A welcoming, diversity safe workplace for everyoneThe Canada Post five-year Strategy for Equity and Diversity

A Stronger Canada – Delivered

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Canada Post, its unions and associations commit to equity and diversity

We are committed to creating a workplace that embraces and celebrates all our differences.

Acknowledging Indigenous Peoples

Canada Post and its bargaining agents would like to acknowledge the ancestral, traditional and unceded territories of the First Nations, Métis and Inuit People. We recognize the importance of continuing to improve our relationships with Indigenous Peoples of Canada. It is in this spirit that we reaffirm our commitment to reconciliation and collaboration across every aspect of Canada Post.

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Canada Post must set an example on issues of equity and diversity

With a workforce of nearly 68,000 people, and a presence in virtually every community from coast to coast to coast, Canada Post has a duty to represent the entire country and provide a safe, welcoming workplace that embraces our differences. That is our vision.

To realize our vision, we formed a Joint National Equity and Diversity Committee with all our bargaining agents. Together, we developed the 2021 Equity and Diversity Action Plan which sets important goals.

Our focus is addressing oppression and discrimination, including:

• Inequities and barriers to participation for Indigenous Peoples

• Inequities and barriers to participation for persons with disabilities

• Racism against racialized people• Gender inclusivity practices• Intolerance based on sexual orientation• Intersectionality: The combined and cumulative effect of

multiple forms of discrimination (for example, racism, sexism and classism) impacting a person.

We will make changes that make a difference – to our employees, to our business and to everyone in Canada.

The steps to achieve our goals

The 2021 Equity and Diversity Action Plan lists 40 specific steps the company will take to advance equity, diversity and inclusion (EDI) issues.

Canada Post’s key initiatives will:

1. Drive the vision by integrating EDI goals into Canada Post strategic planning.

2. Improve recruitment and retention with benchmarks for attracting underrepresented groups.

3. Serve society and respond to social issues, movements and events, such as anti-Asian violence, Black Lives Matter, Truth and Reconciliation Day and others.

4. Educate, communicate and assess our progress by soliciting employee feedback.

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1. Drive the vision

Starting in 2021, we’ll send all employees an annual mail out explaining the equity and diversity vision, strategy and action plan for the coming year.

This year, we’ll publish the 2021-2023 Corporate Employment Equity Plan focused on increasing representation for Indigenous Peoples and persons with disabilities.

All team leaders will be trained on unconscious bias so that our workplaces become safe spaces for challenging, meaningful conversations about equity and diversity. To further support our people, we’ll enhance Canada Post’s current Respect in the Workplace training and Human rights training to include anti-racism and unconscious bias issues.

Diversity is an essential part of who we are as a company, how we operate and how we see our future. We believe that attracting, developing and retaining people who reflect the diversity of Canada is essential to our success. It matters to all communities and customers we serve.

2. Improve recruitment and retention

Canada Post is working to address representation gaps for Indigenous Peoples and persons with disabilities. We’ve also created employee resource groups to support visible minorities, Indigenous Peoples, persons with disabilities and our LGBTQ2S+ communities.

We developed temporary equity special measures for preferential hiring of Indigenous Peoples and persons with disabilities. We will establish recruitment targets and monitor the effectiveness of these measures to correct these gaps.

We will also establish dedicated positions for students under the following groups: racialized people, Indigenous Peoples, persons with disabilities.

Expanding gender-neutral/universal bathrooms and implementing the use of gender-neutral pronouns will help create workplaces where everyone feels they truly belong.

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3. Serve society and respond to social issues, movements and events

Canada Post will publicly acknowledge significant news events that warrant attention through external communications and social media.

We will audit our sourcing practices through an external consulting organization with the goal of ensuring a more diverse supplier base.

4. Educate, communicate and assess our progress

Starting in 2021, we’ll communicate the equity and diversity vision, strategy and annual action plan to employees.

These goals are important to the company, which is why action on equity and diversity will be part of leadership’s key performance indicators.

With our bargaining agents and management collaboration, we will launch an annual Joint Equity Census campaign. It will help us gather the data we need to better guide and inform our diversity initiatives.

We’re launching a newsletter in the near future. The newsletter will cover the implementation and progress of our equity and diversity strategy; raise awareness of ongoing issues in our communities; and provide a way for employees to share thoughts and ideas on equity and diversity.

To confidentially share any feedback or concerns about equity and diversity, please contact us at diversity.diversite@canadapost.ca.

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Key definitions

Equity: Process of providing access to the same opportunities through levels of support to achieve fairness.

Diversity: Focuses on the individual and promotes understanding, acceptance and valuing differences between people including their unique dimensions, qualities, visible and non-visible characteristics (e.g. ethnicity, nationality, culture, ability, gender identity, sexual orientation, religion, etc.).

Inclusion: Focuses on the collective goal of creating an equitable, collaborative and supportive environment that embraces, respects, accepts and values differences. An inclusive workplace is one where employees feel safe, respected, and valued for who they are.

Visible: Visible diversity are those diversity dimensions that you can immediately observe about a person. For example: skin colour, some disabilities, gender, age group, etc.

Non-visible (invisible): Non-visible diversity are those diversity dimensions that you cannot observe and would not know about a person unless you are told about them. For example: place of origin, relationship status, sexual identity or orientation, some disabilities, etc.

In pursuit of important equity and diversity goals, Canada Post is proud to work with the following community partner.

A welcoming, diversity safe workplace for

everyone