Choice Properties is a leading Real Estate Investment Trust that creates enduring value through places where people thrive. As one of Canada’s largest owner, operator, and developer of high-quality commercial and residential real estate, we create jobs, we invest in cities and towns, and we help develop communities across Canada. We believe in creating spaces that enhance how our tenants and communities come together to live, work, and connect. We have a responsibility to understand our stakeholders’ needs and to manage our properties to be best in class. This includes our industry leadership in working to integrate environmental, social, and economic sustainability practices into all aspects of our business. We are guided by a shared set of values grounded in Care, Ownership, Respect, and Excellence. With our scale and reach, we strive to make a meaningful and positive difference in the lives of Canadians.

Commitment to Diversity

Within our social pillar, we are committed to providing a workplace culture that makes Choice Properties a great place to work, for everyone. As part of this commitment, we strive to promote inclusive behaviours and eliminate barriers for equity-deserving groups. We believe there is great value in building a diverse and inclusive workforce, which ultimately supports our social impact objectives as described in the next section of this report.

Medavie is a trusted health solutions partner and social enterprise with a multidisciplinary team of more than 10,000 professionals. Dedicated to improving the wellbeing of Canadians, we operate as one integrated organization across four connected divisions, delivering an end-to-end health model spanning insurance coverage, public program administration, emergency response, community-based paramedicine, and primary care.

Commitment to Diversity

We recognize that everyone brings unique perspectives, backgrounds, goals, and aspirations that shape how they define a fulfilling career and a meaningful life — it’s why we’re committed to fostering a respectful culture where our teams, patients, customers, partners, and communities are valued for who they are and the contributions they make.

Vision for the future

At Medavie, we encourage and empower diverse voices in building a culture of connection and belonging, knowing that varied perspectives fuel collaboration, innovation, and support our mission of improving the wellbeing of Canadians.

HealthPRO Canada is a trusted partner in Canada’s healthcare supply chain, facilitating and managing modern, innovative and sustainable contracts for supplies, equipment and medications. We are dedicated to seamlessly connecting healthcare teams with the vital supplies they need to provide exemplary patient care. This commitment includes a responsibility to operate our business ethically and sustainably, honouring our promise to our customers, communities, employees, and the environment.

Commitment to Diversity

At HealthPRO Canada, we are committed to building an inclusive workplace where all employees feel seen, supported, and celebrated. We recognize that innovation stems from diversity of thought, and we eagerly welcome the perspectives that each of our team member

Vision for the Future

Building a culture where bold ideas and collaboration are not only supported but also fueled by diverse identities, including sexual orientation, gender identity, and gender expression is a priority at HealthPRO Canada. As a proud Partner of Pride at Work Canada, we believe in the power of collective progress and are committed to advancing meaningful inclusion across our organization and in the communities served by our members.

The Hospital for Sick Children (SickKids), affiliated with the University of Toronto, is Canada’s most research-intensive hospital and the largest centre dedicated to improving children’s health in the country.

With passionate and dedicated staff, SickKids is much more than a hospital. We work each day to provide the best in child and family-centred care, pioneer ground-breaking clinical and scientific advancements, and train the next generation of experts in child health.

Together, we are advancing Precision Child Health, a movement to individualize care for every child based on what makes them unique – from their genetic code to their postal code.

Commitment to Diversity

Creating an environment where equity, diversity, inclusion and accessibility is championed and valued across our care, research and education initiatives is key to achieving our vision of Healthier Children. A Better World. We are committed to being a safe space for all patients and families, employees, learners and volunteers, where individuality is celebrated, where diversity is embraced and where everyone can feel acknowledged, valued and respected. From patient care and services to research design to systemic policies, procedures and projects, we want everyone who comes to SickKids to feel celebrated for their unique self – in every clinic, every office, every day.

