Canada Accessibility Plan 2026-2029

Sorenson Communications Effective Date: June 1st, 2026 Next Review Date: May 1st, 2029

Accessibility Statement

Sorenson Communications is a global language services provider and leader in communication solutions for Deaf and hard-of-hearing communities. We understand accessibility needs and are committed to creating a barrier-free Canada. We are dedicated to identifying, removing, and preventing barriers to accessibility in our workplace and in the services we provide. We support the goals of the Accessible Canada Act (the “Act”) and are committed to meeting our obligations under the Act and the Accessible Canada Regulations. Accessibility is an ongoing process, and we will continue working toward a fully accessible environment for employees, applicants, customers, and the public.

General

We welcome feedback on accessibility at Sorenson Communications. Feedback may be submitted using the contact information below: Email: [email protected] Address: 4192 Riverboat Rd., Salt Lake City, UT 84123 Alternative formats are available upon request. We will acknowledge receipt of feedback within five (5) business days and respond as promptly as reasonably possible thereafter.

Accessibility Lead

Name: Hunter Lehnert Title: Senior Employee Relations Manager

Areas Described Under Section 5 of the Accessible Canada Act

1. Employment
   1. Existing Barriers
      1. Need for manager training on responding when an employee or candidate requests an accommodation.
      2. Need for unconscious bias training in hiring.
      3. Potential barriers in succession planning and access to professional development opportunities.
   2. Actions to Remove and Prevent Barriers
      1. Maintain a documented accommodation process.
      2. Provide accessible recruitment materials upon request.
      3. Ensure that interview processes are accessible.
      4. Train managers on accommodation obligations.
      5. Review return-to-work processes for accessibility compliance.
   3. Roles and Responsibilities
      1. Human Resources (HR) will maintain and oversee the accommodation and accessible recruitment processes.
      2. HR will partner with managers and employees throughout the accommodation and return-to-work process.
      3. HR will coordinate accessibility-related training and awareness initiatives.
      4. Managers and leaders will participate in accessibility training and work collaboratively with HR to identify and implement reasonable accommodation.
      5. Employees will communicate their accommodation needs when support is required, participate in the accommodation process, and provide supporting information as appropriate.
      6. All team members will support an inclusive, respectful, and accessible workplace culture.
   4. Determining and Tracking Intended Outcomes
      1. Monitor completion of accessibility training for managers and applicable employees.
      2. Track accommodation requests and return-to-work process to help identify trends, barriers, and opportunities for improvement.
      3. Review recruitment and interview practices periodically to ensure accessibility standards are being maintained.
      4. Gather feedback from employees, candidates, and leaders regarding accessibility and accommodation experience where appropriate.
      5. Review employment policies, practices, and procedures on an ongoing basis to identify and remove barriers to accessibility.
      6. Document accessibility initiatives, corrective actions, and continuous improvement efforts as part of ongoing ACA compliance and reporting obligations.
2. The Built Environment
   1. Existing Barriers
      1. Emergency evacuation procedures may not fully address the needs of individuals with disabilities.
      2. The working alone policy may not fully address accessibility and safety considerations.
   2. Actions to Remove and Prevent Barriers
      1. Conduct accessibility reviews of physical locations to identify and address potential barriers.
      2. Ensure emergency evacuation procedures include accessibility considerations.
      3. Review and update emergency response and working alone procedures to incorporate accessibility and safety requirements.
      4. Coordinate with Facilities, Safety, and leadership teams to identify opportunities for continuous accessibility improvements within the workplace.
   3. Roles and Responsibilities
      1. Facilities and Safety Teams will conduct and support accessibility reviews of physical workspaces and emergency procedures. (Monthly)
      2. HR will partner with employees, managers, and Health and Safety in the Workplace team members to support accessibility-related workplace needs. (Twice a year)
      3. Managers and leaders will support employees who need workplace or emergency accommodations, participate in emergency preparedness efforts, and promote accessibility awareness within their teams. (Ongoing)
   4. Determining and Tracking Intended Outcomes
      1. Conduct periodic reviews and workplace accessibility and emergency preparedness processes to identify barriers and improvement opportunities. (Monthly)
      2. Track completion of emergency preparedness activities, including evacuation drills and accessibility-related training. (Annually)
      3. Review feedback from employees, managers, and safety members regarding accessibility and emergency response procedures. (Monthly)
      4. Monitor and document accessibility-related concerns, corrective actions, and workplace initiatives. (Twice a year)
      5. Review working alone procedures periodically to ensure accessibility and employee safety considerations remain effective and appropriate.
3. Information and Communication Technologies (ICT)
   1. Existing Barriers
      1. Digital content, including websites, social media, and documents, may not consistently meet accessibility standards for customers and employees.
   2. Actions to Remove and Prevent Barriers
      1. Review websites for compliance with applicable accessibility requirements.
      2. Assess compatibility with assistive technologies.
