Our Global Accessibility Policy Statement

Accessibility At Beazley

At Beazley, we are committed to building an inclusive and accessible workplace where everyone can thrive. Accessibility is fundamental to our values and supports our ambition to be a responsible and sustainable business.

We believe that everyone should have fair and equitable access to opportunities, support and resources. We shall always consider any reasonable adjustments and accommodations wherever they arise and are needed, working with individuals to remove barriers and enable full participation across all areas of our business.

We also aim to meet the accessibility needs of people with disabilities by providing accessible services, facilities and communications. This includes accessible formats on request, inclusive recruitment practices, accessible design in public spaces, and training for our people.

We align with global accessibility legislation and standards including:

1. The European Accessibility Act (EAA), applicable across EU member states
2. The Americans with Disabilities Act (ADA) in the United States
3. The Accessible Canada Act (ACA) and the Accessibility for Ontarians with Disabilities Act (AODA)
4. The Web Content Accessibility Guidelines (WCAG) adopted in countries across the Asia-Pacific region, Europe and Canada
5. The Incheon Strategy led by the UN’s Economic and Social Commission for Asia and the Pacific (ESCAP)

We recognise that accessibility is an ongoing journey We seek to identify barriers through policy reviews, accessibility audits, feedback channels (like our employee Networks), incident trend analysis and accessibility evaluations. Accessibility is everyone’s responsibility. Together, we’re working to ensure inclusion is a lived experience across Beazley.

Beazley Accessibility Guidance For Employees

At Beazley, we are committed to fostering a working environment where everyone can thrive, including people with disabilities and those who may require support to access systems, processes or spaces. This guidance sets out what accessibility means in practice for our colleagues, and how we uphold our commitment across every stage of the employee experience.

We recently brought together colleagues from across Beazley to make Beazley and overall more accessible employer. This group consisted of members of People and Sustainability, IT, Communications/Marketing, Facilities and Talent Acquisition. One of the results of this working group is this document.

At Beazley we recruit, retain and develop talented people from all backgrounds and experiences. We actively promote a culture of inclusion that is free from discrimination, bullying or harassment, and that respects and celebrates differences. These differences may include, but are not limited to, disability, neurodiversity, age, gender identity, marital or parental status, race, ethnicity, nationality, religion, sexuality, socio economic background or working pattern.

This commitment extends beyond our internal workforce to our partners, third parties and suppliers, who are expected to reflect our values and support accessible and inclusive ways of working.

Our Commitments to Accessibility

Beazley will continue to:

• Make every effort to meet the accessibility needs of persons with disabilities, and provide services, systems and facilities that are accessible to all.
• Ensure our policies and practices align with relevant global accessibility legislation and standards, including the European Accessibility Act (EAA),Americans with Disabilities Act (ADA), Accessible Canada Act (ACA), the Web Content Accessibility Guidelines (WCAG), and the Incheon Strategy for Asia-Pacific.
• Provide accessibility-related documents in alternative formats upon request to ensure they are usable by all.
• Communicate in ways that consider individual accessibility needs, offering alternative formats and communication support where required.
• Uphold fair and inclusive employment practices by providing reasonable adjustments and accommodations throughout recruitment, onboarding and ongoing employment.
• Strive to meet accessibility design standards when constructing or modifying public facing environments and spaces.
• Offer training and awareness to employees and workers on relevant accessibility and human rights legislation.
• Seek and welcome feedback from colleagues and external stakeholders on how we can improve the accessibility of our services, environments and culture.

How We Improve and Stay Accountable

We are committed to ongoing improvement. Our Global Accessibility Policy Statement and guidance will be reviewed and updated continuously to ensure we remain compliant with relevant legislation and aligned with best practice. Below are a few of the improvements we are currently working on.

• Work towards a WCAG 2.0 level AA compliant website
• Provide AODA and Human Rights Code training to all staff in Ontario

We use KPIs that include training completion rates, accessible format request fulfillment, website audit scores and engagement survey scores. We will consult persons with disabilities and/or advisory groups when reviewing or updating this plan.

This plan is posted on our website, updated every five years, and made available in accessible formats upon request. Email peopleandsustainability@beazley.com to request an accessible format.