General Accessibility Policy and Multi-Year Plan
December 2025 - 2030
I. PURPOSE AND SCOPE
The purpose of this General Accessibility Policy and Multi-Year Plan (the “Accessibility Policy and Plan”) is to outline Google Cloud Canada Corporation’s (the “Company”) commitment to improving accessibility and our strategy to identify, prevent and remove barriers to accessibility for persons with disabilities.
This Accessibility Policy and Plan is intended to meet the requirements of the Integrated Accessibility Standards, Ontario Regulation 191/11 (the “IASR”) made pursuant to the Accessibility for Ontarians with Disabilities Act, 2005 (the “AODA”).
II. STATEMENT OF COMMITMENT
The Company is committed to treating all people in a way that allows them to maintain their dignity and independence. We believe in integration and equal opportunity. We are committed to meeting the accessibility needs of people with disabilities in a timely manner, and will do so by identifying, preventing and removing barriers to accessibility, and by meeting the accessibility requirements under the AODA.
Consultation: The Company is committed to a process of continuous consultation. We will actively engage with employees, and members of the disability community—including internal Employee Resource Groups (ERGs) and Disability Alliance members—to identify, prevent, and remove barriers. Feedback gathered through these consultations will be the driver for informing accessibility improvements and the subsequent updates of this Multi-Year Accessibility Plan.
Specifically, the following consultation activities were conducted to inform the identification of barriers and the development of this Plan's strategies:
- I. Consultation Method: Dedicated consultations were performed with members of the Disability Alliance (a core Employee Resource Group) between October 29, 2025, and November 5, 2025 through 1:1 consultation facilitated by a third party.
- II. Purpose: The goal was to synthesize insights on current workplace strengths and opportunities, resulting in the identification of specific barriers related to awareness, accommodation resources, event planning, and feedback mechanisms.
- III. Outcome: The findings from these consultations,directly inform the Action Plan items and strategies outlined in this document.
Plan Review and Update: To ensure our goals remain relevant and effective, the Company will review the progress of this Multi-Year Accessibility Plan on an ongoing basis. This plan will be formally reviewed and updated at least once every five (5) years, or sooner if required by legislative changes. The updated plan will be published and will be available upon request in an accessible format as required by the AODA, and progress against the plan will be monitored annually.
III. GENERAL REQUIREMENTS
a. Establishment of Accessibility Policies and Plans
The Company has established a Customer Service Accessibility Policy and a Workplace Accommodation Policy in addition to this Accessibility Policy and Plan. All documents will be available upon request in a format that supports accessibility.
The Company will continue to update this Accessibility Policy and Plan at least every five (5) years to reflect progress and will consult with customers, employees and other stakeholders in the development and implementation of this Accessibility Policy and Plan.
b. Identification of Barriers and Specific Actions/Strategies:
| Barrier Identified | Strategy/Action to Remove the Barrier |
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Our legacy systems, including internal proprietary software, dashboards, or intranet pages occasionally experience bugs that compromise product accessibility. The process for bug resolution is sometimes unclear. |
Continue strategic work streams focused on updating and making internal content AI ready to enhance searchability and ease of access, given appropriate content and processes exist. |
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Document Accessibility: Training resources, forms, and presentation templates at times get distributed in inaccessible formats. |
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Feedback Mechanisms & Workplace Tools: Employees struggle to find or navigate the process for reporting accessibility issues. |
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Resources on intranet sites should be reorganized and expanded to be more easily accessible and relevant. |
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Inclusive culture and allyship are perceived to rely on individual initiative rather than being a consistent, shared expectation. Employees with invisible or stigmatized conditions may hesitate to seek support due to concerns about how their managers will perceive them. |
Aim for 100% completion of updated AODA training for all applicable employees reinforcing expectations tied to recognizing, supporting, and fostering psychologically safe environments for all employees. |
c. Training
The Company is committed to training all Ontario employees, volunteers, persons who participate in developing the Company’s policies, and other persons who provide goods, services or facilities on behalf of the Company (collectively referred to as “staff”), on Ontario’s accessibility laws, including the requirements of the IASR and the Ontario Human Rights Code, RSO 1990, c H 19 (the “Code”) as it relates to individuals with disabilities.
Training will be provided as soon as practicable in a way that best suits the roles and duties of staff. Training will be provided to new staff on an ongoing basis.
