Cultivating an environment where diversity is celebrated, inclusion is the norm, and all people are treated equitably is our priority. We want our employees to feel like they truly belong and that they can be their authentic selves in the workplace.
Through our enterprise-wide Equity, Diversity, and Inclusion (EDI) strategy, we’re on a continuous journey to ensure our workplace is an inclusive space where every employee feels confident, represented, and connected to programs and policies. Our EDI Strategy is driving measurable action and leadership through:
- Engagement and awareness for all employees and leaders
- EDI council and implementation of Employee Communities
- Talent attraction, development, and retention
- Establishment of baseline metrics and targets
New casino sitesOur robust EDI targets are enhancing our workplace not only through their outcomes, but through the conversations they inspire – we are enthused to see employees engaging in training, conversation, our EDI Council, and Employee Communities.
Executive Team and Board of Directors
We’re setting progressive goals to increase our diversity and create more opportunities for women to advance and thrive. To hold ourselves accountable, the Executive Team and leadership’s short and long-term incentives are tied to sustainability measures, with specific targets for the growth of women in leadership and an increase in broader workforce diversity. When hiring for these roles, candidates who best fulfill the needs of the role are recruited, and extra weight is given to women who meet the criteria.
We have a Board Diversity Policy that states at least 50% of the slate of director candidates presented to the People, Culture, and Governance Committee in every search for new directors are women, and extra weight will be given to qualified women candidates in final nomination decisions. Annually, this Committee is required to consider the balance of skills, experience, independence, knowledge of Capital Power, and diversity as part of the performance review of the Board, its committees, and individual directors.
Employees
Our people are the energy behind our transition to net zero. We’re committed to bringing our purpose and values to life by providing a workplace that empowers them to feel and perform their best. Employees have the option to self-identify on criteria including ethnicity, gender, sexual orientation, and disability, providing us with a better New online casinosunderstanding of our workforce, allowing us to tailor our programs and initiatives to suit their needs and set specific goals to further our EDI strategy.
We’re casting a wider net for talent in our recruitment process and have set goals to increase our diversity and create more opportunities for women to advance and thrive. Short term (2023), our goal is for 30% of all new hires to be women. Long term (2023-2025), we’re striving to increase employee diversity by 9% across the organization and increase the number of women at the leadership level by 10%.
Empowering Women in Energy
We’re committed to strengthening our culture and building upon our inclusive environment that promotes inclusion and supports diversity. We’re dedicated to continuing to make strides toward gender equality in our industry and make Capital Power a desirable place for ambitious women to work. We’ve partnered with key players making advancements for women in the workplace, including:
best new online casino We’re a member of this global campaign committed to working toward equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030. Equal by 30 is part of the global Clean Energy Education and Empowerment (C3E) initiative co-sponsored by the International Energy Agency and championed by Natural Resources Canada.
30 by 30: Through our endorsement of this initiative, we’ve committed to investing in the creation and maintenance of programs, policies and partnerships that lead to an improved experience for women in engineering, and, ultimately, increase the percentage of newly licensed women engineers in Canada by 30%.
Rosie the Riveter Mentorship Program: Furthering our commitment and support of women in science, technology, engineering and math (STEM) careers, we’re a founding partner of the Prosperity Project and co-presenter of their Rosie initiative.
Our EDI Focus
Vision
To have an inclusive culture and equitable work environment that embraces, values, and respects the diversity of all of Capital Power’s employees.
Mission
To foster a culture that embraces diversity of experience, skills, and background across our workforce, encourages and enhances innovation, improves performance, employee engagement and decision-making, promotes sustainability, and contributes to shareholder value.
EDI Council
Our EDI Council represents the current and aspirational diversity of our workplace. The council supports Capital Power in evolving our culture to create an inclusive environment that promotes equity in the workplace and leverages our diversity to its fullest potential.
Employee Communities
As a commitment to our EDI Strategy, we’re increasing opportunities for employee engagement, listening and communication in our workplace with Employee Communities. These groups, created and led by employees who share common characteristics, such as gender, ethnicity, religious affiliation, lifestyle, or lived experience, are supportive spaces for employees that provide networking and professional development opportunities for members and act as resources to support and evolve the programs and policies that enhance our equitable work environment.
- WE Lead: This community supports women (inclusive of all individuals who identify as women) at Capital Power. WE Lead is committed to driving gender equality, promoting professional growth, and cultivating an environment where every woman can thrive.