Accessibility plan

How to Use This Document

This accessibility plan is part of our work under the Accessible Canada Act. Federally regulated organizations like the Canada Deposit Insurance Corporation (CDIC) are required to write and share updates about how they are working to become more accessible. Every 3 years, we prepare and publish accessibility plans that explain how we are identifying, removing, and preventing accessibility barriers.

This accessibility plan begins with a summary that outlines key information about our organization and our accessibility goals. The next section of the plan provides a more detailed description of our goals.

You can choose to read just the summary, read the entire plan, or go straight to the sections you are most interested in. If you need this report in a different format, you can find out how to ask for alternative formats.

Summary of This Accessibility Plan

We are excited to share this Canada Deposit Insurance Corporation (CDIC) 2026–2028 Accessibility Plan. This is the second accessibility plan that we have developed and published under the Accessible Canada Act. CDIC is dedicated to being accessible and inclusive, and this includes making our workplaces, activities, and services accessible to people with disabilities. We have taken many steps over the last few years to improve accessibility at our organization, and will continue to do more. To develop this accessibility plan, we examined our organization to find potential barriers for people with disabilities. We also consulted with people who have disabilities who interact with CDIC in different ways. This work helped us to set goals to reduce and remove barriers to accessibility at CDIC.

In this accessibility plan, we outline how we plan to remove and prevent barriers for people with disabilities over the next 3 years.

About our organization

CDIC is a federal Crown corporation that helps support the stability of Canada’s financial system. We provide deposit insurance against the loss of eligible deposits of money in accounts at our member institutions. These member institutions include banks and federally regulated credit unions, as well as loan and trust companies and associations governed by the Cooperative Credit Associations Act that take deposits.

We are not a bank. We are not a private insurance company. We are funded by insurance premiums paid by our member institutions. We do not receive taxpayer funds to operate.

What we heard from people with disabilities

From CDIC employees

In the fall of 2024, we shared an online survey with our employees about accessibility at CDIC. The anonymous survey asked whether employees had experienced any barriers to accessibility at CDIC and whether they had any feedback or recommendations about our progress in improving accessibility. In 2025, we created an anonymous feedback form on our intranet that lets employees report barriers to accessibility more easily.

Some themes of the feedback we have received from employees include:

• Requests for more ergonomic and adjustable furniture in CDIC’s offices;
• Requests for more training and information about neurodivergence; and
• Requests that we share more information with employees about our progress in improving accessibility.

We addressed some of this feedback in 2025, such as by buying more ergonomic furniture and equipment. In 2026, we will create an Accessibility Hub on our intranet to share information about accessibility, and we will organize and facilitate training about neurodiversity.

From employees of member institutions

In early 2025, we also sent an anonymous survey to employees who work at our member institutions, like banks and other financial services organizations. The survey asked if employees with disabilities face barriers when interacting with us. We did not receive many responses to the survey. Themes in the responses we did receive were suggestions for improving navigation on our website and suggestions related to virtual meetings. We incorporated this feedback into our goals in this accessibility plan.

From members of the public

In September 2025, we met with a focus group of Canadians who have a range of disabilities and different experiences to share. This group represents people who may interact with CDIC or who may apply for jobs with us. They reviewed a draft copy of this accessibility plan and gave us feedback about its format and structure, as well as about our goals. They suggested ways to describe our progress and our planned actions more clearly. Their feedback was valuable and helped to shape the final version of this accessibility plan.

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

Our accessibility goals

Here are the actions we will be taking in the next 3 years to improve accessibility.

Employment goals

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

Built environment goals

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

Information and communication technologies goals

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

Goals for communication, other than information and communication technologies

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

Goals for the procurement of goods, services, and facilities

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

Goals for the design and delivery of programs and services

Go to the programs and services section to learn more about these goals.

