Accessibility Plan
2026-2028
Intent
Tenold Transportation Ltd. (the “Company“) is committed to providing a barrier-free environment for all stakeholders, including customers, employees, job applicants, suppliers, and any visitors who enters the premises, or accesses information provided by the Company, or use the Company’s services.
The Company will work to identify and remove barriers where possible and prevent new barriers for people with disabilities as they relate to employment, communication, the built environment, and transportation at the Company. This plan outlines the Company’s Accessibility Plan and strategy for identifying, removing, and preventing these barriers.
The Company is part of a network of wholly owned companies and limited partnerships that are subsidiaries of Mullen Group Ltd. (“Mullen Group“). Mullen Group’s corporate office (“Corporate Office“) provides the Company certain services and will assist with the development and implementation of the Accessibility Plan on an ongoing basis.
General
This information is given for the purpose of providing feedback and for requesting alternative formats of the plan and/or feedback process.
Feedback Process and Contact Information
The Company welcomes feedback regarding the Accessibility Plan, how it is being implemented and any barriers encountered by people with disabilities. The Company welcomes feedback from people within the organization as well as our customers, stakeholders and the public. People who provide formal feedback will receive acknowledgement of their feedback in the same way it was received, unless feedback is submitted anonymously. The Company is committed to reviewing the feedback received in good faith and in a timely manner and taking the appropriate steps to address the barriers identified in the feedback.
Business: Tenold Transportation Ltd.
Head Office Address: 30691 Simpson Road, Abbotsford, BC V2T 6C7
Mailing Address: PMB# 248, #102-3240 Mt Lehman Road, Abbotsford, BC V4X 2M9
Office Phone Number: 604-881-7822
Email Address: hr@tenold.com
Feedback can be submitted in person, by mail, by telephone and by email to the following individuals:
Human Resources Contact:
Name: Victoria Thoutenhoofd
Position: Director of Human Resources
Phone: 604-881-7808
Email: vthoutenhoofd@tenold.com or hr@tenold.com
Company Contact:
Name: Ben Thomson
Position: President
Phone: 604-881-7812
Email: ben@tenold.com
Feedback can be provided anonymously, if desired, and will remain confidential unless the person consents to the disclosure of their personal information. Feedback is received in whatever format the individual providing the feedback is most comfortable with. Any feedback received will be reviewed with the Company’s Business Unit Leader and provided to the Corporate Office. Consideration will be given to the feedback upon review by the representative collecting feedback, the Company’s Business Unit Leader and Corporate Office and a response or summary will be included in the next progress report.
Any changes to the Accessibility Plan or the feedback process are published as soon as reasonably possible and notice of any changes will be reported to the Accessibility Commissioner as well as posted on our Company website. The personal information of anyone who provides feedback remains confidential in accordance with all applicable privacy laws.
Alternative Formats
The Accessibility Plan is offered in any of the following formats upon request:
· Print.
· Large print.
· Braille.
· Audio; and
· Electronic.
You can request alternative formats of the Accessibility Plan by contacting:
Name: Victoria Thoutenhoofd
Position: Director of Human Resources
Phone: 604-881-7808
Email: vthoutenhoofd@tenold.com or hr@tenold.com
Mailing Address: PMB# 248, #102-3240 Mt Lehman Road, Abbotsford, BC V4X 2M9
The Accessibility Plan will be made available as soon as feasible. In the instance of a request for the plan in a Braille or audio format, it will be provided within 45 business days after the day the request was received. Requests for other formats will be provided within 15 business days after the day the request was received.
Executive Summary
Tenold Transportation Ltd. strives to be an organization that is accessible to all. Some noteworthy areas that we are accessible as an organization are in the areas of recruitment and employment. In the recruitment process we ensure that we are accessible to all and that everyone is welcome to apply. Any accommodation an applicant needs will be reviewed, and we will do our best to accommodate them to the point of undue hardship. Once employed we have a robust Employee Guide in place that has many policies designed with accommodation and inclusivity in mind.
From our last Accessibility Plan we are pleased with the areas we have improved in and how we have fewer barriers this time around. Some areas that we could grow in are accessibility to the built environment and vetting our vendors.
As a company we are committed to continuing to grow in our understanding of accessibility and to continuing to strive to be more accessible for all. We will be reviewing our Accessibility Plan on an annual basis to see how we can improve as an organization. In our annual review we will also provide updates on the current barriers and where we are at with the current action plans and the status of the plans.
Accessibility Statement
At Tenold Transportation Ltd. we are committed to being a company that is accessible to all people and to providing a service to our clients that is as accessible as possible to all. At Tenold Transportation Ltd. we strive to be an inclusive workplace. We are actively working to improve ourselves as an organization, to improve our accessibility and the experience for staff, stakeholders, clients, and visitors.
This Accessibility Plan is in accordance with the Accessible Canada Act.
