Accessibility Policy

Zwaya Jobs believes that access to employment, professional development, and economic opportunity should not be unnecessarily limited by digital barriers.

As an Iraqi digital platform connecting job seekers, professionals, freelancers, employers, and businesses, we recognise the importance of making our services accessible to people with different abilities, needs, and ways of interacting with technology.

This Accessibility Policy (“Policy”) establishes our approach to digital accessibility, inclusive design, reasonable accommodation, and continuous improvement.

Our objective is to provide a platform that is understandable, navigable, and usable by the broadest reasonably possible range of users, including people with disabilities.

We recognise that accessibility is an ongoing responsibility requiring attention throughout the design, development, operation, and improvement of digital services.

This Policy sets out our commitments, priorities, and procedures for identifying and addressing accessibility barriers.

This Policy applies to the Zwaya Jobs website and digital services operated or controlled by the Company.

It covers, where available:

• Website navigation and general content.
• Account registration and authentication.
• Job searches and vacancy information.
• Professional profiles and CV management.
• Job applications and recruitment communications.
• Employer and recruiter account features.
• Freelance opportunities and related interactions.
• Training and professional development resources.
• Payment and subscription interfaces under our control.
• Support channels and relevant digital communications.

Accessibility requirements may differ depending on the nature of a feature, the technology involved, and whether the relevant service is provided directly by Zwaya Jobs or by an independent third party.

We aim to consider accessibility throughout the user experience rather than limiting it to individual pages or features.

Zwaya Jobs is guided by four internationally recognised principles of digital accessibility.

Perceivable:

Information and interface elements should be presented in ways that users can perceive through different senses and assistive technologies.

Operable:

Navigation and interactive features should be usable through appropriate input methods, including keyboard interaction where applicable.

Understandable:

Content, instructions, navigation, and interactions should be reasonably clear and predictable.

Robust:

Digital content should be developed using appropriate technical practices to support compatibility with relevant browsers, devices, and assistive technologies.

These principles inform our approach to accessibility improvements and the evaluation of digital barriers.

Zwaya Jobs uses internationally recognised accessibility guidance as a reference for the design and improvement of its digital services.

In particular, we aim to work progressively toward the relevant requirements of the Web Content Accessibility Guidelines (WCAG) 2.2, Level AA, published by the World Wide Web Consortium (W3C).

These guidelines address accessibility considerations relating to visual presentation, keyboard navigation, assistive technology compatibility, understandable content, and other aspects of digital interaction.

WCAG 2.2 Level AA is an accessibility objective and reference standard for Zwaya Jobs.

This Policy does not constitute a declaration that the Platform currently conforms to WCAG 2.2 Level AA.

A formal conformance statement will identify the pages and features assessed, the assessment method, and the resulting level of conformance.

Zwaya Jobs will consider additional legal or technical accessibility requirements where they apply to its services.

Zwaya Jobs aims to make website navigation clear, consistent, and reasonably accessible.

Our accessibility priorities include:

• Logical page structures and descriptive headings.
• Clear navigation menus and meaningful link descriptions.
• Consistent placement and behaviour of common interface elements.
• Visible keyboard focus indicators.
• Appropriate keyboard access to interactive controls.
• Avoidance of unnecessary navigation complexity.
• Clear identification of important actions and information.
• Predictable navigation between related services.

Where accessibility barriers are identified, we aim to assess their impact and prioritise appropriate improvements.

Zwaya Jobs recognises that users may have different visual abilities and preferences.

We aim to consider the following factors in the presentation of website content:

• Sufficient contrast between text and backgrounds.
• Legible typography and appropriate text spacing.
• Readable layouts across supported screen sizes.
• Appropriate resizing and zoom functionality.
• Clear visual distinction between interactive and non-interactive elements.
• Avoidance of colour as the sole means of communicating essential information.
• Text alternatives for meaningful non-text content.
• Accessible presentation of errors, warnings, and important notifications.

Visual design decisions should balance brand identity, usability, and recognised accessibility requirements.

Some users interact with digital services through keyboards, screen readers, voice-control software, or other assistive technologies.

Zwaya Jobs aims to support appropriate interaction methods across essential Platform functions.

Relevant priorities include:

• Keyboard-operable controls.
• Logical focus order.
• Accessible labels for forms and interactive elements.
• Appropriate semantic structure.
• Meaningful status and error messages.
• Compatibility with commonly used assistive technologies where reasonably practicable.
• Avoidance of unnecessary keyboard traps or inaccessible interactive components.

