respectful workplace

Our goal at TELUS is a workplace where everyone respects each other. Our comprehensive Respectful Workplace training program is designed to help every team member be fully versed in the TELUS Respectful Workplace Policy and able to contribute to a highly respectful and harassment-free work environment. This program was launched in 2005 and continued in 2006.

More than 84 per cent of TELUS team members have completed Respectful Workplace training. Approximately 93 per cent of participants reported that the training was effective in assisting them understand what a respectful workplace is and how they can contribute.

TELUS' Respectful Workplace Office worked collaboratively on Respectful Workplace training with delegates from all three unions representing TELUS team members – the Telecommunications Workers Union, the Syndicat Québécois des employés de TELUS and the Syndicat des agents de maîtrise de TELUS. In 2006 we leveraged the success of a human rights workshop introduced in 2005 by providing enhanced training to new and existing union and company designated human rights representatives. This evolving initiative, the Respectful Workplace Policy and supporting web-based material continue to support TELUS' commitment to build a community of spirited teamwork across TELUS.

Midway through 2006, the Respectful Workplace Office began reporting to the Human Resources and Compensation Committee of the Board of Directors, reflecting our commitment to a respectful workplace.

Respectful Workplace training will continue in 2007 to ensure team members understand and comply with the Respectful Workplace Policy. New TELUS team members complete training through one of two options – department orientations or open quarterly sessions.

Employment equity and diversity practices

An important indicator of inclusiveness is the representation levels of the four designated groups within the workforce as defined by the Employment Equity Act.

Overall representation of the designated groups declined in our workforce. However it remained on par or above that of other Canadian telecommunications companies.

We are using a marketing approach to find innovative ways of reaching out to prospective team members, and then tailoring training, benefits and work design to meet the varied needs of people from diverse ages, cultures and groups. We have tightened links with universities and outreach agencies and are using innovative channels such as the TELUS World Ski and Snowboard Festival to help recruits to find out about TELUS and our commitment to diversity.

We offer a significant number of scheduling options such as partial, evening or weekend shifts suitable for university students or parents needing to blend work with shared parenting responsibilities. We have significantly increased our capacity to support telecommuting for team members who want to work at home to balance other personal commitments and provide greater scheduling flexibility. Please see page 12 for more on flexible work options.

A fresh approach to benefits includes personal well-being days that enable team members to accommodate religious celebrations not covered by the statutory holidays and a life balance account that team members can spend on activities that support work-life balance such as travel or home maintenance services.

We work to ensure team members are treated fairly and with dignity and respect for their skills, career goals and viewpoints. We are strongly committed to high ethical standards, as evidenced by our mandatory ethics training course, and working together in an inclusive way.

Connections – the TELUS Women's Network

All three of our female executive vice-presidents, Janet Yale, Judy Shuttleworth and Karen Radford, were named to the 2006 list of Canada's Most Powerful Women compiled by the Women's Executive Network as part of its annual Top 100 Awards.

Reaching out to others in the organization, these women are sponsors of Connections – the TELUS Women's Network. Through Connections, women at all levels of the organization have the opportunity to pursue excellence in their careers by building a support network and participating in mentoring relationships.

In 2006, Connections boasted a membership of 2,000 women. Numerous events were held across the company in support of the Connections mission to engage, support and inspire TELUS women in the pursuit of excellence in their careers and to allow them to fulfill their potential.

In 2007, Connections will focus on leadership development, enhanced communication and networking opportunities.

Human rights

Looking beyond our workplace, we strive to do business with organizations and countries known for respecting human rights and child labour laws. As a Canadian-based organization, we fully support the Canadian Human Rights Act in these matters and issue assurances about our own employment equity practices on an as-needed basis. We support and respect the protection of internationally proclaimed human rights in all of our operations, the right to collective bargaining and the elimination of forced and compulsory labour, including child labour.

A second indicator of the inclusiveness and respect within our workplace is based on analysis of complaints filed by our team members with the Canadian Human Rights Commission (CHRC). These complaints identify practices that are causing concern with team members and provide an objective process for determining or confirming the appropriateness of practices as business and societal priorities evolve.

The 2006 results tracked closely to our 2004 statistics, which could be interpreted in two ways. One interpretation is that it highlights how unusual a year 2005 was. On the other hand, it could also indicate that the work environment is stabilizing after the 2005 labour disruption.

Encouragingly, we have seen a decrease in both the number of new complaints received and the number of open complaints at year end. The increase in the number of closed complaints for the year is another success.

The trend in terms of the type and nature of complaints remains consistent with previous years, as the prohibited ground of disability continues to be prevalent. Out of the 21 closed complaints, 16 are based on disability. Of the 15 new complaints, 11 are alleging discrimination based on disability. A new trend appears to be emerging, with the prohibited ground of age making up three of the 15 new complaints and one of the 21 closed complaints.

At this time, the CHRC decided not to deal with the 16 closed complaints, as the complainants had not exhausted all other alternative review procedures reasonably available to them. This determination was based on Section 41(1)a of the Canadian Human Rights Act. Two of the other closed complaints were resolved through settlement discussions and three were dismissed.