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​​​We're striving to achieve top decile employee engagement levels. We're working to create a workforce that is reflective of the diversity in the  communities we serve, and a workplace that respects, values and leverages different opinions, beliefs, lifestyles and experiences.

An engaged wor​​kforce

Our people are fun​​damental to our success, and we want to make sure EPCOR remains a great place to work. Over the past six years, employees provided feedback through a biennial employee engagement survey ​facilitated by an external provider. The most recent survey was conducted in October 2020.

Once surveys are complete, aggregated results are provided to our leadership. With that information, company leaders identify what we're doing well and where we can make improvements. Results are then shared with employees, and teams work to build and implement engagement action plans. 

The 2020 engagement surve​y

More than 2,700 employees participated in the fall 2020 survey — 82% of the employee population. The participation rate is well above the benchmark for similar surveys and provides robust feedback that helps us know what's important to employees and where there's room for improvement.

For EPCOR overall, the engagement score was 77%. That result is on par with 2018 and was a welcome outcome during a challenging year. The result put our engagement levels in the top-quartile of peer companies. In the 2020 survey, median performance was 70%, top quartile performance was 75% o​r better, and top decile performance was 82% or better.

The survey also revealed a great deal of favourabl​e sentiment about our COVID-19 response, and the measures taken to keep employees safe and prevent the spread of COVID-19.

EPCOR's employee engagement survey is administered every two years.


​​Building and retaining diverse teams

​Attracting and retaining top talent fuels our mission to provide clean water and safe, reliable energy to communities. 

2021 saw a three-point increase in total turnover above 2020 levels, which had been the lowest in five years and attributable, in part, to the lack of movement across workforces during the early stages of the pandemic. The 2021 result was in line with pre-COVID performance.

Our measures on diversity​​ in the workplace remained stable over the last year, with little or no change compared to 2020. Moving into 2022, we continue our commitment to being an inclusive, supportive and respectful employer. And as we bring teams together again in our facilities, following the removal of pandemic health measures, employee engagement will be a priority, providing opportunities to reconnect, work collaboratively and share in a re-energized employee experience. This will contribute towards our target of top decile performance for employee engagement, as measured against a comparator group of companies in 2023.​


Growing and c​elebrating a diverse and inclusive workforce


Since forming our Diversity, Equity and Inclusion Council, EPCOR has empowered employees to demonstrate their passion in building a workplace that supports and celebrates the unique perspectives and backgrounds of all people. Because of this, we have seen the development of seven Employee Resource Groups (ERGs) — three of which were approved in 2021. ​

Over the past several years, EPCOR employees have built a network of grassroots groups providing safe and nurturing spaces to connect. Not only are these groups driving increased belonging, but they are also helping to further our goal to be a workplace where everyone can be their full selves.​​​

​Cu​rrent Employee Resource Groups (ERGs)​​​


Engaging employees in conversations about empowering and enabling women to make informed decisions about their individual professional and personal growth.​

RISE - Resources, Information and Support for Emerging Leaders

Focused on developing new, emerging and aspiring leaders at EPCOR.​

TIME f​​or Prid​e - To I​ntegrate Myself Entirely

Creating a safe, supportive, and respectful environment for all employees regardless of sexual orientation, gender expression, or gender identity.​​

Working Parents​​ & Caregivers

Supporting working parents, caregivers and allies by providing education, resources and connections within a safe environment at work. (New in 2021)​​

People of Color ​​@ EPCOR

Inspiring and supporting people of color in our workforce, while fostering engagement, buildi​​ng alliances, and cultivating an inclusive culture for underrepresented people at work and in our communities. (New in 2021​)​​

SPI​RI​​T - Supporting People in R​econciliation of Indigenous Truths

This ERG provides a safe space for Indigenous and non-Indigenous employees to share, learn and grow together; playing a positive role in fostering Indigenous inclusion, supporting anti-racism and encouraging reconciliation within EPCOR and our communities. (New in 2021)​​

Women in the Field

Creating a safe, likeminded, inclusive space for women working in male dominated field roles. (Formed in 2022)​​​​

​EPCOR's Diversity, Equity and Inclusion Counci​l

We're committed to creating a respectful, supportive and inclusive workplace that recognizes and values the unique perspectives, experiences and backgrounds of all people.  

The EPCOR Diversity, Equity and Inclusion Council, formed in 2018, is a cross-company working group of committed and passionate employees across various business units, under the guidance of an executive sponsor. 

Working together, the council is driving the implementation of EPCOR’s Diversity Framework. The framework seeks to create a workforce that is reflective of the diversity in the communities EPCOR serves, and a workplace that respects, values and leverages different opinions, beliefs, lifestyles and experiences. ​

​The work is supported at all levels of leadership and across the company through the Inclusion Champion network — a connected, caring community of employees who are passionate abo​ut diversity and inclusion. Employee Resource Groups (ERGs) focus on ensuring our employees feel valued, engaged and enabled to professionally and personally succeed and support us in being recognized as a leader in the areas of diversity and inclusion. Between the Diversity, Equity and Inclusion Council, our ERGs, and a network of Inclusion Champions, EPCOR estimates that well over 1,000 employees are helping support our diversity and inclusion efforts.​

​H​erstory wins Employee Resource Gr​​oup of the Year

Herstory started in 2015 with a 50 all-female lunch time networking event and has since grown in popularity. The first ERG established at EPCOR, its events now include hundreds of employees in-person and online, drawn from across EPCOR communities.

In 2020, the Canadian Center for Diversity and Inclusion named Herstory the Employee Resource Group of the Year (Western Canada). The award highlighted Herstory’s "Hidden Figures" event, which brought visibility to inspiring people who work behind the scenes, who have overcome challenges to lead, and are a big part of our success. In addition to the EPCOR team presenters, external community members also shared their stories that encouraged and motivated further dialogue.​​

​The intent of Herstory is to drive change within EPCOR by stimulating constructive conversations within the organization. These conversations focus on ensuring women feel included, empowered and supported, as well as armed with the information and tools needed to make decisions about their individual, professional and personal growth.

Investing in our people is one way we're building stronger communities

We're committed to helping our communities by protecting the environment and promoting social responsibility. We do that by conducting our business responsibly, with openness and transparency. We're pleased to share our ESG report to showcase our performance in areas that are important to us—our customers, our partners, and the communities we serve.

See our ESG report