Compatibility may vary depending on the user's device, browser, operating system, assistive technology, and the particular Platform feature.

Zwaya Jobs does not guarantee compatibility with every available technology or configuration.

Account creation and management are important entry points to the Platform.

Zwaya Jobs aims to consider accessibility in registration, login, password recovery, profile editing, and other account-related processes.

Our priorities include clear form labels, understandable instructions, accessible error identification, and reasonable alternatives where a particular interaction creates an accessibility barrier.

Where security controls or identity verification procedures create difficulties for users with disabilities, we will consider appropriate alternatives where technically feasible and consistent with security and legal requirements.

Accessibility accommodations must not compromise the security of user accounts or personal information.

Zwaya Jobs recognises that employment-related digital services should be accessible to individuals with different abilities.

We aim to consider accessibility when developing and improving job search functions, vacancy listings, application forms, and related recruitment features.

Our priorities include:

• Clear presentation of job titles and vacancy information.
• Understandable search filters and application instructions.
• Accessible form fields and validation messages.
• Appropriate keyboard access to essential application functions.
• Clear indication of required information.
• Reasonable support for users encountering technical accessibility barriers.

Employers remain responsible for the accessibility and fairness of recruitment procedures they independently conduct, including processes hosted outside Zwaya Jobs.

Where an application process is controlled by a third-party employer, Zwaya Jobs may not be able to modify its accessibility features directly.

Employers and recruiters using Zwaya Jobs are encouraged to support inclusive and accessible recruitment practices.

This includes presenting job information clearly, avoiding unlawful discriminatory requirements, and considering reasonable accommodations where required by applicable law.

Employers should not use disability-related information to engage in unlawful discrimination or unfair treatment.

Where recruitment involves interviews, assessments, or external application systems, the relevant employer is responsible for meeting its applicable accessibility and employment obligations.

Zwaya Jobs may address reports of discriminatory or abusive recruitment conduct in accordance with its User Conduct Policy and Terms & Conditions.

Zwaya Jobs aims to consider accessibility when preparing website content and documents under its control.

Relevant practices may include:

• Using clear and descriptive headings.
• Providing meaningful alternative text for informative images.
• Avoiding unnecessary reliance on images containing essential text.
• Structuring documents for logical reading order.
• Providing descriptive links.
• Using accessible tables and form labels where appropriate.
• Offering alternative formats when reasonably practicable.

Documents uploaded by independent users, employers, or training providers may not meet the same accessibility standards.

Where an accessibility issue concerns a third-party document, Zwaya Jobs may be able to assist with identifying the responsible provider or exploring an available alternative.

Zwaya Jobs recognises the importance of clear communication for users with different linguistic and accessibility needs.

As a platform established in Iraq, Zwaya Jobs aims to support relevant language needs through its available website content and services.

Where Arabic and English versions are provided, accessibility considerations should include appropriate text direction, readable typography, language identification, and compatibility with assistive technologies.

We aim to use clear, understandable language when explaining important actions, policies, fees, and account-related information.

The availability of particular languages or communication formats may depend on the relevant service.

Where Zwaya Jobs publishes videos, audio materials, animations, or other multimedia content, accessibility should be considered according to the nature and purpose of the material.

Relevant measures may include:

• Captions for prerecorded video content containing speech.
• Text transcripts for appropriate audio content.
• Text alternatives for essential visual information.
• Accessible controls for media playback.
• Avoidance of unnecessary flashing or distracting effects.
• Appropriate alternatives for essential information presented through interactive media.

The applicability of particular measures will depend on the content and relevant accessibility requirements.

Third-party multimedia content may be subject to the accessibility practices of its provider.

Zwaya Jobs aims to provide digital experiences that are reasonably usable across supported devices and screen sizes.

Accessibility considerations may include:

• Responsive page layouts.
• Readable text on smaller screens.
• Appropriate spacing and size of interactive controls.
• Support for device zoom and orientation where applicable.
• Clear navigation on mobile devices.
• Compatibility with relevant mobile accessibility features.

Specific functionality may differ between desktop and mobile environments.

Where mobile accessibility barriers are identified, we aim to assess their impact and consider appropriate improvements.

Zwaya Jobs may integrate or link to third-party services, including payment processors, employer application systems, educational providers, and other external resources.

We recognise that accessibility barriers may arise when users move between independently operated services.

Zwaya Jobs does not directly control the accessibility of external websites or third-party applications.