Transportation goals

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

CDIC 2026-2028 Accessibility Plan

Introduction

We are excited to share this Canada Deposit Insurance Corporation (CDIC) Accessibility Plan with the public and with our stakeholders and employees. This is the second accessibility plan that we have developed and published under the guidelines of the Accessible Canada Act. We have taken many steps over the last few years to improve accessibility at our organization, and will continue to do more. To develop this accessibility plan, we examined all aspects of our organization to help uncover potential barriers for people with disabilities. We also consulted with people who have disabilities who interact with CDIC. In this accessibility plan, we outline how we plan to remove and prevent barriers for people with disabilities over the next 3 years.

Our commitment to accessibility

The Canada Deposit Insurance Corporation (CDIC) is dedicated to being accessible to everyone. This includes making our workplace, activities, and services accessible to people with disabilities. We understand that accessibility needs evolve over time and that people with disabilities are the experts in their own experience and accessibility. We commit to listening to people who have disabilities improving accessibility at CDIC for all our stakeholders. Wherever possible, we will address barriers as soon as we become aware of them, even if they are not scheduled in our accessibility plan.

About Canada Deposit Insurance Corporation (CDIC)

Canada Deposit Insurance Corporation (CDIC) is a federal Crown corporation that helps support the stability of Canada’s financial system. We provide deposit insurance against the loss of eligible deposits of money at our member institutions. These member institutions include banks and federally regulated credit unions, as well as loan and trust companies and associations governed by the Cooperative Credit Associations Act that take deposits.

We are not a bank. We are not a private insurance company. We are funded by insurance premiums paid by our member institutions. We do not receive taxpayer funds to operate.

Parliament established the CDIC in 1967. Our purpose is to:

• provide deposit insurance for Canadians,
• promote and contribute to the stability of the financial system in Canada, and
• resolve member institutions for the benefit of Canadians.

As an organization here to serve depositors, accessibility has always been a core value that guides our ongoing efforts at inclusion. To learn more about CIDC, you can visit our website at www.cdic.ca.

Definitions

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 or temporary and can change over time.
• Barrier: Anything that might hinder the full and equal participation of people with disabilities. Barriers can be architectural, technological, attitudinal, based on information or communications, or the result of a policy or procedure.
• Accessibility: Where products, devices, services, environments, technologies, policies, and rules are designed in such a way that all people, including people with disabilities, can use or access them.
• Member Institutions: A bank, trust company, loan company, federal credit union, or association that is governed by the Cooperative Credit Associations Act and whose deposits are insured by CDIC.
• Depositors: Account holders who have deposited money into accounts insured by CDIC member institutions. Depositors may be individuals, businesses, or other kinds of organizations.

How to contact us and share feedback

Canada Deposit Insurance Corporation (CDIC) welcomes feedback from employees, customers, partners, and members of the public.

What can I give feedback about?

You can give feedback about:

• this accessibility plan and
• barriers you have encountered when interacting with CDIC.

Feedback can be given anonymously. If you choose to identify yourself, we will respond to you and acknowledge that we have received your feedback.

How will my feedback be used?

Your feedback will be shared with the teams responsible for accessibility at CDIC. We will consider your feedback and consider whether we can make any changes that would address the feedback or further remove barriers for people with disabilities. Depending on the nature of the feedback, these changes may happen immediately or be addressed in our next accessibility plan. Plans are developed and published every 3 years.

A summary of your feedback and how it was considered will be included in our progress reports. We will keep your feedback for at least 7 years.

How can I give feedback?

If you want to give us feedback that includes your personal or financial information, please contact us by phone.

How to ask for alternate formats

Types of alternate formats and when they will be ready

The following alternative formats are available upon request:

Within 15 business days of request:

• Print (paper documents mailed to you)
• Large print (paper documents with increased font size mailed to you)

Within 45 business days of request:

• Braille (a system of raised dots that people who are blind or who have low vision can read with their fingers)
• Audio (a recording of someone reading the text aloud)

Consultations

We consulted with people with disabilities in developing this plan. We consulted with our employees, with employees at our member institutions, and with a focus group of Canadians with disabilities. The results of these consultations are described below.

