Emerging - Sample Policy Statements - Electricity Human Resources Canada

At the Emerging level, organizations begin laying the groundwork for inclusive policies. These policies focus on establishing basic commitments to fairness, such as anti-discrimination, harassment prevention, and respect for individual differences. These foundational policies help set a respectful tone for the workplace but often require further development to create lasting, systemic change.

Key policies at this level include:

Anti-Discrimination and Harassment Policy
Equal Employment Opportunity (EEO) Policy
Indigenous Cultural Awareness and Sensitivity Training

Casual meeting of smiling diverse business team analyzing financial data

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. Anti-Discrimination and Harassment Policy
Sample policy statement

The organization is committed to fostering a workplace free from discrimination and harassment of any kind. We strictly prohibit any behaviour or practice that discriminates based on race, religion, age, gender, disability, or any other protected characteristic. All reports of discrimination or harassment will be taken seriously, investigated promptly, and addressed with appropriate disciplinary measures if confirmed.

Examples
1. Ontario Power Generation
  - Code of Business Conduct
  - Commits to a harassment‑ and violence-free workplace, outlines reporting channels (including anonymous options), and protects employees from retaliation.
2. BC Hydro
  - Respect, inclusion and diversity commitments
  - Sets expectations for a respectful, harassment‑free workplace, aligns with the B.C. Human Rights Code, and encourages reporting without fear of retaliation.
3. Ørsted (Denmark)
  - Global bullying, discrimination and harassment policy
  - Sets a clear expectation of a workplace free from bullying, discrimination and harassment, and outlines how concerns can be raised and addressed in a consistent way across the organization.
4. National Grid (United Kingdom)
  - Code of Ethics 2025
  - Includes an explicit section on discrimination, harassment and bullying, framed as a behavioural standard with reporting expectations and consequences for misconduct.
2. Code of Conduct Policy
Sample policy statement

This policy sets out expected standards of professional and ethical behaviour for all employees, contractors, and board members. Employees must act with integrity, respect, and honesty. The policy outlines disciplinary actions for violations and encourages reporting of unethical behaviour through secure channels.

Examples
1. Manitoba Hydro
  - Code of Conduct (How We Do Business)
  - Sets clear expectations for ethical and respectful behaviour and explains how employees can raise concerns through internal channels, with consequences for breaches.
2. Capital Power
  - Code of Conduct
  - Outlines expected conduct for employees and leaders, links compliance to consequences, and directs staff to report concerns through formal channels.
3. Shell (United Kingdom)
  - Code of Conduct
  - Sets clear behavioural standards for employees and others working on it’s behalf, outlining expectations for integrity, respectful conduct, and how to raise concerns when standards aren’t met.
4. Enel (Italy)
  - Code of ethics
  - Establishes conduct expectations across a global utility group and explicitly describes implementation mechanisms, including oversight controls intended to ensure adherence and continuous improvement of ethical conduct over time.
3. Diversity and Inclusion Statement
Sample policy statement

We value the diversity of our workforce and are committed to creating an inclusive environment. We publicly acknowledge the importance of varying backgrounds, perspectives, and cultures in driving innovation and excellence, and we pledge to uphold equitable treatment in all organizational activities.

Examples
1. TransAlta
  - Board and Workforce Diversity Policy
  - Sets out how the company defines diversity, why inclusion matters, and includes an ED&I pledge with commitments to reduce barriers, strengthen belonging, and report progress through leadership accountability and targets.
2. SaskPower
  - Commitment to a Representative Workforce
  - States a clear commitment to an equitable and inclusive workplace, outlines support for underrepresented groups, and highlights partnerships, culture, and inclusive behaviours embedded across the workforce.
3. E.ON (Germany)
  - Diversity, Equity & Inclusion
  - Publicly states its commitment to diversity, equity and belonging, framing inclusion as a core culture expectation across the organization.
4. Iberdrola (Spain)
  - Equality, Diversity and Inclusion Policy
  - Outlines a formal baseline for equal opportunity and non-discrimination across the group.
4. Equal Employment Opportunity (EEO) Policy
Sample policy statement

The organization ensures all individuals have an equal opportunity for employment, promotion, and advancement. Decisions will not be influenced by race, gender, religion, disability, or other protected characteristics. We adhere to relevant legislation and strive to maintain a diverse workforce.