Our Mission Statement is “Our product is service – we do not take for granted the trust our customers and partners bestow on us to exceed expectations in service and value every day. Our strength is our people – through diversity of culture, gender, religion, age and experience, we empower our people to provide a unique and qualified perspective, dedicated to continuous improvement. Our focus is Employer of Choice – without compromise to safety, we remain steadfast in our commitment to ethical business practices, mutual respect, social responsibility, and environmental stewardship, while investing in our people and the communities we serve.”
Our Environmental Commitment is “Tenold is committed to minimizing negative impact on the environment using leading technologies, educated choices, and innovative thinking. We seek to create a culture of environmental stewardship by planting seeds of knowledge and caring within the Tenold family. We will demonstrate through our choices and actions that environmental prosperity and our own prosperity are found on the same path. These same choices produce sound and profitable business decisions.”
Glossary
The following section will address words or expressions that are found in this Accessibility Plan and provide definitions for them. If further clarification is needed, please reach out to one of the Accessibility Plan Company contacts.
Accessibility: refers to the design of products, devices, services, or environments for people who experience disabilities.
Accessibility Plan: this Accessibility Plan includes an overview of our policies, programs, practices, and services in relation to the identification and removal of barriers and the prevention of new barriers. The Accessibility Plan was prepared and published by June 1, 2023, and will be updated every three years following that, or sooner if necessary.
Accommodate: to provide something desired, needed, or suited.
Barrier: 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 a person with an impairment, including a physical, mental, intellectual, cognitive, learning, communication, or sensory impairment, or a functional limitation.
Confidential: intended to be kept secret.
Continuous: is determined to be uninterrupted or not to have ceased.
Disability: any impairment, including a physical, mental, intellectual, cognitive, learning, communication, and sensory impairment, or functional limitation that is either permanent, temporary, or episodic in nature. It can be evident or not in interaction with a barrier to hinder a person’s full and equal participation in society.
Discrimination: the unjust or prejudicial treatment of different categories of people, especially on the ground of ethnicity, age, sex, or disability.
Diverse: including or involving people from a range of different social and ethnic backgrounds and of different genders, sexual orientations etc.
Employer of Choice: someone whom workers choose to work for when presented with other employment choices. This choice is a conscious decision made when joining an organization and when deciding to stay with that organization.
Ergonomic: relating to or designed for efficiency and comfort in the working environment.
Goals: refer to a commitment to improve or excel to meet an established target. Goals should be written down, specific, realistic, measurable and have a time frame.
Human Resources Department: is the Human Resources Department of the Company which oversees people related activities including payroll, benefits, and Human Resource strategies.
Inclusive: the act of including someone or something as part of a group, list, etc., or a person or thing that is included.
Interpret: translate orally or into sign language the words or a person speaking a different language.
IT Department: is the Information Technologies Department of the Company which is charged with establishing, monitoring, and maintaining information technologies systems and services.
Orientation: when newly hired employees are welcomed to their new workplace and introduced to their job, company, work environment, and colleagues. This usually happens during their first few days of employment. Orientation programs generally include a tour of the workplace.
Pre-trip Inspection: involves the driver performing a thorough check of their vehicle, making sure each part is working as required.
Probation: a trial period so that the employer can decide if they want to keep you in the job.
Recruitment: the action of finding new people to join an organization or support a cause.
Safety Department: is the Safety Department of the Company which deals with all aspects of safety and safety training.
Vetting: make a careful and critical examination of something.
Viability: ability to work successfully.
If there are words that need further definition when reading them, please reach out to the Human Resources Department for clarity.
Employment
The Company strives to be an employer that is accessible to all and one where we have a diverse workforce. Throughout the course of employment, we look at ways that we can be more accessible. This starts with the recruitment process and continues with the onboarding process, probation and throughout an individual’s employment life cycle. We have policies and procedures in place to assist the Company in being accessible and to communicate to staff the value of accessibility and diversity. We review these policies and procedures at minimum on a yearly basis to improve them and make them more robust and clearer.
Recruitment Process
The Company is an equal opportunity employer. We abide by a non-discriminatory practice for hiring and transferring any qualified applicant without regard to race, color, religion, national or ethnic origin, age, gender, gender identity or expression, genetic characteristics, sexual orientation, disability, marital status, family status and pardoned convictions.
On all our job postings we advertise that we are an equal opportunity employer to ensure that all are welcome to apply for job openings. When candidates are pre-screened, they are asked if there is any accommodation’s that they need. On our application form there is also a question about what accommodation’s the individual needs so that we can do our best to accommodate it to the point of undue hardship.
In the interview there is always a manager/supervisor and a representative from the Human Resources Department. Having two people helps to eliminate personal bias as well as having someone from the HR department helps to ensure that our policies and employment standards are being followed. Our HR department has received training on accessibility and how to support applicants and staff. When setting up the room for an interview we try to ensure that it is as accessible and welcoming as possible.