We have also been monitoring the email address and phone number we created as our accessibility feedback mechanisms. We have not yet received any feedback from people with disabilities through these mechanisms. We suspect this is because members of the public do not need to interact with us very often. We will continue to promote our feedback mechanism, and we will include any feedback we get in future accessibility plans and progress reports.

Employee survey

Most people with disabilities who interact with CDIC are employees of our organization. To consult with CDIC employees with disabilities, we shared a short online survey about  accessibility at CDIC. The survey had questions like whether respondents had personal experience with disability, whether they had experienced any barriers to accessibility at CDIC, and whether they had any feedback or recommendations about our progress in improving accessibility. We distributed the survey in the fall of 2024.

Some key themes of the feedback we received:

• Some employees requested more variety and availability of ergonomic and adjustable furniture in CDIC’s offices. This request was addressed in 2024 and 2025 with new purchases. We will continue to explore options for ergonomic and accessible furniture when we make future purchases.
• Several employees requested more training and information about neurodivergence and related accommodations. We will provide more training and host an event about neurodivergence in 2026.
• Some employees requested that we share more information with employees about our progress in improving accessibility. In 2026, we will create an Accessibility Hub on our intranet as a central place to share this information with all employees.

In 2025, we established a feedback mechanism on the Accessibility page on our intranet. This anonymous form allows employees to tell us about accessibility barriers they encounter in our workplace. We have not had any feedback yet.

Member institution survey

CDIC does not interact with members of the public very often. Most often, we interact with employees who work at our member institutions, like banks and other financial services organizations. In early 2025, we sent a survey to our member institutions to share with their employees to find out if employees with disabilities face barriers when interacting with us. We did not receive many responses to the survey, but some of the feedback we received included the following:

• Some people said that they liked recent changes that we made to make our website easier to use. One person said that they had some difficulty finding the information they were looking for on the website.
• One person said they had difficulty participating in a virtual meeting with us because something was wrong with the speakers’ audio. They suggested that we make sure audio quality is always considered and optimized to include people who are hard-of-hearing.

We incorporated the feedback we received through this survey into the goals we set out in this accessibility plan, especially in the priority area of communications.

Focus group with Canadians who have disabilities

On September 24, 2025, we held a focus group with a group of people who live across Canada. After reviewing a draft of this accessibility plan, they shared their opinions about our progress in advancing accessibility at CDIC and about the accessibility of the accessibility plan itself. The members of the focus group shared very helpful feedback, including some suggestions to clarify the wording we use for our goals to make it easier to understand. We implemented this feedback and made the suggested changes. They also suggested ways we could improve the formatting and usability of the accessibility plan, and we used those suggestions to create our final draft.

Our accessibility goals

Since CDIC published our first accessibility plan in 2022, we have done a lot of work to improve accessibility for people with disabilities. We are proud of the changes and improvements we have made. To learn more about our progress between 2022 and 2025, you can read our annual progress report documents on our website.

We also know that we have more work to do to make CDIC accessible to everyone. We commit to keep paying attention to accessibility in all our work, policies, practices, and programs.

The following sections of this accessibility plan outline the goals we have set for our organization in each of the 7 priority areas of the Accessible Canada Act. Many of the goals that we have set relate to ongoing monitoring, development, and advancement of projects and initiatives that have already been started.

We are dedicated to addressing accessibility barriers as we become aware of them.

Employment

At the time of this report in late 2025, CDIC had 195 employees. Most of our employees have office-based jobs and work out of our offices in either Ottawa or Toronto. Some employees also work remotely either some or all the time.

We strive to make sure that our workforce is reflective of Canada’s diversity. We have taken steps to make sure that our hiring and recruitment process is free of barriers. We have also worked to make sure that our employees have access to the things they need to be successful at work.

