Inclusive workplace



At IGM Financial, we recognize that we have a role to play in building a just, equitable and inclusive society and are committed to doing so at our IGM corporate campuses, regional offices and across our family of companies where we aim to nurture a culture of allyship and inclusive leadership.

We understand that a diverse workforce leads to creativity, innovation and better decision-making. We are expanding our practices to embed DE&I into everything we do to ensure our employees and advisors across Canada feel seen, heard and supported.

Diversity metrics: Measuring what matters 

The Board and Senior Management DE&I Policy includes provisions relating to the process used to identify and evaluate individuals for both Board and executive management roles. The Policy includes, but is not limited to, business experience, geography, age, gender, disability, race, ethnicity and sexual orientation. Our DE&I Standard also applies to everyone who works or contracts with our companies and stipulates the standards of conduct expected, principles and process to raise concerns.

CEOs and their direct reports have specific objectives related to diversity, equity and inclusion tied to their compensation. Our objectives focus on underrepresented employees, with annual milestones set to reach our diversity and inclusion goals in Canada within the next three years. In particular, we have established objectives for women executives, Black executives, Indigenous employees, and all interns.

Our DE&I goals and performance involve people at all levels of the organization, helping us set a clear tone from the top and encouraging local and grassroots efforts. All IGM people leaders with direct reports have a DE&I objective as part of their annual short-term incentive objectives.

For more information, read more about accelerating DE&I in finance in the IGM Financial 2022 Corporate Sustainability Report.





Voluntary self-identification: Count me in!

Our self-ID initiative, Count me in!, helps direct our DE&I strategies, resources and programs to ensure we are meeting the needs of all advisors and employees, including creating an equitable workplace for everyone. It also helps us identify and address internal systemic barriers and enables IGM to effectively meet the increasing demand for diversity data from external stakeholders and industry regulators. We also now require new hires to self-identify as part of their onboarding process.

The most recently available results of the Count me in! initiative, which achieved an 80% response rate, showed a marked improvement over previous years in the representation of the following employee groups:

IGM’s ongoing efforts to champion diversity, equity and inclusion are being recognized and celebrated as one of Canada’s Best Diversity Employers.



Commitments and Pledges 

Public commitments that guide our actions and ensure accountability are an important part of advancing diversity, equity and inclusion at IGM Financial and across the financial services industry. 



Business Resource Groups

To build a more diverse and inclusive culture, we support six employee-led business resource groups (BRGs) in the DE&I space, aligning their programs and initiatives with company strategy and business priorities. Created to foster an inclusive work environment, the BRGs are focused on career development, mentoring, networking, and business impact for equity deserving communities and allies.