Turnkey Policies for Inclusive, Equitable and Accessible Workplaces - Reading Materials - Chapter 05: Exemplary – Sample Policy Statements

Sample policy statement

The organization commits to going beyond its internal actions to advocate for reconciliation at the industry and national levels. This includes public endorsement of Indigenous rights, contributions to policy development, and support for community-led initiatives.

Examples

1. IESO
   • Indigenous Engagement Framework
   • Demonstrates reconciliation leadership by funding Indigenous communities through the Indigenous Energy Support Program, supporting community-led capacity building, planning, and skills development to enable equitable participation in Ontario’s electricity sector.
2. Emera
   • 2023 Sustainability Report
   • Highlights Nova Scotia Power’s reconciliation efforts through formal partnerships with Mi’kmaw communities, including employment, procurement, and monitoring commitments, as well as an equity partnership that supports long‑term shared economic benefits from grid-scale battery storage projects.
3. Enbridge
   • Indigenous Rights and Relationships in North America Energy Infrastructure
   • Demonstrates policy‑development engagement by advancing Indigenous rights and participation in oversight and decision‑making through public regulatory processes.
4. Canadian Renewable Energy Association (CanREA)
   • Best practices for Indigenous and public engagement
   • Advances reconciliation through industry advocacy by publishing sector guidance that sets clear expectations for respectful, meaningful Indigenous engagement.

Sample policy statement

Employees are encouraged and trained to act as allies for equity-deserving groups. The organization provides resources and structured opportunities (e.g., workshops, campaigns) for employees to engage in advocacy both internally and externally.

Examples

1. Manitoba Hydro
   • Mandatory anti-racism and accessibility training
   • Builds allyship through required learning and ongoing engagement, including mandatory anti‑racism and accessibility training, employee resource groups, and online learning that enables employees to learn, organize, and advocate for equity-deserving groups.
2. Hydro One
   • Diversity Matters, Equity Builds, Inclusion Connects
   • Highlights employee networks that explicitly include allies—such as PrideOne and the South Asian Network—creating structured pathways for peer support, learning, and visible workplace advocacy.
3. Siemens Energy (Germany)
   • Annual Report 2022
   • Formalizes allyship through a Coalition of Allies and structured leader‑focused programs that strengthen ally behaviours in decision‑making and culture
4. SSE (United Kingdom)
   • Powering an inclusive world of energy
   • Builds allyship through employee communities, leader education, and organization‑wide initiatives, extending advocacy through sector outreach and supply‑chain partnerships.

Sample policy statement

We commit to proactively eliminating barriers in all facets of the workplace, physical, digital, and attitudinal. This goes beyond compliance and includes systematic reviews of office design, technology platforms, and workplace culture.

Examples

1. Algonquin Power & Utilities
   • Multi-Year Accessibility Plan
   • Frames accessibility as a proactive barrier‑removal commitment grounded in legislation and human rights, emphasizing that accessibility must be built into how the organization delivers services and supports employees.
2. Hydro One
   • Multi-Year Accessibility Plan
   • Describes a whole‑organization approach to accessibility, covering digital access, recruitment accommodations, accessible formats, and performance processes that account for accommodation needs, shifting accessibility from a request-based model to a planned, consistent system.
3. Enel (Italy)
   • Code of Ethics
   • Frames accessibility as an enterprise expectation, committing to physical and digital accessibility and enabling supports.
4. Aramco (Saudi Arabia)
   • Disability Inclusion Program
   • Targets barrier removal across physical, digital, and employment systems, treating accessibility as physical, digital, and attitudinal.

Sample policy statement

We develop a detailed Indigenous Reconciliation Action Plan outlining our commitments, timelines, and accountability measures. The plan is co-created with Indigenous partners to ensure it reflects their priorities and perspectives.

