Accessibility Plan

SaskEnergy is committed to fostering an inclusive and accessible environment for all employees, customers and members of the public. Our 2026-2028 Accessibility Plan (the “Plan”) sets out the company’s approach to identifying, removing and preventing accessibility barriers. This multi-year plan outlines our strategy for building a workplace and service culture where individuals of all abilities can thrive.

We recognize that accessibility is not a one-time achievement, but a continual journey of improvement. We are dedicated to evolving our practices to work toward equitable access to SaskEnergy’s services, facilities, communications and employment opportunities.

The Accessible Saskatchewan Act (ASA) came into effect on December 3, 2023, to enhance accessibility and inclusion for persons with disabilities, particularly in workplace and public service environments. Grounded in the principle of ’Nothing about us, without us,’ the ASA emphasizes meaningful consultation with disability communities and promotes values such as inclusion, adaptability, diversity, collaboration, self-determination, and universal design.

Under ASA regulations, a key requirement for public sector organizations — including the Government of Saskatchewan, Crown corporations, municipalities, school divisions, health authorities, and post-secondary institutions — is to develop an Accessibility Plan that identifies and addresses barriers to access and inclusion. SaskEnergy is committed to meeting the standards and regulations set out in the ASA. 

Engagement and Consultations

In developing our Plan, SaskEnergy engaged internal stakeholders to help identify and assess corporate accessibility barriers. To further inform development, SaskEnergy conducted a corporate-wide survey, inviting feedback from all employees about their experiences with accessibility within the organization. In addition, SaskEnergy leveraged insights from broader public consultations, reports and surveys conducted by the Government of Saskatchewan and other Crown corporations.

Persons with disabilities may encounter various types of barriers. The ASA defines a barrier as anything that hinders or challenges the full and equal participation in society of persons with disabilities. In accordance with the ASA, this Plan identifies our goals and commitments in the following priority areas:

• Built environment
• Information technologies (IT) and communications
• Employment
• Procurement of goods and services

The Plan outlines SaskEnergy’s current assessment of each of the focus areas, efforts made to date, and actions that will be prioritized over the three-year period of the Plan to improve accessibility in these areas.

Barriers in the built environment are physical obstacles that prevent or limit mobility or access, hindering individuals with disabilities from fully accessing or using facilities, services, or spaces. 

Current State

SaskEnergy adheres to the National Building Code of Canada (NBC) for the design, construction, renovation and repurposing of its facilities. These standards inform SaskEnergy’s approach to ensuring that its physical spaces are inclusive and accessible to all employees and visitors. 

In recent years, SaskEnergy has made deliberate efforts to improve accessibility across its built environments. Key initiatives to SaskEnergy Place (Regina head office) improvements include:

• Addition of a wheelchair-accessible door on a designated floor at SaskEnergy Place to accommodate an employee with mobility impairment.
• Upgrades to the Wellness Centre, including accessible fitness equipment and wheelchair-accessible space in the shower areas.

Goal

We aim to provide our employees, visitors and authorized members of the public with safe access to our non-restricted buildings by identifying and removing accessibility barriers wherever possible, while maintaining high standards of safety and productivity for all our staff.

2026-2028 Actions

Compliance with NBC 

Continue to be compliant with the National Building Code of Canada (NBC) in all applicable construction projects, as well as during changes in use, alterations and demolitions of SaskEnergy real estate and building assets.

Continuous Improvements

Accessibility concerns raised by individuals will be reviewed and addressed as they arise. Responses may include actions to improve automated doors, physical access, and interior signage, with the goal of fostering a more inclusive and accessible environment. 

Enhance Awareness and Communication on Accessibility Features

Continue to increase awareness of physical accessibility features across SaskEnergy facilities, including timely and accessible notifications regarding temporary hazards or disruptions that may affect physical access.

Barriers in information technologies and communications arise when digital tools, software, devices, systems, or communication methods are not designed or implemented with accessibility in mind, preventing inclusive access for all individuals.

Current State

SaskEnergy provides employees with access to adaptive tools and ergonomic technology where needed. This process enables staff to request appropriate accommodation, helping to facilitate barrier-free work experience.

SaskEnergy develops communications materials to be clear and accessible, including managing adherence to Web Content Accessibility Guidelines (WCAG) 2.0 on SaskEnergy’s external website. Corporate media content is typically developed to include alternative text and closed captioning.

Some accessibility gaps have been identified within SaskEnergy’s technology and communications landscape. This includes the absence of formal accessibility assessments for new employees and a general lack of awareness and training among IT staff on accessibility best practices.

Goal

We aim to provide employees with barrier-free access to the digital tools and workspaces they need to excel in their roles and support their work effectively.  

Where possible, digital platforms and communications materials are developed to be inclusive and accessible to users, both internal and external, and adhere to WCAG 2.1 AA standards.

2026-2028 Actions: Information Technologies

Internal Digital Tools

Continue to assess internal digital tools and systems to identify gaps and develop accessible alternatives.

Integrate Accessibility Assessments

Develop a plan to embed accessibility assessments into new employee onboarding and procurement procedures.

Targeted Training

In collaboration with other business units, develop training and education for employees on inclusive design principles, digital accessibility standards, and assistive technologies, amongst others.

2026-2028 Actions: Communications

Review Digital Communications Content for WCAG 2.1 AA Compliance

Conduct an accessibility review of content hosted on SaskEnergy’s corporate intranet (innergy) and external websites. Using the results of the assessment, work toward achieving higher conformance with the WCAG2.1 Level AA.

Enhance Brand Guidelines with Accessibility Standards

Expand existing brand guidelines to include accessibility-specific standards for language, visual design and digital content to support inclusive communication practices.

