Executive summary

At Expedition Helicopters Inc. and Group of Companies (the company), we are committed to creating an inclusive and accessible environment for everyone. Our accessibility plan aims to remove barriers and improve accessibility regarding employment, built environment, information and communication technologies, communication, procurement of goods, services and facilities, design and delivery of services, and transportation.

Purpose

The purpose of this Accessibility Plan is to outline the strategies and actions to ensure that the federal workplace is fully accessible to all employees, contractors, and visitors, including individuals with disabilities. This plan aims to create an inclusive environment where everyone has equal access to resources, services, and opportunities, in compliance with the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR).
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Goals and Objectives

1. Provide Equal Access: Ensure that all employees, including those with disabilities, have the same access to the workplace, technologies, and services.
2. Foster an Inclusive Work Culture: Promote an inclusive environment where all employees feel respected and supported, irrespective of their abilities.
3. Comply with Legal Standards: Meet the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR) and other related regulations.
4. Continuous Improvement: Regularly evaluate and update the accessibility plan to reflect the changing needs of employees, technological advancements, and legal requirements.
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Key Components of the Accessibility Plan

1. Physical Accessibility

• Workplace Design: Ensure all facilities, including entrances, hallways, restrooms, break rooms, and meeting rooms, are accessible to individuals with mobility impairments.
• Workstations: Provide adjustable desks, ergonomic seating, and appropriate accommodations for employees. This also includes ensuring that equipment (computers, telephones, and other office tools) can be used by individuals with disabilities.
• Parking: Ensure there are sufficient accessible parking spaces near building entrances, clearly marked with appropriate signage, as required.
• Emergency Egress: Ensure that evacuation plans accommodate individuals with mobility impairments or other disabilities, including offering emergency equipment or assistance if needed.

2. Digital Accessibility

• Website & Online Platforms: Ensure that all websites, portals, and online services comply with Accessibility Guidelines, making them accessible for individuals using assistive technologies such as screen readers.
• Communication Tools: Ensure that all electronic communication platforms (email, video conferencing) are compatible with assistive technologies, upon request. Provide captioning or transcription services for video and audio content, where possible/as requested.
• Document Accessibility: Ensure all documents, forms, and reports (PDFs, Word files, spreadsheets) are accessible to people with disabilities by using accessible formatting, such as properly tagged headings, alternative text for images, and accessible tables, as requested.

3. Employment / Workplace Accommodations

• Reasonable Accommodations: Provide accommodations for employees with disabilities to perform their job duties effectively. This can include, but is not limited to, flexible work schedules, telework options, assistive technologies, and specialized equipment.
• Accommodation Request Process: Establish a clear, confidential, and easy-to-follow process for employees to request accommodations. This process should involve managers, HR, and accessibility experts working collaboratively with the employee to identify and implement suitable accommodations.

4. Training and Awareness

• Employee Training: Provide mandatory training for all employees to increase awareness of disability rights, accessibility issues, and how to support colleagues with disabilities. This training should cover the use of accessible tools, proper etiquette when interacting with individuals with disabilities, and the process for requesting accommodations.
• Leadership Training: Offer specialized training for managers and supervisors to ensure they are equipped to support employees with disabilities, understand their legal obligations, and implement accommodations effectively.
• Accessibility Resources: Make resources and guides on disability rights and accommodations readily available to all employees, including managers and HR staff, to foster a supportive and proactive workplace.

5. Feedback and Evaluation

• Employee Feedback Mechanism: Create an ongoing feedback loop that allows employees to suggest improvements related to accessibility in the workplace. This can include surveys, suggestion boxes, and regular check-ins.
• Accessibility Audits: Conduct regular accessibility audits to identify barriers that may exist in the physical environment, digital resources, or organizational processes. Work with external consultants or experts in accessibility to ensure comprehensive assessments, when required.
• Continuous Improvement: Based on feedback and audit results, regularly update the accessibility plan to improve accommodations and accessibility features.

6. Communication and Collaboration

• Inclusive Communication: Ensure that all official communications (posters, announcements, meetings) are accessible, as needed. For example, provide sign language interpreters, captioning, or assistive listening devices for meetings and events, when required.
• Collaboration with Disability Organizations: Partner with local disability organizations and advocacy groups to stay informed about best practices, resources, and innovations in workplace accessibility.

