Accessibility Plan 2026 to 2028

Accessibility Plan 2023 to 2025

This accessibility plan outlines our three-year commitment to identifying, removing, and preventing barriers, as required under the Accessible Canada Act.

The document opens with a summary of our key accessibility priorities, followed by detailed goals and actions organized according to Accessible Canada Act requirements.

You can read the complete plan, focus on the summary, or navigate directly to sections of interest.

The following definitions apply throughout this accessibility plan:

• Disability: Any impairment, or difference in physical, mental, intellectual, cognitive, learning, or communication ability. Disabilities can be permanent, temporary, or can change over time.
• Barrier: Anything that might hinder persons with disabilities’ full and equal participation. Barriers can be architectural, technological, attitudinal, based on information or communications, or can be the result of a policy or procedure.
• Accessibility: The design of products, devices, services, environments, technologies, policies and rules in a way that allows all people, including people with a variety of disabilities, to access them.
• Infrastructure: The structures and systems that help our society run. Roads, bridges, public transit and power lines are all examples of infrastructure.
• Self-identification: Self-identification is the term used for the collection of employment equity information voluntarily provided by employees, under the authority of the Employment Equity Act. Some information that we ask employees to share includes whether they have a disability or belong to any other equity seeking or marginalized groups. The information is used to analyze and monitor the progress of employment equity groups and for reporting on how well our workforce reflects the diversity of Canada (Source: Public Service Commission of Canada Self-Declaration Information).
• Clients: Individuals, businesses, communities, and their representatives, who use the services provided by the CIB.

The Canada Infrastructure Bank Accessibility Plan for 2026 through 2028 (this “Plan”) sets out the CIB’s ongoing commitment to creating a barrier-free environment for persons with disabilities. This Plan is in alignment with the requirements of the Accessible Canada Act.

To read the full plan go to Accessibility plan (2026–2028).

You can give feedback to us about this Plan or about accessibility at the CIB. The person responsible for receiving and storing feedback is our Head, Human Resources.
You can also request alternative accessible formats of this Plan. We can provide the Plan in:

• Print
• large print
• braille
• audio

To provide feedback or request an alternative format, you can contact us in any of the following ways.

• Email: accessible@cib-bic.ca
• Phone: 1-833-551-5245
• Mail: Address your letter to the Head, Human Resources 
  150 King Street West, P. O. Box 15,  
  Toronto, ON, M5H 1J9 

Canadians who are deaf, hard of hearing, or speech impaired can register with Canada VRS, a free service, to access and make telephone calls. Canada VRS callers are connected to a sign language interpreter who provides real time interpretation for the call. 
 

We consulted with persons with disabilities to help us develop this Plan. This included employees who have disabilities and a focus group of Canadians with different disabilities. Some of what we learned from these consultations included:

• Some employees feel like more knowledge about disability and accessibility is needed at the CIB.
• Some employees have experienced challenges when asking for or receiving disability-related accommodations.
• Some of our written documents are not written in plain language and can be hard to understand.
• Persons with disabilities want our Plan to have clear and specific information about how we will remove barriers at the CIB.

Go to the consultations section to learn more about what we heard from persons with disabilities.

Here is the summary of  the actions we’re taking in the next three years to improve accessibility.

Employment

• We will enhance representation and equitable career advancement for persons with disabilities by embedding inclusive practices in our recruitment and talent processes. We will prioritize partnerships with recruitment agencies, attending hiring fairs, revising job postings and improving self-identification processes. (Completion: By 2028)
• We will strengthen accessibility planning and employee involvement by creating clear protocols and dedicated group(s) to identify barriers and implement solutions. (Completion: By 2027, with foundational steps completed in 2026 and ongoing annual reviews)
• We will improve clarity, consistency, and awareness of the CIB’s accommodation procedure by aligning practices with employee needs and industry standards. Completion is expected by 2028 with key revisions in 2026 and 2028, annual policy reviews, and ongoing accessibility training for all staff.

Go to the employment section to learn more about these goals.

