DP WORLD
CANADA

ACCESSIBILITY PLAN AND FEEDBACK PROCESS VANCOUVER

Use the buttons below to view past and current Accessibility Plans and Progress Reports for Vancouver.

To read the 2026 Accessibility Plan, scroll down this page.

Accessibility Plan

About DP World Canada

DP World is a leading provider of smart logistics solutions, enabling the flow of trade across the globe. Wherever we operate, we integrate sustainability and responsible corporate citizenship, striving for a positive contribution to the economies and communities where we live and work. We do this by building and growing long-lasting relationships – with governments, shippers, traders, and other stakeholders along the global supply chain. 

DP World Canada’s head office is in Burnaby, BC, and we operate terminals in Vancouver, Prince Rupert, Surrey, Nanaimo, and Saint John. We are Canada’s largest container terminal operator. This Plan focuses on our Vancouver entity. Please use the following link below to view Accessibility Plans for our Fraser Surrey, Prince Rupert, and Shared Services entities.  

LINK: https://www.dpworld.com/en/about-us/our-locations/canada/accessibility/

Accessibility Plans for our Logistics, Nanaimo, BC and Saint John, New Brunswick entities will be made available in 2024.

In Vancouver, DP World Canada operates the 72-acre, full-service container terminal, the west coast hub for international trade. As a key gateway for Trans-Pacific trade, and only 30 miles from the US border, the Vancouver Container Terminal offers secure, efficient access to Canadian, Asian, and US markets. 546 reefer plugs ensure perishable cargo is properly maintained at the right temperature. As a multi-transport hub, DP World Vancouver also offers direct connections to road and rail

Requirements

As a federally regulated company in the transportation sector, DP World Canada 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. Its purpose is to remove existing barriers and to prevent new barriers in employment; the built environment; information and communication technologies (ICT); communication other ICT; the procurement of goods, services and facilities; the design and delivery of programs and services; and transportation. The ACA applies to all federally regulated entities, including companies, organizations, and government agencies.

Per the ACA, 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, DP World Canada seeks to provide equal access and opportunities to all members of society. 

Executive Summary

DP World Canada believes that everyone should be treated fairly and equally at work, and we have been working hard to create an environment where everyone has the same opportunities. We recognize that accessibility must become an area of focus as we look to expand our efforts in Diversity, Equity, and Inclusion. The below list demonstrates our efforts to ensure accessibility for everyone.

Employment  

• Commitment 1: Embed accessibility considerations into hiring and recruitment practices  
• Commitment 2: Improve consistency and accessibility across hiring processes  
• Commitment 3: Improve awareness of accessibility supports and inclusive employment practices  
• Commitment 4: Support ongoing accessibility improvements across employment practices

Built Environment

• Commitment 1: Improve accessibility within shared building and common areas  
• Commitment 2: Improve independent access and wayfinding within workplace environments  
• Commitment 3: Improve accessibility within employee-facing and shared-use spaces  
• Commitment 4: Improve accessibility supports for visitors and employees requiring assistance

Information Communication Technologies (ICT)

• Commitment 1: Develop accessible digital content guidance and resources  
• Commitment 2: Expand accessibility standards across digital systems and platforms  
• Commitment 3: Strengthen staff knowledge of accessible digital practices  
• Commitment 4: Integrate accessibility into digital processes and workflows

Communications (Other than ICT)

• Commitment 1: Enhance accessible communication practices across non-digital channels  
• Commitment 2: Strengthen employee knowledge of inclusive and accessible communication practices  
• Commitment 3: Improve processes for accessible communication supports and alternative formats  
• Commitment 4: Support readiness for upcoming digital accessibility requirements

Procurement

• Commitment 1: Integrate accessibility requirements into digital procurement practices  
• Commitment 2: Strengthen employee knowledge of accessibility requirements in procurement activities  
• Commitment 3: Improve processes for accessibility review and evaluation of digital products and services

Design & Delivery of Programs & Services

• Commitment 1: Improve accessibility within customer interactions and service delivery processes  
• Commitment 2: Strengthen employee awareness of accessible customer service practices  
• Commitment 3: Improve tracking and review of accessibility-related feedback and service issues

Transportation

• Commitment 1: Improve how transportation and site access information is communicated

Accessibility Statement

DP World Canada is committed to recognizing and tackling obstacles and limitations that hinder the complete engagement of people with disabilities by executing our Accessibility Plan.

