Building an accessible RCMP
RCMP Accessibility Plan 2026-2028

Accessibility leadership

RCMP Governance

Pillar leads

As the identified Pillar Leads, the business units below will own both responsibility and accountability for the development and implementation of the pillar-specific plans inside this broader Accessibility Plan.

1. Communication (other than Information and Communication Technologies) - Chief Human Resources Officer and others as identified in the Accessibility Plan
2. Employment - Chief Human Resources Officer and others as identified in Accessibility Plan
3. Built environment - Director General of Property Management
4. Design and delivery of programs and services - Various leads as identified in the Accessibility Plan
5. Procurement of goods services and facilities - Director General of Procurement and Contracting
6. Information and Communication Technologies - Director General of Information Technologies and others as identified in the Accessibility Plan
7. Transportation - Director General of Transportation

Organizational context

The RCMP is more than just Canada's national police service. We have been part of the fabric of Canada since 1873. We are one of only a few police services recognized around the world for both our policing excellence and our image - the "Mountie".

The RCMP fulfills its mandate from coast-to-coast-to-coast, at the community, provincial, territorial and federal levels, by preventing crime, enforcing the law, investigating offences, and assuring public safety. We also offer our renowned expertise at the international level by conducting international policing activities, including peacekeeping, and sharing intelligence with trusted partners to support investigations, and to disrupt and dismantle criminal operations. Operations focus on three key areas: Contract and Indigenous Policing, Federal Policing, and Specialized Policing Services. We work in over 700 detachments in 150 communities across the country, and provides policing services in more than 600 Indigenous communities.

The composition of the RCMP workforce is unique, adding a distinctive dimension of diversity to our strength in delivering high-quality work that keeps our communities safe. As of April 1, 2025, the RCMP had 32,609 employees. Of these,

• 19,130 are Regular Members and Special Constables
• 10,966 Public Service Employees, employed under the Public Service Employment Act
• 2,513 Civilian Members, employed under the Royal Canadian Mounted Police Act

The RCMP is an organization made up of some of the finest employees Canada has to offer, who care deeply about serving all Canadians and upholding the law. Our employees are committed to encouraging a positive and professional culture as we work towards our goals of continuous improvement and innovation. At the same time, we continue to work on building greater trust with Canadians, including equity seeking groups. We are actively engaging in the continuous process of reconciliation and working to strengthen trust and relationships with First Nations, Inuit and Métis Peoples. We are listening to and taking positive actions to address these long-term issues that extend beyond the timeframe of this plan but will be supported by this strategy. To make progress over the next few years, the RCMP has identified three core priorities that will guide the focus of our resourcing and investments, while we continue to support a safe and secure Canada. Specifically, we will turn our attention to recruitment and retention, workplace culture and operational excellence. Accessibility falls under workplace culture, and the Accessibility Plan 2026-2028 is one big step towards excellence.

Our top priority is to be the modern, inclusive, and healthy organization that our employees and all residents of Canada expect of us. This means continuously finding ways to take better care of our employees, treating all those we serve with dignity and respect, and carrying out our police work in ways that builds trust and confidence. This will ensure we can fulfill our primary mandate, which is to keep people safe.

The Accessible Canada Act

The Accessible Canada Act came into force on July 11, 2019 to help

Realize a Canada without barriers especially for persons with disabilities.

The Act defines disability as any impairment or functional limitation that hinders a person's full and equal participation in society. It applies to a wide range health challenges - visible and invisible - including those related to pain, flexibility, cognitive development, mental health and chronic illness. Most Canadians have a disability at some point in their lives, whether temporary (such as a broken leg) or permanent (a chronic illness).

The Act applies to Parliament, Government of Canada departments and agencies, crown corporations, and private sector businesses that fall under federal jurisdiction, such as banking, telecommunications and transportation.

