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.

What's New

Media Releases
Capital Power announces a 6-year tolling agreement extension for Arlington Valley
Extension to yield materially higher adjusted funds from operations over extended term

Capital Power announced today the execution of a 6-year tolling agreement extension through October 2031 for its Arlington Valley (Arlington) facility with the current counterparty. Arlington is a ...

Media Releases
Capital Power highlights strong cash flows and dividend growth guidance to 2025 at Investor Day
Announces acquisition of a portfolio of renewable development sites, construction plans for phase 2 of Halkirk Wind and decarbonization

At its 13th annual Investor Day event being held virtually today, Capital Power Corporation will review its financial outlook and highlight progress on its decarbonization plans, including acquisit...

Media Releases
Capital Power and Enbridge Collaborate to Reduce CO2 Emissions in Alberta
Open access carbon hub in Wabamun area of central Alberta would support Capital Power and other local companies

Capital Power and Enbridge Inc. are pleased to announce a memorandum of understanding to collaborate on carbon capture and storage (CCS) solutions in the Wabamun area west of Edmonton, Alberta, ne...

News and Stories
Supporting world-leading children’s healthcare in Alberta

At Capital Power, we care about our communities and are passionate about giving back to causes close to our hearts. On November 29, 2021, we’re joining our community partner the Stollery Children’s...

Media Releases
Capital Power to highlight decarbonization focus at virtual Investor Day

Capital Power will host its 13th annual Investor Day event virtually on December 2, 2021. Members of the executive leadership team will present on various topics including execution of the company’...

Media Releases
Capital Power provides redemption notice of Preferred Shares, Series 7

Capital Power Corporation (TSX: CPX) (Capital Power or the Company) announced today that it intends to redeem all of its 8,000,000 issued and outstanding 6.00% Cumulative Minimum Rate Reset Prefere...

Media Releases
Capital Power reports third quarter results and reiterates its revised higher 2021 financial guidance

Capital Power (TSX: CPX) today released financial results for the quarter ended September 30, 2021.

Media Releases
Capital Power declares dividends for its Common and Preference shares and suspends its Dividend Reinvestment Plan

The Board of Directors for Capital Power declared a dividend of $0.5475 per share on the outstanding common shares for the quarter ending December 31, 2021. The dividend is payable on January 31, 2...

Media Releases
Capital Power to release third quarter 2021 financial results and hold analyst conference call on October 27

Capital Power will release its third quarter 2021 results before the markets open on October 27, 2021. Management will host a conference call with analysts on the same day at 9:00 a.m. MDT (11:00 a...

Media Releases
Capital Power announces long-term renewable power purchase agreement with Dow
Agreement for Whitla Wind capacity demonstrates how cross-industry collaboration contributes to a sustainable future

Capital Power announced today a 15-year renewable power purchase agreement with Dow Chemical Canada ULC, a subsidiary of Dow (NYSE: DOW), for 25 megawatts (MW) of capacity and the associated enviro...