Abstract

The case describes the various initiatives taken by Enbridge, a Canadian energy company, to create a diverse and inclusive culture where employees would feel good coming to work, collaborate across teams, and be successful and grow their careers. The case first touches upon the main goals of the D&I strategy put in place at Enbridge. It then describes how Enbridge decided to encourage its employee community through various initiatives that included activities, education, and networking using employee resource groups (ERGs) that promoted understanding and support for historically underrepresented indigenous populations in Canada. Enbridge created the first employee resource group Women@Enbridge in 2005. Other popular ERGs were FEMINEN (FEMales IN ENgineering), CARES (Caregivers, Allies, Resources Education Support), EDGE (Ethnically Diverse Group of Employees), and Indigenous Employee Resource Group (IERG). To promote ethnic and racial minorities in the workplace, Enbridge partnered with various DEI advocacy groups. The case then focuses on the creation and utilization of a Diversity Dashboard that offered various benefits to the company. Enbridge also launched an online learning module that explored the impact of racial injustice and how employees could serve as allies.

Learning Objectives

The case is structured to achieve the following Learning Objectives:

• Recognize the need for companies to address the rights of Indigenous communities as part of Inclusion
• Describe ERGs and their contribution to Diversity and Inclusion initiatives
• Examine the role of diversity dashboards in increasing gender representation

Keywords

Diversity & Inclusion; Employee Engagement; Organizational Culture; Growth Strategy; Gender and Diversity Management; Managing Workplace Diversity; Organizational Culture; HRTEch; Diversity Dashboard; Employee Resource Group