We will continue to seek input from the general public, our workforce, and experts in relevant fields, including people with disabilities, to ensure that we do not introduce new barriers in future business practices.  

Accessibility Committee

An Accessibility Committee will be established as a sub-committee within a broader Diversity & Inclusion Committee. Our current Accessibility Plan project group includes:

Kim Macey
VP, People

Michael Chafe
Director, Health, Safety, Security, and Environment

Liz Collins
Senior Manager, People

Samantha Mincher
Manager, HSSE

Feedback

DP World Canada 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 DP World Canada through one of the following methods:

Contact: HR & HSSE Support (Accessibility)

Email: [email protected]

Direct mail: Suite 1500, Metrotower II, 4720 Kingsway, Burnaby, BC V5H 4N2

Telephone: 604-252-2473

Alternative Formats

DP World Canada’s Accessibility Plan is available in the following formats: 

• Print
• Large Print  
• Electronic  
• Audio  

A Braille copy of DP World’s Accessibility Plan may be requested by email at [email protected] or by phone at 604-252-2473. 

PRIORITY AREAS

Area 1: Employment

Our Accessibility Goal

DP World Canada is dedicated to fostering a workplace culture that fully embraces and actively promotes Diversity, Equity, and Inclusion (DEI) for people with disabilities throughout all aspects of our employment policies and practices.

Current Level of Accessibility 

Since publishing its Accessibility Plan in 2023, DP World Canada has continued to strengthen inclusive and accessible employment practices across the organization. Efforts have focused on equitable hiring, improving accommodation processes during recruitment and onboarding, expanding inclusive recruitment outreach, and increasing awareness of accessibility and inclusion in the workplace. These initiatives support DP World Canada’s broader Diversity, Equity, and Inclusion (DEI) priorities and commitment to a respectful and supportive work environment. Completed actions and ongoing initiatives include: 

• Implementing an Equal Employment Opportunity (EEO) statement across all job postings that welcomes applications from individuals with disabilities and reinforces DP World Canada’s commitment to inclusive hiring practices.  
• Formalizing accommodation request processes during recruitment, onboarding, and pre-boarding to support early identification of accommodation needs and allow workplace supports to be arranged before an employee’s first day of work.  
• Reviewing and updating recruitment accommodation processes based on feedback from recruitment staff, candidates, and consultation with the BC Centre for Ability.  
• Expanding recruitment outreach to include additional job boards and community-based employment agencies that support people with disabilities and accessible application processes.  
• Delivering mandatory Unconscious Bias Training as part of DP World Canada’s DEI training strategy and incorporating the training into onboarding for new hires.  
• Continuing internal communications to raise awareness of the Accessibility Plan, accessibility-related policies and initiatives, the feedback process, and available employee supports. 
   

Actions  

Commitment 1: Embed accessibility considerations into hiring and recruitment practices by: 

• Integrating accessibility and inclusive practices into the recruitment planning processes by December 2028 to help identify and reduce barriers before hiring begins.  
• Continuing to incorporate accessibility considerations into workforce planning, recruitment, and onboarding activities moving forward.  
   

Commitment 2: Improve consistency and accessibility across hiring processes by: 

• Developing standardized guidance and tools for hiring managers to support accessible interviews, candidate communication, and accommodation practices by December 2027.  
• Providing accessibility and inclusive hiring training for employees involved in recruitment and onboarding activities starting in June 2028.
• Continuing to review and refine hiring practices, tools, and resources based on feedback and accessibility considerations over time.  
   

