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Toronto Hydro 2014 CR Report_FINAL

TRAINING AND EDUCATION We believe in lifelong learning and continue to cultivate an environment that fosters continuous training and career development. We offer leadership courses, techinical training, apprentice training and development opportunities tailored to individual job rquirements. TORONTO HYDRO 2014 CORPORATE RESPONSIBILITY REPORT 45 INTRODUCTION MATERIALITY AND STAKEHOLDER ENGAGEMENT OUR WORKFORCE SUSTAINABLE BUSINESS AND OPERATIONS OUR ENVIRONMENTAL FOOTPRINT SUPPORTING OUR COMMUNITY GOVERNANCE AND ETHICS Health and wellness The key to our strong and productive workforce is a corporate culture that is focused on safety, health and wellness. Supporting mental health in the workplace In October 2014, we participated in the national mental health campaign, Not Myself TodayTM, to get employees talking about an issue seldom discussed at work. This annual campaign raises awareness about mental health and illness, and highlights the need to reduce the associated stigma. This was the second consecutive year that Toronto Hydro has participated in the campaign. According to Partners for Mental Health, the charitable organization behind the campaign, about 500,000 Canadians miss work every day as a result of mental illness. We have continued the momentum of our mental health education through the promotion of mental health resources and support available through our Employee Assistance Program. Toronto Hydro is continually working to improve our wellness initiatives to help employees lead healthy lives. G4-LA9 Management approach to training, education and career development Corresponds with Toronto Hydro’s Material Aspect: Training and Education In 2014, we completed over 58,100 training hours10 — a 5% increase over 2013 — and offered more than 114 training programs. Employee safety is one of our top priorities. We provide employees with the skills, equipment, materials, knowledge and leadership required to safely perform their jobs. As such, Toronto Hydro provides ongoing education and training to ensure employee competencies are kept up-to-date. 10 Training data breakdown by gender and employee category is not available.


Toronto Hydro 2014 CR Report_FINAL
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