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Accessibility Plan

Table des matières

General Information

Feedback

The feedback process in G.D.G. Aviation’s Accessibility Plan is structured to ensure continuous improvement of accessibility initiatives and to consider the needs of stakeholders. The detailed analysis is as follows:
Means of Providing Feedback
  • Individuals wishing to provide feedback may use various communication methods:
  • mboily@gdg-aviation.com
  • (819) 377-4619
  • G.D.G. Aviation Inc. 3375 rue Lindbergh, Trois-Rivières (Québec) G9B 2N9
  • These diverse methods make it possible to accommodate a wide range of feedback—whether written, verbal, or by physical mail.
Use and Consideration of Feedback
Feedback and suggestions submitted via these channels will be:
  • Reviewed immediately:  : Certain comments may lead to rapid and immediate adjustments to accessibility practices.
  • Integrated into the development of the next accessibility plan: If feedback concerns more significant changes requiring planning, it will be considered during future strategic updates.
  • Mentioned in progress reports:  Transparency is ensured by documenting the nature of received feedback and the measures taken in response.
The objective is to ensure that each piece of feedback contributes to the ongoing improvement of accessibility within the company.
Option for Anonymous Feedback
To ensure equitable access and to allow individuals to express themselves confidentially, an anonymous feedback option is available:
  • Anonymous phone call: Dial (819) 377-4619 and leave a voicemail message.
  • Anonymous Message Management Process: :
    • These messages are reviewed weekly..
    • They are transcribed and stored electronically for analysis and consideration.
Although the message’s author cannot be contacted for follow-up, their suggestions will be evaluated with the same diligence as other feedback.
Purpose of the Feedback Process
  • Encourage participatory accessibility: The involvement of employees, clients, and partners allows for a better understanding of existing barriers.
  • Ensure continuous improvement: Suggestions collected help identify needs and adapt initiatives.
  • Maintain transparency: By including feedback in progress reports and explaining actions taken.
In summary, G.D.G. Aviation has established an accessible, flexible, and inclusive feedback process to ensure that its accessibility practices evolve in response to the real needs of its stakeholders.

Definitions

The following definitions apply within the scope of this plan:
  • Accessibility: An approach aimed at designing products, services, environments, technologies, policies, and rules in a way that ensures they are accessible to everyone, including persons with disabilities.
  • Barrier: Any factor that limits the full and equal participation of persons with disabilities in society. Barriers may be physical, architectural, technological, behavioral, or related to information and communication. They may also arise from policies or procedures.
  • Disability: A physical, mental, intellectual, cognitive, or sensory impairment, including learning or communication disorders, that—when interacting with a barrier—hinders a person’s full and equal participation in society. Disabilities may be permanent, temporary, episodic, visible, or invisible.
  • Remedy: To resolve or correct an issue. In this context, it involves implementing changes to improve accessibility.
  • Reasonable accommodation: An adjustment made to meet the needs of persons with disabilities without imposing undue hardship.

Company description

Founded in 1998, GDG Aviation is a well-established company with approximately twenty employees. Specializing in helicopter operations, it offers high-precision solutions for spraying and aerial work. Its primary focus is on controlling biting insects, forestry, and agriculture. Our aircraft fleet and specialized spraying equipment allow us to respond quickly, a crucial factor for adapting to changing weather conditions and the larval development of targeted insects.

Its commitment to safety, excellence, and innovation has made GDG Aviation Inc. a leader in the spraying Canadian aviation industry.

Plan Summary

This accessibility plan aims to identify and eliminate barriers encountered by persons with disabilities within G.D.G. Aviation. It addresses the key areas required by the Accessible Canada Regulations, including:
  • Employment: Inclusive recruitment processes and identification of accessible positions.
  • Built Environment: Improvements to entrances, restrooms, and accessible parking.
  • Information and Communication Technologies (ICT): Enhancing the accessibility of the website and digital publications.
  • Communication: Adopting inclusive communication practices.
  • Transportation and Services: Staff training and integration of equipment to facilitate boarding.
    We aim to implement these measures by 2027, with regular follow-ups to ensure continuous improvement in accessibility.

Accessibility Statement

G.D.G. Aviation is committed to ensuring equal access to its services, facilities, and employment opportunities. We recognize the importance of accessibility and actively work to eliminate barriers, raise staff awareness, and offer inclusive experiences to all. Our efforts align with the requirements of the Accessible Canada Regulations. We remain dedicated to the ongoing enhancement of our practices through feedback and consultation with affected individuals.

Consultations

In the development of this plan, G.D.G. Aviation consulted a variety of stakeholders, including:
  • Employees with disabilities,
  • Clients and partners with specific needs,
  • Accessibility experts.

Consultations were conducted through meetings and one-on-one discussions. The feedback collected helped to identify barriers and develop the solutions presented in this plan. We will continue these consultations and gather feedback to continuously improve our practices.