Commitment 3: Improve awareness of accessibility supports and inclusive employment practices by: 

• Providing clear, plain-language information on accommodation processes, accessibility supports, and workplace policies throughout recruitment, onboarding, and pre-boarding activities by March 2027.  
• Expanding outreach to accessible and community-based recruitment channels and organizations that support persons with disabilities beginning in 2026 and continuing over time.  
• Continuing to share information about accessibility initiatives, policies, supports, and feedback processes through ongoing internal communications and employee resources. 
   

Commitment 4: Support ongoing accessibility improvements across employment practices by: 

• Implementing structured opportunities to collect feedback on accessibility-related experiences during recruitment and onboarding processes by June 2029.  
• Continuing consultation and review activities to help identify barriers and inform future accessibility improvements across employment practices moving forward.

Area 2: Built Environment  

Our Accessibility Goal  

DP World Canada wants to make sure that both employees and customers can access our facilities easily and safely. Our long-term goal is to improve accessibility by upgrading our facilities. In the short-term, we need to understand what changes are possible and how they will impact the roles of different people who use the facilities.

Current Level of Accessibility  

DP World Canada’s facilities are primarily accessed by employees, with limited public or customer access permitted in certain circumstances. Many roles within the organization involve operational or safety-related requirements, including bona fide occupational requirements related to port and terminal operations.

The Vancouver location demonstrates a generally accessible built environment, with accessibility features incorporated throughout key areas of the workspace, including entrances, circulation routes, and overall workplace design. DP World Canada continues to consider accessibility opportunities as facilities are upgraded and future spaces are developed where feasible. Actions taken to support this commitment include:

• Maintaining accessible features within newer facilities, including the main Vancouver office, which incorporates accessibility considerations throughout the workspace.
• Committed to evaluating accessibility opportunities when upgrading existing facilities to help inform future improvements and design decisions.
• Maintained operational processes that allow employees to be dispatched to alternative roles where appropriate to support accommodation needs within the operational environment.

Actions  

Commitment 1: Improve wayfinding and navigation within workplace environments by:

• Reviewing opportunities to improve wayfinding within workplace environments, including accessible signage and identification of key areas and accessible routes, by June 2027.  
• Implementing feasible signage and wayfinding improvements identified through facility reviews beginning in 2027 and continuing through May 2029.  
• Continuing to incorporate accessibility considerations into future workplace planning and facility improvement activities moving forward.  
   

Commitment 2: Improve accessibility within workplace environments by: 

• Reviewing workplace areas to identify practical opportunities to improve accessibility and usability by December 2027.  
• Incorporating feasible accessibility improvements into future workplace updates, maintenance activities, and planning where appropriate, beginning in 2028.  
• Continuing to assess accessibility considerations within workplace environments as facilities and workspaces evolve.  
   

Commitment 3: Support accessibility within shared and collaborative workplace spaces by: 

• Reviewing shared and collaborative workplace spaces to identify practical opportunities to support accessibility and usability within existing workspace layouts by December 2027.  
• Considering accessibility needs during future workspace updates, furniture replacement, and planning activities where feasible.  
• Continuing to evaluate accessibility considerations within shared-use spaces and identify practical improvements over time.  
   

Commitment 4: Support long-term accessibility planning within workplace environments by: 

• Identifying and prioritizing practical accessibility improvements where barriers or accessibility gaps are identified by May 2028.  
• Incorporating feasible accessibility improvements into ongoing facility updates, maintenance activities, and operational planning through May 2029.  
• Developing longer-term accessibility improvement priorities to help inform future facility planning, capital upgrades, and workplace accessibility considerations beyond the current Accessibility Plan period by May 2029.

Area 3: Information and Communication Technologies (ICT)  

Our Accessibility Goal  

DP World Canada wants to make sure that all employees and customers, including those with disabilities, have access to Information and Communication Technology and tools that allow them to engage fully with DP World Canada without any barriers getting in the way of communication.  

