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3-Year Accessibility Plan 2026-2028

Published: December 30, 2025 PDF Version

Table of Contents

Message from the CEO

At Invest in Canada, accessibility is a steadfast commitment – a principle that defines who we are and how we work. It shapes our culture, drives our decisions, and reflects our vision for a future where opportunity is truly open to everyone. With the launch of this 2026-28 Accessibility Plan, we reaffirm our dedication to creating a barrier-free organization where all individuals – whether employees, clients, partners, or members of the public – can participate fully,  equally, and with dignity. This Plan represents a promise to lead by example in building a workplace – and by extension, the broader world we help shape – in which everyone is valued and empowered to thrive.

Since the release of our 2023-25 plan, we have taken important steps to embed accessibility within our work practices and our broader DEI Strategy. Through ongoing consultation with stakeholders, external experts, and our wider community, we continually seek to refine our actions to remain responsive and drive continuous improvement.

This revised plan builds on our solid foundations and sets out ambitious goals for the next three years, notably:

  • Strengthening human resources practices and expanding mandatory training for staff at all levels of the organization.
  • Modernizing our hybrid work environment and extending our responsibility to ensure accessibility considerations are embedded in employee travel.
  • Enhancing our information and communication technologies (ICT) and organizational communications (other than ICT) – such as leveraging digital tools, artificial intelligence, and inclusive design – to ensure all audiences can access and engage with organizational information.  
  • Embedding accessibility into every stage of procurement, program design, and service delivery to ensure that goods, services, and client-facing programs are accessible to all.

We recognize that accessibility is a journey, not a destination. As we implement this Plan, we will monitor our progress, report regularly, and remain open to feedback. We will also ensure our policies align with the Accessible Canada Act and Accessibility Strategy for the Public Service of Canada, and in accordance with the directives set forth by the Government of Canada.

Accessibility is a shared responsibility, and I am confident we will continue to make meaningful progress and achieve results through the thoughtful, sustained efforts of every member of our team and extended network. 

Thank you for engaging with this Plan and helping turn accessibility into action.

Laurel Broten

Chief Executive Officer, Invest in Canada

General

This Accessibility Plan (“plan”) outlines the strategy of Invest in Canada toto prevent and remove barriers for persons with disabilities as outlined in the Accessible Canada Act (S.C. 2019, c 10), as well as to fulfill Invest in Canada’s own accessibility commitments beyond the legislation.

This is a multi-year, results-based plan outlining the actions Invest in Canada will take to create a barrier-free environment and address accessibility needs of persons with disabilities. As an organization, Invest in Canada recognizes its responsibility to create a welcoming, safe, respectful environment for employees, clients, job candidates and visitors who enter its offices, use its services or access its information. Invest in Canada is committed to ensuring its policies, programs, procedures, environment and services are created as accessible as possible, ensuring compliance with Accessibility legislation. 

Feedback process and contact information

Invest in Canada established a process for receiving and addressing feedback regarding the implementation of this Accessibility Plan and barriers experienced by employees and people interacting with the organization. The process is designed to facilitate both anonymous and direct feedback internally and externally. 

The designated person to receive feedback at Invest in Canada is the Senior Human Resources Business Partner (HRBP). 

Use the channels below to provide feedback or request this plan, our progress reports or the feedback process in alternative accessible formats.

Feedback can be shared through any of the following channels:

  • Call the Human Resources Advisor at (613) 407-2139.
  • Email hr-rh@invcanada.ca.
  • Mail us at:

         Human Resources
         Invest in Canada
        155 Queen Street, Suite 1400
        Ottawa, ON
        K1A 0B8

You can also use these channels to request this plan, our progress reports or the feedback process in alternative accessible formats.  

Our context

Invest in Canada is a departmental corporation operating under schedules II and V of the Financial Administration Act. It is a micro-organization consisting of 67 full-time equivalents with an annual operating budget of approximately $32 million. Invest in Canada operates as a national investment promotion agency and therefore has employees located across the country. Invest in Canada’s primary clients are global investors thus many of its programs and services are provided abroad in a variety of languages.

 Invest in Canada has three main results designed to achieve its core responsibility:

  • Canada is promoted as a foreign direct investment destination.
  • Investors are investing or expanding in Canada through the support of Invest in Canada services.
  • Partners have access to services and tools to support their investment attraction efforts.