Vision of the Future

Paediatric health care has historically been limited by boundaries, traditions and established ways of doing things. At SickKids, we no longer accept a world where children’s health is determined by averages and a one-size-fits-all approach to treatment. ​

We now have the people, the knowledge and the technology required to smash barriers, rewrite the rules and show the world what is means to truly treat children uniquely, while continuing to care deeply about them and their families. ​

This is SickKids 2030. ​

• SickKids 2030 is about Precision Child Health. A movement that’s already begun and is shifting us from a textbook approach to health care to one that is individualized to each patient’s unique characteristics. ​
• SickKids 2030 is about harnessing data, from a child’s DNA to where they live to what they do in their daily life, so that we can deliver care that is as unique as the child themselves. ​
• SickKids 2030 is about fueling discoveries and creating a culture where ideas flow, disciplines converge, and learning never stops… propelled by artificial intelligence that is ethical, responsible, and deeply human. ​
• SickKids 2030 is about innovation and the innovators themselves, because great care starts by making SickKids the best place to work, to grow, and to belong. ​

Join us as we redefine paediatric health care for Healthier Children. A Better World.

Vancity was founded in 1946 by fourteen motivated change-makers who felt underserved by traditional banks that wouldn’t lend East of Cambie. So they formed our credit union — a place where the people who bank here, also own the place.

As a financial co-operative, we exist for the sole benefit of our members and their communities and, as a result, we act in their best interest. This often means taking risks and breaking norms. Our founding members pushed the envelope of what was common practice among credit unions at the time.

Vision

At Vancity, our vision is ‘a transformed economy that protects the earth and guarantees equity for all.’

Diversity, Equity, Inclusion & Reconciliation (DEIR) Statement

We’re dedicated to being an inclusive, anti-racist organization with a workforce that reflects the diversity of the communities we serve. As a financial institution and employer, we’re committed to doing our part in removing barriers that stem from systemic exclusion.

Vancity is committed to advancing equity, inclusion, and reconciliation through systemic change, leadership representation, and community investment. These commitments span anti-racism, Reconciliation, accessibility, gender equity, and financial inclusion, ensuring that all members, employees, and communities have equitable access to opportunities and resources.

CI Financial is an independent company offering global wealth management and asset management advisory services. Since 1965, we have been committed to providing individuals and institutions with the highest-quality investments and advice.

Commitment to Diversity

At CI Financial, we believe that diversity is a source of strength, innovation, and growth. We are committed to building a workplace where every individual can thrive, contribute, and feel a true sense of belonging.

• Inclusive Culture: We foster an environment where all voices are respected and valued, creating a culture of belonging across every level of our organization.
• Diverse Representation: We strive to reflect the richness of the communities we serve by ensuring fair, equitable, and intentional hiring and employment practices.
• Community Empowerment: We support our employees and partners in driving meaningful change, investing in initiatives that advance inclusion within and beyond our organization.
• Transparent Accountability: We hold ourselves responsible to our commitments by sharing progress, challenges, and milestones with honesty and consistency.

Our dedication to diversity, equity, and inclusion is not a one-time initiative—it is a continuous journey. Together, we are building a stronger, more inclusive future.

Vision of the Future

At CI Financial, we envision a future shaped by bold ideas, inclusive leadership, and shared purpose in a workplace where everyone can thrive. Through innovation, collaboration, and empowerment, we strive to inspire our people, positively impact our communities, and set new standards of excellence that create a lasting legacy.

Agriculture and Agri-Food helps create the conditions for the long-term profitability, sustainability and adaptability of the Canadian agricultural sector. Agriculture and Agri-Food Canada supports the sector through initiatives that promote innovation and competitiveness, and that proactively manage risk. The department’s goal is to position agriculture, agri-food and agri-based product industries to realize their full potential by seizing new opportunities in the growing domestic and global marketplace.

COMMITMENT TO DIVERSITY

AAFC’s mission is to grow and develop a sustainable, competitive and innovative Canadian agriculture and agri-food sector. Our people are our strength. Building a diverse workforce that better reflects our society and creating inclusive, equitable and accessible workplaces fuels innovation and inspires creativity in the policies, programs and research we drive. It’s our collective responsibility to make AAFC an organization that embodies public service values, where employees feel welcomed, heard and respected; and where we can each bring our best selves to work every day.

