Accessibility plan

Executive Summary

Aeromag is committed to building a culture of inclusivity and accessibility. Aeromag, as a company that is concerned with the well-being of its customers and employees, recognizes the importance of creating an inclusive environment for all. With this in mind, Aeromag is committed to implementing an Accessibility Plan aimed at ensuring that our services and spaces are accessible to all without exception. For Aeromag, accessibility is an opportunity to foster a positive experience for everyone we interact with and make our employees feel safe and welcome in their work environment.

As an inclusive organization, it’s vital for us to understand and respond to the needs of people with disabilities. This plan was developed in consultation with employees who self-identify as having a disability. Aeromag will build on our current efforts through the development of our initial Accessibility Plan as required under the Accessible Canada Act. Change takes time, and this plan will guide us in our efforts to improve accessibility over the next three years.

Input and Feedback

Creating an accessibility plan is an ongoing activity. A feedback process that allows our employees and partners to share their ideas and comments is essential. To give us your opinion, please contact us by one of the means below. Feedback can be given anonymously. We will respond to all feedback in a timely manner. If you require support while providing feedback, let us know and we will do our best to accommodate your needs.

Contact person: Alexandra Krantzberg

Mailing address: 8181 Rue Herve Saint-Martin, Saint-Laurent, QC H4S 2A5

E-mail address: hr@aeromag2000.com or a.krantzberg@aeromag2000.com

Web page: https://www.aeromag2000.com/en/

Phone number: 514-609-4394

We will confirm that we have received your feedback. All accessibility feedback received by Aeromag will be documented and stored for 7 years in databases managed by the Human Resources team, and used to identify, remove, and prevent accessibility barriers,

Statement of Commitment

At Aeromag, we are committed to making our organization and the services we provide accessible to all, including persons with disabilities. All Canadians have the right to benefit from our services equally and those work with us have the right to perform their job free of barriers.

Reporting Our Plan

As required by the Accessible Canada Act, we will publish an annual progress report that shows our progress on our commitments. We will review and update our accessibility plan every three years. Progress reports and updates to our Accessibility Plan will be shaped by consultation with persons with disabilities.
Addressing Areas Identified In The Accessible Canada Act:

(a) Employment;

Accessibility must be ensured at every stage of employment. This means accommodations must be made available to candidates and employees upon request and accessibility should be embedded into policies, processes, and practices, including:

Recruitment
Employee onboarding
Professional development
Short and long-term disability leave
Return-to-work process
Redeployment
Business travel

Desired Outcomes:

For Aeromag to attract qualified candidates with disabilities according to their availability on the labour market and reach our corporate representation goal for employees with disabilities in our workforce.
Employees with disabilities report being treated with respect at a level that matches those of all employees.

Barrier #1:

Our current number of job applicants and employees hired with disabilities is lower than labour market availability.

Actions:

Enhance the careers section of our website to increase visibility of Aeromag jobs among Canadians with disabilities and signal our commitment to their inclusion in our workforce throughout our online presence.
Benchmark current recruitment, selection and onboarding practices against leading accessibility practices.

Barrier #2:

Employee disabilities are not considered when starting the onboarding process.

Actions:

Improve onboarding (including pre-onboarding) guidance to ensure employees feel safe to disclose accessibility needs, and needs are met as early as possible.

Barrier #3:

We don’t currently require all managers and human resources (HR) staff to take training on accessibility.

Actions:

We will require all managers and HR staff to take this training within 6 months. The training will explain the need to provide employees with disabilities with equal opportunities to advance in their careers.

Educate hiring managers on accessibility and how they can ensure barrier-free hiring, selection and accommodation process.

(b) The Built Environment;

The built environment comprises human-made structures, features, installations, and facilities—it is the physical environments where people live and work. The “built environment” area ensures that workspaces and the work environment are accessible for all.

Desired outcome:

The Aeromag stations are easily assessable for employees and visitors with disabilities.
We identify and remove architectural and physical barriers quickly and effectively.