Achievements to date

• We have created guidelines for accessible meeting practices, such as sending meeting materials to participants ahead of time. While we have these guidelines in place, we know that they are not yet followed consistently by everyone at the organization.
• We have created a process for employees to request office equipment that is ergonomic, accessible, and suited to their individual needs. Although this system is in place, not all employees may be aware of what equipment can be requested, or how to make the request.
• We have created an Accessibility Passport to make it easier to seek and communicate about accommodations in the workplace. We know that we have work to do in spreading awareness of the Accessibility Passport and encouraging employees to use it.
• We have set up a Wellness Allowance for employees. This is a fund that employees can use to purchase equipment, supports, or services related to health and wellness. Employees can use their Wellness Allowance to purchase accessible or ergonomic equipment for their home offices.
• We make sure that candidates who apply to work at CDIC are asked if they need accommodations to participate in the recruitment process. We also ask new employees if they need accommodations when they start working with us.
• We are working to reduce stigma related to talking about having a disability in the workplace. We understand that this stigma still exists, both at CDIC and in wider society, and that reducing this stigma will be a long-term and ongoing effort. These are some of the actions we have taken:
  • We have established mandatory accessibility awareness training for all employees. New employees are required to take this training as part of their onboarding process.
  • We have launched a regular speaker series about accessibility and disability. The goal of these sessions is to help employees get more comfortable talking about disability and accessibility at CDIC.

Identified barriers

• We recognize that we do not always enable accessibility features or follow best practices for internal meetings held in person or virtually. For example, we do not always send out meeting materials ahead of time. This may create a barrier for employees who are neurodivergent or who require adaptive technology to interact with meeting materials.
• We know that our Accessibility Passport is not being adopted as widely as it could be, based on the estimated numbers of employees with disabilities at CDIC. It is likely that employees with disabilities who could benefit from the Accessibility Passport are not using it to address the barriers they encounter.
• Despite CDIC’s consistent and committed efforts to promote accessibility and disability awareness, we recognize that there is still wider stigma about disclosing disability status in the workplace. Our control over this is limited, but we want to take the actions we can within our organization to eliminate the stigma.

Actions for 2026 to 2028

• By March 2026, we will draft an article about accessible meeting practices and post it on our intranet. We will also send ongoing reminders to employees about these practices into future.
• By June 2026, we will plan and host an employee information session about accessibility. At this session, we will provide information about accessibility, disability, and the related processes and systems that exist at CDIC. For example, we will remind all employees about the Accessibility Passport program and how to use it.
• We will take ongoing steps to raise awareness of our Accessibility Passport program. These are some of the steps we will take:
  • We will post reminders about the Accessibility Passport on the intranet once every six months. We have already started this practice and will continue posting these reminders.
  • We will make sure that the Accessibility Passport is mentioned by senior leaders during any events that relate to accessibility.
  • We will promote and discuss the Accessibility Passport program at any accessibility information sessions we hold for employees.
• We will continue our work to reduce stigma about employees disclosing or talking about having a disability in the workplace. These are some of the actions we will take:
  • We will continue with our speaker series about accessibility and disability.
  • We previously posted an article on our intranet about how to reduce the stigma of asking for accommodations. We will continue to remind employees about this article, and we will seek opportunities to create and post similar content in the future.
  • We will make sure that our senior leaders speak positively about accessibility and disability, and that they promote the Accessibility Passport and other accessibility initiatives at CDIC whenever they have the opportunity.
  • We will share awareness with our employees about significant events in the broader disability community. For example, we will acknowledge National AccessAbility Week in May, National Disability Awareness Month in October, and International Day of Persons with Disabilities on December 3 of each year.

The built environment

CDIC has office space in Ottawa and Toronto. Members of the public rarely visit these offices. Both of our offices are located within larger office towers that have some common and standard accessibility features, including step-free access to all areas.

We know that both of our offices are mostly accessible, and that people with varying disabilities would be able to work there right now. If an employee encounters a barrier at one of our offices, we will make changes to the office to address their needs immediately.

