We want to update our communities on the steps we are taking at the project site located at Michael Garron Hospital following racist acts over the past several months. We are committed to providing the safest possible working environment possible for all of our employees free of harassment and discrimination.We are determined to find and convict the individual(s) responsible for the racist activities. If you have any information, please anonymously call EllisDon’s Compliance line at 1-888-253-1655 (Option #3) or send an email to hrcompliance@ellisdon.com.Here is a list of the initiatives we have implemented at the Michael Garron Hospital project site:

• Through meaningful community feedback, we have decided to increase the reward up to $50,000 (from $5,000) for anyone who can provide information that leads to the identification and conviction of the individual(s) who committed crimes associated with the racist acts at the project site located at Michael Garron Hospital.
• Additional internal security cameras position in the washroom area.
• Additional physical security guard roaming the jobsite and conducting regular washroom checks.
• Continue to work with Toronto Police Services and provide any support needed to help identify the individual(s) responsible.
• We have ordered more security signage for the perimeter hoarding, as well as 24/7 video surveillance and security guards onsite.
• We now have security on site after normal hours of operation to increase security presence in the immediate-term. We have engaged with a security consultant who will make security-related observations and recommendations for EllisDon to consider at MGH and all of our other project sites.
• We are installing additional lighting at all access points (e.g. entrances at Coxwell and Sammon and vehicle gates). We are adding more exterior lighting to illuminate all entrances and paths of travel.
• We are adding additional supports to secure the hoarding.
• We are also installing more privacy screening along the entire perimeter. All locks have been changed and door codes reset.

We are also taking steps as a company to address anti-Black racism:Investigations:

• Engage law enforcement when racist acts occur and fully support the police investigation to ensure we can hold the perpetrators accountable.
• Engage independent investigators to assist law enforcement as recommended.

Site Security Measures:

• Increase site security measures at our job sites including digital surveillance, physical guards during the day and overnight (as needed), security site signage, enhanced lighting and check-ins.
• Expel any individual from an EllisDon job site who is found to commit a racist or discriminatory act.

Changing the Industry:

• Increase sanctions for our sub-trades found accountable for racist or discriminatory actions, both the individual(s) involved, as well as the company.
• Strategize with our unions on how to educate and eradicate anti-Black racism.
• Provide access to complimentary Diversity and Inclusion training to all our subcontractors and unions. It covers concepts such as identity, perspective and language and creating inclusive environments and resources on systemic racism, allyship, microaggressions and more.

Education, Awareness and Support:

• To support our employees in the immediate-term, we have an Employee Assistance Program available to provide immediate mental health support and guidance. We have also engaged Sourceline, clinical experts that assist individuals and families in cases of trauma, to work with the employees and their families directly involved.
• We have on-going stand-downs and toolbox talks at site level to condemn hateful action, offer support, and create awareness around racism and intolerance and what workers can do to stop it.
• Post our Anti-Racism signs as a constant reminder that there is zero-tolerance for racism at our workplaces at all EllisDon sites.
• Our Respect in the Workplace Policy is posted on all of our HSE bulletin boards. It includes our zero tolerance policy and reporting procedures.
• We have added anonymous reporting lines (by phone and email) and encourage all workers to report all forms of discrimination.

At EllisDon:

• Creation of ABEEL (Alliance of Black Employee Experience and Leadership) to educate all of our employees and sub-trades on anti-Black racism. ABEEL organized a ‘Say No to Anti-Black Racism” week for the week of October 5, 2020 which included a survey that will be available on all EllisDon sites across the company. The intent is to provide our employees and members of our subcontractor community a platform to share their experiences and provide suggestions on how to create a more inclusive workplace for members of the Black community and other marginalized groups.
• President and CEO Geoff Smith signed the BlackNorth Initiative CEO pledge to devote key organizational changes and actions to address, change and end anti-Black systemic racism, led by Wes Hall.
• EllisDon has established an anonymous reporting system by phone and email that is accessible to all of our workers to create a safe place and encourage everyone to report incidents of racism and discrimination.
• We have appointed a dedicated employee as the Head of Inclusive Diversity on our People and Culture team.
• P&C and HSE leaders will be provided additional training on employer obligations as it relates to Respect in the Workplace (harassment, violence, diversity and inclusion) and Investigative best practices.