Built environment

• We will improve physical accessibility in the CIB’s office environments by embedding inclusive design standards into all facilities, furniture and renovations. Key actions will include ensuring accessible paths of travel, prioritizing washroom accessibility, incorporating Braille signage, and achieving Rick Hansen Foundation Gold Level certification by 2028. These changes will be implemented in our Toronto location, and we will aim to replicate them in other offices where possible. (Completion: By 2028 with annual reviews of progress each year)
• We will create inclusive workspaces that accommodate sensory and environmental needs. We will do this through thoughtful design focusing on noise reduction and sensory-friendly features in renovations and new office spaces. (Completion: By 2028 with annual reviews and progress each year.)
• We will ensure emergency preparedness plans and systems are inclusive and responsive by revising evacuation plans, implementing tracking systems, advocating for visual alarms and establishing clear protocols for notifying and assisting individuals with disabilities during emergencies. (Completion: By 2027)

Go to the built environment section to learn more about these goals.

Information and communication technologies (“ICT”)

• We will ensure the CIB’s public-facing digital platforms are accessible and inclusive by involving persons with disabilities in design and testing. (Completion: By 2026)
• We will build internal capacity for digital accessibility by equipping ICT teams with knowledge and tools to utilize inclusive technologies. We will integrate team sessions, individual learning opportunities, and online modules into the CIB’s training strategy. (Completion: By 2026)
• We will establish a sustainable strategy for reviewing and improving the accessibility of internal ICT systems in alignment with national standards. (Completion: By 2027) 

Go to the information and communication technologies section to learn more about these goals.

Communication, other than information and communication technologies

• We will improve the accessibility of internal and external documents by embedding inclusive practices into document creation, training, and tools. We will establish clear guidelines, integrate accessibility training into onboarding and annual programs and continue to promote the use of accessible templates. (Completion: By 2027)
• We will ensure meetings are inclusive and accessible by aligning practices with current standards and promoting consistent use across teams by updating meeting guidelines, sharing them widely, and engaging leadership in rollout and ongoing education. (Completion: By 2027 with ongoing progress each year)
• We will improve clarity and inclusiveness of communications by embedding plain language principles into writing practices across the CIB. (Completion: By 2028 with ongoing progress each year) 

Go to the communication section to learn more about these goals.

The procurement of goods, services and facilities

• We will strengthen the CIB’s commitment to inclusive procurement by formally recognizing accessibility in the Principles for Suppliers attached to the CIB’s Procurement Policy, alongside human rights and labour standards. (Completion: By 2027)
• We will consider accessibility when procuring new goods or services, by revising the Procurement Procedure and templates to integrate guidance on accessibility considerations, especially for procurement of office furniture and IT services or tools,    and exploring improvements to the automated Procurement Workflow System. (Completion: By 2028)
• We will equip employees and internal stakeholders with the knowledge and tools to apply accessibility standards in procurement decisions. We will do this by incorporating learning from national technical guides, delivering tailored training to key teams, and developing internal guidance and tools for accessible procurement. (Completion: By 2028) 

Go to the procurement section to learn more about these goals.

The design and delivery of programs and service

• We will develop and implement a strategy to consult with our clients and external stakeholders with disabilities about their experiences interacting with the CIB. (Completion: By 2028) 

Go to the design and delivery of programs and services to learn more about these goals.

Transportation

• The CIB doesn't coordinate a transportation system, or a fleet of transportation vehicles as defined in the Accessible Canada Act.
• We have reviewed our policies, practices, programs and services and have not identified any barriers in this area at this time. If we become aware of transportation-related barriers in the future, we will address them in future versions of our accessibility plan.

Our external accessibility consultants, Left Turn Right Turn, helped to facilitate a focus group of Canadians with disabilities. This focus group was asked to review a draft of this Plan and provide their feedback. We held a virtual meeting in November 2025 where they provided their feedback to us:

• The initial draft of this Plan was not written in clear, and concise language and it was hard for some people to understand.
• Some actions and commitments were written in a vague way, and it was hard for the group to understand exactly what we were committing to.
• Some of the timelines we included for our goals and initiatives were too long and not specific enough.
• Initial formatting made the plan hard to follow and read.

