Developing - Sample Policy Statements - Electricity Human Resources Canada

Organizations at the Developing level build upon the foundational policies by incorporating more specific practices and strategies that address inclusion and equity. Here, organizations begin to actively promote diversity through recruitment, retention, and equitable treatment. Policies at this level are designed to address systemic barriers and foster a culture of inclusion through more targeted interventions.

Key policies at this level include:

Inclusive Recruitment and Hiring Policy
Indigenous Recruitment and Retention Policy
Mental Health and Wellness Policy

People in an office talking and laughing

Adapt and customize: Tailor each Sample Policy Statement to your organization’s specific context, legal framework, and operational needs.
Consult stakeholders: Engage employees (especially those from equity-deserving groups), community members, or Indigenous Elders/leaders for input.
Ensure compliance: Align policies with relevant federal, provincial/state, and local legislation.
Communicate broadly: Clearly announce new or revised policies, ensuring managers and employees understand the purpose and benefits.
Measure and report: Track implementation and share results, committing to a cycle of continuous improvement.

🔥 Indicates policies that advance Indigenous reconciliation and align with the Truth and Reconciliation Commission’s Calls to Action.

1. Acknowledgment of Traditional Knowledge and Practices 🔥
Sample policy statement

We recognize and respect Indigenous knowledge systems and will integrate them into organizational practices and decision-making wherever appropriate. This may include consultation with Elders, knowledge keepers, and Indigenous-led research or projects.

Examples
1. BC Hydro
  - Indigenous Relations
  - Recognizes Indigenous knowledge as essential to responsible decision‑making and integrates Indigenous perspectives into planning, environmental assessments, and project development through ongoing engagement with First Nations, Elders, and knowledge holders.
2. Hydro-Québec
  - Indigenous Relations
  - Emphasizes the use of Indigenous knowledge in project development and governance, consulting Indigenous communities, Elders, and knowledge keepers to inform environmental studies and support culturally grounded, sustainable decision‑making.
3. Meridian Energy (New Zealand)
  - Our bicultural journey
  - Describes its bicultural journey, including a Te Ao Māori strategy to lift cultural capability, support recognition of Māori values in how it operates, and strengthen relationships with iwi
4. AGL (Australia)
  - Innovate Reconciliation Action Plan
  - Commits to partnering with First Nations peoples and strengthening cultural capability, including using culturally informed approaches in operations and engagement where appropriate
2. Dress Code Policy
Sample policy statement

Our dress code is flexible and respectful of individual expressions of gender identity, cultural heritage, and personal style. Employees are encouraged to dress in a manner that is professional and safe, while reflecting their authentic selves.

Examples
1. Hydro One
  - Workplace Diversity, Equity & Inclusion Commitment
  - Affirms a respectful, discrimination-free workplace where employees of diverse identities are valued and supports inclusive dress and appearance expectations that respect gender identity, cultural heritage, and personal style.
2. Ontario Human Rights Commission
  - Guidance on inclusive dress codes
  - Explains that workplace dress codes must be inclusive of all employees, allowing people to dress according to their expressed gender without restriction and supporting practices that respect cultural heritage and personal expression.
3. EnergyAustralia (Australia)
  - LGBTI – Gender Affirmation Guidelines
  - Outline how to support an employee’s workplace transition, including planning for how the dress code will be followed and how facilities will be used, alongside privacy and leave considerations.
4. INPEX (Japan)
  - Sustainability Report 2024
  - Introduces a year‑round casual business dress code as a measure to promote diversity and individuality, supporting professional standards while allowing more individual expression.
3. Employee Resource Groups (ERGs) Policy
Sample policy statement

The organization supports the formation and operation of ERGs (e.g., LGBTQ2+, Women, BIPOC, Persons with Disabilities) to foster community, peer support, and education. ERGs receive organizational support such as meeting spaces, funding, and executive sponsorship.

Examples
1. Hydro One
  - Employee Resource Groups
  - Connect employees across locations to build community, peer support, and belonging, bringing together employees and allies around shared identities and experiences to help shape workplace culture.
2. Enbridge
  - Inclusion Networks
  - Describes employee‑led groups that strengthen connection and inclusive culture, supported by an executive‑led council that advances the inclusion strategy and sponsors ERG activity.
3. Enel (Italy)
  - People at Enel
  - Outlines ERGs as voluntary, employee-led communities that support professional growth, community outreach, recruitment and retention.
4. Shell (United Kingdom)
  - Employee Resource Groups At Shell
  - Describes employee networks that build community, learning and inclusion across identities, providing structured pathways for connection and employee voice.
4. Gender-Neutral Restroom Policy
Sample policy statement

All employees and visitors should have access to safe and inclusive restroom facilities. Where feasible, the organization will provide gender-neutral restrooms, clearly labelled, and ensure privacy for all individuals.

