We are committed to becoming an employer of choice for diverse employees; where leaders, structures and interactions encourage individuals to thrive while being their authentic selves.
Now, and for generations to come.
Our Family
Embracing Diversity, Equity and Inclusion
We create a work environment in which we welcome and value all people.
Why It Matters.
How We Deliver.
- We embrace our differences and create conditions for fairness and opportunity.
- We model respectful, courteous and inclusive behaviour.
- We strive for diversity when building our teams.
- We cultivate belonging and mental wellbeing.
- We actively seek out and listen to different points of view and opinions.
- We speak up about behaviour and actions that conflict with our values.
How We Can Embrace Diversity, Equity and Inclusion.
Here are examples of ways we can actively promote diversity, equity and inclusion.
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Hiring Process:
Develop inclusive job descriptions. Create processes and programs that break down patterns of bias and normalize equity, diversity and inclusion. Develop thoughtful and inclusive new-hire onboarding and ensure hiring guides are built out with these values in mind.
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Promotions:
Integrate fair assessments of individuals in the talent review process. This includes equitable opportunities for the development of talent.
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Interactions:
Diverse, equitable and inclusive environments enable employees to be valued, supported and heard. This helps our employees perform at their best. Educate leaders on concepts such as bias, privilege and racism. Foster collaborative decision-making in order to leverage diversity of thought.
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Procurement:
Ensure we work with third-party partners who share our values. Incorporate this requirement and review in engaging any third party. This includes requiring third parties follow our Supplier Code of Conduct.
Good Ethics.
Leveraging the diversity within our company benefits everyone. Innovation, collaboration and open-mindedness are some of the keys to our success. We should all be aware of and combat biases. This helps ensure we are including voices from underrepresented groups. Good ethics requires everyone to build a culture of belonging for our teams.
Good Business.
A: If you feel safe and comfortable doing so, please gently tell these colleagues you would prefer they don’t use that language. If you are not comfortable speaking to them, report what you heard to a manager or to local or global HR. Although the people involved don’t mind that language, it could make others feel unwelcome or excluded.
A: We support a diverse workforce that is welcoming and inclusive. Scheduling team events on days when we know a team member is not available could make them feel excluded. We all must work together to achieve our goals of diversity, equity and inclusion. This includes speaking up if we identify concerns. Ask the coworkers who were planning the lunch to reschedule and explain why.
A: Report your manager’s actions immediately. We want to encourage full participation in our workforce by a diverse group of employees. Those statements violate our policy against harassment. We do not tolerate retaliation against those who report harassment. Trust us to investigate the situation and protect you from retaliation.
Food for Thought
“Leveraging the diversity within our company benefits everyone.”