OpenText Equal Employment Opportunity andAffirmative Action Statement of Policy (US)Statement of Policy
Open Text Corporation (the “Company”) seeks to ensure equal employment opportunity (“EEO”) inaccordance with all applicable state and federal regulations and guidelines. Discrimination orharassment of employees or applicants on the basis of any of sex, gender identity, sexualorientation, age, race, color, religious creed, national origin, physical or mental disability, protectedveteran status or any other characteristic protected by law (each, a “protected characteristic”) will
not be tolerated.
The Company’s commitment to equal employment opportunity and non-discrimination are inclusiveof any and all employment practices, including but not limited to recruitment, advertising, job
application procedures, hiring, upgrading, training, promotion, transfer, compensation, job
assignments, benefits, and/or other terms, conditions, or privileges of employment (collectively,“employment practices”), provided the individual is qualified, with or without reasonableaccommodations, to perform the essential functions of the job. This policy applies to all jobs at theCompany.
The Company will continue to ensure that individuals are employed, and that employees are treatedduring employment, without regard to a protected characteristic in all employment practices asfollows:••••

Employment decisions at the Company are based on legitimate job-related criteria;
All personnel actions or programs that affect the employment practices of qualified
individuals, and selection for training, are made without discrimination of any protectedcharacteristic.
Employees may choose to voluntarily disclose their sex, race, national origin, disability,and protected veteran status at any time by contacting Human Resources. This information
may be used for diversity reporting or accommodation but not for employment decisions.
Employees and applicants with disabilities and veterans with disabilities are encouraged
to inform Human Resources if they need a reasonable accommodation to perform a job forwhich they are otherwise qualified. The Company makes, and will continue to make,reasonable accommodations for an otherwise qualified applicant or employee to promote
the employment of qualified individuals with disabilities and veterans with disabilities,
unless such accommodations would impose an undue hardship on the operations of theCompany’s business or the essential functions of the job.

OpenText is fully committed to principals of equal employment opportunity and affirmative action.

Accountabilities
The Company’s Affirmative Action Officer is responsible for implementation of the Company’s
affirmative action activities, including to fully implement the Company’s Affirmative Action Programs(“AAP”).
All managers and supervisors are expected to take an active part in the AAP to ensure all qualified
employees and prospective employees are considered and treated in a nondiscriminatory mannerwith respect to all employment decisions. Furthermore, the Company will solicit the cooperationand support of all employees for this Policy.

All managers, supervisors and employees will comply with state and federal equal employment
laws, rules regulations and guidelines.
Strategic Goals
The AAP will incorporate the following strategies to ensure the Company’s commitment to EEO:
• EEO Recruitment Sources and Strategy: The Company will make a good faith effort torecruit a diverse group of employees, providing equal opportunity for minorities, women,persons with disabilities and protected veterans.
• EEO Selection Strategy: The Company will utilize procedures, processes and techniquesthat are fair and do not have an disproportionate adverse impact on minorities, women,
persons with disabilities or protected veterans. Prospective employees will not be excluded
from the hiring process due to protected characteristics.
• EEO Placement/Orientation Strategy: Newly hired employees will be provided with basic
employment information during the first couple of weeks on the job including information
regarding corporate policies and procedures as well as compensation and benefit
information. Employees will not be denied compensation, benefits or promotional
opportunities based on protected characteristics.
• EEO Performance Evaluation Strategy: The Company will evaluate the performance of
their employees on an annual basis. Manager feedback will be provided to help identify
areas to be improved as well as reinforcement of activities that met or exceeded
expectations. Performance evaluations will be completed without regard to protectedcharacteristics.
• EEO Training Strategy: The Company will continue to promote EEO by providing tools andtraining to all managers and employees.
• EEO Discipline Strategy: The Company has established policies which support respect,promote equity, diversity and inclusion and a workplace free of harassment anddiscrimination. Employees who violate these policies will be subject to disciplinary action
up to and/or including termination.
• EEO Separation Strategy: The Company has established an Employee Satisfaction Survey
which shall be completed regularly by employees. This provides the Company with anunderstanding of employment engagement levels and key risk areas that help decrease
employee turnover.
• EEO Monitoring Strategy: The Company will ensure that Human Resources leaders clearly
understand this Policy and hold managers and supervisors accountable for theeffectiveness of this Policy.
The AAPs include an audit and reporting system which, among other things, uses metrics and otherinformation to measure the effectiveness of the AAPs.
The Company’s Affirmative Action Officer has been assigned responsibility for periodicallyreviewing progress in the compliance and implementation of the AAPs. In accordance withapplicable laws, the AAPs for qualified individuals with disabilities and protected veterans areavailable for inspection in the Human Resources Department, Monday through Friday, from 8:30am– 4:30pm (EST) upon request.
This policy will be available to all employees and will be posted according to regulatory obligations.

Violations
Any employees who violate this Policy will be subject to disciplinary action up to and/or including
termination. Any employee who believes they have been discriminated against with respect to aprotected characteristic should immediately file a complaint. You can file a complaint as follows:•••Provide a written or oral report to your manager or Employee Relations as soon as possible
after the incident (employeerelations@opentext.com)
Notify the Company’s Affirmative Action Officero Attention: Director, Talent Operations▪ External e-mail: contact Human Resources (hr@opentext.com)▪ Internal: contact Human Resources (OpenText Self-Service Portal)▪ Phone: 519-888-7111 ext. 82847
Report the incident as outlined in the Code of Business Conduct and Ethics by contacting
the Company Compliance Officer: complianceofficer@opentext.com or call theCompliance Line: 1-800-361-8540 (24-hour hotline service)

Anti-RetaliationEmployees and applicants will not be subjected to harassment, intimidation, threats, coercion, ordiscrimination because they have engaged in, or may have engaged in, filing a complaint, assistingor participating in an investigation, compliance review or hearing, or other activity related to theadministration of Section 503 of the Rehabilitation Act of 1973, the Vietnam Era Veterans’
Readjustment Assistance Act of 1974, Executive Order 11246, all as amended, and/or any otherfederal, state, or local law or regulation regarding EEO, opposing any act or practice made unlawful,or exercising any other right protected by such laws or regulations.
The Company will not discharge or in any other manner discriminate against employees orapplicants because they have inquired about, discussed, or disclosed their own pay. However,
employees who have access to the compensation information of other employees or applicants as
a part of their essential job functions cannot disclose the pay of other employees or applicants toindividuals who do not otherwise have access to compensation information, unless the disclosurenecessary and is (a) in response to a formal complaint or charge, (b) in furtherance of aninvestigation, proceeding, hearing, or action, including an investigation conducted by the Company
or any of its affiliates, or (c) consistent with the contractor’s legal duty to furnish such information.
This policy has been approved by the Company’s Chief Executive Officer (CEO).

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