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IO Releases First Annual EDI Report

IO EDI Report Cover

Earlier this year, the Equity, Diversity and Inclusion (EDI) Office at IO released its first annual EDI Report. The Report is designed to reflect on the progress IO has made against our commitment to intentionally prioritize equity of access, experience, and outcomes for our IO employees and with our partners, to promote a sense of belonging that represents and reflects the needs of the communities we serve. The Report highlights the successes we celebrate, but also identifies opportunities for continued work and improvement. Please view the full report here.

Two years ago, IO accelerated its EDI journey through the construction and implementation of our first long-term EDI strategy. The strategy was crafted to inspire a sustained sense of belonging, redesign systems and drive accountability through our people, partners and the wider industry ecosystem. Our EDI strategy is grounded in eight areas of work, and we encourage you to read the full report to learn about the important work IO has undertaken in each area. Some highlights include:


  • Built an EDI department comprised of two distinct but equally important teams: Indigenous Relations Team and Inclusion Team


  • Hosted cultural leaders to share their life experiences, knowledge and humour, including Indigenous Elders who recognized the equinoxes and solstices in 2022, and shared the ways in which we can all prepare for the change of seasons physically, mentally, emotionally, and spiritually.
  • Provided an opportunity for colleagues to attend a virtual tour of the Woodland Cultural Centre, formerly the Mohawk Institute Residential School, which included viewing the facilities and hearing survivor testimony, in recognition of National Day of Truth and Reconciliation.
  • Welcomed Holocaust survivor Nathan Leipciger, who shared his experiences of living through the Nazi invasion of Poland.


  • Reviewed IO’s Talent Acquisition Strategy and proposed several measures to enhance the diversity of the talent pool at IO and build an inclusive talent pipeline. This included recruitment targets for priority groups and attending recruiting summits hosted by and for equity-deserving groups, among others.
  • Launched the EDI Learning Journey for individual contributors.


  • Conducted a training sessions tailored for our Board of Directors to support the ongoing prioritization and investment in equity, diversity and inclusion.
  • Initiated the EDI Leaders Learning Journey, a mandatory series of training sessions geared specifically for people leaders.

Community & Culture:

  • Introduced 7 Employee Resource Groups to serve as cultural collectives at IO to support the building of awareness, drive allyship, and create a safe and open forum for employees to meet and support one another in building community and belonging.
  • Created a network of Inclusion Ambassadors to function as extensions of the EDI office and build awareness across the organization and within teams of key EDI initiatives.

Process & Policies:

  • Developed resources to support a more inclusive approach to day-to-day work through our Inclusive Meeting Guide, Inclusive Email Guide, as well as the introduction of “Guidelines for Discussing Racism” to support colleagues through their learning journeys and provide best practices for discussing racism and help build resiliency in having conversations about race.
  • Released IO’s first-ever Request for Standing Offer (RFSO) for EDI to support our intention to improve processes, policies, education, and accessibility on issues around racism and systemic barriers that exist for equity-deserving groups in Canada.

Networks & Partnerships:

  • Activated IO’s first Indigenous Engagement Roadmap to ensure that IO purposefully prioritizes equity of access and outcomes for Indigenous Communities with our partners, and to promote opportunities that reflect the current and future needs and capabilities of all Indigenous communities.

EDI Data & Measurement:

  • Launched the “Count Me In” survey to better understand employee experiences through individual and unique dimensions. The survey also enabled IO to identify, understand and mitigate unfair bias within processes and policies, and to identify and monitor those systems that do not promote equity and inclusion.

We recognize that much of the progress we have made is through treating EDI as a business imperative across all our operations. And while we’re proud of the significant strides our organization has taken over the past two years, we know that our work is not done. We look forward to sharing updates on an annual basis, as we continue to deepen our commitment to progress for our colleagues, our partners and the communities we serve.