Achievements to date

• We hired accessibility experts to visit both of our offices and help us identify potential barriers for people with disabilities. We have used their advice and feedback to make some changes to our offices in both Ottawa and Toronto.
• We created new signage for the Ottawa office, including wayfinding signs. We also added braille to signage that is at eye-level for meeting rooms, and washrooms.
• We moved the automated external defibrillators (AEDs) and first aid kits to lower positions so that they could be reached by everyone.
• We have purchased ergonomic and specialized office furniture for some employees, including chairs and desks. Employees can also request that specific equipment be purchased for them. Not all employees yet know what kind of equipment is available to borrow, or what kinds of equipment they can request.
• To accommodate employees who are sensitive to smells, we have begun buying scent-free soaps and cleaning supplies for both offices.
• We have eliminated all fluorescent overhead lighting from both our offices. We have replaced it with LED lighting, which is quieter and less likely to flicker.
• We have installed noise-dampening panels in our Toronto office to reduce noise and distractions. Noise issues have not been raised as a barrier at our Ottawa office.

We have also identified some accessibility barriers at both offices that are outside our direct control. These barriers exist in the wider office towers and surrounding spaces. While these barriers may affect our employees, we do not have direct control over these spaces and cannot do renovations ourselves to fix them. These barriers are related to things like:

• parking structures,
• building lobby areas,
• elevators,
• emergency systems, and
• washrooms located outside CDIC’s office space.

We have shared these barriers with the property managers of each office. We will advocate for improved accessibility when the occasion arises, such as when the property managers are completing renovations.

Identified barriers

To our knowledge, our offices do not pose barriers to accessibility for any current CDIC employees.

Actions for 2026 to 2028

• We will maintain an ongoing commitment to ensuring our offices are accessible for people with disabilities and will promptly address any barriers that arise.

Information and communication technologies (ICT)

Most of CDIC’s operations are made possible through information and communication technology (ICT). CDIC employees use computers to do their jobs, and we communicate with employees using our intranet. Our public-facing website is an important way that we communicate with depositors and members of the public. We need to ensure that all our technologies are as accessible as possible to everyone who needs to use them.

Achievements to date

• We conducted a website accessibility audit that included user testing by people with disabilities. We removed barriers to accessibility that we learned about through the audit, including making the website easier to navigate using a screen reader.
• We launched a new version of our intranet platform, which we call Connexions. This update has new and improved accessibility features. We will continue to research and review these features, as well as potential limitations of the platform.
• We provided web accessibility training for our Webmaster, who is the main person in charge of our website, and for all employees who create or edit webpages or content for our website.
• We have developed a Style Guide for our written communications. It contains information and guidance on how to write using plain language. We have also hosted Lunch & Learn sessions for employees to introduce and explain the Style Guide.

Identified barriers

• Information and policies related to accessibility are not located in any central location on our intranet. This can make them harder to find when employees and managers need them.
• Employees and managers have requested more accessibility training and access to accessibility-related information and resources to support their individual work.
• Employees are not always aware of the accessibility features that are already built into the software and hardware they use. This lack of knowledge could prevent employees from taking advantage of opportunities that would benefit them.
• While captioning and transcript technology is available on platforms that CDIC uses, like Microsoft Teams, there are limitations to how it can be used. Some of these limitations are related to concerns about data sovereignty and security. Others are limitations with captions being able to accurately capture the switch between English and French in a bilingual environment.

Actions for 2026 to 2028

• By the end of 2026, we will set up an Accessibility Hub on our intranet. The Accessibility Hub will be a central place for the organization to share information, resources, and supports about disability and accessibility.
• We will share periodic reminders with all employees and managers about practices for accessible meetings. These include checking that captioning technology is enabled and ensuring everyone’s audio and microphones are working properly.
• We will continue to explore resources and training related to disability and accessibility so that we can support employees and managers in their work. We will start to add these to the Accessibility Hub and to our learning management system by the end of 2026. We will add updated materials on an ongoing basis.
• We will add information about accessibility features in the software and hardware we use to the Accessibility Hub. This will help employees and managers to take advantage of features that make our software and hardware more accessible. We will start to add this information by the end of 2026, and we will add updates on an ongoing basis. We will also share this information through a presentation during our planned mental health and neurodiversity awareness event in May 2026.
• We will explore whether and how we can use captioning and transcript technologies that are available in the software we use. As we do this, we will balance the need for accessibility with the need to keep data secure and in Canada.

