Human Resources Practices and processes
Diversity enabling infrastructure:
- Ensure gender-neutral and bias-free recruitment tools and processes to foster the inclusion of women, people with disabilities, visible minorities and Aboriginal peoples
- Flexible work schedules
- Extended leave policies
- Back to work programs
- Ensuring wheelchair accessible facilities when renovating our locations
- Partner with non-profit organizations to access candidates from these four groups and generate hiring matches
Talent acquisition and development
Women’s leadership development:
- Training & Coaching: implement specific development programs to encourage women in leadership positions including the Women in Leadership (WIL) component of our Annual Leadership Development Process
- Sponsoring & mentorship
- Women’s networks: support the growth of our Professional Women’s Network (PWN)
- Provide scholarships
- Executive presence and sponsor of WIDS (Women in Defence and Security), an organization that promotes and supports the advancement of women in Canadian defence and security industries.
Culture
Make Diversity & Inclusion a corporate and strategic priority
Create a Diversity & Inclusion Leadership Council to oversee our efforts
Inclusive mindset:
- On-the-job training, meant to set the foundation for what it means to be truly diverse and inclusive. Includes “Diversity Made Simple” and “Employment Equity in Canada” e-learnings.
- Evaluation and recruitment debiasing
Tracking and measurement
Transparency and indicators tracking