Team awareness
and training Putting DEI centre stage
→ Best people → Diversity, equity and inclusion
In 2022, we developed and deployed mandatory respect and
civility training across our operations. During these 83 ses-
sions, we offered 2,682 hours of training to 1,512 employees
to foster cordial and respectful relationships.
The training has proven very useful, and somewhat surpris-
ing, I think. It’s been an opportunity to take stock of our
role and our responsibilities in creating a work environment
imbued with respect and civility, the very foundation of an
inclusive environment.
Yvan Larochelle, Superintendent,
Civil and Infrastructure, Quebec
In collaboration with an expert in the field, we also started
offering experiential coaching sessions to raise awareness of
DEI among our management teams, including the Executive
Committee. In all, 60 managers followed the training, and
these sessions will continue to be rolled out until 2024 so
that this experience can be offered to 24 management teams.
We place great importance on our people. Our DEI action
plan is alive and well, even though there is still more work to
be done in identifying underrepresented groups within our
organization.
In early 2023, a DEI module was included in the organizational
survey conducted among our people to assess their satis-
faction with DEI integration across practices and processes.
The responses, obtained anonymously and on a voluntary
basis, will help us understand the range of gender among our
people, and assess our progress compared with our numbers
published in 2021. We can then make improvements to better
reflect the diversity within our organization.
2021
1
Percentage of employees who identify as other than
heterosexual female or heterosexual male, including
those who preferred not to answer
17%
Percentage of employees living with a disability
3%
Percentage of employees of Indigenous origin
0.9%
Percentage of employees who belong to a visible minority
8.6%
2022
2
Percentage of jobs held by women
30%
Percentage of management positions held by women
10%
Percentage of positions of individual contributors held by women
3
36%
Organizational
survey results
1.Based on 775 responses to an anonymous and voluntary survey shared with our administrative employees in 2021.
2.Our current process does not enable us to gather information on the gender expression of each of our employees. We want to review this process to enhance our performance indicators. This is why we included a module on DEI in our organizational survey.
3.Our individual contributors represent our administrative employees who do not play a managerial role.
Our perspective
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Health and safety
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Culture of innovation | Climate change
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Circular economy
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Community relations
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Indigenous relations
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Diversity, equity and inclusion
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Governance