Examples

1. Electricity Human Resources Canada
   • Reconciliation Action Plan
   • Provides a multi-year reconciliation roadmap with clear pillars, action tables, timelines, and governance measures, developed with Indigenous partners and supported by KPIs, baseline data, and regular performance reporting.
2. Atura Power
   • Reconciliation Action Plan
   • Outlines co-developed reconciliation commitments with Indigenous communities near its facilities, including defined focus areas, engagement processes, targets, and mechanisms that ensure commitments lead to measurable action.
3. Ontario Power Generation
   • Reconciliation Action Plan
   • Sets out a multi‑year reconciliation roadmap aligned with TRC Call to Action 92, with clear commitments, targets, reporting, and partner‑driven accountability.
4. Enbridge
   • The journey continues
   • Sets out a structured roadmap aligned with TRC Call to Action 92, with defined commitments, measures, and governance‑based reporting grounded in Indigenous rights and relationship‑based approaches.

Sample policy statement

We commit to ongoing evaluation and refinement of our DEI practices, informed by feedback from employees, stakeholders, and the broader community. This policy ensures that we remain responsive to emerging needs and industry standards.

Examples

1. Canada Energy Regulator
   • Employment Equity Report 2022-23
   • Uses regular employee surveys, structured feedback forums, and ongoing check-ins to refine DEI practices, supported by ERGs, engagement sessions, and recurring updates that track progress and guide adjustments.
2. SaskPower
   • Accessibility Plan (2025–2028)
   • Commits to annual public progress reports with completed objectives, milestones, and revised commitments, and uses a three-year review cycle to continually refine actions based on feedback and emerging needs.
3. JA Solar (China)
   • Diversity, Equity & Inclusion Policy
   • Assigns responsibility for DEI implementation and commits to continuous improvement informed by employee and stakeholder feedback.
4. Seplat Energy (Nigeria)
   • Diversity and Inclusion Policy
   • Hardwires continuous improvement into DEI governance through board oversight and committee‑led review and recommendations.

Sample policy statement

The organization adopts a Corporate Equity Index (CEI) to measure and track progress on DEI, accessibility, anti-racism, and reconciliation. Results are reported publicly to maintain transparency and accountability.

Examples

1. Emera
   • 2023 Sustainability Report – DEI benchmarks and results
   • Measures DEI performance using the Global Diversity, Equity and Inclusion Benchmarks and reports year‑over‑year indicators such as leadership representation and ERG growth to strengthen accountability.
2. Enbridge
   • Enbridge 2023 Sustainability Report – ESG goals dashboard and IRAP progress
   • Uses an ESG goals dashboard and reports progress against its Indigenous Reconciliation Action Plan, providing clear commitments, targets, and timelines to support transparent tracking and continuous improvement.
3. Ørsted (Denmark)
   • ESG Performance Report
   • Uses an internal Inclusion Index to track inclusion over time, inform people‑leader accountability, and report progress publicly through ESG disclosures.
4. EDP (Portugal)
   • Plan for Gender Equality 2024–2025
   • Structured as an index‑style implementation model with measures, targets, and actions, tied to external benchmarking and continuous public reporting.

Sample policy statement

We commit to transparent reporting of diversity data, progress on inclusion initiatives, and future goals. Our annual DEI report is shared publicly, demonstrating accountability to employees and stakeholders.

Examples

1. Hydro One
   • 2024 Sustainability Report: inclusion metrics and DEI goals
   • Reports measurable diversity indicators and progress on inclusion initiatives, outlining stated goals and continuous‑improvement actions such as third‑party review of its Diversity & Inclusion strategy roadmap.
2. SaskPower
   • 2024–25 Annual Report: equity workforce data, targets, and progress
   • Publishes workforce representation data and compares results against targets for multiple equity groups, describing actions such as Indigenous mentorship programming and bias training to improve outcomes over time.
3. Octopus Energy (United Kingdom)
   • Gender Pay Gap Report (2024)
   • Publishes pay gap results and describes actions, illustrating a public reporting and improvement cycle.
4. ScottishPower (Scotland)
   • Gender Pay Report
   • Publishes annual pay gap results and commentary, modelling transparent reporting and accountability.

Sample policy statement

We will support economic reconciliation by investing in Indigenous businesses, communities, and development initiatives. This includes funding community-led programs, supporting entrepreneurial ventures, and collaborating on economic strategies.

