2024 Accessibility Plan Progress Report

1. General

   This Accessibility Progress Report is prepared by Ooma. Inc. in accordance with the requirements of the Accessible Canada Act (S.C. 2019, c. 10) and its regulations (ACA).

   Ooma has a procedure for receiving and responding to feedback including to persons with disabilities.

   Our Accessibility Plan Progress Report and a description of our accessibility feedback process are available in alternate formats upon request.

   You can provide accessibility feedback or request an alternate format of our Accessibility Plan Progress report and description of our feedback by:

   1. Online Feedback Form
   2. Email us at: accessibility.feedback@ooma.com
   3. Call us at: +1-855-803-2564

   The designated person responsible for receiving accessibility feedback is:

   Roy Calvo, Vice President of Customer Care.

   For more information regarding Ooma’s Accessibility Plan please visit: https://www.ooma.com/accessibility/.

2. Executive Summary

   Ooma’s dedication to advancing our accessibility capabilities has resulted in progress since we published our Accessibility Plan in June 2023. Ooma plans on continuing to improve and implement changes based on identified and new barriers for persons with disabilities based on valuable feedback from internal and external stakeholders, employees and the public.

   Some of the progress made since publishing our Accessibility Plan include the following:

   • Took steps to address and accommodate requests made by employees with disabilities regarding workplace requirements.
   • Made reasonable accommodations for candidates during the interview process.
   • Updated guidelines and communicated procedures internally to improve the process of providing accommodations for persons with disabilities.

3. Status of Progress in key areas

   1. Employment

      Ooma is committed to fostering a safe, supportive and accessible workplace environment.

      Our immediate actions and progress include the following:

      • Assistive technology accommodations such as hardware and/or software to assist persons with disabilities carry out their work responsibilities are made available to employees upon request.
      • Developed a plan and procedure to identify assistive technology needs for employees and make them easily accessible. Employees can make requests via the procedure listed in the employee handbook.
      • Breaks are available throughout the workday for employees to accommodate for their mental health needs.
      • Employee trainings and guides are made available in a number of formats to accommodate for disability needs.
      • Candidates are provided accommodations to assist them during the interview process.

      In addition to our immediate actions, we have also started work on several longer-term initiatives, including:

      • Develop talent acquisition documentation and trainings to raise accessibility awareness and avoid bias in recruitment practices.
      • Develop and provide employee and manager trainings on accommodation practices for persons with disabilities in the workplace.
      • Improving and promoting feedback mechanisms that allow Ooma employees to share concerns and suggest improvements to accessibility practices, workplace policies and programs.
      • HR to develop and implement trainings and solutions allowing for employees to schedule breaks and/or personal time on their calendar to accommodate for mental health needs.

   2. Built Environment

      Ooma is committed to identifying and removing barriers in its offices and work spaces as part of building an inclusive and barrier-free built environment.

      Our immediate actions and progress include the following:

      • Assessed office layout and made adjustments based on employee needs and requests.
      • Situated teams whose roles caused more background office noise and created distractions in areas of the office where they do not distract other teams.

      In addition to our immediate actions, we have also started work on several longer-term initiatives, including:

      • Improve the current office evacuation plan and provide trainings to managers in office to provide support in emergency situations.
      • Develop and integrate accessible wayfinding and signage standards in buildings.

4. Feedback

   Most of the feedback was provided online. Feedback can be submitted by telephone, email or the web form which is specifically designated to address accessibility needs. We also collect feedback from Ooma team members through various channels and surveys.

5. Conclusion

   Ooma is continuing to make significant progress in its commitment to improve accessibility in its employment practices, built environment, products and services. We will continue the journey to work on minimizing and eliminating accessibility barriers as outlined in this report.

   Our next Progress Report will be released on or before, June 1, 2025.