2018 Employment Equity
2018 Employment Equity
NARRATIVE REPORT With more than 97,000 employees around the world, our Bank benefits tremendously from diversity of all types – we are very proud of that. We are committed to ensuring that our Brian J. Porter Bank remains a diverse and inclusive President and Chief Executive Officer workplace for the benefit of our employees, customers, communities and shareholders.
CONTENTS
02 Introduction to Scotiabank 18 Inclusion of Visible Minorities 03 Inclusion Makes Us Stronger 21 Inclusion of Aboriginal Peoples 05 Leadership and Consultation 24 Inclusion of People with Disabilities 08 Inclusive Policies and Practices 27 Inclusion of LGBT+ Communities 12 Engagement, Education and Development 31 Inclusion of Veterans 14 Inclusion of Women 33 The Future of Inclusion
2 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion Makes Us Stronger
Inclusion is an essential part of how we are building a better Bank. From advances in digital technology to large shifts in populations and demographics, the world in which we bank is changing rapidly. In order to remain successful, Scotiabank must be ready to thrive in the face of change, and our clear Strategic Agenda is helping us prepare for what lays ahead.
As part of this strategy, we maintain a pipeline of capable For more information on the remain deeply committed to our and experienced leaders to guide Strategic Agenda visit our website 97,000+ employees around the us into the future. www.scotiabank.com or our 2018 world. We believe that employee Annual Report. success is essential to the growth, Our Diversity and Inclusion resilience and long-term well- strategy is a global strategy being of our Bank. We strive to which includes supporting local create an inclusive culture where initiatives and activities tailored every employee is enabled to to unique circumstances in the reach their fullest potential, all areas where we operate. At every individuals are respected for decision-making table across who they are, and differences the Bank, we seek to promote and similarities are embraced. diversity of thought, experience By empowering employees to and identity – as we believe that bring their true selves to work, Inclusion Makes Us Stronger. therefore enabling them to What follows are a few of perform at their very best, the ways that we sought to we will be able to deliver an enhance Diversity and Inclusion excellent experience to our at Scotiabank in 2018. Welcome 25 million customers and to this year’s Employment Equity Report.
3 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT AWARDS
2018 Women in Capital Markets (WCM) Thomson Reuters In 2018, Barbara Mason, Excellence in Innovation Top 100 most diverse Group Head and Chief Human Award to Scotiabank’s and inclusive organizations Resources Officer, Global Banking and globally (as ranked by received the first Canadian Markets (GBM) division, Thomson Reuters D&I index) Employment Equity for approaching gender Champion Award from the diversity with an innovative Government of Canada lens and taking bold steps to improve Diversity and Inclusion in Canada
Gold Standing, Member, 2019 One of Achievers’ Canadian Council for Bloomberg 50 Most Engaged Aboriginal Business Gender-Equality Workplaces (awarded for the third time) Index
Start Proud’s Professional LGBT+ Leader Award, Scotiabank included in Finalist, Mercer Award awarded to Brett House, Best Places to Work for for Excellence in Vice President and LGBT+ Equality List by Diversity and Inclusion by Deputy Chief Economist Human Rights Campaign the Canadian HR Awards and Scotiabank Inclusion Foundation in 2018 Council member
Several members of Recognized on the global top 25 of the World’s Best Scotiabank Global Banking Ranked 8th out of 30+ Workplaces 2018 by and Markets (GBM) top Canadian employers recognized by Women in Great Place to Work in Pride at Work Capital Markets for Canada’s Inclusion Index leadership in the area of Diversity and Inclusion
4 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Leadership & Consultation
Our commitment to strengthening our business through inclusion starts with our leadership and consultation practices. Bank leadership is working to set the tone for inclusion inside of our organization, understand the varying points of view of our employees, and ensure that we are taking proper steps to advance inclusion.
expanded to include U.S., LATAM, Europe and Asia, each with its own local steering committee and champions of change.
Formed in 2015, the International Banking Diversity and Inclusion Council is comprised of country leadership with a mandate to advance business diversity goals, including women representation at Director+ levels.
Inclusion Council future leaders. All employees can In May 2018, Canadian Banking read the minutes of all Council established an advisory board The importance of inclusion at meetings on our intranet. where senior leaders can Scotiabank begins at the very provide insight on complex top of our organization. The business challenges and other Scotiabank Inclusion Council is Other Inclusion Committees topical subjects. This board chaired by our President and also launched its diversity CEO, Brian Porter. The Council In 2015, Scotiabank became the strategy, which was informed consists of senior leaders across first bank in Canada to establish by several rounds of completed all areas of our organization a Diversity and Inclusion Office analysis and inputs. The board that can affect change within under its Global Banking and is currently prioritizing key areas their respective business lines. Markets (GBM) division. The of a three-year execution plan, Together, these leaders focus Office is supported by a Global such as focusing on employee on advancing inclusion within Steering Committee comprised of development and women- Scotiabank and improving the the most senior business leaders specific initiatives. diversity of our talent pipeline of in GBM. The Office has since
5 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Chief Human Resources Officer Recognized for Employee Equity Leadership
In 2018, Barbara Mason, Scotiabank Group Head and Chief Human Resources Officer, received the first-ever Canadian Employment Equity Champion Award from the Canadian government. This honor was awarded to “recognize an executive leader for their proven track record of championing employment equity within their organization, as well as their overall contribution to diversity in the workplace.”
The Employee Equity award recognized Barb for her strong leadership in advancing inclusive and collaborative workspaces at Scotiabank. As an executive leader and member of Scotiabank’s operating committee, Barb is responsible for helping to determine and guide the overall strategic direction of the Bank. By leading the program that has fundamentally changed how, where and when employees work, Barb has helped increase opportunities for choice, flexibility and collaboration for more than 2,500 employees in our downtown Toronto operations. As this award testifies, Employment Equity is a key consideration in setting the Bank’s roadmap toward the future.
Specific committees also exist our body of employees. We within various functional business publicly report on initiatives to units (IT, Finance, Global Risk remove barriers and ensure equal AWARDS Management) to maintain local opportunities for all employees Thomson Reuters top 100 leadership accountability for and report on progress against most diverse and inclusive Diversity and Inclusion efforts targets for diverse groups in organizations globally for women, LGBT+, accessibility, the annual employment equity (as ranked by ethnic and multicultural groups. narrative report and corporate Thomson Reuters D&I index) social responsibility report. Leadership currently collects Employee Feedback feedback using the following Channels channels:
Our inclusion leadership In 2018, we launched a new team seeks to maintain open online internal collaboration and communication channels with engagement platform that allows
6 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Our Culture Survey was also introduced in 2018, to enable us to continue driving the Bank’s focus on performance orientation. The Culture Survey allows employees and leaders an opportunity to provide honest feedback and identify areas for improvement to strengthen our performance culture both individually and across business lines. The survey employees to more easily access ViewPoint, the Bank’s annual helps us to continue building and share information, providing employee engagement survey, an understanding of employee a forum for connecting, idea- enables Scotiabankers to provide sentiment over time, allowing sharing and support. We anonymous feedback to Bank us to align with our learnings have 77,000+ employees on management. In 2018, 73% of from ViewPoint. These insights the platform with a monthly Canadian employees participated inform our priority programs engagement rate of over 50%. in the survey. To address the and decision-making in support needs of distinct groups – men of our performance orientation 2018 was our first year using an vs. women, new hires vs. tenured, and culture. employee feedback system called age bands, regional/geographic, Employee Pulse. Employee Pulse level etc. – the Bank performs helps us improve the customer analysis of diverse segments of experience by examining it our workforce. through the eyes of our front-line employees. Unlike The Pulse for In 2018, we were proud to customers (our Net Promoter roll out enhancements to System, or NPS, that provides a me@scotiabank – a significant way to gather real-time feedback technological advancement from our customers), our for Human Resources. This Employee Pulse program is 100% online platform has become a confidential, which gives senior single streamlined place where management an honest employees and managers go and balanced view into the day- for Human Resources (HR) to-day successes and challenges information, content and inquiry of our frontline employees. support.