While the Act has a long-term vision for full accessibility to be achieved by 2040, it imposes many requirements in the interim. Every three years, federally regulated entities must:

• Prepare and publish an initial multi-year Plan to address accessibility for the people that they hire, and the way that they do business
• Establish a feedback process with two-way exchange with individuals, groups and networks within the disability community
• Report annually on the progress we have made to improve accessibility and to address the feedback received

Nothing Without Us: An Accessibility Strategy for the Public Service of Canada

The Government has mandated the Public Service of Canada to lead by example and become an international model of accessibility for others to follow. Nothing Without Us: An Accessibility Strategy for the Public Service of Canada presents a policy roadmap for departments to design an initial accessibility Plan that will ensure that decision-making related the inclusion of person with disabilities is more deliberate, transparent and accountable.

At the heart of this strategy are five interconnected goals to guide the public service in its response to the requirements of the Act. They are:

• Recruitment, retention and promotion practices that are inclusive of persons with disabilities
• Built environments that are stress-free to navigate
• Clear communications and technology that is usable by all
• Program and service design and delivery that is barrier-free
• Public servants who are equipped to confidently engage, manage and serve persons with disabilities

Strategic framework

As the Employer of the federal public service, the Treasury Board of Canada Secretariat's Office of Public Service Accessibility is leading the charge on the implementation of the Accessibility Strategy for the Public Service of Canada, "Nothing Without Us". Employment and Social Development Canada is responsible for overseeing the implementation of the Act and Regulations as the Government of Canada's lead department on labour-related programs.

At the RCMP, the Chief Human Resources Officer is the organizational lead for Accessibility, via the Anti-Racism, Equity, Diversity and Inclusion Secretariat, which has monitored ongoing developments related to the Accessibility legislative framework and has been assigned responsibility for framing the Accessibility Plan for the RCMP.

In October 2021, Employment and Social Development Canada consulted federal departments on guidance for developing Accessibility Plans. The RCMP's Equity, Diversity and Inclusion Unit and National Council for Diversity and Inclusion provided input. The RCMP also consulted with Persons with Disabilities coupled with expertise from other departments in formulating the first Accessibility Plan. This consultation is an ongoing process and will remain so for the entirety of the RCMP Accessibility Plan 2026-2028 as well.

Current state - Persons with Disabilities

The RCMP has made important progress in increasing the representation of persons with disabilities across the organization. As of April 1, 2025, 2.5% of employees self-identified as having a disability, reflecting an increase of 132 employees compared to the previous year. This growth, though modest, demonstrates that focused efforts are having an impact and provide momentum for continued progress.

Representation is strongest among Public Service Employees (4.3%) and Civilian Members (3.3%), showing that accessible recruitment and employment practices in these areas are generating results. While Regular Member representation (1.3%) remains lower, this gap highlights an opportunity to expand outreach and inclusive practices in operational policing roles.

Recruitment and promotions continue to offer pathways for improvement. In 2024-2025, 2.5% of new hires were persons with disabilities. Promotions accounted for 1.8% of advancement opportunities, demonstrating that persons with disabilities are entering and progressing within the organization, with room for growth as accessibility initiatives expand.

Overall, the current state reflects ongoing progress supported by a strong foundation of work already underway. Building on previous accessibility commitments, the RCMP will continue to:

• Expand inclusive recruitment to attract more persons with disabilities, especially in Regular Member roles
• Strengthen retention and support systems to sustain growth
• Enhance career pathways so persons with disabilities have equitable opportunities to advance

This reflects the RCMP's continued commitment to creating a workplace where persons with disabilities are represented, included, and supported at every stage of their career.

The RCMP accessibility statement and vision

The RCMP will have enhanced accessibility for its employees and the public through 2026-2028 and moving forward to 2040:

The RCMP will have identified and addressed barriers within its direct control, resulting in employees and clients with disabilities having every opportunity to participate fully and equally in an inclusive, barrier-free environment where they can realize their potential and feel they belong.

