• The Indigenous Employment Plan is led by an internal multidisciplinary team focused on improving the cultural consideration, working experience and hiring outcomes for Indigenous peoples.
• Continue to identify and resolve employment barriers for current and future Indigenous employees.

• Implement the Indigenous Employment Plan to account for Indigenous culture, regional/remote considerations and legal considerations, as appropriate.
• Continue education for U.S. and Canadian employees about expanded cultural flexibility within designated leave programs and reinforce that this exists with U.S. employees.
• Host a minimum of four listening sessions with Indigenous employees across Canada and the U.S. to understand top priorities and potential barriers to inclusion in the workplace.
• Refresh Indigenous Employment Plan based on feedback received within listening sessions.

2025-ongoing

• Work with existing and new Indigenous partners to identify current opportunities and key growth areas for employment and skills development.
• Grow talent pool and implement Indigenous recruitment strategies.
• Recent large acquisitions have contributed to a growing U.S. employee base.

• Continue to engage with vendors, post-secondary institutions, employment centers and urban Indigenous recruitment partners to promote Indigenous recruitment.
• Attend at least 12 Indigenous-focused career fairs throughout Canada and the U.S. annually.
• Continue to strive for a workforce more reflective of the communities in which we operate.

2025 - ongoing (Canada)

2027 (U.S.)

• Formalize Indigenous attraction and retention programs, focusing on cultural awareness, job advertising, partnerships and other regionally relevant cultural considerations.
• Ensure that Indigenous cultural perspectives and priorities are reflected throughout talent acquisition process(es).
• Conduct regular training with Talent Acquisition team on ways to conduct culturally inclusive interviews.
• Ensure job postings contain inclusive language and seek opportunities to consider culturally relevant transferable skills, such as experience in local Indigenous government, alongside other qualifications.

• Review and, where appropriate, update internal hiring processes.
• Conduct ongoing and regular training with Talent Acquisition team related to hiring practices.
• Evolve current Indigenous attraction/retention approach as needed to ensure they continue to meet the needs of candidates and internal partners.
• Continue to adjust job descriptions and job postings, by leveraging content review tools and engaging with internal Indigenous expertise.

2025-ongoing

• Offer development sessions to support career growth within Enbridge.
• Develop and diversify pools of candidates for apprenticeship and internship programs.

• Partner with the Indigenous Employee Resource Group to host career development sessions, including topics such as accessing effective mentorship, coaching and sponsorship relationships.

2025-ongoing

• Include and develop Indigenous Employee Resource Groups across the company.
• Host programs related to Sharing Circles and Indigenous employee support across the company.
• Create culturally inclusive and safe spaces across the company that are supportive and celebrate Indigenous arts and culture.
• Provide opportunities for all employees to attend learning events celebrating the rich diversity within Indigenous heritage and culture.
• Support and provide access to Elders for consultation, cultural events and for support via the Employee Family Assistance Program.

• Continue to implement and provide cultural support programs.
• Integrate Indigenous arts and culture in Enbridge offices and facilities across Canada and the U.S.
• Continue to support the Indigenous Employee Resource Groups and ensure employees from all regions and field locations can join.

2025-ongoing

• Conduct Indigenous-designed, -led, and -facilitated cultural sessions for the Board of Directors and Executive Leadership Team to create enhanced understanding and awareness of the needs, priorities and interests of Indigenous Communities and Nations.

• Host an annual Indigenous cultural session for Board of Directors and Executive Leadership Team.

Ongoing