Barrier #4:

For our Quebec station, our offices limit the mobility of employees and visitors in a wheelchair.

Actions:

Build a ramp to make our offices accessible.
Identify workstations for persons with mobility impairments.
Automated door openers in the Company’s primary pathways that meet airport regulations.

Barrier #5

Safety signage in our buildings is not accessible for people with low vision.

Actions:

Install signs with tactile and Braille text in key locations throughout our buildings.

(c) Information and Communication Technologies;

Information and communication technologies are various technological tools and resources. Technological tools and resources for transmitting, recording, creating, sharing, or exchanging information.

Desired outcome:

An increase in available self-serve technology and accessibility features enhances in-person and hybrid meeting experiences and participation.
Employees, guests, and facilitators are more fully able to participate in training, conferences and other events hosted by Aeromag.

Barrier #6:

The current IT team is not well versed in accessibility technology and does not know how to assist with disabilities in the workplace.

Actions:

Train IT employees to increase their accessibility knowledge and learn how to adapt services and improve interactions with persons with disabilities.
Deliver and promote end-user training on using accessibility features on all available programs.
Develop and promote guidance and training documents for persons with disabilities (activating captioning on MS teams, translation, etc.)
Acquire technology with accessibility in mind.
Launch an online learning module on accessibility to promote inclusive behaviors.
Provide technical aids, equipment and services for persons with disabilities.

(c.1) Communication, Other Than Information and Communication Technologies;

The communication priority area recognizes that people give, receive and understand communication in different ways. An organization is expected to take these differences into account and provide its communications in various accessible formats for people who require them.

Desired outcome:

Aeromag ensures the accessibility of key documents, internally and externally, for people who request them in an alternative format.
To ensure existing and new information and communication technologies products, services and content are accessible for all users

Barrier #7:

Aeromag does not have a consistent process to ensure alternate formats, such as braille or captioned audio, for the information and communications it issues to employees and Canadians.

Actions:

Identify service providers and develop contracts or agreements to create alternate formats, where appropriate.
Prepare key accessibility resources in alternative formats so that they are ready to be distributed upon request.
Making communication materials available through multiple platforms enables personnel to access them through whatever medium best serves their needs.
Using translation and transcription technologies, as well as providing sign language interpretation when requested.
Using Accessibility Checker or other tools to verify standards are being met.

(d) The Procurement of Goods, Services, and Facilities;

The Accessible Canada Act requires us to consider accessibility requirements for procurement and include accessibility as part of the provision of goods, services and facilities, where appropriate (e.g., accessible technology, materials and amenities).

Desired outcome:

Accessibility should be included as a criteria or a requirement for proposals of goods, services and facilities.

Barrier #8:

Accessibility considerations are not fully embedded in Aeromag’s procurement framework and tools. It is not clear that accessibility considerations are included in the development of Request for Proposals (RFPs) or other purchasing instruments.

Actions:

Revise the procurement policy to reinforce that accessibility must be considered when procuring goods and services.

(e) The Design and Delivery of Programs and Services;

How Aeromag designs and delivers its internal and external programs and services matters in fostering accessibility. This includes the programs and information for current employees.

Desired outcomes:

Aeromag’s public-facing programs and services are more accessible, to avoid receiving accessibility-related complaints.

Barrier #9:

Currently there is no standard approach for ensuring all programs, processes and services have taken accessibility into account

Actions:

Leverage the mandatory requirement to consult with persons with disabilities by creating a forum consisting of employees from various departments including mechanics, technicians, IT, HR, finance, training, etc., to review and provide feedback on all programs, processes, policies and services. This forum will review current programs and services and then will provide input prior to the development of future programs and services.
Develop and promote guidelines on how to apply the accessibility lens when reviewing company policies, programs and services.
Create an Accessibility Checklist to help ensure key accessibility considerations are considered.
Provide training on the Accessible Canada Act and Accessible Canada Regulations for those whose role is to develop programs, processes and procedures.