Departmental feedback process

As articulated in the Accessible Canada Act, the RCMP has established a departmental process for receiving and addressing feedback regarding the implementation of the present Accessibility Plan and barriers experienced by our employees and people who interact with our organization.

Below, is a description of our feedback process, which will facilitate the provision of anonymous feedback both internally and externally:

• The present Accessibility Plan is to be published on the RCMP internal and external website. It will also be published on open.canada.ca
• The designated person for receiving feedback is Ms. Galina Ivanova, Employment Equity Research Analyst and Project Coordinator, at the following email address: rcmpaccessibility-accessibilitegrc@rcmp-grc.gc.ca
• A survey was conducted, which captured employee and client feedback on the implementation of the present Accessibility Plan
• As they are surfaced, relevant issues will be addressed through governance structures
• Periodically as the Accessibility Plan is updated, it will reflect the feedback received
• A person may use the contact information listed to request a copy of the feedback process description in an alternate format
• A person may use the contact information listed to request a copy of the accessibility plan in an alternate format.
• The RCMP will ensure acknowledgement of receipt of all its feedback if it is not received anonymously.
• A person may use the contact information listed to provide feedback.
• Feedback received will be acknowledged in the same manner in which it was received unless it was received anonymously.

RCMP Disability and Accessibility Network

The RCMP launched its Disability and Accessibility Network in September 2022. Its mission is to advocate for disability- and accessibility-related issues by identifying and communicating best practices and solutions to challenges faced by employees with disabilities. The network consists of employees from all categories of employees - Regular Members, Civilian Members and Public Service Employees in our organization and will provide input and advice to the Accessibility leadership, the Anti-Racism, Equity, Diversity and Inclusion Secretariat (AREDIS), the RCMP senior management team, and NDIGHAC (National Diversity, Inclusion, Gender and Harassment Advisory Committee) to improve the working environment for all employees with disabilities. The network continues to be a resource and support for the Accessibility taskforce members in various areas such as the Government of Canada Workplace Accessibility Passport implementation, disability management and accommodation advice.

Interdepartmental HR Advisory Committee on Persons with Disabilities

The RCMP has supplemented its internal consultations by reaching out to interdepartmental groups such as the Interdepartmental HR Advisory Committee on Persons with Disabilities, allowing for greater perspective, a wider range of representation of various disabilities and the additional expertise of interdepartmental subject matter experts and opportunities for sharing valuable resources. The network continues to be a source of valuable information for the RCMP.

Interdepartmental Accessibility Community of Practice

The RCMP has also supplemented its internal consultations by reaching out to the Interdepartmental Accessibility Community of Practice. It has led to wider perspectives as well as more representation of various disabilities and expertise.

Government of Canada Workplace Accessibility Passport Adopter Community of Practice

The RCMP has also been active in participation of this network. The Government of Canada Workplace Accessibility Passport Adopter Community of Practice also consists of Persons with Disabilities that the RCMP has consulted with on the Accessibility Plan and the progress report. The community has led the training of a RCMP facilitator for the Government of Canada Workplace Accessibility Passport. This training has led to Labour relations Advisors being trained on the Passport and the start of a roll out of a RCMP wide training in the Accessibility Passport during the last Accessibility Plan and is planned in the new one as well.

Office of Public Service Accessibility

The Office of Public Service Accessibility (OPSA) was established to prepare the Public Service to meet or exceed its obligations under the Accessible Canada Act. The Office of Public Service Accessibility mandate is to:

• Develop and launch an Accessibility Strategy for the Public Service and implementation plan
• Provide expert advice, leadership and coordination to departments and agencies to implement the requirements of the Act.
• Develop targeted initiatives to help improve workplace accessibility.

The RCMP published its first Accessibility Plan in January 2023. Since then, it has consulted with members of OPSA who have lived experiences of disabilities. In the Accessibility Plan 2026-2028, members of OPSA were also consulted on the RCMP's accountabilities under the Act. OPSA has also trained facilitators in the RCMP to deliver the passport.