      3. Promote the use of accessible formatting practices for electronic documentation, communication, and presentations.
   3. Roles and Responsibilities
      1. Internal Communications and Marketing will create and maintain accessible digital content and apply accessibility best practices to electronic materials and online content that is customer-facing and employee-facing.
      2. HR will support accessibility initiatives for employee-facing systems, communications, and digital resources, and will work with employees and leaders to identify and escalate workplace technology accessibility concerns. Managers and employees will report accessibility concerns to HR, Internal Communications, or Marketing, as appropriate.
   4. Determining and Tracking Intended Outcomes
      1. Conduct annual audits of internal and external websites to assess compliance with accessible formatting requirements, or more frequently as needed.
      2. Review accommodation requests involving accessibility needs and coordinate the interactive process with Marketing, Internal Communications, and HR, as appropriate.
4. Communication, Other Than ICT
   1. Existing Barriers
      1. Geographic dispersion of non-center employees and customers may create communication accessibility challenges.
      2. Processes for handling special accessibility requests, including assignment and resolution, may not be fully defined.
   2. Actions to Remove and Prevent Barriers
      1. Provide information in alternative formats upon request.
      2. Use plain language in employee communications.
      3. Create internal policies for accessibility requests and determination/resolution.
   3. Roles and Responsibilities
      1. HR, Internal Communications, and Marketing will establish and maintain a process for handling accessibility-related requests and determining appropriate resolution.
      2. The assignee will review each request and direct it to the appropriate team, including Marketing, Internal Communications, and/or HR.
   4. Determining and Tracking Intended Outcomes
      1. Monitor and track accessibility-related communication requests, including requests for alternative formats.
      2. Track response timelines, request assignments, and outcomes to help ensure requests are addressed in a timely and consistent manner.
      3. Annually review internal communication practices, policies, and procedures to ensure they support accessibility, clarity, and consistency.
5. Procurement of Goods, Services, and Facilities
   1. Existing Barriers
      1. Second-floor workspaces may present barriers during emergencies for individuals who require assistance.
   2. Actions to Remove and Prevent Barriers
      1. Develop and implement individualized emergency response plans for employees who may require assistance during an evacuation or emergency.
      2. Identify and train designated support personnel where appropriate.
      3. Incorporate accessibility considerations into all emergency planning.
   3. Roles and Responsibilities
      1. HR will work with employees, managers, and the Health and Safety Committee to support workplace accessibility and emergency preparedness, and to maintain related accommodation records.
      2. The Health and Safety Committee will conduct monthly reviews of workplace environments and emergency procedures to identify and address accessibility barriers, and will discuss findings during committee meetings.
   4. Determining and Tracking Intended Outcomes
      1. Individualized emergency response plans will be reviewed annually by the Health and Safety Committee to help ensure they continue to meet accessibility and accommodation needs.
      2. Accessibility concerns related to workplace facilities, emergency preparedness, or evacuation procedures will be documented, reviewed, and addressed monthly by the Health and Safety Committee.
      3. Feedback from employees, supervisors, Health and Safety Committee, and other stakeholders will be considered as part of ongoing accessibility planning and continuous improvement efforts.
6. The Design and Delivery of Programs and Services
   1. Existing Barriers
      1. Communication about the accessibility program may not consistently reach all employees.
      2. Employees may face barriers when providing feedback about accessibility needs.
   2. Actions to Remove and Prevent Barriers
      1. Review internal programs for accessibility.
      2. Ensure training and meetings are accessible.
      3. Create an accessibility feedback form for employees.
   3. Roles and Responsibilities
      1. HR will support the development, implementation, and ongoing review of accessibility-related programs, training, and employee resources; maintain accessibility feedback processes; and work with leaders and internal stakeholders to identify and address accessibility barriers.
      2. Managers and leaders will promote awareness of accessibility resources, programs, and feedback channels within their teams, support participation in accessible training and meetings, and work with HR to address accessibility concerns and barriers.
      3. Internal Communications and Marketing will support accessible communication practices and ensure accessibility is integrated into training materials and internal and external communications.
      4. Employees will complete accessibility training and share feedback on barriers, concerns, or opportunities for improvement through established channels.
   4. Determining and Tracking Intended Outcomes
      1. Accessibility-related training will be reviewed annually to help identify and reduce barriers to participation.
      2. Employee feedback will be monitored, reviewed, and sent to the appropriate teams for consideration and resolution.
      3. Accessibility concerns, corrective actions, and improvement initiatives will be documented and tracked through completion.
      4. HR and applicable stakeholders will review accessibility practices, feedback trends, and improvement opportunities on an ongoing basis to support compliance and promote an inclusive workplace environment.
7. Transportation is not applicable to our operations at this time.