VISION FOR THE FUTURE

At AAFC, we embrace the richness of our diverse backgrounds, recognizing that each individual’s unique experiences and perspectives contribute to our collective strength. We are committed to fostering an inclusive and respectful environment where everyone can thrive authentically. To this end, we will continue to support employee-led diversity, equity and inclusion (DEI) initiatives, work to remove barriers, and engage all employees in this crucial work. Our commitment to DEI is a shared responsibility, creating a workplace that champions belonging and empowers every voice. By embracing diverse perspectives and experiences, we enhance our creativity and innovation, allowing us to develop impactful policies and programs that are responsive to and representative of the diverse publics we serve.

At Maple Leaf Sports & Entertainment (MLSE), we are more than a collection of championship teams—we are a catalyst for community, culture, and connection in the heart of Toronto and beyond. As Canada’s leading sports and entertainment company, we’re proud to steward iconic teams like the Toronto Maple Leafs, Toronto Raptors, Toronto FC, and Toronto Argonauts, and to welcome fans into world-class venues such as Scotiabank Arena and BMO Field.

But what truly defines us isn’t just what happens on the ice, court, or field, it’s the culture we’re building behind the scenes. A culture rooted in values like excellence, passion, collaboration, and inclusion, along with a work environment that encourages play where every employee, partner, and fan can feel valued, respected, and part of a vibrant community.

Commitment to Diversity

At MLSE, we know that building championship teams begins with creating a workplace where everyone feels like they belong. We embed diversity and inclusion into everything we do—from hiring, mentoring, and developing talent, to designing unforgettable fan experiences, and giving back to our communities.

We’re proud of the employee experience we’re cultivating and the vital role our Employee Inclusion Groups play in fostering engagement, continuous learning, and belonging. When people feel empowered to bring their authentic selves to work, they perform at their best. Not just for our fans but for each other.

Vision for the Future

As we continue to grow, we remain guided by our values and proud of the recognition we’ve earned, like being named one of Canada’s Great Places to Work in 2023. We are committed to building a diverse and high performing team that delivers exceptional fan experiences and drives strong business results; while also reflecting the communities we serve across all identities, backgrounds, and abilities.

At MLSE, inclusion isn’t just a value, it’s the foundation of everything we do. Together, we’re shaping a future where everyone belongs, and every voice is heard.

Our Vision for the Future

To continuously foster an inclusive environment where employees feel respected, valued and empowered to reach their full potential. ​Their diverse perspectives, experiences and backgrounds enrich us all. ​We seek to create a culture where all employees have a strong sense of belonging and are inspired to authentically contribute to the conversation, enabling Bombardier to thrive and reach a higher altitude.

Commitment to Diversity

At Bombardier, we uphold the following core beliefs and principles:​

• We believe that fostering an inclusive workplace is fundamental to nurturing our people and customer centric culture.​
• We seek diverse perspectives, experiences, and backgrounds to drive innovation and growth.​
• We are committed to creating a safe workplace where everyone is treated with compassion and respect.​
• We stand firmly against any acts of discrimination and inequality.​

​Bombardier greatly values its employees and their contributions. We believe innovation stems from the unique expertise of each employee. It is therefore crucial that all employees feel they can bring their authentic selves to work and experience a strong sense of belonging.​

​Standing together with a common commitment to respect and support to one another, we can truly make a difference.

At Infrastructure Ontario (IO), we take it ON. As a Crown agency of the Province of Ontario, we support the Ontario government’s initiatives to modernize and maximize the value of public infrastructure and real estate. IO upholds the government’s commitment to renew public services and does so in co-operation with the private sector.

Each day, IO rises to the challenge of transforming our province, with our efforts having a tangible impact in our communities – in the moment, and in the long term.

Commitment to Diversity

At IO, we intentionally prioritize equity of access, experience, and outcomes for our IO employees and with our partners, to promote a sense of belonging that represents and reflects the communities we serve.

