develop more accessible procurement practices through strategically obtaining goods, services, and facilities that are accessible in design.
Opportunities Identified
- There is an opportunity for Cardinal to ensure that accessibility is taken into consideration when selecting new (or re-evaluating existing) vendors of goods, services, and facilities.
Actions
- Create a formal procurement process for accommodation-related equipment, tools, and supports for employees by December 2024.
- Develop and publish a Procurement Policy that prioritizes the selection of goods, services, and facilities that promote access to employment, accessible design, and provide a barrier-free procurement process starting in 2024.
- Include accessibility considerations into procurement templates (e.g., requests for proposals) so that they inform the selection of external vendors, products, and services, and confirm that they will abide by the requirements of the Accessible Canada Act (where applicable) by December 2025.
2.6 The Design and Delivery of Programs and Services
Our Accessibility Goal
Ensure that our programs and services are designed and delivered to provide employees, customers, and external stakeholders with barrier-free access and remove identified hindrances that may impede participation in programs and services.
Opportunities Identified
- There is an opportunity for Cardinal to ensure that accessibility is taken into consideration in the design and delivery of new (or re-evaluating existing) programs, processes, and services.
Actions
- Provide training on the Accessible Canada Act and Accessible Canada Regulations for those whose role is to develop programs, processes, and procedures by December 2023.
- Develop and promote guidelines on how to apply an accessibility lens when reviewing company policies, programs, and services by December 2024.
- Establish an inclusive process for employees and customers to request accommodation to meet their accessibility needs by January 2026.
2.7 Transportation
Cardinal does not coordinate a transportation system, or a fleet of vehicles for the public, as defined in the Accessible Canada Act. This means that standards for transportation are not in the scope of this plan.
3 CONSULTATIONS
3.1 Summary
To align with the concept of “Nothing without Us” and Cardinal’s commitment to making our work environment accessible to all, we have developed our Accessibility Plan in consultation with a disability organization.
3.2 Consultation Process
We gathered feedback and input from an external organization that supports persons with disabilities. Our consultation took place with Harmony Place on May 15, 2023.
Harmony Place, located in Toronto, Ontario, specializes in providing day programs for adults with multiple disabilities. Their programs foster personal development and social inclusion for the members of the community they service.
This meeting was conducted virtually with the Executive Director.
3.3 Results
During the session, we reviewed each of Cardinal’s Accessibility Commitments and gathered feedback from Harmony Place. Overall, Harmony Place found the Plan to be clear, logical, and demonstrative of our commitment.
During consultations with Harmony Place, we received meaningful feedback on our Plan to help operationalize our goals and make meaningful progress. Feedback included:
- Persons requiring alternative formats of documents may already have ways to obtain this, however, it is best to be prepared by identifying vendors who may be able to provide alternate formats that may be requested to ensure documents can be provided in a timely manner.
- Consider safety when reviewing the build environment and audit of the physical environment to ensure safety measures in place consider persons with varying abilities.
- Training of supervisors and managers is critical to bringing awareness to the challenges faced by persons with disabilities.
- Connecting with local agencies that support persons with disabilities looking for employment to bring awareness to opportunities at Cardinal.
- Ensure that the requirements of the positions available at Cardinal are clear and can be performed by persons with varying disabilities.
3.4 Future Consultations
To align with Cardinal’s commitment to make our work environment accessible to all, we aim to continuously improve the feedback process on Cardinal’s Accessibility Plan.
Future versions of our plan will include consultations with employees, customers, persons with disabilities, and external organizations supporting persons with disabilities.
Future consultation methods will include conducting a company-wide survey, focus groups, and interviews with employees with disabilities so they can share their feedback and ideas. We will initiate discussions with customers to discuss accessibility and collect related feedback.
4 CONCLUSION
Cardinal is committed to the inclusion of people with disabilities in all aspects of our organization.
We believe that addressing the opportunities identified in our Accessibility Plan will result in a positive difference for persons with disabilities that interact with us and that we will begin to make the necessary strides to do our part to realize a barrier-free Canada.
Accessibility improvement is an ongoing process and Cardinal is committed to working and consulting with persons with disabilities to improve on and develop our Accessibility Plan in the future.