Communication other than ICT

CDIC communicates with the public about deposit insurance and depositors’ rights. This includes information about what would happen if a bank were to fail. We share this information on our website, in print documents, in videos, and through social media. We answer questions through our contact centre by phone, email, or online chat. When someone opens a bank account at one of our member institutions, they are given a CDIC brochure called “Protecting Your Deposits.” It is important that all our public-facing communications are as clear and accessible as possible so that anyone in Canada can understand what we do.

We communicate with employees and managers using tools like our intranet. We also share internal information by email, in meetings, and through events like town halls. Ensuring that these communications are fully accessible is part of our commitment to creating a barrier-free workplace.

Achievements to date

• We ensure that all key documents for the public are available in alternative formats, like braille. We have partnered with a supplier who can convert documents into accessible formats.
• We have increased the accessibility of our social media pages by doing things like adding alt text for images, writing posts in plain language and without acronyms, and making our contact information visible on all our pages. We do our best to make sure that all our social media posts follow accessibility best practices, using references like Queens University’s Social Media Accessibility Guidelines.
• We have checked to make sure that all our past and present video content has captions and transcripts available. We ensure that captions and transcripts are enabled on all new video content that we upload.
• We have provided accessibility training for all employees who work on communication activities.
• We have developed a Style Guide for all our written communications. The Style Guide provides information on using plain language and writing for accessibility. We want to ensure that all our communications are as clear, simple, and easy to understand as possible. We have also hosted Lunch & Learn sessions for employees to introduce the Style Guide.

Identified barriers

• Information related to accessibility and contacting CDIC is not on the main page of our website. This could make it hard to find.
• Documents that we share internally are not always created with accessibility in mind. For example, accessibility features like alt text are not always enabled.
• We do not use plain language writing for internal documents as often as we do for public-facing materials. This means that internal documents may be unnecessarily complicated and may include barriers to cognitive accessibility.

Actions for 2026 to 2028

• By the end of June 2026, we will redesign the menu on our public website to make the Contact page more accessible, including adding an icon to the written heading. We will also add information about how to provide feedback about accessibility to our Contact page.
• By the end of 2026, we will gather information about how to enable accessibility features in document formats like Word and PDF, and we will share it on our Accessibility Hub. Through to the end of this plan, we will continue to promote the practice of checking documents for accessibility before they are distributed. This will include reminding employees to check that features like alt text are enabled and accurately completed.
• We will promote the Style Guide and use of plain language across our organization. We will continue to promote ways to write internal communications without excess legal and technical jargon.
• We will consider how we can build on our Style Guide and internal policies to set consistent accessibility standards for our internal documents. We will aim to develop templates for documents to help create a consistent and standardized approach across the organization.

Procurement of goods, services, and facilities

CDIC buys many kinds of goods and services. This includes office equipment and supplies. It also includes services from contractors. We know that we need to make sure that the things we buy are accessible to people with disabilities whenever possible.

We also want to make sure that our procurement process is accessible to people with disabilities. This includes making sure that our documents related to procurement are accessible, providing accommodations in the procurement process for people who want to propose their goods or services to us, and making sure that we choose diverse suppliers.

While we have taken steps to improve the accessibility of our procurement practices and processes, we also recognize that we can do more. In the past, we have found that there are few resources available about accessible procurement, and about what makes one product or service more accessible than others. Now that the field of accessible procurement is growing, we look forward to learning more and sharing new resources with our teams.

Achievements to date

• When we start a new procurement process, we usually write a document called a Request for Proposals that outlines what we are looking to buy. This document also contains information about how suppliers can submit a proposal to us. We have created a statement that tells these suppliers that we have accommodations available to them and how they can request those accommodations. We have included this statement in our template, and it will appear in all Requests for Proposals moving forward.
• We have created a guide for our employees to better understand accessibility features and requirements of new technologies when they are considering what to buy. This guide encourages choosing technologies with the best or most advanced accessibility features. We have sometimes faced challenges when the technology that we need does not have accessible options available on the market.

