AODA – Ontario Statement of Commitment and Accessibility Plan

Landmark AODA Multi-Year Accessibility Plan

Last Updated: October 6, 2026

Statement of Commitment

Landmark is committed to treating all people in a way that allows them to maintain their dignity and independence. We are committed to identifying, preventing, and removing barriers to accessibility and to meeting the accessibility needs of people with disabilities in a timely manner.

This Multi-Year Accessibility Plan outlines the steps Landmark will take from 2026 through 2030 to meet its obligations under the Accessibility for Ontarians with Disabilities Act, 2005 and the Integrated Accessibility Standards Regulation. The plan applies to Landmark’s Ontario operations and reflects the requirements applicable to organizations with 50 or more employees in Ontario.

Landmark will maintain this written plan, make it publicly available, provide it in an accessible format upon request, review progress annually, and update the plan at least once every five years or sooner if required by law or operational changes.

Landmark will provide accessibility training to employees and applicable individuals as soon as practicable after hire or assignment, and when changes are made to accessibility policies. Training records will be maintained, including training dates and the number of individuals trained.

Accessibility Achievements

Landmark has taken steps to support accessibility and compliance with Ontario accessibility requirements, including the following:

• Maintained accessible customer service practices that support dignity, independence, integration, and equal opportunity.
• Reviewed recruitment practices to help ensure accommodation is available to candidates with disabilities throughout the recruitment and selection process.
• Provided accessibility training to employees regarding AODA requirements, Landmark’s accessibility policies, and responsibilities under the Ontario Human Rights Code as it relates to people with disabilities.
• Established points of contact for accessibility-related questions, feedback, and requests for accessible formats or communication supports.

Accessibility Strategy and Action Plan

The following action plan identifies Landmark’s key accessibility commitments, expected timing, and primary ownership. HR will coordinate implementation and review progress with appropriate business leaders.

Customer Service

Landmark is committed to providing accessible customer service to people with disabilities. This means that we will provide goods, services and facilities to people with disabilities with the same high quality and timeliness as others.

• Provide goods, services, and facilities in a way that respects the dignity and independence of people with disabilities.
• Integrate services for people with disabilities with services provided to others unless an alternative measure is necessary to enable access.
• Communicate with people with disabilities in ways that take their disability-related needs into account.
• Permit the use of assistive devices, service animals, and support persons in accordance with applicable law and Landmark policies.
• Provide notice of temporary disruptions to accessible services or facilities where required.

Information & Communications

Landmark is committed to making our information and communications accessible to people with disabilities.

• Upon request, provide accessible formats and communication supports for information that Landmark provides to employees, applicants, customers, vendors, visitors, or members of the public, in consultation with the person making the request.
• Notify employees and other applicable individuals that accessible formats and communication supports are available upon request.
• Maintain applicable website and web content accessibility standards, including WCAG 2.0 Level AA where required by Ontario accessibility law.
• Use captioning, live transcription, plain language, alternate formats, or other communication supports when appropriate and reasonably available.

Employment

Landmark is committed to fair and accessible employment practices.

• Notify employees, applicants, and successful candidates that accommodations are available throughout recruitment, assessment, selection, hiring, and employment.
• Consult with individuals who request accommodation to determine suitable accommodation based on accessibility needs and job-related requirements.
• Develop and maintain documented individual accommodation plans where required, including a process for requesting, assessing, implementing, reviewing, and updating accommodations.
• Maintain a documented return-to-work process for employees who have been absent due to disability and require disability-related accommodation to return to work.
• Consider accessibility needs and individual accommodation plans in performance management, career development, advancement, and redeployment processes.
• Provide individualized workplace emergency response information to employees who need it because of a disability, where Landmark is aware of the need for accommodation.
• Update the employee handbook and related HR practices to reflect Landmark’s accessibility commitments and accommodation processes.

Training

Landmark is committed to providing training in the requirements of Ontario’s accessibility laws and the Ontario Human Rights Code as it applies to people with disabilities.

• Provide training on the requirements of Ontario accessibility laws, Landmark’s accessibility policies, and the Ontario Human Rights Code as it relates to people with disabilities.
• Provide training as soon as practicable after hire or assignment and when accessibility policies or practices are changed.
• Maintain training records, including training dates and the number of individuals trained.