Accessibility Progress Report for Wells Fargo CanadaThis progress report relates to Wells Fargo Canada’s ongoing commitments and actions towardachieving accessibility for persons with disabilities, including customers, employment applicantsand employees. It should be read in tandem with the accessibility plan for Wells Fargo Canada.
As a subsidiary of Wells Fargo & Co. (Wells Fargo) in the United States, where applicable, Wells
Fargo Canada participates in accessibility initiatives undertaken for the benefit of the entire
enterprise.
GeneralThis progress report is available on Wells Fargo Canada's website at www.wellsfargo.ca and canbe provided in an alternate format, upon request. To provide feedback about accessibility, or torequest an alternate format version of the progress report or of the description of the feedback
process, please contact Wells Fargo Canada's senior business execution consultant (Canada Chief
Operating Office) as follows:
Wells Fargo Canada
22 Adelaide Street W, Suite 2200
Toronto, ON M5H 4E3
Toll-free telephone: 1-866-876-8688
Email: CanadaAccessibility@wellsfargo.com
Brief SummaryWells Fargo Canada continues to make progress on establishing a more accessible experiencefor persons with disabilities. With the early-2024 appointment of its first Chief Accessibility
Officer, Wells Fargo is in position to take further strides in the future in this important area.
Policies/Guidelines
Wells Fargo revitalized its approach to communicating human resources and other information
to its employees across the globe. Wells Fargo adopted a global employee handbook andimplemented several global policies to demonstrate the importance of its values andexpectations in a clear and consistent manner for all employees worldwide, including those atWells Fargo Canada. Among the newly implemented global policies was the refreshed AntiHarassment and Discrimination Policy, which outlines the ongoing commitment to prevent
discrimination or harassment on a variety of grounds, including disability.
Information and Communications Technologies
Wells Fargo implemented a new global communication platform to enable consistentcommunication methods (videoconference, telephone, chat, etc.) across the globe. The HR
Services & Support site has been enhanced to provide greater ease for employees to search forhuman resources information, or to telephone or chat with human resources agents for theinformation they need. Wells Fargo has expanded the functionality of its human resources
system of record to enable greater self-service, with, among other things, less need to sign andreturn documents to human resources or business units. Wells Fargo Canada’s virtual town hallmeetings now include closed-captioning. Wells Fargo Canada is currently exploring thefeasibility of implementing virtual desktop and bring your own device technology to streamline
and provide flexibility to traditional device accessibility and portability.
Communication, other than Information and Communications Technologies
Wells Fargo’s HR Digital Design & Delivery team has been regularly reviewing the suite of HR
articles posted on the HR Services & Support site to enhance the readability of the content(consistent brand and voice, plain language). HR articles contain a feedback link to enable
employees to provide feedback regarding their experience with the article, for example, if thearticle content is unclear. HR articles now include links to other related articles or policies sothat employees can more easily find what they are looking for in their query. The global
employee handbook has been reconfigured from a PDF to a digital version that organizes
content in well-defined/organized links. Wells Fargo HR articles, policies, and the global
employee handbook follow a defined review and revision cycle to ensure up-to-date content
and readability. Wells Fargo business templates have been updated to incorporate accessibility
and each template includes instructions to help the user preserve accessibility as they use thetemplate. Wells Fargo introduced a new font, which makes it easier for certain neurodiverse
employees to communicate in writing.
EmploymentWells Fargo has achieved progress as follows:
Working Environment: Wells Fargo Canada has implemented a hybrid work model that permits
most employees to work from home for a portion of the week. This enables employees,
including those with disabilities, to more readily take care of their personal and health needs ina flexible and timely manner. Wells Fargo Canada promotes health and wellbeing throughvarious programs including Wellbeing Champions, Manulife Vitality and throughcommunication of information relating to disabilities, including, for example, those focusing onmental health. Wells Fargo continues to bolster the ‘Well Life’ brand, with the inclusion of a
‘Belonging at Wells Fargo’ platform that, among other things, promotes the opportunity to join
an employee resource network like ‘Disability Connection’.
Benefits: Wells Fargo Canada increased the level of reimbursement and expanded the scope ofservices for mental health coverage under the employment benefits plan.
