Notice: Plans are in place to minimize delivery delays where possible in the event of a Canada Post labour disruption.
EQUITY, DIVERSITY, INCLUSION AND ACCESSIBILITY
The Mint ensures equitable access to coinage while being committed to developing a healthy, safe and caring workplace for all employees, one that is grounded by inclusive practices, where differences are valued and reflected in our diverse offerings.
Despite the rapid adoption of digital payments, many people living in Canada rely on cash to participate in trade and commerce. The Mint’s coin management system is integral to our efforts to make sure all people living across Canada have inclusive access to coinage and are able to participate in Canadian trade and commerce. The Mint is committed to providing a respectful, diverse and inclusive work environment for all employees.
The Mint’s ALL IN journey continues to build on the programs and resources already established with accountability, inclusion, and meaningful reconciliation as the areas of focus for the coming years. First launched in 2021, the ALL IN Action Plan has allowed the Mint to make great strides toward providing a safe and inclusive workplace for all. The plan’s eight goals have guided initiatives in key areas: communications; applying an EDIA (equity, diversity, inclusion and accessibility) lens; benchmarks and metrics; tools; learning and development; leadership; recruitment; and partnerships.
Equity, Diversity, Inclusion and Accessibility
Offered by the Canadian Council for Indigenous Business (CCIB), the Partnership Accreditation in Indigenous Relations (PAIR) is an internationally recognized program that enables organizations to continuously improve workplace equity for Indigenous employees, opportunities for Indigenous business partners, and relationships with Indigenous individuals and communities. The Mint’s participation in the PAIR program is one of the core activities through which we continue to find ways to better collaborate with Indigenous partners not only to create our products, but in the day-to-day operation of our business.
The Mint works to ensure all people living in Canada have reliable and equitable access to coinage even as the use of digital payments increases.
The Mint is focused on creating a vibrant, people-centric and proactive health and safety culture. Our leaders model a safety-first, zero-injury mindset, while employees participate actively in creating an environment that values safety and wellbeing, including good mental health.
In 2021, we launched the ALL IN Action Plan as a roadmap to establishing a work environment where differences are valued and where employees are empowered to take an active role in addressing systemic racism, discrimination and barriers to inclusion.
The Mint is committed to providing a respectful, diverse and inclusive work environment for all its employees. The Mint’s ALL IN journey continues to build on the programs and resources already in place with accountability, inclusion, and meaningful reconciliation as the areas of focus.
Read more: Equity, Diversity and Inclusion
The Mint continues to give back to communities across the country, donating money to charities each year.
The Mint ensures bilingualism and compliance with the modernized Official Languages Act (OLA), namely Parts IV, V, VI and VII. The Mint is also subject to the Treasury Board’s Policy on Official Languages and some of its related instruments. In 2024, we thoroughly updated our own official languages policy as well as our staffing policy in alignment with the recently reinforced OLA. Stewarding the application of the corporation’s official languages policy, the Mint’s Corporate and Legal Affairs Division collaborates closely with the Human Resources Section’s talent and second language training functions to jointly implement tools and various initiatives that support and further promote bilingualism at the Mint.
The Mint is proud to celebrate the shared heritage of all people living in Canada through both circulation coins and our numismatic products. We will continue to look for opportunities to commemorate diversity in recommending future coin designs and to leverage our brand to help support a culture of shared heritage.
Accessibility is a part of the Mint’s everyday business. We maintain our commitment to inclusion by removing barriers and enhancing accessibility for customers and employees.
The Mint continues to engage with several expert partners, employees and members of the public to help identify barriers and to make progress in delivering on our accessibility goals. Progress has been made in in areas such as employment, the built environment, communications, and technology.
Read more about our Accessibility Action Plan: Accessibility | The Royal Canadian Mint
The Mint strives to foster positive physical and mental health among its employees. A new activity-based workspace in Ottawa houses inclusive, accessible workstations designed to accommodate diverse needs and working styles. With dedicated areas for team collaboration and individual focus, the space provides flexibility to Mint employees to work in a way that best suits their needs. This flexible approach leverages working practices to provide all employees with a psychologically safe and healthy work experience.
The Mint’s Annual Scholarship Program, administrated in collaboration with Scholarship Partners Canada, a division of Universities Canada, provides scholarships to support the children of permanent Mint employees in pursuing their educational goals. Between nine and 12 scholarships are available for post-secondary studies such as master, bachelor, applied bachelor, and associate degrees, as well as diploma, certificate, and skilled trades programs.
From first aid and environmental management systems awareness to customer service excellence, the Mint’s learning and development curriculum helps employees achieve success in their roles and career aspirations. In 2024, each employee participated in an average of eight days of professional development and learning, ensuring the Mint’s workforce remains competitive.
Achieve targets for workforce members identifying as women, visible minorities, Indigenous Peoples, living with a disability.
Reduce reportable injury rate year‑over.
Obtain Partnership Accreditation in Indigenous Relations (PAIR) Committed status to build stronger links with Indigenous communities.
Maintain an engaged workforce. Achieve an employee engagement survey mean > 3.8.
We are committed to acting responsibly by minimizing our impact on the environment, cultivating safe and inclusive workplaces and making a positive difference in the communities where we operate.