TransLink hosts a number of annual events honouring days of significance for employees, including International Women’s Day.Supplied
Not long ago, Christopher Chan, manager of travel training, led an outing to Vancouver’s Chinatown with the iBelong Multicultural employee resource group (ERG) at TransLink (South Coast British Columbia Transportation Authority). “We visited several historical significance institutions, like the Chinese Canadian Museum,” recalls Chan. “It was a great way to connect employees to the cultural gems of the Lower Mainland.”
TransLink’s iBelong is one of its seven ERGs, and these groups are just one of the ways the organization fosters community in and outside of the workplace.
The Greater Vancouver area is one of the most diverse regions in Canada. TransLink has woven equity, diversity and inclusion (EDI) throughout its policies, learning and development and everyday practices, “whether that’s recruitment, advancement and compensation, or communications and workplace accessibility,” says Stephanie Redivo, director of employee experience and EDI.
“We’re very purpose-driven,” she adds, “and because the customers we serve are very diverse, we strive for a meaningful kind of representation among our employees as well. Our theme is to truly embed EDI into everything we can.”
TransLink’s approach to EDI has evolved with intention and action since it established a dedicated EDI department in 2020. Early efforts focused on education and building strong foundations, including the launch of an organization-wide EDI taskforce. It continues to show up in tangible ways, including in monthly “Courageous Conversations” that foster safe, inclusive dialogue — where employees learn from diverse perspectives on complex workplace and social issues — as well as in an Inclusive Employee Recognition program celebrating employees who demonstrate inclusive leadership, and through the organization’s various ERGs.
The seven ERGs — the iBelong Multicultural, Women + Allies, Pride + Allies, AccessAbility + Allies, Indigenous + Allies, Caregivers and the Green Team — are fundamental to fostering belonging. The groups have a dedicated budget to help further their goal of creating safer spaces where employees can engage meaningfully and authentically, while promoting inclusivity.
Leadership support of the ERGs also signals that their work is valued at the highest levels of the organization. Redivo meets regularly with senior executives, creating ongoing opportunities for dialogue, learning and accountability on topics such as accessibility, reconciliation, and inclusive leadership.
TransLink partners with a wide range of community groups for events and celebrations. It employs inclusive hiring practices, which include promoting job opportunities to diverse groups through career fairs, information sessions and referrals.
A key step in its inclusive hiring efforts is TransLink’s Applicant Accommodations Process. It makes communications available in languages other than English — on TransLink’s website, a new riders’ page devoted to newcomers is available in Simplified Chinese, Traditional Chinese, French, Spanish and Punjabi. It has also installed braille signage at more than 8,400 bus stops throughout Metro Vancouver.
Its commitment is reinforced through certifications with the Rick Hansen Foundation, Pride at Work Canada and Accessible Employers. TransLink was also a participant in the federal government’s 50 – 30 Challenge, which promoted gender parity and increased representation within leadership roles.
In 2024, TransLink launched a Language Pins program so employees can display the languages they speak in addition to English to support its diverse ridership. “It lets passengers know they can communicate with them,” says Chan, ”and it also raises pride and awareness of the employee’s culture.”
“The communities we serve are incredibly diverse, and this guides how we design our services and how we build our teams,” says Redivo. “We want people to see themselves reflected in the organization, whether they’re on transit or in the workplace.”
Ultimately, TransLink’s EDI commitment is about people — creating spaces where belonging, engagement and growth are valued, she says. TransLink, she adds, is focused on celebrating all abilities and building a stronger transportation networking through inclusion.
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Advertising feature produced by Canada’s Top 100 Employers, a division of Mediacorp Canada Inc. The Globe and Mail’s editorial department was not involved.