Onboarding Process
Through the onboarding process all staff are provided with orientation and training.
Our company orientation helps to familiarize the individual with the company and their role and gives them tools to be successful in their position. Our Orientation Policy is the following:
“All employees and contractors will be provided with a Company orientation within the first two weeks of employment at the Company. Orientation will be scheduled by the Human Resources Department and the Team Leader.
The Company Orientation consists of the following:
· Human Resources Orientation
· Information Technology Orientation
· Safety Orientation
· Job Specific Training” (Section 3.02 Orientation, The Employee Guide)
All staff complete a probationary period lasting 3 months and during this time there is role-specific training, job shadowing and regular check-in meetings with their supervisor. Before three months of employment there is a probationary period performance review with the employee and supervisor to communicate whether the individual has been successful in passing their probationary period and if there is anything the individual needs to work on.
If staff need any accommodation during the orientation process, training, probation period, or employment life cycle then we will do our best to accommodate them to the point of undue hardship.
Employment Life Cycle
Employees will be considered for promotion in terms of present performance, specialized background, education, experience, and potential. Seniority will only be a factor when two or more applicants possess equal qualifications. If an employee is interested in transferring to a new position in another department or Business Unit, they are to advise their Team Leader.
When an employee transfers departments/roles they are provided with internal, on the job training. If there is an external course that would help them in their role then we also offer them that.
If an individual’s accessibility needs change during their employment, we have an accommodation request form that they can fill out that outlines the accommodation that they are needing. We always do our best to accommodate up to the point of undue hardship. An example of the way that we have accommodated existing staff who have mobility issues is that we invested in a special computer mouse for them to help with their mobility.
Policies & Procedures
Some of the policies and procedures that we have in our Employee Guide that are notable regarding Employment and Accessibility are Hiring, Promotion and Transfers, Employee Consultation and Reporting Procedure, Employment Equity, and Accommodation.
Hiring, Promotion and Transfers Policy:
“The Company is committed to abide by all the laws pertaining to fair employment practices. The Company abides by a non-discriminatory practice of hiring or transferring to any vacancy, any qualified applicant without regard to race, color, religion, national or ethnic origin, age, gender, gender identity or expression, genetic characteristics, sexual orientation, disability, marital status, family status and pardoned convictions.
The Company will offer equal opportunity for employment and advancement to all qualified applicants and employees. All reasonable efforts will be made to fill vacancies from within the Company, however, the Company policy will be to fill the positions with the best-qualified individual.
Employees will be considered for promotion in terms of present performance, specialized background, education, experience and potential. Seniority will only be a factor when two or more applicants possess equal qualifications. If the employee is interested in transferring to a new position in another department or Business Unit they are to advise their Team Leader.” (Section 3.15 Hiring, Promotion and Transfers, The Employee Guide)
Employee Consultation and Reporting Procedure Policy:
“The Company endorses an open door practice that encourages employees to discuss any concerns they may have with those people who can and will decide what to do about it. In most instances, that means raising concerns with your Team Leader or the Human Resources Department. We cannot do anything about secret or unspoken complaints, silence cannot address the problem.
Reporting procedures have been developed to assist you when you are uncomfortable with addressing concerns with your Team Leader.” (Section 3.19 Employee Consultation and Reporting Procedure, The Employee Guide)
Employment Equity Policy:
“Canada today is a place of increasing diversity with people of different ethnicity, sexual orientation, physical abilities, lifestyles, values and personal interests, living, learning and working together. Understanding and valuing this diversity in our employees, customers, suppliers and shareholders and reflecting it in our workplace are key to the Company’s success.
The primary purpose of employment equity is to ensure that employees and job applicants – particularly women; aboriginal people; individuals with disabilities and members of visible minorities – are provided with opportunities for employment and advancements consistent with their proven skills and abilities. The intent is to identify and remove any systemic or unintentional discriminatory practices contained within the Company’s employment practices and procedures.
Our Company is committed to maintaining a workplace where the terms and conditions of employment are equitable, non-discriminatory and free from barriers. We are committed to building a skilled and balanced workforce where opportunities are provided on the basis of merit and where all employees have the opportunity to reach their full potential and contribute positively toward our goals.
The Company continues to ensure that our workforce is one that is representative of the available skilled and qualified labor pool available in our region and as well, is representative of our customers.
All employees play a role in achieving employment equity. With all of the employee’s support and help, we will demonstrate leadership in our industry by creating a workplace climate in which employees advance, achieve and contribute regardless of race, color, religion, national or ethnic origin, age, gender, gender identity or expression, genetic characteristics, sexual orientation, disability, marital status, family status and pardoned convictions.
The Company’s employment equity objectives are to:
· Raise awareness, understanding and appreciation of the diversity that characterizes our employees, customers, suppliers and shareholders.