Our Vision for the Future

A world class agency – creating a connected, modern, and competitive Ontario.
Our work impacts the people of this province, and it’s vital that our workforce reflects the diversity of the populations we serve. Even more so, it’s essential that our processes and practices are as equitable and as inclusive as possible to create resilient assets that benefit local communities.

Interested in joining a team that’s shaping the future of Ontario? View our Careers page to learn more.

GHD is a global professional services company operating in the markets of water, energy and resources, environment, property and buildings, and transportation. Committed to a vision to make water, energy, and communities sustainable for generations to come, GHD delivers advisory, digital, engineering, architecture, environmental and construction solutions to public and private sector clients. Established in 1928 and privately owned by its people, GHD’s network of 11,000+ professionals are connected across more than 160 offices located on five continents.

Commitment to Diversity

At GHD, we strive for a culture of belonging and trust where all our people can thrive. Our people are as unique as the communities we serve across five continents. Embracing diversity of identity, thought, background and experience helps us develop imaginative and responsive solutions for our clients that create lasting community benefit. We are committed to creating a culture of belonging at GHD. We achieve this through focused and sustained actions, a readiness to listen and value the experience of others, ongoing education, applying an inclusion and diversity lens to how our business and talent processes operate, and most importantly, by fostering accountability. Our Employee Resource Groups (ERGs) have been key to fostering a culturally inclusive workplace. This has resulted in a growing network of mentors, champions and allies across GHD globally. We have 9 ERGs including:

• Pride Alliance
• WING (Women in GHD)
• BEATS (Black Empowerment, Action, Teamwork & Success)
• YPs (Young Professionals)
• HOLA (Hispanic Organization for Leaders and Achievers)
• Veterans
• ACE (Asia-Pacific Community for Empowerment)
• Indigenous
• Neurodiversity.

Vision for the Future

Standing shoulder-to-shoulder with you, we are committed to making water, energy, and communities sustainable for generations to come. Working with GHD means partnering with our innovative, multidisciplinary, and globally-connected team. Our commitment is to help you go beyond expectations and deliver sustainable outcomes. We are constantly evolving to fulfil that commitment, and we’re ready to work with you to transform the areas where you work, live and play. Our commitment is to create lasting community benefit through the work we do with our clients, our operations and our community contributions.

Montréal is the largest French-speaking city in the Americas, distinguished by its exceptional cultural vibrancy and globally recognized creative talent. Every day, it continues to evolve into a contemporary, inclusive, and dynamic city on economic, cultural, and social levels. Committed to providing a thriving and welcoming environment for its two million residents, the City of Montréal remains attentive to the changing needs of its population, continuously adapting to meet them. To achieve this, it relies on the skills and expertise of its 28,000 employees.

Commitment to Diversity

The City of Montréal promotes an organizational culture that is fair, diverse, and inclusive—one that reflects the city’s population. Over the years, it has adopted a series of commitments to ensure the full inclusion of all individuals and to transform practices that support and protect human rights. The Montréal Charter of Rights and Responsibilities outlines the City’s commitment to fostering respect for rights and responsibilities in collaboration with its citizens and ensuring their enforcement. Additionally, the adoption of the Montréal 2030 Strategic Plan, along with various action plans on solidarity, equity, and inclusion, has reaffirmed the City’s dedication to equity, diversity, and inclusion. These initiatives also reinforce its commitment to combating racism and systemic discrimination in a cross-cutting manner.

Vision for the Future

Equity, diversity, and inclusion (EDI) are deeply embedded in the City of Montréal’s vision—to ensure that both its employees and residents have access to an equitable and inclusive environment. This vision is the result of extensive collaboration across multiple city departments working at different levels within the field of EDI. The 2023-2027 Strategic Plan for Equity, Diversity, and Inclusion emerged from this significant reflection process.

To realize this vision, the City of Montréal aims to make measurable progress in three key areas: accountability, accessibility, and trust.

