Accessibility Plan

2026 Accessibility Plan & Feedback Process

GENERAL

About Neptune Terminals

Neptune Terminals is a bulk shipping terminal on the north shore of Burrard Inlet in the Port of Vancouver. We have been operating safely and responsibly for over 50 years and are proud community members.

 Neptune is a critical link in the supply chain that transports Canadian commodities to markets all over the world and is an integral part of a strong Canadian economy.

 Bulk shipping terminals like ours handle commodities that are transported in large quantities without packaging or containerization, and we are one of the largest in North America. Currently, we handle two commodities for export to international markets: Canadian potash and steelmaking coal.

 Neptune is owned by two bulk commodity shippers: Canpotex Bulk Terminals Limited, a Canpotex affiliate and Elk Valley Resources (EVR). Canpotex is one of the world’s largest exporters of potash. EVR operates four steelmaking coal mines in the Elk Valley of British Columbia, and is part of the Glencore Group, one of the world’s largest diversified natural resource companies.  

Neptune has a longstanding commitment to supporting organizations that contribute to a strong and healthy North Vancouver community and the well-being of everyone who lives and works here. Organizations that we have or currently support include BC Challenger Baseball, the Learning Disability Society, North Shore Disability Resource Centre, United Way British Columbia, and Vancouver Adaptive Snow Sports. 
 

Please use the links below to access our previous Accessibility Plans and Progress Report.

• 2023 Accessibility Plan
• 2025 Progress Report

Requirements

As a federally regulated company in the transportation sector, Neptune Terminals is governed by the Accessible Canada Act (ACA).

The ACA is a federal law enacted by the Canadian government in 2019 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.

Per the Act, 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 years. 

Overall, the Accessible Canada Act represents a significant step towards creating a more inclusive and accessible society for all Canadians, including those with disabilities. By complying with these requirements, Neptune can help ensure that we are providing equal access and opportunities to all members of society.
 

Executive Summary

Neptune Terminals has always been a strong supporter of our community and believes in providing our employees with the environment and tools that they need to thrive. We are pleased to continue our efforts through our Accessibility Plan. Table 1 (below) provides a summary of each Priority Area and our accessibility commitments.

Table 1.

Executive Summary: Executive Summary: Neptune Terminal’s Accessibility Plan 2026-2029.

Accessibility Statement

Neptune Terminals is dedicated to fostering a strong, healthy North Shore community and to supporting the well-being of everyone who lives and works here.  

Our goal is to ensure that we are identifying meaningful and achievable change opportunities in the interest of creating a more accessible workplace. To achieve this, we aim to follow best practices and standards for accessibility. We are committed to continuously improving our business practices.

Accessibility Point of Contact

The Accessibility Committee will be established as part of the 2026-2029 plan. Listed below is the main point of contact:

1. Lisa Dooling
   Director, People & Community
    

Feedback

Neptune is committed to providing an open and transparent feedback process. For more information, to provide feedback, or to request alternative formats of this Plan, please contact Neptune Terminals through one of the following methods: 

• Email: community_questions@neptuneterminals.com  
• Direct mail: PO Box 86367, North Vancouver BC V7L 4K6
• Telephone: 604 985 7461 

Alternative Formats

Neptune’s Accessibility Plan is available in the following formats: 

• Print
• Large Print 
• Electronic 
• Audio 

A Braille copy of Neptune’s Accessibility Plan may be requested by:
 

• Email: community_questions@neptuneterminals.com  
• Phone: 604-985-7461

PRIORITY AREAS

Area 1: Employment

Our Accessibility Goal

At Neptune, the health and safety of our employees is our top priority. As such, we aim to reduce barriers to employment and career progression wherever possible. 