· Help ensure fairness to all employees (present and future) while making the best use of all available and qualified resources.
· Review our human resources policies and practices to ensure that they are free from discriminating words and actions.
· Make accommodations to prevent undue hardship for all employees.
· Work at removing physical and attitudinal barriers.
· Monitor our progress toward an equitable workplace.” (Section 3.20 Employment Equity, The Employee Guide)
Accommodation Policy:
“The Company recognizes the diversity of its workforce and is committed to ensuring that all employees are able to effectively and efficiently use their skills and experience to contribute to the Company’s performance and service. This includes the opportunity to participate, without discrimination, in both work-related and other activities conducted within a work context.
Accommodation is the responsibility of all individuals and Team Leaders of the Company. The Company will establish and maintain an effective system (including policies, practices and procedures) to ensure an inclusive workplace and provide workplace accommodation short of undue hardship. Factors that may contribute to undue hardship include unsupportable cost (that would affect the viability of the Company), substantial disruption of operations and health and safety concerns.
The Company will provide in a timely and effective way, accommodation specific to an individual’s needs including (but not limited to) work station access and adjustments, hiring practices, work procedure adjustments, facilities, aids or equipment and reassignment. All requests for accommodation will be kept confidential and will comply with all requirements of the PIPEDA legislation to protect personal information.” (Section 3.22 Accommodation, The Employee Guide)
Barrier #1
One of the barriers that we have in Employment is that our employees do not have a lot of awareness and training in accessibility and how to support and welcome co-workers with accessibility needs.
Actions:
· Source training for employees about accessibility to help them grow their understanding and awareness.
Timelines:
· Source accessibility training by December 31, 2026\.
Roles & Responsibilities:
· The Human Resources Department is responsible for sourcing the training.
· The Human Resources Department is responsible for providing the training to staff and encouraging them to participate in the training.
Determining and Tracking Intended Outcomes:
· If staff grow in their understanding of accessibility, then we know that we have been successful.
· If staff are more welcoming and have less attitudinal biases towards individuals with disabilities, then we know that the training has been successful.
The Built Environment
The Company has made significant efforts to improve the built environment and accessibility of our public facilities so that it is inclusive for all. Some notable changes we have made to the built environment at our head office are creating accessible washrooms, having a ramp to enter the building and accessible parking. As a result of these improvements, our building is now an accessible workplace. For our accessible washrooms see Appendix A. For our accessible parking and entrance see Appendix B.
Tenold Transportation Ltd.’s “built environment” consists of a few different built environments: one environment is the vehicles’ used by the drivers, another environment is the forklift’s used by warehouse and yard staff and the other environments are the physical workplace: office buildings, warehouses and yards that employees are working out of.
All of Tenold Transportation’s drivers are owner operators. Each operator brings their own vehicle when they contract for Tenold. Subsequently each owner operator is responsible for their own accessibility needs. If they need any modification to their vehicle to make it more accessible, they are responsible for modifying and equipping their own vehicle. There is an element of physicality to the role of an owner operator that we cannot control and that owner operators know when they sign a contract. For example, at some sites the owner operator may need to load and unload product by hand and carry it into buildings. Some of the sites are very remote so there is not always someone there to help them. Securing and strapping down cargo can be quite physical. Pre-trip inspections also require the owner operator to be performing tasks such as climbing up onto the deck, reaching into the engine etc. Owner operators have the right to accept or deny loads and when they accept they do so knowing that it is their responsibility to manage their accessibility needs. As such we are unable to do much to make the role or built environment of an owner operator more accessible.
Forklifts are considered the built environment for some of our yard and warehouse staff. Our forklifts are specialized if someone had a specific accessibility need in relation to the forklift, we would handle it on a case-by-case basis to see if it is even feasible. Some of the other duties of a yard and warehouse staff are also quite physical. As such there is a job requirement to be able to lift and pull up to 50 pounds for this role. Our yards, due to the nature of them being gravel and outside, are not accessible, but they are not open to the public. We are limited in accessibility when it comes to the role and built environment of a forklift operator, yard worker and warehouse worker but we will always do our best to accommodate where we can to the point of undue hardship.
Regarding the physical workplace, we have made our head office accessible and the warehouses that are owned by Tenold are accessible to visitors. We have some staff that work out of warehouses that our customers own and operate out of. Those warehouses are limited with respect to the built environment. We always try to partner with other like-minded companies but due to the nature of the role being physical, our partners are also limited when it comes to accessibility and their warehouses.
Barrier #1
Some of our customers’ warehouses are not controlled by Tenold so we have no way of managing the accessibility of the built environment.
Actions:
· Unfortunately, due to the nature of these contracts we cannot improve on the accessibility. All we can do is ask them to make efforts to improve their accessibility. When we renegotiate contracts or start new contracts with other customers, we can keep accessibility in mind and have conversations around it.