The Accessibility Network

The Accessibility Network is a Government of Canada network consisting of Public Servants who are leading the Accessibility work in their respective departments. It is also comprised of persons with disabilities and in turn consults with other interdepartmental networks. The RCMP is a member of this network and has consulted the network on the RCMP Accessibility Plan 2026-2028 as well as the RCMP Accessibility Progress Report, among other matters related to Accessibility.

The Canadian Human Rights Commission

The Canadian Human Rights Commission (CHRC) has inspected the first RCMP Accessibility Plan and has offered valuable insights and improvement pathways that the RCMP is now implementing in the Plan and in progress reports. The CHRC has also offered valued discernments as to how to consult with persons with disabilities and how to report on it through the Plan and the progress report. This collaborative approach that the CHRC has taken in its inspection process has aided the understanding of the Accessible Canada Act and the concerned legislation for the RCMP.

2023 to 2024 RCMP Accessibility Survey

The 2023 RCMP Accessibility Survey for Employees was conducted from December 18, 2023 to March 11, 2024. The survey measured RCMP employees' opinions related to how the RCMP is implementing its accessibility plan and the various barriers encountered by RCMP employees. The information collected allows the department to measure the effectiveness of work underway and inform the progress report and future iterations of the RCMP's Accessibility Plan. The survey focused on RCMP employees who are living with a disability, supervisors and managers of employees who are living with a disability and allies or concerned employees for a person living with a disability. Those not belonging to at least one of those three categories were exited from the survey.

Of the 1,775 employees who initially responded to the survey^{Footnote 3}:

• 23% [412] indicated they were living with a disability
• 24% [434] indicated they were a Supervisor/Manager
• 15% [265] identified as an ally or a concerned employee for a person living with a disability
• 50% [883] answered none of the above

As per the survey design, those that responded none of the above, were exited from the survey. Of the remaining participants,

• 49% were Public Service employees
• 36% were Regular members
• 11% were Civilian members
• over half of respondents were women
• almost 10% identified as 2SLGBTQIA+
• 6% identified as an Indigenous Person
• 18% identified as a Member of a Visible Minority group

Of those living with a disability who continued the survey, the response rate was approximately 61% of RCMP employees with a disability, as reflected in the RCMP Human Resources Management Information System (HRMIS)^{Footnote 4}.

Nearly half of respondents indicated they have experienced systemic barriers, including those related to promotion and attitudinal barriers. In terms of accessibility awareness, nearly half of employees with a disability indicated they were aware of accessibility services available at the RCMP. Moreover, the majority of respondents felt they could discuss their disability or barriers experiences at work with their supervisor/manager. Results indicated that over half of respondents identified that a mental health disability applied to them followed by chronic health issues. Half of respondents indicated that they have not self-identified as a person with a disability in the self-identification questionnaire in HRMIS or the Treasury Board Application Portal.

The 2022-2023 Public Service Employee Survey confirms that accessibility remains a priority within the RCMP. The overall participation rate was 27%, including

• 43% of Public Service Employees
• 37% of Civilian Members
• 16% of Regular Members

Among respondents with disabilities, results showed encouraging signs of progress: more employees reported greater awareness of accommodation processes and increased recognition of accessibility as an organizational value compared to the 2020 survey. (Source: RCMP Survey Centre.)

At the same time, the survey results^{Footnote 5} identified areas where further effort is needed. Employees with disabilities continue to report higher levels of work-related stress and barriers to career development relative to colleagues without disabilities. However, positive movement is visible particularly in awareness, leadership engagement, and early impacts of the RCMP's Accessibility Plan, which focuses on strengthening accommodation, improving workplace tools, and embedding accessibility into everyday practices. These results highlight both progress made and opportunities for growth. Guided by employee feedback, RCMP will continue advancing accessibility initiatives to ensure that all employees including those with disabilities can thrive in a safe, inclusive, and supportive workplace.