7 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusive Policies & Practices
Informed by our diverse leadership and ongoing consultation with employees throughout our organization, we maintain several policies and practices focused on enhancing inclusion at all levels of the Bank. We are committed to treating employees and job applicants fairly and equitably, building our leadership teams, maintaining a pipeline of diverse talent across Scotiabank teams, and creating an inclusive work environment that supports individual productivity, personal goals, dignity and self-respect.
Equal Pay As part of our regular review of women into more senior of the allocation of base salary roles. We recognize there are As part of our commitment adjustments, incentive awards and some areas within the Bank that to Diversity and Inclusion and individual performance for 2018, are less balanced on gender than discrimination-free decision we found a marginal difference others, and we have a number making, we regularly review in favour of women compared of programs in place to increase and analyze information relating to men (less than 5%). The Diversity and Inclusion across to gender and remuneration. proportion of employees receiving the Bank. A thorough review off our an incentive award was the same Canadian business was By strengthening our talent for both women and men. conducted in 2018 as part pipeline and ensuring all of our Human Rights strategy. We continue to provide line employees have equal access to managers with tools to support advancement opportunities, we In order to ensure a like-for-like bias-free decision making aim to build a high performing comparison, we reviewed total and continue our efforts in team and be recognized as a median remuneration by gender accelerating the advancement leader in business performance. for roles at the same level in
Canada. As the table below demonstrates, analysis found less than 5% variance predominantly Total median 12 as a result of demographic and Role11 Remuneration role differences. While this gap Women Relative to Men (%) may be small, we recognize that Vice Presidents, Senior Vice Presidents 98 we have more to do to close Management - Seasoned Professional 95 this gap. We remain committed Professional, Administrative & Operational 99 to ensuring our remuneration design and decision making is 11 To ensure a like-for-like comparison, all employees in full-time roles within Canada were included, excluding those in front-line sales or participating in specialized incentive plans. fair, transparent and based on 12 Total remuneration includes base salary, short-term incentives and long-term incentives performance in role. (where applicable).
8 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Diversity Recruiters manages a strong pipeline of quality candidates and In order to attract the very best continually follows up with our talent from the most diverse pool broader recruitment team for of candidates, we have various placement into roles outside of recruitment initiatives that serve partnership agreements. to make Scotiabank an attractive career destination for candidates Activation of employee initiatives who self-identify as diverse. As that engage Employee Resource a result of changes in how we Groups (ERGs) and other recruit and select talent, four key employee diversity networks talent segments – digital, women have proven an effective way in leadership, campus/early to promote opportunities and talent and retail – saw increases encourage diverse employees ignITe! Gender in representation. The Bank to apply for positions and refer Diversity by received awards related to each candidates from their networks. Recruiting of these four talent segments All opportunities can be accessed Top Talent and saw activation of targeted through the internal and external programs through online and career sites and vacancies are Scotiabank’s ignITe! Gender social media channels and posted for a minimum of six days Diversity program seeks to strategic community and campus internally. make us an attractive career outreach and partnerships. For more on recruiting activities destination for women in Partnership Agreements created and initiatives among specific technology. Information in 2017 continue to assist the groups of diversity candidates, Technology and Solutions Diversity recruitment team in please refer to individual sections International recruitment end-to-end hiring decisions. of this report. initiatives under the ignITe! Diversity recruitment also program contributed significantly to achieving the Bank’s diversity goals. By partnering and attending events like Grace Hopper Conference, Women Who A focus on Diversity and Inclusion is not only the right Code Event, Aviva Canada’s thing to do, it makes good business sense. We would never Ada Lovelace Day, our ignITe! suggest to our clients that they hold only one type of security program resulted in a 40% in their investment portfolio. Diversification is critical to increase in the number of ensure robust returns over the long run. We use the same women applicants and hires thinking when it comes to our teams: A portfolio of diverse in 2018. perspectives and experiences produces superior results for our organization.
– Global Head of Equities, Chair, GBM Diversity and Inclusion Global Steering Committee
9 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Wellbeing, Absences and Voluntary Leaves Active Treatment Plan: The physical, financial, social, Assists employees on short- or long-term disability to mental and emotional well-being return to health and productivity, both at work and at of our employees is crucial to home. the Bank’s organizational health. Scotiabank’s benefit plan provides Best Doctors: employees with flexibility to choose Access world-renowned specialists to confirm diagnosis the coverage that best meets their and treatment. overall health needs. Employees CAREpath: can also choose to use a well- Cancer Assistance by oncologists and oncology nurses being account for personal fitness and SeniorCare programs, providing resources and expense reimbursement, which support regarding the elder care gap. offers another way for employees to reach their wellness goals. Employee and Family Assistance Program: In 2018, Scotiabank invested Offers professional counseling, manager consultation, further in well-being, providing and a wide array of work-life services. increased annual coverage Health Assistance Program: amounts for Vision, Fertility Drugs, Offers telephonic coaching and support for health Massage Therapy, Physiotherapy matters. and other paramedical services for Canadian employees, Kids & Company: depending on the level of health Access to a guaranteed spot in a Kids & Co. affiliated option selected. Coverage for daycare with six months’ notice and access to backup Psychologists and Master of Social childcare. Work services was also expanded LifeSpeak: for all Canadian employees to be Instant access to expert advice and education to support covered up to $3,000 per plan year. employees and their families’ physical and mental Well-being programs offered health through videos, action plans and real-time expert by Scotiabank give employees interaction. a broad range of resources and tools to support overall Reflection Rooms: well-being. Quiet places for personal wellness needs: psychological, physical and spiritual.
WorkPerks: Discount ticket program that provides employees with a growing list of discounts and savings opportunities nationwide. AWARDS
Finalist, Mercer Award for Excellence in Diversity and Inclusion by the Canadian HR Awards 10 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Absences and Voluntary Raise a Concern Policy • Contact a human resources representative online or via Leaves As part of providing employees telephone. Scotiabank recognizes that with a positive work environment, employees may require time we encourage all employees • Seek support from the Staff off for personal, exceptional, to raise workplace concerns. Ombuds Office, which provides or unusual circumstances. The Bank provides employees anonymous assistance with They may choose a number with several options to address work-related issues when of absence provisions and concerns for discussion and employees are unsure about leaves, both paid and unpaid, resolution: using formal channels, need an impartial perspective to work to accommodate their need • Raise concerns directly with out a plan, or need a neutral for time away from work. a manager and/or supervisor, third party to facilitate difficult with an option to escalate to conversations. senior management directly.
