Sustainability Reporting Initiative
Our core asset.
Our achievements are the result of the talented and diverse individuals who share Innergex’s vision of a better world. By offering a safe working environment, fair compensation, attractive working conditions, fair and equal treatment, opportunities for development as well as an answer to the climate change issues we collectively face, we are able to attract and retain key talent. While the vast majority of our workforce remains in Canada, we have begun to build a successful and growing international presence over the last few years, opening new bases of operation in different regions, achieving the goals laid out in our 2015-2020 strategic plan. We will continue on the path of growing an inclusive and passionate team who share our approach to affecting positive change and addressing the challenges of tomorrow.
As at December 31, 2018
|By Employment Type|
|By Employment Contract|
Compensation and Benefits
|Short- and long-term disability coverage||●●●||●●●||●●●●|
|Extended health care||●●●||●●●||●●●●|
|Sick days and personal days||●●●●||●●●●||●●●●|
|Vacation time beyond statutory requirements||●●●●||●●●●|
|Group registered retirement savings plan with employer contributions||●●||●●|
|Employee share purchase plan||●●●|
● Full-time employees
● Part-time employee
● Fixed term employees with contract of two years or more
● Fixed term employees with contract of less than two years
Innergex is proud of its ability to retain key talent. In 2018,
29 employees celebrated ﬁve, 10, 15 or 20 years of service with the Corporation.
As at December 31, 2018, there were 44 employees with at least 10 years of tenure at Innergex.
Training and Development
Innergex is committed to the continuous training and development of its employees in both job-related skills training and lifelong learning for personal development. Continued training opportunities enable our team to remain both current on internal policies and guidelines as well as keep abreast of emerging technologies and trends.
We support an employee’s initiative to pursue professional development opportunities. We also pay for employees’ continuing education requirements pertaining to their professional designations. In some cases, we hire and train new employees to meet the qualification requirements of their position, as part of programs established with our local and Indigenous community partners to promote hiring within the community.
We engage in a three-step performance assessment process throughout the year: objective-setting, mid-year review and year-end assessment. At the beginning of every year, all employees undergo this Annual Performance Assessment to review performance and career development. This aides the personal development of individual employees. It also contributes to skills management and to the development of human capital within the organization while enhancing employee satisfaction.
Training and Development
Average Hours of Training Per year Per Employee
As at December 31, 2018
|Other Management Positions||29||24||26|
1 Management team in this report includes the ofﬁcers and the senior directors.
Diversity & Equal Employment Opportunities
Innergex celebrates diversity and is committed to creating an inclusive, healthy and safe environment for all employees. Employment decisions are based on qualifications, merit and business need. The Corporation does not discriminate on the basis of race, origin, religion, sex, ethnicity, nationality, social background, gender identity, sexual orientation, age, non-disqualifying physical or mental disability, trade union membership or activities, or any other basis covered by appropriate law. Diversity and inclusion among our team is essential to our success and we will continue to recruit the most skilled individuals from a diverse talent pool.
Gender Diversity by Age Group
As at December 31, 2018
|30 and under||8||26||34|
|31 to 50||52||144||196|
|51 and over||17||50||67|
Gender Diversity in Management
As at December 31, 2018
Equal remuneration for Women and Men
Innergex seeks employees who share our culture and strong work ethic and offer them fair wages and generous benefits. We have created a corporation-wide salary structure using a point-factor method that allows us to determine the appropriate salary bracket for each position within the Corporation, with the exception of ofﬁcers whose compensation is determined by the Board of Directors. Within each bracket, we determine pay equity by taking into account additional factors, such as employees’ seniority and education.
Factors that influence position of job classification include:
- Qualifications required – training, experience, skills
- Responsibilities assumed – accountability, responsibility, supervision
- Efforts required – intellectual, physical, concentration and sensory attention
- Working conditions – physical and psychological environment
In 2018, Innergex experienced tremendous growth, completing seven acquisitions in total. We have nearly doubled our number of employees with these acquisitions. Consequently, the harmonization of the various compensation plans and employment categories, a colossal endeavour, has not been completed as of this writing. Once completed, we will be able to calculate the various Ratios of Pay Equity of Women to Men. We plan to integrate the 2018 Pay Equity Ratios of Women to Men into the 2019 report to be issued in May 2020.
Innergex believes in equal pay for work of equal value and will continue to work toward achieving the best ratio possible.
Health & Safety
Due to the nature of our business, Innergex manages an extensive health and safety program that extends from the office environment to our facilities. Our operations team conducts its work in challenging rural and remote areas throughout all weather conditions. Innergex’s management system is comprised of 23 elements and modeled after the BS OHSAS 18001 Occupational Health and Safety Management standard. Employees are properly trained on Corporate standards and procedures and have all the tools and safety equipment they need to work safely. Innergex provides the training, support and follow-up that its employees need and offers indirect supervision via remote cameras, phone and email. Employees are also invited to take ownership of their own safety and take responsibility for applying prescribed measures and complying with internal standards and procedures. Innergex must trust its employees since it is not possible to directly supervise operators’ work on a day-to-day basis.
