Empowering voices
Inclusion, Diversity, Equity and Action at NPX
At NPX, we are committed to fostering an inclusive workplace where everyone belongs and thrives.
Through measurable goals, ongoing conversations, and community engagement, we aim to create a space that reflects the diversity of the world we live in.
SETTING GOALS
Our Targets
Gender Diversity
BELONGING FOR ALL
Our Commitment
At NPX, we believe that gender diversity drives innovation, strengthens teams, and creates a more equitable workplace. We are dedicated to achieving meaningful representation of women and non-binary individuals across all levels of our organization. By setting ambitious targets and fostering an inclusive culture, we aim to break down barriers and create opportunities for everyone to thrive.
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Our commitment goes beyond numbers; we actively support and empower women and non-binary individuals through mentorship, career development programs, and our Inclusion Network. Together, we’re building a workplace where diverse perspectives are not just welcomed but celebrated.
Our Targets
2025: At least 50% of women and non-binary individuals in leadership roles.
2025: At least 50% of the company identify as women and non-binary individuals.
MILESTONES
Our Progress
This chart represents the change in percentage of women quarterly from the beginning of 2024.
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This chart represents the percentage of women vs. men by department for all NPX employees.
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OUR ACTIONS
Inclusion Network
In 2024, our Inclusion Network was launched internally with our Women and Non-Binary focus group. This group meets once a month to discuss various topics such as strategies in career advancement, navigating biases in the workplace, building allyship, maintaining healthy boundaries, and more.
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This group serves as a safe and supportive space for women and non-binary individuals at NPX to share their thoughts, feelings, and experiences while addressing the challenges of gender-based inequity and inequality.
Ethnic Diversity
BELONGING FOR ALL
Our Commitment
At NPX, we are committed to building a workplace that celebrates and reflects the rich cultural diversity of our communities. By setting measurable targets, we aim to increase representation from underrepresented groups and create an inclusive culture where all voices are valued.
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Through partnerships, community outreach, and education, we strive to break down barriers and foster meaningful connections with diverse talent. Embracing cultural diversity isn’t just a goal—it’s essential to driving innovation and shaping a stronger, more inclusive future.
Our Targets
2025: At least 50% representation of underrepresented groups in leadership roles.
2025: At least 50% representation of underrepresented groups company-wide.
MILESTONES
Our Progress
The Employment Equity Act defines visible minorities as 'persons, other than Aboriginal Peoples, who are non-Caucasian in race or non-white in colour.' Visible Minority here refers to survey respondents who identified as a member of a visible minority group as defined by the Employment Equity Act of Canada.
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OUR ACTIONS
Inclusion Network
In 2025, we are excited to expand our Inclusion Network with the launch of a second focus group dedicated to individuals from minority groups. This new initiative will provide a supportive space to share experiences, foster connections, and address challenges unique to underrepresented communities. By creating opportunities for open dialogue and collaboration, we aim to further strengthen our commitment to building an inclusive and equitable workplace for all.
OUR ACTIONS
Partnering for Change
At NPX, we proudly support Black-owned and Black-focused organizations like Black Women in Motion, Black Youth Helpline, and Elevate Youth Toronto. Through our partnerships, we help empower Black individuals, particularly youth and women, by providing resources and opportunities for leadership and growth. These efforts are a vital part of our ongoing commitment to diversity, equity, and inclusion.
NPX is a proud signatory of the Black North Initiative CEO pledge and also helped to create the Nuclear Against Racism initiative, an initiative dedicated to ending racism in the nuclear industry, in collaboration with many other nuclear organizations.
We encourage everyone to check out the Black North and Nuclear Against Racism initiatives and join us in making change.
No matter how big a nation is, it is no stronger than its weakest people, and as long as you keep a person down, some part of you has to be down there to hold him down, so it means you cannot soar as you might otherwise.
- Marian Anderson
Inclusivity
COLLECTING THE DATA
Pulse Surveys
At NPX, fostering an inclusive workplace is a top priority. To ensure we’re meeting this goal, we send out regular anonymous pulse surveys to our team, creating a safe space for employees to share their honest feedback about inclusivity within our company.
From July 1 to September 20, 2024, we collected valuable insights through these surveys, allowing us to measure our progress, identify areas for improvement, and take actionable steps toward building a more inclusive environment for everyone.
Our Targets
2025: At least 80% average score on our inclusivity pulse surveys
2025: At least 60% of the company participating in the inclusivity pulse surveys.
MILESTONES
Our Progress
88
"I feel recognized for my ideas and contributions"
70 responses from 49 employees
89
"I would recommend this company to someone from an underrepresented background."
39 responses from 37 employees
88
"Leadership prioritizes diversity, equity, inclusion and belonging (DEIB) at this company."
30 responses from 24 employees
95
"My manager makes me feel included in team meetings."
89 responses from 56 employees
Truth & Reconciliation
LEADERSHIP COMMITMENT
Our Pledge
At NPX, we are committed to fostering meaningful relationships with Indigenous Peoples and communities, guided by honesty, respect, and collaboration. We recognize Indigenous and treaty rights, honour the diversity of Indigenous cultures, and operate with acknowledgment of the unceded and traditional territories on which we work, including those of the Chippewas of Nawash First Nation, Saugeen Ojibwe, Saugeen Métis, and Mississauga’s of Scugog Island First Nations.
As a proud member of the Canadian Council for Aboriginal Business (CCAB) with Progressive Aboriginal Indigenous Relations (PAIR) Committed Level status, we actively seek to build capacity in Indigenous communities, increase workforce participation, and support community-driven priorities, ensuring our actions reflect respect for land, culture, and long-term environmental responsibility.
Our Targets
Next Steps: Our internal PAR committee is currently working towards meeting Phase Two criteria for our PAR Committed status.
OUR ACTIONS
Indigenous Partnerships
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Chippewas of Nawash First Nation
Habitat for Humanity Build Days