(f) Transportation

Aeromag does coordinate a transportation system, when applicable for fleet of transportation due to location vehicles as defined in the Accessible Canada Act. This means that standards for transportation are not in scope for this plan.

Note: Transportation for this purpose refers to the transportation of people, not goods (for example, buses or airplanes).

Definitions

This plan uses these definitions:

Accessibility: The design of products, devices, services, environments, technologies, policies, and rules in a way that
allows all people, including people with a variety of disabilities, to access them.

Barrier: Anything that might hinder people with disabilities’ full and equal participation. Barriers can be architectural, technological, attitudinal, based on information or communications, or can be the result of a policy or procedure.

Disability: Any impairment, or difference in physical, mental, intellectual, cognitive, learning, or communication ability. Disabilities can be permanent, temporary, or can change over time.

Consultations

To align with Aeromag ’s commitment to make our workplace environment accessible to all, we have developed our Accessibility Plan in consultation with our employees, including those with disabilities.

We gathered feedback and input from our team members and external organizations in several ways:

Companywide survey.
Focus groups and 1-1 interviews with employees with disabilities so they can share their feedback and ideas.

We will continue to survey employees, including those with disabilities and any working groups that have been developed as part of this Accessibility Plan, to measure progress and ensure that we realize the changes we’ve set out to achieve. We believe we can make a real difference for persons with disabilities by addressing the barriers described in our

Accessibility Plan. We are motivated by the opportunity to improve accessibility for our customers and team members, and to do our part to realize a barrier-free Canada.

As we implement our plan, we will continue to work and consult with people with disabilities. We will publish an updated

Accessibility Plan every three years and communicate updates by publishing interim progress reports every year in between, in accordance with the Accessible Canada Act.d

Progress Report

The Accessibility Progress Report, which applies to Aeromag, has been prepared in accordance with the requirements of the Accessible Canada Act and its regulations (ACA).
Creating an accessibility plan is an ongoing activity. A feedback process that allows our employees and partners to share their ideas and comments is essential. To give us your opinion, please contact us by one of the means below. Feedback can be given anonymously. We will respond to all feedback in a timely manner. If you require support while providing feedback, let us know and we will do our best to accommodate your needs.

This includes:

Requesting copies of our accessibility plans, progress reports, and feedback process descriptions in certain alternate formats.
Submit feedback about barriers they have encountered when dealing with your organization.
Submit feedback on your organization’s implementation of its accessibility plan.

Contact person: Alexandra Krantzberg

Mailing address: 8181 Rue Herve Saint-Martin, Saint-Laurent, QC H4S 2A5

E-mail address: hr@aeromag2000.com or a.krantzberg@aeromag2000.com

Web page: https://www.aeromag2000.com/en/

Phone number: 514-609-4394

Summary of Progress:

Employment
Barriers Identified:

A lower number of job applicants and employees with disabilities compared to labor market availability.
Employees’ accessibility needs were not always considered at the onboarding stage due to a lack of formal disclosure mechanisms.

Actions Taken:

Updated pre-onboarding and onboarding documentation to provide guidance on disclosing accessibility needs safely and early in the process.
Launched targeted outreach to attract qualified candidates with disabilities.
Benchmarked recruitment and onboarding practices against accessibility best practices.

Outcomes:

Employees are now better supported from the beginning of their employment.
Recruitment practices are more inclusive, and accessibility informed.
Hiring managers’ report increased awareness of accessibility needs.

Desired Outcomes:

Foster a workplace where employees with disabilities are respected and empowered.
Ensure equitable opportunities for development and advancement.
Enhance retention by proactively addressing accessibility needs.

The Built Environment

Barriers Identified: Inconsistent physical accessibility across facilities.

Actions Taken :

Implemented modifications to improve accessibility at the stations (signage, entry access, etc.)

Outcomes:

Enhanced mobility and comfort for employees and visitors with disabilities at key locations.

Desired Outcomes:

Ensure all physical spaces are barrier-free and comply with universal design principles.
Incorporate accessibility standards into future renovations and expansions.