With its management system, Innergex is able to control its health and safety environment, and proactively identify and mitigate risks to prevent injuries. All facility operators and on-site operations and maintenance employees have access to and are trained on the appropriate use of Personal Protective Equipment (PPE). Control measures are also in place to investigate incidents and near-misses and implement corrective actions to reduce the chances of a similar incident from re-occurring.
In our office environments, we encourage activity to mitigate the risks of physical issues by promoting break periods that include taking walks, other mobile activities, or active commuting to and from work. A new initiative, the Stair Challenge, was piloted in our Longueuil office in 2017. The program challenges employees to climb ten flights of stairs to the office, and was undertaken 2,771 times. For every ascend, the Corporation donated $2 to a fund that would go on to generate $5,542 which was in turn donated to the Heart & Stroke Foundation. With this success, Innergex plans on expanding the program to other regions in the future.
The Operations, Health and Safety team works with employees to offer solutions to workspaces to better suit an individual’s needs. Ergonomic customization is available to offer users either a sitting or standing posture to their workstations. We also take great care to source high quality seating that offers maximum support to mitigate the effects of prolonged seating.
Through our benefits program, employees receive access to 24-hour health and well-being tools through our Employee Assistance Program. It provides provides confidential support, resources and information to our team and their families with counseling services, legal support, stress management and financial and wellness services.
Innergex is committed to preventing any incidents and protect its employees, the public and the environment.
Rates of Injury, Occupational Disease, Lost Days and Total Number of Work-Related Fatalities
As at December 31, 2018
|Injury Rate1||Occupational Disease Rate2||Lost Day Rate3||Work-Related Fatalities|
1 The injury rate is the number of injuries resulting in Medical aid and Loss time accident per 100 employees.
2 The occupational disease rate is the number of occupational diseases per 100 employees.
3 The lost day rate is the number of calendar days lost due to a work-related injury or disease per 100 employees.
Note: Numbers reflect only Innergex employees and contractors.
Emergency Response Plan
As part of its Corporate Emergency Response Plan, Innergex has identified potential environmental, health and safety, disaster, IT and other business-related emergencies and has prepared response instructions relating to these potential emergencies. This Corporate Emergency Response Plan, as well as the Site-Specific Safety Plan, are available at each facility and in the offices as well as on Innergex’s IT network. Site operators are trained to react rapidly to emergencies. The plan is reviewed on a regular basis and updated accordingly.
Innergex takes its commitment to conduct business in a responsible manner very seriously. We promote and encourage our core values and require that all executive decisions and employee conduct comply with applicable laws on fundamental human rights. We actively raise awareness and hold information sessions on our Code of Conduct, policies, charters, guidelines, and statements with employees. Innergex also encourages the reporting of any incidences that violate any internal policies while offering access to legal consultation services as part of the employee benefits. According to Innergex’s corporate culture, we are committed to legal and regulatory compliance and we recognize our employees’ right to the Freedom of Association and the Right to Collective Bargaining as per ILO Conventions C87, C98, C135, or similar international texts on union rights. However, none of the employees of Innergex has expressed the desire to join a union to date.
Being socially responsible is not just about producing renewable energy, but also about how we do it. As such, we strive to develop and operate projects in a manner that strikes a fair and reasonable balance between economic, environmental, and social considerations. As part of such considerations, Innergex requires that all team members (including employees, directors, consultants, contractors, suppliers, agents, sponsors, joint venture partners and advisors) commit to respect human rights in all aspects of their activities irrespective of the geographical location where they occur and condemns all forms of harassment, intolerance and abuse.
Innergex is always on the lookout for new talent. Throughout all stages of development and day-to-day operations, recruiting highly skilled and passionate individuals is a high priority for our Human Resources team. Our international presence, diversified portfolio of assets, and emerging expertise in developing technologies mean that we have opportunities in a forward-looking sector that both challenges and supports an individual’s skills and aspirations.
To view our current opportunities or submit a resumé visit Careers.
Innergex’s policies are designed to guide the Corporation and its employees to ensure compliance in all aspects of its business. These policies ensure the sustainable growth of the Corporation through supporting employees with information-sharing and training, providing transparency with shareholders and the public, and clearly laying out the Corporation’s vision for ethical and acceptable behaviour. The policies are reviewed on an annual basis and are updated accordingly.
Please note: On May 23, 2019, Innergex completed the sale of its wholly owned subsidiary Magma Energy Sweden A.B. which owns an equity interest of approximately 53.9% in HS Orka hf (“HS Orka”). The activities of HS Orka included two geothermal facilities, one hydro project in development and prospective projects in Iceland and are now treated as discontinued operations. As a result, they are not included in the Sustainability Reporting Initiative.
Please note: In 2018, we invested in Energía Llaima, an independent entity located in Chile. This corporation has an autonomous daily management. As a result, data for Chilean staff is not included in the Sustainability Reporting Initiative.