Accessibility Plan

GENERAL

GardaWorld Cash Services Canada Corporation and Garda Cash-in Transit Limited Partnership (hereinafter “GardaWorld”) is committed to contributing to the goal of an accessible and barrier-free Canada.

The Accessible Canada Act and the Accessible Canada Regulations establish a legal framework for making progress on accessibility and focus on the identification, removal and prevention of barriers to accessibility in the seven (7) key areas of the workplace, which are detailed in the GardaWorld - Accessibility Plan (the “Plan”).

Through the development of the Plan, GardaWorld aims to put forward proactive measures to identify and remove barriers to accessibility in the workplace, while preventing the creation of new barriers.

The Plan covers a three-year period (2026 to 2029) to enable GardaWorld sufficient time to align itself with an achievable strategic plan and in accordance with legislative requirements.

To date, GardaWorld has not received any complaints or feedback directly or anonymously through the Ethics hotline, phone or email contact regarding our Accessibility plan.

Contact

There are three ways that individuals can provide feedback on accessibility to GardaWorld:

• Telephone
  Feedback can be provided by calling (800) 461-9330 or 1-800-235-6302
  GardaWorld Ethics Hotline
  https://www.garda.com/ethicshotline
  This link to a confidential and secure third-party site where individuals can complete an online report on accessibility and this Plan.
  This link allows individuals to provide feedback on an anonymous basis, if desired.
  Mail
  Feedback can be provided by sending a letter by mail addressed to Geneviève Lamarre at the following address:
  2300 Emile Belanger Street, Montreal (QC) H4R 3J4

Acknowledgement of receipt will be included in the process and will be provided in the same manner as the feedback was received, unless a different channel or format is requested.

When feedback is provided anonymously, acknowledgement of receipt will not be issued.

Members of the public are encouraged to provide feedback on this Accessibility Plan and/or feedback process, and/or to contact GardaWorld to request alternate formats of this Accessibility Plan, feedback process, or progress reports, as desired by contacting Geneviève Lamarre, Labour and Employment Lawyer, who is the designated person to receive feedback on behalf of GardaWorld.

STATEMENT OF COMMITMENT

GardaWorld is committed to:

• Understand and comply with legal accessibility requirements as they apply to employees, customers, members of the public, and the company’s operations;
• Treat every person in a manner that respects their dignity and autonomy;
• Respond promptly to the accessibility needs of people with disabilities, in accordance with the principles of dignity, independence, inclusion, and equal opportunity.

GardaWorld is committed to maintaining a safe and accessible environment for its employees, customers, suppliers, applicants, visitors, and anyone who enters its premises, does business with the company, accesses its corporate website, or communicates with it. This plan sets out GardaWorld’s commitment and strategy to eliminate barriers to employment accessibility and promote the full inclusion of people with disabilities at GardaWorld, by describing the policies, achievements, and actions the company has taken and continues to take to improve opportunities for people with disabilities.

Definitions

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 practice—that hinders the full and equal participation in society of a person with an impairment, including a physical, mental, intellectual, cognitive, learning, communications 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.

 
Alternate formats

GardaWorld will provide its Plan in the following formats, upon request:

• Print and/or large print
• Braille
• Audio
• Electronic (compatible with adaptative technology that is intended to assist persons with disabilities)

Progress to date

GardaWorld has made significant progress in meeting its accessibility commitments, including:

• Improving recruitment communications to better accommodate people with disabilities and confirm the availability of reasonable accommodations.
• Expanding accessible communication tools through Microsoft Teams, which has now been rolled out to various employee groups, including mobile users.
• Conducting a review of the hiring process to eliminate barriers and improve accessibility at every stage of employment.
• Conducting a comprehensive review of the accessibility of GardaWorld’s websites, including an upgrade to Drupal 10 and continued efforts to align with WCAG.
• Recognizing and promoting National Accessibility Week each year.
• Integrating accessibility principles into the built environment, particularly in connection with the relocation of the Montreal, Toronto, and Vancouver branches.
• Adoption of a Supplier Code of Conduct that reiterates GardaWorld’s expectations regarding equity and inclusivity among its suppliers.
• Conducting a national survey to update equity data.

AREAS

Employment

GardaWorld recognizes that accessible employment practices are fundamentally sound practices that benefit businesses and the economy, as in better job retention, higher attendance, lower turnover, enhanced job performance and work quality, better safety records and a more innovative workforce.