• Accountability: Ensuring that city employees—particularly managers—demonstrate responsibility in matters of EDI, as well as in combating racism and discrimination.
• Accessibility: Delivering services that are anti-discriminatory and universally accessible to all.
• Trust: Strengthening confidence among employees and residents in the City’s ability to lead the fight against racism, harassment, and discrimination.

Beyond these core commitments, the City of Montréal is proud to support Solidarité LGBTQ2+, an employee-led resource group founded in 2021. This voluntary, grassroots initiative brings together employees dedicated to promoting equity, diversity, and inclusion within their teams and across the organization.

The Canadian Air Transport Security Authority (CATSA) is a Crown corporation responsible for securing specific elements of the air transportation system – from passenger and baggage screening to screening airport workers. CATSA was created in 2002 as the Government of Canada’s response to the tragic events of September 11, 2001, and delivers the mandate of security screening at 89 designated airports across the country though a third-party screening contractor model. Playing a pivotal role in Canada’s aviation system CATSA protects the travelling public by providing the highest level of security screening.

Commitment to Diversity

We are committed to fostering an inclusive workplace and building a diverse workforce creating a culture that respects the uniqueness, perspectives and abilities of all employees. We strongly believe that diversity, equity and inclusion (DEI) are essential to our success and growth. In all aspects of our business respect and inclusivity are central to our approach, we are committed to implementing meaningful actions dedicated to creating a barrier-free experience for our clients, screening officers, and workforce.

Vision for the Future

CATSA’s vision is that the travelling public and our partners benefit from the most secure aviation screening service and best client experience through our leadership. Our four strategic pillars guide our operations- invest in our people for tomorrow; drive innovation; promote an integrated aviation ecosystem; and elevate the client experience.

We will strive to create an environment where everyone feels valued, heard, respected and empowered to contribute. Our goal is to create an environment where every employee, as well as third-party screening officers, have the resources and support they need to succeed.

We will create a reliable, consistent, respectful, and barrier-free screening experience for all of our clients at airports across the country and are committed to learning from our clients to elevate the end-to-end experience. We will engage with the community to help us better understand and respond to the diverse needs of our client base and implement best practices that respect and uphold the dignity and diversity of all travellers.

The Regional Municipality of York is Canada’s fastest-growing region, with a population that is expected to grow to over 2 million by 2051. Our diversity is our strength and is evident across our nine local cities and towns: Town of Aurora, Town of East Gwillimbury, Town of Georgina, Township of King, City of Markham, Town of Newmarket, City of Richmond Hill, City of Vaughan and Town of Whitchurch-Stouffville.

York Region is committed to strong, caring, safe communities by working together to serve our thriving communities, today and tomorrow.

At York Region, our talented team of more than 5,000 employees deliver critical, front-line services to our more than 1.25 million residents, including people from all cultures, races, ethnicities, languages, religions, abilities, ages and sexual orientations. Our diverse population includes more than 230 distinct ethnic groups.

We are known for our strong and diverse economy, with a focus on technology, finance, healthcare, agriculture, agri-food and other industries. Many global corporations have headquarters or major operations in the Region, contributing to our economic prosperity.

Our residents enjoy an extensive network of parks, conservation areas and nature trails – enabling them to get outdoors and be active.

Our transportation is well-developed, with major highways and public transit systems connecting us to Toronto and neighbouring areas. This accessibility makes it a desirable location for both commuters and businesses.

Our blend of economic opportunities, cultural richness, green spaces and high quality of life has contributed to our reputation as an attractive and thriving Region within the Greater Toronto Area.

Commitment to Diversity

York Region is committed to welcoming and inclusive communities where diversity is celebrated and where everyone can develop to their full potential, participate freely in society and live with respect, dignity and freedom from discrimination.

The Inclusion Charter for York Region is a community initiative that brings together organizations with a common commitment to creating an inclusive and welcoming environment for all who live, work and play in York Region. The Inclusion Charter was developed by the Municipal Diversity and Inclusion Group (MDIG), comprised of 20 member organizations, including all nine local municipalities, police services, hospitals, school boards, conservation authorities and agencies. York Region co-chairs the group, along with the York Regional Police and acts as the driver and secretariat of the initiative.