The Way We Work (W3)
Scotiabank is committed to fostering an inclusive working environment that empowers all employees to succeed. The W3 Program represents an exciting step toward that aim, by introducing new, flexible working environments that effectively accommodate the needs and desires of today’s diverse workforce. Activity-Based Working (ABW) provides employees a flexible work environment with a variety of work stations for each activity they engage in during the day. Employees are equipped with the tools and technology that provide a high degree of mobility and connectivity within the workspace. State-of-the-art technology enables employees to remain effective even while working remotely, providing more choice and flexibility and resulting in greater employee satisfaction. In 2018, as part of Scotiabank’s overall learning strategy, over 2,500 employees received a total of 8,000 hours of training in preparation for their move to ABW. ABW empowers employees to better manage work, family and other lifestyle commitments, while respecting the needs of our customers. Employees are free to choose how, when, and where to work, allowing employees to tackle challenges as they arise so they can perform at their very best both personally and professionally.
I am truly proud to be a part of something that will change the future of Scotiabank. The Way We Work program brings Scotiabankers closer together, empowers employees and creates inclusive work environments that help to position Scotiabank as an employer of choice.
– VP Workplace Transformation
11 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Engagement, Education and Development
As we strive for equality, our employees must understand and believe in the value of inclusion. To this end, our ongoing engagement, education and development programs send a clear message to employees about the depth of our commitment to inclusion and its importance to the long-term success of our Bank. In addition to Policies and Procedures, we encourage our employees to learn, grow, and participate in our Bank’s journey toward inclusion in a variety of ways.
Employee Resource Groups Alliance, Scotiabank Women and conversations to raise awareness Scotiabank Young Professionals. of bullying and LGBT+ inclusion. We actively support Employee In 2018, we added two new ERGs, • Resource Groups (ERGs) – the Scotiabank Black Employees In partnership with Toronto grassroots initiatives that Network and Scotiabank Veterans Aboriginal Support Services amplify the voice of the Bank’s Network. Council, the Scotiabank diversity. ERGs span diverse Aboriginal Network ERG hosted gender identities, age, ability, Throughout the year, our ERGs Aboriginal Cultural Training: sexual orientation, and ethnicity, helped promote inclusion in a Creating Space for Authentic and are located across Canada variety of ways: Indigenous Inclusion. and in many other areas of our • Global Women’s groups • In 2015, Scotiabank Young global footprint. They promote celebrated International Professionals (SPY) Toronto affinity, encourage employee Women’s Day with a fireside organized the SYP Expo to development, and provide a source chat between Barb Mason, Chief introduce employees to different of knowledge and insight to help Human Resources Officer, and areas of the Bank and showcase better understand the needs of President and CEO Brian Porter, how Scotiabank is driving a high employees and customers. along with panel discussions with performance culture. Each year, Scotiabank now has 13 ERGs Scotiabank executives discussing this event provides attendees with chapters across our global gender inclusion. with information on various roles footprint, including, Scotiabank and their requirements, a sneak • Scotiabank Pride sponsored and Aboriginal Network, Scotiabank peek on a variety of exciting partnered with You Can Play to Caribbean Network, China Banking projects, a better understanding deliver an education program to Forum, Scotiabank DiversAbility, of department structures. It advance LGBT+ inclusive youth Scotiabank Intercultural Alliance, also provides a platform for and university hockey leagues. Scotiabank Hispanic Organization departments and employees to Global Pride ERG chapters for Leadership Association collaborate and network, allowing celebrated International Day (HOLA), Scotiabank Alliance them to expand the reach of of Pink by engaging employees for Mental Health, Scotiabank their existing networks. around the world in social media Pride, Scotiabank South Asian
12 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT 2018 Inclusion Days Scotiabankers currently recognize 10 international days and observances honored by the United Nations. These observances help build knowledge and understanding, initiate dialogue, motivate involvement and support the development of an inclusive work environment.
Black History International Global Pride Month World Mental International Day of Month Day of Pink National Indigenous Peoples Day Health Day Persons with Disabilities February April June October December
March May August November International Global Accessibility International Day of Remembrance Women’s Day Awareness Day Indigenous Peoples Week
Formal and Informal Learning Three courses designed to meet Bank’s internal global leadership the standards of the Accessibility development program. iLEAD At Scotiabank, ongoing learning for Ontarians with Disabilities Act provides skill building programs sets the stage to create, support, are required learning for all new and development tools to all and reinforce an inclusive culture. employees in Canada: Accessibility employees and is available in Scotiabankers gain the knowledge at Scotiabank, Customer English, French and Spanish. to better understand others’ Accessibility at Scotiabank and In 2017, the Bank created “An needs, perspectives and rights Workplace Safety and Inclusion. introduction to Unconscious by participating in learning Bias” course as part of the iLEAD programs about managing diverse In spring of 2018, Scotiabank program for all managers. More teams, improving cross-cultural introduced a mandatory than 4,000 employees and relationships and understanding Workplace Safety and Inclusion managers have participated. In the workplace diversity. eLearning module for all employees worldwide. The course participants explore the Every employee has access to course contains information on impact of unconscious bias in their programs that cover a variety of harassment, violence at work, day-to-day and how to mitigate topics: leadership, communication, accessibility, accommodation and disrupt it. The impact of bias customer service, business and and gender identity. According in recruitment is addressed in technical skills, and regulatory/ to feedback from employees the “Proven and Respected Team compliance. Courses are offered about the training, the layout Leader,” another iLEAD course, in-class or virtually (instructor-led) and scenario-based training was which was completed by 93% and online via a library comprised engaging and effective. Employees of the SVP+ audience in 2017 of thousands of e-learning courses, were asked about their confidence and is being rolled out to the VP videos, books and reference in implementing the learnings and population in 2018 and beyond. materials. The Bank’s policy-based the perceived value of the training. learning programs send a clear Employees reported that they message about the depth of our found value in the training and commitment to employment were confident they understood equity. All employees are required the messages relayed. to acknowledge and comply with the Scotiabank Code of Conduct Scotiabank’s objective to enhance AWARDS supplemented by annual training leadership depth and diversity on Integrity and Ethics. is supported by iLEAD – the One of the 50 Most Engaged Workplaces in Canada, according to Achievers 13 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of Women
We believe that diverse, inclusive teams are stronger, perform better and more accurately represent the needs of the customers and communities we serve. In order for everyone to succeed, we recognize that we must develop leaders who reflect the Bank’s diverse customers and employees.
Labour Market pipeline, including setting Scotiabank Availability aspirational targets at the overall Women 2018 (%) 2017 (%) (%) VP+ level and eliminating biases Overall 57.5 59.2 52.1 in the recruitment process. As part of our strategy, we also Senior management 37.5 38.0 27.6 Reputation identify top women talent at Middle management 45.6 47.0 39.4 Senior Manager and Director Professional 49.1 51.6 40.0 Level and deliver leadership development to support the advancement opportunities, we retention and advancement of can build the highest performing those employees. team and be recognized as a Demonstrating the Bank’s leader in business performance. Leadership commitment to gender inclusion, the Bank’s Gender Strategy Chairman and CEO have signed pledges of commitment in Our gender-specific inclusion Canada for the Catalyst Accord; strategy focuses on four key and the Canadian Chapter priorities: of The 30% Club – initiatives • Leader Commitment and that encourage corporations Accountability to increase representation of In recent years, we’ve intensified • Advance Inclusion women on boards of directors our focus on developing, and in executive positions. We are • Building and Retaining the promoting and recruiting the proud that Scotiabank is setting Talent Pipeline highest performing candidates the pace of change for business – regardless of gender – in order • Enrich External Reputation leadership. to secure the long-term success We enact this strategy through As of Dec. 31, 2018, 14 of our 16 of the Bank. By ensuring all various initiatives to drive the directors are independent and six employees have equal access to achievement of a strong talent of them (38%) are women.