Current Level of Accessibility

Neptune has continued to strengthen accessibility across its employment practices since publishing its 2023 Accessibility Plan. Accessibility considerations are increasingly being integrated into recruitment, accommodation, employee awareness, and workplace inclusion initiatives, creating a stronger foundation for an accessible and inclusive workplace. Neptune has made meaningful progress in reducing barriers for applicants and employees while continuing to build awareness, improve processes, and support equitable employment opportunities. Key improvements include:

• Implemented an Equal Opportunity Employer statement in all job postings to reinforce Neptune's commitment to equitable and inclusive hiring practices.
• Reviewed all positions to identify safety-sensitive roles and ensure that medical examinations and drug and alcohol testing requirements are limited to positions where they are operationally necessary.
• Added accommodation information to recruitment materials and communications, providing candidates with a clear process for requesting accommodations throughout the hiring process.
• Continued to provide workplace accommodations to employees as needed while advancing efforts to formalize accommodation processes and supports.
• Enhanced understanding of accessibility and employee experiences through the review of Employment Equity Survey data and identification of future accessibility awareness and training opportunities.
• Supported employee education, wellness, and inclusion through Wellness and Engagement Committee initiatives focused on mental health, stress management, Indigenous awareness, and reconciliation, and recognition of diverse communities, including 2SLGBTQI+ Pride and awareness.
• Increased awareness of accommodation supports and accessibility-related resources through ongoing communication and employee engagement activities.
• Continued to strengthen employment practices by reviewing workplace requirements, policies, and employee experiences to identify opportunities to reduce barriers and support accessibility across the employee lifecycle.

Actions

Commitment 1: Support accessibility through an accessibility committee by:

• Establish an Accessibility Committee to support accessibility planning, employee engagement, and continuous improvement by December 2026.
• Develop a process for the Accessibility Committee to review accessibility feedback and monitor progress against the Accessibility Plan beginning January 2027.
• Continue using employee, candidate and shareholder feedback and committee recommendations to guide future accessibility improvements.

Commitment 2: Increase accessibility awareness and inclusion by:

• Identify accessibility and disability inclusion topics for managers and employees by September 2027.
• Add accessibility and disability inclusion topics to existing onboarding, training, and employee communications by June 2028.
• Continue promoting accessible communication practices and an inclusive, psychologically safe workplace through ongoing learning and awareness activities.

Commitment 3: Improve accessible employment practices by:

• Review recruitment materials and hiring practices further to continue to identify opportunities to reduce barriers for candidates with disabilities by June 2027.
• Work with our IT team to review workplace technology, systems, and tools to identify opportunities to improve accessibility by December 2028.
• Continue reviewing employment policies and practices to support accessibility throughout the employee lifecycle.

Commitment 4: Improve workplace accommodation practices by:

• Document the workplace accommodation process, including roles, responsibilities, and available supports, by June 2027.
• Add accessibility and accommodation information to onboarding materials and processes by December 2027.
• Continue reviewing and improving accommodation resources and practices as workplace needs change.

Area 2: Built Environment

Our Accessibility Goal

Neptune aims to prioritize an accessible environment for our employees and visitors wherever possible. 

Current Level of Accessibility

Neptune Terminals currently operates from two main locations: its corporate office at 111 Forester Street in North Vancouver and its terminal site. The terminal site operates 24 hours a day, 7 days a week and is home to Neptune's operations, security, training, health and safety, environmental, project management, maintenance and engineering teams. Due to the nature of terminal operations, many positions require a high degree of physical mobility, dexterity, and stamina to safely perform essential job duties.

Since publishing its 2023 Accessibility Plan, Neptune has significantly improved the accessibility of its corporate office environment through its relocation to a newly renovated workspace. Accessibility considerations were incorporated into the design and renovation of the office, resulting in a range of features that support employees, contractors, and visitors. Neptune has made meaningful progress in reducing physical barriers while establishing a strong foundation for ongoing accessibility improvements. Key improvements since 2023 include:

• Relocated to a newly renovated office space that incorporates accessibility considerations into the workplace design.
• Improved access throughout the building through elevator access, automatic building entry, and accessible routes of travel.
• Enhanced workplace accessibility through accessible washroom and shower facilities, adjustable sit-stand workstations, and accessible meeting and common spaces.
• Created a more accessible experience for employees and visitors through features such as an accessible parking space, exterior accessible entrances, and barrier-reduced navigation throughout the office environment.
• Incorporated accessibility considerations into workplace planning and facility improvements, supporting ongoing evaluation and continuous improvement of accessibility features.
• Continued to assess workplace accessibility needs and identify opportunities to further enhance accessibility within both office and operational environments.

