Leadership Accord on Gender Diversity

The Leadership Accord on Gender Diversity is a public commitment by Canadian employers, educators, unions and governments to promote the values of diversity and inclusion within their organizations.

In many occupations, women represent a much smaller component of the workforce than they should – and in many instances they continue to face barriers that limit their advancement, or indeed their desire to remain in the occupation of their choice. These barriers may include conscious or unconscious discrimination, a lack of female role models, and/or workplace culture and practices that erode an inclusive workplace. Integrating women into workplaces that employ skilled workers requires more than just opening the doors to female employees. Paradigm shifts require repeated focus and attention.

Few of us reach our goals without the support of others. Normalizing women in trades and technology careers will take industry and educational leadership and commitment, as well as individual ownership for change, to ensure our industry becomes truly reflective of the society that we live in.

There are two prominent ways to be involved and take action towards change, either as an Accord signatory or an Accord advocate. Both acknowledge that united action is required to ensure the support and advancement of women, along with equality and fairness for the entire workforce.

Accord Statement

“There is real opportunity for employers to actively engage in building a
workforce that is truly representative of Canada’s people. Integrating women
into workplaces requires more than just opening the doors to female employees.
It means ensuring that workplace culture is receptive to supporting those
women.” – Michelle Branigan, CEO Electricity Human Resources Canada

Call to Action: Get Involved and Drive Positive Change in Your Organization

Step 1: Declaration of Commitment

  • Signatories demonstrate commitment to gender diversity within their organizations and to the wider Canadian movement through the signing of a “certificate of commitment and declaration” which sets into motion the benchmarking and implementation of a range of initiatives that support commitments outlined in the Accord.

Employer Commitments

Labour Commitments

Educator Commitments

In addressing the key commitments  EHRC recognizes and acknowledges that not all organizations will progress at the same rate, nor will results always be immediate, however it is the premise of the Accord that to effect systemic change in the electricity sector a bold vision is required.

  • Advocates represent organizations who have expressed (through the signing of a “declaration”)  their dedication to advancing the role of women and have committed to actively engaging in outreach, promotion and communications with constituencies about the Accord while encouraging them to become official signatories.

Advocate Declaration

An integral component to the Accord process is the need for senior leadership to sign these declarations. The decision to sign onto or promote the Accord must be made at this level to ensure diversity commitments are approved internally.

Step 2: Implementation & Action

For signatories,  the next step in the process is ensuring the benchmarking, regular implementation of a range of initiatives that support commitments outlined in the Accord. Further details on this process are provided in various supporting documents below.

For advocates, implementation takes the form of actively engaging in outreach, promotion and communications with their networks/members about the Accord while encouraging them to become official signatories.  This can be achieved through a variety of means including: one-on-one discussions, events and conferences; newsletters, social media, email and letter communications and various presentations.

Step 3. Review (signatories only)

At the two-year mark from signing, EHRC will undertake a review to determine the organization’s progress and feedback will be given to those with responsibility for making change happen . The two-year review will provide organizations with an opportunity to analyze the effectiveness of their diversity practices, while re-aligning strategic plans as needed.

All material provided either through the self-assessment (step 2)  or review will be kept strictly confidential.  Should EHRC wish to highlight inspirational successes on an individual basis the relevant organization will be asked to provide written approval. 

Accord Advocates & Signatories

Thank you to all those organizations who are championing diversity and have signed on to the Accord. In addition, we would like to recognize those industry associations who work to support the Canadian electricity industry and have committed to advocating for the role of women in the sector.




Success Stories

In November 2019, EHRC published Advancing Gender Diversity in Canada’s Electricity Sector: A Compendium of Success Stories, collecting testimonials and impact from signatories and advocates.

About the Leadership Accord on Gender Diversity

This Accord was developed by EHRC and the Connected Women steering committee, a group of industry stakeholders who collaboratively developed a national mentorship program for women in the sector (Connected Women Mentorship Program) which was launched May 31, 2017.

For more information: Contact Merertu Mogga Frissa, Program Manager, Diversity & Inclusion via e-mail: frissa@electricityhr.caor telephone:  t 613.235.5540 ext. 237 | f 613. 235.6922

EHRC Signs Strategic Partnership with Women Leadership Nation

Image result for women leadership nation

Electricity Human Resources Canada is proud to partner with Women Leadership Nation (WLN)to support those organizations who have signed on to the Leadership Accord on Gender Diversity, and are committed to taking the steps necessary to close the gender gap within their organizations.

Signing the Accord is just the first step in an exciting journey.

When you make the commitment to sign the Accord’s certificate of declaration, you also make a commitment to benchmark your organization through a guided review process and self-assessment tool. These tools will help  you  to  implement a succession of initiatives that will support tangible outcomes and help diversity thrive in your organization long-term.

EHRC’s partnership with Women Leadership Nation 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 that might slow 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 success in achieving parity

WLN is deeply committed to helping:

  1. Employers understand their current level of unity, set goals, create a culture that embraces diversity, inclusion and collaboration; resulting in a more innovative, agile and competitive organization.
  2. Participants go on a journey of self-discovery creating a greater understanding of their strengths, identifying opportunities for growth, learning new unity and leadership skills and creating strategies for overcoming barriers and obstacles.
  3. Teams engage in a deeper dialogue about differences, identifying commonalities and increasing the potential for greater understanding, acceptance, respect and opportunities for stronger collaboration

To learn about WLN click here.


EHRC partners with Natural Resources Canada (NRCan) to support the Equal by 30 Campaign

What’s The Equal by 30 Campaign?

Equal by 30 is a public commitment by public and private sector organizations to work towards equal pay, equal leadership and equal opportunities for women in the clean energy sector by 2030. Equal by 30 asks companies and governments to endorse principles, then take concrete actions to support women in the sector and help close the gender gap.

Through this campaign, we are 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.

Signatories to Electricity Human Resource Canada’s Leadership Accord on Gender Diversity, have already demonstrated their commitment to the values of diversity and inclusion, and are seen as a leader in the Canadian electricity sector.

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

NRCan recognizes that certain industries, such as electricity, have already made significant progress to the goal of gender equality.  That is why this international campaign has been designed to act as an umbrella under which domestic, made-in-Canada frameworks can continue to exist and evolve. Signatories of the Leadership 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 as it will showcase those individual organizations as champions of diversity on the international as well as domestic stage.

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

No. Leadership Accord participants will face no undue duplication or burden.

In the case of the EHRC Leadership Accord, signatories will report directly to Electricity Human Resources Canada, and progress will be 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 disclosure of information will  be adhered to.

To learn more about how you can get involved visit:



EHRC Press Release

Financial Post Article