14 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT The proportion of women were achieved by ensuring a in our organization in senior competitive (standard) hiring management positions (VP level process, limited executive or above) reached a record high referrals, increased women of 34% globally in 2018, a 9% interviewers and manager increase since 2013 when Brian coaching and support. The Bank Porter became President and achieved approximately 45% CEO. In 2018, we increased the women student hires in 2018 – percentage of women globally in a year over year increase of executive positions (1-2 reporting almost 13%. lines from the CEO) to 35%. We We are proud to offer formal and also increased the number of informal mentoring programs that international footprint. In Canada, women in senior management prepare and advance women for over 2,500 Scotiabankers are positions to 39% in Canada and senior leadership opportunities members of women’s groups. 21% outside of Canada. in the Bank. Mentoring supports ERG leaders come together the following objectives: building quarterly, as a Council of Chairs, a strong bench of extraordinary to share best practices and align leaders – prepare employees to with the Bank’s approach to successfully execute on the Bank’s inclusion. current and future business Fifteen active Women in strategy; driving a performance Leadership Groups also exist based culture – empower across Canada. Our regional and employees with the mindset, skills district grassroots committees and development tools to thrive inspire and support women in an inclusive high performance in Branch Banking to further environment; and creating greater develop their unique leadership cross-functional relationships – qualities and encourage them enable employees to expand their to pursue senior roles at the network by fostering relationships Bank. The groups, championed with individuals across the Bank. Recruitment and Employee by local women and men senior Development New in 2018, we introduced a leaders, offer resources and There was exceptional effort self-serve framework to help programs such as mentorship, in 2018 to support the drive consistency and focus in sponsorship, networking and advancement of women at mentoring relationships across information events and leadership the Bank and increase the the Bank. opportunities. representation of women at the IgnITe! Gender Diversity is an early career, senior management Women’s Networks and Information Technology & and executive levels. For example, Engagement Solutions (IT&S)-wide initiative campus recruitment progressed dedicated to educating and Approximately 30 women’s ERG with “Next Generation of Women” empowering women by chapters exist within Scotiabank initiatives that aim to hire 50% supporting their personal and in Canada and across our (or more) women leaders. Goals professional growth. IgnITe!
15 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT focuses on amplifying the the Inclusion Council. We also leaders, so we can become a message and value of gender hosted the Hon. Rona Ambrose valued partner in their success. diversity by enabling thought as a keynote speaker in honor We are committed to providing leadership, inclusive recruitment, of International Women’s Day. equal access to our full suite of development programs and Events were live webcast globally financing solutions. Through delivering events to attract talent with simultaneous Spanish mentorship sessions, participants and inspire change. translation. in the program will be given an The Parental Advisor Liaison (PAL) program is a voluntary, bespoke mentorship program offered by Scotiabank Global Banking and Markets targeted at expectant or new parents (i.e. mentees) to help ease their transition into parental leave. PAL provides a platform for advice and guidance as well as a means of staying connected while on leave. The program also provides mentees with support as they transition back to work. The Parental Advisor Liaison Program The Scotiabank Women opportunity to discuss real, has a retention rate of over Initiative topical business challenges and 95%. Scotiabank also offers complex business situations. In December 2018, we launched Through UnMentorship Boot Wellness rooms throughout our The Scotiabank Women Initiative, global operations to support Camps, we will “un-teach” a comprehensive program traditionally-held ideas about new mothers transitioning back that will advance women- to work. how to succeed. We want to led businesses in Canada by become the go-to bank for In 2018, various International providing access to capital, women business leaders and Women’s Day events occurred education and mentorship. combat the unconscious bias that throughout the Bank. Global Women-owned businesses prevents women from achieving Women’s groups celebrated with generate CAD$117 billion of their fullest potential. a fireside chat between Barb Canada’s economic activity and Mason, Chief Human Resources make up 16% of SMEs in Canada. Officer and President and CEO However, research shows that Community Partnerships Brian Porter along with panel obtaining access to financing Community partnerships discussions with Scotiabank often provides a major obstacle allow us to enrich our external executives discussing gender for many women-led businesses. reputation, exchange best inclusion. Discussion focused The Scotiabank Women Initiative Diversity and Inclusion practices on the Bank’s inclusion strategy will help us better understand and give us access to thought and other work being done by and support women business leadership, talent development
16 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT and leadership engagement. Scotiabank has developed strong external relationships and partnerships with Women of Influence, the Women’s Executive Network, The Art of Leadership for Women, Women’s Forum for the Economy and Society, Women in Capital Markets (WCM), LGBT in Capital Markets, Women United, Dress For Success, 100 Women in Finance and Catalyst Canada. In 2018, we continued our In 2018, these partnerships partnership with Ladies Learning enabled us to exercise our Code, a non-profit that seeks to AWARDS thought leadership through help more women and young the following engagements: people improve their digital and In 2018, the At the annual Art of Leadership computing skills. Our support Global Banking and Markets for Women conference/forum in is directed at the organization’s Diversity and Inclusion Office April, Scotiabank’s Chief Human “Girl Learning Code” program, was recognized by Resources Officer, Barb Mason, which teaches girls about topics Women in Capital Markets moderated a fireside chat with like HTML, CSS, 3D printing and with the Excellence in Malala Yousafzai. The event was hardware hacking. Innovation Award. attended by more than 2,500 This award honours those women and men ranging from who have approached External Collaborations high-school students to senior gender diversity with business leaders. Scotiabank is a leading an innovative lens and stakeholder in the Gender Along with Tangerine Bank, taken bold steps to improve Equality Leadership in the Scotiabank sponsored the Diversity and Inclusion. Canadian Private Sector project. Women Founders Accelerator This three-year project (2018- program from the DMZ at 2020) is led by Global Compact Ryerson University – a business Network Canada and the incubator for early-stage Department for Women and technology startups. The women- Gender Equality to engage the focused program was launched private sector as a responsible in February 2018 with the goal of accelerator to eliminate barriers fostering eight of Canada’s top faced by women in the workplace. early-stage women-led startups The project is informed by through an exclusive four month the United Nations Women’s acceleration and mentorship Empowerment Principles. experience.
17 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of Visible Minorities
As Canada’s International Bank, we are inherently diverse – which we view as a strength. We believe that diversity leads to a more inclusive, performance-oriented work environment. Growing and diversifying the pool of international employees who choose to work with us provides Scotiabank an opportunity to serve and develop ongoing relationships with a larger segment of new Canadians.
Labour Market for all prospective and current Scotiabank Availability employees – including Visible Visible Minorities 2018 (%) 2017 (%) (%) Minority candidates. Scotiabank Overall 24.1 26.7 30.5 continues to make efforts to help internationally trained individuals Senior management 18.8 17.3 11.5 Reputation prepare for employment in Middle management 29.8 30.2 17.6 Canada. Professional 27.1 31.1 35.5 Through the Seneca College Professional Services in international markets and cultural Financial Services program, differences. And our employees internationally-trained financial (many of whom share similar professionals are provided with experiences with the newcomer a bridge to working in Financial segment) are aware of the many services in Canada. The program challenges and hurdles that supports recruitment and immigrants face when settling mentorship of newcomers to into a new country. Canada, familiarizes them with recruitment processes and promotes mentorship. Recruitment and Employee Our partnerships with JVS Development Toronto and the Refugee Inclusion of Visible Minorities Attracting top talent from a Career Jump Start program helps equip us to better meet diverse pool of candidates support recruitment and the needs of our customers – the supports our performance culture mentorship of newcomers to core of our long-term strategic and helps make us stronger. We Canada. These programs help agenda. Our international outlook maintain recruiting initiatives develop relationships between helps us understand the needs of that serve to make Scotiabank prospective employees and the diverse Canadian population an attractive career destination Human Resources and lead to – we have a great appreciation of new skill development.
