Accessibility Plan

1. Executive Summary

Redwood Infrastructure LP (we, us, Redwood) will identify, remove, and prevent barriers in line with the Accessible Canada Act (the Act). This plan explains who is responsible for accessibility, how we handle feedback, and how we improve across our remote-work model. We focus on accessibility in our policies, digital tools, procurement, and internal service delivery. The plan is reviewed regularly with input from employees, including people with disabilities, and is shared in accessible formats.

2. General Information

  • Role Responsible for Receiving Feedback: Human Resources Business Partner
  • Mailing Address: 81 Bay Street, Suite 4510, P.O. Box 45, Toronto, ON M5J 0E7
  • Email Address: admin@redwoodinfrastructure.ca
  • Scope: Redwood operates fully remotely. If we use third-party locations for meetings or events, those venues should be accessible.

3. Accessibility Statement

Redwood is committed to an inclusive, accessible, and barrier-free workplace. We aim to meet the requirements of the Act and to continuously improve accessibility across our operations, services, communications, and workplace practices. Feedback on accessibility is welcome and will be used to make meaningful improvements. We will provide information in accessible formats on request, and will share updated versions of this plan.

4. Governance, Roles, and Communications

  • Accessibility Lead: responsible for coordinating accessibility efforts (approved by senior leadership).
  • Feedback and Action: feedback is collected in a central log, reviewed regularly, and turned into action where possible.
  • Meetings and Reporting: there is a regularly check-in to review progress and adjust plans as needed.
  • Coordination: Human Resources, IT, and operations work together to address accessibility needs.

5. Key Areas

a. Employment

  • What we do: We ensure recruitment, assessment, and hiring processes are accessible. Accommodations are available on request at any stage. We support remote work with accessible tools and practices.
  • What to expect: Clear, barrier-free job postings; straightforward accommodation processes; ongoing support and training for managers and staff on accessibility.

b. The Built Environment

  • What we do: Redwood does not operate a physical main office. If we use third-party facilities for events or meetings, we require these spaces to be accessible.
  • How we handle it: Before booking or using a site, we verify accessibility with the venue and request appropriate arrangements as needed.

c. Information and Communication Technologies (ICT)

  • What we do: We use digital tools and platforms that support accessibility. We choose software and services with built-in accessibility features and include accessibility criteria in procurement.
  • How we handle content: Digital information and communications are designed to be accessible; requests for alternate formats are welcomed and handled promptly.
  • Ongoing effort: Regularly review digital tools for accessibility and fix issues as they arise.

d. Communication Other Than ICT

  • What we do: When information is in print or shared in person, we provide accessible formats on request and respond quickly to accommodation needs.
  • How we handle it: A straightforward process is in place to deliver alternate formats and accessible communications.

e. Procurement of Goods, Services and Facilities

  • What we do: Accessibility considerations are part of purchasing decisions. We look for accessible options and provide accommodations for home office equipment and tools as needed.
  • How we handle it: Vendors and service providers are encouraged to offer accessible choices; decisions prioritize accessibility when practicable.

f. Design and Delivery of Programs and Services (Internal)

  • What we do: Our internal programs, workflows, onboarding, and training are designed to be accessible to employees of all abilities.
  • How we handle it: We review processes to remove barriers and support meaningful participation in work activities.

g. Transportation

  • Not applicable: Redwood is fully remote and does not operate a transportation program.
  • If travel or in-person events occur: We will arrange accessible transportation and venues as needed.

6. Consultation with Persons with Disabilities

  • How we engaged: We consulted with an employee who has a disability to understand needs and preferences.
  • What happened: We identified practical accommodations and implemented them (as described below) with the employee’s input, while keeping discussions confidential.
  • Accommodations included:
    • Office/workspace equipment stipend to create a safe and comfortable setup
    • Workplace adjustments to the current environment
    • Regular check-ins to ensure the accommodations continue to meet needs

7. Review, Monitoring, and Updates

  • Frequency: The accessibility plan is reviewed every year.
  • Process: We evaluate progress, consider changes to operations or workforce, and update the plan as needed.
  • Transparency: Updated plans and progress summaries are shared with employees in accessible formats.

8. Ongoing Commitments

  • Short-Term (within the next year):
    • Maintain and improve existing accommodations.
    • Ensure new hires are informed about accessibility supports and how to request accommodations.
    • Integrate accessibility considerations into any new operational changes.
    • Encourage and respond to feedback about accessibility barriers in a timely way.
  • Long-Term (ongoing):
    • Continuously improve accessibility as the team and operations grow.
    • Stay informed about changes in accessibility laws and standards and adjust practices accordingly.
    • Build a workplace culture where inclusion and accessibility are part of everything we do, from hiring to daily work.

Redwood believes accessibility is an ongoing effort. We will listen, learn, and take action so everyone on our team can do their best work