2026-29 Multi-Year Accessibility Plan

Five goals of the Accessibility Strategy for the Public Service of Canada are key to realizing the vision:

1. Employment – Improve recruitment, retention, and promotion of persons with disabilities
2. Built environment – Enhance accessibility
3. Technology – Make information and communications technology usable by all
4. Services – Equip public servants to design and deliver accessible programs and services
5. Culture – Build an accessibility-confident public service

To attain these goals, the Military Police Complaints Commission (MPCC) will proactively identify, remove, and prevent barriers in the seven priority areas established under the Accessible Canada Act:

1. Employment – Ensure job seekers and public servants with disabilities have equitable access to employment opportunities and can contribute to their full potential;
2. Built environment – Provide barrier-free access to our offices; all
3. Information and communication technology – ensure users and employees can access and use all information and communications technology, regardless of ability or disability;
4. Communication – other than information and communication technologies – make internal and external communications clear, understandable, accessible and inclusive;
5. Procurement – imbed accessibility into the procurement of good and services;
6. Design and delivery of programs and services – ensure programs and services are designed and delivered using accessible, inclusive and user-centric principles; and
7. Transportation – ensure all transportation systems are fully accessible and barrier-free for persons with disabilities.

Executive summary

The Accessible Canada Act and the Accessible Canada Regulations set out a three-year cycle for planning and reporting. To date, the MPCC has completed its first cycle by publishing the 2022-2025 Accessibility Plan, the 2023 Progress Report, the 2024 Progress Report and the 2025 Progress Report. This cycle provided an opportunity to assess progress, reflect on goals, and demonstrate accountability for implemented actions.

As the MPCC begins the second cycle with the 2026-2029 Accessibility Plan, it is important to emphasize that this is a continuation of an ongoing effort, not a new initiative. The updated plan builds on the progress achieved over the past three years and maintains a strong focus on an employee and users centred approach. It incorporates feedback and perspectives from employees at all levels and aligns with the “Nothing Without Us” guiding principle.

Looking ahead, the MPCC’s progress will be evaluated using both qualitative and quantitative accessibility measures, ensuring alignment with its vision, values, and priorities, and reinforcing a culture of accessibility and inclusivity for all.

The MPCC has identified key actions to address and eliminate accessibility barriers across the organization. These actions, detailed in the sections that follow, are designed to strengthen a culture of inclusivity, supported by ongoing monitoring and reporting of progress.

Accessibility statement

“Inclusive by design and accessible by default"

The MPCC is committed to being an authority on independent civilian oversight of the police by providing an impartial, accessible and efficient complaints process. We aim to be fully accessible and barrier-free for everyone who interacts with us, employees, users, complainants, subjects, and stakeholders. We will review and improve our programs, policies, services, and facilities on an ongoing basis to identify, remove, and prevent barriers to accessibility.

Alternate formats

To request alternate formats of this report:

• Call the MPCC at 613-947-5625 (local) or 1-800-632-0566 (toll free); or
• Email Corporate Reporting at planning-planification@mpcc-cppm.gc.ca.

Feedback process

Feedback on the accessibility plan, the feedback process and the progress reports can be submitted through the following methods:

• Send an email to Security and Facilities at securityandfacilities-securiteetinstallations@mpcc-cppm.gc.ca;
• Call the MPCC at 613-947-5625 (local) or 1-800-632-0566 (toll free);
• Send your feedback by mail to 270 Albert Street, 10^th Floor, Ottawa, ON, K1P 5G8; or
• Submit anonymous feedback through the MPCC’s Accessibility Feedback Form.

The feedback received will be acknowledged by the Senior Director, Corporate Services, within five (5) business days, by the means of which we received the information:

• If we receive the information by mail, we will write back and send the communication by mail to the contributor of the feedback.
• If we receive a telephone call, we will return the telephone call to the contributor of the feedback to acknowledge the voicemail and we will gather the feedback in a conversation. We will ask the contributor of the feedback for an email address or a mailing address to confirm the information transmitted during the telephone conversation was understood and accurate.
• If we receive an email to the securityandfacilities-securiteetinstallations@mpcc-cppm.gc.ca, the email will be sent to the Senior Director, Corporate Services, as identified as the person of contact for the MPCC, and an email of acknowledgement will be sent.
• If we receive feedback on our social media, we will respond on the same social media platform in a private message or if not possible, directly reply to the contributor from the message where the feedback was noted.
• If we receive feedback anonymously, a receipt of acknowledgement will not be issued.