To achieve these results, Invest in Canada works closely with partners and stakeholders within Canada, including provincial, territorial and municipal governments as well as the Trade Commissioner service abroad.

Our plan: priority areas, commitments and action plans

Priority area 1: Employment

Since the publication of our last Accessibility Plan, Invest in Canada has launched a comprehensive Diversity, Equity and Inclusion (DEI) Strategy and has established an internal DEI Committee to support the implementation of action items. This strategy has informed a more integrated and inclusive approach to accessibility, ensuring that the lived experiences of persons with disabilities are considered within a broader equity lens. As a result, accessibility is no longer treated as a standalone initiative but rather has been integrated into our values and culture as a shared priority.

Through consultation with employees, we have gathered valuable insights into barriers which has directly shaped the actions outlined in this plan. This plan will address barriers such as unclear accommodation processes, career development opportunities for equity-seeking groups, and gaps in knowledge related to ICT best practices. By embedding accommodations into HR policies, formalizing mentorship programs, and introducing ICT accessibility training, we will strengthen inclusive employment practices and build organizational capability. Updates to health and safety policies and ongoing monitoring of employee experience will ensure mental health, harassment prevention, and accessibility remain integral to a safe and equitable workplace.

Commitment

Implement and improve human resources practices to remove and prevent barriers in the recruitment, retention and promotion of persons with disabilities. 

Action plan

The responsibility for the actions below is designated to the Chief Operating Officer and the Human Resources Business Partner (HRBP) responsible for accessibility. 

By 2026

  • Complete the implementation of human resources policy recommendations from the DEI policy review conducted by the DEI Committee and a DEI consultant. This will include embedding the offer of accommodations into HR policies and processes. 

  • Formalize a mentorship program to support career development for employees who identify as an employment equity group including persons with disabilities. 

  • Introduce ICT accessibility training for employees involved in the development, maintenance and procurement of ICT. This training will build capabilities in creating and maintaining accessible ICT on internal and external platforms and should be delivered ahead of ICT design or documentation changes. 

By 2027

  • Ensure communications and documents shared in organizational communications over email are accessible.
  • Update the Health and Safety Policy and Hazard Prevention Program to reflect mental health, harassment and discrimination, and accessibility as components of a safe work environment. 
  • Assess the feasibility of integrating employee committees to create inclusive application of employee experiences to HR programs and policies. This includes evaluating the role of the DEI Committee beyond 2027, the end of the current DEI Strategy.

Ongoing

  • Monitor employee experience through engagement surveys as well as formal and informal feedback channels to adjust policies and programs according to lived experience.
  • Continue to require unconscious bias and inclusive leadership training as part of the mandatory training program.

Priority area 2: Built environment

Creating an accessible built environment helps everyone, yet it occurs through purposeful actions. Invest in Canada is committed to taking the necessary steps to ensure our work environment is more inclusive and welcoming to employees and visitors. In partnership with Public Services and Procurement Canada and the building management company, Invest in Canada continues to ensure entrances and hallways of workspaces are accessible. The actions in this plan will also address barriers that may exist in home office environments and during employee travel.

This plan will address barriers related to unclear accommodation responsibilities and limited integration of accessibility into telework and travel processes. By reinforcing inclusive language in the Telework Policy, embedding duty-of-care checks into travel authorizations, and continuing to evolve the equipment standard, we will ensure employees have equitable access to resources and support. Annual reviews of the Telework Policy and future-of-work plans will sustain accessibility best practices, fostering a workplace that prioritizes inclusion and employee well-being. 

Commitment

Remove barriers within Invest in Canada’s workplaces and supports a barrier-free experience in built environments outside of the organization’s direct control.  

Action plan

The responsibility of the actions below is designated to the Chief Operating Officer and the HRBP responsible for accessibility. 

By 2026

  • Ensure the Telework Policy reinforces how this Policy supports IIC’s DEI goals, clarifies accommodation responsibilities, and includes language best reflects the clearly inclusive intent of the Policy.
  • Integrate duty of care check-in to travel authorization process to ensure barriers related to all employment equity groups, including persons with disabilities, are discuss and addressed ahead of employee travel. 

Ongoing

  • Continue to evolve the Equipment Standard and offer ergonomics assessments to employees to support their at-home office setup. 
  • Review the Telework Policy and Future of Work Operational Plan on an annual basis to continue to integrate accessibility best practices.

