Accessibility Plan - Progress Report 2026 TransX Group of Companies

1. General

1.1 Overview of Services

TransX Group of Companies is a provider of transportation and logistics services for businesses of all sizes. We specialize in providing customized solutions tailored to the way our customers do business, which has helped us become the trusted transportation partner of many North America’s largest shippers.

1.2 Statement of Commitment

TransX Group of Companies is committed to ensuring equal access and participation for people with disabilities. We are committed to treating people with disabilities in a way that allows them to maintain their dignity and independence.

We believe in integration, and we are committed to meeting the needs of people with disabilities in a timely manner. We will do so by removing and preventing barriers to accessibility and by meeting applicable legislative requirements.

1.3 Feedback Process & Contact Information

TransX Group of Companies is committed to creating an open and transparent feedback process for all. Our feedback process is easy. Simply share your feedback, anonymously or by including your name and contact information, through any of the following channels:

TransX Group of Companies

Attention: Accessibility Compliance Officer

Mailing Address: 2595 Inkster Blvd, CentrePort, MB, R4B 0A3

Phone Number: 204-631-4198

Fax: 204-633-7603

Email: accessibility@transx.com

Our Accessibility Compliance Officer will acknowledge receipt of your feedback and follow up with you (if not anonymous).

You can also use these channels to request this plan in a print, large print, Braille, or audio format.

1.4 Definitions

Disability: The Accessible Canada Act defines a disability as “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.”

Barriers: The Accessible Canada Act defines barriers as “anything physical, architectural, technological or attitudinal, anything that is based on information or communications or anything that is the result of a policy or a practice – that hinders the full and equal participation in society of persons with an impairment, including a physical, mental, intellectual, cognitive, learning, communication or sensory impairment or a functional limitation.”

2. Areas Described Under Section 5 of the ACA

2.1 Employment

TransX Group of Companies has approximately 1,500 staff members working at 11 different locations across Canada and the USA. Approximately 60% of staff members are drivers that operate tractor-trailers and 40% are non-drivers such as office staff, mechanics, dock and yard workers etc.

Objectives:

Inclusive Recruitment Outreach

  • Expand TransX’s job posting reach by using platforms, community networks, and organizations that directly engage people with disabilities.
  • Enhance the visibility of TransX career opportunities by improving the accessibility and clarity of the Careers page, ensuring Canadians with disabilities can easily learn about available roles and our commitment to inclusive employment.

Accessible Job Postings and Application Materials

  • Ensure all TransX job postings follow accessibility and plain-language best practices.
  • Provide jobs postings, application forms, and recruitment materials in accessible formats, such as large print, Braille, or text-to-speech upon request, and clearly communicate the availability of these formats throughout the hiring process.

Barrier-Free Recruitment and Selection Processes

  • Develop a standardized TransX recruitment and employment procedure that supports applicants with disabilities from application to onboarding.
  • Integrate accessibility considerations into every stage of the recruitment and selection process, including interviews, assessments, communication methods, and scheduling.
  • Audit and update TransX policies and procedures to reflect inclusive language and clearly outline available accommodations.

Training and Capacity Building

  • Provide enhanced training for TransX hiring and recruitment managers to strengthen their knowledge of barrier-free hiring, inclusive interviewing, and the accommodation process.
  • Deliver ongoing accessibility learning opportunities for all current and future TransX employees to build organization-wide awareness and competency.

Measurement, Benchmarking, and Continuous Improvement

  • Measure and analyze TransX’s current recruitment, selection, and onboarding practices to ensure alignment with leading accessibility practices in the trucking industry and other sectors.
  • Benchmark TransX’s practices against accessibility leaders in the trucking sector and comparable industries to identify opportunities for improvement and innovation.

Accommodation Framework and Manager Support

  • Develop a clear, practical framework to help TransX managers understand their responsibilities in the accommodation process and guide them in supporting employees with appropriate workplace adjustments.
  • Ensure managers have the tools, resources, and training needed to confidently implement accommodations and maintain an inclusive, barrier-free work environment.

2.2 Built Environment

TransX Group of Companies has terminals in New Westminster, Calgary, Edmonton, Red Deer, Regina, Winnipeg, Aberfoyle, Mississauga, Montreal, Eagan, and Bridgeview. The head office is located in Winnipeg, Manitoba where most of the staff work. Most terminals include terminal office, loading dock, maintenance building and the yards where personnel operate and work each day.

Objectives:

Entrances and Internal Access:

  • Winnipeg Terminal: Conduct a feasibility study and cost analysis to upgrade the main building’s entrances and washrooms for full wheelchair accessibility.
  • Winnipeg Terminal: Conduct a feasibility study and cost analysis to renovate the IT offices.
  • Montreal Shop: Replace existing doors with accessible-compliant models to ensure proper clearance and ease of use.
  • Winnipeg Shop: Install new doors equipped with adjustable sweeps to improve ease of operation.
  • Winnipeg Shop: Conduct a structural review to determine requirements for widening hallways to accommodate mobility devices.
  • Calgary Shop: Replace traditional door handles with accessible lever-style models to assist those with limited manual dexterity.
  • Calgary Shop: Assess the upstairs changing room door to identify and remediate potential barriers to entry.

Path of Travel and Surface Safety: 

  • Montreal Shop: Re-level or replace exterior cement pads to ensure a smooth, trip-free path of travel.
  • Winnipeg Shop: Assess concrete griding or replacement to eliminate uneven surfaces.
  • Winnipeg Shop: Install accessible panic bars on exit doors to ensure safe and efficient emergency egress for all individuals.