Current Level of Accessibility

Many of the ICT systems and tools used by DP World Canada are determined at a global scale by the organization’s parent company. DP World Canada continues to work within this structure while identifying opportunities to improve accessibility within the systems and platforms used locally. Since publishing its Accessibility Plan in 2023, the organization has taken steps to better understand the accessibility of third-party ICT systems, establish a more structured approach to accessibility reviews, and identify opportunities to strengthen accessible digital experiences across commonly used tools and web platforms. Employees also continue to have access to assistive technologies, such as specialized keyboards, mice, and monitors, upon request to support individual accessibility needs. Steps taken to improve accessibility in ICT include: 

• Adopting an industry-wide Digital Accessibility Assessment tool provided by the BC Maritime Employers Association, developed in consultation with the BC Centre for Ability, to support the review of accessibility features within third-party ICT systems and tools used by DP World Canada.  
• Beginning a review of ICT tools used across DP World Canada locations to identify widely used systems and establish a prioritized list of third-party tools for accessibility assessment.  
• Migrating DP World Canada’s web content to the Canada-specific page within the global DP World website as part of a broader transition to the organization’s centralized global platform, creating opportunities to further support accessible design and content practices.  
• Initiating the transition to a new website platform that will use geolocation to display regionally relevant content based on the user’s location, enabling more tailored information for customers and members of the public. 
   

Actions  

Commitment 1: Develop accessible digital content guidance and resources by: 

• Developing and implementing accessible content guidelines and templates for digital communications and platforms, including documents, presentations, forms, and digital content, by December 2027.  
• Making accessibility guidance and supporting templates available to employees through internal resources and shared tools by December 2027.  
• Continuing to review and refine digital accessibility guidance and templates over time as standards, technologies, and organizational needs evolve.  

Commitment 2: Expand accessibility standards across digital systems and platforms by:

• Applying recognized accessibility standards, including WCAG and CAN/ASC-EN 301 549, across new and updated digital systems, digital content, and public-facing platforms starting in December 2028.
• Incorporating accessibility requirements into the development, update, procurement, and maintenance of digital tools, systems, and online content starting in December 2028.  
• Continuing to apply accessibility considerations to future digital initiatives and platform updates moving forward.  
   

Commitment 3: Strengthen staff knowledge of accessible digital practices by: 

• Providing accessibility training to employees involved in creating, managing, or publishing digital content starting June 2027 and completing initial training activities by December 2027.  
• Continuing to reinforce accessible digital practices through ongoing resources, guidance, and learning opportunities over time.  

Commitment 4: Integrate accessibility into digital processes and workflows by: 

• Integrating accessibility considerations into ongoing digital updates, design activities, and content publishing processes, where possible, starting in December 2028.  
• Continuing to incorporate accessibility into regular digital workflows, maintenance activities, and future improvements through ongoing review and refinement. 
   

Area 4: Communication, other than ICT  

Our Accessibility Goal  

DP World Canada is committed to removing communication barriers both internally and externally by incorporating accessible design into our communication strategies.  

Current Level of Accessibility  

Accessibility in communication has not historically been a primary focus at DP World Canada. However, the organization has increasingly prioritized clear, inclusive, and accessible communication practices across its operations. Since publishing its Accessibility Plan in 2023, DP World Canada has taken steps to strengthen communication practices through the use of plain language, the development of accessible communication guidance, and the introduction of training to support inclusive and effective messaging. Actions taken include: 

• Establishing internal communication practices that prioritize plain language to support clear, concise, and accessible messaging across the organization.  
• Developing a best practices guide for inclusive communication that includes guidance on plain language, accessible formatting, alternative text for images, and inclusive design considerations.  
• Engaging a third-party communications vendor with expertise in diversity, equity, inclusion, and belonging to support the development and review of inclusive communication standards.  
• Developing an inclusive communication e-learning program to provide employees with guidance on respectful and accessible communication practices, including plain language and accessibility considerations.  
• Coordinating with the regional North American Communications team to identify training opportunities for employees in U.S. regional offices who provide communication support to DP World Canada operations. 
   

Actions  

Commitment 1: Enhance accessible communication practices across non-digital channels by: 

• Beginning in June 2027, reviewing and updating print, verbal, and in-person communication practices to incorporate plain-language principles, with implementation activities to support clear and inclusive communication practices.  
• Continuing to review and improve non-digital communication practices based on accessibility considerations, feedback, and operational needs over time.  
   