Where a third-party service is integral to an important user journey, we aim to consider accessibility as a relevant factor in provider selection, integration, and ongoing service review.

Users experiencing barriers within an external service may need to contact the relevant provider directly.

Zwaya Jobs may provide reasonable assistance in identifying the appropriate contact or available alternatives.

Zwaya Jobs welcomes feedback from users who experience accessibility barriers or have suggestions for improving the Platform.

Users may report issues involving:

• Difficulty navigating website pages.
• Inaccessible forms or account functions.
• Problems using assistive technologies.
• Unreadable content or insufficient contrast.
• Barriers in job applications or recruitment features.
• Difficulties accessing documents or multimedia.
• Other obstacles affecting the use of Platform services.

Accessibility feedback may be submitted to:

Email

info@zwayajobs.com

When reporting an issue, users are encouraged to provide the relevant page or feature, a description of the difficulty, and any useful technical information.

Users are not required to disclose a medical diagnosis to report a general accessibility barrier.

We will review relevant requests and consider appropriate assistance or corrective action according to the nature of the issue, available resources, and applicable legal obligations.

Where a user cannot access an essential Platform function because of an accessibility barrier, Zwaya Jobs will consider reasonable assistance or an alternative method of access where feasible and appropriate.

Potential responses may include:

• Providing information in an alternative accessible format.
• Clarifying instructions or procedures.
• Assisting with an account-related accessibility issue.
• Identifying an alternative communication channel.
• Referring a third-party accessibility issue to the responsible provider.
• Prioritising correction of a barrier affecting an essential service.

The availability of an accommodation will depend on the circumstances, technical feasibility, security requirements, and applicable law.

Where a particular accommodation is legally required, Zwaya Jobs will assess and fulfil its obligations accordingly.

Zwaya Jobs recognises that accessibility cannot be established through policy statements alone.

Meaningful progress requires practical assessment, identification of barriers, corrective action, and ongoing review.

Our approach may include:

• Considering accessibility during website design and development.
• Reviewing essential user journeys.
• Evaluating issues identified through user feedback.
• Assessing relevant WCAG requirements.
• Prioritising barriers according to severity and user impact.
• Reviewing accessibility when significant features are introduced or modified.
• Considering assistive technology compatibility during relevant testing.

The scope and frequency of accessibility assessments will reflect operational priorities, available resources, and applicable legal requirements.

Any public statement concerning completed audits, test results, or formal conformance will be based on documented evidence.

Zwaya Jobs recognises that some website features, documents, integrations, or third-party services may present accessibility limitations.

Material accessibility barriers identified in our services will be recorded and considered for corrective action, with priority given to barriers affecting essential functions.

Where appropriate, Zwaya Jobs may publish a separate accessibility statement identifying:

• The website or service assessed.
• The accessibility standard used.
• The level of conformance established.
• Known limitations.
• Available alternatives or support arrangements.
• The date and method of the most recent assessment.

This Policy is a statement of accessibility principles and commitments, not a substitute for an evidence-based accessibility conformance statement.

Zwaya Jobs operates through a company registered in Baghdad, Iraq, and is committed to complying with applicable legal requirements concerning accessibility, disability rights, and fair access to services.

Additional accessibility obligations may apply where the Company offers particular services in other jurisdictions.

International accessibility standards and recognised good practices may inform the Company's approach even where they are not independently mandatory.

References to WCAG or other standards do not constitute a claim of certification, legal compliance, or technical conformance without appropriate verification.

Nothing in this Policy limits rights or protections that users may have under applicable law.

Zwaya Jobs may review and update this Accessibility Policy to reflect changes in website functionality, accessibility practices, technical standards, user feedback, or applicable legal requirements.

The latest version will be published on the Zwaya Jobs website with its effective or revision date.

Where material changes affect users' rights or access to services, appropriate notice will be provided where required by applicable law.

We recognise accessibility as an ongoing responsibility and aim to improve our approach as the Platform develops.

For accessibility questions, requests for assistance, or reports of barriers affecting Zwaya Jobs services, please contact:

Brand

ZWAYA JOBS

Operating Company

ZWAYA AL IRAQ FOR ONLINE SERVICES, ONLINE MARKETING, ADVERTISING AND PUBLICITY LLC

Company Registration Number

M.Sh.A. - 2 -3285

Address

Baghdad, Iraq

Website

www.zwayajobs.com

Email

info@zwayajobs.com

Zwaya Jobs is committed to improving digital accessibility and supporting more inclusive access to professional opportunities.