Examples
1. Canada Energy Regulator
  - Employment Equity Report 2020–2021
  - Highlights workplace improvements at its Calgary headquarters, including a gender‑neutral, fully accessible washroom and change room to support inclusive, barrier-free facilities for employees and visitors.
2. Public Service Alliance of Canada
  - Gender-Inclusive Washrooms in Your Workplace
  - Provides practical guidance for implementing all‑gender washrooms, outlining steps such as education, phased implementation, accessible placement, and clear direction that employees should not be policed about which washroom they use.
3. Pride at Work Canada
  - Empowering 2SLGBTQIA Workers in Energy
  - Includes practical guidance on inclusive facilities and washroom access as part of building safe, respectful workplaces for 2SLGBTQIA+ employees.
4. EnergyAustralia (Australia)
  - LGBTI – Gender Affirmation Guidelines
  - Outline how to support an employee’s workplace transition, including practical planning for facilities access and respectful workplace practices that enable safe, inclusive washroom access.
5. Inclusive Recruitment and Hiring Policy
Sample policy statement

The organization uses inclusive recruitment practices such as blind résumé screening, diverse hiring panels, and clear, bias-free job descriptions. We strive to increase the representation of underrepresented groups at all levels.

Examples
1. Bruce Power
  - Inclusive Hiring
  - Highlights an inclusive hiring approach focused on attracting diverse candidates and strengthening representation, with an emphasis on supporting and developing talent from underrepresented groups.
2. Nova Scotia Power
  - Partnership-based pipeline for underrepresented talent
  - Describes a partnership with the Diversity Employment Network to build talent pathways through community-based training, improving access for African Nova Scotian participants and reinforcing representation goals through outreach and internal inclusion efforts.
3. Drax (United Kingdom)
  - Opportunity Action Plan
  - References inclusive recruitment practices, including name-blind recruitment, as part of wider workforce inclusion commitments, an employer example of bias-reducing hiring practice in energy.
4. YES Energy Solutions (United Kingdom)
  - Equality and diversity policy
  - References name-blind recruitment as a mechanism to reduce bias, modelling a practical inclusive hiring intervention within the energy sector.
6. Indigenous Cultural Leave Policy 🔥
Sample policy statement

Indigenous employees may request paid or unpaid leave to participate in cultural, ceremonial, or community activities. This policy acknowledges the importance of cultural responsibilities and seeks to accommodate them without penalty to the employee.

Examples
1. BC Hydro
  - Indigenous Cultural Leave
  - Highlights Indigenous cultural leave as part of employee benefits, allowing Indigenous employees time to participate in cultural and traditional activities, including two paid days annually.
2. Canada Energy Regulator
  - CER–PIPSC NEB Group Collective Agreement
  - Provides Indigenous employees with a combination of paid and unpaid leave each year to participate in land‑based and traditional practices, with flexible options such as make‑up time.
3. Rio Tinto (Australia)
  - Indigenous and land-connected Peoples
  - Describe measures to support Indigenous employees, including enabling participation in cultural and community responsibilities as part of inclusion practice.
4. BHP (Australia)
  - Indigenous Peoples
  - Describes workplace supports for Indigenous employees, including cultural leave arrangements that recognize community and cultural responsibilities.
7. Indigenous Recruitment and Retention Policy 🔥
Sample policy statement

The organization is committed to recruiting, hiring, and retaining Indigenous employees. Strategies include internships, mentorship programs, and partnerships with Indigenous employment agencies and educational institutions. Progress will be measured and reported regularly.

Examples
1. Hydro One
  - Indigenous recruitment pipeline
  - Describes a multi-pronged approach to growing Indigenous employment, including dedicated summer student roles, a partnership with Confederation College’s Pre‑Tech program, an Indigenous employee network, and reporting on workforce and student hiring progress.
2. Yukon Energy
  - First Nations employment and training commitments
  - Outlines a relationship-based approach that creates employment and training opportunities for First Nations, illustrated by the Mayo B project agreement, which included priority hiring for qualified citizens and a dedicated liaison role.
3. Meridian Energy (New Zealand)
  - Our bicultural journey
  - Describes its bicultural journey, including a Te Ao Māori strategy to lift cultural capability, support recognition of Māori values in how it operates, and strengthen relationships with iwi.
4. Origin Energy (Australia)
  - Reconciliation Action Plan
  - Describes Indigenous employment and retention commitments, including partnerships, targeted pathways and ongoing workforce development actions.
8. Mental Health and Wellness Policy
Sample policy statement

The organization supports employees’ mental health by providing access to resources such as Employee Assistance Programs (EAPs), counselling, and mental health days. We strive to reduce stigma and promote a culture of holistic well-being.