The Company will take the following steps to ensure staff are provided with the training needed to meet Ontario’s accessibility laws:
- i. Assess duties and specific training needs of Ontario staff;
- ii. Deliver training modules for all Ontario staff in accordance with the Company’s Customer Service Accessibility Policy (the “Customer Service Training”);
- iii. Deliver training modules on the accessibility requirements under the AODA, IASR and the Code (the “IASR Training”) to staff;
- iv. Conduct the Customer Service Training and IASR Training on an ongoing basis for new Ontario staff, and when changes are made to the Company’s accessibility policies, practices and procedures;
- v. Determine an appropriate mechanism for managing and tracking completion of training by Ontario staff, and keep records of training provided in accordance with the requirements of the AODA.
d. Reporting Compliance
The Company will file accessibility reports with Ontario’s Ministry of Economic Development, Employment and Infrastructure as required under the AODA and maintain internal documentation to demonstrate compliance.
IV. INFORMATION AND COMMUNICATIONS
a. Feedback
The Company welcomes all feedback, including feedback about the delivery of our goods, services, or facilities to people with disabilities. The Company also welcomes feedback regarding its feedback process.
Individuals who wish to provide feedback to the Company may do so by contacting the Google Disability Support team, available Monday through Friday, 4:00 AM – 7:00 PM PT through Email, Chat, Phone, Be My Eyes and ASL channels at g.co/disabilitysupport.
Feedback Forms can also be made available upon request in formats that support accessibility.
All feedback, including complaints, will be directed to the Disability Support Team. Individuals can expect to receive a response, if requested, within 10 business days.
The Company will take the following steps to ensure our existing feedback process supports accessibility for people with disabilities upon request:
- i. Conduct an assessment of the feedback process to ensure feedback mechanisms support accessibility for persons with disabilities;
- ii. As needed, consult with the person making the request or providing the feedback as to the suitability of feedback mechanisms available;
- iii. As needed, provide alternative formats or communication supports for individuals to provide feedback;
- iv. Notify the public about the availability of formats that support accessibility and communications support with respect to the feedback process by posting a notice at our Disability Support Team’s page.
b. Formats That Support Accessibility and Communication Supports
The Company is committed to meeting the communication needs of people with disabilities.
When requested, the Company will provide publicly available information and communications materials in formats that support accessibility or with communication support in a timely manner and at no additional cost to the individual.
This includes publicly available information about our goods, services and facilities, as well as publicly available emergency information. The Company will consult with people with disabilities to determine their information and communication needs.
The Company will take the following steps to make sure all publicly available information supports accessibility upon request:
- i. Review formats that support accessibility and communication supports currently available at the Company;
- ii. Review the current process in place for requesting formats that support accessibility and communication supports;
- iii. As needed and where practical, update the current process for requesting formats that support accessibility and communication supports;
- iv. As needed and where practical, create additional formats that support accessibility and communication supports for publicly available information;
- v. As needed and where practical,follow the process for responding to, approving or declining a request;
- vi. Notify the public by posting a notice google.com/accessibility that, in accordance with the AODA, formats that support accessibility or communications support may be made available on request.
c. Websites That Support Accessibility and Web Content
The Company strives to ensure that our online content is as accessible as possible for all customers and employees. Any known non-conformances will be remediated in a timely manner.
Where practicable, the company continues to ensure that all of its internet and intranet websites and web content conform with the International Web Content Accessibility Guidelines in accordance with the Ontario’s accessibility law and this compliance is continuously monitored and maintained.
V. EMPLOYMENT
The Company is committed to fair and equitable employment practices. In accordance with this commitment, the Company will take steps to identify existing barriers to accessibility and solicit employee feedback on how to minimize and eliminate those barriers.
a. Recruitment, Assessment and Selection Process
The Company will notify its employees, the public and job applicants about the availability of accommodation for applicants with disabilities in the recruitment process by posting a notice https://careers.google.com/how-we-hire. In addition, the Company will:
- i. Conduct a review of all mechanisms for job postings in Ontario;
- ii. Incorporate language into all job postings in Ontario notifying applicants that the Company will accommodate disabilities during the recruitment and selection process;
- iii. Incorporate language into all notifications to applicants who are selected to participate in the assessment or selection process in Ontario that accommodation is available upon request in relation to the materials or process to be used;
- iv. Ensure that any job applicants self-identifying as requiring accommodation in the recruitment process are consulted with to determine their individual accommodation needs;
- v. Review the current hiring process (tests, assessments, interview rooms) to ensure barriers may be removed or features that support accessibility may be provided, upon request;
- vi. Review employment policies and procedures to ensure they reflect our commitment to employment practices which attract and retain employees with disabilities.
b. Notification of Supports
The Company will take the following steps to notify successful applicants and employees of our workplace supports and policies for accommodating employees with disabilities as soon as practicable.
