Clean Harbors Accessibility Plan 2026
Statement of Commitment:
Our organization is committed to creating an inclusive, barrier-free environment where all individuals are treated with dignity, independence, respect and perform their roles safely and effectively. This Accessibility Plan outlines the actions we are taking to ensure equitable access and full participation for people with disabilities. This Accessibility Plan has been prepared to meet our obligations under the Accessible Canada Act (ACA) and the Accessible Canada Regulations (ACR). The Accessible Canada Act is a federal law for federally regulated employees that was created to find, eliminate and prevent barriers that people with disabilities face daily. Adopted in 2019, the Act’s primary goal is to create a Canada that is free of barriers by 2040.
It reflects our commitment to identifying, removing, and preventing barriers for persons with disabilities in our workplace, policies, programs, practices, and services.
Description of Clean Harbors:
Founded in 1980, Clean Harbors stands to be North America's leading provider of environmental, energy, and industrial services. The company serves a diverse customer base, including a majority of the Fortune 500 companies across the chemical, energy, manufacturing, and additional markets, as well as numerous government agencies. These customers rely on Clean Harbors to deliver a broad range of services such as end-to-end hazardous waste management, emergency spill response, industrial cleaning and maintenance, and recycling services. Through its Safety-Kleen subsidiary, Clean Harbors is also North America's largest re-refiner and recycler of used oil and a leading provider of parts washers and environmental services to commercial, industrial, and automotive customers. Founded and based in Massachusetts, Clean Harbors operates throughout the United States, Canada, Mexico, and Puerto Rico.
We have over 50 locations and more than 2,500 employees in Canada. Most of our employees work jobs that involve manual labour. This includes people who operate trucks and those who work with hazardous waste. Many of the locations that we work out of are industrial in nature and would be difficult to make fully accessible for all people.
General:
You can send your feedback on our plan by email, phone, or mail using the contact information below.
Contact: Manager Accessibility and Equity
Mailing address: 2130 121 Avenue NE, Edmonton, AB T6S 1B1
Email: accessibilitycanada@cleanharbors.com
Webpage: www.cleanharbors.com/contact-us
Toll-free, North America: 1-844-360-0536
You may also use this contact information to request a copy of this accessibility plan or our feedback process description in alternate formats, including print, large print, audio, or accessible electronic formats.
Reporting our Plan:
As required by the Accessible Canada Act, we will publish a status report every year that measures our progress against our commitments. We will also review and update our Accessibility Plan every three years from the date of the original publication. Progress Reports and updates to our Accessibility Plan will be shaped by consultation with persons with disabilities.
Consultations:
To identify accessibility gaps and needs in developing this plan, we gathered feedback through an employee survey and reviews of the company’s facilities. Through this process, we identified barriers and corresponding actions to improve accessibility across six of the seven priority areas outlined under the Accessible Canada Act (ACA).
We will continue to survey employees, including those with disabilities and any working groups that have been developed as part of this Accessibility Plan, to measure progress and ensure that we realize the changes we’ve set out to achieve.
Addressing areas identified in the Accessible Canada Act
- Employment:
We have more than 2,500 employees in Canada, and about 2.5 percent of them self-identify as having a disability. Accessibility is to be reviewed at every stage of employment. This means accommodations are reviewed for candidates and employees upon request and accessibility should be embedded into policies, processes and practices, including: recruitment, onboarding, short- and long-term disability leaves and redeployment.
Barriers
We commit to making the job application process more accessible. We heard from people with disabilities that there are some barriers on our careers website, including small font size.
Regarding employee accommodations, we have some important improvements to make. We try to follow best practices to accommodate employees who are injured on the job. Our process for accommodating employees who have disabilities not related to their job is not as clear or well-documented. When we consulted with our employees, some of them told us that they did not understand how to request accommodations or did not understand why certain accommodations were denied.
Actions:
The organization will strengthen its accessibility and accommodation practices by clearly documenting and communicating the accommodation request process, including defined HR contact points for support. Accessibility awareness training will be introduced for managers, supervisors, and HR staff to build consistent understanding and application of accessibility requirements. Job roles will be reviewed to identify duties that can be adapted, with accommodations discussed early in the employment process to support inclusivity from the outset. In addition, existing accommodation guidelines and processes for employees with disabilities will be reviewed, with recommendations developed to improve their effectiveness, clarity, and alignment with accessibility best practices. We want to make sure that all employees with disabilities have equal access to accommodations and that all managers know the accommodations process.
- The Built Environment:
We conduct business at more than 50 locations across Canada, including company-owned and leased facilities, as well as client-owned sites where our employees work. Some of these facilities are older and were not originally designed with accessibility in mind. As a result, certain features, such as doorways and washrooms, may not fully meet current accessibility standards and guidelines
Barriers
Based on our site visits we identified barriers pointing to broader shortcomings in the built environment that limit equitable access. Entry points are not consistently accessible, with a lack of automatic doors, ramps, or level entrances creating immediate obstacles for individuals using mobility aids. Inside some of the facilities, space is restricted by narrow hallways and stair-only areas making it difficult to move freely throughout the facility.
Not all washroom facilities are fully accessible, lacking adequate turning space, grab bars, and appropriately designed fixtures, which reduces independence and usability. In addition, accessible parking is limited at some locations, and signage is insufficient, unclear, or not designed with accessibility in mind, creating challenges in overall navigation.