7. Technology and Assistive Devices

• Assistive Technology: Provide employees with access to the necessary assistive technologies, such as screen readers, speech recognition software, or other adaptive tools that facilitate their work.
• Maintenance and Updates: Ensure that all assistive technology is regularly maintained, updated, and available to employees as needed.
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Implementation and Monitoring

• Human Resources Coordinator: Appoint an Accessibility Coordinator to oversee the implementation of the plan and to act as a point of contact for any accessibility-related inquiries or concerns.
• Annual Review: Conduct an annual review of the accessibility plan to ensure it remains up to date with legal requirements and reflects best practices in accessibility. Share the findings with employees and leadership to maintain transparency and accountability.
• Metrics and Reporting: Establish metrics to track progress toward achieving the goals outlined in the accessibility plan. Regularly report on the status of these goals to leadership and the broader workforce.
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Accessibility Initiatives

1. Physical accessibility

Barrier 1:
The Company must ensure that they remove barriers for employees and clients with physical disabilities.
Action:
Determine if any employee require workplace accommodations for physical disabilities that will be addressed on a case-by-case through the Accessibility Employment Policy. Review current services provided to our clients to ensure that we eliminate or accommodate physical disability.
Due date:
January 1, 2040

2. Digital accessibility
Barrier 2:
The company is not aware if any of its employees require digital accessibility accommodations.
Action:
Determine if any employees require workplace digital accessibility accommodations through the Accessibility Employment Policy.
Due date:
June 1, 2030

Barrier 3:
The Company does not have a process to offer digital accessibility services to its current clients, when required.
Action:
Ensure that disclaimers are added to our client contracts to offer digital accessibility services.
Due date:
June 1, 2030

3. Employment and workplace accommodation
Barrier 4:
Expedition Helicopters and Group of Companies does not have a Disability Employment Policy.
Action:
Develop a policy to ensure that there are no employment barriers for their current employees, recruiting and onboarding of individuals with disabilities.
Due date:
June 1, 2026

4. Training and Awareness
Barrier 5:
The company does not currently offer awareness training for disability to its employees.

Action:
Once the Disability Employment Policy is created, the company will add training on the policy requirements and services available to employees, visitors, contractors, clients, etc. as part of the orientation training and recurrent training plan.
Due date:
June 1, 2030

5. Evaluation and Feedback
Barrier 6:
The company will require to access employee feedback on its Accessibility Plan and Accessibility Employment Policy to ensure that the plan and policy are performing adequately.
Action:
Surveys will be created and sent out to employees to obtain their feedback on the Accessibility Employment Policy. Management will review the Accessibility Plan at least annually to ensure that action items are completed and assess for continuous improvement.
Due Date:
June 1, 2030

6. Communication and collaboration
Barrier 8:
The company does not have a process to offer communication to meet accessibility needs to its clients when required.
Action:
Ensure that disclaimers are added to our client contracts or advertisement to offer accessible communication services, when required.
Due Date:
January 1, 2040

7. Technology and Assistive Devices
Barrier 9:
The company is not aware if their employees require technology and/or assistive devices.
Action:
Determine if any employees require workplace digital accessibility accommodations through the Accessibility Employment Policy.
Due date:
June 1, 2030

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Communication/Feedback

You can use the contact information listed below to ask us for a copy of our accessibility plan and our feedback process description in these alternate formats: print, large print, Braille, audio or an electronic format that is compatible with adaptive technology that is intended to assist persons with disabilities. We will provide the format you ask for as soon as possible. Braille and audio formats may take up to 45 days. Print, large print and electronic formats may take up to 15 days.
Contact us:
Email: info@expeditionhelicopters.com
Phone: 705-272-5755 (1-866-572-5755)
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Consultation Process
A copy of the company’s disability plan was provided to the employees selected to represent them for labour relations, occupational health and safety and accessibility for consultation via email by March 31, 2025. Their feedback is to be provided by April 15, 2025. The consultation feedback process is confidential.
Consultation feedback to be sent to: martinem@expeditionhelicopters.com