Message from the Secretary of the Cabinet

As Ontario public servants, we take pride in strengthening our province, the places and people within it.

Accessibility is central to our role as a public service, where our mandate is to serve Ontarians and ensure that everyone has an equitable opportunity to thrive. This aligns with our OPS values of inclusion and excellence, as well as the OPS People Plan.

According to Statistics Canada (2022), approximately 28% of Ontarians aged 15 or older live with one or more disabilities. Persons with disabilities reside in communities everywhere in the province. They are our valued customers, workers, students, colleagues, friends and family members. Their presence underscores the importance of creating workplaces and services that are inclusive by design.

The previous 2022–2025 Multi-Year Accessibility Plan (MYAP) laid the foundation for an “accessible by design” approach. Since the launch of that plan, we have delivered on all 16 initiatives. We have taken meaningful steps to embed accessibility more deeply into how we work and create policies, programs, spaces and services that work for everyone.

The 2026–2029 MYAP continues our collective commitment to making accessibility an expected part of everyday work. The plan’s phased approach supports ongoing improvement, helping us act now while adapting to new opportunities and emerging barriers.

Together, we will continue to make accessibility a defining feature of the OPS. This requires leadership at every level, and each of us has a role in creating an environment where accessibility is expected, championed and strengthened.

With continued collaboration and determination, we will build environments where accessibility is not an afterthought but an integral part of how we operate.

Michelle DiEmanuele 
Secretary of the Cabinet

Introduction

The Ontario Public Service (OPS) is committed to the “accessible by design” approach that began with the previous 2022–2025 OPS Multi-Year Accessibility Plan (MYAP). The initiatives in the previous plan have been completed, and meaningful progress has been made. At the same time, additional effort is required to fully embed this way of thinking and working across the organization, in everything we do as an employer and provider of goods, services and facilities to the public.

“Accessible by Design” is a way of thinking and working that prioritizes accessibility for persons with disabilities as integral to the success of anything we do. It means proactively identifying, preventing and removing barriers for persons with disabilities from the outset and at every stage of the policy and program development, and delivery cycle rather than only when concerns are raised. This involves integrating an accessibility lens into research, testing and engagement, as well as measuring the impact the work has for persons with disabilities. Practicing this approach requires building capacity across the OPS so that all employees have the knowledge, tools, supports and confidence to design and deliver accessible programs, policies and services. Leaders who model these practices and set clear expectations play a significant role in achieving these intended outcomes.

The OPS Multi‑Year Accessibility Plan (MYAP) outlines how the organization is meeting and going beyond legislated obligations to identify, prevent and remove barriers for persons with disabilities.

The Accessible by Design: 2026–2029 OPS MYAP sets out a phased approach to strengthen organizational capacity, reinforce accountability and deliver tangible improvements for persons with disabilities employed with and served by the OPS. The plan introduces a set of initiatives that begin in the first year and continue to advance over the duration of the plan, with additional actions added as new barriers and opportunities are identified. Annual status reports will track progress, highlight achievements and outline further initiatives to address emerging barriers.

In 2005, Ontario became the first jurisdiction in Canada to set a legislated goal and timeframe for accessibility through the Accessibility for Ontarians with Disabilities Act, 2005 (AODA). Under the AODA's Integrated Accessibility Standards Regulation (IASR), the OPS and other organizations across the province are required to develop and publish multi-year accessibility plans, update them at least every five years and report on progress annually. The 2026-29 MYAP represents continuity of OPS’ dedication to compliance, excellence and transparency. It also sets new levels of commitment to accessibility that are above and beyond regulatory baselines where innovation, creativity and participation of employees with disabilities is built into the very fabric and design of policies, products, services, values and organizational culture.

Through clear, measurable actions, the plan sets out how the OPS will work together to strengthen organizational capacity, embed accessibility in everyday practices and build a barrier-free public service.

Guiding principles: capacity, measurement, collaboration, inclusion and adaptability

The 2026–2029 MYAP is grounded in five guiding principles that shape how accessibility is advanced across the organization:

  1. Capacity: Employees use tools, training and resources provided to make accessibility part of everyday work.
  2. Measurement: Progress is tracked and accountability is strengthened through key performance indicators in each key focus area of the plan.
  3. Collaboration: Leaders, ministries, employees with disabilities and partners work together to design and implement solutions that remove barriers.
  4. Inclusion: Physical, digital and psychologically safe environments are created where everyone feels welcome, valued, respected, and supported.
  5. Adaptability: Ability to apply adjustments to the plan in response to business intelligence, new data and opportunities identified by ministries and partners.

The plan was developed with inputs from ministries, employees with disabilities and other partners to ensure accessibility is integrated into every stage of design and delivery.

The OPS MYAP supports the OPS Statement of Commitment “to demonstrate leadership in accessibility across Ontario.” Its goal is to ensure accessibility for OPS employees and for the public served through government programs, services, products and facilities.

Accessibility is also embedded in enterprise-wide strategies and leadership commitments to build an equitable, inclusive and barrier-free public service. The OPS commitment to improving accessibility is also reflected in the OPS People Plan that guides the organization in attracting, developing and retaining top talent that reflects Ontario’s diverse population.

