Accessibility Plan & Feedback Process



Contact: VP of Human Resources


Phone number: (905) 671-4674

By mail: 2450 Derry Road East Hangar #6 Mississauga, Ontario L5S 1B2


Feedback: We welcome feedback through mail, telephone, and email. We will acknowledge feedback in the same manner it is submitted to us. Please note that we do not provide acknowledgments for feedback received anonymously.

Alternative Formats: Upon request, this plan and the details of the feedback process, along with contact information, can be provided in alternative formats. These formats include print, large print, braille, audio, or electronic formats compatible with assistive technology designed for individuals with disabilities. Requests for alternative formats can be made through any preferred means of communication by the Stakeholder. 

Please be aware that alternative formats will be accessible within 15 days of the request, with the exception of Braille or audio formats, which will be available within 45 days of the request.


We have set up a central point of contact for all questions and requests related to accessibility.

We have been encouraging employees with disabilities to let HR know of any accommodations that can be made to make our workplace better.

We have updated our internal web content to include information on accessibility and support for employees with disabilities.

  • We plan to include a statement in our employment policy that accommodation for employees with disabilities is available throughout the employment process.
  • We plan to recruit more people with disabilities for positions at the organization for which they are qualified.
  • We plan to provide awareness training for all managers, supervisors and employees on accessibility barriers faced by people with disabilities.

The Built Environment

We plan to identify barriers that may hinder current employees with disabilities and employees with disabilities that we may hire in the future.

These barriers may include:

  • Halls and doorways may not be wide enough to pass through in a wheelchair
  • There may not be enough automatic or push-button doors in our primary pathways
  • Doorknobs may not be easily turned by a person with limited mobility or strength
  • A fire policy and fire safety plan may not be in place for the evacuation of people with disabilities
  • Exit instructions may not be printed in large text, and mounted in an accessible, highly visible location
  • Fire alarms may not have both visual and audible signals
  • Washrooms may not have accessible entrances and features, such as, motion-activated sinks and soap dispensers

Information and Communication Technologies (ICT)

We plan to ensure our information and communication technologies (ICT) are accessible.

We will be asking:

  • Do we use headings correctly to organize the structure of our content? Do we design our forms for accessibility?
  • Do we ensure any images, tables, or other visual representations of information include alternative text (alt-text) or captions explaining their contents and significance?
  • Do we ensure there is a strong colour contrast between the text and the backgrounds of your web pages and electronic documents, such as black text on a white background?
  • Do we test, evaluate and comply with digital content accessibility standards? Do we conduct user testing with people who have disabilities?

Communication, other than ICT

We plan to ensure our information and communication, other than ICT, is accessible. We will be asking ourselves the following:

  • Do we require all employee communications, documents, briefing materials, and presentations to be made in plain language?
  • Do we ensure all documents or presentations that contain images or graphics have alternative text to describe them?
  • Do we develop examples of plain language communication best practices? Do we avoid the preparation of documents that use colours with low contrast?

The Procurement of Goods, Services and Facilities

  • We are developing requirements for accessibility considerations to be included from the start in all procurement processes.
  • We plan to define and identify accessibility requirements clearly in tenders, requests for proposals, and contracts.
  • We plan to ensure the contractor has included accessibility considerations in their proposals.

Design and Delivery of Programs and Services

We will train staff who communicate with customers on how to interact and communicate with people with various types of disabilities.

We will consult persons with disabilities in the development of services directed to them.

We will offer to communicate with customers in person, by email, or in writing or any other alternative format requested by the customer.

We will provide accommodation to clients in order to deliver services without barriers. This includes but is not limited to:

  • A Mobile Aisle Chair, which allows passengers to be safely transferred into their seat onboard
  • Safety Briefing Adjustments for passengers requiring additional assistance
  • Service Animals, which are welcome onboard so long as they are leashed/harnessed
  • Mobility Aids, which can be stored onboard
  • Curbside Assistance for passengers requiring additional assistance
  • Assistance with storing and retrieving carry-on baggage
  • Assistance with personal items such as opening food packages and identifying food items
  • Providing descriptions on the layout of the aircraft including the location of washroom and exits and any operating controls at the passenger seat for those with visual impairments

We accept feedback on the design and delivery of our programs and services.


We comply with all requirements of the Canadian Transportation Agency regarding the transport of people with disabilities.

Provisions of the CTA

In this section of our accessibility plan, we identify and list all the provisions from the Canadian Transportation Agencies’ accessibility-related regulations that apply to Chartright. Under ss. 170(1) of the Canada Transportation Act, Chartright will make regulations for the purpose of identifying or removing barriers or preventing new barriers including regulations respecting:

  1. the design, construction, or modification of, and the posting of signs on, in or around, means of transportation and related facilities, and premises, including equipment used in them;
  2. the training of personnel employed at or in those facilities or premises or by carriers;
  3. tariffs, rates, fares, charges and terms and conditions of carriage applicable in respect of the transportation of persons with disabilities or incidental services; and
  4. the communication of information to persons with disabilities.

In order to comply with our accessibility-related requirements, Chartright has hired an accessibility consultant, remains current with accessibility-related news, trends, and best practices; and openly receives feedback for improvement and changes.


To develop our Accessibility Plan, the HR department conducted individual consultations with respondents who identified as persons with disabilities through our Employment Equity survey. These one-on-one sessions allowed participants to express concerns, suggest accommodations, and contribute insights to improve our workplace environment.

We will continue to engage in regular consultations with persons with disabilities to not only manage our Accessibility Plan effectively but also to provide ongoing support to our employees. These consultations will be instrumental in addressing individual needs, ensuring a supportive workplace, and fostering a culture of inclusivity.


Contact: VP of Human Resources


Phone number: (905) 671-4674

By mail: 2450 Derry Road East Hangar #6 Mississauga, Ontario L5S 1B2

Published on June 1, 2023
Revised on March 15, 2024


Thank you!

To get in touch with us now, please call us at
1-800-595-9395 ext. 220