Progress Report 2025

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.