Staff Training

To ensure an inclusive and accessible approach, G.D.G. Aviation will implement an accessibility training program that includes:
  • Awareness of different types of disabilities and barriers,
  • Inclusive communication techniques (e.g., plain language, written support),
  • Support for clients and employees with specific needs.

This training will be mandatory for all employees and renewed every two years to maintain best practices.

Employment Accessibility

The company is aware of the accessibility challenges posed by roles that require a high level of physical fitness, such as pilots and mechanics. It is committed to making the hiring process accessible and to exploring opportunities for adapting roles.
  • G.D.G. Aviation employs approximately 25 staff members.
A minority of them hold office-based positions. The majority hold positions that require piloting or maintaining helicopters. These roles in the aviation industry can be difficult to access for persons with disabilities.
  • Roles requiring high physical mobility: Pilots, aircraft mechanics, and certain safety management roles may demand strong physical condition, including handling heavy equipment or moving quickly within confined environments.
  • Strict health requirements: Medical standards for roles such as commercial pilots can restrict access for individuals with certain health conditions.
  • Predominantly physical job profiles (pilots, trucker), limiting workforce inclusion for individuals with disabilities.
  • Few positions are currently adapted.
  • Make the hiring process accessible: G.D.G. Aviation will ensure that each step of the recruitment process is inclusive and adapted to the needs of candidates with disabilities. This includes clearly written and inclusive job postings, the use of accessible platforms, the provision of reasonable accommodations during interviews, and training recruiters to ensure fair and unbiased evaluations.
  • Identify and adapt accessible positions (by 2026): The company will conduct an in-depth analysis to identify existing roles that can be made accessible and to discover new opportunities for persons with disabilities. In collaboration with accessibility experts and the employees concerned, necessary adjustments will be implemented—ranging from modifications to tools and work environments to changes in task organization.
  • Conduct a physical requirement audit for each position (by 2026): To assess potential inclusion barriers, G.D.G. Aviation will carry out a thorough audit of the physical demands of each job. This initiative will help identify possible adjustments, reimagine certain tasks, and design appropriate solutions to reduce employment barriers. The goal is to ensure that, as much as possible.

Built Environment Accessibility

G.D.G. Aviation’s offices are already partially accessible, with a step-free entrance to facilitate access for individuals with reduced mobility. However, further improvements are needed to ensure full accessibility for all types of disabilities.
  • Access to Buildings and Facilities Our current offices already include some accessibility features, such as a step-free entrance, improving access for persons with reduced mobility. Nonetheless, we are fully aware that additional improvements are necessary to provide complete, unobstructed access to all individuals, regardless of disability.
  • To this end, we have identified the following objectives to enhance the accessibility of our offices in the coming months:
    • Accessible Entrances: Improve alternative access via the hangar doors for individuals using wheelchairs.
    • Inclusive Interior Design: Modify interior spaces to facilitate movement for individuals with reduced mobility.
    • Accessible Parking Areas: Provide a dedicated parking space near the main entrance.
  • Accessible parking spaces are not clearly marked.
  • Disabled parking facilities are not clearly identified.
  • Improve secondary entrances for wheelchair users (by 2026):
    By 2026, G.D.G. Aviation plans to enhance accessibility at its secondary entrances for wheelchair users. Clear and visible signage will be installed to guide users to these entry points. These improvements aim to offer convenient and equitable alternative access, thereby strengthening the inclusiveness of the facility.
  • Create dedicated, well-signposted parking spaces (2026): By 2026, G.D.G. Aviation Inc. will set up parking spaces reserved for people with reduced mobility. These spaces will be located close to the main entrances to minimize travel. Visible signage on the ground and vertical panels will clearly indicate their location and reserved use. All parking spaces are already designed with enlarged dimensions to facilitate transfer from a vehicle, including for those using wheelchairs or mobility aids.
  • If the company undertakes renovations, it will consider suitable solutions to guarantee access to the second floor for people with reduced mobility. Options could include:
    • Installation of an elevator or wheelchair elevator: A permanent, universal solution for safe, independent access to the second floor.The elevator would be designed to meet accessibility standards, with height-adjustable controls, clear display, and voice announcements.
    • Adding a stairlift: A more compact and flexible option, ideal for existing staircases, enabling wheelchair users or those with reduced mobility to be transported safely.
    • Reorganization of workspaces: If direct access to the second floor remains difficult, certain activities or offices could be relocated to the first floor to accommodate employees or visitors with specific needs.