Timelines:
· As needed
Roles and Responsibilities:
· Management would communicate with our customers around accessibility and the built environment.
Determining and Tracking Intended Outcomes:
· More customer locations are accessible.
Barrier #2
Forklifts are not currently accessible to all. This would be something that we would address on an as needed basis and only for individuals that need to operate the forklift as part of their regular job duties.
Actions:
· Management would investigate the accommodation needed in the forklift and the role and whether it is feasible.
Timelines:
· As needed.
Roles and Responsibilities:
· Management would investigate this as needed.
· Involve the Safety Department where needed.
Determining and Tracking Intended Outcomes:
· If someone who has accessible needs and needs to operate the forklift as part of their job can use the forklift.
Information and Communication Technologies (ICT)
When looking at technologies we always take into consideration ease of use and accessibility. We want information and communication technologies to be accessible to all those that are using our systems. While no technology is perfect and it is ever evolving, we have tried and will continue to choose technologies that minimize barriers and improve accessibility.
Some of the things that we look for when it comes to accessibility and information and communication technologies are text size, text contrast, clear formatting, adaptability and accessibility features.
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The main information and communication technologies that Tenold Transportation uses are our company website, Outlook, Microsoft Teams, Google Meet, ADP, Workhub, Truckmate, Business Connect and Synergize. With all the technologies that we use, our IT Department assists staff in how to use the technologies. If someone needs accommodation, IT alongside department managers try to find the best solution for the individual’s needs. Below are all the different Information and Communication Technologies that we use as a company:
Website:
Tenold uses our company website as a communication tool for Stakeholders and Clients. Stakeholders and Clients also use the website to enter orders and to track their shipments.
Microsoft Outlook:
Outlook is used for all email communication within the Company. Outlook is also used as a scheduling tool for staff. Upon hire all employees who work in the office are set up with a company email address through Microsoft Outlook. Within Microsoft Outlook we also use Microsoft Co-Pilot, an AI tool.
Microsoft Teams:
Microsoft Teams is used for video meetings between our different terminals. The chat function is also used for internal communication between staff and there are groups for different departments within the company to assist with communication. Microsoft Teams is also utilized as a file storage tool to help save group documents and spreadsheets for quarterly reporting.
Google Meet:
Google meet is also used for video meetings and a communication tool for staff that work out of an external warehouse.
ADP:
ADP is the Human Resources Information System that we use. The system is used for staff to enter their hours worked, place time off requests and access their tax documentation. ADP also has a homepage where important company information and resources are posted for staff to access.
Workhub:
Workhub is a Safety Training website that the Company uses as a platform to host and track training. Every new staff and owner operator is provided with a login to Workhub and is assigned specialized training based on their position.
Truckmate:
As we are a transportation company, we use Truckmate which is industry-specific software. Truckmate dispatches drivers and loads and is used to track products for customers.
Business Connect:
Business Connect is an app that we use on our mobile phones to connect us to our office work phone. This app uses Wi-Fi to make phone calls, video calls, texts and faxes.
Synergize:
Synergize is a cloud-based document management app. As a company it helps us to be paperless and to get documents from our drivers without them having to come to one of our terminals.
GrayBox:
GrayBox is a communication app used by our drivers to communicate with the dispatch department. GrayBox also communicates to and from the software Truckmate.
Trimble Visibility:
Trimble Visibility is an online application that integrates with Truckmate and allows tracking of all freight and is used for tracking our third-party carriers.
Barrier #1
As many of our information and communication technologies are industry specific, we have limited options when choosing platforms to ensure that they meet both the company’s needs as well as being accessible. In the past we have just focused on what platform is the best option in terms of functionality. Going forward we should also keep accessibility in mind when looking at new technologies.
Actions:
· IT will complete training on Accessibility in relation to Information and Communication Technologies.
· When reviewing new potential technology platforms, IT will review them not only with the company needs in mind but also with accessibility in mind.
Timelines:
· IT will have one year to complete training on Accessibility in relation to Information and Communication Technologies.
· Reviewing technologies on an as needed basis.
Roles and Responsibilities:
· HR will find training on Accessibility for the IT department.
· HR will follow up with IT to ensure that the training is completed.
· IT will be responsible for reviewing the technology platforms with accessibility in mind.
Determining and Tracking Intended Outcomes:
· If our new Information and Communication Technology platforms have better accessibility options, then we will know that we are keeping accessibility at the forefront and choosing good platforms.
Communication
In this section the Company will address communication that is not related to Information and Communication Technologies. The Company strives to communicate in an accessible manner for all. Communication methods can vary depending on what is being communicated and who is being communicated with. Communication needs will be handled on an as needed basis. If someone needs communication in a different format i.e. Audio, braille, larger font etc. we will work to make the communication accessible in a timely manner. We will do our best to communicate in a way and form that is needed and receivable to all. If needed, we can also provide an interpreter to help interpret the needed communication.
