For more definitions, please refer to the Glossary of the Accessibility Strategy for the Public Service of Canada and the Accessible Canada Act.
7.1 Definitions
- Accessibility
- The degree to which a product, service, program or environment is available to be accessed or used by all (Source: Glossary: Accessibility Strategy for the Public Service of Canada).
- Accessible by design
- This is a design process in which the needs of people with disabilities are specifically considered. Accessibility sometimes refers to the characteristic that products, services, and facilities can be independently used by people with a variety of disabilities (Source: Disabilities, Opportunities, Internetworking, and Technology).
- Accessibility-confident
- VAC staff understand what accessibility means and why it matters, and are equipped to make the Department a more accessible and inclusive service provider and employer.
- Accessibility Network
- The Network provides the opportunity for employees with a disability, as well as their allies, to help identify accessibility barriers within the Department, and to provide feedback on the plans under development for a more accessibility-confident VAC. This group provides feedback and input based on their lived experiences and help guide VAC towards being a more accessibility-confident Department.
- Accommodation
- This term refers to the design and adaptation of a work environment to meet the needs of a diverse workforce, and do what is required in the circumstances of each individual, to avoid discrimination up to the point of undue hardship.
- Barrier
- A barrier includes 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 (Source: Accessible Canada Act, S.C. 2019, c. 10).
- Disability
- 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 (Source: Accessible Canada Act, S.C. 2019, c. 10).
- Duty to accommodate (DTA)
- Employers have a duty to accommodate employees to avoid discrimination based on the eleven grounds identified in section 2 of the Canadian Human Rights Act (CHRA). Employers must accommodate employees who fall into the groups protected by the CHRA up to the point of undue hardship (Source: VAC’s internal Employment Equity and Diversity Action Plan 2017-2022).
- Employment equity
- The Employment Equity Act sets out requirements for Canadian employers, private and public, to proactively increase the representation of four designated groups: women, persons with disabilities, Aboriginal peoples and visible minorities. (Source: VAC’s internal Employment Equity and Diversity Action Plan 2017-2022).
- Gender-Based Analysis Plus (GBA Plus)
- An analytical tool used to assess how diverse groups of women, men, and gender-diverse people may experience policies, programs, and initiatives. The “plus” in GBA Plus acknowledges that GBA goes beyond biological (sex) and socio-cultural (gender) differences. GBA Plus also considers many other identity factors, like race, ethnicity, religion, age, and mental or physical disability. By incorporating GBA Plus throughout VAC’s policy, planning and operations, VAC will better understand how activities may impact Veterans, Canadian Armed Forces, RCMP members, their families, and VAC employees.
- GC Workplace Accessibility Passport
- The Accessibility Passport is a tool that promotes collaboration between public service employees and managers. It will allow them to promptly identify and implement the devices, tools, and support measures that will enable employees to succeed in their job. The Passport is owned by the employee and will document adjustment needs, possible solutions, devices or supports received in the past, and adaptive tools that the employee would like to bring with them, should they change jobs or organizations.
- Plain language
- This refers to clear, straight-forward writing. It avoids obscure vocabulary and complex sentences. Writing in plain language does not mean over-simplifying or leaving out critical information. Using plain language makes critical information accessible and readable for everyone.
- Screen reader
- A screen reader is a software application that enables people with severe visual impairments to use a computer. (Source: Accessibility for Ontarians with Disabilities Act)
- Unconscious bias
- An implicit attitude, stereotype, motivation or assumption that can occur without one’s knowledge, control or intention. Unconscious bias is a result of one’s life experiences and affects all types of people. Everyone carries implicit or unconscious biases. Examples of unconscious bias include gender bias, cultural bias, race/ethnicity bias, age bias, language and institutional bias. Decisions made based on unconscious bias can compound over time to significantly impact the lives and opportunities of others who are affected by the decisions one makes. (Source: Creating an Equitable, Diverse and Inclusive Research Environment: A Best Practices Guide for Recruitment, Hiring and Retention).