Accessibility Plan

Actions to date: 

• All new employees receive mandatory diversity and inclusion training to support a respectful and welcoming workplace for everyone. This training includes:
  • Words Matter: This training supports BC Public Service employees by providing guidelines for using inclusive language in the workplace.
  • Gender-Based Analysis Plus (GBA+) : Implemented by the Government of Canada, this training helps develop responsive and inclusive policies, programs, and other initiatives, involving a gender and diversity-sensitive approach.
     
• We host regular lunch and learn sessions to provide learning opportunities for employees. Topics include, but are not limited to, learning disabilities, neurodivergence and Adult Attention-Deficit Hyperactivity Disorder.
   
• We developed mandatory Indigenous inclusion and cultural competency training for employees. 100 per cent of employees completed this training to better serve Indigenous apprentices and partners.
   
• We partnered with an equity, inclusion and anti-racism consulting company to deliver an expanded learning series for employees. Employees participated in five mandatory learning sessions to date.
   
• We conducted a diversity and inclusion audit through a third party to better understand the organization’s demographics, diversity and accessibility needs. 
   

Next steps: 

• Create an organizational learning plan that includes targeted inclusion, diversity, equity and accessibility topics to increase accessibility awareness and understanding.
   
• Conduct a survey to assess employees’ knowledge, perceptions and behaviours as it relates to accessibility. 

Actions to date:

• We review and update our Employee Handbook every year to ensure the policies, processes and guidelines are current and relevant. All employees must review and sign the updated handbooks and are encouraged to provide feedback on the updates to foster continuous improvement. 
   
• We offer a hybrid work model to provide employees with the flexibility to work remotely up to three days per week. This empowers employees to decide where and how they work, ensuring they can achieve a better work-life balance that meets their individual needs and preferences. It also supports employees with mobility challenges or other accessibility needs by reducing commuting stress. 
   
• We have dedicated teams and streamlined processes to provide robust supports that guide apprentices and tradespeople throughout their skilled trades journey. This includes:
   
  • Regional Supports
    We have dedicated Apprenticeship Advisors and Certification Advisors located across the province to provide hands-on, direct support to apprentices, employers and sponsors, helping them navigate the skilled trades training environment. 
     
  • Programs for Underrepresented Groups
    We work with Indigenous communities, school districts, training partners, industry and government to fund a range of programs that support the participation and retention of youth, Indigenous peoples, women, newcomers and other equity-deserving groups in skilled trades apprenticeships and careers. View trades training programs available to Equity-Deserving Groups and Indigenous Peoples. 
     
  • Completions Supports
    We provide personalized one-on-one guidance for apprentices and tradespeople facing barriers to certification. This includes providing tailored accommodation and support solutions that cater to individual needs and learning styles.
     
  • Exam Preparation and Study Tips
    We offer exam preparation and study tips to support for apprentices to review important information and share best practices to help them succeed. This includes after-hours sessions so that individuals with work or other commitments can participate. View Exam Preparation and Study Tips. 
     
  • Exam Accommodations
    We offer exam accommodations tailored to individual needs to create a fair and inclusive testing environment that ensures everyone has the supports they need to successfully complete their exam. Tradespeople can apply for these accommodations online, through the customer Portal, and/or by contacting our customer service team. We also streamlined our process for requesting accommodations, eliminating the need for a medical note. Accommodations include but are not limited to:
    • Assistive technology and readers
    • Translators and interpreters
    • Additional exam time
    • View a list of Exam Accommodations and learn how to apply.
       

Next steps:

• Create an Accessibility Policy that outlines our principles and practices for ensuring equal access to information, services and opportunities at SkilledTradesBC. This policy will be in accordance with applicable laws and regulations including Accessible B.C. Act, B.C. Human Rights Code and Accessible Canada Act. 
   
• Create a Workplace Accommodations Policy that outlines our process for providing reasonable accommodations for all employees with considerations for accessibility requirements.

Actions to date:

• We offer virtual options for meetings with optional accessibility features such as transcription and closed captioning to ensure that all participants, including those with hearing impairments or other barriers, can fully engage. All meeting rooms are equipped with virtual conferencing tools. 
   
• We consider accessibility in all our internal and external communications. This includes:
  • Writing clear and concise messages; using plain language
  • Using accessible fonts, sizes and colours
  • Developing user-friendly layout and design for our website and resource materials
  • Reflecting the diverse voices and experiences of our employees and customers
     
• We provide employees with accessibility tools and features through the Microsoft 365 suite to support individual accessibility needs. This includes screen readers, dictation, immersive reader, keyboard shortcuts and writing support. There is also an Accessibility Checker to ensure our work is accessible for everyone.
   
• We developed an employee accessibility toolkit and accessibility resource page on our intranet to educate employees about the available technology, tools and best practices to support their work.
   
• We worked with an external web agency to develop a new website built to meet accessibility standards. They regularly perform accessibility testing to ensure all elements of our website meet W3C’s Web Content Accessibility Guidelines 2.0 Level AA standards.
   
•  We conducted an accessibility review for our SkilledTradesBC brand to ensure brand components, such as font type, size and colour are in adherence to W3C’s Web Content Accessibility Guidelines 2.0 Level AA. 
   

Next steps: 

• Identify and provide comprehensive digital inclusion and accessibility training for employees to ensure our presentations and digital platforms are easy to navigate and accessible for everyone.
   
• Implement a process to review our internal communications to ensure they are accessible, inclusive and free from biases. 
   
• Expand our employee accessibility toolkit to offer more information about features, technology and best practices to create a more inclusive experience for everyone.  

Actions to date:

• We ensure candidates know about and can request any necessary accommodations during the interview process.
   
• Our Human Resources Information System for collecting and managing employee information meets W3C’s Web Content Accessibility Guidelines 2.0 Level AA standards to make sure people with disabilities using assistive technology can access the platform effectively. 
   
• We emphasize our commitment to diversity and inclusion in our job postings, encouraging all qualified applicants to apply.

Next steps: 

• Review and update our recruitment and employment processes to be more accessible and attract talent from diverse backgrounds. 
   
• Include accessibility and inclusion statement into our job postings.
   
• Partner with recruitment organizations that support candidates with disabilities to expand our pool of applicants.
   
• Follow industry accessibility standards and include assistive technology in implementing our Applicant Tracking System to create a positive experience for all candidates during the recruitment and hiring process.
   
• To enhance accessibility, we will conduct an in-office assessment based on universal design principles.  This evaluation will help us identify and address accessibility barriers throughout our workspace.