Actions

Commitment 1: Plan for future accessibility Improvements by:

• Beginning in 2027, conduct periodic accessibility reviews of office and operational environments to identify opportunities for improvement as workplace needs evolve.
• Develop a process to prioritize accessibility improvements based on operational needs, safety requirements, and available resources by June 2028.
• Continue incorporating accessibility considerations into future workplace planning, renovations, and facility upgrades (e.g., entrances, washrooms, workspaces, and shared employee areas, where feasible).

Commitment 2: Improve wayfinding and workplace navigation at the Forester office by:

• Review existing wayfinding and room identification throughout office locations to identify opportunities to improve navigation (e.g., directional signage, room identification, and visitor navigation) by June 2027.
• Implement practical wayfinding improvements, where appropriate, by December 2028.
• Continue reviewing wayfinding and navigation needs as workplaces and operational requirements evolve.

Commitment 3: Support safe and accessible work environments, specifically at the Forester office by:

• Review workplace practices to help maintain clear and accessible paths of travel (e.g., walkways, entrances, and shared spaces) by June 2027.
• Develop guidance for identifying and addressing temporary accessibility barriers within office environments (e.g., construction activities, equipment storage, or temporary obstructions) by December 2027.
• Continue evaluating accessibility within operational and terminal environments to identify practical opportunities to reduce barriers while balancing operational and safety requirements.

Area 3: Information and Communication Technologies (ICT)

Our Accessibility Goal

Information and Communications Technologies are becoming increasingly important in our workplace. At Neptune, we are committed to ensuring that employees have the information and tools they need to perform their roles. 

Current Level of Accessibility

Neptune recognizes the important role information and communication technologies (ICT) play in supporting an accessible workplace. Since publishing its 2023 Accessibility Plan, Neptune has strengthened the accessibility of its digital environment through website enhancements, ongoing website maintenance practices, and continued review of commonly used workplace technologies. The organization has also begun incorporating accessibility considerations into the planning and ongoing improvement of digital systems and content, providing a strong foundation for continued progress as digital accessibility requirements evolve. Current accessibility initiatives and improvements include:

• Identified Microsoft Outlook, Teams, and SharePoint as key workplace technologies and began reviewing available accessibility features within these platforms.
• Improved website accessibility through enhancements to visual contrast, image alternative text, screen reader support, and website functionality.
• Incorporated accessibility considerations into ongoing website maintenance processes to support accessible content development and continuous improvement.
• Began exploring accessibility assessment tools and resources to support future improvements to digital systems and technologies.

Actions

Commitment 1: Establish accessible digital content guidelines and resources by:

• Developing accessible content guidelines and templates for commonly used digital communications, documents, presentations, and online content by June 2027.
• Making accessibility guidance and supporting resources available to employees by December 2027.
• Continuing to review and update digital accessibility guidance as standards, technology, and organizational needs evolve.

Commitment 2: Strengthen staff knowledge of accessible digital practices by:

• Beginning in June 2027, provide accessibility training for employees who create, manage, or publish digital content, with initial training completed by December 2027.
• Include practical guidance on topics such as accessible formatting, headings, alternative text, captions, plain language, and accessible documents.
• Continue supporting accessible digital practices through ongoing guidance, refresher learning opportunities, and support resources.