Priority area 3: Information and communication technologies (ICT)

Information technology is more critical than ever to how we work, making it important to provide barrier-free access to information, tools and technology. Barrier-free technologies not only benefits people with disabilities but makes technology easier to use for all. Over the past three years, Invest in Canada has begun to use the accessible functionality of the Microsoft Suite including the use of accessibility checkers. Currently, Invest in Canada’s public facing websites and applications are compliant with the Web Content Accessibility Guidelines (WCAG 2.0).  

Invest in Canada anticipates an amendment to the Accessible Canada Act to include ICT Regulations which aligns with the ICT Standard. Based on technical briefings provided to the organization, this plan outlines the actions required to meet the specified requirements. This will help Invest in Canada build more accessible internal and external platforms and formalize the use of accessible digital documents in our workflows. Changes will include use of alt text for images, properly structured headings for screen reader compatibility, sufficient colour contrast for readability, and keyboard-navigable interfaces.

Commitment

Advance information and communication technology accessibility to improve user experience and adapt to the ICT Regulation.

Action plan

The responsibility of the actions below is shared between the Chief Operating Officer, Chief Marketing Officer and Chief Strategy Officer. Operationally the responsibility is shared between the Director, IM/IT and Enterprise Security, Director of Business Intelligence, Director of Communications and the HRBP responsible for accessibility. 

By 2026

  • Begin assessment of legacy mobile applications for conformance with the ICT Regulation. 
  • Redesign the user experience of internal and external platforms for accessible ICT elements as outlined in the ICT Regulation.  
  • Conduct analysis to determine the preferred format for accessible documents displayed on internal and external platforms as outlined in the ICT Regulation. 
  • Add notice of alternate formats of documents and content to internal and external platforms. 
  • Create retention process for documentation of training, assessments, and statements for four years. 
  • Advance accessibility in the CRM by improving the user experience of the expense module. 
  • Implement and socialize voice-to-text functionality in the CRM. This functionality will help employees better record notes on client and partner activity. 
  • Include web accessibility capabilities in the RFP evaluation criteria for the website development and maintenance contract. 
  • Consider accessibility throughout the website refresh project and audit against WCAG standards. 

By 2027

  • Publish accessibility statements describing features, gaps, and barrier-free alternatives by June 1, 2027. 
  • Ensure new documentation published on internal and external platforms are conform to ICT Regulation by June 1, 2027. 
  • Expand automation features in the CRM to simplify workflows and enhance usability for all employees.
  • Explore the use of artificial intelligence agents to support accessibility, including a dedicated agent to assist with document readability and inclusive formatting.

By 2028

  • Publish updated accessibility statements by June 1, 2028.
  • Transition all documentation published on internal and external platforms to accessible formats as outlined in the ICT Regulation by June 1, 2028.
  • Review the Information Management Policy to ensure it conforms to document retention requirement of the ICT Regulation by June 1, 2028.
  • Introduce conformance assessment for the procurement of ICT by June 1, 2028. 

Ongoing

  • Continue to maintain WCAG compliance on Invest in Canada’s website and continue to conduct annual audits on website accessibility. 
  • Provide alternate format for non-conforming content, ensuring equitable access and working toward full conformance.

Priority area 4: Communication, other than ICT

Accessible communication ensures that everyone receives the same message without barriers, fostering alignment and effective collaboration across teams and the organization. This is essential for working toward shared goals and maintaining clear, inclusive communication. At Invest in Canada, we use Microsoft Outlook for email and Microsoft Teams for virtual meetings and messaging—both of which offer accessible features such as live captions, speech-to-text, and meeting recordings. Our Style Guide supports this by promoting the use of plain, direct language in both internal and external communications.
 
The plan will address key barriers to accessibility, including inconsistent consideration of accessible formats during meetings, limited employee awareness of built-in accessibility tools, and the absence of clear standards for plain language and inclusive communication. By integrating accessibility checks into all-staff meetings, promoting awareness of Office 365 features, and updating the Style Guide with best practices, we will reduce communication barriers for employees. Ongoing promotion of plain language and inclusive design ensures that accessibility becomes a sustained and embedded practice across all communications.

Commitment

Ensure communication from and within the organization can be accessed by all employees and clients. 

Action plan

The responsibility of the actions below is shared between the Director of Communications, Chief Marketing Officer, and Chief Operating Officer. 

