Diversity is the scope of differences. Inclusion is involvement and action.
We believe that our ability to execute our strategy and maximize shareholder value is achieved by bringing together talented employees from diverse backgrounds, on an inclusive basis, to work collaboratively to meet the challenges and capture the opportunities of our business. We strive to develop diverse and unified teams who collectively make better decisions and ultimately, deliver outstanding performance.
We recognize that a diverse and inclusive work environment is also more engaging and fulfilling. By leveraging existing and future diversity, consciously fostering open mindedness and avoiding “groupthink”, and being aware of hidden biases, we are committed to providing a stimulating, innovative and supportive work environment for all employees to thrive, do their best work and build their careers.
Capital Power is committed to fostering a culture where diversity and inclusion is an element that is woven into the fabric of who we are, a key value and a means to grow and succeed.
Here are some examples of how we’re making Diversity and Inclusion part of our everyday operations at all levels of the company:
Board of Directors Diversity:
- Our Board currently has four female directors representing nearly half of our directors.
- The Board Diversity Policy was amended in 2017 as follows:
- At least 50% of the slate of director candidates presented to the CGCN Committee in every search for new directors must be women, and extra weight will be given to qualified female candidates in final nomination decisions.
- A goal of 30% was established for the minimum representation of women on both our board and executive team.
- Annually, the CGCN Committee is required to consider the balance of skills, experience, independence, knowledge of Capital Power, and diversity as part of the performance review of the Board, its committees, and individual directors. The Board Diversity Policy has been integrated with other board processes, including board assessment and succession planning.
- The effectiveness of the Board Diversity Policy will be measured based on our goal of women representing at least 30% of our directors, and the policy will be examined in rotation by our internal audit department as part of their rotating audit of all corporate policies approved by the board.
Our goal with respect to recruiting executives is to have women represent at least 30% of our executive team. We will recruit candidates who best fulfill the needs giving extra weight to any women who meet the criteria. There are currently two female executives who represent one third of our executive team.
We have an Executive-sponsored and employee-led Diversity and Inclusion Committee that is responsible for developing a company-wide strategy for integrating and embedding diversity and inclusion across our culture and work environment, including appropriate initiatives and metrics for the short and long-term. The results of two employee surveys, one completed as part of our company-wide engagement survey and one specific to diversity and inclusion led by KPMG, were used to guide the Committee in its efforts. We promote and continually work to build an inclusive, engaged and diverse culture in which individual differences and the contributions of all employees are recognized and valued. This fosters creative thinking, innovation and problem solving which give us the competitive advantage we need to consistently meet and exceed our business goals.
Creating the Power Company of Tomorrow
Read our blog from Mark Zimmerman, Senior Vice President, Corporate Development and Commercial Services.
Capital Power announces date for release of its third quarter 2019 financial results and analyst conference call
Capital Power Corporation (TSX: CPX) will release its third quarter 2019 results before the markets open on October 28, 2019. Management will host a conference call with analysts on the same day a...
Capital Power assumes 100% ownership and control of Genesee Generating Station following divestiture of its interest in Keephills 3
Capital Power announced today it has completed the transaction to acquire TransAlta Corporation’s (“TransAlta”) 50% share of the Genesee 3 generation unit (“G3”) and divest its 50% share of the Ke...
Powered by People: Why HR is an Enabler of Business Success
Read our blog from Jacquie Pylypiuk, Vice President, Human Resources
Media and government stakeholders get firsthand look at construction progress of Whitla Wind
As construction of the Whitla Wind project progresses, Capital Power hosted local media and government officials for a tour of the project site on August 15, 2019.
Construction Ramps Up at our Cardinal Point Wind Project
Construction of our Cardinal Point Wind Project is moving along on schedule. Crews are expected to increase to more than 250 workers as turbine components are delivered.
Beyond the Bottom Line – Why Investors are Valuing Sustainability
Read our blog from Kate Chisholm Q.C., Senior VP, Chief Legal and Sustainability Officer
Capital Power to gain 100% ownership and control of Genesee Generating Station through divestiture of interest in Keephills 3
EDMONTON, Alberta – Capital Power Corporation (“Capital Power” or “the Company”) (TSX: CPX) announced today it has entered into an agreement to divest its 50% share of the Keephills 3 generation un...
2018 Corporate Sustainability Report
Our recently released 2018 Corporate Sustainability Report highlights our sustainability targets, performance, and commitment to delivering Responsible Energy for Tomorrow.
Capital Power reports solid second quarter 2019 results and announces a 7.3% dividend increase for its common shares
Company is on track to achieve results at the top end of annual financial target range
EDMONTON, Alberta – Capital Power Corporation (TSX: CPX) today released financial results for the quarter ended June 30, 2019.