We’ve signed on to The BlackNorth Initiative: a commitment to the removal of anti-Black systemic barriers affecting the lives of Black Canadians.
By 2025, we’re committed to having better representation in executive roles. Our goals include having women in 50% of VP+ roles globally, and underrepresented minorities in 25% of VP+ roles in North America.
We’re a member of the Canadian Council for Aboriginal Business. We’ve begun the process to achieve Progressive Aboriginal Relations (PAR) certification, including commitments in employee representation and leadership action.
Our success depends on creating and maintaining a diverse, inclusive and respectful environment. Sun Life employees around the world are working together to bring that vision to life. Here’s how.
These voluntary, employee-led communities bring employees and allies together. They share an identity or perspective in one of the many diverse communities at Sun Life. They play an important role in fostering and embedding a culture of inclusion within Sun Life.
Several business groups across Sun Life have created task forces and committees to enact meaningful change. Each Allies Acting for Change (AAC) committee is focused on improving awareness and education on DE&I topics, and strengthening our ability to meet our commitments.
Leaders from across Sun Life’s many business groups work together to form a global council with diverse views. Together, they champion a wide range of programming to influence DE&I policies and practices across Sun Life.
Click here to view our DE&I strategy statement.
At Sun Life, DE&I is an ongoing commitment to action. As a collective, we’re always learning.
We’re also directly supporting the development of diverse individuals through these programs and initiatives:
We’re committed to a culture that seeks to attract, retain and develop a high-performing, diverse, and collaborative workforce. Our colleagues represent the communities across Canada where we live, work, and do business.