Examples
1. NB Power
  - Thriving Together
  - A careers page that affirms a commitment to equal employment opportunities and highlights fairness, respect, and inclusion as core elements of workplace culture.
2. Oshawa Power
  - Equal Opportunity Employer Statement
  - A clear declaration that hiring decisions are based on qualifications and merit, reinforcing a fair and unbiased recruitment process.
3. NextEra Energy (United States)
  - Equal Opportunity Employer statement
  - Publishes an EEO statement committing to fair employment practices and non‑discrimination across protected characteristics.
4. Dubai Electricity and Water Authority (DEWA) (United Arab Emirates)
  - Talent Acquisition and Inclusive Employment
  - Affirms equal opportunity and commits to recruitment, promotion, training, and work assignments based on competence, aligned with UAE/Dubai law and non-discrimination principles.
5. Flexible Work Arrangements Policy
Sample policy statement

The organization acknowledges that flexible work arrangements (e.g., flex-time, remote work, job-sharing) benefit employees and the business. Managers are encouraged to accommodate personal obligations and diverse needs whenever operationally feasible, thereby promoting a more inclusive workplace.

Examples
1. FortisAlberta
  - Work Life Balance
  - Describes a range of flexible work options—including part-time work, job sharing, leaves, phased retirement, and remote or hybrid arrangements—positioning flexibility as a core inclusion strategy that helps employees perform at their best.
2. Newfoundland and Labrador Hydro
  - Life at Hydro
  - Highlights remote or hybrid work options where feasible and frames flexibility as key to supporting employee wellbeing and inclusion.
3. EnergyAustralia (Australia)
  - Energise program
  - Describes its ‘Energise’ flexibility approach, including choice in how/when/where to work and the ability to swap public holidays for culturally significant days.
4. Siemens (Germany)
  - Flexible working styles
  - Describes flexible work arrangements offered across countries, noting that options are tailored to local labour laws, an explicit global‑local flexibility model.
6. Indigenous Cultural Awareness and Sensitivity Training 🔥
Sample policy statement

All employees must complete mandatory training on Indigenous histories, cultures, and contemporary issues, including the legacy of residential schools. The organization will partner with recognized Indigenous educators to ensure accurate and respectful content.

Examples
1. Ontario Power Generation
  - The Power of Partnership
  - Describes reconciliation-focused learning that helps employees understand Indigenous histories, cultures, and the impacts of residential schools, developed in partnership with Indigenous communities.
2. ATCO
  - Indigenous Relations
  - Includes cultural learning and awareness initiatives delivered with Indigenous communities and educators, supporting employee understanding and reinforcing respectful, relationship‑based workplace practices.
3. AGL (Australia)
  - Innovate Reconciliation Action Plan
  - Describes formal cultural training through e‑learning and in‑person options, supplemented by yarning circles and on‑Country experiences such as the Garma Festival.
4. Origin Energy (Australia)
  - Reconciliation Action Plan
  - Describes building employee cultural awareness as part of reconciliation work, alongside ongoing activities that reinforce learning throughout the year.
7. Land Acknowledgment Policy 🔥
Sample policy statement

The organization will formally recognize and acknowledge the traditional territories of Indigenous peoples at the start of meetings, events, and in official communications. We commit to consulting with local Indigenous communities to ensure accuracy and respectfulness of these acknowledgments.

Examples
1. Manitoba Hydro
  - Indigenous Relations
  - Recognizes Indigenous Peoples’ connection to lands and waters, emphasizes employee education on Indigenous histories and cultures, and supports meaningful engagement and collaboration guided by Indigenous Knowledge.
2. Ontario Energy Board
  - Land Acknowledgement
  - Conducts formal land acknowledgements at public events, recognizing the Indigenous Nations connected to the territory, referencing Treaty 13, and framing land acknowledgement as a step toward reconciliation and shared stewardship.
3. Contact Energy (New Zealand)
  - Relationships with tangata whenua
  - Frames its commitments to tangata whenua through partnership and cultural capability, providing a structured foundation for respectful acknowledgements and relationship-based practice.
4. AGL (Australia)
  - Reconciliation Action Plan
  - Embeds recognition of Traditional Custodians and First Nations peoples in its public reconciliation materials, modelling consistent acknowledgment practice.
8. Observance of National Indigenous Peoples Day (June 21) 🔥
Sample policy statement

The organization will recognize and celebrate National Indigenous Peoples Day (June 21) by organizing educational events, cultural displays, and presentations. Employees will be encouraged to attend and learn about the history, culture, and contributions of Indigenous peoples.

