An inclusive team member experience We embed inclusive practices into how we attract, retain, develop, and engage top talent, including:
• Expand our candidate reach through collaboration with diverse talent sourcing partners, including Edmonton Region Immigrant Employment Council, Bredin Centre, Onyx Initiative, Our Children’s Medicine, Rupertsland Institute, Canadian National Institute for the Blind, Disability Solutions, Level IT Up, Inclusion Alberta, and BC Partners in Workforce Innovation. • Have targeted placement programs for Indigenous persons and Persons with Disabilities, which support coaching and mentorship, experiential learning and networking. • Leverage our ERGs to enhance our hiring processes. In 2022, our CWB Global ERG collaborated with the Business Banking Associate program to increase diversity in the program. • Leverage technology to create inclusive job postings to ensure unconscious bias is minimized during the hiring process. • Leverage our ERGs to increase awareness and learning across the organization. In 2022, our ERGs hosted events, published blogs and podcasts, and collaborated with each other to foster thought-provoking conversations on a variety of topics. • Publish weekly newsletters that discuss topics such as Black History Month, Filipino Heritage Month, Sikh Heritage Month, National Indigenous Peoples Day, and multiculturalism at CWB. • Partner with the Canadian Centre for Diversity and Inclusion to provide our team members with access to resources that support learning on inclusion, diversity and belonging through live webinars, community practise events, knowledge repositories and toolkits. • Offer on-demand training modules and courses focused on diversity, inclusion and unconscious bias, available to all team members through Teal Academy. • Integrate inclusion and diversity into our performance management cycle with an organization-wide objective focused on increasing the awareness and effectiveness of our inclusion and diversity strategy. • Offer a mentorship program for all ERG members to support career progression. • Incorporate a diverse lens as part of the talent succession process, including sponsorship, mentorship, and development planning. • Have an established practice of personalized and meaningful land acknowledgements at all organization-wide meetings and events. • Offer flexibility for time-off to recognize culturally significant holidays. • Informally recognize National Indigenous Peoples Day and formally recognize the National Day for Truth and Reconciliation as a statutory holiday, and provide leave for Indigenous team members to recognize culturally significant practices.
Diverse talent sourcing
Awareness and learning
Workplace practices
40 2022 SUSTAINABILITY REPORT AND PUBLIC ACCOUNTABILITY STATEMENT
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