Accessibility of Information and Communication Technologies (ICT)

G.D.G. Aviation is committed to enhancing the digital accessibility of its website and social media publications. A training plan to raise staff awareness on these issues will be implemented.
    • Public website: Our website already includes several accessibility features. However, we recognize that there is room for improvement.
      • Alternative texts for images: Ensure that all images, graphics, and other visual elements include descriptive text (ALT attributes) so that visually impaired individuals can access the content through screen readers.
      • Sufficient contrast: Ensure that the contrast between text and background is high enough to guarantee readability for individuals with visual impairments.
      • Clear and simple navigation: Simplify navigation by using a logical structure (e.g., accessible drop-down menus, clearly hierarchical headings) and ensuring smooth keyboard navigation.
      • Screen reader compatibility: Ensure the site is compatible with assistive technologies, including screen readers for blind or visually impaired users.
Social media posts: Social media posts can be made by any employee. A training and awareness campaign should be implemented for all staff.
    • Image descriptions: When posting photos or videos, ensure they include image descriptions or use the alternative text tools provided by the platform.
    • Use clear language: Avoid jargon or complex expressions. Use simple and direct language to make information more accessible to a broader audience.
    • Video subtitles: As with the website, videos published on social networks include subtitles for the deaf or hard-of-hearing.
    • Inclusive hashtags: Use accessible hashtags that are understandable and make it easier for our audience to find our content.
    • Color verification: Be mindful of the color palettes used, particularly with regard to our accent and text colors, to ensure that they are accessible to people with color blindness.
  • To improve the compatibility of our website with screen readers.
  • Alternative text for images on social media is not always present
  • Not all social media videos include subtitles.
  • Collaborate with web experts to improve screen reader compatibility and overall website accessibility (by 2027): The company will work with specialists to revise and optimize its website to meet WCAG (Web Content Accessibility Guidelines) standards. Improvements will include:
    • Adding descriptive tags to images (ALT text) for interpretation by screen readers.
    • Optimizing keyboard navigation for users unable to use a mouse.
    • Enhancing visual contrast for people with low vision.
    • Improving HTML structure to ensure logical and fluent reading.
  • Train staff responsible for social media on inclusive communication techniques (by 2025): Accessibility training will be provided to all staff, including a module dedicated to social media posts to promote inclusive and accessible practices. The module will cover:
    • Use of text descriptions for images and videos.
    • Adoption of simple and inclusive language to ensure message clarity.
    • Use of tools to verify the readability and accessibility of posts, such as subtitle generators and color contrast checkers.
    • Awareness of fair representation of individuals with disabilities.
  • Add subtitles to existing videos and include them systematically in future posts: All current video content lacking subtitles will be updated accordingly. Subtitles will make videos accessible to the deaf or hard of hearing, and to those who prefer silent content. For future posts, subtitles will be integrated during production and will accurately reflect spoken content and significant sound elements (e.g., music or sound effects).

Communication Accessibility

We aim to ensure optimal accessibility in all aspects of traditional communication. Efforts are being made to ensure that oral, written, and visual communication is clear and accessible, with legible fonts, high contrast, and simple formatting to facilitate information access for persons with disabilities.
  • Oral Communication Accessibility: We aim to ensure optimal accessibility in all oral communication practices.
    • Speech clarity: When communicating verbally, we strive to speak clearly, at a moderate pace, and to use simple and direct language. This is especially important for individuals with hearing impairments, cognitive challenges, or comprehension difficulties.
  • • Written Communication Accessibility
    • Legible fonts and appropriate font size: Use clear and readable fonts, such as Arial, Verdana, Aptos, or Tahoma, and ensure the font size is large enough to be easily read (typically at least 12 points). For printed documents, a larger font size (14–16 points) may be used for individuals with low vision.
    • High contrast and light background: Select high contrast between text and background, with light-colored backgrounds and dark text to improve readability.
    • Clear formatting: Use structured formatting with headings and subheadings to organize information. Short paragraphs and numbered or bulleted lists also improve comprehension.
  •  Visual Communication Accessibility (posters, signage, etc.)
    • Universal symbols and pictograms: Use simple and recognizable pictograms alongside text to assist individuals with reading difficulties or those who speak different languages. Universal symbols facilitate information access.
    • Contrasting and visible colors: Ensure that signs, posters, and printed materials are designed with clearly distinguishable colors, especially for individuals with color blindness.
    • Large fonts and spacing: On visual materials, text should be printed in a large, well-spaced font to ensure it can be easily read, even from a distance.
  • Verbal communication is generally clear but lacks systematic supporting materials.
  • Staff awareness of accessible communication practices is limited.
  • Visual aids are sometimes not optimized for individuals with visual impairments.
  • Train staff on inclusive communication techniques (by 2025): Comprehensive training on inclusive communication will be introduced to raise staff awareness of the importance of accessibility in all communication formats.
  • Develop standard templates for documents: The company will create standardized templates for all internal and external documents to ensure accessibility and consistency. These templates will include:
    • Readable fonts (e.g., Arial, Verdana, Aptos) with a minimum font size of 12 points.
    • Clear layouts with structured headings, adequate white space, and sufficient margins.
    • Accessible versions, such as screen reader–compatible PDFs or alternative formats (Word, HTML).
    • Text descriptions for graphics, tables, or visuals included in the documents.

