Case Studies

The FAQs are intended to assist organizations in forming their own employee resource groups (ERGs) by learning from BC Hydro’s experience.

BC Hydro supports employees through cost-sharing of the addiction recovery program, and ensure a successful transition back into the workforce upon return from the program.

With its large, diverse, and dispersed workforce, TransLink must be deliberate with both its communications and surveying strategies.

Through ERGs, ICBC is building an inclusive culture that is responsive to important needs, including persons living with a disability.

BCAA is a workplace where visibility of mental health disabilities and leadership buy-in promoted an inclusive workplace culture.

Vancity’s iCount Campaign is an example of best practices in communicating a measurement initiative to staff.

BC Hydro outsources their data collection to improve analysis and provide a better understanding of results in their diversity efforts.

BCAA believes that distance offered by a third party managed survey helps employees feel more comfortable disclosing their disability status.

BC Hydro holds their managers accountable through diversity and inclusion related performance metrics.

Consider who really holds social influence in your organization in order to communicate important initiatives effectively.

The Port Authority’s Accessibility Internship Program offers one individual with disabilities each year an opportunity to develop work experience while meeting a pertinent business need.

As part of their overall commitment to diversity and inclusion, Vancity is dedicated to ensuring that mental health awareness is a priority for its organization.

One of the ways SAP has found candidates with the right technical skills is by hiring individuals who are neurodiverse through their Autism at Work program.

BCLC is committed to making diversity and inclusion a priority. The board and executive team created a diversity and inclusion statement to demonstrate their commitment and wanted to share their approach with other employers.

Embers was launched in 2008 to reach people in Vancouver’s Downtown Eastside that needed help in transitioning back to work.

This ‘Business to Business’ guide offers inclusive workforce best practices distilled from decades of experience and expertise. It is a resource for employers on how to adapt recruitment and retention practices to better engage people with disabilities and others with barriers to employment.

Vancouver Fraser Port Authority and BCLC both initiated physical accessibility audits to see where there were areas of opportunity to be more physically accessible for their employees and clients.

As part of Vancity’s commitment to diversity and inclusion, the credit union provided unconscious bias training for all employees. The training was specifically aimed at creating awareness of the presence of unconscious bias when making people and business decisions, as well as how to mitigate these biases through developing habits and shifting behaviours

Pacific Blue Cross’ Diversity & Inclusion Committee’s most successful initiative to date has been monthly “Lunch ‘n Learn” sessions on important topics.