Equity, Diversity and Inclusion

Diversity is the scope of differences. Equity and inclusion are involvement and action.

Here are some examples of how we’re making Equity, Diversity and Inclusion part of our everyday operations at all levels of the company:

Board of Directors:

  • Since 2014, women on our Board has risen from 9% (1 woman out 11 Board members) to 44% (4 women out of 9 Board members) currently.
  • The Board Diversity Policy allows that:
    • At least 50% of the slate of director candidates presented to the People, Culture, and Governance 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 People, Culture, and Governance 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.

Executive Team:

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. We have three female executives, which represents 43% of our executive team.

Kate Chisholm - Capital PowerA focus on equity, diversity and inclusion is imperative to ensure we have the very best people on our team. After all, you can’t get the absolute A-team if you’re only hunting from a portion of the talent pool and you won’t successfully harness the full power of your A-team if you aren’t including them in decision making. Likewise, you won’t maintain a diverse and inclusive team if you aren’t offering equal pay and equal access to opportunities.

Kate Chisholm, SVP, Planning, Stakeholder Relations and Chief Sustainability Officer

Workforce:

Capital Power - Bloomberg Gender Equality IndexOur People Services group 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, guide these efforts. We know we have work to do and we’re committed to the journey.

Increasing Learning and Awareness

  • In 2019, our leadership team and Diversity & Inclusion Committee members participated in Unconscious Bias and Inclusivity training based on the Men Advocating Real Change (MARC) program developed by Catalyst.
  • In 2020, this training was rolled out to employees. As part of powering a sustainable future, we are working to develop our future leaders and strengthen the diversity of our workforce with an eye on gender parity.

Our Steps Forward

  • In 2020, we added a requirement, which is a component of the executive incentive plan, to have qualified diverse candidates presented for interviews for open positions, increasing the opportunity for diversity balance at all levels of the organization.
  • For 2021, we added another requirement – a commitment to increase the number of qualified female hires and improve gender balance at our organization.
  • We also joined Equal by 30 in 2020 – a campaign to demonstrate our commitment to gender equity as an integral part of the global transition to clean energy. This initiative believes gender equality is essential to successful clean energy transformation and asks the public and private sectors to endorse principles, set commitments, and take concrete actions to support women in energy and help close the gender gap. More than simply a campaign – Equal by 30 is a commitment to work towards equal pay, equal leadership, and equal opportunities for women in the clean energy sector by 2030.
  • We’ve endorsed the 30 by 30 initiative led by Engineers Canada to increase the percentage of newly licensed engineers who are women in Canada to 30% by the year 2030. As part of our endorsement, we’re committed to investing in the creation and maintenance of programs, policies and partnerships that lead to an improved experience for women in engineering, and, ultimately, helping reach the national 2030 goal.

What's New

Media Releases
Capital Power to release third quarter 2022 financial results and host analyst conference call on October 31

Capital Power Corporation will release its third quarter 2022 results before the markets open on October 31, 2022. Management will host a conference call with analysts on the same day at 9:00 a.m. ...

Media Releases
Capital Power and Manulife Investment Management complete acquisition of Midland Cogeneration facility

EDMONTON, Alberta – Capital Power and Manulife Investment Management, on behalf of the Manulife Infrastructure Fund II and its affiliates, announced today that they have successfully completed the ...

Media Releases
Capital Power provides redemption notice of Preferred Shares, Series 9

Capital Power announced today that it intends to redeem all of its 6,000,000 issued and outstanding 5.75% Cumulative Minimum Rate Reset Preference Shares, Series 9 (the “Series 9 Shares”) (TSX: CPX...

Media Releases
Capital Power announces its inaugural Green Subordinated Notes offering

Capital Power announced today that it has priced a public offering (the “Offering”) in Canada of C$350 million 7.95% Fixed-to-Fixed Rate Subordinated Notes, Series 1, due September 9, 2082 (the “N...

Media Releases
Capital Power considers first ever Green hybrid subordinated debt securities offering in Canada

Capital Power announced today that it is considering an offering of the first ever Green hybrid subordinated debt securities (the “Notes”) in Canada under its short form base shelf prospectus dated...

Media Releases
Capital Power releases inaugural Green Financing Framework
Sustainability-focused financing to fund development of clean energy technology to power a sustainable future for people and planet

Capital Power has released its inaugural Green Financing Framework that enables the Company to issue green bonds and green loans. The Framework reflects the Company’s commitment to allocate capital...

Media Releases
Capital Power reports strong second quarter results, increases its 2022 financial guidance, and announces a 6% common share dividend increase

Capital Power today released financial results for the quarter ended June 30, 2022.

Media Releases
Capital Power announces a 6% dividend increase for its common shares and declares dividends for its Preference shares

The Board of Directors for Capital Power declared a dividend of $0.58 per share on the outstanding common shares for the quarter ending September 30, 2022. The dividend is payable on October 31, 20...

Media Releases
Capital Power and Manulife Investment Management announce the acquisition of the Midland Cogeneration facility in the United States
US$894 million acquisition of Midland Cogeneration Venture accretive to adjusted funds from operations by 7%

Capital Power announced today that it has partnered with Manulife Investment Management on behalf of the Manulife Infrastructure Fund II and its affiliates to acquire 100% of the interests in MCV H...

Media Releases
Capital Power to release second quarter 2022 financial results and host analyst conference call on August 2

Capital Power will release its second quarter 2022 results before the markets open on August 2, 2022. Management will host a conference call with analysts on the same day at 9:00 a.m. MDT (11:00 a....