ACCESSIBILITY POLICY & STATEMENT

Legal Entity: ENABLED HR LABS INC.

Operating Name: Enabled Talent

1. Policy Statement

ENABLED HR LABS INC. (“Enabled Talent”, “Company”, “we”, “us”, or “our”) is committed to providing an inclusive, equitable, and barrier-free experience for all users of our Platform, including job seekers, employers, partners, and visitors. This Accessibility Policy sets out the Company’s commitment to accessibility, the standards we follow, and how we integrate accessible design into our digital products and services.

The Company’s approach to accessibility is guided by the principle that all individuals, regardless of ability, are entitled to full and equal access to information, functionality, and participation without barriers.

2. Purpose and Scope

This Policy applies to all aspects of the Platform, including:

(a) websites;

(b) mobile and web applications;

(c) user interfaces and interactions;

(d) application and recruitment workflows; and

(e) digital communications and content.

The Company promotes accessibility not only as a legal obligation but also as a fundamental expression of dignity, inclusion, and equal opportunity. All digital design, development, content publishing, and user experience practices are expected to align with this Policy.

3. Accessibility Standards

To achieve and maintain accessibility, the Company adopts and incorporates internationally recognized accessibility standards and best practices, including:

(a) Web Content Accessibility Guidelines (WCAG) (Level AA standards) for all web and digital content;

(b) Accessibility for Ontarians with Disabilities Act (AODA) principles where applicable to Ontario operations; and

(c) other recognized accessibility guidelines as appropriate to ensure usability for people with a broad range of abilities.

These standards guide the design, implementation, testing, and evaluation of digital content to ensure it is perceivable, operable, understandable, and robust for diverse user needs.

4. Accessibility in Design and Development

Enabled Talent integrates accessibility principles throughout the digital product lifecycle:

(a) Design: Accessibility considerations are embedded from the earliest stages of user experience and interface design, ensuring equitable access for users of varied abilities;

(b) Development: Code, structure, and content are implemented to support assistive technologies, keyboard navigation, semantic markup, and other accessibility features;

(c) Testing: Digital content and functionality are tested through both automated tools and manual evaluations, including assistive technology scenarios and user feedback;

(d) Review: Accessibility performance is periodically reviewed and updated to reflect evolving standards and actual user experience.

The Company strives to exceed compliance requirements and to deliver a digital environment that respects and supports user diversity and inclusion.

5. Accessibility Feedback and Support

Users with disabilities or requiring alternative access to content or services may request assistance or accessible formats by contacting the Company’s Accessibility Coordinator at:

ENABLED HR LABS INC.

Email: jeby@enabledtalent.com

Requests may include, but are not limited to:

(a) alternative formats of digital content;

(b) communication supports;

(c) assistance completing a function on the Platform;

(d) reporting accessibility barriers.

The Company will respond promptly and work cooperatively with Users to provide accessible alternatives in a timely and respectful manner.

6. Employer Responsibilities and Accessible Practices

While Enabled Talent provides accessibility features in its Platform, employers using the Platform are independently responsible for:

(a) posting job advertisements that include clear statements about accessibility and accommodation processes;

(b) engaging in interactive accommodation discussions with applicants who disclose accessibility needs; and

(c) complying with applicable accessibility, human rights, and accommodation obligations in the jurisdictions where they operate.

Employers should provide accessible application experiences for job seekers and respect accommodation requests.

7. Training and Awareness

The Company provides ongoing accessibility training to relevant team members involved in design, development, content publishing, recruitment workflows, and customer support. Training includes:

(a) accessibility standards and principles;

(b) assistive technologies and user needs;

(c) procedures for receiving and addressing accessibility feedback.

This ensures that accessibility remains an operational priority across teams and functions.

8. Continuous Improvement

Accessibility is a continuing commitment. The Company:

(a) monitors accessibility performance regularly;

(b) evaluates emerging accessibility tools and guidelines;

(c) updates practices and standards to enhance usability;

(d) engages with Users and accessibility communities for feedback.

Nothing in this Policy limits the Company’s obligation to provide equal access or to improve accessibility beyond minimal compliance standards.

9. Monitoring and Review

This Accessibility Policy will be reviewed at least annually or more frequently as required by changes in law, regulation, technological standards, or user needs. Revisions will be communicated through the Platform or via official Company communications.

10. Legal Framework

This Policy is implemented in accordance with:

(a) the Accessibility for Ontarians with Disabilities Act (AODA) and its integrated accessibility standards where applicable;

(b) the Ontario Human Rights Code regarding non-discrimination and accommodation;

(c) relevant federal accessibility initiatives and standards; and

(d) recognized international accessibility guidelines such as WCAG.

The Policy complements the Company’s Privacy Policy and other governance documents addressing data protection, inclusion, accommodation, and human rights.

11. Complaints and Enforcement

Users who believe that a failure to provide accessible services has occurred may pursue internal resolution by contacting the Accessibility Coordinator at

accessibility@enabledtalent.com

The Company will investigate accessibility concerns, respond in a timely manner, and take appropriate corrective actions to address verified issues.

Users also retain the right to pursue legal complaints with applicable regulatory authorities under accessible services legislation or human rights protections.

12. Effective Date and Amendments

This Accessibility Policy is effective as of the date specified above. Amendments may be made from time to time and will be published through the Platform or other appropriate notice. Continued use of the Platform constitutes acceptance of the updated Policy.