Through progressive policies, communication and training, accommodation measures and recruitment practices, TD strives to provide a fully inclusive, barrier-free environment for employees. Highlights of our employee diversity initiatives are provided below. There’s also more information in our annual Employment Equity Report.

Equity environment

• The fundamental values of diversity and inclusion are ingrained and promoted in our Guiding Principles, Employee Relations policies and Employee Code of Conduct and Ethics.
• At all times, management is responsible for ensuring that TD’s Respect in the Workplace Policy is posted in the workplace, in an area accessible to all employees. This policy is designed to ensure a work environment free of harassment and one where employees are treated with dignity and respect.
• Each year we review our compensation structure and policies to ensure they are competitive when compared to the market and administered fairly to all employees.
• We celebrate various cultural-related dates. Multiculturalism Day is an example, whereby employees wear traditional clothing, share food and music from different cultures and engage in fun activities such as “Name that Flag” contests.
• A multicultural calendar is available on TD’s intranet and promoted to employees.

Diversity communications and training

On an ongoing basis, TD communicates to employees about the company’s diversity commitments, policies and initiatives. We do so in an effort to reinforce our messaging about diversity and to ensure that employees have easy access to information, are knowledgeable about our diversity program and understand its importance to the success of our organization.  

When it comes to formal learning, TD delivers general diversity awareness programs, as well as more specific training. Here are some highlights:

• Diversity information is included on TD’s diversity intranet site, in management training programs and in orientation material.
• As part of new hire orientation, all new employees are instructed on TD’s employment equity program and are required to review our Diversity and Employment Equity Policy and Respect in the Workplace Policy.
• All executives, HR practitioners and many People Managers receive diversity training, which is an ongoing requirement. We also conduct training with HR practitioners and People Managers around mental health issues in the workplace.
• Our business lines hold presentations and lunch and learn sessions on diversity topics and TD’s Workplace Accommodation Policy.
• TD People Managers are required to educate their staff on TD initiatives for people with disabilities. We also provide English as second language training to those employees who use sign language, as well as sign language training to hearing employees so that they could be more supportive of their deaf colleagues. In addition, half-day sessions are delivered that teach skills in hiring/recruitment and offer real life examples of diversity in the workplace.

Leadership growth for designated groups

Expanding leadership opportunities for women is one of TD’s key priorities and a Diversity Leadership Council sub-committee is dedicated to this. We review and identify high potential women for promotion and titling through the Executive Resource Planning process.

To help more women advance to leadership positions, we are:

• offering networking opportunities – a formal Canada-wide networking program has been established;
• establishing a more structured mentoring approach;
• providing more career resource planning and increased transparency around the process;
• delivering greater support for flexible work arrangements; and
• creating a more comfortable experience for women who use our leave of absence programs.

Leadership growth for visible minorities is another priority for us, and a company-wide symposium was recently held in which TD’s visible minority leaders networked, shared career experiences and explored ways of expanding leadership prospects.

Access and accommodation

• TD regularly reviews its workplace environments to ensure barriers are removed and diversity goals are being met.
• Our Workplace Accommodation Policy (WAP) includes a dedicated fund for tools and facilities that employees with disabilities need to do their jobs – such as sign language interpreters, text readers, large screen monitors and changes to chairs and desks. The WAP also covers other accommodation solutions such as modified hours and scopes of work, as well as accommodation on the grounds of family status or ergonomic issues not related to a diagnosed disability.
• TD recognizes that employees may need accommodation to help balance their religious beliefs and work commitments. Our Religious Accommodation Policy allows employees to ask for time away or time off to observe religious practices and holidays.
• Employees with disabilities continue to experience improved access to TD facilities. Accessibility features include adequate wheelchair maneuvering space in meeting rooms, modified counters and sinks in coffee/lunch rooms, audible and visible signaling devices in building fire alarms, and carpet accents to allow for visual distinction between various common areas (exits, stairwells, washrooms, copy areas, etc.).
• TD has a dedicated Assistive Technology team, which defines and implements standards to guide developers on how to build accessible applications and champions the introduction of new assistive technology solutions to improve accessibility options for employees, as well as customers.
• Feeling Better Now, introduced for employees and their immediate family members, is a valuable online tool for diagnosis and treatment of mental illnesses, including depression and anxiety disorders.
• In each of our major business lines, we have created Manager, Diversity positions to support designated groups. One of TD’s major lines of business recently hired 4 diversity coaches, whose responsibilities include one-on-one support during the orientation training period, ongoing coaching and coordinating and implementing accommodations.

Employee feedback and consultations

• We have an Employee Council for Employment Equity that provides input on how we can build a more inclusive workplace.  It is comprised of management and employee representatives – in total, 30 members from all regions of Canada and across our business lines.
• Our Human Resources group conducts regular meetings with employees, managers and HR practitioners to hear their perspectives on issues related to the employee experience, including gaps and strengths in TD’s diversity initiatives.
• Employee feedback on our diversity environment is sought through internal survey methods, including TD Pulse and the Diversity Inclusiveness Survey.

Diverse recruitment

Recruitment is an integral component in achieving our diversity strategy and maintaining and growing our representation of designated groups. We are proud of our inclusive hiring policies and practices:

• Our on-line tool e-Recruit invites external applicants to voluntarily self-identify as designated group members. This tool collects applicant data and serves as a reporting mechanism to assist in the tracking of designated group members where they choose to self-identify.
• We provide TD People Managers with tips and resources to assist them in diversity recruitment.
• We work together with leading diversity organizations to help us expand our talent pool. For example, to facilitate the recruitment of persons with disabilities, we work with Employabilities in Edmonton and Strategic Employment Solutions in Toronto.
• We participate in job fairs and events geared towards designated groups.  For example, as a member of the Financial Industry Partnering for Aboriginal Relationships (FIPAR) under the leadership of Indian and Northern Affairs, TD takes part in a career fair at the Six Nations of the Grand River Territory. Our goal is to encourage applications and raise awareness among Aboriginal youth about job opportunities in the financial sector.
• TD provides internships to members of designated groups through our participation in programs such as Ability Edge, for graduates with disabilities; CareerBridge, for skilled new Canadians; and InRoads, for Aboriginal and visible minority students.