Establish Content Creation Guidelines for Accessibility

Develop and implement clear, practical accessibility guidelines for staff who create communications content for both internal and external use. 

Ongoing Monitoring of WCAG Compliance in Advertising and Media

Maintain ongoing review processes to validate compliance with WCAG 2.1 AA standards in advertising, promotional materials, and multimedia content.

Alternate Formats for Public Documents 

Make public-facing documents available in alternate formats upon request.

Barriers to employment are obstacles that prevent individuals with disabilities from fully participating in the workforce. Inadequate practices and measures in the workplace can impact an individual’s ability to secure and/or maintain employment. 

Current State

SaskEnergy maintains a fair and inclusive workplace, while fostering a positive, respectful and productive work environment. Strategic workforce planning and human resources support across the organization is in place for the entire employee lifecycle — from recruitment and onboarding to development, retention and termination.

These efforts include:

• Employee training is delivered using a combination of in-person, virtual and third-party platforms. Online training modules incorporate video, text and audio formats to ensure accessibility for all employees.
• Policies, processes and procedures in alignment with applicable laws and legislation — including The Saskatchewan Employment Act and The Saskatchewan Human Rights Code, 2018.
• Accommodation requests from employees are reviewed and assessed by SaskEnergy’s Employee Health Services team. The process is designed to be responsive, respectful and transparent.
• Other support programs offered by SaskEnergy:
  • Employee Family Assistance Program (EFAP)
  • ‘Alive At Work’ and its monthly newsletter with information about tools to inspire employees on their health and wellness journey
  • Coverage through SaskEnergy’s extended healthcare plan for mental health services and supports.

Goal

We aim to cultivate positive employee experiences by promoting a diverse, inclusive and accessible work environment where all employees feel valued, engaged and empowered.

2026-2028 Actions

Workforce Talent & Development 

Commit to attracting, developing and retaining a workforce that reflects the diversity of Saskatchewan’s population, ensuring equitable access to opportunities and fostering a culture of recognition, belonging and respect.

Policies, Process and Procedures 

Continue to periodically review recruitment, onboarding and accommodation processes to identify and remove accessibility barriers, promoting practices that support an inclusive and equitable employee experience.

Accessibility barriers in the procurement of goods and services can prevent people with disabilities from fully participating in, and benefitting from, SaskEnergy’s procurement processes.

Current State

SaskEnergy’s procurement strategies are developed to achieve best value for the corporation, manage the formal purchasing process, and support long-term sustainability. Procurement is conducted primarily through online or email-based print formats, which offer limited accessibility features.

SaskEnergy is currently in the process of implementing an online procurement portal. This digital platform is expected to enhance the accessibility, efficiency and inclusiveness of SaskEnergy’s procurement processes, providing better access for vendors and internal stakeholders alike.

Goal

We aim to consistently integrate accessibility requirements into procurement practices. This includes embedding accessibility and universal design considerations into specifications, bidding documents and proposal evaluations for services goods and related products. 

2026-2028 Actions

Improve accessibility for vendors.

Establish guidelines and best practices for digital tools and internal processes to ensure an appropriate level of accessibility for applicants during the procurement process and subsequent contract management efforts for successful applicants.

In addition to the barriers addressed in the key focus areas, attitudinal barriers can also exist in an organization.  These arise from negative beliefs, stereotypes or behaviours toward people with disabilities, creating obstacles to inclusion and equal participation. These barriers often reflect misconceptions or a lack of understanding and may appear as discrimination, exclusion or patronizing attitudes that undermine respect, dignity and equality.

Goal

We aim to foster a culture of inclusion and accessibility by addressing attitudinal barriers through communication, training and leadership to build awareness, challenge assumptions, and promote respect.

2026-2028 Actions

Promote Disability Awareness and Accessibility Education

Commit to fostering a culture of inclusion through targeted education and training, ensuring employees are informed and engaged in supporting colleagues of all abilities. 

Creating opportunities for meaningful interaction

Provide opportunities for meaningful dialogue and knowledge sharing on accessibility and disability inclusion to build a disability-confident workforce.

SaskEnergy is committed to regularly reviewing this Plan, measuring our progress, gathering feedback, and remaining transparent and accountable in our efforts. Annual progress reports will be made publicly available, highlighting completed objectives, revisions and adjustments.  

SaskEnergy’s Accessibility Plan (2026–2028) represents our commitment to fostering an inclusive, accessible and respectful environment for all employees, customers and members of the public. Through the commitments outlined in this Plan, we will continue to identify, remove and prevent barriers across our facilities, services, technologies, and workplace practices.

By adopting a phased approach to implementation of the actions outlined in this Plan, we will continue working toward positive outcomes through ongoing and new initiatives, while incorporating progress, learnings and feedback.

We understand that creating a truly inclusive organization requires leadership, employee engagement, and input from those with lived experience.

We are always open to receiving feedback from our employees, customers and members of the public regarding their experience with accessibility at SaskEnergy. To share questions or comments you have on our accessibility plan, or to request an alternate form of this document, please contact us in one of the following ways:

• Email
• Postal Mail
  SaskEnergy Accessibility Feedback
  10th Floor (Legal), 1777 Victoria Avenue
  Regina, SK S4P 4K5

By contacting us, you agree to the collection, use and storage of your personal information for the purpose of responding to you and improving the accessibility of our services, facilities and employment services.

Information provided will be treated in accordance with our Privacy Policy. Anonymous feedback is welcome; however, please be aware that we will be unable to provide an acknowledgment of receipt or follow-up communication.