National Bank, a Leader in Diversity
At National Bank, we value the unique strengths and skills of each of our employees, and leverage this diversity to build a strong, talented team. National Bank supports inclusiveness at every level, and has been named on the list of Canada's Best Diversity Employers for several years in a row. This competition, organized by Mediacorp Canada Inc., recognizes 50 Canadian employers who have developed exceptional inclusiveness programs for employees from five major groups: women, members of visible minorities, people with disabilities, Aboriginals, and the lesbian, gay, bisexual and transgender (LGBT) community. We are involved in the community and participate in annual recruiting activities to attract diverse candidates to our teams.
A Real Commitment
We are striving to be an inclusive organization where employees of any age, sex, cultural background, religion, sexual orientation or gender identity are accepted.
Every year, National Bank takes further concrete steps to lower barriers and create a healthy, accepting workplace where the values of respect and inclusiveness are shared by all employees. Examples of our commitment:
- Human Resources policies that address diversity
- Internal networks
- Partnerships with organizations working to improve representation of minority groups in the job market
Our employees have roots in 70 countries and speak 40 languages: primarily French, English, Spanish, Arabic, Italian and Portuguese.
This rich cultural diversity is an advantage for both our organization and our clients.
Initiatives to Support Diversity in All Its Forms
Working together for progress
We have reaffirmed our commitment to this issue by creating a taskforce of executives working to promote diversity. The group designs initiatives to make National Bank more inclusive and increase awareness of issues within different sectors.
To ensure an inclusive workplace, we adopt a policy of reasonable measures to prevent discrimination.
Women in management
For the past several years, we have taken measures to ensure women are represented at the top levels of our organization. Women hold 38% of management positions at all levels (as of January 31, 2016), making us a leading financial institution for representation of women in management positions.
Scholarships for women
National Bank has a scholarship program for talented and ambitious women who want a career in financial markets. This initiative encourages graduates to pursue a higher education while gaining valuable work experience with our organization.
Return to Bay Street (RTBS) is a program by Women in Capital Markets (WCM) in partnership with National Bank. This initiative is designed to help professional women who have taken time away from the industry to relaunch their career in financial markets. The award includes a scholarship and a minimum contract of four months at one of the program's participating financial institutions. We offer workshops in Montreal and Toronto to help candidates prepare to apply.
Supporting the LGBT Community
Same-sex partners have been covered under our employee benefits and pension plans for over 20 years. We were one of the first financial institutions to adopt this policy.
- International Day Against Homophobia and Transphobia
- The Conseil québécois LGBT's Arc-En-Ciel gala
- GRIS-Montréal and GRIS-Québec
Inclusion of People with Disabilities
An environment that accommodates differences
Our inclusion policy includes a wide range of measures designed to accommodate the specific needs of people living with functional limitations.
- Making ergonomic adjustments to workstations
- Improving accessibility at workplaces
- Providing adapted materials or modifying tasks
Dynamic Internal Networks
We have implemented internal networks to organize events throughout the year and allow participants to share best practices, meet new contacts and draw on the experience of members of upper management.
- Women's Leadership Network, for the advancement of women
- IDEO, for members of the lesbian, gay, bisexual and transgender (LGBT) community
- Connexion, creating intergenerational links between employees
- Diversity Ambassadors, allowing employees to promote National Bank within their communities
The aim of internal networks
Internal networks help employees develop leadership skills and provide networking and mentorship opportunities, while fostering community between employees.
Looking to the Future
However, there's more to be done as we further our commitment to diversity in the upcoming years. Our long-term goals:
- Foster a workforce that reflects the communities we serve
- Make diversity a driver of growth and development for the Bank
- Get involved to make a difference in various communities
- Maintain our position as a leader in diversity