For the 2026–2029 period, GardaWorld is committed to:

• Continue to recognize and promote National Accessibility Week each year.
• Continue to strengthen accessibility within its diversity and inclusion framework.
• Continue to ensure that accessibility considerations are integrated into performance management and exit feedback processes.
• Continue to monitor our recruitment practices to ensure that no barriers to employment arise.

The Built Environment

Recognizing and overcoming challenges is crucial to our dedication to creating inclusive and accessible built environments across our offices and buildings.

For the 2026–2029 period, GardaWorld is committed to:

• Improve accessibility when renovating our current spaces and when developing construction plans.
• Maintain a commitment to accessibility in all office renovations and new construction projects.
• Periodically review internal emergency preparedness practices to ensure that accessibility considerations are incorporated.

Information and Communication Technologies

GardaWorld is committed to promoting and continuously improving the accessibility of its websites to facilitate consultation by all persons, with or without disabilities.

For the 2026–2029 period, GardaWorld is committed to:

• Comply with the most recent version of the CAN/ASC-EN 301 549 standard, established by Accessibility Standards Canada.
• Continue to improve compliance with WCAG 2.0 Level AA across all GardaWorld digital platforms.
• Maintain and improve accessibility features within the Drupal web infrastructure.
• Continue to conduct regular accessibility audits of websites and digital content.
• Improve captioning and accessibility of video content where possible.
• Maintain a section dedicated to accessibility information on GardaWorld’s websites.

Communication (other than Information and Communication Technologies)

Accessible communications benefit all audiences by giving clear information, direct and easy to understand. It takes into consideration the various barriers to accessing information and provides opportunities for feedback.

For the 2026–2029 period, GardaWorld is committed to:

• Continue to expand the accessible communication tools across Microsoft Teams and internal platforms.
• Continue to improve employee awareness and training on accessibility features.
• Further evaluate the effectiveness of communications through employee feedback mechanisms.
• Continue to improve the clarity of communications and the use of plain and clear language.
• Maintain best-effort accessibility on social media platforms.

The Procurement of Goods, Services and Facilities

GardaWorld is committed in promoting supplier diversity and addressing accessibility barriers.

For the 2026–2029 period, GardaWorld is committed to:

• Respond to employee and supplier accessibility needs.
• Continue to inform employees on how to request specific accessibility tools (e.g.,ergonomic desks, readers, extra screens, headphones, etc.).
• Continue alignment with client procurement and facility requirements where applicable.

The Design and Delivery of Programs and Services

Whether internal or external, the design and delivery of programs and services must be fully accessible, and this is GardaWorld’s goal.

For the 2026–2029 period, GardaWorld is committed to:

• Continue integrating accessibility into corporate policies and procedures.
• Strengthen annual policy reviews to ensure accessibility compliance.
• Ensure accessibility information is included in employee documentation where appropriate.
• Improve staff awareness of disability inclusion and accessibility expectations.
• Standardize accessible format availability for internal documents and manuals.

Transportation

GardaWorld has a significant armoured truck fleet in Canada. These trucks comply with the manufacturer’s pre-established security requirements and meet strict and specific requirements aimed at ensuring, notably, the health and safety of employees who use them in the course of their duties. Any modification to armoured trucks needs to comply with the health and safety regulations and must be done in consultation with the GardaWorld’s Health and Safety Committee, in accordance with the requirements of the position.

As par of its ongoing efforts to improve accessibility, GardaWorld is committed to continuing to assess how to make transportation more accessible to its employees with disabilities while respecting the requirements established by the manufacturer and in compliance with the employer’s obligation to ensure the health and safety of its employees.

CONSULTATIONS

GardaWorld continues to rely on the guiding principle of “Nothing without us”, which recognizes that persons with disabilities must be involved in the development and implementation of the accessibility strategy. Consultation enables GardaWorld to develop a more inclusive and long-term accessibility strategy.

For the 2026–2029 period, GardaWorld is committed to:

• Verify that the action items identified based on feedback received during the 2023–2026 period are still relevant and are being implemented as appropriate.
• Periodically survey employees to obtain updates on their perceptions of the following:
  Existing or perceived barriers;
  Feedback on the organization’s vision for accessibility;
  Feedback on the organization’s action plans for each priority area of accessibility.
• Conduct external consultations with Canadian disability organizations, as needed.