Transport

Transportation accessibility is a crucial element to ensure that individuals with disabilities can travel safely, comfortably, and with dignity. Persons with reduced mobility, or those with other disabilities, often encounter barriers in conventional modes of transportation, and this also applies to air transport by helicopter.
  • Staff Training
  • Assistance with Boarding and Disembarking It is essential that staff members (pilots and ground crew) are trained to assist passengers with reduced mobility, including the safe and respectful handling of mobility aids.
  • Awareness of Accessibility Staff must be made aware of the challenges faced by passengers with disabilities and be trained to provide respectful and effective assistance.
  • Staff must be trained to manage emergency situations involving passengers with reduced mobility or specific needs
  • Many of the barriers to accessible transportation mirror those found in accessible service provision. These may include infrastructure, equipment, procedures, and training-related issues.
  • Safety protocols not adapted for passengers with reduced mobility.
  • Insufficient training of staff.
  • Train staff on adapted procedures (by 2025): Training is essential to ensure that staff are well-prepared to welcome and assist all passengers, including those with disabilities or specific needs.
    • Training Goals:
      • Teach best practices for supporting persons with reduced mobility, visual or hearing impairments, or invisible disabilities.
      • Train staff to use clear, inclusive, and respectful language in all customer interactions.
      • Present specific procedures related to boarding, disembarking, and emergency management for passengers with physical or sensory limitations.
    • Methods :
      • In-person training with real-life and practical simulations.
      • Collaboration with associations or accessibility experts to ensure that the training addresses real user needs.
  • Implement adapted emergency simulations (by 2026) : These simulations are intended to prepare teams to effectively respond to unexpected situations while considering the needs of passengers with disabilities.
    • Types of Simulations:
      • Evacuation scenarios: Teach teams how to evacuate passengers with reduced mobility or sensory impairments in emergencies.
      • In-flight technical incidents: Simulate breakdowns or in-flight emergencies to ensure effective coordination, including support for passengers requiring additional assistance.
    • Frequency and Follow-Up:
      • Annual drills with performance evaluations.
      • Reports to identify areas for improvement and to adjust procedures accordingly.
  • Consult accessibility experts in transportation (by 2027): To ensure that implemented improvements meet the highest accessibility standards, the company will collaborate with accessibility experts in the transportation field.
      Role of Experts:
      • Assess the current accessibility of infrastructure and identify areas for improvement (e.g., boarding areas, helicopters, facilities).
      • Propose innovative and adapted solutions for equipment, services, and procedures.
    • Methodology:
      • Regular audits of facilities and procedures.
      • Consultation with associations representing persons.

Summary Table of Objectives

Built Environment Access
Barrier Measures Deadline Responsible
Secondary entrances not accessible.
Install clear signage at secondary entrances.
2026
General Manager
Acces to second floor
Study the installation of an elevator or stairlift for access to the 2ᵉ floor.
2026
General Manager
Disabled parking.
Create dedicated, well-signposted parking facilities close to main entrances.
2026
General Manager
Digital Accessibility
Barrier Measures Deadline Responsible
Limited website compatibility.
Redesign website to meet WCAG standards (ALT tags, keyboard navigation, contrast optimization).
2027
General Manager
Social media content.
Add subtitles to videos and alternative text to posts.
Train employees on inclusive digital design.
2026
General Manager
Communication
Barrier Measures Deadline Responsible
Visual materials not optimized.
Train all staff in accessible communication practices.
2025
General Manager
Lack of staff awareness.
Create standard document templates using inclusive formats and legible fonts.
2025
General Manager
Non-accessible documentation.
Optimize visual materials using pictograms, large fonts, and high contrast.
2025
General Manager
Employment
Barrier Measures Deadline Responsible
Physically demanding professions.
Make recruitment inclusive (clear job postings, accessible platforms, reasonable accommodations for interviews).
2026
General Manager
Strict medical requirements.
Identify and adapt accessible positions.
2026
General Manager
Lack of suitable roles.
Conduct physical requirement audits for all positions.
2026
General Manager
Transportation
Barrier Measures Deadline Responsible
Limited helicopter access.
Train staff on procedures for assisting passengers with physical or sensory limitations.
2025
Operation manager
Inadequate safety protocols.
Organize emergency simulations tailored to specific needs.
2026
Operation manager

Conclusion

We are committed to ensuring equal access and to fostering an inclusive environment for all. By complying with legal standards and listening to our users, we will continue our efforts to identify and remove accessibility barriers. Annual audits will be conducted to monitor progress and adjust our strategies accordingly.