In 2022, we developed and deployed mandatory respect
and civility training across our operations. During these
83 sessions, we offered 2,682 hours of training to 1,512
employees to foster cordial and respectful relationships.
In collaboration with an expert in the f ield 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
satisfaction 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 ref lect the diversity within our organization
The training has proven very useful, and somewhat surprising,
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
Team awareness
and training
Putting DEI centre stage
Organizational
survey results
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
09
Percentage of employees who belong to a visible minority
86
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
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
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