Examples

1. Hydro-Québec
   • Strategy for Economic Reconciliation
   • Commits to spending over $1B with Indigenous suppliers from 2025–2029 and strengthens relationships with Indigenous economic development partners, including supports that help Indigenous businesses participate successfully in procurement.
2. Bruce Power
   • Indigenous Community Investment Fund
   • Provides a standing mechanism to fund Indigenous youth development, community initiatives, education, culture, and other priorities, with the fund evolving through collaboration to give communities clearer ownership and alignment with strategic direction.
3. Petrobras (Brazil)
   • Local and traditional communities
   • Describes a structured socio-environmental investment program that supports projects aimed at strengthening institutions and autonomy of Indigenous peoples and traditional communities, funding community-prioritized initiatives as part of its ongoing community investment approach.
4. Rio Tinto (Australia)
   • Indigenous and land-connected Peoples
   • Describes approaches to Indigenous economic participation through partnerships, business development and community initiatives.

Examples

1. TC Energy
   • Deepening our understanding
   • Provides a structured approach to Indigenous learning through mandatory annual company-wide training, supplemented by additional modules and ongoing learning opportunities that include region-specific histories and Elder-led sessions to support sustained learning.
2. Enbridge
   • Maawanji’we Leadership Program and immersive Indigenous cultural awareness learning
   • Embeds Indigenous cultural awareness training into onboarding and contractor expectations, and features the Maawanji’we Leadership Program, where leadership cohorts participate in immersive cultural learning and knowledge sharing, including visits to Shingwauk Kinomaage Gamig.
3. Shell Canada
   • Empowering Indigenous Talent at Shell Canada
   • References TRC Call to Action 92 and delivers workforce‑wide Indigenous cultural awareness training, developed with Indigenous partners, to build reconciliation capability over time.
4. Imperial Oil
   • Workforce development
   • Provides ongoing Indigenous awareness learning covering colonization, treaties, and residential schools to strengthen understanding of Indigenous histories, cultures, and contemporary realities.

Sample policy statement

We develop a multi-year strategic plan with specific, measurable equity, diversity, and inclusion objectives. These objectives are integrated into the overall corporate strategy, with regular reviews and progress updates for leadership and employees.

Examples

1. NB Power
   • Energizing Our Future Strategic Plan (2023–2035)
   • Sets a long‑term strategic direction supported by annual business plans with defined measures, targets, and quarterly progress reporting, and commits to implementing a DEIB Strategy as a core workforce priority.
2. BC Hydro
   • Service Plan (2023/24–2025/26): Inclusion & Diversity measures and targets
   • Embeds Inclusion and Diversity into corporate planning through defined performance measures, required inclusive leadership training, and multi-year targets to increase Indigenous employment, linking DEI outcomes to reconciliation commitments and leadership accountability.
3. Vattenfall (Sweden)
   • Diversity & Inclusion
   • Sets out a multi‑year D&I strategy with defined goals and targets, embedding DEI into core business strategy and tracking progress over time.
4. TotalEnergies (France)
   • Diversity Makes Us Better
   • Publishes a time‑bound diversity roadmap with measurable targets and clear implementation levers, structured as a model strategic plan.

Applicable to organizations operating in multiple countries

Sample policy statement

We acknowledge and respect diverse cultural and legal contexts in every region where we operate. Our global D&I standards set the baseline for all offices, while local policies adapt to comply with local legislation and cultural norms.

Examples

1. Brookfield
   • Positive Work Environment Policy
   • Sets a global baseline for a respectful, inclusive workplace and includes jurisdiction-specific appendices to reflect local human rights protections and legal requirements across regions such as the USA, Canada, Spain, Luxembourg, Japan, and Australia.
2. Boralex
   • 2024 CSR Report: global standards across multiple countries
   • Implements global, organization-wide policies while allowing regional adaptation, respecting local regulatory and cultural contexts, and incorporating locally relevant onboarding to apply global D&I expectations effectively.
3. Shell
   • Our Code of Conduct
   • Sets global expectations for behaviour and compliance, implemented locally to align with applicable laws.
4. Vestas
   • Global DEIB Policy
   • Sets a global DEIB policy baseline while allowing local adaptation to meet legal and cultural requirements, maintaining consistent group‑wide standards.