Commitment 2: Strengthen employee knowledge of inclusive and accessible communication practices by:

• Providing accessibility and inclusive communication training to employees who report into our Canadian entity and are involved in communications activities starting June 2027 and completing initial training activities by December 5, 2027.  
• Continuing to reinforce accessible communication practices through ongoing resources, guidance, and learning opportunities over time.  
   

Commitment 3: Improve processes for accessible communication supports and alternative formats by:

• Developing internal guidance and processes to support consistent handling of alternative format and communication support requests beginning March 2028 and continuing implementation through December 5, 2028.  
• Establishing and maintaining processes to respond to requests for alternative formats and communication supports in a timely and equitable manner by December 5, 2028.  
• Continuing to review and refine communication support processes based on feedback, accessibility considerations, and evolving requirements over time.  
   

Commitment 4: Support readiness for upcoming digital accessibility requirements by: 

• Coordinating with ICT and digital teams beginning March 2028 to support accessibility considerations when developing, managing, or publishing digital content in alignment with upcoming digital accessibility requirements.  
• Supporting the development and annual review of accessibility statements by contributing information related to communication practices, barriers, and alternative access methods beginning in 2028.  
• Maintaining records related to communication accessibility training, guidance, and practices in alignment with regulatory requirements beginning December 5, 2027.

Area 5: Procurement of Goods, Services, and Facilities  

Our Accessibility Goal  

DP World Canada believes that creating a barrier-free Canada extends beyond the work we do internally. We know that our procurement process is an opportunity to make sure that we and our vendors are committed to accessibility. DP World is committed to understanding how accessibility can become part of our standard procurement process.  

Current Level of Accessibility  

DP World Canada has made progress in strengthening accessibility considerations within its procurement practices. Since publishing its Accessibility Plan in 2023, the organization has started reviewing procurement processes to identify opportunities to incorporate accessibility and inclusive design into purchasing and vendor engagement activities. DP World Canada is also exploring how accessibility considerations can be reflected in vendor selection and procurement practices as part of its broader Environmental, Social, and Governance (ESG) priorities and commitment to inclusive and responsible sourcing. Key initiatives include:

• Initiating a review of procurement policies and practices to identify opportunities to incorporate accessibility considerations into vendor selection and procurement processes.  
• Beginning to assess opportunities to integrate accessibility-related criteria into the Request for Proposal (RFP) process, including consideration of vendors owned or operated by people with disabilities, vendors that employ people with disabilities, and vendors that demonstrate inclusive business practices.  
• Continuing to align procurement improvements with DP World Canada’s Environmental, Social, and Governance (ESG) standards to support more inclusive and accessible supplier relationships. 
   

Actions  

Commitment 1: Integrate accessibility requirements into digital procurement practices by: 

• Beginning in March 2028, updating procurement processes and documentation, where possible, to incorporate recognized accessibility standards, including CAN/ASC-EN 301 549, into the procurement of new or updated digital products and services, with implementation continuing through December 2028.  
• Continuing to review and refine procurement practices to support evolving accessibility standards, technologies, and operational needs over time.  
   

Commitment 2: Strengthen employee knowledge of accessibility requirements in procurement activities by: 

• Providing digital accessibility training to employees who report into our Canadian entity and are involved in purchasing, managing, or supporting digital tools and systems, starting June 2027 and completing initial training activities by December 2027.  
• Continuing to reinforce accessibility awareness and procurement practices through ongoing guidance, resources, and learning opportunities over time.  
   

Commitment 3: Support ongoing compliance and accessibility documentation activities by: 

• Maintaining records related to digital accessibility training, accessibility reviews, assessments, and related procurement activities beginning December 5, 2028.  
• Continuing to support accessibility-related documentation and compliance activities in alignment with applicable legislative and organizational requirements moving forward.

Area 6: Design and Delivery of Programs and Services  

Our Accessibility Goal  

From the point of sale to interacting with ship captains, DP World Canada aims to identify the accessibility needs at each point of contact with our customers and their employees throughout the delivery of our current programs and services.