By adopting accessible by design practices, measuring outcomes and engaging employees and partners, the OPS will continue to strengthen ways to create inclusion and demonstrate service excellence.

Accomplishments from 2022–2025 MYAP

The OPS has continued to advance accessibility across the organization and throughout Ontario. Building on earlier multi-year accessibility plans, the 2022–2025 MYAP focused on embedding accessibility by design and strengthening organizational capacity. Examples of progress achieved under the 2022-2025 MYAP include:

  • Serving the people of Ontario by:
    • ensuring online applications meet accessibility requirements and increasing the number of services available online
    • renewing and modernizing mandatory OPS training on AODA and IASR accessibility standards for all OPS employees
    • developing the OPS Digital Accessibility Standard to provide clear corporate guidance that exceeds legislative requirements and positions the OPS as national leader in digital accessibility, aligned with top international public service organizations
    • achieving 100% web compliance for two consecutive years with IASR and AODA across all OPS owned and managed websites and web applications.
  • Reducing physical barriers in government buildings and public spaces by:
    • developing and updating the OPS office workspace design standards (OPS Modern Office Space Standards or “OMOS”) that include accessibility space standards and creating an implementation plan for applying these standards to new office infrastructure projects
    • completing approximately 1,400 upgrades in over 400 buildings across Ontario, putting in features such as curb ramps, power door operators, as well as elevator and parking upgrades.
  • Improving employment opportunities for persons with disabilities by:
    • streamlining the employment accommodation processes, including expanding resources and training and reviewing and updating the disability accommodation policy
    • increasing access to mental health supports, including launching virtual resources and acquiring more services that support employees with disabilities as well as all employees
    • launching the OPS-wide corporate Diversity Sponsorship Program as a pathway to leadership in the OPS through the retention, development and advancement of top talent from underrepresented groups, including persons with disabilities
    • enhancing OPS student and recent graduate programs to attract persons with disabilities to join and advance within the organization, including the Ontario Internship Program.

2026–2029 MYAP initiatives

The 2026-29 MYAP establishes the initial priorities that launched in the first year of the plan and lays the foundation for long‑term progress. Its phased approach creates space for further growth and ensures flexibility to introduce additional initiatives as new needs and opportunities emerge over the four‑year span of the plan.

The initiatives outlined have been informed by data as well as insights and feedback from OPS employees. This includes the biennial OPS Employee Experience Survey, which gathers current trends in workplace experiences across the organization. A dedicated survey focused on employees with disabilities added information on accessibility expertise and lived experiences, helping to ensure the plan reflects a people‑centered approach. These combined efforts shape our understanding of existing accessibility barriers and support timely, meaningful organizational responses. Data from these surveys highlighted both areas of strength and areas requiring further improvement in accessibility, engagement and inclusion, especially for employees with disabilities. These findings, along with legislative obligations and areas of improvement identified by partners, including employees with disabilities, will be the foundation of the initiatives outlined in the 2026–2029 Multi‑Year Accessibility Plan.

The initiatives of the 2026-29 MYAP fall under six key areas:

  1. Equitable customer service
  2. Barrier-free government facilities
  3. Accessible procurement and transfer payments
  4. Inclusive communications
  5. Accessible employment
  6. Leadership and capacity-building

Addressing each of these key areas will help to make the OPS more accessible for employees, who will in turn be able to deliver more accessible services to the public.

Equitable customer service

The Customer Service Standards under the IASR require the OPS to provide accessible public services for persons with disabilities and ensure policies and procedures are in place to support this requirement.

Key outcome: Clients of all abilities receive seamless, dignified, and equitable access to barrier-free services across both digital and in-person channels, supported by well-equipped OPS employees.

Initiatives

  • improve the customer experience by continuing to expand accessibility enhancement services and increasing the number of available digital services
  • enhance accessibility and service quality at ServiceOntario centres for neurodivergent clients and those with sensory sensitivities

Barrier-free government facilities

The Design of Public Spaces Standards under the IASR applies to newly constructed or redeveloped outdoor public spaces and service areas. Accessibility in buildings and facilities is regulated under the Ontario Building Code (OBC). The initiatives under barrier-free government facilities go beyond those requirements and demonstrate the organization’s commitment to designing and building facilities and spaces that are accessible and inclusive for everyone.

Key outcome: Clients and OPS employees of all abilities have seamless experiences in barrier-free OPS facilities that incorporate accessible design standards and principles.

Initiatives

  • continue to ensure that all major renovations and new government buildings meet the Guidelines for Barrier-Free Design of Ontario Government Facilities
  • apply the OPS Modern Office Space standards to large office infrastructure projects, including proactively identifying and advancing opportunities that exceed minimum requirements for accessibility
  • establish a new dedicated advisory function to enhance accessibility in relevant major public infrastructure projects

Accessible procurement and transfer payments

Under the general requirements of the IASR, the OPS must incorporate accessibility design, criteria and features when procuring or acquiring goods, services or facilities. This requirement is mandatory unless meeting accessibility requirements would undermine the business purpose of the procurement, described in the IASR as “not practicable.” Although transfer payment funding arrangements are not specifically referenced in the legislation, the government remains committed to preventing the creation of accessibility barriers when using public funds.

