Labour Day is a time to celebrate workers’ rights, fair wages, job security and safety standards—hard-won through organizing and collective action. But behind the barbecues and parades is a deeper story of solidarity and fairness. This Labour Day, EHRC highlights how unions in Canada’s electricity sector are advancing workplace inclusion by reflecting on their history and sharing insights from union leaders across the industry.
Labour Day: A Canadian legacy of resistance and reform
Labour Day traces its roots to 1872, when the Toronto Typographical Union rallied for a nine-hour workday. Their protest helped legalize unions and laid the foundation for Labour Day becoming a national holiday in 1894.
A new mandate: Reconciliation, equity, diversity, inclusion and accessibility
Canada’s labour movement is evolving. Alongside traditional concerns, unions are embracing a focus on reconciliation, equity, diversity, inclusion and accessibility. This shift recognizes that workplace experiences are not all equal—and that true solidarity must include everyone.
Historically, many workers were excluded from the labour market and the movement. Indigenous Peoples, racialized workers, newcomers, women, 2SLGBTQIA+ folks and persons with disabilities were often left behind.
Some unions barred Black, Chinese and South Asian workers from membership, pushing them into lower-paid, less secure jobs. Women and workers with disabilities faced hostility. 2SLGBTQ+ workers often hid their identities to avoid losing employment or union support. Ableist attitudes, inaccessible job sites and exclusionary policies limited participation for workers with disabilities.
That exclusion is slowly being undone.
Today, unions are reimagining advocacy. They’re adopting inclusive language, forming Indigenous advisory councils and updating procedures to address harassment and discrimination. They’re pushing for universal design and accessibility. By making reconciliation, equity, diversity, inclusion and accessibility central to their operations, unions are building a just and inclusive future of work. They’re standing up for workers’ rights and redefining whose voices matter.
“Inclusion is about actually changing power relations to lift up those who historically have been, and continue to be, marginalized,” says Rebecca Caron, President of the Society of United Professionals. “Listening to Indigenous leaders and equity-deserving members has challenged me to think differently about solidarity.”
From picket lines to equity lines: The union movement reimagined
Unions today are taking on new responsibilities, confronting colonial legacies, ableism, racism, sexism and transphobia.
They’re engaging with truth and reconciliation, embedding calls to action into training and policy. Some are building relationships with Indigenous communities and advocating for systemic changes.
“Our union has been a vocal supporter of the Nuclear Waste Management Organization’s (NWMO) consent-based process,” explains Caron. “Since 2010, our members [have] been actively involved in both technical assessments and frontline engagement with Indigenous communities. The process [has] adhered closely to a model of Free, Prior and Informed Consent as outlined in the United Nations Declaration on the Rights of Indigenous Peoples.”
“The Society of United Professionals has been unyielding in its public advocacy for the respect of Indigenous rights in the decarbonization and electrification of Ontario energy,” she continues. “At every level, [we] will continue to use our collective strength to push for a transition that is not only climate-resilient, but socially just.”
Michelle Holmes, National Executive Board of the Canadian Union of Skilled Workers (CUSW) says that “through conversations with Indigenous members, truth-telling sessions and confronting uncomfortable truths, [I] have come to see reconciliation as an active, ongoing process. [We] can only move forward when we commit to walking this path together, with respect, trust and shared purpose.”
Accessibility now goes beyond physical accommodations. Unions are advocating for inclusive hiring, accessible apprenticeship pathways and universal design principles—especially vital in sectors like electricity and construction.
“Our Reconciliation, Equity, Diversity, Inclusion and Accessibility committees engage both members and employers,” says Pam Rafeiro, Staff Advisor to the Power Workers’ Union (PWU) Indigenous Relations Committee. “Accessibility and wellness aren’t add-ons—they’re essential to how we support our people.”
“Through collective agreement negotiations, we are ensuring that workers with disabilities and other equity-deserving groups are not left behind,” says Caron. “Ensuring that equity is embedded in practice, not just in principle.”
Unions in Canada’s electricity sector: leading with purpose
Canada’s electricity sector is evolving—driven by innovation, sustainability and workforce development. Unions in electricity and renewables are key players. They advocate for equitable upskilling, safer work and greater diversity—particularly in the trades.
“Reconciliation, equity, diversity, inclusion and accessibility values are embedded into our member-driven structure and […] constitution,” explains Holmes. “Equity isn’t an afterthought; it’s how we work, govern and grow together.”
“Our Indigenous Reconciliation Action Plan rooted in the TRC Calls to Action,” says Rafeiro. “[It] is a roadmap we’re using to shift our union culture and impact employers.”
EHRC is seeing firsthand how unions are leading the way in building not only a future-ready workforce but one that is accessible and inclusive for all.
From collective bargaining to collective belonging
Reconciliation, equity, diversity, inclusion and accessibility are now central to the labour movement. This requires more than statements or one-time actions—it demands a sustained commitment to listening and learning.
Unions are rising to the challenge, creating safer grievance processes, updating contract language and building capacity through anti-racism training and strategic partnerships.
Caron describes that the Society of United Professionals “[brings] together all six of our equity committees in a dedicated Equity Summit to align on collective priorities, share knowledge and influence bargaining language.”
“CUSW’s partnership with Interval House of Hamilton and the Mentor Action Training program [raised] over $20,000,” says Holmes. “[This] is reconciliation, equity, diversity, inclusion and accessibility in action.”
“Our Indigenous Relations Committee [is] led by Indigenous members [and creates] a safe space where authentic representation and culturally grounded recommendations can guide our work,” shares Rafeiro.” The impact has been incredible.”
Unions operate within systems shaped by colonialism, ableism, racism and patriarchy. Addressing these realities require humility, courage and a willingness to confront them. And yet, there is momentum.
Unions are transforming to prioritize belonging, representation and dignity for all. EHRC supports this change by working with labour leaders across the electricity sector to make workplaces more inclusive, equitable and accessible.
“Canada’s labour movement has come a long way, especially within the electricity sector,” explains EHRC’s CEO, Michelle Branigan. “Today, unions are not only negotiating for good wages and safer conditions—they’re also championing equity, reconciliation and accessibility in powerful and transformative ways. At EHRC, we’re proud to work alongside these leaders as they turn inclusion from a principle into everyday practice. This is more than a policy change, it’s a collective effort to reshape our workplaces and build a future where every worker feels seen, respected and empowered.”
Unions moving from collective bargaining to collective belonging empower workers to shape the future of their industries. This transformation impacts not only workplaces but also communities and systems.
And that’s the kind of legacy worth celebrating this Labour Day.
A labour movement for all
Labour Day is about moving forward. We need an inclusive labour movement that respects Indigenous rights, champions accessibility and includes everyone.
EHRC continues to work with Canadian unions to ensure an equitable energy transition—one that centres reconciliation and accessibility.
Because the future of work belongs to everyone.
“Inclusion makes us stronger,” shares Caron. “[We’re] not just building better workplaces; we’re building a better world.”