Commitment 3: Apply accessibility standards across digital systems and platforms by:

• Expanding the use of recognized digital accessibility standards (e.g., WCAG and CAN/ASC-EN 301 549) across new and updated public-facing digital systems, content, and documents by December 2028. 
• Incorporating accessibility requirements into the development, maintenance, update, and review of digital tools, systems, online content, and publishing processes beginning in 2027. 
• Developing an approach for reviewing new and updated digital content and systems for accessibility before publication or implementation by December 2028. 
• Continuing to consider accessibility when planning new digital initiatives, system enhancements, and future technology improvements.

Commitment 4: Communicate Neptune's digital accessibility approach by:

• Develop and publish a digital accessibility statement for Neptune's public website by December 2028. 
• Review and update the accessibility statement annually to reflect ongoing improvements and available accessibility supports.

Area 4: Communication, other than ICT

Our Accessibility Goal

At Neptune, we want to make sure that the way we communicate and the tools we use for communication allow all employees to share their ideas and contributions. We want everyone to feel like they are a part of the team, respected, and heard throughout the whole organization.

Currently Level of Accessibility

Neptune recognizes the importance of accessible communication in supporting an inclusive and barrier-free workplace. Since publishing its 2023 Accessibility Plan, Neptune has begun exploring opportunities to strengthen accessible communication practices across the organization. To support ongoing accessibility improvements, Neptune has:

• Explored accessible communication resources and guidance to support the future development of communication standards and practices across the organization

Actions

Commitment 1: Improve access to accessible communication by:

• Develop and communicate a process for requesting accessible formats and communication supports by December 2027. 
• Identify opportunities to incorporate plain language and inclusive communication practices into organizational communications by June 2028. 
• Make information about available communication supports and accessible formats available to employees by December 2027. 
• Continue reviewing communication support processes and communication practices as accessibility needs and organizational priorities evolve. 

Commitment 2: Build employee knowledge of accessible communication practices by:

• Beginning in June 2027, provide role-appropriate training for employees responsible for creating, reviewing, or delivering communications, with initial training completed by December 2027. 
• Include practical guidance on topics such as plain language, inclusive communication, accessible meeting practices, communication supports and responding to accommodation requests. 
• Continue supporting employees through ongoing guidance, refresher learning opportunities, and communication resources. 

Commitment 3: Strengthen accessible communication practices across the organization by:

• Apply accessibility considerations to new and updated communication materials and communication methods beginning in 2027, with phased implementation completed by December 2028. 
• Encourage employees to consider communication support needs when planning meetings, training sessions, and key communications beginning in 2028. 
• Continue providing information in accessible formats upon request in a timely manner. 
• Review communication practices, accessibility feedback, and communication support requests to identify opportunities for ongoing improvement.

Area 5: Procurement of Goods, Services, and Facilities

Our Accessibility Goal

Neptune wants to partner with vendors and service providers who share similar values and ethics. We make sure that we assess all contractors who provide us with products, services, and facilities, and that they consider accessibility and accessible design as important factors.

Current Level of Accessibility

Neptune recognizes the important role procurement plays in supporting accessibility and inclusion across the organization. Since publishing its 2023 Accessibility Plan, Neptune has begun incorporating accessibility considerations into procurement activities, including procurement documentation, vendor communications, and purchasing practices. While accessibility is still an emerging area within procurement, Neptune has taken meaningful steps to build awareness, support equitable participation, and strengthen accessibility considerations within procurement processes. Key improvements since 2023 include:

• Incorporated accessibility-related language into procurement documentation and vendor communications.
• Began considering accessibility as part of procurement planning and decision-making activities.
• Supported more equitable participation in procurement processes by recognizing the importance of accessibility in vendor and supplier interactions.
• Increased organizational awareness of accessible procurement practices and opportunities to reduce barriers through purchasing activities.
• Identified opportunities to strengthen accessibility considerations within procurement tools, templates, supplier requirements, and evaluation processes.
• Committed to ongoing review and enhancement of procurement practices to support accessibility and inclusion across purchased goods, services, and facilities.