Examples
1. BC Hydro
  - Connecting With Employees
  - Notes June 21 as National Indigenous Peoples Day, highlighting the heritage and contributions of First Nations, Inuit, and Métis peoples and supporting employee learning and cultural connection.
2. The Independent Electricity System Operator
  - Recognizing National Indigenous Peoples Day
  - Marks June 21 as an opportunity to honour Indigenous heritage and emphasizes the role of the day in advancing reconciliation within the energy sector.
3. Newfoundland and Labrador Hydro
  - 2021 Sustainability Report
  - Notes June 21 as National Indigenous Peoples Day within its organizational observances and employee learning efforts, positioning the day as a touchpoint for awareness, recognition, and relationship-building.
4. Hydro One
  - Leonard S. (Tony) Mandamin Scholarship
  - Explicitly marks National Indigenous Peoples Day (June 21) and ties the recognition to concrete actions that advance opportunity and visibility for Indigenous peoples, including support for Indigenous students entering electricity-related programs.
9. Open-Door Policy
Sample policy statement

The organization encourages open communication, where employees can voice concerns and ideas directly to management without fear of retaliation. Leaders at all levels will maintain approachable and supportive channels of communication.

Examples
1. ATCO
  - Living The ATCO Values
  - Provides a confidential way for employees to ask questions or report potential ethics concerns, with clear reassurance that issues raised in good faith will not lead to retaliation.
2. Hydro One
  - Code of Business Conduct
  - Encourages employees to raise concerns early through available reporting channels and reinforces that those who speak up in good faith are protected from retaliation.
3. Environmental Defense Fund (United States)
  - EDF Code of Ethical Conduct
  - Sets expectations to speak up, lists multiple reporting routes (including beyond a supervisor), and frames reporting as a shared responsibility.
4. bp (United Kingdom)
  - Our Code
  - Emphasizes speaking up, asking questions, and raising concerns as part of ethical culture, reinforcing non‑retaliation expectations.
10. Reasonable Accommodation Policy
Sample policy statement

The organization is committed to providing reasonable accommodations to employees with disabilities or special needs to enable them to perform their duties effectively. Requests for accommodations will be evaluated on a case-by-case basis, with the goal of removing barriers to full participation.

Examples
1. London Hydro
  - Integrated Accessibility Standards Policy
  - Explains how employees can request workplace accommodations, including individualized accommodation plans and return‑to‑work supports, to ensure full participation at work.
2. BC Hydro
  - Let’s Talk Accessibility
  - Outlines how the organization identifies and removes workplace barriers, including a collaborative process for individualized accommodation plans and return‑to‑work supports to help employees with disabilities fully contribute.
3. Duke Energy (United States)
  - Accommodations process for applicants
  - Provides a clear route for applicants to request accommodations when navigating recruitment or completing assessments.
4. Plug Power (United States)
  - Reasonable Accommodations Policy
  - States it will provide reasonable accommodation for applicants and employees with known disabilities (and other protected needs), describes an interactive, individualized process, and ties accommodation to enabling essential job functions without undue hardship.
11. Religious and Cultural Observance Policy
Sample policy statement

Employees may request time off for religious and cultural observances. The organization will provide flexible options such as paid leave, unpaid leave, or scheduling adjustments to accommodate these needs while balancing operational requirements.

Examples
1. Ontario Power Generation
  - OPG-PWU Collective Agreement
  - Sets out a clear process for requesting Religious Observance Leave, including written requests submitted within defined timelines, providing structured accommodation while supporting operational planning.
2. National Energy Board
  - NEB–PIPSC Collective Agreement
  - Recognizes the importance of religious observance and commits to accommodating employees through flexible options such as banked time, vacation, compensatory leave, or leave without pay.
3. EnergyAustralia (Australia)
  - Creating a place where people want to work
  - Describes allowing employees to swap public holidays so people can observe culturally or religiously significant days without using annual leave.
4. United Utilities (United Kingdom)
  - Equity, diversity and inclusion
  - Describes inclusion supports that include practical facilities such as prayer rooms, supporting religious observance alongside workplace inclusion expectations.

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 02: Emerging – Sample Policy Statements

About the Emerging Level

How to use these sample policies

Sample statements

1. Anti-Discrimination and Harassment Policy

Sample policy statement

Examples

2. Code of Conduct Policy

Sample policy statement

Examples

3. Diversity and Inclusion Statement

Sample policy statement

Examples

4. Equal Employment Opportunity (EEO) Policy

Sample policy statement

Examples

5. Flexible Work Arrangements Policy

Sample policy statement

Examples

6. Indigenous Cultural Awareness and Sensitivity Training 🔥

Sample policy statement

Examples

7. Land Acknowledgment Policy 🔥

Sample policy statement

Examples

8. Observance of National Indigenous Peoples Day (June 21) 🔥

Sample policy statement

Examples

9. Open-Door Policy

Sample policy statement

Examples

10. Reasonable Accommodation Policy

Sample policy statement

Examples

11. Religious and Cultural Observance Policy

Sample policy statement

Examples

Disclaimer