66

Age of Pomerleau employees

In 2021, we surveyed 1,671 of our administrative employees about DEI, and 775 of them responded. The following information is based on their responses, which were provided anonymously and on a voluntary basis.

Launching an internal survey on diversity, equity, and inclusion

17% of respondents identify as other than heterosexual male or female, including those who preferred not to answer.

3% of respondents live with a disability.

0.9% of respondents are of Indigenous origin.

8.6% of respondents belong to a visible minority.

To establish an agile and future-proof DEI action plan, we brought in reputable external partners to ensure we put people at the forefront of our organizational transformation. To date, our Executive Committee has already taken part in two coaching sessions and several working sessions to develop the roadmap.

At Pomerleau, we are a big family and we want to ensure relationships are always cordial. Our immediate goal is to ensure that the Pomerleau culture is reflected throughout our operations, and that every em- ployee feels fully respected. In this aim, we are deploying a training strategy that ensures all of our employees and managers understand our expectations regarding respect and civility. It is our collective responsibility to be both guardians and ambassadors of a healthy and respectful environment.

Our plan will also include training and coaching to educate our ad- ministrative employees about DEI. Our goal is to integrate aspects of diversity, equity, and inclusion into all of our business practices and processes. We will also create an advisory committee that will be called upon to give its opinion about the initiatives we foresee, and to make recommendations for best practices to our TCL team.

At Pomerleau, a variety of employees already work together:

28% of our administrative employees are women. They represent

38% of our individual contributors and 10% of our managers. Our workers are an impressive blend of the next generation and ex- perienced professionals.

22 %

24 %

19 %

35 %

Less than 30 years

More than 50 years

Between 40 and 50 years

Between 30 and 40 years

Developing an agile plan for diversity, equity, and inclusion

Progress made Progress made

BEST PEOPLE → DIVERSITY, EQUITY, AND INCLUSION → GUIDING PRINCIPLE #1