2025 Second CRTC Accessibility Plan Progress Report

1. General

   This Second Accessibility Plan 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 Second Accessibility Plan Progress report and a description of our feedback in a number of ways, including by:

   1. Completing an 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 please visit: https://www.ooma.com/accessibility/.

   Feedback can be provided anonymously.

2. Executive Summary

   Ooma’s commitment to advancing our accessibility capabilities has resulted in significant progress since we published our initial Accessibility Plan in June 2023 and first progress report in June 2024.

   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, its employees and the public.

   Some of the progress made since publishing our Accessibility Plan includes:

   • Took steps to address and accommodate requests made by employees with disabilities regarding workplace requirements.
   • Made reasonable accommodations for candidates during the interview process.
   • Increased awareness and support of persons with disability in the workplace.
   • 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

      Following our initial progress report, we have continued to reinforce our commitment to fostering an inclusive and accessible workplace. We have actively solicited feedback from employees including those impacted by disabilities and have taken measures to increase support, awareness and advocacy of people with disabilities in the workplace.

      Key achievements and progress:

      • Conducted our annual survey to collect information on accessibility needs of employees and streamlined the process for accommodation requests on the company’s Human Resources portal.
      • Increased disability related awareness throughout the company via required employee trainings on topics such as Preventing Harassment and Discrimination.
      • Provided support and awareness for people with disability in the workplace by highlighting initiatives such as Mental Health Awareness Month and providing information related to relevant resources and health benefits available to employees.
      • Providing resources to the talent acquisition team on accommodating and handling accessibility needs to support candidates during the recruitment process.

      In addition, we remain committed to creating an accessible and inclusive workplace. We continue to work on removing physical barriers at the office and improving accommodations between meetings and appointments to account for fatigue, comprehension, focus or cognition related concerns. We are also striving to increase awareness amongst employees about assistive technology support and equipment available to them at the office and at home for remote employees.

   2. Built environment

      Ooma continues to remain committed to identifying and removing barriers in its offices and workspaces as part of building an inclusive and barrier-free work environment.

      Key achievements and progress:

      • Ooma has continued to evaluate its office layout based on employee feedback and made necessary adjustments as requested.
      • Utilized innovative measures to address complaints about background noise and distractions in the office such as putting in a white noise machine in certain areas and creating relaxation rooms/spaces for employees to unwind on-site.
      • Streamlined the process for employees to make work-related accommodation requests such as asking for ergonomic office equipment.

      Moving forward, we remain committed to ensuring accessibility remains an integral concern at our offices. We are also developing and integrating measures to improve the current office evacuation plans, procedures and in-office trainings to better handle emergency situations.

4. Feedback

   We appreciate the feedback we have received, which continues to be submitted through various established channels and allows for anonymity. We acknowledge receipt of all feedback, except that submitted anonymously, through the same medium in which it was received.

   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 internal 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 any accessibility barriers as outlined in this report.

   Our next Accessibility Plan will be released on or before June 1, 2026.