Alectra, discover the possibilities

1.1 All employees, including full-time, part-time, temporary employees, summer students and co-op placements, Board of Directors, and persons acting on behalf of Alectra (e.g. consultants or contractors).

2.1 Alectra is committed to maintaining an equitable, diverse and inclusive workforce; we value the background, experience, perspective and talent of each individual. We believe that equity, diversity and inclusion are fundamental to develop a workforce that delivers value to our stakeholders.

3.1 All actions relating to people with regards to hiring, compensation, promotion, benefits, job assignments, transfers, employee programs or company sponsored events will be taken in accordance with the Human Rights Code of Ontario and its prohibitions with respect to age, ancestry, colour, race, citizenship, ethnic origin, place of origin, creed, disability, family status, marital status (including single status), gender identity, gender expression, receipt of public assistance, record of offences, sex (including pregnancy and breastfeeding) or sexual orientation.

3.2 Alectra’s focus on equity, diversity and inclusion supports our company values. It is also reflected in the Code of Conduct, Respect in the Workplace and AlectraCARES.

4.1 Diversity: Diversity encompasses the unique differences of our employees including but not limited to, race, religion, disability (physical and/or invisible), ethnicity, gender, gender identity, age, education, job experience, life experience, culture and sexual orientation.

4.2 Inclusion: Inclusion encompasses creating a collective culture that strives for appreciating and using our unique differences, in a way that shows respect for the individual and ultimately creates a dynamic and multi-dimensional organization. Inclusion entails building an environment where employee differences are valued.

4.3 Equity: Equity is about ensuring employees are provided the same access to programs, services, opportunities and facilities.

Alectra is committed to:

• Recognizing, appreciating and valuing diversity;
• Ensuring equitable employment opportunities in all aspects of human resource activities;
• Creating and sustaining an inclusive environment that respects each individual regardless of how they identify, per the list above.
• Providing a positive work environment for all employees;
• Promoting a culture that encourages personal development and growth;
• Creating and maintaining effective relationships with diverse communities, associations, institutions and suppliers; and
• Communicating its diversity policy to the public by posting the policy on our website.

The Corporation is responsible for:

• Creating and maintaining a workplace free from discrimination;
• Providing advice to employees and managers regarding the Workplace Equity, Diversity and Inclusion policy, procedures and complaints;
• Ensuring that all policies, practices and programs provide all employees with equal and fair treatment under all federal and provincial laws;
• Ensuring that equity, diversity and inclusion are part of the overall People Plan;
• Maintain an employment system free from barriers;
• Assisting management in the development of recruitment, promotion and retention strategies that are fair and free from discrimination; and
• Enhance employee awareness and equity, diversity and inclusion fundamentals by establishing key initiatives to continually improve equity, diversity and inclusion.

Management is responsible for:

• Ensuring that all employees are trained and informed of this policy;
• Taking all complaints seriously, discussing the situation with the respondent and informing the People Team; and
• Adhering to the equivalent People Leader/Immediate Leader’s Responsibilities as in Alectra’s “Respect in the Workplace” Policy.

Employees are responsible for:

• Reporting areas where they feel there may be barriers to equal opportunities;
• Notifying their immediate leader of their need for employment related accommodations, and consulting with the People Team on the most appropriate accommodation; and
• Reporting instances where they believe they have been discriminated against to their immediate leader and/or a member of the People Team.

6.1 The above listed goals will be reviewed and modified as necessary on an annual basis by the People Team. Managing progress indicators, such as a ED&I scorecard for each of the goals will track our progress towards our goals with metrics established to include recruitment, hiring, retention, promotion, career development, and succession planning. Semi-annual reporting on our equity, diversity and inclusion strategy will demonstrate to employees, stakeholders and the Board of Directors our goals are being achieved across the organization.

1. AlectraCARES
2. AODA
3. The Code of Conduct
4. The Ontario Human Rights Code
5. Respect in the Workplace