Examples
1. Boralex
  - Mental Health and Well-Being in the Workplace
  - Describes mental health supports, including telemedicine, EFAP, virtual services, and a wellness allowance, and positions mental health as an organizational priority supported by leadership monitoring and manager training.
2. Innergex
  - Innergex People Report
  - Highlights employee well-being supports through a comprehensive, bilingual EFAP that provides personal, emotional, financial, and legal assistance as part of a holistic approach to well-being.
3. Ørsted (Denmark)
  - Working at Ørsted
  - Describes its employee experience and benefits, highlighting wellbeing and work-life supports, with mental health resources typically embedded within broader people and wellbeing practices.
4. EDF Energy (United Kingdom)
  - Benefits and rewards
  - Outlines its benefits and rewards offer, including wellbeing supports that position mental health resources and employee assistance as part of a broader approach to employee care.
9. Parental Leave Policy
Sample policy statement

We provide paid parental leave for all parents, mothers, fathers, and adoptive parents, to promote bonding, health, and well-being. Leave can be taken flexibly, and returning parents will be supported through reintegration programs.

Examples
1. TransAlta
  - Benefits at a glance
  - Highlights maternity and parental leave top-ups that support bonding and wellbeing, positioning paid leave as a core benefit that makes time away from work more financially feasible for all parents.
2. Bruce Power
  - Parental, maternity, and adoption leave top-ups
  - Provides salary top-ups for maternity, parental, and adoption leave, helping employees take leave without financial penalty and return with strong reintegration supports.
3. Shell (United Kingdom)
  - Careers
  - Describes parental leave as part of its core benefits approach, positioning it as a key support for families across different locations.
4. bp (United Kingdom)
  - Who we are
  - Describes family-related benefits, including parental leave supports, as part of its global approach to employee wellbeing and retention.
10. Pay Equity Policy
Sample policy statement

The organization commits to pay equity and will conduct regular pay audits to identify and remedy wage gaps. We publish our pay equity findings annually to ensure transparency and accountability.

Examples
1. FortisBC
  - Pay Transparency Report (2025)
  - Publishes annual pay transparency findings under the BC Pay Transparency Act, reporting gender pay gaps and pay quartiles with analysis by job family and level to strengthen transparency and accountability.
2. Innergex
  - 2023 ESG Report: published pay equity ratios
  - Uses salary brackets to disclose women‑to‑men pay equity ratios by role category across multiple years, providing a structured, repeatable model for regular pay audits and transparent annual reporting.
3. Iberdrola (Spain)
  - Diversity and Inclusion Report (2023)
  - Reports pay equity-related indicators (including women’s/men’s pay ratio and pay-gap metrics) and links the data to targets and initiatives, modelling transparency that can support pay equity accountability.
4. AGL Energy (Australia)
  - Gender pay gap
  - Publishes gender pay gap reporting through its WGEA employer statement and explains its commitment and context, offering a clear, repeatable template for pay equity transparency and improvement planning.
11. Training and Development Policy
Sample policy statement

The organization mandates DEI training for all employees. This includes unconscious bias training, cultural competence, and anti-racism sessions. Career development programs will be offered equitably to ensure underrepresented groups have equal access.

Examples
1. Hydro One
  - DEI training, anti-Black racism education, and mentorship programs
  - Outlines DEI training initiatives, including the “Step Up” program, anti-Black racism education for leaders, and a mentorship pilot pairing senior leaders with high-performing Black employees to support career growth and development.
2. Northwest Territories Power Corporation
  - NTPC collective agreement
  - Commits to mandatory anti‑racism and anti-oppression training for all employees during regular working hours, ensuring consistent baseline learning across remote and dispersed worksites.
3. Enel (Italy)
  - DEIB Policy
  - Describes DEI learning and development as part of its people strategy, including initiatives intended to build inclusive leadership and reduce bias.
4. Vestas (Denmark)
  - Sustainability policies
  - DEIB policy frames inclusion capability as an organizational expectation, supporting ongoing learning and behaviour change across the workforce.

These sample policies are provided solely as general guidance and should not be interpreted or relied upon as legal advice.

Links included in this resource were accurate and functional at the time of publication; however, content and URLs may change over time. If a link is inactive, please consult the organization’s main corporate website for the most current information. If you notice an error or broken link, please let us know at [email protected].

Turnkey Policies for Inclusive, Equitable and Accessible Workplaces - Reading Materials - Chapter 03: Developing – Sample Policy Statements

About the Developing Level

How to use these sample policies

Sample statements

1. Acknowledgment of Traditional Knowledge and Practices 🔥

Sample policy statement

Examples

2. Dress Code Policy

Sample policy statement

Examples

3. Employee Resource Groups (ERGs) Policy

Sample policy statement

Examples

4. Gender-Neutral Restroom Policy

Sample policy statement

Examples

5. Inclusive Recruitment and Hiring Policy

Sample policy statement

Examples

6. Indigenous Cultural Leave Policy 🔥

Sample policy statement

Examples

7. Indigenous Recruitment and Retention Policy 🔥

Sample policy statement

Examples

8. Mental Health and Wellness Policy

Sample policy statement

Examples

9. Parental Leave Policy

Sample policy statement

Examples

10. Pay Equity Policy

Sample policy statement

Examples

11. Training and Development Policy

Sample policy statement

Examples

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