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Equity and inclusion are the bedrock of our DEI strategy. We launched a comprehensive equity-centered DEI e-learning program, which is required for all Moneris team members to complete, and over 90% of our senior leadership team has taken the training. 88% of our team members have rated the program as being highly valuable in terms of its relevance and practicality in their daily lives.
We have 4 team member-led Employee Inclusion Groups (EIGs), which you can learn more about in the EIGs section of this page. Our DEI team, in partnership with our Black Employee Network, launched a 10-month mentorship program whereby Black team members were paired with members of our senior leadership team. The success of that program enabled us to scale mentorship to women across the organization.
Finally, we’re excited to have launched Moneris’ first-ever Environmental, Social and Governance (ESG) report in 2022. We see the work of DEI as being integral to our ESG strategy. Check out our ESG report here.
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We recognize the critical role of addressing systemic bias in effecting lasting change, particularly for marginalized communities, and we have embarked on a multi-year initiative to enhance equity and inclusion within HR processes and systems.
Key actions taken to-date include:- Adding DEI to all team member performance assessment scorecards
- Integrating bias interruption into talent review processes
- Applying a DEI lens to our hiring policies and templates to include equitable commitment statements and inclusive language across all job postings
- Introducing DEI enhancements in Moneris’ new benefits program which include fertility drug and treatment coverage, coverage for gender affirmation treatments, anti-obesity coverage, wigs for hair loss, and greater mental health coverage.
- Taking a data-driven approach through our voluntary Self-ID tool, which enables a robust understanding of diverse representation at Moneris and looks at aggregate data on race/ethnicity, gender identity, disability status, sexual orientation, religion and country of birth. The protection of personal information is a top priority with this initiative.
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As a Canadian company, we acknowledge our responsibility to engage in active Reconciliation with First Nations, Inuit and Metis Peoples and we are committed to understanding and listening to their perspectives.
We are grateful for our ongoing investment in, and partnership with Bears’ Lair, which enables us to support Indigenous entrepreneurs, coast to coast. Our commitment to promoting self-sufficiency and entrepreneurship education for Indigenous youth continues with an annual Moneris-sponsored Indigenous youth camp in diverse communities throughout the country.
As we move forward, solidifying and delivering on an Indigenous Reconciliation Action Plan remains a priority for us, with a focus on three primary objectives:- Indigenizing our hiring processes
- Indigenizing support for merchants, suppliers, and partners
- Indigenizing community investments
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Through a collaboration between our Talent Acquisition team, DEI team and EIGs, we launched Moneris Mosaic , a public-facing employee spotlight program, to celebrate and amplify the voices and stories of marginalized talent at Moneris.
Each year, our DEI team hosts numerous enterprise-wide events designed to educate, connect, and engage internal and external stakeholders in Moneris’ DEI journey.
We are deeply grateful for our partners who enable us to do this work at a deeper level. Learn more about them in the Partners section of this page.
Meet Our Employee Inclusion Groups (EIGs)
What are Employee Inclusion Groups?
Employee Inclusion Groups (EIGs) are voluntary peer groups formed and led by employees from equity-deserving communities. Each EIG has the support of a sponsor from Moneris’ Executive Leadership Team.
What role do EIGs play?
EIGs not only amplify voices of marginalized, equity-deserving people, they help us live our values, and fuel our sense of purpose and pride. By empowering our team members to form and join EIGs we’re able to drive purposeful change through collective action and ensure every team member has the safety and security to share their lived experiences. EIGs also create space for those wanting to be active allies.
Meet Our Employee Inclusion Groups (EIGs)
Moneris is deeply committed to driving equity and inclusion in the workplace. We want to create an environment where our team members are empowered to bring their whole selves to work and feel a sense of belonging, which enables them to give their best.
The Black Employee Network’s goal is to empower Black team members.
Areas of focus include:
- Creating avenues for development opportunities.
- Elevating awareness and facilitating conversations on inclusion and equity from a Black perspective.
- Participating in outreach programs to support the community and our priorities.
- Leveraging its collective voice to partner with internal groups, and collaborate on various economic, cultural, and environmental objectives impacting Black people.
The Moneris Immigrants Society (MIS) supports immigrant team members as they settle in and achieve their career aspirations.
Areas of focus include:
- Creating a platform to provide key information and continuous learning including a library for contacts and resources (e.g. about investments, vacation planning, benefits, taxation etc.)
- Identifying challenges and create a safe space to discuss, share and implement solutions. This includes building awareness about the diversity of cultures in our workplace as well as supporting immigrants navigating ‘Canadian’ culture and corporate culture.
- Organizing events that facilitate networking, learning and mentorship for immigrants.
- Fundraising and volunteering with nonprofits supporting immigrants/refugees.
PRISM supports colleagues who identify within the Two-Spirit, lesbian, gay, bisexual, trans, queer, questioning, intersex, asexual (2SLGBTQIA+) communities.
Areas of focus include:
- Improving avenues for 2SLGBTQIA+ employees to have equitable opportunities within Moneris.
- Creating opportunities to explore and celebrate diversity and build community and visibility together.
- Collaborating with HR, including the DEI team, to create inclusive resources for trans and gender non-conforming colleagues and their leaders, including clear policies and procedures for employees to request a change in pronouns, name, etc.
- Raising awareness of 2SLGBTWIA+ experiences in Canada and internationally.
The Womxn @ Moneris EIG is committed to empowering and advancing the full diversity of colleagues at Moneris who identify as womxn. The use of “womxn” acknowledges the intersectionality of gender, recognizing that women’s experiences and identities are shaped by various factors such as race and social class. which is why it is spelt womxn.
Areas of focus include:
- Reducing career advancement barriers for womxn at Moneris.
- Raising awareness of challenges faced by womxn.
- Building a support network and leveraging existing mentorship resources to create a womxn’s mentorship program.
The Moneris Immigrants Society (MIS) supports immigrant team members as they settle in and achieve their career aspirations.
Areas of focus include:
- Create a platform to provide key information and continuous learning, including a library for contacts and resources (e.g., about investments, vacation planning, benefits, taxation etc.)
- Organize events that facilitate networking, learning and mentorship for immigrants.
- Identify challenges and create a safe space to discuss, share and implement solutions. This includes building awareness about the diversity of cultures in our workplace as well as supporting immigrants navigating ‘Canadian’ culture and corporate culture.
- Fundraising and volunteering with nonprofits supporting immigrants/refugees also supports this area of focus.