We incorporated the feedback we received from this focus group into the final version of this Accessibility Plan. We changed the language and formatting to make it easier to read and understand. We also added more specific information and timelines to our goals, commitments and initiatives.

Key accessibility priorities

Over the next three years, the CIB will focus on removing barriers and advancing accessibility for employees, clients and stakeholders. Key priorities include:

• improving representation of persons with disabilities in our workforce,
• refining accommodation procedures,
• making office spaces and digital platforms more accessible,
• ensuring clear and inclusive communications, and
• embedding accessibility in procurement and service delivery.  

Through targeted actions and ongoing consultation, the CIB aims to foster a culture of inclusion and equal opportunity for all. In the following sections of this Plan, we will outline our achievements to date, barriers that we have identified and the actions we will take to remove those barriers over the next three years. We have organized this information around the seven priority areas that the Accessible Canada Act identifies.

The CIB is dedicated to creating a workplace where persons with disabilities are represented, supported and empowered at every level. Over the next three years, our focus will be on:

• removing barriers in recruitment, employee development and daily work life,
• strengthening accommodation procedures, and
• fostering a culture of inclusion through targeted training and transparent practices.

These efforts aim to ensure equal opportunity and a supportive environment for all current and future employees.

Achievements

We have achieved the following to date:

• Established an Accessibility Working Group to lead and advise on our accessibility initiatives. This group works alongside our Diversity, Equity, and Inclusion Advisory Committee.
• Completed an employment systems review to identify and address barriers faced by designated groups (women, Indigenous peoples, persons with disabilities and visible minorities) in hiring, promotion and retention.
• Implemented a formalized accommodations process and added information about this process in job postings and recruitment materials.
• Delivered comprehensive training on disability, inclusion, accessibility, neurodiversity and accommodations to all employees.
• Updated the Employee Code of Conduct for Personnel and recruitment strategies to include accessibility and accommodations procedures.
• Conducted a self-identification survey to support ongoing monitoring of workforce representation and equity strategies.
• Provided training on accommodations for recruitment and onboarding, ensuring we support candidates and employees throughout the employment life cycle. 

These achievements reflect the CIB’s commitment to building a more inclusive and equitable workplace for all employees.

Identified barriers

• Employees with disabilities are statistically underrepresented. This may be due to barriers in hiring and promotion processes, or because some employees are not self-identifying as persons with disabilities.
• The Accessibility Working Group needs to more actively engage with employees with disabilities to plan and deliver accessibility initiatives.
• The CIB’s Accommodation Procedure lacks some details, presents some inconsistencies and could be improved to incorporate better practices.
• The Employee Handbook’s section on Flexible Work Arrangements does not state that employees with disabilities can request accommodations to the CIB’s hybrid and in-office work policy.
• Employees would like more knowledge about neurodiversity and invisible disabilities and how we can address these barriers in the workplace.

Actions we will take to remove the identified barriers

Objective 1: Enhance representation and equitable career advancement for persons with disabilities at the CIB by using inclusive practices in hiring and talent management

To achieve this, we will:

• Partner with at least three new recruitment agencies who actively engage and support hiring persons with disabilities. We will try to find one new partner per year in the years 2026, 2027 and 2028.
• Attend at least one hiring fair each year that focuses on persons with disabilities.
• Post job openings on boards targeting persons with disabilities, adding one additional job board per year in 2026, 2027 and 2028.
• Expand information in job postings to clearly explain how candidates can request accommodations. This should be completed in 2026.
• Develop a standard process to review job descriptions, promotions and performance evaluations to eliminate implicit bias against persons with disabilities. This should be completed in 2027.
• Continue improving the annual self-identification survey so it follows best practices, involves employees with disabilities in reviewing questions and communications and helps increase participation for more accurate representation. This will be an ongoing process over the course of the Plan.