Information and communication technologies (ICT)

Barrier Identified: Limited self-serve technology and accessibility features in in-person and hybrid meeting experiences.

Actions Taken:

Increased the availability of self-serve technology and accessibility features.
Enhanced participation in mandatory training, conferences, and other events hosted by Aeromag.

Outcomes:

More inclusive meeting experiences for employees and guests.
Increased comfort with digital accessibility tools among staff.

Desired Outcomes:

Ensure all digital communication tools are accessible by default.
Enhance hybrid participation equity for internal and external events.

The procurement of goods, services and facilities

Barrier Identified: Accessibility considerations are not fully embedded in Aeromag’s procurement framework and tools. It is not clear that accessibility considerations are included in the development of Requests for Proposals (RFPs) or other purchasing instruments.

Actions Taken:
During this reporting period, Aeromag has not yet taken formal steps to embed accessibility into its procurement policies or tools. As a result, accessibility requirements are still inconsistently considered in procurement activities.

Next Steps:
Addressing this gap is a key focus for the next year. Planned actions include:

Reviewing and updating procurement policies and RFP templates to include accessibility criteria.
Engaging procurement staff in training on accessible purchasing practices.
Consulting legal counsel and accessibility specialists to ensure compliance and effectiveness.

The Design and delivery of programs and services

Barrier Identified: Some training sessions, meetings, and internal programs were not fully accessible to employees with disabilities due to limited accommodation or inclusive planning.

Actions Taken:

Began incorporating accessibility considerations into the design of employee training programs and professional development activities.
Provided guidance to managers on making internal services (like orientation, meetings, and training) more inclusive.
Ensured digital training materials are compatible with assistive technologies where possible.
Introduced flexible options (e.g., virtual, remote) for training

Outcomes:

Increased participation in training and meetings by employees with varying accessibility needs.
Greater awareness among team leads and trainers on inclusive practices.

Desired Outcomes:

Ensure all Aeromag programs and services — internal or public-facing — are designed and delivered in a way that allows full and equitable participation.
Build an inclusive work culture that exceeds the minimum legal requirements.

Transportation

Aeromag does not coordinate a transportation system, when applicable for fleet of transportation due to location vehicles as defined in the Accessible Canada Act. This means that standards for transportation are not in scope for this plan or progress report.

Consultations

Approach: Aeromag is committed to ensuring the voices of persons with disabilities are central to accessibility planning. In the reporting period, we engaged internal stakeholders to better understand accessibility barriers and opportunities for improvement.

Who We Consulted:

Employees with lived experience of disability (confidential, voluntary self-identification)
Managers involved in accommodation processes
Human Resources and IT team
Feedback from past accessibility-related inquiries and accommodation requests

How Consultations Were Conducted:

Informal interviews with employees who volunteered input
Internal accessibility check-ins following onboarding and training
Review of anonymous employee feedback and accessibility requests
One-on-one discussions with managers on inclusive practices

What We Heard:

The need for early and safe disclosure processes during onboarding
Interest in more flexible and accessible training formats (e.g., recordings, captions)
Requests for better clarity on where to seek accessibility support
Suggestions to improve signage and wayfinding at some locations

Feedback

While no formal consultations were conducted during this reporting period, Aeromag reviewed feedback received via internal processes and will conduct formal consultations in the upcoming year, including through anonymous surveys and focus groups
We will continue to survey employees, including those with disabilities and any working groups that have been developed as part of this Accessibility Plan, to measure progress and ensure that we realize the changes we’ve set out to achieve.
We believe we can make a real difference for persons with disabilities by addressing the barriers described in our Accessibility Plan. We are motivated by the opportunity to improve accessibility for our customers and team members, and to do our part to realize a barrier-free Canada.
As we implement our plan, we will continue to work and consult with people with disabilities. We will publish an updated Accessibility Plan every three years and communicate updates by publishing interim progress reports every year in between, in accordance with the Accessible Canada Act.