Identified barriers

• CDIC employees who work in procurement have requested more resources about how to make our procurement processes more accessible, and about how to ensure that the goods and services we purchase are as accessible as possible.

Actions for 2026 to 2028

• We will continuously monitor the technology product market to see if more accessible versions of the technologies we use become available. If we learn that a more accessible alternative is available, we will explore whether and when it is possible to switch to that new technology.
• We will seek out opportunities for our procurement team to learn more about best practices in accessible procurement. This will include expanding their knowledge of accessible options that are available on the market for the goods and services that we buy. This increased knowledge will help us make sure that we are prioritizing accessibility when we make purchasing decisions.

Design and delivery of programs and services

CDIC provides information to member institutions and to the public about deposit insurance. We do this through our Information and Communication Technologies (ICT), such as our website, and through other forms of communication like our contact centre. The goals we have set in those areas of our accessibility plan will help improve the accessibility of our programs and services. We will also continue to look for other ways to improve the accessibility of our programs and services.

Identified barriers

• Due to our mandate and the nature of our work, we do not often interact with members of the public through our programs and services. It is possible that people with disabilities may experience barriers to accessibility as they use our services, but that we are unaware of them because we have not received any feedback.

Actions for 2026 to 2028

• We will explore new ways to assess the experiences of people with disabilities when they interact with our services. The goal of these assessments will be to identify potential barriers to accessibility, and to explore ways to make our services more inclusive. This may include organizing focus groups or user testing related to our website or communications.

Transportation

CDIC does not offer transportation services. Most of our employees work in one of our offices at least some of the time, so they use various forms of transportation to get to and from work. Other people who need to visit our offices, like visitors and contractors, also rely on transportation when interacting with our organization. None of these transportation options are operated or controlled by CDIC.

We know that many people with disabilities experience barriers related to accessible transportation. Although we do not have control over many aspects of transportation, like public parking spaces or municipal transportation systems, we commit to exploring ways to reduce barriers people may experience when getting to and from our offices.

Achievements to date

• We accommodate the needs of employees who face barriers to transportation related to their disabilities. Accommodations might involve flexible work-from-home arrangements or flexible working hours, among other strategies.

Identified barriers

• Employees who have episodic or fluctuating disabilities, or who have chronic health conditions, may experience barriers to commuting for work on an intermittent or unpredictable basis. The impacts of these barriers are likely to be more significant during events like winter storms.
• Employees and managers at CDIC do not often travel for work, but it is possible that employees with disabilities may experience barriers when travelling or from the process of travelling itself.
• There are few accessible parking spaces available at or close to our offices. However, CDIC does not have direct control over the availability of accessible parking spaces at its office buildings.

Actions for 2026 to 2028

• We will continue to work with employees who face barriers to transportation related to their disabilities to accommodate their needs. This will include maintaining options for flexible working arrangements.
• We will advocate to our office property managers to explore additional options for accessible parking spaces when the occasion arises.
• We will continue to consider employees’ accessibility needs when planning work-related events and travel.

Conclusion

CDIC provides deposit insurance against the loss of eligible deposits at our member institutions. Our work is important, and our organization needs to be accessible and inclusive to everyone. We are committed to improving accessibility across all areas of our work. Our commitment includes sharing and implementing this accessibility plan. In addition to the specific goals we have listed above, we will continually assess our practices and operations so that we can identify and address any further barriers to accessibility that may arise.

As we work to improve accessibility, we will also continue to consult with and listen to the feedback of people with disabilities who interact with our organization. We welcome feedback from employees and from members of the public about the accessibility of our programs, services, and workplaces.

We look forward to sharing news on our progress in achieving our accessibility goals. Updates will be included in our next progress report, which will be published in 2026.