By 2026

  • Add communication and physical document accessibility to the all-staff meeting accessibility checklist. 
  • Launch internal awareness campaigns on accessible communication features in Office 365. 

By 2027

  • Update the Style Guide to include development in plain language and accessible communications best practices. 

Ongoing

  • Promote the use of plain language and inclusive design in all communications.

Priority area 5: Procurement of goods, services and facilities

Whether it's through the purchase of physical assets, computer software or professional services, procurement is a key aspect of achieving accessibility. In the 23-25 Accessibility Plan, Invest in Canada introduced the Equipment Standard which outlines the technology and ergonomic equipment available to employees. Additionally, employee tablets were replaced in 2024, ensuring the technology supported accessibility needs.
 
This plan aims to eliminate barriers in procurement processes that currently limit equitable access and inclusion. Barriers include the absence of formal accessibility requirements in policy, lack of vendor awareness about accommodations, and inconsistent use of accessible formats in procurement documentation. This plan will ensure that accessibility remains a core consideration throughout procurement, fostering compliance and inclusive engagement with vendors and stakeholders.

Commitment

Make the purchasing process accessible.

Action plan

The responsibility of the action below is designated to the Director of Finance.

By 2026

  • Add accessibility requirements to the Procurement Policy.
  • Deliver training sessions on the updated Procurement Policy with a focus on accessibility enhancements.
  • Embed the offer of accommodations through posted notices on documents and in communications with vendors.

By 2027

  • Ensure documents used throughout the procurement process are shared in an accessible format. 

By 2028

  • Ensure all ICT procurement processes include conformance assessments and gap analyses against the ICT Regulation by June 1, 2028.

Ongoing

  • Monitor procurement processes to ensure accessibility is consistently applied.

Priority area 6: Design and delivery of programs and services

As an agency that delivers services to investors, coordinates partners and develops marketing programs, Invest in Canada must prioritize accessibility from the initial design stage through to final delivery. Currently, our marketing campaigns are hosted on web platforms that meet WCAG 2.0 standards, and both our agency of record and internal graphic design team test materials for legibility and readability.

To build on this foundation, this plan aims to address barriers such as inaccessible marketing materials, limited awareness of accessible documentation offerings for stakeholders and clients, and the ongoing application of accessibility standards in branded content. This plan will formalize our approach to accessibility in marketing materials and ensure that investment facilitation services and stakeholder coordination are not only designed to be accessible but are consistently accessible in practice.

Commitment

Ensure stakeholders and clients are receiving programs and services that were designed and delivered as accessible as possible. 

Action plan

The responsibility of the action below is designated to the Chief Marketing Officer, the Chief of Investor Services and the Chief Strategy Officer. 

By 2026

  • Assess the use of accessible digital formats such as audiograms to enhance the delivery of promotional content.
  • Improve social media accessibility practices, including the use of alt text, tagging, and platform-specific features.
  • Add accessibility guidance to Brand Guidelines to embed inclusive design as a foundational marketing practice. 
  • Develop a PowerPoint accessibility guide tailored to Invest in Canada’s branded presentation templates to ensure consistency and usability. This guide will help teams draft accessibility content provided to clients and partners.
  • Transition templates for external products to accessible formats aiming to produce accessible documents for stakeholders. 

By 2027

  • Ensure marketing materials reflect the updated brand guide including accessibility standards for readability, contrast, and format.

  • Introduce a standard accessibility template to offer alternate formats and meeting accommodations. This message will be included in meeting invites, external emails, and external platforms to ensure stakeholders are aware of accessible options and our commitment to inclusive service delivery.

By 2028

  • Ensure documentation provided to clients and partners is available in accessible formats. 

Ongoing

  • Continue to conduct external stakeholder surveys to assess the accessibility of programs and services and inform future updates.

  • Continue to leverage accessibility best practices on social media sites.

Priority area 7: Transportation

Providing accessible transportation to persons with disabilities is outside of Invest in Canada’s operational scope, therefore there have been no barriers identified and no proposed actions for this plan. 

Consultations

Internal consultation

As part of developing this plan, Invest in Canada conducted virtual one-on-one interviews in the summer of 2025 with employees who self-identified as persons with disabilities. These conversations explored barriers they may have experienced since joining the organization and solutions that would address barriers. Their insights directly informed the development of this plan. 

