DIVERSITY, EQUITY, INCLUSION AND BELONGING (DEIB)

You are welcome here

Financial wellbeing is for everyone

We’re intentional about fostering a credit union where belonging and uniqueness go hand-in-hand. That’s why our commitment to diversity, equity and inclusion are cemented in our foundational values—authentic connection, collective strength and courageous leadership. We strive to create a place where everyone feels they belong.

You’ll see it in the involvement and influence of team member-led network groups, equitable hiring practices, community funding, training programs that address barriers and raise awareness, and recognition for psychological safety in the workplace.

We acknowledge

Our credit union operates on the traditional, ancestral, and unceded territories of Indigenous Peoples across British Columbia. We acknowledge the deep and enduring relationships that Indigenous communities have with these lands and commit to fostering reconciliation through meaningful action, education and economic empowerment.

Read our commitment to Reconciliation

A place of belonging

Team members at Tru Cooperative Bank, formerly First West Credit Union, are encouraged to express their identities and purpose. Ideas and perspectives flow freely to continue our growth as an inclusive place to work.

No one gets left behind

Our inclusive environment

These activities and practices are part of who we are as Tru Cooperative Bank, including our brands: Envision Financial, Valley First, Island Savings, Enderby & District Financial and the First West Foundation.

Employee Network Groups

Seven equity-deserving groups led by team members connect and elevate their voices to transform how we work. Currently, our groups include: the Women’s Network, the Emerging Leaders, Green Team, Indigenous Peoples Circle, Pan-Asian Employee Network, The Poss-Ability Network, and Pride Employee Network.

Accessible experiences

From our work spaces to the tools and resources we use, we aim to remove barriers to access. This includes continuing to improve our spaces with hearing loops, braille signage, directional signage, accessible kitchens and more improvements identified by our facilities team who are all Rick Hansen Foundation Accessibility Certified (RHFAC). Assistive devices such as screen readers, transcription services, and closed captioning in meetings help make communication accessible, without singling out individuals with disabilities. The Poss-Ability Network, a disability inclusion employee network group, advises on and promotes inclusive and accessible policies and practices.

Diversity surveys

A critical part of transformation is knowing where we stand today. Each year, our team members are invited to share their personal diversity information with us, voluntarily and anonymously, so that we can use the aggregate data to measure our success in creating an environment that supports equity and inclusion.

Inclusive benefits

Caring for people as individuals extends to the benefits coverage we provide. Team members have flexible health and family support that includes parental leave, mental health counselling, gender-affirming procedures and IVF, among our other health supports.

Equitable hiring

We encourage people who are from equity-deserving groups to apply for a career with us, including Black, Indigenous Peoples, members of 2SLGBTQIA+ communities, People of Colour, persons with diverse abilities, and women or non-binary people. Our hiring practices have accessible accommodations to help you apply or interview for a career with us.

Knowledge and understanding

Team members have many opportunities to expand their DEIB awareness through numerous webinars and training, including free access to the 4 Seasons of Reconciliation course. We engage in ongoing conversations about accessibility, unconscious bias, sexual orientation and gender identity, neurodiversity, history and culture of equity-deserving groups, and dozens more subjects that further connections and belonging.

Leadership in our communities

Through volunteerism and funding, we help non-profits that support people in equity-deserving groups. The First West Foundation, our charitable partner, has granted more than $200,000 to local equity-deserving charities through its SOAR grant program. SOAR supports and partners with organizations committed to serving racialized groups, including and not limited to people who identify as Black, Brown, Indigenous and/or as a Person of Colour in communities served by Tru Cooperative Bank.

Reconciliation

The Indigenous Peoples Circle, an employee network group at Tru Cooperative Bank, works to prioritize and raise Indigenous voices, advance Indigenous leadership, invite thought provoking conversations that foster Indigenous relationships, and ensure Indigenous perspectives are always at the table. Working in compassionate, intentional, and authentic ways, they inspire a sustainable Indigenous-centered community focused on highlighting and understanding the many varied experiences of First Nations, Inuit, and Metis.

Milestones in our DEIB journey

How learning and growth have shaped our future thus far

Expanding DEIB funding, learning and opportunities

Expanding our community support via our charitable partner, the First West Foundation who granted $206,250 to 20 local charities through SOAR, a program supporting people in racialized groups, including and not limited to people who identify as Black, Brown, Indigenous and/or as a Person of Colour. We continued to measure our DEIB progress, and identify opportunities to focus, with an annual diversity survey. All team members have access to the “4 Seasons of Reconciliation” course, which is intended to promote a renewed relationship between Indigenous Peoples and Canadians. Pronoun options were added to employee contact cards, and training for accessibility features when using our technology was provided.

Adopting new practices and enhancing our spaces

Reviewing our employment systems, we reaffirmed equitable hiring practices for job seekers. Training and educational events continued to grow with sexual orientation and gender identity terminology workshops, unconscious bias training, and the introduction of a new diversity learning module. Indigenous Territory Acknowledgement practice was introduced to our events and web presence, and we launched our Indigenous Student Mentorship program. Aligning to our Inclusive and Accessible Building Standards, our renovated branches now include an accessible teller station as well as gender-neutral, accessible single-stall washrooms.

Increasing activites that make a meaningful difference

To bring greater support to young people, we created the Launi Skinner Indigenous Scholarship and Regional Bursary program, which provides funding to Indigneous post-secondary students each year. Our training programs focused on allyship, and we added pronouns to team members’ email signatures. Our recognition of significant observances expanded to include Truth and Reconciliation, Pride Month, and Mental Health Awareness Week. The ENGs grew in size with the formation of the Pan-Asian Employee Network and Indigenous Peoples Circle.

Deepening our commitments

Our message of welcome and inclusion became stronger as we outwardly shared our commitment and actions. Diversity education continued for all team members and our board. The Pride Employee network formed, and we introduced a non-binary gender option in our member information system. An Accessibility Assessment of our locations was completed by the Rick Hanson Foundation, and team members continued to grow their involvement in activities such as Indigenous career fairs and Orange Shirt Day.

Bringing team members together in collaboration and learning

Two additional ENGs were formed, The Poss-Ability Network and First West Young Leaders, furthering support for and conversation among equity-deserving groups. Inclusive leadership training launched to amplify the ways we support people as individuals. And our DEIB activities expanded to form partnerships with community groups and educational institutions that bring career opportunities to people in equity-deserving groups.

Fostering more diverse communties

While the credit union was engaging with experts in DEIB to refine our strategy, our team members showed support at Pacific Institute for Sports Excellence (PISE) events for Indigenous youth. 2018 was the founding year of the first Employee Network Group, the First West Women’s Network, and also the launch of our Inclusion, Diversity and Healthy Workplace survey.

Commitment to actively pursuing greater diversity, equity, inclusion and belonging

With a focused commitment of time and resources, we enabled a cross-functional equity, inclusion and diversity work group within our organization. They assessed where First West was at and developed early actions that improved understanding, representation and involvement of equity-deserving groups in our organization.

Executives looking at businesswoman writing on adhesive notes stuck over glass

A future where everyone can flourish

Every day we are making progress and there is much more to do

By creating an environment in which every Tru Cooperative Bank team member, member and community partner—both present and future—are valued for their uniqueness, we are empowering people to flourish.

The kind of transformation we want to be part of can only be realized through deliberate, long-term investment in relationship building and meaningful action. We invite you to join us in this journey of finding meaningful answers, listening before speaking, and continuous actions and commitment through the daily choices we make and prioritize.