Actions

Commitment 1: Build employee awareness of accessible procurement practices by:

• Beginning in June 2027, provide digital accessibility training for employees involved in purchasing, managing, or supporting digital tools and systems, with initial training completed by December 2027.
• Develop guidance and resources to help employees understand and apply accessibility requirements during procurement activities by March 2028.
• Establish a process to document accessibility assessments, training activities, and compliance efforts related to digital procurement by December 2028.
• Continue supporting employees through ongoing guidance and accessibility resources.

Commitment 2: Integrate accessibility into digital procurement by:

• Beginning in 2027, incorporate recognized accessibility standards (e.g., CAN/ASC-EN 301 549) into the procurement of new and updated digital products and services.
• Develop a process to assess and confirm that digital products and services meet accessibility requirements before purchase or implementation by December 2028.
• Continue incorporating accessibility considerations into future digital procurement activities and purchasing decisions.

Commitment 3: Strengthen accessibility in vendor and procurement practices by:

• Review procurement processes to identify opportunities to strengthen accessibility requirements for suppliers, contractors, and vendors by June 2027.
• Incorporate accessibility considerations into vendor selection, contract renewals, and procurement activities beginning in 2028.
• Continue working with vendors and service providers to support accessible products, services, and facilities where feasible.

Area 6: Design and Delivery of Programs and Services

Current Level of Accessibility 

Neptune Terminals does not provide services directly to the public. Its operations only support its two owner companies, Canpotex and EVR. We have established a strong foundation for accessibility in the design and delivery of its programs and services through accessible facilities, accommodation practices, multiple communication channels, and flexible approaches to supporting employees, contractors, visitors, and other stakeholders. While Neptune does not provide public-facing programs or services, accessibility considerations are integrated into the organization's interactions with contractors, visitors, and other business partners. Accessibility considerations are incorporated into a range of operational planning, decision-making, and service delivery activities, helping to support equitable access and responsive service delivery. Since publishing its 2023 Accessibility Plan, Neptune has continued to strengthen accessibility through improvements to workplace accessibility, communication practices, accommodation supports, and organizational awareness. Key improvements include:

• Continued to incorporate accessibility considerations into operational planning, decision-making, and stakeholder interactions.
• Improved accessibility at our head office, through our communication channels, and accommodation practices that support employees, contractors, and visitors.
• Increased awareness of accessibility through employee engagement initiatives, accessibility planning activities, and ongoing inclusion efforts.
• Strengthened accessibility-related information and support available to employees, contractors, visitors, and other stakeholders.
• Established a foundation for ongoing accessibility improvement through the review of policies, practices, and stakeholder experiences.

Actions 

Commitment 1: Strengthen employee awareness of accessible service delivery in support of Neptune’s operations and interactions with our owner companies by:

• Identifying accessibility topics relevant to employees responsible for reporting and support for Canpotex and EVR services by June 2027.
• Beginning in September 2027, incorporate accessibility awareness into existing employee training, onboarding, and communication initiatives, with initial implementation completed by June 2028.
• Continue promoting accessible service delivery practices through ongoing learning, communication, and awareness activities.

Commitment 2: Improve accessibility in programs and services by:

• Review commonly used communications and service-related materials to identify opportunities to improve accessibility by June 2027.
• Develop guidance to support accessible program and service delivery, including consideration of alternate formats and accessibility needs, by December 2027.
• Continue considering accessibility when implementing operational changes, updating programs and services, or introducing new processes.

Commitment 3: Strengthen accessibility feedback and continuous improvement by:

• Establish a process for collecting and reviewing accessibility-related feedback on programs and services by September 2027.
• Develop a process to document accessibility-related barriers, accommodation requests, and improvement opportunities by June 2028.
• Continue using accessibility feedback and operational experience to inform future planning and decision-making.