When the Inclusion Charter was endorsed by Regional Council in June 2018, staff committed to providing regular updates on actions and results. Inclusion Charter Progress Reports are annual updates that highlight the progress of the Inclusion Charter for York Region, including endorsements and collective actions implemented by MDIG.

There are many actions resulting from the Inclusion Charter, such as:

• Implementation of a corporate framework for action to address anti-Black racism including a formal acknowledgement and denouncement of systemic anti-Black racism and commitment to take immediate action to address it, employee demographic data to better understand the employee landscape, an equity audit of human resource policies and practices, training to address anti-Black racism and supports for Black staff and many others.
• Workplace initiatives fostering a stronger sense of belonging at work including corporate diversity celebrations, communities of belonging (employee resource groups), quiet rooms, use of pronouns, the diversity calendar and many others.
• Education, awareness raising and training activities.
• Actions focused on Indigenous inclusion, particularly truth and reconciliation through education, awareness and reflection.

York Region is committed to taking action to achieve the vision of the Charter in our organization and in the community. We celebrate our growing and diverse population as a source of strength, vitality and economic opportunity. York Region’s commitment to inclusion enhances our ongoing work to attract and retain the best talent, promote innovation and provide an excellent customer experience.

York Region strives to reflect the diversity of the population it serves in its workforce and is committed to advancing equity, inclusion, accessibility and reconciliation.

Vision for the Future

At York Region, we envision strong, caring, safe communities through our mission of working together to serve our thriving communities – today and tomorrow by relying on our values of Integrity, Commitment, Accountability, Respect and Excellence.

York Region is committed to nurturing a workplace that is welcoming and inclusive, and where all dimensions of diversity are celebrated – consistent with the Inclusion Charter for York Region.

Our employees are our greatest asset and we have an obligation to them and our community to help ensure they’re at their best. The Region is committed to providing a range of supports and resources to help employees and their families along their health journeys. With a focus on prevention, we aim to promote a positive employee experience with strategic work focused on culture and psychological health and safety.

York Region’s people-centred, evidence-based approach that is grounded in human rights provides a solid foundation for championing equity, accessibility and reconciliation in the workplace and community.

Founded in 1958, The International Alliance of Theatrical Stage Employes (IATSE) Local 873 is one of the largest film unions in Canada with over 5,000 members working between many productions for film, television and streaming providers. The Local makes up one of 360 across Canada and the US, and boasts technicians from sixteen vast and skilled departments.

To find out more about IATSE 873, visit www.iatse873.com.

Equality Statement

Equal rights are the cornerstone of the labour movement. Unions were founded on the principle that all people are equal and all people are deserving of respect and fair treatment. Equality issues run through all areas of trade union activities – from health and safety to wage negotiations.

The International Alliance of Theatrical Stage Employees (IATSE) is committed to equality of opportunity and to eliminating all forms of discrimination. We are opposed to unlawful and unfair discrimination and oppression on the grounds of sex, gender identity and expression, relationship or marital status, race or ethnicity, disability, sexual orientation, age, language, background, political or religious beliefs, physical appearance, pregnancy or responsibility for dependents.

We believe that equality for all is a basic human right and we actively oppose all forms of unlawful and unfair discrimination. IATSE leaders and members must be vigilant in working, both with each other and with our employers, to promote an equal and welcoming environment for all people, through our actions, attitudes, and language. The IATSE celebrates the diversity of society and is striving to promote and reflect that diversity within this organization.

The Municipal Property Assessment Corporation (MPAC) is Ontario’s property expert. We create and maintain a comprehensive database of information for each of the more than five million properties in Ontario.

We are responsible for delivering property values, insights and services to taxpayers, municipalities, governments and businesses.

