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 has the privilege of doing business on the traditional and unceded territory of First Nations’ communities. Today, this meeting place is still home to many Indigenous Peoples and we are grateful to have the opportunity to work on this land.

A place of belonging

Team members at First West 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 First West Credit Union, 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: Black Employee Network, First West Women’s Network, First West Young Leaders, Indigenous Peoples Circle, Pan-Asian Employee Network, The Poss-Ability Network, Pride Employee Network.

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. In 2023, $206,250 was given in grant funds to local equity-deserving charities through the 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 First West.

Reconciliation

The Indigenous Peoples Circle, an employee network group at First West, 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.

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.

“Here at First West, no one gets left behind. A strategic area of focus is advancing an inclusive environment where everyone flourishes, contributes to the success of the organization and makes a meaningful impact. We strive to be an organization where people of many identities and experiences are understood, appreciated, and fully included.”
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Liz Bailey-Connor, Chief People and Culture Officer

Milestones in our DEIB journey

How learning and growth have shaped our future thus far

2017

2018

2019

2020

2021

2022

2023

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.

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.

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.

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.

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.

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.

Expanding DEIB funding, learning and opportunities

Expanding our community support, $206,250 in grant funds were given 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. The seventh ENG, The Black Employee Network, formed and ENGs as a whole continued to advance their purpose. All team members were enrolled in 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.

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 First West 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.