Diversity & Belonging Policy

Effective Date: 2024/09/25

At Qvelo, we believe that diversity is a source of strength and innovation. We are committed to fostering a culture of inclusion, respect, and belonging where everyone feels valued, empowered, and able to contribute to their fullest potential. This Diversity & Belonging Policy outlines our commitment to
promoting diversity, equity, and inclusion (DEI) in all aspects of our business.

1. Purpose

The purpose of this policy is to establish Qvelo’s commitment to creating a diverse, inclusive, and respectful work environment. We recognize that diversity in terms of race, ethnicity, gender identity, sexual orientation, disability, religion, age, socioeconomic background, and experience enhances creativity, innovation, and decision-making in our company.

2. Scope

This policy applies to all employees, contractors, vendors, partners, and clients of Qvelo. It covers recruitment, hiring, career development, compensation, promotions, and all aspects of workplace culture and business interactions.

3. Our Commitment to Diversity & Belonging

At Qvelo, we commit to the following principles:

  • Equal Opportunity Employment: We provide equal opportunities to all individuals, regardless of their race, color, ethnicity, national origin, gender identity, sexual orientation, age, religion, disability, or any other characteristic protected by law. All employment decisions will be made on
    the basis of qualifications, merit, and business need.
  • Inclusive Environment: We are dedicated to creating a welcoming and inclusive work environment where all employees feel respected, heard, and valued. We actively work to eliminate discrimination, bias, and harassment in all forms.
  • Belonging: We strive to create a sense of belonging where every individual feels that they are a part of our community and can be their authentic selves. We promote a culture where diverse perspectives are encouraged, valued, and considered in decision-making.
  • Respect and Dignity: All employees, clients, contractors, and partners are expected to treat one another with dignity and respect. Any behavior that undermines the value of diversity or creates an unwelcoming or hostile environment will not be tolerated.

4. Recruitment and Retention

We are committed to attracting, hiring, and retaining a diverse workforce. To achieve this, we will:

  • Inclusive Recruitment Practices: We will actively seek to attract candidates from underrepresented groups by promoting open positions in diverse communities and job boards. We ensure that job descriptions and recruitment processes are designed to eliminate bias and promote fairness.
  • Fair Evaluation and Promotion: Our recruitment, evaluation, and promotion processes will be based on merit and designed to ensure that all employees have equal access to opportunities for career advancement.
  • Retention Initiatives: We will develop retention strategies that promote long-term engagement, such as mentorship programs, employee resource groups, and leadership development opportunities for underrepresented groups.

5. Training and Development

To create a culture of inclusion, we provide ongoing diversity, equity, and inclusion (DEI) training for all employees. This training includes:

  • Bias Awareness: Training on identifying and mitigating unconscious bias in decision-making, performance evaluations, and daily interactions.
  • Cultural Competency: Education on working effectively with individuals from diverse cultural, ethnic, and social backgrounds.
  • Leadership Development: Training for managers and leaders to foster inclusive team environments and support the career development of all employees.

We encourage continuous learning and will provide employees with resources to further their understanding of diversity and inclusion.

6. Accountability and Leadership Commitment

At Qvelo, diversity and inclusion are strategic priorities championed by our leadership team. To ensure accountability and drive progress, we will:

  • DEI Metrics: Monitor and report on diversity metrics, such as representation of underrepresented groups, retention rates, and employee satisfaction.
  • Leadership Accountability: Our leadership team is responsible for ensuring that diversity and inclusion are integrated into our business strategies, decisions, and operations. Leaders will be evaluated on their ability to promote and support diversity and belonging within their teams.
  • Feedback and Improvement: We encourage feedback from employees, clients, and partners to identify areas where we can improve our diversity and inclusion efforts. We will regularly review and update this policy to ensure it remains effective and aligned with best practices.

7. Employee Resource Groups (ERGs)

We support the formation and operation of Employee Resource Groups (ERGs) that promote inclusivity and provide a platform for employees with shared characteristics or interests to come together. ERGs are employee-led groups that focus on fostering a sense of community and belonging, providing networking opportunities, and promoting professional development.

ERGs may focus on areas such as:

  • Gender equity and empowerment
  • Racial and ethnic diversity
  • LGBTQ+ inclusion
  • Disability and neurodiversity
  • Veterans and military families

ERGs are open to all employees, and we encourage participation to foster allyship and understanding across all groups.

8. Supplier Diversity

As part of our commitment to diversity, we will actively seek to engage with diverse suppliers, including small businesses and businesses owned by women, minorities, veterans, and individuals with disabilities.

We believe that working with a diverse network of suppliers enhances innovation, strengthens our communities, and aligns with our values of equity and inclusion.

9. Reporting and Addressing Discrimination

We take any reports of discrimination or bias seriously. Employees, contractors, and partners who feel they have been discriminated against, harassed, or unfairly treated are encouraged to report the issue immediately to:

  • Anonymous Feedback: We offer an anonymous reporting option for those who prefer to report issues confidentially. Please use form below.

All reports will be investigated promptly and fairly, and appropriate actions will be taken to address the situation.

10. Policy Review and Updates

We will regularly review and update this Diversity & Belonging Policy to reflect changes in applicable laws, best practices, and company goals. Updates will be communicated to all employees, and we will continue to solicit feedback from employees, clients, and partners on how we can improve our diversity
and inclusion efforts.

11. Questions and Contact Information

For questions or further information about this policy, please contact us at:

  • Mail:
    Diversity & Belonging Policy
    Qvelo Corporation
    200-195 Colonnade Road, Ottawa ON Canada K2E 7J5