Current Level of Accessibility  

DP World Canada provides shipping container services, stevedoring, and shipping logistics services across its operations. Customers can access services and communicate with the organization through several channels, including phone, email, online forms, and virtual services. Since publishing its Accessibility Plan in 2023, DP World Canada has taken steps to further integrate accessibility into customer-facing processes and visitation procedures. This includes improving awareness of available accommodations and accessibility features at DP World Canada facilities, as well as identifying opportunities to strengthen inclusive customer service practices and training for customer-facing roles. Improvements implemented include:

• Adding information to customer orientation and visitation materials informing visitors that accommodations can be requested when attending DP World Canada facilities.  
• Updating customer orientation tours to include information about on-site accessibility features, including designated refuge areas.  
• Identifying employee groups that regularly interact with customers and assessing accessibility training needs to support inclusive customer service.  

• Implementing mandatory Unconscious Bias Training for employees at the Burnaby office and preparing the rollout of Inclusive Communication Training to support respectful and accessible interactions with customers, visitors, and employees.

   

Actions  

Commitment 1: Improve accessibility within customer interactions and service delivery processes by:

• Reviewing key stages of customer interactions, including phone and email communications, to identify accessibility barriers and opportunities for improvement by June 2027.  
• Implementing practical improvements to support more accessible customer interactions, such as clearer communication practices, accessible formats, and accommodation supports, beginning in 2027.  
• Continuing to evaluate customer-facing processes and communication practices to support accessible and inclusive service experiences over time.  

Commitment 2: Strengthen employee awareness of accessible customer service practices by:

• Providing accessibility and inclusive customer service training to customer-facing employees starting June 2027 and completing initial training activities by December 5, 2027.  
• Continuing to reinforce accessible customer service practices through ongoing guidance, resources, and learning opportunities over time.  

Commitment 3: Improve tracking and review of accessibility-related feedback and service issues by:

• Establishing a process to track accessibility-related feedback, barriers, accommodation requests, and service concerns by December 2027.  
• Reviewing accessibility-related feedback and trends on a regular basis beginning in 2028 to help identify opportunities for improvement and inform corrective actions where appropriate.  
• Continuing to refine feedback and review processes based on operational needs and accessibility considerations over time.

Area 7: Transportation  

Accessibility Goal

DP World aim for transportation and site access information to be seamless, inclusive, and easy for everyone to understand, so employees, contractors, candidates, and visitors of all abilities can confidently plan their journey, arrive safely, and navigate our sites with dignity and independence.

Current Level of Accessibility  

The Accessible Canada Act identifies transportation as the seventh priority area of accessibility. While we acknowledge our involvement in the transportation industry, it should be noted that DP World Canada is not responsible for the transportation of members of the public. We have included transportation as a priority area as per the requirements of the Act; however, by definition, it falls outside the purview of DP World Canada.

Actions  

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

• Identifying site access features available at relevant DP World Canada locations, including accessible parking areas, building entrances, drop-off points, and nearby transportation options, by December 2026.  
• Creating and distributing clear site access information for employees, contractors, candidates, and visitors, including details on parking, transportation options, and accessible entry points, by March 2027.  
• Including transportation and site access information in onboarding resources, visitor communications, and other relevant materials by June 2027, while continuing to review and improve information over time.  

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

DP World Canada’s Accessibility Plan aims to demonstrate our strong dedication to identifying, removing, and preventing barriers to accessibility in all seven (7) priority areas described in the Accessible Canada Act. We know that the first publication of this Plan is the first step towards creating a more equitable workplace and that there will be more we need to do. By setting targets and holding ourselves accountable, we will create a workplace that provides equal opportunities for all.  

We recognize that promoting Diversity, Equity, and Inclusion (DEI) at DP World Canada will have far-reaching benefits for our employees, union members, 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.

We acknowledge that advancing accessibility is just one aspect of our DEI journey, we are determined to create a workplace that is safe, accessible, and equitable for all marginalized groups, including but not limited to, Indigenous people, racialized individuals, members of the 2SLBGTQ+ community, and women.