Accessibility Plan

Intent

At Wizara, we prioritize inclusivity and accessibility for all. As an organization, Wizara AI Inc. (the “Company”) is dedicated to creating an inclusive environment that eliminates barriers for our valued stakeholders, including customers, employees, job applicants, suppliers, and visitors. Our commitment extends to ensuring equal access to information, services, and opportunities, fostering a welcoming experience for everyone.

We are committed to identifying and eliminating barriers, as well as proactively preventing new barriers, in areas such as employment, communication, the built environment, and more. This Accessibility Plan outlines our strategy to ensure equal access and outlines our ongoing efforts to remove and prevent barriers, fostering an inclusive environment for all.

The Company is part of Rayova Fintech Corp. (“Rayova”). Rayova’s corporate office (“Corporate Office”) provides the Company with website and online services and will assist with the development and implementation of the Accessibility Plan offering various services and support to the Company.

Definitions

Barrier: Anything physical, architectural, technological, or attitudinal, anything that is based on information or communications, or anything that is the result of a policy or a practice that hinders the full and equal participation in society of a person with an impairment, including a physical, mental, intellectual, cognitive, learning, communication, or sensory impairment, or a functional limitation.

Disability: Any impairment, including a physical, mental, intellectual, cognitive, learning, communication, and sensory impairment, or functional limitation that is either permanent, temporary, or episodic in nature. It can be evident or not in interaction with a barrier to hinder a person’s full and equal participation in society.

Accessibility Plan: This Accessibility Plan includes an overview of our policies, programs, practices, and services in relation to the identification and removal of barriers and the prevention of new barriers. The Accessibility Plan was prepared and published by June 1, 2023, and will be updated every three years following that, or sooner if necessary.

The Accessibility Plan was developed in consultation with persons with disabilities and indicates how they were consulted. This process is followed for the creation of and any updates to the plan. The Company adheres to all requirements made by regulation in the development and ongoing maintenance of the Accessibility Plan.

General

This information is provided for the purposes of providing feedback and for requesting alternative formats of the plan and/or feedback process.

Feedback Process and Contact Information

At The Company, we value feedback as an essential means of continuous improvement in implementing our Accessibility Plan. We warmly welcome input from individuals regarding their experiences and any barriers they may have encountered in relation to accessibility. We are dedicated to acknowledging and responding to feedback in the same manner it was received, except for anonymous submissions. Our commitment extends to reviewing all feedback in good faith and taking necessary steps to address any barriers identified. Together, we strive to create an inclusive environment for all.

Feedback can be submitted in person, by mail, by telephone and by email to:

Director of Operations
403-995-0162
158 Crystalridge Drive
Okotoks, AB T1S 1W3
info@wizara.com

We value feedback from individuals and understand the importance of privacy and confidentiality. If desired, feedback can be provided anonymously, and personal information will remain confidential unless explicit consent for disclosure is given. We welcome feedback in any format that individuals feel comfortable with. All feedback received will be thoughtfully reviewed by the representative collecting feedback, and the Corporate Office. We will consider the feedback seriously, and a response or summary will be included in the next progress report. Your input is essential in shaping our ongoing efforts towards accessibility and inclusivity.

Alternative Formats

• Print;
• Large print;
• Braille;
• Audio; and
• Electronic.

You can request alternative formats of the Accessibility Plan by contacting:

The Accessibility Plan will be made available as soon as feasible. In the instance of a request for the plan in audio format, it will be provided 15 days after the day the request was received. Requests for other formats will be provided within 15 days after the day the request was received.

i. Employment

The Company understands that improving workplace accessibility and ensuring an accessible recruitment and selection process for applicants with disabilities can contribute to a more diverse and welcoming workplace culture. The Company reviews its practices and procedures to identify, remove, and prevent barriers by developing inclusive employment procedures that support persons with disabilities. Where necessary, accommodations are made during the recruitment and selection stages, and throughout the employment lifecycle. Technological and systemic barriers may exist for employee orientation and training, as such, training and development programs provided by the Company should be reviewed to consider an employee’s barriers and abilities. Systemic barriers can be identified with respect to conventions associated with the hiring process.