While the MPCC cannot acknowledge receipt of anonymous feedback, it will consider all feedback received.

Simultaneously, as the acknowledgement to the contributor of the feedback is sent, the MPCC will review the feedback and will consider the information provided and how the MPCC can improve its accessibility from the feedback received.

Furthermore, all feedback, no matter the method used, as well as the submission date, will be retained in our record data management system. The feedback received will be referenced in that year’s progress report. We do not identify individuals in our reports.

Building an accessible workplace starts with how we work together. Everyone shares responsibility for accessibility, and it needs to be part of our everyday decisions and actions. When accessibility is built into our habits and expectations, it becomes a natural part of how the MPCC operates.

During the development of the 2022-2025 Accessibility Plan, consultations revealed a key barrier: disabilities are often misunderstood, and greater awareness is needed. Many barriers arise simply because people are unfamiliar with the experiences of persons with disabilities.

As the MPCC moves forward, increasing awareness and understanding will be essential. Leaders have a particular responsibility to model inclusive behaviour and set clear expectations, and all employees contribute by applying accessibility principles in their daily work. Together, this builds a workplace where everyone can participate fully and confidently.

One of the guiding principles of the Government-wide Accessibility strategy is “Nothing without us" which means that persons with disabilities must be involved in the design and implementation of the MPCC’s accessibility plan. Their lived experience provides essential insight into barriers and solution. Our goal is to ensure that no barriers prevent their full participation in the workplace or in the complaint process we are responsible for.

How the plan was developed

To inform MPCC’s accessibility plan, we reviewed accessibility plans from other federal departments and agencies to identify promising practices, common challenges, and emerging trends across the public service. These external insights helped us understand how our own efforts align with broader Government of Canada accessibility priorities.

In parallel, we conducted internal consultations with key partners, including employee support services, human resources, facilities, information technology, communications, and users service delivery. Each group provided feedback based on their operational expertise, their experience implementing accessibility measures, and their understanding of barriers that employees and users may encounter.

All feedback was analyzed and revisions used to strengthen commitments, clarify actions, and ensure the plan remained both ambitious and achievable. The revised plan was then shared with the Executive Committee for final review. Their input was incorporated, and the final plan was formally reviewed and approved, confirming the MPCC’s commitment to advancing accessibility across the organization.

To ensure accessibility remains a government wide priority, the Accessible Canada Act requires regulated entities to publish annual progress reports on the implementation of their accessibility plans. These reports must be prepared in consultation with persons with disabilities and must describe any feedback received and how it was considered.

The MPCC's next progress reports will be published in December 2026, 2027, and 2028 and will relate to the MPCC’s revised 2026-2029 Accessibility Plan. They will provide updates on the actions taken, progress made, and employee experiences. Follow up consultations will help the MPCC to assess how the plan has been implemented and where further improvements are needed.

Under the Accessibility Canada Act, organizations must publish a revised accessibility plan every three years. Accordingly, the MPCC’s next revised plan will be published in December 2028.

For a detailed glossary with over 300 accessibility-related concepts, please consult the GC Translation Bureau’s Accessibility glossary.

Accessibility

The degree to which a product, service, program or environment is available to be accessed or used by all.

Accessibility, Accommodation and Adaptive Computer Technology (AAACT)

A Government of Canada program that supports departments that offer programs and services to Canadians by building accessible workplaces with equal opportunities for all employees. It promotes inclusive design and digital accessibility by helping organizations build accessibility into products, services and content from the start. It also offers a variety of training sessions to empower everyone with the knowledge and tools to help integrate accessibility into their digital projects.

Barrier

“means anything - including anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice - 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.”

Designated groups

Women, Aboriginal peoples, persons with disabilities and members of visible minorities, as per the Employment Equity Act.