RCMP Accessibility inbox and other feedback

The RCMP Accessibility inbox has a feedback mechanism on the RCMP website, where the RCMP Accessibility Plan is posted. Readers can send in their feedback through an online form. Based on this RCMP has received a lot of feedback over the last three years. Some of the important matters brought to our attention were:

• Seeking information on Design and Delivery of programs and services pillar for the RCMP Accessibility Plan. This request came from the Canada Border Services Agency asking for collaboration. The RCMP responded to this and will continue to collaborate with CBSA and other departments on accessibility.
• Seeking information on neurodiversity statistics for the policing community and best practices to present written information in an accessible way for neurodivergent individuals. The RCMP responded to this and other leading examples and created a program Development of Autistic / Neurodivergent Candidates for Employment (DANCE) and will continue to support the neurodivergent community within the RCMP and public.
• Seeking information on what tools and services our organization currently offers to accommodate the Deaf and Hard of Hearing citizens and/or employees. The RCMP responded to this and now we have VRI / Decipher program to support the deaf and hard of hearing citizens.
• The RCMP Disability network needed information regarding the Accessibility survey during one of its meetings. The RCMP Accessibility survey results are out and available on the RCMP Info page for all employees.
• There was a request for a Brief on Accessibility in the Access to Justice for Canada's Upcoming Review before the UN Committee on the Rights of Persons with Disabilities. The RCMP's Accessibility team provided a brief for the UN Committee on the Rights of Persons with Disabilities and will continue to do so for the Accessibility Plan 2026 to 2028.
• There was a request for feedback on adjustments to the Duty to Accommodate chapter from the RCMP Disability network. The RCMP Accessibility team responded to the request and will continue to do so for the Accessibility Plan 2026 to 2028.
• There was a request from the Government of Canada (GoC) Accessibility team (OPSA) to complete a Questionnaire regarding how ready organizations are to integrate the Passport into their organizational processes, including the onboarding of the digital Passport. The RCMP completed the questionnaire and return the feedback to the GoC Accessibility Office and will continue to support the passport for the Accessibility Plan 2026 to 2028.

RCMP Disability and Accessibility Network

The RCMP launched its Disability and Accessibility Network on September 16, 2022. This group's mission is to advocate for disability and accessibility-related issues by identifying and communicating best practices and solutions to challenges faced by employees with disabilities. This consisted of employees from all categories of employees in our organization and will provide input and advice to the Accessibility leadership, AREDIS, our senior management team, and the National Diversity, Inclusion, Gender and Harassment Advisory Committee to improve the working environment for all employees with disabilities. The group has been proactive in meetings and consultation session through out the organization. Some of its members have also been trained on the Accessibility passport and Accessibility Passport sessions have been held in the last Accessibility Plan cycle. This was one of many steps towards further intentional and meaningful consultation directly with employees with disabilities. The network will continue in it's meaningful work and provide consultation for Disability and Accessibility in the RCMP.

The following section, "What We Heard on Neurodiversity” details the accounts of some of these employees on neurodiversity and other topics. The details are also summarized from email correspondence from the Accessibility and Disability network and other RCMP employees in the last few years.

What we heard on neurodiversity

The RCMP's current disability and neurodivergence practices reflect a medical-model approach that places the burden on individuals rather than addressing systemic barriers. Feedback emphasizes the need to adopt the social model of disability, which requires a “yes by default” approach to accommodations and the removal of ableist practices such as excessive proof demands and rigid recruitment processes. Neurodivergent candidates bring unique strengths including problem solving, detail orientation, and creativity that are often overlooked in assessments designed for neurotypical applicants. Reforms such as plain-language forms, advance interview questions, alternative assessment formats, and recruiter training on neurodiverse communication styles can improve equity. Stakeholders, including accessibility networks and employee groups, have expressed readiness to collaborate; this consultation is the start of a process to co-create a more robust recruitment program that reflects the needs of those with disabilities, neurodivergence, and mental health conditions.

