Why This Matters
Our People
We want all our colleagues to feel welcome, valued and have a fulfilling and rewarding work experience. We are committed to building a culture that truly recognizes and cultivates all our strengths, regardless of gender, race and ethnicity, religion, sexual orientation, or disability status. It’s simply the right thing to do.
Our Business
As a leading global investor in a competitive marketplace, we are relentlessly focused on attracting, developing and retaining the best global talent. These efforts span all talent dimensions. We firmly believe that diverse perspectives in an inclusive culture drive better decision-making and outcomes for the organization, and allow colleagues to do their best work and unlock their full potential.
Our Responsibility
Our public purpose influences everything we do, and that extends to our responsibility for demonstrating leadership and integrity on important matters like inclusion and diversity. We want to drive real progress in our own organization, but also, where possible, make a positive difference across our portfolio and in the communities where we operate.
Our Workplace Priorities
Inclusive Engagement
We are collectively responsible for ensuring all our colleagues feel supported, respected and valued, both for who they are as individuals and their unique contributions. Belonging means our people can do their best work and unlock their professional potential.
Inclusive Capability Building
Our education programs are designed to help enable our colleagues, particularly people managers, to be aware and proactive about inclusion and improve their capabilities. All members of our global team are trained on unconscious bias building inclusive behaviours.
Inclusive Partnerships
As a leading global investor, we recognize the importance of building external partnerships as part of our commitment to inclusion and diversity. We look for opportunities to engage with relevant interest and industry groups, and support events that further representation and inclusion in the financial services sector.
Inclusive HR Policies
Our inclusion and diversity strategy is reinforced by relevant policies and programs that support equity across our global team. Beyond offering inclusive benefits like parental leave, we conduct studies on internal pay equity and leverage partnerships with recruiting firms focused on historically underrepresented groups.
Data-Driven Approach
We measure and evaluate our performance to identify opportunities for increasing representation. We continue to take steps to drive meaningful improvement in key performance indicators in under-represented groups including women, members of the LGBTQ+, persons with disabilities, and ethnic and racial minorities. We monitor diversity data and regularly report back to our colleagues on progress.
Grassroots Engagement
Employee resource groups encourage colleagues to champion change through a range of programs and activities, including guest speakers, industry events and social activities. Sponsored by Senior Management Team members, these groups help build understanding and alignment on matters ranging from cultural differences, gender equity, LGBTQ+ inclusion and sustainability. Global participation and allyship is robust and growing.
Engaging for Inclusion
Building an inclusive culture starts with creating opportunities to grow individual inclusive capabilities. In 2021, we held our third Inclusive Interaction Initiative (I-CUBED), where 440 colleagues practiced inclusive behaviours with a partner outside of their department.
We are certified by EDGE – an independent, global third-party verification. Certification includes an assessment of gender balance across the talent pipeline, an effective framework of policies and practices that ensure equitable career flows, and fostering an inclusive culture for both male and female employees.
We joined leading Canadian businesses in signing the BlackNorth Pledge in 2020. We’ve committed to delivering anti-racism training and hiring at least 5% of students from the Black community. More broadly, we’re committed to working to end racism in all its forms and create opportunities for traditionally under-represented groups.
We are an active participant in The Prosperity Project, a wide-ranging initiative working to ensure gains made by Canadian women in business aren’t set back due to COVID-19 disruptions. The program is focused on driving progress for women in STEM, skilled trades and leadership.
Achieving certification by Women in Governance in Canada is an important step for us, but only a start. The assessment helps us evaluate parity of decision-making in our organization, and how well we’re enabling women to advance their careers. The findings also provide a roadmap for creating a strong pipeline of female talent.
