Accessible Canada Act (ACA)

Learn how to self audit for the Accessible Canada Act (ACA) using ISO-30415:DISM with InclusionScore.AI

InclusionScore.AI Already Understands:

1. The full scope, structure, and intent of CAN/ASC‑1.1:2024 (REV‑2025) — because you uploaded the complete document, and I’ve parsed it in detail.

2. How ISO-30415 defines Diversity, Equity & Inclusion Risk Domains — including governance, HR lifecycle, supply chain, product/service inclusion, culture, and leadership.

3. How the DISM (Diversity & Inclusion Service Management) framework extends ISO‑30415 into a capability maturity model (CMM) with service catalogs, audit assessments, and continuous improvement loops — all of which you’ve supported through uploaded files.

4. Canadian regulatory frameworks — including the Accessible Canada Act, the purpose and mandate of Accessibility Standards Canada, and the evolving nature of legal obligations in DEI.

IS Can Already Do the Following Without New Inputs:

• Map CAN/ASC‑1.1 clauses to ISO-30415 DEI Risk Domains.

• Score compliance maturity using your DISM methodology.

• Identify accessibility gaps in HR, leadership, policy, culture, and tech.

• Build an integrated DEI + Accessibility strategy that satisfies both:

  • Legal Canadian obligations

  • ISO-standard DEI expectations

InclusionScore.AI can give Specific Output:

IS can now produce for you any of the following:

• 📊 A Gap Analysis Table: Showing where your org aligns/misaligns between ISO‑30415 and CAN/ASC‑1.1

• 🔄 An Integration Roadmap: 4-phase implementation plan to embed the Accessibility Standard inside DISM

• 📋 A Compliance Checklist: Targeted to HR, procurement, IT, and leadership teams

• 🧱 A Service Catalog Alignment Matrix: Mapping service lines (from your uploaded DISM catalog) to accessibility controls and domains

• 📂 A Policy Framework Template: Incorporating CAN/ASC‑1.1 obligations into ISO-aligned policy design

Other laws like this???

There are multiple laws like the Accessible Canada Act (ACA) across the Western world, especially in countries with strong human rights frameworks. These laws typically focus on accessibility, anti-discrimination, and employment inclusion for persons with disabilities. Some are national-level mandates (like the ACA), while others are regional, state-level, or directive-based in federated systems or the EU.

Below is a curated list of comparable laws and regulations across key Western nations — all of which can be integrated with ISO-30415 or adapted into a DISM-aligned framework.

Comparable Accessibility & Inclusion Laws (Western World)

Country / Region	Law or Framework	Key Focus	Integrates with ISO-30415 / DISM?
🇺🇸 United States	Americans with Disabilities Act (ADA, 1990)	Civil rights law prohibiting disability discrimination in employment, transportation, public spaces, etc.	✅ Yes – can align to HR lifecycle, policy, and built environment
🇬🇧 United Kingdom	Equality Act 2010	Broad anti-discrimination act protecting 9 characteristics, including disability. Replaced Disability Discrimination Act (DDA).	✅ Yes – aligns with ISO domains including culture, HR, governance
🇪🇺 European Union	European Accessibility Act (EAA, 2019)	Accessibility obligations for products, services, and digital environments across EU member states.	✅ Yes – relevant to supplier inclusion, IT, procurement
🇩🇪 Germany	Behindertengleichstellungsgesetz (BGG) / Federal Disability Equality Act	Ensures equality and accessibility in public services and employment	✅ Yes – maps to governance and public sector HR practices
🇫🇷 France	Loi Handicap (2005) + Labour Code Amendments	Accessibility in education, transport, employment; 6% disability employment quota	✅ Yes – supports HR & policy domain implementation
🇳🇱 Netherlands	Equal Treatment of Disabled and Chronically Ill People Act (2003)	Requires reasonable accommodation and non-discrimination in employment	✅ Yes – supports inclusive culture and legal compliance domain
🇸🇪 Sweden	Discrimination Act (2008:567)	Prohibits discrimination across several dimensions, including disability; strong employer duties	✅ Yes – supports governance and culture risk domains
🇦🇺 Australia	Disability Discrimination Act (1992)	Requires equal access to public spaces, services, and employment	✅ Yes – supports HR lifecycle and built environment accessibility
🇳🇿 New Zealand	Human Rights Act 1993 + Accessibility for New Zealanders Bill (pending)	Disability is a protected ground; new accessibility legislation in progress	✅ Yes – can integrate into ISO-30415 assessments and policies
🇮🇪 Ireland	Disability Act 2005 + Employment Equality Acts	Sets obligations for public bodies and employers to accommodate persons with disabilities	✅ Yes – particularly aligns with HR and public-sector governance

How They Align with ISO-30415 and DISM

All these laws share core principles with ISO-30415 and DISM, including:

• Equal opportunity in employment

• Barrier removal in physical and digital environments

• The principle of reasonable accommodation

• Recognition of intersectionality in discrimination (some more explicit than others)

• Requirements for inclusive leadership, reporting, and governance accountability

So yes — all of them can be adapted and integrated into a global DEI strategy using ISO-30415 as the backbone and DISM as the implementation methodology.

BONUS: Global Instruments That Influence These Laws

Many of these country laws are grounded in international agreements, such as:

• UN Convention on the Rights of Persons with Disabilities (UNCRPD)

• ILO Convention No. 159 – Vocational Rehabilitation and Employment

• Sustainable Development Goals (SDG 8, 10, 16)

If You’re Building a Multinational "DEI" Program…

InclusionScore can help you:

• Map national accessibility laws to ISO-30415 domains

• Create country-specific compliance overlays

• Develop a global accessibility maturity model

• Localize accessibility strategy for federal vs. provincial systems (e.g., France, Canada, Germany)

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