Sample policy statement

We adopt a holistic approach to employee well-being: mental, physical, financial, and social health. The policy includes wellness benefits, stress management programs, financial counselling, and social engagement initiatives.

Examples

1. EPCOR
   • Wellness Account and Employee & Family Assistance Program
   • Provides a holistic well-being approach through a Wellness Account and an EFAP offering confidential financial, legal, relationship, and overall well-being support.
2. Northwest Territories Power Corporation
   • Collective Agreement
   • Includes a “Mental Health in the Workplace” commitment requiring the National Standard for Psychological Health, supported by quarterly updates, strong benefits, and community-focused supports for remote work contexts.
3. Edison International (United States)
   • Live Your Best Life Here
   • Describes benefits supporting mental, physical, financial and social wellbeing, including employee assistance and wellbeing programs.
4. National Grid (United Kingdom)
   • Superpowering your everyday
   • Describes wellbeing benefits that include mental health supports, financial wellbeing resources and community connection initiatives.

Sample policy statement

All leaders and managers must undergo inclusive leadership training. Their performance evaluations include an assessment of how effectively they foster inclusion, collaborate with diverse teams, and champion DEI initiatives.

Examples

1. BC Hydro
   • Inclusive leadership training for people leaders
   • Requires all people leaders to complete inclusion and diversity training and tracks completion as a formal performance measure.
2. Capital Power
   • Leadership incentives tied to EDI targets and governance accountability
   • Ties leadership incentives to EDI targets and includes diversity considerations in annual board and committee performance reviews.
3. ENGIE Impact (France)
   • Communication on Progress
   • Makes inclusion count in leadership accountability by embedding DEI results in performance reviews, supported by mandatory training and bias‑awareness learning.
4. SSE (United Kingdom)
   • Inclusion and diversity at SSE
   • Embeds inclusive leadership into performance management through its Leadership Blueprint and a structured inclusive leadership development programme for senior leaders.

Sample policy statement

We will include Indigenous representation in our governance structures, such as boards or advisory councils, to ensure Indigenous voices shape strategic decisions and oversight. We commit to ongoing collaboration with Indigenous leaders.

Examples

1. TC Energy
   • Indigenous Advisory Council advising executive leadership
   • Established an Indigenous Advisory Council that provides ongoing guidance to executive leadership, shaping reconciliation priorities and ensuring Indigenous perspectives influence governance decisions.
2. BC Hydro
   • 2025 Call for Power
   • Shows how First Nations input directly shaped the First Nations economic participation model and procurement materials through engagement sessions, surveys, and incorporated feedback.
3. Suncor Energy
   • Governance
   • Has long‑standing Indigenous representation at the board level, embedding Indigenous voices directly in strategic oversight and decision‑making.
4. Canada Energy Regulator
   • Indigenous Advisory Committee
   • Uses a standing Indigenous Advisory Committee that works directly with the Board, embedding Indigenous perspectives in formal governance and decision‑making.

Sample policy statement

We actively commemorate and celebrate Indigenous histories, cultures, and contributions through sponsored events, cultural exhibits, and educational programs. We will collaborate with Indigenous communities to ensure respectful and authentic representation.

Examples

1. Newfoundland & Labrador Hydro
   • Recognizing Indigenous History and Strengthening Indigenous Relationships
   • Supports commemoration through organization-wide learning, cultural awareness sessions, and participation in community events, including recognizing the National Day for Truth and Reconciliation.
2. Hydro-Québec
   • Musée de la civilisation: This Is Our Story
   • Supports Indigenous cultural representation by presenting a permanent exhibition that centres Indigenous voices, contemporary realities, and cultural presence in a major public institution.
3. Fortis BC
   • Respecting Indigenous cultures and communities
   • Documents recurring, sponsored commemorations delivered with Indigenous partners—such as National Indigenous Peoples Day events and community‑led cultural learning—positioning commemoration as ongoing, relationship‑based employee education rather than a one‑off statement.
4. AltaLink
   • Indigenous Relations
   • Documents recurring, partner‑led commemorations that combine events, cultural activities, and employee learning as an ongoing, relationship‑based practice.