Leadership Accord on Diversity, Equity and Inclusion

EHRC is proud to partner with Women Leadership Nation (WLN) to support signatory organizations who are committed to closing the gender gap. EHRC’s partnership with WLN was developed with the understanding that changing the gender landscape is not easy: it takes tactical and continued efforts to effect systemic change. EHRC’s vision in partnering with WLN is that those organizations who need support will be equipped with the knowledge and resources needed to identify and overcome barriers slowing down your organization’s progress. WLN are experts at delivering holistic training, measurement, and tailored support solutions to help employers become not just more diverse, but more agile and competitive.

EHRC members and Accord signatories will benefit from preferred pricing and access to valuable resources, created to help them succeed in achieving gender equity.

WLN is deeply committed to helping:

• Employers understand their current level of unity, in setting goals, creating a more diverse work culture that is inclusive and collaborative, which will result in a more innovative, agile and competitive organization.
• Participants go on a journey of self-discovery that will create a greater understanding of their strengths, identify opportunities for growth, learn new leadership skills and generate strategies for overcoming barriers.
• Teams engage in a deeper dialogue about differences, identify commonalities, and increase the potential for greater understanding, acceptance, respect, and collaboration.

Learn more about Women Leadership Nation.

Equal by 30 is an initiative of Natural Resources Canada (NRCan) and a commitment by public and private sector organizations to work towards equal pay, leadership, and opportunities for women in the clean energy sector by 2030. Equal by 30 asks companies and governments to endorse equity principles, then take concrete actions to help close the gender gap.

Through this campaign, NRCan is bringing together leadership from across the energy sector to galvanize action and help all players—from private sector companies to governments at all levels—take action together.

I’ve already signed the Leadership Accord, why should I sign onto Equal by 30 as well?

NRCan recognizes that certain sectors, such as the electricity sector, have already made significant progress towards the goal of gender equality.  That is why this international campaign has been designed as an umbrella under which domestic, made-in-Canada frameworks can continue to exist and evolve. Signatories of the Accord will continue to report progress directly to EHRC, based on the commitments outlined in the Accord.

EHRC encourages Accord signatories to also sign on to the Equal by 30 Campaign, since it broadens the visibility of an organization’s commitments to an international stage.

As an existing Leadership Accord signatory, will I need to report twice?

No. Accord participants face no undue duplication or burden.

In the case of the Accord, signatories report directly to Electricity Human Resources Canada, and progress is shared with NRCan at an aggregate level.  EHRC will only share individual best practices or achievements with NRCan with the explicit approval of the individual organization, and established agreements around confidentiality, with respect to the disclosure of information, are strictly adhered to.

Learn more about Equal by 30.

The Women’s Empowerment Principles (WEPs) are a set of Principles offering guidance to business on how to promote gender equality and women’s empowerment in the workplace, marketplace and community. Established by UN Global Compact and UN Women, the WEPs are informed by international labour and human rights standards and grounded in the recognition that businesses have a stake in, and a responsibility for, gender equality and women’s empowerment.

The Women’s Empowerment Principles (WEPs) are a primary vehicle for corporate delivery on gender equality dimensions of the 2030 agenda and the United Nations Sustainable Development Goals. By joining the WEPs community, the CEO signals commitment to this agenda at the highest levels of the company and to work collaboratively in multistakeholder networks to foster business practices that empower women. These include equal pay for work of equal value, gender-responsive supply chain practices and zero tolerance against sexual harassment in the workplace.