Learning and Development: Wells Fargo continues to enhance learning and development
opportunities in connection with diversity, equity and inclusion, including disability access.
Managers in Corporate and Investment Banking are now provided a monthly DE&I toolkit
containing information and tips to help build and lead inclusive teams, become more culturally
aware, etc. The DE&I Council continues to organize events to engage employees on disability-related topics (recent events included a focus on mental health, chronic pain, andneurodiversity). Recently, employees at Wells Fargo were assigned various DE&I courses tohelp build awareness and to develop capabilities in contributing to an inclusive work andcustomer environment.
Talent Acquisition: Wells Fargo has adopted consistent global messaging on diversity, equity
and inclusion in job posting material, including specific references to applicants with disabilities.
In instances in which employment applicants require accommodation in the application orinterview process, requests can be made directly to our Accommodations Management team.
Similarly, if a candidate requests accommodation from the recruiter, the request will now beforwarded to the Accommodation Management team for a consistent, professional
experience.
Workplace Accommodation: The international region (encompassing Wells Fargo Canada)
developed new procedures for handling accommodation requests, including through theAccommodations Management team and third party providers dedicated specifically to thetopic of accommodation. To sharpen the focus on disability-related accommodation, Wells
Fargo created several HR articles concerning workplace accommodation, including how torequest an accommodation and, for managers, how to provide certain forms of accommodationin expedient fashion. This content is available to all employees on the enterprise HR Services &Support site.
Workforce Survey: Wells Fargo Canada will be reissuing its workforce survey in 2024 to all
federally-regulated employees to ensure it has an up-to-date and complete composition of its
workforce, including persons with disabilities.
Customer Service
Wells Fargo introduced a new online customers with disabilities accessibility training programfor all employees, including those at Wells Fargo Canada. Wells Fargo created an inventory toprovide guidance on various accommodation measures to be taken to assist customers whoface difficulties in accessing our services. Wells Fargo Canada’s Regional News now regularlycontains a Diversity, Equity & Inclusion feature, often touching on the topic of disability andaccessibility. Wells Fargo created an enterprise Accommodation & Accessibility (A&A) Utility
portal to serve as a central hub for guidance and monitoring in relation to providing
accommodation and accessibility to customers and employees. Additions to the portal areexpected in 2024 and beyond.
The Design and Delivery of Programs and Services
Wells Fargo Digital Assets Strategies (DAS) provides guidance to employees on how to include
and enhance accessibility in creating effective communications about our products andservices, both internally and externally. Courses and guides have been implemented to educate
users on how we can improve documents, spreadsheets, email messages, etc. from anaccessibility standpoint.

The Procurement of Goods, Services and Facilities
Wells Fargo updated its Supplier Code of Conduct. The Code confirms that Wells Fargo strives
to engage suppliers who are committed to following all laws in respect of human rights andwho are aligned to diversity, equity and inclusion. Wells Fargo developed an Accessibility
Vendor Questionnaire for suppliers who sell or license hardware, software, web, learning andinformation technology or offer technology solutions as part of their products and services, toensure that all products, software and/or services provided to Wells Fargo follow disability andaccessibility standards and laws.
The Built Environment
Wells Fargo Canada facilities continue to be accessible to employees and invited visitors. The
environment is monitored in conjunction with building management for any accessibility
enhancements to remove or reduce physical or other barriers.
Transportation
Wells Fargo Canada does not provide transportation services; thus, this area remains generally
inapplicable. However, taking a broader perspective to include business travel, Wells Fargo
implemented a global Travel Policy and it confirms that employees will receive accommodationin business travel, if requested.
Training
Wells Fargo Canada is in the midst of revising its accessibility training in order to provide a moreconsistent experience across the entire Canadian enterprise for federally-regulated employees
and otherwise. The revised training is anticipated to be launched in fall 2024.
Consultations
To prepare this progress report, Wells Fargo Canada consulted employees in Canada and theUnited States, including employees with varying disabilities. Consultation took place byvideoconference and email, starting in early 2024.
Feedback
Since the publication of the accessibility plan, Wells Fargo Canada has not received any
feedback through the stated feedback process.
June 2024