Cardinal Accessibility Plan
2026 - 2029
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 Couriers Ltd. and it's related companies including Cardinal Courrier Ltée and Transport Pelber (1997) Inc., collectively referred to as "the company" or "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).
Legal Entities
This plan applies to all federally-regulated companies within the Cardinal group of companies, including the following legal entities:
- Cardinal Couriers Ltd
- Cardinal Courrier Ltée.,
- Transport Pelber (1997) Inc.
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 |
|
|
| 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 Couriers Ltd. and it's related companies including Cardinal Courrier Ltée and Transport Pelber (1997) Inc., collectively referred to as "the company" or "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 head of 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 Couriers Ltd Human Resources senior leader 6600 Goreway Drive, Unit D Mississauga, Ontario L4V 1S6 |
| Telephone | 800-387-3199 (Toll-Free) |
| accessibility@cardinalcouriers.com | |
| Main Contact | Human Resources senior leader |
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 copy of Cardinal’s Accessibility Plan may be requested by email at accessibility@cardinalcouriers.com, by phone at 1-800-387-3199.
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
- Beginning in December 2023, the company includes Cardinal’s Accessibility Statement on job advertisements to demonstrate our commitment to providing a safe and supportive working environment to prospective candidates with disabilities The company also includes the option to request accommodation on all job postings.
- If a candidate or employee requests accommodation, assistance and support is provided by Human Resources representatives for both the candidate/employee and their supervisor.
- The HR team continues to reach out to organizations who represent diverse candidates.
- Whenever possible, jobs are modified to accommodate employees.
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.
Current State
- Cardinal's head office is wheelchair accessible. Ramp access to the building is available, and elevator access is available to the second floor.
- Many positions at Cardinal's terminals involve physical duties and operational requirements.
Actions
- Cardinal will continue to maintain accessible access features at its head office where reasonably practicable.
- Cardinal will continue to assess accommodation requests on an individual basis and, where appropriate and feasible, modify job duties, work practices, or workplace arrangements to support employees with disabilities.
- Accessibility considerations will be reviewed when facility modifications, renovations, or workplace changes are undertaken.
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.
Actions
- Cardinal continually reviews the technology used in meetings and conference rooms to ensure it meets the necessary accessibility requirements to allow all attendees to participate meaningfully.
- 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).
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 has not received significant requests for alternate communication formats during the previous reporting period. The organization continues to address accommodation requests as they arise and remains committed to reviewing communication barriers brought forward by employees, customers, and members of the public. Accessibility considerations will continue to be evaluated when communications materials and signage are updated or replaced.
- Individuals may occasionally require communications in alternate formats to meet their accessibility needs.
- Opportunities may exist to improve the accessibility of signage and other non-digital communications as facilities are updated or modified.
Actions
- Cardinal will continue to respond to requests for alternate formats and communication supports on a case-by-case basis and will work with individuals to identify reasonable accommodation solutions where required.
- Cardinal will consider accessibility requirements when creating or updating communications, notices, and workplace signage.
- Cardinal will monitor feedback received from employees, customers, and members of the public regarding communication barriers and evaluate opportunities for improvement.
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
- During the previous reporting period, Cardinal did not implement a formal procurement policy specific to accessibility. However, accessibility needs continue to be considered on a case-by-case basis when acquiring accommodation-related equipment and when evaluating goods, services, and facilities where accessibility considerations are relevant. Cardinal will continue to review opportunities to incorporate accessibility considerations into procurement activities as operational needs arise.
- There is an opportunity for Cardinal to consider accessibility requirements when evaluating goods, services, facilities, and workplace equipment.
- Accessibility needs may arise from time to time and can be considered as part of purchasing and facility-related decisions.
Actions
- Cardinal will continue to assess accommodation-related equipment, tools, and supports on an individual basis and procure appropriate items when required to support employees in performing their work.
- Cardinal will consider accessibility requirements when purchasing goods, services, or facilities where such requirements are relevant to the intended use and operational needs.
- Cardinal will monitor procurement practices and identify opportunities to incorporate accessibility considerations into future purchasing decisions where practical.
2.6 The Design and Delivery of Programs and Services
Our Accessibility Goal
Strive to consider accessibility needs in the design and delivery of programs, services, policies, and processes to support the participation of employees, customers, and other stakeholders.
Opportunities Identified
During the previous reporting period, Cardinal continued to address accessibility and accommodation needs on a case-by-case basis through existing processes. While no formal accessibility review framework or specialized training program was implemented, accessibility considerations remain part of ongoing discussions when programs, services, and workplace practices are reviewed or updated. Cardinal will continue to consider opportunities to reduce barriers and respond to feedback from employees, customers, and other stakeholders.
- There is an opportunity to consider accessibility needs when developing, implementing, or reviewing programs, services, policies, and processes.
- Individuals may require accommodations to access programs or services, and these needs may vary depending on circumstances.
Actions
- Cardinal will continue to respond to accommodation requests from employees, customers, and other stakeholders in accordance with its existing policies and legal obligations.
- Cardinal will consider accessibility impacts when reviewing or updating programs, services, policies, and workplace practices where appropriate.
- Cardinal will monitor feedback regarding barriers to participation and evaluate opportunities for improvement as operational needs and resources allow.
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 support Cardinal's commitment to accessibility, we will continue to seek opportunities to gather feedback on our Accessibility Plan and accessibility-related initiatives.
Future consultation efforts will primarily include monitoring and reviewing feedback received through the dedicated accessibility email address, accessibility@cardinalcouriers.com. Feedback may also be gathered through discussions with employees, managers, customers, and other stakeholders as opportunities arise.
Information gathered through these channels will be considered when reviewing and updating Cardinal's Accessibility Plan and identifying potential barriers and opportunities for improvement.
4 CONCLUSION
Cardinal is committed to fostering an inclusive workplace and providing equal access and opportunity for employees, customers, and other stakeholders, including persons with disabilities.
We recognize that accessibility is an ongoing process and that needs and circumstances may evolve over time. Cardinal will continue to consider accessibility in its operations, respond to accommodation requests, and review feedback regarding barriers that may impact participation in the workplace or access to our services.
Feedback received from employees, customers, and other stakeholders will help inform future reviews and updates to our Accessibility Plan as we continue working toward a more accessible and inclusive environment.