Consultations

In preparing this Accessibility Plan, Sorenson Communications consulted with employees, including employees with disabilities, and other internal stakeholders to identify barriers and opportunities for improvement. Consultations were conducted through internal discussions, feedback opportunities, collaborative review of workplace practices, and discussions with leaders and stakeholders involved in Human Resources, workplace accommodations, health and safety, communications, Facilities and operations. As part of this consultation process, Sorenson Communications also:

• Reviewed workplace policies, procedures, and existing accessibility-related practices.
• Conducted internal reviews to identify potential barriers related to employment, communication, emergency preparedness, workplace accessibility, and employee experience.
• Sought input from Human Resources leadership, Health and Safety Committee members, operational stakeholders, and individuals involved in accessibility and workplace accommodation processes.
• Considered accessibility best practices, operational needs, and applicable legislative requirements under the Accessible Canada Act (ACA).

These consultations helped identify key themes, including the need to strengthen communication accessibility, emergency planning, accessibility awareness, accommodation processes, and mechanisms for receiving and responding to feedback. Sorenson Communications will continue to consult persons with disabilities, employees, and relevant stakeholders when reviewing, updating, and reporting on this plan. Future consultations may include direct feedback, surveys, meetings, and other accessible engagement methods to help ensure that lived experience, operational insight, and accessibility considerations continue to inform our planning and progress reporting.

Progress Reporting

Sorenson Communications will publish an annual progress report as required under the Accessible Canada Regulations. Progress reports will describe:

• Steps taken to remove barriers
• Barriers identified since publication of this plan.
• Feedback received and how it was addressed.
• Consultations conducted.

Alternative Formats

This Accessibility Plan is available in alternative formats upon request, including:

• Print
• Large print
• Electronic format
• Audio format

Requests may be submitted using the contact information listed above. We will provide requested formats within the timelines required by the Accessible Canada Regulations.

Review and Updates

This plan will be reviewed and updated at least once every three years, or sooner if significant changes occur. We are committed to continuous improvement and barrier removal.