Disability

“means 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.”

Discrimination

Treating someone differently or unfairly because of a personal characteristic or distinction, which, whether intentional or not, has an effect that imposes disadvantages not imposed on others or that withholds or limits access that is given to others.

There are 13 prohibited grounds of discrimination under the Canadian Human Rights Act (that is, based on race, national or ethnic origin, colour, religion, age, sex, sexual orientation, gender identity or expression, marital status, family status, genetic characteristics (including a requirement to undergo a genetic test or disclose the results of a genetic test), disability or conviction for an offence for which a pardon has been granted or in respect of which a record suspension has been ordered).

Diversity

The inclusion of different types of people. A diverse workforce in the public service is made up of individuals who have an array of identities, abilities, backgrounds, cultures, skills, perspectives and experiences that are representative of Canada’s current and evolving population.

Government of Canada Workplace Accessibility Passport

The Government of Canada Workplace Accessibility Passport helps address the obstacles federal public service employees and applicants with disabilities face in obtaining the tools, supports and measures to perform at their best and succeed in the workplace. It facilitates recruitment, retention, and career advancement for persons with disabilities. The Accessibility Passport facilitates employee mobility between GC organizations. It is meant to follow each employee, and it is an evergreen document that can be updated throughout a career.

Harassment

Any improper conduct by an individual that:

• is directed at and offensive to another individual in the workplace, including at any event or any location related to work; and
• the individual knew or ought reasonably to have known would cause offence or harm

Harassment comprises objectionable act(s), comment(s) or display(s) that demean, belittle, or cause personal humiliation or embarrassment, and any act of intimidation or threat. It also includes harassment within the meaning of the Canadian Human Rights Act (see definition above for ‘Discrimination’).

ICT (Information and Communication Technology)

An extensional term for information technology (IT) that stresses the role of unified communications and the integration of telecommunications (telephone lines and wireless signals) and computers, as well as necessary enterprise software, middleware, storage and audiovisual, that enable users to access, store, transmit, understand and manipulate information.

Inclusion

The act of including someone or something as part of a group. An inclusive workplace is fair, equitable, supportive, welcoming and respectful.

Inclusion recognizes, values and leverages differences in identities, abilities, backgrounds, cultures, skills, experiences and perspectives that support and reinforce Canada’s evolving human rights framework.

"Nothing without us"

"Nothing without us" is a guiding principle used across the Government of Canada to communicate the message that no policy should be decided by a representative without the full and direct participation of the members of the group affected by that policy.

Persons with disabilities

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.

Persons with disabilities include persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace, as per the Employment Equity Act.

Quasi-judicial

Means ‘court like’. It includes the actions of non-judicial bodies, such as administrative agencies, exercising their functions and powers in a judicial manner. In deciding whether an action or proceeding is ‘quasi-judicial’, various factors may be taken into account. These include whether a proceeding’s purpose is to make a determination or finding concerning a matter, the truth of which is of public concern.

Self-Declaration

Applicants voluntarily providing information in appointment processes for statistical purposes related to appointments and, in the case of processes that target employment equity groups, to determine eligibility.

Self-Identification

Employees providing employment equity information for statistical purposes in analyzing and monitoring the progress of employment equity groups in the federal public service and for reporting on workforce representation.

Self-Identification Modernization Project

In September 2020, the Treasury Board Secretariat launched the Self-Identification (self-ID) Modernization Project to increase the accuracy, depth and breadth of the data across government. The project explored ways to reduce stigma associated with self-identification for all employment equity groups. Following extensive research and consultations, a new questionnaire was co-designed with employees from various diversity networks.

Web Content Accessibility Guideline (WCAG)

The WCAG documents explain how to make web content more accessible to people with disabilities. Web “content” generally refers to the information in a web page or web application, including:

• natural information such as text, images, and sounds
• code or markup that defines structure, presentation, etc.

The WCAG are part of a series of web accessibility guidelines published by the Web Accessibility Initiative (WAI) of the World Wide Web Consortium (W3C), the main international standards organization for the Internet. They are a set of recommendations for making Web content more accessible, primarily for people with disabilities.