18 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT ERG members from Scotiabank find employment in Canada Caribbean Network and through the TRIEC Mentoring Scotiabank Black Employee Partnership. And our support for Network mentored students the Seneca College Professional through the University of Toronto Services in Financial Services IMANI Academic Mentorship Program provides a “bridge” for Program (IMANI). The program internationally trained financial advances the infinite potential professionals and supports of black youth in middle schools recruitment and mentorship and high schools through of newcomers to Canada. academic and social support. In 2018, Scotiabank supported Through IMANI, Scotiabankers the CPAC Foundation (formerly mentor university students, ERG-led Activities the Chinese Professionals who (in turn) mentor middle Association of Canada), a Several Employee Resource and high school students. not-for-profit organization Groups are taking actions to assisting internationally trained promote inclusion at the Bank. professionals gain recognition, For example: Community Partnerships cultural integration, career Scotiabank HOLA, the Hispanic By activating various partnerships advancement and civic Organization for Leadership focused on advancement engagement while helping Association ERG, hosted an event of Visible Minorities in the members integrate into and in Toronto in honor of Dia de la community, Scotiabank helps contribute to Canadian society. Hispanidad to celebrate Hispanic create a more inclusive workplace, culture. The event was webcasted enabling employees to come to globally and included a business work as their authentic self. For Multicultural Banking focused keynote presentation and example: One of the key goals for panel on the Bank’s Strategy in We sponsor CanPrep, a national Scotiabank’s Multicultural Banking LATAM Countries. pre-arrival employment Department is to study banking China Banking Forum advances preparation program delivered needs of our multicultural groups the professional development of by JVS Toronto in partnership in Canada and identify areas employees in Canada and Asia with TRIEC and other Canadian where we can better serve through structured mentoring community organizations. The this segment by building on and coaching programs. In program provides immigrants the products and services that 2018, we partnered with Ascend with timely preparation for a we provide. Canada to promote Diversity and successful integration into the For example, Scotiabank’s Inclusion and help Pan-Asian Canadian labour market and StartRight Program addresses leaders fulfill their potential by society. the banking needs of new leveraging community networks Since 2005, Scotiabankers have immigrants. Through StartRight, and providing programs and coached newcomers in the the Bank offers pre- and events that inspire and educate. skills required to successfully post-arrival account opening,
19 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT multilingual services, assistance in Many Scotiabank employees also understanding Canadian finances act as online mentors, facilitating and advice along their settlement interactive webinars for a journey. It is an extensive program potential immigrant workforce to help newcomers establish worldwide. For employees, a firm footing to reach their it provides a sense of pride AWARDS financial goals. knowing that their work provides One of 25 World’s newcomers with critical skills and Best Workplaces 2018 by the tools they need to succeed. Great Place to Work
Canada is a very multicultural country – and a large group of Canadians are immigrants. By helping new immigrants, especially in a country with a large immigrant population, we actually can help Canadian society improve in the future. We can fundamentally change these people’s life situations. My life is proof that the StartRight program works. My life was changed – and now I’m helping transform the lives of those around me.
– Financial Advisor, Kerrisdale, Vancouver, British Columbia
IMPACT STORY
Karen, a Scotiabank financial advisor in Vancouver, knows firsthand what life is like for new immigrants in Canada. She was born in China and came to Canada to finish high school and to pursue a better future. Since her parents couldn’t leave their jobs, she had to come alone. Like many immigrants to Canada, Karen found that she was having trouble managing her finances. Many newcomers struggle to afford necessities like accommodation or transportation because they lack a credit history. However, these same newcomers can have difficulty building credit because many lenders may be reluctant to extend loans to them without a credit history. Fortunately, Karen was introduced to Scotiabank’s StartRight program by another international student. Karen’s experience with Scotiabank and StartRight was a turning point in her life. She set up a bank account, learned how to use online banking, and started to build her credit. Based on her positive experience, Karen decided that she wanted to become a financial advisor after college to help other customers. Today, Karen uses her position to equip customers of Scotiabank from all walks of life for financial success.
20 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of Aboriginal Peoples
Aboriginal peoples, businesses and communities play an important role in the Canadian economy. Supporting their social and economic well-being is essential to enact the Bank’s long-term success and achievement of our Strategic Agenda. However, becoming more customer-focused requires that we become more inclusive. Only when we respect and appreciate Aboriginal individuals can we effectively understand and support their needs.
Labour Market Recruitment and Employee Scotiabank Availability Development Aboriginal 2018 (%) 2017 (%) (%) In order to develop and maintain
Reputation Overall 0.9 1.1 2.3 a pipeline of top talent and foster our high performance culture, we seek to recruit and develop As part of our ongoing plan Cultural Competency curriculum the very best candidates from to build a better Bank, we’ve to introduce Scotiabankers to the all backgrounds and walks of life. launched several initiatives to various cultures, histories and In 2018, we sought to enable bolster inclusion of Aboriginal traditions of Aboriginal peoples. more Aboriginal candidates and peoples over the years – and And while business growth employees to succeed at the these efforts are paying should be attributed to a number Bank through a variety of efforts. dividends. Decades ago, of internal and external factors, Through our Mentorship Circle Scotiabank became the first our inclusive business practices program, new Aboriginal Canadian bank to open a branch helped contribute to 10% growth employees are paired with senior on a reserve. In 2018, Scotiabank in Aboriginal customer base Aboriginal Scotiabankers to was awarded the prestigious in 2018. receive career advice. “Gold Level” for Progressive Additionally, in 2018, Scotiabank Diversity recruiters manage Aboriginal Relations from the was the only financial institution a strong pipeline of quality Canadian Council for Aboriginal to be invited to a Federal candidates and continually Business for the third year in Government discussion on follow up with our broader a row, a demonstration of our Indigenous procurement and recruitment team for placement sustained leadership in Aboriginal entrepreneurship prior to the into roles outside of partnership relations and commitment release of the 2018 budget and agreements. Diversity recruiters to working with Aboriginal to join the Canadian Chamber of maintain regular contact with communities and businesses. Commerce Indigenous/corporate community agencies and As well, in 2018, we initiated the Engagement Task Force. Aboriginal Financial Services schools across Canada to
21 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT promote opportunities at the cultures and outstanding Bank and help add candidates contributions of our First to our pipeline of talent. Nations, Inuit and Métis peoples. Diversity recruiters develop In partnership with Toronto relationships with partners, Aboriginal Support Services academic institutions and Council, SAN also hosted communities in an effort to Aboriginal Cultural Training increase Aboriginal hiring and entitled Creating Space for retention. In 2018, recruiters Authentic Indigenous Inclusion attended several Aboriginal in the The Gord Downie & job fairs, which resulted in new Chanie Wenjack Legacy Room hires. Diversity recruiters formed in our Toronto Headquarters. new internal partnerships to Gord Downie & Chanie Wenjack In July 2018, we also became attract experienced Aboriginal Legacy Rooms are spaces where an official partner with candidates within Scotiabank’s non-Indigenous and Indigenous Our Children’s Medicine. Commercial Banking and Wealth people can talk together about Our Children’s Medicine’s Management business units for their different experiences and platform bridges the gaps opportunities within the Bank. further the aim of reconciliation. between Indigenous job seekers, We committed our support with Canadian businesses and ERG-led Activities the construction of the Legacy nonprofit agencies to eliminate Room in 2017. barriers to employment. Our Scotiabank Aboriginal It leverages the HigherMe Network (SAN) Employee assessment-based hiring Resource Group spearheads Community Partnerships platform. Since launching the several activities to enhance We support a large number partnership, we were able to inclusion at the Bank. For of community partnerships see almost 300 candidates and example: dedicated to improving inclusion hire eighteen new Scotiabank New Aboriginal employees are of Aboriginal peoples in employees. welcomed and encouraged to communities outside of our We’re also partnering with AFOA join SAN upon starting work at Bank. For example: (Aboriginal Financial Officers the Bank. An email introduction Our sponsorship of the Young Association) to improve the is sent to the new employee from Entrepreneurs Symposium financial wellness of Indigenous the President of the SAN ERG. (YES) brings young Indigenous communities. Together with For the third year in a row, SAN Entrepreneurs and entrepreneurs- AFOA, we have developed celebrated Canadian National to-be together with business and implemented Indigenous Indigenous Day in Scotia Plaza leaders and role models to help Financial Literacy and Education in downtown Toronto. The foster the skills, knowledge and Training in four pilot communities celebration included cultural networks they need to be the that aim to: performances by First Nations business leaders of tomorrow. • Increase First Nations access to youth to recognize and celebrate The symposium took place in banking and banking services their unique heritage, diverse late November 2018.