Objective 2: Improve accessibility planning by involving employees in identifying barriers and helping to develop and implement solutions.

To achieve this, we will:

• Develop a clear protocol that explains the function, roles and accountabilities of the Accessibility Working Group and ensure that employees are aware and encouraged to support accessibility initiatives. This will be completed in 2026 and reviewed annually.
• Support the development of a dedicated group for employees with disabilities to assist the Accessibility Working Group. Once developed we will inform employees about the new group and provide information on how they can get involved. We aim to have this in place by 2027

Objective 3: Improve clarity, consistency and awareness of the CIB’s Accommodation Procedure by aligning practices with employee needs and industry standards.

To achieve this, we will:

• Review and revise the Accommodation Procedure in 2026 then revisit it in 2028 to see if we need to make additional changes. To support best practice, we will leverage guidance from our external disability advisor, Left Turn Right Turn.
• Create a confidential feedback tool to gather input from employees who have experienced the accommodations process. Create a benchmark for timeliness and employee satisfaction in 2026 and work to enhance our results.
• Ensure employment policies, including the Employee Handbook and Accommodation Procedure, clearly explain how employees with disabilities or medical needs can request exceptions and what steps to follow. This will be reviewed annually.
• Improve awareness of accessibility issues at the CIB by delivering annual accessibility training and providing regular communications about accessibility topics.

The CIB is committed to creating accessible, inclusive workspaces for all employees and visitors. Over the next three years, we will focus on:

• removing physical barriers in our offices,
• improving paths of travel and washroom accessibility,
• updating emergency procedures and,
• ensuring that renovations and new spaces meet accessibility standards.

Regular reviews and employee feedback will guide ongoing improvements, helping us foster environments where everyone can participate fully.

Achievements

We have achieved the following to date:

• Partnered with the Rick Hansen Foundation to conduct accessibility reviews of office spaces. Our Toronto head office achieved “Accessibility Certified” status and we developed of a roadmap for further improvements.
• Implemented physical changes such as adding interactive screens in meeting rooms and improving kitchen accessibility.
• Developed an accessibility checklist to monitor and evaluate office accessibility annually, ensuring ongoing improvements.
• Procured accessible furniture and committed to review our office environments annually to identify and address new barriers.
• Communicated and consulted with employees to gather feedback and guide future renovations and upgrades.

Identified barriers

• Some office areas have narrow paths of travel or furniture placement that block pathways. This can make moving and entering some rooms difficult.
• Accessible washrooms are not provided at all offices.
• Some office furniture and features are not accessible for persons with disabilities.  
• Recommendations from the Rick Hansen Foundation Accessibility Certification audit have not been fully implemented.
• The typical open office plan is a barrier for people with environmental and sensory sensitivities such as noise and smell.
• Emergency plans do not clearly explain or account for the evacuation procedures for persons with disabilities.  
• Emergency alarms are auditory and lack visual indicators, which assumes that all individuals can hear alarms.

Actions we will take to remove the identified barriers

Objective 1: Improve physical accessibility across the CIB’s office environments by embedding inclusive design standards into all facilities, furniture and renovations.

To achieve this, we will:

• When procuring or renovating office space, ensure paths of travel are accessible by adjusting furniture, cubicle dividers or easily moveable items to create wider pathways where possible.
• When we acquire new office locations, consider the availability of accessible transportation and access to the location.
• Implement accessibility considerations in all future renovations, including furniture updates and the anticipated Toronto office renovation in 2026.
• Prioritize washroom accessibility in all future renovations and new office procurement. Advocate for improvements in landlord-controlled facilities and ensure accessible washrooms are available in all CIB-controlled spaces. This will be an ongoing priority item over the course of this action plan.
• Complete annual reviews of each office environment to identify new barriers to accessibility and track progress on improvements. Develop and implement a plan to achieve Rick Hansen Foundation Gold Level Accessibility Certification. We will develop our plan by the end of 2026 and hope to achieve gold level status by the end of 2028 for our Toronto office and replicate them in other offices if possible.
• Ensure all future signage updates include Braille and tactile features, prioritizing washrooms and room numbers/names. This will be an ongoing project any time we update our office signage.

