CIBC’s focus on diversity and inclusiveness is another area that matters to our employees. In fact, maintaining a work environment that promotes and values diversity and is free from all forms of discrimination and harassment is one of the most important elements of our culture.
CIBC has an environment where people are treated fairly in the workplace regardless of personal characteristics, such as age, gender, disability, race/ethnicity, sexual orientation, and family/marital status.
In fact, 84% of employees agree that CIBC has an environment where people are treated fairly in the workplace, regardless of personal and/or work-related difference.
We are dedicated to building a workforce that reflects the clients and communities we serve. We are committed to employment equity and to attracting, motivating and retaining a qualified workforce that is representative of the designated groups. Employing a diverse workforce enhances CIBC’s effectiveness by leveraging access to a wide array of experiences, skills, talents and knowledge.
Representation rates within CIBC continue to be strong relative to external availability. We are committed to continuing our focus and efforts in areas that require further improvement.
Workforce representation rates and goals (as at December 31, 2011)(%)| Canada | CIBC | |||
| Employee group | 2011 labour market availability rates(1) | 2011 | 2010 | 2009 |
| Women | 56.7 | 66.1 | 66.7 | 67.1 |
| Women in senior management | 24.2 | 27.4 | 26.2 | 25.7 |
| Women in middle and other management | 39.1 | 55.6 | 55.9 | 56.7 |
| Visible minorities | 21.0 | 25.9 | 25.7 | 25.3 |
| Visible minorities in senior management | 8.7 | 11.6 | 11.4 | 10.7 |
| Visible minorities in middle and other management | 14.0 | 20.5 | 19.6 | 19.1 |
| Persons with disabilities | 4.3 | 3.6 | 3.8 | 3.9 |
| Persons with disabilities in senior management | n/a(2) | 4.2 | 4.5 | 3.7 |
| Persons with disabilities in middle and other management | n/a(3) | 3.6 | 3.8 | 3.9 |
| Aboriginal peoples | 2.0 | 1.5 | 1.6 | 1.6 |
| Aboriginal peoples in senior management | 0.6(4) | 0.9 | 1.0 | 1.1 |
| Aboriginal peoples in middle and other management | 1.9 | 1.6 | 1.7 | 1.5 |
| (1) | Source: Statistics Canada. |
| (2) | Statistics Canada does not have a 2011 labour market availability rate for senior management for persons with disabilities. |
| (3) | Statistics Canada does not have a 2011 labour market availability rate for middle and other management for persons with disabilities. |
| (4) | Market availability rate has been adjusted to include only occupations employed at CIBC. |
This year marked the end of the 2010–2012 three-year Employment Equity and Diversity Plan. The plan helps us to build a diverse workforce, achieve our diversity goals, and focus on those areas that require improvement. In the new three-year plan for 2013–2015, our goals will focus on three key areas:
We will continue to focus on operationalizing CIBC’s Diversity Model, building strategies to bridge workforce representation gaps for women, visible minorities, Aboriginal peoples and persons with disabilities and maintaining CIBC’s status as a leader in diversity.
CIBC’s Diversity and Resourcing team, along with business unit advisory committees and affinity networks, guide our efforts across the organization. CIBC’s eight Employee Affinity Networks provide support to their members and help promote diversity and inclusion within the workforce. Our Affinity Networks include the:
In 2012, our Employee Affinity Networks continue to inspire professional and personal development of their collective members, celebrate culture and enhance professional connections.
In addition to having a plan and the active support of thousands of employees and our Affinity Networks, we are committed to a number of initiatives and programs to assist us with the important work of narrowing workforce representation gaps and addressing areas that need improvement.
Aboriginal peoples
As another area of focus, CIBC piloted the Aboriginal Employment Program in 2012. This program guided Aboriginal candidates through career development workshops, mock interviews and networking sessions to build their career prospects at CIBC. The program was instrumental in providing two candidates from the pilot with employment opportunities at CIBC. This program will be expanded in 2013 to include further participants in the Aboriginal community.
New Canadians
With respect to newcomers to Canada, CIBC was honoured to be featured as a “Best Employer for New Canadians” for the fifth consecutive year in 2012. This year, CIBC embarked on a joint initiative with the Canadian government, the Federal Internship for Newcomers (FIN) program. CIBC continues to work with organizations such as the Toronto Region Immigrant Employment Council (TRIEC) in supporting the sourcing of diverse talent.
In addition, in 2012, CIBC launched the CIBC International Professionals Network, a network built to support new Canadians and internationally trained professionals as they integrate into Canadian culture. This program provides new Canadians within CIBC with the tools and resources to build their career at the bank and ongoing development as a newcomer to Canada.
Advancement of women
Women comprise approximately two-thirds of CIBC’s workforce, and we are proud of our record of supporting and advocating for women’s issues at work and in the community. Wholesale Banking has developed a number of initiatives to attract, retain, develop and advance women including:
In addition, CIBC is proud to become a corporate supporter of Canadian Women in Technology. The organization is committed to helping women in technology enter and advance their careers in the technology sector through mentoring, networking, professional development and advocacy.
After the success of our partnership with Catalyst in 2011 on the speaker series “Engaging Men as Diversity Champions,” CIBC launched the “Sponsoring Women to Success” series with Catalyst in 2012. This session presented findings from Catalyst research on the value of the sponsorship of high potential women for business. Catalyst is a non-profit organization that is dedicated to building inclusive workplaces and expanding opportunities for women and business.
CIBC values diversity. Through partnership and initiatives with community organizations, we continue to be named a leader in diversity in Canada. |
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Diversity month
Throughout June, employees across Canada celebrated CIBC’s 20th annual Diversity Month. Diversity Month highlights CIBC’s commitment to building a diverse workforce where every employee is given equal access to opportunity and a chance to succeed.
| For what matters | We are proud of the external recognition we have received for our efforts |
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Learn more about CIBC’s awards and recognition »
