A purpose-driven and inclusive culture

Working at UPP means working toward a secure and sustainable future for our members. Together, our talented people are creating a purpose-driven and inclusive workplace — for one another and the world around us. It’s why Equity, Diversity, Inclusion, and Reconciliation, and Leaning Into ESG are bedrocks of both our organizational strategy and intentional culture.

Equity, Diversity, Inclusion, and Reconciliation at UPP

EDIR is the umbrella term for the programs, policies, strategies, and practices underpinning our mission to create and sustain a diverse, equitable, and inclusive environment – no matter anyone’s ethnicity; sexual orientation; gender identity; physical, cognitive, or mental ability; religion; age; marital status; socioeconomic status; national origin; or other identities.

EDIR is not just a core value at UPP; it’s a business imperative. Diverse teams, perspectives, and lived experiences contribute to better decisions and a better workplace. Our EDIR program and three-year roadmap are the blueprints for our inclusive, respectful working environment and our way of honouring the Truth and Reconciliation Commission’s Call to Action #92.

Truth and Reconciliation Commission’s Call to Action #92: We call upon the corporate sector in Canada to adopt the United Nations Declaration on the Rights of Indigenous Peoples as a reconciliation framework and to apply its principles, norms, and standards to corporate policy and core operational activities involving Indigenous peoples and their lands and resources.
We believe in the power of bringing our whole selves to work and will work tirelessly to create a diverse, inclusive, and equitable organization where all voices are heard and all employees are embraced with dignity and respect.

EDI and Reconciliation strategic objectives

Make everyone accountable

Establish EDIR as an essential element in individual goal-setting and the Board evaluation scorecard, set UPP’s leadership pledge.

Build team diversity

Define EDIR together and create individual accountability, introduce selfidentification to measure and enhance diversity representation, invest in internships and next-gen programs targeting underrepresented groups, establish partnerships with organizations to help diversify candidate pools.

Equip and promote inclusive leadership

Embed inclusive leadership behaviours in performance management, create feedback and dialogue mechanisms and act on outcomes, include equity and inclusion in Board and leadership development programming.

Create an equitable, bias-free, and inclusive culture

Position EDIR as a cornerstone of our people programs and policies, including all recruitment, onboarding, integration, promotion, and pay practices

Leverage EDIR to enhance performance

Invest in diversely owned funds, develop an inclusive procurement policy and approach, and create an executive-sponsored employee resource group.

What success looks like

Learn more about how we work


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