1.      Introduction

Our organization is committed to fostering a truly equitable and inclusive workplace that reflects the rich diversity of our society. This Equity, Diversity, and Inclusion (EDI) Policy, viewed through a Two-Eyed-Seeing Lens, represents a foundational shift in how we approach our corporate operations. It acknowledges that sustainable and holistic progress requires integrating Indigenous and Western ways of knowing, doing, and leading across all facets of our business.

1.1. Introduction to Two-Eyed Seeing (Etuaptmumk)

Two-Eyed Seeing, known as Etuaptmumk in Mi'kmaq, is a profound guiding principle that embodies "the gift of multiple perspectives". Introduced by Mi'kmaq Elders Albert and Murdena Marshall, it advocates for learning to see from one eye with the strengths of Indigenous knowledges and ways of knowing, and from the other eye with the strengths of Western knowledges and ways of knowing, and to use both together for the benefit of all. This approach is not about blending or merging these distinct worldviews, but about valuing their inherent differences and leveraging their combined power to address complex challenges

2.      Purpose

This policy aims to create equitable, inclusive workplaces by integrating Indigenous and Western ways of knowing, doing, and leading in all areas of corporate operations. We believe that embracing this dual perspective can unlock new levels of innovation, understanding, and social responsibility, leading to a more just and prosperous future for all.

3.     Guiding Principles: Embracing Two-Eyed Seeing

Two-Eyed Seeing, or Etuaptmumk, originated from Mi'kmaq Elder Albert Marshall. It encourages learning to see from one eye with the strengths of Indigenous knowledge and ways of knowing, and from the other with the strengths of Western knowledge and ways of knowing, and to use both eyes together for the benefit of all. In the context of our corporate EDI policy, this means:

• Valuing Diverse Knowledge Systems: Recognizing that Indigenous knowledge systems, rooted in millennia of observation, experience, and connection to the land, offer invaluable insights that complement and enrich Western corporate practices.

• Holistic Decision-Making: Moving beyond purely quantitative or profit-driven metrics to incorporate qualitative, community-driven, and long-term perspectives in our strategic planning and operational decisions.

• Mutual Respect and Learning: Fostering an environment of genuine curiosity and respect, where all employees are encouraged to learn from and contribute to a shared understanding that transcends cultural boundaries.

• Reciprocity and Responsibility: We acknowledge our responsibility to our communities and environments and ensure that our actions contribute positively to their well-being and sustainability.

4.      Key Commitments

To realize our purpose and uphold the principles of Two-Eyed Seeing, we commit to the following:

· Recognize Systemic Inequities: We will actively identify, acknowledge, and dismantle systemic inequities embedded within our corporate hiring, leadership development, and procurement practices. This includes addressing historical biases and creating equitable participation and advancement pathways for all underrepresented groups.

· Embed Two-Eyed Seeing in Governance: We will integrate the Two-Eyed Seeing approach into our organizational governance structures. This involves balancing data-driven systems and Western corporate metrics with community-driven wisdom, Indigenous perspectives, and long-term relational considerations in our decision-making processes.

· Create Space for Indigenous Voices at Leadership Tables: We are committed to ensuring Indigenous voices are heard and integral to our leadership and decision-making processes. This means moving beyond mere consultation to genuine co-decision-making, empowering Indigenous perspectives to shape our strategies and operations.

· Ensure Intersectional EDI Initiatives: All our EDI initiatives will be developed and implemented with an intersectional lens, accounting for the complex interplay of various identity factors such as race, gender, disability, sexual orientation (2SLGBTQ+), socioeconomic status, and other marginalized experiences. We recognize that individuals hold multiple identities, and our policies must address the unique challenges arising from these intersections.

5.      Internationally Trained Engineers

We recognize the valuable contributions of internationally trained engineers and the systemic barriers they often face in accessing equitable employment opportunities in Canada. In alignment with our Two-Eyed Seeing approach, we commit to:

Valuing Global Knowledge Systems: Acknowledge and respect the diverse engineering knowledge and practices brought by immigrants, recognizing that innovation thrives through the integration of global and local perspectives.

Credential Recognition and Support: Advocate for fair and transparent recognition of international credentials and provide support for bridging programs, mentorship, and licensing pathways to help internationally trained engineers thrive in our organization.

Culturally Responsive Hiring Practices: Review and adapt our recruitment and onboarding processes to ensure they are inclusive of international candidates, minimizing bias and emphasizing transferable skills and experience.’

Community Partnerships: Collaborate with immigrant-serving organizations, professional associations, and regulatory bodies to co-create pathways for meaningful employment and leadership opportunities for immigrant engineers.

6. Actions

To translate our commitments into tangible progress, we will undertake the following actions:

· Adopt Indigenous-Informed Leadership Models: We will explore and integrate Indigenous-informed leadership models, such as servant leadership, relational leadership, and consensus-building approaches, alongside our existing Western corporate structures. This will foster a more collaborative, empathetic, and community-oriented leadership culture.

· Partner with Indigenous Organizations for Co-Designed Training Programs: We will establish formal partnerships with Indigenous organizations to co-design and deliver employee training programs. These programs will focus on cultural competency, anti-racism, the history and contemporary realities of Indigenous Peoples, and the practical application of Two-Eyed Seeing in a corporate context.

· Develop Internal Procurement Policies: We will develop and implement internal procurement policies that meet or exceed Canada’s 5% Indigenous procurement target. This includes actively seeking and prioritizing partnerships with Indigenous-owned businesses and suppliers, fostering economic reconciliation, and building sustainable relationships.

· Review and Revise Policies and Practices: Conduct a comprehensive review of all existing corporate policies, procedures, and practices (e.g., HR, legal, finance, operations) through a Two-Eyed Seeing lens to identify and eliminate systemic barriers and integrate Indigenous perspectives.

· Establish Indigenous Advisory Council: Form an Indigenous Advisory Council composed of Indigenous leaders and experts to provide ongoing guidance, oversight, and accountability for implementing this policy.

6.     Conclusion

This EDI Policy, guided by the principle of Two-Eyed Seeing, represents our unwavering commitment to building a workplace that is not only diverse and inclusive but also deeply respectful of Indigenous knowledge, cultures, and rights. By walking forward with both eyes, we aim to create a more equitable, innovative, and responsible corporation that contributes positively to society and advances the journey of reconciliation.