22 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT • Empower First Nations in In 2018, these funds were used 62% of students who were focus communities with better to create and deliver teacher interviewed about the program financial decision making training and support student indicated that they were strongly capabilities by developing skills mental health, confidence and interested in green careers. and confidence to achieve financial literacy. Each year, Through Aboriginal Financial financial wellness Connected North programs reach Services retail managers • Decrease number of unbanked over 9,500 students in more than and commercial relationship First Nations in these 40 schools across five provinces managers have been presenting communities and three territories. the Aboriginal Financial • Build better relations with We believe in promoting the Literacy Toolkit to First Nation Indigenous communities in infinite potential of all youth, communities interested in all regions of Canada so we proudly serve as the learning more about banking National Youth sponsor of and financial products. The By the end of 2019, we intend Relay Education, who works Toolkit is tailored to meet specific to prepare a report and make with First Nations, Inuit and educational needs of each recommendations to expand the Métis communities to co-develop community. training to 27 Aboriginal-focused tailored education and skills branches. building programs. For example, Since 2015, we have supported the organization’s Green Collars TakingITGlobal and CISCO with Careers program connects youth their Connected North Program, with career-focused skills related providing virtual education to to renewable energy. In 2018, students in remote Indigenous Relay provided 4,413 youth with AWARDS communities across Canada. career exploration opportunities Progressive Aboriginal To date, Scotiabank has donated and delivered 187 workshops Relations – Gold Level $80,000 in support of Connected across Canada. A few months (Canadian Council for North Program. after the program’s conclusion, Aboriginal Business 2018)
Aboriginal communities and businesses make essential contributions to the growth of the Canadian economy. Scotiabank will continue to support these communities and businesses as they evolve. Our goal is to work in partnership with Aboriginal peoples to help each community achieve its vision for the generations to follow, while creating an inclusive environment for Aboriginal peoples at Scotiabank.
– National Director, Aboriginal Financial Services
23 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of People with Disabilities
People with disabilities often bring unique perspectives, empathy and insights to business challenges – and they absolutely help make our organization stronger. As we seek to build a workplace that upholds the value of inclusion, we strive to create opportunities for success for people of all abilities.
Labour Market Diversity Recruitment Consultant Scotiabank Availability participated in several disability- People with focused career events, allowing 2018 (%) 2017 (%) (%) disabilities us to add several candidates Overall 3.4 3.7 9.5 with disabilities to our pipeline of
Reputation Senior and middle talent. When attending disability 3.3 3.6 5.0 management awareness/career events, the Professional 2.9 3.2 8.9 recruiter invites Scotiabankers business leaders and hiring Accessibility and development, coaching and managers to attend. Accommodation training processes. Ryerson Career Builder is a newly The Bank’s Accessibility Plan created program which aims to adopted accessibility standards Recruitment and Employee create opportunities for equity similar to the Accessibility for Development seeking groups of students – Ontarians with Disabilities Act including students with disabilities As part of our effort to enhance (AODA). Policies reflect the – by teaching them new skill sets inclusion, we recruit talent commitment to supporting and helping them prepare to enter among people of all abilities. employees who have disabilities the job market. As part of this We have one dedicated Diversity by putting an accommodation program, our Diversity Recruitment Recruitment Consultant plan in place, which may include Consultant participated in the whose primary focus is on assistive technologies, resources Resume Workshop and connected the recruitment of Persons and flexible work arrangements, with all candidates at the end of with Disabilities in Canada. as required. In 2018, we provided the program to provide guidance, The consultant develops staff in the Employee Technical coaching and showcase their relationships with partners, Assistance Centre with training profiles with applicable recruiters/ academic institutions, and so they could better support hiring managers. The event communities in an effort to employees who use assistive resulted in two hires into internship promote opportunities at the technology. Accommodation positions and three students Bank and help add candidates to is embedded within all career added to our pipeline for future our pipeline of talent. In 2018, our opportunities.
24 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Digital Accessibility Scotiabank’s Digital Factory has embarked on a journey to learn, understand and embrace an inclusive design culture. Scotiabank’s Digital Accessibility team was incorporated into the Design Community of Practice at the Scotiabank Digital Factory. Equipped with a WCAG 2.0-compliant design system, the teams building new In 2018, we sponsored and ERG-led Activities digital customer experiences – participated in Dolphin Digital In December 2018, we celebrated including the new Scotiabank Disabilities Mentoring Day, which the International Day of Awareness mobile banking app and the ABM seeks to build awareness and for People with Disabilities across redesign – are empowered to put dispel misconceptions about our entire Bank. In observance, we accessibility and inclusion at the hiring people with Disabilities. launched an internal campaign forefront of user experience. Dolphin Disabilities Mentoring with Scotiabank DiversAbility Day utilizes technology to help All new hires at Scotiabank ERG Executive Champion sharing bridge the talent, communication Digital Factory participate in an a video blog on the importance and knowledge gaps between accessibility onboarding session. A of understanding the needs of business, employment and digital accessibility curriculum with customers with disabilities when community supports and persons role-specific guidance and training building technology products with disabilities. This year, the is also underway. Throughout and services. The video blog also event saw 757 registrations, 2018, over 600 people attended discussed the diverse perspectives 239 mentoring matches and digital accessibility awareness or that persons with disabilities 139 participating businesses training sessions. bring into the organization. The across Canada. DiversAbility ERG raises the voice of We continue to invest in people with disabilities at the Bank, accessibility and, in 2018, hired working to educate others, influence two additional people with change and promote accessibility. expertise in instructional design
2018 Disability Recruitment events:
George Brown College: Campus Work in Progress Information Session Empower Spectrum Conference Epilepsy Dolphin Digital Disabilities McGill Works Toronto Mentoring Day JOIN Conference January April June October December
February May September November Ryerson Career Humber College: York University: Campus Centre for Addiction Builder Resume Transition to Information Session and Mental Health Workshop Work Job Fair
25 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT and in digital accessibility. We work done by the Digital momentum has been built in also established an Empathy Lab Accessibility team, but also small creating a culture of inclusive where customers with disabilities ways every Scotiabanker can design across all the Bank’s teams, participate in usability testing and prioritize accessibility. and in laying a foundation for provide feedback to improve the dramatically improved customer accessibility of our digital products experiences in the months ahead. Community Partnerships and services. Through in-home Through our support of the Rick ethnographies and usability testing The Digital Factory worked closely Hansen Foundation, Scotiabank in our Empathy Lab, we invited with the Canadian National has helped provide educators and customers with disabilities to share Institute for the Blind (CNIB) and a students with a comprehensive insights and provide feedback on Scotiabank branch at Yonge and set of free, bilingual resources the design of our digital products. St. Clair in Toronto to pilot Blind designed to increase disability On Valentine’s Day, teams across Square, a system that uses locator awareness, accessibility, and Digital Banking came together to beacons to guide blind customers. inclusion. The program aims learn how we’re making things The Bank also partnered with to raise awareness and change all people will love. With talks Simply Accessible to pilot attitudes about accessibility and and interactive workshops, we an approach for embedding inclusion, and empower young dug beneath the buzzwords to accessibility into our agile software people to take action on issues highlight not only the amazing development process. Significant that matter to them.