Area 7: Transportation

Current Level of Accessibility

The Accessible Canada Act (ACA) identifies transportation as one of the priority areas for accessibility. While Neptune does not provide transportation services to the public, the organization recognizes that transportation and site access can impact accessibility for employees, candidates, contractors, and visitors. Neptune has established processes and workplace features , primarily at the Forester office, that support accessible arrival experiences, including accessible parking, routes of travel, entrances, visitor support, and procedures for addressing accessibility-related concerns. Since publishing its 2023 Accessibility Plan, Neptune has continued to support accessibility through workplace improvements, accommodation practices, and ongoing review of site access and arrival experiences. Current accessibility practices related to transportation and site access include:

• Providing accessible parking, drop-off areas, entrances, and routes of travel to support access to Neptune workplaces and facilities.
• Maintaining processes to support accessible site access, including accessible points of contact, visitor support, and the management of temporary barriers or disruptions when they arise.
• Providing accommodations and support for employees who require assistance accessing their work location or performing the essential duties of their role.
• Incorporating accessibility considerations into onboarding, visitor communications, operational planning, and workplace accommodation processes.
• Maintaining processes for identifying, reporting, and addressing accessibility-related concerns associated with site access and arrival experiences.
• Continuing to review workplace access, transportation-related considerations, and accessibility needs to support ongoing improvement across office and operational environments.

Actions

Commitment 1: Improve how transportation and site access information is shared by:

• Identifying available site access features at relevant Neptune locations, such as accessible parking areas, building entrances, drop-off locations, and nearby transportation options, by December 2026.
• Developing standard site access communication materials for new hires, candidates, contractors, and visitors that outline transportation options, parking information, and accessible entrances by June 2027.
• Continuing to review and refine transportation and access communication practices based on operational needs and feedback moving forward.
   

CONSULTATIONS

Summary
 

As part of the development of accessibility plans under the Accessible Canada Act, the BCMEA, on behalf of waterfront employers, engaged subject matter experts to support the development of an accessibility audit tool. The subject matter experts included Adaptability Canada, the BC Centre for Ability, and Meaningful Access Consulting. 

 The audit tool is intended to give employers a practical way to review accessibility across the areas covered by the Accessible Canada Act and identify where barriers may exist. It is also intended to help employers look at accessibility in a more consistent way across waterfront workplaces. 

 Employee feedback was gathered as a second part of the consultation process. Employees across the waterfront were invited to speak confidentially with an independent third party about their experience of accessibility at work. The two parts of the process, subject matter expert input and employee interviews, give employers both a structured assessment tool and direct feedback from employees. 

 The feedback suggests that employers are not starting from scratch. Employees pointed to supportive managers, responsive leadership, existing Health and Safety or hazard-reporting processes, and accessible features already in place at some sites. At the same time, employees identified areas where accessibility could be clearer, more consistent, and easier to access in practice. 

Consultation Process

The consultation process included two components. 

First, the BCMEA engaged subject matter experts to develop an accessibility audit tool for employers. The tool was designed to help employers review accessibility across the ACA areas, including employment, the built environment, information and communication technologies, communication, procurement, design and delivery of programs and services, and transportation, where applicable. 

Second, employees across the waterfront were invited to participate in confidential interviews. The consultation was open to all waterfront employees. Employees could book an interview by link, QR code, or email, and were informed that accommodations were available upon booking. Interviews were held virtually by Zoom, unless otherwise requested. Information about the consultation was shared by email and printed posters. 

 Participation was voluntary. Employees were told that their feedback would be anonymized, combined with feedback from other participants, and reported without identifying individual employees or distinguishing their employer. 

 The interviews focused on employees’ experiences of accessibility at work, including what is working well, where barriers may exist, and what would make accessibility more meaningful in practice. Disability was discussed broadly and included visible and invisible disabilities, physical disabilities, cognitive disabilities, neurodivergence, mental health-related disabilities, chronic conditions, temporary injuries, and recovery from illness or surgery.

Results

Employment 

Employment was the area where employees had the most feedback. Several employees described managers or leaders who were supportive and willing to help when concerns were raised. Existing Health and Safety or hazard-reporting processes were also identified as useful channels in some situations. 