From a broader building environment perspective, these issues are compounded by other common barriers such as poor lighting, high service counters and non-slip or uneven flooring concerns. Emergency exits and evacuation procedures may also not be fully accessible or clearly communicated. Together, these barriers indicate a need for more comprehensive, inclusive design and retrofitting to ensure the environment is usable, safe, and welcoming for all individuals.
Actions:
To remove these barriers, in the coming years we plan to conduct accessibility assessments at all facility entrances to identify areas requiring upgrades. If possible, we will install or enhance ramps, automatic door operators, and level access entry points where feasible to improve safe and independent access for individuals with mobility challenges.
Collaborate with landlords, property managers, and facilities teams to evaluate existing washrooms against current accessibility standards. Develop a phased plan to improve turning space, install grab bars, lower fixtures where required, and ensure washrooms are fully accessible and usable for all individuals.
Review interior building layouts to identify barriers related to hallway width and stair-only access. Where appropriate, improve hallway clearance, install accessible door hardware and automatic openers and establish alternative accessible routes to ensure equitable movement throughout facilities.
Assess current parking areas to determine accessibility gaps. Ensure each facility has availability of accessible parking spaces in accordance with applicable standards and improve signage through clear, visible, and accessible formats to support navigation for all visitors and staff.
- Information and Communication Technologies:
We are a large company and have a lot of different technologies and systems. Some of them are standard products we purchase, and others are customized or built in house. Our internal website may have some barriers with not having the ability to dictate or voice command.
Barriers
Barriers identified within the digital and technological environment are that some internal systems and tools are difficult to read or navigate due to small font sizes and poor screen readability, creating challenges for individuals with visual or cognitive accessibility needs. In addition, the accessibility of virtual meetings and digital platforms is inconsistent, which may limit participation for individuals who rely on accessible features such as captioning, screen reader compatibility, or adaptable viewing options. These barriers highlight the need for more inclusive digital design and standardized accessibility practices across technology platforms.
Actions:
We are committed to promoting and implementing accessibility features within internal systems and digital tools, including adjustable font sizes, improved screen readability, and compatibility with assistive technologies. Guidance and training will be provided to staff on the use of accessibility settings to support inclusive and equitable access for all users.
We will enhance the accessible meeting and communication practices across Canada. This includes the consistent use of captions, accessible document formats, screen reader-compatible materials, and inclusive virtual meeting procedures to ensure equitable participation for all employees and stakeholders.
- Communication:
The communication priority area recognizes that people give, receive and understand communication in different ways. An organization is expected to take these differences into account and provide its communications in various accessible formats for people who require them. We do include captions on videos but can make a better effort in making all internal and external communication more accessible.
Barriers
Communication barriers were identified due to the inconsistent use of plain language in written materials and emergency communications that may not consistently include both visual and audible alerts. These issues may limit accessibility and understanding for individuals with diverse communication and sensory needs.
Actions:
The organization will improve accessibility in communications by using plain, easy-to-understand language in key materials. Evaluate how we can enhance emergency alert systems to include both visual and audible signals where needed.
- Procurement of Goods, Services, and Facilities:
The Procurement of Goods, Services and Facilities section ensures that accessibility is considered at the beginning of the buying process at all levels in the organization. We want to set up a process to help us know when accessibility should be considered in procurement process.
Barriers
We do not always consider accessibility in our procurement process because most of the goods we procure, like fuel, do not have related accessibility considerations. Accessibility requirements are not always formally embedded in procurement decisions.
Actions:
Evaluate how to further take accessibility into account in vendor selection, selecting facilities, equipment, and services. These measures will help ensure that accessibility is considered consistently in purchasing and operational decisions.
Ask employees for feedback and inquiries about goods and services bought by the company and try to accommodate employees if they feel the goods and services do not meet their needs.
6. Design and Delivery of Programs and Services:
How the company designs and delivers its internal and external programs and services matters in fostering accessibility. Beginning with the planning stage this is something we will look forward to incorporating. Clean Harbors is committed to incorporating accessibility considerations into the design and delivery of programs, services, communications, and digital experiences.
Barriers
Accessibility considerations are not always consistently applied during program or process design.
Actions:
The company is committed to continuously improving accessibility to better support employees and customers with disabilities. Accessibility will be incorporated as a standard consideration in the design and review of programs, services, and internal processes. Employee feedback will also be sought when changes may impact accessibility to help ensure inclusive and effective outcomes. In addition, a forum consisting of employees from various departments, including persons with disabilities, will be able to provide feedback and recommendations on accessibility improvements.
- Transportation:
Clean Harbors does not provide transportation services for the public or its employees. ACA focuses on the transportation of people, and so we do not have any actions in this area.
Conclusion
In conclusion, the organization is committed to supporting compliance with the Accessible Canada Act (ACA) by identifying, addressing, and removing barriers that impact accessibility in the workplace and built environment. Through ongoing improvements to facilities, digital tools, communication practices, and workplace processes, we aim to create a more inclusive, equitable, and accessible environment for employees, clients, and visitors.
We will monitor and measure our progress in removing accessibility barriers and will include accessibility considerations in the planning processes. Employee feedback will continue to guide improvements, and progress updates will be published as required under the ACA.
We encourage all employees to share feedback using the established feedback process. Feedback will be reviewed and used to continuously improve accessibility across our Canadian locations.