IMPACT STORY
As a new student at William Berczy Public school, then-12-year-old Benjamin experienced the challenge of making new friends and the desire to feel included. When his teacher assigned an accessible playground project, Benjamin was inspired by his experience and what he’d learned in class to create something truly inclusive. Benjamin decided to design an “accessible glider” so that students who use wheelchairs could also enjoy barrier-free access to play. The innovative and inclusive design impressed his teacher, and motivated her and other members of the school’s staff to further explore the Rick Hansen Foundation School Program resources to increase accessibility and inclusion in their community. Benjamin’s project continues to be a positive influence since it inspired the creation of a “Buddy Bench” – a safe place where students can go to connect with their peers and make new friends. Through our partnership with the Rick Hansen Foundation, we are helping enable Student Difference Makers like Benjamin to create an inclusive future where everyone has equal access to the areas where we live, work, learn and play.
Ensuring diversity in the recruitment process made it possible for me to showcase my skills and abilities…after all, there are abilities in disabilities. It is true that outstanding people do stand out. Diversity and Inclusion unleashes, most times, untapped opportunity for business growth. I am happy to be a team member for a great organization.
– Scotiabank Small Business Advisor
26 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of LGBT+ Communities
Scotiabank is committed to fostering an inclusive environment for employees and customers who are members of LGBT+ communities around the world. We believe that diverse opinions, backgrounds and perspectives make us stronger and more adaptable for the long term – so we seek to advance inclusion of sexual orientation, gender identity or gender expression, for people who identify as lesbian, gay, bisexual, two-spirit, trans or allies.
We recognize that LGBT+ Recruitment and Employee an opportunity to build inclusion looks different around Development professional connections. the world. We aim to lead and Scotiabank Pride in Canada also foster safe spaces for LGBT+ To develop and maintain a sponsors the Start Proud, Out employees and customers, driving pipeline of top talent and on Bay Street Conference, which change in the communities in reinforce our culture of high connects top LGBT+ talent from which we operate and champion performance, we seek to recruit across Canada to access careers equal rights from the inside out. and develop top candidates in financial service. We prioritizes LGBT+ inclusion for from all walks of life. We actively Diversity recruiters present employees and customers and partner with groups such as at a range of LGBT+ focused encourage everyone to be their Rotman Commerce Pride networking sessions, conferences authentic selves and reach their Alliance (RCPA), LGBT in Capital and partner events. 2018 saw full potential. Markets to help us identify top talent and provide development more than 10 such events. In 2018, we launched a global opportunities for LGBT+ students. resource hub, gender identity and gender expression toolkit We support a number of and training program to advance partnerships and events that the inclusion of gender identity seek LGBT+ candidates to the Bank. For example, in 2018, and gender expression. Inclusive AWARDS gender markers were built into Scotiabank’s Global Banking and Markets (GBM) division hosted enterprise-wide HR systems. We Scotiabank ranked 8th and sponsored Reconnect – also implemented mandatory out of 30+ top Canadian an annual networking event employee training that addresses employers in Pride at Work that provides LGBT+ and important issues of harassment Canada’s Inclusion Index. and the inclusion of gender ally individuals from Rotman identity. Commerce Pride Alliance with
27 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Scotiabank Pride In 2018, John spoke publicly and candidly at various client and Scotiabank Pride is one of the employee engagements about largest and most global of the the Bank’s global commitment AWARDS Bank’s 13 Employee Resource to LGBT+ inclusion, including Scotiabank ranked 8th Groups, with chapters across appearances on Business News out of 30+ top Canadian Canada, Mexico, Costa Rica Network. and Panama. The Pride ERG employers in Pride at Work has recently expanded to other Globally, Scotiabank celebrates Canada’s Inclusion Index. geographies, including, Chile, June as the global month for Colombia, Dominican Republic, Pride/LGBT+ inclusion. We Peru, Puerto Rico, Uruguay, Asia celebrated pride month in a and the USA. Chairs and leaders number of ways, including Rico, US Virgin Islands and of these chapters meet quarterly raising pride and trans flags Canada. We also observe the as a Global Council of Chairs to at corporate headquarters in International Day of Pink to advance the Bank’s Diversity and Mexico, Uruguay, Costa Rica, challenge all forms of bullying Inclusion priorities. Peru and across Canada. We and advance LGBT+ inclusive also enacted a Global Pride environments for youth and The global LGBT+ Council of marketing campaign that support their infinite potential. Chairs includes over 35 ERG featured LGBT+ Scotiabankers leaders from around the world. and allies from across the Bank’s The Council is championed by global footprint, including Executive Champion John Doig, Mexico, Colombia, Uruguay, Scotiabank’s Executive Vice Costa Rica, Chile, Peru, Puerto President, Retail Distribution.