Objective 2: Create inclusive workspaces that accommodate sensory and environmental needs.

To achieve this, we will:

• When renovating or acquiring office space, incorporate design features that reduce noise and sensory stimuli, especially in the anticipated Toronto renovation that is expected to occur in 2026.

Objective 3: Ensure emergency preparedness plans and systems are inclusive and responsive to the needs of employees and visitors with disabilities.

To achieve this, we will:

• Revise emergency evacuation plans to ensure they are accessible, written in plain language and include protocols for both employees and visitors by 2026.
• Formalize and implement consistent use of in-office tracking software to identify which employees are in the office at any time. Educate employees on why updating their location is critical for emergency response. This will be completed by 2026.
• Implement a communications campaign to educate employees with disabilities about their safety during an evacuation. In addition, ensure that employees are aware of roles and responsibilities to support visitors during an evacuation. This will be completed by the end of 2026.
• By 2027, advocate to building landlords for installation of visual alarms in emergency systems to support individuals who are deaf or hard of hearing.
• Update written emergency policies to include visual alarm protocols for those who are deaf or hard of hearing. This will be completed by 2026. 

The CIB is committed to ensuring that all digital platforms, systems and tools are accessible to employees and stakeholders. Over the next three years, we will focus on:

• regular accessibility reviews of internal and external technologies,
• incorporating accessibility standards into the development and procurement of new digital assets and,
• providing targeted training for IT staff. 

These efforts aim to create an inclusive digital environment where everyone can access and use technology with ease.

Achievements

We have achieved the following to date:

• Reviewed our public-facing website and corporate applications to ensure alignment with accessibility standards, including WCAG 2.0 AA.
• Updated hundreds of website images with alt-text descriptions and remediated PDF documents to add accessibility features.
• Developed a roadmap for ongoing awareness and training on digital accessibility, with IT staff receiving targeted training on supporting employees with disabilities and creating accessible digital assets.
• Initiated regular reviews of internal software and systems to identify and address accessibility gaps.
• Incorporated accessibility considerations into the procurement and development of new digital assets and IT technologies.
• Provided training to IT staff on digital accessibility and assistive technology, with plans for annual training and further upskilling.

Identified barriers

• Accessibility of the CIB’s public facing website has not been tested by persons with disabilities.
• Some employees who work in ICT would like more training about digital accessibility.
• The CIB does not conduct regular reviews of the accessibility of existing internal software, intranet, or other information and communications technologies. 

Actions we will take to remove the identified barriers

Objective 1: Ensure the CIB’s public-facing digital platforms are accessible and inclusive by involving persons with disabilities in design and testing.

To achieve this, we will:

• Hire services that employ persons with disabilities to test the CIB website and give feedback. This testing will be part of the upcoming website refresh project. We plan to choose the service and start using it in 2026, reviewing annually.

Objective 2: Build internal capacity for digital accessibility by equipping ICT teams with the knowledge and tools to design inclusive technologies.

To achieve this, we will:

• Deliver digital accessibility training to ICT employees through team sessions, individual learning and online modules. This training will be part of CIB’s overall learning strategy and will include resources to help employees follow best practices. We plan to put this training in place by 2026.

Objective 3: Establish a sustainable strategy for reviewing and improving the accessibility of internal ICT systems in alignment with national standards.

To achieve this, we will:

• Develop an internal strategy for conducting regular reviews of the accessibility of internal software, intranet and other information and communications technologies. It will outline how often we conduct these reviews, by whom, how the review should be approached and what to look for. We will also consider comparing our current systems against the Canadian Standard on Accessibility requirements for ICT products and services. This will be completed by 2027.

The CIB is committed to ensuring that all organizational communications are clear, accessible and inclusive. Over the next three years, we will focus on

• refining and communicating guidelines for accessible documents and meetings,
• promoting the use of plain language and,
• providing regular training and reminders to staff.

