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Equity, Diversity, Inclusion & Reconciliation (EDIR) at UPP
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EDIR is not just a core value at UPP; it’s a business imperative
At University Pension Plan (UPP), Equity, Diversity, Inclusion, and Reconciliation (EDIR) considerations are essential to how we invest, work, and grow as an organization. Our commitment to a purpose-driven and inclusive culture includes nurturing a collaborative environment where diverse perspectives are welcomed in seeking stronger decisions and better outcomes for our members.
Diverse teams drive innovation. Inclusive cultures help attract and retain top talent. At UPP, EDIR is a business imperative that has strengthened our ability to achieve impactful results and deliver sustainable pensions for generations of plan members.
Our commitment
UPP is committed to an inclusive workplace where every individual feels valued and respected.
- Equity: Fair treatment and access to opportunities.
- Diversity: Representation across identities, experiences, and perspectives.
- Inclusion: Intentional actions to foster belonging.
- Reconciliation: Honouring Indigenous rights and advancing Truth and Reconciliation, aligned with the TRC Call to Action #92.
Why it matters
Diverse teams drive better discussion and better decisions. Inclusive cultures attract and retain top talent. At UPP, incorporating EDIR into our business strengthens our ability to achieve impactful results, and deliver sustainable pensions for generations of plan members.
Our actions
Everyone at UPP, including our Board, senior management and people leaders, is committed to meaningful EDIR action.
We are turning commitment into action through:
Inclusive Leadership
EDIR goals are embedded into performance management to ensure it remains core to our operations.
Cultural Calendar
As an organization, we recognize and celebrate a broad range of diverse traditions and observances year-round.
Self-ID Survey
UPP employees have an opportunity to voluntarily self-identify across several demographic categories. This data helps inform important organizational decisions and measure our progress.
Employee Resource Groups (ERGs)
Employee-led communities celebrate identity and foster inclusion through meaningful group discussion and planning events for the organization.
Learning and development
EDIR training on a variety of topics.
Truth & Reconciliation
UPP actively seeks opportunities to understand and collaborate with and build relationships with Indigenous people and communities.
At UPP, we acknowledge the history and ongoing impacts of colonialism. We are committed to advancing reconciliation by:
Responding to the Truth and Reconciliation Commission’s Call to Action #92.
Building fair and respectful partnerships with Indigenous organizations.
Providing our employees with education and resources to deepen understanding.
Truth and Reconciliation Commission’s Call to Action #92
We call upon Canada’s corporate sector to join us in adopting the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples, their lands and resources.
Read the Truth and Reconciliation Commission of Canada Calls to Action
Measuring progress
We believe in EDIR as a strategic business advantage and use a wide range of data to measure the impact of our actions.
As part of our shared commitment to EDIR accountability and impactful action, we track progress through:
Representation metrics
We monitoring diversity and its impact across all levels of the organization.
Scorecard integration
UPP embeds EDIR goals into our organizational performance scorecards.
Annual reporting
We record and share updates on our journey for transparency and shared understanding.
Team diversity
87%
Employees who identify with at least one equity-deserving group
63%
Employees who self-identify as racialized
58%
Employees who identify as Women+
75%
Women+ representation in UPP’s executive leadership
Employee engagement
97%
Employees who believe UPP is a diverse and inclusive workplace
94%
Employees who believe UPP is committed to reconciliation
90%
Employees who believe UPP is taking meaningful action to build equity
88%
Employees who feel they can bring their authentic self to work
Our partnerships
UPP partners with organizations that can help us meaningfully continue aligning our business activities to our EDIR commitments. Contact us to learn more.