Accessibility Statement and Multi-Year Accessibility Plan
Viral Nation | 2026–2031
Our commitment
Viral Nation is committed to ensuring equal access and participation for people with disabilities. We believe everyone should be treated with dignity and respect, supporting independence, integration, and equal opportunity. We are committed to identifying, preventing, and removing barriers to accessing our information, services, and employment opportunities.
We are committed to meeting accessibility needs in a timely manner and fulfilling the requirements of the Accessibility for Ontarians with Disabilities Act, 2005 (AODA) and its associated standards in Ontario, as well as applicable accessibility requirements in other locations where we operate.
Our accessibility plan
This plan supports Viral Nation’s AODA Policy and outlines our approach to identifying, preventing, and removing barriers in accordance with the Accessibility for Ontarians with Disabilities Act, 2005 and its associated standards. We review our practices and address identified barriers on an ongoing basis, following the timing outlined below.
| Area | Potential barriers or considerations | Actions | Timing and review |
|---|---|---|---|
| Accessibility policies | Policies need to remain clear, current, and available in suitable formats. | People and Culture will maintain and update accessibility policies, inform employees during onboarding, and communicate changes through company-wide communications. Updated policies will be available to employees, with relevant guidance or instructions where changes affect their responsibilities. |
Policy reviews: periodically and when requirements or practices change. Employee communication: during onboarding and whenever policies are updated. |
| Training | Employees may need additional guidance to recognize accessibility barriers and respond to individual needs. | People and Culture will coordinate role-appropriate training, covering applicable accessibility standards, accessible customer service, and disability-related human rights requirements. The team will review and update training content and maintain training records. |
New hires complete accessibility training during onboarding. Each year, the team reviews and updates the content by the end of March, then assigns the refreshed training to all required participants. |
| Information and communications | Document formats and communication methods may not suit every individual. | Teams responsible for preparing information will consider accessibility in their materials. People and Culture will coordinate requests for accessible formats or communication support with the relevant team, in consultation with the individual. | When materials are created or updated, and as requests arise. |
| Website accessibility | Following the August 2026 website refresh, some content and features may require accessibility improvements. | Corporate Marketing will address outstanding website accessibility issues and rerun the audit to verify updates against applicable WCAG 2.0 Level AA requirements. The team will review and test accessibility as website changes are made or new issues are identified. |
Current improvements: targeted for completion by the end of 2026. Reviews and testing: ongoing. |
| Accessible customer service | Standard service and feedback methods may not meet everyone’s accessibility needs. | Teams providing services will support assistive devices, service animals, and support persons in accordance with applicable requirements, and communicate relevant disruptions and alternatives. People and Culture will coordinate accessibility feedback and support requests. | Ongoing, including when needs or service disruptions arise. |
| Recruitment | Standard interview or assessment formats may create barriers for some candidates. | Talent Acquisition will communicate the availability of accommodations and consult with candidates to arrange suitable support throughout recruitment and selection. This may include interview captions, accessible display settings, or briefing interviewers on agreed communication needs, with the candidate’s consent. Talent Acquisition will also notify successful candidates of our accommodation policies when making an offer. | Throughout recruitment and selection, including when making an offer. |
| Performance and development | Digital tools and standard review formats may not meet every employee’s needs. | People and Culture will support accessible performance and development processes through training recordings, transcripts, shared materials, and written and verbal communication of development plans. The team will review supporting tools, check in with employees who have existing accommodation plans, and work with employees and managers to address new or changing needs. | Ahead of and during the mid-year and year-end performance review cycles, during development discussions and role changes, and as accommodation needs arise or change. |
| Accommodation and return to work | Work arrangements, business travel, or returning after a disability-related absence may require individual support. | People and Culture will work with employees and their managers to develop and review individual accommodation and return-to-work plans, including suitable adjustments to duties, schedules, communication, or travel. | As needs arise, at agreed review intervals, and when circumstances change. |
| Office access and offsite events | Office and event spaces may present barriers to access or participation. | Those responsible for office arrangements and company events will work with property management and venues to consider accessibility. People and Culture will support individual accommodation requests from employees and visitors. | During visit and event planning, and as needs or arrangements change. |
| Emergency information and support | Standard alerts, instructions, or evacuation arrangements may not meet everyone’s needs. | People and Culture will coordinate individualized emergency response information and assistance with employees who need it. Those responsible for office and event arrangements will work with property management and venues to support accessible emergency procedures. | Promptly once needs are known, when work locations change, and whenever accommodation needs or emergency procedures are reviewed. |
Alternative access to information
If you experience difficulty accessing our information or communications, including website content and documents, please let us know.
We will consult with you to arrange a suitable accessible format or communication support in a timely manner and at no additional cost. Depending on your needs, this may include:
- An accessible electronic or plain-text version of information or a document.
- A larger-print or printed copy, where suitable.
- Assistance accessing information or discussing it through a suitable communication method.
Clients, visitors, and anyone else seeking accessibility support may contact the People and Culture team at people@viralnation.com.
Employment accommodations
Candidates may contact their recruitment representative to request accommodation during recruitment or selection. Employees may speak with their manager, with support from People and Culture, or contact People and Culture directly about workplace accommodations, including performance and development, business travel, or a return from disability-related leave.
Accessibility feedback
We welcome suggestions, concerns, and complaints about accessibility at Viral Nation. Feedback may be shared in the format that works for you. Contact People and Culture at people@viralnation.com, or let us know if you need another way to communicate so we can arrange suitable support.
When reporting a website issue, it is helpful to include the page address, a brief description of the difficulty, the assistive technology you use, if applicable, and your preferred way for us to follow up.
We will review your feedback, consider appropriate next steps, and respond where you provide contact information. Feedback will help guide accessibility improvements.
Availability and accessible formats
This statement and multi-year plan are published on our website.
Our AODA Policy is available to the public upon request.
To request a copy of these documents or an accessible format, contact people@viralnation.com.
Review and updates
We will review this plan at least once every five years and update it earlier where needed to reflect changes in our practices, identified barriers, or applicable requirements.
Last updated: October 2026
Next scheduled review: October 2031