• The Company will review current job application processes for persons with disabilities who experience barriers, and evaluate potential alternatives.
• Review corporate policies, with the support of Corporate Office, that pertain to accommodations for employees and candidates with disabilities and make plans to remove any barriers that are discovered.
• Train those responsible for hiring on the barriers that may exist in the hiring, selection and accommodation process, with support from Corporate Office.
• Review human resource policies for improvements with respect to inclusion and accessibility, with support from Corporate Office.
• Provide online learning on accessibility and inclusiveness to employees.
• Offer training on unconscious bias to human resources employees to improve awareness of accessibility issues.
• Review potential opportunities, where suitable, for establishing mentorship for employees of the Company that are persons with disabilities.

ii. The Built Environment

The Company wishes to improve its publicly accessible facilities with a goal of working towards making such facilities free of physical barriers, in order to promote a space of inclusivity. Physical barriers may exist in the Company’s offices and facilities, that can be improved upon.

• With support from Corporate Office, the Company will evaluate its offices and facilities to assess the need for further accessibility features.
• The Company will review and update, as necessary, its emergency and disaster response plans to account for employees, and visitors with disabilities.
• Evaluate facilities to verify that smoke, fire and other emergency alarms have visual and auditory signals, and assess if improvements are required.
• Review Company workspaces, and customer facing facility areas to identify any physical barriers, by the end of 2025 and plan improvements.

iii. Information and Communication Technologies (ICT)

Software with accessibility functionality is already utilized by the Company; however, the Company recognizes that systemic barriers exist within technology and presumptions made about its use. The Company wishes to remove barriers and improve accessibility for employees with disabilities, by making such technology more accessible.

• Add accessibility as an evaluation metric when acquiring or developing new software or technology, with support from Corporate Office.
• Review website content for any minor barriers, including assessing the following:
  • Text contrast;
  • Text size;
  • Navigation and compatibility with screen readers; and
  • Clear formatting.
• Provide guidance and support on the accessibility features of utilized software with existing accessibility features.

iv. Communication other than ICT

The Company acknowledges that content and medium are both important in providing accessible communication to its customers, employees, job applicants, suppliers, and any visitors that access the premises. Communication barriers exist in the content and format of online information, in-person interactions and meetings and presentations. One of the Company’s goals is to work towards providing more accessible communications.

• Provide training on accessibility and barriers for employees who work on communications, including information on potential different communication styles.
• Evaluate website, social media posts, meetings, and presentation conventions and practices to create a plan to address barriers to accessibility if discovered, including assessing the following:
  • Add alternative text for images;
  • Use high contrast font; and
  • Provide transcripts of audio and video posts, where appropriate.
• Review virtual meeting practices for accessibility, including the provision of presentations and real-time transcripts, and considering alternative means of communication.
• Review orientation processes and resources for new employees for improvements to accessibility, with the support of the Corporate Office.

v. Procurement of Goods, Services and Facilities

Procurement practices have the potential to be subject to unconscious bias and systemic barriers. It is the Company’s goal to consider accessibility in its procurement processes, where possible.

• Review procurement practices and improve, where reasonable and applicable, to consider accessibility in the purchase of goods, services and the use or purchase of facilities.

vi. Design and Delivery of Programs and Services

The Company’s primary customers are other businesses, and as such, evaluating the design and delivery of programs and services to the public is not applicable. The Company considers the design and delivery of programs and services as it might apply to its employees and customers.

• Review the accessibility of design and delivery of programs and services with respect to employees and customers with disabilities.

Document Retention

The Company keeps detailed records of the creation, implementation, and updating of the Accessibility Plan and progress reports. The Accessibility Plan and feedback process are retained at www.wizara.com for seven years from the publication date. Any feedback provided to the company is retained for seven years from the date it is received. Where necessary, names and personal information of individuals and employees who participated in the feedback process are redacted to ensure confidentiality and privacy. The Company will not retain contact information for any anonymously provided feedback.