Key Findings from Employees

  • Auditory barriers were noted in environments where multiple people speak simultaneously or where the speaker is distant from the audience.
  • Flexibility and judgment-free support are essential to fostering disability acceptance.
  • The definition and examples of disability could be better socialized to reduce stigma and promote understanding.
  • New employees would benefit from concrete examples during accommodation discussions to clarify available supports.
  • More clear and proactive communication about accessibility and accommodations could help shift the responsibility away from employees to initiate requests.
  • Humanizing training and presentations about accessibility makes the content more engaging and highlights its everyday impact.
  • More visibility and education around non-visible disabilities is needed.

In addition to these one-on-one consultations, virtual meetings were held in September 2025 with leaders from key functional areas including Procurement, Business Intelligence, Information Technology, and Marketing and Communications to assess progress made under the 23-25 Accessibility Plan and identify areas for improvement.

Key Findings from Functional Teams

  • While the Marketing and Communications team currently considers accessibility in the design and delivery of our promotional materials, they could further formalize their approach. 
  • The Information Technology team sources accessible software, but broader employee understanding of its functionality is needed to support ICT and service delivery goals.
  • The Procurement team has made advancements in accessible procurement and could better embed accessibility more proactively into its processes.
  • The Business Intelligence team has begun redesigning materials and platforms and will continue to progress towards our ICT goals. 

External Consultation

Invest in Canada implemented an annual Partner Survey targeting municipal, provincial, and territorial partners. The survey includes questions about the accessibility of our services and external partner platform. While minimal barriers were reported, one respondent requested more downloadable content in accessible formats. This feedback will be addressed through the ICT-related action items in this plan.

Monitoring and reporting

This three-year plan outlines a range of activities that will help embed accessibility into Invest in Canada’s culture and daily operations. To ensure we remain responsive to employee experiences, we will continue monitoring accessibility-related feedback through engagement tools such as the Public Service Employee Survey. This will help identify potential barriers and guide ongoing improvements.

The actions outlined in this plan will be integrated into Invest in Canada’s business planning process, with clear accountability assigned to the relevant business units. Progress will be tracked through regular evaluations aligned with our business plan cycle. Monitoring and collaboration cross-functionally at the working-level will occur through the Accessibility Working Group. 

In keeping with the Accessible Canada Act and its regulations, Invest in Canada will publish an updated accessibility plan every three years, along with annual progress reports in between. These reports will provide updates on completed action items, summarize feedback received, and describe how that input has informed our approach.

Glossary

Accessibility

The degree to which a product, service, program or environment can be accessed or used by all. (Source: Accessibility Strategy for the Public Service of Canada).

Accommodation

Any change in the work environment that allows a person with functional limitations to do their job. Accommodations can be temporary, periodic or long-term, including:

  • Adjusting the physical workspace
  • Adapting the equipment or tools
  • Working flexible hours or job-sharing
  • Moving the workspace
  • Working from home
  • Removing or changing some non-essential tasks for others
  • Time off for medical appointments

(Source: Accessibility Strategy for the Public Service of Canada)

Assistive or adaptive device/technology

A device, system or equipment designed to help a person do a task. Examples include canes, crutches, walkers, wheelchairs, hearing aids and personal emergency response systems. They can also be IT-related items such as screen-reading software. (Source: Accessibility Strategy for the Public Service of Canada).

Barrier

Anything that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation. Barriers can be physical, architectural, technological, attitudinal or based on information or communications. They can also be the result of a policy or practice. (Source: Accessible Canada Act).

Disability

Any impairment, including a physical, mental, intellectual, cognitive, learning, communication, or sensory impairment — or a functional limitation — whether permanent, temporary, or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person’s full and equal participation in society. (Source: Accessible Canada Act).

Information and communication technologies (ICT)

ICT are the technologies and platforms we use to communicate in the digital world, such as websites, web applications, digital documents, software, virtual meeting platforms, mobile and stationary hardware and assistive technology such as screen readers.

Persons with disabilities (PWD) 

“Persons who have a long-term or recurring physical, mental, sensory, psychiatric, or learning impairment and who
     (a) consider themselves to be disadvantaged in employment by reason of that impairment, or
     (b) believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment, and includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace.” (Source: Employment Equity Act).

Self-identification 

Providing employment equity information for statistical purposes. The federal public service uses this information to monitor the progress of employment equity groups and to report on workforce representation. (Source: Accessibility Strategy for the Public Service of Canada).