Inclusion is a key core value at OCNI. Staff are encouraged to foster and encourage diverse perspectives, opportunities, and challenges in an equal and equitable manner. Creating a culture of diversity and inclusion is not the thing to do, it is just an inherent part of what we do. Diverse organizations are more innovative, more resilient, and much more adaptable.
OCNI looks beyond our own walls and is working with the nuclear supply chain to build a diverse and inclusive workforce and space. #EqualityforAll
- International Hiring and Cultural Awareness
- Indigenous Cultural Awareness Training
- Nuclear in a Tik Tok Age
- Part Two: Diversity and Inclusion in the Nuclear Sector
Interested in speaking or sponsoring one of our D+I sessions? Contact firstname.lastname@example.org for more information
Anti-Black Racism and Hiring Practises
(Date: October 16, 2020 | Time: 1:00 p.m. EDT) OCNI is committed to providing our members with safe spaces to have discussions on diversity and inclusion in both broad strokes and in topic specific conversations. Join us on October 16 and hear from this HR expert panel who will speak to their lived experiences and deep dive into the microaggressions and larger biases black individuals face in the workplace; and what the Nuclear supply chain (and the greater energy sector) can do to ensure equity and fairness in HR practices to eliminate anti-black racism at work. [Register Here]
Indigenous Recruitment. Engagement. Retention.
(Date: September 18, 2020) As companies commit and dedicate resources to achieving an equitable representation of Indigenous persons in the workplace, questions quickly arise as to the best practices for recruiting, employing, and retaining Indigenous employees. OCNI sat down to speak with industry experts and Indigenous employees to learn how can we create inclusive and supportive spaces for Indigenous employees to thrive and rise within our organizations. [Watch Recording Here]
SHELeads: A RTW Microconference
(Dates: August 18 & 19, 2020) Co-sponsors OCNI and OPG were pleased to offer a no-cost microconference built to engage women currently in the energy sector and those looking to understand the opportunities available in Nuclear. COVID-19 impacted the world, but here at home in Ontario we feel the impact personally. Many have been furloughed, permanently laid off and are looking for opportunities to return to work. The Nuclear Sector felt the impact of this changing environment but unlike many sectors remains healthy and robust and continues to provide new opportunities in a variety of roles.
Gender Representation ≠ Gender Equality
(Date: August 14, 2020) A few years ago, Katie Mehnert, Founder of Pink Petro said “There’s a perfect storm: a generational, gender, and reputation gap. To bring people from different backgrounds into the industry, the biggest thing is showing them it’s possible.” when asked what the key is to getting new talent, especially women, into the energy sector. The nuclear energy sector is no different, but how do we as a supply chain sector, made of SME’s work towards gender equality and equity. What are the tough questions that need to be asked and what are the best practices and action that need to be put in place today to ensure an gender equal future. [Watch Recording Here]
Diversity & Inclusion in the Nuclear Sector
(Date: July 24th, 2020) In an ideal world, gender, race, age, sexual orientation, and other personal characteristics unrelated to job performance would not trump merit and experience in the hiring, retention and engagement of employees. However, inherent/unconscious bias has resulted in the need for organizations, worldwide, to acknowledge that this is not always the case. This panel of speakers explored the role of diversity and inclusion in our sector and what we can do now to ensure a better represented sector. [Watch Recording Here]