Thank very much, Mr. Chair.

I would like to start by just thanking my colleague Thomas Simpson for being here to support me during my presentation, and I ask you to please be patient with me, as I am listening to my voice synthesizer while reading it out loud. Hopefully, this will work.

Good morning, Mr. Chair and members of the committee.

I'd like to thank you for the opportunity to speak on behalf of CNIB, an organization that has been advocating for Canadians who are blind or who have low vision for over a century. My name is Diane Bergeron, and I'm president of CNIB guide dogs. At CNIB, we are committed to making Canada a place where everyone can participate fully, without any barriers.

Today I'd like to highlight some of the areas where we believe the government can take action to achieve a barrier-free Canada by 2040, as outlined in the Accessible Canada Act.

Attitudes continue to be the largest barrier to inclusion for people living with a disability. In Canada, the unconscious stigmas and biases put on people with disabilities by society limit our ability to thrive. I'm a mother, an executive leader and an athlete, yet most people will automatically look to my guide dog and make assumptions about what I can or cannot do.

Culture change is not easy work. It takes time, energy and buy-in.

CNIB's first recommendation is for the Government of Canada to focus its energy and intentions on changing society's attitudes towards people with disabilities. We must increase understanding and dispel myths and conceptions. Simply, society does not understand disability.

When CNIB engaged in its largest consultation to build a new strategic plan, we heard time and time again the realities of living with sight loss. People with sight loss, like me, are ignored in conversations when staff talk past us or to our family members or friends. People with sight loss are stopped in their tracks when they're trying to cross the street, because well-intentioned people don't believe that we can navigate our cities by ourselves. Also, unfortunately, for those of us who work with a guide dog, we are constantly fighting for our rights to enter into public spaces, because people don't understand that guide dogs are allowed everywhere.

By focusing on social inclusion and positive representation, you'll be able to collectively move much more quickly towards the goal of an accessible Canada by 2040. We must remove unconscious stigmas and assumptions. Attitudinal barriers prevent people who are blind or have low vision from obtaining meaningful employment, and Canadians who are blind or have low vision continually face significant barriers, including inaccessible workplaces and a lack of accommodations.

Discriminatory hiring practices are also far too common. The unemployment rate for this group is three times higher than the national average, but we know that employment is the best indicator of positive attitudes among people living with a disability. When CNIB has commissioned public attitude surveys regarding people who are blind or partially sighted, it is those attitudes of their colleagues that are the most positive. This makes sense. When you work with someone you see, you can see how they adapt to everyday problems they face. People with sight loss face problems every day. We are well prepared for problem-solving in the workplace.

CNIB has made strides in supporting individuals in finding meaningful employment, but we need stronger federal backing to expand these initiatives. We also need to ensure that employers understand the benefits of inclusive hiring.

As a result, income security is another pressing issue. Many people with sight loss struggle with inadequate income support compounded by additional costs related to assistive devices and health care. While programs like the Canada disability benefit are promising, they must be designed to address the unique financial realities of people with disabilities.

Additionally, we believe that administrative barriers associated with existing benefit programs must be eliminated, especially during the implementation of the Canada disability benefit. These include repeated clarifications in order to prove disability, inaccessible document formats, and staff who are not trained in supporting applicants with a disability.

We are calling on the committee to ensure that these income supports factor in the increased costs of living, particularly the costs of assistive technology. We also believe that these benefits should be paired with robust employment strategies to ensure that those who want to work can do so. The Accessible Canada Act laid the spirit of a strong foundation, but there are still gaps in the enforcement of accessibility standards. These standards are not being applied consistently across the country, and more must be done to ensure compliance. We're calling for enhanced oversight, including regular audits and meaningful penalties for non-compliance. This will help to ensure that organizations meet their obligations to provide accessible services and spaces. For far too long we have given carrots when sometimes sticks ought to be applied.

Lastly, CNIB believes that part of the road towards a barrier-free Canada is the impact of attitudinal barriers from well-meaning people towards Canadians with disabilities. I know this committee has had many conversations around the importance of mandatory training for federally regulated employees, but I want to once again stress the importance of enforcement of mandatory training for this federal staff.

Static training is not enough. It must be done in consultation with people with the lived experience. Achieving a barrier-free Canada by 2040 is ambitious, but with the right collaborations and commitment, it is possible. CNIB is ready to work alongside governments, businesses and communities to break down the barriers that people with sight loss face every day.

Thank you again for your time, and I'm happy to answer any questions that you have.