On September 30, we observe the National Day of Truth and Reconciliation and reflect on the legacy and true history of residential schools and our role in reconciliation. We remember and honour all those impacted by residential schools here in Alberta and across the country. As an organization that strives to be a true reflection of its community, we are committed to listening, learning and implementing the recommendations set out in Section 92. of the National Centre for Truth and Reconciliation Call to Action.

We approach equity, diversity and inclusion with a simple and meaningful goal – to create ‘an airport for everyone’

This includes employees, passengers, airlines, business partners and the community.

As part of our Environment, Social and Governance (ESG) leadership, our social commitment is crucial. We are a leader in our community and we want to take new action to underline our belief that diversity is a strength and creating an inclusive space is both a privilege and a responsibility in our collaborative recovery. Our facility should be accessible, and we want to celebrate diversity so that people feel represented at Edmonton International Airport. This is part of our long-term commitment to keep learning and improving together with everyone. We look forward to continuing this journey with you.

Our leadership team

  • 54% Board of Directors are female
  • 60% Executive Management Team are female
  • 50% Managers, directors, executives are female
  • 12% Managers, directors, executives are self-reported visible minorities

Where we are now:


  • Top 70 Alberta Employer 2017-2019
  • Equal opportunities employer in all job postings. We remove barriers and bring diverse perspectives and skills into our organization
  • ‘Buy local’ mandate. In 2020, 67% of goods purchased from locally owned businesses or those with offices in the Edmonton region (based on # of contracts)
  • Established Board Diversity Policy


  • Train our employees in equity, diversity and inclusion. Training is available and mandatory
  • Train our employees to identify human trafficking in our airport (over 500 people currently trained)
  • Commited to hiring women in trades (for over 20 years)
  • Provided Indigenous “Blanket Exercise” training to airport employees


  • Partner with over 100 community organizations, festivals and charities to give back to our community
  • Sponsorship of two Edge4vets events to encourage veteran employment at YEG, and successfully hired people through the program
  • Sponsorship of Elevate Aviation in their efforts to support equity seeking groups in aviation by providing training and training facilities
  • Sponsorship of the World Diversity Leadership Conference July 6th, 2021 in Edmonton
  • Hosted three annual live Indigenous Peoples Day celebrations before the pandemic
  • Hosted four annual Woman’s Day appreciation events


  • Display equal English and French on all directional signage to support our passengers who speak either of Canada’s two official languages
  • Commit to an ongoing YEG Accessibility Advisory Council that assesses our facilities for use and accessibility for different needs
  • First airport in Canada to introduce pet therapy dogs to passengers
  • Support all beliefs with a multi-faith prayer room in our terminal
  • Display diverse permanent and rotating artwork throughout the terminal, including a long-standing partnerships with Indigenous artist Jason Carter and the Government of the Northwest Territories.
  • Provide passengers with access to locally curated short stories through YEG’s Short Story Dispenser

Where we are going:


  • Updating our vendor code of conduct
  • Updating respectful work-place policies
  • Integrating equity, diversity and inclusion together with environmental sustainability into our RFP selection process
  • Identifying a diverse candidate pool through broadening outreach
  • Observing the National Day for Truth and Reconciliation as an organization


  • Learning from employees and supporting discussion sessions on equity, diversity and Inclusion
  • Increasing mandatory diversity (inc. 2SLGTBQ+) awareness training for all employees, particularly management
  • Continuing to partner with the RCMP to provide YEG employee training in human trafficking awareness
  • Encouraging and promoting the University of Alberta/Coursera Indigenous Canada training
  • Implementing an employee diversity celebration for the ‘World Day for Cultural Diversity for Dialogue and Development’
  • Gathering employee preferences for cultural and religious celebrations internally and externally to celebrate and recognize these days
  • Continuing to partner with Indigenous Peoples, including the Tribal Chiefs Employment and Training Services Association – Job Fair


  • Continuing to support Elevate Aviation, through employee time, free rent, and development of training programs to promote aviation for all, particularly equity-seeking groups
  • Supporting Indigenous business/community building partnerships on our property
  • Developing new networking events to support local and equity supporting businesses
  • Participating and supporting 2SLGBTQ community events
  • Purchasing from local equity-supporting corporations and small local businesses through pilot programs
  • Inviting community leaders representing various groups from the Edmonton Region and Canada to advise our diversity and inclusion actions


  • Improving signage and accessibility in our terminal with visual paging screens
  • Creating gender-neutral bathrooms in the terminal – accessible for all

Our targets:

  • Board diversity policy 50% representation 2022
  • Become a Canada Top Equity Employer by 2023