These efforts aim to make all communications—internal and external—easy to understand and accessible to everyone. 

Achievements

We have achieved the following to date:

• Developed and implemented a communications strategy to raise awareness about the CIB’s accessibility plan and barriers facing persons with disabilities, including regular updates to employees and external stakeholders.
• Provided guidance and training to all employees on organizing accessible meetings, both in-person and virtual.
• Created a standard checklist for events and meetings to ensure they are accessible for all participants.
• Made accessibility resources, plans and progress reports available in a centralized location for easy access by staff.
• Promoted the use of accessible templates \in documents and communications.
• Enhanced leadership engagement in the rollout and education of accessible meeting guidelines.

These achievements reflect the CIB’s commitment to making all organizational communications clear, inclusive and accessible to everyone.

Identified barriers

• Not all documents created by CIB employees are accessible. While templates are accessible, staff may not use accessible features when creating documents.
• The CIB’s accessible meeting guidelines may have some best practice gaps and are not consistently followed by employees.
• Some documents and communications are not written in plain language, making them more difficult to read.

Actions we will take to remove the identified barriers

Objective 1: Improve the accessibility of internal and external documents by embedding inclusive practices into document creation, training and tools. 

To achieve this, we will:

• Establish guidelines for accessible documents and update accessible templates in 2026–2027.
• Provide training and regular reminders to all employees on CIB’s expectations for document accessibility and how to use established templates and procedures as part of annual accessibility training and communications. We will work with our Learning and Development team to embed document and meeting accessibility into onboarding and annual training starting in 2026.
• Continue to promote the use of accessible templates through internal platforms such as the intranet. 

Objective 2: Ensure meetings are inclusive and accessible by aligning practices with current standards and promoting consistent use across teams. 

To achieve this, we will: 

• Review and update meeting guidelines to align with best practices for internal and external accessible meetings by the end of 2026.
• Promote and share updated meeting guidelines with all employees and engage leadership in the rollout and ongoing education. We aim to complete this by 2027, supported by regular reminders and leadership involvement.

Objective 3: Improve clarity and inclusiveness of communications by embedding plain language principles into writing practices across the CIB.

To achieve this, we will:

• Develop and implement guidelines for using plain language in documents and communications and provide training to staff on applying these principles. We will take a phased approach between 2026 and 2028.

The CIB is committed to embedding accessibility considerations into the relevant procurement activities, processes and systems we use to purchase goods, services and facilities. Accessibility is currently included as a principle in the CIB’s procurement policies and procedures.  

Over the next three years, we will:  

• Strengthen the CIB’s Procurement Policy to identify accessibility as a principle for suppliers that provide goods and services to the CIB.
• Clarify the types of procurements that trigger accessibility considerations and provide targeted training and resources for staff. These actions aim to create a more inclusive procurement process and ensure that procured products and services meet high accessibility standards.

Achievements

• Updated the Procurement Policy to include accessibility as a key principle, emphasizing its importance alongside human rights and labour standards.
• Provided mandatory procurement training to employees which included reference to the CIB’s obligation to comply with the Accessible Canada Act and the importance of considering accessibility when acquiring goods and services.
• Revised procurement templates and contracts to include information about the CIB’s commitment to accessibility and our accommodations process.
• Included a statement in our procurement documents that invite people to provide feedback about the accessibility of our procurement process.

These achievements demonstrate the CIB’s commitment to creating a more inclusive procurement process and ensuring all purchased products and services meet high accessibility standards.

Identified barriers

• Accessibility is mentioned in our current Procurement Policy, but it is not explicitly stated in the Principles for Suppliers, which outlines the standards and behaviours the CIB expects of its suppliers when conducting business with, or providing goods and services to, the CIB.  
• There is no formal process for ensuring that accessibility is considered when new goods or services are procured.
• Education or information about how to consider accessibility in procurement has not been provided to the team responsible for procurement or internal stakeholders.

