Cascade Aerospace Accessibility Plan


This Accessibility Plan has been prepared for Cascade Aerospace. Please send all feedback on accessibility and barriers as required by the Accessible Canada Regulations to:

Cascade Aerospace
1337 Townline Road
Abbotsford, BC V2T 6E1
Ph: 604-850-7372
Fax: 604-557-2655
Designated Person to receive inquiries and feedback:
Glenda Mohr
Director, HR & Training

Recruitment efforts at Cascade Aerospace primarily utilize online channels. Job openings are posted on two websites: and Both refer to Web Content Accessibility Guidelines 2.1, AA standard in their construction.

A concerted effort is made during the application process to remove discriminatory barriers. Attitudinal barriers are addressed by informing potential applicants that Persons with Disabilities are welcomed and encouraged to self-identify through the following statement on all job postings.

“Our goal is to be a diverse workforce that is representative, at all job levels, of the citizens we serve. Cascade Aerospace has an Employment Equity Policy and we welcome applications from Aboriginal People, Visible Minorities, Persons with Disabilities and Women in occupations or positions where they are underrepresented. If you are a member of one of the equity groups, you are encouraged to self-identify, on either your application form, covering letter or resume.”

Cascade is able to modify the interview process upon request to eliminate physical/sensory barriers. Interviews may be held through Microsoft Teams in order to utilize its accessibility tools such as captions and transcriptions for applicants who are hearing impaired. Cascade will, to the best of its ability, accommodate any self-identifying candidate during the application and interview process.

In order to support Cascade Aerospace’s goal of creating a diverse workforce, during orientation, new employees are supplied with an Employment Equity Questionnaire to allow one to self-identify as a Woman, Aboriginal, Person with a Disability, or Visible Minority.


The nature of providing aircraft maintenance, our primary function, is physically demanding. As such, many of our roles require physical ability, manual dexterity, and sensory acuteness. Aircraft Maintenance Engineers must have the ability to physically access large aircraft and be aware of their surroundings. The ability to accommodate extensive physical or sensory disabilities within these type of roles or the production area of the hangar would be prohibitive. Other roles within the company offer more opportunity for accommodation.

Interviews with exiting employees also address employment equity. The exit interview gives employees another opportunity to self-identify and notify us of any barriers that they may have encountered that may have led to their resignations. This information is recorded and reported upon regularly.

  • Amend job postings to encourage Persons with Disabilities to apply by informing them of our willingness to accommodate their needs during the application and interview process.
  • Amend the pre-screen process to provide opportunity for candidates to self-identify and request specific accommodation.
  • Ensure training materials are in alternative formats and address different types of disability.
  • Provide closed captioning in training videos.
The Built Environment

Included within this report is a completed accessibility checklist that provides a comprehensive assessment of the physical accessibility of the facility and surrounding property.

Accessible entrances are provided both internally and externally. The external entrance is located at the front of the building at Reception. The internal entrance provides access to the lot and training portable for employees and is located on the south side of the cafeteria. An elevator in the reception area provides access to the 2nd floor. Upon the review, certain departments were identified as inaccessible to Persons with Disabilities as well as the Training Portable.

Cascade provides a scent-aware facility to address those who may be sensitive. Reminders are posted throughout the building. Most offices have overhead fluorescent lighting, however in most cases, this may be modified on an individual basis.

  • Ensure employees have access to ergonomic equipment and are able to modify their workstation as required by the Duty to Accommodate.
  • Improve physical access to areas identified on the accessibility checklist as being inaccessible to Persons with Disabilities.
Information and Communication Technologies (ICT)

Windows built-in accessibility features are available for any persons needing visual/speech assistance. Additionally, company-wide remote server access is available to those employees where a work-from-home solution is possible and would accommodate accessibility needs. Further avenues for accessibility need to be explored, however, improvements to accessibility have been previously implemented in a case-by-case basis. Examples of such include modifications to accommodate colour blindness.

Communication, other than ICT

All employees are able to access documents and other communication materials both electronically and in print. Documents are not always in accessible formats with respect to formatting and style.

  • Offer guidelines for creating communications that include accessible language and formatting.
  • Encourage managers to engage with employees to understand accessibility needs and ensure their teams communicate with an understanding of those barriers.
The Procurement of Goods, Services and Facilities

Cascade Aerospace’s primary procurement activities center on the acquisition of replacement aircraft parts. As these parts are often challenging to source due to scarcity, it is difficult to make choices influenced on accessibility considerations.

Cascade currently strives to support minority-owned suppliers.

  • Ensure potential suppliers of consumable items that are more easily sourced have included accessibility considerations in their proposals.
The Design and Delivery of Programs and Services

This category is not relevant at this time.


The transportation category is not relevant to our customers or employees as the majority do not rely on transportation as part their daily job duties.


The active employees of Cascade Aerospace who have self-identified as Persons with Disabilities were consulted in a review of the accessibility plan draft. A total of 10 possible participants were invited to submit their ideas on each of the categories represented in the plan and to comment on what has been identified as possible paths to better accessibility.

Consultation took place utilizing a survey hosted by Qualtrics which was delivered to each employee’s company inbox via internal email. The consultation survey was live between May 29, 2023 and May 31, 2023.

Participants to the survey were asked to read the draft plan and give their answers and thoughts in the survey.

Question Result
Q1 – Have you either personally experience or been witness to barriers to accessibility within our organization? 50% Yes
50% No
Q2 – Did you approach your leader about the barrier? 50% Yes
50% No
Q3 – What types of barriers have you experienced or witnessed? See results below
Q4 – What other ways can you identify in which or organization can remove barriers for Persons with Disabilities? See results below
Q5 – After reading the accessibility plan, did you find the report simple, clear, and concise? 100% Yes
Q6 – We must prepare an updated version of our accessibility plan every three years. Should one be formed, would you be interested in serving on an Accessibility Committee in order to lend your perspective to future plans? 25% Yes
75% Maybe
0% No

Survey participants suggested some ways that accessibility can be improved within our company.

  • Improved accessibility through doorways in hangar office areas
  • Consultation with the Joint Health & Safety Committee, Safety Department, and First Aid Attendants regarding possible medical emergencies for those with known conditions
  • More wheelchair accessible entrances
  • Form an accessibility committee that includes people with disabilities participation
  • Improvements implemented for those who are hearing impaired

These results, and further consultations, will be used to inform future decisions regarding accessibility, including the possible formation of an accessibility committee to address accountability to the plan’s initiatives.