Washroom and Personal Facilities:

  • Aberfoyle Shop: Install support grab bars in washrooms to enhance safety and stability.
  • Winnipeg Shop: Explore and identify alternative accessible washroom options to improve facility inclusivity.

Continuous Assessment and Future Planning:

  • Mississauga Shop: Conduct a comprehensive, site-wide accessibility assessment to identify hidden barriers.
  • Mississauga Shop: Integrate audit findings into future updates of the multi-year Accessibility Plan.
  • Continue to consult with employees with disabilities on ways to improve accessibility of the built environment.

2.3 Information and Communication Technologies (ICT)

TransX Group of Companies uses different technologies. This includes our public websites (www.transx.com and www.drivetransx.com) social media platforms, and programs that only our employees use. 

Objectives:

Learning Management System:

  • Our Learning Management System provider will be moving to an explicit design system for all components, thereby ensuring that color schemes and contrasts meet accessibility guidelines.
  • Rebuilding how content is displayed, ensuring the use of <button> and <a> tags when appropriate.
  • Aiming for WCAG 2.2 AA compliance.

TransX’s Public Websites:

  • Ensure website images include Alt-Text and backend descriptions to maintain compatibility with assistive technologies and screen-reading software. 
  • Standardize the use of Heading Tags creating a logical content hierarchy, enabling screen reader users to “scan” pages and jump directly to different sections.
  • Ensure digital documents (PDFs) are accessible by attaching Alt-Text and descriptions to support users with diverse visual and cognitive needs.

Operational Software:

  • Conduct a review of our current fleet management software and evaluate future upgrades or alternative software to ensure it supports diverse user needs.

2.4 Communication, other than ICT

Communication to internal and external audiences is carried out in many ways depending on the purpose and circumstances with the overall goal of providing the information in a manner that is most useful to the intended recipients.

Our employees communicate with one another regularly through phone, email, and in person. We communicate with the public through our websites, social media platforms, phone, email, and in person.

Objectives:

  • Develop a process to provide information and communications in alternate formats upon request. In determining an appropriate format, we commit to consulting with the requestor.
  • Promote our accessibility feedback process to ensure all employees feel empowered to identify and report barriers.
  • Ensure to consult with people with disabilities to proactively identify and address their information and communication needs.

2.5 The Procurement of Goods, Services and Facilities

TransX Group of Companies buys various products and services that support our work activities. The current procurement process depends on the initiator to remember accessibility considerations when submitting purchase. 

Objectives:

  • Ensure accessibility needs are considered when purchasing, renting or leasing software, equipment, food items, building or workspace including updates and renovations.
  • HR Advisement and Consultation of End Users Requirements to Procurement: Involve people with disabilities early in the process to identify potential barriers.
  • Alternative Options: If fully accessible products are not immediately available, develop a plan for reasonable accommodation or phased implementation.

2.6 The Design and Delivery of Programs and Services

TransX Group of Companies’ main role is transporting goods via trucks to various customers across Canada and the United States. Delivery of programs to employees, including employment information, training, employee support programs, job information, etc., takes many forms including in-person, virtual connections, print items, and various electronic means.

TransX Group of Companies provides all employees with an Employee and Family Assistance Program, a confidential support service that can help employees and their family with a wide range of challenges relating to physical/mental health, wellness, diversity and much more at no cost to employees.

Objectives:

  • To support the delivery of our safety training program, our Learning Management System will be upgraded to ensure that the delivery of educational content meets the needs of our learners.
  • Continue to use data collected through feedback mechanisms to make improvements of future programs and services.

Continue to provide the Employee and Family Assistance Program to all employees.

2.7 The Design and Delivery of Programs and Services

It was found that the transportation area did not have any implications for TransX employees, as generally employees are responsible to arrange their own transportation to and from the workplace. TransX does not provide transportation services to the public or to employees.

3. Consultations

TransX Group of Companies is committed to listening to the experiences and feedback from people with disabilities. We recognize that our staff are critical to identifying and removing barriers. Beyond this plan, we also recognize that consultations and feedback need to be ongoing. 

In preparation of this plan, a survey was sent out to all TransX Group of Companies employees to ask for feedback about accessibility. The majority of respondents identified themselves as not having a disability. Persons who agreed to being contacted for consultations have been contacted in person, by phone or email for further feedback and suggestions for improvement. Both, persons that identified as having a disability and those identified as not having a disability were included in the consultations and ranged from different terminals across Canada. Meetings with different Department Managers were also conducted to discuss the barriers faced by people in our workplace.  

The survey responses provided valuable insights into several key areas:

  • Physical Accessibility: Employees highlighted opportunities to improve access to certain facilities and spaces, particularly for individuals with mobility challenges. Feedback also focused on improving parking lot maintenance, enforcing handicap parking rules, and installing automatic door openers.
  • Digital Tools & Training: Feedback pointed to areas where internal software and training platforms could be enhanced for better usability and clarity.
  • Awareness & Support: The feedback highlights a pathway to strengthen our workplace culture through deeper education on neurodiversity and mental health. By fostering more inclusive management practices and open dialogue, we can build an environment where every individual feels understood and supported in their unique needs.

Work Environment & Communication: Suggestions focused on enhancing cross-departmental coordination. Additionally, employees identified environmental needs such as improved yard lighting, better radio range, and clearer internal communication regarding company policies.