The main opportunity is to make support easier to find and navigate. Employees may not always know who to contact for ergonomic support, an accommodation request, temporary injury support, return-to-work needs, or other accessibility-related concerns. This can be especially difficult for new employees, hybrid workers, or employees working across more than one location. 

Training and onboarding were also raised. Employees noted that long verbal explanations, slide decks, videos, and virtual onboarding sessions do not work equally well for everyone. More accessible options could include shorter sessions, practical demonstrations, written step-by-step guides, checklists, captions, and materials employees can return to later. 

Employees also spoke about the need to better recognize invisible disabilities, including ADHD, neurodivergence, learning disabilities, and mental health-related needs. Some feedback also pointed to workplace culture as a barrier. The waterfront was described as physically demanding and, at times, shaped by toughness, hierarchy, confrontation, and seniority. While the industry has clear strengths, including teamwork, resilience, direct communication, and operational expertise, employees may be less likely to ask for support if they feel it will be viewed negatively. 

Built Environment 

Employees identified some physical access barriers, particularly in older facilities and secure access areas. Examples included heavy self-closing doors, stairs, wet or slippery surfaces, and entry points designed primarily around security requirements. These barriers can be difficult for employees with mobility limitations, employees recovering from surgery, or employees dealing with temporary injuries. 

Employees also noted that some accessible features are already in place, including accessible parking, washrooms, ramps, and automatic door openers in some locations. The opportunity is to review whether these features are consistent across sites and whether employees can move through the workplace safely and independently from arrival to departure. 

Information and Communication Technologies 

Digital tools were generally seen as useful, particularly for virtual meetings and training. However, employees noted that long virtual sessions, slide-heavy training, and passive video content can be difficult for some learning and attention needs. 

Employers may want to consider more consistent use of captions, agendas, written follow-up, recordings or transcripts where appropriate, and accessible digital training materials. Clearer expectations around Teams and email may also help employees manage interruptions, response-time expectations, and focus time. 

Communication, Other Than Information and Communication Technologies 

Employees identified a need for clearer communication about accessibility supports. Information about accommodation, ergonomic support, EAP or counselling resources, and accessibility contacts should be easy to find and written in plain language. 

Employees should also continue to hear that accessibility includes more than physical disability. This includes invisible disabilities, temporary and episodic disabilities, neurodivergence, mental health-related disabilities, chronic conditions, and recovery from injury or illness.

Employees appreciated being asked for feedback. Reporting back on accessibility improvements would help show that feedback is being used and would support trust in the process. 

Procurement of Goods, Services and Facilities 

Procurement did not come up as a standalone issue in the employee interviews. However, several findings have procurement implications. These include ergonomic equipment, accessible doors and access systems, accessible training tools, and counselling or employee support services that can meet a range of needs. 

The accessibility audit tool can help employers consider accessibility earlier when purchasing goods, services, systems, and facilities, rather than addressing barriers after decisions have already been made. 

Design and Delivery of Programs and Services 

No specific barriers were identified in this area during the employee consultation. The feedback received related to employees’ workplace experiences rather than customer-facing or client-facing programs and services. 

Transportation

No specific transportation-related barriers were identified during the employee consultation. Comments about parking, exterior routes, entrances, and movement through worksites are reflected under the built environment section. 

Conclusion

Neptune Terminals is committed to improving accessibility for its employees and visitors in the priority areas identified in the Accessible Canada Act. We believe in providing access to equal opportunities whenever possible for all employees, regardless of their individual needs and requirements. Neptune has set out specific actions and timelines for each of its priority areas, which include employment, built environment, information and communication technologies, and communication other than ICT. 

We recognize that promoting diversity, equity, and inclusion (DEI) at Neptune will have far-reaching benefits for our employees, shareholders, and our business as a whole. We will dedicate resources to making meaningful progress on our Accessibility Plan commitments to contribute to a more accessible Canada for all.