Actions we will take to remove the identified barriers

Objective 1: Strengthen the CIB’s commitment to inclusive procurement by including accessibility as a core principle in the Principles for Suppliers outlined in the CIB’s Procurement Policy.

To achieve this, we will:

• Include accessibility as a key principle in the Principles for Suppliers attached to the CIB’s Procurement Policy to emphasize its importance alongside human rights and labour standards. We expect to complete this by the end of 2027 and will align it with other scheduled updates of the Procurement Policy.

Objective 2: Formalize a process to make sure that accessibility is always considered when procuring new goods or services.

To achieve this, we will:

• Revise the CIB’s Procurement Procedure and relevant templates to integrate accessibility considerations, especially for procurement of office furniture and IT services or tools. This should be completed by the end of 2027.
• Explore revisions to the CIB’s internal Procurement Workflow System to prompt accessibility considerations when relevant categories are selected, especially for procurement of office furniture and IT services or tools. This will be completed by the end of 2028.

Objective 3: Provide guidance and equip employees involved in procurement, along with internal stakeholders, with the knowledge and tools needed to apply accessibility standards in their decisions.

To achieve this, we will:

• Review and incorporate learning from the technical guides to accessible procurement of goods and services that was published by Accessibility Standards Canada. This will be completed by the end of 2026.
• Develop and provide tailored training to the CIB Legal team and other key employees on accessible procurement practices. We plan to complete this by the end of 2027.
• Develop internal guidance and training for the CIB employees that outlines how they can consider accessibility when they want to purchase goods, services or facilities. This will be completed by the end of 2027.

The main service that we provide at the CIB is to connect funding opportunities to infrastructure projects that benefit Canadians. We do this by working with governments, private business and communities. The CIB is committed to delivering accessible programs and services for all external stakeholders.

Over the next three years, we will focus on

• identifying and removing barriers to service delivery by consulting directly with clients with disabilities and,
• reviewing feedback and implementing improvements.

These efforts aim to ensure that everyone can fully access and benefit from the CIB’s offerings.

Achievements

• Implemented a formalized accommodations process and integrated it into communications with external stakeholders so that they are aware of available supports. (e.g., alternate formats for documentation, communication support during meetings).
• Educated staff on accessible service delivery and accommodations, ensuring employees are prepared to support the accessibility needs of external stakeholders.
• Made accessibility resources and information about accommodations available on the CIB website and internal platforms.

These achievements demonstrate the CIB’s commitment to delivering programs and services that are accessible to all clients and stakeholders.

Identified barriers

• Clients and customers have not been strategically consulted to discover if they experience accessibility barriers when interacting with the CIB.

Actions we will take to remove the identified barriers

Objective 1: Strengthen the CIB’s commitment to inclusive service delivery by engaging clients and stakeholders with disabilities in accessibility feedback and planning.

To achieve this, we will:

• Develop and implement a strategy to consult external stakeholders with disabilities about their experiences interacting with the CIB. We plan to complete the plan by the end of 2026 and implement steps in a phased manner by end of 2028.

The CIB doesn't coordinate a transportation system, or a fleet of transportation vehicles as defined in the Accessible Canada Act. 

We have reviewed our policies, practices, programs and services and have not identified any barriers in this area at this time. If we become aware of transportation-related barriers in the future, we will address them in future versions of our accessibility plan. 

The Canada Infrastructure Bank remains committed to advancing accessibility and fostering an inclusive environment for all employees, clients, job-seekers, suppliers and stakeholders. Through the actions outlined in this Plan, we continue our work to identify, remove and prevent barriers across all areas of our organization.

We welcome feedback from everyone: your insights and experiences are vital to our ongoing progress. If you have suggestions or encounter barriers, please share your feedback with us at any time.

This Plan will be reviewed regularly, with the next progress report scheduled for release in December 2026. We will continue to report on our achievements and update our commitments as we move forward.

These actions, along with ongoing consultation and engagement, will help us build a more accessible and equitable workplace for all.