Date of Report: June 1, 2025

Prepared by: Human Resources Generalist

 

As a federally regulated private employer in the trucking sector, we are required under the Accessibility Canada Act to develop and publish an accessibility plan that identifies, removes, and prevents barriers that persons with disabilities may encounter when they interact with our company.

C.S. Day Transport Ltd. is committed to fostering a workplace that includes and supports every employee throughout their career with us.

 

General

 We have designated our Human Resources Generalist to manage all inquiries related to our accessibility plan, progress reports, and feedback process on behalf of C.S. Day Transport Ltd.

 We welcome feedback from our employees, customers, and the public. All feedback is reviewed and used to guide meaningful improvements in creating a more accessible organization.

 Feedback can be submitted anonymously or with contact information.

 

Ways to provide feedback:

• Send an email to: hr@daytransport.ca
• Call by phone at: 306-721-5966 ext. 5
• Mail us at: 115 Henderson Drive, Regina SK S4N 5W4
• Submitted electronically through our company website: www.daytransport.ca/Feedback-Form.php

 

Whenever possible, we will acknowledge feedback submissions.

 

When requested, we will provide a copy of our accessibility plan, progress reports, or description of our feedback process in any of the following alternate formats:

• Print
• Large print
• Braille
• Audio format

 

Turnaround time:

• Print and large print: within 20 days
• Braille and audio: within 45 days

 

The Areas of Our Accessibility Plan

 

Employment

C.S. Day Transport Ltd aims to attract talent from a broad spectrum of individuals, including underrepresented populations, and enhance accommodation options for persons with disabilities in a traditionally limited environment.

 

Progress:

• Delivered accommodations training to all managers
• Enabled employees to anonymously submit feedback regarding any barriers they may face or anticipate.

 

Goals:

• Document the accommodations process.
• Train all management staff on the implementation of the accommodation process.
• Reach out to employment support organizations for more diverse candidates, who may be able to easily access our job postings:
  • Women Entrepreneurs of Saskatchewan
  • Regina Open Door Society
  • Women in Trades Program

 

 

The Built Environment

Maintaining the accessibility of our built environment remains a top priority. We continually work to identify and remove barriers that exist within our office and truck yard.

 

Progress:

• Installed automated doors located on primary pathways.
• Built a paved ramp with appropriate incline into the main building.
• Created an accessible main-floor meeting room with mobility aid access.
  • Enabled virtual meetings when necessary.
• Built an accessible washroom with shower in the driver’s lounge.
• Installed motion-sensor lighting throughout washrooms, hallways, and offices.
• Provided steps and long-handled tools for windshield cleaning.
• Added braille signage in public areas, including washrooms.

 

Goals:

• Assess feasibility of installing automated doors from the main building to the driver’s lounge and accessible washroom.

 

 

Information and Communication Technologies (ICT)

We strive to ensure that everyone can access the same information and receive the same services using information technology.

 

Progress:

• Developed a process for responding to requests for alternate formats.
• Use clear plain language for instructions and signage.
• Deliver verbal safety briefings once a month, with written options.

 

Goals:

• Update internal digital systems to meet WCAG 2.1 accessibility standards during the 2025-2026 reporting period.
• Include staff on ideas to better identify training requirements regarding technology.

 

Communications, other than ICT

We continue to seek improvements in how we communicate with employees and the public to ensure accessibility.

 

Progress:

• Identified external organizations that can support alternate communication formats, when requested.

 

Procurement of Goods, Services, and Facilities

We continue to learn how to make accessibility a part of how we choose and buy products, services, and facilities.

 

Progress:

• No significant progress made during the 2024-2025 reporting period.

 

Goals:

• We have identified possible opportunities to learn about tendering contracts publicly to allow individuals more opportunities to work for and/or alongside C.S. Day Transport Ltd.

 

Design and Delivery of Programs and Services

Through feedback collected during the reporting period, we have identified an area of concern in English as a second language barriers.

 

Progress:

• Our human resources representative is available to assist employees and the public when language is a barrier.

 

Goals:

• We will continue to offer support where needed and look for other ways to make our services easier to use.
• We intend to investigate ways to train management on how to support employees where language barriers are identified while remaining in compliance with the Bona Fide Occupational Requirements of the use of English communication for positions in our company.

 

Transportation

As part of the transportation and logistics industry we are committed to meeting accessibility requirements when using our vehicles to transport goods.

 

Progress:

• No significant progress was made during the reporting period.

 

Goals:

• Given the significance of the driver occupation, we identified an opportunity to conduct a survey specifically for truck drivers, including those with disabilities, to obtain feedback on the barriers they encounter when transporting goods. This action is intended to be pursued in the 2025-2026 Reporting Year.

 

Training and Culture

C.S. Day Transport Ltd. is committed to building a workplace where accessibility is understood, valued, and supported by everyone.

 

Goals:

• Recognize National Accessibility Week during monthly meetings to emphasize importance of importance of accessibility and employees’ role in building an inclusive organization for everyone.

 

Feedback and Accountability

Feedback helps us understand where barriers exist and how we can improve accessibility. We take all feedback seriously and are committed to actioning investigations and holding ourselves accountable for creating a more accessible workplace.

 

Progress:

• Spoke to staff during a Safety Meeting on the Accessibility Plan to explain its purpose and how to confidentially provide accessibility feedback.

 

Goals:

• Formally track and document barriers reported, and actions taken.
• Include accessibility as a standing agenda item in terminal and driver meetings, potential meeting options are Terminal Staff Meetings, Occupational Health & Safety Meetings, and Safety Meetings.
• Continue to speak to employees of the Accessibility Plan, feedback process, and how to access these documents.

Consultation

The Accessible Canada Act requires that organizations consult persons with disabilities in preparation of this progress reports. We approach this as an important and valuable process based on “nothing about us, without us”.

To support this process, we worked with a disabled Access Analyst who reviewed our workplace, identified barriers, and provided feedback on our current progress and future goals. We also invited employees to share their own feedback, either anonymously or with their contact information.

During the reporting year, we received one anonymous comment regarding a language barrier when completing required documents. All feedback we received helped shape this report and set our goals for the next reporting period. This consultation process continues to guide how we improve accessibility in our workplace.

The disabled Access Analyst, Carla Harris, provided valuable insights into important issues to persons with disabilities, including:

• Helped identify possible opportunities for candidates through employment support organizations, e.g. Regina Schizophrenia Society, Regina Open Door Society, etc.
• Identified opportunities to tender contract services and where to obtain information on beginning this process.
• Helped create tangible goals for the 2025-2026 reporting period.

Feedback and Accountability

Open and responsive communication is major part of how we improve accessibility. During the 2024-2025 reporting period, we spoke to employees during a monthly Safety Meeting about our Accessibility Plan and explained how to give feedback confidentially. During the period we only received one submission identifying barriers in English as a second language. As English communication and comprehension is a Bona Fide Occupational Requirement of the position, we are limited to how we can improve barriers in this area. What we have done is made the human resources representative available to help employees and the public in completing any required documents where they need support.

We have identified a need to more broadly communicate with employees and the public the importance of their feedback to accessibility to the company by speaking during monthly meetings, creating a survey, and will continue to look for ways to more effectively encourage participation.

All feedback received will be tracked and considered as we identify future actions for improving accessibility at C.S. Day Transport Ltd.