Operational Accessibility Plan 2026-2028

The 2026-2028 Operational Accessibility Plan builds on the progress achieved over the past three years and reaffirms the RCMP's commitment to becoming a barrier-free, inclusive, and diverse organization. This results-based plan outlines priority areas for action, desired outcomes, and specific activities that strengthen accessibility across our policies, programs, services and workplace culture. The plan identifies clear leads, partners and timelines for implementation, ensuring accountability at all levels.

In alignment with the Government of Canada's Accessibility Strategy, the 2026-2028 Plan continues to focus on removing systemic barriers, enhancing accommodation processes and embedding accessibility into everyday practices and decision-making. It emphasizes both employee and public-facing improvements from accessible workplace tools and technology to inclusive communication practices and services. Annual updates will track progress and ensure actions remain responsive to evolving needs.

RCMP will also expand governance structures and consultation mechanisms to actively engage employees, networks and stakeholders in shaping accessibility solutions. By fostering collaboration, sharing best practices and strengthening leadership accountability, the 2026-2028 Plan positions the organization to achieve meaningful, lasting progress. Together, these efforts will help ensure every employee can contribute their full potential in an environment of dignity, respect and inclusion.

Employment Equity Act (section 3)

persons with disabilities means persons who have a long-term or recurring physical, mental, sensory, psychiatric or learning impairment and who

1. consider themselves to be disadvantaged in employment by reason of that impairment, or
2. believe that an employer or potential employer is likely to consider them to be disadvantaged in employment by reason of that impairment,

and includes persons whose functional limitations owing to their impairment have been accommodated in their current job or workplace.

The Employment Equity Team at Treasury Board Secretariat is now using the French term "Personnes en situation de handicap" which aligns with international usage and replaces the legislative term "Personnes handicapées" that appears in the Employment Equity Act and the Employment Equity Regulations. The legal definition has not changed.

Accessible Canada Act (section 2)

barrier means anything — including 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 persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.

disability means any impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment — or a functional limitation — whether permanent, temporary or episodic in nature, or evident or not, that, in interaction with a barrier, hinders a person's full and equal participation in society.

Canadian Human Rights Act (section 25)

disability means any previous or existing mental or physical disability and includes disfigurement and previous or existing dependence on alcohol or a drug.

Public Service Superannuation Act (section 3)

disabled means incapable of pursuing regularly any substantially gainful occupation.

Canadian Charter of Rights and Freedoms

Equality rights are intended to ensure that everyone is treated with the same respect, dignity and consideration (that is without discrimination), regardless of personal characteristics such as race, national or ethnic origin, colour, religion, sex, age, or mental or physical disability, sexual orientation, residency, marital status or citizenship.

United Nations Convention on the Rights of Persons with Disabilities (Preamble)

(e) Recognizing that disability is an evolving concept and that disability results from the interaction between persons with impairments and attitudinal and environmental barriers that hinders their full and effective participation in society on an equal basis with others.

accessibility is a combination of aspects, physical or virtual, that influence a person's ability to function within an environment and to access it with ease (Translation Bureau Accessibility glossary; Guide on Equity, Diversity and Inclusion Terminology).

accommodation is the modification of a work environment and the creation of a welcoming workplace for employees so that they can perform job functions efficiently and safely. Accommodation should be “conscious”, meaning it is proactive, not reactive. It should be a forethought and intentional (Government of Canada: Disability Management).

discrimination is any unfavorable or unfair treatment towards an individual or group, explicitly or implicitly, based on their race, ethnicity, color, national origin or ancestry, religion, socioeconomic status, education, sex, marital status, parental status, veteran's status, political affiliation, language, age, gender, physical or mental abilities, sexual orientation, or gender identity.

neurodiversity refers to the variation in the human brain regarding sociability, learning, attention, mood, and other mental functions (Guide on Equity, Diversity and Inclusion Terminology).