Enbridge: A Diversity, Equity & Inclusion (DEI) Leader in the Energy Industry
| Case Code: HROB257 Case Length: 11 Pages Period: 2012-2022 Pub Date: 2024 Teaching Note: Available |
Price: Rs.300 Organization: Enbridge Inc. Industry: Energy Countries: Canada Themes: Diversity and Inclusion, Workplace Diversity, Reporting & Dashboards,Organizational Culture |
Abstract Case Intro 1 Case Intro 2 Excerpts
Excerpts
Employee Resource Groups (ERG)
To accelerate its commitment to diversity, Enbridge decided to encourage its employee community through various initiatives that included activities, education, and networking. This was done through the formation of a number of affinity groups known as ERGs. ERGs..
Feminen (Females In Engineering)
The FEMINEN initiative began in 2012 and was initiated by Lorna Harron (Harron), an employee at Enbridge. Harron observed a diversity gap in Enbridge’s engineering function in Edmonton, Canada. In response, she built a business case for greater diversity in the workplace, citing how diversity could improve bottom line performance, innovation, and competitiveness..
External Partnerships and Advocacy
Enbridge broadened its focus on D&I externally by establishing connections with organizations that enabled outreach and inclusion. To promote ethnic and racial minorities in the workplace, Enbridge partnered with various DEI advocacy groups such as Anti-Defamation League (Houston chapter), Association of Chinese American Professionals’ Diversity Summit (Houston)..
Diversity Dashboard
In 2014, Enbridge wanted to identify opportunities to help women advance in their careers. It conducted a survey within its Liquids Pipelines business. Based on the survey results, the company decided to create a dashboard which could help it track the progression of women in the workplace..
Other DEI Initiatives
On November 6, 2020, Enbridge set new environmental, social, and governance (ESG) goals with the social component increasing the focus on diversity and inclusion as well as transparency and accountability of its ESG priorities and results...
Road Ahead
To drive DEI, Enbridge’s employee-led affinity groups ERGs and its external partnerships provided a supportive environment and a strong sense of community. Enbridge continuously integrated ESG into its strategy and decisions and took pride in its industry leadership. To reinforce this, senior management at the company took two important steps; the introduction of Inclusion as a core company value, and the announcement of ESG goals, including increased diversity and inclusion within Enbridge’s workforce and on its Board of Directors.
Exhibits
Exhibit I: Other ERGs
Exhibit II: Visual Sample of Diversity Dashboard
Exhibit III: 2020 Workforce Representation (%)
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