Commitment to Diversity

At MPAC, we are committed to cultivating an environment where employees can bring their full, unique and authentic selves to the table and are inspired to do their best work.​
​

By creating MPAC’s first Equity, Diversity, Inclusion and Anti-Racism initiative and implementing the supporting strategy, we are taking important steps towards ensuring that all voices are respected, valued and being heard.

Vision for the Future

The following is MPAC’s Equity, Diversity, Inclusion and Anti-Racism (EDIA) framework:

• People: Build a diverse workforce that reflects the communities in which we live and serve.​
• Connection: Develop EDIA awareness and competencies.
• Foundation: Build systems and structures that help to remove barriers, creating a more equitable workplace.
• Community: Advance and support EDIA in our relationships with communities, residents and partners.

TJX is the leading off-price apparel and home fashions retailer in the U.S. and worldwide, with four global home offices, seven brands, and over 4,900 stores in nine countries, and six distinctive branded e-commerce sites. As Associates, we make a difference with our contributions—collaborating in delighting shoppers with hidden treasures.

TJX Canada has its home office in Mississauga, and more than 500 stores—Winners, HomeSense, and Marshalls—across Canada. With thousands of stores worldwide and more expected, TJX has expansive opportunities for Associates. That’s because your career path can stretch the globe and we will support you all the way.

Commitment to Diversity

At TJX, inclusion and diversity are key components of who we are, and we are strongly committed to continuing to build a more inclusive and diverse workplace. A workforce that includes people from a variety of backgrounds and with a diversity of experiences and perspectives that help us to think creatively, remain agile and be true to our culture.

Vision for the Future

Our inclusion and diversity journey is guided by three global priorities with a vision to create an inclusive workplace where all our Associates feel welcome in the Company, valued for their perspectives and contributions and engaged with our business mission to deliver great value to our customers every day.

We power what moves people. Headquartered in Calgary, we are an international fuel distributor and retailer with operations in 26 countries. Our integrated business includes retail, commercial and refining. With over 4,000 global retail and commercial locations through our family of brands, we provide over one million customers with fuels, convenience items and quality foods each and every day.

Commitment to Diversity

Belonging matters. Because you do. Our strong focus on diversity and inclusion is in service of creating and celebrating a workplace where every Parklander can safely and proudly be their authentic self. It’s why we strive to embed equitable treatment into our systems, practices, and processes. We want every Parklander to achieve their full potential at work, regardless of gender expression, gender identity, or sexual orientation. In addition to launching an employee resource group (ERG) for 2SLGBTQ+ and allies, we have joined Pride at Work Canada so that we can leverage resources and expertise to create an even more inclusive Parkland.

Vision for the Future

We’re on a journey. One that’s moving us all thoughtfully into the future. In a recent Parkland survey, six percent of Parklanders self-identified as members of the 2SLGBTQ+ communities. Our vision for the future is one where 100% of these colleagues feel safe and celebrated to be out at work. Why? Because we don’t just move people. We’re moved by people. At Parkland, it’s everyone for all.

Created by the coming together of La Capitale and SSQ Insurance, Beneva is the largest insurance mutual in Canada with more than 3.5 million members and customers. Beneva employs over 5,500 dedicated employees: people looking out for people. Its human approach is rooted in mutualist values that are shared by its employees. With $25.2 billion in assets, Beneva positions itself as a major player in the insurance and financial services industry. Its head office is located in Quebec City.

Commitment to Diversity

Beneva’s history is based on its will to take care of people, to unite in order to better help one another, provide support and grow in solidarity: We are people looking out for people. Our purpose is to put people first and to achieve this we must consider and respect each individual in their entirety. It’s what we are dedicated to doing on a daily basis.

Vision for the Future

Inspired by our mutualist roots, Beneva wishes to contribute to building, with its employees, members and partners, an open-minded company that prioritizes co-existence. Through this engagement, Beneva will continue to shine as a unique employer that is caring and accessible. Our commitment to our mutualist culture creates value on a daily basis for each of our members and pushes us to continue to dream of a more just and inclusive world.

Coming soon…