ID&E at EDC
Fostering a culture of inclusion that celebrates the diversity of our people and drives positive impact.
When we feel we belong and have an equal chance for success—regardless of our gender, race, ethnicity, sexual orientation, ability or experience—we’re more able to realize our full potential and help create more effective solutions that benefit our customers, communities and the economy.
Our ID&E strategy aims to continue to improve the overall experience for all employees. Our strategy focuses on three pillars:
Overall, our goal is to create an inclusive culture that is diverse and welcoming, where all employees:
Creating diverse and inclusive teams enables EDC to better serve our customers and to have a positive impact on Canada.
Learn more about our inclusive culture
Our Employee Resource Groups (ERGs) help us to create safe spaces for employees to engage with one another, share lived experiences, and help provide important context behind identified gaps. Our ERGs also offer specific recommendations and strategies to narrow potential gaps within our processes, systems and structures to improve upon the employee experience.
Our ERG communities include:
Our ERGs each have a senior executive sponsor who is directly involved in the group’s strategy development and activities. Over 500 EDC community members and supporters are involved in the ERGs, representing approximately 25% of all employees. The ERGs collaborate with each other and with ERGs from other Crown corporations.
To accelerate our momentum towards a healthy, inclusive and safe workplace, we launched mandatory ID&E training including the Five Key Behaviours. This training helps establish the basic norms for how we interact and work with each other and enables us to unlock our full potential as an inclusive, diverse and equitable organization.
Some examples of other mandatory training topics include:
Our ERGs help us deliver this training by sharing their own lived experiences, which provide powerful context around the concepts being discussed.
We also work to embed ID&E perspective into our everyday operations by incorporating these topics into employee communications, events and activities.
Our goal is to have diverse representation across our employee population as well as within leadership levels, mirroring external labour market availability and reflecting the customers we serve.
To map our progress, we developed an online representation dashboard which is shared with employees to demonstrate our ongoing commitment to transparency and accountability. Representation is tracked in key segments of our workforce—gender, visible minorities, Indigenous Peoples, persons with disabilities, LGBTQ2+ and Black employees.
We’re on track to meet or exceed diversity representation commitments including the BlackNorth Initiative CEO Pledge, which seeks to remove anti-Black systemic barriers negatively affecting the lives of Black Canadians.
Learn more about our diversity representation in our Integrated Annual Report.
We have introduced and/or updated the following ID&E policies:
Employee stories—learn more.
Explore how we engage with our local and global communities.
When exporting is inclusive, it can advance the interests of groups who have faced barriers to trade to help their businesses grow and succeed, positively impacting our economy and our communities.
EDC is a workplace grounded in mutual respect and supportiveness. We encourage each other to think big, be innovative, and put our full skills and knowledge to use.
We take our responsibility to people and the planet seriously, and are working to embed ESG considerations into every aspect of our business approach.
Explore our policies, reports and other reference materials related to ID&E at EDC.