Sustainability Reporting Initiative
People > Employees
Our Human Resources team works hard to ensure our compensation and benefits remain in line with or above those of industry peers. By offering fair compensation, attractive working conditions, a generous benefits package, a safe and inclusive working environment, a good work/life balance, fair and equal treatment, and opportunities for advancement, we are able to attract and retain a skilled and passionate workforce.
As at December 31, 2020
|By employment type|
|By employment contract|
Note: The workforce data do not include the employees at Energía Llaima, a Chilean renewable energy company in which Innergex owns a 50% stake as it is managed separately.
Compensation and Benefits
Our Human Resources team works hard to ensure the benchmarking of our compensation and benefits remains in line or above that of industry peers. By offering fair compensation; attractive working conditions; a generous benefits package; a safe and inclusive working environment; a good work/life balance; fair and equal treatment; and opportunities for advancement, we are able to attract and retain a skilled and passionate workforce.
|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|
Our employees received fair and competitive compensation with
in wages and benefits paid out in 2020
of eligible employees participated in the Employee Share Purchase Plan
Innergex’s contributions to employee RRSPs in 2020 totaled
1. Compared with $46.0 million in 2019. Includes wages and benefits expenses capitalized to projects under construction or development, and wages and benefits expenses recharged to joint ventures and associates.
Through its executive compensation practices, the Corporation seeks to attract and retain the talented and experienced executives the Corporation needs to achieve its strategic objectives and to motivate and reward executives whose knowledge, skills and performance are critical to the Corporation’s short and long-term success. It also seeks to align the interests of the Corporation’s executives and shareholders by motivating executives to increase shareholder value and preserve a stable dividend while building for the future which means integrating Environmental, Social and Governance factors at all levels.
Sustainability Corporate Objectives
In 2020, a tranche of 10% of the Annual Incentive was attributed to Corporate Objectives based on Environmental, Social and Governance (ESG) factors as part of the 28% to 30% attributed to development objectives.
Innergex takes great care to create an environment where people are engaged, feel safe, and remain passionate about carrying out their daily activities. Upon recruitment, the onboarding process ensures new employees are ready to make a contribution in their first days at Innergex. Support, recognition, training opportunities and career development follow an employee throughout their journey at Innergex. Retaining key talent is a long-term strategy that ensures the continuity of our knowledge base and allows us to benefit from the experience and knowledge of our team of experts.
In 2020, there were
with at least
10 years of tenure at Innergex
Employee Turnover Rate
As at December 31
|Voluntary Turnover Rate||New Hires|
1. Total average turnover rate.
Note: 2020 is the first year that Innergex has calculated turnover rate. Retirements and ends of contract excluded.
In 2020, Innergex adopted a teleworking policy which will allow employees to work up to half of a two-week period remotely. This policy is part of our commitment to improve employee’s work/life balance. All office employees will be eligible to this new program with the exception of employees on probation and a few employees for which the nature of their work can’t be achieved remotely.
In 2020, Innergex adopted a formal
to be enforced upon the return of our employees to our offices post-pandemic conditions
Training and Development
Supporting our employees with the tools necessary to advance their careers in their respective field of expertise is integral to moving Innergex forward. It is also one of the smartest investments we can make.
Innergex offers both internal and external learning opportunities to allow employees to reach personal and professional goals.
Innergex also offers the decision makers of tomorrow experience through paid internships while they complete their studies. Not only do these internships introduce a new generation to the many possibilities in the renewable energy sector, but they also expand our succession planning opportunities by showcasing the benefits of working with a respected and growing industry player.
Average Hours of Training per Year per Employee
As at December 31
|Total hours divided by total employees||48.2||36.6||40.2||47.9||31.8||36.3||28.7||24.9||26.0|
1. Includes VPs and Senior Directors.
2. Includes Directors, Senior Managers and Managers.
Average number of employee training hours
received training in 2020
logged in training in 2020
Diversity & Equality
Innergex is an equal opportunity employer that values each person’s unique background, diversity, experiences, perspectives and talents. We are committed to providing employees with a work environment free of discrimination and harassment and base all employment decisions on business needs, job requirements and individual qualifications. The key to our success as a global corporation is to recruit, develop and retain the most talented people from a diverse candidate pool.
We value diversity of gender, ethnicity, nationality, and other attributes, and are committed to ensuring that the recruitment of the best available candidates is made without discrimination, while encouraging diversity.
We promote a corporate culture that encourages employees to not only get involved and drive opportunities, but to lead with integrity while acting responsibly. Fostering an environment of inclusivity is essential, as it drives collaboration and innovation. Supporting individual growth creates the workforce of tomorrow that proactively addresses today’s challenges.
Gender Diversity by Age
As at December 31
|30 and under||17||42||59||8||31||39||8||26||34|
|31 to 50||75||159||234||69||139||208||52||144||196|
|51 and over||23||54||77||24||56||80||17||50||67|
Gender Diversity in Management
As at December 31
Percentage Women Employees at Innergex
As at December 31
33% of management positions
at Innergex were held by women
Note: Other Management includes Directors, Senior Managers and Managers.
Advancing Gender Equity
Since 2019, Innergex has been a signatory to the Equal by 30 Campaign to work towards equal pay, equal leadership and equal opportunities for women in clean energy sector by 2030. We are committed to doing more to ensure that the low-carbon transition results in growth that is inclusive, and where the benefits are shared.
As such, in April 2019, Innergex made the following six commitments:
- Innergex Renewable Energy believes in creating an organizational culture that is supportive of women.
- We believe in offering safe, transparent, respectful and inclusive work environments and attractive opportunities for development.