28 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT ERG-led Activities
In 2018, the Scotiabank Pride Canada ERG hosted various events to advance LGBT inclusion, Including:
In January 2018, Scotiabank Pride Canada facilitated a global LGBT+ inclusion forum that was webcast internationally. The forum featured Olympic athlete Chris Mosier, the first trans athlete to compete for the Community Partnerships for recruitment and provide United States, exploring high development opportunities and performance culture in sport and Scotiabank is committed to support for LGBT+ students. the workplace. LGBT+ inclusion in the workplace and in the communities wherever In 2018, Scotiabank activated In April, Scotiabank Pride Canada we operate. This commitment external partnerships to advance advanced a global celebration is the driving force behind the the infinite potential of LGBT+ of International Day of Pink, Bank’s support for many LGBT+ youth. We provided financial hosting LGBT+ young people for organizations globally, such as: guidance during the Canadian a roundtable, exploring LGBT+ Gay and Lesbian Chamber of inclusive customer service and Scotiabank Global Banking and Commerce Youth Entrepreneur environments. In May, Scotiabank Markets is a founding partner Program; mentorship during the was also the sponsor and host of LGBT in Capital Markets, a Ryerson Career Builder Program; of the national Pride at Work not-for-profit organization that support for LGBT+ students Canada workplace inclusion supports and advances LGBT+ to advance careers in financial summit with over 200 attendees. individuals in the capital markets services during Start Proud’s Out industry. The Head of the Bank’s on Bay Street Conference; and In September, Scotiabank Pride GBM Diversity and Inclusion sponsorship of inclusive hockey Canada sponsored the Start Office sits on the Board for this and recreation environments in Proud, Out on Bay Street organization. Our Global Banking partnership with You Can Play Conference, supporting top and Markets division partners and The 519. LGBT+ talent from across Canada with LGBT in Capital Markets and and connecting them with access the Rotman Commerce Pride to careers in financial services. Alliance to help identify top talent
29 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT IMPACT STORY
On National Coming Out Day in October 2018, But while I had a small community of online Scotiabank Employees shared their personal friends that I trusted, I had to come out to my coming out stories to advance LGBT+ inclusion larger group of friends, as well as my family. at the Bank. “My friends began using my new first name “I am a Customer Service Officer at the when I chose it and I felt embraced in their Halifax Customer Contact Centre. I am also presence. My family took longer, having a transgender woman and have been out to concerns about physical violence against me myself since February of 2011. I was in high as a transgender person, eventually came school, and prior to that I lived a life of teen around as they saw the world was more angst and frustration from years of bullying accepting to my existence. due to being a target for my more ecstatic I had fears of being accepted as myself. For and femininely characteristic personality. I the first few years it was a slow process for let this ‘shield’ down in the privacy of friends me to present outwardly feminine. But after in an online game, and as time went on and I seven years since reaching into the void and became noticeably happier through my female going back to that happy child with a fire in avatar, one of my friends posed the question, their eyes, I can safely say coming out not ‘Could it be possible that you’re trans?’ only allowed me to be more of ‘myself’ but “About two weeks of reflection and rampant definitely a lot happier in my life. denial later, I began to accept that I was indeed “To anyone who is questioning their gender happier being able to be a more feminine identity, go forth and explore it.” person than what had been given to me in life.
On August 10th, I left the office. Ten days later, on Aug 20th, Tamara stepped through the doors of 1 Adelaide for the very first time. The months following have been the most incredible of my life.
The most difficult decision of this journey goes back years, but this latest chapter in my transition to Tamara was the most unpredictable and scariest step.
The ease of my transition and the total acceptance by the hundreds of people I work and interact with would not have been possible without your invaluable effort and support.
– Scotiabank Delivery Manager Specialist for Global Wealth Management Systems
30 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT Inclusion of Veterans
Veterans make our Bank stronger. Their willingness to sacrifice and serve others inspires us – as service is a fundamental part of how we are Building A Better Bank. We seek to advance inclusion of Veterans and Reservists by providing them with opportunities for success; creating awareness and employee engagement for them; and partnering with organizations who give back to those who serve.
Recruitment and Employee ERG-led Activities Community Partnerships Development In 2018, we celebrated 100 years We seek to develop and support We actively seek to be an since the Armistice and activated partnerships that give back to attractive career destination Remembrance Week 2018. Veterans and their families and for Veterans and Reservists, as As part of the observance, we raise support for those who serve. recruiting and developing top shared profiles of nine Scotiabank For example: candidates helps us maintain Heroes who left the Bank to We proudly partner with other our performance culture and participate in World War I and private-sector business leaders helps us ensure that we have a held a commemorative ceremony through the Veterans Affairs pipeline of top talent. In 2018, we downtown in partnership with the Canada and Canadian Armed participated in a Career Fair for Royal Canadian Military Institute to Forces Transition Group. This Reservists in the Greater Montreal remember those brave individuals veteran-friendly employer area. Over 200 Reservists who were lost at war. consortium gives private-sector attended and we connected The launch of the Scotiabank leaders a regular quarterly directly with over 100 of them. Veterans Network and opportunity to discuss best In 2018, we also launched the Remembrance Day activities practices, provide input and Scotiabank Veterans Network – reached thousands of customers shape strategy for Veteran a Scotiabank-sponsored Employee and employees throughout transition and hiring. Resource Group that seeks to Canada, with more than 2,200 In 2018, we created a new create a community that supports views, shares, likes and comments partnership with the Military current and former military on internal and external brand Family Resource Centre to provide personnel within the Bank and channels. three scholarships for Veterans provides a forum for networking, and their children to support training and the advancement of Undergraduate level studies. this diverse group.
31 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT for ill and injured military personnel. The event raised over $1.3 million dollars to fund programs to aid ill and injured Veterans. We are also partnered with the Treble Victor Organization (3V) whose mandate is to enable veterans to achieve full potential in the marketplace. Senior Vice President Investor relations Phil Through our continued support for soldier participants and Smith will represent Scotiabank of True Patriot Love’s Expedition raise critical funds for programs as the keynote speaker at the Series, civilian business leaders that directly support Veterans’ 3V annual mess dinner in June are paired with members of the transition. 2019. The Scotiabank/3V partnership creates another Canadian Armed Forces. The In November 2018, Scotiabank channel for Veterans to learn program highlights the challenges came together with other business about opportunities at Scotiabank of Veterans’ transition to civilian leaders to support the annual and its emphasis on diversity and life in order to reduce the stigma True Patriot Love Gala. Scotiabank inclusion as a core value. of mental health issues, encourage participation supported programs more mentorship opportunities
Through connecting with members of the Scotiabank’s Veterans Network ERG and the Veteran’s ERG, and through conversations with Veterans about their positive experiences and pride in their work as Scotiabankers, I came to understand the strong fit that military members have with the team focused, coaching oriented and merit-based work environment that characterizes Scotiabank. Knowing that Scotiabank valued the skills that I could bring really helped attract me to the Bank and gave me the confidence I needed to prepare for interviews.
– Senior Manager, Global Operations
32 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT The future of Inclusion
As Canada’s global bank, we believe that inclusion of diverse perspectives allows us to better understand and serve our customers around the world. We believe that inclusion plays an essential role in helping attract top talent, making Scotiabank a global employer of choice.
At Scotiabank, we believe As we look into the future, we Many changes and challenges in the value of inclusion. are excited by what lies ahead. face our Bank. While we In 2019, we plan to launch the absolutely agree that inclusion While we are excited by the Bank’s new inclusion framework, helps our Bank be a force for progress we have made and the administer a global diversity good, we also believe that it can milestones highlighted in this census, implement global help us prepare for what’s ahead. report, we understand that we will mandatory conscious inclusion When individuals are respected always have more work to do in training, update our human for who they are and differences this area. Inclusion is not a fixed rights statement to increase and similarities are embraced, all destination, and we won’t ever emphasis on indigenous peoples parties are enabled to reach their “arrive.” As the world changes, and roll out a comprehensive fullest potential – including our we will need to constantly adapt curriculum for employees on Bank. Inclusion is more than the to address new expectations the histories, cultures and right thing to do – it also makes and demands on our business. traditions of Indigenous peoples. good business sense. To continue to advance inclusion, Individually, each of these actions And ultimately, we believe it will our Bank will need to: are noteworthy – but together sustain us. • ensure all Scotiabankers feel they represent an important next respected and valued as step, as we move toward greater individuals inclusion. • disrupt unconscious bias by changing mindsets, actions, 2018 Sustainable Business Report and processes Sustainable Business page • grow and diversify talent scotiabank.com/diversityandinclusion scotiabank.com/accessibility and engage employees in a Relevant links: performance-oriented culture scotiabank.com/proud scotiabank.com/aboriginaltalent • strengthen our talent pipeline scotiabank.com/accessyourcareer and provide equal access to scotiabank.com/newcomers advancement opportunities
33 | 2018 EMPLOYMENT EQUITY NARRATIVE REPORT ® Registered trademark of The Bank of Nova Scotia. ™ Trademark of The Bank of Nova Scotia.