Tenold Transportation values communication and always tries to communicate in the clearest way possible and in the form that is best received. Some of the ways that Tenold communicates is through the following mediums:
· verbal face-face communication
· over the phone communication
· verbal communication via Teams video chat
· verbal communication via Google video chat
· written communication via Teams chat
· written communication via email
· written communication via letters
· written and visual communication via ADP
· written and visual communication via Workhub
· written and visual communication via social media
· written and visual communication via website
Barrier #1
All our official communication is done in English. For some of our staff and owner operators English is not their first language so this could cause a barrier to clear communication.
Actions:
· When someone needs communication in another language then we will do our best to translate the communication for them into the language and format that they are needing. We have a few staff and supervisors who speak multiple languages and can assist with translating if needed. We can also use a third-party company to translate if necessary.
Timelines:
· On an as needed basis.
Roles and Responsibilities:
· The Human Resources Department will work with the individual who needs communication in another language or form to determine which language and format they would prefer. The Human Resources Department will then have the communication translated into that language/format by either a third-party company or a supervisor in order to help have clear communication.
Determining and Tracking Intended Outcomes:
· Having staff clearly understanding communication and feeling that we have worked with their individual communication needs would be the intended outcome.
The Procurement of Goods, Services and Facilities
The Company where possible considers accessibility when procuring goods, services and facilities.
Procurement practices have the potential to be subject to unconscious bias and systemic barriers. It is the Company’s goal to consider accessibility in its procurement processes, where possible.
As a Company we do try to align ourselves with other companies and service providers that prioritize people and in doing so make efforts towards accessibility. Currently Tenold Transportation Ltd. does not purchase many goods, services or facilities. The goods that we typically purchase are trailers, yard equipment, gas, office equipment, coffee, and food. The services that we typically use are mechanical services, cleaning services, landscape services, coffee refill services, building maintenance and pest control services. We do not regularly purchase facilities, but when we do, we typically buy the facility as is and then renovate it to suit the Company’s needs. We do lease some of our properties and try to, when feasible/allowable, ensure accessibility is taken into consideration. In most cases the Mullen Group is the one purchasing or leasing the property, not the business unit so we are limited in what we can do.
Barrier #1
Some of our vendors are industry-specific so we do not always have a choice of different vendors, goods, services and facilities to try to partner with companies that keep accessibility at the forefront.
Actions:
· Where we have a choice of vendors, we will vet the vendors we use to ensure that they have Accessibility Plans in place and are following the Accessible Canada Act.
Timelines:
· On an as needed basis.
Roles and Responsibilities:
· The responsibility of whoever is looking at the service, goods or facilities.
Determining and Tracking Intended Outcomes:
· If a company does not have an Accessibility Plan, then we should choose to do business with another company that does have an Accessibility Plan and is following the Accessible Canada Act if there are other companies to choose from.
The Design and Delivery of Programs and Services
The Company does not design and deliver programs and services to the public. Our business provides a specialized service to specific customers for their business needs. When designing services for our customers we try to make them as inclusive as possible so that we have a wide range of customers. We provide different programs for our staff. In designing and delivering programs to our staff we keep accessibility at the forefront. Whether it is external services or internal programs we design and deliver programs and services that use inclusive language, accessible interfaces and always try to accommodate where feasible.
External Services
The Company’s primary customers are other businesses and industries. The services that we provide are transportation, logistics and warehousing. These services are tailored to the customers’ needs. If there were specific accessible needs that a customer needed in relation to the services, we would address them on a case-by-case basis in terms of feasibility.
Internal Programs
The services and programs that we provide to our staff are things like our Benefits program, Employee and Family Assistance Program, Shares Purchase Plan Program, Registered Retirement Saving Plan Program and our Social Committee. A lot of these programs are all provided through third-party companies whom we have strategically partnered with. The Social Committee puts on different company events for staff, ranging from fun team-building events to honoring different holidays and cultural events. The goal of the Social Committee is to celebrate and honor the diversity of the people that make up our Company. If staff need accessibility accommodations when it comes to our internal programs, then we handle the request like we would in the same way we would other accommodation requests.
Barriers #1
For our external services, our customer portal could be more accessible in terms of ease of use, high-contrast text, design, accessible alternatives etc.
Actions:
· Research other companies to see how their portal looks.
· Look into what changes we can make on our customer portal to improve accessibility.
· IT and developers to improve the customer portal.
Timelines:
· There is no set timeline for this as IT and developers can take a long time.
· Hopefully with the progress report there will be some updates and/or improvements made.
Roles and Responsibilities:
· IT will work on the customer portal.
· IT will work with developers if needed to improve the accessibility of the customer portal.
Determining and Tracking Intended Outcomes:
· If the customer portal is easier to use and meets the accessibility requirements then our intention will be met.