Key outcome: Accessibility is effectively integrated at each stage of OPS procurement and transfer payment processes to ensure no public dollars are spent in creating barriers for persons with disabilities.

Initiatives

  • provide OPS buyers with essential tools and supports to procure accessible goods and services, strengthening the knowledge, awareness and expertise of both OPS employees and vendors
  • advance accessibility practices in transfer payment program administration and among organizations that receive transfer payment funding

Inclusive communications

The Information and Communications Standards under the IASR require the OPS to communicate and provide information in ways that are accessible to persons with disabilities.

Key outcome: Members of the public and OPS employees of all abilities have equitable access to clear, accessible information, products and services across all digital and non-digital channels.

Initiatives

  • enhance accessibility for Ontarians by updating the OPS Digital Accessibility Standard to align with global best practices and exceed legislative requirements
  • make it easier for OPS employees to create accessible digital products and services for OPS employees and the public by strengthening supports, including through the use of artificial intelligence
  • help employees report on OPS accessibility compliance more easily by using a modern tool that simplifies how data on OPS websites and applications is collected

Accessible employment

The Employment Standards under the IASR set out accessibility requirements that the OPS must follow to support the recruitment, retention and accommodation of its employees, including many with needs that intersect along the human continuum.

Key outcome: Persons with disabilities have the opportunities to equitably join the organization, access appropriate supports to work effectively, experience career growth and have opportunities for learning, development and progression.

Initiatives

  • increase OPS representation of persons with disabilities by implementing a labour market engagement strategy
  • strengthen inclusive hiring practices for job-seekers with disabilities by enhancing accessible recruitment technology to attract and improve their experience
  • build a culture of psychological health and safety for all employees across the OPS
  • improve awareness, service delivery and supports for disability-related employment accommodations by launching a broad culture change strategy

Leadership and capacity-building

Accessibility depends on the actions of everyone in the OPS, supported by leaders who help drive change, set expectations and demonstrate inclusive practices. Building capacity across the OPS ensures that all employees are equipped with the knowledge, tools and confidence to design and deliver accessible programs, policies and services.

Key outcome: Leaders and employees are equipped to cultivate a barrier-free workplace where employees with disabilities feel they belong; where processes, technologies, resources and training are available for everyone; where accessibility principles are embedded from the start; and where executives are held accountable for accessible outcomes for all.

Initiatives

  • strengthen accessibility knowledge, skills and capacity by developing a comprehensive learning strategy that leverages new instructional products, including enhanced AODA/IASR training modules and learning sessions
  • enhance business intelligence and organizational insights on accessibility for employees and the public by leveraging multiple OPS datasets to inform best practices, design better programs and drive accountability through improved service delivery
  • build a stronger culture of psychological health and safety across the OPS, with leaders modeling practices that promote mental well-being, trust and resilience
  • support OPS staff and leaders to identify and address accessibility barriers throughout all stages of policy and program development through the use of resources, such as an accessibility impact tool to strengthen the accessibility lens in program and policy design
  • empower employees with disabilities to share their lived experiences and act as design advisors across the OPS by establishing mechanisms, protocols and processes that support ongoing engagement and ensure lived experiences inform policy and program development
  • embed “accessible by design” principles into all compliance processes and checkpoints to ensure accessibility is being applied organically and consistently across ministries
  • strengthen accountability by introducing a new agreement for external speakers invited to OPS workplace events to sign, ensuring that their presentations and materials are fully accessible in support of Ontario Public Service accessibility commitments and to ensure their behaviour aligns with the OPS Code of Conduct

Accountability and reporting

The implementation of the 2026-29 MYAP is a collective responsibility across the organization, supported by mechanisms and processes designed to ensure success and transparency.

To uphold the plan’s principles of building organizational capacity, measuring progress and fostering collaboration, an implementation framework will provide enterprise-wide oversight.

This framework includes an Assistant Deputy Ministers’ steering committee, which will continue to guide the strategic delivery of the MYAP through 2029. Originally established in 2023 to oversee the previous 2022–25 MYAP, the executive-level body will maintain its governance role for the 2026-29 MYAP. The committee provides strategic advice and direction to support effective implementation of the plan. Its members represent designated ministries and program areas responsible for shaping how the OPS designs, delivers, and measures accessibility across the plan’s key areas and outcomes. Participating ministries include the Treasury Board Secretariat, the Ministry of Public and Business Service Delivery and Procurement, the Ministry of Infrastructure, and the Ministry for Seniors and Accessibility.

Progress will be monitored through executive performance reviews and regular reporting to the steering committee. Annual status reports will also be published on Ontario.ca, providing public updates, reinforcing transparency and fulfilling legislative obligations. As the plan has a phased approach, these reports will also highlight new yearly initiatives introduced throughout the four-year term of the plan.

Contact us

For more information on this plan or to request an alternative format, please contact the OPS Accessibility Office in Treasury Board Secretariat at OPSAccessibility@ontario.ca.