- We are committed to provide mandatory training to all employees to avoid toxic or misogynistic working environments so that our workplaces are free of harassment, violence and bullying behaviours.
- We are committed to providing fair compensation and equal pay for work of equal value.
- We are committed to attracting more women in all departments while being aware that there is a shortage of women willing to perform technical or operations jobs in challenging field conditions.
- We are committed to monitoring Innergex’s performance through annual disclosure data on training assessment, gender diversity by age, gender diversity in management and pay equity ratio of women to men.
Equal Remuneration for Women and Men
Innergex seeks employees who share our culture and strong work ethic; we 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, education and experience.
Factors that influence job classifications 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
Pay Equity Ratio Women to Men
As at December 31
|Canada||Base salary||Remuneration||Base salary||Remuneration|
Note: Officers and other vice presidents were excluded from this table as their compensation is determined by the Board of Directors.
Note: Operations are omitted from this table as there were no figures to report due to there being only one gender or no employees reportable in each jurisdiction.
Note: Due to small number of employees operating in the United States and France, we are unable to provide their ratios in this chart at this time.
Innergex believes in equal pay for work of equal value and will continue to work toward achieving the best ratio possible.
Our 2020 employee pulse survey had a
81% response rate
We engage in a three-step performance assessment process throughout the year: objective-setting, mid-year review and year-end assessment. This is an opportunity for managers and employees to discuss expectations and performance and it provides a valuable feedback process for employees to improve their performance and engagement and to pursue their professional development.
At the beginning of every year, all employees undergo an Annual Performance Assessment to review performance and career development. This aids the personal development of employees. It also contributes to skills management and to the development of human capital within the organization while enhancing employee satisfaction.
Health and Safety
Our achievements are accomplished together and so is our safety. We look out for each other, understand our responsibilities and listen to each others’ concerns. Promoting safe and secure working environments for all our employees, contractors and suppliers is paramount to our daily operations.
Our extensive Health and Safety processes, guidelines, and procedures are designed with the realities of working both in an office, and due to the nature of our business, remotely. They are based not only on our experiences and expertise, but on legal requirements as well.
Innergex is in the process of amending its Health & Safety Management System, currently based on the OHSAS 18001 guidelines, to follow the principles of the ISO 45001 Occupational Health and Safety Management Systems Standard.
Our internal Operational, Health and Safety program is currently modeled after the BS OHSAS 18001 guidelines but starting in 2021 will be transitioning towards the ISO45001 Occupational Health and Safety Management standard. We provide an extensive training program on our safety standards and procedures for our staff and facility operators. Our operations team conducts its work in challenging rural and remote areas throughout all weather conditions and are equipped with lone worker tracking and monitoring devices. 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. These programs are also designed to comply with applicable regional and federal laws and government regulations.
At our offices, Innergex supports wellness initiatives that offer employee perks, such as ergonomic workstation assessments including installation of stand-up workstations, retractable keyboards, and ergonomic chairs, as well as yearly on-site flu clinics, and other activities that allows for maximum health benefits.
Last year we launched a program to equip home offices with ergonomic chairs, screens and other computer equipment so that our employees could maintain a healthy work environment while working from home to offer extra precautions against COVID-19 by avoiding commuting or working in busy spaces.
All employees also have access to a comprehensive, interactive, online employee family assistance program (EFAP) as well as health and wellness services all in a secure, easy-to-use, personalized environment.
Two initiatives to promote physical fitness initiatives in light of the COVID-19 pandemic by Innergex resulted in over $16,500 in funds donated to various non-profit health and wellness, and relief organizations in three countries.
Corporate Emergency Response Plan
Our Corporate Emergency Response Plan identifies potential environmental, health and safety emergencies and includes appropriate actions to respond to such situations. This plan, and the Site-Specific Safety Plan, are available at each facility and in each Innergex office as well as on the Corporation’s intranet. Our Operations and Health and Safety teams work diligently to ensure the health and safety of all our employees through education, training, monitoring and site visits.
Rates of Injury, Occupational Disease, Lost Days and Total Number of Work-Related Fatalities
As at December 31
|Occupational Disease Rate2||0||0||0||0||0||0|
|Lost Day Rate3||29.93||64.984||4.03||0||0||0|
1. The injury rate is the number of injuries (including contractors) resulting in Medical aid and Lost time accident per 200,000 worked hours.
2. The occupational disease rate is the number of occupational diseases (excluding contractors) per 200,000 worked hours.
3. The lost day rate is the number of calendar days lost due to a work-related injury or disease (excluding contractors) per 200,000 worked hours.
4. In 2019 there were three injuries that resulted in long absences – in one case for 141 days. Overall, these three injuries were responsible for 87% of the total number of lost days incurred in all of 2019. Each injury has been thoroughly investigated and recommendations have been implemented to prevent similar incidents from reoccurring.
Target: Zero lost days due to injuries
COVID-19 Health and Safety Protocols
In March 2020, Innergex implemented numerous measures to protect employees, suppliers and business partners from COVID-19. All Operations teams were split into segregated work groups to reduce risks of contamination across teams. Cleaning procedures were implemented and continue to be enforced to ensure common surfaces are disinfected. COVID-19 screening protocols and measures were revised and improved specifically for monitoring the health and safety of our employees. Specific instructions and guidance on COVID-19 health and safety measures were introduced.
All office employees were instructed to work from home. Office presence was limited to essential tasks only. Visitors and contractors were required to complete a questionnaire before accessing a site or an office and expected to follow all pandemic measures.
Please note: Although Innergex holds a 50% ownership in Energía Llaima, an independent entity located in Chile, data for Chilean staff is not included in all Sustainability Reporting Initiative metrics in this section as it has autonomous daily management.