Transportation
As a Company, our specialty is transporting goods for customers. As such we do not provide any services to transport passengers. The only individuals in vehicles while transporting goods are the operators. As the vehicles are owned by owner operators, they are responsible for ensuring that their vehicle is accessible for their own personal accessibility needs. As a result of this we do not consider transportation barriers to the public as they will never operate or ride in vehicles during work hours.
If down the road we do have our own fleet of vehicles, then we will address individual accessibility needs, on an as needed basis.
All our staff are responsible for getting themselves to and from work. As a result of this if a staff member needs accommodation for their transportation to and from work then they are personally responsible for this.
As a result of this, the standards for transportation are not required to be a scope in this plan. Subsequently, there are no barriers to accessibility when it comes to transportation at Tenold.
Barrier # 1
There are no barriers in this current section due to Tenold Transportation not transporting people but goods.
Actions:
· N/A
Timelines:
· N/A
Roles and Responsibilities:
· N/A
Determining and Tracking Intended Outcomes:
· N/A
Budget and Resource Allocation
The Company has allocated a budget to help make the built environment at head office more accessible. Some of the things that we put the budget towards were building accessible washrooms, buying a ramp to get into the building, painting and providing accessible parking, purchasing signs etc.
As a Company we will do our best to meet everyone’s accessibility needs. If a staff member has an accessibility need, then we do our best to provide the needed resources and accommodate the staff to the point of undue hardship.
In the past some of the resources that we have provided for staff are sit-stand workstations, ergonomic chairs, ergonomic keyboards and mice.
We have also allocated budget and resources to accessibility training as an organization and have provided staff with some different training options.
Barrier # 1
There are no barriers in this current section due to Tenold Transportation already having an accessible workplace and having accessibility resources and accommodations in place. If there was someone with specific accessibility needs, then we would look at what resources need to be allocated at that time.
Actions:
· N/A
Timelines:
· N/A
Roles and Responsibilities:
· N/A
Determining and Tracking Intended Outcomes:
· N/A
Training
The Company values training and continual growth. As such we provide many different training opportunities for staff. When each member of staff is hired, they are provided with onboarding training that consists of job specific training and company training. For the job specific training the new hire is partnered up with a more senior staff member to do some job shadowing. For the company training the new hire meets with Safety, Information Technology and Human Resources to complete company specific training, policies and procedures. Once employed we have a companywide goal of 5 hours of training a quarter, for a total of 20 hours of training a year. To complete these training hours, we provide both job specific training, generic training and cross-training opportunities. Every year staff are also provided with the opportunity to participate in the Business Management Courses, which are a variety of business courses hosted by the Southern Alberta Institute of Technology. These courses are available for all staff; they are hosted online and are free for all staff to take.
When sourcing training we always try to ensure that the training is accessible to all. If someone requires training in a different format, then we will do our best to adapt the training to their needed format. This request would be handled on a case-by-case basis and would be handled similarly to other accessibility accommodation requests.
Barrier # 1
One of the barriers that we have in Training is the same as in Employment section which is that our employees do not have a lot of awareness and training in accessibility and how to support and welcome co-workers with accessibility needs.
· Actions:
· Source training about accessibility for staff to be able to take to help to grow their understanding and awareness.
· Timelines:
· Source accessibility training by December 31, 2026\.
· Roles & Responsibilities:
· The Human Resources Department is responsible for sourcing the training.
· The Human Resources Department is responsible for providing the training to staff and encouraging them to participate in the training.
· Determining and Tracking Intended Outcomes:
· If staff grow in their understanding of accessibility, then we know that we have been successful.
· If staff are more welcoming and have less attitudinal biases towards individuals with disabilities, then we know that the training has been successful.
Consultation
The Company understands the importance of collaborating with individuals that have a disability or accessibility needs to better understand their needs and unique set of challenges. We did two types of consultations: external and internal consultations.
External Consultation
The Company asked a local organization, Arthritis Society Canada who prioritizes in research, advocacy, innovation, information and support for individuals impacted by arthritis. We asked the organization some questions to get their advice and expertise around accessibility to help improve our accessibility awareness.
We asked the following questions in our consultation meeting with Arthritis Society Canada:
1. What do you wish that people knew about accessibility?
2. What is your vision for a completely accessible workplace?
3. What types of barriers do individuals with accessibility needs face in the workplace?
4. What accessibility improvements do you think have the biggest impact on the workplace?
5. Do you have any recommendations on how to improve attitudinal barriers in the workplace?
6. Do you have any recommendations to improve workplace communication barriers?
7. Do you have any recommendations to help improve accessibility when it comes to workplace technology?
8. Do you have any recommendations for how to improve accessibility at workplace events and activities?
9. Do you have any recommendations for how to improve company policies and procedures to be more accessible?
10. Is there any training that you think would be valuable for staff to participate in to help grow in the understanding and awareness of accessibility?