- i. Incorporate a section in each offer letter regarding the Company’s accommodation policies and provide information on where employees can access additional information;
- ii. Incorporate training and awareness of the Company’s workplace supports and accommodation policies into orientation procedures;
- iii. Provide updated information to employees whenever there is a change to its existing accommodation policies at go/accommodations;
- iv. Notify employees of its workplace supports and accommodation policies and any changes to those policies by posting a notice on its internal intranet website for Ontario (https://support.google.com/mygoogle/topic/3433213) and/or go/accommodations.
c. Formats That Support Accessibility and Communication Supports
Where an employee with a disability requests it, the Company will consult with an employee to provide or arrange for the provision of formats that support accessibility or communication support for the following:
- i. Information that is needed for the employee to perform his or her job;
- ii. Information that is generally available to employees in the workplace.
The Company will consult with the employee making the request in determining the suitability of a format that supports accessibility or communication support as soon as practicable.
d. Documented Individual Accommodation
The Company has a process for developing individual accommodation plans for employees with disabilities. This process is documented in the workplace accommodation policy. The process for developing individualized accommodation plans has been developed in accordance with the requirements of the AODA and the Code.
e. Return to Work Process
The Company has developed a return to work process for its employees who have been absent from work due to a disability. This process is documented in the workplace accommodation Policy. The process has been developed in accordance with the requirements of the AODA and the Code.
f. Performance Management, Career Development, Advancement and redeployment.
The Company will take the following steps to ensure the accessibility needs of employees with disabilities are taken into account when the Company is using performance management, career development and/or redeployment processes:
- i. Ensure these activities are accessible and inclusive;
- ii. Accommodation needs as noted in the employee’s Individual Accommodation Plan will be incorporated into performance discussions, training, advancement opportunities, and any redeployment decisions to ensure fair and barrier-free experiences;
- iii. The Company will provide feedback, materials, and development support in accessible formats, and will equip managers to remove barriers and support employees equitably throughout each stage of the employee life cycle.
g. Workplace Emergency Response Information
The Company will provide individualized workplace emergency response information to employees who have a disability if the disability is such that the individualized information is necessary and the employer is aware of the need for accommodation.
The Company will take the following steps to ensure individualized workplace emergency response information and plans are in place:
- i. Circulate an email to all employees in order to identify the availability of individualized emergency response information;
- ii. Develop and implement a process for consulting with employees to determine accommodation needs;
- iii. Where accommodation needs are identified, work with employees requiring accommodation to develop an individualized workplace emergency response plan;
- iv. Ensure consent is obtained from the employee to share information with those designated to provide assistance to the employee in the event of an emergency;
- v. Review the individualized workplace emergency response plan and information when the employee moves to a different location in the Company, when the employee’s accommodation needs or plans are reviewed, and when the Company reviews its general emergency response policies.
VI. DESIGN OF PUBLIC SPACES
The Company will meet the Accessibility Standards for the Design of Public Spaces when building new public spaces or making major modifications to current public spaces where applicable.
VII. MODIFICATIONS TO THIS AND OTHER POLICIES
The Company is committed to developing accessibility policies that respect and promote the dignity and independence of persons with disabilities. Therefore, no changes will be made to this Accessibility Policy and Plan before considering the impact on persons with disabilities.
VIII. PROCURING OR ACQUIRING GOODS, SERVICES OR FACILITIES
Where practicable, the company will incorporate accessibility criteria when procuring self-serve kiosks, digital platforms, or services for Ontario operations, and will document exceptions when accessibility criteria cannot be met
Any policy of the Company that does not respect and promote the dignity and independence of persons with disabilities will be modified or removed.
For more information about the Company’s Accessibility Policy Plan, contact our Disability Support Team.
- By Mail: Google Canada
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Toronto, ON, M5C 1G3
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- By Chat: chat contact form
- By Be My Eyes app: this page > “Contact a specialist through Be My Eyes”
- By ASL: this page > “Contact an American Sign Language (ASL) specialist”