11. Any accessibility recommendations or anything that you would like to share in relation to accessibility?
12. Are there any new questions that you would recommend we ask in future consultations?
We are grateful for Arthritis Society Canada’s advice and feedback and have taken it into consideration for our existing plan.
International Consultation
To align with Tenold Transportation’s commitment to make our workplace accessible to all, we have developed our Accessibility Plan in consultation with our employees, including those with disabilities. We gathered feedback and input from employees by conducting one on one meetings with employees with disabilities and accessibility needs. We are thankful that all the staff had positive things to say about accessibility.
The Government of Canada’s website was also consulted to ensure that as a company we are compliant with the Accessible Canada Act.
https://www.canada.ca/en/employment-social-development/programs/accessible-canada-regulations-guidance/accessibility-plans/template.html#h2.1
In preparation of the 2026 Accessibility Plan the Company sent out an email to all our staff asking if people with disabilities would be willing to be a part of a confidential consultation meeting to help improve our accessibility. We wanted to ensure that we had the voices of those individuals who have a disability and who have accessible needs when it comes to accessibility.
Date/Time Periods of Consultations: March 31, 2026, and April 15, 2026
Location of Consultations: In Person at Head Office
We asked the following questions in our consultation meetings with employees with accessibility needs:
1. What do you wish that people knew about accessibility?
2. Do you have any recommendations on how to improve our Company’s accessibility?
3. What is your vision for a completely accessible workplace?
4. What actions to improve accessibility that we have already done do you find effective?
5. Do you have any recommendations for how to minimize our physical barriers at our facilities?
6. Do you have any recommendations on how to improve attitudinal barriers?
7. Do you have any recommendations to improve communication barriers?
8. Do you have any recommendations to help improve accessibility when it comes to technology?
9. Do you have any recommendations for how to improve accessibility at events and activities?
10. Do you have any recommendations for how to improve company policies and procedures to be more accessible?
11. Do you have any recommendations for improving our company accommodation when it comes to accessibility?
12. Is there any training that you think would be valuable to staff to help us grow in our understanding and awareness of accessibility?
13. Any other recommendations or anything that you would like to share in relation to accessibility?
14. Is there any accommodation that you need personally?
Throughout the consultation process we ensured that the consultation meeting was accessible for the participants that we were meeting with. Prior to the consultation meetings we asked each of the participants if there was any accommodation that they needed for the meeting and then we did our best to meet those accommodations.
Who we consulted: Individuals with several different disabilities.
The total number of participants: 2
Number of participants with disabilities: 2
Types of disabilities represented: Mobility and intellectual.
Progress Reports
The Company will prepare progress reports every year so that the plan is not required to be updated. The progress reports will be provided to the Accessibility Commissioner as well as posted on our website for staff and the public to review. The Progress Reports will provide updates on the barriers and action plans listed in this Accessibility Plan. It will also include any good faith feedback we received and what we have done regarding the feedback.
Like the Accessibility Plan, Progress Reports can be made available in accessible formats and will follow the same process of requesting information in a different format.
The Accessibility Plan will be valid for three years. The first year is when the plan is posted and then in year two and three, we will post progress reports. In year 4 we will create a new Accessibility Plan and continue following this cycle throughout the years.
Document Retention
The Company keeps detailed records of the creation, implementation, and updating of the Accessibility Plan and progress reports. The Accessibility Plan and feedback process are retained (//tenold.com/accessibility/ and at our Head Office) for seven years from the publication date. Any feedback provided to the company is retained seven years from the date it is received. Where necessary, names and personal information of individuals and employees who participated in the feedback process are redacted to ensure confidentiality and privacy. The Company will not retain contact information for any anonymously provided feedback.
Conclusion
Tenold Transportation strives to be an accessible organization. With this new Accessibility Plan and future progress reports we aim to be better with each passing year and to grow in all the facets of accessibility. We will work towards meeting each of our accessibility goals and minimizing and/or removing barriers to accessibility where possible.
As this is our second Accessibility Plan, we will be providing a progress report for 2027 and 2028\.
As we are striving to be better, we welcome and value feedback to help us be a better organization and employer. Please refer to the above section on how to give feedback to provide us with any feedback.
Appendixes
Appendix A – Accessible Washrooms
Below is one of our accessible washrooms.
Below is a sign for one of our accessible washrooms.
Appendix B: Accessible Parking
Below is the accessible parking at the front of our building.
Below is the accessible entrance for individuals to enter the building.
Below is a sign into the yard for those needing accessibility support. Our yard is a secure yard where a swipe card is used to access the yard where individuals need to get out of vehicle to access the card reader. As such we have created a sign for individuals to call to have the gate opened if they need to access the yard.
Below is a ramp into the head office building from the yard.
